NBCC HR Manual

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A Navratna CPSE
CONTENTS
S.NO. INDEX PAGE NO(s)
1. HR - VISION, POLICY & I.R. SCENARIO I
2. PREFACE FROM -CGM (HRM) II
3. MESSAGE FROM—CMD III
4. MESSAGE FROM - DIRECTOR (COMMERCIAL) IV
5. MESSAGE FROM - DIRECTOR (PROJECTS) V
6. MESSAGE FROM — CVO VI
7. AN ORGANIZATIONAL OVERVIEW-COMPANY PROFILE VII
8. COMPANY's VISION & KEY OBJECTIVES AND VALUES XIII
9. MANPOWER POSITION — DISCIPLINE & CATEGORY WISE XV
10. CMDs OF NBCC SINCE INCEPTION WITH TENURE XVI
11. DIRECTORs OF NBCC SINCE INCEPTION WITH TENURE XVII
CHAPTER —I : GOVERNANCE& ETHICS
1. NBCC's CODE OF ETHICS 1
2. NBCC CODE OF BUSINESS CONDUCT AND ETHICS FOR BOARD MEMBERS AND
SENIOR MANAGEMENT 2 -7
3. NBCC FRAUD PREVENTION & DETECTION POLICY 8— 10
4. NBCC WHISTLE BLOWER POLICY 11 - 13
5. WRITE UP ON CITIZENS' CHARTER 14
6. CENTRALIZED PUBLIC GRIEVANCES REDRESSAL AND MONITORING SYSTEMM
[CPGRAMS} 14
CHAPTER —Il : HRM-SUB — DELEGATION OF POWERS - 2017
1. INDEX OF SUB-DELEGATION OF POWERS — H.R. & ADMINISTRATIVE PROVISIONS 15- 17
2. SUB-DELEGATION OF POWERS -2017- HUMAN RESOURCES AND
ADMINISTRATIVE PROVISION 18 -27
3. DPE GUIDELINES ON HUMAN RESOURCE MANAGEMENT FOR CPSEs 28 - 33
CHAPTER — III: HUMAN RESOURCES POLICIES AND RULES
1. NBCC RECRUITMENT POLICY (RULES & PROCEDURES) — REGULAR &
CONTRACTUAL EMPLOYEES 34 - 60
2. PROMOTION POLICY —2019 (FOR GROUP- 'A' & 'B' CATEGORIES OF
EMPLOYEES INCLUDING JUNIOR ENGINEERS) AND
GUIDELINES - STAGNATION PROMOTION 61 - 67
3. PROMOTION POLICY-2016 (FOR GROUPA& B CATEGORIES OF
EMPLOYEES INCLUDING JUNIOR ENGINEERS) 68 - 76
4. PROMOTION POLICY AND PROCEDURE FOR NON-EXECUTIVES
(GROUP - "C" EMPLOYEES) 77 - 93
5. POLICY I PROCEDURE FOR CHANGE OF NAME 94
6. NBCC "FAST TRACK PROMOTION POLICY" 95-96
7. NBCC INCENTIVE SCHEME FORACQUIRING HIGHER/ADDITIONAL QUALIFICATIONS 97-101
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8. INCENTIVE FOR EMPANELMENT OF IN-HOUSE FACULTY MEMBERS 102

9. NBCC TRAINING POLICY 103 - 109
10. POLICY ON "MENTOR - MENTEE DEVELOPMENT PROGRAM" 110 - 114
11. NBCC INTERNSHIPTRAININGPOLICY 115-117
CHAPTER -IV : NBCC (SERVICE) RULES
1. GUIDELINES FOR ISSUANCE OF NOC 118- 119
2. NBCC (JOINING TIME) RULES - 2007 120 - 122
3. GUIDELINES ON HANDING OVER/TAKING OVER OF CHARGE 123- 133
4. REFUSAL OF PROMOTION BY THE EMPLOYEES 134
5. WORKINGHOURS 135-138
6. NBCC (LEAVE & LEAVE ENCASHMENT) RULES, 1999 139 - 157
CHAPTER-V : NBCC CONDUCT AND DISCIPLINE RULES
1. NBCC SERVICE (CONDUCT) RULES,1969 158- 172
2. NBCC (DISCIPLINE & APPEAL) RULES,1993 173- 188
3. NBCCSTANDINGORDERS 189-202
4. GUIDELINES - PREVENTION OF SEXUAL HARASSMENT TO WOMEN AT
WORKPLACE GUIDELINES FOR REDRESSAL OF COMPLAINTS 203 - 205
5. VIGILANCE CLEARANCE GUIDELINES 206 - 207
CHAPTEER-VI : PAYANDALLOWANCES
1. NBCC PAY SCALES & ALLOWANCES-
(I) BOARD LEVEL & BELOW BOARD LEVEL EXECUTIVE & NON-UNIONIZED SUPERVISORS
(II) NON-EXECUTIVE EMPLOYEES INCLUDING THOSE CLASSIFIED AS UNIONIZED
SUPERVISORS GOVERNED BY IDA PAY PATTERN. 208 - 218
2. DESIGNATIONS, LEVEL{S) & PAY SCALES - IDA PAY PATTERN - GROUP - A, B & C 219 - 225
3. PERFORMANCE RELATED PAY {PRP) 226 - 230
4. PRODUCTIVITY LINKED INCENTIVE {PLI) 231 - 232
5. NBCC "TRAVELLING ALLOWANCES" RULES 233 - 240
6. PAYMENT OF BONUS 241
7. REIMBURSEMENT OF CONVEYANCE CHARGES IN CASE OF USE OF
PERSONAL CONVEYANCE 242
8. REIMBURSEMENT OF STAFF WELFARE - REFRESHMENT / CONVEYANCE CHARGES 243 - 244
9. OVERTIME 245
CHAPTEER - VII : EMPLOYEE INCENTIVE SCHEMES
1. FAMILY PLANNING ALLOWANCE 245 - 246
2. CONSTITUTION OF THE UNION OF INIDA- PART- 17. ARTICLE-343, OFFICIAL
LANGUAGE- iil'u i1iT9 r 31TT -17, 31aitc 343, r i%t riir 247-276
3. zrriwr R1 kt-iiioi 1iaii tt 1ciiL 277-284

4. REIMBURSEMENT OF ENTRANCE /ANNUAL MEMBERSHIPFEE OF
PROFESSIONAL INSTITUTION 277 - 284
5. HONORARIUN FOR ARTICLES TO BE PUBLISHED IN THE NBCC NEWS BULLETIN 285
CHAPTER - VIII: WELFARE SCHEMES
1. MEDI-CLAIM POLICY 2019 (FOR REGULAR EMPLOYEES) 286-296
2. NBCC MEDICAL BENEFIT CORPUS RULE-2006 297 - 298
3. CONTRIBUTORY VOLUNTARY BENEVOLENT FUND SCHEME 299
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4. ANNUAL MEDICAL HEALTH CHECK-UP 300 - 302
5. FACILITIES FOR USE OF MOBILE CONNECTION, RESIDENTIAL TELEPHONE BY
THE EXECUTIVES OF E-0 TO E-8 / E-9 AND TO GROUP 'C' NON EXECUTIVES UNDER
C.O.C.P SCHEME - CUG PLAN & NON EXECUTIVES 303 - 305
6. ISSUE OF SUMMER! WINER LIVERIES TO ALL ELIGIBLE "C" GROUP
EMPLOYEES FOR THE CALENDAR YEAR 2018-19 306 - 307
7. CANTEEN SUBSIDY 307
8. (1) RATES OF HOUSING SUBSIDY, (2) INTEREST FREE ADVANCE TOWARDS
SECURITY DEPOSIT FOR HIRING ACCOMMODATION & (3) PROOF OF RESIDENCE
FOR DRAWL! CLAIMING HOUSING SUBSIDY/DOUBLE HRA 308-310
9. SCHEMEOFADVANCES 311-313
10. FAREWELL POLICY 314
11. GROUP PERSONAL SPECIAL INSURANCE COVERAGE TO THE GROUP -
A,B & C EMPLOYEES POSTED TO NER & NEXALITE MENANCE AREAS 315
12. NBCC MERITORIOUS SCHOLARSHIP SCHEME 316 - 317
13. NBCC EMPLOYEES' GROUP SAVINGS LINKED INSURANCE SCHEME 318 - 321
14. PRESENTATION OF "SERVICE MEMENTO - LONG SERVICE AWARD SCHEME" 322 - 323
15. GROUP PERSONALACCIDENT INSURANCE COVERAGE POLICY (GPA) 324-329
16. ASSISTANCE FOR FUNERAL EXPENDITURE! EX-GRATIA 330
CHAPTER - IX: STAFF I PUBLIC GRIEVANCE REDRESSAL MACHINERY
1. STAFF! PUBLIC GRIEVANCE REDRESSAL MACHINERY 331 - 332
CHAPTER - X: POST RETIREMENT SCHEMES
1. MEDI-CLAIM POLICY-2019 (FOR RETIRED EMPLOYEES) 333-343
2. PRESENTATION OF SERVICE MEMENTO ! SERVICE CERTIFICATE! IDENTITY CARD
ON SUPERANNUATION 344
3. RULES OF NBCC EMPLOYEES' DEFINED CONTRIBUTION SUPERANNUATION
PENSION TRUST (NEDCST) 345 - 358
CHAPTER - XI : HRM NEW INITIATIVES
1. PEOPLE CAPABILITY MATURITY MODEL SKILL INDIA MISSION (P.C.M.M. ) IN NBCC 359 -361
2. SKILL INDIA MISSION IN NBCC 361
CHAPTER - XiI : MISC., ACKNOWLEDGEMENT & GLIMPSES OF H.R. INITIATIVES
1. NBCC RESIDENTIAL ACCOMMODATION RULES -2013 362-365
2. NBCC COMPANY LEASE ACCOMMODATION TO BOARD LEVELAND BELOW
THE BOARD EVEL EXECUTIVES ON IDA PATTERN OF PAY SCALES. 366 - 367
3. GUIDELINES FOR PREPARATION OF BOARD! COMMITTEE AGENDA NOTES 368 - 370
4. NBCC VOLUNTARY RETIREMENT SCHEME 371 - 373
5. "ACKNOWLEDGEMENT" FROM AGM (HRM) 374 - 375
6. GLIMPSES OF H.R.INITIATIVES
1. WELLNESS
2. SWACHHATA
3. TRAINING & DEVELOPMENT
4. SKILL INDIA
5. EVENTS
6. APPLAUSE
HUMAN RESOURCE VISION
"TO BUILD ATEAM OF COMPETENT, COMMITTED AND
DEDICATED PROFESSIONALS FOR PROVIDING
QUALITY SERVICES TO THE CLIENTS AND MAKE
VALUABLE CONTRIBUTION IN THE INFRASTRUCTURE
DEVELOPMENT OF THE COUNTRY".
HUMAN RESOURCE POLICY

"NBCC CONSIDERS PEOPLE AS ITS ASSETS AND
RESPECTS THE VALUES OF ITS EMPLOYEES. THE
HUMAN RESOURCES AND THE HUMAN RESOURCE
POLICIES ARE DESIGNED AS EMPLOYEE CENTRIC".
I.R. SCENARIO
IN THE PAST INDUCTRIAL RELATIONS CENARIO IN
THE COMPANY HAS REMAINED PEACEFUL AND
CONDUCIVE. NO MAN-DAYS WERE LOST IN
STRICKES ETC., SINCE ALL THE INDUSTRIAL
DISPUTES AND DIFFERENCES WERE RESOLVED
AMICABLY ACROSS THE TABLE. REGULAR
STRUCTURED MEETINGS ARE HELD WITH UNIONS I
ASSOCIATIONS REGARDING EMPLOYEES ISSUES.
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NBCC (INDIA) LIMITED

A Government of ntha Enterpnse)
A Navratna CPSE
PREFACE
This updated 3rd Edition of Human Resources Manual is envisioned as a central

point of reference for all managers, supervisors and employees of the Company to
have in-depth up-to-date knowledge of HR policies, rules, schemes and new
initiatives The Manual is intended to provide users with a general understanding of
.
the Company's HR policies.
To meet the changing demands being placed on organizations, HR must constantly

redefine its role to benefit its employees in addition to the Company as a whole. With
a continuous endeavour to keep manpower motivated for achieving higher levels of
quality and productivity, it is essential to have a clear vision with in-depth knowledge
of the industry in place.
The contents in this manual are in keeping with the values and goals of the
company. Towards this objective, the Employees Manual contains all the rules,
regulations and policies governing the functioning of Human Resource Management.
It will serve as an exhaustive guide for Team NBCC where each employee is
committed to Quality service and effective management.
Even if the Company will be always willing to modify its policy on human resources
further in the context of business needs within the overall guidelines laid down by
Govt., those entrusted with implementation of the policy are also expected to be
conscious of the basic spirit behind the rules.
As the success of this manual is impossible without the ardent support of employees,
it goes without saying that employee suggestions for improving this hand book are
appreciated and most welcome.
I gratefully acknowledge all concerned for their invaluable help in bringing out this
useful manual and we hope it will be a valuable tool in our company for years to
come, and set knowledge in the right direction. The efforts put in by entire HR & CC
team is commendable.
I sincerely appreciate excellent efforts & contribution put forth by Shri Ajay Kumar
Gulati, AGM (HRM) in bringing out this Edition in time. I acknowledge his
significant & valuable efforts. \
4\
(MANAS KAVIRAJJ
4V CHIEF GENERAL MANAGER (HRM)
5 14
YEARS OF
CELEBRATING
ThE MAHATMA
CORPORATE OFFICE
NBCC Bhawan, Lodhi Road. New Delhi 110 003
-
Tel. EPABX: 91-11-43591555. 24367314-15

www.nbccindia.com CIN-L7489DL1 960G01003335
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ANOOP KUMAR MITTAL
Chairman-cum-Managing Director
A Navratna CPSE
MESSAGE
"I believe the real difference between success and failure in a corporation can be
very often traced to the question of how well the organization brings out the
great energies and talents of its people" - Thomas J. Watson Jr.
In an era of technological, social and economic change, there is an emerging need to meet
both current and future demands of an organization/company. New technologies and new
organisational arrangements are fundamental in this respect.
It is widely acknowledged that Human Resource Department is the backbone that helps in
the smooth functioning of a company. To ensure production of high quality output, it is
essential that all employees possess the right knowledge, skills and approach to keep
themselves abreast of the latest developments in the industry.
In the last five years, NBCC has brought some sweeping changes to the company and
formulated new policies, including streamlining HR practices, online appraisal systems, e-
office, ERP and document management system to deal with growing work load, among
others, it has added value to the company's overall growth.
Each and every section of this Human Resources Manual provides the understanding that
NBCC, its management, and the employees share the responsibility to establish and
maintain the safest possible workplace for all. It is my hope that this manual will be useful in
matters concerning policies, procedures, rules and practices, providing the required
guidance for efficient management and in developing more effective working methods.
Underlining the significance of HR Management in a dynamic environment, NBCC has
found it apt to come out with a full fledged and comprehensive HR Manual. For efficient
discharge of human resource functions, this manual will surely serve as a guiding light.
I commend the dedication put in by our HR team and all other concerned in bringing out this
3rd edition of HR Manual in the present shape. Such initiatives go a long way in contributing
to the company's vision of attaining global standards of adequately skilled employees. I am
sure this manual will serve as a useful handbook for the employees of the company in this
rapidly-evolving field in years to come.
DR. ANOOP KU MAR MITTAL
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(1 k-R°bI 0151 s3519)

(A Government of India Enterprise)
(-'-i/ NBCC Bhawan, Lodhi Road, New Delhi - 110 003 I CIN-L74899DL1960G01003335
YEARS OF
CELEBRATING Tel. :91-11-24368893 I Fax:91-11-24365661
THE MAHATMA E-mail : cmdsectt©nbccindia.com I www.nbccindia.com
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RAJENDRA CHAUDHARI A Navratna CPSE
Director (Commercial)
MESSAGE
HR policies require timely review and updation and this have assumed
even more importance now because of the dynamic economic and
organisational scenario within the organization. Keeping pace with the
ever developing trends in the field of HR Management, this HR Manual
will fulfil the twin objectives of meeting employees' aspirations to keep
them highly motivated in addition to ensuring that organisational goals
are also achieved.
I appreciate the time and efforts put in by the Corporate HR

Management Division in bringing out this updated HR Manual.
ERA NDRA -saHARI]

DIRE e COMMERCIAL)
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NBCC (INDIA) Limited
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(Formerly Nationai Busidings Construction Corporation Ltd.)

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NBCC Bhawan, Lodhi Road. New Delhi-hO 003
W/Tel: 91-11-24367190
E-mail dcsectt@nbccindia corn, Website www.nbccinda.gov.in
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Neelesh Shah
Director (Projects) 4 Navrutnu CPSE
MESSAGE
In today's day and age, Organizations must have full-fledged HR

Policies in place. A sound and dynamic HR policy platform is essential
to ensure transparency in dealing Human Resources. This HR Manual is
a step in the right direction towards optimum utilisation and recognition
of the contribution of human resources in an organization.
I appreciate the efforts put in by the Corporate Human Resource

Management Division in bringing out this up to date HR Manual.
[NEELESH SHAH]
DIRECTOR (PROJECTS)
(Th1T) RR
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Formerly National Buildings Construction Corporation Ltd.)
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NBCC Bhawan, Lodhi Road, New Delhi-110003
HT/TeI.: 91-11-24367201, 24367202
Email : dirpnbccindia.com, dpsectt@nbccindia.com
Website : www.nbccindia.com
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NBCC (A Government of ndia Enterprises)
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A Navratna CPSE
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Chief Vigilance Officer
MESSAGE
In this era of heightened competition among the peers considering the ever growing
business environment, a highly competent workforce is the need of the hour to meet
the dynamic demands of the industry. An astute understanding of this aspect has
enabled NBCC to live upto growing challenges. However, global competition has
constantly thrown up new challenges before the Company. Against this backdrop,
NBCC is striving to make efforts to achieve the targeted rate of growth maintaining
transparency in its operations, for which, it considers development and employee
welfare as a matter of paramount importance. There is therefore an important need
for proper Human Resources Management aimed at ensuring the recruitment,
engagement, promotion and appointment of the right people to the right positions.
Human Resources Manual constitutes the foundation and driving force of each
association, institution and company. With a view to effectively implement HR
practices, it is beneficial for an organisation to put in place a comprehensive Manual
which can pave and ease the way for growth and development.
Recognizing this very need and to ensure that NBCC evolves continuously with the
changing scenario, introduction of the new version of HR Manual is a welcome
measure. This HR Manual has been developed and updated to communicate the
policies, procedures, rules and practices in the organization by personnel dealing
with the subject in particular and to all employees in general.
My compliments to the officers of Corporate HRM Division who under the dynamic
leadership of CMD, NBCC have ensured the successful compilation and publication
of this Manual. I am sure that this initiative would go a long way in enhancing the
employee-friendly environment of NBCC in which goal-oriented individuals thrive as
they prepare themselves to face ever more challenges in times to come.
[SANJtV SWARUP]
CHIEF VIGILANCE OFFICER
CORPORATE OFFICE
NBCC Bhawan, Lodhi Road, New Delhi - 110 003
Tel.: EPABX : 91-11-43591555, 24367314-15
cvo©nbccindia.com
CIN : L7489DL1960G01003335
www.nbccindia.com
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NBCC
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A 'savratna CPSE
An
Organis ational
Overview - Company Profile Future
Established in 1960, as a Govt. of India Civil Engineering Enterprise, NBCC with its Headquarter in Delhi, today, holds the
status of Navratna CPSE, carrying along a legacy of undisputed Leader in construction industry of the Nation, realized by
a dedicated workforce of the Company.
NBCC's present areas of operation encompass three
Primary Segments namely:
a) Project Management Consultancy (PMC)
Executing landmark projects in diversified sectors as 3%
also Redevelopment Projects for Governments. 4%
b) Engineering Procurement & Construction (EPC):

Working in a niche market and constructing
Chimneys, Cooling Towers for Power Sector.
c) Real Estate Development: Developing Residential
and Commercial inventories for Governments and
the Public at large.
NBCC has been executing many Landmark
Projects as a PMC which contributes to about 93% of its • PMC
annual revenue. The segment being the Company's core
• EPC
strength, the areas covered under its umbrella include Re-
development of government properties, Roads, ' Real Estate
Hospitals & Medical Colleges, Institutions, Offices,
Airports, Bridges, Industrial & Environmental Structures etc.
The Real Estate segment of the Company which came into being in 1988, mainly executing Commercial Real Estate
Projects, today has undergone a sea change operation wise. NBCC has formidable presence in Real Estate Sector. It
has huge land banks all across the country measuring approximately 200 acres and a number of ongoing projects, apart
from some major ones already delivered.
NBCC has been operating in Infrastructure Segment as well called EPC, wherein it has been executing projects such as
Chimneys, Cooling Towers, and various types of Power Plant Works.
Through its robust delivery mechanism, the company has completed major milestone projects in the environment sector
where the citizens have been the main beneficiary. Such projects include Sewage Treatment Plant (STP), Sewerage
Networks of major cities, Water Treatment Plant (WTP), Water Supply Network including raw water mains, Solid
Waste Management.
Development of Rural Roads undertaken in underdeveloped and remote areas under "PRADHAN MANTRI GRAM
SADAK YOJANA" (PMGSY) in Bihar, Jharkhand, West Bengal, Tripura and Odisha by the company, have contributed
towards-
Improved connectivity of villages to main cities & towns,
Improved earning capacity and livelihood for the villagers,
Adding to the GDP of the country,
• Facilitating faster access to medical facilities in nearby towns/cities, thereby adding value to health-care of the
villagers,
• Positively impacting education and literacy levels of villagers at large.
VII
CHAPTER - I
NBCC's CODE OF ETHICS
1. NBCC'S CODE OF ETHICS

2. NBCC CODE OF BUSINESS CONDUCT AND ETHICS
FORBOARD MEMBERS AND SENIOR MANAGEMENT
3. NBCC FRAUD PREVENTION & DETECTION POLICY
4. NBCC WHISTLE BLOWER POLICY
5 WRITE UP ON CITIZENS' CHARTER
6 CENTRALIZED PUBLIC GRIEVANCES REDRESSAL
AND MONITORING SYSTEM [CPGRAMS]
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NBCC
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A Navratna CPSE
NBCC's CODE OF ETHICS
I MAINTAIN AUSTERITY IN OFFICIALAND PERSONAL LIFE.
2 MAINTAIN UTMOST LOYALTY, SINCERITYAND ABSOLUTE INTEGRITY IN

ASSIGNED TASKS.
3 MAINTAIN STRICT PUNCTUALITYAND DISCIPLINE IN OFFICE.
4 FOLLOW STRICTLY LAID DOWN RULES, PROCEDURES AND

INSTRUCTIONS IN THE DISCHARGE OF ALL OFFICIAL FUNCTIONS.
BRINGING UNDUE OUTSIDE INFLUENCE FOR PERSONAL GAINS TO BE
STRICTLYAVOIDED.
5 MAINTAIN HIGHESTSTANDARDSOF EFFICIENCYAND QUALITY.
6 MANAGE CORPORATION FUNDS WITH UTMOST PRUDENCE.
7 ENDEAVOUR RELENTLESSLY TO CUT COSTS I WASTES AND CONSERVE

ORGANIZATION RESOURCES.
8 STRIVE EARNESTLY TO ACHIEVE ORGANIZATIONAL AND SOCIAL

OBJECTIVES.
9 MAINTAIN STRICT CONFIDENTIALITY ON TENDER WORKING, COMPANY

STRATEGIES AND MATTERS RELATING TO THE SECURITY OF THE STATE.
10. STRIVE TO ERADICATE ENVIRONMENTAL POLLUTION AND RESTORE

ECOLOGICAL BALANCE BY ADOPTING ENVIRONMENTAL FRIENDLY
TECHNOLOGIES.
11. STRIVE TO WIN OVER AND MAINTAIN CUSTOMER CONFIDENCE AND

SATISFACTION.
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NBCC CODE OF BUSINESS CONDUCT AND ETHICS FOR BOARD MEMBERS AND
SENIOR MANAGEMENT
1.0 INTRODUCTION
1.1 This Code shall be called "The Code of Business Conduct & Ethics for Board Members and Senior
Management" of National Buildings Construction Corporation Limited (hereinafter referred to
as "the Company")
1.2 The purpose of this Code is to enhance ethical and transparent process in managing the affairs
of the Company.
1.3 This Code for Board Members and Senior Management has been framed specially in compliance
of the provisions of Clause 49 of the Listing Agreement with Stock Exchanges and as per the
Guidelines of DPE.
1.4 It shall come into force with effect from the 14.3.2011.
2.0 DEFINITIONSAND INTERPRETATIONS:
2.1 The term "Board Members" shall mean Directors on the Board of Directors of the Company.
2.2 The term "Whole-time Directors" or "Functional Directors" shall be the Directors on the Board of
Directors of the Company who are in whole-time employment of the company.
2.3 The term "Part-time Directors" shall mean Directors on the Board of Directors of the Company who are
not in whole time employment of the Company.
2.4 The term "Relative" shall have the same meaning as defined in Section 6 of the Companies Act, 1956.
2.5 The term "Senior Management" shall mean personnel of the Company who are members of its core
management team excluding Board of Directors and would comprise all members of management one
level below the Whole time Directors, including all functional heads.
2.6 The term "the Company" shall mean National Buildings Construction Corporation Limited
NOTE: In this Code, words importing the masculine gender shall include feminine gender and words
importing singular shall include the plural or vice-versa.
3.0 APPLICABILITY
3.1 This code shall be applicable to the following personnel:
a) All Whole-time Directors including the Chairman & Managing Director of the Company.
b) All Part-time Directors including Independent Directors under the provisions of law.
c) Senior Management
3.2 The Whole-time Directors and Senior Management should continue to comply with other applicable/to
be applicable policies, rules and procedures of the Company.
4.0 CONTENTS OF CODE
Part I General Moral Imperatives
Part II Specific Professional Responsibilities
Part III SpecificAdditional Provisions for Board Members and Senior Management
This code is intended to serve as a basis for ethical decision making in the conduct of professional work. It
may also serve as a basis for judging the merit of a formal complaint pertaining to violation of professional
ethical standards.
It is understood that some words and phrases in the code of ethics and conduct document are subject to
varying interpretations. In case of any conflict, the decision of the Board shall be final.
2
A Navratna CPSE
PART —I
5.0 GENERALMORALIMPERATIVES
5.1 Contribute to society and human well being
5.1.1 This principle concerning the quality of life of all people, affirms an obligation to protect fundamental human
rights and to respect the diversity of all cultures. We must attempt to ensure that the products of our efforts will
be used in socially responsible ways, will meet social needs and will avoid harmful effects to health and
promote welfare of others. In addition to a safe social environment, human well being includes a safe natural
environment.
5.1.2 Therefore, all Board Members and Senior Management who are accountable for the design, development,
manufacture and promotion of company's products, must be alert to, and make others aware of, both a legal
and a moral responsibility for the safety and the protection of human life and environment.
5.2 Be honest and trustworthy & practice integrity
5.2.1 Integrity and honesty are essential components of trust. Without trust an organization cannot function
effectively.
5.2.2 All Board Members and Senior Management are expected to act in accordance with highest standards of
personal and professional integrity, honesty and ethical conduct, while conducting business of the Company.
5.3 Be fair and take action not to discriminate
5.3.1 The values of equality, tolerance, respect for others, and the principles of equity & justice govern this
imperative. Discrimination, on the basis of race, sex, religion, caste, age, disability, national origins or other
such factors, is an explicit violation of this Code.
5.4 Honour confidentiality
5.4.1 The principle of honesty extends to issues of confidentiality of information. The ethical concern isto respect
all obligations of confidentiality to all stakeholders unless discharged from such obligations by requirements
of the law or other principles of this Code.
5.4.2 All Board Members and Senior Management, therefore, shall maintain the confidentiality of all confidential
unpublished information about business and affairs of the CPSE.
5.5 Pledge & Practice
5.5.1 To strive continuously to bring about integrity and transparency in all spheres of the activities.
5.5.2 Work unstintingly for eradication of corruption in all spheres of life.
5.5.3 Remain vigilant and work towards growth and reputation of the Company.
5.5.4 Bring pride to the organization and provide value-based services to Company's stakeholders.
5.5.5 Do duty conscientiously and without fear or favour.
PART II
6.0 SPECIFIC PROFESSIONAL RESPONSIBILITIES
6.1 Live the Vision, Mission and Values of CPSE — each day
Live the Vision, Mission and Values of National Buildings Construction Corporation Limited each day. For
quick reference they are as under:
VISION
Our vision is to be a widely admired and preferred construction services company.
MISSION
To supply customers with practical, secure, innovating and cost-efficient construction products and services
that meettheir needs as well as providing the necessary supporting infrastructure.
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NBCC
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A Navratna CPSE
To act in a socially responsible way to contribute to national wealth, whilst upholding our responsibility for the
environment and promoting the well-being of our customers, employees, shareholders and other
stakeholders.
To achieve a premier position by developing and adopting best practices and state-of-the art technology in
construction services and related activities for gaining a competitive advantage.
To deliver value to projects through cost and planning optimization and effective risk management.
To retain our status as the first ranked company of the Government of India in the field of Contract and
Construction Services.
VALUES
Zeal to excel and zest for change
Integrity and fairness in all matters
Respect for dignity and potential of individuals

Strict adherence to commitments
Ensure speed of response

Foster learning, creativity and team-work
Loyalty and pride in the Company
6.2 Strive to achieve the highest quality, effectiveness and dignity in both the processes and products of
professional work: Excellence is perhaps the most important obligation of a professional. Everyone,
-
therefore, should strive to achieve the highest quality, effectiveness and dignity in their professional work.
6.3 Acquire and maintain professional competence: Excellence depends on individuals who take
responsibility for acquiring and maintaining professional competence. All are, therefore, expected to
participate in setting standards for appropriate levels of competence, and strive to achieve those standards.
6.4 Compliance with Laws:- The Board Members and Senior Management of the Company shall comply with
all the applicable provisions of existing local, state, national, and international laws. They should also follow
and obey the policies, procedures, rules and regulations relating to business of the CPSE.
6.5 Accept and provide appropriate professional review: Quality professional work depends on professional
review and comments. Whenever appropriate, individual members should seek and utilize peer review as
well as provide critical review of the work of theirs.
6.6 Manage personnel and resources to enhance the quality of working life:- Organizational leaders are
responsible for ensuring that a conducive working and business environment is created for fellow employees
to enable them delivering their best. The Board Members and Senior Management would be responsible for
ensuring human dignity of all employees, would encourage and support the professional development of the
employees of the CPSE by providing them all necessary assistance and cooperation, thus enhancing the
quality of working.
6.7 Be upright and avoid any inducements:- The Board Members and Senior Management shall not, directly
or indirectly through their family and other connections, solicit any personal fee, commission or other form of
remuneration arising out of transactions involving Company. This includes gifts or other benefits of significant
value, which might be extended at times, to influence business for the organization or awarding a contract to
an agency, etc.
6.8 Observe Corporate Discipline:- The flow of communication within the Company is not rigid and people are
free to express themselves at all levels. Though there is a free exchange of opinions in the process of arriving
at a decision, but after the debate is over and a policy consensus has been established, all are expected to
adhere and abide by it, even when in certain instances one may not agree with it individually. In some cases
policies act as a guide to action, in others they are designed to put a constraint on action. All must learn to
recognize the difference and appreciate why they need to observe them.
4
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A Navratna CPSE
6.9 Conduct in a manner that reflects credit to the Company:- All are expected to conduct themselves, both
on and off duty, in a manner that reflects credit to the Company. The sum total of their personal attitude and
behaviour has a bearing on the standing of Company and the way in which it is perceived within the
organization and by the public at large.
6.10 Be accountable to Company's stakeholders:- All of those whom we serve, be it our Customers, without
whom the Company will not be in business, the Shareholders, who have an important stake in its business,
the Employees, who have a vested interest in making it all happen, the Vendors, who support the Company
to deliver in time and Society to which Company is responsible for its actions — are stakeholders of the
Company. All, therefore, must keep in mind at all times that they are accountable to Company's stakeholders.
6.11 Prevention of Insider Trading:- The Board Members and Senior Management shall comply with the code of
Internal Procedures and conduct for prevention of Insider Trading in dealing with Securities of the Company.
6.12 Identify, mitigate and manage business risks:- It is everybody's responsibility to follow the Risk
Management Framework of the Company to identify the business risks that surround function or area of
operation of the Company and to assist in the company-wide process of managing such risks, so that
Company may achieve its wider business objectives.
6.13 Protect properties of the Company:- The Board Members and Senior Management shall protect the
assets including physical assets, information and intellectual rights of the Company and shall not use the
same for personal gains.
PART —Ill
7.0 SPECIFICADDITIONAL PROVISIONS FOR BOARD MEMBERSAND SENIOR MANAGEMENT
7.1 As Board Members and Senior Management: They shall undertake to actively participate in the meetings
of the Board and Committees on which they serve.
7.2 As Board Members
7.2.1 Undertake to inform the Chairman and Managing Director! Company Secretary of the Company of
any changes in their other Board positions, relationship with other business and other events!
circumstances ! conditions that may interfere with their ability to perform Board! Board Committee
duties or may impact the judgement of the Board as to whether they meet the independence
requirements of Listing Agreement with Stock Exchanges and the Guidelines of DPE.
7.2.2 Undertake that without prior approval of the disinterested members of the Board, they will avoid
apparent conflict of interest. Conflict of interest may exist when they have personal interest that may
have a potential conflict with the interest of the Company. Illustrative cases can be:
Related Party Transactions: Entering into any transactions or relationship with Company or its
subsidiaries in which they have a financial or other personal interest (either directly or indirectly such as
through a family member or relation or other person or other organization with which they are
associated).
Outside Directorship: Accepting Directorship on the Board of any other Company that competes with
the business of the Company.
Consultancy/Business/Employment: Engaging in any activity (be it in the nature of providing
consultancy service, carrying on business, accepting employment) which is likely to interfere or conflict
with their duties! responsibilities towards Company. They should not invest or associate themselves in
any other manner with any supplier, service provider or customer of the company.
Use of Official position for personal gains:
Should not use their official position for personal gains.
7.3 Compliance with the Code of Business Conduct and Ethics
73.1 All Members of the Board and Senior Management of Company shall uphold and promote the
principles of this code.
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A Navratna CPSE
The future of the organization depends on both technical and ethical excellence. Not only it is important
for Board Members and Senior Management to adhere to the principles expressed in this Code, each
of them should also encourage and support adherence by others.
7.3.2 Treat violations of this code as inconsistent association with the organization
Adherence of professionals to a code of ethics is largely and generally a voluntary matter. However, if
any of Board Members and Senior Management does not follow this Code, the matter would be
reviewed by the Board and its decision shall be final. The Company reserves the right to take
appropriate action against the defaulter.
7.4 Miscellaneous Points
7.4.1 Continual updation of Code
This Code is subject to continuous review and updation in line with any changes in law, changes in
Company's philosophy, vision, business plans or otherwise as may be deemed necessary by the Board
and all such amendments! modifications shall take effect prospectively from the date stated therein.
7.4.2 Where to seek clarifications
Any member of Board or Senior Management requiring any clarification regarding this code of conduct
may contact Sr.General Manager(Legal & Contract Engineering) I any officer specifically designated
by the Board of Directors.
[SOURCE: Refer BOD 396th Meeting held on 14.03.2013 cs Circular No.NBCC/77/2012-BS dated 26th April, 20131
6
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NBCC (INDIA) LTD.

NBCC BHAWAN, LODHI ROAD, NEW DELHI - 110 003
ANNEXURE -II
ACKNOWLEDGEMENT OF RECEIPT OF
CODE OF BUSINESS CONDUCT AND ETHICS FOR
BOARD MEMBERS AND SENIOR MANAGEMENT
(To be filled and forwarded to the Company Secretary, NBCC)
I have received and read the code of Business Conduct and Ethics for Board Members and Senior
Management of National Buildings Construction Corporation Limited. I understand the standards and
policies contained in the said Code of Business Conduct and Ethics and understand that there may be
additional policies or laws specific to my job. I further agree to comply with the said Code of Business
Conduct and Ethics.
Further, I undertake to provide following Affirmation on an Annual basis to the Company within 30 days from
the end of 31st March every year.
AFFIRMATION
(By Board Members! Senior Management of the Company on Annual basis by 30th April of every year)
(name), (designation), having read and understood the Code
of Business Conduct and Ethics for Board Members and Senior Management, hereby solemnly affirm that I have
complied with and has not violated any of the provisions of the Code during the year ended 31st March,201 3."
Signature
Name
Designation
Employment Number
Telephone No.
Place:
Date
f REFER: ReferBOD 396th Meeting he/don 14.03.2013— CS CircularNo.NBCCI77/2012-BS dated 26t"April, 2013
7
A Navralna CPSE
NBCC FRAUD PREVENTION & DETECTION POLICY
The Board of Directors in its 411th meeting held on 07.11.2012 has approved adoption of 'NBCC Fraud Prevention &
Detection Policy'. The Policy has been formulated to ensure that management is aware of its responsibilities for detection
& prevention of fraud; establishing procedures for its prevention and providing guidance to employees and others
forbidding them for involvement in any fraudulent activity/action to be taken under such situation; and also making a
provision for action against bidders/sub-contractors/ suppliers/consultants those submitting false documents.
1.0 PREAMBLE
The policy for fraud prevention & detection is established to facilitate the development of control which will aid in the
detection and prevention of fraud against the National Buildings Construction Corporation Limited ( hereinafter
referred to as 'Company') in order to oversee the best practices of Corporate Governance. It is the intent of the
Company to promote consistent organizational behaviour by providing guidelines and assigning responsibilities for
the development of control and conduct of investigations.
2.0 POLICY OBJECTIVES
The "Fraud Prevention Policy" has been framed to provide a system for detection and prevention of fraud, reporting
of any fraud that is detected or suspected and fair dealing of matters pertaining to fraud. The policy will ensure and
provide forthe following:-
I. To ensure that management is aware of its responsibilities for detection and prevention of fraud and for
establishing procedures for preventing fraud and/or detecting fraud when it occurs.
II. To provide a clear guidance to employees and others dealing with Company forbidding them from
involvement in any fraudulent activity and the action to be taken by them where they suspect any fraudulent
activity.
III. To conduct investigations into fraudulent activities.
IV. To provide assurances that any and all suspected fraudulent activity will be fully investigated.
V. The bidders/sub-contractors/suppliers/consultants, if submit false documents shall also be dealt with under
this policy.
3.0 SCOPE OF POLICY
The policy applies to any fraud, or suspected fraud involving employees of the Company(all full time, part time or
employees appointed on adhoc/temporary/contract basis) as well as representatives of vendors, suppliers,
contractors, consultants, service providers or any outside agency (ies) doing any type of business with the
Company.
4.0 DEFINITION OF FRAUD
"Fraud" is a willful act intentionally commifted by an individual(s) — by deception, suppression, cheating or any other
fraudulent or any other illegal means, thereby, causing wrongful gain(s) to self or any other individual(s) and wrongful
loss to other(s). Many a times such acts are undertaken with a view to deceive/mislead others leading them to do or
prohibiting them from doing a bonafide act ortake bonafide decision which is not based on material facts.
50 ACTIONS CONSTITUTING FRAUD
While fraudulent activity could have a very wide range of coverage, the following are some of the act(s) which constitutes
fraud:
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I. Forgery or alteration of any document or account belonging to the Company
II. Forgery or alteration of cheque, bank draft or any otherfinancial instrument etc.
Ill. Misappropriation of funds, securities, supplies or others assets by fraudulent means etc.
IV. Falsifying records such as pay-rolls, removing the documents from files and/or replacing it by a fraudulent note etc.
V. Willful suppression of facts/deception in matters of appointment, placements, submission of reports, tender

committee recommendations etc. as a result of which a wrongful gain(s) is made to one and wrongful loss(s) is
caused to the others.
VI. Utilizing Company funds for personal purposes.
VII. Authorizing or receiving payments for goods not supplied or services not rendered.
VIII. Destruction, disposition, removal of records or any other assets of the Company with an ulterior motive to
manipulate and misrepresent the facts so as to create suspicion/suppression/cheating as a result of which
objective assessment/decision would not be arrived at.
IX. Submission of false/forged documents by the tenderers / vendors / suppliers / consultants with their offer for
sub-contracting.
X. Any other act thatfalls underthe gamut of fraudulent activity.
"The list given above is only illustrative and not exhaustive" :-
6.0 REPORTING OF FRAUD
Any employee(full time, part time or employees appointed on adhoc/temporary/contract basis),

representative of vendors, suppliers, contractors, consultants, service providers or any other agency(ies)
doing any type of business with the Company as soon as he / she comes to know of any fraud or suspected
fraud or any other fraudulent activity must report such incident(s). Such reporting shall be made to the
designated Nodal Officer(s), nominated in Corporate Office. The reporting of the fraud normally should be in
writing. In case the reporter is not willing to furnish a written statement of fraud but is in a position to give
sequential and specific transaction of fraud/suspected fraud, then the officer receiving the information/Nodal
Officer should record such details in writing as narrated by the reporter and also maintain the details about
the identity of the official/employee I other person reporting such incident. Reports can be made in
confidence and the person to whom the fraud or suspected fraud has been reported must maintain the
confidentiality with respect to the reporter and such matter should under no circumstances be discussed with
any unauthorized person.
ii. All reports of fraud or suspected fraud shall be handled with utmost speed and shall be coordinated by Nodal
Officer(s) to be nominated.
iii. Officer receiving input about any suspected fraud/nodal officer(s) shall ensure that all relevant
records/documents and other evidence is being immediately taken into custody and protected from being
tampered with, destroyed or removed by suspected perpetrators of fraud or by any other official under his
influence.
7.0 INVESTIGATION PROCEDURE
i. The "Nodal Officer" shall, refer the details of the fraud/suspected fraud to the Chief Vigilance Officer of the
Company, for further appropriate investigation and needful action.
ii. This input would be in addition to the intelligence, information and investigation of cases of fraud being
investigated by the Vigilance Division of their own as part of their day to day functioning.
9
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iii. After completion of the investigation, due & appropriate action, which could include administrative action,
disciplinary action, civil or criminal action, imposition of ban or black-listing of the vendors I contractors /
suppliers / consultants / service providers or any agency (ies) or closure of the matter if it is proved that fraud
is not committed etc. depending upon the outcome of the investigation shall be undertaken. Malicious
allegation may result in disciplinary action against the complainant/reporter.
iv. Vigilance Division shall apprise "Nodal Officer" of the results of the investigation undertaken by them.
8.0 RESPONSIBILITY FOR FRAUD PREVENTION
Every employee(full time, part time, adhoc, temporary, contract), representative of vendors, suppliers,
contractors, consultants, service providers or any other agency(ies) doing any type of business with the
Company, is expected and shall be responsible to ensure that there is no fraudulent act being committed in
their areas of responsibility/control. As soon as it is learnt that a fraud or suspected fraud has taken or is likely
to take place they should immediately apprise the same to the concerned as perthe procedure.
ii. All controlling officers shall share the responsibility of prevention and detection of fraud and for implementing
the Fraud Prevention Policy of the Company. It is the responsibility of all controlling officers to ensure that
there are mechanisms in place within their area of control to :-
a. Familiarize each employee with the types of improprieties that might occur in their area.
b. Educate employees about fraud prevention and detection.
c. Create a culture whereby employees are encouraged to report any fraud or suspected fraud which
comes to their knowledge, without any fear of victimization.
d. Promote employee awareness of ethical principles subscribed to by the Company as per the prevailing
policy;
iii. Due amendments shall be made in the general conditiorof contracts wherein all bidders/service
providers/vendors/consultants etc. shall be required to certify that they would adhere to the Fraud
Prevention Policy of the Company and not indulge or allow anybody else working in their organization to
indulge in fraudulent activities and would immediately apprise the organization of the fraud/suspected fraud
as soon as it comes to their notice. These conditions shall form part of documents both at the time of
submission of bid and agreement of execution of contract.
9.0 ADMINISTRATION AND REVIEW OF THE POLICY
The Chairman and Managing Director shall be responsible for the administration, interpretation, application and
revision of this policy.
(Refer: Circular No.: NBCCIPMGIPolicyI2O12I189O Dt. 28-12-2012)
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NBCC WHISTLE BLOWER POLICY
1. PREFACE&OBJECTIVE
Whereas Clause 49 of the Listing Agreement between listed companies, and the Stock Exchanges, provides
interalia, as a non-mandatory requirement, for all listed companies to establish a mechanism called "Whistle
Blower Policy" for employees to enable them to report to the management instances of unethical behavior, actual or
suspected fraud or violation of the company's code of conduct or ethics policy,
WhereasNational Buildings Construction Corporation (NBCC) has adopted "The Code of Business Conduct &
Ethics for Board Members and Senior Management" w.e.f 14.3.2011,
Whereas Employees of NBCC are governed by NBCC Service (Conduct)Rules, 1969,
Whereas NBCC has adopted NBCC Fraud Prevention Policy w.e.f for detection and prevention of
fraud, reporting of any fraud that is detected or suspected and fair dealing of matters pertaining to fraud,
Whereas the mechanism provided under the Government of India Resolution on Public Interest Disclosures and
Protection of Informer (PIDPI) dated 21 .04.2004 with Central Vigilance Commission as the designated agency to
receive, enquire and make recommendations on the complaints circulated amongst employees vide NBCC
Vigilance Division Circular No. 63(94)! 04! Vig! 2203 dated 11.08.2004, is available to the employees for making
written complaints or disclosure on any allegation of corruption or of misuse of office by any employee of NBCC
In addition to the mechanisms already available, the 'Whistle BlowerPolicy of NBCC' seeks
(i) to ensure greater transparency in all aspects of the Company'sfunctioning by formulating a

procedure for further enablingemployees to bring to the attention of Company incidents of improper
activities or violation of the company's Service (Conduct) Rules and the Code of Business Conduct & Ethics
for Board Members and Senior Management, and
(ii) to provide necessary safe-guards for protection of employees fromreprisals or victimization for whistle
blowing in good faith
2. DEFINITIONS
In this Policy unless repugnant to the subject or context of its usage, the following expressions shall carry meanings
hereunder assigned to them, namely:
a) 'Audit Committee' means the Audit Committee constituted by the Board of Directors of the Company
in accordance with Section 292 A of the Companies Act, 1956, read with Clause 49 of the Listing
Agreement with the stock exchange.
b) 'Company' means National Buildings Construction Corporation Limited (NBCC).
c) 'Competent Authority' means 'Chairman-cum-Managing Director of the Company. In case of conflict

of interest, CompetentAuthority would mean Chairman-Audit Committee.
d) 'Complainant' means any employees (whether working in India or abroad) of the Company including
the Directors in the employment who has made a complaint.
e) 'Complaint' means an expression of an improper Activity of any employee or group of employees of

the Company made by a complainant in writing in conformity with this Policy.
f) 'Improper Activity' means any activity by an employee of the Company that is undertaken in
performance of his or her official duty, whether or not that act is within the scope of his or her
employment, and that is in violation of any law or the rules of conduct or ethic policy applicable to the
employee, including, but not limited to, corruption, malfeasance, bribery, theft, conversion or misuse of
11
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ANavratna CPSE
the Company's property, 'fraudulent claim, fraud or willful omission to perform the duty, or that is
economically wasteful or involving gross misconduct, incompetence or gross inefficiency.
g) 'Motivated Complaint' A complaint shall be deemed to be 'motivated' if it is found to be deliberately

false or motivated by revenge, enmity or mischief or other extraneous considerations.
h) 'Protected Disclosure' means a bonafide disclosure or complaint of 'improper activity.
I) 'Victimization' means any act by which the complainant is meted out an unfair treatment or harassed
or victimized for making a complaint in good faith.
j) 'Whistle Blower' means an employee making a protected disclosure underthis policy.
3. ESSENTIALS OF COMPLAINT
3.1 A Complaint shall be made in writing. It shall be specific and verifiable, and shall be accompanied by
supporting documents or other material wherever possible. The complete identity of the Complainant i.e. his
signatures, Name, Employee ID no., designation, address and telephone no. shall be given on a separate
sheet attached to the complaint. The text of the complaint should be written in a manner so as not to reveal the
identity of the complainant.
3.2 Anonymous or pseudonymous Complaints shall not be entertained.
3.3 The Complaint shall be enclosed in a sealed envelope with the words "protected Disclosure under Whistle
Blower Policy of NBCC' superscribed on it addressed to:
Chairman-cum-Managing Director
C/o Chief Vigilance Officer,
National Buildings Construction Corporation,
NBCC Bhawan, 3rd Floor, Lodhi Road, New Delhi-i 10 003
3.4 If the whistle blower believed that there is a conflict of interest with the CMD, he may send his complaint
directly addressed to the Chairman,Audit Committee
C/o Chief Vigilance Officer,
National Buildings Construction Corporation,
NBCC Bhawan, 6th Floor, Lodhi Road, New Delhi-i 10003.
3.5 If the envelope is not superscribed and sealed, it will not be possible to provide protection to the whistle
blower as specified under this policy.
3.6 The Complaint may not be investigator and hence is not expected to have conducted any independent
investigation prior to making the Complaint, The Complaint is, however, expected to have knowledge of the
facts on which the Complaint is based and must, therefore, disclose sufficient facts about the existence of
ImproperActivity by an employee of the Company in the Complaint.
4. HANDLING OF WHISTLE BLOWER COMPLAINTS, INVESTIGATION AND ACTION THEREON
4.1 All complaints will be recorded and acted upon in a time bound manner while maintaining complete
confidentiality about the identity of the complainant.
4.2 In the event, where the complaint has no basis or matter is not to be pursued under this Policy, it may be
dismissed at this stage by the competent authority and the decision documented.
4.3 Where the competent authority is prima facie satisfied that the complaint carries a vigilance angle and
warrants investigation of the alleged improper activity, competent authority will refer the complaint to Chief
Vigilance Officer (CVO) of the Company for investigation and further action as per the guidelines of Central
Vigilance Commission.
12
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4.4 In cases otherthan those referred in 4.3 above, the competent authority may designate any other appropriate
officerfor making preliminary inquiry (PE) and submit report.
4.5 The investigation shall normally be completed within a period of six weeks or such extended period as the
competent authority may permit for reasons to be recorded.
4.6 The CVO or any other officer designated in this behalf will submit the PE! investigation report to the
competent authority.
4.7 Upon PE/investigation, if the allegations are partially or fully established, the competent authority shall
take/recommend appropriate action. These shall interalia include the following:
(i) Appropriate disciplinary proceedings to be initiated against the employees found involved in improper
activity.
(ii) Recommend to the appropriate authority/agency for initiation of criminal proceedings in suitable cases,
if warranted by the facts and circumstances of the case.
(iii) Appropriate remedial action to remedy the improper activity and/or to prevent the recurrence of such
improper activity.
4.8 If the competent authority is satisfied that the protected disclosures /complaint is false, motivated or
vexatious, the competent authority may initiate/recommend appropriate disciplinary action against the
whistle blower.
5. CONFIDENTIALITY& PROTECTION
5.1 Acomplainantof a protected disclosure shall be entitled to the following protections:
(i) The Identity of the complainant shall not be revealed unless the complainant himself has made the
details of the complaint either public or disclosed his identity to any other office or authority.
(ii) Protection of the complainant against victimization for making the complaint.
5.2 A whistle blower may refer any grievance as per para 5.1 to the Competent Authority who shall look into the
same expeditiously and take such corrective action as may be required to protect his interest. Any directions
of the CompetentAuthority in this regard shall be final and binding.
5.3 However, a disciplinary action against the whistle blower which occurs on account of poor job performance or
misconduct by the whistle blower and which is independent of any disclosure made by the whistle blower
shall not be protected under this policy.
5.4 Any other employee either processing the complaint or assisting in the investigation of the said complaint
shall also be protected to the same extent as the whistle blower.
5.5 The complainantwill be entitled to information on the disposition of the complaint subject to legal constraints.
6. PENALTY FOR DISCLOSURE OF IDENTITIES
Disclosure of the identity of the whistle blower by an employee shall constitute 'misconduct' and any person found
responsible shall be liable to disciplinary proceedings in accordance with NBCC (Discipline and Appeal) Rules,
1993.
7. REVIEW
The CVO shall submit a report for the period ended 30th September and 31st March each year about the receipt,
disposal and action taken on the complaints under this policy to the Audit Committee which shall have power to
review any action or decision taken.
8. AMENDMENT
This Policy can be changed, modified or abrogated at any time by the Board of Directors of the Company.
[Refer: Circular No.: NBCCIPMG/POLICY/2013/70 DL: 17-01-20131
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WRITE UP ON CITIZENS' CHARTER
Good Governance has been of utmost importance for sustainable development, both economically and socially, of
an organization. The three major aspects of Good Governance are Transparency, Accountability and
Responsiveness of the Administration.
NBCC has formulated Citizens' Charter which exhibits firm commitment of the Corporation towards maintaining
Standards in offering its services, solving problems of a citizen during their dealing with the organization, timeliness
of Service Deliveries, robust Grievance Redressal Mechanism, Transparency and Accountability. This is a sincere
endeavour by us towards fulfilling our obligation of providing an efficient, judicious, and responsive administration
and to superiority in service to its customers. At the same time, it also includes expectation of the organization from
citizen for protecting the trust between service provider and its users for fulfilling its commitment. The Citizen's
Charter does not, by itself, create new legal rights or obligations, but it surely helps in enforcing existing rights or
obligations by NBCC (India) Limited.
CENTRALIZED PUBLIC GRIEVANCES REDRESSAL

AND MONITORING SYSTEM [CPGRAMS]
(https :1/pg portal .gov. i n/cpgofficel
In pursuance of the government's objective of accountable, transparent and citizen friendly government, it was
decided by Department of Administrative Reforms and Public Grievances (DARPG) to establish speedy and
effective grievance redressal machinery namely Centralized Public Grievances Redressal and Monitoring System
{CPGRAMS]. The objective is to ensure online availability of the grievance system to the citizens thereby providing
him/her facilities to lodge the grievances, find the status, and send reminders etc., irrespective of their geographical
location.
NBCC has been using CPGRAMS effectively in order to resolve various grievance petitions lodged by citizens in a
time bound manner. The complaints forwarded by PMO/DoPT/Parent Department i.e. Ministry of Housing & Urban
Affairs are monitored at HOD level and the quality and timeliness of the redressal is monitored at Director level.
NBCC prepares replies to all such petitions and uploads scanned copies of replies in the portal.
NBCC has nominated a Nodal Officer Ms. Ramaya. AS, DGM (Engg.) in this regard.
14
CHAPTER -II
HRM - SUB-DELEGATION
OF POWERS -2017
1. SUB-DELEGATION OF POWERS 2017 - HUMAN
RESOURCES AND ADMINISTRATIVE PROVISIONS
2. DPE GUIDELINES ON HUMAN RESOURCE
MANAGEMENT FOR CPSEs
ii
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SUB-DELEGATION OF POWERS-2017
HUMAN RESOURCES A
3.0 HUMAN RESOURCES PAGE NO.
3.1 Disciplinary action by the Disciplinary I appointing authority in terms of the NBCC (D&A)
18
Rules! Standing Orders in consultation with CVO & HOD(HRM)
3.2 Explanation and recommendation for disciplinary action from employees (working under their control) 18
3.3 Acceptance of resignation. 18
3.4 Transfer of employees 18
3.5 To forward applications of employees for outside employment subject to vigilance clearance. 19
3.6 To Fix Initial Pay at a stage higher than the minimum of the scale on Appointment 19
3.7 To fix pay on promotion unless pay fixed at the minimum of the scale with concurrence of finance. 19
3.8 Special increment! personal pays for undergoing sterilization operation by employee or his ! her spouse 19
3.9 Increment for passing Hindi proficiency! stenography tests
3.10 Compensation as per workmen's compensation actlrules!orders with the concurrence of finance. 19
3.11 Leavenodue!advanceleave 19
3.12 Special disability leave 19
3.13 Extension of time for transfer of family and personal effects. 19
3.14 TAto candidates called for interview!walk in interview. 19
3.15 Permission! Information for proceeding abroad on leave. 19
3.16 Deputation to other Organization subject to approved and notified policy. 19
3.17 Sanction of leave of all kinds except study leave 19
3.18 Leave encashment 20

3.19 Sanction for extension of leave 20
3.20 Approval for appointment of contract employees (Regular Scale!on consolidated remuneration)
upto E-1 level including constitution of selection committee and recruitment process subject to 20
approved post by the competent authority.
3.21 Approval for appointment of Consultant!Advisor on consolidated remuneration!per diem basis
as per approved policy of the company including constitution of selection committee and 20
recruitment process subject to approved post by the competent authority.
4.0 ADMINISTRATIVE PROVISIONS 21
4.1 To executive instruments, deeds, leases, contract other than those with contractors!clients,
21
in the name and on behalf of Corporation.
4.2 Medical advances for the purpose of indoor treatment subject to reimbursement under mediclaim policy. 21
4.3 Annual maintenance contract including comprehensive annual maintenance contract of office
equipment and furniture!electronic items and insurance of building!P&M and office equipment 21
etc. in HO, RBG Office, Zonal Officesubject to approved BudgetlCTC.
4.4 Official entertainment & Business promotion. 21
4.5 Purchase of books and subscription for newspapers, journals, bulletins, subscription
22
towards online legal services, reference books.
4.6 Certification & professional fees other than in connection with legal matters subject to approved budget. 22
4.7 Contingent expenditure 22
15
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A Navratna CPSE
4.8 Staff welfare expenses as per approved rates and rules. 23
4.9 Hiring of guest house / office / residential accommodation & payment of brokerage charges
23
subject to approved budget.
4.10 Reimbursement of conveyance for self and staff (working under his control) 23
4.11 Expenses on official functions/presentation/meetings, liaison & conferences. 23

4.12 To sanction funeral expenses on death of employees 23
4.13 Expenses towards running of office/Guest House/Canteen and on purchase of equipments, 24

furniture, furnishings, crockery, etc. excluding renovation subject to approved budget.
4.14 Repair & maintenance of office building within budget allocation/CTC excluding renovation. 24
4.15 Overtime allowance to chowkidars & drivers as per HO instructions. 24

4.16 To incur expenditure on training /sponsoring officers & staff to seminars/conferences in India
24
subject to approved budget.
4.17 Power to reimburse membership of professional bodies as per guidelines. 24
4.18 Power to obtain membership of various organization/bodies for the Corporation. 24
4.19 Issue of any type of advertisement in newspapers (Other than NIT) Is centralized & required to
be routed through Corporate Communication Division, HO after Media plan is approved by 24
competent authority.
4.20 Hiring of staff carrying vehicle. 24
4.21 Running expenses of staff carrying vehicle (SCV)/Light Commercial Vehicle (LCV). 24
4.22 Sanction of petty expenditure without vouchers. 25
4.23 Sanction of air journey and AC-I class to non-entitled employees i.e. below the rank of
General Manager with justifying reasons. 25
4.24 To authorize journey by higher class other than air journey and AC-I class to non-entitled
2
employees with justifying reasons.
4.25 Approval of T.A. bill for tour within India subject to prior approval of tour by Controlling authority. 25
4.26 Travel by Hired vehicle/full taxi between places connected by RAIL/Public Transport. 25
4.27 Extension of time for submission of tour/transfer bills beyond 15 days of completion of each
journey in special circumstances subject to timely refund of unspent advance within fifteen 25
days of completion of journey.
4.28 Reimbursement of actual expenses on tour subject to Corporation rules. 25
4.29 Sanction of temporary advance (after adjustment of previous advances) 26
4.30 Salary advances restricted to minimum pay and allowances less known recoveries in cases
of hardships during a financial year. 26
4.31 Condonation of delay in submission of medical claim beyond 3 months. 26

4.32 Purchase of P&M/Office Equipments, Software, Furniture & Electronic Items Subject to
Approved Budget/CTC. 26
4.33 Repair of P&M Staff Carrying Vehicles (SCV)/Light Commercial Vehicle (LCV) & Office
26
Furniture subject to approved Budget/CTC.
4.34 Award of Photography / Videography Assignment 27
4.35 Expenditure on the publication of NIT duly approved by the RBG/SBG/Zonal Incharge. 27
4.36 Expenditure on conducting recruitment drives including written tests, group discussions,
interviews etc. subject to approval of the budget by the competent authority. 27
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ANavratna CPSE
4.37 Purchase of stationary/Printing of stationary including materials like letter heads, visiting
cards, invitation cards, brochures, booklets, manuals, annual reports, other 27
annual/quarterly/monthly magazines, I-Cards, S.S. Name plates, Banners and other
promotional materials etc. including design through LPC subject to approved budget / ceiling /
ctc.
4.38 Expenditure on conducting outside meetings, draw of lots including booking of venue and
27
payment to external invitees, independent monitors etc. subject to approved budget.
4.39 Weeding out of old records in line with circulars issued from time to time. 27
4.40 Powerfor approval of operational expenditure. 27
4.41 Deployment of employees of appropriate level on duty of other statutory bodies on their
27
specific request/demand.
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A Navratna CPSE
SUB-DELEGATION OF POWERS - 2017

HUMAN RESOURCES AND ADMINISTRATIVE PROVISIONS
3.0 HUMAN RESOURCE
3.1 DISCIPLINARY ACTION BY THE DISCIPLINARY! APPOINTING AUTHORITY IN TERMS OF THE

NBCC(D&A) RULES! STANDING ORDERS IN CONSULTATION WITH CVO AND/OR HOD (HRM).
Appointing authority Full
3.2 EXPLANATION AND RECOMMENDATION FOR DISCIPLINARY ACTION FROM EMPLOYEES

(WORKING UNDER THEIR CONTROL).
Directors Full
HOD(HO) Full
RBG Head Full
SBG Head Full
Zonal Head Full
Unit- In-charge Full
3.3 ACCEPTANCE OF RESIGNATION
HOD (HRM) Full (with the approval of the competent authority)
3.4 TRANSFER OF EMPLOYEES.
Category of Employees Competent Authority
A&B CATEGORY
Upto E-3 Level

(Finance Discipline including Accountants) Director (Finance)
Upto E-3 Level

(Engineering Discipline Director(Projects)/Director (Commercial)-in respect of
including JEs) employees working under their control and within
their area of operation.
Upto E-3 level

(Marketing/System/IT/Law Discipline) Director (Projects) I Director (Commercial)-in respect
of employees working under their control and within
their area of operation.
Upto E-2 Level

(HRM/Secretarial/ Rajbhasha / HOD (HRM)
Liaison & Material Mgmt. Discipline
including Group- C employees of HRM
& Material Management Cadre)
CATEGORY - "C"
Non-Executives / workmen category Director (Projects)
18
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ANavratna CPSE
3.5 TO FORWARD APPLICATIONS OF EMPLOYEES FOR OUTSIDE EMPLOYMENTS SUBJECT TO

VIGILANCE CLEARANCE
HOD(HRM) Full (with the approval of the competent authority).
3.6 TO FIX INITIAL PAYATA STAGE HIGHER THAN THE MINIMUM OF THE SCALE ON APPOINTMENT.
HOD(HRM) Full (based on the recommendations of the recruitment

committee & approval of CompetentAuthority)
3.7 TO FIX PAY ON PROMOTION UNLESS PAY FIXED AT THE MINIMUM OF THE SCALE WITH
CONCURRENCE OF FINANCE.
HOD(HRM) Full (with the approval of the Competent authority).
3.8 SPECIAL INCREMENT! PERSONAL PAY FOR UNDERGOING STERILIZATION OPERATION BY

EMPLOYEE OR HIS/HER SPOUSE
HOD(HRM) Full
3.9 INCREMENT FOR PASSING HINDI PROFICIENCY/TYPING! STENOGRAPHYTESTS
HOD(HRM) Full
3.10 COMPENSATION AS PER WORKMEN'S COMPENSATION ACT! RULES / ORDERS WITH THE
CONCURRENCE OF FINANCE
HOD(HRM) Full
3.11 LEAVE NOT DUE/ADVANCE LEAVE
3.12 SPECIALDISABILITYLEAVE
HOD(I-IRM) Full
3.13 EXTENSION OF TIME FOR TRANSFER OF FAMILYAND PERSONAL EFFECTS
HOD(HRM) Full
3.14 TATO CANDIDATES CALLED FOR INTERVIEW/WALK IN INTERVIEW.
HOD(HRM) Full
3.15 PERMISSION! INFORMATION FOR PROCEEDINGABROAD ON LEAVE
HOD(HRM) Full
3.16 DEPUTATION TO OTHER ORGAN ISATION SUBJECT TOAPPROVEDAND NOTIFIED POLICY
3.17 SANCTION OF LEAVE OF ALL KINDS EXCEPT STUDY LEAVE.
Directors Full
HOD(HO) Upto 60 days forofficial under his control
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A Navrafna CPSE
RBG Head Up to 60 days for official under his control
SBG Head Upto 45 daysfor official under his control
Zonal Head Up to 30 days for official under his control
Unit In-charge Up to 15 days for official under his control
3.18 LEAVE ENCASHMENT.
Directors Full
HOD (HO) 90 Days
RBG Head 60 Days
SBG Head 45 Days
Zonal Head 30 Days
Unit-in-Charge 15 Days
(Office Order will be issued by HRM Division, Head Office)
3.19 SANCTION FOR EXTENSION OF LEAVE
Directors Full
HOD(HRM) Full
HOD (HO)IRBGISBG Head 45 days
Zonal Head 3Odays
Unit-in-Charge 15 days
(Where the period of absence is not justifiable & decision to treat such absence as 'Dies-non's to be
taken, approval of HO is required)
3.20 APPROVAL FOR APPOINTMENT OF CONTRACT EMPLOYEES (REGULAR SCALE/ON

CONSOLIDATED REMUNERATION) UPTO E-1 LEVEL INCLUDING CONSTITUTION OF SELECTION
COMMITTEE AND RECRUITMENT PROCESS SUBJECT TO APPROVED POST BY THE COMPETENT
AUTHORITY.
Executive Director Full (fortheir respective discipline employees)
RBG/SBG Head Full - for overseas projects only (to appoint local
employees on contract)
3.21 APPROVAL FOR APPOINTMENT OF CONSULTANT/ADVISOR ON CONSOLIDATED REMUNERATION!

PER DIEM BASIS AS PER APPROVED POLICY OF THE COMPANY INCLUDING CONSTITUTION OF
SELECTION COMMITTEE AND RECRUITMENT PROCESS SUBJECT TO APPROVED POST BY THE
COM PETENT AUTHORITY.
Director Full (upto E5 level fortheirrespective discipline)
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A Navratna CPSE
4.0 ADMINISTRATIVE PROVISIONS ADMINISTRATIVE PROVISIONS
4.1 TO EXECUTE INSTRUMENTS, DEEDS, LEASES, CONTRACTS OTHER THAN THOSE WITH
CONTRACTORS/CLIENTS, IN THE NAME AND ON BEHALF OF CORPORATION
Directors Full
4.2 MEDICAL ADVANCES FOR THE PURPOSE OF INDOOR TREATMENT SUBJECT TO REIMBURSEMENT
UNDER MEDICLAIM POLICY
(Rs. In Lakh)
Directors 4.00
HOD(HRM) 1.00
RBG Head 1.00
SBG Head 0.50
Zonal Head 0.25
Unit-In-Charge 0.10
4.3 ANNUAL MAINTENANCE CONTRACT INCLUDING COMPREHENSIVE ANNUAL MAINTENANCE

CONTRACT OF OFFICE EQUIPMENTS AND FURNITURE/ELECTRONIC ITEMS AND INSURANCE OF
BUILDING/P&M AND OFFICE EQUIPMENTS ETC IN HEAD OFFICE, RBG OFFICE, ZONAL OFFICE
SUBJECT TO APPROVED BUDGET/CTC
(Rs. In Lakh)
Directors Full
HOD (Admn.) 5.00 e.c. subject to 15.00 p.a.
RBG Head 1.00 e.c. subjectto 5.00 pa.
SBG Head 0.50 e.c. subject to 5.00 p.a.
Zonal Head 0.20 e.c. subjectto 5.00 p.a.
4.4 OFFICIAL ENTERTAINMENT & BUSINESS PROMOTION
(Rs. In Lakh)
Directors 4.00 p.a.
HOD (CC) 2.00 pa.
HOD(BD/RE) 2.00 pa.
Officer of the level of CGM & above at HO 0.50 p.a.
HOD(HRM) 0.50p.a.
RBG Head 0.50 p.a.
SBGHead 0.25p.a.
21
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A Navratna CPSE
Zonal Head 0.25 p.a.
Unitln-charge 0.12p.a.
Site In-charge 0.05 p.a.
4.5 PURCHASE OF BOOKS AND SUBSCRIPTION FOR NEWSPAPERS, JOURNALS, BULLETINS,

SUBSCRIPTION TOWARDS ONLINE LEGAL SERVICES, REFERENCE BOOKS
(Rs. In Lakh)
Directors Full
HOD (Admn.)/HOD(CC) 2.00 pa.
HOD(Law) 1.00 p.a.
HOD(HO)/ RBG Head 0.25 p.a.
SBGHead 0.lop.a.
Unitin-charge 0.03p.a.
4.6 CERTIFICATION & PROFESSIONAL FEES OTHER THAN IN CONNECTION WITH LEGAL MATTERS
SUBJECT TO APPROVED BUDGET
(Rs. In Lakh)
Directors 5.00 p.a.
HOD (Finance) 2.00 p.a.
HOD (HRM) 1.00p.a.
RBG Head 1.00 p.a.
SBG Head 0.75 pa.
Unitln-charge 0.lOp.a.
4.7 CONTINGENT EXPENDITURE
(Rs. In Lakh)
Directors 5.00 p.a.
HOD(Admn.) 1.Oop.a.
HOD(HO) 0.50p.a.
RBG Head 0.50 p.a.
SBG Head 0.35 pa.
Unitln-charge 0.12p.a.
22
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4.8 STAFF WELFARE EXPENSES AS PERAPPROVED RATES AND RULES.
(Rs. In Lakh)
Directors Full
HOD(HO) 0.25p.m.
RBGHead 0.05p.m.
SBG/ZonalHead 0.03p.m.
Unit In-charge 0.02 p.m.
4.9 HIRING OF GUEST HOUSE/OFFICE/RESIDENTIAL ACCOMMODATION & PAYMENT OF

BROKERAGE CHARGES SUBJECT TOAPPROVED BUDGET.
Directors Full
HOD (Admn.) Full
RBGISBGIZonal Head Full
4.10 REIMBURSEMENT OF CONVEYANCE FOR SELF AND STAFF (WORKING UNDER HIS CONTROL)
(Rs. In Lakh)
Directors Full
HOD(HO) 0.25p.m.
RBGHead 0.lOp.m.
SBG Head 0.07 p.m.
Zonal Head 0.05 p.m.
Unit In-charge 0.03 p.m.
4.11 EXPENSES ON OFFICIAL FUNCTIONS! PRESENTATION / MEETINGS, LIAISON & CONFERENCES
(Rs. In Lakh)
Directors 10.00 e.c. upto 50.00 p.a.
/CGM (HRM) 0.50 e.c. upto 3.00 p.a. /1.00 e.c. upto 6.00 p.a.
HOD (HO)
RBG Head 0.l0e.c. uptol .00 p.a.
SBG Head 0.lOe.c.uptoO.50p.a.
Zonal Head 0.05 e.c. upto 0.25 p.a.
4.12 TO SANCTION FUNERAL EXPENSES ON DEATH OF EMPLOYEES
(Rs. In Lakh)
Directors 0.50e.c.
HOD(HRM) 0.lOe.c.
RBG/SBG/Zonal/Unit Head 0.10 e.c.
23
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A Navratna CPSE
4.13 EXPENSES TOWARDS RUNNING OF OFFICE! GUEST HOUSE/ CANTEEN AND ON PURCHASE OF
EQUIPMENTS, FURNITURE, FURNISHINGS, CROCKERY, ETC. EXCLUDING RENOVATION SUBJECT
TO APPROVED BUDGET.
(Rs. In Lakh)
Directors Full
HOD(Admn.) 1.00 e.c. up to 20.00 p.a.
RBG/SBG/Zonal Head 1.00 e.c. up to 5.00 p.a
4.14 REPAIR & MAINTENANCE OF OFFICE BUILDING WITHIN BUDGET ALLOCATION I CTC EXCLUDING
RENOVATION.
Directors Full
HOD(Admn.) Full
RBGISBG/Zonal Head Full
4.15 OVERTIME ALLOWANCE TO CHOWKIDARS & DRIVERS AS PER HO INSTRUCTIONS
Directors Full
HOD(HO) Full
RBG/SBG/Zonal Head Full
4.16 TO INCUR EXPENDITURE ON TRAINING! SPONSORING OFFICERS & STAFF TO SEMINARS I

CONFERENCES IN INDIA SUBJECT TO APPROVED BUDGET.
HOD(HRM) Full (upto the level ofAGM)
4.17 POWER TO REIMBURSE MEMBERSHIP OF PROFESSIONAL BODIES AS PER GUIDELINES
HOD(HRM) Full
4.18 POWER TO OBTAIN MEMBERSHIP OF VARIOUS ORGANISATIONS/BODIES FOR THE

CORPORATION.
HOD(CC) Full (with the approval of competent authority)
4.19 ISSUE OF ANY TYPE OF ADVERTISEMENT IN NEWSPAPERS (OTHER 4.19 THAN NIT) IS
CENTRALIZED & REQUIRED TO BE ROUTED THROUGH CORPORATE COMMUNICATION DIVISION,
HOAFTER MEDIA PLAN ISAPPROVED BYCOMPETENTAUTHORITY.
HOD (Admn.)/(CC) Full
4.20 HIRING OF STAFF CARRYING VEHICLE.
Directors Full
RBG/SBG/Zonal Head Full (as per provision in CTC/
Budget)
4.21 RUNNING EXPENSES OF STAFF CARRYING VEHICLE (SCV)I LIGHT COMMERCIAL VEHICLE (LCV).
Directors Full
RBG/SBG/Zonal Head/Unit In charge Full (Subject to approved budget/ceiling provisions)
HOD (Admn.) Full (Subject to approved budget/ceiling provisions)
24
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4.22 SANCTION OF PETTY EXPENDITURE WITHOUT VOUCHERS
Directors Rs. 5,000!- each occasion
4.23 SANCTION OF AIR JOURNEY AND AC-I CLASS TO NON ENTITLED

EMPLOYEES i.e. BELOW THE RANK OF GENERAL MANAGER WITH JUSTIFYING REASONS.
Directors Full
4.24 TO AUTHORISE JOURNEY BY HIGHER CLASS OTHER THAN AIR JOURNEY AND AC-I CLASS TO
NON-ENTITLED EMPLOYEES WITH JUSTIFYING REASONS
Controlling Officer upto the level of General

Manager for the staff under their control Full
4.25 APPROVAL OF T.A. BILL FOR TOUR WITHIN INDIA SUBJECT TO PRIOR APPROVAL OF TOUR BY
CONTROLLING AUTHORITY.
Officer Proceeding on Tour Controlling officer
Directors! CVO Self-controlling
RBG/SBG Head Self-controlling
Those directly reporting to CMD CMD
Those directly reporting to Directors Directors
Others Concerned Zonal!SBG/RBG Head!HOD
4.26 TRAVEL BY HIRED VEHICLE/FULL TAXI BETWEEN PLACES CONNECTED BY RAIL! PUBLIC
TRANSPORT
Directors Full
4.27 EXTENSION OF TIME FOR SUBMISSION OF TOUR/TRANSFER BILLS BEYOND 15 DAYS OF

COMPLETION OF EACH JOURNEY IN SPECIAL CIRCUMSTANCES SUBJECT TO TIMELY REFUND OF
UNSPENTADVANCE WITHIN FIFTEEN DAYS OF COMPLETION OF JOURNEY
Directors Full
HOD (HO) 6 Months
RBG Head 6 Months
SBG Head 3 Months
Zonal Head 2 Months
Unit In charge 1 Month
4.28 REIMBURSEMENT OF ACTUAL EXPENSES ON TOUR SUBJECT TOCORPORATION RULES
Directors Full
RBG!SBG/Zonal Head Full
HOD (HO) Full
25
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A Navratna CPSE
4.29 SANCTION OF TEMPORARYADVANCE (AFTER ADJUSTMENT OF PREVIOUS ADVANCES).
Directors Full
HOD (HO) Full
RBG/SBG/Zonal Head Full
4.30 SALARY ADVANCES RESTRICTED TO MINIMUM PAY AND ALLOWANCES LESS KNOWN
RECOVERIES IN CASES OF HARDSHIPS DURING A FINANCIAL YEAR
Directors Full
HOD (HO) Up to three months only once
RBG Head Upto three months only once
SBG Head Up to two months only once
Zonal Head Up to one month only once
Note: Second advance under extra-ordinary circumstances may be allowed, but it will require
approval of the Directors
4.31 CONDONATION OF DELAY IN SUBMISSION OF MEDICALCLAIM BEYOND 3 MONTHS
Directors Full
HOD (HO) Up to 6 months
RBG Head! SBG Head Up to 6 months
Zonal Head Up to 3 months
4.32 PURCHASE OF P&M I OFFICE EQUIPMENTS, SOFTWARE, FURNITURE & ELECTRONIC ITEMS
SUBJECT TO APPROVED BUDGETICTC.
(Rs.in Lakh)
Directors Full
HOD (Admn.) 20.00 pa.
RBGHead 10.00p.a.
SBG!Zonal Head 5.00 p.a.
HOD(IT) 10.00 p.a. (for software, Networking related items only)
4.33 REPAIR OF P & M, STAFF CARRYING VEHICLES (SCV) I LIGHT COMMERCIAL VEHICLE (LCV) &
OFFICE FURNITURE SUBJECT TO APPROVED BUDGETICTC.
(Rs.in Lakh)
Directors Full
HOD(Admn.) 15.00p.a.
RBGHead 2.00p.a.
SBG Head 1.00 p.a.
Zonal Head 0.50 pa.
Unit In-Charge 0.50 pa.
26
A Navratna CPSE
4.34 AWARD OF PHOTOGRAPHY/VIDEOGRAPHYASSIGNMENT.
(Rs.in Lakh)
Directors Full
HOD (Admn.)/ HOD(CC) 0.20 e.c. subject to 3.0 p.a.
4.35 EXPENDITURE ON THE PUBLICATION OF NIT DULY APPROVED BY THE RBG/SBG/ZONAL

INCHARGE
HODADMN./(CC) Full
4.36 EXPENDITURE ON CONDUCTING RECRUITMENT DRIVES INCLUDING WRITTEN TESTS, GROUP

DISCUSSIONS, INTERVIEWS ETC. SUBJECT TO APPROVAL OF THE BUDGET BY THE COMPETENT
AUTHORITY.
HOD (HRM) Full
4.37 PURCHASE OF STATIONERY! PRINTING OF STATIONERY INCLUDING MATERIALS LIKE LETTER

HEADS, VISITNG CARDS, INVITATION CARDS, BROCHURES, BOOKLETS, MANUALS, ANNUAL
REPORTS, OTHER ANNUAL! QUARTERLY/MONTHLY MAGZINES, I-CARDS, S.S. NAME PLATES,,
BANNERS AND OTHER PROMOTIONAL MATERIALS ETC. INCLUDING DESIGN THROUGH LPC
SUBJECT TO APPROVED BUDGETICEILING/CTC.
(Rs. in Lakh)
Directors Full
HOD (HO) 2.00 e.c. up to 15.00 p.a.
Note: where the expenditure is included in the scope of agency as per contract agreement, no
expenditure is to be made.
4.38 EXPENDITURE ON CONDUCTING OUTSIDE MEETINGS, DRAW OF LOTS INCLUDING BOOKING OF

VENUE AND PAYMENT TO EXTERNAL INVITEES, INDEPENDENT MONITORS ETC. SUBJECT TO
APPROVED BUDGET.
(Rs.in Lakh)
Directors Full
HOD (Admn./Real Estate) 3.00 e.c. up to 15.00 p.a.
4.39 WEEDING OUT OF OLD RECORDS IN LINE WITH CIRCULARS ISSUED FROM TIME TO TIME.
HOD (HO) Full
4.40 POWER FORAPPROVAL OF OPERATIONAL EXPENDITURE
Director(Fin.) Full
4.41 DEPLOYMENT OF EMPLOYEES OF APPROPRIATE LEVEL ON DUTY OF OTHER STATUTORY BODIES

ON THEIR SPECIFIC REQUEST/ DEMAND
HOD(HRM) Full (below board level)
27
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A Navratna CPSE
DPE GUIDELINES ON HUMAN RESOURCE MANAGEMENT FOR CPSEs
1.0 CONCEPT
1.1 The most unique challenge for organizations is with respect to management of human resources. The
competitive advantage of an organization is defined by how well it manages its human resources, or how well
it incorporates human resource management into its business strategy. With the increasing realization of the
potential of human resources in providing competitive advantage, organizations have begun to consider
employees as 'valuable assets' or 'investments'. This view has become more significant in today's
knowledge economy that depends on skill and knowledge of employees. From being a routine,
administrative and reactive function, the HR function today has evolved to being proactive and strategic.
1.2 Human Resources Management (HRM) is a holistic approach towards the management of people resources
present in an organization which contribute to the achievement of organizational objectives. Successful
human resources management is largely dependent upon formulation and implementation of a well defined
'HR Strategy'. The 'HR Strategies' should lead to evolving of HR systems and practices that should be
aligned with the business plans of the organization and with each other and that HR approaches should be
adapted to the specific business strategies followed by the organization.
1.3 It is apparent from the above discussion that employees are an important resource of the organization.
Human resource systems and practices need to be strategically integrated and HR strategy requires to be
flexible enough and reflective of changes corresponding to business dynamics. The HR systems should
facilitate enabling environment leading to enhanced levels of employee engagement, cost competitiveness,
higher retention as also enhanced organizational effectiveness and profitability.
1.4 Effective utilization of Human Resources has special significance in the management of public sector
enterprises. CPSEs employ a large workforce in different disciplines and the successful operation of these
organizations very much depends on efficient management and utilization of the skills and capabilities of the
workforce.
1.5 No doubt CPSEs are having a vast pool of tacit knowledge available with them. But with increasing
competition, CPSEs are facing new challenges in the area of talent retention, performance management,
optimal utilization of manpower, employee motivation, skill development and up gradation to name a few.
Therefore, sustainable development of HRM is a compelling need for CPSEs today. The guidelines on HRM
will enable bringing in uniformity to the process by specifying the mandate and scope of activities for
development of Human Resource Management strategies, systems and practices within the CPSEs.
2.0 APPROACH
2.1 The evolving role of HR as a 'business strategic partner' in the organization as a catalyst for organizational
transformation would call for HRM function to establish robust linkage of HR strategies, systems and
practices with business imperatives. HRM should now focus to build enterprises that change, learn, move
and act faster than those of its competitors.
2.2 In public sector, for achieving professional and competitive HR standards, HRM practices and its
management have to focus on areas such as identifying and nurturing talent; creating a performance-driven
culture; and bringing about changes in the mindsets of employees at all levels so that all of them aim at
providing value to customers. Multiple roles are, thus required to be played by HR professionals such as
business strategic partners, change agents, internal consultants, service-providers, etc. Following are some
of the salient roles that HRfunctions in CPSEs have to play in the emerging scenario :-
To be 'proactive' rather than being reactive.
28
A Navratna CPSE
• To be preventive' instead of being curative.
• To view the organization in its totality.
• To emphasize both on productivity and quality of life.
• To consider employees as a valuable resource.
• To adopt a multi-disciplinary approach.
• To implant performance orientation in the organization.
• To implant and sustain an enabling and motivational environment in the organization.
• To become resource efficient, cost competitive organization.
• Partnering with society and discharging CSR.
2.3 Further, the HR function in every CPSE has to take initiatives to benchmark and adopt Best H.R. Practices.
Best H.R. practices aim at building (a) Competency; (b) Commitment; (c) Culture; and (d) Systems — with a
view to increasing productivity through efficiency, timeliness, quality and job satisfaction of the workforce.
Examples of certain best H.R. practices are
To value people and develop sensitivity towards cross cultural and diversity issues.
Democratization of organization — participative management, suggestion system, effective

communication system etc.
• Fairness and integrity.
• Staying with the law.
• Accountability.
• Transparent personnel policy pertaining to recruitment, training and development, promotion, transfer,
retention etc.
Affirmative action and social responsibility.
Viable and attractive compensation package and social security system.
Effective performance management system.
Grievance redressal system.
3.0 HR STRATEGY, SYSTEMS, AND PRACTICES
3.1 CPSEs shall take initiatives for:
(A). Development HR Vision, Mission & Values.
Both people and organization need to establish a strategic framework for significant success in
sustainability. Identifying HR Vision, Mission & Values are the foremost steps. Every HR action should
demonstrate the Vision, Mission & Values.
(B) Short term & long term Manpower Planning aligned to the strategic business plan of the company.
(C) Recruitment & Talent Sourcing strategy.
(D) Devise Development and learning strategy based on the business requirement, identifying the skill
requirement (technical/behavioral).
29
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A Navratna CPSE
(E) Performance Management System Each CPSE to devise a robust and transparent PMS. It should be
an objective system to judge the ability of an individual employee to perform his tasks.
(F) Career Management & Employee engagement syste : Each CPSE to devise Career Management
Strategy to balance the organizational requirements and employee aspirations.
(G) Compensation & Rewards Strategy: Strategy for having compensation system which will attract and
help in retention of talent needs to be focused upon. Devising Rewards & Recognition system to
enhance employee motivation needs to be emphasized.
3.2 Performance Indicators of HRM:
On the above strategy / system I practices, the following may be performance indicators to make
Human Resource function as a strategic business partner. The list given is only indicative in nature and
not exhaustive:
(A) HR Vision & Mission Building
(i) Formulate HR Vision & Mission
(ii) Devise value system and behavioral indicators
(iii) Undertake culture building initiatives like culture study and gap identification.
(B) Manpower Planning
(i) Manpower requirement — long-term and short-term keeping in view the demand-supply scenario.
(ii) Preparation of recruitment plans
(iii) Manpower sourcing strategy for meeting the present and future requirement.
(B2) Recruitment, Retention & Talent Management
(i) Strategy for recruitment of talent.
(ii) Policy of recruitment to suit the current business scenario.
(iii) Making on line recruitment process (Complete/Partial).
(iv) Review recruitment schedule at regular interval and meeting timelines of recruitment.
(v) Reduction of Recruitment cost per employee.
(vi) Devise rationalization / optimization strategy to control cost of manpower.
(vii) Role analysis.
(viii) Exist InterviewAnalysis and measures to arrest attrition.
(ix) Mentoring culture.
(x) Filling up of backlog of reserved category of posts.
(B3) Career Management & Employee Engagement
(i) Promotion policy.
(ii) Job rotation policy
(iii) Engagement survey
(C) Competency & Leadership Development
(i) System of Training NeedAnalysis &Annual Training Plan
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(ii) Competency Mapping
(iii) Assessment & Development Centre
(iv) Developing critical mass of leaders at all levels and Succession planning.
(v) Actualization of Annual Training Plan.
(vi) Multi skilling and Skill up gradation to optimize manpower
(vii) Continuing Education Program for employees.
(viii) Training in Project Management.
(ix) Promote industry-academia interface.
(x) Knowledge management initiatives.
(xi) Upgrading Training infrastructure.
(xii) Percentage utilization of training budget.
(xiii) Measuring effectiveness of Training.
(D) Performance Management System (PMS)
(i) Redefine PMS for transparency and fairness — evaluation parameter, weight age system, linkage
with training need analysis, critical incidents reporting, KRAdirectory.
(ii) Performance coaching and counseling.
(iii) Linkage of Development plan with PMS: Performance Related Pay (PRP) preferably by adopting
bell curve approach.
(E) Compensation & Rewards strategy
(i) Pay&allowances.
(ii) Performance Related Pay.
(iii) Schemes for Productivity enhancement.
(iv) Rewards & Recognition system.
(F) Employee Relations
(i) Participative management practices — Bipartite Committees/forums
(ii) Grievance Redressal mechanism.
(iii) Employee satisfaction survey.
(iv) Work life balance
(v) Social security scheme.
(vi) Communication with society.
(G) HR Branding & Excellence
(i) Participation in surveys conducted by external agencies (employer of choice, best employer etc.)
(ii) Benchmarking of systems and processes.
(iii) Review/Revisit/Reengineered HR policyformeeting changing business priorities.
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(iv) Organization culture building initiatives.
(v) Visibility of CPSE at various professional forums dedicated to HR function.
(vi) IT initiatives in HR Function.
(vii) New HR initiatives & Interventions.
4.0 IMPLMENTATION
4.1 The HR Strategy implementation requires that Management of CPSEs should ensure availability of
right mix of resources in time. Financial budgeting must be done in advance for HRM strategic
intervention and must be booked. Roles and responsibilities shall be defined, documented and
communicated to facilitate the effectiveness of implementation.
4.2 Under each head, specific HR intervention should be planned along with action plan and time frame.
• Year-wise Action Plan of HR interventions.
• Planning of resources required.
• Deploymentof resources.
• Preparation of schedule of Implementation Plan.
• Defining organization structure / executing agency to steerthe plan / strategy.
• Defining roles & responsibilities.
• Initiate the process.
5.0 MONITORING & REVIEW
5.1 Strategy implementation as per the key HRM parameters need to be monitored closely and any
deviation should be corrected immediately. Once implemented, the results need to be gauged at
regular intervals to check whether interventions are fruitful or not. For example: Whether employees
are demonstrating the values as defined by the organization; or peer learning is taking place or not; or
attrition rate is getting reduced, or lateral bonding among employees has increased or not, etc. Any
change in the business environment automatically warrants reviewing the HR strategy so as to
address the emerging business imperatives. Therefore, a continuous process needs to be evolved
whereby all processes I strategy need to be reviewed after a regular interval to check its effectiveness.
Towards this direction, CPSEs may introduce system of HR audit.
6.0 EVALUATION
6.1 While the pro activeness and developmental approach of HRM has been emphasized, it also needs to
be accountable, demonstrate its contribution to organizational performance, contribute to the goals of
business, and deliver value to its stakeholders — employees, customers, investors and the
organization itselfjust like other functions such as Marketing, Finance etc.
6.2 To be accepted as a strategic business partner, the HRM function should be evaluated to demonstrate
its various in quantitative terms. It must replace ideas with results and perceptions with assessments
and back up its claims with evidence. HR evaluation refers to determining the value of HR for
achieving organizational goals. It involves procedures and processes that measure, evaluate and
communicate the value added of human resources management practices to the organization. Some
of the benefits resulting from HR evaluation are:
• Facilitate transformation & change process by identification of strengths and weaknesses.
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Facilitate assessment of performance of HR function.
Establishing the bottom-line contribution of HR function.
Establishing connect between achievement of organizational goals with HR function's roles.
6.3 Relationship between HRM practices I processes and organization's performance frequently appears
to be indirect and is difficult to prove. However, the linkage is mediated by HR performance measures
such as improved employee satisfaction, higher organizational capabilities etc.
The productivity and efficiency of any function can be measured by some combination of cost, time,
quantity, or quality indices. The HRM function can develop measurement approaches that will help it
demonstrate its contribution to organizational performance and ensure its place as a strategic partner.
The key objective of any approach to HR effectiveness measurement is to demonstrate the relationship
between HRM and organizational outcomes and to use this understanding to improve quality of HR
decisions.
Assessment of HRM in MoU
6.4 Each CPSE would be evaluated under the MoU framework for its achievement in the area of HRM. A
template for evaluation of HRM parameters is required to fill up by each CPSE indicating target values
on a five-point scale against all the performance indicator (including one from A2 under Competency
and Leadership Development) at the time of submission of draft MoU.
6.5 Each CPSE shall discuss the targets and performance indicators of HRM with the respective Task
Force, Syndicate Group in the MoU Negotiation meetings. After deliberations, these performance
indicators along with target values to be achieved shall be incorporated in the MoU signed. Once the
performance indicators and targets are decided in the MoU, performance evaluation will be based on
actual achievement at the end of the year vis-à-vis targets.
6.6 At the end of the year, CPSE will submit the actual performance against each parameter in MoU
targets, along with supporting documents and self-calculated score on or before 31 stAugust each year.
The MoU Task Force will review the progress of CPSE and award the final score on HRM during
performance evaluation of MoU.
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CHAPTER - III
HUMAN RESOURCES POLICIES

AND RULES
1. NBCC RECRUITMENT POLICY (RULES &
PROCEDURES) - 2014
2. GUIDELINES AND STANDARD TERMS & CONDITIONS
FOR APPOINTMENT OF AN EMPLOYEE ON CONTRACT
BASIS
3. PROMOTION POLICY 2019
(FOR GROUP A & B CATEGORIES OF EMPLOYEES
INCLUDING JUNIOR ENGINEERS
4. PROMOTION POLICY 2016
(FOR GROUPA& B CATEGORIES OF EMPLOYEES)
5. NBCC'S PROMOTION POLICY AND PROCEDURE FOR
NON-EXECUTIVES (GROUP "C" EMPLOYEES)\
6 "STAGNATION PROMOTION"
7. "FAST TRACK PROMOTION POLICY"
8. NBCC INCENTIVE SCHEME FORACQUIRING HIGHER!
ADDITIONAL QUALIFICATIONS
9. HONORARIUM FOR DELIVERY OF LECTURES FOR
OUR IN-HOUSE TRAINING PROGRAMME
10. NBCC TRAINING POLICY
11. POLICY ON MENTOR-MENTEE DEVELOPMENT
PROGRAM
12. "NBCC- INTERNSHIP TRAINING POLICY -2019"
13. "POLICY! PROCEDURE FOR CHANGE OF NAME"
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5. CLASSIFICATION OF EMPLOYEES
The employees shall generally be classified as under:
(I) Regular
(ii) Contractual including Consultant/Advisors (Retired employees)
(iii) ManagementTrainee
(iv) Deputationist
(i) 'Regular' employee is an employee who has been appointed to a post in the regular establishment of the
Company and who has satisfactorily completed his probationary period of service.
(ii) 'Contractual' employee is an employee appointed on the basis of a contract of appointment for a specified
period or assignment or project including Consultants/Advisors (Retired employees).
(iii) "Management Trainee" is an employee appointed to a post in the regular establishment of the Company
initially on the job training and will be regularized in the Company on successful completion of training period.
(iv) Deputationist' is an employee who is inducted in the Company from another PSU on a regular post subject
to the Government/DPE guidelines. Terms and conditions of deputation of employees shall be generally in
accordance with the rules of the Central Government IDPE which may be modified in consultation with the
lending organization.
6. HUMANRESOURCEPLANNING
6.1 Before the end of January every year, each RBGISBGIZonesIHODs at Corporate Office will review of
adequacy or otherwise of the available manpower with reference to the tasks and targets and determine any
additional requirements of manpower in qualitative and quantitative terms for the immediately following
financial year.
6.2 Based on the requirements of additional manpower of the individual RBG/SBG/Zones/Departments, the
detailed manpower plan for the each financial year will be prepared by the Corporate Human Resource
Management Division for the Organization as a whole giving specific details of each new post and
justification thereof..
6.3 RBG/SBG/Zones/Departments while sending their manpower requirement would also indicate their suitable
Manpower Mix.
6.4 The Manpower Plan prepared will act as pre-requisite for sanction & creation of posts and will form the
general basis of recruitment during the financial year.
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NBCC RECRUITMENT POLICY (RULES & PROCEDURES)
SHORT TITLE
These Rules may be called the "N BOO Recruitment (Rules & Procedures) 2014" as amended from time to time.
2 DEFINITION
In these rules unless the context otherwise requires:-
a) "Appointing Authority" means the authority empowered to make appointments to the group, grade or post.
b) "Competent Authority" in relation to the exercise of any power means any authority to which the power is
delegated.
c) "Company" means the National Buildings Construction Company Limited.
d) "Employee" means an employee in the Regular! Contractual Establishment of the Company.
e) "Chairman-cum-Managing Director", "Director", "Sr. Executive Director", "Executive Director", "Chief General
Manager", "General Manager", "Addl General Manager", "Dy General Manager", "Project
Manager/Manager", "Dy Project Manager/Dy. Manager", "Sr. Project Executive/Assistant Manager", "Project
Executive/Executive", mean the respective executives of the Company and employees below the level of
executives are categorized as Group "C" employees.
f) "Board" means Board of Directors of the Company
3. SCOPEAND COMMENCEMENT
a) These rules define the terms and conditions of appointment / engagement of service of the employees in the
regular/contractual establishment of the Company.
Provided that employees of the Central or State Governments whose services are placed at the disposal of
the Company on foreign service shall be governed by the terms and conditions which may be agreed upon
between such Governments and the Company.
Provided further that the Chairman-cum-Managing Director shall have the powers to waive, add to or modify
these rules in respectof anyemployeeoranycategoryof employeesas perthe procedure laid down.
4. OBJECTIVES
4.1 These Rules are designed to enable the Company to plan and recruit its manpower requirement in order to
meet the organizational objectives/needs.
4.2 To obtain and retain the right human resources of appropriate skills, knowledge, and aptitude which will
enable the Company to grow. Since the market has become more challenging and talent retention has
become an issue in the way of making the Organisation more dynamic and agile.
4.3 A need has been felt to attract new talent and give them more equal and attractive opportunities to grow with
the organization.
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7. CLASSIFICATION OF POSTS
Regular posts in the Company below the Board level shall be classified as under:
S.No Description of Posts (On Pre-Revised Pay Scales) Level Classification of posts Category
1. Post carrying IDA pay scale of Rs.62,000-80,000 annual increment @ 3% E-9 Group 'A' Top Management
2. Post carrying IDApay scale of Rs.51 300-73,000 annual increment @ 3% E-8 Group "A" Top Management
3. Post carrying IDA pay scale of Rs.43,200 -66,000 annual increment @ 3% E-7 Group "A" Sr. Management
4. Post carrying IDA pay scale of Rs.36,600 -62,000 annual increment @ 3% E-6 Group "A" Sr Management
5. Post carrying IDA pay scale of Rs.32,900 -58,000 annual increment @ 3% E-5 Group "A" Middle Management
6. Post carrying IDA pay scale of Rs.29,100 -54,500 annual increment @ 3% E-4 Group "A" Middle Management
7. Post carrying IDA pay scale of Rs.24,900 -50,500 annual increment@ 3% E-3 Group "A" Junior Management
8. Post carrying IDA pay scale of Rs. 20,600-46,500 annual increment @ 3% E-2 Group "A" Junior Management
9. Postcarrying IDApay scale of Rs.16,400 -40,500 annual increment@ 3% E-1 Group "A" Junior Management
10. Post carrying IDApay scale of Rs.12,600 -32,500 annual increment @ 3% E-0 Group "B" Junior Management
11 Post carrying IDA pay scale of Rs.10,800 -annual increment @3% (Open ended) S-3 Group "C" Supervisory
12 Post carrying IDA pay scale of Rs.97601- annual increment @3% (Open ended) S-2 Group "C" Supervisory
13 Post carrying IDA pay scale of Rs.8950/-annual increment @3% (Open ended) 5-1 Group "C" Supervisory
14 Postcarrying IDApay scale of Rs.8210/-annual increment @3% (Open ended) W-6 Group "C" Operative Level
15 Post carrying IDA pay scale of Rs.78901- annual increment@ 3% (Open ended) W-5 Group "C" Operative Level
16 Post carrying IDA pay scale of Rs.75901- annual increment@ 3% (Open ended) W-4 Group "C" Operative Level
17 Post carrying IDA pay scale of Rs.7300/- annual increment@ 3% (Open ended) W-3 Group "C" Operative Level
18 Post carrying IDApay scale of Rs.7020/- annual increment @3% (Open ended) W-2 Group "C" Operative Level
19 Post carrying IDA pay scale of Rs.67501- annual increment @3% (Open ended) W-1 Group "C" Operative Level
8) APPOINTING AUTHORITY
Subject to the Provisions of Article 83 (5) of the Articles of Association of the Company, the Power to make
appointments to various posts is delegated as under:-
S.No Category of Posts(On Pre-Revised Pay Scales) Group Level Designation of Appointing Authority
1. Posts carrying IDA pay scale of Rs.29,100-54,500 to Rs.62,000-80,000/- "A" E-4 to E-9 Chairman-cum-Managing Director
other than Board level posts
2. Posts carrying IDA pay scale of Rs.20,600 -46,500 to Rs.24,900-50,500 "A" E-2 to E-3 Director concerned
3. Posts carrying IDA pay scale of Rs.16,400-40,500 "A" E-1 Sr. Executive Director! Executive
Director of concerned cadre
4. Posts carrying IDA pay scale of Rs.12,600-32,500 "B" E-0 Chief General Manager! General
Manager of concerned cadre
5. Posts carrying IDA pay scale of Rs.7,300 (Open ended) to Rs. 10800!- "C" W-3 to S-3 General Manager of concerned
(Open ended) cadre
6. Posts carrying IDA Pay scale of Rs.6,750!- to Rs.7,020!-(Open ended) "D" W-1 to W-2 General Manager (HRM)
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9. CREATION OF POSTS
Specific sanction of CMD will be necessary for creation of any new below board level post as given in the Annexure
'II' and for initiating action for recruitment. CMD will issue necessary sanction depending on the requirement from
time to time during the year within the approved manpower plan.
10. JOB SPECIFICATION & JOB DESCRIPTION
10.1 Job specifications indicating the minimum eligibility requirement in terms of minimum educational and br
professional qualification, length of post qualification experience & upper age limit etc. in respect of each job
title along with pay scales is given in Annexure-Il.
10.2 Job Specification are static in nature. Job specifications prescribed for each job/post will be subject to
periodic review and Updation keeping with the changing needs of the Organization. A committee of Directors
will review it every third year and same will be put up before BOD for seeking approval.
10.3 Job Description is dynamic in nature and hence will be subject to suitable change /modification each and
every time depending upon the nature of exposure and profile of the post I vacancy. CMD on the
recommendation of concerned Functional Directors will decide the job description.
10.4 No appointmentshall be made to any post in the Organization unless the person fulfills the minimum eligibility
requirement and conforms to the specifications prescribed for the post except where general relaxations are
made in the cases of reserved vacancies.
10.5 Provided, however, that in special and exceptional cases appointments may be made subject to the approval
of the Chairman & Managing Director in relaxation of the prescribed specifications where the appointing
authority is satisfied that such relaxation is in the interest of the Company.
10.6 All the essential qualification must be full time and be recognized from AICTE/UGC/State technical
board/any other appropriate body.
11. INDUCTION LEVEL (ENTRY LEVEL)
11.1 Recruitments in NBCC will be restricted by and large at the level given below so as to ensure that prospects
ofcareergrowth of existing employees are in noway impaired.
Discipline Induction level

Civil/Electrical/Mechanical Engg. S-2, E-1
Structural / PHE Engg./Architect E-1
System / Networking S-2,E-1
HRM W-3,S-2, E-1
Marketing/Law/Company Secretary E-1
Corporate Communication E-O,E-1
Finance E-1
11.2 Induction of manpower at the level, higher than the entry level, will be decided by the CMD on specific
recommendation of the concerned functional directors regarding manpower requirement as lateral entry in
various disciplines.
11.3 Keeping in view the need for induction of experienced manpower during the formative/ diversification stage
of a new business, CMD will be appropriate authority to decide the induction level and the job specification for
the post.
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12. INDUCTION OF MANAGEMENT TRAINEE
Manpower without experience in the cadre of Engineering /HRM / Finance /Marketing I Law! CS I CC I System will
be inducted at E-1 level as Management Trainee and after successful completion of one year probation period
theywill be confirmed in E-1 level in the respective cadre.
Surety Bond: Asurety Bond will be obtained from the candidates on their appointment as Management Trainee to
ensure that they serve the company for a minimum period of three years or pay liquidated damages amounting to
Rs. 1 .0 lakh in case they resign earlier.
MTs will go under a comprehensive training programme for a period of one year. The procedure related to their
training including monitoring & evaluation will be decided by the CMD. During the training period, MTs will be
entitled for remuneration consisting of Initial Basic Pay, DA, HRAand Perks & Allowances.
13. METHODS OF RECRUITMENT TO REGULAR POSTS
Recruitment in regular establishment will be made on direct recruitment basis through open market, campus
recruitment, GATE and through deputation from other Govt/Public Sectors.
13.1 RECRUITMENT FROM OPEN MARKET
a. The approved vacancies of Group 'A' 'B' & 'C' shall be notified through an advertisement in leading
newspapers and Employment News having circulation on all India basis as well as will be hosted on
the Website. The advertisement will indicate the job title, qualifications, post qualification experience,
age limit and other salient aspects of the job and also the pay scale, perks & allowances and the
benefits provided by the Company.
b. Presidential directives communicated by the Government extending the policies and procedures in
regard to reservation of posts for candidates belonging to the Scheduled Castes and Scheduled Tribes
and Other Backward Classes & Persons with disabilities from time to time shall be complied with.
Provided that the upper age limit prescribed may be relaxed in the case of candidates belonging to the
"Scheduled Castes, Scheduled Tribes, OBC and other special categories or person in accordance with
the orders issued from time to time by the Central Government.
c. The vacancy of Group 'C' & 'D' cadres, if needs to be filled up, apart from open advertisement, could
also be notified to the local or Central Employment Exchanges under the Employment Exchanges
(Compulsory Notification of Vacancies)Act, 1956.
d. All advertisement should invariably indicate a format or channel of availability of prescribed application
forms for intending candidates to apply. Based upon the response received, the selection can be made
through Skill Test! Written Test or personal interview or skill !written test followed by personal interview
or GD followed by Personal Interview as per discretion of the CMD.
e. For the posts identified in Group 'B' and Group 'C' as mentioned atAnnexure — Il—A, the selection is to
be made purely on the basis of marks obtained in written test! skill test (merit—wise).
Note: Circulated vide No. NBCC / Recruitment Policy /2014 / 5699 dated 30.10.2015.
13.2 CAMPUS RECURITMENT
Recruitment from premier technical & management institutes across the country for the posts of MTs can
also be made through campus interviews by deputing teams of senior officers to institutions like IlTs, NITs, I
liMs and Government Engineering! Management Colleges & CA! ICWAI ICSI institutes.
The panels would be made five times the no. of vacancies.
The salient features of the procedure to be followed for campus recruitment would be as follows:-
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a. CMD will nominate a Selection Committee of 3 senior officers comprising one officer not below the rank
of ED. The other members of the Selection Committee should not be below the level ofAGM. Selection
Committee will be assisted by a team of HR officials.
b. To shortlist the candidates for interview, the Selection Committee will announce cumulative cut off
percentage (where institutes are awarding CGPA/grading system, equivalent percentage as per the
norms of institute /university) of upto last semester. The shortlisted candidates will be interviewed
and the weightage for performance in exams in semesters/years prior to date of interview will
be 70% and 30% weightage will be given for performance in the Interview.
c. The Selection Committee will submit its recommendations to the CMD for approval.
d. The Committee will ensure adherence to the reservation/relaxation criteria as per the norms fixed by
the Government in this regard in consultation with HR department.
e In case the selection is done from various Institutes, a combined list of selected candidates will be
prepared. After competent authority approves the recommendations of the Selection Committee, the
respective institutes will be informed suitably.
f Offer of appointment will be sent to the successful candidates after declaration of final results for
appointment as MTatE-1 level.
13.3 GRADUATEAPTITUDETESTIN ENGINEERING (GATE)
The selection of Engineers as Management Trainees at E-1 level can also be done through the GATE
examination. The candidates will be shortlisted based on their GATE Score of the concerned year, for holding
personal interview of the candidates. NBCC will decide the number of candidates to be shortlisted for
interview in each discipline.
For preparation of final merit of candidates for empanelment, the relative weightages assigned to the marks
obtained in GATE and rersonal interview shall be as indicated below:
Marks (out of 100 ) in GATE of the concerned year 70%
Personal Interview 30%
Category Qualifying Marks for interview
Unreserved (General) 70%
Reserved (SC/ST/OBC/PWD) 50%
Candidates who secure minimum qualifying marks in the personal interview will only be adjudged suitable for
empanelment. The final empanelment would be done on the basis of total marks secured (GATE Score and
personal interview) by the candidates.
NBCC will follow the procedure of MOU with the concerned lIT in this regard.
13.4. DEPUTATION
Appointment by deputation shall be after advertising the requirement publically which shall include
advertisement in the newspapers and communication to the expected source of intake namely the public
sector undertakings. Since deputation of Central Government employees to CPSE5 is not permitted except
for the post which are indicated in the DPE OM No.5(25)/83-DPE(PESD) dated 06.03.1985, no employees
from Central Government, State Government or an autonomous body under the oversight of the Central or
State Government shall be recruited on deputation to NBCC.
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Tenure of Deputation: The tenure of deputation shall not under any circumstances exceed three years.
Absorption: There shall be no absorption of employees brought on deputation or otherwise.
Procedure & Terms and conditions of appointment on deputation will be guided by NBCC's Rules on
Appointment through Deputation. (ReferAnnexure- I of the main policy).
14. METHOD OF RECRUITMENT TO CONTRACTUAL POSTS
CONTRACTUALAPPOINTMNT GUIDELINES:
Appointment in contractual establishment will be based on —
a) Onregularscale
b) On consolidates remuneration
14.1 (i) OnRegularScaleBasis:
Normally the appointment on contract basis shall be made at the level of S-21E-O. The engagement of
contract employees shall be for a specific project/tenure/assignment. For immediate/urgent
requirements, the contract employment could be resorted through,
a) Walk-in-interview after advertising requirement in the local news papers.
b) In rare & exceptional cases, on nomination basis for any specific/highly specialized jobs at the time of
diversification of business.
However, in case of mass requirement of contract employees, recruitment shall be generally on All
India basis and applications for Contract appointments shall be invited by advertisement in leading
news papers.
In very exceptional cases, the contractual recruitment can also be done on regional basis for which
advertisement in local news papers will be issued. The nominations from the local employment
exchange can also be invited.
(ii) Transfer: In cases where engagement is for fixed tenure, the services of the contract employee will be
transferable from one project to another project. Where the engagement (on contract basis) is for
specific project or assignment specific, there should be no occasion of transfer. On completion of the
contract period/project, the engagement would terminate.
(iii) Term :Normally, the initial term of appointment will be for one year which can be extended by another
one year depending upon the requirement / suitability. No extension beyond two years shall be
granted. However, at the discretion of the Management, the initial term of appointment can be for two
years.
(iv) Remuneration : Remuneration of contract employees shall be by way of basic pay in the scale of pay
attached to a regular post, allowances as admissible to the regular employees of equivalent level
without perks shall be allowed subject to modification and exclusions as may be specifically stated in
the letter of appointment.
Contract Employees shall be given other facilities such as Medical, Leave, LTC etc. as approved by
CMD from time to time.
(v) Increase in Remuneration: Increase in salary whether by way of annual increment or consolidated
increase shall be allowed only subject to the performance standard laid down by the Company.
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(vi) Performance Evaluation: Performance of each employee will be evaluated annually. The
assessment shall be on two aspects: general assessment including professional competence and
integrity. Integrity should be commented upon only in three categories i.e. beyond doubt/nothing
adverse noticed/doubtful. In case, the performance of the employee is 'A' or 'B', he will be allowed
annual increment/or increase in remuneration, as the case may be. In case, the performance of the
employee is 'C', he will be given a chance to improve his performance. Even, after 3 months of review,
the performance is not improved, the employee will be removed from the services of the Company.
Employees, whose annual performance is either 'D' or 'E', will immediately be removed from the
services of the Company.
(vii) Termination of contract service: The services of contract employees can be terminated at any time by
serving one month notice either by employee or by the Company.
14.2 On consolidated remuneration basis:
Re-employment and appointment of Consultant /Advisors: In respect of certain special jobs, requiring
the services of retired officers and staff of the Central Govt./State Govt./PSUs including retired officers and
staff of NBCC, can be engaged as Consultant/Advisors on contract basis.
The procedure and terms and conditions of consultant I advisors will be guided by the NBCC's Rule
of re-employment of Retired officials as Consultant I Advisors as given in Annexure-VI of the main
policy.
15. Reservation of Vacancies
In accordance with the policy of the Government, and the orders issued in this regard from time to time, vacancies
will be reserved for filling exclusively from scheduled castes, scheduled tribes, other backward classes, physically
challenged persons and ex-servicemen to the extent provided for in the concerned orders. In addition to
reservation of vacancies, relaxations in upper age limits as per Govt. guidelines will also be allowed to the notified
groups
Nothing in these rules shall affect reservations and other concessions required to be provided for Scheduled caste
and Scheduled Tribe and other special categories of persons in accordance with the orders with the approval of the
Board of Directors from time to time.
The qualification regarding experience is relaxable at the discretion of the Competent Authority in the case of
candidates belonging to the SCs, STs, & OBCs, Physically challenged persons, at any stage of selection, if the
Competent Authority is of the opinion that sufficient numbers of candidates from these Communities possessing
the requisite experience are not likely to be available to fill up the vacancies based on the past
advertisements/experience.
In the case of direct recruitment, the SC, ST, OBC and Physically challenged persons who are selected on their
own merit without relaxed standards along with candidates belonging to other categories, will not be adjusted
against the reserved share of vacancies. The reserved vacancies will be filled up separately from amongst the
eligible SC, ST, OBC and Physically challenged persons which will thus comprise SC, ST, OBC and Physically
challenged persons who are lower in merit than the last candidates on the merit list but otherwise found suitable for
appointment even by relaxed standards, if necessary.
Where an educational qualification has been prescribed in the recruitment rules, all candidates including SC/ST
candidates shall satisfy the said qualification. Sometimes a minimum number of marks or a minimum grade is also
prescribed as part of the educational qualification for Direct Recruitment in the recruitment rules. In such cases, the
minimum marks/grade so prescribed shall also uniformly apply to all candidates including Scheduled cast and
Scheduled Tribe candidates.
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16. APPLICATION FORMALITIES
16.1 Application in the prescribed format as per concerned advertisement is required to be submitted by all
applicants alongwith attested copies of the certificates/testimonials.
16.2 All applications for positions in the Organization will be accompanied with a fee by way of bank draft of the
value of Rs.1000/- for executive posts (E-O & above) and Rs.500/- for non-executive posts (Below E-O) in
favour of NBCC Limited payable at New Delhi. Candidates whose names have been sponsored by the
Employment Exchange will not be required to pay any application fee. Similarly, candidates belonging to
SC/ST/and PWD/departmental candidates will be exempted from payment of application fee. CMD at his
discretion may increase/decrease the fee.
16.3 In the case of all India recruitment based on open advertisement and public notifications, last date for receipt
of applications will be prescribed, after which no application will be entertained for the posts advertised.
Thirty days time will be given from the date of publication of advertisement. However, CMD may curtail the
time period for immediate requirements.
16.4 The crucial date for determining the age-limit & post qualification experience shall be the closing date for
receipt of applications.
16.5 the date of declaration of result/issue of marksheets shall be deemed to be date of acquiring the qualification
and there shall be no relaxation on this account. Post qualification experience on a post / level shall be
counted from the said date onwards.
17 CONCESSIONS AND RELAXATION TO INTERNAL/DEPARTEMENTAL CANDIDATES
i) Internal candidates will not be required to pay any application fee.
ii) Internal candidates born on regular establishment will be given age relaxation of five years provided they
have at least three years of service left before superannuation for posts to be filled on Direct Recruitment
subject to fulfillment of other eligibility criteria and terms and conditions.
iii) Internal candidates working on contractual establishment will be entitled for age relaxation of 5 years for
posts to be filled on Direct Recruitment subject to fulfillment of other eligibility criteria and terms and
conditions.
18. SELECTION PROCEDURE
Applications received will be screened as per the eligibility criteria prescribed in the advertisement. Preliminary
screen ing will be done by HR Department and the same will be vetted by the concerned department/section/officer
nominated by Competent Authority. In case of overwhelming response, the competent authority may revise the
screening criteria based on the percentage of marks, year of passing etc. etc.
18.1 The short listed candidates will be called upon to undergo selection process which may consist of:
1. an interview by the Selection Committee or
2. a skill/written test and/or group discussion and/or Personnel Interview by the Selection Committee.
3. the weightage for written test/skill test will be 70% and 30% weightage will be given for performance in
the interview.
4. Where the selection is based on interview, the selection committee will award the marks on the basis of
evaluation criteria as under:-
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Attributes Marks Qualifying Marks
Personal Conceptual/Job knowledge 40 i) 70 for UR Category
Interview Communication Skill 30
ii) 50 for Reserved category

(SC/ST/OBC/ PWD)
Level of confidence 20
General Awareness 10
Total 100
candidates who secure minimum qualifying marks in the personal interview will only be adjudged suitable for
empanelment. The final empanelmentwould be done on the basis of total marks secured by the candidate."
5. The weightage for written test/skill test followed by interview will be 70% and 30% respectively. The
competent Authority at his discretion will decide the qualifying criteria based on percentage of marks
obtained by the candidate. The selection committee will award marks on the basis of evaluation as under:-
Criteria Marks Remarks

(A) Written Test/Skill Test 70 70% of marks obtained in written
test/skill test
(B) Personal Interview 30 Attributes Marks
Job Knowledge 10
Communication skill 10
Total 30
Qualifying marks for interview

(i) General/UR 20 marks
(ii) SC/ST/OBC/PWD 15 marks
Total 100 Total of (A) & (B) out of 100 will
form the select list.
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Candidates who secure minimum qualifying marks in the personal interview will only be adjudged suitable for
empanelment. The final empanelment would be done on the basis of total marks secured (written/skill test and
personal interview) by the candidate.
6. The Selection Committee will recommend the panel of successful candidates in the order of total marks awarded to
the candidates. The panel, at the maximum, can be made five times the number of vacancies. In case of emergent
requirement, the vacancies so identified can be filled up from the existing panel, instead of making fresh
recruitment, with the approval of CMD.
7. Where the selection is based on Skill I Written test only, the final empanelment shall be done on the basis of marks
secured by the candidates (merit wise) in the Skill/Written Test.
18.2 Composition of Recruitment Committee shall be as indicated in Annexure-Ill of the main policy.
18.3 Group Discussion Committee:
I. GD Committee of appropriate level officers will be nominated by HOD-HRM and will seek approval of
CMD.
II. For posts where female candidates have been shortlisted for GD/Personal Interview, concerted effort
would be made to have lady representative on the Selection Board.
Ill. An outside GD observer may be associated with the GD committee with the approval of CMD.
18.4 The GD Committee/Selection Committee will award marks on the basis of evaluation criteria as under-
Total Marks Passing marks
Group Discussion 30 20 for UR Category
15 for Reserved Category (SC/ST/OBC/PWD)
Personal Interview 70 50 for UR Category
35 for Reserved Category (SCIST/OBC/PWD)
Total 100 70 for UR category
50 for Reserved Category (SCISTIOBCIPWD)
Bifurcation of marks
Attributes Marks
Group Discussion Leadership qualities 10
Ability to work in team 10
Problem solving skills 10
Personal Interview Conceptual/Job Knowledge 35
Communication skill 20
Total 100
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For Group Discussion, each group will comprise of five to seven candidates. After Group Discussion,
maximum nos. of candidates short listed for personal interview, should be three times the nos. of
vacancies.
The selection committee will recommend the panel of successful candidates in the order of total
marks awarded to the candidates. The panel framed for recruitment will normally remain valid for one
year which can be extended upto a further period of three months only by the CMD, on the
recommendation HOD-HRM & concerned functional directors. CMD is empowered to cancel any
panel before its expiry, for any reasons, whatsoever.
II. In case of emergent requirements, the vacancies so identified can be filled up from the existing valid
panel, instead of making fresh recruitment with the approval of CMD.
18.5 The selection of candidates may also be done by outsourcing the whole recruitment process to some agency
preferably Govt. Agency. The process may include inviting applications through on-line or offline model
scrutinizing the applications, setting of question papers/written test at various locations, GD, evaluation of
answer sheets/ interview etc. or any part thereof at the discretion of the CMD.
19. APPLICATIONS OF CANDIDATES FORWARDED THROUGH PROPER CHANNEL/NOC FROM

GOVERNMENTAND PUBLIC UNDERTAKINGS
19.1 NBCC will accept application only if they are forwarded through proper channel in respect of persons
employed in Central and State Governments and Public Sector Undertaking. Carry-forward of gratuity,
Leave and other benefits on movement to another organization/Public Sector with the consent of both the
Organizations concerned will be considered. In case, the application is not forwarded through proper
channel, the applicant can be considered for written test/GD/Personal Interview subject to production of 'No
Objection Certificate' from his current employer.
Provided, however, that application from candidates hailing from Govt. / Govt. body and Public Undertakings
referred to above may be accepted without being forwarded through proper channel, as a special case, if the
candidate submits an undertaking/declaration stating that if he/she is selected for appointment in NBCC, his
appointment will be subject to:
1. That he will forego the benefits of carry-forward of leave, Gratuity etc.
2. That he will submit a proper relieving order issued by his previous organization before joining.
3. That he will not have claim of protection of pay.
19.2 Applications submitted through proper channel may be processed on the basis of advance copies but the
candidate, if and when called for interview, must submit a "No Objection certificate" from his present
employer which must also state that the applicant will be relieved in the event of his selection for appointment
in NBCC.
19.3 In respect of candidates from Government and PSUs who apply through ipercI jrniBCC may or may
not obtain copies of the annual appraisals reports or their abstracts, depending up the decision of the
Competent Authority, which will be placed before the Selection Board during or after interview but before the
finalization of the panel of selected candidates.
20. ROLE OF SELECTION COMMITTEE
20.1 Corporate HRM division will make following documents available to the Selection Board:
1. Acopyofthe advertisement/notification.
2. Asummary sheet containing details of each candidate.
3. Applications ofshortlisted candidates, in original.
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4. Wherever available, appraisal reports/extracts of the candidates.
5. Results of test/group discussion/written test, if held prior to interview.
6. Special information, if any, relevant to Selection regarding any candidate.
7. CopyofNOC.
20.2 Keeping in view final marks awarded by the Selection Committee to each candidate will prepare a panel of
names of all such suitable candidates in order of merit on the basis of the marks so assigned.
Provided that when two or more candidates secure equal marks they will be empanelled in the chronological
order of their dates of birth, the oldest being placed first among them.
Provided also that in respect of the reserved vacancies, the Board will draw up and recommend a separate
panel of names of suitable candidates belonging to Scheduled Castes and Scheduled Tribes.
20.3 while making its recommendations of names of suitable candidates, the Selection Committee may make
special mention of the following wherever appropriate:
(a) The starting basic salary in cases where pay is to be fixed/protected above the minimum of the
grade/scale.
(b) Area/areas of specification and strength where the candidate would be best suited.
(c) Any other recommendation/remark considered relevant and necessary in respect of any candidate.
21. HIGHER INITIAL PAY ON APPOINTMENT
On the basis of the recommendations of the Selection Committee, the Chairman-cum-managing Director shall
have power to fix initial pay of an employee on his first appointment by grant of extra increments not exceeding five
stages in the time scale keeping in view, age of the candidate, relevant experience, qualification and emoluments
last drawn. etc. The reasons for grant of higher initial pay shall be recorded in the selection proceedings.
Protection of Basic Pay: Candidates working in Govt./PSUs who have applied through proper channel or have
produced NOC from their department/organization, their basic pay will be protected on appointment to the post at
the time of regularization/notification of the appointment subject to submission of Last Pay Certificate by the
candidate.
22. MEDICAL FITNESS
22.1 Neitherjoining will be accepted nor anybody will be appointed to any post in the Organization whether regular
or contractual unless he is declared medically/physically fit by the prescribed authority.
22.2 Candidates on regular appointment in Executive Cadre (E-0 & above) will have to furnish medical fitness
certificate issued by Medical Board of Government hospital. In other cases, medical fitness certificate issued
by Civil Surgeon of Govt Hospital will be accepted.
22.3 Notwithstanding the above, candidates joining NBCC from the organizations in the Government and Public
Sector who have been examined and declared fit at the time of their initial appointment in the Government or
Public Sector Undertaking, as the case may be, shall be exempted for undergoing medical fitness test
provided copy of medical fitness certificate is furnished by their previous employer about their fitness issued
by Medical Board of a Govt. hospital. This relaxation will be allowed only in case of application received
through proper channel / furnishing of NOC at the time of interview. However, departmental candidates will
be exempted for undergoing medical fitness test again.
23. ISSUE OF OFFER OFAPPOINTMENT
Offer of appointment will be issued to the selected candidates as per their seniority and reservation points. One
month joining time will be allowed to the candidates to join the post.
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Offer of appointment will be issued by and large as per the proforma in Annexure-IV & V attached with main policy.
However, HOD-HRM will be the competent authority to review it from time to time.
24. EXTENSION OF JOINING TIME
24.1 HOD HRM will be the Competent Authority to allow three months extension of joining time from the date of
last of joining mentioned in Offer of Appointment in respect of candidates who are working in private
companies/or who have not applied through proper channel (in case of working in Govt./PSU). No extension
beyond the period of 3 months from the date of last date of joining mentioned in Offer of Appointment will be
allowed.
In case of application received through proper channel/furnishing of NOC from Govt. /PSU's, extension up to
three months will be allowed by the HOD HRM.
24.2 joining time beyond above period, approval of Functional Director/CMD will be required.
25. REIMBURSEMENT OF NOTICE PAY
In rare & exceptional cases, for critical positions, CMD may allow reimbursement of Notice pay (2 months for
Govt/PSU employees / I month for Pvt sector employees), in lieu of Notice service to be served by the candidate
with his present employer.
26. JOINING FORMALITIES
26.1 Employees on the first appointment will furnish attestation proforma duly filled in alongwith copies of the
documents and will produce the original documents for verification to the concerned authority at the initial
place of posting. Departmental candidates will be exempted from submission of above documents.
26.2 On first appointment of a person in the Company, the character and antecedents of the person will be got
verified from the concerned authorities at the State level as per the Government directives in force from time
to time. The appointment will remain provisional till the verification of character and antecedents of the newly
inducted employee. In case of any adverse report, the provisional appointment will terminate immediately.
Decision of NBCC will be final in this regard. However, departmental candidates will be exempted from
verification of antecedents from police verification.
27. PAYMENT OF TRAVELING ALLOWANCE FOR TEST/GD/INTERVIEW:
Only SC / ST / Physically Challenged category candidates called for interview who come from places beyond a
distance of 30 km will be reimbursed actual expenses incurred on travel to and from the place of interview on
production of proof of journey undertaken and onward journey, limited to:
IlIAC Rail fare or Bus fare chargeable by the For Group "A" & "B" posts i.e E-0 & above level
shortest route from railway station / Bus stand
Second class Rail fare or Bus fare chargeable by the For Group "C" & "D" posts i.e below E-0 level
shortest route from railway station / Bus stand
The shortest route for this purpose will be from the place to which the interview call letter was mailed to the place of
interview.
28. PAYMENT OF TRAVELINGALLOWANCE/TRANSPORTATION OF PERSONAL EFFECTS ON INITIALAPPOINTMENT.
28.1 The selected candidate will be eligible for payment of Traveling allowance for self on initial appointment at the
rate applicable to one level below post on transfer. However, no transfer grant shall be payable.
28.2 Outstation candidates will also be allowed reimbursement of one week stay as per applicability in
accordance with their grade/level in terms of the NBCC TA! DA Rules.
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A Navratna CPSE
28.3 Departmental candidates on selection and change of place of posting will also be paid all transfer benefits
including transfer grant applicable to the regular employees of previous post held by him.
28.4 Employees posted to North East Region (except Guwahati! Meghalaya/ Sikkim) ) on initial appointment, will
be allowed to travel by air for self from Kolkata to the place of posting.
29. PROBATION
A person appointed to a regular post in the Company shall be on probation for a period of one year, which may be
extended at the discretion of the appointing authority. Provided that the appointing authority may extend the
probation period further for a period of six months if the performance of the employee is not satisfactory. The
maximum probation can be extended two times (six month each) after which the Company shall have the right to
terminate the services of the employee.
During the period of probation, services of the person may be terminated without any notice or without assigning
any reason. In the event of his leaving the service on resignation or otherwise during probation period, one month
notice and after completion of probation period three months notice shall be necessary. Notice period can be
waived off by the Company on payment of notice pay in lieu of period of notice.
30. SENIORITY
The Seniority of Direct Recruits will be determined in the order of merit given by the Selection Committee.
31. SUPERANNUATION
The age of superannuation for all employees in the regular establishment is sixty years. However, this is subject to
revision, from time to time, as per the Government of India guidelines.
32. DISQUALIFICATION
a) A person who has more than one wife living or who having a spouse living, marries in any case in which
such marriage is void by reason of its taking place during the life time of such spouse, shall be in-
eligible for appointment to service; and
b) Awomen whose marriage is void by reason of the husband having a wife living at time of such marriage
or who has married a person who has a wife living at the time of such marriage shall be ineligible for
appointment in service,
Provided that the Chairman-cum-Managing Director may if satisfied that there are special grounds for
so ordering exempt any person from the provisions of these rules.
33. REPEAL
Any rules corresponding to these rules in force immediately before the commencement of these rules are hereby
repealed.
Provided that any order made or action taken under the repealed shall be deemed to have been made or taken
under the corresponding provisions of these rules.
34. ENFORCEMENT OF RULE
(i) Appointment made in the Company prior to the enforcement of these rules shall be deemed to have been
made under these rules.
(ii) Wherever there is any doubt about the meaning or context or application of these rules, the decision of the
Chairman-cum-Managing Directorof the company shall be final and binding.
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GUIDELINES AND STANDARD TERMS & CONDITIONS FOR APPOINTMENT OF

AN EMPLOYEE ON CONTRACT BASIS.
BACK GROUND
NBCC has been engaging personnel of different disciplines from time to time consequent upon its requirement by
way of Contract employees on scale basis, Consultants on consolidated remuneration and per-diem rate basis etc.
apart from regular recruitment. Earlier, there was no strategic policy for all these at one platform. Now, need has
been felt to streamline the above and put it into one policy.
1. SCOPE:
These guidelines define the terms and conditions of appointment / engagement of employees (Below Board level)
on the Contract basis.
The employment of persons on contract basis need to fulfill below given conditions:
1. RBGISBG/ZOI Unit! HOD has to justify the need for the contract appointment.
2. Where there is a need of engagement of a person for a specific project/tenure/assignment.
3. Where there is immediate! urgent requirement identified forthe specialized services of an individual.
4. Contract employees are engaged for a specific project assignment. So, their transfer from one project to
another project/Zone is not allowed.
2. OBJECTIVES:
1. These Guidelines are designed for employment of a person on Contract basis for fixed term in order to meet
the organizational objectives! needs.
2. To adopt a uniform approach for Contract employment.
3. To achieve the stipulated targets on time without any delay.
3. TYPES OF EMPLOYMENT ON CONTRACT BASIS
The Employment of Persons on contract basis shall generally be classified as under:
A. On Regular Scale basis
B. On consolidated remuneration
C. On per diem rates basis
The appointment of person on any type would be purely on Contract basis.
4. RECRUITMENT PROCESS:
(A) On Regular Scale basis:
Reservation of vacancies and relaxations in upper age limits as per Govt. Guidelines will be allowed to
SCs/STs/OBCs/Physically Challenged persons.
1. The recruitment of persons on contract basis could be resorted through, Group-Discussions! Written Test
/Walk-in-interview after advertising requirement in the local news papers.
2. In case of mass requirement of contract employees, recruitment shall be generally on All India basis and
applications for contract appointments shall be invited by advertisement in leading news papers. However,
the contractual recruitment shall also be done on regional basis for which advertisement in local news papers
will be issued.
3. In rare & exceptional cases, on nomination basis for any specific! highly specialized jobs at the time of
diversification of business.
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(B) On Consolidated remuneration:
Based on certain requirements mentioned in the contracts! MoU, etc., made between NBCC and Clients,
NBCC will appoint qualified and certified Safety officers from various sources like open advertisements,
referrals, Walk-in-interview etc., on the remuneration as proposed subject to the approval of Competent
Authority.
2. In respect of certain special jobs, requiring the services of retired officers and staff of the Central Govt. / State
Govt.! PSU including retired officers and staff of NBCC, can be engaged as Consultant Advisors on contract
basis
(C) On Per diem Rates basis
For specific assignments / tasks / activities such as Technical Audit, Representation in arbitration and for
research activities and any other specialized work, experts will be engaged as part time
consultants!advisors!mentors!guide etc. per diem rates basis through conducting walk-in-interviews!
referrals, etc.,
4.1 GENERAL GUIDELINES FORAPPOINTMENT OFA PERSON ON CONTRACT BASIS:
(A) On Regular Scale basis
1. Initial appointment is for fixed term Contract of 2 years or the duration of the project whichever is lesser from
the date of joining the Company and further period of extension of a contract shall be subject to the approval
of CompetentAuthority which must be obtained prior to the expiry date of such contract.
2. After completion of initial contract period, if employee's services are required furthermore, thereafter,
afresh!Re-appointment may be issued subject to the approval of Competent Authority for a further period of
one year only. However, the maximum period of appointment of an employee (Total spells of contract period
in a Company) will not be exceeded for a period of three (3) years. A person would again eligible for
engagement/appointment after a break in contract employment through Recruitment Committee! process.
3. Every contract shall constitute a separate period of employment.
4. During the contract period employee will not have any right or lien on the job! post assigned to him!her and
he!she cannot claim regular employment against the post in the Company.
The procedure and other terms and conditions of employees who will be employed on regular scale
basis will be guided by the NBCC's Recruitment Policy, 2014.
(B) On Consolidated remuneration:
1. The upper age limit of consultant(s) !Advisor(s)!should not exceed 65 years.
2. There should be no Vigilance!discipline case(s)! pending atthe time of retirement.
The Procedure and terms and conditions of Consultants / advisors will be guided by the NBCC's Rule of
Re-employment of retired officials as consultant/Advisors.
(C) On Per diem rate basis:
1. A person shall not be engaged for more than 1O(Ten) days in a calendar month.
The Procedure and terms and conditions as per NBCC Rules.
5. TERMS & CONDITIONS OF EMPLOYMENT:
1. Probation:
A person appointed on contract basis on scale basis in the Company shall be on probation fora period of one year.
2. Terms of payment:
The payment would be made on monthly basis as per monthly remuneration agreed to at the time of appointment.
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(a) On Regular Scale basis:
The payment/Scale of pay is applicable at par with the regular employees of the Company for the post appointed,
along with House Rent Allowance & Dearness Allowances will be admissible in accordance with the rules of the
Company from time to time.
FRINGE BENEFITS
CPF 12% of Basic pay + DA
LTC Maximum restricted amount of Rs. 6000

(once in two years, subject to actual
expenditure as per bill/tickets etc.)
MEDICALINSURANCEPOLICY Employee can take a medical insurance policy at his/her

FORINDOORTREATMENT own from any IRDA approved company for indoor
treatment for self/spouse/children. As a welfare measure,
NBCC will reimburse the actual premium subject to the
maximum ceiling of Rs.800/- per month (including taxes)
on monthly basis through salary bills on production of the
mediclaim policy. In case no mediclaim policy is taken by
him/her, no premium will be reimbursed. The request for
mediclaim policy reimbursement will be processed in Head
Office HRM Division only.
GRATUITY As per the Payment of GratuityAct, if applicable
Note: No perquisites/perks in cash or kind except those which are mentioned in the offer of appointment.
(b) On consolidated remuneration
The remuneration for appointment/engagement ofa person on consolidated basis would be as follows:
(i) For appointment of retired employees of State/Central/PSUs, as Consultants/Advisors, etc., in Company, their
consolidated monthly remuneration will be fixed as follows:
Equivalent level in NBCC In case of IDAscale- last Basic Pay
E-ltoE-9 In case of CDA Scale- Last Basic Pay + Grade Pay
(ii) For appointment of candidates other then at (i) above such as Safety Officer, etc, the consolidated monthly
remuneration will be fixed as proposed subject to approval of CompetentAuthority.
Note: The income tax orany othertax liable to be deducted, as perthe prevailing rules of the Company, forwhich
Finance Department will issue TDS Certificate. So service Tax, as applicable.
(C) On per diem rate basis
"RATES OF PER DIEM OF REMUNERATION ON ENGAGEMENT OF RETIRED SENIOR

GOVERNMENT I NBCC OFFICIALS WHILE ENGAGING ON SPECIFICASSIGNMENTS"
CompetentAuthority hasApproved Revision of Per Diem Rates of Remuneration as under.
1.0 OBJECTIVE
By engaging the retired officials of the Corporation and other senior Retired Govt. Officials for specific assignments/
for taking decision on issues of strategic importance and involving high stakes of associating parties so that the
Corporation get their rich and varied experience and to safeguard the interest at all stages.
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2. ELIGIBILITY & ENTITLEMENT PER DIEM
2.1 BOARD LEVEL
1. CMDOFSCHEDULE'APSU Rs.10,000I-
2. CMD OF OTHER THAN SCHEDULE 'A' PSU Rs. 7,500!-
3. FUNCTIONAL DIRECTOR OF SCHEDULE 'A' PSU Rs. 7,500/-
4. FUNCTIONAL DIRECTOR OF OTHER THAN SCHEDULE 'A' PSU Rs. 6,500!-
2.2 RETIRED OFFICIALS OF THE COMPANY BELOW BOARD LEVEL
1. E-8LEVEL Rs.5,000I-
2. E-7LEVEL Rs.4,5001-
3. E-6 LEVEL Rs. 3,500!-
4. E-5LEVEL Rs.2,500/-
5. E-4 LEVEL Rs.2,000/-
6. E-3LEVEL&BELOW Rs.1,500/-
3. APPROVING AUTHORITY
CMD! Director (Finance)! Director (Projects) are approving authority to approve the proposal of - PER DIEM
RATESOF REMUNERATION FOR- i) "Engagementof Retired Officials of the Corporation for Specific
Assignments & ii) Engagement of Senior Retired Government Officials".
(REFER: Circular No. (7(6)I2009-Estt./2095 dated 28.05.2010]
4. TERMS & CONDITIONS
4.1 The rates of remuneration for deployment of ex-employees as Consultant who were appointed prior to issue
has been revised vide CircularNo. 7(6)!2009-Estt./483 dated 09.02.2010 shall also be allowed in respect of
those assignments which the Consultants had on hand as on 09.02.2010 and completion of which was carried
over beyond 09.02.2010.
(REFER: Circular No. (7(6)I2009-Estt./483 dated 09.02.2010]
4.2 TA!DAforoutstation assignments shall be allowed as admissible to a serving officer of the Corporation holding
one step below post to the post held by them at the time of retirement by the person engaged..
4.3 The Divisional Heads and Zonal Incharges may consider availing services of the ex-employees.
4.4 The proposal should clearly indicate the nature and scope of assignment and estimated days of engagement,
be forwarded by Divisional Heads !Zonal Incharges for availing services of the ex-employees.
4.5 NBCC will maintain a panel of Senior Retired Government Officials to be approved by the CompetentAuthority
!Approving Authority for this purpose. Such panel can be reviewed from time to time, depending upon their
availability, services of these experts can be availed on case to case basis.
4.6 A person shall not be engaged for more than 1 0(Ten) days in a calendar month. Prior approval from Competent
Authority required for deviation.
(REFER: Circular No. (7(6)I2009-Estt.I483 dated 09.02.2010]
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3. TENURE OF EMPLOYMENT
Type of Contract Tenure Period
On Regular Scale basis Initial appointment for a period of 2 years as approved by

the Competent Authority. However, total contract not to
exceed three years.
On Consolidated Remuneration Basis As per requirement of a project / office
On Per diem rates basis As per requirement of a project / office
4. TA/DAFOROFFICIALTRAVEL
Type of Contract Rules forTA/DA
On Regular Scale basis No traveling/daily allowance will be admissible for joining the
post offered to a person. However, employee will be entitled for
TA/DA for tours undertaken for official duties of the Company at
the scale and rates as applicable to the employees of the
Company of corresponding level.
On Consolidated Remuneration Basis TA/DA will be payable for outstation visits as admissible to a
serving officer of the Company holding one step below the post
to the post at the time of retirement.
On Per diem rates basis TA/DA will be payable for outstation visits as admissible to a
serving officer of the Company holding one step below the
post to the post at the time of retirement.
5. LEAVE
Type of Contract Applicable Leaves
On Regular Scale basis EL- 30 days in a calendar year.
CL- 08 days if posting in Head Quarter! 12 days if posting in Units
On Consolidated Remuneration Basis 1.Consultants / Advisors, etc. shall be eligible for 08days
leave in a calendar year on pro-rata basis. Employee shall
not be paid any remuneration in case his absence beyond
08 days in a year .There shall be pro-rata deduction from
the monthly Consolidated pay for the period of
absence.(Consolidated pay / 26 = 1 day pay on Prorata
basis). Unavailed leave in a calendar year will not be
carried forward to next Calendar year. However, EL shall
not be admissible to him/her
2. Safety Officer, etc. Shall be eligible for CL © 2days for every

spell of continuous service of 3 months; EL@ 5 days after
every spell of continuous service of 3 months; Festival /
Gazetted holidays as per rules of the Company.
53
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3. Part time Consultants. Shall be eligible for 02 days Casual

leave in a calendaryear (During the contract period).
On Per diem rates basis Otherthan Gazetted holidays, any kind of leave is not applicable.
5.1 ENCASHMENT OF LEAVES
Type of Contract Rule for Encashment
On Regular Scale basis In case this contract is terminated or comes to an end on

efflux of contractual period before employee is allowed to
avail earned leave, or if having applied and not granted,
employee shall be paid an amount corresponding to 50% of
the number of earned leave due to him/her at the time of
cessation of employment on the basis of monthly emoluments
drawn by an employee.
On Consolidated Remuneration Basis 1.For Consultants I Advisors, etc., shall not be eligible for
Leave Encashment.
2.For Safety Officers, etc. In case leave applied for is not

granted or this contract comes to an end for reason other
than pre-mature termination, employee shall be allowed
encashment of leave at his/her credit.
On Per diem rates basis Not applicable
6. TRANSFER
Type of Contract Remarks
On Regular Scale basis Contract employees are engaged for a specific project
assignment. So, their transfer from one project to another
project / Zone is not allowed.
On Consolidated Remuneration Basis Not applicable as appointed for a specific task only
On Per diem rates basis Not applicable as appointed for a specific task only
7. INCREMENT
On Regular Scale basis One increment @3% shall be allowed only on completion of
tenure, if renewed for another period.
On Consolidated Remuneration Basis For Consultants /Advisors etc., : Not applicable
For Safety Officers, etc:- Not applicable
54
A Navrana CFSE
8. MEDICAL REIMBURSEMENT
On Regular Scale basis Medical Allowance applicable and payable quarterly in equal
installments
S-2- Rs.4,000/-p.a E-0- Rs.6,000I-p.a
E-1- Rs.6,000/-p.a E-2- Rs.6,000/-p.a
E-3- Rs.8,000/-p.a E-4 - Rs.8,000/-p.a
E-5 - Rs. 8,000/- p.a E-6 & above - Rs. 9,000/- p.a
On Consolidated Remuneration Basis For Consultants /Advisors etc., : Employee shall be governed
under NBCC Contributory Post Retirement Medical Scheme,
in case the employee is not availing medical benefit from any
Govt/other sources.
For Safety Officers, etc., Rs.6,000/- p.a and payable quarterly in

equal installments.
9. TERMINATION OF CONTRACT SERVICE.
Type of Contract Rules applicable
On Regular Scale basis 1.During the contract period, if employee services are found to
be unsatisfactory based on his/her performance, the
contract period can be terminated by NBCC.
2.Employee services will be liable for termination at any time at

the discretion of the Management by serving one month's
notice by the company without assigning any reason.
On Consolidated Remuneration Basis For Consultants/Advisors, etc.:
Notice of one month shall be required to be given by either

side for termination of contractual engagement, prior to
stipulated tenure.
For Safety Officers:
In the event of either party terminating the employment during

the currency of the employment period, one month's notice will
be required to be given to the concerned party or one month pay
in lieu of the said period or to the extent of actual period where
such period falls short of one month without prejudice to the
terms and conditions of the employment agreement.
On Per diem rates basis -
55
A Navratna CPSE
10. Employee shall be governed by rules and regulations as prescribed by NBCC from time to time, including any rules
affecting service conditions.
11. Productivity Linked Incentive (PLI) Scheme
PLl will be regulated as per Rules of the Company.
12. Bonus:
Bonus is applicable to the contract employees who are covered under the Payment of Bonus
Act, 1965 i.e. whose basic pay + DAor consolidated emolument is Rs.1O,000/- or less.
13. North EastAllowance:
We shall allow NERAllowance at par with regular employees of the Company
14. Transfer Benefit:
TA/DA and Actual journey time shall be allowed.
15. Late sitting /Attending Office on Holidays:
Shall be allowed at par with regular employees of the Company.
16. Mobilefacility:
Mobile facility shall be provided under CUG Scheme as per NBCC Mobile Facility
Scheme applicable to similar level of officer(s) of the company.
17. Canteenfacility:
Employees are provided subsidized lunch as Employees Welfare measure as applicable to Regular Employees.
18. Resignation & Settlement Of Dues:
Type of Contract Rules applicable
On Regular Scale basis Employee may resign from the services during the contract period by giving
one month's notice in writing or pay equivalent to one month's notice period
pay in lieu of said period.
Following documents are required to settle final dues of left employees:
1. Leave availed details w.e.f. DOJ to date of relief.
2. No Demand Certificate
3. Administrative case, whether any case is either Pending or Contemplated
against employee
4. Unpaid salarydetails, If any
5. Identity card issued by the company, if any.
6. Handing over&Taking over.
7. Relieving Order
On Consolidate Remuneration Basis Notice of one month shall be required.
On Per diem rates basis
19. EXIT INTERVIEW:
To reduce the employee attrition rate of newly recruited staff so as to retain the talent, Company shall be conduct
"Exit Interview" of such employees at the time of their resignations in order to apprehend the cause(s) of their
leaving and feedback would be sought from respective HODs/RBGs/SBGs/Zonal Incharges /Unit Incharges with
their remedial advice to HRM Division, Corporate Office with the keen intention of evaluate the causes(s) for
leaving the Company and find solutions to remedy such case(s).
20. AFORMATOFAPPOINTMENTLETTERIS ENCLOSED.
56
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A Navratna CFSE
SPEED POST
(A Government of India Enterprise]

Phone: 24367314-17 (Ext.1209) Fax: 24366995
E-mail: recruitment.nbcc@nic.in
NBCC Bhawan, Lodhi Road, New Delhi 110 003 -
NO.HRC/Offer/2015/ Dated:
Sub: Offer of appointment for the post of on contract basis in the IDA scale of pay of
Rs. - foraperiodoftwoyears.
Sir,
With reference to your application dated / appearance in Walk In-Interview held at on

the Company is pleased to offer you the post of on contract basis on an initial pay of per
month (Rupees only)in the IDA scale of pay of Rs. . House Rent Allowance & Dearness
Allowances will be admissible in accordance with the rules of the Company from time to time. The fringe benefits shall be
applicable / payable as per rules of the Company as amended from time to time. The following benefits applicable at
present are as under-
FRINGE BENEFITS
CPF 12% of basic pay ~ DA
LTC once in two years Maximum restricted amount of Rs. 6000/- (TO ALL LEVELS)
subject to actual expenditure as per bill/tickets etc
Medical allowance As specified in clause (8) of Section 5.
Medical Insurance Policy for Employee can take medical insurance from IRDA approved
indoor treatment (for self andinsurance agency for
self/spouse/children & reimbursement of
family dependents)premium shall be as per actual subject to
a ceiling of Rs. 800/- p.m.
Productivity Linked Incentive (PLI) As per Rules of the Company
North East Allowance At par with Regular employees of the Company, if applicable
Late sitting / Attending Office on holidays At par with Regular employees of the Company, if applicable
Mobile facility At par with Regular employees of the Company
Canteen facility As applicable to Regular Employees
Earned Leave 30 days per calendar year
Casual Leave 08 days if posting in Head Quarter/ 12 days if posting in Units
Gratuity As per the Payment of Gratuity Act, if applicable
Bonus As per the Payment of Bonus Act, if applicable

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A Navratna CPSE
1. Your appointment is for fixed term contract for two years w.e.f the date of joining the Company. Further, you will
be on probation initially for a period of one year. During the contract period you will not have any right or lien on
the job I post assigned to you and you cannot claim regular employment against the post in the Company.
2. During the contract period, if your services are found to be unsatisfactory based on your performance, the contract
period can be terminated by NBCC.
3. Your services will be liable for termination at any time at the discretion of the Management by serving one month's
notice by the company without assigning any reason.
4. You may resign from the services during the contract period by giving one month's notice in writing. Your services
shall terminate only on acceptance of your resignation or with effect from expiry of the period of notice. Provided
that, the period of notice may be waived by the Company on payment of amount equivalent to the salary in lieu of a
part or full period of notice. Provided further that the Company shall have the right to refuse or accept your
resignation if the circumstances so warrant or if disciplinary proceedings are pending against you or a decision has
been taken by the competent authority to issue a charge-sheet or a show cause notice etc. as per the guide-lines
laid down by the Department of Public Enterprises.
5. Your contract appointment is subject to your furnishing a medical fitness certificate from Civil Surgeon of
Government Hospital.
6. Within one month ofyourjoining, you would be required to produce character and antecedents verification certificate
from the local police of the area where you normally reside. In case character and antecedents certificates brings
out anything objectionable against you, this offer shall stand terminated.
7. Any unauthorized absence on your part originally or in extension of sanctioned leave will be considered as
amounting to desertion of post from the date of absence and your services will be considered terminated from the
date of such absence and outstanding dues would be forfeited to the extent of pay in lieu of notice period in addition
to any other action as the Company may deem fit to take against you.
8. Your present place of work will be at ,but during the course of the above assignment, you shall be
liable for posting I transfer to serve any of the Company's Projects including subsidiaries and JVs or any other
establishment anywhere in India or outside, at the sole discretion of the Management.
9. In case this contract is terminated or comes to an end on efflux of contractual period before you are allowed to avail
earned leave, or if having applied and not granted, you shall be paid an amount corresponding to 50% of the number
of earned leave due to you at the time of cessation of your employment on the basis of monthly emoluments drawn
by you.
10. If any information furnished by you in your application for appointment or / and in the attestation form is found to be
false or incorrect, or if you are found to have willfully suppressed any material information, you will be liable for
removal from the service of the Company without any notice or compensation in lieu thereof. The Company will be
at liberty to take such other action, as deemed necessary/fit in such case.
11. You will be governed by rules and regulations as prescribed by NBCC from time to time, including any rules affecting
service conditions.
12. You are required to discharge your work in an honest and efficient manner and will be responsible for safe custody
and proper upkeep of any equipment/plant/machinery/stock assigned to you. Damage, if any, will be recovered
proportionately from your emoluments besides you will be liable for necessary action as per provisions of relevant
rules.
58
A Navratna CPSE
13. You will be whole time contract employee of the Company and will not engage yourself in any business or trade for
personal profit or undertake employment I work elsewhere either full time or part time while in the service of the
Company.
14. During your tenure of contract employment, you will not disclose any confidential document I information to any
person/firm/Company. This confidentiality is to be maintained even aftertermination heaving of service.
15. Your appointment is further subject to your submitting a declaration about your marital status in the form enclosed. In
the event of your having more than one wife living, the appointment will be subject to your submitting exemption
from the appropriate authority in this regard.
16. In case your appointment is under Scheduled Caste/Scheduled Tribe / OBC / Physically Challenged category, then
your appointment is provisional and subject to verification of the Scheduled Caste/Scheduled Tribe / OBC /
Physically Challenged certificate submitted by you. If the verification reveals that your claim of belonging to
SC/STIOBC/Physically Challenged category, as the case may be, is false, your services will be terminated forthwith
and without prejudice to any other such further actions as may be deemed fit under the provisions of the Indian
Penal Code! NBCC Rules for production of false certificate.
17. You should also submit the following documents in the enclosed Proforma along with yourjoining report.
a) Two Character Certificates from two different gazetted officers.
b) Two recent passport size photographs.
c) Home Town declaration and details of family members.
d) Medical declaration in the prescribed format.
e) SCIST/OBCIPWD certificate as the case may be from the appropriate authorities
f) Attestation form
g) Experience certificate & relieving order from your current employer, if any
18. Your contract employment may be terminated by the Company at anytime without notice, if the Company is satisfied
on medical evidence that you are unfit for the post and are likely, for a considerable time, to continue to be unfit by the
reason of ill health or physical or mental disability for the proper discharge of your duties. Provided further that the
decision of the Company that you are likely to continue to be unfit shall be conclusively binding on you.
19. No perquisites/perks in cash or kind except those which are mentioned in the offer of appointment will be allowed to
you during the contract employment period.
20. No traveling/daily allowance will be admissible to you forjoining the post offered to you. However, you will be entitled
for TNDA for tours undertaken for official duties of the Company at the scale and rates as applicable to the
employees of the Company of corresponding level.
21. You are requested to send an unconditional acceptance of this offer latest by to the undersigned,
failing which it will be presumed that you are not interested in joining the Company & the offer of appointment will be
considered as cancelled without further correspondence. While sending your acceptance kindly indicate the likely
date of yourjoining this Company.
22. This Offer of appointment is provisional subject to production of your original certificates & submission of attested
copies thereof in support of your age, qualification & experience etc. along with the joining report.
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A Navratna CPSE
23. In case you have obtained your Engineering Degree from Private University or Deemed university, a certificate
regarding recognition by the Govt. of India of the University/Institute & and of the degree course is required, and the
same needs to be submitted at the time of joining.
24. In case the offer of appointment on the above noted terms & conditions is acceptable, you are advised to report to
to assume the charge for the post of on contract
basis latest by failing which this offer will be treated as cancelled without any further reference.
Yours faithfully,
HOD (HRM)
Copy to:
1. Copyl.
2. Copy2.
The above guidelines and standard terms & conditions of an employee for appointment on contract basis are put-up for
approval of CompetentAuthority.
HOD ( HRM)
CMD
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PROMOTION POLICY - 2019

(For Group A & B categories of employees including Junior Engineers)
In continuation to the company's last updated promotion policy, The Company is pleased to update its Promotion Policy to
provide adequate avenues to employees for their career advancement in terms of promotion which is in line with the
employee's performance and experience. The company through this elevation process believes that the employees can
shoulder higher responsibilities and manage the affairs of the job in a much more efficient manner. The company also
reinforces its belief that the performance of the employee is suitably rewarded through career elevation and motivate
them to perform the responsibilities.
Features of the updated Promotion Policy 2019 with modifications are as under:
1. COVERAGE:
This policy shall be called 'NBCC's Promotion Policy 2019" and shall be applicable to all regular Group "A" & "B"
category of employees including Junior Engineers (Civil/Mech/Elect/Systems/ Networking).
2. DEFINITIONS:
"CompetentAuthority" —As per SDOP 2017, clause 1.1.5 means Chairman-cum- Managing Director.
"Appointing Authority" means the authority empowered to make appointments as indicated in the NBCC
Recruitment Policy (Rules & Procedures) & DA Rules.
"Company" means the NBCC(INDIA) Ltd which was formerly known as National Buildings Construction
Corporation Limited.
"Employee" means all Group A & B category of employees including Junior Engineers (Civil/Mech/Elect/Systems/
Networking) on regular rolls of the company including employees posted in subsidiary /JV companies on
second ment basis.
.3. ELIGIBILITY:
3.1 Employees in different disciplines such as Engineering/Finance and HRM &allied cadres who complete the
qualifying period of eligibility for promotion as prescribed in the statement of career Growth as detailed below
and have the qualification required for next higher post will be considered eligible for promotion:
STATEMENT SHOWING CAREER GROWTH & ELIGIBILITY PERIOD FOR PROMOTION OF

THE EMPLOYEES IN DIFFERENT CADRES /DISCIPLINES
PROMOTION ENGINEERING FINANCE CADRE HRM/LAW/CS/CC/MKT/MATERIA

CADRE L & ALL ALLIED CADRES
FROM TO
GRADUATE
GRADUATE
GRADUATE
GRAD UATE
SemiProf.
Semi Prof.
0
1
OTHER
PROF/
THAN
NON
NON
0 0 0
O Cl) 0..
FROM GROUP A' TO GROUP 'A'
ED Sr.ED 3 4 NE 3 4 NE NE 3 4 NE NE
CGM ED 3 4 NE 3 4 NE NE 3 4 NE NE
GM CGM 3 4 NE 3 4 NE NE 3 4 NE NE
AGM GM 3 4 NE 3 4 NE NE 3 4 NE NE
DGM AGM 3 4 NE 3 4 NE NE 3 4 NE NE
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PM/MANAGE DGM 3 4 5 3 4 5 6 3 4 5 6
RI
SEO
DPM/ PM/ 34 5 3 4 5 6 3 4 5 6
DY.MANAGE MANAGER
R/ I
EO SEO
SPE(C/E/M/S DPM(CIEI 3 4 - 3 4 5 6 3 4 5 6
YS) M!SYS)
SR.EXE. DY.MANA
(PLAN.)! GER
ASSTT.SITE (PLANING)
MANAGER/A /
SSTT DY.SITE
MANAGER(H MANAGER
R/MAT/ DY.MANA
FINANCE/DE GER(HRIM
0/ ATIFINAN
PROTOCOL CE/EOIPR
OTOCOL
SPE DPM - 4 5
(non
professional
category)
FROM GROUP 'B' TO GROUP 'A'

PE(C)/(E)/(M)/ DPM(C)!(E) 3 4
PE(SYSTEM) /
(M)IDM(SY
S)
EX(PLG)/ SPE(PLG)/ 3 4 5 - 3 4 5 - 3 4 5
EX(SECT)/EX SPE(GRAP
(GRAPHIC HIC
DESIGN) DESIGN)!
EX(HRM)/ DEO/AM(H
EX(LIAISON)/ RM)/
AO!EX(STOR AM(LIAISO
ES)! N)!
Jr.SITE AM(FIN)!
EXECUTIVE AM(MAT)/
ASSTT.SIT
E
MANAGER
PE SPE - 4 5
(non
professional
category)
FROM GROUP C' TO GROUP 'B'

Inducted
Junior
Engineers
PE(C)!(E)/(
JE(C)I(E)! M)/(SYS)/P 1 4 7
(M)/(SYS)! E(NET-
Jr.ASSTT WORKING)
(NET
WORKING)
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3.2 This Clause already exists in Promotion Policy 2016 and it remains unchanged.
Features of the updated Promotion Policy 2019 with modifications are as under:
3.3 RECKONINGOFELIGIBILITYPERIOD:
This Clause already exists in Promotion Policy 2016 and it remains unchanged.
3.4 ELIGIBILITY PERIOD FOR PROMOTION TO POST OF E-7TO E-9:
3.5 RELAXATION IN ELIGIBILITY PERIOD:
3.6 CUT-OFF DATE/DATE OF PROMOTION/FINANCIAL BENEFIT:
3.7 ELIGIBILITY OFAN EMPLOYEE SUPERANNUATING ON THE CUT-OFF DATE:
4. CONSIDERATION ZONE:
4.1 Expanded Zone for Consideration:
4.2 Eligibilityfor promotion to E-7 ,E-8 and E-9 level:
The Zone of consideration for determining the number of eligible Employees to be called for the interview
before the DPC will not be applicable in case of sanctioned posts for promotion to E-7, E-8 and E-9 level. For
promotion to E-7, E-8 and E-9 level all the eligible employees during the year DPC is convened will be called
for interview before the DPC irrespective of the number of vacancies.
4.3 Creation of extended Panel for Promotion to E-7, E-8 and E-9 level:
DPC assess the suitability of employees and further recommends their name for promotion to the next higher
level in the order of merit. In order to ensure the number of sanctioned posts at E-7 to E-9 level remain intact,
DPC can recommend creation of extended panel for promotion in order of merit for posts subject to the
approval of competent authority for any post falling vacant at these levels on account of
superannuation/elevation/any other unforeseen reasons as the case may be.
4.4 Any employee securing AFAR rating "E" i.e. "Poor Performance" either in part or full among the AFARs
considered by DPC in both interview and non Interview positions if comes under the consideration zone, the
candidature of such employee shall be considered under eligibility but will not qualify for promotion in the
penultimate year in which the employee has secured E rating.
5. FREQUENCY OF DPC MEETING:
6.0 NORMS OF CONSIDERATION:
6.1 Eligible employees falling in the zone of consideration in promotion from E-0 to E-5 level shall be required to
undertake Written Examination which shall be one of the constituent in the DPC assessment parameters. The
DPC shall take 50% weightage of Written Examination along with other defined factors.
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6.2 Promotion to posts in Group 'A' & 'B' (E-0 to E-5 level) i.e up-to the level of posts carrying scale of pay of Rs.
80,000-2,20,000 (IDA) (E-5) is based non-interview mode where eligible employees falling in consideration
zone have to take a written test! examination. The DPC shall take into consideration 50% weightage of the
performance of the Written Examination along with other service records such as three latest consecutive
AFAR, experience in present level etc. in respect of eligible employees.
6.3 Promotion of employees to post of E-6 and above level, in the scale of pay of Rs. 90,000-2,40,000 (IDA) to Rs.
1,50,000-3,00,000 (IDA) is based on interview assessment mode. DPC shall assess the suitability of eligible
employees coming in the consideration on the basis of service records such as three latest available ACRs,
experience etc. in respect of eligible employees followed by an interview before the DPC.
6.4 Promotion in case of employees at S-3 level to E-0 level in Engineering cadre i.e Junior Engineers / Junior
Assistant shall be based on Group/Cluster promotion . Employees becoming eligible after qualifying the
defined eligibility criteria will be considered for promotion under Group/Cluster promotion subject to fulfilling
the conditions i.e. having performance rating as Good Performance or above i.e grading/rating "C" and above
among the three latest considered APARs in the DPC will be eligible for cluster/Group promotion to the next
higher post which is subject to Administrative and Vigilance clearance. The promotion of employees will be on
the basis of the Principle of Merit —cum- Seniority. Employee having any rating/grading which is D or below i.e
Average or below rating in part/s orfull among the considered APARs will not be promoted under group/cluster
promotion in the penultimate year in which the DFC is being convened.
6.5 Promotion from E-0 and above level will be on the principle of "Merit-cum-Seniority" considering the factors in
6.1, 6.2 and 6.3 above. In case of tie in total marks between two employees in the consideration zone, the
senior employee in the seniority shall be considered for promotion. Where employees from two different
cadres such as PE/SPE to DPM or Manager(HRM)/SEO to DGM(HRM) or PM(Civil)/PM(Elect)/PM(Mech) to
DGM(Engg) are promoted into a single cadre, in case of tie of marks, the seniority will be fixed based on their
date of joining in the present cadre.
7 ASSESSMENT BY DPC:
DPC shall take into account following factors and quantifies them as under:-
7.1 Assessment pattern for promotion of employees from E-0 to E-5 level
Areas of DPC Assessment Weightage

a) Written Test! Examination 50%
a) APAR Assessment 30%
c) Experience in the present grade 20%
Total 100%
7.2 Assessment pattern for promotion of employees to E-6 and above Interview level posts
7.3 The criteria for allocation of marks for each of the above parameters will be as under:
A. 50% weightage of Written Examination of 100 marks for promotion of employees from [-0 to E-5 level
50% weightage : Maximum Marks —50 Marks
B. Marks of Experience in the present grade for all levels:

• Non interview positions for Promotion from E-0 to E-5 level: Maximum 20 Marks
15 marks for minimum qualifying service in the present post. Additional 1 marks for each completed year
64
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of service over and above the required eligibility period subject to maximum 20 marks.
• Interview positions for Promotion to E-6 and above level : Maximum 15 Marks
10 marks for minimum qualifying service in the present post. One additional mark for each completed year of
service over and above the required eligibility period subject to maximum 15 marks.
C. Interview marks by DPC (for promotion to E-6 and above level ): Maximum 20 marks
D. Appraisal Assessment: This Clause already exists in Promotion Policy 2016 and it remains unchanged.
E. Calculation of marks where employee has two or more appraisal : This Clause already exists in Promotion Policy
2016 and it remains unchanged.
7.4 Alleligible employees falling within the zone of consideration in E-0to E-5 level shall be required to undertake a Written
test before the DPC which shall be relevanttotheirarea of working. The DPC while drawing the merit list shall take into
account 50% of examination score secured by all such employees in its assessmentto drawthe merit.
7.5 All considered eligible employees shall be required to undertake Examination irrespective of discipline
/categorisation on basis of qualification.
7.6 Any employee who is eligible for consideration for promotion, secures APAR rating as "E" i.e. "Poor Performance"
either in part or full among the APARs considered by DPC in both interview and non Interview positions comes
under the consideration zone, the candidature of such employee shall be considered under eligibility but will not
qualify for promotion in the DPC in the penultimate year in which the DPC is being convened.
8.0 ACQUIRING HIGHER PROFESSIONAL QUALIFICATIONS:
9.0 CATEGORISATION OF QUALIFICATIONS:

The Professional, Semi-professional qualifications are classified as under:
Classification Cadres
Engineering cadre Finance Cadre HRM/Legal/CC/and all other allied cadres
PROFESSIONAL Degree in CA/ICWA/ICWAI/CWA/C HRM:
Engineering/AMIE/ MA! MBA(Fin)/MFC MBA(HR/PM/IR)/MSW/MASTER/Master
Direct Final exam in Degree in HR/PM/IR/Social Work/LABOUR
Building & Quality MANAGEMENT! Two years PG diploma in
surveying HR/PM/IR /BM or Social Work
LEGAL:
LLB with enrolment as Advocate
HINDI:
Master degree in Hindi with diploma in
translation of one year and more duration
from any recognised University/Institute.
Marketing:
MBA (Marketing)/Two yearsPG diploma in
Management and specialization in
Marketing
Corporate Communication:
Master degree in Mass
comm unication/journalism/corporate
communication/Two yearsPG diploma in
Management and specialisation in Mass
Comm unication/ Journalism! Corporate
communication! Degree in Graphic
Design/Creative Design
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Material Management:
MBA (Materials Management)
Systems/IT:
Degree in Information Technology!
Computer Science/computer Engg/MCA/
M.Sc.(IT)/'C' level Master Degree level
course DOEACC certified qualification/'B'
level (MCA level Course) DOEACC certified
qualification.
COMPANY SECY:
ACS/CS
PROTOCOL : MBA/2 year PG Diploma in

Management
SEMI- Diploma in Engineering LLB/Inter CA! Inter HRM:
PROFESSIONAL ICWA/Graduate with Graduate with diploma in

diploma in financial HR/PM/IR/Social Work! Labour Law!
management LLB.
HINDI:
Master degree in Hindi with
certificate/diploma course in
translation of 3 months or more
duration from any recognised
university/institute or Central
Translation Bureau, Mm. of Home
Affairs.
Diploma in Mass
com mu nication/Journalism/corporate
communication/public relations.
Graduate with Diploma in Material
Management.
Systems/IT:
Diploma in Information
Technology/Computer Science! PGDCA
(1 Yrs/2 yrs Duration)! 'A' level course
of DOEACC certified qualification.
Net working:Graduate in any discipline
with certification in CCNA/RHCE.
Qualifications - BA, BOom, B.SC, M.Com, MA, SHASTRI EQUIVALENT TO BAare classified under Graduate category in case of Finance and HRM alliedDiscipline.
10.0 RESERVATION FOR SCsISTs:
11.0 VIGILANCE CLEARANCE:
12.0 PROCEDURE TO BE FOLLOWED BY DPC IN RESPECT OF EMPLOYEES OF THE COMPANY UNDER

CLOUD:
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13. PROMOTION TOAN EMPLOYEE UNDERGOING A PENALTY:
14. SEALED COVER CASES —ADHOC PROMOTION:
15. REFUSAL OF PROMOTION:
16. REVERSION TO THE POST FROM WHICH PROMOTED:
17. Interpretation on clauses of Promotion Policy
In case of any dispute/issue/confusion/clarification on any of the clause of the Promotion Policy, the same shall be
referred to the CompetentAuthority and the interpretation by CompetentAuthority shall be treated as final.
"STAGNATION PROMOTION"
BACKGROUND
The employees who have put in longer service in the Company but have not been promoted are given 'Stagnation
Promotion'. To provide opportunities to all such employees for their career growth, following guidelines in relation the
'Stagnation Promotion' are followed :-
GUIDELINES:
1.0 Employees who have put in 15 years service or more in a post, as on the cut off date of regular DPC, are eligible for
Stagnation Promotion. On such Stagnation Promotion, employee is granted the next higher scale of pay and will
retain the current designation as Special Grade. For example, the Project Executive who is granted Stagnation
Promotion will be designated as PE (Special Grade) with the scale attached to the post of DPM.
2.0 An employee who is normally unfit for promotion or against whom disciplinary / vigilance case is pending or
contemplated will not be eligible for Stagnation Promotion.
3.0 Employees who are given Stagnation promotion will be considered for regular promotion in the normal DPC and the
services rendered in the Stagnation Promoted Post will not be counted for promotion to the next higher post.
4.0 If an employee who is given Stagnation Promotion is found eligible for normal promotion in any subsequent DPCs,
he will be promoted to the higher post in the normal course but he will not be eligible for pay fixation benefit as the
same is extended to him at the time of fixation on Stagnation Promotion. However, the services rendered in the
Stagnation Promotion scale will count for increment in higher post as and when promoted.
5.0 After Stagnation Promotion, the Disciplinary Authority of an employee will be corresponding to the scale of pay
awarded to an employee.
6.0 The Stagnation Promotion will be considered by a duly constituted Committee by the CMD after the normal DPCs
are held and their recommendations will be submitted for approval of CMD.
[REFER: Circular No. 33(113)/02-Estt.1112274 dated 16.07.2002]
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PROMOTION POLICY - 2016
(For Group A& B categories of employees

including Junior Engineers)
The Company's Promotion Policy has been framed with a view to provide adequate avenues of career advancement at all
levels consistent with merit, suitability, performance and professional attainments of the employees, commensurate with
the business needs of the Company and to sustain in the competitive environment. NBCC will endeavour to motivate and
enthuse its employees at all levels for better and more effective performance for rewarding them with promotion,
commensurate with their merit and ability.
1. COVERAGE
This policy shall be called 'NBCC's Promotion Policy 2016 and shall be applicable to all regular Group "A" & "B"
category of employees including Junior Engineers (Civil/Mech/Elect/Systems)! Junior Assistants
(Networking)/Jr.Site Executivesof the Company.
2. DEFINITIONS
"Appointing Authority" means the authority empowered to make appointments as indicated in the NBCC
Recruitment Policy (Rules & Procedures), 2014.
"Company" means the National Buildings Construction Corporation Limited (NBCC)
"Employee" means all Group A& B category of employees including JuniorEngineers (Civil/Mech/Elect!Systems)!
JuniorAssistants (Networking)! Jr.Site Executives.
3. ELIGIBILITY
3.1 Employees in different disciplines such as Engineering!Finance and HRM & allied cadres who complete the
qualifying period of eligibility for promotion as prescribed in the statement of career Growth as detailed below
and have the qualification required for next higher post will be considered eligible for promotion:
STATEMENT SHOWING CAREER GROWTH & ELIGIBILITY PERIOD FOR PROMOTION OF THE EMPLOYEES
IN DIFFERENT CADRES I DISCIPLINES
PROMOTION ENGINEERING FINANCE CADRE HRMILAWICSICCIMKTIMATE

CADRE RIAL & ALL ALLIED CADRES
FROM TO OTHER
GRADUATE
Prof.
GRADUATE
THAN
Semi
Prof.
GRADUATE
GRADUATE
Semi Prof.
PROF!
Semi
SEMI
PROF
NON
NON
FROM GROUP 'A' TO GROUP 'A'
ED Sr.ED 3 NE NE 3 NE NE NE 3 NE NE NE
CGM ED 3 NE NE 3 NE NE NE 3 NE NE NE
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GM CGM 3 NE NE 3 NE NE NE 3 NE NE NE
AGM GM 3 6 NE 3 6 NE NE 3 6 NE NE
DGM AGM 3 6 NE 3 6 NE NE 3 6 NE NE
PM/MANAGER! DGM 3 5 7 3 5 7 9 3 5 7 9
SEO
DPM/ PM! 3 5 7 3 5 7 9 3 5 7 9
DY.MANAGERJ MANAGER!
EO SEO
SPE(C/E/MISYS) DPM(CIEIMIS 3 5 - 3 5 7 8 3 5 7 8
SR.EXE. YS)
(PLAN.)! DY.MANAGE
ASSTT.SITE R
MANAGER/ASS
MANAGER(HRJ DY.MANAGE
Mat! R(HR/Mat/Fin
Finance!DEO ance!EO
SPE DPM - 5 7 - - - - - - - -
(non
professional
category)
FROM GROUP 'B' TO GROUP 'A'

PE(C)!(E)!(M)! DPM(C)/(E)! 4 5 - - - - - - - - -
PE(SYSTEM) (M)!DM(SYS)
EX(PLG)/ SPE(PLG)/ 3 3 5 - 3 4 5 - 3 4 5
EX(SECT)/ DEO/AM(HR
EX(HRM)/ M)!AM
EX(LIAISON)! (LIAISON)
AO/EX(STORES)/ /AM(FIN)/
Jr.SITE AM(MAT)/
EXECUTIVE ASSTT.SITE
MANAGER
PE SPE - 3 5 - - - - - - - -
(non
professional
category)
FROM GROUP 'C' TO GROUP 'B'

Inducted Junior
Engineers
JE(C)/(E)!
(M)!(SYS)/ 2 4 7 - - - - - - - -
Jr.ASSTT
(NET PE(C)!(E)!(M)
WORKING) I(SYS)!PE(NE
T-WORKING)
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3.2 Management Trainee inducted at F-i level in different cadres will be confirmed at F-i level on completion of
one year and period of service rendered as management trainee will be reckoned for considering the eligibility
for promotion to next higher level.
3.3 RECKONING OF ELIGIBILITY PERIOD:
Eligibility period for promotion to the post of E-i to E-6 will be reckoned from the date of their promotion in the
present grade i.e. 1st October. (in case of employees who joined the promoted post later on due to unauthorised
absence/dies-non or any other reasons their actual date of assumption of charge by them on promoted post
,
will be reckoned for eligibility to the next promotion). However, those employees who were extended the
benefit of PRP 2009, their eligibility will be considered as per the PRP order i.e. service rendered in the past
grade for promotion to the next higher grade as a one-time measure.
3.4 ELIGIBILITY PERIOD FOR PROMOTION TO POST OF E-7 TO E-9:
Eligibility period for promotion to the post of E-7 to E-9 will be reckoned from the actual date of assumption of
charge and not from the date of notional promotion. However, eligibility period for promotion to the post of E-7 to
E-9 level in respect of those employees whose promotion cases are kept under sealed cover due to
disciplinary/court cases, if completely exonerated subsequently, the eligibility for promotion to the next higher
grade will be reckoned from the effective date of promotion as notified in the promotion order and not from the
date of actual assumption of charge/service rendered in the present post.
3.5 RELAXATION IN ELIGIBILITY PERIOD:
No relaxation in the eligibility period will be allowed in any of the level/cadre/discipline.
3.6 CUT-OFF DATE/DATE OF PROMOTION/FINANCIAL BENEFIT:
The Cut-off date for reckoning the eligibility will be 30th September each year. Promotion and financial benefits
will be effective from istOctober irrespective of the holiday falling on that day, provided the employee
concerned is not on the unauthorised absence on that date. If so, he will be considered promoted from the date
he joins his duty and he will not be considered to have completed full years forthe purpose of eligibility period.
3.7 ELIGIBILITYOFAN EMPLOYEE SUPERANNUATING ON THE CUT-OFF DATE:
Employee(s) who is/are eligible for promotion on the cut-off date i.e. 30th September and is/are within the zone
of consideration for the relevant year but is/are due for superannuation on the cut-off date, their name(s) will be
included in the zone of consideration in order to draw correct zone of consideration for the relevant year but
such employee(s) shall not be entitled for actual promotion as the employee(s) shall not be in service of the
Company on the day of issue of promotion order i.e. 1st October.
4. CONSIDERATION ZONE:
On having eligible for promotion, the employee(s) has/have to come in the zone of consideration. The Zone of
Consideration will be as under:
No. of Normal Zone Zone for consideration for SC/ST
vacancies
01 05 05
02 08 10
03 10 15
04 12 20
05 & above (2x~4, where 'x' is If required number of SC/ST officers is not available from the normal
the no. vacancies) zone of consideration, then it may be extended to five times the
number of total vacancies only to make up the shortfall of SC/ST
Offices against reserved vacancies (Where reservation is applicable
i.e. up tothe lowest rung of group 'A')
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4.1 Expanded Zone for Consideration: In orderto give accelerated promotion to the employees of the level of E-1
and above who have three consecutive "outstanding" reports in the present grade, the Zone of consideration
for promotion will be expanded by 25%.
5. FREQUENCY OF DPC MEETING:
To be held in month of September every year. However in view of functional requirement, the committee may meet
again in respect of promotion of employees who were eligible on the cut-off date i.e. 30thSeptember.
6. NORMS OF CONSIDERATION:
6.1 Promotion to posts in Group 'A'& 'B' including JEs up-tothe level of posts carrying scale of payof Rs. 24,900-
3%-50,500 (E-3) is based on non-interview process. DPC assesses suitability on the basis of service
records such as three latest consecutive ACRs, experience etc. in respect of eligible employees.
6.2 Promotion to posts E-4 in the scale of pay of Rs. 29,100- 3%-54,500 (IDA) and above is based on interview
process. DPC assesses suitability on the basis of service records such as three latest availableACRs,
experience etc. in respect of eligible employees followed by an interview by the DPC.
6.3 Promotion in Group 'A' and "B" category including Junior Engineers and JuniorAssistant (Networking) will be
on the principle of "Merit-cum-Seniority" considering the factors in 6.1 and 6.2 above. In case of tie in total
marks between two employees in the consideration zone, the senior employee in the seniority shall be
considered for promotion. Where employees from two different cadres such as PE/SPE to DPM or
Manager(HRM)/SEO to DGM(HRM) or PM(Civil)/PM(Elect)/PM(Mech) to DGM(Engg) are promoted into a
single cadre, in case of tie of marks, the seniority will be fixed based on their date of joining in the present
cadre.
7. ASSESSMENTBYDPC:
7.1 DPC takes into account following factors and quantifies them as under:-
Maximum Marks
Particulars Non Interview Interview Positions

Positions
a) Maximum marks for Additional qualification 10 05

relevant to the discipline
b) Maximum Marks for Experience in the 30 15

present grade
c) Maximum marks for Appraisal assessment 30 30
d) Overall assessment by the D.P.C. - 20
Total 70 70
7.2 The criteria for allocation of marks for each of the above parameters will be as under:
A. Marks of Experience:
Non interview process: Maximum 30 Marks
20 marks for minimum qualifying service in the present post. Additional 2 marks for each completed year of
service over and above the required eligibility period subject to maximum 30 marks.
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Interview process: Maximum 15 Marks
10 marks for minimum qualifying service in the present post. One additional mark for each completed
yearof service over and above the required eligibility period subject to maximum 15 marks.
B. Interview marks by DPC (interview process): Maximum 20 marks
C. AppraisalAssessment: Maximum 30 marks
Performance Appraisal Reports of the last three years shall be considered by the DPC. Marks for
performance grading are allotted as under:-
Outstanding grading 'A' 10 marks
Very Good 'B' 8 marks
Good 'C, 6 marks
Average 2 marks
Unsatisfactory 0 marks
Note: Where one or more Appraisal Reports have not been written for any reason during the relevant period, the
DPC shall consider the appraisal reports of the years preceding the period in question and if in any case
even these are not available, the DPC shall take the appraisal reports of lower grade into account to
complete the number of appraisal reports required to be considered. If this is also not possible, all the
available appraisal reports shall be taken into account to complete the appraisal reports required to be
considered.
D. Calculation of marks where employee has two or more appraisal reports during the appraisal year, the
alphabetical rating will be converted toAppraisal assessment marks and a simple average will be taken of
these marks.
9. ACQUIRING HIGHER PROFESSIONAL QUALIFICATIONS:
No accelerated promotion or any incentive in the form of increment on acquiring higher professional qualifications
will be allowed in any of the discipline/cadre. Additional 10 marks for non-interview position and 5 marks for
interview position will be awarded for higher professional qualification acquired by employee in his/her discipline
over and above the minimum qualification required forthe post for one promotion only.
10. CATEGORISATION OF QUALIFICATIONS:
The Professional, Semi-professional qualifications are classified as under:
Classification Cadres
Engineering cadre Finance Cadre HRM/Legal/CC/and all other
allied cadres
PROFESSIONAL Degree in CA/ICWA/MBA(Fin)/ HRM:
Engineering/AM I E/ M FC M BA(H R/PM/I R)/MSW/Master
Direct Final exam in Degree in HR/PM/IR/Social Work/
Building & Quality Two years PG diploma in
surveying HR/PM/IR or Social Work
LEGAL:
LLB with enrolment as Advocate
HINDI:
Master degree in Hindi with diploma
in translation of one year and more
University/Institute.
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Marketing:
MBA (Marketing)/Two years PG
diploma in Management and
specialization in Marketing
Master degree in Mass
com mu nication!journalism!corporat
e communication/Two years PG
diploma in Management and
specialisation in Mass
Communication! Journalism!
Corporate communication
MBA (Materials Management)
Systems/IT:
Degree in Information Technology!
Computer Science/computer
Engg/MCN M.Sc.(IT)/'C' level
Master Degree level course
DOEACC certified qualification/'B'
level (MCA level Course) DOEACC
certified qualification.
COMPANY SECY:
ACS
SEMI- Diploma in LLB/Inter CA! Inter HRM:
PROFESSIONAL Engineering lCWNGraduate with Graduate with diploma in
diploma in financial HR!PM!IR/Social Work! Labour
management Law! LLB.
HINDI:
Master degree in Hindi with
certificate/diploma course in
translation of 3 months or more
university/institute or Central
Translation Bureau, Mm. of Home
Affairs.
Diploma in Mass
com mu nication/Journalism!corporat
e communication/public relations.
Graduate with Diploma in Material
Management.
Systems/IT:
Diploma in Information
Technology/Computer Science!
PGDCN 'A' level course of
DOEACC certified qualification.
Net working: Graduate in any
discipline with certification in
CCNNRHCE.
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11. RESERVATION FOR SCs/STs:
Government guidelines regarding reservations and concessions to SOs and STs in the matter of promotion shall be
followed.
12 VIGILANCE CLEARANCE:
A clearance from the Vigilance Division of the Company shall be obtained before making promotion or confirmation
of officer recommended by DPC to ensure that no disciplinary/vigilance proceedings are pending against the officer
concerned.
13. PROCEDURE TO BE FOLLOWED BY DPC IN RESPECT OF EMPLOYEES OF THE COMPANY UNDER CLOUD:
13.1 At the time of consideration of the cases of Group A & B category of employees including JEs in the
consideration zone for promotion falling under the following categories should be specifically brought to the
notice of the DPC:
i) Employees under suspension
ii) Employees in respect of whom a charge-sheet has been issued and the disciplinary proceedings are
pending; and
iii) Employees in respect of whom prosecution for a criminal charge is pending
13.2 If an employee, who is recommended for promotion by the DPC but in whose case any of the circumstances
mentioned in Para 13.1 above arise after the recommendations of the DPC are received but before he is
actually promoted will be considered as if his case had been placed in a sealed cover by the DPC. He shall not
be promoted until he is completely exonerated of the charges against him.
13.3 SEALEDCOVERPROCEDURE:
The DPC shall assess the suitability of the employee coming within the purview of the circumstances
mentioned in Para 13.1 along with other eligible candidate without taking into consideration the disciplinary
case/criminal prosecution pending. The assessment of the DPC and grading awarded by it will be kept in a
sealed cover.
The same procedure shall be followed by the subsequent DPCs convened till the disciplinary case/criminal
prosecution against the employee concerned is concluded. On conclusion of the disciplinary case/criminal
prosecution which results in dropping of allegations against the employee, the sealed cover or covers shall be
opened. In case the employee is completely exonerated, the due date of his promotion will be determined with
reference to the position assigned to him in the findings kept in the sealed cover/covers by the DPC. He/she
shall be promoted notionally with reference to the date of promotion of his junior.
13.4 If any penalty is imposed on the employee as a result of the disciplinary proceedings or if he is found guilty in
the criminal prosecution against him, the findings of the sealed cover/covers shall not be acted upon. His case
for promotion shall be considered by the next DPC in the normal course and having regard to the penalty
imposed on him.
13.5 Sealed cover procedure shall not be applicable to Review DPC.
14. PROMOTION TOAN EMPLOYEE UNDERGOING A PENALTY:
14.1 An employee on whom a minor penalty of withholding of increment etc. has been imposed shall be considered
for promotion by the DPC which meets after the imposition of the said penalty and after due consideration of full
facts leading to imposition of the penalty, if he is still considered fit for promotion, the promotion shall be given
effect after the expiry of the currency of the penalty.
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14.2 The seniority of such employee shall be fixed according to the position of the employee in the panel on the
basis of which he is promoted on expiry of the period of currency of the penalty. Since the promotion is to take
effect only from a date subsequent to the expiry of the currency of the penalty, the employee would be entitled
to pay fixation in the promotional grade with effect from the date of actual promotion only.
14.3 Similarly, as the officer undergoing penalty is not to be promoted during the currency of the penalty, the
eligibility service in the promotional grade for further promotion shall commence only from the date of actual
promotion and in no case, it shall be related, even notionally, to the date of promotion of the junior in the panel.
14.4 Promotion of employee(s) exonerated after superannuation/retirement
In case the assessment of the DPC are kept in sealed cover and the employee(s) retires/superannuate before
conclusion of the departmental case/criminal prosecution and on conclusion of the departmental/criminal
proceedings if the employee is completely exonerated, the notional promotion and payment of arrears of pay,
if any, for the period of notional promotion till the date of retirement, to such a retired employee(s) if found fit for
promotion on opening of the sealed cover is to be decided by the appointing authority.
15. SEALED COVER CASES—ADHOC PROMOTION:
The Appointing Authority shall review comprehensively the cases of employees whose suitability for promotion
to a higher grade has been kept in a sealed cover on the expiry of 6 months from the date of convening the first
DPC which had adjudged his suitability and kept its findings in the sealed cover.
In spite of the six monthly review of such cases, there may be some cases, where the disciplinary case/criminal
prosecution against the employee is not concluded even after the expiry of two years from the date of the
meeting of the first DPC, which kept its findings in respect of the employee in sealed cover. In such a situation
the appointing authority may review the case of the employee, provided he is not under suspension, to consider
the desirability of given him ad-hoc promotion keeping in view the following aspects:
a) Whether the promotion of the officer will be against the public interest:
b) Whether the charge are grave enough to warrant continued denial of promotion;
c) Whether there is any likelihood of the case coming to a conclusion in the near future;
d) Whether the delay in the finalization of proceedings, departmental or in a court of law, is not directly or
indirectly attributable to the employee; and
e) Whether there is any likelihood of misuse of official position which the employee may occupy after ad-hoc
promotion, which may adversely affect the conduct of the departmental case/criminal prosecution.
The appointing authority should also consult the CBI and take their views into account where the
departmental proceedings or criminal prosecution arose out of the investigations conducted by the
Bureau.
15.1 In case the appointing authority comes to a conclusion that it would not be against the public interest to allow
ad-hoc promotion to the employee, his case shall be placed before the next DPC in the normal course after
expiry of the two years period to decide whether the officer is suitable for promotion on ad-hoc basis. Where
the employee is considered for ad-hoc promotion, the DPC shall make its assessment on the basis of the
totality of the individual's record of service without taking into account the pending disciplinary case/criminal
prosecutions against him.
15.2 After a decision is taken to promote the employee on an ad-hoc basis, an order of promotion shall be issued
making it clear in the order itself that:
i) The promotion is being made on purely ad-hoc basis and the ad-hoc promotion will not confer any right for
regular promotion: and
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ii) The promotion shall be "until further orders". It should also be indicated in the orders that the Company
(NBCC Limited) reserve the right to cancel the adhoc promotion and revert at anytime the employee to the
post from which he was promoted.
15.3 If the employee concerned is acquitted in the criminal prosecutions on the merits of the case or is fully
exonerated in the departmental proceeding, the ad-hoc promotion already made shall be confirmed and the
promotion treated as a regular one from the date of the ad-hoc promotion with all attendant benefits. In case
the employee could have normally got his regular promotion from a date prior to the date of his ad-hoc
promotion with reference to his placements in the DPC proceedings kept in the sealed cover(s) and the actual
date of promotion of the employee ranked immediately junior to him by the same DPC. He would also be
allowed his due seniority and benefit of notional promotion.
15.4 If the employee is not acquitted on merits in the criminal prosecution but purely on technical grounds and the
Company either proposes to take up the matter to a higher court or to proceed against him departmentally or if
the employee is not exonerated in the departmental proceedings, the ad-hoc promotion granted to him shall be
brought to an end.
16. REFUSAL OF PROMOTION:
When an employee does not want to accept a promotion which is offered to him, he shall make a written request
that he may not be promoted and the request will be considered by the appointing authority, taking relevant
aspects into consideration. If the reasons adduced for refusal of promotion are acceptable to the appointing
authority, the employee who refused the promotion will not be considered for promotion in the next DPC in
normal course. However, refusal of promotion shall not be a ground for continue stay at same station and the
employee could be transferred to another station as and when the official exigencies so require.
17. REVERSION TOTHE POST FROM WHICH PROMOTED:
In case the employee does not perform well in the promoted post and his probation period of one year is further
extended for giving him another opportunity(ies) for improving his performance in the promoted post and in-
spite of extending his probation period(s), if the employee does not perform satisfactorily in the promoted post
and the appointing authority decides to revert him back to the post from which he/she was promoted, the
employee so reverted will be debarred for promotion in the next DPC which falls after the date of his reversion.
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NBCC's PROMOTION POLICY AND PROCEDURE FOR NON-EXECUTIVES
(GROUP "C" EMPLOYEES)
Background: In pursuant to clause 16 of wage settlement dated 29.09.2009 arrived at between the Management and the
Worker's Unions, the recommendation of a sub-committee relating to rationalisation of pay scales and career growth of
non-executive employees including unionised supervisors have been already implemented vide Office Order No. 1021/11
dated 26.09.2011. In furtherance to the above, the CompetentAuthority was pleased to constitute a committee comprising
members from the Management and the Worker's Unions to review the existing promotion policy of non-executive
employees including unionised supervisors.
The detail of changes in the eligibility period as well as relaxation in the eligibility period for technically qualified employees
for promotion is enclosed vide Annexure-1 as approved by Competent Authority in pursuant to the Memorandum of
Settlement arrived between Management and all the functional unions of NBCC on dated 27.02.18 and subsequent
recommendation of the committee constituted for rationalisation of Promotion Policy for Non Executives.
1.0 COVERAGE
This policy shall be called NBCC's NE Promotion Policy and shall be applicable to all the regular Non-Executive
employees (Group "C" employees) of the Company.
2.0 OBJECTIVES
2.1 To recognize and reward, merit and competence.
2.2 To develop existing regular non-executives to meet the future needs of theorganization.
2.3 To improve organizational and functional effectiveness.
2.4 To provide career opportunity and a sense of fulfilment to regular non-executives of the Company.
3.0 DEFINITIONS
3.1 "Appointing Authority" means General Manager(Law/HRM/Finance)forthe posts in pay scale from W-1 to W-6
and including the Pay Scales of S-i, 2 & 3 posts.
3.2 "Company" means NBCC India Limited.
3.3 "Non-Executives" for the purpose of these rules shall mean all regular Group "C"employees of the company at
the level of W-3 grade and above upto and including the employees at the level of S-1,2 & 3 grades.
4.0 GUIDING PRINCIPLES
The guiding principles underlying the Promotion Policy of the Company aim at providing and maintaining
appropriate resources and environment for the effectiveness, efficiency and satisfaction of its non-executives and
motivating them to apply and develop their abilities and capacities to achieve the objectives of the Company. It will
be the policy of the Company to provide its non-executives with appropriate opportunity, encouragement and career
growth, consistent with their contribution to the growth of the Company, on the basis of the following basic principles:
4.1 To ensure fairness, consistency and uniformity in the matter of promotion of non-executives in the Company.
4.2 To provide broad equality of opportunity in growth and career prospects;
4.3 To create and sustain the morale of the non-executives by informing them of the kind of career promotion
opportunities that exist in the Company and the basis of and the manner in which such promotion will be
effected.
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5.0 PROMOTION
5.1 Promotion shall mean movement of regular Non-Executives from the post in the lower grade to the post in the
next higher grade in the line of promotion as defined herein Annexure-l&Il.
5.2 Career progression for various categories of Group "C" employees (Operative cadre) in different discipline is
graphed in this policy as well as circulated by letter no. HRM (Unit-IV) I Rationalisation /2011/2233 dated
26.09.2011. (Annexure-lI)
5.3 All promotions shall be subject to completion of minimum qualifying period and other requirements laid down in
this policy. Mere fulfilment of the qualifying period of service will not confer any right for promotion.
6.0 CRITERIA FOR PROMOTION
Group-wise classification of posts is as under:-
Group "C" posts Carrying pay scale of Rs. 18430/-to Rs. 27,2701-(IDA)
6.1 By Seniority — cum — Fitness
6.1 .1 Promotion in respect of Posts in group C and D will be on the basis of "Seniority cum Fitness" subject
to rejection I being unfit.
6.1 .2 Employees with "E" ACR grading or doubtful integrity shall not be considered for promotion.
6.1.3 Employees who are not granted vigilance clearance by Vigilance Division or admin. clearance shall
alsonot be considered for promotion.
6.1.4 All employees found fit according to the above criteria shall be placed in the select list arranged in the
order of Seniority in the lower (feeder) posts.
6.2 By Selection for the post from Group "C" to "B"
Where promotions are to be made by selection method as prescribed in the Recruitment Rules, the DPC for
the purpose of determining the number of officials who are to be considered from out of those eligible officials in
the feeder grade(s), shall restrict the field of choice as under with reference to the number of clear regular
vacancies proposed to be filled in the year.
No. of vacancies Normal Zone Zone for consideration for SC/ST
01 05 05
02 08 10
03 10 15
04 12 20
05 & above Twice the number 5 times the number of vacancies,

of vacancies + 4 if the adequate number of SC/ST candidates
are not available in the normal zone.
Promotions shall be on the basis of combined sanction of all the posts. In other words, vacancies will not be a
constraint for promotion.
6.2.1 All regular non-executives shall be considered for promotion strictly in accordance with the approved line of
promotion for each category of posts as prescribed in thispromotion policy as per career growth chart for
every discipline 1nANNEXURE-l/Il.
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A Navratna CPSE
6.2.2 The DPC shall consider the Performance Appraisal Reports for the preceding three years. The grading of the
PARs will be on 05 point scale i.e. OutstandingNery Good/Good/Average/Poor in order to adjudge the
fitness norm for promotion in Group "C" posts.
6.2.3 Eligibility as regards qualifying service in the lower grade will be determined on the basis of the date of regular
appointment in the said lower grade in the Company and on completion of requisite number of year of
service. EOL on medical grounds upto the permissible limit and other authorized leave will count as
qualifying service for promotion.
The employee possessing the educational qualification as per career growth chart for every discipline in
Annexure-I will be eligible for promotion on completion of qualifying period as prescribed in the said table, in
his own line of promotion as given inAnnexure-l.
7.0 DEPARTMENTAL PROMOTION COMMITTEE (DPC)
All promotions shall be approved by the Director (Projects) only on the recommendations of a duly constituted DPC.
The DPC shall be constituted in the following manner:-
7.1 For all Non Executive Posts:
7.1.1 AGMoraboveasChairman.
7.1.2 Representative of Finance Division as Member.
7.1.3 Representative of HRM Division as Member Secretary.
7.1.4 SC/ST Representative of appropriate status as Member.
7.1.5 Representative from Minority as Member.
*The members shall be at least one rank below from the Chairman
7.2 The promotions will be given effect from 1 stOctober. The employees completing qualifying service upt030th
September will be given promotion from 1 stOctober.The monetary benefits will accrue from the actual date
of taking over charge of the promoted post by the employee.
7.3 The selection panels as recommended by DPCs will be put up to the Director (Projects)for approval.
7.4 Qualifying Period
The qualifying period for promotion in all the disciplines/designations of Non-Executives (Group "C") shall be
as perAnnexure-l/ll.
It will be mandatory to qualify the typing test in Hindi/English at the requisite speed for promotion in the HRM
Cadre i.e. OA-III to OA-I and OA-1 to Executive(HRM).
(The above clause pertaining to typing test omitted vide Circular No. NBCC/HRM (Policy Matter)/2014/4133
dated 10.10.2014)
7.5 Relaxation
Relaxation in eligibility for by one to two years to operative level staff who acquire following qualifications:
7.5.1 TI Trade Certificate together with NCTVT certificate —02 years.
7.5.2 Advance Vocational Training certificate issued by Directorate of Training —02 years.
7.5.3 Licence of Competency issued by appropriate authority for the trade of Wireman/ Electrician/ Plumbing-Ol
year.
79
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A Navratna CPSE
8.0 CAREER GROWTH/LATERAL ENTRY IN HRMIENGG. CADRE
Employees possessing the technical qualification such as ITI etc. and drawing the scale of pay of Rs.27,270/- shall
be given an opportunity to qualify the trade test/interview for entry in the relevant post in the Engg. Cadre.
Graduates/non ITls shall be given an opportunity to qualify the test/interview for relevant post in supervisory cadre.
The employees who possess the qualification of Matriculation and above and desired to opt relevant post in HRM
cadre shall be given an opportunity to qualify the typing test at the requisite speed and on passing the test, they
would be absorbed in the relevant post in HRM Cadre.
Employees having lTl in other trades shall be given an opportunity to qualify the test/interview for respective trade
posts.
9.0 PROBATION
9.1 The period of probation of the employees promoted to any post in the pay scale ofW-3to W-6 and S-i to S-3
will be six months and forthose promoted from Group C to Group B post carrying pay scale of E-0 will be one
year. The probation may be extended at the discretion of the Competent Authority/Appointing Authority up
to six months and under exceptional circumstances by another period of six months.
9.2 On successful completion of the period of probation, the employee will be regularized in the promoted post.
He shall not be regarded as having been automatically regularized unless an order to this effect is issued to
him in writing. If, during the probation period, including extensions, if any, the performance of the employee
is not found satisfactory for being retained in the post to which he was promoted, the Appointing Authority
may revert him to the post he was occupying prior to his promotion. However, it would be necessary to serve
the employee with at least one written warning each prior to either extending the probation period or
reverting him.
10.0 FIXATION OF SENIORITY IN CASE OF PROMOTED EMPLOYEES
The fixation of seniority in case of promoted employees will be on the basis of merit ranking given by the DPC and
approved by the Competent Authority. In case where the channel of promotion to a particular post may be from
more than one post in the lower grade, the inter-se-seniority between the candidates promoted from two different
lower posts will be fixed on the basis of their dates of initial appointment on regular basis in the lower grades.
11.0 PROMOTION OF OFFICIALS WHO ARE UNDER SUSPENSION OR AGAINST WHOM DPC ARE PENDING
(SEALED COVER PROCEDURE)
At the time of considerations of the cases of employees for promotion, details of employees in the
consideration zone for promotion falling under the following categories shall be specifically brought to
the notice of the DPC:
ii .1.1 Employees under suspension
11.1.2 in respect of whom a charge sheet has been issued and the disciplinary proceedings are pending, and
11 .1.3 Employees in respect of whom prosecution for a criminal charge is pending.
11.2 The DPC shall assess the suitability of the employees coming within the purview of the circumstances
mentioned in para 10.1 above along with other eligible candidates without taking into consideration the
disciplinary case/criminal prosecution pending.
The assessment of the DPC, including "Unfit for Promotion", and the grading awarded by it will be kept in a
sealed cover. The cover will be superscripted "Findings regarding suitability for promotion to the grade/post
of in respect of Shri . Not to be opened till the termination of the disciplinary case/criminal
prosecution against Shri ." The proceedings of the DPC need only contain the note, "The findings
are contained in the attached sealed cover."
80
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A Navratna CPSE
11 .3 The same procedure outlined above will be followed by the subsequent DPC convened till the disciplinary
case! criminal prosecution againstthe employee concerned in concluded.
12.0 ACTION AFTER COMPLETION OF DISCIPLINARY CASES/CRIMINAL PROSECUTION:
12.1 On the conclusion of the disciplinary case/criminal prosecution, which results in dropping of allegations
against the employee, the sealed cover or covers, shall be opened.
In case the employee is completely exonerated, the due date of his promotion will be determined with
reference to the position assigned to him in the findings kept in the sealed cover/covers and with reference to
the date of promotion of his next junior on the basis of such position. The employee may be promoted, if
necessary by creating supernumerary post. He may be promoted notionally with reference to the date of
promotion of his junior. However, whether the employee concerned will be entitled to any arrears of pay for
the period of notional promotion preceding the date of actual promotion, and if so to what extent, will be
decided by the appointing authority by taking into consideration all the facts and circumstances of the
disciplinary proceedings/criminal prosecution. Where the authority denies arrears of salary or part of it, it will
record its reasons for doing so.
12.2 If any penalty is imposed on the employee as a result of the disciplinary proceedings or if he is found guilty in
the criminal prosecution against him, the findings of the sealed cover/covers shall not be acted upon. His
case for promotion may be considered by the next DPC in the normal course and having regard to the
penalty imposed on him.
13.0 HALF YEARLY REVIEW OF "SEALED COVER" CASES:
It is necessary to ensure that the disciplinary case/criminal prosecution instituted against any employee is not
unduly prolonged and all efforts to finalize expeditiously the proceedings should be taken so that the need for
keeping the case of an employee in a sealed cover is limited to the barest minimum. The Appointing Authority
concerned, therefore, should review comprehensively the case of the employee whose suitability for promotion to a
higher grade has been kept in a sealed cover on the expiry of six months from the date of convening the first DPC,
which had adjudged his suitability and kept its findings in the sealed cover. Such a review should be done
subsequently also every six months. The review should, inter-alia, cover the progress made in the disciplinary
proceedings/criminal prosecution and further measures to be taken to expedite their completion.
14.0 PROCEDURE FOR AD-HOC PROMOTION:
In spite of the Half yearly review referred to in para 10.6 above, there may be some cases, where the disciplinary
case/criminal prosecution against the employee is not concluded even after the expiry of two years from the date of
the meeting of the first DPC, which kept its findings in respect of the employee in a sealed cover. In such a situation,
the appointing authority may review the caseof the employee, provided he is not under suspension, to consider the
desirability of giving him ad-hoc promotion keeping in view the following aspects:
14.1 Whether the promotion of the employee will be against public interest
14.2 Whether the charges are grave enough to warrant continued denial of promotion;
14.3 Whether there is no likelihood of the case coming to a conclusion in the near future;
14.4 Whether the delay in the finalization of proceedings, departmental or in a court of law, is not directly or
indirectly attributable to the employee concerned; and
14.5 Whether there is any likelihood of misuse of official position which the employee may occupy after ad-hoc
promotion, which may adversely affect the conduct of the departmental case/criminal prosecution.
14.6 In case the Appointing Authority comes to a conclusion that it would not be against the public interest to allow
81
A Navratna CPSE
ad-hoc promotion to the employee, his case should be placed before the next DPC held in the normal course
after the expiry of the two years period to decide whether the officer is suitable for promotion on ad-hoc
basis. Where the employee is considered for ad-hoc promotion, the DPC should make its assessment on
the basis of the totality of the individual's record of service without taking into account the pending
disciplinary case/criminal prosecution against him.
14.7 After a decision is taken to promote an employee on ad ad-hoc basis, an order of promotion may be issued
making it clear in the order itself that;
14.7.1 The promotion is being made on purely ad-hoc basis and the ad-hoc promotion will not confer any
rightfor regular promotion; and
14.7.2 The promotion shall be "until further orders". It should also be indicated in the order that the Company
reserves the right to cancel the ad-hoc promotion and revert at any time the employee to the post from
which he was promoted. If the employee concerned is acquitted in the criminal prosecution on the
merits of the case or is fully exonerated in the departmental proceedings, the ad-hoc promotion
already made may be confirmed and the promotion treated as a regular one from the date of the ad-
hoc promotion with all attendant benefits. In case, he could have normally got his regular promotion
from a date prior to the date of his ad-hoc promotion with reference to his placement in the DPC
proceedings kept in the sealed cover(s) and the actual date of promotion of the person ranked
immediately junior to him by the same DPC, he would also beallowed his due seniority and benefit of
notional promotion as envisaged in Para 10.4 above.
14.8 If the employee is not acquitted on merits in the criminal prosecution but purely on technical grounds and the
Company either proposes to take up the matter to a higher court or to proceed against him departmentally or
if the employee is not exonerated in the departmental proceedings, the ad-hoc promotion granted to him
should be brought to an end.
14.9 Applicability of "sealed cover" procedure to the employees coming under cloud after holding of DPC but
before promotion:
The employee, who is recommended for promotion by the DPC but in whose case any of the circumstances
mentioned in para 11.1 arise after the recommendations of the DPC are received, but before he is actually
promoted, will be considered as if his case had been placed in a sealed cover by the DPC. He shall not be
promoted until he is completely exonerated of the charges against him and the provisions stated above will
be applicable in his case also.
15.0 EFFECT OF PENALTY ON PROMOTION
15.1 In case where any employee is awarded any minor penalty under the Conduct, Discipline & Appeal Rules or
Standing Orders, he shall be debarred for promotion for a period of one year or until the period of his penalty
comes to an end, whichever is later.
15.2 In case where any employee is awarded major penalty under the NBCC(Discipline & Appeal) Rules or
Standing Orders, he shall be debarred for promotion for a period of two years or until the period of his penalty
comes to an end, whichever is later.
Clarification:
1) Wherever the promotion has been delayed from the eligibility date for a period of one year, in case of minor
penalty and for more than 2 years in case of major penalty, due to disciplinary proceedings (for no fault of the
Non-Executives concerned) the clause 11 .1 and 11.2 as may be applicable, would run concurrently with the
currency of the punishment.
2) If the employee completes his penalty before he becomes eligible for promotion, debarring period as per
clause 11.1/11.2, as the case may be, would commence from the date, he becomes eligible for promotion.
82
A Navratna CPSE
16.0 STAGNATION PROMOTION
16.1 Employees who have put in lOyears'service or more in a post, as on the cut-off date of regular DPC, are
eligible for Stagnation Promotion. On such Stagnation Promotion, employee is granted the next higher scale
of pay and will remain in the current designation as special grade.
16.2 An employee who is normally unfit for promotion or against whom disciplinary! vigilance case is pending or
contemplated will not be eligible for stagnation promotion.
16.3 Employees who are given Stagnation Promotion will be considered for regular promotion in the normal DPC
and the services rendered in the stagnation promoted post will not be counted for promotion to the next
higher post.
16.4 if an employee who is given Stagnation Promotion is found eligible for normal promotion in any subsequent
DPCs, he will be promoted to the higher post in the normal course but he will not be eligible for pay fixation
benefit as the same is extended to him at the time of fixation on Stagnation Promotion. However, the services
rendered in the Stagnation Promotion scale will count for increment in higher post as and when promoted.
16.5 After Stagnation Promotion, the disciplinary authority of an employee will be corresponding to the scale of pay
awarded to an employee.
16.6 The Stagnation Promotion will be considered by a duly constituted committee by concerned Director/HOD
(Projects)afterthe normal DPCs are held and their recommendations will be submitted for approval of CMD.
17.0 APPEALS AGAINST PROMOTION ORDERS
An employee, who is aggrieved by an order of promotion on the ground that he has been superseded, may appeal or
represent his case to the Appointing Authority, through proper channel within three calendar months succeeding the
month of issue of the order granting such promotion.
18.0 RELAXATION
The concerned Director (Projects) may relax any of the provisions of this policy to mitigate the cases of hardship or
to meet Organisational requirements. However, as far as relaxation in qualifying time period for promotion at various
levels is concerned, the approval of Chairman-cum-Managing Director will be required.
19.0 INTERPRETATION
In case of any doubt about any of provisions of this policy, the interpretation of rule by the HOD/concerned Director
(Projects) shall be final.
20.0 AMENDMENTS
The Chairman-cum-Managing Director may, at any time, depending upon the requirements of the Company
modify/amend and/or alter any of the provisions of the promotion policy in the overall interest of the Company.
21.0 PREVIOUS ORDERS
The provisions of this policy shall supersede all the rules, cadre schemes and orders framed/issued from time to
time on the subject of promotions of Non-Executives of the Company.
83
ANNEXURE - I
NEXT SEMI-
PRESENT PAY NEXT HIGHER POST! PAY PROFES NON-
PRESENT POST! HIGHER PAY PROFESSIO GRADUATE
PAY SCALE CATEGORY DESIGNATION CATEGORY SIONAL GRADUATE
DESIGNATION SCALE NAL
FINANCE CADRE
ACCOUNTANT Rs.24640 S-2 ACCOUNTS OFFICER Rs. 30000 E-0 4 4 6

HRM
OFFICE ASSTT. Gr.-I Rs.24640 S-2 EXECUTIVE (HRM) Rs. 30000 E-0 4 4 6
OFFICE ASSTT. Gr.-II Rs. 20730 W-6 OFFICE ASSTT. Gr.-I Rs. 24640 S-2 2 3 4
OFFICE ASSTT. Gr.-III Rs.18430 W-30 FFICE ASSTT. Gr.-II Rs. 20730 W-6 2 3 4
SR. STENOGRAPHER Rs.24640 S-2 EXECUTIVE (SECTT.) Rs. 30000 E-0 4 4 6
OFFICE ASSTT. (STENO.) Gr.-II Rs. 20730 W-6 OFFICE ASSTT. (STENO.) Gr.-I Rs. 24640 S-2 2 3 4
OFFICE ASSTT. (STENOGRAPHY) Rs.18430 W-3 OFFICE ASSTT. (STENO.) Gr.-II Rs. 20730 W-6 2 3 4
MATERIAL CADRE
SR. STORE KEEPER Rs.24640 S-2 EXECUTIVE (STORES) Rs. 30000 E-0 4 4 6
WORK INSPECTOR Rs.24640 S-2 JR. SITE EXECUTIVE Rs. 30000 E-0 4 4 6
ASSTT. WORK INSPECTOR Rs. 20730 W-6 WORK INSPECTOR Rs. 24640 S-2 2 3 4
ENGG. CADRE S-2 PROJECT EXECUTIVE Rs. 30000 E-0 2 4 6 7
JUNIOR ENGINEER GR.-I Rs.24640 5-1 JUNIOR ENGINEER GR.-I Rs. 24640 S-2 1 2 3 4
JUNIOR ENGINEER GR.-II Rs. 22590
OPERATIVE CADRE ITI Trade Licence of General

Cert. + Competency
NCTVT Cert.
FOREMAN GR.-I (C/E/M) Rs. 27270 S-3 THRESHOLD CATEGORY
FOREMAN GP..-II (C/ElM) Rs.24640 S-2 FOREMAN GR.-I (C/ElM) Rs. 27270 S-3 - - 6
FOREMAN GR.-III (C/E/M) Rs. 22590 5-1 FOREMAN GR.-II (C/E/M) Rs. 24640 S-2 - - 6
FOREMAN GR.-IV (C/ELM) Rs. 20730 W-6 FOREMAN GR.-III (C/E/M) Rs. 22590 5-1
TECHNICAL (SKILLED)- CIVIL

SR. CONSTNSUPERVISOR Rs. 27270
(PAINTING) S-3 THRESHOLD CATEGORY
CONSTN.SUPERVISOR S-2 SR. CONSTN.SUPERVISOR Rs. 27270 S-3 - - 6
Rs.24640
(PAINTING)GR.I (PAINTING)
CONSTN.SUPERVISOR S-i CONSTN.SUPERVISOR Rs. 24640 S-2 - - 6
(PAINTING)GR.II Rs. 22590
(PAINTING) GR.I
CONSTN.SUPERVISOR W-6 CONSTN.SUPERVISOR Rs. 22590 S-i - - 6
Rs. 20730
(PAINTING)GR.III (PAINTING) GR.II
W-5 CONSTN.SUPERVISOR Rs. 20730 W-6 - - 6
SR.PAINTER (SG) Rs.19920
(PAINTING) GRIll
PAINTER GR.1 Rs.18430 W-3 SR.PAINTER (SG) Rs.19920 W-5 - - 6
SR. CONSTN.SUPERVISOR
Rs. 27270 S-3 THRESHOLD CATEGORY
(PLUMBING)
CONSTN.SUPERVISOR SR. CONSTN.SUPERVISOR
Rs.24640 S-2 Rs. 27270 S-3 4 5 6
(PLUMBING)GR.I (PLUMBING)
CONSTN.SUPERVISOR CONSTN.SUPERVISOR
Rs.22590 S-i Rs. 24640 S-2 4 5 6
(PLUMBING)GR.II (PLUMBING)GR.I
Rs. 20730 W-6 Rs. 22590 S-i 4 5 6
(PLUMBING)GR.III (PLUMBING)GR.II
CONSTN.SUPERVISOR
SR. PLUMBER (SG) Rs.19920 W-5 Rs. 20730 W-6 4 5 6
(PLUMBING)GR.III
PLUMBER GR.-I Rs.18430 W-3 SR. PLUMBER (SG) Rs.19920 W-5 4 5 6
SR.CONSTN.SUPERVISOR
Rs.27270 S-3 THRESHOLD CATEGORY
(CARPENTARY)
CONSTN.SUPERVISOR SR.CONSTN.SUPERVISOR
Rs.24640 S-2 Rs.27270 S-3 - - 6
(CARPENTARY) -I (CARPENTARY)
Rs.22590 S-i Rs. 24640 S-2 - - 6
(CARPENTARY) -II (CARPENTARY) -I
Rs. 20730 W-6 Rs. 22590 S-i - - 6
(CARPENTARY) -III (CARPENTARY) -II
CONSTN.SUPERVISOR
SR.CARPENTER(SG) Rs. 19,920 W-5 Rs. 20730 W-6 - - 6
(CARPENTARY) -III
CARPENTER GR.-I Rs.i8430 W-3 SR.CARPENTER(SG) Rs.19920 W-5 - - 6
SR. CONSTN.SUPERVFISOR
(BARBENDING)
CONSTN.SUPERVFISOR SR. CONSTN.SUPERVFISOR
Rs. 24640 S-2 Rs.27270 S-3 - - 6
(BARBENDING)GR.I (BARBENDING)
CONSTN .SUPERVFISOR CONSTN.SUPERVFISOR
Rs. 22590 5-1 Rs. 24640 S-2 - - 6
(BARBENDING)GR.IT (BARBENDING)GR.I
CONSTN .SUPERVFISOR CONSTN.SUPERVFISOR
Rs. 20730 W-6 Rs. 22590 S-i - - 6
(BARBENDING)GR.IIT (BARBENDING)GR.II
CONSTN.SUPERVFISOR
SR.BARBENDER(SG) Rs.19920 W-5 Rs.20730 W-6 - - 6
(BARBFNDTNG)GR.III
BARBENDER GR.-I Rs.18430 W-3 SR.BARBENDER(SG) Rs.19920 W-5 - - 6
SR.CONSTN.SUPERVISOR
(MASONARY)
CONSTN.SUPERVISOR SR.CONSTN.SUPERVISOR
Rs. 24640 S-2 Rs.27270 S-3 - - 6
(MASONARY)Gr.I (MASONARY)
Rs. 22590 5-1 Rs. 24640 S-2 - - 6
(MASONARY)Gr.II (MASONARY)Gr.I
CONSTN SUPERVISOR CONSTN.SUPERVISOR
Rs.20730 W-6 Rs. 22590 S-i - - 6
(MASONARY)Gr.III (MASONARY)Gr.II
SR. MASON(SG) Rs. 19920 W-5 CONSTN.SUPERVISOR Rs.20730 W-6 - - 6

(MASONARY)Gr.III
MASON GR.-I Rs.18430 W-3 SR.MASON(SG) Rs.19920 W-5 - - 6
TECHNICAL (SKILLED)- MECH
CHIEF SUPERVISOR (C/E/M) SG Rs.27270 S-3 THRESHOLD CATEGORY
CHIEF SUPERVISOR (C/ELM) GR.I Rs.24640 S-2 CHIEF SUPERVISOR (C/ELM) SG Rs.27270 S-3 4 5 6
CHIEF SUPERVISOR (C/ELM) GR.II Rs.22590 S-i CHIEF SUPERVISOR (C/ELM) GR.I Rs.24640 S-2 4 5 6
CHIEF SUPERVISOR (C/ELM) GRill Rs.20730 W-6 CHIEF SUPERVISOR (C/ELM) GR.II Rs. 22590 5-1 4 5 6
SR. WORK SUPERVISOR(C/E/M) Rs.19920 W-5 CHIEF SUPERVISOR (C/ELM) GRIll Rs.20730 W-6 4 5 6
WORK SUPERVISOR(C/E/M)-I Rs.18430 W-3 SR. WORK SUPERVISOR(C/E/M) Rs.19920 W-5 4 5 6
SR. CONSTN.SUPERVISOR (CRANE

OPERATING)
CONSTN. SUPERVISOR (CRANE SR. CONSTN. SUPERVISOR (CRANE

Rs.24640 S-2 Rs.27270 S-3 - - 6
OPERATING)GR.I OPERATING)
CONSTN. SUPERVISOR (CRANE CONSTN. SUPERVISOR (CRANE
Rs. 22590 5-1 Rs.24640 S-2 - - 6
OPERATING)GR.II OPERATING)GR.I
CONSTN. SUPERVISOR (CRANE CONSTN. SUPERVISOR (CRANE
Rs.20730 W-6 Rs. 22590 5-1 - - 6
OPERATING)GR.III OPERATING)GR.II
CONSTN. SUPERVISOR (CRANE
SR.CRANE OPERATOR-SG Rs.19920 W-5 Rs.20730 W-6 - - 6
OPERATING) GRIll
SR. CONSTN. SUPERVISOR (LIFT) Rs.27270 S-3 THRESHOLD CATEGORY
CONSTN. SUPERVISOR (LIFT)GR.I Rs.24640 S-2 SR. CONSTN. SUPERVISOR (LIFT) Rs.27270 S-3 - - 6
CONSTN. SUPERVISOR (LIFT)GR.II Rs. 22590 5-1 CONSTN. SUPERVISOR (LIFT)GR.I Rs.24640 S-2 - - 6
CONSTN. SUPERVISOR (LIFT)GR.III Rs.20730 W-6 CONSTN. SUPERVISOR (LIFT)GR.II Rs. 22590 5-1 - - 6
SR. LIFT OPERATOR (SG) Rs.19920 W-5 CONSTN. SUPERVISOR (LIFT)GR.III Rs.20730 W-6 - - 6
LIFT OPERATOR(SG) Rs.18430 W-3 SR. LIFT OPERATOR (SG) Rs.19920 W-5 - - 6
SR. CONSTN. SUPERVISOR
(OPTR.GENL.)
CONSTN. SUPERVISOR SR. CONSTN. SUPERVISOR
Rs.24640 S-2 Rs.27270 S-3 - - 6
(OPTR.GENL.)GR.I (OPTR.GENL.)
CONSTN. SUPERVISOR CONSTN. SUPERVISOR
Rs.22590 S-i Rs.24640 S-2 - - 6
(OPTR.GENL.)GR.II (OPTR.GENL.)GR.I
CONSTN. SUPERVISOR CONSTN. SUPERVISOR
Rs.20730 W-6 Rs.22590 S-i - - 6
(OPTR.GENL.)GR.III (OPTR.GENL.)GR.II
CONSTN. SUPERVISOR
SR. OPERATOR (SG) Rs.19920 W-5 Rs.20730 W-6 - - 6
(OPTR.GENL.)GR.III
OPERATOR GR.I Rs.18430 W-3 SR. OPERATOR (SG) Rs.19920 W-5 - - 6
SR. CONSTN. SUPERVISOR (BPO) Rs.27270 S-3 THRESHOLD CATEGORY
CONSTN. SUPERVISOR (BPO)GR.I Rs.24640 S-2 SR. CONSTN. SUPERVISOR (BPO) Rs.27270 S-3 - - 6
CONSTN. SUPERVISOR (BPO)GR.II Rs.22590 S-i CONSTN. SUPERVISOR (BPO)GR.I Rs.24640 S-2 - - 6
CONSTN. SUPERVISOR (BPO)GR.III Rs.20730 W-6 CONSTN. SUPERVISOR (BPO)GR.II Rs.22590 S-i - - 6
SR. BATCHING PLANT OPERATOR (SG) Rs.19920 W-5 CONSTN. SUPERVISOR (BPO)GR.III Rs.20730 W-6 - - 6
BATCHING PLANT OPERATOR GR.I Rs.18430 W-3 SR. OPERATOR (SG) Rs.19920 W-5 - - 6
SR. CONST.SUPERVISOR
(EARTH MOVING)
CONST.SUPERVISOR SR. CONST.SUPERVISOR
Rs.24640 S-2 Rs.27270 S-3 - - 6
(EARTH MOVING)Gr.-I (EARTH MOVING)
CONST.SUPERVISOR CONST.SUPERVISOR
Rs.22590 S-i Rs.24640 S-2 - - 6
(EARTH MOVING)Gr.-II (EARTH MOVING)Gr.-I
CONST.SUPERVISOR CONST.SUPERVISOR
Rs.20730 W-6 Rs.22590 S-i - - 6
(EARTH MOVING)Gr.-III (EARTH MOVING)Gr.-II
CONST.SUPERVISOR
SR.OPERATOR (EARTH MOVING)-SG Rs.19920 W-5 Rs.20730 W-6 - - 6
(EARTH MOVING)Gr.-III
SR.OPERATOR
OPERATOR (EARTH MOVING)-I Rs.18430 W-3 Rs.19920 W-5 - - 6
(EARTH MOVING)-SG
SR. CONSTN.SUPERVISOR (WINCH
OPERATOR)
CONSTN.SUPERVISOR (WINCH SR. CONSTN.SUPERVISOR (WINCH
Rs.24640 S-2 Rs.27270 S-3 - - 6
OPFRATOIflGR.T OPFRATOR
CONSTN.SUPERVISOR (WINCH CONSTN.SUPERVISOR (WINCH
Rs.22590 S-i Rs.24640 S-2 - - 6
OPERATOR)GR.II OPERATOR)GR.I
CONSTN.SUPERVISOR (WINCH CONSTN.SUPERVISOR (WINCH
Rs.20730 W-6 Rs.22590 S-i - - 6
C)PFRATQFfl (R TIT OPFRATDRGP TI
CONSTN.SUPERVISOR (WINCH
SR. WINCH OPERATOR Rs.19920 W-5 Rs. 20730 W-6 - - 6
OPERATOR)GR. III
WINCH OPERATOR-I Rs.18430 W-3 SR. WINCH OPERATOR Rs.19920 W-5 - - 6
SR. SUPERVISOR (SCD) Rs.27270 S-3 THRESHOLD CATEGORY
SUPERVISOR (SCD)-I Rs.24640 S-2 SR. SUPERVISOR (SCD) Rs.27270 S-3 - - 6
SUPERVISOR(SCD)GR.II Rs.22590 S-i SUPERVISOR (SCD)-I Rs.24640 S-2 - - 6
SUPERVISOR(SCD)GR.III Rs.20730 W-6 SUPERVISOR(SCD)GR.II Rs.22590 S-i - - 6
SR. STAFF CAR DRIVER (SG) Rs.19920 W-5 SUPERVISOR(SCD)GR.III Rs.20730 W-6 - - 6
DRIVER GR.-I Rs.18430 W-3 SR. STAFF CAR DRIVER (SG) Rs.19920 W-5 - - 6
SR CONSTN. SUPERVISOR
(FERRO PRINTER)
CONSTN. SUPERVISOR (FITTER) GR - I Rs.24640 S-2 SR. CONSTN. SUPERVISOR (FITTER) Rs.27270 S-3 4 5 6
CONSTN. SUPERVISOR (FITTER) GR - CONSTN. SUPERVISOR (FITTER)GR -

Rs.22590 S-i Rs.24640 S-2 4 5 6
II I
CONSTN. SUPERVISOR (FITTER)GR - CONSTN. SUPERVISOR (FITTER)GR -
Rs.20730 W-6 Rs.22590 S-i 4 5 6
III II
CONSTN. SUPERVISOR (FITTER)GR -
SR. FITTER (SG) Rs.19920 W-5 Rs.20730 W-6 4 5 6
ITI
FITTER-I Rs.18430 W-3 SR.FITTER (SG) Rs.19920 W-5 4 5 6
(SLIPFORM) FITTER
CONSTN SUPERVISOR (SLIPFORM) SR. CONSTN.SUPERVISOR
Rs.24640 S-2 Rs.27270 S-3 4 5 6
FITTER GR.I (SLIPFORM) FITTER
CONSTN.SUPERVISOR (SLIPFORM) CONSTN SUPERVISOR (SLIPFORM)
Rs.22590 S-i Rs.24640 S-2 4 5 6
FITTER GRIT FITTER GR.I
CONSTN.SUPERVISOR (SLIPFORM) CONSTN.SUPERVISOR (SLIPFORM)
Rs.20730 W-6 Rs.22590 5-1 4 5 6
FITTER GRill FITTER GR.II
CONSTN.SUPERVISOR(SLIPFORM)FIT
SR. FITTER (SLIP FORM) (SG) Rs.19920 W-5 Rs.20730 W-6 4 5 6
TER GRIll
FITTER (SLIP FORM) GR.-I Rs.18430 W-3 SR. FITTER (SLIP FORM) (SG) Rs.19920 W-5 4 5 6
SR. CONST.SUPERVISOR (MECH.) Rs.27270 S-3 THRESHOLD CATEGORY
CONST.SUPERVISOR (MECH.)GR.I Rs.24640 S-2 SR. CONST.SUPERVISOR (MECH.) Rs.27270 S-3 4 5 6
CONST.SUPERVISOR (MECH.)GR.II Rs.22590 S-i CONST.SUPERVISOR (MECH.)GR.I Rs.24640 S-2 4 5 6
CONST.SUPERVISOR (MECH.)GR.III Rs.20730 W-6 CONST.SUPERVISOR (MECH.)GR.II Rs.22590 5-1 4 5 6
SR. MECHANIC (SG) Rs.19920 W-5 CONST.SUPERVISOR (MECH.)GR.III Rs.20730 W-6 4 5 6
MECHANIC-I Rs.18430 W-3 SR. MECHANIC (SG) Rs.19920 W-5 4 5 6
SR.CONSTN. SUPERVISOR (HEM) Rs.27270 S-3 THRESHOLD CATEGORY
CONSTN. SUPERVISOR (HEM)-I Rs.24640 S-2 SR.CONSTN. SUPERVISOR (HEM) Rs.27270 S-3 4 5 6
CONSTN. SUPERVISOR (HEM)-II Rs.22590 S-i CONSTN. SUPERVISOR (HEM)-I Rs.24640 S-2 4 5 6
CONSTN. SUPERVISOR (HEM)-III Rs.20730 W-6 CONSTN. SUPERVISOR (HEM)-II Rs.22590 S-i 4 5 6
SR. MECHANIC (HEM)SG Rs.19920 W-5 CONSTN. SUPERVISOR (HEM)-III Rs.20730 W-6 4 5 6
MECHANIC (HEM)-I Rs. 18430 W-3 SR. MECHANIC (HEM)SG Rs.19920 W-5 4 5 6
TECHNICAL (SKILLED)- ELECT.

SR. CONSTN. SUPERVISOR
(ELECT.)
COSTN. SUPERVISOR (ELECT.) GR.I Rs.24640 S-2 SR. CONSTN. SUPERVISOR (ELECT.) Rs.27270 S-3 4 5 6
COSTN. SUPERVISOR (ELECT.)GR.II Rs.22590 S-i COSTN. SUPERVISOR (ELECT.) GR.I Rs.24640 S-2 4 5 6
COSTN. SUPERVISOR (ELECT.)GR.III Rs.20730 W-6 COSTN. SUPERVISOR (ELECT.)GR.II Rs.22590 S-i 4 5 6
SR.ELECTRICIAN (SG) Rs.19920 W-5 COSTN. SUPERVISOR (ELECT.)GR.III Rs.20730 W-6 4 5 6
ELECTRICIAN-I Rs. 18430 W-3 SR.ELECTRICIAN (SG) Rs.19920 W-5 4 5 6

SR.CONSTN. SUPERVISOR (AUTO
ELECT.)
CONSTN. SUPERVISOR SR.CONSTN. SUPERVISOR (AUTO
Rs.24640 S-2 Rs.27270 S-3 4 5 6
(AUTO ELECT.) -I ELECT.)
CONSTN. SUPERVISOR CONSTN. SUPERVISOR (AUTO
Rs.22590 5-1 Rs.24640 S-2 4 5 6
(AUTO ELECT.) -II ELECT.) -I
CONSTN. SUPERVISOR CONSTN. SUPERVISOR (AUTO

Rs.20730 W-6 Rs.22590 5-1 4 5 6
(AUTO ELECT.) -III ELECT.) -II
CONSTN. SUPERVISOR (AUTO

SR. AUTO ELECTRICIAN (SG) Rs.19920 W-5 Rs.20730 W-6 4 5 6
ELECT.) -III
AUTO ELECTRICIAN -I Rs. 18430 W-3 SR. AUTO ELECTRICIAN (SG) Rs.19920 W-5
SR. COSTN. SUPERVISOR

(WIREMAN)
SR. COSTN. SUPERVISOR

COSTN. SUPERVISOR (WIREMAN) GR.I Rs.24640 S-2 Rs.27270 S-3 4 5 6
(WIREMAN)
COSTN. SUPERVISOR (WIREMAN)

COSTN. SUPERVISOR (WIREMAN)GR.II Rs.22590 S-i Rs.24640 S-2 4 5 6
GR.I
COSTN. SUPERVISOR COSTN. SUPERVISOR (WIREMAN)
Rs.20730 W-6 Rs.22590 5-1 4 5 6
(WIREMAN)GR.III GR.II
COSTN. SUPERVISOR
SR. WIREMAN (SG) Rs.19920 W-5 Rs.20730 W-6 4 5 6
(WIREMAN)GR.III
WIREMAN (SG) Rs.18430 W-3 SR. WIREMAN (SG) Rs.19920 W-5 4 5 6
(WE[DING1
CONSTN.SUPERVISOR (WELDING) - I Rs.24640 S-2 Rs.27270 S-3 4 5 6
(WELDING)
CONSTN.SUPERVISOR (WELDING) -
CONSTN.SUPERVISOR (WELDING) - II Rs.22590 5-1 Rs.24640 S-2 4 5 6
CONSTN.SUPERVISOR (WELDING) - III Rs.20730 W-6 Rs.22590 5-1 4 5 6
TI
SR. WELDER (SG) Rs.19920 W-5 Rs.20730 W-6 4 5 6
III
WELDER -I Rs.18430 W-3 SR. WELDER (SG) Rs.19920 W-5 4 5 6
NON-TECHNICAL
SR CONSTN. SUPERVISOR (FERRO

PRINTER)
CONSTN. SUPERVISOR (FERRO SR CONSTN. SUPERVISOR (FERRO

Rs.24640 S-2 Rs.27270 S-3 - - 6
PRINTER)-I PRINTER)
CONSTN. SUPERVISOR (FERRO CONSTN. SUPERVISOR (FERRO

Rs.22590 5-1 Rs.24640 S-2 - - 6
PRINTER)-II PRINTER)-I
CONSTN. SUPERVISOR (FERRO CONSTN. SUPERVISOR (FERRO

Rs.20730 W-6 Rs.22590 S-i - - 6
PRINTER)-III PRINTER)-II
CONSTN. SUPERVISOR (FERRO

SR. FERRO PRINTER(SG) Rs.19920 W-5 Rs.20730 W-6 - - 6
PRINTER)-III
FERRO PRINTER Rs.18430 W-3 SR. FERRO PRINTER(SG) Rs.19920 W-5 - - 6

SUPERVISOR (COOKING)-III Rs.20730 W-6 SUPERVISOR (COOKING)-II Rs.22590 S-i - - 6
HEAD COOK (SG) Rs.19920 W-5 SUPERVISOR (COOKING)-III Rs.20730 W-6 - - 6
HEAD COOK Rs.19160 W-4 HEAD COOK (SG) Rs.19920 W-5 - - 6
SR. COOK(SG) Rs.18430 W-3 HEAD COOK Rs.19160 W-4 - - 6
SR. ORDERLY (SG) Rs.20730 W-6 HEAD ORDERLY Rs.22590 S-i - - 6
SR. ORDERLY Rs.19920 W-5 SR. ORDERLY (SG) Rs.20730 W-6 - - 6
ORDERLY Rs.19160 W-4 SR. ORDERLY Rs.19920 W-5 - - 6
SENIOR DAFTRY Rs.18430 W-3 ORDERLY Rs.19160 W-4 - 6
SECURITY SUPERVISOR Grill Rs.20730 W-6 SECURITY SUPERVISOR Gr.II Rs.22590 S-i - - 6
HEAD CHOWKIDAR (SG) Rs.19920 W-5 SECURITY SUPERVISOR GrIll Rs.20730 W-6 - - 6
HEAD CHOWKIDAR Rs.19160 W-4 HEAD CHOWKIDAR (SG) Rs.19920 W-5 - - 6
SR. CHOWKIDAR (SG) Rs.18430 W-3 HEAD CHOWKIDAR Rs.19160 W-4 - - 6
SUPERVISOR (SWEEPING)-III Rs.20730 W-6 SUPERVISOR (SWEEPING)-II Rs.22590 S-i - - 6
HEAD SWEEPER (SG) Rs.19920 W-5 SUPERVISOR (SWEEPING)-III Rs.20730 W-6 - - 6
HEAD SWEEPER Rs.19160 W-4 HEAD SWEEPER (SG) Rs.19920 W-5 - - 6
SR. SWEEPER(SG) Rs.18430 W-3 HEAD SWEEPER Rs.19160 W-4 - - 6
CONST. SUP.(GENERAL) GrIll Rs.20730 W-6 CONST. SUP.(GENERAL) Gr.II Rs.22590 S-i - - 6
SR.SITE ATTENDANT(SG) Rs.19920 W-5 CONST. SUP.(GENERAL) GrIll Rs.20730 W-6 - - 6
SITE ATTENDANT(SG) Rs.19160 W-4 SR.SITE ATTENDANT(SG) Rs.19920 W-5 - - 6
SITE ATTENDANT Rs.18430 W-3 SITE ATTENDANT(SG) Rs.19160 W-4 - - 6

COMPLETE CAREER GROWTH PLAN IN RESPECT OF NON EXECUTIVE (GROUP "C") EMPLOYEES
SKILLED CATEGORIES -
SCALE
No. of No. of No. of No. of No. of
S.NO. LEVEL (OPEN TRADEII TRADEI2 TRADEI3 TRADEI4 TRADEI5
Emp. Emp. Emp. Emp. Emp.
ENDED)
AUTO BATCH ING
WINCH
PAINTER WELDER PLANT
ELECTRICIAN OPERATOR
OPERATOR
17,040/- +
Wi - - - - - - - - -
INC 3%
• 17,720/- +
2 W2 - - - - - - - - -
INC 3%
BATCHING
• 18,430/- +
3 W3 Auto Elect-I - Painter-I - Winch Operator-I - Welder-I - PLANT
INC 3%
OPERATOR-I
Abolished & Abolished & Abolished &

19,160/- + upgraded from Auto - upgraded from upgraded from
4 W4 - -
INC 3% Elect.-SG to Sr.Auto Painter-SG to - - - Welder-SG to Sr.
Elect.-SG Sr.Painter-SG Welder-SG
• 19,920/- +
5 W5 Sr. Auto Etect.-SG - Sr. Painter-SG - - - Sr. Welcer-SG - Sr. BPO (SG)
INC 3%
Construction Construction Construction Construction
•20730/- + Construction
6 W6 - Supervisor - Supervisor (Winch)- - Supervisor - Supervisor
INC 3% Supervisor (A/E)-III
(Painting)-III II (Welding)-III (BPO)-IIl
22,590/- + Construction
7 51 - Supervisor - Supervisor (Winch)- - Supervisor - Supervisor
INC 3% Supervisor (AIE)-II
(Painting)-Il II (Welding)-Il (BPO)-Il
24,640/- + Construction
8 S2 - Supervisor - Supervisor (Winch)- - Supervisor - Supervisor
INC 3% Supervisor (AIE)-1
(Painting)-I I (Welding)-I (BPO)-I
SR.
Sr. Constn. Sr. Constn.
'27,270/- + Sr. Constn. Sr. Constn. Construction
9 S3 - Supervisor - Supervisor -
INC 3% Supervisor (NE) Supervisor (Winch) - Supervisor
(Painting) (Welding)
(BPO)
COMPLETE CAREER GROWTH PLAN IN RESPECT OF NON EXECUTIVE (GROUP "C") EMPLOYEES
SKILLED CATEGORIES -
SCALE
S.NO. LEVEL (OPEN TRADEI6 TRADEI7 TRADEI8 TRADEI9 TRADE2O
ENDED)
FITTER (SLIP FOREMAN
CARPENTER MECH.(HEM) MECHANIC FORM) (C/ElM)
17,040/- +
Wi - - - - - - - - -
INC 3%
17,720/- +
2 W2 - - - - - - - - -
INC 3%
18,430/- + Foreman-VI
3 W3 Carpenter-I - Mech.(HEM)-I - Mechanic-I - Fitter (SIF)-I -
INC 3% (C/ElM)
Abolished & Abolished & Abolished & Abolished &
19,160/- + upgraded from upgraded from upgraded from upgraded from Fitter
4 W4 - - -
INC 3% Carpenter-SG to Sr. Mech.-SC to Sr. Mech.-SC to Sr. (SIF)-SG to Sr.Fitter - -
Carpenter-SC Mech.-SG Mech.-SC (S/F) -SC
19,920/- + Sr. Mech. (HEM)- - Foreman-V
5 W5 Sr. Carpenter-SG - Sr. Mech.-SC - Sr. Fitter (SIF)-SC -
INC 3% SG (C/ElM)
Construction Construction Construction
20730/- + Construction Foreman-IV
6 W6 Supervisor - Supervisor (HEM)- - Supervisor (Mech.)- -
INC 3% Supervisor (S/F)-III - (C/ElM)
(Carpentary)-lll III Ill
22,590/- + Construction Foreman-Ill
7 51 Supervisor - Supervisor (HEM)- - Supervisor (Mech.)- -
INC 3% Supervisor (S/F)-lI - (C/ElM)
(Carpentary)-lI II II
Construction Construction
24,640/- + Construction Construction Foreman-Il
8 S2 Supervisor - Supervisor (Mech.)- -
INC 3% Supervisor (HEM)-I - Supervisor (SIF)-I - (C/ElM)
(Carpentary)-II
Sr. Construction
27,270/- + Sr. Constn. Sr. Constn. Sr.Construction Foreman-I
9 S3 Supervisor -
INC 3% Supervisor (HEM) - Supervisor (Mech.) - Supervisor (S/F) - (C/E/M)
(Carpentary)
COMPLETE CAREER GROWTH PLAN IN RESPECT OF NON EXECUTIVE (GROUP "C) EMPLOYEES
Ii
SKILLED CATEGORIES
SCALE
S.NO. LEVEL (OPEN TRADE2I TRADE22 TRADE23 TRADE24 TRADE25
ENDED)
FITTER DRIVER LIFT OPERATOR BARBENDER PLUMBER
17,040/- +
WI - - - - - - - - -
INC 3%
17,720/- +
2 W2 - - - - Sr. Lift Operator - - - -
INC 3%
18,430/- +
3 W3 Fitter-I - Driver-I - Lift Operator-SC - Barbender-1 - Plumber-I
INC 3%
Abolished & Abolished & Abolished &
Abolished &
Abolished & upgraded from upgraded from Lift upgraded from
)9,160/- + upgraded from
4 W4 upgraded from Fitter - Staff Car Driver to - Operator-cum- Plumber-SG to
INC 3% - Barbender-SG to Sr.
SG to Sr. fitter-SG Sr.Staff Car Driver - Mech. to Sr. Lift Sr. Plumber-
Barbender-SG SC
SC Operator-SG
19,920/- + Sr. Staff Car Driver- Sr. Plumber-
5 W5 Sr. Fitter-SC - - Sr. Lift Operator-SC - Sr. Barbender-SC -
INC 3% SC SG
20730/- + Supervisor (SCD)- - Construction
6 W6 Supervisor (Fitter)- Supervisor - Supervisor
INC 3% - III Supervisor (Lift)-III -
III (Barbending)-IlI (Plumbing)-IlI
22,590/- + Construction Construction
7 51 Supervisor (SCD)-lI - Supervisor - Sup.
INC 3% Supervisor (Fitter)-lI - Supervisor (Lift)-II
- (Barbending)-II — (Plumbing)-Il
24,640/- + Construction Construction
8 S2 - Supervisor (SCD)-I - Supervisor - Sup.
NC 3% Supervisor (Fitter)-I Supervisor (Lift)-1 -
(Barbending)-I (Plumbing)-I
Sr. Constn. Sr. Constn.
27,270/- + Sr. Constn. Sr. Supervisor Sr. Constn.
9 S3 Supervisor - Supervisor
INC 3% Supervisor (Fitter) - (SCD) - Supervisor (Lift) -
(Barbending) (Plumbing)
COMPLETE CAREER GROWTH PLAN IN RESPECT OF NON EXECUTIVE (GROUP C") EMPLOYEES
SKILLED CATEGORIES
SCALE
S.NO. LEVEL (OPEN TRADE26 TRADE27 TRADE28 TRADE29 TRADE3O
ENDED)
WORK
CRANE
OPERATOR (ElM) SUPERVISOR
OPERATOR
(C/ElM)
•17,040/-+
Wi - - - - - - - - -
INC 3%
17,720/- +
2 W2 - - - - - - - - -
INC 3%
•18,430/- + Work Supervisor - - -
3 W3 OPERATOR (E/M)-1 - - -
INC 3% - (C/E/M)-I
Abolished & upgraded

19,160/- +
4 W4 from Optr(E/M)-SG to - - - - - - - -
INC 3%
Sr. Optr(E/M)-SG
19,920/- + Sr. Operator (E/M)- Sr. Work Sr. Crane Operator-

5 W5 - - - - -
INC 3% SG Supervisor (C/E/M) - SG
Construction
•20730/- + Construction Chief Supervisor
6 W6 Supervisor (Crane - - - -
INC 3% Supervisor (E/M)111 - (C/E/M)111 - Operating)-lll
22,590/- + Construction Chief Supervisor -
7 Si - - - -
INC 3% Supervisor (E/M)-ll - (C/E/M)-Il -
•24,640/- + Construction Chief Supervisor Construction Sup.
8 S2 - - -
INC 3% Supervisor (E/M)-1 - (CIE/M)-1 - (Crane Operating)-1 -
Sr. Construction
27,270/- + Sr. Construction Sr. Chief
9 S3 - Supervisor (Crane - - - -
INC 3% Supervisor (E/M) - Supervisor (C/E/M)
Operating)
9V
ANavratna CPSE
"POLICY I PROCEDURE FOR CHANGE OF NAME"
1.1 An employee desirous of changing his/her Name shall be required to take the following steps prior to making a
request to the Corporation for recording the change in his/her name:
I) To swear an affidavit before a first class Magistrate in support of the proposed change in name; and
ii) TogetthecopyofsuchAffidavitpublished in the Official Gazette of the State concerned and also in local
language newspaper having wide circulation.
1.2 The employee shall, thereafter, submit to his/her Controlling Officer, an application for change of name along with
the printed copy of the notification of the Gazette, as also the Affidavit in original along with newspaper cutting.
1.3 The Company shall not entertain request for change of name unless the concerned employee has taken the step
as mentioned in Clauses 1.1 and 1.2.
1.4 Applications for Change of Name shall be scrutinized by the respective offices and shall be placed before the
Controlling Officer concerned who will forward the application with his recommendations to the Head of the
Personnel Department for his approval.
2.0 CHANGE OF SURNAME OF FEMALE EMPLOYEESAFTER MARRIAGE
2.1 Above procedure shall not apply to a female employee who wishes to change her surname after marriage. A
female employee shall be allowed to change her surname after her marriage on the basis of a written request to
that effect giving particulars of her marriage. Such change may be allowed with the approval of the Controlling
Officer/ Head of Department.
2.2 The Corporation reserves to itself the right to modify, cancel or amend the above procedure
94
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A Navratna CPSE
"FAST TRACK PROMOTION POLICY"

BACKGOUND
'Fast Track Promotion Policy" introduced in order to provide motivation to talented executives for further career growth.
Board of Directors vide resolution adopted in the 425th meeting held on 22.04.2014 have approved the "Fast Track
Promotion Policy" as motivational instrument to shoulder higher responsibilities initially for E-2, E-3 & E-4 level(s) covering
all cadres viz: Engineering, Finance, HRM, Professional(s) / Semi-Professional(s). The basic idea behind "Fast Track
Promotion" Policy is to spot the best performers on work and to attract talent and give them more attractive path to grow
with the organization, encouraging the culture of orientation, achievement and to sustain the high morale of the Middle
Level Executives and to contribute their maximum potential towards the growth and development of the organization.
The criteria/guidelines for Fast Track Promotion Policy (FTPP) are as under :-
(I) Eligibility Period:
ENGINEERING CADRE I FINANCE / HRM CADRES

S.NO. PROMOTION PROFESSIONAL(S) SEMI-PROFESSIONAL(S)
FROM TO MIN. YEARS MIN. YEARS
1. (E-2) (E-3) 2 3
2. (E-3) (E-4) 2 3
3. (E-4) (E-5) 2 3
(a) The Executives whose last Two ACRs are 'A' or 'B' are eligible under the Policy and Executives whose Part 'C'ACRs
or 'C' & belowACRs will not be eligible for promotion un der "FTPP".
(b) Under 'FTPP" maximum two chances (consecutive) will be allowed to consider in one cadre
(c) In case of newly appointed Executives recruited directly in the above mentioned levels specified 1(i) above, shall be
eligible for separate "FTPP" only afterthey are eligible for Promotion under normal course.
(d) Promotion under "Fast Track Promotion Policy" will be based on written Test.
(ii) Cut-off Date/Date of Promotion/Financial Benefit:
The cut-off date for reckoning the eligibility will be 31thDecember each year. Promotion and financial benefits will be
effective from 1st January irrespective of the holiday falling on that day.
(iii) Frequency of "Fast Track Promotion":
Fast Track Promotion shall be held in the month of December every year.
[Refer Circular No. : NBCC/HRM(Policy Matter)IFTPPI2O14I Dated: 11.1O2O14J
95
GENERAL NORMS
A. ASSESSMENTUNDERFTPP
Fast Track Promotion Committee shall take into account following factors and quantifies them as under:-
OVERALLASSESSMENT IN CASE OF INTERVIEW
S NO PARTICULARS MAXI. MARKS
1. Maximum Marks for Appraisal Assessment

(i) Marks for 'A' Grading = 10
(ii) Marks for 'B' Grading = 08
(in case of more than one appraisal report(s) in any year, 20

average of appraisal marksin respect of Grading shall be taken
(i.e.total marks divided by no. of Appraisal reports).
2. Overall Assessment through Interview by FTPC 30
MAXIMUM TOTAL MARKS 50
B. PROCEDURE TO BE FOLLOWED BY FAST TRACK PROMOTION COMMITTEE (FTPC) IN RESPECT OF THE

EMPLOYEES WHOSE CONDUCT IS UNDER CLOUD.
Issuance of promotion order in FTPP is subject to vigilance clearance/administrative clearance as applicable in norms
DPC. In case of disciplinary/criminal proceedings, sealed cover process will be followed.
C. SEALED COVER CASES IN NORMAL DPC
The employees whose cases of promotion are already kept in sealed cover(s) in the normal DPC(s) will no be
considered eligible under Fast Track Promotion Policy.
D. CREATION OF VACANCIES
Since this a Fast Track Promotion for the talented and high performer employees to further grow and develop in the
Company, CompetentAuthority has approved cut-off marks at the selection process at 90% of total 50 marks towards
combining Appraisal and performance in the interview. In that case, all the employees securing 90% or more marks
will be selected to the next higher grade. Employees securing less than 90% marks will be rejected for promotion
under FTPP.
96
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ANavratna CPSE
NBCC INCENTIVE SCHEME FOR ACQUIRING HIGHER/ADDITIONAL

QUALIFICATIONS
1.0 OBJECTIVES
NBCC Incentive Scheme for acquiring higher/additional qualifications has been formulated with a view to motivate
employees to strive for self-development through improving their knowledge and professional competence by
undertaking advanced studies relevant to the business of the Company as well as for better and more efficient
performance in their respective functional areas.
The scheme is intended to help the employees in acquiring higher/additional professional qualifications through
regular part-time or correspondence courses while continuing to perform their duties in the service of the company.
2.0 APPLICABILITY
The Scheme shall be applicable to all regular employees in the rolls of the Companybelow board level other than
deputationists, Apprentices &Contract employees. However, employees who have already acquired higher
professional qualification with effect from 20.6.2013 onwards will be eligible for incentive underthis Scheme subject
to their eligibility.
3.0 ELIGIBILITY
3.1 The employee must obtain prior permission of the Company before registering himself with any institution or
University.
3.2 The Institute/University should be recognised by All India Council of Technical Education (AICTE)/University
Grants Commission (UGC)/Distance Education Council (DEC) or any other body recognised by Government
of India/State Government as the case may be.
3.3 Minimum 5 years service should be completed by the employee in the Company on the date of enrolment for
the course leading to the qualifications for acquisition. The period of one year completed by a management
trainee on induction will be treated as having completed of one year service in the Company forthis purpose.
3.4 The qualification should be higher/additional to the qualification(s) already possessed by the employee and
significantly relevant to his/her relevantcadre/discipline.
3.5 The expenses incurred by the employee for admission and/or pursuance of the course of studies must not
have been met, either in part or in full by the Company.
4.0 INCENTIVE
4.1 On acquiring the prescribed qualification from a recognised University/Institute/Body, an employee shall be
eligible to the grant of a lump-sum cash award as per the scale indicated at Appendix -I in addition to the
examination fees.
4.2 Examination fees referred to above, are in respect of final examination as well as intermediate or part/section
examination. However, the fee shall not be reimbursable more than once forthe same examination.
4.3 Employee shall be eligible to claim lump-sum cash award for only two additional higher qualifications during
his service.
4.4 In case of any doubt regarding the recognition or otherwise of a qualification, the same shall be determined
with reference to the approved practice in the Government of India.
5.0 PROCEDURE
5.1 An employee desirous of claiming incentive underthis Scheme shall apply in the proforma given in Appendix -
II, through his HoD/RBG/SBG/ZH to the HoD, HRM at Corporate Office, for obtaining prior permission of the
Company before registering himself with any Institute/University. The HoD, HRM, Corporate Office, after
97
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A Navratna CPSE
considering the merits of the case, should record his satisfaction or otherwise that the qualification fulfils the
requirements indicated at clause No. 3.4. Thereafter, a communication will be sent to the employee leading
to the qualification to be acquired.
5.2 On successful completion of a prescribed qualification, the employee concerned shall apply in the proforma
given in Appendix - Ill, through his HoD/RBG/SBG/ZH for the grant of Incentive, to the HoD, HRM, Corporate
Office alongwith original Mark Sheet from the appropriate Examination Authority. The application will be
processed in the HRM Division, Corporate Office and sanction orderwill be issued by the HRM Division.
5.3 The additional/higher qualification so acquired by the employee will be added in service record from the date
of sanction order issued bythe HRM Division.
6.0 SANCTIONING AUTHORITY
HoD, HRM Division, Corporate Office shall grant the incentive underthe Scheme.
7.0 GENERAL CONDITIONS
7.1 In case of any doubt with regard to any provisions of the Scheme and also in respect of cases/matters not
covered here, the same should be referred to Corporate HRM Division for clarification/decision.
7.2 Notwithstanding the provisions of this Scheme, Management reserves the right to transfer and/or assign and
nature of work to an employee pursuing any course under the scheme, depending upon exigencies.
7.3 Permission for pursuing study will not confer any right for grant of leave as a matter of right and a ground for
continue stay at same station. Grant of leave shall be subject to the normal leave rules of the Company.
7.4 Grant of incentive under the Scheme shall not entitle an employee to any specific claim for
promotion/categorisation as professional or semi-professional. This shall be governed as per extant
promotion policy.
7.6 No accelerated promotion or grant of any special increment(s) to employees shall be admissible on acquiring
additional/higher qualification.
7.7. If an employee is under suspension or under penalty period for any misconduct/criminal or disciplinary
proceedings, then the benefit of cash award and examination fee would only be granted from the date of
revocation of suspension or the penalty period is over.However, the higher/additional qualification so
acquired will be noted in service record subjectto his/herfulfilling the eligibility criterion.
7.8 If any employee, who has received a cash award under this Scheme, leaves the services of the Company
within a period of two years from the date of the issue of orders for cash award, he will be liable to refund the
amount of the award to the Company before his resignation is accepted. Refund of cash award need not be
insisted in the case of death of an employee. In case of dismissal or termination of service on account of
desertion of service by the employee, recovery shall be made from the dues of the employee.
8.0 COMPETENTAUTHORITY
The powers to review list of qualifications, to include/delete any qualification in/from the list of professional
qualification, amount of lump-sum cash awards and other minor amendments/modifications to the Scheme
shall vest with the Chairman-cum-Managing Director of the Company.
8.1 This Scheme can be suspended or withdrawn at the discretion of the Chairman-cum-Managing Director,
NBCC at any time.
9.0 The lump-sum cash award is subject to deduction of income tax as per the provisions of Income Tax Act,
1961.
(Refer Circular No HRM/PMS/INCENTIVES/2016/419 dt: 20:02:2016)
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APPENDIX - I
LIST SHOWING THE PRESCRIBED HIGHER QUALIFICATION AND AMOUNT OF CASH AWARD
SI.NO. Qualification Lump-sum

Cash Award (Rs.)
ENGINEERING
1. Ph.D.in Engg!Mgt. (minimum duration 2 years) 12,000/-
+examination fee
2. M.Tech (civil/electrical!mechanical!structural/power/energy or in any other 9,000/-
discipline which relates to operational functions of the company) / MBA + examination fee
(Project Mgt)! MBA (Real Estate)(minimum duration 2 years)
3. Degree in Engineering! Technology! Computer Science / Computer Rs. 7,000!-

Applications / Architecture / AMIE (minimum duration: 3 years) + examination fee
3. Diploma in Engineering / Technology ! Computer Science! Computer 6000!-

Applications !Architecture!Construction Management(minimum duration: 2 + examination fee
years)
FINANCE CADRE
1. Ph.D. (in financial discipline) (minimum duration 2 years) 12,000!-

~ examination fee
2. MBA(Finance)!CA!ICWA!MFC 9000/-
(minimum duration: 2 years) + Examination fees
HRM& all other cadres

1. Ph.D (in Management) (minimum duration 2 years) 12000!-
+ examination fee
2. MBA(HR)!MSWIPG degree in HR!IR!PM, LLM, MBA (Marketing)!PG 9,000!-
degree in Mass Communication! journalism!PR! PG diploma courses on + examination fee
Corporate law!business law!Corp Mergers & Acquisitions!Securities and
Investment!
(minimum duration: 2 years)
3. Diploma in HR!IR!PM, LLB, Diploma courses on Corporate Iaw!business 6,000!-

law/Corp Mergers & Acquisitions!Securities and Investment law! diploma in + examination fees
Translation (one year duration)!Diploma in PR/Journalism/Mass
communication (minimum duration: 2 years)
As a measure to improve literacy amongst employees, special incentive of Rs. 3000/- (Rs. three
thousand) will be granted to employees who pass matriculation from recognised board, including
IGNOU during service in NBCC.
Note: All the above qualification should be obtained from recognized institute/universities as defined in
Clause No. 3.2 of the Incentive Policy.
Examination fee will be admissible only once, not for passing past examinations.
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APPENDIX -II
APPLICATION FOR SEEKING PERMISSION FOR HIGHER QUALIFICATION
(TO BE FORWARDED THROUGH HoD /RBG/SBG/ZH/UNIT INCHARGE)
DATED: I I
The H.O.D (HRM),

NBCC Limited, NBCC BHAWAN
Lodi Road, New Delhi
Sub: Application for seeking permission for higher qualification
Sir,
I intend to pursue higher qualification for improving my knowledge and professional competence and request you to
grant permission for the higher qualification. Necessary details of the higher qualification to be acquired by me are
given as under:
Name of Name of Indicate whether Course duration, mode of study and

qualification Institute/uni the institute/college commencement of session
to be versity and is recognised by
Course Mode of study Month of
acquired its complete AICTE/UGC/DEC/ duration (state whether commencement of
Central or State part time! session
address
Govt. correspondence
I have read the NBCC Incentive Scheme for acquiring higher/additional qualifications and in terms of criterion, I am
eligible for the incentive in the shape of cash award/examination fees on completing of the above qualification and
submission of pass-out mark-sheet/certificate.
or
The additional qualification I intend to acquire does not figure in the Annexure I of the NBCC Incentive Scheme
for which the incentive is granted. I undertake not to claim any incentive on completing and passing out the
examination.
(Delete whichever is not applicable).
I certify that the Institute/University from where I intend to pursue the higher/additional qualification is recognised by
AICTE/UGC/DEC/Central or State Government(delete whichever is not applicable).
I request you to kindly grant permission for pursuing the above additional/higher qualification.
Thanking you,
Yours faithfully,
NAME:
DESIGNATION:
EMP. CODE NO:
PLACE OF PRESENT POSTING
MOBILE NO:
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APPENDIX - III
APPLICATION FOR GRANT OF CASH AWARD FOR ACQUIRING HIGHER QUALIFICATION
(TO BE FORWARDED THROUGH HoD/RBG/SBG/ZH/UNIT INCHARGE)
DATED: I /
The H.O.D (HRM),

NBCC Limited NBCC BHAWAN
Lodi Road, New Delhi
Sub: Application for grant of cash awardon acquiring higher qualification
Sir,
Reference Permission of HRM Division vide No. dated regarding

acquiring additional/higher qualificationand pursuing
I hereby declare that I have passed examinationheld

by in and I enclose herewith a certified copy of the mark-sheet/certificate in
support of my passing out the final examination.ln terms of the NBCC Incentive Scheme, I am eligible for cash award and
examination fees. I also enclose herewith the original receipt of examination fees for reimbursement.
I certify that the Institute/University from where I have completed the additional/higher qualification is recognised by the
AICTE/UGC/DEC/Central or State Government (delete whichever is not applicable). I also certify that the expenses for
admission and/or pursuance of the course of studies has not been met by the Company.
I further undertake that in case I resign/leave the Company within a period of two years from the date of issue of orders for
cash award, I will be liable to refund the amount of award to the company before the resignation is accepted.
It is requested that incentive in the shape of cash award and reimbursement of examination fees as per Scheme may
kindly be sanctioned&paid and the qualification be recorded in the service book.
Thanking you,
Yours faithfully,
NAME OF EMPLOYEE:
DESIGNATION:
EMP.CODE NO:
PLACE OF PRESENT POSTING:
MOBILE NO:
(TO BE USED BY THE FORWARDING AUTHORITY)
The application is forwarded to HOD(HRM) alongwith certified copies of mark-sheet/certificate.
2. I confirm that I have seen the original documents before forwarding the same to Corporate Office and in token of its
authenticity, I have signed on each copy(s) of document (s).
SIGNATURE:
NAME:
DESIGNATION:
EMP.CODE:
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INCENTIVE FOR EMPANELMENT OF IN-HOUSE FACULTY MEMBERS
1.0 BACKGROUND
The Company has introduced Honorarium Scheme in the year 2011 for delivering of Lectures by In-house faculties
for In-house training programmes.
Now-a-days, Company is leveraging the knowledge of our experienced employees for developing the employees
on their respective disciplines, behavioral, managerial and leadership abilities. The Company is focusing and
planning on development of internal faculties for various In-house training programmes.
2.0 OBJECTIVE
2.1 To enhance the knowledge in their respective fields to enable them to make better use of their expertise and
creative potentiality in an appropriate manner for achievement of the Organizational targets.
2.2 To encourage Engineers I Officers I Staff so that they are motivated to become Faculty Member(s) for NBCC
in-house training program.
3.0 HONORARIUM
HRD Division is inviting options from time to time for empanelling of those Officers / Engineers who are fascinated
in giving lecture/training with indicating their topics as well as duration. It has been decided to give honorarium for
Empanelled Faculty Members on delivery of lecture as detailed below:
RATES OF HONORARIUM
Level of Officers Honorarium for Full Honorarium for Half Honorarium for
Day Day Two Hours
(8 hours) (4 Hours) (2 Hours)
E-7 & Above Rs. 10,000/- Rs.5,000/- Rs.2,500/-
E-5 to E-6 Rs. 8,000/- Rs.4,000/- Rs.2,000/-
E-1 to E-4 Rs. 6,000/- Rs.3,000/- Rs.1,500/-
E-Oand Below Rs. 4,000/- Rs.2,000/- Rs.1,000/-
(REFER :CIRCULAR NO.: NBCC: CGM(HRM):Policy:2019:Dated:27.02.2019]
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NBCC TRAINING POLICY
1. INTRODUCTION
Learning & Development is a key to ensure our employees are equipped to meet the challenges of highly
competitive and dynamic environment of the present times. The acquisition of relevant and useful skills &
knowledge along with the development of managerial and leadership know-how is critical for the efficient
management of the organization. It is the foundation of a responsive, accountable and innovative workforce.
Customized training & development not only improves employees' performance and consistence but also help
nurture employee satisfaction resulting in long term retention.
2. OBJECTIVES OFTHETRAININGPOLICY
The training policy of the company aims at the following:-
To create conditions conducive to a quest for knowledge and to equip the existing manpower with appropriate
skills and knowledge needed for the attainment of the Corporation objectives.
To sharpen the managerial skills and competence needed for better performance and provide all possible
opportunities to the employees to improve their performance and productivity.
Promoting holistic development of employees through spiritual, health and attitudinal change processes.
Promoting better understanding of professional requirements as well as sensitization to professional, socio-

economic and political environment in which work is done.
Enhancing the competence of Corporation functionaries to cater to the emerging needs of its operation
through research and capacity building.
3. TRAINING NEED IDENTIFICATION
Post the completion of Annual Performance Appraisal Cycle, the Training Need identification is done to understand
the gap between the required level of performance and present level of performance of the employee. Training
Need Identification for all the employees is done by HR Department on the basis of:
MOU signed with MOUD and NBCC.
Training needs mentioned as per theACR of the previous year of the individual.
Any need arising out of functional requirement
Any need arising out of business requirement
In the course of organizational development through change management
Competency Based Training programmes (Functional! Behavioural as per Cadre! Level).
4. TRAININGAPPROACH
4.1. TraditionalApproach:
The training programs are arranged in-house or externally depending on the type of the training, number of
employees to be trained and the cadre. The training programs are conducted byway of:
In House Training Division
External Training Division
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In house Training
In House Training Programs are organized in the office premises by NBCC faculty and are usually
job/function/department specific or skill development or related to introduction of a new product of the Corporation
etc. The controlling Officer will ensure developing the proper content of the program aimed at result-oriented
training before such training is organized and carried out.
The Corporation has set up Employee Development Centre at Ghitorni, New Delhi, to cater to the training and
development needs of Corporation. The infrastructure at EDC is also being utilized for imparting training through
Skill and Entrepreneurship Program for un-employed youth by Training Partner at NSDC. EDC has been
strengthened and equipped to caterthe needs of the Organization and future plans.
Nomination Methodology
The trainings of Non Executives are conducted at EDC / various RBG/SBG/ ZO. The nominations for the various in
house programs are sought from the Head of the Department!RBG Heads/SBG Heads/Zonal Heads on the
monthly basis.
External Training
The External Training Division, Corporate Office has been entrusted for conducting the functional/behavioural
trainings to employees through external agencies. External trainings are one of the effective ways for employee
development by way of managing the gaps in the functional / behaviour skills of the employees. Moreover, as per
MOU parameters, certain training mandays need to be completed for achieving "Excellent Rating". In view of this,
every month, we receive communications from the various training institutes on the upcoming training programs.
Nomination Methodology
Every month various training institutes contact us for the programmes conducted by their institutes for imparting
same to our employees in the areas of:
S. No. Programs Pertaining
1 HRM!Admin/ Behavioural! General Management! Lifestyle Management! Law
2 CSR
3 Technical- CPG ! PMG ! Consultancy!Quality Control! R&D! ISO! Safety! Smart City
4 Finance
5 Business Development
6 Real Estate
7 IT! RTI ! Contract Engg.
8 Vigilance
9 CS
10 Women Issues
11 DPE/ Govt. Sponsored programme for Board Level! other employees
12 Any other program
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Nominations at various levels are then done after short listing training programmes as per the organization
requirement. At present, the nomination approval at various levels is being done as under:
S. No. Levels Competent Authority
1 UptoAGMLevel HOD(HRM)
2 GM&Above CMD
4.2. ComprehensiveApproach:
The training focus needs to be shifted to Competency Based Model for Training& Development. Under this,
competencies are well defined for various roles in the organization and bench marks are created for these
competencies required at various levels. Competencies can be Functional or Behavioural in nature. Competencies
comprise of all the knowledge or information or behavioural skills related to a particular job role which is required to
be present in an individual for performing the role.
A comprehensive approach on training may be taken where the individual training needs as received from the
individual ACRs may be collated with the model (Competency Based Model) stated above. Under which the
competencies (Functional! Behavioural) shall be defined for each Cadre (E-1 to E-9)! Management Group (Junior!
Middle/Senior) and Competency Matrix shall be prepared. Typically for a particular level 3/5/8 Competencies shall
be decided and it shall be made compulsory for employees to attain such competencies. Further the training
programmes shall be listed to enhance those particular competencies which would be aimed at increasing the
performance for an individual while performing on the particular role! his next role. This way individuals will gain
confidence while working on the job, increase their loyalty with the company and overall work productivity shall be
improved.
5. Designing of Training Programmes
5.1. The training programmes shall be conducted for the following levels:
1) Executive Level
2) Worker Level
5.1.1. Executive Level
It has been decided that henceforth the training plan shall be finalised in advance forthe current yearfor each level of
the employees based on the competency matrix prepared forthe role along with the individual training requirement
as mentioned in the ACRs.
5.1.2. Training for Worker Level
The in house training division is responsible for organising training prgrammes for workers at EDC Ghitoni. At
present, the company has 844 no. Group- 'C' worker level employees are working in the company who can be
effectively trained I upskilled for proper utilization as per their skill requirement required to handle various jobs. This
will also help in rationalization and optimization of resources across various sites of NBCC.Annual Calendar is
prepared and based on the same budget approval is taken.
Training programmes being conducted under Skill India Mission under which youth/workers! apprentices are get training in
our locations free of cost for various trades under Construction Industry. The initiative is targeted at providing adequate skill
training!upskilling training to the youthful manpower in next 7 years so as to eradicate the problem of poverty and skill
deficiency in India. NBCC (India) Ltd, being a leading CPSE in the real estate, having a current turnover of Rs. 6000 Cr. and
fully conscious of the substantial role it can play in the above mission, plans to partner with appropriate agency to address
the up skilling requirement of the manpower in the construction sector across the country.
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NBCC aims to produce more and more skilled workers & to bridge the skill gap in the country. The recent focus on
modernization has resulted in increased mechanization / advanced construction technologies! modular
construction in the industry resulting in need for up skilling of existing workforce. Simultaneously the existing
workers will be exposed to advanced technology in construction, the skill gap will be supplemented by well-
structured training. The organization has already identified number of people to be trained for upskilling for the
period of next 5 years.
5.2. Induction&Orientation Programs for New Joinees
All the new joinees in NBCC (starting from JE! MT levels) will undergo One Week Orientation Program upon
their joining in the company before the allotment of first posting. This is help them to have a basic overview of
our business operations, work culture, site conditions etc. Through the program, they would be familiarized to
our company's vision/mission, long term objectives, existing HR policies / practices along with the role !job
specific requirements for meeting job expectations. This also helps in developing a sense of belongingness in
new joinees towards the Organization
5.3. Functional
Engineering: In view of the growing importance of Construction Management in the day-to-day working the
training program should contain significant inputs on construction industry facilitating enhancement of
individual and organizational performance. This would include mass awareness programs like introduction to
Computer Aided Project Management, Construction & Quality Control, Safety, Training on Lightening
(Electrical), Latest Concrete Technology, Water Harvesting, Sustainability Development and Managerial
Skills, etc.
Finance & Accounts
This includes training of the Finance & Accounts Personnel in their core areas of functioning viz. Accounting
Standard, Service Tax, VAT, CESS& Revised Schedule—VI
Human Resource Management
Provide employees with an in-depth understanding of the functional areas so that they are well equipped with
the knowledge and skills required for performing their specialized role.
Other Areas- IT/Law/CS/CC/any other
5.4. Behavioural Programs
This includes the trainings aimed at changing the behaviour pattern of the individual which influences the job
performance like, Interpersonal skills, Communication Skills, Leadership Skills, Attitude, Motivation, team
building, Conflict Management, Flexibility, Decision making, Creativity etc.
5.5. DPE I Govt. Sponsored Training Programs
This includes all the govt. sponsored programmes or DPE sponsored programmes typically aimed at
development of executives in various CPSEs/ govt. bodies.
5.6. Management Development Programs
These are Advanced Management, General Management and Basic Management programs etc. to help
executives at the senior, middle and junior management levels in broadening their understanding and
improving their skills to prepare them to face the challenges at higher positions. These programs provide
inputs to fill knowledge gaps, broadening of the horizons, and building of new insights to enhance the thinking
process for better quality decision-making. Emphasis is on Continual Development of executives and to keep
them abreast with the latest management practices in the modern and changing business environment.
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5.7. Multi I Up-skilling & Skill Development Programs for Non-Executive Employees
This includes skill development programs in respective disciplines to help keep the employees abreast with the
latest Technical advancements in various aspects oftheirfunctional skills.
5.8. Spiritual & Health Related Programs
To help the employees respond to adverse situations from different dimensions and create effective
relationship with their peers fostering a climate of peaceful coexistence for organizational excellence through
practice of yoga, meditation etc.
5.9. Knowledge Sharing & Management
Knowledge is gained best when shared. NBCC aims at creating a culture of knowledge Management &
Sharing. Through Knowledge Management one can capture distribute, and effectively use the knowledge.
Employees may be asked to share their earnings & experience gained in the various training programs so that
other members can also benefit from the same.
Self- Teaching Workshops
All departmental engineers I officers I staff are encouraged to become faculty members for our In-house
training programs. The self-teaching workshop module has been incorporated into the NBCC Training Plan to
initiate a culture of autonomous and independent organized learning in various disciplines.
The holding of the workshop will impress on the officials concept of continuous self-study, ensure sustainable
knowledge, skills by integrating learning and application, experiencing competence and success, be well
prepared by way of continuous engagement and reduction of anxiety by feed back to the individual learning
progress.
It is proposed that all the GM and above cadre officials will conduct a two day training program on any subject of
their choice, every six months i.e. twice a year. This is a thoughtful move to ensure the periodic interaction and
knowledge transfer among the employees.
The In-house faculty should have the following qualities:
Role model in the 'line function' and open to new ideas
Willing to learn and share knowledge
Possess good communication & inter-personal skills
Abundant patience with positive and helpful attitude
5.10. Awareness Workshops
Awareness Workshops will be conducted periodically for the employees on various topics related to
individual/workplace in orderto improve understanding on different issues and create consciousness, develop
sensitivity and ownership on different issues of mutual interest for employees as well as organization.
6. CONDUCTING OF TRAINING PROGRAMMES
Competent Authority as per SDOP 2017-18 shall nominate the employees for the various programmes which are
selected as per the organizational requirement. HR shall issue the Circular mentioning the names of the employees
on monthly basis so that respective ROs can spare the employees for the training program without any hesitation
and alternative arrangement may be done to make up for their absence for carrying out the day to day official work.
Aseparate KRAshaII be created for employees for attending minimum no. of training programmes in a year and the
weightage shall be also be given on account of this in theACR.
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7. TALENTMANAGEMENT&CAREERPROGRESSION
A comprehensive 5-year Training Plan is envisaged with career progression for each level of employees in
Engg./Finance/HRlOther functions. With the progression in career the training needs will also be changed in
respect of junior and middle level employees. More of leadership programmes will be introduced for senior
management people and senior officers.
8. MOU
As per the MOU with MOUD, every year certain training mandays are to be fulfilled for achievement of excellent
rating. In addition to the above, the MOU also includes fulfilment of training plan for multi-skilling / skill upgradation
of non-executives, risk management training courses for senior management personnel, sponsoring senior
executives for advance management programs and project management programs for technical executive.
9. PREPARATION OF TRAINING CALENDAR
Training calendar shall be prepared based on the training need identification captured for all the employees and the
feedback received from various sources as per MoU signed, is compiled and consolidated. All the major training
institutes pan India are contacted for the availability of the various training programs relevant to our organizational
requirement in terms of functional & behavioural. A comprehensive list of the programs is drawn for the preparation
of training Calendarwhich gets validated from the respective Heads of the Departments before getting approved.
Further, the employees shall be divided into various cadres! functions for training purpose and particular set of
trainings shall be targeted for the particular segment of employees. Every year,certain percentage of net strength
of employees (Aggregate ofcurrent strength + new entrants + new promotes — Superannuation/Resignation in the
company)shall be trained across various levels and functions.
The comprehensive training planupto E-9 level in various disciplines for the next Five years i.e, 2018-19,2019-20,
2020-21, 2021-22 & 2022-23.The Annual Training Calendar for the organization is rolled out at the beginning of the
financial year.
10. TRAINING BUDGET
For achieving the established target of the training man-days as per MOU and as per need of the Company, the
Training Budget is prepared by HRM at the beginning of the financial year (Qi) for both In-house and External
Training Programs separately and got approved from the CompetentAuthority.
11. ASSESSMENT OF THE TRAINING PROGRAMME
At end of the year the HR shall conduct the Training Survey from an Outside Agency and assess the training
effectiveness for the programmes conducted for employees during the year and the results of the assessment shall
be shared with the management. The assessment shall serve the purpose of knowing the competency gaps!
training requirement at individual! organizational level which can form the basis for the next year's Training and
Development.
12. MENTORING FOR EMPLOYEES UPTO E-0 TO E-2 LEVEL:
Policy on Mentor- Mentee has been already issuedVide Circular no. NBCC:HRM-PolicyCell:2015-16:538 dated
14.03.2016. In continuation of the policy, all employees, especially Junior levels / New entrants shall be assigned
mentors upon their joining by the company. The mentors shall be help towards the development of professional or
personal skills of the mentees by guiding them about various programs I sources by which mentees can acquired
their skills / competencies. One mentor can have several mentees and as a result of this one Senior Level Official
can personally groom may individuals. All the terms and conditions of the Mentor Mentee relationship shall be
maintained as per the policy.
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13. SUCCESSION PLANNING FOR E-7 TO E-9 LEVEL
For employees E7- E9, succession planning is already in process for grooming individuals! hi potential employees
for taking up higher responsibilities in case of superannuation of the Senior Level Official. Under this, the key!
critical positions in the company shall be identified basis which employees shall be identified who can be further
groomed for the higher responsibilities or future roles in the organization for the period of 2- 5 years before actually
assumingthe responsibilityofthe particularroleforwhich such individuals have been identified.
14. INDIVIDUAL DEVELOPMENT PLAN
For employees in the cadre E7- E9, the Individual Development Plan (lDP) shall be prepared for the officers at
Senior Levels. Under this focused approach shall be followed for imparting right set for skills through training
programs! Conferences! Seminars. Since IDP shall be for GM and above level officers, the trainings should be
more about developing skills on Leadership Skills, Business Acumen , Competition Analysis, Team Handling,
Liasioning skills, stress management, motivation etc
All the above three initiatives i.e, Mentoring, Succession Planning & IDP shall be monitored on quarterly by HOD
HRM.
15. OTHERFEATURES
15.1. PERIODICITY
Minimum two days training to all employees every year depending upon the nature of training program.
15.2. UPDATION OFTRAININGS IN THEACR
The trainings attended by the employees during the financial year will be updated in the respective ACRs at the
end of the yearforthe purpose of record keeping, reference and furtheraction on Employee Development.
15.3. LOCAL TRAINING CO-ORDINATORS
The concerned HR person in every RBG ! SBG !ZO will facilitate the coordination, maintain data and provide
requisite support to training Division for conducting trainings.
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POLICY ON MENTOR — MENTEE DEVELOPMENT PROGRAM
1.0 OBJECTIVES
1.1 The Organization is going through a culture where there is major gap between the experienced employees
who have the knowledge and information about the Organization and on the other hand Employees who
have been appointed Fresh. To bridge this gap, it is essential that the new employees be mentored by
Mentors, Assisted and Assimilated to the Organization culture and the new ones do not feel isolated. For this
purpose following is desired.
1. Ensure proper information to mentees, these Mentors should act as facilitators to new appointees
(known as Mentees) and the Organization processes system and Culture,
2. Provide guide & direction to the new entrant during theirformative years.
3. Clear doubts, apprehensions faced by the new entrant.
4. Enable the entrantto assimilate & adapt to the Org. culture
5. Provide them a companion who could beAfriend, Philosopher & Guide.
1.2 Defining Mentoring
Mentoring is a formal method adopted by Management which helps the new member of staff to make a
significant transition by way of
Getting insight into role & responsibilities of New Entrants in the Company.
Helping in building the character & value system, developing & nurturing, bringing out the hidden
potential of new/existing employee, facilitating to set career paths.\
Mentor acting as friend philosopher and Guide, helping in transformation of junior(s), to develop
performance culture and Organizational Excellence.
Bringing changes in the aptitude and attitude of the employee to meet Organizational needs.
2.0 GUIDELINES
2.1 Mentor:
Mentor shall be the Sr. Level officer of NBCC preferable at E4-E5 level who has the expertise and knowledge
about the subject, well versed in working Environment, system and practices of NBCC, and has outstanding
performance Record for a fairly long period of service in NBCC. Mentor preferable should be from same
function but not in reporting Hierarchy.
2.2 Mentee:
Mentee is a person who has entered the Executive cadre of the company by way of induction who needs to
be assisted by the mentor to understand the Organization process and need to be assimilated to the
Organization culture.
2.3 Responsibilities of Mentor
1. The job of Mentor shall be to help employee and act as a facilitator in making mentees understand full
cycle of process and Department, thereby assisting mentees about the process and activities, helping
them in understanding the complexities which can emerge from the various wrong decision.
2. Act as guide to help employees set their professional goals and facilitate mentee in his development as
suggested in the Objective of the scheme.
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3. To be Humble and polite all the time, during the course of the program.
4. It shall be the responsibility of the employee who has acted as mentor to specify in details about the
Mentorship Activities to mentoring Co-coordinator (at the end of the program), there shall not be any
special grading/reward to mentor for this, but it shall be left to the discretion of Top Management to
appropriately recognize the contributions of mentors which shall be decided by the CMD and Director
concerned in consultation with the Mentoring Co-coordinator.
2.4 Responsibility of Mentees
1. It shall be the responsibility of Mentees to make themselves available to mentor at the desired venue
and in-time in office premises during office hours.
2. To give fair information to the mentoring Co-coordinator as and when the same is asked by the
mentoring Coordinator.
3. To submit the assignments if any, as required by the Mentor.
4. TobeHumbleallthetime,duringthecourseoftheprogram.
5. To follow instructions as given by Mentor.
2.5 Mentor and Mentee Code of conduct.
Interpersonal chemistry is important
Sense of mutual comfort and equality be ensured
Encourage rational differences. This may in fact provide learning experiences to both mentor &
mentee.
Settle ground rules & shared expectations in initial one/two meetings, i.e How, when, where to meet
and scope of discussions
It is expected of all the mentors and mentees to be punctual and available for scheduled meetings.
Mentors and mentees must have a positive attitude towards working with People of any gender and
designation.
If mentors or mentees are unhappy with their experiences associated with the Mentoring processes
they should speak to mentoring coordinator about it.
Relationship can be ended by either party for any reason. No explanations/justifications required.
Mentee not to expect and mentor not work as Godfather of mentee or to espouse cause of mentee
before management.
3.0 ROLEOFMENTOR:
A Mentor shall have to perform roles such as:
To guide & facilitatorthe new entrant during the formative years.
To clear doubts, apprehensions faced by the new entrant.
To enable the entrant to assimilate & adapt to the Org. culture
To provide a companion who could be A friend, Philosopher & Guide and to help in setting Professional
Goals.
Act as a facilitator, Motivator and Counselor but not as a Coach or Sponsor.
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4.0 CRITERIA FOR SELECTION OF MENTOR
Mentor should be understanding and should be well versed with the Organization processes and policy. Mentor
should meet following criteria's:
1. Mentor shall be above the level of Mentee in terms of Designation at least of level of E-4.
2. He/She should have a minimum of 10 years of experience with the Organization.
3. HOD shall suggest the names of Mentors on the basis of the employees performance report of last 7 years.
4. Have aptitude for self-learning.
5. Zeal for success on the project taken.
7. Self-confidence.
8. Be aware of his competences & capabilities.
9. Be able to paint larger picture instead of short term successes.
10. Communication Skill i.e., Skill of listening, ability to articulate his mind, able to gauge the unsaid.
11. Have Sensitivity & Empathy ;- i.e. ability to discern to emotions & feelings.
12. Ability to build, maintain, nurture the relationship and have ability to bring out the Hidden potential of
mentees.
5.0 LEVEL OF MENTORS
S No Level of Mentee Level of Mentor
I ManagementTrainee Manager
2. JE/PE/Sr.PE DGM(Engg.)
3. Dy. Manager Level DGM
4. ManagertoDGMLevel GM
6.0 PROCESSOFSELECTIONOFMENTOR:
Name of the employees meeting the above criteria will be suggested by EDs/Functional Heads and shall be
compiled by HR Department.
HR Department will invite their consent. For this purpose, a half day workshop will be conducted to be attended by
such nominees. In the workshop they will be acquainted with the process of mentoring, its advantages to
organization to mentors and mentees and organization expectation from mentors.
Based on their consent and interaction in workshop, the list of mentors will be finalized and put to respective
Directors for approval. The approved list copy with the concerned HRM Division. HRM Division will appoint
mentor as per approved list to enable new entrants to be familiar with the Company on the joining date itself.
6.1 Applicability:- The scheme will be applicable to all Employees who are appointed as Management Trainees
or are appointed afresh up to level of Dy. General Manager(s).
6.2 How the Mentorship Programme will work
This Programmes shall come into force after the Organization Orientation programme.
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6.3 Process : This involves long term association of a senior Employees usually within the Organization with a
Junior employees generally at informal level.
6.3.1 After identification of mentees and half the no of Mentors from respective functions a one day workshop will
be organized to be attended by all the mentees, identified mentors and the mentoring Coordinators. In the
workshop mentees will be explained in details about the scheme, its advantages, process and expectations
from mentees and mentors. Sufficient free time will be allowed in the workshop to interact with each other.
During the course of their interaction with new joinees the mentors shall identify their probable mentees for
themselves or other way round. Each mentor will not have more than three mentees. The mentoring
coordinators will facilitate mentees in identification of their Mentors.
6.3.2 If any mentee is not able to get a mentor it shall be the duty of mentoring coordinator to intervene and help
mentee to identify mentor. The Mentors shall share their contract details with mentees.
6.3.3 Mentors and mentees will informally meet generally at least once a month during or after office hours can talk
and seek assistance or the mentors for processes understanding and any other issue which can improve
their working and for the purposes listed in the scheme.
6.3.4 Both will jointly set the Goals of relationship in 1st or 2nd meeting itself which generally may be (a)
Assimilation of mentee in organization culture, system culture etc., (b) process of development of mentee,
(c) setting professional goals of Mentee, etc.
6.3.5 The mentor shall have to guide, assist and advise the mentees about the following:
1. About the Department in details.
2. Approach need to be adopted while working on Process pertaining to the Department.
3. Procedure and process need to be adopted by the mentees while working.
Mentor will keep Mentoring Coordinator informed about the developments in respect of each mentee
attached to him/her.
6.3.6 During mentor mentee discussions generally will centre around following
Reviewthe goals
Increase independence of mentee from mentor
Promote the mentee professionally.
Help mentee find ways of solving professional problems
6.3.7 Both mentor and mentee to realize that this relationship is not for
Spoon-feeding
Aguarantee ofcareeradvancement/promotion.
Ajob locating service.
A means of bypassing immediate superiors.
Away of working outside the system
It will be appropriate if mentee takes up a short term project which he completes under mentorship of assigned mentor.
Local HR Department will facilitate meeting of mentor and mentee by providing room for meetings if needed
6.3.8 Duration of Mentor— Mentee Relationship
The Mentor shall be available to the Mentees for all the queries mentees may face during the course of
mentorship. The mentor and mentee relation shall be in existence for a period not less than one year.
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7.0 DEFINING MENTORING COORDINATOR:
Mentoring Co-coordinator shall be the person who shall be responsible for ensuring smooth flow of Mentor —
Mentee program. Mentoring Coordinator shall be appointed by the the concerned HRM Division. It shall be the
responsibility of the Mentoring Coordinator to inform the CMD/Functional Director about the progress of Mentor —
Mentee Development Program.
8.0 RESPONSIBILITY OF MENTORING COORDINATOR
Mentoring Coordinator from time to time should take feedback from Mentors about the Program. Mentoring
Coordinator from time to time check the performance of the programme through open feedback session of
Mentees.
Mentoring Coordinator can advise the mentors about the special approach if any need to be adopted by Mentors
during the flow of Programme.
Mentoring Coordinator will hold joint session of all Mentees and Mentors after a period of six months to assess and
take feedback about the progress made by mentees towards objective of the scheme.
At the end of Mentor — Mentee Programme, Mentoring Coordinator should submit the final report about the
progress of Mentor Mentee programme after collecting the details from mentors and mentees and compiling the
same forsubmission to HRM Division.
9.0 PROGRAM EVALUATION
Mentorship evaluation will be done at the end of the financial year. The evaluation will be done by collecting
information about the program by way of interviews with participants & interviews with participants' supervisors etc.
The evaluation activities would include;
Quantitative data — for example, how many meetings were held over a given period, how many relationships
were terminated, satisfaction survey scores, and so on;
Qualitative information — for example, participant comments on their perception as to what worked well and
what didn't work;
Information related to individual outcomes — for example, information about changes in the participant's job
performance ratings, promotion, or compensation;
Information related to organizational outcomes—for example, if one of the goals of the program isto increase
staff retention, the evaluation should include statistics about turnover rates.
This will help providing information regarding program effectiveness, thereby helping Management realize return
on investment. The basic types of outcomes typically measured will include:
Reactions to the program or parts of the program;
Learning results;
Behavior and performance change; and
Business results.
All the above information will further be utilized improve the program for future and justification for the program to
increase overall commitment for the same.
10.0 JURISDICTION IN CASE OF MISUNDERSTANDING OR DISPUTE IN THE MENTOR— MENTEE RELATIONSHIP.
In case of any dispute among the Mentor— Mentee relationship, the decision of Mentoring Coordinator shall prevail.
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"NBCC- INTERNSHIP TRAINING POLICY -2019"
The rise in global competition for a talented and innovative workforce has prompted organizations to devise strategies to
gain a competitive edge. Developing an internship policy is an impactful strategy for creating future talent pool for the
industry. The Internship program not only helps freshers in gaining professional know-how but also benefits corporates on
fresh perspectives of business issues and even discovering future business leaders.
1. OBJECTIVE:
lnternships are educational and career developmental opportunities providing practical experience in a field or discipline.
They are structured, short-term, supervised placements often focused around particular tasks or projects with defined
timescales. The work should be meaningful and must be mutually beneficial for the intern and the Company; therefore, it
is important to considerthe type of work they will undertake.
The Internship Training Policy aims at the following:
(a) To create conditions conducive to quest for knowledge and its applicability on the job.
(b) To provide all possible opportunities to learn, understand and sharpen the real time technical I managerial
skills required at job
(c) To further enhance our contribution towards society creating competent professionals forthe industry.
2. INTERNSHIP TRAINING -APPROACH & METHODOLOGY
Approach
Every year, NBCC will provide opportunities for Internship (Semester Projects/Summer/Winter Training) to students from
leading Technical / Non-Technical Institutes, Universities and Deemed Universities, recognized by AICTE and UGC to
undergo training in different disciplines at various projects/departments of the Company pan India. The students have
option of choosing the nature and duration of the projectwhich can be Technical/Non Technical projects depending upon
the curriculum requirement of the respective universities. The total intake capacity per annum will be 40 for theSemester
Projects (including both Technical and Non-Technical Projects), 35 for the Summer Training (Short Duration) for 3-4
months, 60 for Summer Training for less than 3 months & 20 for Winter Training for less than 3 months. Technical projects
will be in the disciplines of Civil/ Mechanical/ Electrical/IT. Non-Technical Projects will be in the disciplines of ICWAI /ICAI
/ MBA or equivalent program /PG Diploma in HR/Finance/Marketing/IT/CC/Law. All the students will be entitled to be paid
a monthly stipend as perthe details given below:
S.No. Particular(s) Nature of In Take Duration Lumpsum* Stipend

Project Capacity Amount (In Rs)
I Semester Project/ Technical 30 5- 6 months 10,000/- per month

Internship (inclusive of all)
Non-Technical 10 5-6 months 7,000/- per month

(inclusive of all)
II Summer Training Technical Engg/Arch 30 3-4 months 5000/-per month

Short-Duration Non-Technical MBA/LAW /FIN 5 (inclusive of all)
III Summer Training Technical Engg/Arch 50 Less than 3 Months No Stipend

Non-Technical MBA 10
IV WinterTraining Technical Engg./Arch 20 Lessthan 3Months NoStipend
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B Besides, the above, Management Trainees are also imparted training for 15 months on request from ICSI
for Company Secretaries @ Rs. 8,000/- for Intermediate & Rs.10,000 for Final Pass students. Intake is to be
kept 05 (Five) in each Category
C Industrial training will also be imparted to Management Trainees of ICAl I ICWAI on their specific request.
The duration of the training range from 9 months minimum to 15 months maximum for CAs/ CMAs. To be
eligible to undergo this Industrial training, CAs need to be IPCC qualified and CMAs need to be
Intermediate qualified.
For the Practical training, minimum stipend is fixed as Rs.1 0,000/- irrespective of year and class of cities to
students of ICAl I ICWAI. Intake will be decided by the Committee in consultation with Director (Finance) I
CFO.
Leave will be governed in terms of ICAl I ICWAI guidelines subject to maximum of Two months without
stipend for the purpose of attending examination.
*No accommodation will be provided to interns.
3. METHODOLOGY TO BE FOLLOWED:
(i) Only the recognized institutes! University I Deemed University may send a letter to In charge (Training), NBCC
Training Division, TSDC, Ghitorni, New Delhi (e-Mail ID : trainingnbccindia.com] expressing their intent to send
their candidates to NBCC by 30th June for Summer Training and 30th November for Winter Training, of each
calendar year.
(ii) The last date for receipt of application can be relaxed by the Committee in special circumstances in respect of
Training Courses of more than 3 months.
(iii) The Institutes! Universities will further be asked to send the CVs along with ID. Proof of the students, who have
secured minimum 65% of marks in the semester for taking Internship for 3 to 6 months, for short listing at our end.
(iv) The selection will be made through an Internal Committee for the Training Program of more than 3 months. The
Committee will be constituted and headed by HOD(HRM), Corporate Office.
(v) For Summer! WinterTraining below 3 months, the students will be shortlisted on first come first serve basis.
(vi) Depending on the intake capacity, the intimation of shortlisted candidates will be sent to the Institute! University
concerned by Training Division, TSDC, Ghitorni ! Corporate HRM as the case may be mentioning the expected
start date of internship.
(vii) On his! her selection for internship, an "Undertaking" should be signed by the "INTERN" in the Format which will be
provided by NBCC at the time of his!her joining.
(viii) On the date of reporting for Internship, the intern will be assigned a Project Guide. The Project Guide will play a
facilitator role for the learning and knowledge management of the intern.
(ix) The Training Division, TSDC, Ghitorni, New Delhi-hO 030 will make the payment of stipend to the eligible Trainees
directlytotheiraccountthrough RTGS!NEFT.
(x) Regarding Management Trainees (15 Months Training) for Company Secretaries, CAs! CMAsfrom
ICSl!ICAl!ICWAI as per details given above (B & C), the procedure for Internship Training is mentioned as under:
(a) Letter may be sent to HRM, Corporate Office, Lodhi Road, New Delhi-110003 (011-24367314-17, Ext.1205)
or mail at [hrm@nbccindia.com /trainingnbccindia.com].
(b) For the selection of MT,the necessary Committee will be constituted and headed by HOD (HRM).
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(c) The payment of stipend to the MT will be processed by concerned department separately.
(d) MTs will be entitled to leaves as applicable to Internship Trainees of the Company. Otherwise as provided by
their Institutes.
On completion of the Internship, the intern will prepare a Project Report and submit the same in soft copy to NBCC
Training Division, TSDC, Ghitorni, through Project Guide f0r2(B & C).
4. TERMS &CONDITIONS:
A student would be eligible for an internship based on the following criteria;
(I) The student must be in good academic standing in his! her respective discipline.
(ii) The internship program does not include compensation of any kind, boarding, lodging, transportation etc.
(iii) Nofee would be charged from the interns.
(iv) Intern will maintain a regular internship schedule determined by the Intern and his!her Project Head.
(v) Minimum attendance shall not be less than 75%.
(vi) Intern will demonstrate honesty, punctuality and willingness to learn during internship program.
(vii) Intern will obey the policies, rules and regulations of the Company and comply with the Company's business
practices and procedures.
(viii) Intern assumes all the risks of participating in the internship program. In consideration of the opportunity
offered to the Intern to participate in the internship program, Intern hereby agrees that he/she, his!her
assignees, heirs, guardians, and legal representatives, will not make a claim against Company or any of its
affiliated organizations, or either of.
(ix) The intern will be under the administrative control and discipline of the head of the Project/office concerned.
(x) Company may at any time in its sole discretion, terminate the internship without notice or cause. Also an
intern can leave the program, if he/she desires, giving prior notice of seven (07) working days to the
controlling officer. No certificate shall be awarded to such an intern.
(xi) The Internship program will be non-transferable.
(xii) Company will not be liable for any injury sustained!health deterioration that may arise during the course of the
internship.
(xiii) The internship course shall not confer any claim or right for any employment in or any office! establishment
under the administrative control of the Company
(xiv) In case of any dis-obedience! misbehavior! misconduct, he / she will be immediately be sent back to the
concerned college! institute! university.
5. REPORT
On successful completion of internship, the trainees will have to submit a report giving their feedback including
ideas! suggestions for improvement! innovation etc. Subsequent to the submission of the Report, a Certificate will
be issued by the Training Division, TSDC, Ghitorni, only after receipt of Attendance Certificate of not less than
75% of attendance from projects where the trainees have been posted.
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CHAPTER -IV
NBCC SERVICE RULES
1. GUIDELINES FOR ISSUANCE OF NOC
2. NBCC (JOINING TIME) RULES, 2007
3. GUIDELINES ON HANDING OVER / TAKING OVER OF

CHARGE
4. REFUSAL OF PROMOTION" BY THE EMPLOYEES
5. WORKING HOURS
6. NBCC (LEAVE & LEAVE ENCASHMENT) RULES, 1999

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GUIDELINES FOR ISSUANCE OF NOC

I FORWARDING APPLICATIONS OF REGULAR EMPLOYEES FOR OUTSIDE EMPLOYMENT
II FORWARDING OF APPLICATIONS TO CORPORATE OFFICE FOR N.O.0
I FORWARDING APPLICATIONS OF REGULAR EMPLOYEES FOR OUTSIDE EMPLOYMENT
1.0 GUIDELINES
1.1 Applications for outside employment will be forwarded only for appointment on permanent absorption basis
and not on deputation basis for regular employees only.
1.2 In respect of Group 'A' & 'B' employees including JEs, two applications in a calendar year shall be forwarded
subject to completion of 3 years service in the Company including training period, if any, and clearance of
probation on appointed. Further in case of promoted Post, no application will be forwarded until the employee
completes one year after confirmation in the promoted post.
1.3 There will not be any restriction for forwarding of applications for outside employment in respect of Group 'C' &
'D' employees.
1 .4 Further, there will be no restriction for forwarding of applications for outside employment in respect of
employees (Group 'A', 'B', 'C' & 'D') belonging to SC/ST & PWD categories.
1.5 Application for posts advertised by the UPSC can be sent directly by the employee concerned under intimation
to the HRM Divisions. In this regard, there will not be any restriction as far as numbers of applications are
concerned provided the same is for a post on permanent absorption basis.
1 .6 HOD (HRM) will be the authority competent to forward the applications for outside employment. However,
release on selection of the employees shall be considered with the approval of Appointing Authority &
Chairman-cum-Managing Director.
1.7 Prior intimation/permission is required, in case, applying on line application for outside employment and
thereafter requires NOC at the time of Interview.
The applications for outside employment will not be forwarded in following circumstances:-
2.1 In case, not in response to public/Press Advertisements.
2.2 In absence of Administrative Clearance from his/her Unit/Zone/Office
[Refer: Circular No. 33(1)Misc./14-Estt.I2228 dated 04.06.20141
2.3 Employeeis under suspension.
2.4 In case disciplinary proceedings are pending against the employee and a charge sheet has been issued.
2.5 Employees is undergoing a penalty.
2.6 Employees granted incentives on acquiring higher qualification or given some technical training at Company's
Cost.
2.7 If Vigilance clearance is denied.
2.8 Employees without applying through proper channel and subsequently without obtaining "No Objection
Certificate" from the Company, in such cases, relieving order to be issued to the employees shall contain
following clause:
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"The relieving order is based on the resignation tendered by the employee and should not be considered as relieving
of employee with "No Objection Certificate: from the Company to join in another Govt. Department I PSU, as the
employee concerned has not sent his application through proper channel for sending his application to the Govt.
Department and / or another Central PSU nor obtained any "No Objection Certificate" from Company.
[Refer: Circular No. 3(1)IMisc.IEstt.I1743 dated 24.08.2018]
FORWARDING OF APPLICATIONS TO CORPORATE OFFICE FOR N.O.0
No Objection Certificates (NOC) are issued to the employees of the Company from HRM Division subject to
vigilance clearance in the following circumstances on individual's request:-
• Applying Passport
• Applying Voluntary Retirement
• Tendering Resignation
• Outside Employment
• Extension of contract period (In case of contract employees)
• Visiting Overseas etc.
In this regard, it has been decide that apartfrom "Vigilance Clearance" an "AdministrativeClearance" is also required
from his/her Unit/Zone / Office to issue the NOCs.
Therefore, all Unit /ZonalISBG/RBG heads are requested to forward such applications of the employees to Head
Office along with a certificate of Administrative Clearance that "No administrative case is either pending or
contemplated against the employee" As such, in absence of administrative clearance from concerned
Unit/Zone/Office, NOC will not be issued.
[Refer: Circular No. 33(1)Misc.I14-Estt.I2228 dated 04.06.2014]
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NBCC (JOINING TIME) RULES, 2007
1. PRELIMINARY:
These rules may be called NBCC (Joining Time) Rules, 2007, which shall come into effect from the Calendar Year
2007 and shall apply to transfers effected on/or after 1.1.2007.
These Rules shall apply to all regular employees of the Company and shall not apply to:
(a) Employees engaged on contract services.
(b) NMR/WE employees.
(c) Transfer at the request of the employee before completion of the tenure of posting as may be
prescribed from time to time.
2. When an employee of the Company to whom these Rules apply is transferred to the control of another
Government or Organization, which has made separate rules prescribing amount of joining time, his joining time
for the journey to join his post under that Government/Organization and forthe return journey, will be governed by
those Rules, unless different provisions are expressly made in the terms of deputation / foreign service by mutual
agreement between the lending and borrowing authorities.
3. DEFINITIONS:
Unless there is something repugnant in the subject of context, the terms defined in these Rules are used in the
sense hereinafter explained —
(I) "Joining Time" means time allowed to a regular employee in which to join a new post or to travel to a station
to which he is posted.
(ii) "Transfer" means the movement of a regular employee of the Company from one post to another either
within the same station or to another station to take up duties of a new post or in consequence of change of
his headquarter except the following:
a) Movement/shifting of an employee within and outside NER, travelling allowance and the daily
allowance shall be payable to him /her, as per admissibility.
b) Movement/shifting of an employee from one place to another, where bachelor type residential
accommodation is provided by the Company and the employee concerned moves alone and claims
HRAat the rate admissible at his previous place of posting or at the place where his family is residing.
[REFER: CIRCULAR No. : 33(113)/07-Pers./1705 dated 15.05.2007]
[REFER: CIRCULAR No. : 33(113)IO7-PersJ282O dated 03.09.2007]
4. JOININGTIME:
(a) Joining time shall be granted to regular employee on transfer to enable him to join the new post either
at the same or a new station.
(b) No joining time will be admissible in following cases:
(i) In case of temporary duty for a period not exceeding 180 days.
(ii) Movement/Shifting of an employee from one location to anotherwithin the NER Region.
(iii) Cases referred to in sub-clause (a) and (b) of Rule 3 (ii).Only the actual transit time, as
admissible in case of journeys on tour, will be allowed in such cases.
[REFER: CIRCULAR No. : 33(113)I07-Pers./1705 dated 15.05.2007]
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5. (i) The joining time shall commence from the date of relinquishment or charge of the old post if the charge is
made over in the forenoon or the following date if the charge is made over in the afternoon.
(ii) The joining time shall be calculated from headquarters in all cases including where the employee receives
his transfer orders or make over charge of the old post in a place other than his old headquarters, or where
the headquarters of the employee while on tour is changed to the tour station itself or where his temporary
transfer is converted into permanent transfer.
(iii) Not more than one day's joining time shall be allowed to an employee to join a new post within the same
station or which does not involve a change of resident from one station to another. For this purpose, the term
'same station' will be interpreted to mean the area falling within the jurisdiction of the municipality or
corporation including such of suburban municipalities, notified areas or cantonments as are contiguous to
the named municipality etc.
(iv) In cases involving transfer from one station to another and also involving change of residence, the employee
shall be allowed joining time with reference to the distance between the old headquarters and the new
headquarters by direct route and ordinary mode (s) of travel as indicated in the following schedule. When
holiday(s) follow(s) joining time, the normal joining time may be deemed to have been extended to cover
such holiday(s).(i)The joining time shall commence from the date of relinquishment or charge of the old post if
Distance between the old Joining Time Joining Time admissible where the transfer
headquarters and the new admissible necessarily involves continuous travel
by Road for more than 200 kms.
1000 km or less 10 days 12 days
More than 1000 km 12 days 15 days
More than 2000 km 15 days 15 days
Note: (a) Distance means actual distance and not weighted mileage for which fare is charged by the Railways in
certain ghat/ hill stations.
(b) In case of transfer to NER Region, Group A & B employees are allowed to travel from Guwahati /
Kolkata to the destination of transfer by air and vice versa. In such cases, joining time shall be allowed
with reference to the distance between Kolkata I Guwahati i.e. the terminating point of said journey for
boarding aeroplane and the old I new headquarter as the case may be.
(c) Joining Time with Leave:
In case of employees proceeding on leave from a place of posting in the North Eastern Region, the
period of travel in excess of two days from the station of posting to outside that region will be treated as
joining time. This concession shall be allowed only twice in a calendar year and will be admissible on
return from leave also.
6. (I) WHEN AN EMPLOYEE JOINS A NEW POST WITHOUT AVAILING FULL JOINING TIME BY REASONS
THAT —
(a) He is ordered to join the new post at a new place of posting without availing of full joining time to which
he is entitled ; or
(b) He proceeds alone to the new place of posting and joins the post without availing full joining time and
takes his family later within the permissible period of time for claiming Travelling Allowance for the
family;
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The number of days of joining time admissible under these Rules subject to a maximum of 15 days
reduced by the number of days of joining time actually availed of shall be credited to his leave account
as earned leave;
Provided that the earned leave at his credit together with the un-availed joining time allowed to be so
credited shall not exceed 300 days.
(ii) Joining time may be combined with vacation and I or regular leave of any kind or duration except casual
leave.
(iii) If an employee in transit on transfer is directed to proceed to a place different from that indicated in the initial
transfer orders, he shall be entitled to joining time already availed of up to the date of receipt of revised orders
plus fresh spell of full joining time from the date following the date of receipt of the revised orders. The fresh
spell of joining time in such cases shall be calculated from the place, at which he received the revised orders
as if he is transferred from that place.
7. JOININGTIMEPAY:
An employee on joining time shall be regarded as on duty during that period and shall be entitled to be paid joining
time pay equal to the pay which was drawn before relinquishment of charge in the old post. He will also be entitled to
Dearness Allowance, if any, appropriate to the joining time pay. In addition, he can also draw compensatory
allowances like City Compensatory Allowance, House Rent Allowance as applicable to the old Station from which
he was transferred. He shall not be allowed ConveyanceAllowance or permanentTravelling Allowance.
8. INTERPRETATION:
If any doubt arises as to the interpretation of these rules, it shall be referred to the HRM Department in the Corporate
Office and the decision of the Chairman-cum-Managing Director of the Company thereon shall be final and binding.
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GUIDELINES ON HANDING OVER I TAKING OVER OF CHARGE
All Group A and B officials at the time of resignation! voluntary retirement!superannuation!transfer etc. shall
prepare their reports of transfer of charge in the prescribed proforma attached at Annexure 1-8 by filling all the
columns as per their applicability (The proforma have been designed by keeping in mind the highest level of
responsibility i.e. RBG Head) containing the following information:
(a) The extent of his!her charge (mentioning projects!Divisions etc.), furnishing details of all projects!work in
hand, their prominent/salient features, with special mention of works which call for particular attention or
treatment! pending works to be attended to urgently, their Urgency! Action taken so far (date-wise)! Action
required (by cutoff date) with detailed notes on course of action suggested for their completion along with
explanation of peculiar circumstances or apprehended difficulties, if any -Annexure 1;
(b) Project Details (including works completed!nearing completion) and its Status with special mention of notes
on Pending bills!payment(client'contractor!consultant), all items of work done but remained un-entered!un-
passed!unpaid on the date of handing over with reasons of pendency, other unadjusted claims
(client!contractor!consultant) with reasons for their non-adjustment and notes as to any complication likely to
arise -Annexure 2;
(c) Details of matters of urgent nature (i.e. court/arbitration cases, CTE/Vigilance/CAG!Audit inspection reports)
along with their status report and pending urgent action -Annexure 3;
(d) The names of all sub-ordinates posted in those projects!Divisions reporting to him!her-Annexure 4;
(e) Details of all registers!files!records!documents maintained by him!her and sub-ordinates with the name its
custodian(s) - Annexure 5 including register of Library Books, Manuals, Technical Documents available at
office with special thrust on the following:
(I) All files/Registers should bear an identification number with all pages to be properly numbered and
should not contain duplicate papers;
(ii) Guard file and
(iii) Master file having consolidated list of all files/registers maintained inthe office;
(f) Contact details of important functionaries of client/consultant/contractor -Annexure 6;
(g) Business Under Development to be taken up with special mention of hindrances, encroachments, disputes, if
any -Annexure7.
(h) Register of Company's and contractor's facilities! property available at office - Annexure 8;
(i) Details of folders stored on computer! hard disk (i.e. List of Soft copies of documents) e.g. MoU !Agreements I
Meeting notices I Minutes of discussions! project status reports!MIS Reports!General correspondence.
2. In addition, each relieved official shall hand over to his/her successor a detailed note on the misc. works under
his/her charge, disputed and complicated case, other points of concern & interest, special instructions along-with
all supporting data!documents as may be necessary for the relieving official for his information and guidance and
to take up the work from threads where his/her predecessor left off.
3. The Office Orders of transfer/quitting of an official shall invariably consist the date of his!her relieving and the name
of successor (to whom the charge isto be given). In case of transfer, an employee would be deemed to be relieved
on the date mentioned in such an order.
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4. If no successor is mentioned in the 0/0 or in case of non-joining by the successor in time, concerned
HoD/RBG/SBG Head shall nominate an official through an office order to take over charge of the outgoing official.
5. If due to any sudden development necessity arises for an official to quit his/her charge all of a sudden, the next
senior officer of the office/department present duly nominated by his HoD/RBG/SBG Head through an office order
shall take over the charge.
6. The charge report shall be prepared by the outgoing official within 7 days of the date of issue of concerning orders
with a copy be supplied to his/her HoD. This report shall further be submitted by him to the relieving official as soon
as he/shejoins the office or to any other official identified within the same office for takin gover the charge. If
possible, both officials should work together for an overlapping period of minimum one week. This will help the
relieving official in getting acquainted with the work and taking up important assignments without any gap.
7. The names and designation of the relieved and relieving officials shall be shown on the charge report in Block
letters below their dated signatures. A copy of this report shall be marked to their respective RBG/SBG through
their immediate authority and shall also be kept in the record in the concerned file.
8. It shall be the responsibility of the successor to take over complete charge from the outgoing official in the
prescribed proforma along with all related documents/files! records etc. The relieving official shall mention clearly
any deficiency in the charge report and bring itto the notice of his superior authority and HO HRM Division within 7
days of hisjoining at new place/position ortakingoverof his charge, whicheveris earlier.
9. Final dues settlement! Part-Il Office Order regularizing the quitting/transfer of theofficial concerned shall be issued
by HRM Division only after receipt of written confirmation of handing over! taking over on the requisite proforma
from the relieving official (successor) duly undersigned by his/her HoD/RSG!SBG Head. A proforma of such
confirmation is enclosed atAnnexure-9.
10. The relieving officer taking charge from predecessor should study the charge report carefully with a view to take
appropriate and timely action after assuming charge. Failure on the part of relieving officer in bringing to the notice
of the superior authority/HO within a reasonable period of time, any deficiency or defects or departures in the
execution of works/maintenance of records by the predecessor or anything irregular or objectionable noticed by
him/her in the conduct of business in the office shall render him/her responsible forthe consequences.
11. Afile containing all such transfer orders and handing over/taking over reports and related correspondence in each
project/office/Division shall be separately maintained for keeping record.
12. In case of senior officers on the verge of retirement and holding key positions,suitable successor shall be
nominated and posted at least six months prior tosuperannuation so that there is a continuity and understanding of
all ongoing andpending technical financial matters. To avoid any kind of miscommunicationbetween both the
officers, the outgoing officer within one month of posting ofsuccessor shall prepare and submit the charge handing
over document to his/hersuccessor and all major decisions and financial powers shall, thereafter, beexercised
with the consent of both the officers.
13. Any plea of inability to handover charge on the prescribed proforma shall betreated as an act of indiscipline and
action as deemed proper shall be takenagainst the concerned official.
[REFER: CIRCULAR No. NBCCICEI2OI7I34I Dt. 07.03.2017)
In addition to above, it has been further decided that the Senior/Key Officials separating from their posting place owing to
Superannuation/Resignation or Transfer will endeavor for settlement of all issues! Audit Para/Queries before his/her
separation and will keep his/her successor Officer and RBG/SBG Head informed about the status of issues which will
remain pending
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SUPERANNUATION:
In the event of Superannuation, the Successor is posted 06 months before the said date of superannuation, hence
it is expected from the Separating and Succeeding Officers both, that they will cooperate for the smooth handing
over/taking over of charges/responsibilities during the course of time. Accordingly, the Succeeding Officer must
take over the entire project related responsibilities of separating Officer 03 months prior to Superannuation and,
the separating officer will focus on settlement of Audit Para(s), Vigilance Queries/CTE Replies/Client Contractor
issue/Administrative matter/APARs and Disciplinary matters, etc.
RESIGNATION
In the event of Resignation, the resigning Official shall put his best efforts to settle/clear Audit Para(s), Vigilance
Queries/CTE Replies/Client Contractor issues/Administrative matters and Disciplinary matters, etc before his
relieving. It is further expected that he must hand over the aforesaid pending responsibilities, if any, to the
succeeding Officer before his relieving. The RBG/SBG/Zonal Head shall issue the No-Dues Certificate only after
proper Handing Over Taking Over.
TRANSFER
While in case of Transfer of the Officer from one place to another which normally provides 15 day's time before
relieving so as to enable him to complete the left out works, if any. In case, if transferred Officer is not able to
complete his pending work in aforesaid 15 days time, it will be the sole responsibility of RBG/SBGIHOD to forward
a detailed report to this effect to the Director concerned for needful action. The responsibilities of such pending
activities mentioned in the report of RBG/SBG/HOD (yet to be completed by transferred Officer); will remain with
the concerned Officer.
It has been decided that a certificate as per the enclosed Annexure-9 must be furnished to HRM Division by all the
RBG/SBG/HOD concerning SuperannuationNRS/Resignation Transfer for issuing of Relieving/Transfer
Regularization Order.
[REFER: Circular No. 33(1)IMisc.IEstt.I 2802 dated 19.08.2017)
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ANNEXURE -1
DETAILS OF PROJECTS! WORKS, ACTION TAKEN AND PENDING WITH SUGGESTIONS
RBG/SBG/Unit:
SL. NAME OF Prominient Important Pending Urgency! Cut off Peculiar Suggested Apprehended Remarks
NO. PROJECT Features of Actions Action document Date of circumstances course of Difficulties
project taken reference taking Action
action
A Unit 1: Name & i/c

1 Project I
2 Project 2
B Unit 2: Name & i/c
2
ANNEXURE-2
PROJECT DETAILS
PROJECT DETAILS & STATUS
RBG!SBG!Unit:
NAME CLIENT CONSULTANT CONTRACTOR

OF
PROJEC Turn Latest Bill Details Of Bill Actual DOS Latest Bill Value of Details of Items Entered! Pending to be
Sanctioned Cost paid in Bill Financial
T EOT Over Submilled Payment Outstandin Name Entered Name DOS! ! Likely DOC EDT Entered Work
SL NO
(Project Name of With Break-Up Contr Contr assistanc Remarks
DOS! Applied! Repoed (RA Bill Received g Items of of DOS! in ERP of DOC (Reason of Applied! in ERP Executed
code) client (Prime C ost + act act e
DOC Granted, Up To No. (Gross! Work To consult DOC (Bill No., contract as Per Delay, If Granted, (Bill No., Till Date Extra Substitut Deviation Escalatio
and Unit NBCC Fee + Value Value outstandi
If Any Date to Amount, Net) Be recd. ant Amount & or Contract Any, In If Any Amount & i!c PMC Item ed Item in qty. n
in-charge Contingencies) ng, if any
PMG Date) from Client Date) Detail) Date) fee
Unit 1:
A Name&
i!c
Separate rows may be used for different

1 Project 1:
contracts in a project
Unit 2:
B Name&
i!c
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ANNEXURE-3
DETAILS OF MATTERS OF URGENT NATURE
(Court/Arbitration Matters / Pending CTE/CAG/Audit Inspection Reports)
RBG/SBG/Unit:
SI. Details of case Name of Date of Important Present Pending Action

no. Project initiatiation Actions Status (with cut off Date
of case taken so far of taking action
I Project 1
2 Project 2
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ANNEXURE-4
DETAILS OF STAFF AVAILABLE

Dateof
SI. No. Name Designation . . Duties Assigned
Joining
A RBG/SBG Office
(i) Engineering Cadre
I
2
3
(ii) Finance Cadre
4
5
(iii) HRM Cadre
6
7
B Unitl:Name
1
2
3
(ii) Finance Cadre, if any
4
5
(iii) HRM Cadre, if any
6
7
C Unit 2: Name
1
2
3
(ii) Finance Cadre, if any
4
5
(iii) HRM Cadre, if any
6
7
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ANNEXURE-5
List of Documents/Files
SI. No. Description of Documents! Files File Sl.no. No. of Pages Name of custodian
(noting I with his/her
correspondence) Signature and
Remarks
Master File! Guard File (having consolidated list of
1
all files/registers and circulars)
I MoU / Agreement with Client
2 Lol File
3 CTC File
4 Award of Work File
5 Agreement with all Consultant & Contractor(s)
Client
6 All RA Bills of Consultant
Contractor
7 Bill Register
Bank Guarantees Details alongwith validity -
8
Given to clients! taken from contractors
9 Insurance Policies Details alongwith validity
Pending liabilities in r/o Income tax/Sales tax!
10
WCT! TDS! Interest! Royalty! EMD! SD etc.
Pending Audit Para File(s) - Internal & CAG with
status report
CTE! Vigilance inspection Report File(s) with
12
status report
MIS Report File (Annexure 6.1 to 6.12 of Works
13
Manual)
Client
Correspondence
14 . Consultant
files with
Contractor
Detailed Completion Programme submitted by
15 contractor at start of project alongwith covering
letter
16 Latest Completion Programme
Details of organisation structure of contractor
alongwith name of all technical staff, designation,
17 qualification and experience submitted by
contractor at start of project and later on
alongwith covering letter
List of Arbitration / Court Cases pending
18 (Performa as per Annexure 9.4 of works manual)
with status report
19 List of Pending Matters with status report
Site Registers - Testing/Quality/Hindrance/Site
20
order book etc. as per Quality Manual
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ANNEXURE-6
Contact Detail of Concerned Persons of Client, Consultant, Contractor etc.
SI. No. Name & Designation Address Mob I Tel. No. E-Mail ID
Project-I
Client
1
2
3
Consultant
1
2
3
Contractor
1
2
3
Local Bodies
I
2
3
Others
1
2
3
Project-2
ANNEXURE-7
BUSINESS DEVELOPMENT IN PIPELINE
Consultant Basis of
SI. Particular Approx. Nature of Present
Client Engaged, Award,, Remarks
No sof Work Value Work Status
If any Fees etc.
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ANNEXURE-8
PROJECT-WISE FACILITY MADE AVAILABLE BY CONTRACTOR
RBG I SBG Office

Date of providing
SL. NO. FACILITIES PROVIDED NAME OF CONTRACTOR
facility
Project 1:
I
2
3
4
5
6
7
8
9
10
Project 2:
1
2
3
4
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ANNEXURE-9
CHARGE HANDING/TAKING OVER REPORT

Date:
Name of
RBG/SBG/U nit/Project
Name of the Employee who Name of the Employee who
Handed over the Charge Taken Over the charge
Emp. No Emp. No
Designation Designation
Tick the Reasons for Handing
TransferNRS/Superannuation/ Termination/Resignation
Over the charge.
Details of Handing over Report alongwith Annexures
Details of Annexures &
SI. No Observation, if any Remarks
Documents
I
2
3
4
5
6
7
8
Details of Deficiency in Works/ Records/ Handing over charge:
Attach Additional/Separate Sheet, if required
Handed Over Taken Over
Signature of relieved official Signature of relieving official

Date Date
Counter Signed by Controlling Officer
HO HRM Division
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"REFUSAL OF PROMOTION" BY THE EMPLOYEES
BACKGROUND
The eligible employees empanelled by the DPC for promotion to their next grade, promotion is given effect from 1st
October every year in terms of the Promotion Policy with the approval of the competent authority. To meet the
organizational requirements, the employees are posted to another station on their promotion. It is seen that few of the
employees send their request to forgo their promotion due to their personal problems rather than joining their duties at new
place of posting on promotion. As notified earlier, following Guidelines are adopted in the case of 'foregoing the promotion'
by employees.
GUIDELINES
The concerned employee does not want to accept a promotion which is offered to him:
1 .0 Employee shall make as written request that he may not be promoted and the request will be considered by
the appointing authority, taking relevant aspects into consideration.
2.0 If the reasons adduced for refusal of promotion are acceptable to the appointing authority, the employee who
refused the promotion will not be considered for promotion in the next DPC in normal course.
3.0 However, refusal of promotion shall not be a ground for continue stay at same station and the employee could
be transferred to another station as and when the official exigencies so require.
(REFER: Circular No. 33(133)/02-estt.1112274 Dt. 16-07-2002]
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WORKING HOURS
(AT CORPORATE OFFICE AND ESTABLISHMENT DIVISION — NON EXECUTIVE)
1.0 WORKING HOURS AND RECORDING OF ATTENDANCE BY OFFICERS AND STAFF WORKING IN THE
CORPORATE OFFICE & ALLIED OFFICE LOCATED AT ESTABLISHMENT DIVISION NON-EXECUTIVE AT
PRAGATI VIHAR.
OFFICE TIMINGS 09:30 TO 05:30 PM
LUNCH BREAK 01:30 PM TO 02:00 PM
1st & 3' SATURDAY(S) WORKING DAYS
2 SATURDAY OFF-DAY
4th SATURDAY OFF-DAY
5th SATURDAY OFF-DAY
SUNDAYS WEEKLY OFF
CASUAL LEAVES INACALENDAR YEAR EIGHT
2.0 COMPUTERIZED ATTENDANCE RECORDING SYSTEM
2.1 Officers and staff will be allowed to record their attendance with grace upto 09. :45AM.
2.2 An employee will be considered present for the day provided attendance is recorded by 10 AM subject to delayed
arrival in the morning being duly compensated by sitting late on the same day. In this case no grace period of 15
minutes shall be permissible. This dispensation shall be allowed maximum on six occasions per month.
(REFER: CIRCULAR No. : SGM(HRM)IUnit-IVIMisc./20fl/2921 dated 30.05.2011)
(REFER: CIRCULAR No. : SGM9HRM)IUnit-IVITO/2012/fl4 dated 06.01.2012]
2.3 During a month late coming up to 10:30 AM on two occasions in the morning will also be allowed but covered
the shortfall in time by sitting late in the evening on the same date.
2.4 In case of Chowkidars and other Maintenance staff working timings are on shift basis and each shift will
comprise of eight (8) hours. Such staff members are also required to record their attendance on the time
recording system installed attheirwork place.
2.5 Employee who arrive in time in the morning but leave the office before 01:30 PM shall be marked full day off.
Any employee who leave office afterOl :30 PM shall be considered to have availed half day leave.
2.6 Similarly any employee who records his I her attendance at the time of arrival by 02:00 PM and leave the office
in the evening by the closing hours shall be considered to have remained present in the second half.
Recording of attendance both at the time of arrival and departure shall, however, be compulsory.
2.7 In the case of Drivers their attendance shall be regulated as follows
a) Drivers parking staff vehicles at the Head Office: They shall continue to mark their daily attendance on
finger print identification machines at the time of their arrival and secondly when they leave the office.
b) Driver parking staff vehicle at the place other than Head Office — Their attendance shall continue to be
regulated as hithertofore i.e. as per the time recorded in their log books. Their Controlling Officers shall also
send a monthly attendance record to Time Office. Driver in these cases shall be allowed time maximum upto
one hour for parking SCV after his respective officer has recorded his attendance on the computerized
machines. One hour ceiling in this regard is applicable in both cases i.e. at the time of arrival as well as
departure.
except that recovery for leased accommodation will be as per approved norms as applicable in respect of
hired accommodation on lease basis i.e. 10% of basic pay while HRAwiIl not be permissible.)
c) In case, the Controlling Officer of the staff carrying vehicle (SCV) happens to be on leave I official tour,
then the concerned driver shall report for duty to the immediate next officer in Section I Division.
[REFER: CIRCULAR No. : 32(65)/A dmn./2004 dated 08.11.2004]
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2.8 All kinds of leave I outdoor duty availed by the employees should be recorded in the manual attendance
register and information in this regard be furnished to the Time Office by all Sectional I Division Heads
within next two working days i.e. by 22nd or as the case may be.
2.9 Attendance register will continue to be maintained despite functioning of finger print identification
attendance machine. However, the manual attendance register will not be maintained Section wise I
Division-wise.
[REFER: CIRCULAR No. : 32(65)/A dmn./2004/1094 dated 23.11.2004]
2.10 In the Corporate Office, the attendance registers will be maintained floor-wise. There shall be one such
register on each floor. The Controlling Officer shall nominate an officer on his floor who will be the
custodian of the attendance register. Each employee shall initial the attendance register at the time of his
I her arrival and also at the time of leaving the office.
2.11 The attendance register will be kept by an officer nominated as custodian and made available to the
employees for recording the attendance on their respective floors both in the morning as well as in the
evening.
2.12 Maintenance: The registerwill be maintained under the personal supervision of the Controlling Officer.
2.13 If a person is permitted to attend late or leave early in connection with an official outdoor duty, an entry to
this effect indicated as 'OD' will require the sanction of the HOD. The purpose of OD/Tour should be
indicate in the remarks column & duly signed by the Controlling Officer.
[REFER: CIRCULAR No. : 32(65)/A dmn./2001 dated 16.04.2001]
2.14 Some of the Daftry-cum-Peons posted in the RBGs I Corporate Office are required to attend office early
by half an hour or so, as compared to other staff for ensuring proper cleanliness etc. in the Office. There is,
however, no scheme for compensating the extra duty performed in the morning hours, as there is no OTA
admissible in the Corporate Office. Those who are required to work late for ensuring proper locking of the
particular office etc. are being compensated, as per rules in force.
In case there are more than one DCPslPeons , a monthly duty roster for them, before the start of a
particular month, specifying the duty hours of each DCP e.g.
(I) 08:30 AM to 04:30 PM
(ii) 09:30AMto05:3OPM
(iii) 10:00AM to 06:00 PM
This can be changed / rotated every month, which shall satisfy all of them and the question of
compensation shall, therefore, not arise.
[REFER: CIRCULAR No. : GM(P/IR/Misc./2005/1803 dated 25.0 7.2005]
2.15 Gazetted Holidays and Restricted Holidays will be observed as would also be notified by HO from time to
time.
3.0 TIME OFFICE:
3.1 For effective monitoring and proper control on attendance, leave of all kinds, leave encashment,
compensatory leave, overtime, staff welfare, etc. of all the staff, a Time Office has been set up under the
control of HOD Establishment— Non-Executives, Unit— IV, Pragati Vihar, New Delhi.
3.2 All the officers I staff including Executive Directors posted in Delhi i.e. Corporate Office (including JMC),
NBCC Place, Pragati Vihar (including Maintenance Cell), NBCC Tower — Bhikaji Cama Place, NBCC
Plaza — Pushp Vihar and MBP will mark their attendance in the Time Records (Punching Machine).
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3.3 In case due to exigency of work, if any official has to attend any meeting or visit other officials and are
unable to mark the attendance in the time recorder, the same should be informed in advance with
reasons thereof to Director (F) I Director(F) / Executive Director/HODs as the case may be. These
machines would be underthe control of a senior officer posted in the respective places.
3.4 All EDs/RBGs/SBGs/Zones/Unit Incharges/HODs in Corporate office are requested to send the
photocopy of the attendance register duly certified by the concerned HOD! Incharge or designated officer
not below the rank of AGM alongwith a statement indicating the details of leave, leave encashment,
compensatory leave, etc. availed by the officers / staff working under their control during the previous
month to the Time Office by 5th of every month.
3.5 Time Office will compile the same and the position would be submitted to Finance Division by 10th of
every month for preparing their salary, overtime, staff welfare, etc. As it is a matter of salary of an
employee which is sensitive in nature, there should not be any delay in sending the leave statement by the
concerned HR Representative.
3.6 Responsibility of sending these leave statements shall be of HR Representative or any other officer as
designated by ED/HOD. They should be very careful with regard to allowing leave of all kinds, leave
encashment, compensatory leave, overtime, staff welfare, etc. which will be as per rules of the
Corporation to the employees under them otherwise the concerned officer would be held responsible for
any lapse of the kind which would be identified during the course of auditing. Concerned
EDs/RBGs/SBGs/U nit Incharge! HODs should also ensure that the above details are sent to Time Office
on time.
[REFER: CIRCULAR No. : SGM(HRM&Trg.)/Unit-IV/Misc.!201112921-22 date 30.05.20111
4.0 REVISED WORKING DAYS AND HOURS AND APPLICABILITY OF CASUAL LEAVE FOR - RBG I SBG I
ZONAL! UNIT OFFICES (OTHER THAN CORPORATE OFFICE AND HRM UNIT-IVAT PRAGATI VIHAR)
RBG/SBG/ Projects I Unit Offices

Zonal Offices
(including EDC at TECHNICAL! OFFICE STAFF
Ghitorni) OPERATIVE STAFF (Finance! HRM)
WORKING 9.30 AM to 5.30 PM 8.30 AM to 5.30 PM* 9.30 AM to 5.30 PM

HOURS
LUNCH BREAK Half an hour - One hour - Half an hour -
1.30 PM to 2.00 PM 1.00 PM to 2.00 PM 1.30 PM to 2.00 PM
SATURDAYS 2nd Saturday - Off All Saturdays W orking** 2nd Saturdays - Off
WEEKLY OFF Sundays Sundays Sundays
CASUAL 12 days in a year 12 days in a year 12 days in a year

LEAVE
* The security staff posted at RBG/SBG/ZonallUnit Offices will work on six days in a week and their 8 hours shift
timings will be decided by the respective lncharges accordingly to functional requirement.
**
The technical/operative staff posted at Project! Unit Offices will be eligible for one day Compensatory Leave (in lieu
of Second Saturday, if it is not a Gazetted Holiday) to be availed in the same month with the prior approval of the
concerned Controlling Officer so that the project work does not suffer.
[REFER: CIRCULAR No. : 32(65)IEsttJ2013/1922 dated 21.06.20131
[REFER: CIRCULAR No. : 32(65)/Estt/2013/1922 dated 21.06.2013]
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CLARIFICATION IN RESPECT OF TECHNICAL! OPERATIVE STAFF POSTED AT PROJECTS! UNIT OFFICES
The Technical /Operative Staff posted at projects I Unit Offices have to work on all Saturdays including 2nd
Saturdays. Also, the Technical /operative Staff Posted at project I Unit officers will be eligible for one day
Compensatory Leave (In lieu of working on Second Saturday, if it is not a Gazetted Holiday) to be availed in the
same month with prior approval of Controlling Officer, So that the Project Work does not suffer.
Eligible employees can apply aforesaid leave in ERP under the head "Second Saturday Rest Leave".
[Refer: Circular No. 32 (65)/Estt.I2018I1408 dated 04.07.2018]
If employees are absent on 2nd Saturday, they are treated as "Absent" as the 2nd Saturday is working day for
them. Besides this, it is clear that employees have to attend the work on this day, then they will be entitled for
"Compensatory Leave" for working on 2nd Saturday and that too, the same to be availed by them in the same
month with the approval of Controlling Officer.
[Refer: Circular No. 32 (65)/Estt.I2016!788 dated 02.09.2016]
5.0 It has been desired by competent authority that employees of HO including allied officers of 0.0. who are deputed
for outside work should come to the office first and subsequent to recording of their Bio-metric attendance, may
proceed to outside official job (if any).
All the HODs are advised not to issue attendance certificate to the employees attending to outside duties without
coming to the office first. A brief record of such certificates need to be put up to CMD by 10th of every month.
[REFER: CIRCULAR No. : CircularlGM(Admn)/RecordI2014-15/2291 dated 11.06.2014]
6.0. All HODs in the HO/Allied Offices of HO! RBGsISBGsIZonal Heads/ Unit Heads as well as all employees under
their control must reach their respective offices strictly at the scheduled time on the working days.
If an employee reaches late in the office beyond the specified scheduled hours, the same should be dealt with by
calling explanation from the concerned and if this habit of late coming persists beyond two days in the month then
warning is to be issued to the concerned employee. Cases of late coming beyond two days in the month will be
dealtwith appropriate clauses of misconduct under NBCC (Discipline and Appeal) Rules of the Company.
A monthly report on the Attendance are to be sent to HOD (HRM) by all HODs in HO/Allied Offices! RBGsISBGs/
Zonal Heads/Unit Heads.
(REFER:CIRCULAR No. : NBCC(DP)/AttendanceI2014/266 dated 17.06.2014]
7.0 Marking Attendance and Audit of Attendance thereof.
7.1 All the concerned RBG/SBG/ZI/UI are responsible to ensure proper marking of attendance by all the
employees working unde them.
7.2 All the concerned RBGISBGIZIIUI are to sign the attendance register after the verification while conducting
surprise check of attendance of the staff from time to time in order to ensure no lapses in this regard.
7.3 Suitable disciplinary action shall be initiated against the employees found indulged in any misdeeds in
reference to the attendance as per rules of the Company.
7.4 For effective monitoring and proper control on attendance as well as leave of all kinds availed by the
employee concerned, an Audit Team from HO will conduct surprise audit of attendance and related matters
of all RBG/SBGlZonelUnitlSite Office(s) from time to time.
[SOURCE:CIRCULAR No. : NBCC(DP)IAttendance/2014/266 dated 17.06.2014]
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NBCC (LEAVE & LEAVE ENCASHMENT) RULES, 1999
1.0 TITLE
1.1 The Rule is titled NBCC (India) Ltd, [formerly known as National Buildings Construction Company
Limited] (Leave & Leave Encashment) Rules, 1998 and shall come into force on 23rd July,1999.
2.0 OBJECTIVE
2.1 To regulate the grant of various types of leave and leave encashment to the employees borne on the
Regular Establishment including ManagementTrainees of the Company.
3.0 SCOPE (Specific Exclusions)
3.1 These Rules shall apply to all the employees borne on the Regular Establishment of the Company
including Management Trainees but shall not apply to the following:-
i) Employees borne on the N MR/Work Establishment.
ii) Persons engaged on contract/part-time basis unless provided otherwise in the contract.
iii) Persons ondeputationtotheCompanyfrom Centralor State Government or Central Public Sector

Undertakings, unless otherwise provided in the terms & conditions of deputation.
iv) All employees including those on regular establishment of the Company posted to any overseas
unit/office on a separate contract save as provided in the contract agreement.
4.0 DEFINITIONS:
In these Rules, unless the context otherwise requires:-
4.1 Authorized Medical Attendant means any authorized medical practitioner possessing at least MBBS
degree in respect of Group 'A' and 'B' employees and a Registered Medical Practitioner in respect of
Group 'C' employees.
4.2 Chairman-cum-Managing Director (CMD) means the Chairman-cum-Managing Director of the Company.
4.3 'Company' means NBCC (India) Ltd, [formerly known as National Buildings Constructions Company
Limited] including the Zones, Units, Offices under the Company but excludes units /offices located in
overseas.
4.4 Sanctioning or Competent Authority means the authority to whom powers have been delegated under
these rules.
5.1 Leave is a privilege extended to the employees.
i) It can not be claimed as a matter of right.
ii) Leave of any kind, in the exigencies of work and business interestoftheCompanycan be
refused, and if sanctioned revoked or curtailed.
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5.2 Application for leave should be made sufficiently in advance and employee should proceed on leave only
after it is sanctioned unless compelled to avail the same on medical grounds for which immediate
intimation should be sent to the Competent Authority. An employee who seeks leave on medical grounds
should produce medical certificate from Authorized Medical Attendant. He can join duties only on production
of certificate of fitness.
5.3 The competent authority is empowered to refer an employee, who has sought for sanction of leave on
medical grounds, for second medical opinion to any Government Hospital and the employee shall comply
with this requirement promptly.
5.4 No employee shall, while on leave, take up any service or employment elsewhere.
5.5 Absence from duty after expiry of sanctioned leave without the sanction of the competent authority shall be
treated as unauthorized absence. Willful absence from duty without permission of sufficient cause after the
expiry of leave will attract disciplinary action.
5.6 Overstay of leave without proper sanction, will be debited against the Half Pay Leave (HPL) account of an
employee to the extent HPL is due to him and excess portion of absence treated as Extra Ordinary Leave
(EOL) without prejudice to the right of the Company to take disciplinary action as may be considered
necessary by the Competent Authority.
5.7 An employee who is under orders of suspension can not avail any kind of leave provided under these Rules.
5.8 No leave shall be granted to an employee beyond the date of his retirement/date of final cessation of
employment.
5.9 An employee who is recalled to duty before expiry of his/her leave, such re-call to duty shall be treated as
compulsory & such an employee is to be treated as on duty from the date on which he starts for the station to
which he is ordered.
He will also be eligible for TAIDA under normal rules forjourney & leave salary for the period of journey
until he re-join duty at the same rate atwhich he would have drawn it butfor re-call to duty.
5.10 Separate permission is not necessary for an employee if he /she has indicated his intention of leaving
headquarter / station along with address while applying for leave. If the leave for the purpose is granted /
sanctioned, it would imply that permission for the purpose of foreign visit is also granted. Further, while
granting leave, the sanctioning authority should take prior approval from the next senior authority for
permitting the employee to go abroad. Employee will be required to furnish information as per the proforma
atAppendix—Aof the NBCC Leave Rules".
(No. GM(P&IR)INBCCI2007 dated 28.08.2007)
6.0 TYPES OF LEAVE
6.1 All the regular employees of the Company including the Management Trainees are eligible forfollowing types
of leave:-
i) Casual Leave
ii) Special Casual Leave
iii) Earned Leave
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iv) Half Pay Leave/Commuted Leave
v) Extra Ordinary Leave
vi) LeaveNotDue
vii) Special Disability Leave
viii) Maternity Leave (for female employee)
ix) Leave to female employees on adoption of child
x) Paternity leave(for male employees)
xi) Study Leave
xii) Child Care Leave (for female employee)
7.0 COMBINATION OF LEAVE
7.1 Any kind of leave under these rules except Casual Leave can be granted in combination with any other kind
of leave.
7.2 Casual leave can be combined with special casual leave and Compensatory Leave where applicable. Where
regular leave has been granted in combination with special casual leave, casual leave shall not be granted in
combination with both special casual leave and regular leave.
7.3 Except in case of casual leave, intervening holidays (including restricted holidays) shall be counted
as leave. However, holidays (including restricted holidays) occurring at either beginning or end of the
period of leave may be prefixed or suffixed as the case may be with the approval of the Competent
Authority. However, holiday(s) including weekly day(s) of rest, if any, preceding the day, an employee is
certified Medically fit shall be treated as part of the leave, where leave is availed on medical certificate.
7.4 The competent authority may at the specific request of an employee change the title of leave sanctioned,
subject to admissibility and consequential adjustment of leave salary if any. Conversion of leave of one type
into leave of anothertype cannot be done afterthe employee ceases to be in service.
7.5 A Compensatory Leave granted in lieu of duty performed on a weekly day of rest or closed holiday for a full
day will be treated as a holiday for the purpose of combination of leave as above.
8.0 CASUAL LEAVE (CL)
An employee is eligible for 08 /12 days Casual Leave in case posted at Corporate Office & Allied Offices and
RBG/SBGIZoneI Unit Offices in a calendar year. An employee who joins service after 1st Jan. of a calendar year will
be eligible for CL proportionately i.e. One day for everyone & half completed calendar months of service.
8.1 The competent authority may at its discretion grant upto 05 days Casual Leave in one spell in case of the
employees who are entitled for 08 days of Casual leave, and 08 days of casual leave in one spell to those who
are entitled for 12 days casual leave in a calendar year.
8.2 Casual Leave can be availed for short period at a time not exceeding 5 days at a time for attending to private
affairs or for absence on account of illness. Availing half-a-day CL is permissible. CL should be availed with
prior approval excepting where it is not possible due to exigencies.
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8.3 Casual leave can be availed, subject to sanction by the competent authority, while on tour but no daily
allowance will be admissible for such period.
8.4 An employee can avail Leave Travel Concession while on Casual Leave.
8.5 The un-availed CL at the end of a calendar year will automatically lapse.
8.6 Casual Leave cannot be combined with joining time.
8.7 The Performa of Casual Leave/Restricted Holiday record to be maintained by each office/unit.
8.8 GRANT OF COMPENSATORY LEAVE TO THE ELIGIBLE EMPLOYEES
Eligibility
Employees except those who are in supervisory and executive cadre are eligible for compensatory leave in lieu of
duty on holidays/weekly days of rest for which they have to attend office forfull working hours i.e. 8 hours
The operative level workforce seconded to the subcontractor on chargeable basis as per GCC should not be
engaged as Sundays and holidays under any circumstances even if the sub contractor work on these days. Hence,
entire operative work force seconded to the subcontractor as per GCC are not eligible for compensatory leave.
GENERAL CONDITIONS FORAVAILING I REGULATING COMPENSATORY LEAVE
1. A) Other than construction operation i.e. employees posted in Corporate Office, RBG/SBG/zonal offices
shall have to avail the compensatory leave within the calendaryear in which it becomes due.
B) For constructions operation i..e. employees posted in sites/ units shall have to avail the compensatory
leave within two years from the end of the year when it becomes due.
2. Accumulation of compensatory leave shall not be subject to any limit.
3. The compensatory leave earned during the month of December shall have to be availed latest by 31st January
of the succeeding year.
4. Maximum of 30 days compensatory leave can only be availed at a time.
5. If an employee is on compensatory leave on the date of his annual increment, he/she shall not be treated as
absentfrom dutyforthe purpose of drawal of annual increment provided the period of com pensatory leave
does not exceed five days. In case the duration of compensatory leave exceeds five days, the financial effect of
the increment shall be drawn from the date of resuming duty by the employee.
6. In case an employee does not avail compensatory leave at the unit where he had earned and is transferred to
another unit where he avails it, leave salary shall be borne by the unit where the leave was earned.
7. Concerned unit In-charges should ensure that no compensatory leave is allowed to the employees entitled
for compensatory off, unless they attend office forthe full working hours.
8. If an employee is required to attend office on holidays in the exigencies of work, prior approval of the concerned
incharge should be taken for which a bound register should be maintained. Proper record of compensatory
leave earned by an employee while working at a particular site/ unit/section should be maintained as per
enclosed annexure in a bound register. The entries thereof should be daily countersigned by the concerned
incharge.
[REFER: Circular No. [SGM(HRM)IUnit-IV/Circularl2011 dated 06.05.2011)
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9.0 SPECIAL CASUAL LEAVE
9.1 An employee is eligible for 30 days Special Casual Leave in a calendar year for specific purposes mentioned
in paras 9.4 to 9.8.5. The Special CL account is also to be maintained every calendar year.
9.2 Special Casual Leave can be combined with CL or regular leave but not both at a time. Intervening holidays,
weekly day(s) of rest, gazetted holidays are excluded forthe purpose of Special Casual Leave account.
9.3 The period of absence in excess of 30 days should be treated as regular leave of the kind admissible under
the leave rules applicable to the employee concerned.
9.4 Family Planning - In the case of male employees
9.4.1 Male employees who undergo vasectomy operation under the Family Welfare Program for the first time may
be granted Special CL not exceeding six working days.
9.4.2 If the Male employee undergoes vasectomy operation for the second time, on account of the failure of the
first operation, Special CL not exceeding 6 days may be granted again on production of certificate from the
medical authorities concerned to the effect that the second operation was performed due to the failure of the
first operation.
9.4.3 Male employee whose spouse undergoes tubectomy operation either puerperal or non-puerperal forthe first
time or for the second time due to failure of the first operation(under Family Welfare Program) may be
granted Special Casual Leave for 7 days subject to production of medical certificate certifying that the spouse
has undergone tubectomy operation for the first time or second time due to failure of the first operation. It
shall not be necessary to indicate in the certificate that the presence of employee is required to look after his
wife during her convalescence.
9.4.4 Male employee whose spouse undergoes tubectomy operation I salpingectomy operation after Medical
Termination of Pregnancy(MTP) may be granted Special CL upto 7 days subject to the production of medical
certificate certifying that she has undergone tubectomy I salpingectomy operation after Medical Termination
of Pregnancy. It shall not be necessary to indicate in the medical certificate that the presence of the employee
is required to look afterthe wife during her convalescence.
9.5 Family Planning -In the case of Female Employees
9.5.1 Female employee who undergoes tubectomy operation whether puerperal or non-puerperal may be granted
Special Casual Leave not exceeding 14 days.
9.5.2 Female employee who undergoes tubectomy operation for the second time, on account of failure of the first
operation may be granted Special CL not exceeding 14 days, on production of medical certificate from the
prescribed medical authority concerned to the effect that the second operation was performed due to the
failure of the first operation.
9.5.3 Female employee who has insertion of intrauterine contraceptive devices (lUCD) may be granted Special
Casual Leave on the day of the IUCD insertion.
9.5.4 Female employee who has reinsertion of the Intra-Uterine Device (IUCD) may be granted Special CL on the
day of the IUCD reinsertion.
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9.5.5 Female employee who undergoes salpingectomy operation after Medical Termination of Pregnancy (MTP)
may be granted Special CL not exceeding 14 days. However, female employee who undergoes
salpingectomy operation alongwith medical termination of pregnancy and avail the facility of Maternity Leave
for six weeks as provided in these Rules will not be entitled to additional fourteen days of Special CL.
9.5.6 Female employee whose husband undergoes vasectomy operation may be sanctioned one day
Special CL on the day of operation.
9.6 Family Planning - For undergoing recanalization operation.
9.6.1 Employee (both male and female) who undergoes operation in Govt. Hospitals for recanalization may be
granted Special Casual Leave upto a period of 21 days or actual period of hospitalization as certified by
the authorized medical attendant, whichever is less, provided:
a) The operation is performed in hospital I medical college/institute where facilities for recanalization are
available. If the operation is performed in a private hospital, it should be nominated by the State Government/
Union TerritoryAdmn. For performing recanalization operations.
b) The request for grant of Special CL should be supported by a medical certificate from the Doctor who
performed the operation certifying that hospitalization of the employee for the period stipulated therein
was essential for the operation and post-operation recovery.
9.6.2 Employees who have less than two children or who desire recanalisation for substantial reasons, e.g. a
person has lost all male children or all female children after vasectomy/tubectomy operation performed
earlier, are allowed to avail Special Casual Leave.
9.7 The Special Casual Leave under 9.4,9.5. and 9.6 should follow the date of operation except as otherwise stated.
9.8 Other purposes
9.8.1 Employee who donate blood to recognized Blood Banks on working days are eligible for Special Casual Leave
for that day only.
9.8.2 Employees are eligible for Special Casual Leave not exceeding 30 days in a calendar year for participation in
sports and cultural activities of National/International level, at the discretion of the management, keeping in view
the nature and importance of the event, etc.
9.8.3 Special Casual Leave not exceeding 30 days in a calendar year is also admissible for participation in
mountaineering expedition and trekking expedition subject to the following conditions
a) that the expedition is approved by the Indian Mountaineering Foundation ; and
b) the overall limit for Special Casual Leave in a calendar year for the purpose indicated in Para 9.8.2 and
9.8.3 together will be 30 days.
9.8.4 Special Casual Leave may also be granted to employees who could not attend office on account of bundh,
curfew, failure of public transport, etc., if the competent authority is satisfied that the absence was due to failure
of public transport or due to picketing or disturbances or curfew. Special CL may be granted to such employees
by the Zonal Head or Head of Division in the Company.
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9.8.5 On the day of general elections to Lok Sabha/State Assembly to employee who are residing and enrolled as a
voter, in a particular place/constituency but employed in any office located at some other place provided the
office does not happen to be closed on that particular day, to enable them to exercise his franchise.
10. EARNED LEAVE (EL)
10.1.1 An employee will be allowed credit of Earned Leave, in advance, in two installments of 15 days each on the
firstdayofJanuaryand Julyofeverycalendaryear.
10.1.2 An employee shall not be allowed to avail Earned Leave in more than five spells during a calendar year.
10.1.3 To an employee who joins service in the course of the year the leave will be credited at the rate of two and
half days for every completed calendar month, fraction of leave will be rounded to next higher integer.
10.2.1 An employee brought on Regular Establishment from the Works Establishment consequent upon his
regularization with effectfrom 2nd April of a calendar year as per bi-partite agreement with Unions I
Association will be allowed credit of 2 1/2 days earned leave for that month ofApril, as a special case.
10.2.2 In case an employee leaves services of the Company for any reason in course of the year, the leave account
would be recast as per Clause 10.1.3 above Similarly, when an employee is removed or dismissed from the
service or dies while in harness credit of EL shall be allowed at the rate of two and half days per completed
calendar month up to date of removal or dismissal from service or in harness as the case may be.
10.2.3 In case an employee joins at the place of posting on transfer without availing full joining time by the reason that :-
I) he joins at the place of posting without availing full joining time for which he is entitled to, or
ii) he proceeds alone to the place of posting and joins the new place of posting without availing full joining time
and takes his family later within the permissible period of time for claiming travailing allowance for the family;
The number of days of joining time as admissible under joining time rules, subject to the maximum of 15 days
reduced by the number of days availed, shall be credited to his non-encashable EL account.
10.3 The total Earned Leave, together with un-availed joining time allowed to be credited to the leave account as
per 10.2.1 to 10.2.3 and carry forward leave from the previous employer of an employee, if any, shall not exceed
300 days at anytime.
10.4 Exceptions:
a) The leave at the credit of an employee at the close of the previous half-year shall be carried forward to the next half
year, subject to the condition that the leave so carried forward plus the credit for the half-year does not exceed 300
days.
b) In case earned leave at the credit of an employee as on the last date of June or December is 300 days or less but
more than 285 days, 15 days earned leave creditable in advance on 1st day of January or July instead of being
actually credited in leave account, is kept separately and first adjusted against the earned leave an employee avails
during that half of the year.
Earned Leave account will be maintained in one segment only. An employee is allowed credit of EL in advance in two
instalments of 15 days each on the first day of January and July of every calendar year. Leave encashment will be
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allowed two times in a calendar year (not more than one time in one month). Earned Leave can be encashed without
any ceiling leaving a minimum balance of 30 days in the account. Encashment of Earned Leave is allowed for a
minimum period of five (5) days.
(Refer: CIRCULAR No.54 (15)I2012-HRM13045 dated 29.08.2014)
Encashment of leave as above shall be allowed provided request is made by an employee before the leave lapses.
No request for encashment of lapsed leave shall be considered in a subsequent year.
10.5 In case an employee has availed leave on Half Pay or Extra Ordinary Leave, such leave may, subject to the
provision of rule 7.4 of these Rules can be converted to earned leave to the extent it is due and admissible
as a result of recasting of the leave account subject to the overall limit of 300 days.
10.6 The maximum EL that may be granted to an employee at a time shall be 180 days.
10.7 If an employee has availed Extra Ordinary Leave and or some period of absence has been treated as dies-non
in a half-year, the credit to be afforded to his leave account at the commencement of the next half-year shall be
reduced by 1/10th of the period of such leave and/or dies-non subject to a maximum of 15 days. This will be
applicable for the purpose of recasting the leave account when an employee ceases to be in service in the
course of a particular half-year, due to retirement, resignation, death or any other cause. In case the leave at
the credit of an employee at the commencement of a half-year is 'NIL' no reduction will be effected towards 1/10th
of the period of extra ordinary leave availed during the previous half-year and same will be ignored.
10.8 During the period of EL an employee shall receive leave salary at the rate of pay drawn by him immediately
before his proceeding on leave.
11.0 HALF PAY LEAVE (HPL)/ COMMUTED LEAVE
11.1 An employee shall be credited with Half Pay Leave in advance, in two installments of 10 days each on the first
day of January and July of the calendar year.
11.2 Leave shall be credited to the said leave account at the rate of 5/3 days for each completed calendar month of
service which he is likely to render in the half-year of the calendar year in which he is appointed.
11.3 Credit for the half-year in which an employee is due to retire or resigns from the service shall be allowed at the
rate of 5/3 days per completed calendar month upto the date of retirement or resignation.
11.4 In case an employee is removed or dismissed from service or dies while in harness, credit of HPL shall be allowed
at the rate of 5/3 days per completed calendar month upto the end of the calendar month preceding the calendar
month in which he is removed or dismissed from service or dies in harness as the case may be.
11.5 In case the period of absence or suspension of an employee is treated as dies-non in a half year, the credit afforded
to his HPL account at the commencement of next half-year, shall be reduced by one eighteenth of the period of
dies non subject to a maximum often days.
11.6 HPL may be granted for private affairs.
11.7 While affording credit of HPL, fraction of a day shall be rounded off to the nearest.
11.8 An employee at his option can be granted HPL even though EL is due to him.
11.9 Encashmentof Half Pay Leave
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The Board of Directors in its 423rd meeting held on 15.01 .2014 have decided as follows in respect of Encashment
of Half Pay Leave:-
(a) The encashment of Half Pay Leave on superannuation be allowed in addition to encashment of Earned Leave
subject to over all limit of 300 days. The cash equivalent payable for half pay leave would be equal to leave
salary as admissible for half pay plus DA and to make up the short fall in Earned Leave, no commutation of Half
Pay would be permissible.
(b) The existing schemes for encashment of Half Pay Leave circulated vide Circular Nos. 3134 & 2157 dated
13.09.2013 & 11.07.2013 respectively be and are hereby discontinued with immediate effect and past cases
shall not be re-opened.
[REFER: Circular No.31(1)IMisci2013IPolicy (HRM)I406 dated 23.01.2014)
11.10 There is no limit to accumulation of HPL.
11.11 During the period of HPL an employee shall receive leave salary equivalent to half of the basic pay drawn by him
immediately before proceeding on leave and corresponding Dearness Allowance (DA) admissible on the basic
pay.
11.12 An employee can convert the Half Pay Leave at his credit to full pay leave by availing it as 'Commuted Leave', on
medical grounds upto three consecutive days without production of a medical certificate. However beyond three
days Half Pay Leave can be converted to 'Commuted Leave' on production of a Medical Certificate from a
Registered Medical Practitioner equivalent to MBBS.
[REFER: Circular No.3(13)I2012-HRM/222 dated 17.01.2013]
11.13 In case an employee is granted Commuted Leave twice the amount of such leave shall be debited against the HPL
due, if employee resigns from the service or at his request permitted to retire voluntarily without returning to duty,
the Commuted Leave shall be treated as HPL and the difference between the leave salary in respect of
Commuted Leave and HPL shall be recovered.
11.14 No such recovery shall be made in case the retirement is by reason of ill health incapacitating the employee to
render further service or in the event of his death.
11.15 A female employee can be granted Commuted Leave upto 60 days in case she adopts a child in accordance with
the law relating to adoption. Medical certificate is not required in this event.
11.16 Commuted Leave can be availed in continuation of Maternity Leave upto a maximum of 60 days without producing
medical certificate.
11.17 During Commuted Leave, an employee will receive leave salary at the rate of the pay drawn by him before
his proceeding on leave.
11.18 An employee who proceeded on Commuted Leave, excepting under circumstances at Clause 11.16 and 11.17,
can join duties only on production of certificate of medical fitness from an Authorized Medical Attendant.
11.19 An employee cannot avail Commuted leave beyond the period he is declared to be medically fit, excepting in such
circumstances where production of medical certificate is not necessary.
12.0 EXTRA ORDINARY LEAVE(EOL)
12.1 Extra Ordinary Leave may be granted to an employee in special circumstances when no other leave is
admissible or the employee specifically applies in writing for the grant of EOL. Subject to following limits :-
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(a) An employee during 1st of service in the regular Estt. of the Company Up to three (3) months with or
without Medical Certificate
(b) An employee with more than 1st year of service in the regular Estt. of the Company. may grant EOL up to six (6)
months with Medical Certificate
12.2 An employee can avail EOL up to 18 months for undergoing treatment for (i) pulmonary tuberculosis (ii) pleurisy of
tubercular origin in a recognized sanitarium (iii) leprosy (iv) cancer (v) mental illness provided the treatment is
undertaken in a recognized institution or hospital and medical certificate is produced in support thereof. An
employee who receives treatment at his residence under tuberculosis specialist can also avail EOL for 18 months
subject to production of a certificate signed by that specialist certifying that the employee is under his treatment
and has reasonable chances of recovery on the expiry of the leave recommended.
12.3 While on EOL an employee will not receive any pay and allowances. However, HRA and CCA wherever
applicable will be paid in full, where admissible, for 180 days without furnishing any certificate.
12.4 Two spells of EOL, if intervened by any other kind of leave including Maternity Leave, shall be treated as one
continuous spell of EOL for the purpose of commuting the limits under Clause 12.1 to 12.5.
12.5 The authority competent to grant leave may commute retrospectively, period of absence without leave, into EOL.
13.1 LEAVE NOT DUE
13.1 An employee can be granted teave Not Due' limited to a maximum of 360 days during the entire service on
MEDICAL CERTIFICATE subject to the following conditions:
a) the authority competent to grant leave is satisfied that there is reasonable prospect of the employee returning to
duty on its expiry,
b) Leave Not Due shall be limited to the HPL he is likely to earn thereafter;
c) Leave Not Due shall be debited against the HPL the employee may earn subsequently.
13.2 Leave Not Due can also be granted to an employee suffering from TB, Leprosy, Cancer or Mental illness for a
period not exceeding 360 days during entire service provided the employee has put in minimum of one year
service, and subject to fulfillment of conditions(a)to (c) Clause 13.1 above.
13.3 Where an employee who has been granted 'Leave Not Due' resigns from services or at his request permitted
to retire voluntarily without returning to duty, the 'Leave Not Due' shall be cancelled; his resignation, retirement
taking effect from the date on which such leave had commenced; and the leave salary shall be recovered.
13.4 Where an employee who having availed himself of 'Leave Not Due' returns to duty but resigns or retires from service
before he has earned such leave, he shall be liable to refund the leave salary to the extent the leave has not
been earned subsequently.
13.5 However, no leave salary shall be recovered under Clause 13.3 and 13.4, if the retirement is by reason of ill-health
incapacitating the employee for further service or in the event of his death or the services of an employee are
terminated under Rule 13 A of NBCC (Discipline & Appeal) Rules or in case he is compulsorily retired under
Rule 7(9) of the NBCC (Discipline &Appeal) Rules 1993.
14.0 SPECIAL DISABILITY LEAVE
14.1 An employee, who is in the regular establishment of the Company on being, disabled by injury intentionally or
accidentally inflicted or caused in, or in consequences of the due performance of his official duties or in
consequence of his official position, can be granted "Special Disability Leave".
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14.2 Such leave shall not be granted unless the disability manifests itself within 3 months of the occurrence to
which it is attributed and the disabled employee has acted with due promptitude in bringing it to the notice of the
management. The authority competent to grant leave may, if it is satisfied as to the cause of disability, may relax
the condition and grant leave in cases where disability has manifested itself after three months of the occurrence of
its cause.
14.3 Disability is required to be certified by a Doctor of a Government Hospital, to have been directly attributable to the
performance of particular duty. The period of leave granted will be such as certified by the doctor subject to a
maximum of 24 months.
14.4 Special Disability leave may be granted more than once if the disability is aggravated or reoccurs in similar
circumstances at a later date but the maximum leave in continuation of any one disability should not exceed 24
months.
14.5 The Special Disability Leave may be combined with any other kind of leave. It will be counted as qualifying service for
the purpose of gratuity and ex-gratia on voluntary retirement but will not be debited to leave account.
14.6 Leave salary during such leave shall be as under:-
I) for the first 120 days of any period of such leave, including a period of such leave granted under para 14.4
above, equal to leave salary while on earned leave and
ii) for remaining period of any such leave equal to leave salary during HPL.
Provided that in case an employee may, at his option, be allowed leave salary as in sub para 14 6 (I) above for
a further period not exceeding 120 days along with the special disability leave simultaneously by availing Half
Pay Leave and inthateventthe period of such leave shall be debited to his Half Pay LeaveAccount.
Provided further that in case an employee to whom the Workmen's Compensation Act, 1923 applies, the
amount of leave salary payable under this rule shall be reduced by the amount of compensation payable under
Clause (d) of sub-section (1)of Section 4 of the said Act.
14.7 Additional 4 Casual Leaves in a calendar year to the physically challenged employees in form of SPECIAL CASUAL
LEAVE' allowed for meeting Specific requirement relating to their disability.
Specific requirements could be medical, prosthetic check up related to the handicap, participation in Workshop /
Seminars for physically challenged etc.
Controlling Officers should satisfy themselves that the Special Casual Leave requested by a physically challenged
employee is for specific requirements as above.
[REFER: Circular No. 36(2)/1O-Estti7 17 dated 19.02.2010]
14.8 10 days 'Special Casual Leave' in a calendar year to the employees of the Company with Disabilities for
participating in the conferences/workshop/seminars/trainings related to Disability and Development related
programmes organized at National and State level agencies by the following:
i) Central Government and State! UT Governments;
ii) Central Government and State! UT Government Institutions !Agencies.
iii) International Agencies like UN, World Bank etc.
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iv) Universities and Educational Institutions set up by a Central I State Government, recognized as predominant
centers for education on rehabilitation of persons with disabilities and
v) Recognized institutes for persons with disabilities, under Chapter X (Section 50 to 55) and Chapter Xl (Section
56) of the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation)Act, 1995.
Prior approval of HOD, HRM Section is required for grant of above' Special Casual Leave'. The period of
absence in excess of 10 days will be treated as regular leave of the kind due and admissible. However, 'Special
Casual leave will be allowed to be combined with regular leave, as a special case.
The above 10 days 'Special Casual Leave' will be admissible in addition to 4 days 'Special Casual Leave' as
14.7 stated above.
15.0 MATERNITY LEAVE
15.1 A female employee with less than 2 surviving children will be allowed Maternity Leave for a period of 180 days from
the date of its commencement.
15.2 Maternity leave not exceeding 45 days in the entire career of a female employee may be granted in case of
miscarriage, including abortion on production of medical certificate.
15.2 1 Abortion induced under the Medical Termination of Pregnancy Act, 1971 will also be considered as a case
of abortion for the purpose of granting Maternity Leave under these rules.
15.2.2 Abortion does not include threatened abortion and Maternity Leave will not be granted in case of
threatened abortion.
15.2.3 A female employee under-going salpinectomy operation alongwith medical termination of pregnancy
will be eligible for 45 days Maternity Leave subject to the condition that such employee who avail the
facility of Maternity leave will not be entitled to additional 14 days of Special Casual Leave.
15.3 During Maternity Leave, the employee shall be paid leave salary equal to the pay drawn immediately before
proceeding on leave.
15.4 Maternity Leave can be combined with any type of leave due / admissible (including commuted leave) and Leave Not
Due up to a maximum period of 2 years, if otherwise admissible.
[Amendment shall take effect as per DoPT guidelines dated 11.09.2008 in the above Sub -Rule 15.1 & 15.4 of Rule
15 vide No.28(8)/10-Estt./944 dated 08.03.2010]
15.5 Maternity Leave shall count for service and shall not be debited against the leave account.
16.0 LEAVE TO FEMALE EMPLOYEE ON ADOPTION OF CHILD
16.1 A female employee, with fewer than two surviving children, on valid adoption of a child below the age of one year
may be granted Child Adoption Leave, by an authority competent to grant leave, for a period of 135 days
immediately after the date of valid adoption.
16.2 During the period of Child Adoption Leave, she shall be paid leave salary equal to the pay drawn immediatelybefore
proceeding on leave.
16.3
(a) Child Adoption Leave may be combined with leave of any other kind.
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(b) In continuation of the Child Adoption Leave granted under sub-rule (1)a female employee on valid adoption of a
child may also be granted, if applied for, leave of the kind due and admissible (including leave not due and
commuted leave not exceeding 60 days without production of medical certificate) for a period up to one year
reduced by the age of the adopted child on the date of valid adoption, without taking into account child adoption
leave.
(c) Provided that this facility shall not be admissible in case she is already having two surviving children at the time
of adoption.
16.4 Child Adoption Leave shall not be debited against the leave account. [Child Adoption Leave Rule is being
incorporated /amended as per DoPT guidelines dated 31.03.2006 vide No.28 (8)/10 - Estt./944 dated 08.03.2010]
17.0 PATERNITY LEAVE
17.1 An employees of the Company including a management trainee with less than two surviving children may
be granted Paternity Leave for a period of 15 days during the confinement of his wife (Subject to production of
Medical certificate). During the period of such leave he shall be paid leave salary equal to the pay drawn
immediately before proceeding on leave. Paternity Leave shall not be debited against the leave account and may
be combined with any other kind of leave (as in the case of Maternity Leave), It may not normally be refused
under any circumstances. Paternity leave will be regulated in the following manner :-
(I) Pre-delivery period —15 days including the date of delivery.
(ii) Post delivery period —15 days including the date of delivery.
(iii) Period comprising two segments of any number of days before or after delivery but not exceeding 15 days.
18.0 STUDY LEAVE
18.1 Study Leave is granted to an employee with not less than five years service in the regular establishment to
undergo, in India, a special course of study,, higher studies or specialized training in professional or technical
subject having direct and close connection with the sphere of his/her duty.
18.2 Study Leave may also be granted:
a) for a course of training or study in a subject in which an employee may not attain a regular academic or
semi-academic qualification if the course of training or the study is certified to be a definite advantage to an
employee from the point of view of Corporation interest and is related to spheres of duties of the employee
b) For the studies which may not be closely or directly connected with the work of an employee, but which are
capable of widening his perspective in a manner likely to improve his abilities as an employee and to equip him
better to collaborate with those employees in other branches of the Corporation.
18.3 The maximum amount/quantum of Study Leave which may be granted to an employee shall be:
a) Ordinarily twelve months at any one time, and
b) during his entire service, twenty four months in all (inclusive of similar kind of leave for study or training.) In
no cases shall the grant of this leave in combination with leave, other than Extra Ordinary Leave, involves a
total absence from the regular duties of the employee for more than 28 months generally and 36 months
for the courses leading to Ph.D degree including period of vacations.
18.4 Study Leave will not be debited to the regular leave account of an employee.
18.5 Study Leave shall not be granted to an employee unless:-
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a) it is certified by the authority competent to grant leave that the proposed course of study or training shall be of
definite advantage from the point of view of Corporation's interest.
b) it is for prosecution of studies in subjects other than academic or literary subjects;
c) he is not due to retire, or does not have the option to retire from the Corporation within 5 years of the date of
which he is expected to return to duty after the expiry of the leave.
18.6 Study Leave shall not be granted to an employee with such frequency as to remove him from contact with his
regular work or cause cadre difficulty owing to absence on his leave.
18.7 Leave Salary during Study Leave
18.7.1 During Study Leave, no pay and allowances are admissible nor an employee ill earn leave during this period.
The pay and allowances are admissible only on joining of service after completion of Study Leave. During
Study Leave, the employee shall be eligible for Leave Travel Concession and Medical Reimbursement as per
Rules of the Corporation.
18.7.2 Travelling allowance during Study Leave and cost of fees for the study are not payable! reimbursable by
the Corporation.
18.8 EXECUTION OF BOND
18.8.1 An employee who is granted Study Leave shall be required to execute a bond to the effect that on return from
Study Leave she!he will serve the Corporation for a minimum period of 3 years in case the Study Leave is
for a period of 12 months or less than 5 years when Study Leave is more than 12 months. In case of
default, the employees will pay the Corporation such an amount as may be specified in the bond. The
amount of bond will be decided on case to case basis.
18.9. On completion of the course of study, the employee shall submit to the Management, the details of
certificate of examination(s) passed or subject course of study undertaken, indicating the date of
commencement and termination of the course with remarks, if any, of the authority in charge in course
of study.
18.10 The CMD is the CompetentAuthority to sanction Study Leave.
19.0 LEAVE ENCASHMENT
19.1 Unless otherwise provided in the contract of employment, the regular employees of the Corporation are eligible for
encashment of earned leave.
19.2 Earned Leave account will be maintained in one segment only.
An employee is allowed credit of EL in advance in two instalments of 15 days each on the first day of January and
July of every calendar year.
19.3 Leave encashment will be allowed two times in a calendar year (not more than one time in one month).
19.4 Earned Leave can be encashed without any ceiling leaving a minimum balance of 30 days in the account.
19.5 Encashment of Earned Leave is allowed for a minimum period of five (5) days.
[Refer: CIRCULAR No.54 (15)I2O12-HRM13045 dated 29.08.2014)
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19.6 Cash equivalent payable for the encashed leave would be restricted to last pay and dearness allowance only.
19.7 deleted
19.8 The amount of leave encashment is not reckonable for gratuity, provident fund, Bonus overtimes etc.
19.9 deleted
19.10 An employee has the option to carry forward the entire EL and HPL at his credit in case he joins a Public Sector
Undertakings after he resigns from the services of the Corporation & his application has been forwarded through
proper channel and also provided that the PSU agrees for it. The Corporation shall pay the leave salary in respect
of earned leave and HPL at the credit of the employee to the PSU concerned.
19.11 An employee on superannuation, compulsory retirement, voluntary retirement or in the event of death shall
be eligible to encashment of the entire earned leave at his credit subject to a maximum of 300 days. Encashment of
EL is allowed in case of discharge simplicitor.
19.12 On termination of services of an employee on disciplinary grounds, encashment of leave will not be admissible. An
employee whose services are terminated on grounds (others than disciplinary grounds) will be allowed (i) 100%
leave standing at his credit in encashable portion subject to maximum of 150 days (ii) 50% of leave standing at his
credit in non-encashable leave portion subject to maximum of 75 days.
19.13 On death, leave salary in respect of earned leave at the credit of an employee shall be paid to the legal heirs of the
employee.
20.0 "CHILD CARE LEAVE TO WOMEN EMPLOYEES"
"CHILD" means
(a) Achild below the age of eighteen years: or
(b) A child below the age of twenty-two years with a minimum disability of forty per cent as specified in the Government of
India in Ministry of Social Justice and Empowerment's Notification No.16-18/97-Nl.l dated 01.06.2001.
21.0 Child Care Leave to Women Employees
i) Women employees having minor children below the age of 18 years may be granted Child Care Leave by an
authority competent to grant leave, for a maximum period of two years (i.e. 730 days) during their entire services for
taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness, etc.
Child Care Leave shall be admissible for two eldest surviving children only. During the period of such leave, the
women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. It may
be availed of in more than one spell. Child Care Leave may also be allowed for the third year as leave not
due(without production of medical certificate). It may be combined with leave of the kind due and admissible. The
leave account for Child Care Leave shall be maintained in the Performa prescribed by DOPT and it shall be kept
along with the service book of the employee concerned.
ii) The leave will be treated like the Earned Leave (non-encashable) and sanctioned as such.
iii) Consequently, Saturdays, Gazetted Holidays etc. falling during the period of leave would also count for CCL, as in the
case of Earned Leave.
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v) CCL cannot be demanded as a matter of right. Under no circumstances can any employee proceed on CCL without
prior proper approval of the leave by the leave sanctioning authority.
[REFER: 33(113)/10-Pers.I9564 dated 13.0 7.20101
21.1 Subsequent to the above, the condition that CCL can be availed only if the employee concerned has "No Earned
Leave" at her credit has been 'DELETED'.
Further sanction of CCL is to be governed with following conditions :-
a) CCL may not be granted in more than 3 spells in a calendar year.
b) CCL may not be granted for less than 15 days.
ci) CCL should not ordinarily be granted during the probation period except in case of certain extreme situations
where the leave sanctioning authority is fully satisfied about the need of Child Care leave to the probationer. It
may also be ensured that the period for which this leave is sanctioned during probation is minimal.
[REFER: 33(113)/10-Pers./3822 dated 07.12.2010]
[DOPT O.M.No. 1301811/2010-Estt.(Leave) dated 07.09.2010]
21.2 During the period of Child Care Leave, no Performance Related Pay (PRP) shall be admissible.
22.0 INTERPRETATION AND REPEAL
22.1 If there is any doubt regarding any of the provisions in these Rules, the matter shall be referred to the Personnel &
Admn. Division in the Corporate Office and the decision of the Chairman-cum-Managing Director shall be final and
binding.
22.2 These rules shall supersede all circular, instructions issued earlier on the subject. The Corporation reserves the right
to modify, amend or cancel any or all these Rules.
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CHILD CARE LEAVE

Frequently Asked Questions or
THE DOUBTS RAISED ARE CLARIFIED ARE AS UNDER :-
I Who are entitled for Child Care Leave? Child Care Leave can be granted to women employees having minor
children below the age of 18 years, for a maximum period of 2 years
(i.e. 730 days) during their entire service, for taking care of up to two
children whether for rearing or to look after any of their needs like
examination, sickness etc. Child Care Leave shall not be admissible if
the child is eighteen years of age or old.
2 Am I eligible to draw Salary for the period for During the period of such leave, the women employees shall be paid
which Child Care Leave is availed? leave salary equal to the pay drawn immediately before proceeding on
leave.
3 Whether CCL can be debited against any Child Care Leave shall not be debited against the leave account. Child
other type of Leave admissible to the Care Leave may also be allowed for the third year as leave not due
employee? (without production of medical certificate).
4 Whether Child Care Leave can be combined It may be combined with leave of the kind due and admissible.
with any other leave?
5 Whether Child Care Leave is applicable for No. CCLis notapplicabletothird Child.
third Child?
6 HowtomaintainChildCareLeaveaccount? The leave account for child care leave shall be maintained in the
proforma prescribed by Govt. and it shall be kept alongwith the Service
Book of the employee concerned.
7 Whether CCL can be claimed as a matter of The intention of the Pay Commission in recommending CCL for
right? women employees was to facilitate women employees to take care of
their children at the time of need. However, this does not mean that
CCL should disrupt the functioning of Central Government office. The
nature of this leave was envisaged to be the same as that of earned
leave.
8 Whether we can prefix or suffix Saturdays, As in the case of Earned Leave, we can prefix or suffix Saturdays,
Sundays, and Gazetted holidays? Sundays, and Gazetted holidays with the Child Care Leave.
9 Should we have any Earned Leave in Credit There was a condition envisaged in the O.M. relevant to CCL to the
for the purpose of taking Child Care Leave? effect that CCL can be availed only if the employee concerned has no
Earned Leave at her credit. However, this condition was withdrawn
and as such there is no need for having EL in credit to avail CCL.
10 Whether CCL can be availed without prior Under no circumstances can any employee proceed on CCL without
sanction? prior approval of the Leave sanctioning authority.
11 Can we avail CCLforthe children who are not The Child Care Leave would be permitted only if the child is dependent
dependents? on the employee concerned.
12 Is there any other conditions apart from the The conditions reg. spell of CCL, imposed upon by the Government
total number of holidays and the age of child? are that it may not be granted in more than 3 spells in a calendar year
and that CCL may not be granted for less than 15 days.
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13 Whether Earned Leave availed for any CCL is sanctioned to women employees having minor children, for
purpose can be converted into Child Care rearing or for looking after their needs like examination, sickness etc.
Leave? How should applications where the Hence, Earned Leave availed specifically for this purpose only should
purpose of availing leave has been indicated be converted.
as 'Urgent Work' but the applicant claims to
have utilized the leave for taking care of the
needs of the child, be treated?
14 Whether all Earned Leave availed No. As the instructions contained in the OM dated 07.09.2010 has
irrespective of 'number of days i.e. less than been given retrospective effect, all the conditions specified in the OM
15 days, and number of spells can be would have to be fulfilled for conversion of the Earned Leave into Child
converted ? In cases where the CCL spills Care Leave. In cases where the leave spills over to the next year, it
over to the next year for example 30 days may be treated as one spell against the year in which the leave
CCL from 27th December, whether the commences.
Leave should be treated as one spell or two
spells?
15 Whether those who have availed CCL for No. As per the OM of even number dated 07.09.2010, CCL may not be
more than 3 spells with less than 15 days can granted in more than 3 spells. Hence, CCL may not be allowed more
avail further Child Care Leave for the than 3 times irrespective of the number of days or times CCL has been
remaining period of the current year? availed earlier.
16 Whether LTC can be availed during Child LTC cannot be availed during Child Care Leave as CCL is granted for
Care Leave? the specific purpose of taking care of a minor child for rearing or for
looking after any other needs of the child during examination, sickness
etc.
17 Whether Child Care Leave is applicable to All Yes. CCL is applicable to employees underAll India Services.
India Services?
18 Whether women employees of Public Sector Orders issued by DOPT are not automatically applicable to the
Undertakings I Bodies etc. are entitled to employees of Central Public Sector Undertakings I Autonomous
Child Care Leave? Bodies, Banks etc. It is for the PSUs/Autonomous Bodies to decide
the applicability of the rules I Instructions issued for the Central
Government employees to their employees in consultation with their
Administrative Ministries.
19 Whether Govt. servant can be permitted to Child Care Leave is granted to a woman employee to take care of the
leavestationlgoabroadwhileonCCL? needs of the minor children. If the child is studying abroad or the
Government servant has to go abroad for taking care of the child she
may do so subject to other conditions laid down for this purpose.
20 What is the intention behind the instructions The intention is that CCL should be availed with prior approval of leave
that CCL is to be treated like EL and sanctioningauthorityandthatthecombinationofCCLwithotherleave,
sanctioned as such? if any, should be as per the restriction on EL. The restriction of the limit
of 180 days at a stretch as applicable in the case of EL will not apply in
case of CCL. The other conditions like CCL may not be granted for
less than 15 days or in more than 3 spells etc. will apply.
21 Whether Child Care Leave has been CCL has been extended to all civilian female industrial employees
extended in female industrial employees? covered by the CCS (Leave) Rules, 1972 subject to the conditions
provided in the rules, as amended from time to time.
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22 Whether Earned Leave availed for any purpose Child Care Leave is sanctioned to women employees having
can be converted into Child Care Leave? How minor children, for rearing or for looking after their needs like
should applications where the purpose of examination, sickness etc. Hence, Earned Leave availed
availing leave has been indicated as 'Urgent specificallyforthispurposeonlyshouldbeconverted.
Work' but the applicant claims to have utilized the
leave for taking care of the needs of the child, be
treated?
23 Whether all Earned Leave availed irrespective of No.

number of days i.e. less than 15 days and
number of spells can be converted? In cases As the instructions contained in the OM dated 7.9.2010 has been
where the CCL spills over to the next year (for given retrospective effect, all the conditions specified in the OM
example 30 days CCL from 27th December) would have to be fulfilled for conversion of the Earned Leave into
whether the Leave should be treated as one spell Child Care Leave. In cases where the leave spills over to the next
ortwo spells'? year, it may be treated as one spell against the year in which the
leave commences.
24 Whether those who have availed Child Care No.

Leave for more than 3 spells with less than 15
days can avail further Child Care Leave for the As pert eh OM of even number dated 07.09.2010, Child Care
remaining period of the current year? Leave may not be granted in more than 3 spells. Hence CCL may
not be allowed more than 3 times irrespective of the number of
days or times Child Care Leave has been availed earlier. Past
cases may not be reopened.
25 Whether LTC can be availed during Child Care LTC cannot be availed during CCL as CCL is granted for the
Leave? specific purpose of taking care of a minor child for rearing or for
looking after any other needs of the child during examination,
sickness etc.
[DOPT OM NO. 130181112010-Estt.(Leave) dated 30.12.2010]

INTERPRETATION AND REPEAL
I. If there is any doubt regarding any of the provisions in these Rules, the matter shall be referred to the
HR Division in the Corporate Office and the decision of the Chairman-cum-Managing Director shall be final
and binding.
II. These rules shall supersede all circular, instructions issued earlier on the subject. The Corporation reserves
the right to modify, amend or cancel any or all these Rules.
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CHAPTER - V
NBCC CONDUCT AND

DISCIPLINE RULES
1. NBCC SERVICE (CONDUCT) RULES, 1969
2. NBCC (DISCIPLINE & APPEAL) RULES, 1993
3. NBCC STANDING ORDERS
4. GUIDELINES - PREVENTION OF SEXUAL HARASSMENT

TO WOMEN AT WORKPLACE
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NBCC SERVICE (CONDUCT) RULES, 1969

(Amended upto 25-02-2018)
1. SHORT TITLE, COMMENCEMENT AND APPLICATION
i) These rules may be called the NBCC Service (Conduct) Rules, 1969.
ii) They shall come into force at once.
iii) Save as otherwise provided in these rules, these rules, shall apply to every person appointed to any post in
the regular establishment of the National Buildings Construction Company Limited in connection with the
affairs of the Company.
Provided that nothing in these rules shall apply to a Government Servant who is on foreign service with the
Company.
2. DEFINITIONS
In these rules, unless the context otherwise requires:..
a) "The Company" means the "National Buildings Construction Company Limited".
b) "Employee" means any person appointed to any post in the Company borne on the regular establishment.
c) "Board" means the Board of Directors of the Company.
d) "Members of family" in relation to any employee includes -
I) the wife or husband as the case may be of such employee, whether residing with him or not but does
not include a wife or husband, as the case may be, separated from the employee by a decree or order
of a competent court;
ii) son or daughter or step-son or step-daughter of the employee and wholly dependent on him, but does
not include a child or step-child who is no longer in any way dependent on the employee or of whose
custody the employee has been deprived of by or under any law;
iii) any other person related, whether by blood or marriage, to the employee or to the employee's wife or
husband and wholly dependent on the employee.
e) "Regular Establishment" means any monthly paid establishment other than the Temporary Works
Establishment.
3. GENERAL
1. Every employee shall at all times :-
i) maintain absolute integrity;
ii) maintain devotion to duty; and
iii) do nothing which is unbecoming of an employee of the Company.
(iv) commit himself to and uphold the supremacy of the Constitution and democratic values;
(v) defend and uphold the sovereignty and integrity of India, the security of the State, public order,
decency and morality;
(vi) maintain high ethical standards and honesty;
(vii) maintain political neutrality;
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(viii) promote the principles of merit, fairness and impartiality in the discharge of duties;
(ix) maintain accountability and transparency;
(x) maintain responsiveness to the public, particularly to the weaker section;
(xi) maintain courtesy and good behavior with the public;
(xii) take decisions solely in public interest and use or cause to use public resources efficiently, effectively
and economically;
(xiii) declare any private interests relating to his public duties and take steps to resolve any conflicts in a way
that protects the public interest;
(xiv) not place himself under any financial or other obligations to any individual or organization which may
influence him in the performance of his official duties;
(xv) not misuse his position as civil servant and not take decisions in order to derive financial or material
benefits for himself, his family or his friends;
(xvi) make choices, take decisions and make recommendations on merit alone;
(xvii) act with fairness and impartiality and not discriminate against anyone, particularly the poor and the
under-privileged sections of society;
(xviii) refrain from doing anything which is or may be contrary to any law, rules, regulations and established
practices;
(xix) maintain discipline in the discharge of his duties and be liable to implement the lawful orders duly
communicated to him;
(xx) maintain confidentiality in the performance of his official duties as required by any laws for the time
being in force, particularly with regard to information, disclosure of which may prejudicially affect the
sovereignty and integrity of India, the security of the State, strategic, scientific or economic interests of
the State, friendly relation with foreign countries or lead to incitement of an offence or illegal or unlawful
gain to any person;
(xxi) perform and discharge his duties with the highest degree of professionalism and dedication to the best
of his abilities.
(Refer: Circular No. NBCC/HRM/PolicyI2018I1788 dated 30.08.2018)
2.
(i) Every employee holding a supervisory post shall take all possible steps to ensure the integrity and
devotion to duty of all employees forthe time being under his control and authority;
(ii) No employee shall, in the performance of his official duties, or in the exercise of powers conferred on
him act otherwise than in his best judgement except when heis acting under the direction of his official
superior.
(iii) The direction of the official superior shall ordinarily be in writing. Oral direction to subordinates shall be
avoided, as far as possible. [Where the issue of oral direction becomes unavoidable,] the official
superior shall confirm it in writing immediately thereafter.
[REFER: Circular No. [54(1)18 7-A dmn. DT.10.09.19981
(iv) An employee who has received oral direction from his official superior shall seek confirmation of the
same in writing, as early as possible, whereuponit shall be the duty of the official superior to confirm the
direction in writing.
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Explanation - I
An employee who habitually fails to perform thetask assigned to him within the time set for the purpose and with the quality
of performance expected of himshall be deemed to be lacking in devotion to duty within the meaning of clause(ii) of sub-
rule (1 ).
Explanation-Il
Nothing in clause (ii) of sub-rule(2) shall be construed as empowering an employee to evade hisresponsibilities by
seeking instructions from or approval of, a superior officer or authority when such instructions are not necessary
under the scheme of distribution of powers and responsibilities.
3A: Misconduct:
Without prejudice to the generality of the term "misconduct" the following acts of omission and commission shall be
treated as misconduct :-
(1) Theft, fraud or dishonesty in connection with the business or property of the Company or of property of
another person within the premises of the Company.
(2) Taking or giving bribes or any illegal gratification.
(3) Possession of pecuniary resources or property disproportionate to the known sources of income by the
employee or on his behalf by another person, which the employee cannot satisfactorily accountfor.
(4) Furnishing false information regarding name, age, father's name, qualification, ability or previous service or
any other matter germane to the employment at the time of employment or during the course of employment.
(5) Acting in a manner prejudicial to the interests of the Company.
(6) Wilful insubordination or disobedience, whether or not in combination with others, of any lawful and
reasonable order of his superior.
(7) Absence without leave or over-staying the sanctioned leave for more than four consecutive days without
sufficient grounds or proper or satisfactory explanation.
(8) Habitual late or irregular attendance.
(9) Neglect of work or negligence in the performance of duty including malingering or slowing down of work.
(10) Damage to any property of the Company.
(11) Interference or tampering with any safety devices installed in or about the premises of the Company.
(12) Drunkenness or riotous or disorderly or indecent behaviour in the premises of the Company or outside such
premises where such behaviour is related to or connected with the employment.
(13) Gambling within the premises of the establishment.
(14) Smoking within the premises of the establishment where it is prohibited.
(15) Collection without the permission of the competent authority of any money within the premises of the
Company except as sanctioned by any law of the land for the time being in force or rules of the Company.
(16) Sleeping while on duty.
(17) Commission of any act which amounts to a criminal offence involving moral turpitude.
(18) Absence from the employee's appointed place of work without permission or sufficient cause.
(19) Purchasing properties, machinery, stores etc. from or selling properties, machinery, stores. etc. to the
Company without express permission in writing from the competent authority.
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(20) Commission of any act-subversive of discipline orof good behaviour.
(21) Abetment of or attempt at abetment of any act which amountsto misconduct.
(22) Breach of any provision of these Conduct Rules.
(23) Participation and I or inciting others to participate in strikes, gheraos, go-slow and similar other agitational
activities or abetting, inciting or acting in furtherance thereof.
(24) Unauthorised custody and I or use of the Company's equipment, tools, quarters, offices, go-downs, land or
any other property of the Company.
(25) Falsification of Company records, impersonation or forgery.
(26) Making representations to persons or bodies outside the Company, whether official or otherwise on matters
connected with the affairs of the Company or personal grievances against the Management.
(27) Making representations or sending grievance petition to the members of the Board of Directors or the senior
management except through proper channel. (This does not prevent submission of appeals to the prescribed
Appellate Authorities under the Rules).
(28) Attending or holding meeting other than in the course of duty within the Company premises without prior
permission of the Competent Authority.
(29) Distribution or exhibition of any newspaper clippings I bulletins, handbills, pamphlets, protest-badges, etc.
within the Company's premises.
(30) Deliberately making false statements and allegations before a superior knowing itto be false.
(31) Applying for appointment, scholarships, fellowships, travel ships or for any training to Government or any
Public Sector! Private Sector Undertakings without the permission of the Management.
(32) Proxy registering of attendance or abetting the act of registering attendance of another employee.
(33) Spreading or encouraging casteism, regionalism or communalism.
(34) Give or take or abet the giving or taking of dowry or demand directly or indirectly from the parents or guardian
of a bride or bridegroom as the case may be any Dowry Prohibition Act, 1961(28 of 1961).
(35) Refusal to accept and acknowledge charge sheets, orders or any other communication addressed to an
employee.
(36) Taking any active part in a meeting or demonstration organised by a political party.
(37) Any other act or omission which the Company considers as misconduct.
NOTE: The above instances of misconduct are illustrative in nature, and not exhaustive.
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3 B :Promptness and Courtesy
No employee shall -
(a) in the performance of his official duties, act in a discourteous manner;
(b) in his official dealings with the public or otherwiseadopt dilatory tactics or wilfully cause delays in disposal of
the work assigned to him.
(Refer: Circular No. [54(1)187-A dmn. DT. 19.12. 1995J
3 C: Observance of Government's policies
Every employee shall, at all times -
(i) act in accordance with the Government's policies regarding age of marriage, preservation of environment,
protection of wildlife and cultural heritage.
(ii) observe the Government's policies regarding prevention of crime against women.
(Refer: Circular No. [54(1)187-A dmn. DT.19.12.19951
3D: Prohibition of sexual harassment of working women.
(1) No employee shall indulge in any act of sexual harassment of any woman at herwork place.
(2) Every employee who is Incharge of a work place shall take appropriate steps to prevent sexual harassment
to any woman at such work place.
Explanation - For the purpose of this rule, "sexual harassment" includes such unwelcome sexually determined
behaviour, whether directly or otherwise as —
(a) physical contact and advances;
(b) demand or requestforsexual favours;
(c) sexually coloured remarks;
(d) showinganypornography;or
(e) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature."]
(Refer: Circular No. [54(1)187-A dmn. DT. 10.09.19981
4. EMPLOYMENT OF NEAR RELATIVES OF EMPLOYEES IN COMPANIES OR FIRMS.
(1) No employee shall use his position or influence directly or indirectly to secure employment for any member of
his family in any Company orfirm.
(2) I) No Group "A" Officer shall, except with the previous sanction of the Company permit his son, daughter or
other dependent to accept employment in any Company or firm with which he has official dealings or in
any other company orfirm having official dealings with the Company.
Provided that where the acceptance of the employment cannot await prior permission of the Company or
is otherwise considered urgent, the matter shall be reported to the Company and employment may be
accepted provisionally subject to the permission of the Company.
ii) An employee shall, as soon as he becomes aware of the acceptance by a member of his family of an
employment in any Company or firm, intimate such acceptance to the Company and shall also intimate
whether he has or has had any official dealings with that company or firm.
Provided that no such intimation shall be necessary in the case of a Group "A" officer if he has already
obtained the sanction of, or sent a report to, the Company under Clause (I).
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(3) No employee shall in the discharge of his official duties deal with any matter or give or sanction any contract to
any company or firm or any other person if any member of his family is employed in that Company or firm or
under that person or if he or any member of his family is interested in such matter or contract in any other
manner and the employee shall refer every such matter of contract to his official superior and the matter on
contract shall thereafter be disposed of according to the instructions of the authority to whom the reference is
made.
5. TAKING PART IN POLITICS AND ELECTIONS
(1) No employee shall be a member of or be otherwise associated with any political party or any organisation
which takes part in politics nor shall take part in, subscribe in aid of, or assist in any other manner, any political
movement or activity.
(2) It shall be the duty of every employee to endeavour to prevent any member of his family from taking part in, or
subscribing in aid of, or assisting in any other manner any movement or activity which is, or tends directly or
indirectly to be, subversive of the Government as by law established and where an employee is unable to
prevent a member of his family from taking part in, or subscribing in aid of, or assisting in any other manner,
any such movement or activity, he shall make a report to that effect to the Company.
(3) If any question arises whether a party is a political party or whether any organisation takes part in politics or
whether any movement or activity falls within the scope of sub-rule (2), the decision of the Company thereon
shall be final.
(4) No employee shall canvass or otherwise interfere with or use his influence in connection with or take part in
an election to any legislature or local authority;
Provided that:-
i) An employee qualified to vote at such election may exercise hisright to vote, but where hedoes so, he shall
give no indication of the manner in which he proposes to vote or has voted;
ii) An employee shall not be deemed to have contravened the provisions of this sub-rule by reason only that he
assists in the conduct of an election in the due performance of a duty imposed on him by or under any law for
the time being in force.
Explanation
The display by an employee on his person, vehicle or residence of any electoral symbol shall amount to using
his influence in connection with an election within the meaning of this sub-rule.
6. JOINING OFASSOCIATION/TRADE UNION:
(I) No employee shall join or continue to be a member of an association the objects or activities of which are
prejudicial to the interests of the sovereignty and integrity of India or public order or morality.
(ii) "No employee holding group "A" or group "B" post shall become member of a trade union or otherwise hold
office in the trade union."
(iii) An employee on holding Group "A" or Group "B" post shall cease to be a member of a trade union or
otherwise continue to hold office in the trade union.]
(Refer: Circular No. 54(1)104-A dmn. /2243 DT. 18.11.2004]
7. DEMONSTRATION AND STRIKES:
No employee shall :-
i) engage himself or participate in any demonstration which is prejudicial to the interests of the sovereignty and
integrity of India, the security of the State, friendly relations with foreign states, public order, decency (or
morality, or which involves contempt of court, defamation) or incitement to an offence; or
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ii) resort to or in any way abet any form of strike of coercion or physical duress in connection with any matter
pertaining to his service or the service of any other employee of the Company.
8. CONNECTION WITH PRESS OR OTHER MEDIA:
1) No employee shall, except with the previous sanction of the Company, own wholly or in part, or conduct or
participate in the editing or management of, any newspaper or other periodical publication or electronic
media.
2) Nothing in sub-rule (1) shall apply in case of an employee in the bonafide discharge of his official duties
publishes a book or participates in a public media.
3) An employee publishing a book or participating in a public media shall at all times make it clear that the views
expressed by him are his own and not that of Company.
(Refer: Circular No. 54(1)187-A dmn. DT.19.12.1995J
9. CRITICISM OF GOVERNMENT OR COMPANY:
No employee shall, in any radio broadcast, telecast through any electronic media or in any document published in
his own name or anonymously, pseudonymously or in the name of any other person or in any communication to the
press or in any public utterance, make any statement of fact or opinion :-
(Refer: Circular No. 54(1)187-A dmn. DT. 19.12.1995)
i) which has the effect of an adverse criticism or any current or recent policy or action of the Central
Government or a State Government or the Company.
Provided that in the case of an employee, nothing contained in this clause shall apply to bonafide expression
of views by him as an officebearer of a trade union or association of employees for the trade union or
association of employees for the purpose of safeguarding the conditions of service of such employees or for
securing an improvement thereof.
(Refer: Circular No. 54(1)18 7-A dmn. DT. 19.12.1995)
ii) which is capable of embarrassing the relations between the Central Government and Government of any
State and !orthe Company.
iii) Which is capable of embarrassing the relations between the Central Government and the Government of
any foreign State.
Provided that nothing in this Rule shall apply to any statements made or views expressed by an
employee in his official capacity or in the due performance of the duties assigned to him.
Explanation
Instances have come to the notice of the Company where some employees on behalf of the Service
Association (including Unions, Federations etc.) of the Company (Recognised or un-recognised) are
criticising the action of the Company or passing resolution, making statement and / or expressing opinion on
issues which involve violation of Rule 9 of the NBCC Service (Conduct) Rules, 1969. While there is no
objection to the Association I Unions taking up matters of general interest of its members provided that such
matters are not in the nature of criticism or subversive of discipline. Such employees who are parties or
signatories to the resolutions or other activities mentioned above would render themselves liable to
disciplinary action, if they in their individual capacity or in their capacity as office bearers of Associations!
Unions of Company employees or Editors I Publishers I Office bearers of Journals issued by such
Associations! Union I Office bearers of Journals issued by such Associations! Unions, have violated the
provisions of Rule-9 of the NBCC Service (Conduct) Rules, 1969.
(Refer: Circular No. 54(1)187-A dmn. DT.22.09.19941
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10. EVIDENCE BEFORE COMMITTEE ORANYOTHERAUTHORITY:
(1) Save as provided in sub-rule (3), no employee shall except with the previous sanction of the Company give
evidence in connection with any enquiry conducted by any person, committee or authority.
(2) Where any sanction has been accorded under Sub-Rule (1) no employee giving such evidence shall criticise
the policy or any action of the Central Government or of a State Government or of the Company.
(3) Nothing in this rule shall apply to :-
a) evidence given at an enquiry before an authority appointed by the Government, Parliament or a State
Legislature; or
b) evidence given in any judicial enquiry; or
c) evidence given at any departmental enquiry ordered by authorities subordinate to the Govt. or to the
Company.
11. UNAUTHORISED COMMUNICATION OF INFORMATION
No employee shall, except in accordance with any general or special order of the Company or in the performance in
good faith of the duties assigned to him, communicate, directly or indirectly any official document or any part thereof
or information to any employee of the Company or any other person to whom he is not authorised to communicate
such document or information.
Wide NBCC Circular No.54(1)I04-Admn. Dated 28.09.2007, it was reiterated that the employees of the
Company are debarred from communicating Company's business related and project related information
to external agencies including media. Any such communication shall amount to unauthorised
communication of information in terms of this Rules]
Explanation
Quotation by an employee (in his representations to the Head of Office or Head of Department of Company) of or
from any letter, circular or office memorandum, or from the notes on any file, to which he is not authorised to have
access, or which he is not authorised to keep in his personal custody or for personal purposes shall amount to
unauthorised communication of information within the meaning of this rule.
12. SUBSCRIPTIONS
No employee shall, except with the previous sanction of the Company ask for or accept contributions to, or
otherwise associate himself with the raising of any funds or other collections in cash or any kind in pursuance of any
object whatsoever.
13. Gifts
(1) Save as otherwise provided in these rules, no employee shall accept or permit any member of his family or
any other person acting on his behalf to accept any gift.
Explanation
The expression 'gift' shall include free transport, boarding lodging or other service or any other pecuniary
advantage when provided by any person other than a near relative or personal friend having no official dealings
with the employee.
Note (I)
A casual meal, lift or other social hospitality shall not be deemed to be a gift.
Note (ii)
[An employee shall avoid accepting lavish hospitality or frequent hospitality from any individual,
industrial or commercial firms or organisations etc. having official dealings with him.]
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Sub-Rule-2.On occasions such as weddings, anniversaries, funerals or religious functions, when the
making of gift is in conformity with the prevailing religious and social practice, an employee may accept
gifts from his near relatives or from his personal friends having no official dealings with him, but shall
make a report to the Company, if the value of such gift exceeds -
(i) Rs. 25,000 in case of an employee holding any Group "A" post;
(ii) Rs 15,000 in case of an employee holding any Group "B" post;
(iii) Rs. 7,500 in case of holding any Group "C" post
[REFER: Circular No. : NBCC/HRMIPoIicyI2018I1788 DL: 30-08-2018)
(3) In any other case, an employee shall not accept any gift without the sanction of the Company if the value exceeds:-
i) Rupees one thousand and five hundred in case of an employee holding any Group "A" or Group "B" post; and
ii) Rupees five hundred in the case of an employee holding any Group "C" or Group "D" post.]
[REFER: Circular No. : 54(1)I05-Pers. DT.04.03.2005J
(4) [Notwithstanding anything contained in Sub-rules (2) and (3), an employee being a member of the Indian
delegation or otherwise, may receive and retain gifts from foreign dignitaries if the market value of such gifts
received on one occasion does not exceed rupees one thousand. In all other cases, the acceptance and retention
of such gifts shall be regulated by the Company in this regard from time to time.
(5) An employee shall not accept any gifts from any foreign firm which is either contracting with the Company or is one
with which an employee had, has or is likely to have official dealings. Acceptance of gifts by an employee from any
otherfirm shall be subject to the provisions of Sub-rule (3).]
(6) [....deleted....]
(7) [....deleted....]
(8) [....deleted....]
[REFER: Circular No. 54(1)18 7-A dmn. DT.18.09.1998)
13-A. Noemployeeshall :-
i) give or take or abet the giving or taking of dowry; or
ii) demand, directly or indirectly, from the parents or guardian of a bride or bridegroom as the case may be, any dowry.
Explanation:
Forthe purposes of this rule "dowry" has the same meaning as in the "Dowry Prohibition Act, 1961 (28 of 1961).
14. PUBLIC DEMONSTRATIONS IN HONOUR OF EMPLOYEES OF THE COMPANY.
No employee shall, except with the previous sanction of the Company, receive any complimentary or valedictory
address or accept anytestimonial or attend any meeting or entertainment held in his honour of any other employee;
Provided that nothing in this rule shall apply to :-
i) A farewell entertainment of a substantially private and informal character held in honour of an employee or
any other employee on the occasion of his retirement or transfer or any person who has recently quit the
service of the Company; or
ii) The acceptance of simple and inexpensive entertainments arranged by public bodies or institutions.
Note: Exercise of pressure or influence of any sort on any employee to induce him to subscribe towards any
farewell entertainment even if it is of a substantially private or informal character, and the collection of
subscriptions from Group "C" or Group "D" employees under any circumstances for the entertainment of
any employee not belonging to Group "C" or Group "D" is forbidden.
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15. PRIVATE TRADE OR EMPLOYMENT
(1) Subject to the provisions of sub-rule (2) no employee shall, except with the previous sanction of the Company
a) engage directly or indirectly in any trade or business, or
b) negotiate for, or undertake, any other employment, or
c) hold an elective office, or canvass for a candidate or candidate for an elective office, in anybody, whether
incorporated or not, or
d) canvass in support of any business of insurance agency, commission agency, etc. owned or managed by
any member of his family, or
e) take part except in the discharge of his official duties in the registration, promotion or management of any
bank of other company registered or required to be registered under the Companies Act, 1956 (1 of 1956)
or any other law for the time being in force, or of any co-operative society for commercial purposes.
f) [participate in or associate himself in manner in the making of—
i) a sponsored media (radio ortelevision) programme; or
ii) a media programme commissioned by Government media but produced by a private agency; or
iii) a privately produced media programme including video magazine.
[REFER: Circular No. 54(1)18 7-A dmn. DT 18.09.1998J
Provided that no previous permission shall be necessary in case where he employee participates in a programme
produced or commissioned by Government media in his official capacity.]
(2) An employee may, without the previous sanction of the Company:-
a) undertake honorary work of a social or charitable nature, or
b) undertake occasional work of a literary, artistic or scientific character, or
c) participate in sports activities as an amateur, or
d) take part in the registration, promotion or management (not involving the holding of an elective office) of a
literary, scientific or charitable society or of a club or similar organisation, the aims or objects of which relate to
promotion of sports, cultural or recreational activities, registered under the Societies Registration Act, 1860
(21 of 1860), or any other law for the time being in force, or
e) take part in the registration, promotion or management (not involving the holding of elective office) of a
cooperative society substantially for the benefit of Government servants, registered under the Co-operative
Societies Act, 1912(2 of 1912), or any other law for the time being in force.
Provided that:-
i) he shall discontinue taking part in such activities, if so directed by the Company and
ii) in a case falling Under Clause (d)or clauses(s) of this sub-rule, his official duties shall not suffer thereby and
he shall, within a period of one month of his taking part in such activity, report to the Company giving details of
the nature of his participation.
(3) Every employee shall report to the Company, if any member of his family is engaged in a trade or business or owns
or manages an insurance agency or commission agency.
(4) Unless otherwise provided by general or special orders of the Company, no employee shall accept any fee for any
work done by him for any private or public body or any private person without the sanction of the prescribed
authority.
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Explanation:
The term "fee" used here shall have the meaning assigned to it in Fundamental Rule 9(6-A).
Restriction on joining Private Commercial Undertakings after retirement
[No Functional Director of the Company including the Chief Executive, who has retired from the service of the
Company, after such retirement, shall accept any appointment or post, whether advisory or administrative, in
any firm or company, whether Indian or foreign, with which the company has or had business relations, within
two year from the date of his retirement without prior approval of the government.
Proviso 1: The term 'retirement' includes resignation; but not cases of those whose term of appointment was
not extended by Government for reasons otherthan proven misconduct.
Proviso 2: The term 'business relations' include "official dealings" as well.]
[No Executive of the Company of the level of Project Manager and above or its equivalent rank in other
disciplines, who has retired / resigned from the services of the Company, after such retirement/resignation,
shall accept any appointment or post, whether advisory or administrative, in any firm or company, whether
Indian or foreign, with which the Company has or had business relations including official dealings, within two
years from the date of his retirement/resignation without prior approval of the Chairman-cum-Managing
Director.]
(REFER: Circular No. 54(1)12004-(Admn.)/Pers. DT. 15.07.20041
16. Investment, lending and borrowing
(1) No employee shall speculate in any stock, share or other investment.
[Provided that nothing in this sub-rule shall apply to occasional investments made through stock brokers or
other persons duly authorized andlicensedor who have obtained a certificate of registration under the
relevant law.]
(REFER: Circular No. 54(1)187-A dmn. DT 18.09.1998]
Explanation
Frequent purchase or sale or both, of shares, securities or other investments shall be deemed to be
speculation within the meaning of this sub-rule.
(2) No employee shall make, or permit any member of his! her family or any person acting on his behalf to make,
any investment which is likely to embarrass or influence him in the discharge of his official duties. [For this
purpose, any purchase of shares out of the quotas reserved for Directors of Companies or their friends and
associates shall be deemed to be an investment which is likely to embarrass the employee.]
(REFER: Circular No. 54(1)187-A dmn. DT 18.09.19981
(3) If any question arises whether any transaction is of the nature referred to in sub-rule (1) or sub-rule (2) the
decision of the Company thereon shall be final.
(4) No employee shall save in the ordinary course of business with a bank or a public limited company, either
himself orthrough any member of his family or any other person acting on his behalf.
I) a) Lend or borrow or deposit money, as a principal or an agent, to, or from or with, any person or firm or
private limited company within the local limits of his authority or with whom he is likely to have official
dealings or otherwise place himself under any pecuniary obligation to such person or firm of private
limited company; or
b) Lend money to any person at interest or in a manner whereby return in money or in kind is charged or paid.
Provided that an employee may, give to, or accept from, a relative or a personal friend, a purely temporary
loan of a small amount free of interest, or operate a credit account with the bonafide tradesman or make an
advance of pay to his private employee.
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Provided further that nothing in this sub-rule shall apply in respect of any transaction entered into by an
employee with the previous sanction of the Company.
ii) When an employee is appointed or transferred to a post of such nature as would involve him in the breach of
any of the provisions of sub-rule (3) or sub-rule (4) he shall forthwith report the circumstances to the
Company and shall thereafter act in accordance with such order as may be made by the Company.
17. Insolvency and habitual indebtedness
An employee shall so manage his private affairs as to avoid habitual indebtedness or insolvency. An
employee against whom any legal proceeding is instituted for the recovery of any debt due from him or for
adjudging him as an insolvent shall forthwith report the full facts of legal proceeding to the Company.
Note : The burden of proving that insolvency or indebtedness was the result of circumstances which, with the
exercise of ordinary diligence, the employee could not have foreseen or over which he had no control, and
had not proceeded from extravagant or dissipated habits shall be upon the employees.
18. Movable, Immovable, Valuable property.
(1) (i) Every employee shall on his first appointment to any service or post submit a return of his assets and
liabilities in such form as may be prescribed by the Company, giving the full particulars regarding
a) The immovable property inherited by him or owned or acquired by him or held by him on lease or
mortgage, either in his own name or in the name of any member of his family or in the name of any other
person;
b) shares, debentures and cash including bank deposits inherited by him or similarly owned, acquired, or
held by him;
c) other movable property inherited by him or similarly owned, acquired or held by him;
d) debts and other liabilities incurred by him directly or indirectly.
Note-I
Sub-rule(1) shall not ordinarily apply to Group "D" employee but the Company may direct that it shall apply to
any such employee or Group of such employees.
Note-Il
[In all returns, the values of items of movable property worth less than Rs.1 5,000/- may be added and shown
as a lump sum. The value of articles of daily use such as clothes, utensils, crockery, books etc. need not be
included in such return.]
[REFER: Circular No. 54(1)187-A dmn. DT 18.09.1998)
Note -Ill
Every employee who is in service on the date of the commencement of these rules shall submit a return
under this sub-rule on or before such date as may be specified by the Company after such commencement.
ii) Every employee belonging to any service or holding any post included in Group "A" or Group "B" shall submit
an annual return in such form as may be prescribed by the Company in this regard giving full particulars
regarding the immovable property inherited by him or owned or acquired by him or held by him on lease or
mortgage either in his own name or in the name of any member of his family or in the name of any other
person.
(2) No employee shall, except with the previous knowledge of the prescribed authority, acquire or dispose of
any immovable property by lease, mortgage, purpose, sale, gift, or otherwise either in his own name or in the
name of any member of his family.
[REFER: Circular No. 54(1)18 7-A dmn. DT.19.04.19991
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Provided that the previous sanction of the prescribed authority shall be obtained by the employee if any such
transaction is with a person having official dealings with him.
[As acquisition/disposal of immovable property for a consideration through Power of Attorney affects de-
facto transfer of possession of the immovable property, in such cases also it will be mandatory for the
employees to intimate to the prescribed Authority all transactions carried out by them through General Power
of Attorney pertaining to sale/purchase of immovable property.]
[REFER: Circular No. 54(1)187-A dmn. DT. 19.04.1999)
(3) [Where an employee enters into a transaction in respect of movable property either in his own name or in the
name of a member of his family he shall within one month from the date of such transaction report the same to
the prescribed authority if the value of such property exceeds two month's basic pay of the employee.]
Provided that the previous sanction of the prescribed authority shall be obtained by the employee if any such
transaction is with a person having official dealings with him.
[REFER: Circular No. 54(2)I2011-Estt. DT.03.12.2011J
3(l) Group "A" or "B" employees of the Company shall give an intimation to the Prescribed Authority in the
prescribed proforma, if his / her total transaction in shares, securities, debentures and mutual fund schemes
etc. exceed Rs.50,000/- during a calendar year.
3(u) A Group "C" and "D" employees of the Company shall give an intimation to the prescribed Authority in the
prescribed proforma, if his / her total transaction in shares, securities, debentures and mutual fund schemes
etc. exceed Rs.25,000/-during a calendar year.
Explanation
It is certified that shares, securities, debentures etc., are treated as movable properties for the purpose of
Rule 18(3) of the NBCC Service (Conduct) Rules, 1969. If an individual's transaction exceeds the limit
prescribed in Rule 18 (3), intimation to the Prescribed Authority would still be necessary in addition to the
intimation prescribed in para 3(i) and (ii) above.
[REFER: Circular No. 54(1)18 7-A dmn. DT.22.09.19941
(4) The Company may, at any time by general or special order require an employee to furnish, within a period
specified in the order, a full and complete statement of such movable or immovable property held or acquired
by him on his behalf or by any member of his family as may be specified in the order. Such statement shall, if
so required by the Company include the details of the means by which, or the sources from which, such
property was acquired.
(5) The Company may exempt any category of employees belonging to Group "C" or Group "D" from any of the
provisions of this rule except sub-rule (4).
Explanation — I
i) Forthe purpose of this rule (1)the expression "movable property" includes :-
a) [Jewellery, insurance policies, the annual premium of which exceeds rupees fifteen thousand (Rs.15,000/-)
or one-sixth of the total annual emoluments received from Company whichever is less, shares, securities and
debentures;]
[REFER: Circular No. 54(1)187-A dmn. DT. 18.09.1998)
b) All loans, whether secured or not, advances or taken by the employee;
c) motor cars, motor cycles, horses or any other means of conveyance; and
d) refrigerators, radios, radiograms and television etc.
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ii) "Prescribed Authority" means : -
[The Chairman-cum-Managing Director of the Company in the case of all regular employees in the scale of
pay of Rs.12,000-16,500 and above; "Director (Projects)" of the Company in the case of regular employees in
the scale of Rs.1 0,000-15,200 and Executive Director (Vigilance) / Chief Vigilance Officer of the Company in
the case of all other regular employees of the Company.]
[REFER: Circular No. 54(1)187-A dmn. DT.1O.09.19981
[Secretary, MOUD has been designated as the Prescribed Authority /Controlling Officer for approving
acquisition /disposal of immovable! movable property in respect of CEO! CMD of the Company under Rule-
18 as per approval granted by the BOD in its 369th meeting held on 18.12.2007]
[REFER: Circular No. 54(1)I2008-Estt. DT.03.O1.20081
Explanation — II
For the purposes of this rule, lease means except where it is obtained from, or granted to a person having
official dealings with the employee, lease or immovable property from year to year or for any term exceeding
one year or reserving a yearly rent.
18-ARestrictions in relation to acquisition and disposal of immovable property outside India and
transactions with foreigners etc.
Notwithstanding anything contained in sub-rule (2) of Rule-18, no employee shall except with the previous
sanction of the prescribed authority
a) acquire, by purchase, mortgage, lease, gift or otherwise either in hisown name or in the name of any member
of his family, any immovable property situated outside India;
b) dispose of, by sale, mortgage, gift or otherwise, or grant any lease in respect of any immovable property
situated outside India which was acquired or is held by him either in his own name or in the name of any
member of his family;
c) enter into any transaction with any foreigner, foreign Government, foreign organisation or concern;
i) for the acquisition, by purchase, mortgage lease, gift or otherwise, either in his own name or in the name of
any member of his family, in respect of any immovable property;
ii) for the disposal of, by sale, mortgage, gift or otherwise, or the grant of any lease in respect of, any immovable
property which was acquired or is held by him either in his own name or in the name of any member of his
family.
Explanation
In this rule, "prescribed authority" hasthe same meaning as in Rule-18.
19. Vindication of acts and character of employees
1) No employee shall except with the previous sanction of the Company have recourse to any court or to the
press for the vindication of any official act which has been the subject matter of adverse criticism or an attack
of defamatory character.
2) Nothing in this rule shall be deemed to prohibit an employee from vindicating his private character or any act
done by him in his private capacity and where any action for vindicating his private character or any act done
by him in private capacity is taken, the employee shall submit a reportto the Company regarding such action.
20. CANVASSING OF NON-OFFICIALS OR OTHER OUTSIDE INFLUENCE.
No employee shall bring or attempt to bring any political or other outside influence to bear upon any superior
authority to further his interests in respect of matters pertaining to hisservice underthe Company.
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21. RESTRICTION REGARDING MARRIAGE
1) No employee shall enter into, or contract, a marriage with a person having a spouse living,
2) No employee having a spouse living, shall enter into or contract, a marriage with any person, and
Provided that the Company may permit an employee to enter into, or contract any such marriage as is
referred to in clause (1) or clause (2), if it is satisfied that
a) Such marriage is permissible under the personal law applicable to such employee and the other party to the
marriage, and
b) There are other grounds for so doing.
3) An employee who has married or married a person other than of Indian Nationality shall forthwith intimate the
fact to the Company.
22. CONSUMPTION OF INTOXICATING DRINKS AND DRUGS
An employee shall :-
a) strictly abide by any law relating to intoxicating drinks or drugs in force in any area in which he may happen to
be forthe time being;
b) not be under the influence of any intoxicating drink or drug during the course of hisduty and shall also take
due care thatthe performance of his duties at anytime is not affected in any way by the influence of such drink
ordrug;
c) refrain from consuming any intoxicating drink or drug in a public place.
d) not appear in a public place in a state of intoxication; and
e) not use any intoxicating drink or drug to excess.
Explanation
For the purpose of this rule, 'public place' means any place or premises (including conveyance) to which the public
have or are permitted to have access, whether on payment or otherwise.
23. INTERPRETATION
If any question arises relating to the interpretation of these rules, it shall be referred to the Board whose decision
thereon shall be final.
24. DELEGATION OF POWERS
The Board may, by general or special order, direct that any power exercisable by the Company or the Board under
these Rules (except the powers under rule 23 and this rule) shall subject to such conditions, if any, as may be
specified in the order, be exercisable also by such officer or authority as may be specified in the order.
25. REPEALAND SAVING
Any rules corresponding to these rules in force immediately before the commencement of these rules and
applicable to the employees of the Company to whom these rules apply are hereby repealed.
Provided that any order made or action taken under the rules so repealed shall be deemed to have been made or
taken underthe corresponding provisions of these rules.
Provided further that such repeal shall not affect the previous operations of the rules so repealed and a
contravention of any of the said rules shall be punishable as if it were a contravention of these rules.
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NBCC (DISCIPLINE AND APPEAL) RULES, 1993
1. SHORT TITLEAND COMMENCEMENT:-
i) These rules may be called the "National Buildings Construction Company (Discipline &Appeal) Rules, 1993".
ii) They shall come intoforce on the 24th June, 1993.
2. INTERPRETATION:
In these rules unless the context otherwise requires:-
a) "AppellateAuthority" means the authority specified as such in the schedule;
b) "Appointing Authority" in relation to an employee of the Company means the authority empowered to make
appointments to the class, grade of posts, as the case may be, in which he is for the time being employed;
c) "Competent Authority" means the authority empowered by the Board of Directors by any general or special
rules or order to discharge the function or use the powers specified in the rule or order;
d) "Board" means the Board of Directors of the Company and includes, in relation to the exercise or powers, any
committee of the Board I Management or any officer of the corporation to whom the Board delegates any of its
powers;
e) "Chairman-cum-Managing Director" means the Chairman/Managing Director of the Company.
f) "DisciplinaryAuthority" means the authority specified as such in the schedule;
g) "Employee" means an employee in the regular establishment of the Company.
h) "Schedule" means the schedule appended to these rules;
i) "Company" means the National Buildings Construction Company Limited.
3. APPLICATION:
These rules shall apply to every employee borne on the regular establishment of the Company.
Provided that the employee of the Central or State Government whose services are temporarily placed at the
disposal of the Company shall be governed by the rules by which they were governed immediately before their
services were placed at the disposal of the Company and the rules as amended thereafter from time to time by the
Government concerned.
4. SUSPENSION
1. The appointing authority or any authority to which it is subordinate or the disciplinary authority or any other
authority empowered in that behalf by the management by general or special order may place an employee
under suspension:
a) Where a disciplinary proceeding against him is contemplated or is pending; or
b) Where a case against him in respect of any criminal offence is under investigation or trial.
2. An employee who is detained in custody, whether on criminal charge or otherwise, for a period exceeding 48
hours shall be deemed to have been suspended with effect from the date of detention, by an order of the
appointing authority, and shall remain under suspension until further orders.
3. Where a penalty of dismissal or removal from service imposed upon an employee under suspension is set
aside on appeal or on review under these rules and the case is remitted for further inquiry or action or with any
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other directions, the order of his suspension shall be deemed to have continued in force on and from the date of
the original order of dismissal or removal and shall remain in force until further orders
4. Where a penalty of dismissal or removal from service imposed upon an employee is set aside or declared or
rendered void in consequence of or by a decision of a court of law and the disciplinary authority on
consideration of the circumstances of the case, decides to hold a further inquiry against him on the allegations
on which the penalty of dismissal or removal was originally imposed, the employee shall be deemed to have
been placed under suspension by the appointing authority from the date of the original order of dismissal or
removal and shall continue to remain under suspension until further orders.
5. An order of suspension made or deemed to have been made under this Rule may at any time be revoked by the
authority which made or is deemed to have made the order or by any authority to which that authority is
subordinate.
6. No leave can be granted to an employee who has been placed under suspension.
7. An order of suspension shall be followed by a charge sheet within a reasonable period except where a case for
a criminal offence against the employee is under investigation or trial.
5. SUBSISTENCEALLOWANCE
1) An employee under suspension shall be entitled to draw subsistence allowance equal to 50 per cent of his
basic pay provided the disciplinary authority is satisfied that the employee is not engaged in any other
employment or business or profession or vocation. In addition he shall be entitled to Dearness Allowance
admissible on such subsistence allowance and any other compensatory allowance of which he was in receipt
on the date of suspension provided the suspending authority is satisfied that the employee continues to meet
the expenditure forwhich the allowance was granted.
2) Provided that where the period of suspension exceeds three months, the authority which made or is deemed to
have made the order of suspension shall be competent to vary the amount of subsistence allowance for any
period subsequent to the period of the first three months as follows :-
(i) The amount of subsistence allowance may be increased by a suitable amount, not exceeding 50 per cent of the
subsistence allowance admissible during the period of the first three months, if, in the opinion of the said
authority, the period of suspension has been prolonged for reasons to be recorded in writing, not directly
attributable to the Employee;
(ii) The amount of subsistence allowance, may be reduced by a suitable amount, not exceeding 50 per cent of the
subsistence allowance admissible during the period of the first three months, if, in the opinion of the said
authority, the period of suspension has been prolonged due to reasons, to be recorded in writing, directly
attributable to the Employee;
(iii) The rate of dearness allowance will be based on the increased or, as the case may be, the decreased amount
of subsistence allowance admissible under sub-clauses (i) and (ii) above.
a) Any other compensatory allowance admissible from time to time on the basis of pay of which the Employee was
in receipt of the date of suspension subject to the fulfilment of other conditions laid down for the drawl of such
allowances.
(3) No payment under sub-rule (1) shall be made unless the Employee furnishes a certificate that he is not
engaged in any other employment, business, profession or vocation:
(4) If an employee is arrested by the Police on a criminal charge and bail is not granted, no subsistence allowance
is payable. On grant of bail, if the competent authority decided to continue the suspension, the employee shall
be entitled to subsistence allowance from the date he is granted bail.
(REFER: Modified Provisions Circular no.54(1)/HRMI2OI3/3022 dated 9.9.2013)
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6. TREATMENT OF THE PERIOD OF SUSPENSION
1) When the employee under suspension is re-instated, the competent authority may grant to him the following
pay and allowance for the period of suspension:
(a) If the employee is exonerated and not awarded any of the penalties mentioned in Rule 7, the full pay and
allowances which he would have been entitled to if he had not been suspended, less the subsistence
allowance already paid to him and
(b) If otherwise, such proportion of pay and allowance as the competent authority may prescribe.
2) In a case falling under sub-clause (a) the period of absence from duty will be treated as a period spent on duty.
In case falling under sub-clause (b) it will not be treated as a period spent on duty unless the competent
authority so directs.
7. PENALTIES
The following penalties may be imposed on an employee, as hereinafter provided, for misconduct committed
by him orfor any other good and sufficient reasons.
MINOR PENALTIES
a) Censure
b) Withholding of promotion.
c) Withholding of increment of pay with or without cumulative effect.
d) Recovery from pay of the whole or part of any pecuniary loss caused to the Company by negligence or breach
of orders.
e) Reduction to a lower stage in the time scale of pay for a period not exceeding three years, without cumulative
effectand notadverselyaffecting histerminal benefits.
MAJOR PENALTIES
f) (i) Save as provided in Clause (e), reduction to a lower stage in the time scale of pay for a specified period, with
further directions as to whether or not the employee will earn increments of pay during the period of such
reduction and whether on the expiry of such period, the reduction will or will not have the effect of postponing
the future increments of his pay.
(ii) Reduction to lower timescale of pay, grade, post or service which shall ordinarily be a bar to the promotion of
the employee to the time scale of pay, grade, post from which he was reduced, with or without further directions
regarding conditions of restoration to the grade or post from which the employee was reduced and his seniority
and pay on such restoration to that grade, post.
g) Compulsory retirement.
h) Removal from service which shall not be a disqualification for future employment under the Govt. or the
Company/Company owned or controlled by the Government.
i) Dismissal from service which shall ordinarily be a disqualification for future employment under the Govt. or the
Company/Company owned or controlled by the Government.
Provided that, in every case in which the charge of possession of assets disproportionate to known sources of
income or the charges of acceptance from any person of any gratification, other than legal remuneration, as a
motive or reward for doing or for bearing to do any official act is established, the penalty mentioned in Clause
(h) or (i) shall be imposed;
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Provided furtherthat in any exceptional case and for special reasons recorded in writing, any other penalty may
be imposed.
Explanation:
The following shall not amount to a penalty within the meaning of this rule.
(i) Withholding of increment of an employee on account of his work being found unsatisfactory or not being of the
required standard, or for failure to pass a prescribed test of examination.
(ii) Stoppage of an employee at the efficiency bar in a time scale, on the ground of his unfitness to cross the bar.
(iii) Non-promotion, whether in a officiating capacity or otherwise, of an employee to a higher post forwhich he may
be eligible for consideration but for which he is found unsuitable after consideration of his case.
(iv) Reversion to a lower grade or post, of an employee officiating in a higher grade or post, on the ground that he is
considered, after trial, to be unsuitable for such higher grade or post, or on administrative grounds
unconnected with his conduct.
(v) Reversion to his previous grade or post, of an employee appointed on probation to another grade or post,
during or at the end of the period of probation, in accordance with the terms of his appointment.
(vi) Termination of service:
a) Of an employee appointed on probation during or at the end of the period of probation, in accordance with
the terms of his appointment.
b) Of an employee appointed in a temporary capacity otherwise than under a contract or agreement, on the
expiry of the period forwhich he was appointed, or earlier in accordance with the terms of his appointment;
c) Of an employee appointed under a contract or agreement in accordance with the terms of such contract
or agreement; and
d) Of any employee on reduction of establishment.]1
8. PROCEDURE FOR IMPOSING MAJOR PENALTIES
1) No order imposing any of the major penalties specified in clause (f), (g), (h)and (i) of rule 7 shall be made except
after an inquiry is held in accordance with the rule.
2) Whenever the disciplinary authority is of the opinion that there are grounds for inquiring into the truth of any
imputation of misconduct or misbehaviour against an employee, it may itself enquire into, or appoint any Public
Servant including a retired Public Servant, [Retired Officer from Public Sector Undertakings]2(herein-after
called the Inquiring authority) to enquire into the truth thereof.
3) Where it is proposed to hold an inquiry, the disciplinary authority shall frame definite charges on the basis of the
allegations against the employee. The charges, together with a statement of the allegations, on which they are
based, a list of documents by which and a list of witnesses by whom, the article of charge are proposed to be
sustained, shall be communicated in writing to the employee, who shall be required to submit within such time
as may be specified by the Disciplinary Authority (not exceeding 15 days), a written statement whether he
admits or denies any of or all the articles of charge;
EXPLANATION:
It will not be necessary to show the documents listed with the charge-sheet or any other documents to the
employee at this stage.
4) On receiptof the written statementof the employee, or if no such statement is received within the time
specified, an enquiry may be held by the disciplinary Authority itself, or by any other public servant including
retired public servant appointed as an Inquiring Authority under sub-clause (2);
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Provided that it may not be necessary to hold an inquiry in respect of the charges admitted by the employee in
his written statement. The disciplinary authority shall, however, record its findings on each such charge.
5) Where the Disciplinary authority itself inquires or appoints an inquiring authority for holding an inquiry, it may,
by an order appoint a public servant to be known as the "Presenting Officer" to present on its behalf the case in
support of the articles of charge.
6) The employee may take assistance of any other public servant including a retired public servant but shall not
engage a legal practitioner for the purpose.
Provided that the employee shall not take assistance of a public servant who has two pending disciplinary
cases on hand in which he has to function as Defence Assistant.
7) On the date fixed by the inquiring authority, the employee shall appear before the Inquiring Authority at the time,
place and date specified in the notice. The inquiring authority shall ask the employee whether he pleads guilty
or has any defence to make and if he pleads guilty to any of the articles of charge, the inquiring authority shall
record the plea, sign the record and obtain the signature of the employee concerned thereon. The inquiring
authority shall return a finding of guilt in respect of those articles of charge to which the employee concerned
pleads guilty.
8) If the employee does not plead guilty, the inquiring authority shall adjourn the case to a later date not exceeding
thirtydays, afterrecording an orderthatthe employee may, forthe purpose of preparing his defense.
(i) Inspect the documents listed with the charge-sheet;
(ii) Submit a list of additional documents and witnesses that he wants to examine; and
(iii) Be supplied with the copies of the statement of witnesses, if any, listed in the charge-sheet.
Note: Relevance of the additional documents and the witness referred to in sub-clause 8(u) above will
have to be given by the employee concerned and the documents and the witnesses shall be
summoned if the inquiring authority is satisfied about their relevance to the charges under inquiry.
9) The inquiring authority shall ask the authority in whose custody or possession the documents are kept, for the
production of the documents on such date as may be specified.
10) The authority in whose custody or possession the requisitioned documents are, shall arrange to produce the
same before the inquiry authority on the date, place and time specified in the requisition notice;
Provided that the authority having the custody or possession of the requisitioned documents may claim
privilege if the production of such documents will be against the public interest or the interest of the Company.
In that event, it shall inform the inquiring authority accordingly.
11) On the date fixed for the inquiry, the oral and documentary evidence by which the articles of charge are
proposed to be proved shall be produced by or on behalf of the disciplinary authority. The witnesses shall be
examined by or on behalf of the Presenting Officer and may be cross-examined by or on behalf of the
employee. The Presenting Officer shall be entitled to re-examine the witnesses on any points on which they
have been cross-examined, but not on a new matter without the leave of the inquiry authority. The inquiring
authority may also put such questions to the witnesses as it thinks fit.
12) Before the close of the prosecution case, the inquiring authority may, in its discretion, allow the Presenting
Officer to produce evidence not included in the charge-sheet or may itself call for new evidence or, recall or re-
examine, any witnesses. In such case the employee shall be given opportunity to inspect the documentary
evidence before it is taken on record, orto cross-examine a witness, who has been so summoned.
13) When the case for the disciplinary authority is closed, the employee may be required to state his defence, orally
or in writing, as he may prefer. If the defence is made orally, it shall be recorded and the employee shall be
required to sign the record. In either case a copy of the statement of defence shall be given to the Presenting
Officer, if any, appointed.
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14) The evidence on behalf of the employee shall then be produced. The employee may examine himself in his
own behalf if he so prefers. The witnesses produced by the employee shall the be examined and shall be liable
to cross-examination, re-examination and examination by the inquiring authority according to the provision
applicable to the witnesses for the disciplinary authority.
15) The inquiring authority may, after the employee closes his case, and shall if the employee has not examined
himself, generally question him on the circumstances appearing against him in the evidence for the purpose of
enabling the employee to explain any circumstances appearing in the evidence against him.
16) After the completion of the production of the evidence, the employee and the Presenting Officer may file written
briefs of their respective cases within 15 days of the date of completion of the production of evidence.
17) If the employee does not submit the written statement of defence referred to in sub-rule(3) on or before the date
specified for the purpose or does not appear in person, or through the assisting officer or otherwise fails or
refuses to comply with any of the provisions of these rules, the Inquiring Authority may hold the inquiry ex-parte.
18) Whenever any inquiring authority, after having heard, recorded the whole or any part of the evidence in an
inquiry ceases to exercise jurisdiction therein, and is succeeded by another inquiring authority which has, and
which exercises, such jurisdiction, the inquiring authority so succeeding may act on the evidence so recorded
by its predecessor, or partly recorded by its predecessor and partly recorded by itself.
19) Provided that if the succeeding inquiring authority is of the opinion that further examination of any of the
witnesses whose evidence has already been recorded is necessary in the interest of justice, it may recall,
examine, cross examine, and re-examine any such witnesses as hereinbefore provided.
(I) After the conclusion of the inquiry, report shall be prepared and it shall contain;
(a) Agistofthe articles of charge and the statement of the imputations of misconduct or misbehaviour.
(b) Agistofthe defence of the employee in respect of each article of charge.
(c) An assessment of the evidence in respect of each article of charge.
(d) The findings of each article of charge and the reasons therefore.
EXPLANATION:
If in the opinion of the inquiring authority the proceedings of the inquiry establish any articles of charge different from
the original articles of the charge, it may record its findings on such article of charge.
Provided that the findings on such articles of charge shall not be recorded unless the employee has either
admitted the facts on which such articles of charge is based or has had a reasonable opportunity of defending
himself against such article of charge.
(ii) The inquiring authority, where it is not itself the disciplinary authority shall forward to the disciplinary authority
the records of inquiry which shall include:
(a) The report of the inquiry prepared by it undersub-clause (l)above.
(b) The written statement of defence, if any, submitted by the employee referred to in Sub-rule (13).
(c) The oral and documentary evidence produced in the course of the inquiry.
(d) Written briefs referred to in sub-rule (16) if any; and
e) The orders, if any, made by the disciplinary authority and the inquiring authority in regard to the inquiry.
20) [Continuation of Disciplinary Proceedings after retirement.
20(l)Disciplinary proceedings, if instituted while the employee was in service whether before his retirement
or during his re-employment, shall after the final retirement of the employee, be deemed to be proceeding
and shall be continued and concluded by the authority by which it was commenced in the same manner as
if the employee had continued in service
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8(20)(i)(a)
An employee who has superannuated I separated from the Company shall be deemed to be an employee for a
disciplinary action for any misconduct committed by him during his service in the Company
8(20)(i)(b)
That the disciplinary proceedings, if not instituted while the employee was in service, for an offence whether
before his retirement or during his re-employment.
8(20)(i)(b)(1)
Shall not be instituted save with the sanction of the Board of Directors in the case of an employee below the
Board level, and of the Administrative Ministry in case of a Board level employee, including an officer on
deputation from the Central Government even to a post below the Board level.
8(20)(i)(b)(2)
Shall not be in respect of any event which took place not more than four years before such institution."
8(20)(i)(b)(3)
In case pecuniary loss to the Company due to his / her offence is established and penalty is imposed on the ex-
employee, 'he I she will be informed about the amount to be recovered from him I her and will be asked to
deposit the same to the Company within 30 days, otherwise proceedings for Civil Suit will be initiated against
him! her for recovering the amount.
[REFER: Circular No. NBCC:HRM Policy:2017:3048 dated 08.09.2017]
20 (ii) (a), (b) & (c)
Release of Gratuity:
(a) Vigilance Division should spell out that if there is any order against the employee to recover any amount of any
pecuniary loss! partial forfeiture or fully forfeiture of gratuity within the period of 30 days after retirement.
(b) In the case of retired employee(s) against whom disciplinary proceedings relates to a pecuniary loss or a
pecuniary punishment sought to be imposed on the employee are pending and not concluded as on the date of
retirement, these employees, for getting their gratuity released, are required to be furnished security in the
form of Indemnity Bond-cum-Undertaking on a non-judicial stamp paper of Rs.100!- indemnifying that they will
compensate the pecuniary loss if any imposed at the conclusion of enquiry initiated against them, without any
demur and objection.
(c) ForAdministrative nature of cases, Gratuity will be release.
[Explanation : The term disciplinary proceedings appearing in para (i) and (ii) above covers
proceedings of both types i.e. majoras well as minor.]
20(iii) Release of Leave Encashment:
There is no provision to withhold whole or part of Leave Encashment in the event of continuation of disciplinary!
criminal proceedings post retirement, available in NBCC (Leave & Leave Encashment) Rules, 1999. Hence,
the provision of Rule-39 of CCS (Leave) Rules, 1972 may be followed while releasing the Leave Encashment
in the event of continuation of disciplinary!criminal proceedings post retired.
The provision in NBCC shall be as under:
"The authority competent to grant leave may withhold whole or part of cash equivalent of earned leave in the
case of an employee who retires from service on attaining the age of retirement while under suspension or
while disciplinary or criminal proceedings are pending against him, if in the view of such authority there is a
possibility of some money becoming recoverable from him on conclusion of the proceedings against him. On
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conclusion of the proceedings, he will become eligible to the amount so withheld after adjustment of Company
dues, if any".
20 (iv) Release of PRP:
The payment of PRP will be withheld in case of those executives who is or! are under suspension and I or
disciplinary proceedings is going on against them. The payment will be released only after the revocation
of suspension and !orcompletion of disciplinary proceedings and if exonerated from the charges levelled
against them. Similarly, those executives who have been awarded with major penalty resulting out of any
disciplinary action against them will not be eligible for any PRP in the current financial year. The
executives who had superannuated during the concerned year and thereafter, if any disciplinary
proceeding is pending against them, their PRP payment shall be withheld till conclusion of the enquiry or
decision of the DisciplinaryAuthority depending upon the nature of the disciplinary case pending.
20(v) Release of EPF & PF Pension:
As per the provisions of NBCC EPF Trust Rules, amounts under these heads cannot be withheld by the
Management.
20(vi) Release of last drawn salary, TA (on final settlement) & allowing the benefit of Post-Retirement
Medical Scheme:
Since there is no statutory force in the aforesaid overheads, the authority may withhold whole or part of
cash of employee who retires from service on attaining the age of retirement while under suspension or
while disciplinary or criminal proceedings are pending against him, if in the view of such authority there is a
possibility of some money becoming recoverable from him on conclusion of the proceedings against him.
On conclusion of the proceedings, he will become eligible to the amount so withheld after adjustment of
Company dues, if any.
Interpretation : If any doubt arises as to the interpretation, the decision of the HRM Division in the
Corporate Office and the approval of the Chairman-cum-Managing Director of the Company thereon
shall be final and binding."
9. ACTION ON THE INQUIRY REPORT
(1) [The disciplinary authority, if it is not itself the inquiry authority may, for reasons to be recorded by it in writing,
remit the case to the inquiring authority for fresh or further inquiry and report and the inquiring authority shall
thereupon proceed to hold the further inquiry according to the provision of Rule-8 as far as may be.
1-A. The disciplinary authority shall forward or cause to be forwarded a copy of the report of the inquiry, if any,
held by the disciplinary authority or where the disciplinary authority is not the inquiring authority a copy of
the report of the inquiring authority to the employee concerned who shall be required to submit, if he so
desired, his written representation or submission to the disciplinary authority within fifteen days,
irrespective ofwhetherthe report is favourable or not to the employees concerned.
1-B. The disciplinary authority shall consider the representation, if any, submitted by the employee concerned
before proceeding further in the manner specified in sub rules (2)to (4).
(2) The disciplinary authority shall, if it disagrees with the findings of the inquiring authority on any article of charge,
record its reasons for such disagreement and record its own findings on such charge, if the evidence on record
is sufficient for purpose.
(3) If the disciplinary authority having regard to its findings on all or any of the articles of charge, is of the opinion,
that any of the penalties specified in clauses (a)to (e) of Rule-7 should be imposed on the employee it shall,
notwithstanding anything contained in Rule-i 0, make an order imposing such penalty.
(4) If the disciplinary authority having regard to its findings on all or any of the articles of charge, and on the basis of
evidence adduced during the inquiry is of the opinion that any of the penalties specified in Clauses (f)to (i) of
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Rule 7 should be imposed on the employees, it shall make an order imposing such penalty and it shall not be
necessary to give the employee any opportunity of making representation on the penalty proposed to be
imposed.
(5) If the disciplinary authority having regard to its findings on all or any of the articles of charge, is of the opinion
that no penalty is called for, it may pass an order exonerating the employee concerned.]5
10. PROCEDURE FOR IMPOSING MINOR PENALTIES:
(1) Where it is proposed to impose any of the minor penalties specified in clause (1)to (e) of Rule 7, the employee
concerned shall be informed in writing of the imputations of misconduct or misbehaviour against him and given
an opportunity to submit his written statement of defence within a specified period not exceeding 15 days. The
defence statement, if any, submitted, by the employee shall be taken into consideration by the disciplinary
authority before pass orders.
(2) The record of the proceedings shall include:
(i) Acopy of the statement of imputations of misconduct or misbehaviour delivered to the employee;
(ii) Hisdefencestatement, if any; and
(iii) The order of the disciplinary authority together with the reasons therefore.
11. COMMUNICATIONOFORDER
Orders made by the disciplinary authority under Rule-9 or 10 shall be communicated to the employee concerned,
who shall also be supplied with a copy of the report of inquiry, if any.
12. COMMON PROCEEDINGS.
Where two or more employees are concerned in a case, the authority competent to impose a major penalty on all
such employees may make an order directing that disciplinary proceedings against all of them may be taken in a
common proceedings and the specified authority may function as the disciplinary authority for the purpose of such
common proceedings.
13. SPECIAL PROCEDURE IN CERTAIN CASES:
Notwithstanding anything contained in Rule 8 or 9 or 10, the disciplinary authority may impose any of the penalties
specified in Rule —7 in any of the following circumstances:
(I) The employee has been convicted on a criminal charge, or on the strength of facts or conclusions arrived at by
a judicial trial; or
(ii) Where the disciplinary authority is satisfied for reasons to the recorded by it in writing that it is not reasonably
practicable to hold an inquiry in the manner provided in these Rules; or
(iii) Where the disciplinary authority is satisfied that in the interest of the security of the Company it is not expedient
to hold an inquiry in the manner provided in these rules.
[13 A: Notwithstanding anything contained to the contrary in any other rule, the services of any employee shall be
terminated by the company, if:-
(a) his post is abolished;
(b) he is declared on medical grounds; to be unfit for services in the company; or
(c) he remains on unauthorized absence forthirty days or more.
EXPLANATION:
1. In the case of (a) & (b) above, the services shall be terminated after giving three months or one months notice,
as per the terms of appointment of the employee or pay in lieu thereof in both the cases.
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2. In the case of (c) above, services of an employee shall be terminated if he fails to explain his conduct
satisfactorily within 15 days from the date of receipt of the Show Cause Notice by him. The Management shall
be empowered to take a decision without resorting to further inquiries.
3. (a) The decision in case of (c) above, would be taken only with the prior approval of a Screening Committee of
two Directors! Executive Directors to be constituted for this purpose by the Chairman and Managing Director.
(b)The reasons for the decision would be recorded in writing.]6
[Vide NBCC H.O. Circular No. 54(1)/87-Admn. Dated 30.05.1995 issued by Dy Manager (Personnel) following
criterion/procedure has been laid down for determining medical unfitness forthe purposes of Rule 13-A:--
(a) If an employee has been continuously on leave on medical grounds for a period of 12 weeks (including
Sundays & Holidays) or he / she has been on leave for reasons of sickness for a total period of 120 days
(including Sundays & Holidays) or more during a continuous period of six months or if a person though
attending duties is found to be prima-facie week, sick, mentally deranged or of unsound mind, his!her case may
be recommended for his/her thorough medical checkup by the Medical Board/Civil Surgeon and report
indicating inter-alia the following:
• the disease he/she is suffering from;
• whether it is curable or incurable;
• whetherthe disease is infectious/contagious;
• in case of curable disease whether the person is like to be fit to resume his/her normal duties within a
period of 12 months.
Is he/she is fit to do his/her present job.
The H.R. Division in the Corporate Office shall make such references to the respective Civil Surgeon/Medical
Board in respect of employees and officers whose personal files are maintained in the Corporate Office. Similar
action shall be taken by the respective RBG / SBG / Zone(S) in respect of employees whose files are
maintained in the Unit IV/Zone(s)( 'C' Group employees).
(b) If an employee is not found fit as per the report of the Civil Surgeon / Medical Board to do his present job or in
case of curable disease, may not resume his/her duties within a period of 12 months and in case of employees
suffering from incurable or infectious/contagious disease or suffering from lunacy or mental derangement and
whose services cannot be utilized by the Company or whose attendance is likely to pose health hazard to
others, his services shall be terminated after giving three months or one month notice, as per the terms of
appointment of the employee or pay in lieu thereof.]
[Refer: Circular No. NBCC H.O. Office Order No. 54(1)IHRMI2O12 dated 6.09.2012]
CompetentAuthority has Constituted Screening Committee comprising of following Members for the purposes
of Rule (3-A(C) above:-
Director (Commercial)
2. Director (Projects)
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13-B. GUIDELINES & PROCEDURE FOR PREMATURE RETIREMENT
OBJECTIVE
Periodical review for ensuring Probity and efficacy among employees of NBCC on the lines of provision laid down under
FR 56(j).
1.0 COVERAGE
The provisions for Premature Retirement of employees in the public interest on grounds of inefficiency shall be
applicable to all employee of the Company (Below Board level) and had entered the service of the Company before
attaining the age of 35 years and after he I she has attained the age of 50 years, in any other case after he I she has
attained the age of 55 years.
2.0 CRITERIA
2.1 An employee having five "Average" Grading intheirAnnual PerformanceAppraisal Report (APAR), out of eight
immediate preceding years and the last two years being "Average" Grading.
Or
2.2 An employee having three "Unsatisfactory" Grading in theirAPAR, out of eight immediate preceding years and
the last two years being "Average or Below" Grading.
3.0 PROCEDURE
3.1 As on April every yeara Screening Committee consisting of 3-4 officers constituted by the CMD may review the
service records of all employees in the Corporation meeting the criteria in para 2.1 & 2.2 above with cutoff date
ason 31st March.
SCREENING COMMITTEES: The Screening Committee constituted are as under: -
Screening Committee For GROUP 'A' employees - From E-6 to E-9:
1. Director (Projects)
2. Director (Finance)
3. Director (Commercial)
4. Member Secretary— HOD (HRM)
Screening Committee For GROUP 'A' employees - From E-0 to E-5:
1. ED (Engineering)-Real Estate
2. ED (Engineering)-RBG
3. ED (Engineering)-CPG
4. ED (Engineering)-BD
5. Member Secretary-AGM (HRM).
Screening Committee For GROUP 'C' employees
1. CGM (Finance)
2. GM(HRM)
3. GM(Engg.)
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4. MemberSecretary—DGM(HRM)
3.2 Concern HR Department will put the list of concern employees as per para-1 & 2 above to the Committee as
mentioned in 3.1 above.
3.3 The Committee will identify the cases where it feels Pre-mature retirement is warranted.
3.4 The Committee will submit their recommendations to CMD for decision.
3.5 After decision that an employee is to be compulsorily retired, the HRM Division will issue a notice to the
concerned employee(s) in the form intimating the intention of the Management to compulsorily retire such an
employee duly indicating the terminal benefits admissible.
3.6 If, an employee who has been prematurely retired desires to appeal against the said Order, he may file an
appeal to the Board of Directors of NBCC who is the Appellate Authority designated to hear such appeals. The
appeal shall be filed not later than 30 days from the date of receipt of the order of Premature. The Board will
decide the appeal within 60 days of receipt thereof.
3.7 Cases of employees whose service is one or less than one year left as on cut-off date, will not be taken for Pre-
mature Retirement.
4.0 GENERAL
An employee who is prematurely retired as above will also be entitled to the following benefits:
4.1 Three months' notice period or 3 months' pay and allowances in lieu thereof, etc.
4.2 Leave salary for the period of un-availed Earned Leave (both encashable and Non-encashable) subject to a
maximum of 300 days Earned Leave.
4.3 Gratuity for each completed year of service or part thereof as admissible underthe Gratuity Rules.
4.4 Transfer benefits for self and family for proceedings to home town or the place where he I she intends to settle
in India as admissible under NBCC Travelling Allowance (TA) Rules.
4.5 Full Provident fund contribution of the employer with accretions thereto the account of the employee, subject to
the provident fund rules applicable.
4.6 Post-Retirement Medical Benefit as admissible under NBCC rules.
4.7 Order of Premature retirement of employees in the public interest will be issued as per format [Enclosed as
:Annexure —'B' ] by the Appointing Authority.
4.8 In the event of refusal by the employee to accept the order of Premature Retirement, the same will be sent by
Registered I Speed Post! Courier at the last known address available in his personal file I other official records.
This would be deemed as service of the order to the employee.
4.9 If voluntary Retirement Scheme is in operation at the relevant time during which action on pre-mature
retirement is proposed, and if the concerned employee under consideration for pre-mature retirement is
otherwise eligible for VRS, he on his own volition may apply for VRS and Management shall have no objection
to the same.
4.10 CMD reserves the right to make amendments! modifications I additions / deletions to the above rules /
procedures or make supplementary rules that may be required from time to time.
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ANNEXURE-'B'

HRM CORPORATE DIVISION
ORDER OF PREMATURE RETIRMENT
Whereas, the Competent Authority is of the opinion that is in the Public Interest to prematurely retire Mr. /
Ms. [Emp.Code No. J Designation , presently
posted at on account of inefficiency.
Now, therefore, in exercise of the powers conferred by Rule 13(B) of NBCC (Discipline & Appeal) Rules, 1993, the CMD I
HOD (HRM) hereby gives notice or pay in lieu of notice period (3 months I one month) to
(Designation and Presently posted at) that Mr. I Ms.
having already attained the age of 50 I 55 years, shall retire from service on
Dated: Signature! Name of the Appointing Authority
Place:
ACKNOWLEDGEMENT
(From the Employee)
(Name & Emp. Code No.) now holding the post

of (Designation & Place of Present Posting) hereby acknowledge the receipt of the
Original Notice of the Order of Pre-mature Retirement dated
Dated: Name & Signature
Place: Designation
Emp. Code No.
[Refer: Circular No. NBCC IHRM-POLICY-CELU2OI5-16/661 dated 23.03.2016]
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14. EMPLOYEES ON DEPUTATION FROM THE CENTRAL GOVERNMENT OR STATE GOVERNMENT ETC.
(i) Where an order of suspension is made or disciplinary proceeding is taken against an employee, who is on
deputation to the Company from the Central or State Government or another public undertaking, or a local
authority, the authority lending his services (herein-after referred to as the "Lending Authority") shall forthwith
be informed of the circumstances leading to the order of his suspension, or the commencement of the
disciplinary proceedings, as the case may be.
(ii) In the light of the findings in the disciplinary proceedings taken against the employee;
(a) If the Disciplinary Authority is of the opinion that any the minor penalties should be imposed on him, it may
pass such orders on the case as it deems necessary after consultation with the Lending Authority.
Provided that in the event of a difference of opinion between the Disciplinary and the Lending Authority,
the services of the employee shall be placed atthe disposal of the LendingAuthority.
(b) If the Disciplinary Authority is of the opinion that any of the major penalties should be imposed on him, it
should place his services at the disposal of the Lending Authority and transmit to it the proceedings of the
inquiry for such action as it deems necessary.
(iii) If the employee submits an appeal against an order imposing a minor penalty on him under sub-rule (ii) (a), it
will be disposed of after consultation with the Lending Authority. Provided that if there is a difference of opinion
between the AppellateAuthority and the Lending Authority, the services of the employees shall be placed at the
disposal of the Lending Authority and the proceedings of the case shall be transmitted to that authority for such
action as it deems necessary.
15. APPEALS
(i) An employee may appeal against an order imposing upon him any of the penalties specified in Rule 7 or
against the order of suspension referred to in Rule 4. The appeal shall lie to the authority specified in the
Schedule.
(ii) An appeal shall be preferred within one month from the date of communication of the order appealed against.
The appeal shall be addressed to the Appellate Authority specified in the Schedule and submitted to the
authority whose order is appealed against. The authority whose order is appealed against shall forward the
appeal together with its comments and records of the case to the appellate authority within 15 days. The
appellate authority shall consider whether the findings are justified or whether the penalty is excessive or
inadequate and pass appropriate orders within three months of the date of appeal. The appellate authority may
pass order confirming, enhancing, reducing or setting aside the penalty or remitting the case to the authority
which imposed the penalty or to any other authority with such direction as it may deem fit in the circumstances
of the case.
Provided that if the enhanced penalty which the appellate authority proposed to impose is a major penalty
specified in Clauses (f), (g), (h) and (i) of Rule 7 and an inquiry as provided in Rule 8 has not already been held
in the cases, the appellate authority shall direct that such an inquiry be held in accordance with the provisions of
Rule 8 and thereafter consider the record of the inquiry and pass such orders as it may deem proper. If the
appellate authority decides to enhance the punishment but an inquiry has already been held as provided in
Rule 8, the appellate authority shall give a show cause notice to the employee as to why the enhanced penalty
should not be imposed upon him. The appellate authority shall pass final order after taking into account the
representation, if any, submitted by the employee.
16. REVIEW
Notwithstanding anything contained in these rules, the reviewing authority as specified in the schedule may
call for the record of any case involving a major penalty within three months of the date of the final order, and
after reviewing the case, pass such orders thereon as it may deem fit.
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Provided that if the enhanced penalty, which the reviewing authority proposes to impose, is a major penalty
specified in clauses (f), (g), (h) or (I) of Rule-7 and an inquiry as provided under Rule-8 has not already been
heldin these cases, the reviewing authority shall direct such an inquiry be held in accordance with the
provisions of Rule 8 and thereafter consider the record of the inquiry and pass such orders as it may deem
prompt, if the appellate authority decides to enhance the punishment but an inquiry has already been held in
accordance with the provisions of Rule 8, the reviewing authority shall give show cause notice to the
employees as to why the enhanced penalty should not be imposed upon him. The reviewing authority shall
passfinal orderaftertaking into accountthe representation, if any, submitted bythe employee.
17. SERVICE OF ORDERS, NOTICE ETC.
Every order, notice and other process made or issued under these rules shall be served in person on the
employee concerned or communicated to him by registered post at his last known address.
18. POWER TO RELAX TIME LIMITAND TO CONDONE DELAY
Save as otherwise expressly provided in these rules, the authority competent under these rules to make any
order may for good and sufficient reasons or is sufficient cause is shown, extend the time specified in these
rules for anything required to be done underthese rules or condone any delay.
19. REPEALAND SAVINGS
(1) The NBCC (Discipline) Rules, 1970 shall cease to operate with effect from 24th June, 1993.
(2) Nothing in these rules shall be construed as depriving any person to whom these rules apply, of any right of
appeal which had accrued to him under the rules, which have been superseded by these rules.
(3) An appeal pending at the commencement of these rules against an order made before the commencement of
these rules shall be considered and orders thereon shall be made, in accordance with these rules.
(4) The proceedings pending at the commencement of these rules shall be continued and disposed as far as may
be in accordance with the provisions of these rules, as if such proceedings were proceedings underthese rules.
(5) Any misconduct etc. committed prior to the issue of these rules shall be deemed to be a misconduct under
these rules.
20. REMOVALOF DOUBTS
Where a doubt arises as to the interpretation of any of these rules, the matter shall be referred to the
CMD/Board for final decision.
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21. REGULATORY MECHANISM OF DISCIPLINARY PROCEEDINGS
Level of posts Appointing Disciplinary Penalties Appellate Reviewing

Authority Authority Authority Authority
FOR GROUP 'A' POSTS
GM & above CMD CMD All Major & Minor Board of Directors Board of
Directors
(E-6 to E-9)
DPM & above and Director of the Director of the All Major & Minor CMD Board
equivalent in other concerned cadre. concerned cadre. of Directors
cadre (E-2 to E-5)
SPE and SR. ED! ED of SR. ED I ED of All Major & Minor Director of the CMD
equivalent in the concerned the concerned concerned cadre.
other cadre cadre. cadre.
(E-1)
FOR GROUP 'B' POSTS
FE and equivalent 0GM I GM of 0GM I GM of All Major & Minor SR. ED I ED of Director of the
in other cadre the concerned the concerned the concerned concerned
(F-U) cadre. cadre. cadre. cadre.
FOR GROUP 'C' POSTS*
OA-lll to Jr.FE General General All Major & Minor CGC! ED I Director of the
(W-3 to S-3) Manager of Manager of SR.ED of the concerned
cadre.
the concerned the concerned concerned
cadre. cadre. cadre.
FOR GROUP 'C' POSTS*
Below OA-llI & General General All Major & Minor Chief General SR.ED! ED of
equivalent in Manager Manager Manager of the the concerned
othercadres (HRM) (HRM) concerned cadre. cadre.
(W-1 to W-2)
(Refer: Circular Dated 28/12/2016)

Note: i. In case anyAuthority i.e. Appointing/Disciplinary/Appellate/Reviewing, is not in position! not available in any of
the level, the next higher level Authority in the structure may be considered as the concerned Authority for
above purposes.
* For Group 'C' & 'D' workers posted at Work Sites of the Company, their Disciplinary proceedings will be
regulated as perthe provisions of NBCC Standing Orders.
iii. Where theAppellate Authority is the Board of Directors, the Reviewing Authority will also be the Board.
22. TRAVELLING ALLOWANCES
Grant of TA/DAfor attending criminal/Disciplinary proceedings or as a witness in various Courts. Board of Directors
in the 439th Meeting held on 09-11-2015, have directed that NBCC should follow the OCS rules in respect of
employees/Ex-Employees attending the Criminal/Disciplinary proceedings or as witness in various
Courts/Departmental enquiries before the concerned Authorities
(Refer: Circular No. HRM Policy Cell/2015-16 Dated 04/1212015)
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NBCC STANDING ORDERS
Standing Orders in respect of the various Units of NBCC Ltd., certified under the 'Industrial Employment (Standing
Orders)Act, 1946.
1. APPLICABILITY
These orders shall come into force with effect from the date determined in accordance with the provisions of
Section 7 of the Industrial Employment (Standing Orders)Act, 1946 and shall apply to all workmen employed in the
Company subject to the provisions of Section 13-B of the Act.
2. DESCRIPTION
1. In these orders, unless there is anything repugnant to the subject or context.
a) 'Company' means National Buildings Construction Company Limited.
b) 'Manager' means "Unit Incharge" irrespective of his organisational designation but not below the level
of Project Manager, who is Incharge of the project and responsible for its supervision and control.
c) 'Employer' means the Chairman-cum-Managing Director of the Company.
d) 'Workman' shall be a person employed in the industrial establishment of the Company as defined
under the Industrial Employment (Standing Order) Act, 1947.
2. Each Unit of the Company shall constitute a separate establishment for purposes of these orders.".
3. CLASSIFICATION OF WORKMEN
a) Workmen shall be classified as:-
1. Regular
2. Probationer
3. Temporary
4. Apprentice &
5. Casual
b) A 'Regular' workman is workman who has been engaged in the regular establishment of the Company
and has satisfactorily completed the probationary period prescribed in Clause (c) of this order in the
same or another occupation in the regular establishment of the Company including breaks due to
sickness, accident, leave lock-out, strike (not being an illegal strike) or involuntary closure of the
establishment.
c) A 'Probationer' is a workman who is provisionally appointed fill a vacancy in a post in the regular
establishment or promoted to a post higher to his substantive post and has not completed the
probationary period of six months in a non-technical post or one year in a technical post, provided that
the period of probation may be extended by the employer in any case by not more than six months. A
probationer whether provisionally appointed to fill up a vacancy in the Regular Establishment or
promoted to a post higher to his substantive post may at any time during the probationary period be
reverted to his substantive post or discharged from the service in case of fresh appointment in the
regular establishment, as the case may be.
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d) A 'Temporary' workman is a workman (i) who is employed in the temporary works establishment of the
Company or (ii) a workman who has been engaged for work which is of an essentially temporary nature
likely to be finished within a limited period.
e) An 'Apprentice, is a learner who is paid an allowance during the period of his training and includes an
Apprentice sponsored under the Apprenticeship Act and an unpaid technical student deputed by a
Training Institute for practical training in any unit/office of the Company.
f) A 'Casual' workman is a workman whose employment is essentially of a casual nature and is employed
on Muster Roll.
4. TICKETS
1. Every permanent workman and probationer shall be provided with a photo identity card and shall, on being
required to do so, show itto any person authorised by the Manager to inspect it.
2. Every Badli shall be provided with a Badli Card wherein shall be entered the days on which he has worked in
the establishment, and which shall be surrendered if he obtains permanent or temporary employment.
3. Everytemporaryworkmanshallbeprovidedwith'temporary'ticket which he shall surrender on his

discharge.
4. Every casual worker shall be provided with casual card in which shall be entered the days on which he has
worked with the establishment.
5. EveryApprentice shall be provided with an 'Apprentice Card' which shall be surrendered if he obtains
permanent employment or either ceases to be Apprentice.
5. PUBLICATION OF WORKING TIME
The periods and hours of work for all classes of workers/shift shall be exhibited in English and in the principal
language of workman employed in the establishment on notice board at or near the main entrance of the
establishment and at the Time-Keeper's office, if any. The period and hours of work shall in accordance with the
provisions of the Minimum WagesAct and law applicable to the establishment.
6. PUBLICATION OF HOLIDAYS AND PAYDAYS
Notices specifying (a) the days observed by the establishment as weekly days or rest holidays and (b) pay days,
shall be displayed on the said notice boards. The holidays listforworkman shall be displayed during the first
calendar month of the year.
7. PUBLICATION WAGERATES
Notice specifying the rates of wages or the consolidated salary, as the case may be payable to the classes of
workman and for all the classes of work, shall be displayed on the notice board.
8. SHIFT WORKING
More than one shift may be worked in a department or departments or any section of a department at the discretion
of the Manager. If more than one shift is worked, the workman shall liable to be transferred from one shift to
another. Shift working can be discontinued by giving one week notice. If as result of the discontinuance of the shift
working any workmen are to be retrenched, such retrenchment shall be effected in accordance with the provisions
of the Industrial DisputesAct, 1947 and the Rules made there under.
9. ATTENDANCE&LATE COMING
1) All the workmen shall be at the establishment at the time fixed and notified under order 5 of these orders.
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Workmen attending late will be liable to the deductions provided in the Payment of Wages Act, 1936 in case
they are within the purview oftheAct, provided further that:
i) Aworkmen will be allowed to record his attendance by grace upto 8.50 a.m.
ii) During a month late coming upto 9.30 a.m. on two occasions in the morning will be exempted.
Similarly, on two occasions, during a month, the workman may leave place of work early at 4.30 p.m.
with prior permission of the Manager.
iii) A workmen availing half day leave either in the first half or in the second half shall have to record
attendance between 1.30 p.m. to 2.00 p.m. However, all workmen in this case shall be required to
record attendance both at the time of their arrival and departure.
iv) Barring two late comings allowed during a month, a workman will be considered present during the day
provided he/she has recorded attendance by 9.00 a.m. In the morning and also covered the shortfall in
time by sitting late in the evening on the same date. In this case, no grace would be available to
employees either in the morning or in the evening. Further, carry forward will not be permitted in this
regard. To clarify, any person recording attendance (say) at 8.55 a.m. in the morning will have to sit late
in the evening on the same day upto 5.55 pm. this relaxation shall be permitted six times in a month.
10. LEAVE
Leave shall be granted to the workmen in accordance with the following provisions:-
a) Every permanent workmen and probationer shall be entitled to earned leave, sick leave and casual
leave and othertypes of leave as may be admissible to them under the NBCC Leave Rules as
amended from time to time.
b) Every temporary workman shall be entitled to 20 days earned leave with full wages for every completed
year of service including breaks due to sickness, accident, leave, lockout, strike (not being an illegal
strike) or involuntary closure of the establishment.
2. A temporary workman who desires to obtain leave of absence shall apply to the Manager at least five days
before commencement of leave. The manager shall communicate his order granting or refusing the leave
within a week of its submission orthree days priorto the commencement of the leave applied for which ever is
earlier, provided that if the leave applied for is to commence within three days of the application, the order
shall be communicated to the workman within 48 hours thereof. If the leave is refused or postponed the fact of
such refusal or postponement and the reasons therefore shall be recorded in a register to be maintained for
the purpose and if the workman so desires, a copy of the entry in the register shall be supplied to him. The
workman who has been refused leave shall be entitled to accumulate the same. If the workman after
proceeding on leave desires an extension thereof, he shall apply to the Manager who shall write a reply either
granting or refusing extension of leave to the workman if his address is available and if such reply is likely to
reach him before the expiry of the leave originally granted to him.
3. If the workman to whom leave of absence is granted remains absent beyond the period of leave originally
granted or subsequently extended, he shall loose his lien on his appointment unless he (a) returns within
eight days of the expiry of the leave (b) explains within ten days of the leave to the satisfaction of the Manager
his inability to return before the expiry of his leave.
4. A workman whether temporary, casual or apprentice shall be entitled to casual leave of absence for ten (10)
days for Head Office/Zonal Office/Regional Business Group and 12 days for Units. Such leave shall not be for
more than three days at a time except in case of sickness. The casual leave is intended to meet special
circumstances which may not be foreseen. Generally, previous permission of the Manager shall be obtained
before such leave is taken, but when this not possible, the Manager shall, as soon as practicable, be informed
in writing of the absence and of the probable duration of such absence.
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5. The provisions made in this order shall not fall short of the benefits that may accrue under the Factories Act and
other laws wherever applicable regulating grant of leave.
II. HOLIDAYS
Besides the weekly day of rest allowed to the workman as provided under the Minimum WagesAct the workman shall
be entitled to holidays with wages as indicated below:-
a) Every permanent workman and the probationer shall be entitled to the holidays as may be fixed by the
Company each year for their regular employees, so however, that such holidays with not be less than what
a temporary workman is entitled to under these Standing Orders
b) Every other workman, whether temporary, casual, badly or apprentice shall be granted holidays on the
three National Holidays viz. Republic Day (26th January), Independence National Holidays viz. Republic
Day (26th January), Independence day (15th August) and Mahatma Gandhi's Birthday (2nd October)
provided that no casual workman, bad Ii or apprentice shall be eligible to wages for such holiday if he was
absent from work on the preceding and succeeding working day unless the absence was due to the
reasons beyond the control.
12. PAYMENTOFWAGES
1. All workman will be paid wages on a working day before the expiry of the seventh or the tenth day after the last
day or the wage period in respect of which the wages are payable, according to whether the total number of the
workmen employed in the establishment does or does not exceed one thousand.
2. Any wages due to the workman but not paid on the usual pay day on account of their being unclaimed shall be
paid by the employer on an unclaimed wages day in each week which shall be notified on the notice boards as
aforesaid.
3. Any wages due to a deceased workman shall be paid to his legal representatives before the expiry of 30th day
from the date a valid claim has been presented by such legal representative, provided that such claim is
submitted within three years of the death of the workman.
13. RETRENCHMENTAND RE-EMPLOYMENT
The retrenchment and re-employment of retrenched workman shall be regulated according to the provisions of
Industrial Disputes Act and the Rules framed there under or any otherAct or provisions of law which might came into
force subsequently :-
14. STOPPAGE OF WORK]
1. The employer may at any time, in the event of fire catastrophe, breakdown of machinery of stoppage of power
supply, epidemics, civil commotion or other cause beyond his control stop any section or sections of the
establishment, wholly or partially for any period/periods without notice.
2. In the event of such stoppage during working hours the workmen affected shall be notified by notices put upon
the notice board in the departments concerned, or at the office of the manager, as soon as practicable, when
work will be resumed and whether they are to remain or leave their place of work. The workmen shall not
ordinarily be required to remain present for more than two hours after the commencement of the stoppage. If
the period of detention does not exceed one hours, the workmen so detained shall not be paid for the period
detention. If the period of detention exceeds one hours, the workmen so detained shall be entitled to receive
wages for the whole of the time during which they are detained as a result of the stoppage. In the case of piece-
rate workers, the average daily earnings for the previous month shall be taken to be the daily wage. No other
compensation will be admissible in case of such stoppage. Whenever practicable, reasonable notice shall be
given of resumption of normal work.
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3. In case where workman are laid off for short periods on account of failure of plant or a temporary curtailment
of production, the period of un-employment shall be treated as compulsory leave either with or without pay,
as the case may be, provided that the permanent probationary and temporary workman shall be eligible, if
they so desire, to adjust such period of unemployment against the period of leave with wages referred to in
Order 10 above which may be at their credit.
4. The employer may in the event of strike affecting either wholly or partially any section or department of the
establishment close down either wholly or partially such section or department and any other section or
departmentaffectedbysuchclosingdown.The fact or such closure shall be notified by notices put on the
notice board in the section or department concerned and the time keeper's officer, if any, as soon as
practicable. The workmen concerned shall also be notified by a general notice, prior to resumption of work,
as to when workwill be resumed.
5. The lay off and retrenchment of workmen contemplated in this order shall be subject to the relevant
provisions of the Industrial Dispute Act and the Rules framed there under.
15. TERMINATION OF EMPLOYMENT
For terminating employment of a permanent workmen notice in writing shall be given either by the employer
or the workman one month's notice in the case of monthly rated workmen and two weeks notice in the case of
other workmen provided one month's or two week's pay as the case may be, may be paid in lieu of notice and
compensation shall not fall short of the benefits provided under the Industrial DisputesAct.
2. No temporary workman whether monthly rated shall be entitled to any notice or pay in lieu thereof if his
services are terminated, subject to the benefits provided under the relevant provisions of the Industrial
Disputes Act.
3. The services of a workman shall not be terminated as a punishment unless he is given an opportunity of
explaining the charges of misconduct alleged against him in the manner prescribed under Order No.16.
4. Where the employment of any workman is terminated the wages earned by him and other dues, if any, shall be
paid before expiry of second working day from the date of termination of employment.
16. MISCONDUCT, PENALTIES FOR MISCONDUCT AND DISCIPLINARYACTION FOR MISCONDUCT.
(A) DISCIPLINARYAUTHORITY
(i) For Minor Misconduct: Unit Incharge not below the level of Project Manager.
(ii) For Major Misconduct: RBG I SBG /Zonal Heads as the case may be.
(B) Without prejudice to the general meaning of the term "misconduct" the following inter-alia are examples
of acts or commissions (this list is illustrative and not exhaustive) which constitute minor and major
misconducts for which a workman may be censured, fined, suspended, his increment withheld,
promotion stopped or he may be demoted discharged or dismissed.
(C) MINOR MISCONDUCTS
1. Collection or canvassing for collection without the written permission of the Manager, of any money
within the Establishment in the precincts of the Establishment.
2. Absence from place of work without the permission of the departmental head/Unit Incharge.
3. Unauthorised use of any property, machinery, tool, quarters or land belonging to the Company.
4. Gambling within the premises of the Establishment or Company's Estate.
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5. Sleeping on duty.
6. Malingering or slowing down of work.
7. Carrying concealed weapons or threatening, intimidating or attempting bodily injury to any workman or
workmen of the Company or conduct which violates common decency, or morality of the community.
8. Acceptance of gifts from subordinate employees.
9. Writing of letters criticising employees of the Company.
10. Breach of the Standing Orders or any rules or instructions.
11. Reporting for duty in loose cloths and/or without uniform/shoes where the same has been provided by
the Company.
12. Refusal to attend training programme designed to update the skills or knowledge or workmen or
programmes meant for training in First Aid, Fire fighting etc.
13. Being arrogant to employees, officers, suppliers, customers/clients of the Company.
14. Failure to notify the Company of any change in address.
15. Not taking proper care of tools, gauges, jigs, fixture or drawings etc. entrusted to him.
16. Entering or leaving or attempting to enter or leave the work premises except by the gate or gates
specified for the purpose.
17. Leaving work without permission or before being, properly relieved at the end of his/her shift duty.
18. Bringing pressure to bear upon superiors on personal matters.
19. Wilful non-cooperation with fellow workman for proper discharge of duty at any time.
(D) MAJOR MISCONDUCTS
1. Wilful insubordination or disobedience, impertinence whether alone or in combination with another or

others, of any lawful and reasonable order of a superior.
2. Striking work or adopting go-slow methods, either singly or along with others, in contravention of these
Standing Orders or any statute, law, rule or enactment, issued from time to time and for the time being
in force or inciting any employee while within the precincts of the place of work to strike work or adopt go
slow methods.
3. Theft, fraud, misappropriation or dishonesty in connection with the Company business or property.
4. Taking or giving bribes or any illegal gratification whatsoever.
5. Habitual late attendance or habitual absence without leave or without sufficient cause or continuous
absence without leave for more than 10 days.
6. Carrying on money-lending or any other private business.
7. Drunkness, fighting, riotous, disorderly or indecent behaviour within the Company establishment and
outside if the same have bearing on the service of the employee in the Company.
8. Habitual negligence or neglect of work.
9. Smoking or possessing flame producing material within the precincts in the places where it is
prohibited.
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10. Causing damage to work in process orto any property of the Company.
11. Refusal to work on a job or machine to which the employee is posted provided there is no change in the
nature of work.
12. Organising, attending or holding meetings within the boundary of the establishment or in any of the
premises owned by the Company and in its estate without previous sanction of the Management.
13. Lending or borrowing money to or from another workman or carrying on money lending or any other
private business within the precincts of any of the establishment.
14. Habitual indebtedness.
15. Adjudged insolvency.
16. Conviction in any Court of law for any offence involving moral turpitude.
17. Theft of property belonging to other employees inside the premises of the Establishment/Company.
18. Refusal to complylawful order given by a superior.
19. Giving false information regarding name, age, father's name, qualifications or any other pre
employment matter relevant to the present employment
20. Possession of any lethal weapon within the premises without the written permission of the
Management.
21. Interference with records, attendance registers etc. either pertaining to himself or to any other
employees.
22. Unauthorised use or forcible occupation of the Company's property.
23. Striking work or inciting others to strike work in contravention of the provisions of any law or rule having
the force of law.
24. Wilfully lowering down the performance of work or inciting others to do this.
25. Carrying out Trade Union activities inside the Company's premises and/or during working hours.
26. Fighting with fellow workers.
27. Riotous or disorderly behaviour during working hours at the establishment or any act subversive of
discipline, and all other acts prejudicial to the best interest and reputation of the Company.
28. Engaging in any business or trade or employment while in service of the Company.
29. Deceptive/corrupt practices in connection with the Company work or business.
30. Surrounding or confining any officer or a fellow workman, in order to make him yield to any illegal and
unjustified demand, inside or outside the Company's premises.
31. Attending/doing any personal work during duty hours.
32. Giving interviews to press, radio, television without the permission of the management.
33. Participation in public discussions, debates, and deliver speech in public pertaining to the affairs or
business of the Company without permission from the competent authority.
34. Forging the signatures of a superior, proxy registering of attendance or indulging in the act of
registering attendance of another workman.
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35. Distribution or exhibiting within the premises of the establishment any hands bills. Pamphlets, posters,
banners, flags and such other things or causing to be displayed by means of signs or written or
otherwise visible representation of any matter without previous sanction of the Manager.
36 Refusal to work on overtime or on holidays/weekly rest days without sufficient cause.
37. Giving false information or suppression of information at the time of appointment, impersonation,
falsification, defacement, destruction of records or supplying any wrong material information during
the course of employment to any superior.
38. Habitual breach of any Standing Order or any law applicable to the establishment or rules made there
under.
39. Indulging in political activities during the working hours of the Company within the Company's premises
or engaging in civic, municipal election except to the extent permitted by Law or by the Manager.
40. Deliberately making false, malicious or vicious statement in public, press, electronic media or
otherwise containing criticism against the Directors, Officers establishment or any members or
employees of the establishment.
41. Picketing in such a manner or otherwise acting so as to intimidate or otherwise hinder or prevent
persons including employees of the Company or employees of the Contractor of the Company or
suppliers to the Company or their employees, visitors desirous of entering or leaving the premises from
doing so, or acting in such a manner as to intimidate or otherwise compel persons who have already
entered the premises from remaining there orto remain there.
42. Picketing and/or gheraoing and/or shouting slogans and/or holding demonstration at the residence of
the Managerial Staff, Guest House of the Company, and at Principal Employer premises/residence.
43. Blocking or obstructing the gate or gates of the establishment preaching or inciting violence, abusing,
threatening or intimidating any worker, riotous, disorderly, disrespectful, unmannerly or rude behaviour
or use of offensive words with underlying imputation towards any Officer, Colleague, Company's
Principal Employer.
44. Use of abusive or objectionable slang language or objectionable gesture against the Company,
Management, Officer or any employee of the Company through speeches, slogans, printed or written
matters.
45. Threatening, intimidating, assaulting or misbehaving with any officer, employee whether inside or
outside the premises or inciting to or abetment of any of these acts, whether in connection with
Company's work or otherwise.
46. Forcibly stopping an employee notified in essential services to come to his duties or from performing
his duties.
47. Refusal to attend duty by a workman belonging to essential services during strike, go-slow and lock-
out.
48. Attemptofforgeryorfraud.
49. Commission of a minor misconduct after the two previous warnings, censure or fines or suspension or
the habitual breach of any law or rules applicable to the Company including commission of any act or
omission forwhich a fine may be imposed underthe Payment of WagesAct, 1936.
50. Non performance or non observance of any job, duty or obligation, which a workman is required to
perform in accordance with the contract of employment any usage or practice or any collective
agreement, settlement, award or status relating to the employment, or the commission of an act.
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51. A criminal offence committed anywhere, which is punishable under the Indian penal Code or Criminal
Procedure Code.
52. SEXUAL HARASSMENT
Explanation:
Sexual harassment includes such unwelcome sexually determined behaviour (whether-direct or by

implication as
i) Physical contacts and advances
ii) Ademand or request for sexual favours
iii) Sexually coloured remarks
iv) Showing pornography
v) Any other unwelcome physical verbal or non-verbal conduct of sexual nature.
(B) PENALTIES:
The following penalties may, for good and sufficient reason be imposed for misconduct.
a) PENALTIES FOR MINOR MISCONDUCT:
The following penalties may, for good and sufficient reasons, be imposed on an employee found guilty
ofa minor misconduct:-
i) Warning or Censure.
or
ii) Suspension upto 4 days without wages.
or
iii) Making an adverse entry in the service record.
b) PENALTIES FOR MAJOR MISCONDUCT:
Thefollowingpenaltiesmayforgoodandsufficientreasons, be imposed on an employee found guilty of a

major misconduct:-
i) Withholding of one or more annual increments of pay with or without cumulative effect.
Recoveries of damages or the amount of loss suffered by the establishment on account of

misconduct.
iii) Demotion.
iv) Discharge and dismissal.
Explanation:
With holding of increment of an employee on account of his work being found unsatisfactory or not being of
the required standard, or for failure to pass a prescribed test or examination shall not amount to a penalty
within the meaning of this order.
c) PROCEDURE FOR IMPOSING PENALTIES FOR MINOR MISCONDUCTS:
Where an act of misconduct is alleged against the workman for which the penalty is proposed to be imposed,
the workman shall be informed in writing of the allegations made against him and shall be given an
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opportunity to show cause orto make any representation within 72 hours and his representations, if any, shall
be given due consideration before imposing the punishment.
(d) PROCEDURE FOR IMPOSING PENALTIES FOR MAJOR MISCONDUCTS:
a) Where a workman is charged with an offence, which may lead to the imposition of a major penalty, he
shall be informed in writing of the allegations against him by issuing a charge sheet and shall be given
an opportunity to make representation or submit explanation within a period of 7 days. On receipt of the
workman's explanation, where the allegations are denied by him, an enquiry shall be held by an Officer
nominated by the Manager, into the alleged misconduct. Such a workman can seek the assistance of
co-workman of his choice, working in the Company but no outsider shall be allowed. If a workman
refuses to accept the charge sheet, it shall be displayed on the Notice Board and shall be deemed to
have been served on him. If the workman is absent from duty, the charge sheet will be sent to him by
RegisteredA.D post. If the workman fails to present himself at proper place before the Enquiry Officer
or fails to participate, the enquiry shall be proceeded exparte. The workman shall be permitted by the
Enquiry Officer to produce witness in his defence and cross-examine any witness of Management.
(b) The proceedings of the inquiry shall be recorded in Hindi or in English or in the language known and
understood by the workman.
(c) The proceedings of the inquiry shall be completed within a period of three months:
Provided that the period of three months may, for reasons to be recorded in writing, be extended by
such further period as may be deemed necessary by the inquiry officer.
(d) If on the conclusion of the inquiry or, as the case may be, of the criminal proceedings, the workman has
been found guilty of the charges framed against him and it is considered, after giving the workman
concerned a reasonable opportunity of making representation on the penalty proposed, that an order
of dismissal or suspension or fine or stoppage of annual increment or reduction in rank as would meet
the ends ofjustice, the employer shall pass an order accordingly:
(i) Provided that when an order of dismissal is passed under the clause, the workman shall be
deemed to be absent from duty during the period of suspension and shall not be entitled to any
remuneration for such period, and the subsistence allowance already paid to him shall not be
recovered.
(ii) Provided further that where the period between the date on which the workman was suspended
from duty pending the inquiry or investigation or trial and the date on which an order of
suspension was passed under this clause exceeds four days, the workmen shall be deemed to
have been suspended only for four days or for such shorter period as is specified in the said order
of suspension and for the remaining period he shall be entitled to the same wages as he would
have received if he had not been placed under suspension, after deducting the subsistence
allowance paid to him for such period.
(iii) Provided also that where an order imposing fine or stoppage of annual increment or reduction in
rank is passed under this clause, the workman shall be deemed to have been on duty during the
period of suspension and shall be entitled to the same wages as he would have received if he had
not been placed under suspension after deducting the subsistence allowance paid to him for
such period.
(iv) Provided also that in the case of a workman to whom the provisions of clause (2) of article 311 of
the Constitution apply, the provisions of that article shall be complied with.
(e) If on the conclusion of the Inquiry, or as the case may, of the criminal proceedings, the workman has
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been found to be not guilty of any of the charges framed against him, he shall be deemed to have been
on duty during the period of suspension and shall be entitled to the same wages as he would have
received if he had not been placed under suspension, after deducting the subsistence allowance paid
to him for such period.
E) (i) SUSPENSION
(a) Where allegations of misconduct are made against a workman and the employer considers that the
workman should be suspended from duty pending enquiry into such allegations, he may do so by
servicing on the workman an order in writing to that effect. Such an order shall take effect immediately
on delivery to the workman. It shall be accompanied or followed by a charge sheet setting out the
details of the alleged misconduct. The workman shall be given an opportunity to submit his
explanation. After considering the explanation, the Management shall inform the workman about the
name of the Enquiry Officer and the time and place where the enquiry shall be held.
(b) An employee who is detained in custody, whether on criminal charge or otherwise, for a period
exceeding 48 hours shall be deemed to have been suspended with effect from the date of detention, by
an order of the appropriate authority, and shall remain under suspension until further orders.
(c) If an employee is arrested by the Police on a criminal charge and bail is not granted, no subsistence
allowance is payable. On grant of bail, if the competent authority decides to continue the suspension,
the employee shall be entitled to subsistence allowance from the date he is granted bail.
(d) During the period of suspension, the suspended workman will be entitled to subsistence allowance as
under:
i) At the rate of fifty percent of the wages which workman was entitled to immediately preceding the
date of such suspension for the first ninety days of suspension and
ii) At the rate of seventy five percent of such wages for the remaining period of suspension if the
delay in the completion of disciplinary proceedings against such workman is not directly
attributable to the conduct of such workman. Otherwise at the rate of twenty five percent.
(e) The payment of subsistence allowance under this Standing Order order shall be subject to the
workman concerned not taking up any employment during the period of suspension.
(f) In awarding punishment under thee Standing Orders, the Manager shall take into account the gravity of
the misconduct, the previous record, if any, of the workman and any extenuating or aggravating
circumstances that may appear against him.
(g) A copy of the orders passed by the Manager shall be supplied to the workman concerned, whereupon
the orders shall become operative in the event of the workman refusing to accept the order, The order
shall become operative as soon as it is posted on Notice Board of the Company and shall be deemed to
have been served on him.
(h) The Company reserves the right to suspend a workman accused in a court of Law for any criminal
offence involving moral turpitude until the disposal of the trial.
(ii) APPEAL
(i) A workman aggrieved by an order imposing punishment may within twenty one days from the
date of receipt of the order, appeal to the appellate authority whose status shall be higher than of
Disciplinary Authority.
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(ii) The employer shall, for the purpose of clause (a), specify the appellate authority;
(iii) The appellate authority after giving an opportunity to the workman of being heard shall pass such
order as he thinks proper on appeal within thirty days of its receipt and communicate the same to
the workman in writing.
17. OVERTIME
Subject to the limitation provided under the Factories Act wherever applicable and the provisions of Minimum
Wages Act, a workman may be required to work overtime including work on weekly rest days of other holidays and
shall be paid wages at overtime rates, as provided under the law.
18. FIRSTAID
The employer shall make reasonable arrangements for first aid to the workman.
19. ACCIDENTANDCOMPENSATION:
The employer shall make arrangements for the treatment of the workmen involved in accidents, arising out of and in
the course of employment and compensation shall be paid as laid down under the Workmen's Compensation Act.
20. TRAVELLING AND DAILYALLOWANCE
A permanent workman shall be entitled to the travelling allowance when he proceeds on duty outside headquarters
on the order of the Manager and such allowance shall be as fixed and notified by the Company from time to time.
Workmen other than the permanent workmen shall be allowed TA/DA as fixed by the Company from time to time in
their respects.
21. RECORD OFAGE
(a) Every workman shall indicate his exact date of birth to the employer or the officer authorized by him in this
behalf, at the time of entering service of the establishment. The employer or the officer authorised by him in
this behalf may before the date of birth of a workman is entered in his service card, require him to supply -
i) his matriculation or school leaving certificate granted by the Board or secondary education or similar
educational authority;
ii) a certified copy of his date of birth as recorded in the registers of a municipality, local authority or,
Panchayat or Register of Births.
iii) In the absence of either of the aforesaid two categories of certificates, the employer or the office
authorised by him in this behalf may require the workman to supply, a certificate from a Govt. Medical
Officer not below the rank of an Assistant Surgeon, indicating probable age of the workman provided
the post of obtaining such certificate is borne by the employer.
iv) where it is not practicable to obtain a certificate from a Govt. Medical Officer, an affidavit sworn, either
by the workman or his parents, or by a near relative, who is in a position to know about the workman's
actual or approximate date of birth, before a first class magistrate or Oath Commissioner, as evidence
in support of the date of birth given by him.
(b) The date of birth of a workman, once entered in the service card of the establishment shall be the sole
evidence of his age in relation to all matters pertaining to his service including fixation of the date of his
retirement from the service of the establishment. All formalities regarding recording of the date of birth shall
be finalised within three months of the appointment of workman.
(c) Cases where date of birth of any workman had already been decided on the date these rules come into force
shall not be reopened under these provisions.
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Note : Where exact date of birth is not available and the year of birth is only established then the 1st July of
the said year shall be taken as the date of birth.
22. AGE OF RETIREMENT
The age of retirementwill be 60year5 provided furtherthat in case a workman attains the age of 60 years in between
the calendar month he will retire on the last day of the said month and in case he attains the age of 60 years on the
1st of the month, he will retire on the last working day of the preceding month.
23. TRANSFER
Aworkman may be transferred according to exigencies of work from one department to another or from one station
to another or from one establishment to another under the same employer:
Provided that the wages, grade, continuity of service and other conditions of service of the workman are not
adversely affected by such transfer.
Provided furtherthataworkman istransferredfromonejobto another, which he is capable of doing, and provided

also that where the transfer involves moving from one state to another state such transfer shall take place, either
with the consent of the workman or where there is a specific provision to that effect in the letter of appointment, and
provided also that(i) reasonable notice is given to such workman, and (ii) reasonable joining time is allowed in case
of transfer from one station to another.
24. EXCLUSIVE SERVICE
Aworkman shall not at anytime work against the interest of the Project/Unit in which he is employed and against the
Company and shall not take any employment in addition to his job in the Project/Unit and in the Company which
may adversely affect the interest of the employer
25. RESIDENTIALADDRESS
i) Every workman shall give his correct residential address to the Manager at the time of his appointment
and shall thereafter intimate immediately if any changes in residential address.
ii) Any letter/notice required to be served on the workman committing any act of omission misconduct
resulting in dismissal, discharge, termination by the Company by virtue of the provisions contained in
these Standing Orders shall be deemed to have been so served if the Company sends such notices by
Registered Post with acknowledgement due to the residential address given by workman or display on
notice board/advertisement in the newspaper to the residential address given by the workman under
these Standing Orders
26. ESSENTIAL SERVICE
The following departments and workmen working therein are considered as comprising Company's essential
services and shall be available for work at all times and in all cases of emergency as and when required by the
Companywhich will include strikes and lockouts. These essential services will be maintained by the respective
workmen working in these departments.
a) Personnel employed in utility, maintenance and repairdepartments.
b) Fire protection, security, transport and sanitary services personnel.
c) Power and water supply and distribution personnel.
d) Mass concreting/concreting in tall structures.
e) AnyotherservicewhichtheCompanydeclaresasessential services as may deem necessary from

time to time.
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27. COMPLAINTS
All complaints arising out of employment including those relating to unfair treatment or wrongful exaction shall be
submitted to the Manager of other person specified in this behalf with the right to appeal to the employer.
28. CERTIFICATE ON TERMINATION OF SERVICE
Everyworkmanshallbeentitledtoaservicecertificateatthetime of his dismissal, discharge or completion of

apprenticeship as the case may be.
29. SAVINGS
Nothing contained in these orders shall operate in derogation of any law or to the prejudice of any right of workman
under the written contract of service, settlement or award in force or the benefits accruing to the workmen under the
fairwages clause and CPWD/MES contractors labour regulation, wherever applied nor shall any agreement
between the employer and the workman prejudicially affect the right of the workman under these orders.
30. LIABILITY OF MANAGER
The Manager of the establishment shall personally be held responsible for the proper and faithful observance of the
Standing Orders.
31. EXHIBITION OF STANDING ORDERS
A copy of these orders in English and in the language of the region where the Unit is located shall be pasted at the
Manager's office and displayed on a notice board maintained at or near the main entrance to the establishment
and shall be kept in legible condition.
CERTIFIED BY REGIONAL LABOUR COMMISSIONER (C) - DELHI ON 19TH MAY 2008
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PREVENTION OF SEXUAL HARASSMENT TO WOMEN AT WORKPLACE

GUIDELINES FOR REDRESSAL OF COMPLAINTS.
1.0 BACKGROUND
Women are joining the workforce in large numbers and have the right to work in a safe environment and enjoy equal
pay, benefits and opportunities for advancement. Unfortunately sexual harassment at the workplace is on the
increase which infringes the fundamental right of a Woman to gender equality as guaranteed underArticle 14 of the
Constitution of India and her right to life and lives with dignity, under Article 21, which includes right to a safe,
environment free from sexual harassment.
2.0 GUIDELINES FORREDRESSALOFCOMPLAINT
2.1 In order to provide protection to women at workplace against sexual harassment and for the prevention and
redressal of complaints of sexual harassment and for matters connected therewith, the Rules within the
provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act,
2013 have come into effectfrom 09.12.2013.
2.2 Pursuant to the judgment of Hon'ble Supreme Court of India in the case of Vishakha& Others vs. State of
Rajasthan, AIR 1997 SC 31, making it mandatory for all the Government Departments/PSU's to include
sexual harassment as a misconduct in their Service (Conduct) Rules, provisions were made in NBCC
(Service) Conduct Rules and NBCC Certified Standing Orders. These rules define sexual harassment
which includes any one or more of the following unwelcome acts or behaviour (Whether or by
implication) namely:
(i) physical contact and advances; or

(ii) a demand or request for sexual favours; or
(iii) making sexually coloured remarks; or
(iv) showing pornography; or
(v) any other unwelcome physical, verbal or non-verbal conduct or sexual nature.
3.0 (a) As per the Act lays down, judgment of the Hon'ble Supreme Court and subsequent direction of Govt. of India,
for constitution of an Internal Complaints Committee at workplace, the Corporation had constituted a
Committee which was recently re-constituted in compliance with the provisions i.e. Section-4 of SHWW
(PPR)Act, 2013 on nomination basis by employer and circulated vide Circular No.NBCC:HRM:Policy:2018-
19:1728 dated 21.08.2018 headed by Mrs. B.K. Sokhey, Executive Director (Finance) as Chairperson of the
Committee of NBCC. The Internal Complaint Committee (hereinafter referred as ICC) comprises of the
following members:-
1. Smt. B K Sokhey, ED (Finance) Chairperson / Presiding Officer
2. Smt. A Sabeena, CGM (Engg.) Member
3. Sh. K Ganeshiya, GM (HRM) Member
4. Sh. Vijay Kumar Choudhary, GM (Fin.) Member
5. Ms. Vandana Nathan, DM (Law) Member
6. Smt. Savita Rani, DM (HRM) Member Secretary
PS: The term of the Committee shall be for three years.

b) The above Committee will function in accordance with the model Code of Conduct developed by National
Commission for Women I Ministry of Women and Child Development vide their Notification No.27331 dated
09.12.2013, spread awareness amongst the employees regarding 'zero tolerance' for sexual harassment at
work place. The Committee will also investigate reported cases of sexual harassment as per the guidelines
issued by Ministry of Women and Child Development! NCW.
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c) In order to further safeguard the interest of women employees and to avoid any possibility of undue pressure
or influence from within the organization, which could have an adverse bearing on the functioning and
outcome of the findings of the Committee, the rules I act provide that the Committee as constituted above,
shall also include a third party from either non-governmental organization or a body familiar with the issue of
sexual harassment.
d) To develop confidence and sense of security I safety among our female employees, all the women
employees are, advised to feel free in bringing any such complaint to the Chairperson of the Committee, as
mentioned above for appropriate action.
4.0 THE PROCEDURE FOR MAKING A COMPLAINT OF SEXUAL HARASSMENT AND ITS DISPOSAL UNDER
THE RULES ISAS BELOW :-
(I) Any aggrieved woman may make, in writing, a complaint of sexual harassment at work place to the
internal committee within a period of 3 months from the date of incidents and in case of a series of
incidents within a period of 3 months from the date of last incidents.
(ii) Where the aggrieved woman is unable to make a complaint on account of her physical incapacity, a
complaint may be filed by:
(a) her relative orfriend; or
(b) her co-worker; or
(c) an officer of the National Commission for Women or State Women's Commission, ora
(d) any person who has knowledge of the incident, with the written consent of the aggrieved woman.
(iii) Where the aggrieved woman is unable to make a complaint on account of her mental incapacity, a
complaint may be filed by:
(a) her relative orfriend; or

(b) a special educator; or
(c) a qualified psychiatrist or psychologist; or
(d) the guardian or authority under whose care she is receiving treatment or care; or
(e) any person who has knowledge of the incident jointly with her relative or friend or a special
educator or qualified psychiatrist or psychologist or guardian or authority under whose care she
is receiving treatment.
(iv) Where the aggrieved woman is unable to make a complaint, a complaint may be filed by any person
who has knowledge of the incident, with her written consent;
(v) Where the aggrieved woman is dead, a complaint may be filed by any person who has knowledge of the
incident, with the written consent of her legal heir.
5.0 MANNER OF INQUIRY INTO COMPLAINT
(I) At the time of filing the complaint, the complainant shall submit to the Complaints Committee, six copies
of the complaint along with supporting documents and names and addresses of the witnesses.
(ii) On receipt of the complaint, the Complaints Committee shall send one of the copies received from the
complainant to the respondent within a period of seven working days.
(iii) The respondent shall file his reply to the complaint along with his list of documents, and names and
addresses of witness, within a period not exceeding ten working days from the date of receipt of the
documents.
(iv) The Complaints Committee shall make inquiry into the complaint in accordance with the principles of
natural justice
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(v) The Complaints Committee shall have the right to terminate the inquiry proceedings or to give an
ex-parte decision on the complaint, if the complainant or respondent fails, without sufficient cause, to
present herself or himself for three consecutive hearings convened by the Chairperson.
(vi) Provided that such termination or ex-parte order may not be passed without giving a notice in writing,
fifteen days in advance, to the party concerned.
(vii) The parties shall not be allowed to bring in any legal practitioner to represent them in their case at any
stage of the proceedings before the Complaint Committee.
(viii) In conducting the inquiry, a minimum of three Members of the Complaints Committee including the
Chairperson shall be present.
(ix) On the written request of the Complainant, the Complaint Committee can recommend to the competent
authority to restrain the respondent from reporting on the work performance of the complainant or
writing her confidential report and assign the same to another officer.
(x) "5 (x)" Employees may be placed under suspension before or after filing of the charge sheet where
there is apprehension that he may temper with witnesses or evidence."
6.0 MANNER OF TAKING ACTION INTO THE COMPLAINT
When the Complaints Committee arrives at the conclusion that the allegation against the respondent has been
proved, it shall recommend to the employer, to take any action including a written apology, warning, reprimand on
censure, withholding of promotion, withholding of pay rise or increments, terminating the respondent from service
or undergoing a counseling session.
7.0 ACTION FOR FALSE OR MALICIOUS COMPLAINT OR FALSE EVIDENCE
Except in cases where service rules exist, where the complaint Committee arrives at the conclusion that the
allegation against the respondent is malicious or the complainant i.e the aggrieved woman or any other person
making the complaint has made the complaint knowing itto be false or the complainant or any other person making
the complaint has produced any forged or misleading document, it may recommend to the employer to take action
in accordance with the provisions of rule 3 above.
8.0 APPEAL
Any person aggrieved from the recommendations of the Complaint Committee or non-implementation of such
recommendations may prefer an appeal to the appellate authority within 90 days of the recommendations.
9.0 PENALTY FOR DISCLOSING IN FORMATION
The contents of the complaint, identity and addresses of the complainant, respondent and witnesses, any
information relating to the conciliation and inquiry proceedings, recommendations of the complaint committee and
the action taken by the employer shall not be published, communicated or made known to the public, press and
media in any manner,
If any person contravenes the above provisions, a sum of Five Thousand Rupees shall be recovered from such
person.
10.0 ORIENTATION PROGRAMMES AND SEMINARS
For sensitizing the employees with the provisions of the Act and to disseminate awareness on prohibition,
prevention and redressal of sexual harassment at workplace, orientation programs, seminars, employees
awareness programs will be conducted.
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VIGILANCE CLEARANCE GUIDELINES
There is a need to have a definite Policy on grant and denial of vigilance clearance to Board level Executives and Officers
(below Board level), supervisors, assistants and operative level staff, who do not come underthe purview of the Ministry or
the Central Vigilance Commission.
Keeping the above importance of this mandatory function to be performed by the vigilance and other departments, the
following guidelines are issued to streamline the process of granting vigilance clearance in NBCC:
1. REQUIREMENT OF VIGILANCE CLEARANCE : Vigilance clearance is required to be obtained for the

following purposes:-
(a) Posting on foreign deputations/Projects/assignments.
(b) Foreign trainings/seminars/visits.
(c) Issue of NOCs for private visits abroad/passport.
(d) Promotions
(e) Appointment on absorption in NBCC.
(f) Forwarding of applications for deputations to other organizations.
(g) Repatriation of deputationists to their parent cadre.
(h) Releasing of final dues/withheld payments of the employees.
(i) Superannuation / resignation / voluntary retirement / Compulsory retirement / premature retirement through
review.
) Extension / Re-employment/Commercial employment after retirement.
2. SALIENT POINTS TO BE CONSIDERED WHILE GIVING VIGILANCE CLEARANCE BY THE VIGILANCE

DIVISION:-
(a) Contemplation / pendency of vigilance cases on the date of vigilance clearance requirement.
(b) Any other case where enquiry has resulted in major/ minor penalty
(c) Non-submission of Annual Property Return by the employees.
(d) Promotions: As per the rulings of the Hon'ble Supreme Court, an employee who is otherwise eligible and who
is not undergoing any penalty under the rules governing disciplinary proceedings should not be denied
consideration for promotion by the Departmental Promotional Committee. All such cases will have to be
considered by the selection committee and sealed cover procedure resorted to only in the circumstances
enumerated below:
(i) Employee is under suspension.
(ii) Employee in respect of whom a charge sheet has been issued and disciplinary proceedings are pending.
(iii) Employee in respect of whom prosecution for a criminal charge is pending
(iv) Employee who are undergoing a penalty imposed by the disciplinary authority or sentence ordered by a court
of law.
However, it must be ensured that there is no delay in issuing the charge-sheet after a decision has been taken to initiate
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penalty proceedings. It may be brought to the notice of all concerned that any delay in issuing the charge-sheet resulting in
promotion of the erring public servant shall be construed as a deliberate attempt to derive undue and unintended
advantage of the rulings. Such abnormal delays in implementation of the vigilance advices after a decision has been
taken to initiate penalty proceedings would, therefore, reinforce a conclusion as to the presence of vigilance angle.
(e) No objection certificate for issue of passport: All vigilance investigations which are likely to result in sanction for
prosecution, dismissal! removal would normally debar issue of 'No Objection Certificate'. If a major penalty
action is in progress or if the Competent Authority considers that there is a prima-fade case established for
major penalty, "NOC" should generally be withheld. Therefore, vigilance clearance in such cases should only
be withheld.
3. PROCEDURE FOR VIGILANCE CLEARANCE: Vigilance clearance proposals of the employees, for all purposes
listed at 1(a) to (j) above shall be processed and forwarded by the Corporate Office HRM Division to the Vigilance
Division.
The clearance shall be granted as per the following schedule of delegation:
(a) Executives ! Officers below the Board Level and Non-executives ! staff : The vigilance clearance for all
purposes listed at Para 1 (a) to (j) above to all the Executives I Officers below the Board level and non-
executives!staff of NBCC shall be provided by the Vigilance Division to the Corporate HRM Division.
(b) Board level ExecutiveslOfficers: Various instructions on the requirement of vigilance clearance in respect of
the board level officers are summarized as under:
(i) Vigilance clearance should be obtained from the CVC in respect of candidates!officers recommended by
PSEB for appointment to any Board level post in PSUs irrespective of their holding a Board level or below
board level post at that point of time. Cases of all the NBCC officers (whether absorbed or on deputation)
applying for Board level posts are required to be forwarded to the CVC.
(ii) Vigilance clearance from CVC is required in respect of retiring Board level Executives! Officers, for releasing
their terminal dues.
(c) Other points of action:
(i) All regulations of the NBCC's Conduct, discipline & Appeal Rules or otherwise regarding imposition of penalty,
sealed cover procedure, appeal & review of the disciplinary proceedings should be observed.
(ii) All vigilance clearances should be routed through HRM Division only. In order to give adequate processing
time, proposals need to be sent sufficiently in advance of the requirement date to the vigilance branch.
(iii) In the case of retirement on superannuation, award of the penalty of dismissal I removal I compulsory
retirement, or death I missing, only vigilance status, inter alia, will be noted for decision on release and
settlement of retirement-related dues and benefits, and no grant Idenial of vigilance clearance will be issued.
(iv) In case of any doubt or confusion, the clarification shall be given by CVO, NBCC only and shall be obtained
only from CVO, NBCC. Attempt will be made to incorporate such purposes in the policy itself.
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CHAPTER - VI
PAY AND ALLOWANCES
1. NBCC PAY SCALES & ALLOWANCES
2. DESIGNATIONS, LEVEL(S) & PAY SCALES - IDA
3. PERFORMANCE RELATED PAY (PRP)
4. PRODUCTIVITY LINKED INCENTIVE (PLI)
5. NBCC (TRAVELLING ALLOWANCE) RULES
6. SCHEME OF PERQUISITES AND ALLOWANCES FOR

THE BOARD LEVEL! BELOW LEVEL EXECUTIVES AND
NON-EXECUTIVES ON IDA PATTERNS (PERKS)
7. PAYMENT OF BONUS
8. CONVEYANCE ALLOWANCE
9. STAFF WELFARE FOR ATTENDING OFFICE ON

HOLIDAYS & REFRESHMENT CHARGES FOR
ATTENDING THE OFFICE BEYOND OFFICE HOURS ON
ANY WORKING DAY.
10. OVERTIME
"NBCC PAY SCALES & ALLOWANCES"
1.0 SCALES OF PAY
At present the regular employees of the Organization are covered under INDUSTRIAL D.A. PATTERN (IDA).
PAY SCALES
The existing scales vis-à-vis revised pay scales w.e.f. 01.01.2017 under IDA pattern are as under:-
Grade Existing (in Rs) Revised (in Rs)
EU 12,600- 32,500 30,000- 1,20,000
El 16,400-40,500 40,000- 1,40,000
E2 20,600 - 46,500 50,000 - 1,60,000
E3 24,900 - 50,500 60,000 - 1,80,000
E4 29,100-54,500 70,000-2,00,000
ES 32,900 - 58,000 80,000 - 2,20,000
E6 36,600 - 62,000 90,000 - 2,40,000
E7 43,200 - 66,000 1,00,000 - 2,60,000
E8 51,300 - 73,000 1,20,000 - 2,80,000
E9 62,000 - 80,000 1,50,000 - 3,00,000
Director 75,000 — 1,00,000 1,80,000 — 3,40,000
CMD 80,000 — 1,25,000 2,00,000 — 3,70,000
1. FITMENT BENEFITAND PAY FIXATION METHODOLOGY
(a) A uniform benefit @ 15% shall be provided on the sum of Basic Pay (including admissible Stagnation
Increments) as on 31.12.2016 and DA@ 119.5% as applicable as on 01 .01 .2017. The aggregate amount
would be rounded off to the next Rs 10 and pay fixed in the revised Pay Scale.
(b) The revised Basic Pay (BP) as on 01.01.2017 will be arrived at as per the fitment methodology mentioned
below:
A B C D
Basic Pay + + Industrial Dearness Allowance + 15% = Aggregate

Stagnation (IDA) @ 119.5 as applicable on of (A+B) amount
Increment(s) 01.01.17 rounded off to
as on 31.12.2016 [under the IDA pattern the next of Rs
(Personal computation methodology 10/-
Pay/Special Pay linked to All India Cumulative
not to be included Price Index (AICPI) 2001 = 100
Series]
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Fitment methodology, as above, will be applicable for the Executives on rolls of the Company as on 31.12.2016 and
continued in service thereafter as on 01.01.2017. In case revised basic pay as on 01.01.2017 so arrived is less than the
minimum of revised pay scale, the basic pay will be fixed at the minimum of the revised pay scale.
(c) Executives joined during the year 2016 from Central Government Organizations/Autonomous
Organization/State Government where 7th PRC or similar guidelines is applicable may be given option either
for revised pay as per Central Government/State Government as the case may be or revised pay as per NBCC
Pay Revision. It is made clear that they are not entitled for revised pay fixation at both the places.
(d) The executives appointed on or after 01.01.2017 shall be deemed to have been appointed in the revised scale
of pay as in Clause 01 (Pay-scales) above. The executive appointed on or after 01.01.2017 at the minimum of
the pre-revised pay scale shall be deemed to have been appointed at the minimum of revised scale of pay.
Such executive will not be eligible for benefit under pay revision.
(e) Executives appointed on or after 01.01.2017 as above in Clause 2 (d) above, with additional increments in the
pre-revised pay scale will be granted equal number of increments in the revised pay scales subject to the
condition that the pay so arrived, will be restricted to the revised pay of an executive in the same grade who was
on the rolls of the company as on 31.12.2016 and drawing the same pre-revised pay. In respect of such
executives who have joined from other PSUs and whose pay will get revised in the earlier organization, they
shall be entitled to normal pay protection as per rules.
(f) The pay in respect of employees, who were promoted/appointed on or after 01.01.2017 from Non-executive
grade to Executive grade, shall be provisionally fixed into the corresponding revised scales of pay from the
date of their promotion/appointment in such a manner that revised Basic Pay + DA shall be equal to pre-
revised Basic Pay + DA. Further, in case pre-revised Basic Pay + DA of such employee is less than the
minimum of the corresponding pay scale in the executive category, their Basic Pay will be fixed on minimum of
the revised Payscale provisionally. On implementation of the revised pay scales of non-executives on account
of wage revision which is also due w.e.f. 01.01.2017, pay of such employee will be accordingly re-fixed in the
revised pay scales of executives.
(g) If any extra ordinary increment(s) and / or increase in the pay in respect of executives/non-unionized
supervisors have been granted with retrospective effect which affects the revision of pay as on 01.01.2017,
such increment and/or increase in pay will be ignored for the purpose of fitment/pay revision
2. INCREMENTS
(a) A uniform rate of 3% of Basic Pay will be applicable for both Annual and Promotion Increment rounded off to the
next multiple of Rs1 0. The existing practice of allowing Annual and Promotion increment on due date as the
case may be, every year shall continue to be followed.
(b) In respect of Executives who are appointed on or after 1st Jan 2017, the first increment will be granted on
completion of one year period (1st of the relevant month) after appointment. However the date of next annual
increment would be as per the existing rules.
3. STAGNATION INCREMENT
The rate of stagnation increment will be 3% of the revised Basic Pay as per existing rules. Executive will be allowed
to draw a maximum of three stagnation increments, one increment after every two years of service, upon
reaching the maximum of the revised Scale of Pay. The stagnation increment will be granted to the Executive
provide the Executive gets performance rating of 'Good; or above in the immediately preceding year's annual
performance appraisal.
4. DEARNESS ALLOWANCE
(a) 100% Industrial Dearness Allowance (IDA) neutralization will continue to be adopted in the revised Pay
Scales, as per existing practice. The DA admissible to Executive in the revised Scale of Pay as on 1St January
2017 will be 'Nil' as the applicable amount of lDAdrawn by them as on 1st Jan 2017 in the 2007 salary structure
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is merged in the revised Basic Pay, with All India Consumer Price Index (AICPI) (2001=100) link point of 277.33
as on 01st Jan 2017.
(b) The periodicity of DA adjustment will be once in three months as per the existing practice. The quarterly DA
payable w.e.f. 01.01.2017 will be as under:-
Effective Date Rate of Dearness Allowance (%)
01.01.2017 0
01.04.2017 -1.1
01.07.2017 -0.2
01.10.2017 2.2
01.01.2018 3.4
(c) The DA already paid for the period commencing from 1st January 2017 to till date under the Office Orders
issued from time to time will be fully adjusted against the arrears payable underthis Office Order.
(d) The rate of DAwill be applicable as per the Govt. of India Directives.
5. HOUSE RENT ALLOWANCE
(a) There is no change in the rate/quantum of HRAfor the period 01st January 2017 to 22nd January 2018.
(b) Eligible Executives will be paid HRA on the running basic pay in the revised Scale of Pay based on the
classification of cities as notified by the Government of India, subject to the applicable rules and guidelines, at
the following rates effective from 23rd January 2018:-
Classification of Cities with Population Rate of HRA
X—Class(501akh and above) 24% of Basic Pay
Y— Class (5 to 50 lakh) 16% of Basic Pay
Z — Class (less than 5 Iakh) 08% of Basic Pay
(c) The rates of HRAwill be revised to 27%, 18% and 9% for X, Y & Z class cities respectively when IDA Crosses
25% and further revised to 30%, 20% and 10% when IDA crosses 50%:-
6. LEASEDACCOMMODATION
Revised Direction on Lease Accommodation and House Rent Recovery will be notified separately after approval
from Competent Authority
7. PERKSANDALLOWANCES
(a) The existing concept of 'Cafeteria Approach' under which employees are allowed to choose from a set of
Perquisites and Allowances (19 Nos.) will be continued subject to ceiling of 35% of the Basic Pay of revised
Pay-scale w.e.f. 01.01.2017.
(b) Perquisites and Allowances under this system will be payable only to the Executives who are on the regular
rolls of the Company.
(c) Executives can revise their option in respect of Perks and Allowances, in the prescribed format at the beginning
of every financial year i.e. by 15th April. Payment of Perquisites and allowances shall be made as perthe given
option, subjecttothe ceiling of 35%. In case nofresh option is exercised atthe beginning of the each year, the
option given in the previous year would be continued to be paid.
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(d) Furthermore, in order to minimize the Income Tax Liability in the hand of employees, employees are desired to
exercise their option for filling of Perks and Allowance option online with the options as indicated below:-
SI No Perquisite/Allowance Board Level (in %) GradeA& B(in %)
I LTC/LTA 8 15
2 Medical Benefit 7 10
3 Professional Updation 10 5
4 Children Education 5 5
5 DomesticElectricity&Gas 5 5
6 Attire Maintenance 10 5
7 House Upkeep 10 10
8 Lunch&Refreshment 5 5
9 TransportAllowance N/A 15
10 ResidentialTelephone N/A 3
11 EntertainmentAllowance 15 10
12 NER/HardAreaAllowance N/A 5
13 Self DevelopmentAllowance 15 10
14 Additional TransportAllowance (For Physically Handicapped) N/A 5
15 DriverAllowance 5 4
16 Vehicle MaintenanceAllowance 5 4
17 Book/Journal% Newspaper 5 5
18 DomesticHelpAllowance N/A 5
19 GardenAllowance 5 5
Employees are allowed to choose from above in a way that the sum total of all perquisites and allowance should not
cross the prescribed ceiling of 35%.
(e) Company borned Medical Insurance Premium will be within the Ceiling of 35% of Perks and Allowance and will
be deducted from salary
8. LOCATION BASED COMPENSATORYALLOWANCE
The following allowance will further be outside the purview of Ceiling of 35% of Basic Pay in revised Pay-sale:-
(a) Location Based CompensatoryAllowance shall be allowed with following compensation:-
(i) For serving in Ladakh and North-East
Assam, Meghalaya, Manipur, Nagaland, Tripura, Arunachal Pradesh, Mizoram, Sikkim 10% of BP
Ladakh Region 10% of BP
(ii) Forserving in Island territories ofAndaman and Nicobar (A&N) Islands and Lakshadweep:
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Areas around Capital Towns (Port Blair in A&N Islands, Kavaratti and Agatti in Lakshadweep) 10% of BP
Difficult Areas (North and Middle Andaman, south Andaman South Andaman
excluding Port Blair, entire Lakshadweep except Kavaratti, Agatti and Minicoy) 16% of BP
More Difficult Areas (Little Andaman, Nicobar groups of Islands, Narcondam Island,
East Island and Minicoy 20% of BP
(b) Special Allowance shall be allowed for serving in the difficult and far flung areas: -
Areas Covered %ofBP Flag
Part 'A' (Areas covered under Annexure-1 8% Annexure-1

of D/o Expenditure O.M. No. 3/1/2017-EIl(B)
dated 19.07.2017)
Part 'B' (Areas covered under Annexure-Il of 6% Annexure-Il

D/o Expenditure O.M. No. 3/1/2017-Ell(B)
dated 19.07.2017)
Part 'C' (Areas covered underAnnexure-lil of 4% Annexure-IlI

D/o Expenditure O.M. No. 3/1/2017-EII(B)
dated 19.07.2017)
Part 'A' (Areas covered under Annexure-IV of 3% Annexure-IV

D/o Expenditure O.M. No. 3/1/2017-EII(B)
dated 19.07.2017)
In the event of place falling more than one category, i.e. (a) and (b) above, in that case only the higher rate of allowance will
be admissible. The allowance mentioned at A& B above will be applicable w.e.f. 23.01.2018.
9. PERFORMANCE RELATED PAY
Revised PRP model will be adopted from FY 2017-18 and onwards in the Company which will be notified separately
at a later stage. However the modified grade wise ceiling of PRP is as under:-
Grade EO-E3 E4-E5 E6 E7 E8 E9 Director CMD
PRP% 40 50 60 70 80 90 125 150
10. SUPERANNUATION BENEFITS

(a) The existing provisions regarding superannuation benefits have been retained as is, in which company can
contribute upto 30% of Basic Pay +DA towards Employee Provident Fund (EPF), Gratuity, Post
Superannuation Medical Benefit and Pension of its employees.
(b) The ceiling of Gratuity for Board level and below Board level Executive is raised from existing Rs 10 lakh to Rs
20 Iakh w.e.f. 01 .01.2017, subject to applicable terms and conditions, Income Tax Rule etc. Besides, the ceiling
of gratuity shall increase by 25% whenever IDA rises by 50%. Executives who are separated from Company on
or after 01.01 .2017 on account of Death/Superannuation /VRS I Resignation / Discharge or otherwise
Termination not in disciplinary ground shall be eligible for revised and adjusted Gratuity amount after deduction
of pre-released Gratuity. Payment of the differential amount of Gratuity in respect of eligible Ex-Executives will
be made on receipt of applications for the same subject to Income Tax provisions.
(c) The existing eligibility conditions of superannuation and of minimum of 15 years of service in the Company for
Pension benefit and for Post-Retirement Medical Scheme (PRMS) have been modified as under:-
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a. The existing mandatory requirements of superannuation and of minimum 15 years of service in the Company
have been dispensed with for the pension benefit
b. The Post-Retirement Medical Scheme will continue to be linked to requirement of superannuation from the
Company and minimum of 15 years of continuous service for other than Board Level Executives. The Post-
Retirement Medical Scheme shall however be allowed to Board level Executives (without any linkage to
provision of 15 years of service) upon completion of their tenure or upon attaining the age of retirement,
whichever is earlier.
11. CLUBMEMBERSHIP
Board Level Executives will be provided with the Corporate Club Membership (upto a maximum of two clubs),
which is co-terminus with their tenure.
12. PAYMENTOFARREARS
(a) Payment of arrears from 1st Jan 2017 onwards to the Executives who were on the rolls of the Company as on
1st Jan 2017 and who have joined thereafter will comprise of amounts arising out of the following:-
Revised Basic Pay
• Revised Dearness Allowance
• Increments
• Fixation of Pay on Promotion,
• Perks and Allowance under CafeteriaApproach,
• ELEncashment,
(b) Executives who ceased to be in service of the Company on or after 1st Jan 2017 due to superannuation,
termination of service on account of continued ill-health, voluntary retirement, resignation with permission
and death (Nominee(s) in case of death) will be eligible for revised pay and arrears as per the provisions of this
circular, on a prorate basis, whenever due.
(c) Recoveries like notice pay, if any, to be effected from Ex-Executives is to be re-calculated and effected.
Similarly, any other recovery due from the Executive/ex-Executives of the company will be fully adjusted
against the arrears due to them.
(d) Benefits of revised Basic Pay and Allowances in terms of this circular and consequent payment of arrears shall
not be applicable to Executives who ceased to be in services of the Company on the following grounds on or
after 01st January 20 17:-
• Dismissal,
• Resigned and left without permission or notice,
• Resigned and left where disciplinary action against him/her had already been initiated and in progress,
Resigned and left without due notice where bond liability had not been discharges at the time leaving the
Company,
Abandoned Service,
Absconding from Service
13. AFFORDABILITY
Subsequent to the implementation of the Pay Revision, the profitability of the Company would be reviewed
after every 3 years, and if the profitability of the Company falls in such a way that the earlier Pay revision after
three years entails impact of more than 20% of the average PBT of last 3 years, then the PRP/Allowances will
be reviewed to bring down the impact.
14. INTERPRETATIONS! CLARIFICATIONS
All issues arising out of the provisions contained in this circular, which may be require interpretation / clarifications
are to be referred to the HRM Division, Corporate Office for decision.
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15. GENERALGUIDELINES
(a) Arrear pertaining to the implementation of pay revision of Board level and below Board level Executives w.e.f.
01.01.2017 will be subjectto deduction of IncomeTax.
(b) Any recovery due from an executive to the Company, will also be fully adjusted against pay revision arrears to
him/her.
(c) Payment of arrears on account of pay revision shall be subject to normal deduction towards CPF, Income Tax,
etc.
(d) The excess payment, wrong payment, clerical and arithmetical errors, in calculation of the arrears shall be
subject to correction, adjustment and recoveries.
(e) In case of any other recoveries due from an officer of Company, will also be fully adjusted against pay revision
due to such Officers
PAYMENT OF GRATUITY
Vide this Officer Circular dated 19.04.2018, it was informed that the amount of gratuity payable to an employee under the
Payment of GratuityAct, 1972 has been enhanced from the existing ceiling of the Payment of Gratuity i.e. Ten lakh
Rupees and it hsall not exceed the Twenty Lakh Rupees and the same came into force w.e.f 29.03.2018.
(Refer: Circular No. NBCC: HRM-Policy Cell: 2018:906 Dated: 19.04.2018)
II. PAY SCALES OF NON-EXECUTIVE EMPLOYEES INCLUDING THOSE CLASSIFIED AS

UNIONIZED SUPERVISORS GOVERNED BY IDA PAY PATTERN
The Board of Directors in their 457th Meeting held on 08.03.2018 approved the revised wage structure in respect of non-
executive employees w.e.f. 1.1.2017 outlined in the Memorandum of Settlement dated 27.02.2018 subject to confirmation
to Administrative Ministry that the revised Wage structure so approved is in conformity with approved parameters to DPE
guidelines dated 24.11 .2017. Accordingly, Ministry is pleased to convey the approval/confirmation vide their letter no. 0-
17034/35/2018-PS dated 3rd April, 2018.
Based on the above, the company is pleased to implement the revised wage structure for its non executive employee's
wef 01.01.2017 as under: -
1. SCALESOFPAY:
The revised IDA scales of pay will be as under:
Scale Existing (Open Ended) Revised (Open Ended)
W-1 Rs.6,750/- Rs.17,040/-
W-2 Rs. 7,020/- Rs. 17,720/-
W-3 Rs.7,300/- Rs.18,430/-
W-4 Rs.7,590/- Rs.19,160/-
W-5 Rs.7,890/- Rs.19,920/-
W-6 Rs.8,210/- Rs.20,730/-
S-i Rs. 8,950/- Rs. 22,590/-
S-2 Rs. 9,760/- Rs. 24,640/-
S-3 Rs. 10,800/- Rs.27,270/-
Pay scale of Diploma holder Junior Engineers are elevated from existing S-2 to S-3 grade and they will continue in Non-
Executive Category. This will be effective from the date of issue of the circular.
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The scales of pay will be open ended with increment@ 3% of Basic Pay rounded-off to multiple often rupees.
2. FIXATION OF PAY IN THE REVISED PAY SCALE:
Basic pay in the revised scales of pay will be fixed taking into account:
i) Basic pay in the pre-revised scales as on 31 .12.2016.
ii) DA@119.5% +
iii) Fitmentamountof 15% of the basic pay as on 31.12.2016 + DearnessAllowance @ 119.5%.
On the aggregate arrived at, the pay will be fixed in the revised scale at the appropriate stage after rounding-off the
amount to next ten rupees.
3. DEARNESSALLOWANCES:
100% DAneutralization will be adopted w.e.f. 01.01 .2017. DAas on 01.01.2017 will become zero with link point ofAll
India Consumer Price Index (AICP) 2001=100, which is 277.38 as on 01.01.2017. The periodicity of adjustment will
be once in three months, as per the existing practice. The quarterly DA payable from 01.01.2017 as per new DA
Scheme will be as under:
Effective Date DA Percentage
01.01.2017 0.0
01.04.2017 -1.1
01.07.2017 -0.2
01.10.2017 2.2
01.01.2018 3.4
4. EMPLOYEES APPOINTED/REGULARISED ON OR AFTER 01.01.2017:.
All employees appointed/regularised on or after 01.01.2017 would be deemed to have been appointed/regularised
in the revised scales of pay and no fitment benefit will be admissible to them.
5. ANNUAL INCREMENT:
Rate of annual increment will be 3% of the basic pay rounded- off to next ten rupees.
Fixation of pay in the revised pay scales will not alter the normal date of annual increment of employees. It shall
remain either 1st March or 1st September as the case may be.
6. HOUSE RENT ALLOWANCE:
House RentAllowance will be paid atthe following rates:
Classification of cities/towns with popolation Rates of House RentAllowance
X Class (50 Iacs and above) 24% of basic pay
Y Class (5-50 lacs) 16% of basic pay
Z Class (Less than 5 lacs) 08% of basic pay
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The rates of HRAwill be revised to 27%, 18% and 9% for X, Y & Z class cities respectively when IDA crosses 25%
and further revised to 30%, 20% & 10% when IDA crosses 50%.
Classification of different cities/towns shall be as notified vide Ministry of Finance, Department of Expenditure
OM No. 2/5/2017-E-II(B) dated 07.07.2017.
7. PERKS & ALLOWANCES:
(a) Perquisites shall be paid as Perks @ 35% of revised Basic Pay as per concept of cafeteria approach under
which employees will be allowed to choose from a set of Perquisites and Allowances subject to ceiling of 35%
of Basic Pay of revised Pay Scale.
(b) All the existing allowances such as canteen subsidy, washing allowance, provision of liveries, CUG, not
covered under this wage settlement shall continue to be paid. Company borned Medical Insurance Premium
will be within the ceiling of 35% perks and will be deducted from salary. In case any rule is changed regarding
Perks including Medical Insurance for A & B category employees, the same will be applicable to Group C
employee on similar lines.
(c) Employees can revise their option in respect of Perks and Allowances in the prescribed fomat at the beginning
of every financial year i.e. by 15th April. Payment of perquisites and allowances shall be made as per the given
option, subject to the ceiling of 35%. In case no fresh option is exercised at the beginning of the each year, the
option given in the previous yearwould be continued to be paid.
(d) Furthermore, in order to minimize the Income Tax liability in the hand of employees, employees are desired to
ecercise their option for filling of Perks and allowances option online with the options as indicated below:
S.No. Perquisites/Allowances Grade 'C'
1 LTC/LTA 15
2 Medical benefit 10
3 Professional updation 5
4 Children eduction 5
5 Domestic Electricity & Gas 5
6 Attire maintenance 5
7 House keeping 10
8 Lunch&Refreshment 5
9 Transportallowance 15
10 Residentialtelephone 3
11 Entertainmentallowance 10
12 NER/hardareaallowance 5
13 Self developmentallowance 10
14 Additional transport allowance (For PWD) 5
15 Driverallowance 4
16 Vehicle maintenance 4
17 Book/Journal & News paper 5
18 Domestichelpallowance 5
19 Garden allowance 5
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Employees are allowed to choose from above in a way that the sum total of all perquisites and allowance should not
cross the prescribed ceiling of 35%.
8. PERFORMANCE LINKED INCENTIVE (PLI):
Performance Linked Incentive (PLI) shall be reviewed within three months from date of issuance of this circular for
wage revision in pursuant to the settlement arrived on 27.02.2018.
9. SUPERANNUATION BENEFITS:
a) Company shall continue to contribute towards Basic Pay plus DA towards Provident Fund, Gratuity, Post
Retirement Medical Benefits (PRMB) and Pension of Employees.
b) The ceiling of gratuity of Non-Executive staff shall be as per payment of GratuityAct.
10. DATE OF IMPLEMENTATION OF REVISED PAY SCALES AND PAYMENT OF ARREARS:
a) The revised pay scales will be implemented w.e.f. 01.01.2017.
b) The date of implementation of HRAwill be from the date of issue of this circular and no arrears shall be paid.
c) Revised rates of Special Duty Allowance (NER & other areas determined by Govt. of India) shall be made
applicable as per DPE Om No. W-02/0028/201 7-DPE (WC)-GL-XVI/1 7 dated 07.09.2017. It will be applicable
from the date of issue of this circular.
11. PERIODICITYNALIDITY OF SETTLEMENT:
The period of this settlement shall be atleastTen (10) years effective from 01.01.2017.
12. EFFECT OF REVISION ON THE EMOLUMENTS OF THE EMPLOYEES POSTED IN THE OVERSEAS PROJECT:
The effect of the above wage revision shall not be allowed to the employees posted to the overseas projects for the
period of their posting. However, on their repatriation, the effect of wage revision will be allowed to them with effect
from their date of joining in India.
13. JOB MOBILITY:
Unions agree that on account of job requirement in the Company as a whole or at any project/unit of the Company,
workmen will perform multiple jobs/skills as assigned to them by Management.
14. AFFORDIABILITY:
Subsequent to the implementation of the Wage Settlement, the profitability of the Company will be reviewed after
every three years, and if the profitability of the Company falls, in such a way that the earlier Wage Settlement after
three years entails impact of more than 20% of the average PBT of last three years, then the PLI/Allowances will be
reviewed to bring-down the impact.
15. GENERAL:
RoW's of Trade Unions agree:
a) To jointly pursue and promote industrial peace and harmony.
b) To achieve highest level of efficiency, performance and productivity, consistent with safety, health and other
measures and avoidance of conduct which results in wastage.
c) To improve utilization of all human and material resources for optimization of performance.
d) To the timely mobization/placement of workforce at the projects of the Company as per requirement.
e) To co-operate in maintaining discipline at all leves.
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f) To resolve disputes and problems by peaceful, bilateral and constitutional means.
g) To reduce unauthorized absence.
h) Not to indulge in action/activity which results in adverse publicity of the Company harming its business interest.
i) Orders regarding fixation of pay in the revised pay scales are being issued separately and the pay and
allowance in the revised scales as above shall be payable through salary for the month of March, 2018
onwards.
j) Persons who ceased to be in services on or after 1St January, 2017 on account of death/resignation dismissal
or discharge on disciplinary ground/released under VRS/normal superannuation are entitled to the benefits
arising out of the revision of pay scales on pro-rata basis wherever due and admissible.
k) Arrears of pay will comprise Basic Pay, difference in increment rate, Perks & Allowance, Leave Encashment
w.e.f. 01.01.2017..
I) Payment of arrears on account of pay revision shall be subject to normal deductions towards, EPF, Income Tax
etc.
m) The excess payment, wrong payments, clerical and arithmetical errors, in calculation of the arrears shall be
subject to corrections, adjustment and recoveries. Any other recoveries due from an employee to the
Company will also be fully adjusted against pay revision arrears due to such employee.
Issues other than wage component and benefits are also arrived at settlement dated 27.02.2018 will be
notified separately.
GRANT OF TRANSPORT ALLOWANCE TO DISABLED EMPLOYEES
EMPLOYEES OF THE COMPANY.
Vide this Office Circular of even no. dated 11.01 .2012, we have been allowing payment of additional Transport
Allowance in the perks to the blind or orthopedically handicapped with disability of lower extremities.
Now, based on the Department of Expenditure, Mm. of Finance OM NO.21-1/2011 -E.11(B) dated 05.08.2013 and
19.02.2014, the above facility has been extended to the following as follows: -
(i) to an orthopedically handicapped employee if he or she has a minimum of 40% permanent partial disability of
either one or both upper limbs or one or both lower limbs OR 50% permanent partial disability of one or both
upper limbs and one or both lower limbs combined; and
(ii) to deaf and dumb employees subject to the condition that the recommendation of the Head of ENT Department
of a Government Civil Hospital is produced.
(REFER: Circular No.NBCC:Policy Cell:116:2016: Dated: 17.06.2O16J
Otherconditions:
The blind or orthopedically handicapped with disability of lower extremities employees who have not opted for
TransportAllowance element in perks will not be eligible for payment of additional transport allowance.
PAYMENT OF GRATUITY
Vide this Officer Circular dated 19.04.2018, it was informed that the amount of gratuity payable to an employee
under the Payment of GratuityAct, 1972 has been enhanced from the existing ceiling of the Payment of Gratuity i.e.
Ten lakh Rupees and it hsall not exceed the Twenty Lakh Rupees and the same came into force w.e.f 29.03.2018.
(Refer: Circular No. NBCC: HRM-Policy Cell: 2018:906 Dated: 19.04.2018)
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GROUP LEVEL PAY SCALE REVISED PAY SCALES DESIGNATION

W.E.F 01 .01 .2007 (Rs.) W.E.F. 01.01.2017 (Rs.)
BOARD LEVEL
BOARD CMD 80,000-1,25000 2,00,000-3,70,000
LEVEL DIRECTOR 75,000-1,00,000 1,80,000-3,40,000
BELOW BOARD LEVEL
E-9 62,000-80,000 1,50,000-3,00,000 Sr. ED
E-8 51,300-73,000 1,20,000-2,80,000 ED
E-7 43,200-6,6000 1,00,000-2,60,000 0GM
E-6 36,600-62,000 90,000-2,40,000 GM

GROUP-A
E-5 32,900-58,000 80,000-2,20,000 AGM
E-4 29,100-54,500 70,000-2,00,000 DGM
E-3 24,900-50,500 60,000-1,80,000 MGR/PM
E-2 20,600-46,500 50,000-1,60,000 DM/DPM
E-1 16,400-40,500 40,000-1,40,000 AM/SPE
GROUP-B E-0 12,600-32,500 30,000-1,20,000 EXE/PE
GROUP-CSUPERVISORY LEVEL
S-3 Rs 10,800/- Rs 27,270/-
S-2 Rs 9,760/- Rs 24,640/-
S-i Rs 8,950/- Rs 22,590/-
WORKMEN LEVEL
W-6 Rs8,2101- Rs20,730/-
W-5 Rs 7,890/- Rs19,920/-
W-4 Rs 7,590/- Rs19,160/-
W-3 Rs 7,300/- Rs 18,430/-
W-2 Rs 7,020/- Rs 17,720/-
W-1 Rs 6,750/- Rs 17,040/-
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oi1*fl*fl (ii)f1s
tfCa1IJ1 c1cte 3TIt.tL c1a1J1Io1
DESIGNATION LEVEL IDA PAY SCALE
SI.
No.
BOARD LEVEL/N c4cic.i
I 31tZtT tF 11T / CHAIRMAN-CUM-MANAGING DIRECTOR Board 200000-370000
2 (fZT) / DIRECTOR (COMMERCIAL) Board 180000-340000
3 fà1Ti (cfc1)I DIRECTOR (PROJECTS) Board 180000-340000
11c1I /VIGILANCE
1 - 3rtITt/CHIEF VIGILANCE OFFICER Board 180000-340000
¶1 I CIVIL ENGINEERING
I ci10 ~I (ft.)I SR.EXECUTIVE DIRECTOR (ENGG.) E9 150000-300000
2 1~Ti (ft.)I EXECUTIVE DIRECTOR (ENGG.) E8 120000-280000
3 (fl.)I CHIEF GENERAL MANAGER(ENGG.) E7 100000-260000
4 cri1T (fr.)I GENERAL MANAGER(ENGG.) E6 90000-240000
5 3q (fl.)I ADDL. GENERAL MANAGER (ENGG.) E5 80000-220000
6 3t T1 (ft.) / DY. GENERAL MANAGER (ENGG.) E4 70000-200000
7 tfl,qja1i *Ti (Tei) / PROJECT MANAGER (CIVIL) E3 60000-180000
8 3 '.ifl'ih,iaii W (11) / DY. PROJECT MANAGER ( CIVIL) E2 50000-160000
9 cifo 1Lioii c,ic*i) (1I1ci) I SR. PROJECT EXECUTIVE (CIVIL) El 40000-140000
10 iek ?t (1Ii)I MANAGEMENT TRAINEE(CIVIL) El 40000-140000
11 flu1iii i(11)I PROJECT EXECUTIVE (CIVIL) ED 30000-120000
12 ci110 3T1zriT (f1) / JR. ENGINEER (CIVIL) S3 27270(OPEN ENDED)
cc fl.dI I ELECT. ENGINEERING

I iIiiaii ( 1ctc4)/ PROJECT MANAGER ( ELECT.) E3 60000-180000
2 31. 11iii WT (1)I DY. PROJECT MANAGER (ELECT.) E2 50000-160000
3 i' iiii i'ctii'l (1ci) / SR. PROJECT EXECUTIVE ( ELECT.) El 40000-140000
4 '.iflIiaii i.1 1ctc) I PROJECT EXECUTIVE (ELECT.) EO 30000-120000
5 q,To 3TfZt9T (Ic*ei) / JR. ENGINEER (ELECT.) S3 27270(OPEN ENDED)
I MECH. ENGINEERING
I 1Ihi-ii (1ct)/PROJECT MANAGER ( MECH.) E3 60000-180000
1,Io1I, '- i
- i'& flTai I ARCH. I PLNG. ISTRUCTURE ENGINEERING
I zr (31Tt.) I CHIEF GENERAL MANAGER(ARCH.) E7 100000-260000
2 11T (3IT.) / MANAGER (ARCH.) E3 60000-180000
3 3q r1T (3-rr.) / DY. MANAGER (ARCH.) E2 50000-160000
4 f cti4ct*tl (31Tf.) I SR. EXECUTIVE (ARCH.) El 40000-140000
5 3 (4iii) / ADDL. GENERAL MANAGER (PLNG.) E5 80000-220000
5 3tf iciii ('q)iii) / DY. GENERAL MANAGER (PLNG.) E4 70000-200000
6 3 (.Ilioii) / DY. MANAGER(PLNG.) E2 50000-160000
7 Sl1 ('-cl-z1.&) I MANAGER (STRUCTURE) E3 60000-180000
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r fl.
PUBLIC HEALTH ENGINEERING
I 3r I DY. GENERAL MANAGER(PHE) E4 70000-200000
2 (4)I MANAGER(PHE) E3 60000-180000
1-M ,flfiii
SYSTEM ENGG.
I 3r'r cri --i)/ADDL.GENERAL MANAGER(SYSTEMS) E5 80000-220000
2 3t f1'-cA-'1)IDY. GENERAL MANAGER (SYSTEMS) E4 70000-200000
3 i1 jcrll iia-.i)/PROJECT EXECUTIVE (SYSTEM) EO 30000-120000
4 '4R4h,loll ct,i i1(cciIai) /PROJECT EXECUTIVE (NETWORKING) EO 30000-120000
5 3rfZtff (i1-cai) / JR. ENGINEER (SYSTEM) S3 27270(OPEN ENDED)
3TRTT 1a1cI
TECH. OTHER THAN ENGG.
I '.i1hiii cri'r I PROJECT MANAGER E3 60000-180000
2 3r -ii.4hiii rtir / DY. PROJECT MANAGER E2 50000-160000
3 cfc '.iflq',iaii I SR. PROJECT EXECUTIVE El

40000- 140000
4 '-ifl'ioii icii/PROJECT EXECUTIVE EO 30000-120000
5 IT rT/ASSTT. SITE MANAGER El

40000-140000
6 c4'1O 1T ict 1/JR. SITE EXECUTIVE EO 30000-120000
fi iai
FINANCE GROUP
1 cbIcI1 T(fi) IEXECUTIVE DIRECTOR (FIN) E8 120000-280000
2 (1r) /CHIEF GERNERAL MANAGER (FIN) E7 100000-260000
3 Tcl1TT (1r) /GENERAL MANAGER(FIN.) E6 90000-240000
4 (1i)/ADDL. GENERAL MANAGER(FIN) E5 80000-220000
5 3t icii (fi)/DY. GERNERAL MANAGER (FIN) E4 70000-200000
6 (1I)/MANAGER ( FINANCE) E3 60000-180000
7 3t (r)/DY. MANAGER (FINANCE) E2 50000-160000
8 iii' W1 (1r) /ASSTT. MANAGER (FINANCE) El 40000-140000
9 (fri) /MANAGEMENT TRAINEE (FINANCE) El 40000-140000
iir *mtrr rir I HUMAN RESOURCE MGMT. GROUP
I - '- 1rt.) /EXECUTIVE DIRECTOR (HRM) E8 120000-280000
2 (rr.kr.)/CHIEF GENERAL MANAGER(HRM) E7 100000-260000
3 cr (1r.r.w.)/GENERAL MANAGER(HRM) E6 90000-240000
4 3iq rTcrltw (RT.Lr.)/ADDL. GENERAL MANAGER (HRM) E5 80000-220000
5 cri (rr.tw.)/DY. GENERAL MANAGER ( HRM) E4 70000-200000
6 (1T.kr)IMANAGER ( HRM) E3 60000-180000
7 3F rtTeT MANAGER ( HRM) E2 50000-160000
8 'ii' (RT.r.)IASSTT. MANAGER ( HRM) El 40000-140000
9 q,ici1 (ThW.)/EXECUTIVE ( HRM) EO 30000-120000
10 q*iii -I /OFFICE ASSISTANT GRADE-I S2 24640-(oPEN ENDED)
11 iIcf €i1s-II/OFFICE ASSISTANT GRADE-Il SI 20730-(oPEN ENDED)
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iticflq /SECRETARIAL
1 ci1)o ctii1 Mf1rrISR. EXECUTIVE OFFICER E3 60000-180000

2 cticbIa 315T/EXECUTIVE OFFICER E2 50000-160000
3 3q cticbi1 M 1IDY. EXECUTIVE OFFICER El 40000-140000
4 icii (i11c1)/EXECUTIVE (SECRETARIAL) EO 30000-120000
5 -èa1'1diI9)t /SR STENOGRAPHER S2 24640/-(openended)
urrri I RAJBHASHA
I 3tT tJff (rr31iT) I DY. GENERAL MANAGER ( RAJBHASHA) E4 70000-200000
2 / DY. MANAGER ( RAJBHASHA) E2 50000-160000
3 STi (rRTT)/ASSTT. MANAGER( RAJBHASHA) El 40000-140000
¶1x/LAW
I 1F1I)/MANAGER (LAW) E3 60000-180000
2 3(11)/DY. MANAGER (LAW) E2 50000-160000
3 iict (11)/ASSTT. MANAGER ( LAW) El 40000-140000
I4Ie t F .it1o1I Ict,I''f 1'Tr I+i'i
BOARD I PROTOCOL & PRESS INFORMATION! CORPROTE COMMUNICATION / LIAISON
I (10 'i11c1))/GENERAL MANAGER (Co.Secy.) E6 90000-240000
2 I*W (*q?t dI1cI) /MANAGER (Co. Secy.) E3 60000-180000
3 1t;l. (cic4) .i11c1li)/ASSTT. MANAGER (Co. Secy.) El 40000-140000
4 3Tq (jldIId *i71I)I E5
ADDL. GENERAL MANAGER(Corporate Communication) 80000-220000
5 i')/MANAGER (Public Relations) E3 60000-180000

6 3T (1dI11c1 +itii')/DY. MANAGER (Corporate Commn.) E2 50000-160000
7 ii-ict *i (1
,ik'lcti)/ASSTT. MANAGER (PROTOCOL ) El 40000-140000
8 , II1cfi (a--C' 1iTT)/ASSTT. MANAGER (Investor Relation ) El 40000-140000
9 iicii) (1'.4~. 1ii'.)I EXECUTIVE (Creative Designer) EO 30000-120000
d1IdI r I MARKETING MANAGEMENT

1 (J-II4~.dl) /MANAGER(MARKETING) E3 60000-180000
2 3r (d-II1~.dI) /DY.MANAGER(MARKETING) E2 50000-160000
3 (i1i) IASSTT. MANAGER (MARKETING) El 40000-140000
iioia1) ir
MATERIALS MANAGEMENT
I 3f (1Ia1d,?) /DY. GENERAL MANAGER ( MATERIALS) E3 70000-200000
2 ('thd- ) IMANAGER ( MATERIALS) E3 60000-180000
3 3tf (1IJ-Id,1l)/DY. MANAGER (MATERIALS) E2 50000-160000
4 1Ict W1I ('kilH)/ASSTT. MANAGER (MATERIALS) El 40000-140000
5 c4vct1VgT)/EXECUTIVE (STORES) EU 30000-120000
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J) cbkchI I1L
NON-EXECUTIVE EMPLOYEES
.vft 311$.. idiisi
S.No. CATEGORY LEVEL IDA PAY SCALE
(A) TECHNICAL PERSONNEL (CIVIL) (SKILLED)
(i) WORK INSPECTORS/JUNIOR ENGINEERS.
1 -lci-cj I WORK INSPECTOR S-2 Rs.24640
2 iji'. flPi -I/JUNIOR ENGINEER GR.-I S-2 Rs.24640
3 i11'q fl11 *-II/JUNIOR ENGINEER GR.-II S-i Rs.22590

(ii) FOREMAN (CIVIL) (SKILLED)
1 kai *g-I (11i) / FOREMAN GR.-I(CIVIL) S-3 Rs.27270
(iii) SUPERVISOR (CIVIL) (SKILLED)
(111e)*-II "
1 S-i Rs.22590
CHIEF SUPERVISOR (CIVIL) GR.II
2 Eftqi *i'I*( (fIci)*-III / CHIEF SUPERVISOR (CIVIL) GR.III W-6 Rs.20730
3 *fl1ii * i,i' (1ci)/SR.WORKSUPERVISOR(CIVIL) W-5 Rs.19920
(iv) TECHNICAL (SKILLED)

iii (17r) *-II / CONSTN.SUPERVISOR
1 S-i Rs.22590
(PAINTING)GR.II
*ii' (fr) *-IIII CONSTN.SUPERVISOR
2 W-6 Rs.20730
(PAINTING)GR.lII
3 flIi' (r ft) I SR.PAINTER (SG) W-5 Rs.19920
(ti1dI) * - II / CONSTN.SUPERVISOR
4 S-i Rs.22590
(PLUMBING)GR.II
F(clI.3I( (IdI) * - III I CONSTN.SUPERVISOR
5 W-6 Rs.20730
(PLUMBING)GR.III
6 13 '.iei- ('*ifl) / SR. PLUMBER (SG) W-5 Rs.19920
.ciiI ,i( (cll actI) -II / CONSTN.SUPERVISOR
7 5-1 Rs.22590
(CARPENTRY) -II
i,i'( ( ,ircfl) -III / CONSTN.SUPERVISOR
8 W-6 Rs.20730
(CARPENTRY) -III
9 t'rc ('iifl) / SR.CARPENTER(SG) W-5 Rs.19920
10 I't' - '( - I / CARPENTER GR.-I W-3 Rs.18430

" / CONSTN.SUPERVISOR
11 S-i Rs.22590
(BARBENDING)GR.II
/ CONSTN.SUPERVISOR
12 W-6 Rs.20730
(BARBENDING)GR.III
13 c1ø G1I'c-5'( ('i7fl) I SR.BARBENDER(SG) W-5 Rs.19920
- i' qi1i' (d1cri) Gr.II / CONSTN.SUPERVISOR (MASONRY)

14 S-i Rs.22590
GR.II
tcTr i,i' (kioi'[) Gr.III / CONSTN.SUPERVISOR
15 W-6 Rs.20730
(MASONRY) GR.III
16 (i1l) / SR. MASON (SG) W-5 Rs.19920
(B) TECHNICAL PERSONNEL (MECH.) (SKILLED)
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(i) FOREMAN (MECH.)

1 *g-I (q) / FOREMAN (MECH.) GR.-I S-3 Rs.27270
/ Rs.22590
2 S-i
FOREMAN (MECH.) GR.-III
(ii) SUPERVISOR (MECH.)
1 hw qiIq.) g.II / CHIEF SUPERVISOR(MECH.) GR.II S-i Rs.22590
(iii) TECHNICAL (SKILLED)

(i 3jdI) / SR. CONSTN. SUPERVISOR
1 S-3 Rs.27270
(CRANE OPERATING)
-I / CONSTN. SUPERVISOR
2 S-2 Rs.24640
(CRANE OPERATING)GR.I
qoqf iI1wc),II /
S-i Rs.22590
CONSTN. SUPERVISOR (LIFT)GR.II
*ki ti3.i 3It1T toi'ei)*.II / CONSTN. SUPERVISOR

S-i Rs.22590
(OPTR.GENL.)GR.II
*9jc1I1..5I31q i))L III / CONSTN. SUPERVISOR

W-6 Rs.20730
(OPTR.GENL.)GR.III
6 3IM (t ñ) / SR. OPERATOR (SG) W-5 Rs.19920

i,I (171 ii 31!tr) * - II / CONST. SUP. B.P.O -
S-i Rs.22590
(*fT 1r 3ItrkT) * - III / CONST. SUP. B.P.O -

8 W-6 Rs.20730
III
I1((3r ddI)-II / CONST.SUPERVISOR (EARTH
9 S-i Rs.22590
MOVING)Gr.-II
0NST.SERORTH
10 W-6 Rs.20730
MOVING)Gr.-III
*'Fc1I,H (1t 3T),I/ CONSTN.SUPERVISOR
11 5-2 Rs.24640
(WINCH OPERATOR)GR.I
icii (tr 3T),II / CONSTN.SUPERVISOR
12 S-i Rs.22590
(WINCH OPERATOR)GR.II
ii(fr 3T))i.III / CONSTN.SUPERVISOR

13 W-6 Rs.20730
(WINCH OPERATOR)GR.III
/
14 W-5 Rs.19920
SR. WINCH OPERATOR (SG)
15 i'(Tr Fft ) II / SUPERVISOR(SCD)GR.II S-i Rs.22590
16 j ii(Tzr ft t) .III / SUPERVISOR(SCD)GR.III W-6 Rs.20730

SR. STAFF CAR DRIVER (SG)
17 W-5 Rs.19920
Tq W si'(TZ1 Z5ft) /
18 1$T - I / DRIVER - I W-3 Rs.18430
ii' (I'c') )T.III / CONSTN. SUPERVISOR FITTER GR -

19 W-6 Rs.20730
III
q-t1W 9i1Ii1( (1c') )g.II / CONSTN. SUPERVISOR (SLIPFORM)
20 S-i Rs.22590
FITTER GR - II
qi / CONSTN.SUPERVISOR
21 W-6 Rs.20730
(SLIPFORM) FITTER GR.III
22 lbc'( (*ifl) / FITTER (SLIP FORM) GR.-I W-3 Rs.18430
iIcii)*.II / CONST.SUPERVISOR
23 S-i Rs.22590
(MECHANICAL)GR.II
Id1Ol) *.III / CONST.SUPERVISOR
24 W6 Rs 20730
(MECHANICAL)GR.III -
25 q--cq,T 'tciu,i' ('.ii) *- IIII CONSTN. SUPERVISOR (HEM)-III W-6 Rs.20730
(C) TECHNICAL PERSONNEL (ELECT.) (SKILLED)

(i) FOREMAN (ELECT.)
224
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NBCC
A Navratna CPSE
°' (1ci.)1
1 S-2 Rs.24640
FOREMAN (ELECT.)GR.-II
2 loi *g.-IIl (1ccq.) I FOREMAN(ELECT.)GR.-IlI S-i Rs.22590
3 44i -IV (Iqe.) I FOREMAN(ELECT.)GR.-IV W-6 Rs.20730
(ii) MISC. CATEGORY ( ELECTRICALS) (OTHERS)
II *.II / COSTN. SUPERVISOR
1 S-i Rs.22590
(ELECT.)GR.II
rr (Rctei.) ),III I COSTN. SUPERVISOR
2 W-6 Rs.20730
(ELECT.)GR.III
3 ft'I (çeI) - III I CHIEF SUPERVISOR (ELECT) -III
i3 W-6 Rs.20730
-III / CONSTN. SUPERVISOR
4 W-6 Rs.20730
(AUTO ELECT.) -III
5 91 31l1 fTrr (F ft) / SR. AUTO ELECTRICIAN (SG) W-5 Rs.19920
ii 1ci),II I COSTN. SUPERVISOR
6 5-1 Rs.22590
(WIREMAN)GR.II
i,iiâ1ai)*.III / COSTN. SUPERVISOR
W-6 Rs.20730
(WIREMAN)GR.III
8 ciiiia1i (Tat ft) / SR. WIREMAN (SG) W-5 Rs.19920
i3t(di) t- II / CONSTN.SUPERVISOR (WELDING)
S-i Rs.22590
- II
IIdI) g- III / CONSTN.SUPERVISOR
10 W-6 Rs.20730
(WELDING) - III
11 (TF 11/SR.WELDER(SG) W-5 Rs.19920
(D) NON-TECHNICAL PERSONNEL (UNSKILLED)
--cqr 4* (W 1c) *- III / CONSTN. SUPERVISOR (FERRO

1 W-6 Rs.20730
PRINTER)-IIII
2 (rir ft) / HEAD COOK (SG) W-5 Rs.19920
3 / HEAD COOK W-4 Rs.19160
4 31t1t (Tsr ft) / SR. ORDERLY (SG) W-6 Rs.20730
5 3rtft / SR. ORDERLY W-5 Rs.19920
6 3r1 / ORDERLY W-4 Rs.19160
7 Qici4l / SENIOR DAFTRY W-3 Rs.18430
8 rqj1 iii I SECURITY SUPERVISOR - III W-6 Rs.20730
9 i( ft) I HEAD CHOWKIDAR (SG) W-5 Rs.19920
10 itAi / HEAD CHOWKIDAR W-4 Rs.19160
ii 91 t11c14I& wfl /SR.CHOWKIDAR(SG) W-3 Rs.18430
12 tcfl'.ij 'ifl/ HEAD SWEEPER (SG) W-5 Rs.19920
13 -cfli / HEAD SWEEPER W-4 Rs.19160
tcTR 4cii,i (Io1'(e) - III / CONSTRUCTION SUPERVISOR
14 W-6 Rs.20730
(GENERAL)-III
15 iic 3r?(*I%A1) / SR.SITE ATTENDANT (SG) W-5 Rs.19920
16 *iic 3Z (13fl)/SITEATTENDANT(SG) W-4 Rs.19160

17 *i13c 3r / SITE ATTENDANT W-3 Rs.18430
225
.fq'(ç.f 1NIç't
A Navratna CPSE
PERFORMANCE RELATED PAY (PRP) TO THE EMPLOYEES OF IDA SCALE OF PAY
1.0 BACKGROUND
Government of India, Ministry of Heavy Industries & Public Enterprise, Department of Public Enterprise (DPE) vide
0. M. No. W-02/0028/ 201 7-DPE(WC)-GL-Xl 11/17 dated 03rd August 2017 has notified guidelines for revision of pay
structure for Board and below Board level executives of CPSEs w.e.f. 01.07.2007, which was on the
recommendations of 3rd Pay Revision Committee. These guidelines covered aspects of pay scales fitment benefit,
increment rate, DA, HRA, leased accommodation, perks / allowances, superannuation benefits and Performance
Related Pay (PRP).
DPEs guidelines further stipulates that The respective CPSEs are empowered to decide on the rating to be given to
the executives; however, capping of giving Excellent rating to not more than 15% of total executive's in the grade (at
Below board level) should be adhered to.
However, each CPSE is required to constitute a sub-committee to Board headed by an Independent Director which
will decide the annual bonus / variable pay pool and policy for its distribution across the executives and non-
unionised supervisors within the prescribed limits.
2.0 SALIENT FEATURES& APPLICABILITY
2.1 Performance Related Pay (PRP) has been directly linked to the profit of the CPSE/Unit and performance of the
executives. The percentage ceiling of the PRP has been fixed grade-wise by DPE progressively increasing
from junior level to senior level of executives, expressed in terms of percentage of pay as follows:
Level Basic Pay Applicable Percentage
EQ Rs.30000-120000 40%
E-1 Rs.40000-140000 40%
E-2 Rs.50000-160000 40%
E-3 Rs. 60000-180000 40%
E-4 Rs. 70000-200000 50%
E-5 Rs. 80000-220000 50%
E-6 Rs. 90000-240000 60%
E-7 Rs. 100000-260000 70%
E-8 Rs. 120000-280000 80%
E-9 Rs. 150000-300000 90%
Director (A&B) Rs. 75000-100000 125%
CMD/MD(A&B) Rs. 80000-125000 150%
2.2 % Payment of PRP in terms of differentiator component
1. Payment of 80% PRP is based on these two factors
(a) Company's MOU Score(50%)
(b) Team Performance (30%)
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A Navratna CPSE
INDIVIDUAL PERFORMANCE CONSTITUTE TO 20%PRP PAYOUT
2.3 Each CPSE would be required to sign the MoU with its parent Ministry! Department. The MoU rating will form
the basis of PRP with all the Key ResultAreas identified in the MoU. No PRP will be eligible for the CPSEs that
do not enter into MoU. NBCC has been entering into MoU with Government of India since 1992-93.
2.4 The overall profits for distribution of PRP shall be limited to 5% of the year's profit accruing only from core
business activities (without consideration of interest on ideal cash! bank balance) which will be for executives
and non-unionized supervisors of the CPSEs. The ratio of breakup of profit accruing from core business for
payment of PRP between relevant years profit to Incremental profit is 65:35 to arrive at allocable profit.
2.5 Each CPSE would develop a robust and transparent Performance Management System (PMS).
Consequently, there is discontinuation of Bell Curve and the CPSEs are empowered to decide on the ratings to
be given to the executives; however, capping of giving Excellent rating to not more than 15% of the executive's
population in the grade (at below Board level) needs to be adhered.
2.6 By the very nature of the Company's business, which involves construction, NBCC's operations across its
various work centres!units are highly integrated and interdependent, with a very strong emphasis on "team-
performance". Employees are required to perform similar activities in groups!teams for meeting common
preset unit performance targets. Over the years, not only their individual performance, but also performance
of their respective RBG!SBG, which has reinforced a team spirit among them, along with a sense of collective
ownership, for achievement of unit performance targets?
3.0 METHODOLOGY FOR PAYMENT OF PRP
In alignment to the above factors I considerations, detailed methodology for implementation of PRP in NBCC is
based on the
Company's MOU Rating-80% (50% Mou Target+ 30% Team Performance)
Employee's APAR Grad ing-20%
Annual Basis Pay
PRP Pay-out Ceiling as per Level
The Formula for the PRP Pay-out=
80% (Company's MoU rating XAnnual Basic Pay of Employee X kitty Factor ) + 20% (Employee'sAPAR Grading X
Annual Basic Pay X Kitty Factor)
Definition of Kitty Factor is defined by DPE in its OM dated 3rd August 2017
3.1 PRP payments will be allowed in relation to actual Basic Pay drawn by the executive, including elements
considered as Basic Pay during the year.
3.2 Executivesfrom Government!PSUson deputation to NBCC and in receiptof lDApaystructurewill be entitled

to PRP as above for full! part of the relevant period.
227
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A Navratna CPSE
3.3 Deputation/secondment allowance will not be taken into account while computing the payment under PRP in
respect of eligible NBCC employees on secondmentldeputation to joint ventures I PSUs/ Government.
3.4 PRP payments will not be counted for purposes of leave salary, PF, Bonus and other benefits.
3.5 PRP payments will also be payable to such employees who have subsequently resigned, superannuated,
retired or separated from the company forthe relevant period served by them.
3.6 During the period of HPL, deduction on PRP will be applicable. During the period of EOL, Dies-non,
unauthorized absence, Child Care Leave, Self-Renewal Leave, Maternity Leave, no PRP shall be admissible.
3.7 The payment of PRP will be withheld in case of those executives against whom any disciplinary action is going
on I who is or I are on suspension. The payment will be released only after the completion of disciplinary
proceedings and if exonerated from the charges leveled against them. Similarly, those executives who have
been awarded with major penalty resulting out of any disciplinary action against them will not be eligible for any
PRP in the concerned financial year. Those executives who had been superannuated during the year current
and thereafter, if any disciplinary proceeding is pending against them, their PRP shall be withheld till
conclusion of the enquiry and decision of the DisciplinaryAuthority.
3.8 In case of promotion to higher grade, the payment of PRP will be made on pro-rata basis for the period of
service rendered in the relevant grade.
3.9 In case of non-availability of AFAR for period less than 3 months for Board level executives, the PRP payout
shall be one level below the MoU rating in terms of DPE guidelines dated 31.12.2012. In the case of below
board level executives who are new joiners and theirAPAR could not be initiated for want of minimum period of
assessment or other executives for whom APARs was not initiated on account of demission of office and I or
retirement either on superannuation or voluntarily and theirAPAR could not be recorded, their performance for
the period shall be treated as 'Good' rating and the PRP payout shall be on the basis of 79.9 marks.
3.10 Undertaking: In case of any excess payment towards PRP has been noticed after disbursement, such over
payment is subjected to recovery from the concerned employee. An Undertaking is annexed as Annexure-1
need to be obtained from all eligible ex-employees and employees on deputation prior to disbursement.
3.11 PRP shall be subjecttothe Income Tax Rules, as applicable.
4.0 OTHER CONDITIONS
4.1 Child Care Leave (CCL): The PRPforthe CCLperiod will not be payable.
4.2 The period of HPL, half of the Basic Pay will be considered for the PRP calculation. During the period of EOL,
suspension, Leave With-out Pay (Dies-non), SRL, no PRP payment shall be admissible. However, in case of
suspended employees, the amount for the suspended period will be calculated and such amount will be kept
aside. On revocation of suspension, PRP payment (set aside) for suspended period will be released as per the
decision of the DisciplinaryAuthority.
4.3 Employees who have superannuated, resigned (with prior permission) as also those who have expired shall
be paid PRP on a pro-rata basis for the period of service rendered in the relevant grade in the Company.
228
A Navratna CPSE
4.4 Revision of Pay: If the revision of pay of any eligible employee takes place from the retrospective effect, No
PRP will be admissible to employee for that period if the payment of PRP for that specific has already been
disbursed for the specific period.
4.5 Undertaking : In case any excess payment towards PRP have been noticed after disbursement, such
overpayment is subject to recovery from the concerned employee. An undertaking needs to be obtained from
all eligible ex-employees and employees on deputation outside prior to disbursement.
4.6 PRP shall be subject to Income Tax as perthe Income TaxAct.
[REFER: HRMIPMSIPRP/2012-13/1985 dated 24.0420141
Please Note : Any other Circular rolled out by DPE shall prevail on the PRP subject, Provided it is accepted by the
Company.
229
ANNEXURE-I
UNDERTAKING
hereby undertake that I will refund any excess payment made to me on account of
Performance Related Pay (PRP) for the year due to wrong payment, clerical or arithmetical
errors in calculation on this account.
I hereby further authorize NBCC Limited to make recoveries due from the undersigned from the amount payable to
me on account of PRP payment.
Date Signature:
NAME
DESIGNATION
EMP. NO.:
PLACE OF LAST POSTING
RESIDENTIAL ADDRESS
MOB. NO.:
230
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A Navratna CPSE
PRODUCTIVITY LINKED INCENTIVE SCHEME FOR NBCC EMPLOYEES
1.0 OBJECTIVE
The Productivity Linked Incentive (PLI) Scheme is designed to motivate employees to achieve the benchmarks in
the MOU and ensuring development of organization which gets manifested in EPS. Other norms would be
identified and added on in future to represent organizational needs at that point of time.
2.0 ELIGIBILITY
a) PLI shall be made applicable to the non-executives employees in CDA I IDA pattern. As the employees in
Group 'A' & 'B' as also the non-executive on the CDA pattern are not covered by the PRP, they shall be paid PLI
for the period they were on the CDA pattern during the financial year. It shall be paid to the executives on CDA
pattern and all non-executive employees in CDAIIDA in the regular establishment and those working on
contract basis.
b) PLI shall not be applicable to the regular and contract employees who are covered under the Payment of
BonusAct, 1965 i.e. whose basic pay + DAor consolidated emolument is Rs.21,000I- or less.
c) PLI shall not be admissible to those who are on deputation to other organization in case they have received
PLI as per the scheme of the borrowing organization.
[REFER : 36(9)/2010/IRI280 dated 13.10.2010)
d) During the period of Half Pay Leave, Extra Ordinary Leave, Dies-non, Child Care Leave (CCL) and
unauthorized absence, deduction on PLI payments will be applicable.
[REFER: 36(9)/2011-I2IHRM-PLI:2012: 3957 dated 11.10.2012)
[REFER : 36(9)/2011-I2IHRM-PLI:2012-13:3802 dated 13.10.2013)
3.0 PARAMETERS FOR PERFORMANCE ASSESSMENTAND PAYMENTS

PLI payments are based on the two components:
a) MoU Rating (90%Weightage)on pro-rata basis i.e. Excellent -90%, Very Good-85%, Good-80%.
b) Incremental profit (PAT) over previous year (Standalone) (In percentage) (10% Weightage) On Pro rata
basis
The system of PLI payment is simplified and it is based on the Company MoU Rating and incremental Profit
limited to 30 days Basic + DAm a year.
Components Criteria Weight Marks Payout Days

(Basic)
I MoU Rating A Excellent 90% 90 27
B Very Good 85% 85 25.5
C Good 80% 80 24
D Poor 0 0
II Incremental A >50 & above 10% 10 3

profit(PAT) over B >=30 but <=50 7% 7 2.1
previous year C >20 but <=30 4% 4 1.2
(Standalone) (In D >=10 but <=30 1% 1 0.30
percentage)
E <=l0orLoss/-ve 0 0 0
Max. Payable days for the year (1+11) 30 days
Remarks- Incase where payout days is in decimal i.e. >=O.5 days, the next
day shall be added.
Refer: 463rd Board Meeting Dated 11-08-2018
231
.uj il fl 11 -
NBCC
1q'(cl
A Navratna CPSE
4.0 GENERAL
a) Deputation Allowance, admissible to Deputationists from other Organizations I Departments to NBCC, will
not count for the purpose of computing payment under PLI.
b) Deputation /SecondmentAllowance will not be taken into account while computing the payment under PLI in
respect of eligible NBCC employees on secondment I deputation to Joint Ventures I other Organizations I
Departments.
c) The payment will be pro-rated in respect of employees who have served the Company for part of the relevant
year.
d) The disbursement of PLI & Bonus to employees eligible for Bonus under the Payment of Bonus Act, 1965
would be either PLI or Bonus whichever is higher of two.
e) PLI shall be disbursed through the salary bills.
f) PLI shall not be paid to employees who are on deputation to other organizations.
232
NBCC
lqyc-'f yllqlc'yi
A Navratna CPSE
NBCC "TRAVELLING ALLOWANCE" RULES
1.0 T.A.ONTRANSFER
Transfer means the movement of an employee from one headquarter station in which he is employed to another
such station, eitherto take up the duties of a new post, or in consequence of a change of his headquarters-
2.0 RATES OF CONSOLIDATED TRANSFER ALLOWANCE
(TRANSFER GRANTAND PACKING ALLOWANCE) ON TRANSFER OF EMPLOYEE
The rates of Consolidated Transfer Allowance (Transfer Grant and Packing Allowance] on transfer whether
they move along with family or alone to their new place of posting as follows :-
S.NO. LEVEL REVISED RATES
1. GM to Sr. ED (E-6 to E-9) and equivalent rank in other cadres RS. 32,000
2. DGM to AGM (E-4 to E-5) and equivalent rank in other cadres Rs. 25,000
3. DPM to PM (E-2 to E-3) and equivalent rank in other cadres Rs. 19,000
4. PE to SPE (E-0 to E-1) and equivalent rank in other cadres Rs. 12,000
5. Group 'C' Rs. 7,000
[REFER: CIRCULAR No.: 33(10)IHRM-H01201313659, Dated: 15.10.20131
3.0 TRAVELLING ALLOWANCE TO THE EMPLOYEES FOR SHIFTING FAMILY TO A PLACE OTHER THAN THE
NEW HEADQUARTER"
1. Board of Directors in the 369th Meeting held on 18.12.2007 approved adoption of the provisions as per
SR-Il 6-C of TA Rules applicable to Central Govt. employees for shifting family to a place other than the
new place of posting, on transfer of the employees of the Corporation, as well.
2. Employees of the Company shall be allowed Travelling Allowance fortheir dependantfamily members for
journey performed from the old Headquarter to the place other than the new Headquarters. Claim on this
account shall be restricted to the travelling allowance that would have been admissible had the family
actually proceeded to the new Headquarters. Such claims shall be admitted only on production of
documentary evidence for shifting of family to a particular place, like ration card, certificate from school,
rent receipt, etc.
[REFER: CIRCULAR No.: 33(10)I2008-Estt/26 dated 03.01.2008)
1.3 Employees on their outstation transfer have to arrange for their residence in case residential accommodation
arranged by the Company is unavailable at the new place of posting. Till residence is arranged by the
employees, they have to make private arrangementfor lodging at their expense. In orderto mitigate hardship of
employees in the interim it has been decided to allow lodging charges to the employees in case they stay in a
hotel at the place posting on theirtransferas under:-
(i) An employee who moves either alone or with spouse to the new place of posting shall be allowed
reimbursement of hotel tariff for single room.
(ii) An employee, who moves along with the rest of the family, shall be allowed reimbursement for maximum
occupancy of two rooms.
233
NBCC
1qyc- 1 Y1N!,"1
.A Navratna CPSE
(iii) Reimbursement in respect of family members shall be allowed only if family actually moves simultaneously
with the employee with the intention of staying with him at the new place of posting. Payment of HRA of the last
station shall not be allowed once reimbursement of lodging charges in respect of family members has been
made to the employee.
(iv) Employee shall not be entitled to draw any advance towards expected lodging expenses. However,
expenditure incurred by them on this account shall be reimbursed on submission of claim in the transfer TA
bills.
(v) Reimbursement will only be made on production of bill of hotel charges paid.
(vi) In NER projects, Company has arranged residential accommodation for its employees on austerity basis.
Therefore, reimbursement of lodging charges shall not be allowed in case the employee moves alone on his
posting in NER.
(vii) Lodging expenses shall be reimbursed upto a maximum of the entitlement of hotel tariff notified vide circular
No.2715 dated 29.08.2007 for seven days only or actual which is less.
[REFER: CIRCULAR No.:33(10)I2007-Pers./3575 dated 27.11.20071
2.0 ENTITLEMENT OF TRAVELLING ALLOWANCE ON OFFICIAL TOURS WITHIN INDIA
An employee on official tour will be entitled to Travelling Allowance which is intended to cover expenditure incurred
in connection with journeys performed for the Company's work, as provided hereinafter:-
2.1 Reimbursement of journey fares
The reimbursement of fares for journeys performed between the Headquarters station and tour station by the
employees of various Levels I pay ranges by different means of transport shall be as per the following
entitlement, subject to actual.
3.0 JOURNEY BYAIR
3.1 TERMS & CONDITIONS
1. Sanction of Air Journey to Non-entitled category of Employees
In the case of non-entitled employees i.e. below the rank of General Managers, where expenditure on travel by
Air &AC-1 Class (Train) exceeds 20% over and above their admissibility by entitled mode I class of travel, then
in such cases PRIOR APPROVAL would be required at the level of functional Director(s) before
commencement of theirjourney.
[REFER: CIRCULAR No.: 32(67)I13-Estt.I01 dated 01.01.20131
2. As a measure of rationalization, Competent Authority has reviewed and approved Air journey to non-entitled
employees as under while on tour I training Iaudit purposes, in supersession to the existing instructions as
specified in Circular Dated 01.01.2013:-
(I) Respective HODs IControIIing Authority may permit air travel to the non-entitled employees, but the
reimbursement of expenditure hall be restricted to the entitlement of train fare of the employee.
(ii) In case, Air fare is cheaper than the entitled train fare (Including Tatkal I Tatkal Premium I Suvidha Charges or
any other charges of the same nature irrespective of the nomenclature), the Controlling Authority I HOD Shall
sanction the same.
In the above two cases, while availing air journey, it will be the responsibility of employee to provide necessary
evidence to establish that on the date of booking of travel tickets, the AIR fire was lower or at par to the entitled
train fare.
234
A Navratna CPSE
Further, the following clarifications are furnished on travel by train I Bus:
Travel entitlements are subject to following:
a) In case of non-availability of seats in entitled class (Train), Employee may travel in the class higher than their
entitled class and claim the fare as paid actual, subject to production of ticket(s), status of ticket(s) and
submission of proof of non-availability of seats in entitled class.
b) In case of places not connected by rail, travel byAC bus! or any other mode is allowed for those who are entitled
to travel byAC IlTier and above by train. For others Deluxe!Ordinary bus is allowed.
c) In case of travel by road between places connected by rail, travel by any alternate means of transport will be
allowed provided the total fare does not exceed the train fare by the entitled class.
[REFER: CIRCULAR No.: NBCCIHRM/Policy/201811285 dated 14.06.2018)
3. "Air Travel on Official Duty" I Utilization of Mileage points
(I) With regard to travel by Air- both on domestic and international, where the travel expenses are borne by the
Company, tickets for the cheapest discounted airfare of the entitled class must be availed.
(ii) All mileage points earned by employees of Company on tickets purchased for official travel shall be utilized by
the concerned Company for other official travel by their employees. However, the employees can avail the
facility of free companion ticket(s) offered by the airlines for International Travel only.
[REFER: CIRCULAR No.: 33(10)IHRM-SEO/20131 dated 31.05.2013]
4.0 "RATES OF DAILYALLOWANCE, COMPOSITE DAILYALLOWANCE, HOTEL TARIFF AND ENTITLEMENT OF

DOMESTIC TRAVEL TO REGULAR EMPLOYEES OF THE COMPANY"
4.1 ELIGIBILITYAND ENTITLEMENT
The rates of DailyAllowance, Composite DailyAllowance and Hotel charges in addition to laying down entitlement to
the mode of travel class fortour are as under w.e.f. 17.08.2007:
S.NO LEVEL MODE OF TRAVEL HOTEL D.A. D.A. COMPOSITE

(INCLUDING (PRINCIPLE WITH WITHOUT D.A.IN
EQUIVALENT CITIES) BILL BILL PRINCIPLE
POSTS) CITIES
1. CMD By Air 'J' Class

Five Star at
actuals Suite
Deluxe Room 1590 800 1400
2. Functional By Air 'J' Class

Five Star at
Directors
actuals Deluxe 1590 800 1400
Room
3. Sr. ED! ED ByAir 'Y' (Economy) Class I
(E-8 to E-9) 1150 730 1050
AC-i Class 7500
4. CGM I GM ByAir 'Y' (Economy) Class I
AC-i Class 1060 670 1050
(E-6 to E-7) 7500
AGM I DGM By Air- only Apex fare I AC-Il
(E-4 to E-5) Tier (including Shatabdhi 940 610 960
Rajdhani) 6000
235
NBCC
'lqyc-f yliq!ç'el
A Navratna CPSE
S.NO LEVEL MODE OF TRAVEL HOTEL D.A. D.A. COMPOSITE

(INCLUDING (PRINCIPLE WITH WITHOUT D.A.IN
EQUIVALENT CITIES) BILL BILL PRINCIPLE
POSTS) CITIES
6. PM AC-Il Tier including Shatabdhi

Express-AC Chair Car/Rajdhani 800 500 870
(E-3) Expresss Other Trains-AC II - Tier 3750
7 DM I AM and Shatabdhi Express -AC

equivalent in other Chair Car I Rajdhani
disciplines. Express-AC-llTier,Other 2250 670 430 750
(E-1 to E-2) Trains - AC-Il Tier
8. For Group 'B' Employee-

Group B Category
& Other C Category
(E-0, S-3, S-2) Shatabdhi Express AC Chair
Car, Rajdhani Express -AC-
1500 530 340 630
Ill-Tier, Other Trains-AC II Tier /
AC Chair Car
9. Group-C' Shatabdhi Express AC Chair

Employees
Car, Rajdhani Express - AC-
Ill-Tier, Other Trains-AC Ill Tier I 750 250 250 480
AC Chair Car
[SOURCE: CIRCULAR No.: NBCC::HRM:Policy.:2018-19:3027 dt. 03.12.2018]
NOTE:
1) The composite D.A. rates- when the employee makes his own arrangement of stay while on tour.
2) DAincludes local conveyance while on Tour
(REFER: CIRCULAR No.: 33(10)I2007-Pers.I2915 dated 29.08.2007)
4.2 TERMS & CONDITIONS
1) Principle Cities: Delhi, Mumbai, Chennai, Kolkata, Bangalore & Hyderabad.
[REFER: CIRCULAR No.: 6(4)/2007-Pers.I3816 dated 14.12.2007)
2) Other Places: Hotel & DA(including composite DA)entitlementwill be80% of admissibility in Principle Cities.
3) Hotel tariff represents room rent only. Taxes & other levies shall be payable extra.
4) Where free boarding and lodging is provided by the Corporation, DAwould be admissible @25% of the rate
applicable in case of own arrangement (Composite DA).
5) For purpose of DA, 'DAY' will start from midnight 0.00 hrs. DA on the day of departure and arrival will be
calculated on the basis of the scheduled time of departure of train I aircraft and the actual time of arrival of train I
aircraft.
6) Rate of daily allowance will be reduced by 50% if the period spent on outstation tour is less than 12 hrs.
Where the stay is 12 hours of more, full DAwill be applicable.
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7) For the period spent on journey, daily allowance will be at the rate applicable in case of stay in hotel without
production of food receipts as prescribed under the rules (DAwithout Bill).
8) Daily Allowance will be admissible for intervening holidays but not for casual leave or any other kind of leave
availed by an employee during the tour.
9) In cases where an employee goes on tour to a place where he/she has retained his/her family with due
permission of the office, DAfor'own arrangement' will be reduced by 75% of the rate specified for the purpose.
10) No conveyance charges from the place of stay to duty point and back shall be admissible.
11) All outstation tour/travel will require prior approval of the Competent Authority as per Delegation of Powers
issued from time to time.
(Clause No. 1.13 & 1.14) [REFER: CIRCULAR No.: 33(10)I2007-Pers./2715 dated 29.08.2007]
12) The Daily Allowance and Hotel Tariff or Composite Daily Allowance will not be admissible to an employee while
he is on tour to a place where his family is residing and for which he is claiming House RentAllowance along
with the Housing Subsidy for the place of posting.
[REFER: CIRCULAR No.: 33(10)199-A dmn.(BS) dated 10.10.20001
13) The T.A. claims should be submitted by the concerned officer within 15 days of completion of the journey failing
which the advance drawn by him would be recovered from his salary.
[REFER: CIRCULAR No.: 40(2)I89-Estt. Dated 18.07.1989]
5.0 BAGGAGE ALLOWANCE
5.1 TRANSFER OF PERSONAL EFFECTS ON TRANSFER
5.2 ENTITLEMENTS
S. PERSONAL EFFECTS
CATETORY
No.
RATE PER KM FOR TRANSPORT
BYTRAIN STEAMER BYROAD
MAXIMUM A-IA andB- OTHER
1 CITIES PLACES
1. AGM&above Full wagon of 6000 kg,
Double Container.
2. DMFTO DGM -do- I or one single
As indicated in Goods Tariff
container,
published of Indian Railways from
3. ACCTT. TO AMF 3000 Kgs. at goods rate. time to time
4. Employees in Group 'B' & 1500 kgs.
'C'
5. Employees in Group 'D' 1000 Kgs.
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1. If the Personal effects are transported by road between places connected to rail, then an additional 25% over
and above the amount admissible on transportation by rail as admissible.
2. The claim for the goods transported by Air I by Express Train I by Passenger Train instead of Goods Train will
be limited to the amountforthe maximum no. of kgs. Permissible by goods train rates.
3. Subject to the permissible no. of kgs., an employee may drawthe actual cost of transporting the personal effect
to his new station from the place anywhere in India other than his old station or from his old station to the place
in India other than his new station provided that total amount drawn by him including the cost of transportation
of personal effect shall not exceed the admissibility had the maximum admissible no. of Kgs. Been transported
by Goods Train from the old station to the new station directly.
4. The cost of transportation of personal effects may be allowed on transfer subject to maximum quantity
permissible at full container rate if the goods are actually transported. A certificate to the effect that personal
effects were transported by double container I single container separately, is to be recorded in the TA bill.
Necessary certificate from Railway is to be produced.
5. In order to calculate the amount admissible fortransportation of personal effects by goods train, the table rates
as indicated in Goods Tariff published by Indian Railway may be referred to. The Zones are advised to obtain
the latest goods Rate Table from there local Railway Authorities.
6. The limit for personal effects is the same for a staff member possessing a family or not.
6. DAfor incidental during journey period upto:
a) 8 Hours: Nil
b) Exceeding 6 hours but less than 12 hours: 70%
c) Exceeding 12 hours: Full
d) Children less than l2years shall be allowed half the rate of adults.
7. Road mileage for journey by Road.
As per HRM Circular No.54(1)lHRMl201211854 dated 13.06.2013.
8. No separate receipt is required for packing allowance and is not related to the quantum of Personal effects
transported.
9. Family eligible for transfer TA is as per the declaration furnished and verified by HRM Department.
10. Allcasesoftransferfora period notexceeding 180 dayswill betreated astemporarytransfer.
11. No TA/DA is admissible if the distance between the old and new station does not exceed 20 kgs. And no change of
residence is involved.
12. TransferTAforfamily is admissiblewithin six monthsfrom the date of histransferprecedes him by notearlierthan
one month.
13. An employee who moves alone or his I her transfer and avails housing subsidy will be permitted to carry persona
effects upto 113 rd of his entitlement as per Circular dated 22.10.1997.
14. The TA claims should be submitted by an employee within 60 days of drawal of advance or 15 days of completion of
journey, whichever is earlier, as otherwise interest will be charged @16.5% on the unspent tour I transfer advance.
15. Fortransfer made at the request of an employee the above transfer benefits will not be admissible.
fREFER: CIRCULAR No.: ACCTS/TAIT/F-TAIPG/97 dated 23.12.1997)
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6.0 ADMISSIBILITY OF CONSOLIDATED D.A. ON OFFICIAL TOURABROAD
The Board of Directors in the 425th meeting held on 22.04.20 14 have approved rationalization of admissibility of
composite D.A. on foreign official tours as under:-
6.1 ADMISSIBILITY OF COMPOSITE D.A.
The following provisions are adopted in the Company:-
(I) The composite allowance will consist of four parts - Daily allowance, Lodging allowance, Local Transport and
Other incidental & Contingent Expenses.
(ii) Daily allowance (DA) will cover expenses of personal nature for the employees. No vouchers of certificates of
use are required to be submitted for items of expenditure covered under daily allowance.
(iii) Local transport will cover the expenditure on local conveyance only, and payment will be made on self
certification.
(iv) Other incidental and contingent expenses will cover such expenses as local phones, stationery and printing
expenses, computer charges and use of internet etc. where obtaining a voucher is not practicable, the
payment will be made on self certification.
(v) Charges incurred on transfer from Airport to Hotel Room & back, inter-city movement, official STD, lSD & Fax
will be paid extra as per actual.
(vi) The admissibility of DAfor various grades of officers I staff shall be as under:-
a) Group 'A-Full rates as per MEA rates.
b) Group'B'&'C'-75%oftheabove.
c) Others-33% of the above.
(vii) Daily allowance will be further adjusted, as below, based on the period of stay in the foreign country:
Number of days on tour Percentage of entitlement
First 14 Days Full admissible DA
Next 14 Days 75% of admissible DA
For subsequent additional Days 60% of admissible DA
(viii) Lodging allowance will cover expenses on room rent including service charges and taxes etc. The employee
will submit an account supported by vouchers on return from tour for the amount received by him for expenses
covered under lodging allowance. In case the employee does not submit a hotel receipt, he may be allowed
only 30% of the admissible lodging allowance on the basis of 'certificate of use' submitted by the employee.
(ix) In case where both lodging and boarding are provided by NBCC I Foreign sponsor or agency the above rates
will be as under:
a) LodgingAllowance Nil
b) DailyAllowance 50% of the entitlement
c) Local Transport and other Incidental & Contingent Expenses
100% of the entitlement.
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(x) In cases where only lodging is provided by NBCC I Foreign sponsor or agency the above rates will be as
under:-
a) Lodging Allowance Nil
b) Daily Allowance 100% of the entitlement
c) Local Transport and other Incidental & Contingent Expenses 100% of the entitlement.
(xi) The same entitlements shall also be applicable for attending any Training I Workshop I Seminar I Conference
abroad.
(xii) The revised consolidated DAand other allowance to the officials on tour abroad in the Following manner:-
S. Category! Daily Lodging Local Other Incidental Total per

No. Grade of Pay Allowance Transport & diem
Contingent composite
Expenses
AMTS.IN US$
1. CMD I Director Actual for 70 30 500

executive
suit
2. E-8 & E-9 As per MEA 225 50 25 400
3. E-6 & E-7 Rates 200 35 15 350
4. E-4 & E-5 150 35 15 300

5. E-Oto E-3 100 35 15 250
6. Others 100 35 15 250
(xiii) The Chairman-cum-Managing Directorwill be empowered to approve actual expenditure officially incurred in excess
of above limit on production of receipt/bill in addition to DAas notified by the MEA.
(xiv) Allother existing provisions will remain unchanged.
(REFER: CIRCULAR No. :33(10)IHRM-Policy CeII/201412094 dated 28.05.2014]
7.0 TA/DAADVANCE TO THE REGULAR EMPLOYEES "ON SUPERANNUATION"
7.1 The employees on superannuation be allowed TA/DA advance for performing journey from their place of posting to
Home Town or the place where they wish to settle after superannuation as per their entitlement under the rules for
self and dependent family members provided they are residing with him prior to their superannuation and the
amount of TA/DA released to the employees will be withheld from the final dues payable to them till such time TA
claim is adjusted in the HO.
7.2 The relieving Zone/Unit will also mention the amount of TA/DA paid to the employee in LPC issued at their end and
send a copy of the same to the HO Finance Division as well as HRM Division for record.
7.3 The amount of TA/DA may also be indicated in the relieving order issued by the Unit! Zone, as the case may be.
[REFER: CIRCULAR No.: 33(7)/2001-Estt./288 dated 25.01.2001]
8.0 TA I DA FOR ATTENDING CRIMINAL / DISCIPLINARY PROCEEDINGS OR AS A WITNESS IN VARIOUS
COURTS
The Board of Directors in the 439th Meeting held on 09.11.2015 have directed that NBCC should follow the CCS
Rules in respect of employees I ex-employees attending criminal / disciplinary proceedings or as witness in various
courts/departmental enquiries, before the concerned authorities.
[REFER: NBCC: HRM-Policy CeII:2015-16, dated 04.12.2015]
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PAYMENT OF BONUS
BACKGROUND
In pursuance to the amendment(s) to the Payment of Bonus Act, 1965 vide Gazette Notification dated 31.12.2015,
wherein enhanced the eligibility limit under Clause-i 3 of Section-2 of the Payment of Bonus Act, 1965 from Rs.
10,000/- per month to Rs. 21,000/- per month and calculation of Ceiling under Section -12 from Rs. 3500/- to
Rs. 7000/- or the minimum wage for the scheduled employment, as fixed by the appropriate Government,
whichever is higher.
2.0 ENTITLEMENT
2.1 Bonus shall be paid @8.33 % of the salary / wage drawn during accounting year, subject to a maximum of
Rs.7,000/- as laid down in Section 12 of the Act. Salary / wage for the purposes shall comprise Basic Pay and
DearnessAllowance but shall not include overtime wages. Definition of employees, besides inclusive those directly
employed by the Company on contract basis. Those who are not covered under the Payment of Bonus Act, shall be
paid ex-gratia of Rs. 7,000/-. PLI shall not be paid to the employees who are being paid bonus under the Payment of
BonusAct.
2.2 Where an employee has not worked for all working days in the previous account year, the bonus and ex gratia as
aforesaid shall be proportionately reduced. Period of leave with salary, absence due to temporary disablement
caused by accident arising out of and in the course of employment and the period of maternity leave shall deem to
be the period during which the employee has worked.
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REIMBURSEMENT OF CONVEYANCE CHARGES IN CASE OF USE OF

PERSONAL CONVEYANCE
1. OBJECTIVE
With a view to encourage the employees of the Company to use personal conveyance on journeys undertaken for
official purpose thereby reducing demands on use of the Corporation's vehicles and promoting speedy and
efficient performance of official duties.
2. SCOPEANDAPPLICABILITY
The scheme shall be applicable to:
2.1 All regular employees of the Corporation.
2.2 Such deputationist who have been taken against the posts in the Company.
2.3 The employees who are working in the Corporation on contract basis
3. ADMISSIBILITY OF MODE OF CONVEYANCE FOR LOCAL JOURNEY
Category of employees Mode of conveyance admissible
DGM & Above or Equivalent Taxi
O.A.Gr.l & Above or Equivalent Auto Rickshaw
Others By Public Transport
PS: In case of officers, who have been provided with SCV/Official Vehicles, no conveyance/transportation
charges shall be admissible to them.
(SOURCE: CIRCULAR No. : 54(1)I2003-Pers.I2249 dated 15.12.2003]

4. APPROVING AUTHORITY
The claim of Conveyance Charges shall be approved only by the RBG / SBG /ZONAL HEAD / HOD but not below
the rank of DGM may sanction the Conveyance Charges.
5. REIMBURSEMENT OF EXPENDITURE
Rates of Auto-Rickshaw/Taxi for local journeys beyond 8 KMs will be as under
5.1 For journey by Taxi : Rs.14/- per KM
5.2 For journey byAuto Rickshaw: Rs. 8/- per KM
5.3 The Reimbursement of Conveyance charges for local journey upto 8 KMs shall, however, be as per actual
rates charged by the Auto / Taxi, as notified by the Transport Department, Delhi. Rs.25/- for first fall of 2
Kilometer (upon downing the meter) and thereafter Rs.8/- per Kilometer for every additional Kilometer
towards journey byAuto Rickshaw and Rs.14/- per Kilometerfor Non-AC taxis and Rs.16/- per Kilometerfor
AC taxis for every additional Kilometer towards journey by Taxi.
6. GENERAL
6.1 In respect of offices/units located outside Delhi! NCR, the reimbursement of Auto/Taxi charges shall be as
perthe rates notified bythe Transport authorities of the concerned States! Metropolitan cities.
6.2 The monthly reimbursement of Conveyance Charges may be claimed by the executive as perthe proforma.
6.3 The payment of the Conveyance Charges will be paid to the executive directly to his / her Bank Account on
monthly basis only.
[SOURCE : CIRCULAR No. : 54(1)/HRM/2012 /1854 dated : 13.06.2013]
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"REIMBURSEMENT OF STAFF WELFARE - REFRESHMENT I CONVEYANCE CHARGES"
1. OBJECTIVE
With a view to compensate employees who are required to sit late beyond office hours or are required to
attend office on holidays in the official exigencies of work.
2. ELIGIBILITY
All Executives below the E-6 level.
3. ENTITLEMENT
3.1
I. STAFF WELFARE FOR ATTENDING OFFICE ON HOLIDAYS
S.NO. CATEGORY OF EMPLOYEES RATE(s) REMARKS
1. GROUP 'A' EMPLOYEES 400/- NO CONVEYANCE CHARGES WILL BE

PAID FORATTENDING OFFICE ON
2. GROUP 'B' & 'C' EMPLOYEES 300/- HOLIDAYS
3. GROUP 'D' EMPLOYEES 200/-
3.2
II. REFRESHMENT CHARGES FOR ATTENDING THE OFFICE BEYOND OFFICE HOURS ON ANY
WORKING DAY
II. REFRESHMENT CHARGES FORATENDING THE OFFICE BEYOND OFFICE HOURS ON ANY WORKING DAY
SNO. CATEGORY OF EMPLOYEES RATE(s)
1. WORKING UPTO 18:30 HRS. NIL
2. WORKING BEYOND 18:30 HRS. & UPTO 19:30 HRS. Rs. 100/-
3. BEYOND 19:30 HRS. Rs. 150/-
4. BEYOND 20:30 HRS. Rs.250/-
Note: 1. Rates of refreshment charges are uniform for all employees irrespective of level and scale of pay.
2. Senior Officers (E-6 & above) using official vehicle will not be entitled for refreshment charges as well as staff
welfare.
3. Proper record isto be maintained for this purpose at RBGs/SBGs/Zonal level/Corporate/Allied Offices.
(REFER: CIRCULAR No. : 33(114):21:HRM Policy:2015-16 dated: 16.12.20151
4. GENERAL CONDITIONS
4.1 The payment of Refreshment/ Conveyance charges in respect of the employees in the Corporate Office shall
be made to the Bank A/c. of employees on fortnightly/ monthly basis.
(REFER: CIRCULAR No. : Accts/Fund/2010-111527 dated 06.06.2011)
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4.2 Thecut-offdateforreceiptofRefreshment/Conveyancebillsinthe Salary Section shall be 20th of every

month.
(REFER: CIRCULAR No. : 33(10/2003/A dmni749 dated 01.04.20041
4.2 Thepaymentofrefreshmentchargesforattendingtheofficeonholidays, is subject to the condition that the

employee hasworked fora(minimum) period of four hours for the holiday for which he intends to claim
refreshment/fixed conveyance charges.
4.3 Thereimbursementofrefreshmentchargeswillbesubjecttocertification from the concerned employee that

he has not availed of any refreshment atthe expense of the Corporation during the course of extended stay.
4.4 No Compensatory Off is allowed to the employees entitled for compensatory Off, unless they attend office for
the full working hours. The requirement of presence in the office for a minimum period of four hours has been
laid down only for claiming the refreshment charges.
[REFER: CIRCULAR No. : 33(129)/07-EsttJ2062 dated 19.06.2007]
4.5 In orderto exercise control on such reimbursements, the HODs / Controlling Officers shall ensure that:
a) the employees are allowed to attend Office on holidays or after office hours on working days only in exceptional
circumstances i.e. when the work to be attended to, cannot be postponed to the next day;
b) the approval of the HOD I Controlling Officer is obtained by the concerned employee, in advance;
c) proper record is maintained for this purpose atZonal level! Corporate level.
d) at the end of each month, the total expenditure incurred should be intimated to the HRM Department latest by
7th of the succeeding month for information of the CompetentAuthority.
[REFER: CIRCULAR No. : 33(129)/07-Estt.-399 dated 12.02.2004]
5.. APPROVING AUTHORITY
All HODs at Corporate Office (but not below the E-6 level i.e. GM) are empowered to allow an employee to sit late
beyond office hours or are required to attend office on holidays in the official exigencies of work.
[REFER: CIRCULAR No. : 33(129)/2004-Estt./399 dated 12.02.2004]
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OVERTIME
In order to exercise utmost control on engagement of employees on overtime, it was emphasised to compensate the
employees including the exempted categories like Drivers & Chowkidars by grant of compensatory leave.
However, where it is beyond control to engage the employees on overtime, the payment of Overtime wages shall be
regulated as under
Exempted categories like Drivers & Chowkidars shall be paid overtime wages, subject to a limit of 100 hours I
months. Overtime engagement beyond 100 hours shall be compensated by grant of compensatory leave
only. Where under exceptional circumstances, drivers and chowkidars are required to be engaged on
overtime beyond 100 hours, prior approval of Directors shall be mandatory subject to provision of CTC. In
case of Corporate Office, RBG's /SBG's I Zonal Offices, overtime wages shall be paid subject to budget
provisions.
2. Where, under exceptional circumstances, employees other than drivers & chowkidars, are required to be
engaged on overtime, the Unit Incharges must obtain approval of Director(Projects) subject to provision of
CTC I Budget Provisions.
3. The RBGs concerned must ensure that the proposal for payment of overtime allowance to the exempted I
non-exempted categories is based on a properjustification and not as a matter of routine.
4. Bills on account of overtime wages in respect of the exempted as well as non-exempted categories duly
approved by the Competent Authority shall be forwarded to the Salary Section in Head Office, for making
payment through the pay bills, as notified.
GENERAL CONDITIONS
(a) Overtime wages shall be paid for engagement beyond 9 hours a day or 48 hours in a week whichever more
favourable to the employee.
(b) Lunch Break :Actual time taken for lunch break shall be included in the span of duty hours.
(c) Span of duty — span of duty shall be deemed to have commenced at the time employee reports for duty and
not the schedule time of reporting.
(d) Overtime duty shall not exceed six hours on any working day.
(e) When a driver cannot return to his headquarter same day and the journey involves absence of at least for one
night or more, he will be entitled to daily allowance admissible to him and not the overtime allowance.
(f) As the duties of drivers are intermittent, no Overtime wages shall be admissible if they are required to be on
duty during lunch interval.
(g) When a driver is detained for duty at odd hours, and has hardly any time left to rejoin his duty in time after
going home, and finishing his meals, he may be granted the normal Overtime allowances provided the
intermittent period is less than 1 1/2 hours.
(h) RBGlSBGlZonal-in-chargeslUnit-in-charges should ensure economy and cooperate in streamlining the

payment of overtime wages in the Corporation.
[REFER: CIRCULAR NO. : 6(4)/2004-Pers.-2001 dated 02.08.20051

CHAPTER - VII
EMPLOYEE INCENTIVE SCHEMES
1. FAMILYPLANNINGALLOWANCE
2.
3. IlTT 1'-c c -1I'-i il'1IL c4 -1lI'Ic1R
4. REIMBURSEMENT OF ENTRANCE I ANNUAL

MEMBERSHIP FEE OF PROFESSIONAL INSTITUTION
5. HONORARIUM FOR ARTCILES TO BE PUBLISHED IN

THE NBCC NEWS BULLETIN
A Navratna CPSE
"FAMILY PLANNING ALLOWANCE"
1. OBJECTIVE
The Scheme is introduced with a view to promoting Family Planning on a voluntary basis among the employees of
the Company.
2. ELIGIBILITY
2.1 The regular employees of the Corporation or their spouse who had undergone sterilization for adopting small
family norms are being allowed the benefit in the form of Family PlanningAllowance.
3. FINANCIAL INCENTIVES
3.1 The employees of the Company or their spouse who had undergone sterilization for adopting Small Family
norms are allowed the benefit in the form of Family Planning Allowance at the revised rates as indicated
below which is related to (i) the Grade Pay in case of employees under CDA pattern pay scales and (ii) the
revised IDA pay scales in case of employees under IDA Pattern pay scales corresponding to the post against
which the employee concerned had initially earned or will earn the Family Planning Allowance. The revised
rates are effective from 01.09.2008.
S. Pre-revised CDA Post Revised CDA Grade Pay Pre-Revised IDA Family Planning
No. Pay Scale Pay Scale Pay Scale Allowance
1 2550-55-2660-60-3200 4470-7440 1300 4500-5950 Pay Scale Rs. 210

under revision
2 2650-65-3300-70-4000 4470-7440 1400 4575-6200 do Rs. 210
3 2750-70-3800-75-4400 5200-20200 1800 - do Rs. 210
4 3050-75-3950-80-4590 do 1900 4700-6500 do Rs. 210
5 3200-85-4900 do 2000 4700-6550 do Rs. 210
6 4000-100-6000 do 2400 4975-7125 do Rs. 210
7 4500-125-7000 5200-20200 2800 5400-7925 do Rs.250
8 6500-200-10500 9300-34800 4200 6550-200-11350 12600-32500 Rs.400
9 8000-275-13500 9300-34800 5400 8600-250-14600 16400-40500 Rs.550
10 10000-325-15200 15600-39100 6600 10750-300-16750 20600-46500 Rs.650

(DPM andequivalent (DPM and equivalent
posts in other cadres) postes in other cadres)
11 10000-325-15200 do do 13000-350-18250 24900-50500 Rs.700

(PM and equivlent (PM and equivalent
posts in other cadres) posts in other cadres)
12 12000-375-16500 do 7600 14500-350-18700 29100-54500 RS.750
13 14300-400-18300 (AGM) 37400-6700 8700 16000-400-20800 (ACM) 32900-58000 Rs. 800
14 14300-400-18300 (GM) do do 17500-400-22300 (GM) 36600-62000 Rs. 800
15 16400-450-20900 do 8900 18500-450-23900 43200-66000 Rs.900
[REFER: CIRCULAR No. : 36(2)/2009-Estt.I1963 dated 11.06.20091
245
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3.2 The Group 'C' & 'D' employees in IDAICDA pattern pay scale in the regular establishment of the Corporation who or
their spouse undergo sterilization for adopting Small Family norms shall be allowed the benefit in the form of Family
Planning Allowance as per the guidelines issued by Government.
S.NO. PRE - REVISED IDA RATE OF FAMILY

PAY SCALE PLANNING ALLOWANCE
1. 6750/- Open ended Rs.210/-
2. 7020/- Open ended Rs.2101-
3. 7300/- Open ended Rs.210/-
4. 7590/- Open ended Rs.210/-
5. 7890/- Open ended Rs.210/-
6. 8210/- Open ended Rs.210/-
7. 9760/- Open ended Rs.250/-
8. 5200-20,200 (CDA) [with all Grade Pay] Rs. 210/-
[SOURCE : CIRCULAR No.: 36(2)/2013-HRM/88 dated 05.01 .2013]
4. The Performa of certificates of sterilization and undertaking to be given by an employee are as under:-
I. CERTIFICATE OF STERILIZATION
I, Dr. hereby certify that I have conducted Vasectomy I Tubectomy operation

of Shri I Smt. husband / wife of Shri / Smt.
employed as in at on
A sperm count was undertaken on and on the basis

thereof it is certified that the Vasectomy Operation has been completely successful.
Place Signature
Date Stamp
II. UNDERTAKING TO BE GIVEN BYAN EMPLOYEE
I/my spouse have I has undergone Vasectomy I Tubectomy Operation at

on necessary sterilization certificate issued by is enclosed. In case, I / my
spouse have to take resort to recanalisation for any reason whatsoever I undertake to report this fact forthwith to
the Corporation.
I also certify that my wife Smt. is not pregnant on this date. (for male employees only)
Signature
5. GENERAL
In case of any doubt with regard to any provisions of the Scheme and also in respect of cases I matters not
covered herein, the same should be referred to H.R. Department for decision I clarification.
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(2) n-?t 31TT, , 1I1, 3IT '.i cbI) ctiR * T9 T2T1T ') * 4i T
(3) Il1 I* TcI') cP4IRu1*fr) I
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Constitution of the Union of India - Part - 17, Article 343. Official language
The official language of the Union shall be Hindi in Devnagari script. The form of numerals to be used
for the official purposes of the Union shall be the international form of Indian numerals.
Extract from Section 3(3) of Official Languages Act, 1963
(3) Not withstanding anything contained in sub-section (1) both Hindi and the English language
shall be used for-
(i) resolutions, general orders, rules, notifications, administrative or other reports or

press communiqués issued or made by the Central Government or by a Ministry,
Department or office thereof or by a Corporation or Company owned or controlled by
the Central Government or by any office of such Corporation or Company;
(ii) administrative and other reports and official papers to be laid before a House or the
Houses of Parliament;
(iii) contracts and agreements executed, and licences, permits, notices and forms of
tender issued by or on behalf of the Central Government or any Ministry, Department
or Office thereof or by a Corporation or Company owned or controlled by the Central
Government or by any office of such Corporation or Company.
As per Section 3(3) of the Official Languages Act, 1963 the following are covered in general
orders :-
(1) all orders, decisions or instructions intended for departmental use and which are of
standing nature;
(2) all such orders, instructions, letters, Memoranda, Notices, etc. related to or intended
for group or groups of Government employees;
(3) all circulars whether intended for departmental use orfor Government employees.
248
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1iT1Tqr (-i ji'-j'i* f -u1 1I) Pkfl-1, 1976
PRH-I 2 () "" Ik, [4UJt 1itii i- r ikr, im- m 'i

iti l 1I 3t 1 cp 'T F€?H 1~ TT 3l11t *;
() "" iiIc1, I'cI 3ft '-1'iiIl Tr3ft 1HIc, R[ c1 NT?-II cicI 1 '-lfl'
'I'1
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31fttT I
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(i) c ct4ti') f% ici cti-i ft rr fr '-ictc1I 'zi1 -I

3TtE-1T Tt f) ii 1 c icr.i -cci c
(4) 'Pi1(i) fth ii* cti, &rr TT iI &fTJ c
qY. .cpçj) * ii1 II f f 3c)uicii Wc qu fl . LJuI
3R Iic i'i * f, 'si'1 &iT fc 'iii, ft CM frr

'lRII I
4-j 10 (2) ZFf cc'k ctk * 1b.i'1 cM.L1Ic T? cp C1kI CtIIRj) /&ftrEwrft it
ft crl 1I'1 W[ c fR1T * cI) cbIlIc * * *'-H'c1-1I -k
d -i1I lii Rb '-i ft CM 1TFTEI5 1N1 1TT ct fR1T* I
10 (4) * ff[ cl ç ) * 3TF1 .WIc1 ctiiR / &fift ft ctI
1I'1 w cb fIT *, '3'1 CI '1t1 i'i f5T 'iIIL) I
T1 Cc 'd'crk ct) ii * Rb Rb) ct,Ii1c f cpI

&r ii ct4ziiRii ctJ iR1ici f c1l' —1m (2) R1I1L .I?IIc1
RIt *, c1) ci I'ji 3if JTT ')Ic1 ct cbci'1 *i*3EM CMI(Y j
&f cti'L11cii T1 'ilIII I
249
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Official Language (for Official use of the Union) Rules, 1976
Rule 2 (f) "Region A" means the States of Bihar, Jharkhand, Haryana, Himachal Pradesh,
Chattisgarh, Madhya Pradesh, Rajasthan, Uttar Pradesh, Uttaranchal and Andaman
and Nicobar Islands and the Union Territory of Delhi;
(g) "Region B" means the States of Gujarat, Maharashtra and Punjab and the Union
Territories of Chandigarh, Daman & Diu and Dadra & Nagar Haveli;
(h) "Region C" means the States and the Union Territories other than those referred to in
clauses (f) and (g).
Rule 8 Noting in Central Government offices
(1) An employee may record a note or minute on a file in Hindi or in English without being
himself required to furnish a translation thereof in other language.
(4) Not withstanding anything contained in sub-rule (I) the Central Government may
order, specify the notified offices where Hindi alone shall be used for noting, drafting
and for such other official purpose as may be specified in the order by employees who
possess proficiency in Hindi.
Rule 10 (2) The staff of a Central Government Office shall ordinarily be deemed to have acquired a
working knowledge of Hindi if eighty percent of the staff working therein have acquired
such knowledge.
Rule 10 (4) The names of the Central Government Offices, the staff whereof have acquired a
working knowledge of Hindi, shall be notified in the Official Gazette.
Provided that Central Government may if it is of opinion that the percentage of the staff
working in a notified office and having a working knowledge of Hindi has gone below
the percentage specified in sub-rule (2) from any date, it may, by notification in the
Official Gazette declare that the said office shall cease to be a notified office from that
date.
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11 1Ic1l'., 1h?U 1&RT '-UIc, cQs1'1 i-ifl 3IT1—
(i) ki ctI' * ci'i1i'ii titfr r-1r -i1ii 1i 4i'r ii1 fr
3ft 31t 1I[ct FTftt, ,Ic1 zff fii llLII 3ft criIici f1T
'jllLII I
(2) ct'-c 1ct'I * fb sI fi \ilI c1IcI i-c'1 c IY 3ft( itcr fr
(3) 'dcPk * f5# ctk1Ic1Ll s-u1i * fr r?r -ii-i, 1\ lI i-tw-t -i

41 3ft3T11i) m1) jci
tp zff -1 cjI 3Ic1cP -11c) * ci'1 i 1TThT 1T 1Eii i3ITT 1T C5 'Hcbk

*f ctR1Ic4 cp P *91T 1b) c) *1
PFLI4-1 12 3Ic1'1 ctl 3c[cc1 —
(i) s1'i 1cPI' * cIcP cIIc1 * k-lPict WTT cPI -I \ cIIlcc1 '1II 1
(I) PI1ci cp (2) *

fi -jRiici ioi'-i ti
(ii) *frc r1Ic1ctI si1ti * frc iii
(2) 3fff?Tf 3ftS * * 1-ct * fi &r ct4iiR

cPRIIc c 1— cct Pi c *
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Rule 11 Manuals, codes, other procedural literature, articles of stationery etc. —
(1) All manuals, codes and other procedural literature relating to Central Government
offices shall be printed or cyclostyled, as the case may be, and published both in Hindi
and English in diglot form.
(2) The forms and headings of registers used in any Central Government office shall be in
Hindi and in English.
(3) All name-plates, sign boards, letter heads and inscriptions on envelopes and other
items of stationery written, printed or inscribed for use in any Central Government
office shall be in Hindi and in English.
Provided, the Central Government may, if it is considered necessary to do so by

general or special order exempt any Central Government office from all or any of the
provisions of this Rule.
Rule 12 Responsibility for compliance
(1) It shall be the responsibility of the administrative head of each Central Government
office:-
(I) to ensure that the provisions of the Act and these rules are properly complied
with; and
(ii) to devise suitable and effective check points forthis purpose.
(2) The Central Government may from time to time issue such directions to its employees
and offices as may be necessary for the due compliance of the provisions of the Act
and these rules.
252
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1. fr 4c1IuR1I — f51 t4ii) * - ii 'iiIII f w * if

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ct c1ct f f j;
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2. fr i — ft i- -i iiii 1 ct?
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c 3u1 cf) *;
c c ç) *; Zff
uu i 1I1IT[ctf1RlT*I
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DEFINITIONS
1. Proficiency in Hindi -An employee shall be deemed to possess proficiency in Hindi

if:-
(a) he has passed the Matriculation or any equivalent or higher examination with
Hindi as the medium of examination; or
(b) he has taken Hindi as an elective subject in the degree examination or any
other examination equivalent to or higher than the degree examination; or
(c) he declares himself to possess proficiency in Hindi.
2. Working knowledge of Hindi - An employee shall be deemed to have acquired

working knowledge of Hindi if he has passed:-
(I) the Matriculation or an equivalent or higher examination with Hindi as one of

the subject; or
(ii) the Pragya examination conducted under the Hindi Teaching Scheme of the
Central Government or when so specified by that Government in respect of
any particular category of posts, any lower examination under that Scheme; or
(iii) any other examination specified in that behalf by the Central Government; or
(iv) if he declares himself to have acquired such working knowledge.
254
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1f
(i) f]T[, ii 1?-i1ct 24.11.95 cDI. 1t. f[O 12O21/5/95—T.'{F. (rdo ii)
c &ftI c) f—t Tt (1ik ) I
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3T ik I f
2. 1'IIc / 11TT &crt T"Th1[ T T1T 3FR1 cPRlIc1 cbS) 3Ic1ct 31'I Tht
f4 c4 CCIC *fr c1)ci' c
3. tIc cpII'1 IIN
(2) ij'nqT fTPT, -i2IIc1'-I [?'1Icl 26 LfrCI1, 1988 cfl. 1f. TO 14O34/15/87—T.IT.
(.i) \3UI -
t[ ct)I f I
TPITT 1I, 1976 * 3 3T1E ck{ * "" ""
fNi1-? ic -il/f 3T1:T?J
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3IcIcr. *
2. T5TITT PI1-I, 1976 ct) \3LH.cc1 IfR- ~T1 cPI 3ILIIc1'1 Tt I T1 '1 Hcic1I *
'ii iRb c) 'ccl I TE1 Tf I 1 [ LI I I ' f5iT 'i I
31t '31I LI -1 ciI \crI '31' fr ii'
(3) TRTqJ fij, Ij Ic1LI * I'IIct 21 1992 cl cbI.1I. T. 12O24/2/92-T.Th (-2) -4

-
1FThIT RLI c c) * Rb wtrt
'31" f ii r1T [ LIIt1I TRTT PN-1 cllillcl

3[IIc1I3 cI [ LIIc1 f5T 'II'. 3ft "'T" fTT cfl cfI
clRlIr) TFT t ft LIIt1I'c Cf1 RI'-II 'JII'. I 'i[Ri RILtIRI *f
cpI TT 3ft "" cb'1 *1t 'ilI clIc ciI' 11II) JII
3ft "IT" c) I
255
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ORDERS REGARDING OFFICIAL LANGUAGES POLICY
(1) Extracts from O.M. No. 1202115195-O.L. (Imp.II) dated 24.11.95 of Ministry of
Home Affairs, Department of Official Language regarding printing of manuals,
forms, codes, etc. bilingually (in dig lot form).
All forms, manuals, codes, etc. should be printed bilingually both in Hindi and
English (in diglot form). Hindi headings should come first followed by English
headings on the forms. The type used for Hindi letters should not be smaller in
size than that used for English letters.
2. All Ministries/Departments may issue necessary instructions to the presses

and other offices under their control that they should not accept any material for
printing in English only.
3. Instructions have been issued by the Ministry of Urban Development to the

Publication Directorate that codes/manuals etc. should be accepted for
printing only when they are in bilingual form.
(2) Extracts from O.M. No. 14034115187-O.L. (A-I) dt. 26 Feb' 1988 of Ministry of
Home Affairs, Department of Official Language regarding reply in Hindi of the
letters received in English.
Under the provisions of Rule 3 of the Official Language Rules, 1976, it is

required that all Ministries/Departments/Offices/Undertakings/Companies,
etc. of the Central Government located in Region "A" and "B" should
correspond with the States or Union Territories or the offices under their control
located in Region "A" in Hindi.
2. The aforesaid provisions made under the Official Language Rules, 1976 can
be complied with properly only if original correspondence with the State
Governments and the administrations of the Union Territories in Region "A" is
done in Hindi and even if a letter is received in English from them it may also be
replied to in Hindi.
(3) Extracts from O.M. No. I 2024/2/92-O.L. (B-2)-4 dated 21 July' 1992 of Ministry of
Home Affairs, Department of Official Language regarding correspondence in
Hindi.
The Committee of Parliament on Official Language in the fourth part of its

report has recommended that the letters received in Hindi should, invariably be
replied to in Hindi and the bindings laid down in the Official Language Rules
relating to original correspondence should be fully complied with and the
quantum of correspondence in Hindi with the Central Govt. Offices located in
Region "C" should also be increased. The Committee has also recommended
that the telegrams issued by the Central Govt. Offices to the Offices located in
Regions 'A' & 'B' should be in Devanagari Script and a beginning be made to
send telegrams in Hindi in Region 'C' as well.
256
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ciilk ctI&i ff c) FF 'jjj 'c
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(-2)-6 - -.\j' 3ft cfI3I'1 i1ct 111z1I I
1. 3P1TT &r Ri ftqiRi * Rb - (i)
'3cl&T 1-i) 911 i1 * 1z cb4lIRui cf'1 cfi cictifI

i)cr 1T tn1 11i zii1 I (2)
jj cJIc 1bIb 4' 1ç 3[c4 fj 'jlIL I
2. i11 c ft4IR * tift 1ic /fpff 311f 3TT * f

Pi1tici c { (i) f ctci cHcI
1l'-c'i / cu R-c1cI3t 1I f 'ilR f c ç
rir f c) I (2) cç q
31c1I.L1 ft JIIt. I
(5) mipiiqi fTT, - 1Io1' -1 R -iict 6 1992 * 4'I.1I. T. 12O24/2/92—[Th (-2)
\3cI - \jiltl CP1I
1. 1TFff q)J cf * Rb cç
411lcri I fi'iir tcj \3'1ct 'd - I 3T1@T cbIIcVi / '3'-icfr- / PHI- 3I1f
PVH-1, 1976 Z 1LI 12 S.1cct cfIJcfLl * IN.lPlct ETftE, TT1TT &ffRPT,
1963 3ft 3C 3Tec1f T9T IL * 4 Rc1 3HIc1'1 f - 'Ji1t1 f*
3 4- cI') cI i1ccp LIcI1 qiit tcM1Ic1Ilc) i
TftTc I
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257
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2. In the perspective of the above recommendations of the Committee, all the

Ministries/Departments are requested that they should take concrete steps to
increase Hindi correspondence in their Ministries/Deptt./all the
Attached/Subordinate Offices/Undertakings/Corporations etc. in order to
achieve the targets mentioned in theAnnual Programme.
(4) Extracts from O.M. No. 12024/2/92-O.L.(B-2)-6 dt. 21 July' 1992 of Ministry of
Home Affairs, Department of Official Language regarding Headings and Entries
in the Registers and Service Books.
The Committee of Parliament on Official Language in the fourth part of its

report has recommended that (1) the headings of the registers available in all
the Govt. Offices and of the service books of all categories of Officers and
employees should be bilingual and the entries therein should be made in Hindi;
(2) the addresses on the envelopes to be sent to regions 'A' & 'B' should,
invariably, be written in Hindi.
2. In the perspective of the recommendations of the Committee of Parliament on

Official Language, all the Ministries/Departments are requested to ensure that
(i) the entries in the registers/service books to be maintained in the Central
Government Offices located in Regions "A" & "B" be made in Hindi and such
entries in the offices located in region "C" as far as possible be made in Hindi.
(ii) addresses on the envelopes to be sent to regions "A" & "B", invariably, be
written in Hindi.
(5) Extracts from O.M.No. 12024/2/92-O.L.(B-2) dated 06-04-1992 of Ministry of

Home Affairs, Department of Official Language regarding establishment of
check points.
Committee of Parliament on Official Language in Fourth Part of its report has

recommended that according to Rule 12 of Official Language Rules, 1976, the
Administrative heads of all Ministries/Departments and their
attached/subordinate offices/undertakings/corporations etc. may discharge
their responsibility effectively regarding devising of the check-points for
ensuring appropriate compliance of the Official Languages Act, 1963 and the
provisions made thereunder and thus, may establish various check-points in
an effective manner.
2. In the perspective of the above mentioned recommendation of the Committee

of Parliament on Official Language, all the Ministries/Departments are
requested that they may establish the following check-points for the
progressive use of Hindi and to ensure compliance of Official Language
Rules:-
258
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() 14I4l tt4cI 1ii
UT &11T c 'iIH 4'1I-1I 'ilI' 3ft IItc1 fir 'ilI

jjJ; clic 1I9I4 I
fw 3-T1TJ cptiiR cT T dcM3r 1R1I cP ctl cPI1 c1I * 3'dcb

&151 c 4 Icft) t{ Rb "" 1T "1" r 511T cb c1Ic 3bTftE /
c Ij {cictt s1I1i f q) jj 4cp cf
'i-r' 114Ti ftr c) "iii / i ci cnci 1cii R-cicti ![1[j cp
(6) F1TT ff1T[, k1L1 1 -lIct 22 '3TT, 2008 'Hctc [. 21034/18/2008— oo (rftro)
— fr rftrrrr
f1TqTf1TT, Ic1 I'IIcI 04 '-1c1l-k, 1991 1C1C-I i's -1I 13015/1/91—T01T0

()cbt
fllILH
(7) fRFT, tIci'-1 1iict 06 1992 cfl. 1I. T. 12012/7/92—T.]T. (—i)

—f imm ffrur I
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ffTIJT t1I c dcI crl t T c1CI11 cbl, f RT4f 'W-Th1 ii tii1 fFf
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T{cflcIIL I
259
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(A) Writing of addresses on envelopes in Hindi
The Despatch section should be made a check-point and it should ensure that
the addresses on the envelopes, meant for dispatch to regions "A" and "B" are
written in Hindi.
(B) Entries to be recorded in the Service-Books
It should be the responsibility of the Officer-in-Charge of the section where the

service books are maintained that the entries in the service books of the
officers/staff working in the regions "A" and "B" should be recorded in Hindi. In
region "C" such entries should be made in Hindi as far as possible. This fact
should be examined at the time of making entry in the Service Books/signing
the Service-Books.
(6) Extracts from Resolution No. 2103411812008-O.L. (Trg.) dated 22nd April, 2008
of Ministry of Home Affairs, Department of Official Language regarding training
in Hindi.
In partial modification of Ministry of Home Affairs, Department of Official

Language's Resolution No. 130 15/1/91-OL(D) dated 4th November, 1991, the
President has now ordered that the employees of the offices located in all the
regions viz. 'A', 'B' and 'C 'would be imparted training in Hindi by the end of the
year 2015.
(7) Extracts from O.M. No. 1201217192-O.L. (B-I) dated 6th May, 1992 of Ministry of
Home Affairs, Department of Official Language regarding imparting training
through Hindi medium.
The Committee of Parliament on Official Language has recommended in the

third Part of Report that all types of training whether it is of short or long
duration should be imparted through Hindi medium so that after having training
through Hindi medium, the employees could be able to do their original work in
Hindi easily.
2. In view of the above, all the Ministries/Departments are requested that all the
instructions regarding imparting training through Hindi medium may be got
implemented fully and the Department of Official Language may be
accordingly informed.
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(8) T'URH fFT, -1le1l * I'IIct 17 1990 41. 1I. T. 13015/1/9O— T.1T. (El)
- ft ci1i /f Ift[ ctj fii 'ilkil I
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ccbul 41I9 c4iI)/cbI[ fri cp c
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(9) Ni']TqJ f1]1T, Ic1 * I'Iicf 5 31T, 1989 cPI. 1I. T. 13035/3/88—T.'ft (T)
f*'- ic141 tif ii-ict'i j: 1~It fr n-ii 11*

fr &f --ici trt 1-II1ct'i ct ') 31fr ,1c1'Lk-iIci Gl'1I?1I xiiI .-1ct 1I 1b
IcP tl c 9 cT lI I2T I'iiTqT 41Q * r c
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261
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(8) Extracts from O.M. No. 1301511190-O.L. (0) dated 17th July, 1990 of Ministry of
Home Affairs, Department of Official Language regarding work to be done in
Hindi by all employees trained in Hindi typing/Hindi stenography.
1. The Committee of Parliament on Official Language has recommended in its

Second Part of the Report that it should be ensured that the services of all the
employees trained in Hindi typing/H mdi stenography are fully utilised.
2. In the perspective of the above recommendation of the Committee, all

Ministries/Departments are requested to encourage the employees/Officers
trained in Devanagri typing and stenography to do the work in Hindi and ensure
the availability of Devanagri typewriters, relevant reference literature, etc. to
these persons.
(9) Extracts from O.M. No. 1303513188-O.L. (C) dated 5th April, 1989 of Ministry of
Home Affairs, Department of Official Language regarding creation of Hindi
posts.
The norms relating to the minimum number of Hindi posts have been reconsidered to
further rationalize them so that the creation of unnecessary posts is avoided without
adversely affecting the implementation of Official Language policy and at the same
time facilitating the creation of necessary posts.
(10) Extracts from O.M. No. 13017/3/90-O.L. (C) dated 26th November, 1990 of
Ministry of Home Affairs, Department of Official Language in the field of law,
original drafting should be done in Hindi and forms should be prepared
bili ngualy.
(A) The committee has recommended that arrangements should be made for
getting all the forms pertaining to contracts, agreements, Licences, Permits,
Notices and Tenders covered by sub-section 3(3) (iii) of the Official Languages
Act translated into Hindi and printed in bilingual form as early as possible so that
these could be issued and made use of both in Hindi and English.
2. All Ministries/Departments are requested to ensure action as above.
(B) The Committee of Parliament of Official Language has recommended that in

the field of law, original-drafting should be done in Hindi so that laws enacted in
Hindi are interpreted in Hindi and decisions written in Hindi.
262
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(ii) IjlmqT f1TT, 1'1Ic1-1 * R'IICt 17 c1I, 1992 ct1. 1l. T.

— * i-t *1IIcLl, iic111Lu) 3ft Iccb')I'1 31Tf cf
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(11) Extracts from O.M.No. 20034153192-O.L.(R &A) dated 17th July, 1992 of Ministry
of Home Affairs, Department of Official Language regarding arrangements for
help/reference literature, glossaries and dictionaries, etc. and purchase of
Hindi Books in the Central Government Offices.
The Committee of Parliament on Official Language has recommended in its

Report (Part IV) that in order to create a conducive atmosphere for working in
Hindi and to facilitate original work in Hindi, books such as English-Hindi, Hindi-
English dictionaries, help and reference-Literature, technical glossaries,
Technical Literature and fine-arts literature should be widely publicized and
distributed free of cost. Besides, fifty per-cent of the total grant, earmarked for
purchase of books should be utilized for purchase of books published in Hindi.
The process of identifying useful books in Hindi should be continuously carried
out by the Department of Official Language and a list thereof should be made
available to all the Ministries/Departments/Offices so that they are able to
purchase Hindi books fortheir libraries conforming to the list.
2. In pursuance of the recommendations of the Committee of Parliament on

Official Language compliance of the above orders should please be ensured in
toto and the action taken be intimated to the Department of Official Language.
(12) Extracts from O.M. No.14012/6187-O.L. (C) dated 16th February, 1988 of Ministry
of Home Affairs, Department of Official Language regarding optional use of
Hindi as medium of examinations for recruitment to the subordinate services
and non-technical posts.
After considering various aspects of this matter, it has now been decided that
the optional use of Hindi be permitted in the examinations conducted on
regional or local basis for direct recruitments to the services and posts of the
subordinate offices of the Central Government and undertakings, banks, etc.
owned or controlled by the Central Govt. located in 'B' region viz the States of
Gujarat, Maharashtra and Punjab and the Union Territory of Chandigarh, in the
same way as is allowed for subordinate offices in Region 'A' vide O.M. dated 6th
Feb., 1976.
2. All the Ministries and Departments of the Central Government are requested to
bring this decision to the notice of all their attached and subordinate offices and
undertakings, banks etc. and ensure its implementation.
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(13) Extracts from O.M No. 13034137197-O.L. (C) dated 2nd June, 1992 of Ministry of
Home Affairs, Department of Official Language regarding option of Hindi in
interviews for recruitments.
The Committee of Parliament on Official Language has recommended that

advertisements for recruitment, bio-data forms and call-letters for interviews to
be sent to the candidates should be both in Hindi and English and in these
communications, not only it should be specifically made clearto the candidates
that they can opt for either Hindi or English in the interview, but he should also
be asked to intimate in writing the language in which he would like to be
interviewed so that the Selection Board might interview him in that language.
The Committee has also recommended that the interview boards should also
be so constituted that the members of the Board should have knowledge of
Hindi.
2. All the Ministries/Departments are requested that they should ensure action
according to the instructions in paras 2 and 3 above and they should also bring
these instructions to the notice of their attached/subordinate offices and
instructions to ensure their compliance.
(14) Extracts from O.M. No.12024/2/92-0.1.. (B-2-3) dated 21st July, 1992 of Ministry
of Home Affairs, Department of Official Language regarding constitution of the
Official Language Implementation Committee and their meetings.
Committee of Parliament on Official Language in the fourth part of its Report

has recommended that Official Language Implementation Committee
essentially, be constituted in all the big or small offices irrespective of the fact
whether the number of staff working therein is more or less than 25 and the
Head of the Office be nominated as its Chairman.
2. In the perspective of the above recommendations all the

Ministries/Departments are requested to bring the above information to the
notice of all attached/subordinate offices/corporations etc. for compliance.
However, all the Ministries/Departments are also required to ensure convening
invariably four meetings of the Official Language Implementation Committee
regularly, (one in each quarter), during a year in their Ministries/Departments
as well as in all their attached and subordinate offices etc.
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(15) Extracts from O.M. No. 1202712179-O.L. (B-I) dated 3rd September, 1979 of
Ministry of Home Affairs, Department of Official Language regarding widening
the functions of the Town Official Language Implementation Committees.
Instructions were issued vide the Ministry of Home Affairs(Department of

Official Language) O.M. No. 1114011112176-O.L. (A-I) dated the 22nd
November1976 thatTown Official Language Implementation Committees may
be set up in the towns having ten or more Central Government Offices. The
Town Official Language Implementation Committees discuss in their meetings
the common difficulties felt in the teaching of Hindi, training in Hindi
stenography and Hindi typewriting, the availability of Devnagri typewriters etc.
The information given in the meeting regarding the measures adopted for the
progressive use of Hindi in the various Offices in the town mutually benefit the
participants. Initially these Committees have been constructed in the towns
located in Hindi speaking areas and in Gujrat, Maharashtra and Punjab.
2. It has been observed that while some of the Committees are active and hold
their meetings more than once a year certain others do not hold their meetings
regularly. It has been decided that meetings of the Town Official Language
Implementation Committees should be held at least twice a year.
3. The functions of the Town Official Language Implementation Committee would

mainly be as follows:-
(1) Review of the postion regarding implementation of the Official Languages

Act/Rules and the orders issued by the Governement of India regarding
the use of Hindi in official work and of the Annual Programme prepared in
that regard.
(2) Consideration of the measures for increasing the pace of Hindi in offices
of the Central Government located in the town.
(3) Review of the position in regard to the availability of reference literature in

Hindi, Hindi typewriters, typists and stenographers, etc.
(4) Consideration of the problems relating to Hindi, training in Hindi

typewriting and Hindi stenography.
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(16) Extracts from O.M. No. 20034153193-O.L. (R&A) dt. 28th May, 1993 of Ministry of
Home Affairs, Department of Official Language regarding organizing Hindi
Workshops/Seminars/Conferences and All India Official Language
Conferences.
The Committee of Parliament on Official Language constituted in pursuance of

Section 4 of Official Language Act, 1963 have made the following recommendations
in their Report (Vol. IV) on the subject mentioned above :-
(A) Seminars, Conferences, Workshops, etc. may be organized from time to time
for bringing out a change in the attitude of the Officers/Employees and for
imparting them comprehensive knowledge regarding the Official Language
Policy.
(B) All the Ministries/Departments may organize All India Official Language
Conference once in a year. In this context, it is requested that all the
Mi n istries/Depa rtments/ Offices/U ndertaki ngs/ Corporations
/Banks/Institutions of the Government of India should comply with the
recommendations made by the Committee of Parliament on Official Language.
(17) Extracts from O.M. No. 14025/2191-O.L.(D) dated 20th April, 1992 of Ministry of
Home Affairs, Department of Official Language regarding organizing Hindi
Workshops.
1. On the subject mentioned above, the Committee of Parliament on Official

Language in its Report (Part-IV) has recommended that Hindi workshop
should be organized regularly during the next 5 year in the context of
recommendations made in Part-Ill of their report so that the officers/employees
could overcome their hesitation of doing work in Hindi and every Hindi knowing
employee could participate in these workshops at least once in a year and
could get an opportunity for the practice of doing work originally in Hindi.
2. All the Ministries/Departments are requested to ensure the implementation of

the directions given in the Department of Official Language Office
Memorandum dated 31.12.1991 with reference to the recommendations of the
Committee of Parliament of Official Language made in its report (Part-lV). This
information may also be given to all the attached/subordinate
offices/Corporations/Bodies under your control and the Department of Official
Language may be informed about the progress made in this regard.
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(18) Extracts from O.M. No. 20034/53/92-0.1.. (R&A) dated 17th July, 1992 of Ministry
of Home Affairs, Department of Official Language regarding publication of the
Govt. publication etc. in bilingual form.
1. The Committee of Parliament on Official Language constituted in pursuance of

Section 4 of the Official Languages Act, 1963, have made the following
recommendation in their Report (Part IV) on the above subject:-
"The Ministries/Departments/Organisations etc. of the Govt. of India should

not bring out publications in English alone but only in bilingual form. The
number of printed Hindi publications should not be in any way, less than the
English ones and in the bilingual publications, the number of pages for Hindi
should not be less than that of English and new original publications may be
brought out in Hindi."
2 In this regard it is mentioned that according to the provision of Rule —11 of the
Official Language Rules, 1976 all procedural literature is required to be
printed, cyclostyled and published as the case may be both in Hindi and
English in diglot form. Besides, under the provision of Section 3(3) of the
Official Languages Act, 1963 (as amended 1967), all administrative and other
reports should be brought out positively in both Hindi and English.
3. In this context it may kindly be ensured that the decision taken on the
recommendation of the Committee of Parliament on Official Language is fully
complied with and required check-points be devised so that publications
mentioned under Section 3 (3) of the O.L. Act are published in diglot form only
and any other publication is neither published in English alone, nor the number
of copies of the Hindi version is less than that of English one. These orders may
kindly be endorsed to all the attached/subordinate offices, Undertakings,
Corporations and Commissions etc. for compliance and this Department may
also be apprised of the action taken in this regard.
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(19) Extracts from O.M. No. T11401111196-O.L. (Policy-I) dated 17th July, 1996 of
Ministry of Home Affairs, Department of Official Language regarding making
house magazine/news-letters more useful and effective.
After due consideration on the subject mentioned above it has now been
decided that wherever house-magazine and news-letters are published only in
English, it will be obligatory to publish these bilingually (in Hindi and English).
Bilingual house-magazines/News-letters should have equal allocation of
pages for the two languages and they should be brought out in one single
cover and name. The design of the cover-page should also be bilingual. In
these publications, information including information regarding the working of
the organizations/offices, should be published in both the languages uniformly.
2 In areas, where regional Languages are also being used besides Hindi and
English, the magazines may also be brought out trilingually. The trilingual
magazines should also be brought out under a single cover and should be
ensured that their cover designs are trilingual and that printed pages, in all the
three languages (Regional Language, Hindi and English) are more or less
equal.
(20) Extracts from O.M. No. 14034/4/92-O.L. (A-I) dated 26.8.1992 of Ministry of
Home Affairs, Department of Official Language regarding obligatory
publication of telephone directories in Hindi and English
It is obligatory that Department of Telecommunications publish Hindi and English

versions of telephone directories simultaneously. Telephone offices in different cities
in regions 'A' and 'B' should publish Hindi versions of telephone directories before the
publication of English versions. A coupon, as it is affixed at present, on a separate
paper in different colour, both in Hindi and English languages may be prepared and
affixed on both the versions of the directory, wherein it may be asked whether the
subscriber would like to obtain the next telephone directory in Hindi or English. From
the very beginning in regions 'A' and 'B', both the versions are published in equal
numbers or in the ratio of 40 : 60 in Hindi and English and in the ratio of 30 : 70 in region
'C' in the beginning (later on, according to needs, in region 'C', the number for both the
versions may be made equal).
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(21) Extracts from O.M. No. T/2003411178-O.L. (A-I) dt. 24th April, 1978 of Ministry of
Home Affairs, Department of Official Language regarding review of the material
submitted to the Committee of Parliament on Official Language and removing
the deficiencies.
Ministries and Department should obtain from their respective attached and
subordinate offices, a copy of the information furnished during inspection, by those
offices in reply to the questionnaire of the Committee of Parliament on Official
Language set up under Section 4 of O.L. Act, 1963 and they should also examine it
themselves and take necessary steps to remove the deficiencies. At the time of
inspection of the offices by the sub-Committee the representative of the
Ministry/Department concerned should also be present so that action could be taken
to remove the deficiencies.
(22) Extracts from O.M No. 12015/1O1/2004-O.L.(Tech.) dated 16.12.2004 of Ministry

of Home Affairs, Department of Official Language regarding providing Hindi
Training to the Govt. officers and employees through Internet.
Recommendation No. 11.10.28 of the part VI of Report of the Committee of

Parliament on Official Language : There is a need to increase Hindi training
facilities for Govt. officers/employees. Special video/audio cassettes may also
be developed for training.
2. Order: "This recommendation of the Committee has been accepted. Free of

cost training through Internet may be arranged. Department of Official
Language may take an appropriate action in this regard."
3. Material for self study of Pragya level on "Lila Hindi Prabodh", "Lila Hindi
Parveen" "Lila Hindi Pragya" through English, Kannada, Malayalam, Tamil and
Telegu medium, is available free of cost on the portal of Department of Official
Language. The address of Department of Official Language portal is
www. raj bhasha. n ic. in.
4. In view of this decision all Ministries/Departments, etc. are requested to impart

Hindi Training to all the officers/employees.
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REIMBURSEMENT OF ENTRANCE I ANNUAL MEMBERSHIP FEE OF PROFESSIONAL

INSTITUTION
1.0 TITLE
To encourage the executives of the Corporation to expand the horizon of their professional knowledge and acquire
professional status, a scheme has been devised by the Corporation for reimbursement of entrance / annual
membership of professional institutions has been evolved.
The Salientfeatures of the scheme are:
1. Executive of the level of Chief General Manager and above are entitled to reimbursement of entrance fee of
three professional institutions.
2. Officers of the level of Assistant Manager up to General Manager and corresponding designation in other
disciplines are entitled to reimbursement of entrance/yearly membership fee of two professional institutions.
3. Employees at the level below of Assistant Engineer (Civil)/(Electrical)/(Mechanical), ADO/AO, Asstt.

Planner/Dy. Architect are entitled to become membership of any of professional Institution related to their
professional which are recognized underthis scheme.
4. Asstt. Engineer Gr.I, Institutions of Engineers (I), Electrical/Mechanical only.
2.0 OPERATION OF THE SCHEME
1 Reimbursement of the entrance /annual membership will be allowed as and when employees make payment
subject to the condition that such payment is admissible only on annual basis.
2 Reimbursement of entrance fee/annual membership fee will be made on production of payment receipt.
3 Applications in the prescribed Performa at Annexure A for reimbursement other than those of Divisional
Heads/Zonal Heads satisfying the requirements are required to be routed through proper channel and sent to
the Chief General Manager (HRD)forfurther action.
3.0 LIST OF RECOGNISED PROFESSIONAL INSTITUTIONS
1 All India ManagementAssociation and Local ManagementAssociation Affiliated to it
2 Indian Institute of Materials Management
3 National Institute of Personnel Management
4 Institute of Chartered Accountants of India
5 Institute of Internal Auditors
6 Public Relation Society
7 Institute of Engineers India
8 The Institute Of Company Secretaries of India
9 Institute of Electronics and Telecommunication Engineers
10 Institute of Cost and Work Accountants of India
11 Computer Society of India
12 Indian Roads Congress
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13 Institution of Surveyors
14 Indian Law Institute
15 Indian Concrete Institute
16 Indian Water Works Association
17 Indian Association for Environmental Management
18 Institute of Town Planners
19 Indian Society for Training and Development
20
21 Indian Society for Trenchless Technology
The Registrar, Council ofArchitecture, India Habitat Centre,
Core No.6-A, 1st Florr, Lodhi Road, New Delhi -110 003.
22.
23 International Council of Consultants, New Delhi
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HONORARIUM FOR ARTCILES TO BE PUBLISHED IN THE NBCC NEWS BULLETIN
NBCC being a Construction major and a Navratna CPSE under the Ministry of Housing and Urban Affairs is bringing
NBCC news Bulletin (Four quarterly and one Annually) with the objective of dissemination and propagation of modern
management concepts and analytical techniques aimed at facilitating the pursuit of excellence in construction filed. The
NBCC News apart from the events, new initiatives etc, about the company covers the subjects related to use of new
technology in construction filed, project management, sustainable development business management, etc.
In addition, we wish to reach large number of readers and subscribers. Therefore, we are anticipating your participation as
an author for your valuable contribution in the form of articles on the above-mentioned subjects to be included in NBCC
NEWS. If the article is published in the magazine, an honorarium amounting to Rs. 5000/- will be paid to the author.
The article may be sent by email at "innovation @nbccindia.com".
[Refer: Circular No.: NBCC/CGM (R&D)I2O18I1O4 dated 28.03.2018]
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CHAPTER - VIII
WELFARE SCHEMES
1. MEDI-CLAIM POLICY 2019 (FOR REGULAR EMPLOYEES)
2. NBCC MEDICAL BENEFIT CORPUS RULE-2006
3. CONTRIBUTORY VOLUNTARY BENEVOLENT FUND SCHEME
4. ANNUAL MEDICAL HEALTH CHECK-UP
5. MOBILE CONNECTION FACILITIES
6. ISSUE OF SUMMER / WIN ER LIVERIES TO ALL ELIGIBLE "C"
GROUP
EMPLOYEES FOR THE CALENDAR YEAR 2018-19
7. CANTEEN SUBSIDY
8. (1) HOUSING SUBSIDY, (2) INTEREST FREE ADVANCE & (3)
PROOF OF RESIDENCE FOR DRAWL I CLAIMING HOUSING
SUBSIDY/DOUBLE HRA
9. SCHEME OF ADVANCES
10. FAREWELL POLICY
11. GROUP PERSONAL SPECIAL INSURANCE COVERAGE
12. NBCC MERITORIOUS SCHOLARSHIP SCHEME
13. NBCC EMPLOYEES' GROUP SAVINGS LINKED INSURANCE
SCHEME
14. PRESENTATION OF "SERVICE MEMENTO - LONG SERVICE
AWARD SCHEME"
15. GROUP PERSONAL ACCIDENT INSURANCE COVERAGE
POLICY (GPA)
16. ASSISTANCE FOR FUNERAL EXPENDITURE / EX-GRATIA
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"MEDI-CLAIM POLICY -2019"
[FOR REGULAR EMPLOYEES]

NBCC CONTRIBUTORY MEDICAL GROUP INSURANCE SCHEME FOR THE REGULAR EMPLOYEES AND
THEIR FAMILY MEMBERS (AS PER THE SCHEME) FOR THE PERIOD 01 .01 .2019 TO 31.12.2019
1.0 OBJECTIVES OF THE SCHEME
In order to provide medical coverage to the Regular Employees of NBCC (India) Ltd., and their family members (as
per the scheme).
2.0 POLICYCOVERAGE [WHATISCOVERED]
The policy covers reimbursement of Hospitalization charges and / or Out-Patient Department (OPD) expenses for
illness/diseases contracted or injury / sustained by the insured person. In the event of any claim becoming
admissible under the policy, the company will pay to the insured member the amount of such expenses as
reasonably and necessarily incurred anywhere in India, but not exceeding in any one period of insurance of
amounts under the respective category in the TABLE OF BENEFITS UNDER THE SCHEMES — Clause - 7.0.
Presently, NBCC is extending contributory post-retirement medical facilities to all its regular employees.
3.0 ELEGIBLITY FOR COVERAGE [WHO IS COVERED]
3.0.1 All the Regular Employees of the Company who have given their option for availing medical facility from
NBCC Group Medical Policy shall be covered under the NBCC Group Medi — Claim Insurance Policy —
Regular Employees along with their family members as per scheme.
3.0.2 As per policy the following shall be the definition of the Dependent family Members for the purpose of
NBCC Group Medi-claim Policy is defined as under:
Dependent family members include: Parents, sisters, widowed sisters, widowed daughters, minor
brothers, children, step children dependent divorced/separated daughters wholly dependent upon the
employee subject to the following:
(a) Son — Till starts earning or attains the age of 25 years, whichever is earlier.
(b) Daughter—Till starts earning orgets married whichever is earlier irrespective of age limit.
(c) Son suffering from any permanent disability of any kind (Physical or mental) irrespective of age limit
provided he is unemployed and is wholly dependent upon the employee.
(d) Minor brothers or Minor / unmarried sister or widowed sisters, if the father is not alive and wholly
dependent on the employee.
(e) Parents irrespective of their age, if they are wholly dependent on the employee and/or not getting medical
facility from any other source.
3.0.3 Female employee shall have the option to cover natural parents OR in-laws whose income from all
sources is less than Rs 5000/- per month and are fully dependent on the employee. Provided further that
in-laws shall only be considered dependent if the husband is not alive or the monthly income of husband
from all sources is less than Rs 5000/- The choice between natural parents or in-laws needs to be made at
the inception of the cover and no combination or interchange of dependents shall be allowed thereafter.
3.0.4 New born shall get immediate coverage on birth within the overall limit of the"family." Cost of stay for
mother is covered with new born baby's hospitalization treatment.
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3.0.5 The employee(s) whose spouse is serving in any organization (Pvt./Autonomous Body/State
Govt./Central Govt./PSUs etc., shall submit an Undertaking from their Organization where he I she is
working that neither of the two and members of their family (All dependents as per the definition of the
family) shall be availing medical facility from both the sources ata time.
3.0.6 In case of death in harness of an employee, the family of the deceased employee shall continue to avail
the admissible benefits as heretofore during the currency of the policy.
3.0.7 There shall be no limit in the number of children/dependents/age of the dependants foraddition /deletion
in the middle of the policy.
3.0.8 In case of any discrepancy in regard to particulars of the insured/dependents, details as available in the
Service Book/NBCC records shall be final.
3.0.9 Once employee have opted to availing Medical Benefit under Group Medical Insurance Policy, then
employee will not allowed to opt-out in between the Medical Policy Term, otherwise the Individual Medical
Premium amount will be deducted from the salary of employee for the remaining policy period.
3.0.10 In case of regular employees died in harness, all eligible dependents as applicable to in-service
employees shall be included.
4.0 MEMBERS
4.0.1 This scheme is optional in nature and those who opt for this schemewill herein after be referred to as
'members".
4.0.2 Regular employees& their Family Members (as per the scheme) shall be covered through NBCC Group
Medi-claim Insurance Policy for "Regular Employees" (Superannuated / VRS / DH) and their family
members (as per the scheme) for the period 01.01.2019 to 31.12.2019.
5.0 PROCEDURE FOR JOINING THE SCHEME
5.0.1 Benefits under these Policy will be available to only those employees and their families, if any, who elect to
become members by applying in the prescribed manner.
5.0.2 An employee will be admitted as a member of the Medical Scheme only after he/she has been examined
in connection with hislherappointment and found his/herdocuments fit as per criteria.
5.0.3 All retiring employees should get themselves enrolled under the scheme "before their retirement". Under
no circumstances applications for enrolment received after the retirement will be entertained. However,
in case of death in harness, enrolment shall be allowed within 90 days.
5.0.4 All retiring employees shall fillMembership Form [Post-Retirement Medical Scheme] in CAPITAL
LETTERS and submit the same to the Nodal Officer— Medical at their respective offices of RBG's/SBG'sl
Zonal Office's / Corporate Office I Allied Offices designated for administering the Medi-claim Scheme.
This form needs to be submitted to Medical Section along with Cheque towards the contribution of
medical premium [@ Rs.75/- per month in case of Group A& B and Rs.50/- per month of Group C] and
OTHER DOCUMENTS as required.
5.0.5 IssuanceofMedicaICard
1) The Medical Insurance Cards (with or without Photo) are issued by TPAto all the regular employees who are
members of the policy within 30 days of its appointment with us. Till new cards are issued, Old Medical ID Card
will serve the purpose for reference to the TPA for cashless facility. In case of any difficulty please contact Mr.
Shekhar Mahajan, Nodal Officer (Medical), NBCC (India) Ltd., Corporate Office, New Delhi. Contact No.
8130272424/9868850780/011-24367314-17 Ext.1867.
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2) Once regularemployee becomes the member of the policy, the medical premium amount as applicable will be
deducted from monthly salary and deposit the required premium to Insurance Company time to time so as to
employee will continue to remain the member of the policy to avail medical benefits.
6.0 RESPONSIBILITY OF THE REGULAREMPLOYEES
6.0.1 All the Policy Holders are requested thatthey must read the complete policy thoroughly.
It is brought to the notice of all the regular members of the policy that while being the members of the policy, they are
responsible for:
1) Anychangeofaddress/phone numberincase ithappens
2) Correctness of data given in the cashless cards issued byTPA
7.0 BENEFITS UNDER THE SCHEME: The various benefits under the policy are as under:
1) SUM INSURED LIMITS (Hospitalization/Cashless! Day Care! IPD)
2) OPD (GENERAL& DENTAL).
3) OPD (CHRONIC DISEASE)— [with overall ceiling limit of Rs. l5lacs]
7.0.1 SUM INSURED LIMIT(s)incase of Hospitalization / Cashless I Day Care I IPD for various categories of
Regular employees are mentioned as under;
CATEGORY SUM INSURED AMOUNT
[Per Family, PerAnnum]
Board Level Officials Rs. 4.50 Lacs
Group — 'A' & 'B' Officials Rs. 3.00 Lacs
Group— 'C' Officials Rs.2.50Lacs
7.0.2 Coverage Treatment under Cashless! Hospitalization /IPD I Day Care
1. DEFINITIONS[Hospitalization]
CLAIM UNDER HOSPITALIZATION BENEFIT IS ADMISSIBLE ONLY WHEN THE PATIENT IS ADMITTED IN
A HOSPITAL FORA MINIMUM PERIOD OF 24 HOURS.
2. Hospital/Nursing Home means any institution in India established for indoor care and treatment of sickness
and injuries and which has been registered either as a Hospital or Nursing Home with the local authorities and
is under the Supervision of a registered and qualified Medical Practitioner.
3. Hospitalization facility can be availed from any Hospital or Registered Nursing Home in India. However, the
Medi-claim member can avail Cashless Facility under Hospitalization from any other Hospitals also, which are
not empanelled by the TPA. In case, if the treatment taken in non-empanelled Hospital(s), the claim form along
with necessary documents has to be submitted to the TPAfor reimbursement of the same.
4. When treatment! surgeries such as Dialysis, Chemotherapy, Radiotherapy, Ophthalmic Surgeries (Cataract!
Glaucoma Surgeries etc.), Lithotripsy, Laparoscopic surgeries, Microsurgery etc., is taken in the Hospital!
Nursing Home and the insured is discharged on the same day, the treatment will be considered to be taken
under Hospitalization.
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7.0.3 Room Rent: 2.5 % of sum assured. No CAPING applicable in case of condition requiring treatment in ICCU I
ICU & "Other" charges such as doctors fees, blood etc.;
Room Rent Limit

Sum Insured
SI.No Category @2.5%ofSumlnsured
(Rs.)
(Rs.)
1. Board Level Officials 4.50 lacs 11,250/-
2. Group 'A' & 'B' 3.00 lacs 7,500/-
3. Group 'C' & 'D' 2.50 lacs 6,250/-
4. For ICU Treatment

As perActual.
[irrespective of the Group] -
In case a member goes for a higher category room, the consultation charges! investigation charges! procedural
charges! surgical charges/package rates etc. shall be limited to Actual.
No proportionate deduction on above charges shall be applicable.
7.0.4 Day Care:
This covers all medical procedures and treatments or cares which are of the nature of an emergency treatment
which is provided in a Hospital but does not necessitate an admission as an indoor patient. The line of treatment as
recorded in the casualty papers and opinion of the attending doctor may establish the emergency and / or the need
for the treatment and includes treatment for fracture(s) e.g. Bone fractures & dislocation !All bites! injuries caused
by insects and animal! monkey, snake, rat, dog bite and cases relating to cataract operation, radiation,
chemotherapy, dialysis, dengue, Chikungunya shall be payable irrespective of hospitalization provided the
treatment is taken from an authorized doctor (minimum MBBS degree holder). Condition of 24 hrs.&indoor
treatment shall not apply in such cases
7.0.5 In addition to the indicative list of Day-care procedures i.e. where the insured is discharged on the same
day; any other surgeries! procedures agreed to by NBCC, Insurance Company and TPA, requiring less
than 24 hours hospitalization will also be considered under hospitalization.
7.0.6 If the insured person sustains injury or contracts any disease and upon advice of Medical Practitioner, he!
she has to incur Hospitalization Expenses, then the following in hospitalization expenses shall be payable
by the Insurer.
7.0.7 AIIAYUSH treatments —Ayurveda, Yoga &Naturopathy,Unani,Siddha& Homeopathy will be covered
7.0.8 Nursing Expenses - These expenses will be reimbursed subject to specificrecommendation of treating
physician / doctors that patient disease is such which require utmost care by a Nurse
7.0.9 Physiotherapy! Nursing undertaken at home is covered where patient is unable to move to the hospital or
prescribed by the treating Doctor
7.0.10 Expenses on Anaesthesia, Blood Oxygen, Operation Theatre charges, SurgicalAppliances, Medicines
and Drugs, Diagnostic Materials and X-Ray, Dialysis, Chemotherapy, Radiotherapy, Cost of pacemaker,
Artificial Limbs, Cost of organs and similar expenses other than those as specifically stated in exclusion
section of the policy.
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7.0.11 Artificial limbs : The expense on artificial limbs is reimbursable on actual cost basis within the sum
insured on production of necessary bills.
7.0.12 Treatmentfor age related Muscular degeneration with Injection Avastin / Lucentis! Macugen.
7.0.13 Cytotron Therapy! Ozone Therapy !Enhanced External Counter Pulsation Therapy (EECP)! Physio
Therapy! Occupational Therapy! Panchkarma.
7.0.14 Stem cell Transplantation except Haemopoetic Stem Cell Transplant! Bone Marrow Transplant.
7.0.15 Cost of Robotic Surgery! Robotically assisted surgery! medically advanced treatment and femto laser
treatment! stem cell surgery is payable.
7.0.16 External and / or durable Medical ! Non-Medical equipment of any kind used for diagnosis and!or
treatment including CPAP (Constant Positive Airway Pressure), CAPD (Continuous Ambulatory
Poertinial Dialysis), Infusion pump etc. Ambulatory devices, i.e. Walker, crutches, belts, collars, caps,
splints, slings, braces, stockings etc., of any kind Diabetic foot wear, Glucometer / Thermometer,
Hospitalization mobility, equipment used for sleeping disorder and similar relates items etc. and also any
medical equipment which subsequently used at home etc.
7.0.17 Expenses incurred on treatment of external body aids, hearing aid, SpeechTherapyto be paid from SI.
7.0.18 Obesity including Morbid Obesity treatment less than 40 BMI to be payable.
7.0.19 Lasik Surgery for Correction of eye sight.
7.0.20 Psychiatric ailments, genetic disorders and stem cell implantation, sleep apnea, sleep study, sleeping
disorder.
7.0.21 Treatment requiring Intra articular injections & antibody injections such as rituximab, zoledronic acids,
hormonal therapy etc are covered under IPD & OPD.
7.0.22 Expenses incurred on treatment of External congenital ailments.
7.0.23 The treatment of Huntington's disease, Schizophrenia, psychiatric, psychometric or any other mental
diseases or disorder shall be covered under IPD.
7.0.24 Oral Chemo therapy (adjuvant and neo adjuvant) and immunotherapy are also covered under IPD & OPD.
7.0.25 MATERNITY:
(a) Maternity shall be allowed under following ceilings upto two children's only.
i. Caesareandelivery - Rs.1,00,000/-
ii. Normal delivery - Rs. 75,000/-
(b) Under maternity cases, cost of delivery, hospitalization expenses linked either normal or caesarean delivery,
any complication arising in the delivery such as need for forceps delivery will be covered. Major life threatening
complications such as ectopic pregnancy will be covered beyond the maternity add- on limit and within the
overall policy sum assured. Miscarriage or termination of pregnancy on account of medical reasons is also
covered under IPD treatment.
(c) lnfertility!assisted conception procedure are covered
7.0.26 DREADED DISEASE COVER:
Treatment of the following Dreaded diseases will be covered upto the full sum insured of the family of the
employee.
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• Nephritis of any aetiology plus bacteria I renal failure I CKD (Chronic Kidney Disease) requiring
Kidney Transplantation & Dialysis.
• Cerebral or Vascular strokes.
• Open and close heart surgery.
• Malignancy diseases, which are confirmed on Histopathological report.
• Encephalitis (Viral).
• Neuro Surgery.
Total replacement of joints. Liver disorder (Hepatitis B & C) associated with complications like Cirrhosis of Liver.
Grievous injury including multiple fractures of long bones, head-injury leading to unconsciousness, 100% burns,
injury requiring artificial ventilator support plus vertebral column injury.
7.1 OTHER IMPORTART POINTS REGARDING IPD I CASHLESS! HOSPITALIZATION
7.1.1 CORPORATEFLOATER
The fund limit upto Rs.50 (Fifty)Lakhs for the Policy period i.e. 01 .01 .2019 to 31.12.2019 will be kept
reserved as Corporate Floater which could be used for reimbursement of medical expenditure (Cashless)
of Regular employees whose sum Insured Limit has exhausted during the Policy period. The floater
amount available underthis feature to the family will be 100% of sum insured.
In case, the expenses exceed the limit, as per the provision under the Policy the Insured person can draw
upto 100% Corporate Floater Amount [first cum first basis within the fund limit] with the approval of
Principal Nodal Officer (Medical), NBCC (India) Limited.
7.1.2 COST OF TRAVEL ON EMERGENCY REPATRIATION
Emergency repatriation (by land I by air) will be allowed upto a limit of Rs.50,000/- per illness I insured
person within the limit of sum insured.It is further clarifies that in the event of Insured Person falling sick
and requires hospitalization outside the city / town / village, where treatment of the insured person is not
possible due to lack of proper facility at that hospital and condition of the insured person is such that it
requires immediate medical attention with Intensive Care, the Insurance Co. shall reimburse the cost of
journey for Insured Person only to the place of hospital. This benefit will be available only if the insured
person is hospitalized as a consequence of emergency sickness but not for treatment of disease or any
related disease or a consequential complication thereof, following which the Insured person has been
hospitalized. The maximum liability of the company shall be restricted to Rs.50,000/- per employee or
actual expenses whichever is lower in any one period of insurance. The overall ceiling shall remain
restricted to Rs.5.25 lacs under the policy.
7.1.3 COSTOFAID
Rs.40,000/- per family insured I per annum can be reimbursement on cost incurred for aids like Wheel
Chairs, crutches , Walkers or any other etc. Reimbursement of these expenses will be subject to the limit
of sum insured perfamily and should be duly recommended by the treating doctor.
7.1.4 There shall be no restrictions on single disease /100 days and investigations forming part of the
treatment.
7.1.5 Any kind of service charges, surcharges, admission fees! registration charges and Non-Medical
expenses and Non-Payable levied by the Hospital.
7.1.6 In case of hospital charging more than GIPSA, the claim shall be payable in actual within the SI applicable
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as per the Medi-Claim Policy of NBCC. Any claim is not subject to limitation due to GIPSA can be settled if
charges more than GIPSA.
7.1.7 All expenses levied bythe hospital should be covered.
7.1.8 Pre-existing diseaseswhetherinternal/external/chronic/hereditary/geneticare covered. There will be no

exclusion.
7.1.9 All expenses incurred by the insured are payable for the period upto one month pre hospitalization and
two months post hospitalization incase it happens.
7.2 CLAIM PROCEDURE INCASE OF IPD REIMBURSEMENT.
Under the policy, the IPD treatment can be taken using
(a.) Cashless Facility in the hospitals empanelled with the TPA
(b.) Reimbursement of expenses incurred on account of IPD treatment if taken from non empanelled hospital
7.2.1 TPA has a list of hospitals which are empanelled with them and in which employees can avail cashless
treatment. In such cases employees can contact TPA Section of respective hospitals to get approval from
the TPAfor the treatment.
7.2.2 In case the treatment is taken in the hospital which is not empanelled with our TPA, the employees shall
take the reimbursement of all the expenses incurred by them during the IPD treatment. Employee has to
fill in the Medical Claim Form[Refer Annexure IV] and submit the same along with all the required
prescriptions, bill summary, investigation reports, discharge summary and all other relevant documents
with reference to the treatment to the Nodal Officer or TPA representative or by post to the TPAOffice
immediately on completion of the treatment or on expiry of 60 days from the date of discharge from the
hospital whichever is earlier.
7.2.3 All claim papers should be submitted in original. No photocopy will be accepted in case of reimbursement
of IPD claims.
7.2.4 Further, it may be noted that in case the bills/report enclosed with the hospitalization claim paper pertain to
establishment other than the nursing homes/hospital where the insured was hospitalized and they are not
supported by proper prescription/advice of the attending doctor, then such bills/reports must be duly
certified by the attending Doctor.
7.2.5 On receipt of completed claim form along with relevant document & discharge voucher, the TPA shall
process the claim. If the documents are found to be in order and other relevant information is complete,
the claim will be settled and claim payment would be released as early as possible, normally within 30
days of the receipt of all claim documents mentioned by the TPA.
7.2.6 Pre-Hospitalization:
Relevant medical expenses incurred during the policy period upto 30 days prior to the hospitalization on
disease I illness I injury sustained will be considered as a part of claim under hospitalization. However,
regular OPD treatment prescribed under post hospitalization prescription will not fall under
Hospitalization claim.
7.2.7 Post Hospitalization:
Relevant medical expenses incurred during the policy period upto 60 days post hospitalization on disease
I illness I injury sustained will be considered as a part of claim under hospitalization. However, regular
OPD treatment prescribed under post hospitalization prescription will not fall under Hospitalization claim.
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8.0 OPD [GENERAL & DENTAL]
Under OPD, employees can claim day to day medical expenses I doctor's consultation! medicine bills! pathological
or any other investigation I dental treatments! procedures as mentioned below. It covers treatment taken as an
out-patient in any Govt. Hospital/Private Hospital!Nursing Home.
8.0.1 The reimbursement limittowards OPD [Gen.& Dental] for employees per annum per family in various
categorieshas been mentioned as under:-
OPD (GENERAL& DENTAL)

CATEGORY [Per Family, PerAnnum]
Board Level Officials Rs. 12,000

Group-'A' &'B'Officials Rs. 12,000
Group - 'C' Officials Rs. 10,000
8.0.2 For the purpose of reimbursement of Dental Treatment underOPD (Gen. & Dental), the followingdental
diseases or problems are covered:
1. Root Canal Treatment (ROT)
2. Restorations
3. Extractions
4. Tooth! jawfractures
5. Scaling
6. Frenotomy
7. Flap Surgery
8. Curettage
9. Root Planning
10. Minor surgical procedures related to oral cavity not
concerned with cosmetic treatment related to oral
cavity not concerned with cosmetic treatment
11. Complete and partial; dentures
12. Orthodontic braces! wiring
8.0.3 CLAIM PROCEDURE - REIMBURSEMENT OPD CLAIM(s)
OPD claim(s) should be submitted to the office of TPA along with
• Claim Form [ReferAnnexure IV] duly filled in
• All Doctor's Prescription (photo copies)
• All Receipts for Drugs/Diagnostic Tests (photo copies)
• All Diagnostic Reports (photo copies)
• Cash Bills (in original)
[All the above stated documents should be submitted, in proper sequence with Statement of Expenditure,
duly tagged / stapled.]
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8.0.4 The X- ray film or Scan films I report CDs I MRl scan etc., etc., shall not be required to be submitted for
reimbursement.
8.0.5 OPD Claims to be submitted by the Employee, to the TPA when the expenses exceed Rs. 1500/- per
person per policy period or within 90 days from the date of completion of the treatment, whichever is earlier.
8.0.6 Dental treatment shall be reimbursed within the OPD (Gen. & Dental) ceiling amount. For dental diseases
or problems,the Minimum qualification for treating Doctor should be MBBS and BDS (For Dental
Treatment).
8.0.7 The Minimum qualification for treating Doctor for under any Unani / Siddha / Homeopathy! AYUSH
System- Ayurveda should be equivalent to BAMS I Dip. in Panchakarma! MBBS I BUMS! BHMS.
8.0.8 The Charges incurred fortreatment taken from qualified Registered Medical Practitioners (i.e. R.M.P)will
not be reimbursed.
8.0.9 Vaccinations will be covered and will be payable under OPD.
8.0.10 Annual Full Body Health Check-Up
Reg. Expenditure incurred on "Annual Full Body Health Check-up" for all employees, the same may be
reimbursed within the ceiling of OPD (General & Dental) without any prescription given by doctor.
However, for reimbursement, the original Cash Bills need to be submitted alongwith Claim Form duly
signed by the individual.
8.0.11 CHRONIC DISEASE (OPD)
a) Additional amount of Rs.25,000!- per annum per employee (to eligible regular employees) subject to an
overall ceiling of Rs. 15.00(Fifteen)lakhs under the Policy,subject to furnishing of a onetime Certificate [at
the time of first claim] from a Govt. / State Govt. Hospital / reputed private and I or multi-speciality hospital
(s) only and not by nursing homes! Doctors on account of OPD treatment for specified chronic diseases*
as under:
1. Coronary Artery Disease.

2. Cancer
3 Renal disorder
4. Stroke.
5. Multiple Sclerosis.
6. Major organ transplants like kidney, lung,pancreas or bone marrow
7. Paralysis & blindness
8. Thalassemia
9. Interstitial Lung Disease
10. Rheumatoid arthritis
11. Psorasis,
12. Epilepsy
13. Huntington's Chorea (a degenuative neurological disease.)
14. Schizophrenia (Mental disease)
15. Glaucoma
16. Parkinson's Disease
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b) The sum insured forthis cover shall be over &above OPD reimbursement.
c) In case, the limit under Chronic Disease is exhausted, further eligible amount under the head of Chronic
Disease be paid under the head of OPD.
9.0 IMPORTANT EXCLUSION [WHAT IS NOT COVERED]:
Under Group Medi-claim Insurance Policy, the Company shall not be liable to make any payment in respect of any
expenses whatsoever incurred by the insured person in connection with the following:
9.0.1 UNDER IPD
a) Circumcision except for disease not excluded here or injury, vaccination or inoculation or change of life or
cosmetic or aesthetic treatment of any description, plastic surgery except for relating to treatment of injury
or illness. Circumcision, cosmetic or Plastic Surgery unless necessitated by an accident or as a part of any
disease/injury.
b) Cost of spectacles and contact lens.
c) Convalescence, General Debility, Run Down Condition or Rest Cure, Congenital External Disease or
Defects or Anomalies, Sterility, Venereal Disease, Intentional self-injury and ailments arising out of
chronic use of alcohol / narcotic drugs.
d) Expenses for any treatment related to Human T-CelI Lymph tropic Viruses types III (Ill-LB-Ill) or
Lymphadenopathy Associated viruses (LAV) or the Mutant Derivatives or Variations Deficiency
Syndrome or any Syndrome or a condition of similar kind referred to asAIDS.
e) Expenses on vitamins and tonics unless forming part of treatment for injury or diseases as certified by the
attending physician.
f) Injury or diseases directly or indirectly caused by War! Nuclear Weapons! Radiations! Breach of Criminal
Law
g) Food & Drugs Administration of USA(FDA) approved surgeries.
h) Expenses on vitamins and tonics unless forming part of treatment for injury or disease as certified by the
I) Treatmenttraceable to pregnancy/child birth, voluntary medical termination or pregnancy.
9.0.2 UNDER OPD (GENERAL &DENTAL):
1. Diastema Closure
2. Any procedure related to aesthetic (Cosmetic) approach
3. Bleaching and
4. Smile Enhancement
10.0 GRIEVANCE HANDLING PROCESS I NODAL OFFICERS
10.0.1 For smooth functioning of the system and to have proper liaison with the Insurance Company as well as
with the Third Party Administrator (TPA) the officials at Corporate Office, have been nominated
(Refer:Annexure—V) who can be contacted on the email - hrm.medical©nbccindia.comor phone no. 011-
24367314-15,Extn 1867 and only in case of the emergency may be called on the mobile numbers in the
odd hours.
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10.0.2 As far as possible, contacts with the above Officers be made during working hours on land-line only.
However, mobile numbers are to be used in odd hours only in case of emergency.
10.0.3 The Nodal Officers appointed in the respective RBGs/SBGs/Allied Offices (Refer:Annexure-V) will
ensure that all issues relating to hospitalization, reimbursement, pre / post hospitalization, OPD bills etc.,
of the employees are attended to promptly and settled at their level by pursing the Help Desk of M/s East
West Assist TPA Pvt. Limited directly and is advised not to send the case(s) related to their RBG'sISBG'sl
Zone's to the Corporate Office which delays and settlement of the claim. The Nodal Officers are also
expected to discharge their duties / obligations in this regard as a part of their overall functional
responsibility.
10.0.4 In case of non receipt of Medical ID cashless cards, employees are requested to inform telephonically /
through e-Mail / SMS to the Nodal Officer-Medical, Corporate Office, Lodhi Road, New Delhi,
immediately. For any additions / corrections etc., the necessary information may also be intimated to this
Office as and when requires.
10.0.5 In case claim of an employee is repudiated by the Insurer because of inadmissibility of the claim in terms of
the policy, the expenditure incurred by the employee shall not be met by the Company. In case of denial of
a claim by the Insurer, the employee concerned shall have to take up the matter directly with the Insurer,
the employee concerned shall have to take up the matter directly with the Insurer. The Nodal officer of the
Company shall, however, provide assistance regarding the procedure of the same. Employees are
advised to resort to hospitalization only if it is essential and not for the purpose of evaluation etc. No claim
is admissible when after such evaluation, no specific line of treatment is prescribed by the hospital or the
line of treatment is such as could be administered on outdoor basis.
11.0 INSURANCEOMBUDSMAN
11.0.1 In case an employee is not satisfied with the decision of the TPAand br Insurer, he may approach the
Ombudsman's office. Please note that the Ombudsman will admit the complaint, if only a written
representation is made by the employee to the TPA and Insurer disputing the decision and the employee
is not satisfied with reply of the Insurer / TPA or his representation has not been replied by them within a
period of 30 days from the receipt of his representation by them.
11.0.2 In order to resolve all the grievances regarding the settlement of claim in cost effective, efficient and
impartial manner, Government of India has framed Redressal of Public Grievances Rules, 1998 and has
created an office of the Ombudsman of Insurance to review the cases where the insured person is
aggrieved for non-settlement / or repudiation of his claim.Details of Ombudsmen can be obtained from
IRDA's website www. irdaindia.org.
12.0 GENERALTERMSAND CONDITIONS
Service Book/ NBCC records shall be final.
12.0.2 In case of remote areas (North East region etc.), emergency treatment taken from non-registered
hospitals, TPA/InsurerwilI entertain for reimbursement if otherwise admissible.
12.0.3 MLC/Other documents, if necessary, shall be arranged bytheTPAin all accidental cases
12.0.4 Cashless Cards shall be provided within 30 working days from the date of issue of Letter of Intent to TPA.
12.0.5 Employees superannuating during the period of the Policy can use the cashless medical cards for self and
spouse after retirement upto 31.12.2019.
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NBCC MEDICAL BENEFIT CORPUS RULE 2006
1.0 TITLE —
The Rule is titled "National Buildings Construction Corporation Ltd. Medical Benefit Corpus Rule 2006" and shall
come into force on 1st. day of December 2006.
2.0 OBJECTIVE —
To meet expenditure on account of indoor medical treatment not covered by the insurance coverage available under
the group mediclaim policy of the Corporation for the inservice employees.
3.0 SCOPE AND COVERAGE —
These rules shall apply to all the inservice employees borne on regular establishment of the corporation and their
dependent family members who become members/contribute the requisite contribution. Financial assistance to
the members from the Corpus will be available only after he / she has paid contribution for six months and shall only
be for claims arising thereafter. The Corpus Management Committee, may consider financial assistance to
employees who have made request in this regard prior to setting up of the Corpus as a one time gesture. An
employee after becoming member of the Corpus shall not be allowed to withdraw his I her membership until
cessation of service.
4.0 DEFINITION —
'Family' means:-
(I) The employee's wife or husband, as the case may be.
(ii) Legitimate children and step children wholly dependent on the employee subject to the following:
Son — Till starts earning or attains the age of 25 years, whichever is earlier.
Daughter— Till starts earning or gets married whichever is earlier irrespective of age limit.
(iii) Son suffering from any permanent disability of any kind (physical or mental) irrespective of age limit.
(iv) Minor brothers or minor/unmarried sister or widowed sisters, if the father is:
(a) notalive,or,
(b) wholly dependent on the employee.
(ii) Parents, if they are wholly dependent on the employee, subject to the condition that the combined income of
the parents does not exceed Rs. 1500/- per month.
5.0 MANAGEMENT OF FUND —
The Corpus so generated shall be managed by a "Medical Corpus Management Committee (MCMC)", constituted
by competentAuthority:
The Committee shall consider the genuineness of the claim received from the employee and shall submit its
recommendation within 15 (fifteen) days from the receipt of the claim to the competent authority for final approval.
6.0 GENERATION OF FUND — As a staff welfare measure the Corporation shall contribute Rs.5 lacs initially to the
Corpus. In addition to the Management contribution, each employee in Group A & B category shall contribute
Rs.50.00 per month and Group C & D category Rs.30.00 per month from his monthly salary. These rates will be
applicable initially for two years and will be reviewed by CMC.
6.1 Amount of contribution will be kept in a separate Bank Account in the shape of Short-term deposits.
[33(50)/06/1R13560 dated 26.11.2007]
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7.0 EXTENT AND FREQUENCY OF ASSISTANCE — CMC may consider either giving an initial grant-in-aid only or
recurring grant or both as per requirement of the case. In either or both the cases, the quantum of assistance shall
not exceed expenditure beyond 50% of the extra expenditure incurred by the employee either for his treatment or
that of his dependents, once in service tenure.
7.1 Request from the employees shall be entertained provided the same is submitted to HR Division within 45
(forty-five) days of discharge from the hospital! nursing home.
7.2 Meeting of the Medical Corpus Management Committee shall be held quarterly. MCMC may, however,
decide otherwise depending on merit/emergency of the case.
[33(50)I06IIRJ3560 dated 26.11.2007]
As regards reimbursement of medical claim on account of Maternity, the claim shall be reimbursed to the extent of
Rs. 10,000.00 per delivery and shall be limited to 2 (two) children only.
Meeting of the CMC shall be held once in a month. The convenient date and time shall be decided by the Member
Secretary of the Committee.
8.0 The decision of the CMD of the Corporation regarding release of grant-in-aid to the employee shall be final and
binding upon the claimant.
The Chief General Manager (HRM),

N.B.C.C. Limited,
NBCC Bhawan, Lodhi Road,
New Delhi — 110 003.
Sir,
In response to the Circular No.3(50/06/IR dt.15.12.2006 regarding membership of NBCC Medical Benefit Corpus,
I hereby give my consent for membership of the Corpus and deduction of contribution of Rs.50/-! 30/- as applicable
per month from my salary. I also undertake to continue to be member of the Corpus and contribute my monthly
contribution as long as I am in the service of the Corporation.
Thanking you,
Yours faithfully,
( )
Name:
Designation:
Present place of
Posting:
Date:
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CONTRIBUTORY VOLUNTARY BENEVOLENT FUND
1. TITLE
The scheme is called the "CONTRIBUTORY VOLUNTARY BENEVOLENT FUND SCHEME" for providing financial
assistance as a welfare measure to the family of expired employees, being paid to nominee I kin of expired
employees of the Company while in service, for their rehabilitation in addition to the terminal benefits,"
2. COMMENCEMENT
The Revised Scheme as per the Memorandum of Settlement arrived on date 27.02.2018 with all operative Unions I
Associations shall come into effectfrom 03.04.2018.
3. DEFINITIONS
3.1 'Employee' in this Scheme shall mean an employee in the regular pay scale (both Non-executives and
executives). The Scheme will also be applicable to Board level appointees of NBCC. It is not applicable to
employees who are on contract/lien I deputation.
3.2 'Company' shall mean NBCC(lndia) Limited.
3.3 'Management' for the purpose of this Scheme shall mean the Chairman & Managing Director, Director
(Projects), Director (Finance) & HOD (HRM) of NBCC(India) Limited.
4. CONTRIBUTION
All regular employees, both Non-executives and executives including the Board level appointees shall contribute
Rs. 300/- in the event of death of an employee in harness. NBCC shall contribute Rs. 4.00 Lakhs (Lump sum) in the
event of death of an employee in harness.
5. PROCEDURE & FUND MANAGEMENT
5.1. Thetotal Compensation payable shall be Rs.10.00 Iakhs in each case in two installments.
5.2. In the event of death coming to the knowledge of the Company, Management shall contribute Rs.4.00
(Four) lakhs to the fund on each occasion & this amount shall be paid immediately to the dependents of
the employees who die in harness.
5.3. In the event of death coming to the knowledge of the Company an amount of Rs.300/- shall be deducted
from the salary bill of each employee. This amount will be deducted in then month in which the death
occurs or the succeeding month.
5.4. In the event more than one death occurs in a month, the first deduction of the amount will be made during
the month in which the first death has occurred and in the subsequent month in respect of the death which
has occurred next and so on so forth.
5.5. The disbursement of the amount of Rs. 6.00 (Six) lakhs shall be paid after the contribution from
employees is received.
5.6. In case the amount received from the employee's + Company's share is more than Rs.10.00 (Ten) lakhs,
then the excess amount shall be kept in a separate Corpus Fund A/c. in case the amount received from
the employee's + Company's share is below Rs. 10.00 (Ten) lakhs, as the manpower is likely to reduce due
to superannuation / death/voluntary retirement, then the short amount will be paid from Corpus Fund A/c.
or by the Company.
6. GENERAL
6.1. Financial Assistance will not be admissible in case of death due to suicide or accidental death due to
drunken drive/Alcoholic influence.
6.2. For any clarification and/or interpretation relating to this scheme, decision of the Chairman—cum
Managing Director and/or the HOD (HRM)of the Company shall be final and binding.
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ANNUAL MEDICAL HEALTH CHECK UP
1. Back Ground
As per DPE guidelines complete Annual Health Check up is enssential for the Officers I Executives (aged 40+
above) of the level of E-8 & above including Board level executives which is a part of theirAPAR. It is eesentialto
annexe the medical report as per the format with the AFAR. The charges towards medical reports is reimbursed by
the Company.
2.0 Extension of Annual Health Check up Facility to E-6 & E-7 level Officersi
The business of the Company has been diversified in business strategies covering RBGISBGIZonal Offices! Units
all over India / EDC, Ghitorni I Real Estate Marketing Division at Pragati Vihar and other important Divisions!
Sections in the Corporate Office which are being headed by the officers of the level of E-6 & E-7 viz. GM & CGM.
These officers are responsible for achievement of targetted goals as per MoU. Due to job related stress, large
responsibilities, in adequate rest, high level of pollution apart from age factor, these officers needs proper health
check-up on regular basis in order to keep themselves fit at their work place to achieve the entrusted targets!
responsibilities.
In view of the above, competent authority is pleased to extend the facility of Annual Medical Health Check-up as a
welfare measure for the officers of the level of E-6 & E-7 of the age of 45 years and above. A copy of proforma for
Medical Health Check-up (Appendix-I —two Pages) is enclosed.
The charges towards medical health check-up will be reimbursed to the officers concerned on actual basis or
maximum of Rs.5,000!- (Rupees five thousand only) whichever is less on submission of medical report! bill(s) to
their concerned offices.
[REFER: CIRCULAR No.NBCC/Policy CelllMedical/20141 2670 dt: 24.07.2014]
APPENDIX -
PROFORMA FOR HEALTH CHECK UP

Date:
Name: Age: Sex: M!F
Employee No.:
Name of the Post held
Brief clinical history, if any:
A: Examination
Physical Systemic
Investigations:
Haemogram
Hb%
TLC
DLC
Peripheral Smear
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Blood Sugar
F
P.P
Lipid Profile
Total Bilirubin
Direct Biliru bin
Indirect Bilirubin
SGOT
SGPT
ALK Phosphatese
Kidney function Test

Urea
Creatinine
UricAcid
Electrolytes
Na+
Calcium
Inorganic Phosphates
Cardiac Profile
CPL
CK
LDH
SGOT
Urine
Routine Micrscopic
Sugar
Albumin
E.C.G
X-Ray
Ultra Sound Abdomen
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Any other Investigation
Advice
B. Medical Report of the Officer
1. Haemoglobin level of the officer Normal/Low

2. Blood Sugar level Satisfactory/Normal/High/Low
3. Cholesterol level of the officer Normal/High/Low
4. Liver functioning Satisfactory/Normal/Dysfunctional
5. Kidney status Normal/Both - One Kidney not functional
optimally
6. Cardiac Status Normal/Enlarged /Blocked/Not normal
C. Summary of Medical Report
1. Overall Health of the Officer
2. Any other remarks based on the health

check up of the officer.
3. Health profile grading
Designation
Date:
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"FACILITIES FOR USE OF MOBILE CONNECTION, RESIDENTIAL TELEPHONE BY THE EXECUTIVES OF E-0
TO E-81E-9 AND TO GROUP 'C' NON EXECUTIVES UNDER COMPANY OWNED COMPANY PAID (C.O.C.P.)
SCHEME — CUG PLAN.
1.0 OBJECTIVE
To facilitate economical I subsidized communication among all the Executives.
2.0 ELIGIBILITYAND ENTITLEMENT FOR MONTHLY CEILING
a) Executives (E-0 to E-8/E-9 levels) on Regular Estt. in the Company
b) Group 'C' Non-executives on Regular Estt. in the Company.
(REFER: Circular No. DGM (HRM)/Policy/2017-181952 dated: 21.07.2017]
2.1. MONTHLY CEILING LEVEL WISE
The ceiling on monthly expenditure on use of mobile connection and residential telephone by the Executives (E-0 to
E-81E-9 levels) in the Company will be regulated as given in the table below:
S.NO. CADRE MONTHLY MONETARY MONTHLY MONETARY TOTAL

CEILINGS CEILINGS MONTHLY
MOBILE PHONE LANDLINE PHONE CEILINGS
1. E-9/E-8 Rs.2000/- Rs.15001- Rs.3500.00
2. E-7 Rs. 1700/- Rs. 1300/- Rs.3000.00
3. E-6 Rs.1500/- Rs.12501- Rs.2750.00
4. E-5 Rs.700/- RS.5501- Rs.1250.00
5. E-4 Rs.600/- N.A. Rs.600.00
6. E-3 Rs. 500/- N.A. Rs.500.00
7. E-2 Rs. 500/- N.A. Rs.500.00
8. E-1 Rs. 500/- N.A. Rs.500.00
9. E-0 Rs. 500/- N.A. Rs.500.00
PS: The above ceiling(s) will "exclusive" of Government Taxes.
(REFER: Circular: 6(55)12013- HRM (Policy Matter) /2115 dated: 8.7.20131

(REFER: Circular No.: DGM (HRM)/Policyl2017-18/952 dated: 21.07.2017]
2.2 GROUP 'C' EMPLOYEES
The ceiling on monthly expenditure on use of mobile connection and residential telephone by the following category
of Group 'C' Non-executives on Regular Estt. of Corporate Office as well as employees posted at RBGs / SBGs I
ZonallUnitOfficeslEDC, Ghitorni, all over India in the Company will be regulated as given in the table below:
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MONTHLY MONETARY MONTHLY MONETARY TOTAL

S.NO. CADRE CEILINGS— CEILINGS— MONTHLY
MOBILE PHONE LANDLINE PHONE CEILINGS
Non-Executives who are not entitled for Corporate Liveries viz.

Accountants, Office Assistant Gr.I/II/III, Store Keepers, Instructors,
JEs, Foreman, Work Supervisors, Work Inspector(s) &Asstt. Work Inspector(s)
GROUP 'C'
Rs.400/-
1. NON- N.A. Rs.400.00
(InclusiveofTaxes)
EXECUTIVES
Non-Executives who are entitled for Corporate Liveries
GROUP 'C'
Rs.2001-
2 NON- N.A. Rs.200.00
(ExclusiveofTaxes)
EXECUTIVES
(REFER: 6(55)12013- HRM (Policy Matter) /3589 dated:14.10.2013J

(REFER: Circular No. 6(55)/2013-HRM 9p01icy)/2246 dated 11.06.20141
(REFER: Circular No. DGM (HRM)/PolicyI2017-181952 dated: 21.07.20171
In case the bill exceeds from the sanctioned limit or in case the employee opted for higher plan, the same will be
recovered from the salary of the individual.
(REFER: 6(55)12013- HRM (Policy Matter)I3589 dated:14.10.2013J
CompetentAuthority is pleased to extend the Corporate Mobile phone facility under C.O.C.P. (Company Owned Company
Paid) Scheme — Close User Group (CUG) Plan to all the Group 'C' Employees who are getting liveries, with a maximum
ceiling of Rs.200/- plus taxes per month. The monthly payment will be made by NBCC subject to maximum of Rs.2001- +
Exclusive Taxes. In case the bill exceeds from the sanctioned limit or in case the employee opted for higher plan, the same
will be recovered from the salary of the individual.
Regarding the Mobile Sim, employees are requested to contact Administration Division only after issuance of Circular
towards finalisation of Mobile Network Operator vis-à-vis useful Plan.
3.0 PLAN & BENEFITS - Close user Group (CUG) under C.O.C.P. (Company Owned Company Paid)
3.1 For this, NBCC has tied up with M/S Bharti Airtel, M/s. Vodafone and M/s. Jio to switch over all existing / new
mobile connections under CUG Plan to provide the Corporate Mobile phone facility to NBCC Executives
posted all over India under Close user Group (CUG) under C.O.C.P. (Company Owned Company Paid)
Scheme wherein the Company will make the monthly Mobile payments. Closed User Group (CUG) allows
employees within a pre-defined "User Group" to make and receive unlimited free I subsidized calls within the
same group along with the privilege of free Local /STD calls & SMS (excluding ISD) with minimal monthly rent.
3.2 The above Plan is available for new & MNP (Mobile Number Portability) Connections only. MNP will be
extended to employees as per the TRAI Guidelines. The employees on network other than Airtel will have to
Port their numbertoAirtel for availing this facility.
3.3 The 'Internet facility' under Close User Group — Company Owned Company Paid (C.O.C.P.) Scheme will also
be extended to the Executives below the Board level as well as Group 'C' Non Executives within the entitled
limit of employees.
(REFER: 6(55)/2013-HRM(Policy Matter)/584 dated 06.02.2014]
3.4 Benefits to the Employee under Close User Group (CUG) — C.O.C.P (Company Owned Company Paid)
Scheme:
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• Un-limited Calls within the User Group.
• Subsidized Local! National Call rates.
• Facility of significant free Local/STD calls and SMS
• Reduced roaming call charges.
• Extremely competitive monthly tariff.
• Hassle free mobile connection with bare minimum documentation.
• Providing facility like opening of account etc. By their circle-wise Relationship Manager(s).
3.5 M!s Bharti Airtel will also provide three free connections for family member of the employee under CUG Plan
for which employee will make the payment of his own for connection of family members. The required
formalities are to be fulfilled by the individual.
4.0 RESIDENTIALLANDLINETELEPHONE
4.1 The payment of Land line telephone will be reimbursed on production of the landline phone bill to the
individuals as per prescribed ceiling of landline phone to the officials at E-5 level and above only. The ceilings
of Mobile phone and landline phone are separate and not to be clubbed.
4.2 In case of bursting of ceiling not below the rank of E-5, due to excess usage of Mobile I Landline Telephone for
official purposes, the payment will be reimbursed only after obtaining approved from Functional Director(s) I
CMD only.
(REFER: No.6(55)/2013-HRM(Policy Matter)/2115 dated: 08.07.2013)
5.0 FUNCTIONING/BILLING:
5.1 After becoming the member under COOP. (Company Owned Company Paid) Scheme of NBCC., i.e. mobile
connection will be owned by the NBCC and monthly Mobile bill(s) payments will be paid by the Company as per
the individual's entitlement. In case of excess billing amount, the same will be deducted from individual's salary
bill.
5.2 Henceforth, no mobile phone instrument! hand set & ISD facility will be provided by the Company to all the
Executives below Board Level & Group 'C' Non Executives. However, the mobile phone instrument! handset
already issued will continue to be used by the employees concerned.
5.3 Admn. Division will be responsible for verification of bills, reporting excess billing amount of individual monthly
mobile! land line bills payments and recovery thereof to Finance Division.
(REFER :6(55) I 2013- HRM (Policy Matter) I 2158 dated: 10.07.2013)
6.0 GENERAL
6.1 No facility on account of mobile phone will be taken from the contractor by the officer(s) to avail the CUG
Scheme.
6.2 Henceforth, the expenditure on mobile and residential phones will be regulated strictly in accordance with
these revised guidelines. In case of bursting of ceiling due to excess usage of Mobile I Landline Telephone for
official purposes, the payment will be reimbursed only after approval from Functional Director(s)!CMD.
6.3 All the officers are advised to ensure that their mobile phone are in service I operation mode during holidays!
weekly offs, ! after office hours and during working hours for ensuring effective communication and exchange
of information properly.
(REFER :NBCCIHRMI2OI8II8 dated 04.01.2018]
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ISSUE OF SUMMER! WINTER LIVERIES TO ALL ELIGIBLE

"C" GROUP EMPLOYEES FOR THE CALENDAR YEAR 2018-19
NBCC provide liveries to all eligible Group "C" employees every calendar year and the scale of
Summer/Winter Liveries to be provided are as under:
1. SUMMERLIVERIES
S.NO. For Male Employees (Once in a Calendar Year)
1. One safari suit length 2.7 mtr plus stitching charges (Grey colour for general staff ,Khaki
colour for Chowkidars and White Colour for Drivers) and Two No. 5mtr each white
Pagries for Sikhs Only and I pair Chappal/ Sandal of Bata/Liberty/Action Make
For Female Employees (Once in a CalendarYear)
2. One Polyester saree ,Grey colour ,1 Peticoat cloth 2mtr length and 90cm width, 1-Blouse
,Grey colour (1.36mtr long and 71cm width or 1.15 mtr long and 91/94 cm. Width), i/c
Stitching charges, 1-Pair Chappal/Sandal of Bata/Liberty/Action Make.
or
1-Salwar kameej one set four mtrs with dupatta (grey colour) plus stitching charges 1-pair
chappal! Sandal of Bata /Liberty/Action Make.
Cloth of Safari Suit shall be procured by Head Office and Supplied and supplied to all Zone/SBG/RBG offices for
further distribution to eligible employees. For the staff at head office, the distribution of cloth shall be done by
Corporate Admin Division.
(A) The following uniform items will be purchased by the employee and reimbursement of their expenses for the
amount given will be made by the company.
S.No Description Total Amount
1 Sari for Females 940.00
2 BlouseforFemales 130.00
3 PeticoatforFemales 180.00
4 White PagariforSikhs 270.00
(B) In addition to the above, the reimbursement of tailoring expenses will be made by the company as per the amount
given below:
S.no Description Total Amount
1 SafarisuitforMales 1250.00
2 Blouse and petticoat for Females 600.00
3 chappal/ Sandal of Bata /Liberty/Action Make. 1000.00
The expenditure against the items under (A) & (B) above shall be reimbursed to the employees by the respective Zonal /
SBG I RBG who in turn can get transfer of funds from Head Office, New Delhi.
[REFER: CIRCULAR No. : NBCCIADMN.I2O18I DATEDI9.06.20181
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2. WINTER LlVERIES:Once in two years. [Current block of calendar year 2017 & 2018]
1 For Male Employees
One Pullover, One Woolen pant of Raymond brand cloth of 1.2 mtrs. Length.
2 For Female Employees (Once in a Calendar Year)
One Pullover Or One Salwar Kameej set of four mtrs.
(i) The following items will be purchased by the employee and reimbursement of their expenses for the amount
given will be made by the company.
S.No Description Total Amount
1 Two pairs of woolen socks Rs.85.00 Each Pair
2 One pair of Bata / Liberty/Action make shoes Rs.1800
(ii) In addition to the above, the reimbursement of Stitching charges will be made by the company as per the
amount given below:
S.no Description Total Amount
1 Gents pant Rs. 303
2 Female Salwar Kameej Rs. 303
The expenditure against the items under (A) & (B) above shall be reimbursed to the employees by the respective
Zonal / SBG/RBG.
[SOURCE: CIRCULAR No. : NBCCIADMN./WU2018/284 DATED 05.02.2018)
"CANTEEN FACILITY"
1.0 NBCC employees are provided subsidized lunch as Employees Welfare measure.
2.0 The interested employees desirous of availing the canteen facilities for lunch are provided lunch coupons @
Rs.25/- lunch and Corporation shares the balance amount of Rs.50/-as lunch food subsidy. Coupons are issued to
the employees by the Administration Division by filling the request form. Buffet lunch (self service) is served on
producing the coupons to the canteen contractor. The full week menu for lunch is displayed on canteen information
board. The validity of the purchased coupons is 90 (ninety) days.
3.0 Subsidized Lunch facility is also extended to the employees working at RBGs/SBGs/Zonal Heads/Unit Incharges
and at EDO, Ghittorni as a welfare measure in the similar pattern as has been provided in NBCC Corporate Office,
New Delhi.
[REFER: CIRCULAR No. : NBCC/Admn/Circular/2013 dated 09.5.20131
[REFER: CIRCULAR No. :101/NBCC/HR-SEOIPo!1cy1201311913 dated 19.06.2013 & 21.06.2013]
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I. RATES OF HOUSING SUBSIDY

II. INTEREST FREE ADVANCE TOWARDS SECURITY DEPOSIT FOR HIRING
ACCOMMODATION.
III. PROOF OF RESIDENCE FOR DRAWL! CLAIMING HOUSING SUBSIDY! DOUBLE HRA
The Housing Subsidy and Interest free advance towards security deposit would be allowed to the employees of the
Company who move alone on transfer to a new place of posting in addition to HRAas admissible at previous place of
posting or at any other station where the employee prefers to keep his family.
The rates of Housing Subsidy and amount of interest free advance to the employees towards Security Deposit, if
any, for hiring accommodation at the new place of posting, are given asunder:-
I. RATES OF HOUSING SUBSIDY
SI. No Level "A-I" Class Cities "A" Class Cities Other Places
1. E-6 to E-9 Rs. 3800/- Rs.3500/- Rs.2700/-
2. E-4to E-5 Rs.3000/- Rs.27001- Rs.2100/-
3. E-0toE-3 Rs.2400/- Rs.2100/- Rs.1400/-
4. BelowE-0 Rs.1700/- Rs.1400/- Rs.1100/-
[REFER: NBCC:HRM POLICY:2018-19:3026 dated: 03.12.2018]
II. INTEREST FREE ADVANCE TOWARDS SECURITY DEPOSIT FOR HIRING ACCOMMODATION.
LEVEL REVISEDAMOUNTOFADVANCE
"A-I" Class Cities "A" Class Cities Other Places

E-6 &ABOVE Rs.22,000 Rs. 17,000 Rs. 15,000
E-4 TOE-5 Rs.20,000 Rs.16,000 Rs.12,000
E-0 TO E-3 Rs.17.000 Rs.13.000 Rs.10.000
BELOWE-0 Rs.13,000 Rs.10,000 Rs. 8,000
[REFER: No.:32(64)I2012-HRM: 4093 dated: 23.10.2012]
GUIDELINES FOR DRAWL OF HOUSING SUSIDY I INTEREST FREE ADVANCE TOWARDS SECURITY DEPOSIT
FOR HIRING ACCOMMODATION.
1. All concerned employees are required to produce proof of stay of their family at a particular place by furnishing
school/college certificate in respect of their children and/or furnish an undertaking to this effect each quarter. This
is in addition to information to be furnished in prescribed proforma in quadruplicate at the time of initial drawl of
HRA/Housing Subsidy.
2. Every employee is required to promptly declare change of residence in respect of his family and an intimation to this
effect should be sent to Salary Section, HO through RBG/SBG/Zonal Incharge so that HRAof the place where family
of the employee is stationed can be drawn by HO.
3. In case an employee fails to disclose the fact of shifting of his family to a place other than the place for which he is
drawing HRAwill make himself liable for disciplinary action as per NBCC Service Conduct Rules.
4. Payment of Housing Subsidy at the above ceiling rates will be subject to the condition that the rent paid by an
employee in respect of the residential accommodation hired by him at his place of posting is either equal to or more
than his admissibility. Where the payment of actual rent by the employee happens to be less than the amount
prescribed, the amount of Housing Subsidy will be restricted to the actual rent paid by him.
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5. In case an employee is posted back to his home town or a place where his family already resides, he will not be
entitled to housing subsidy admissible to him earlier at his previous place of posting. He will only be entitled to draw
HRAas admissible underthe rules.
6. Employee whose parents are wholly dependent on him will also be entitled to housing subsidy apart from HRAof the
place where he has retained his dependent parents.
7. Housing subsidy will not be admissible to the employee who proceeds on leave! remains unauthorized absent from
duties continuouslyfor more than one month.
8. An employee who moves alone on his!her transfer and avails housing subsidy as above will be permitted to carry
personal effects upto 1/3rd of his entitlement.
9. This advance would be recovered in twelve (12) instalments from the salary of the employee concerned. Employee
who draw this advance shall be required to submit requisite proof within 30 days of drawl, otherwise the amount
shall be recovered by the disbursing officer from salary of the employee in one instalment.
APPLICATION FORM FOR GRANT OF HOUSING SUBSIDY TO THE REGULAR EMPLOYEES ON TRANSFER
FROM ONE PLACE TO ANOTHER
1. Name of the employee
2. Emp. Code
3. Designation
4. Present Basic Pay
5. Office/Unit from which transferred (indicate HO/ZO
transfer Order No. & Date)
6. Office / Unit joined on transfer
7. Relieving Order No. & Date
8. Total number of children
9. Details of Children studying
10. Details of wholly dependent parents (name 1.
& age) 2.
11. Residential address at new place of posting
and monthly rent paid
12. Whether family is residing in rented
house/owned house?
13. Whether wholly dependent parents are
residing in rented house/owned house?
14. Whether wife/husband is employed in
Central Govt./State Govt./PSE/Autonomous
body and if so, the name and address of
Office where employed.
15. Amount of Housing Subsidy admissible
under circular
Certified that the above information is true and correct to the best of my knowledge and belief
and nothing has been concealed there from.
S.NO. NAME AGE CLASS NAME OF SCHOOL MONTH OF

COMPLETION
OF ACADEMIC
YEAR
2.
Dated: Name & Signature of the Employee
Place Designation:
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I. PROOF OF RESIDENCE FOR DRAWL! CLAIMING HOUSING SUBSIDY! DOUBLE HRA
Employees who move alone on transfer to a new place of posting are eligible for drawl of Housing Subsidy in
addition to HRAas admissible at previous place of posting or at any other station where the employee(s) prefers to
keep his! her family.
To simplify the procedure, it has decided that the "Self Declaration" certificate made by the employee as a proof of
residence of family and self for claiming Housing Subsidy and HRA of the station where the employee prefers to
keep his! herfamily is also acceptable.
However, in case a false ddeclaration, the employee(s)will make himself liable for disciplinary action as per NBCC
Service (Conduct) Rules, 1969 and NBCC Standing Orders.
[REFER: NBCC:GM(HRM)IPolicy Cell (Misc.)/2013/4436 dated 10.12.2013]
EXTENSION OF FACILITY OF DOUBLE HRA TO THE EMPLOYEES POSTED TO NORTH EAST REGION.
The employees of the Company posted to projects in NER, who keep their families ata place outside NER and are
staying in a hired accommodation at the place of posting in NER have been allowed HRA admissible to them at the
old station and also at the rates admissible at the new place of posting in NER in case they live in hired private
accommodation irrespective of whether they have claimed Transfer Allowance for family or not subject to the
condition that hired private accommodation or owned house at the last station on posting is put to the bonafide use
of the members of the family. This facility is admissible in lieu of HRAand housing subsidy being allowed at present
only in case where accommodation is not provided by the Company. The employees who have not been posted to
NE Region from outside the NER are not entitled to this benefit.
Since, the entire State of Sikkim is a part of North East Region, hence, the facility of double HRA is applicable to the
employees of the Company posted at Sikkim also on the same pattern as above.
[REFER: 54(1)IPers./20121772 dated 30.03.2012]
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SCHEME OF ADVANCES
The Title of the Scheme shall be "N BOO Scheme of Advances to Employees"
1.0 OBJECTIVE:
1 .1 To assist the employees of the Corporation to meet expenditure for purchase of conveyance etc., celebration of
festival and mitigation of the hardship arising out of natural calamities.
2.0 SCOPE
2.1 These rule shall apply to employees born on the regular establishment of the Corporation.
3.0 DEFINITIONS
3.1 "Corporation" means NBCC (INDIA) LTD. Formerly known as National Buildings Construction Corporation
Limited and the Zonal Office. Units and Offices under its charge but excludes overseas operation.
3.2 "Competent Authority" means officer (s) to whom powers have been delegated in this regard as per the
delegation of powers.
4.0 TYPE OF ADVANCES — The advances are categorized in two:
i) INTEREST FREE ADVANCE
a) Festival Advance
b) Advance in the event of Natural Calamities like Flood.
c) Advance towards Security Deposit for Hiring Accommodation.
ii) INTERESTING BEARING ADVANCE
a) Advance for purchase of conveyance i.e. Bicycle, Scooter, Motor Cycle.
b) AdvanceforpurchaseofFan.
5.0 ELIGIBILITY
All employees on Regular Estt. In the Company.
6.0 OTHER CONDITIONS —As perAnnexure-I
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7.0 ADVANCE FOR PURCHASE OF SCOOTER! MOTOR CYCLE
For purchase of Scooter! Motor Cycle, the maximum quantum of advance shall be Rs. 75,000!- on first occasion &
Rs. 50,000!- on second occasion and the same will be recoverable in 70 installments or in the case where the left out
period of superannuation is less than 70 months, the recovery shall be effected from the monthly salary bill by
dividing the balance amount recoverable including interest by the number of left out period of service. In the event of
death ! VRS! Resignation etc. the balance recoverable advance along with interest will be recovered from the
terminal dues for which individual have to submit an undertaking to this effect.
The approval budget provision for sanction of advance for purchase of motor cycle ! scooter will be Rs. 7.00 Lakhs
per annum. The payment of advance is released directly to the party!dealer from whom the employee proposes to
purchase the motor cycle ! scooter, against submission of Performa invoice. In no circumstances, the advance is
released to the employees directly.
9.0 RATE OF INTEREST ON INTEREST BEARING ADVANCE (S)
The rate of interest as declared by Central Government, from time to time, for Central Government employees for
such advance(s) is applicable for the interest bearing advance(s) in NBCC.
[Source: Circular No. 94INBCCIHR-SEO/PolicyI2O13/1895 dated 18.06.2013
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INTEREST BEARING ADVANCES
KINDS OF ELIGIBILITY 1st OCCASION AMOUNT OF ADVANCE REPAYMENT SANCTIONING

ADVANCES 2nd AUTHORITY
OCCASION OF
ADVANCE
Motor Cycle! All Regular Employees who Rs.75,000I- or the actual price of the Rs.50,000/- or the actual price Maxi. 70Head of the
Scooter! have completed minimum 3 vehicle whichever is the least. of the vehicle whichever is the Installments
Administration Diva.
Moped Advances years & also cleared probation least. at Corporate office
period, in concurrence with
Fin. Div.
[REFER: NBCC:Policy CelI-HRM:94:2016 dated : 30.05.2016]
Cycle Advance All employees who are in the Rs.1500/- or the anticipated price of the 2Advance shall not ordinarily Maxi. 10 UNIT- Incharge
scale of pay of Rs.5000-8000 cycle whichever is the least. be granted within 3 years of Instalments
& below and equivalent in IDA the grant of previous advance.
scale.
Table Fan Advance Group D employees living in a Rs.1000/- or the anticipated price of the A Second advance shall not Maxi. 10 Unit- Incharge
house provided with electricity cycle whichever is the least. ordinarily be granted to a Govt. Instalments
and plug point and not already servant within 10 years of the
having a Fan in the House. grant of previous adv.
INTEREST FREE ADVANCES

Festival Advance All employees who are in the Rs.1500!- (once in a financial year). Subsequent Festival Advance Maxi. 10 Unit- Incharge
scale of pay of Rs.5000-8000 will be admissible only when Instalments.
& below and equivalent in IDA the earlier Festival Adv. Is
scale. recovered in full.
Natural Calamity Employees in Group C & D are Rs.25001-. No Advance shall be granted Normally a second advance on Maxi. 25 Unit- Incharge
Advance eligible for a advance if their if the employee does not apply for it this account should not be Instalments.
moveable!immoveable within 3 month from the date of Govt. sanctioned if an earlier
property has been orders under which an area is declared advance for the same purpose
substantially affected or to be affected by a natural calamity. remains unadjusted.
damaged in a place which is
declared by Govt. to have
been affected by a natural
calamity
Security Deposit for All Employees who are on Level A-I A OTHER Maxi.12 Unit Incharge
Hiring regular basis are eligible to PLACES Instalments
Accommodation draw the advance. E-6 & Rs.22,000 Rs.17,000 Rs.15,000
ABOVE
E-4 TO E-5 Rs.20,000 Rs.I6,000 Rs.12,000
E-0 TO E-3 Rs.17,000 Rs.13,000 Rs.10,000
BELOW E-0 Rs.I3,000 Rs.1O,000 Rs. 8,000
PS: Advance is to be submitted with requisite proof within 30 days of
drawing it. Otherwise, amt. shall be recovered fm salary
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"FAREWELL"
1. FAREWELL PARTY POLICY
As a welfare gesture, Management has made a provision of Rs.2 000!- towards farewell party expenditure of an
employee on his! her superannuation !VRs.
The HOD !RB!SBG!Zonal In-charge ! Unit In-charge may approve the amount upto Rs.2,000/- for organizing
farewell party to the retiring employee at the time of his! her superannuation. The advance can be drawn by any
authorized employee and account of the same be rendered supported with vouchers.
(REFER: Circular No. 54(15)/2012-HRM12997 dt. 27.08.20141
(REFER: Circular No. NBCC:HRM-Policy:2015-16:5661 dt. 28.10.2015]
2. "FAREWELL PARTY EXPENDITURE ON SUPERANNUATION I VRs OF THE OFFICERS OF THE LEVEL OF

GM &ABOVEAT DELHI/NCR
As per Circular dated 27.08.2014, Company is paying an amount of Rs.2,000!- towards "Farewell Party
Expenditure" on superannuation ! VRS of an employee to the concerned Department ! Division, from where
employee is superannuating.
Besides the above (as per Circular dated 27.08.2014 & 28.10.2015) further, the Company has also made a
provision for an amount of Rs.10,000!- with effective from December, 2015, towards organizing farewell party at
Corporate Office in the case of Superannuation!VRS of officers of the level of GM & above posted at Delhi!NCR on
the day of their superannuation! relieving under VRs.
All such arrangements will be made byAdministration Division at Corporate Office.
(REFER: Circular No. 54(15)I2012-HRM Dated: 15.01.2016]
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"GROUP PERSONAL ACCIDENT SPECIAL INSURANCE COVERAGE"
I. The Corporation is providing Special Insurance coverage to the Group -A,B,C & D employees posted to
1. North Eastern States and
2. Naxalite Menace areas.
INSURANCE COVERAGE GROUP-A GROUP-B GROUP-C&D
Rs.7lacs Rs.5lacs Rs.31acs
III. The areas which are covered under Naxal affected districts is given hereunder :-
List of naxal affected districts as identified by MHA

JHARKHAND CHHATTISGAH ORISSA
1. Bokaro 1. Bastar 1. Rayagada
2. Chatra 2. Dantewada 2. Deogah
3. Garhwa 3. Kanker 3. Gajapati
4. Gumla 4. Rajnandgaon 4. Malkangiri
5. Hazaribagh 5. Surguja 5. Sambalpur
6. Latehar 6.. Narayanpur BIHAR
7. Lohardaga 7. Bijapur 1. Arwal
8. East Singhbhum ANDHRA PRADESH 2. Aurangabad
9. Palamau 1. Khammam 3. Gaya
10. WestSinghbhum MADHYAPRADESH 4. Jamui
1. Balaghat 5. Jehanabad
UTTAR PRADESH 6. Rohtas
1. Sonebhadra MAHARASHTRA
1. Gadchiroli
2. Gondia
IV. Insurance coverage at the scale as given above shall also be applicable to the Board level executives and the Zonal
Head who is looking after the Projects situated at Naxal affected areas.
V. This will be the responsibility of the Zonal Finance Incharge I Zonal HRM Incharge to directly obtain appropriate
insurance coverage immediately in respect of the officials posted at Naxal affected areas by paying the appropriate
premium.
[REFER: 31(9)/2001-Estt. Dated 20.08.20011

[REFER: 31(8)/A dmn./2003 dated 13.03.2003]
[REFER: NBCC/HRM/(Po!icy CeII)/2014/1446 dt. 15.03.2014)
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NBCC MERITORIOUS SCHOLARSHIP SCHEME
1. OBJECTIVE
To provide encouragement and to facilitate higher education of meritorious children of employees.
2. SCOPE
Dependent children of employees (except for children of deputation-ist) as per service record maintained by HRM
Division,H.O.
3. TYPEOFSCHOLARSHIP
3.1 Meritorious scholarship
4. GENERAL CONDITIONS
4.1 Procedure and Application
Will be invited by the RBG/SGB/Zonal Office/HO. in the month of September/October and after scrutiny,
scholarship will be awarded by Trust.
No Scholarship will be granted midwaythrough a particular course
4.2 Modeofpayment'Half yearly through cheque (in favour of the awardees handed over to the concerned
employee).
4.3 Scholarship Period•From the date of admission to the end of academic year until the student passes the
course. (condition at 4.8 below applies)
4.4 Extension of Scholarship•Only if extension due to unavoidable circumstances which are beyond the control of
the student and this is certified by the head of the concerned institution
4.5 Continuity of Scholarship•Transfer (within NBCC), Superannuation, Death. Medical Discharge, Voluntary
Retirement.
4.6 Cessation of Scholarship•On resignation, dismissal or termination of employee, changes of course or in case
the awardees fails in the annual examination during the course ortermination of services for any reason except
those mentioned at 4.5.
4.7 Holding other scholarship•The awardees shall intimate NBCC against such facilities and the amount/benefit so
received shall be deducted from the eligibility amount.
4.8 Discontinuance of Course•The employee must inform the Management in case his ward, who is the recipient of
scholarship, leaves the institution or abandons his/her, studies
• Intimation should also be given by the employee as soon as his/her ward completes the course for which
scholarship was granted.
• Otherwise the excess amount of scholarship paid to the awardees will be deducted from the salary of the
concerned employee.
5. ELIGIBILITYANDAMOUNT
5.1 Scholarship is restricted to one child per employee only
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5.2 Children of employees in the scale of pay not exceeding Rs. 12,600 -32,500 in IDA scales and equivalent CDA
Pattern shall be considered first and, if any scholarship is available, then it will be given to children of
employees in next higher scales.
5.3 The scholarship will be given to students joining institute/university recognized by Govt. of India for pursuing
academic/professional courses of eminence from viz lIT, REC/NIT/Govt. owned colleges, BITS , AIIMS ,Govt.
Recognized Medical colleges . The major qualifying criteria would be based on the rank secured in entrance
examinations for seeking admission to the forgoing academic/professional pursuit's viz., AIEEE/ lIT, JEE
/BITSAT/AIMPT /AIIMS. The student must pursue full time regular Degree courses in engineering (including
mining and architecture) or medical (including Dentistry).
5.4 Seventy five percent (75%) of the cost of total fees (including hostel & mess charges) subject to maximum of Rs
1 ,00,000/-(Rs. One lakh) per year is given as scholarship on the production of original fees receipt from the
institute.
6. NUMBEROFSCHOLARSHIPS
6.1 The maximum number of scholarships will be fifteen (15) subject to availability of funds in the trust.
7. NBCC MERITORIOUS SCHOLARSHIP TRUST FUND
The fund shall be created by contribution by employees as well as from the persons, whosoever, want to contribute
at their own will by way of account payee cheque or Demand Draft in favour of "NBCC Meritorious Scholarship Trust"
or by way of cash deposited directly to bank account of the trust. NBCC will contribute Rs.1/- for opening of bank
account and further contribution of RS.1/--will be made every year to the trust. The fund will be utilized for payment
of scholarships to children of employees.
8. ADMINISTRATION OF FUND
The administration of fund will be carried out by the trustees dully nominated by CMD, NBCC consisting of the
following members:
Chairman of NBCC will be the Chairman of this Trust. Trustees will have full power to modify/relax any
term/condition of eligibility and restrict the no. of scholarships.
9. INVESTMENT OF TRUST FUND
All money contributed to the fund or received or accruing by way of interest or otherwise to the fund, shall, within a
reasonable time from the date of contribution, be invested as per the decision taken by the trustees.
10. ACCOUNTINGANDAUDIT
A saving bank account is opened in the name of NBCC Meritorious Scholarship Trust. The separate books of
accounts and other records shall be maintained and got audited from the firm of Chartered Accountants. The copy of
the audited accounts shall be furnished to the Chairman cum Managing Director of the Company.
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NBCC EMPLOYEES GROUP SAVINGS LINKED INSURANCE SCHEME
1.0 TITLE
The Scheme shall be titled "NBCC Employees Group Savings Linked Insurance Scheme".
20 DEFINITIONS
In these Rules, where the context so admits, the masculine shall include the feminine, the singular shall include the
plural and the following words and expressions shall, unless repugnant to the context, have the following meanings
(i) "THE EMPLOYER' shall mean 'NATIONAL BUILDINGS CONSTRUCTION CORPORATION LIMITED'.
(ii) 'THE CORPORATION' shall mean the 'Life Insurance Corporation of India' established under Section-3 of the
Life Insurance CorporationAct, 1956.
(iii) 'THE SCHEMES' shall mean 'National Buildings Construction Corporation LimitedEmployees Group Savings
Linked Insurance Scheme'.
(iv) 'THE RULES' shall mean the Rules of the Scheme as set out below and as amended from time to time.
(v) 'THE MEMBER' shall mean the particular employee of the Employer who has been admitted to the benefits
under the scheme.
(vi) 'ENTRY DATE' shall mean (a) in relation to the members admitted to the Scheme on the date of
commencement, the said date of commencement and (b) in relation to new Members to be admitted to the
Scheme after the commencement date, the Annual Renewal Date which is coincident with or which
immediately next follows on which they become eligible.
(vii) 'ANNUAL RENEWAL DATE' shall mean in relation to the Scheme on 20th day of march, 1991 and the 20th day
of March in each subsequent year.
(viii) 'TERMINAL DATE' shall mean in respect of a Memberthe date on which he completes the age of 60 years.
(ix) 'THE BENEFICIARY' shall mean, in relation to a Member, the person or persons who has/have been appointed
by him in terms of these Rules to receive the benefits under the Scheme in the event of his death whilst being
insured.
(x) 'THE RUNNING ACCOUNT' shall mean the Account to be maintained by the Corporation (L.I.C.) in favour of
the Employer to which will be credited, the premium remaining in respect of the members after utilizing such
part as is required to provide Life assurance benefit.
(xi) 'THEASSURANCE' shall mean theAssurance to be effected on the life of the member.
(xii) 'REGISTER' shall mean the record of Members kept by the Corporation.
3.0 SUM ASSURED AND PREMIUM
S.NO. CATEGORY LEVEL AMT. OF MONTHLY CONTRIBUTION

INSURANCE PREMIUM
COVERAGE EMPLOYEES CORPN.
SHARE SHARE
Rs. Rs.
1. Sr. Management 'A' 1,00,000/- 82.50 17.50
2. Middle Management 'B' 75.000/- 61.87 13.13
3. Supervisory & 'C' 50,000/- 41.25 8.75
Clerical
4. Subordinate Staff 'D' 25,000/- 20.65 4.37
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3.1 The employees are categorized according to the pay scales. The amount of insurance coverage and the
monthly premium of each category is given below :-
According to the Scheme 65% of the total premium paid will be credited to the Saving Fund Account of
L.l.C. and the accumulation in this Account will be refunded, together with interest accrued thereon, to the
employees at the time of retirement/resignation and also in the event of death during service along with
insured amount. The balance 35% of the premium (including 17.5% contribution by the Corporation) is not
refundable by L.I.C. and it is for risk coverage. In the event of death during service, in addition to the
accumulation in the Saving Fund, the amount of insurance coverage will also be paid to the nominee.
3.2 The Employer will act for and on behalf of the Members in all matter relating to the Scheme and every act done
by, agreement made with and notice given to the Corporation shall be binding on the Members.
4.0 DATE OF COMMENCEMENT
The Scheme shall commence and the Rules shall take effect from 20th day of March, 1991.
5.0 ELIGIBILITY
(a) Regular employees who are aged not less than 18 years and not more than 60 years shall be eligible to join the
scheme.
(b) Present employees in the above category may join the scheme as from the date of commencement of the
scheme.
(c) It shall be a condition of service that present employees who must join the Scheme on the relevant Entry Dates
as soon as they satisfy the conditions of eligibility.
(d) No member shall withdraw from the scheme while he is still an eligible employee satisfying the conditions of
eligibility described above.
6.0 EVIDENCE OFAGE
The Employer shall arrange to obtain satisfactory evidence of age in respect of each Member at the time of his entry
into the Scheme.
7.0 EVIDENCE OF HEALTH
Evidence of insurability in the form and manner required by the Corporation will have to be submitted in respect of
each Member before he is admitted to the Scheme.
8.0 CONTRIBUTIONS
(i) Every Member shall pay a monthly contribution according to his category at the rate as indicate below :-
CATEGORY MONTHLYCONTRIBUTION
A Rs.100/-
B Rs.75/-
C Rs.50/-
D Rs.25/-
The Contribution shall commence on the Entry Date and continue until the Terminal Date orotherwiseas specified in
the Rules.
(ii) The Employer shall recover the contribution in respect of all the members from their salaries and remit the
same in full to the Corporation before 20th of the following month in accordance with the rules.
Provided further that the employer shall remit the Contribution in respect of all members covered on the due
date of each month irrespective of the fact that the salary has been actually paid to such members or not, failing
to which penal interest at the rate determined by the Corporation shall be payable by the Employer.
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(iii) A part of the contribution as may be fixed by the Corporation from year to year, expressed as a uniform average
amount per Member determined on the basis of the age distribution I categories of all the members I shall be
utilized to provide for each member life assurance benefit as mentioned in Rule-8.
The life assurance benefit will become payable upon the death of the member whilst being insured under the
Scheme. For this purpose, the employer shall effect assurance under the one year Renewable Term
Assurance Plan with the Corporation. The balance of the contribution will be credited to a running account
maintained by the Corporation in favour of the Employerfor providing the benefits described in the Rule-8 tothe
Members. The Corporation shall allow interest on the balance in the running account at the agreed rate.
9.00 BENEFITS
9.1 On death of the Member before the Terminal Date
The life assurance benefit category wise i.e. A,B,C, & 0 of Rs.l,00,000I-, Rs.75,000I-, Rs.50,000I- &
Rs.25,000I- respectively togetherwith the amount to the credit of the Member in the Running Account as on the
date of his death as determined in the manner referred to in 8.2 shall become payable to the beneficiary.
9.2 On reaching Terminal date or on earlier cessation of service otherthan death
The total amount to the credit of the member in the Running Account as shall be determined by the Corporation
having regard to the Entry Date, the amounts credited to the Running Account from time to time, the rate of
interest and the date of exit become payable to the Member.
9.3 Revision in Life Assurance Benefits
The amount of Life Assurance Benefit, in respect of each Member due to change in category, shall be revised
only on the 'Annual Renewal Date' immediately nextfollowing the change of category.
9.4 'Termination of Membership

The membership of the Scheme in respect of a member shall terminate upon the happening of any of
the following events:
A Member ceasing to be in the service of the Employer.
B Member reaching the Terminal Date
C Upon termination of membership the Life Assurance benefit to the member shall cease forthwith and the
amount at his credit in the Running Account as determined in Rule-8.2 shall become payable.
9.5 Restrain on Anticipation or Encumbrance

The Benefits under the scheme are strictly personal and cannot be assigned, charged or alienated in anyway.
9.6 AppointmentofBeneficiary
Every Member shall at the time of entry into the scheme appoint one or more of his wife or children or
dependants to be his beneficiary or beneficiaries in the Form 'IV' given in the Appendix and file it with the
Employer. If a member does not have a wife or child/children or dependants then he shall appoint his legal
representative to the beneficiary. In the event of death of the member, benefits in respect of him will be paid to
the beneficiary or beneficiaries appointed by him.
9.7 Amendments or Discontinuance of Scheme

The Employer may discontinue the scheme at any time subject to three month's previous notice being given to
the members and the Corporation and the discontinuance shall be effective from the 1st of the month coincident
with orfollowing the expiryof notice period.
[REFER :No.25(146)/91-Admn. Dated 10.04.1999]
9.8 Employees' Deposit Linked Insurance Scheme (EDLI) was introduced by Central Govt. in 1976 to provide
insurance cover to the members of the Employees' Provident Fund without payment of any premium by such
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members. According to this scheme, in the event of death of employees, his dependants would be entitled to
receive the additional payment as insurance cover. The insurance cover is limited to the last 12 months
average balance in P.F.AJc. priorto death of the member as per the formula given below:-
Rs.1 to 35,000/- Actual Balance
Rs.35,000/- and above Rs.35,000/- + 25% of the excess over Rs.35,000/-

(Subject to the maximum cover of Rs.60,000/-).
LIC of India was also operating similar scheme of Group Insurance in lieu of EDLI Scheme of RPFC stated in para 1
above. LIC's scheme is more beneficial to the employees. In this scheme, all our members will get the uniform
cover of Rs.62,000/- irrespective of P.F. balance of the employees, their length of service and salary.
NBCC-EPF Trust has thus switched over from existing Employees Deposit Linked Insurance Scheme of RPFC to
LIC's Group Insurance Scheme w.e.f. 01.03.2002 for the benefit of members of Trust. It is pertinent to mention here
that the insurance premium is borne by the employer in both the schemes.
[REFER :No.EPF!CIRCULARI5I2002II78 dated 1O.05.2002J
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PRESENTATION OF "SERVICE MEMENTO"

1.0 PREAMBLE
The basic principle behind the Long Service Award Scheme is to foster goodwill, sense of belongingness,
commitment and as a token of remembrance to the Corporation among employees.
2.0 OBJECTIVE
To recognize the long term association and immense contributions made by the employees over the last so many
years, exhibiting tremendous commitment and excellence on the job.
3.0 SCOPE
The Scheme shall be applicable to all the regular employees of the Company.
4.0 DEFINITION
(a) 'Company' means NBCC (India) Limited including Subsidiary/Joint Venture Companies.
(b) 'Employee' shall mean an employee who is on regular establishment employed by NBCC (India) Limited.
(c) 'Continuous Service' shall mean uninterrupted service under the Company and includes service which is
interrupted by authorized leave.
5.0 APPLICABILITY
5.1 The Scheme shall be applicable to all employees of NBCC (India) Limited including all its Subsidiary I JV
Companies, who are on Regular Establishment of NBCC (India) Limited.
5.2 The service rendered in NMR I WE is also counted towards completion of 25/30/35 years or more service in
NBCC (India) Limited.
5.3 The Scheme shall exclude Deputationists, Employees on Casual and Contract basis.
6.0 CEILINGAMOUNTOF MEMENTO/SCHEME

6.1.0 ON RENDERING 25 YEARS SERVICE
An employee who completes 25 years of regular service in the Organization is presented with "Memento" in the
shape of "Wrist Watch(s)" (A pair for the employee! Spouse) embossed with NBCC LOGO in the respective
year with cutoff date as on 31st March, to honour services rendered by him / her to the Company with a financial
limit of Rs.3,000/- (after discount).
In this regard, Competent Authority was pleased to approve enhancement of existing financial limit of
Rs.3,000!- (after discount) as per the table mentioned below towards the purchase of Wrist Watch(s) as
welfare gesture :-
S.NO. CATEGORY OF EMPLOYEE VCEILING OF MOMENTO
1. CMD/Directors Rs.15,000!-
2. Below Board level employees[E-4t0 E-9] Rs.12,000!-
3. Other GroupA& B employees [E-3 to E-0) Rs. 10,000!-
4. GroupC&Demployees Rs.6,000!-
(REFNo. NBCC:HRM-Policy CeII:2015-16:4735 dated 19.09.20151
6.1.2 The memento is presented by Head of Department in H.O. IRBG / SBG /Zonal Office (s), as the case may be,
by organizing a get-to gather function to the concerned employee(s).
6.1.3 The award is being given to the employee whose service record is 'Good' and br against whom no disciplinary
case is contemplated or pending.
6.1.5 The Company reserves the right to amend / modify I alter or discontinue the scheme at its discretion without
any prior notice.
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6.2.0 ON RENDERING 30 YEARS & MORE SERVICE
On completion of 30 years & more service in NBCC (INDIA) Limited, eligible employees will be reimbursed the
amount of Mementoes within the ceiling prescribed category wise as below:
S.NO. CATEGORY AMOUNT[Rs.]

1 Below Board Level Executives viz.E-4 to E-9 25,000/-
2. Group — 'A' & 'B' Executives viz. E-0 to E-3 20,000/-
3. Group—'C' Employees 15,000/-
[REF No. NBCC:HRM-Policy CeII:2016:4470 dated 14.12.2016)

6.3.0 ON RENDERING 35 YEARS & MORE SERVICE
On completion of 35 years & more service in NBCC (INDIA) Limited, eligible employees will be reimbursed the
amount of Mementoes within the ceiling prescribed category wise as below:
S.NO. CATEGORY AMOUNT[Rs.]
1. Below Board Level Executives viz. E-4 to E-9 40,000/-
2. Group — 'A' & 'B' Executives viz. E-0 to E-3 30,000/-
3. Group—'C' Employees 20,000/-
[REF No. NBCC:HRM-Policy CeII:2016:4470 dated 14.12.2016)

7.0 PROCEDURE
7.1.1 On completion of 30 years & more service as on 03.09.2016 onwards eligible employees will be reimbursed
the amount of Mementoes within the ceiling prescribed category-wise as above, against the Memento I Item
purchased by them, subject to production of cash vouchers I bill(s) towards purchasing of memento items
according to their own choice. The payments will be made by the respective RBGS I SBGsI HODs Corporate
Office/Allied Offices, as the case may be.
7.1.2 On completion of 35 years & more service as on 03.09.2016 onwards eligible employees will be reimbursed
the amount of Mementoes within the ceiling prescribed category-wise as per Clause No. 7.2 above, against
the Memento I Item purchased by them, subject to production of cash vouchers I bill(s) towards purchasing
of memento items according to their own choice. The payments will be made by the respective RBGS I SBGs
/ HODs Corporate Office/Allied Offices as the case may be.
7.1.3 The necessary list of eligible employees (for all Groups) will be issued by AGM(HRM)-NEE Division, Pragati
Vihar, New Delhi, in the month of January in the respective year and upload in the ERP. Subsequent to
issuance of list, employees concerned can claim this Long Service Reward Mementoes as the case may be
(i.e. 30 years of service or more /35 years of service or more).
8.0 GENERAL
8.1.1 The employee already retired, who have completed 30 /35 years of service in the Company on 03.09.2016
and onwards are eligible for the Mementoes I Rewards, as per the Guidelines.
8.1.2 The effective Cut-off date of the Scheme i.e.3lst March in the respective year circulated vide Circular
No.2560 dated 03.09.2016 stands cancelled and the cut-off date for the subject Scheme is 03.09.2016.
8.1.3 These Rules are framed entirely as welfare measure and do not confer any right of benefit on the employee
nor impose any obligation or liability, whatsoever on the Company and shall not be deemed to be any contract
or condition of service between the Company and any such employee.
8.1.4 For any clarification and I or interpretation relating to this scheme, decision of the CGM(HRM), Corporate
HRM Department of the Company shall be final and binding.
8.1.5 The Company reserves the right to amend I amend I modify I alter or discontinue the Scheme at its discretion
without any prior notice.
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GROUP PERSONAL ACCIDENTAL INSURANCE POLICY (GPA)
With reference to Circular No. NBCC: HRM-Policy Cell: 167:2016:4116 dated 17.11.2016: NBCC has obtained a Group
PersonalAccidental Insurance Policy bearing Policy No. 31150242180100000004 from M/s The New India Assurance Co
Ltd. covering all the regular employee on roll as on 01.04.2018 w.e.f. 01.04.2018 to 31.03.2019 for a period of one year.
The maximum amount of sum insured is Rs. 20 Lacs for each employee. The Company will bearthe premium amount on
behalf of the employees. The name of the new employee will be added and name of the separated employee will be
deleted on monthly basis by 15th of every month as per the details received from concerned HRM division on prorata
basis.
NBCC is having right to revoke the above policy at any time at its discretion without assigning any reason.
Mr. Shobhit Kulshreshtha, DGM-HRM at Corporate Office is the Principal Nodal Officer for the Policy who can be
contacted atadmn@nbccindia.com Ph:- 08527779342.
Mr. Sujit Kumar, Manager-HRM at Corporate Office is the Nodal Officer for the policy who can be contacted at
sujit.kumar@nbccindia.com Ph:- 08527033518.
Ms. Y.V. Lakshmi, Sr. Branch Manager from M/s The New India Assurance Co Ltd. can be contacted at
Iakshmi.yvnewindia.co .in Ph:- 0995340850.
NOTE: Complete GPAI Policy as per ANNEXURE -I.
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Form No.-AC-62(GR)
THE NEW INDIA ASSURANCE COMPANY LIMITED

Registered & Head Office- 87, MG. Road, Fort, Mumbai-400001.
ANNEXURE - I
PERSONAL ACCIDENT INSURANCE POLICY GROUP

WHEREAS the Insured named in the Schedule hereto (here in after called the 'Insured') has made and/or caused to be
made to the The New India Assurance Company Ltd., (here in after called 'the Company') proposals and/or declaration
dated as stated in the Schedule hereto which together with any statements and warranties contained there in shall be the
basis of this contract and is/are deemed to be incorporate therein, for the insurance hereinafter set forth in respect of
persons detailed in the Schedule of Insured Persons (hereinafter called the ('Insured Persons').
Now this Policy witness that subject to and in consideration of the payment made to the Company the premium for the
period stated in the Schedule or for any further period for which the Company may accept payment for the renewal of this
Policy and subject to the terms, provisions, exceptions and conditions herein expressed or contained or hereon endorsed,
the Company shall pay to the INSURED to the extent and in the manner hereinafter provided that if any of the Insured
Persons shall:
1. Sustain any bodily injury resulting solely directly from accident caused by external, violent and visible means,
the sum hereinafter setforth in respect of any of the Insured persons specified in the Schedule.
(a) If such injury shall within Twelve calendar months of its occurrence be the sole and direct cause of the death of
the Insured person, the Capital Sum Insured stated in the Schedule hereto, applicable to such insured person.
(b) If such injury shall within Twelve calendar months of its occurrence be the sole and direct cause of the total and
irrecoverable loss of
i) Sight of both eyes, or of the actual loss by "physical separation" of two entire hands or two entire feet, or of one
entire hand and one entire foot, or of such loss of sight of one eye and such loss of sight of one eye and such
loss of one entire hand or one entire foot, the Capital Sum Insure stated in the Schedule herein applicable to
such Insured person.
ii) Use of two hands or two feet, or of one hand and one foot, or of such loss of sight of one eye and such loss of
use of one hand oronefoot, the Capital Sum Insured stated in the Schedule hereto, applicable to such Insured
person.
(c) If such injury shall within twelve calendar months of its occurrence be the sole and direct cause of the total and
irrecoverable loss of
i) the sight of one eye, or of the actual loss by physical separation of one entire hand or of one entire foot, fifty
percent (50%) of the Capital Sum Insured stated in the Schedule hereto, applicable to such Insured person.
ii) total and irrecoverable loss of use of a hand or a foot without physical separation, fifty percent (50%) of the
Capital Sum Insured stated in the Schedule hereto, applicable to such Insured person.
NOTE For the purpose of Clauses (b) and (c) above, physical separation of a hand means separation at or above the
wrist and of the foot means at or above the ankle.
(d) If such injury shall, as a direct consequence thereof, immediately, permanently, totally and absolutely, disable
the Insured person from engaging in being occupied with or giving attention to any employment or occupation
of any description whatsoever, then a lump sum equal to hundred percent (100%) of the Capital Sum Insured,
stated in the Schedule hereto applicable to such insured person.
(e) If such injury shall within twelve calendar months of its occurrence be the sole and direct cause of the total
and/or partial irrecoverable loss of use or of the actual loss by physical separation of the following, then the
percentage of the Capital Sum Insured applicable to such insured person in the manner indicated below:
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Percentage of Capital Sum Insured Percentage of Capital Sum Insured

% %
I) Loss of toes-all 20
Great - both phalanges 05
Great - one phalanx 02
Other than great, if more than one toe lost each 01
ii) Lossofhearing-bothears 75
iii) Lossorhearing-oneear 30
iv) Loss of four fingers and thumb of one hand 40
v) Loss of fourfingers 35
vi) Lossofthumb-bothphalanges 25
-one phalanx 10
vii) Loss of index finger - three phalangers ortwo phalanges of one phalanx 10
viii) Loss of middle finger - three phalanges or two phalanges or one phalax
ix) Loss of ring finger 06
- three phalanges or 05
two phalanges or one phalanx
x) Loss of little finger -three phalanges or 04

two phalanges or one phalanx
xi) Lossofmetacarpals -firstorsecond 03

hird, fourth of fifth (additional)
xii) Any other permanent partial disablement
(f) If such injury shall be sole and direct cause of temporary total disablement, then so long as the Insured person shall
be totally disabled from engaging in any employment or occupation of any description whatsoever, a sum at the rate
of one percent (1%) of the Capital Sum Insured stated in the Schedule hereto per week, but in any case not
exceeding Rs. 3,000/- per week in all, under all personal accident policies covering such insured person. Provided
that the compensation payable under the foregoing Sub-Clause (f) shall not be payable for more than 100 weeks in
respect of any one injury calculated from the date of commencement of disablement and in no case shall exceed the
Capital Sum Insured applicable to such insured person.
For the purpose of benefits applicable, Table D will cover of above Benefit (a) only, Table C will cover of above
Benefit (a)to (d), Table B will cover of above Benefit (a)to (e) and Table A will cover of above Benefit (a)to (f). The
applicable benefits with CSI for the same as more specifically described in the shedule will be considered for any
liability under the Policy.
SPECIAL FREE BENEFIT

In the event of the death of the Insured person due to accident as defined in the Policy outside his/her residence, the
Company shall pay in addition to the amount payable under Sub-Clause (a) (For transportation of Insured person's
Dead Body to the place of residence) a lumpsum of 2% of Capital Sum Insured or Rs. 2,500/- whichever is less.
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EXCEPTIONS
PROVIDED ALWAYS THAT:
The Company shall not be liable under this Policy for:
1. Compensation under more than one of the foregoing Subclauses in respect of the same period of the same
period of disablement of the Insured person.
2. Any other payment to the same person after a claim under one of the Sub-Clauses (a), (b), or (d) has been
admitted and become payable. However, amounts relating to medical expenses, carriage of dead body would
be payable in addition if applicable.
3. Any payment in case of more than one claim in respect of such insured person under the Policy during any one
period of insurance by which the maximum liability of the Company specified in the schedule applicable to such
Insured person would exceed the sum payable under sub-clause (a) of this Policy to such insured person.
However, amount relating to medical expenses and carriage of dead body would be payable in addition if
applicable.
4. Payment of weekly compensation until the total amount shall have been ascertained and agreed.
5. Paymentofcompensation in respectof Death, injuryof Disablementofthe Insured person (a)from intentional
self-injury, suicide or attempted suicide, (b) whilst under the influence of intoxicating liquor or drugs (c) whilst
engaging in Aviation or Ballooning whilst mounting into, dismounting from or traveling in any balloon or aircraft
other than as a passenger (fare paying or otherwise) in any duly licensed standard type of aircraft anywhere in
the world, (d)directly or indirectly caused by venereal diseases, aids or insanity, (e) arising or resulting from the
insured person committing any breach of law with criminal intent, (Standard type of Aircraft means any aircraft
duly licensed to carry passengers (for hire or otherwise) by appropriate authority irrespective of whether such
an aircraft is privately owned OR chartered OR operated by a regular airline OR whether such an aircraft has a
single engine or multi engine.
6. Payment of compensation in respect of Death, Injury or Disablement of the Insured person due to or arising out
of or directly of indirectly connected with or traceable to : War, Invasion, Act or foreign enemy, Hostilities
(whether war be declared or not), Civil War, Rebellion, Revolution, Insurrection, Mutiny, Military or Usurped
Power Seizure, Capture, Arrests, Restraints and Detainments of all kings, princes and people of whatesoever
nation condition or quality.
7. Payment of Compensation in respect of death of, or bodily injury or any disease or illness to the Insured person
(a) directly or indirectly caused by or contributed to by or arising from ionising radiations or contamination by
radioactivity from any nuclear fuel or from any nuclear waste from the combustion of nuclear fuel. For the
purpose of this exception, combustion shall include any self-sustaining process of nuclear fission.
(b) directly or indirectly caused by or contributed to by or arising from nuclear weapons material.
Provided also that the due observance and fulfillment of the terms and conditions of this Policy (which
conditions and all endorsements hereon are to be read as part of this Policy) shall so far as they relate to any
thing to be done or not to be done by the Insured and/or Insured person be a condition precedent to any liability
of the Company under this Policy.
8. Pregnancy Exclusion Clause: The Insurance under this Policy shall not extend to cover death or disablement
resulting directly or indirectly caused by contributed to or aggravated or prolonged by child birth or from
pregnancy or in consequence thereof.
CONDITIONS
Upon the happening of any event which may give rise to a claim under this Policy, written notice with all
particular must be given to the Company immediately. In case of death, written notice also for the death must,
unless reasonable cause is shown, be so given before internment cremation, and in any case, within one
calendar month after the death, and in the event of loss of sight or amputation of limbs, written notice thereof
must also be given within one Calendar month after such loss of sight or amputation.
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2. Proof satisfactory to the Company shall be furnished of all matters upon which a claim is based.Any Medical or other
agent of the Company shall be allowed to examine the insured person on the occasion of any alleged injury or
disablement when and so often as the same may reasonably be required on behalf of the Company and in the event
of death, to make a postmortem examine of the body of the insured person. Such evidence as the Company may
from time to time require shall be furnished and a postmortem examination report, if necessary, be furnished within
the space of fourteen days after demand in writing and in the event of a claim in respect of loss of sight the Insured
person shall undergo at the Insured's expense such operation or treatment as the Company may reasonably deem
desirable provided that all sums payable :-
i) In case of death or PTD only after deleting by an endorsement the name of the insured person in respect of
whom such sum shall become payable without any refund of premium.
ii) In case of PTD only after reducing by an endorsement CSI by amount admissible under the claim in respect of
person to whom such sum shall become payable.
iii) TTD after termination of such disablement.
No sum payable underthis policy shall carry interest.
3. The Company shall not be liable to make any payment under this policy in respect of any claim, if such claim be in
any manner fraudulent or supported by any fraudulent statement or device, whether by the Insured or by any person
on behalf of the Insured.
4. (a) The Insured shall give immediate notice to the Company of any change in his business or occupation.
(b)The Insured shall be tendering any premium for the renewal of this Policy give notice in writing of the Company
of any disease, physical defect or infirmity with which any of the insured person have become affected since
payment of last preceding premium.
5. This Policy may be renewed by mutual consent every year and in such event, the renewal premium shall be paid to
the Company on or before the date of expiry of the Policy or of the subsequent renewal thereof. The Company shall
not however, be bound to give notice that such renewal premium is due.
6. The Company may at any time, by notice in writing, determine this Policy, provided that the Company shall in that
case return to the Insured the then last paid premium less a prorata part thereof for the portion of the current
insurance period which shall have expired. Such notice shall be deemed sufficiently given if posted and addressed
to the Insured at the address last registered in the Company's books and shall be deemed to have been received by
the Insured at the time when the same would be delivered in the ordinary course of post.
OR the policy may be canceled at any time by the Insured by a notice in writing under a Certificate of posting or a
Regd.A.D. Such notice shall be deemed to be effective from the date of despatch of the same by the Insured.
PROVIDED no claim has arisen under the within mentioned Policy prior to the despatch of such notice by the
Insured to the Company, the Insured would be entitled to the return of premium less premium at Company's short
period rates for the period the policy has been in force.
7. The Company shall not be bound to take notice or be affected by any notice ofanytrust, charged, lien, assignment or
other dealing with or relating to this Policy but the receipt of the Insured shall in all cases be an effective discharge to
the Company.
.8. If any dispute or difference shall arise to the quantum to be paid under the policy liability being otherwise admitted
such difference shall independently all other questions be referred to the decision of a sole arbitrator to be appointed
in writing by the parties to of if they cannot agree upon a single arbitrator within 30 days of any party invoking
arbitration the same shall be referred to a panel of three arbitrators, comprising of two arbitrators, one to be
appointed by each of the parties to the dispute/difference and the third arbitrator to be appointed by such two
arbitrators and arbitration shall be conducted under and in accordance with the provisions of the Arbitration and
Conciliation Act, 1996.
It is clearly agreed and understood that no difference or dispute shall be referable to arbitration as herein before
provided, if the Company has disputed or not accepted liability under or in respect of this policy.
It is hereby expressly stipulated and declared that it shall be a condition precedent to any right of action or suit upon
this Policy that award by such arbitrator/arbitrators of the amount of the loss or damage shall be first obtained.
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It is also hereby further expressly agreed and declared that if the Company shall disclaim liability to the insured for
any claim hereunder and such claim shall not within 12 calendar months from the date of such disclaimer have been
made the subject matter of a suit in a court of Law, the claim shall for all purposes be deemed to have been
abandoned and shall not thereaftere recoverable hereunder.
ENDORSEMENT TO COVER MEDICAL EXPENSES APPLICABLE UPON THE PAYMENT OF EXTRA PREMIUM &
SPECIFIC COVERAGE AS SHOWN IN THE POLICY SCHEDULE
In consideration of the payment of an additional premium as shown in the policy schedule it is hereby agreed and declared
that notwithstanding anything in the within written policy contained to the contrary, this insurance is extended to cover the
medical expenses necessarily incurred and expended in connection with any accident as specified in the Policy, for which
a claim is made bythe Insured and admitted bythe Company.
The Company shall reimburse to the Insured an amount upto but not exceeding forty percent of the compensation paid in
settlement of a valid claim under this Policy or 10% of the relevant sum insured whichever is less. Further, it is a condition
precedent to the payment of such medical expenses that the medical attendant's detailed account shall be submitted to
and is approved by the Company.
PROVIDED ALWAYS THAT:
This insurance shall not apply, in so far as it applies to a female to expenses incurred in respect of any condition
arising from or traceable to any disease of the organs of generation, malignant disease of mammary gland,
pregnancy childbirth, abortion or miscarriage or any complications and/or sequels arising from the foregoing, unless
otherwise provided hereafter.
2. The Company shall not be liable to make any payment underthis Policy in respect of:-
i) Disease, Injury, Death or Disablement directly or indirectly due to War, Invasion, Act of Foreign Enemy
Hostilities or Warlike Operations (whether war be declared to nor) or Civil Commotion or Rebellion Military,
Naval orAir Service or Breach of Law of Hunting, steeple-chasing, Revolution, Insurrection, Mutiny, engaging
in aviation other than a passenger (fare paying or otherwise) in any licensed Standard Type of Aircraft.
ii) Circumcision or Strictures or Vaccination or Innoculation or change of life or beauty treatment of any
description or dental or eye treatment or Intentional self injury or insanity or dissipation or Nervous Breakdown
(which expression shall cover also general debility "run down" conditions and General "overhaul") or Venereal
Disease or intemperance or the use of intoxicating drugs or liquors or any diseases, injury, death or
disablement directly or indirectly due to any one or more of them.
Subject otherwise to the terms, exceptions, conditions and limitations of this Policy.
NB.- IN THE EVENT OF DISHONOUR OF PREMIUM CHEQUE THE POLICY AUTOMATICALLY STANDS
CANCELLED AS FROM INCEPTION.
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ASSISTANCE FOR FUNERAL EXPENDITURE I EX-GRATIA
1. Funeral Expenses on Death
In case of death of an employee during service, his/her family is to be paidRs.20,000/- on account of funeral
expenses in the shape of Ex-gratia. This Ex-gratia payment to the family of the deceased employee is to be paid
immediately. Competent Authority for sanctioning of this Ex-gratia will be RBG(s) / SBG(s) / Zonal lncharge(s) I
Unit lncharge(s)I HOD(s), as the case may be.
[REFER : NBCCIHRM/2018/684 dated 03.04.2018]
2. Ex-Gratia Payment on Death during employment
In event of death of an employee arising due to any mishappening in the course of employment, the Chairman-cum-
Managing Director, at his discretion, can grant ex-gratia upto Rs.2 00,000/- in each case, depending upon the merit,
to the family of deceased employee.
[REFER: 3(13)I2012-HRM/246 dated 17.01.2013]
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"STAFF I PUBLIC GRIEVANCE REDRESSAL MACHINERY"
1. PREAMBLE
It has been the endeavour of the Company, as a progressive employer to ameliorate the difficulties of the
employees to the extent possible within the frame work of the rules so that their just and genuine difficulties are
removed and they are able to concentrate on the work to give their best. Cordial and harmonious relationship
between the employer and the employee is maintained. For purpose of redressing the grievances of the
employees, the following mechanism is provided :-
2. TITLE
STAFF I PUBLIC GRIEVANCE REDRESSAL MACHINERY
3. DEFINITIONS
"Employee" means a person borne on the rolls of regular establishment of the Company but excludes temporary
employees, employees on contract, deputation unless the terms and conditions of the employment.
4. SCOPE
The Grievance is restricted to the individual grievance pertaining to the rules, procedures and decisions of the
management but excludes disciplinary action leading to the penalties imposed.
5. WHATISAGRIEVANCE
• Grievance of staff relating to service matters.
• Grievance of retired employees relating to retirement dues! payment of settlement of claims.
[The Grievance shall be of only individual grievance of specified of an employee and raised individually by the
concerned aggrieved employee pertaining to the rules, procedures and decision of the Management. The
Grievance Committee will also deal with any other grievances that may be referred to by the Management.]
6. WHAT IS NOTA GRIEVANCE
6 1 Any grievance of general applicability or of collective nature or raised collectively by more than one
employee.
6.2 Any grievance arising out of disciplinary action having been taken against employees under Disciplinary
Rules.
6.3 Any grievance involving decision of DPC, Selection Committees and Assessment Committees. However, if
there are any ex-facie procedural lapses in constitution of committees, or following of prescribed procedure,
e.g. absence of SC! ST representatives where mandatory, lack of quorum etc., these could be looked into by
the Grievance Committees
6.4 Time barred cases or cases referred to Courts. A case will be treated as time barred if no representation is
made within 45 days of the decision!order. However, the CGC may entertain any case which is time barred
on merit at it's discretion provided it does not have wide ramifications.
6.5 Any grievance against a decision for which there are statutory rule of appeal etc.
7. STAFF! PUBLIC GRIEVANCE MACHINERY
A Grievance Redressal was constituted in the year 1985. It was functioning at Unit, Zonal and Corporate Office
levels. However, during 2005-2006 Govt. emphasized the need to set-up an institutional arrangement for dealing
with the grievance of staff sympathetically and promptly and to avoid employees resorting to outside influence for
furtherance of their service interest, it was decided to strengthen the Grievance Cell headed by a senior officer
designating him Director of Grievance. Till then, the Staff I Public Grievance Machinery is under operation at
Corporate Office only under the name "Staff!Public Grievance Machinery".
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STAFF I PUBLIC GRIEVANCE

REDRESSAL MACHINERY
62. STAFF I PUBLIC GRIEVANCE REDRESSAL MACHINERY
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8. 1. Director(Grievances) will handle following type of grievances with the assistance of CGC.
a) Grievance of staff relating to service matters. Any other grievance pertaining to employees i.e.
procedural lapses in constitution of committees for recruitment I DPC etc., except arising out of
disciplinary action taken against employees under disciplinary rules involving vigilance angle.
b) Grievance of retired employees relating to settlement of their claims i.e. terminal dues etc.
2. Director (Grievances) will have powers to call for files/papers connected with grievances of long pending
cases in the interest of quick disposal of the grievance and take a decision thereon with the approval of CMD.
3. Director (Grievances) will report directly to CMD for the purpose of handling grievances. His relationship
with other line functionaries will be distinct and he can deal with them in the capacity as a Director.
4. In case of dissent of members over the issue under deliberation, decision of the Director (Grievances) in
consultation with CMD on the issue will be final. The reason for backing the decision shall be put on record of
the Grievance Redress Machinery.
5. The name of Director (Grievances) may be written at the reception of Corporate Office / RBG Offices I SBG
Offices /All Zonal Offices. This could also be printed in NBCC Diary every year.
[REFER: CIRCULAR No. : 54(1)ICGCI2006/436 dated 24.02.2006)
9. CONSTITUTION OF CENTRAL GRIEVANCE COMMITTEE (CGC): Nominated by the CompetentAuthority from

time to time.
10. PROCEDURE
i) A grievance should be acknowledged immediately and at the most within three days of the receipt of
grievance.
ii) The grievance should be redressed within the period of maximum two months of its receipt. If the finalization
of a decision on a particular grievance is anticipated to take longer than two months, an interim reply should
invariably be sent.
iii) In case it is not feasible to accede to the request, a reasoned reply may be issued to the aggrieved employee
within the above stipulated time limit.
[REFER: CIRCULAR No. : AGM(P)/CGCI2006-Pers.I3062 dated 27.10.2006)
iv) The Grievance Redressal Machinery is an independent Body which shall exercise due discretion in its
deliberations and should not be a mere endorsing body for the decisions taken by the respective
departments and other authorities. Wherever required, the Grievance Committees can also come-out with
suggestions for improvement in the current procedures / rules.
v) An aggrieved employee will not take any issue to courts or to conciliation till the grievance redressal
procedure is exhausted.
vi) The aggrieved employee will represent himself and will not be represented by the Lawyer.
[REFER: CIRCULAR dt. 29.11.2001)
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CHAPTER - X
POST RETIREMENT SCHEMES
1. MEDI-CLAIM POLICY-2019 (FOR RETIRED EMPLOYEES)
2. PRESENTATION OF SERVICE MEMENTO I SERVICE

CERTIFICATE I IDENTITY CARD
ON SUPERANNUATION
3. RULES OF NBCC EMPLOYEES' DEFINED CONTRIBUTION

SUPERANNUATION
PENSION TRUST (NEDCST)
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MEDI-CLAIM POLICY -2019
FOR RETIRED EMPLOYEES
NBCC CONTRIBUTORY MEDICAL GROUP INSURANCE SCHEME FOR THE RETIRED EMPLOYEES AND
THEIR FAMILY MEMBERS.
1.0 OBJECTIVESOFTHESCHEME
The scheme has been framed with a view to provide medical benefits to the superannuated employees and their
spouse, employees who have taken Voluntary Retirement on or after 01.01.2007 and families of the employees
who dies in harness.
2.0 POLICY COVERAGE [WHAT IS COVERED]
The policy covers reimbursement of Hospitalization charges and I or Out-Patient Department (OPD) expenses for
illness/diseases contracted or injury / sustained by the insured person. In the event of any claim becoming
admissible under the policy, the company will pay to the insured member the amount of such expenses as
reasonably and necessarily incurred anywhere in India, but not exceeding in any one period of insurance of
amounts under the respective category in the TABLE OF BENEFITS UNDER THE SCHEMES — Clause - 7.0.
Presently, NBCC is extending contributory post-retirement medical facilities to all its retired employees.
3.0 ELEGIBLITY FOR COVERAGE [WHO IS COVERED]
3.0.1 Retired Employee (Superannuated/VR/DH*)and his/her spouse.
In case of VRS (Voluntary Retirement Scheme) only those employees whose VR has been accepted on or
after2007 shall be eligible.
3.0.2 Dependants (upto two) in case suffering from:
a) any from any permanent disability of any kind (Physical or mental) irrespective of age limit provided he/ she is
unemployed and is wholly dependent upon
b) the employee recorded in service book at the time of retirement of an official.
In this case, the ex-employee(s) will be charged 1/3rd extra on the existing rates as nominal premium.
3.0.3 Dependant Parents of the Ex- Employee irrespective of the age limit provided he/she is wholly dependent
upon the Retired Employee recorded in service book at the time of retirement of any Official shall be allowed
Medi-claim benefit (as per the policy).
3.0.4 In case of DH* employee [Regular employees who died in harness (on or after 31.03.2010)], all eligible
dependents as applicable to in-service employees shall be covered. In such cases, the benefits shall be
given upto a date by which the employee would have completed 60 years of age and after that his family shall
be treated at par with the retired employees and shall avail the same benefits.
Dependents of the employees who die in harness as under
(a) The benefit will be extended only in case of death in harness of an employee after serving 10 (ten) years
continuous service in the regular establishment of the Corporation as on 31.03.2010 orthereafter.
(b) In case of Board level Executives, this period shall be reckoned considering their past service in / other PSUs /
Govt. Deptt.
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(c) The Scheme shall be applicable to the spouse with his / her dependent children subject to the condition that
the spouse is not availing medical benefit from any other source. In the event the spouse gets remarried, no
benefits shall be admissible under the Scheme from such date.
(d) In case of the death of the spouse (widow/widower) or remarriage these benefits shall not be payable to other
dependents.
(e) The Scheme shall be operative and applicable w.e.f. 01.04.2010.
3.0.5 In case of death of the retired employee who had been availing benefits under the Scheme, his / her spouse
will continue to avail the benefits under the Scheme subject to his / her continuing to meet the terms and
conditions of the Scheme.
3.0.6 Benefits under the scheme would be available to the concerned employee only if the employee concerned
and his/her spouse is not availing any medical facilities from or through the Central/State Govt/Public Sector
Undertaking/Quasi Government Body.
3.0.7 The employees who cease to be in employment on account of permanent total disablement and their
spouses.
3.0.8 In case of death in harness of an employee, the family of the deceased employee shall continue to avail the
admissible benefits as heretofore during the currency of the policy.
Service Book/NBCC records shall be final.
4.0 MEMBERS
4.0.1 This scheme is optional & contributory in nature and those who opt for this schemewill hereinafter be referred
to as "members".
4.0.2 Retired employees& their Family Members (as per the scheme) shall be covered through NBCC Group Medi-
claim Insurance Policyfor "Retired Employees" (Superannuated /VRS / DH) and their family members.
4.0.3 The ex-employees shall not be allowed to make any addition of dependents after retirement.
5.0 PROCEDURE FOR JOINING THE SCHEME
(i) The employee's spouse (wife or husband), as the case may be, provided the spouse is not getting medical
facility from his/her office;
5.0.1 Benefits under these Policy will be available to only those employees and their families, if any, who elect to
become members by applying in the prescribed manner.
5.0.2 All retiring employees should get themselves enrolled under the scheme "before their retirement". Under no
circumstances applications for enrolment received after the retirement will be entertained. However, in case
of death in harness, enrolment shall be allowed within 90 days.
5.0.3 All retired employees covered under the Policy may please take note that extension of the benefits of the
Medical facilities to them under "NBCC Group Medical Insurance Policy - for Retired Employees".The
membership of this policy for Retired Employees issubject to paymentof necessary contribution in advance.
Those who have not paid their contribution for the current year are advised to pay immediately. In case of
those who have not paid contribution for the current Policytheir names will be deleted. However, their cards
will be revived on payment of requisite contribution
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5.0.4 All retiring employees shall filiMembership Form [Post-Retirement Medical Scheme] in CAPITAL LETTERS
and submit the same to the Nodal Officer — Medical at their respective offices of RBG'sl SBG's /Zonal Office's
/ Corporate Office !Allied Offices designated for administering the Medi-claim Scheme. This form needs to be
submitted to Medical Section along with Cheque towards the contribution of medical premium [@ Rs.75!- per
month in case of GroupA& B and Rs.50!- per month of Group C & 0] and OTHER DOCUMENTS.
4.4 Where a beneficiary does not become a member of the Scheme or! and does not pay timely contribution, the
benefit(s) under the Scheme will cease. However, the employee can be allowed to join the scheme again on
payment of current period Contribution However no benefit for the lapsed period will be allowed.
The maximum period forwhich the contribution can be deposited ata time is five years.
5.0.5 The medical premium cheque, deposited with Medical Section is sent to Finance Division for the processing
and generation of receipt. This receipt generated from Finance Division is sent to Medical Section for
onwards submission to the concerned employee.
5.0 PROCEDURE FORAVAILING THE BENEFIT:
5.1 An eligible employee who intends to avail of medical benefits under the scheme can avail this facility from
Head Office!RBG/SBGa!Zonal Office as per his choice.
5.2 The NBCC Office where the retired employee is to be registered, after scrutiny of the application and
verification of the eligibility conditions as mentioned in para 2.0 above, will issue a photo Identity card in the
prescribed proforma and will also issue office order permitting the beneficiary!beneficiaries to avail the
benefits under intimation to Head Office.
5.3 The Identity Card will be valid fora period for which the prescribed contribution has been paid.
5.4 The Membership will cease from the date of not meeting any of the eligibility conditions by the beneficiaries
and in that case, the contribution paid for the unexpired period, if any, will not be refundable.
5.0.6 Issuance of Medical Card
1) Every year Medical Insurance Cards (with or without Photo) are issued by TPA to all the retired employees
who are members of the policy within 30 days of its appointment with us provided the retired members have
deposited the requisite premium. Till new cards are issued, Old Medical ID Card will serve the purpose for
reference to the TPAfor cashless facility. In case of any difficulty please contact Nodal Officer(s) (Medical),
NBCC (India) Ltd., Corporate Office, New Delhi. Contact No. 011-24367314-17 Ext.1867.
2) Once retired employee becomes the member of the policy, he has to deposit the required premium every year
so as to continue to remain the member of the policy. In case the premium is not received on time , the name
of the retired employee shall be deleted from the list of covered employees and in case such employee wants
to become the member again, he has to undergo all the steps as in case of fresh additions in the policyi.e.,
deposition of requisite premium amount, request sent to Insurance Co. of addition of name, endorsement
received from Insurance co. Only after the endorsement of the new addition is received by the TPA, medical
Insurance Card of the employee is received.This process can take upto 30 days.
6.0 RESPONSIBILITY OF THE RETIRED EMPLOYEE
6.0.1 All the Policy Holders are requested that they must read the complete policy thoroughly.
It is brought to the notice of all the retired members of the policy that while being the members of the policy,
they are responsible for:
1) Anychangeofaddress/phone numberincase ithappens
2) Correctness of data given in the cashless cards issued byTPA
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7.0 BENEFITS UNDER THE SCHEME:The various benefits under the policy are as under:
1) SUM INSURED LIMITS (Hospitalization! Cashless! Day Care! IPD)
2) OPD (GENERAL& DENTAL)
3) OPD (CHRONIC DISEASE)— [with overall ceiling limit of Rs.25 lacs]
7.0.1 SUM INSURED LIMIT(s)in case of Hospitalization ! Cashless I Day Care! IPD for various categories of
Retired employees are mentioned under;
CATEGORY SUM INSURED AMOUNT
[Per Family, PerAnnum]
Ex - Board Officials Rs. 6.50 Lacs
Group— 'A' & 'B' Officials Rs. 4.00 Lacs
Group— 'C' & 'D' Officials Rs. 3.00 Lacs
2) OPD (GENERAL& DENTAL)
7.0.2 Coverage Treatment under Cashless! Hospitalization! IPD! Day Care
1. DEFINITIONS[Hospitalization]
CLAIM UNDER HOSPITALIZATION BENEFIT IS ADMISSIBLE ONLY WHEN THE PATIENT IS ADMITTED
INAHOSPITAL FORAMINIMUM PERIOD OF 24 HOURS.
2. Hospital!Nursing Home means any institution in India established for indoor care and treatment of sickness
and injuries and which has been registered either as a Hospital or Nursing Home with the local authorities and
is under the Supervision of a registered and qualified Medical Practitioner.
3. Hospitalization facility can be availed from any Hospital or Registered Nursing Home in India. However, the
Medi-claim member can avail Cashless Facility under Hospitalization from any other Hospitals also, which
are not empanelled bytheTPA. In case, if the treatment taken in non-empanelled Hospital(s), the claim form
along with necessary documents has to be submitted to the TPAfor reimbursement of the same.
4. When treatment! surgeries such as Dialysis, Chemotherapy, Radiotherapy, Ophthalmic Surgeries (Cataract
! Glaucoma Surgeries etc.), Lithotripsy, Laparoscopic surgeries, Microsurgery etc., is taken in the Hospital!
Nursing Home and the insured is discharged on the same day, the treatment will be considered to be taken
under Hospitalization.
7.0.3 Room Rent: 2.5% of sum assured. No CAPlNGapplicable in case of condition requiring treatment in ICCU!
ICU & "Other" charges such as doctor's fees, blood etc.;
S.NO. Category Sum Insured Room Rent Limit

@ 2.5% of Sum Insured
1. Ex-Board Level Officials Rs.6.50 lacs 16,250!-
2. Group'A'&'B' Rs.4.00lacs 10,000!-
3. Group'C'&'D' Rs.3.001acs 7,500!-
4. For ICU Treatment
[irrespective of the Group] - As perActual.
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In case a member goes for a higher category room, the consultation charges! investigation charges! procedural
charges/surgical charges/package rates etc. shall be limited toActual.
No proportionate deduction on above charges shall be applicable.
7.0.4 Day Care:
This covers all medical procedures and treatments or cares which are of the nature of an emergency treatment
which is provided in a Hospital but does not necessitate an admission as an indoor patient. The line of treatment as
recorded in the casualty papers and opinion of the attending doctor may establish the emergency and / or the need
for the treatment and includes treatment for fracture(s) e.g. Bone fractures & dislocation !AII bites! injuries caused
by insects and animal! monkey, snake, rat, dog bite and cases relating to cataract operation, radiation,
chemotherapy, dialysis, dengue, Chikungunya shall be payable irrespective of hospitalization provided the
treatment is taken from an authorized doctor (minimum MBBS degree holder). Condition of 24 hrs.&lndoor
treatment shall not apply in such cases
7.0.5 In addition to the indicative list of Day-care procedures, any other surgeries / procedures agreed to by NBCC,
Insurance Company and TPA, requiring less than 24 hours hospitalization will also be considered under
hospitalization.
7.0.6 If the insured person sustains injury or contracts any disease and upon advice of Medical Practitioner, he! she has
to incur Hospitalization Expenses, then the following in hospitalization expenses shall be payable by the Insurer.
7.0.7 AllAYUSHtreatments—Ayurveda ,Yoga & Naturopathy, Unani , Siddha & Homeopathy will be covered
7.0.8 Nursing Expenses - These expenses will be reimbursed subject to specific recommendation of treating physician!
doctors that patient disease is such which require utmost care by a Nurse
7.0.9 Physiotherapy! Nursing undertaken at home is covered where patient is unable to move to the hospital or
prescribed by the treating Doctor
7.0.loExpenses on Anaesthesia, Blood Oxygen, Operation Theatre charges, Surgical Appliances, Medicines and
Drugs, Diagnostic Materials and X-Ray, Dialysis, Chemotherapy, Radiotherapy, Cost of pacemaker, Artificial Limbs,
Cost of organs and similar expenses other than those as specifically stated in exclusion section of the policy.
7.0.11 Artificial limbs : The expense on artificial limbs is reimbursable on actual cost basis within the sum insured on
production of necessary bills.
7.0.12 Treatmentfor age related Muscular degeneration with Injection Avastin / Lucentis / Macugen
7.0.13Cytotron Therapy I Ozone Therapy /Enhanced External Counter Pulsation Therapy (EECP) / Physio Therapy /
Occupational Therapy I Panchkarma.
7.0.14 Stem cell Transplantation except Haemopoetic Stem Cell Transplant! Bone Marrow Transplant.
7.0.15 Cost of Robotic Surgery! Robotically assisted surgery! medically advanced treatment and femto laser treatment!
stem cell surgery is payable.
7.0.16 External and / or durable Medical / Non-Medical equipment of any kind used for diagnosis and/or treatment
including CPAP (Constant Positive Airway Pressure), CAPD (Continuous Ambulatory Poertinial Dialysis), Infusion
pump etc. Ambulatory devices, i.e. Walker, crutches, belts, collars, caps, splints, slings, braces, stockings etc., of
any kind Diabetic foot wear, Glucometer! Thermometer, Hospitalization mobility, equipment used for sleeping
disorder and similar relates items etc. and also any medical equipment which subsequently used at home etc.
7.0.17 Expenses incurred on treatment of external body aids, hearing aid, Speech Therapy to be paid from SI.
7.0.18 Obesity including Morbid Obesity treatment less than 40 BMI to be payable.
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7.0.19 Lasik Surgery for Correction of eye sight.
7.0.20 Psychiatric ailments, genetic disorders and stem cell implantation, sleep apnea, sleep study, sleeping disorder.
7.0.2 1 Treatment requiring Intra articular injections & antibody injections such as rituximab, zoledronic acids, hormonal
therapy etc are covered under IPD & OPD.
7.0.22 Expenses incurred on treatment of External congenital ailments.
7.0.23 The treatment of Huntington's disease, Schizophrenia, psychiatric, psychometric or any other mental diseases or
disorder shall becovered under IPD.
7.0.24 Oral Chemo therapy (adjuvant and neo adjuvant) and immunotherapy are also covered under IPD & OPD.
7.0.25 DREADED DISEASE COVER:
Treatment of the following Dreaded diseases will be covered upto the full sum insured of the family of the employee.
Nephritis of any aetiology plus bacteria I renal failure I CKD (Chronic Kidney Disease) requiring Kidney
Transplantation & Dialysis.
Cerebral or Vascular strokes.
Open and close heart surgery.
Malignancy diseases, which are confirmed on Histopathological report.
Encephalitis (Viral).
NeuroSurgery.
Total replacement of joints. Liver disorder (Hepatiti 2& C) associated with complications like Cirrhosis of Liver.
Grievous injury including multiple fractures of long bones, head-injury leading to unconsciousness, 100% burns,
injury requiring artificial ventilatorsupport plus vertebral column injury.
7.1 OTHER IMPORTARTPOINTS REG. IPDICASHLESSIHOSPITALIZATION
7.1.1 CORPORATE FLOATER
The floater fund limit upto Rs.15 (Fifteen)Lacs for the Policy period i.e. 01.01.2019 to 31.12.2019 will be kept
reserved as Corporate Floaterwhich could be used for reimbursement of medical expenditure (Cashless) of Retired
employees whose sum Insured Limit has exhausted during the Policy period. The floater amount available under
this feature to the family will be 100% of sum insured.
In case, the expenses exceed the limit, as per the provision under the Policy the Insured person can draw upto
100% Corporate FloaterAmount [first cum first basis] with the approval of Principal Nodal Officer (Medical), NBCC
(India) Limited.
7.1.2 COST OF TRAVEL ON EMERGENCY REPATRIATION
Emergency repatriation (by land I by air) will be allowed upto a limit of Rs.50,000/- per illness/insured person within
the limit of sum insured.lt is further clarifies that in the event of Insured Person falling sick and requires
hospitalization outside the city I town I village, where treatment of the insured person is not possible due to lack of
properfacility at that hospital and condition of the insured person is such that it requires immediate medical attention
with Intensive Care, the Insurance Co. shall reimburse the cost of journey for Insured Person only to the place of
hospital. This benefit will be available only if the insured person is hospitalized as a consequence of emergency
sickness but not for treatment of disease or any related disease or a consequential complication thereof, following
which the Insured person has been hospitalized. The maximum liability of the company shall be restricted to
Rs.50,000/- per employee or actual expenses whichever is lower in any one period of insurance. The overall ceiling
shall remain restricted to Rs.5.25 lacs under the policy.
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7.1.3 COSTOFAID
Rs.40,000I- per family insured / per annum can be reimbursement on cost incurred for aids like Wheel Chairs,
crutches , Walkers or any other etc. Reimbursement of these expenses will be subject to the limit of sum insured per
family and should be duly recommended by the treating doctor.
7.1 .4 There shall be no restrictions on single disease! 100 days and investigations forming part of the treatment.
7.1.5 Any kind of service charges, surcharges, admission fees! registration charges and Non-Medical expenses and
Non-Payable levied by the Hospital.
7.1.6 In case of hospital charging more than GIPSA, the claim shall be payable in actual within the SI applicable as per the
Medi-Claim Policyof NBCC.Anyclaim is notsubjectto limitation dueto GIPSAcan be settled if charges morethan
GIPSA.
7.1.7 All expenses levied by the hospital should be covered.
7.1.8 Pre-existing diseases whether internal! external!chronic!hereditary/ genetic are covered. There will be no
exclusion.
7.1 .9 All expenses incurred by the insured are payable for the period upto one month pre hospitalization and two months
post hospitalization incase it happens.
7.2 CLAIM PROCEDURE INCASE OF IPD REIMBURSEMENT.
Under the policy, the IPD treatment can be taken using
a) Cashless Facility in the hospitals empaneled with the TPA
b) Reimbursement of expenses incurred on account of IPD treatment if taken from non empaneled hospital
7.2.1 TPA has a list of hospitals which are empaneled with them and in which employees can avail cashless
treatment. In such cases employees can contact TPA Section of respective hospitals to get approval from the
TPAfor the treatment.
7.2.2 In case the treatment is taken in the hospital which is not empanelled with our TPA, the employees shall take
the reimbursement of all the expenses incurred by him during the IPD treatment. Employee has to fill in the
Medical Claim Form[Refer Annexure IV] and submit the same along with all the required prescriptions, bill
summary, investigation reports, discharge summary any all the relevant documents with reference to the
treatment to the Nodal Officer or TPA representative or by post to the TPA immediately on completion of the
treatment or on expiry of 60 days from the date of discharge from the hospital whichever is earlier.
7.2.3 All claim papers should be submitted in original. No photocopy will be accepted in case of reimbursement of
PD claims.
7.2.4 Further, it may be noted that in case the bills/report enclosed with the hospitalization claim paper pertain to
establishment other than the nursing homes/hospital where the insured was hospitalized and they are not
supported by proper prescription/advice of the attending doctor, then such bills/reports must be duly certified
by the attending Doctor.
7.2.5 On receipt of completed claim form alongwith relevant document & discharge voucher, the TPA shall process
the claim. If the documents are found to be in order and other relevant information is complete, the claim will be
settled and claim payment would be released as early as possible, normally within 30 days of the receipt of all
claim documents mentioned by the TPA.
7.2.6 Pre-Hospitalization
Relevant medical expenses incurred during the policy period upto 30 days prior to the hospitalization on disease /
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illness! injury sustained will be considered as a part of claim under hospitalization. However, regular OPD treatment
prescribed under post hospitalization prescription will not fall under Hospitalization claim.
7.2.7 Post Hospitalization:
Relevant medical expenses incurred during the policy period upto 60 days post hospitalization on disease / illness /
injury sustained will be considered as a part of claim under hospitalization. However, regular OPD treatment
prescribed under post hospitalization prescription will not fall under Hospitalization claim.
8.0 OPD [GENERAL & DENTAL]
Under OPD, employees can claim day to day medical expenses /doctor's consultation! medicine bills! pathological
or any other investigation ! dental treatments! procedures as mentioned below. It covers treatment taken as an
out-patient in any Govt. Hospital!Private Hospital/Nursing Home.
8.0.1 The reimbursement limittowards OPD [Gen.& Dental] for employees per annum per family in various
categorieshas been mentioned as under:-
CATEGORY OPD (GENERAL& DENTAL)

[Per Family, Per Annum]
Ex - Board Officials Rs. 21,000/-
Group— 'A' & 'B' Officials Rs.21 ,000/-
Group— 'C'&'D'Officials Rs. 17,500/-
8.0.2 For the purpose of reimbursement of Dental Treatment under OPD (Gen. & Dental), the following dental
diseases or problems are covered:
1. Root Canal Treatment (RCT)
2. Restorations
3. Extractions
4. Tooth/jaw fractures
5. Scaling
6. Frenotomy
7. Flap Surgery
8. Curettage
9. Root Planning
10. Minor surgical procedures related to oral cavity not concerned with cosmetic treatment related to oral cavity
not concerned with cosmetic treatment
11. Complete and partial; dentures
12. Orthodontic braces/wiring
8.0.3 CLAIM PROCEDURE — REIMBURSEMENT OPD CLAIM(s)
OPD claim(s) should be submitted to the office ofTPAalongwith
Claim Form [ReferAnnexure IV] duly filled in
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All Doctor's Prescription (photo copies)
All Receipts for Drugs/Diagnostic Tests (photo copies)
All Diagnostic Reports (photo copies)
Cash Bills (in original)
[All the above stated documents should be submitted, in proper sequence with Statement of Expenditure,
duly tagged / stapled.]
8.0.4 The X- ray film or Scan films! report CDs / MRI scan etc., etc., shall not be required to be submitted for
reimbursement.
8.0.5 OPD Claims to be submitted by the Employee, to the TPA when the expenses exceed Rs. 1500/- per person
per policy period or within 90 days from the date of completion of the treatment, whichever is earlier.
8.0.6 Dental treatment shall be reimbursed within the OPD (Gen. & Dental) ceiling amount. For dental diseases or
problems, the Minimum qualification for treating Doctor should be MBBS and BDS (For Dental Treatment).
8.0.7 The Minimum qualification for treating Doctor for under any Unani / Siddha! Homeopathy! AYUSH System-
Ayurveda should be equivalent to BAMS! Dip. inPanchakarma! MBBS I BUMS! BHMS.
8.0.8 The Charges incurred for treatment taken from qualified Registered Medical Practitioners (i.e. R.M.P)will not
be reimbursed.
8.0.9 Vaccinations will be covered and will be payable under OPD
8.0.l0Annual Full Body Health Check-Up
Reg. Expenditure incurred on "Annual Full Body Health Check-up" for all employees, the same may be
reimbursed within the ceiling of OPD (General& Dental) without any prescription given by doctor. However, for
reimbursement, the original Cash Bills need to be submitted alongwith Claim Form duly signed by the
individual.
8.0.11CHRONIC DISEASE (OPD)
a) Additional Rs.25,000!- per annum per employee (to eligible retired employees) subject to an overall ceiling of
Rs. 25.00(Twenty Five) lakhs under the Policy,subject to furnishing a onetime Certificate from a Govt. / State
Govt. Hospital / reputed private and / or multi-speciality hospital (s) only and not by nursing homes! Doctors on
account of OPD treatment for specified chronic diseases* as under:
1. CoronaryArtery Disease.
2. Cancer
3. Renal disorder
4. Stroke.
5. Multiple Sclerosis.
6. Major organ transplants like kidney, lung,pancreas or bone marrow
7. Paralysis & blindness
8. Thalassemia
9. Interstitial Lung Disease
10. Rheumatoid arthritis
11. Psorasis,
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12. Epilepsy
13. Huntington's Chorea (a degenuative neurological disease.)
14. Schizophrenia (Mental disease)
15. Glaucoma
16. Parkinson's Disease
b) The sum insured for this cover shall be over & above OPD reimbursement.
c) In case, the limit under Chronic Disease is exhausted, further eligible amount under the head of Chronic
Disease be paid under the head of OPD.
9.0 IMPORTANTEXCLUSION [WHAT IS NOT COVERED]:
Under Group Medi-claim Insurance Policy, the Company shall not be liable to make any payment in respect of any
expenses whatsoever incurred by the insured person in connection with the following:
9.0.1 UNDER IPD (GENERAL)
a) Circumcision except for disease not excluded here or injury, vaccination or inoculation or change of life or
cosmetic or aesthetic treatment of any description, plastic surgery except for relating to treatment of injury or
illness. Circumcision, cosmetic or Plastic Surgery unless necessitated by an accident or as a part of any
disease/injury.
b) Cost of spectacles and contact lens.
c) Convalescence, General Debility, Run Down Condition or Rest Cure, Congenital External Disease or Defects
or Anomalies, Sterility, Venereal Disease, Intentional self-injury and ailments arising out of chronic use of
alcohol I narcotic drugs.
d) Expenses for any treatment related to Human T-Cell Lymph tropic Viruses types Ill (Ill-LB-Ill) or
Lymphadenopathy Associated viruses (LAV) or the Mutant Derivatives or Variations Deficiency Syndrome or
any Syndrome or a condition of similar kind referred to as AIDS.
e) Expenses on vitamins and tonics unless forming part of treatment for injury or diseases as certified by the
f) Injury or diseases directly or indirectly caused by War / Nuclear Weapons I Radiations / Breach of Criminal
Law
g) Food & DrugsAdministration of USA(FDA) approved surgeries.
h) Maternity and any related expenses. The maternity benefit has been excluded as majority of employees are
not in the reproductive age group.
i) Expenses on vitamins and tonics unless forming part of treatment for injury or disease as certified by the
j) Treatment traceable to pregnancy/child birth, voluntary medical termination or pregnancy.
9.0.2 UNDER OPD (DENTAL):
1. Diastema Closure
2. Any procedure related to aesthetic (Cosmetic) approach
3. Bleaching and
4. Smile Enhancement
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10.0 GRIEVANCE HANDLING PROCESS/NODAL OFFICERS
For any grievance, p1. contact Nodal Officer(s) appointed by the Company. The list of Nodal Officers has been
uploaded in NBCC Website.
11.0 INSURANCEOMBUDSMAN
11.0.1 In case an employee is not satisfied with the decision of the TPAand / or Insurer, he may approach the
Ombudsman's office. Please note that the Ombudsman will admit the complaint, if only a written
representation is made by the employee to the TPAand Insurer disputing the decision and the employee is not
satisfied with reply of the Insurer! TPA or his representation has not been replied by them within a period of 30
days from the receipt of his representation by them.
11 .0.21n order to resolve all the grievances regarding the settlement of claim in cost effective, efficient and impartial
manner, Government of India has framed Redressal of Public Grievances Rules, 1998 and has created an
office of the Ombudsman of Insurance to review the cases where the insured person is aggrieved for non-
settlement I or repudiation of his claim. Details of Ombudsmen can be obtained from IRDA's website
www.irdaindia.org.
12.0 GENERAL TERMS AND CONDITIONS
12.0.11n case of any discrepancy in regard to particulars of the insured I dependents, details as available in the
Service Book! NBCC records shall be final.
12.0.2 In case of remote areas (North East region etc.), emergency treatment taken from non-registered hospitals,
TPAllnsurer will entertain for reimbursement if otherwise admissible.
I 2.0.3MLC I Other documents, if necessary, shall be arranged by the TPA in all accidental cases
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PRESENTATION OF SERVICE MEMENTO! SERVICE CERTIFICATE I IDENTITY CARD ON

SUPERANNUATION
1.0 PREAMBLE
The basic principle behind introduction of presentation of service mementoes, Service Certificates, Identity Cards
etc., to the regular employees of the Company at the time of their retirement on attaining the age of superannuation
is to foster goodwill, sense of belongingness, commitment and as a token of remembrance to the Company among
employees.
2.0 SCOPE
The Scheme shall be applicable to all the regular employees of the Corporation.
3.0 SERVICE MEMENTO
3.1 At the time of retirement on attaining the age of superannuation, an employee (regular) is presented with a
Service Memento as under
S.NO. CATEGORY OF EMPLOYEE VALUE OF MOMENTO

1. CMD / Directors Rs. 20,000!-
2. Below Board Level employees (E-4 to E-9) Rs. 15,000/-
3. Other GroupA& B employees (E-3 to E-O) Rs. 12,000/-
4. Group C & D employees Rs. 9,000!-
3.2 The employees retiring on superannuation will receive the Service memento on the day of their superannuation at
their respective RBG /SBG /Zonal Office I Head Office from where they are superannuating, in a special function to
be organized for the purpose. However, expenditure incurred, if any, on farewell by the employees will be on
contributory basis by them.
[REFER: CIRCULAR No. : HRM-Policy CeII:2015-16:4666 dated 16.09.20151
4.0 ISSUANCE OF SERVICE CERTIFICATE(S)
In order to appreciate the long service rendered by its dedicated employees, it has been decided to present service
certificate duly signed by Chairman-cum-Managing Director, NBCC at the time of superannuation of an employee.
This certificate may be handed over by Section Head or Departmental Head during the farewell ceremony of the
employee.
The certificate will be arranged by Corporate Communication Division, Corporate Office, while necessary
information will be furnished by the Establishment Section, HRM Division, Corporate Office, New Delhi.
5.0 ISSUANCE OF IDENTITY CARD TO EX-EMPLOYEE(S)
Ex-employee(s) often keep visiting to various NBCC Offices for the purpose of availing medical benefits or for other
purposes and in the absence of any Identity Card, they face difficulties for entering into Office premises.
Accordingly, it was decided to consider issuing Identity Card(s) to its Ex-employee(s) including employee(s) taken
Voluntary Retirement(s).
The Identity Card will be arranged by Administration Division, Corporate Office, New Delhi, while necessary
information will be furnished by the Establishment Section, HRM Division, Corporate Office, New Delhi.
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Rules of
NBCC Employees'
Defined Contribution
Superannuation
Pension Trust
(N EDCST)
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SECTION: I
DEFINITIONS, ELIGIBILITY & REQUIREMENTS FOR MEMBERSHIP

In these Rules, where the context so admits, the masculine shall include the feminine the singular shall include the plural
and the following words and expressions shall, unless repugnant to the context have the following meanings:
1. DEFINITIONS:
i) "ANNUAL RENEWAL DATE" in relation to the Scheme shall mean such yearly date, as may be notified by the
Trust, on which the annual contribution towards the Scheme of Insurance is paid to the Insurer, in such event
where the Trust decides to implement the Superannuation Scheme through an Insurer.
ii) "ANNUITY" shall be defined as the annual pension benefit amount calculated from the corpus accumulated at
the time of superannuation after deduction(s), if any, and the payment of which may be on a monthly, quarterly
half yearly or annual basis, as the case may be. It shall be taken to mean the particular Deferred Annuity or
Deferred Annuities effected orto be effected in respect of Members.
iii) "APPROVED SUPERANNUATION FUND" shall mean a Superannuation Fund or any part of Superannuation
Fund which has been and continues to be approved by the Commissioner of Income Tax in accordance with
Part-B' of the Fourth Schedule to the Income TaxAct, 1961.
iv) "OTHER APPROVED FUND" shall mean any other Scheme in nature of an employee's superannuation
pension fund requiring regular contributions, provided for by any other Central Public Sector Enterprise and
duly approved bythe Commissioner of Income Tax underthe Income TaxAct, 1961.
v) "BENEFICIARY" shall mean the member and in case of the member's death, his/her spouse, children or
dependents of the member, for whom provision of annuity is made.
vi) "COMPANY/EMPLOYER" shall mean NATIONAL BUILDINGS CONSTRUCTION CORPORATION Ltd. and
subject to the prior approval of the Commissioner of Income-Tax, shall include any person, firm, or agency,
body corporate, or any other entity who/which may, by purchase, amalgamation or otherwise take over the
whole or substantially the whole of the business of the National Buildings Construction Corporation Ltd. and
who/which shall enter into a Deed in such a form as the Trustees shall require, undertaking to continue the
obligations of the Company underthese presents and releasing the Company from all further liability thereof.
vii) "CONTRIBUTION" means any sum credited by or behalf of any employee out of his salary or by an employer,
to the individual account of an employee, but does not include any sum credited as interest and as is more
specifically defined in rule 6 of the Rules.
viii) "CPSE" shall mean a Central Public Sector Enterprise.
ix) "COMMENCEMENT DATE" shall mean the date from which the Scheme shall be effected.
x) "EFFECTIVE DATE" in relation to the Scheme shall mean the date from which the Scheme takes effect;
xi) "ELIGIBLE EMPLOYEE" shall mean an Employee who is eligible for the benefits under the Scheme as more
particularly set forth in Rule 3 below.
xii) "EMPLOYEES" shallmean:
Board level as well as below Board level employees, under the IDA pattern and on the regular rolls of the
employer.
A director can be admitted into the Scheme provided he shall be a whole-time bonafide Working Director and
shall not own shares in the Company carrying more than 5% voting rights.
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Such employees whose services are let or seconded by the Company to any other CPSE or any affiliate and
associate including a joint venture in which the company has a stake, shall also be deemed to mean employee
for the purposes of this Scheme.
Note: "Board" for the purpose of this scheme shall mean and include the Board of Directors and Functional
Directors of the Company.
xiii) "ENTRYDATE"shallmean:
I) 1st January, 2007 in relation to Employees who have joined on or before 1st January, 2007 and are on regular
rolls of the company on 26th November, 2008, the date of DPE Guidelines.
ii) In relation to Employees admitted to the benefits under the scheme after 1st January, 2007, the date on which
Employee joins the company on its regular rolls but does not include an employee who has come on deputation
from CPSE. However, when an Employee joins the company retaining his lien in the other CPSE, then the
entry date shall be the date on which he comes on the regular rolls of the company. Any employee joining the
Board of Directors of the Company would be treated as on regular rolls irrespective of his holding 'Lien' with
previous CPSE.
iii) In relation to the Employees who after formally resigning from any other CPSE and its acceptance thereof,
joins the company on the regular rolls of the company even though, he is entitled to retain his lien in the other
CPSE, the entry date of such an employee shall be the date on which he comes on the regular rolls of the
company.
iv) In relation to the Employees, who come on deputation to NBCC from any other CPSE, the entry date shall be
the date on which he comes on the regular rolls of the company upon absorption.
v) Under the currently proposed Pension Rules, the employees under the CDA pattern would be eligible for
benefits under Pension Scheme upon conversion to IDA pattern pay structure. The effective date for these
employees would be the date they convert to IDA pattern pay structure.
xiv) "FAMILY" shall mean
a) In case of a male member, his wife, his children, whether married or unmarried, his dependant parents and his
deceased son's widow and children.
b) In case of female member, her husband, her children, whether married or unmarried, her dependant parents,
her husband's dependant parents and her deceased son's widow and children.
Note: If a member proves that his/her spouse has ceased to be so under the governing personal law or customary
law to which such member and his/her spouse may belong, then such spouse shall no longer be deemed to be part
of the member's family for the purposes of these rules. If the member is a female, then her husband's parents will
also cease to be deemed as her family for the purposes of these Rules.
Note: If a child! children of the member (or as the case may be, the child! children of the deceased son) have been
legally adopted by another person such child/children shall be considered as excluded from the family of the
member. The widow of a deceased son, upon her remarriage, shall also be considered as excluded from the family
of the member
xv) "FINANCIAL YEAR" shall be as provided under TAct 1961.
xiv) "INSURER" shall have the meaning as provided in the Section (28 BB) of lTAct,1961.
xv) "MASTER POLICY" shall mean the policy issued by the insurer which incorporates the various Annuities
effected under the Scheme for the benefit of the Members.
xvi) "MEMBER" shall mean an Eligible Employee who has been admitted to the membership of the Scheme as
provided in the Rules hereunder.;
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xvii) "NORMAL RETIREMENT DATE' shall mean in respect of each Member the date on which the Member
completes the age of 60 Years or such age as may declared! prescribed from time to time as superannuation
age and duly approved by the Board of Directors of the Company.
xviii) 'NOTIFICATION DATE" shall mean such date on which this Scheme is notified by the Company.
xix) "RULES" shall mean the Rules of the Scheme as herein set out and any amendments made thereto from time
to time.
xx) "SALARY" includes Basic Pay, Dearness Allowance, Personal Pay and Stagnation Pay, if any, drawn in a
month.
xxi) 'SCHEME! FUND" shall mean NBCC Employees Defined Contribution Superannuation Pension Trust
(NEDCST), described in the Rules and the Trust Deed, with the sole purpose of making payment of pension,
through purchase of annuities, by the employerto his employees.
xxii) "SERVICE" for the purpose of this Scheme and in relation to a Member, shall mean the period for which, he
has been or deemed to be in continuous service with the employer and this will include, inter alia, periods of
authorised leave. Such service relating to each Memberwill be the total of following:
c) the period of future service with the Employer reckoned from the date of this entry into the Scheme up to his
Normal Retirement Date or the date of cessation of Service, as the case may be,
The period of past service which the Company has agreed to credit the Member with, that is period from the
date of joining till the Effective Date to secure the benefits relating to such past service.
The period of past service in the CPSE rendered immediately prior to the commencement of his service in the
Company, subject to the conditions as contained in Rules 3(f), 3(g), and 3(h) below.
Note: Cessation of service for the purpose of this Rule shall mean separation of Employee from the company on
account of his resignation, death, voluntary retirement, pre mature retirement and separation from the
Company as a result of disciplinary proceedings conducted as per the Company's Service Rules. Further in
case of an Employee is reinstated after suspension by virtue of disciplinary proceedings, the period of such
suspension shall be reckoned as service as per the said rules.
xxiii) "SERVICE RULES" shall mean the Company's disciplinary, Appeal and certain other conditions of Service
Rules framed, implemented and amended from time to time by the Company in relation to terms and conditions
of service of its Employees.
xxiv)"SURPLUS ACCOUNT" shall mean an account which incorporates the forfeited balances of the Employees
who have not completed the vesting requirements (Section V Rule 18 of the Scheme).
xxv) "TRUST" means the trust established under the Scheme and to which the Company and the Employee shall
contribute their respective contributions more particularly defined herein.
xxvi) "TRUST DEED" shall mean the Trust Deed executed by the Company and the Trustees for the Purpose of
administering the Scheme in accordance with the provisions thereof and shall include any amendments made
thereto by appropriate deeds of variation
xxvii) "TRUSTEES" shall mean the Trustees for the time being of the NBCC Employees Defined Contribution
Superannuation Pension Trust (NEDCST).
2. THE TRUSTEES TO ACT FOR MEMBERS AND THE EMPLOYER
The Trustees will act for and on behalf of the Members and the Employer in any matter relating to the Scheme and
every act done and agreement executed by the Trustees shall be binding on the Members and the Employer.
3. ELIGIBILITY
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a). All employees aged not less than 18 (eighteen) years and not more than 45 (forty five) years as on date on
which they come on the regular rolls of the Company shall be covered under the Scheme. However, the age
limit of 45 years shall not be applicable in respect of the employees in the following case:
i) Employees who have come on the regular rolls of the Company prior to 26th November, 2008
i) Such employees including Board Appointees who are taken on the rolls of the Company after resigning from
any other CPSE provided the total the of past service in the CPSE and future service in the company till the date
of normal retirement is 15 years or more shall be eligible to become member of the trust.
Every employee who is eligible for membership of the Scheme shall become member of the Scheme from the
relevant Entry date (1st January, 2007 or date of joining whichever is later). In case any employee who is eligible but
vide his declaration opts not to be a member, he shall not be entitled for envisaged employer's contribution.
b) Trustee's decision regarding eligibility final:
The Trustee's decision regarding the eligibility of an Employee for the purpose of the Scheme shall be final and
binding on all the parties concerned.
c) Transfer of equitable interest in/out of the Scheme:
i) In the event of a Member at any time ceasing to be in the Service or ceasing to be eligible to be a Member of this
Scheme, the Trust with the prior approval of the Employer, shall if the Member so desires, pay to any Other
Approved Fund which has power to accept such a transfer and of which the Employee may become a Member,
an amount equivalent to the value of his equitable interest in the Scheme and intimate such transfer to the
Commissioner of Income Tax.
ii) If upon becoming a Member of the Scheme, such Member desires to procure transfer to this Trust, to which as
a Member of any other Approved Fund he may be entitled, the Trust with the prior approval of the Employer
shall be authorised to receive such payment of transfer and the amount so paid or transferred shall be placed to
the credit of such Member.
On retiring from service at Normal Retirement Date or on death or on incapacitation (permanent disablement of
100%), such Member or his Beneficiary, as the case may be, shall notwithstanding any restrictive conditions
under these Rules, be entitled to such additional pension as the Insurer (providing annuity) shall certify and
which shall be attributable to the value, as on the date of retirement or death or incapacitation, of the total
amount so paid ortransferred in accordance with conditions, if any, stipulated by the otherApproved Fund from
which the amount has been transferred.
Note: The transfer to the Scheme by the Trust as mentioned above shall be made only from another
Superannuation Fund approved by the Commissioner of Income Tax.
iii) In the case of employee joining the company from another organization which is not a CPSE defined
hereinabove, neither his past service noranyamountfrom his earlier pension scheme shall be reckoned for the
purpose of this scheme.
d). A member shall be eligible for crediting the amount received under the Superannuation Scheme approved
under Income-Tax Act 1961 for the service rendered in CPSE immediately prior to the commencement of his
service in the Company.
e). A Member shall be eligible for reckoning the past service period in CPSE, rendered immediately prior to the
commencement of his services in the company for determining the credit of the amount as received from the
previous employer to his individual account under the Scheme subject to the condition contain in the rule 3(f)
and (g) below.
f). In order to be eligible for crediting the past services / amount received from the previous employer towards the
past service period in CPSE, the previous service in the CPSE as well as service in the Company shall be
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deemed to be continuous without any break, subject to the conditions that there is no intervening service in any
concern other than CPSE or the Company. It is clarified that admissible joining time taken by Employee or
leave with prior concurrence of Company on account of movement from one CPSE to another would not be
considered a break in the services.
g). The amount so received from the previous employer to Employees' individual account towards the past service
period as stated in Rule 3(c) mentioned in the Scheme shall be credited separately under Employer's
contribution and Employee's contribution, as per details received from the previous employer.
h). The past service of a member of a CPSE shall be reckoned only for the purpose of determining the continuity of
service to avail the benefit of the Scheme and amount payable to such Member.
i).The amount in the Superannuation Fund due from earlier CPSE should be transferred to the Company within
the period of 12 (twelve) months from the date of joining of the Company or the Notification date, whichever is
later. In case of an Employee joining the Company while retaining the lien with his earlier CPSE, the period of
12(twelve) months shall be calculated from the date of expiration of the total period of the lien.
j). If the Employee does not bring in the amount within the said period of I 2(twelve) months from the date of his
joining or the date of expiration of his lien as the case may be, the transfer of such amount later shall not be
allowed.
4. EVIDENCE OFAGE:
Evidence of age satisfactory to the Trustees or Insurer, as the case may be shall be furnished by the employer
before an employee is admitted to the Scheme. If the age of the Member is conclusively proved later to have been
incorrectly stated, the Member shall not be entitled to the benefits under the Scheme that he would have received
had his correct age been stated on the Entry Date. The TRUSTEES or the INSURER, as the case may be, shall
have the right to make such adjustment in the benefits as it may at its absolute discretion decide, having regard to
the normal practice in this behalf for the time being in force
5. MEMBERNOTTO WITHDRAW:
The Membership in the Scheme shall be co-terminus with the employment of the Memberwith the Employer.
SECTION: II
CONTRIBUTIONS, ANNUITIES & SCHEME OF INSURANCE

6. CONTRIBUTIONS:
The contributions shall be duly paid by the Company to the Trust in respect of the each Member which shall be invested
by the Trust! Insurer, as the case may be in accordance with the Rule 85 of the Income Tax Rules, 1962 for the purpose
of effecting annuities in the manner prescribed by the trust in consultation with Company from time to time.
a) Employer Contribution
i) Initial Contribution: Initial contribution in respect of past services of the employees would be paid @ 7% of
Salary for the period commencing from the Entry Date till the end of the month immediately preceding the
month of severance of the Employment with the Company for reasons other than resignation, termination,
disciplinary proceedings, lis pendent or due to sudden disappearance or the month in which the Scheme and
Trust Deed is notified by the Company, whichever is earlier. However, no initial contribution shall be paid in
respect of employees who have ceased to be in service before 26.11.2008 for any reason whatsoever on
account of resignation, termination, disciplinary proceedings, is pendent, superannuation or due to sudden
disappearance.
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ii) Monthly contribution: The Monthly Contribution payable by the Company in respect of each Member shall be
Q 7% of their Salary, depending on affordability of the Company up to the normal date of retirement. It shall be
credited to the individual account of the Member (as part of Employer's Contribution) by the Trust. In case, the
Company is unable to afford making monthly contribution, it may decide to reduce/stop the monthly
contribution as per its financial conditions.
NOTE: The aggregate of contribution paid by the Company in any year for any Member under the Rule 6(a)(I)
together with the total contribution paid by the Company to any Provident Fund in respect of the said Member
shall not at any time exceed the prescribed percentage of the aggregate salary paid by the Employer to the
Member as perthe Income TaxAct 1961.
b) Employee Contribution
Under this Scheme the total monthly contribution, inclusive of the Employer and Employee's contribution to the
pension fund of the individual is restricted to a maximum of 15% of the Salary. Though the employee
contribution is not mandatory in this scheme but it is proposed that employee could also contribute to the
Superannuation Fund in order to have considerable post-retirement monthly pension amount and employees
can opt monthly contribution from his/her pay within the range from 1 % to 8% of the Salary. The option once
given by the employee will not be changed till the end of the financial year.
c) Expenses of Scheme to be paid by the Employer
The expenses of administration of the Scheme shall be payable by the Employer and shall be paid in addition to
the contribution herein mentioned.
d) Employer lending Member Services (Deputation and Continuity of the Membership)
i) In the event of Member's service being lent by the Employer to any other Company, Firm, Association or
Concern under the management or associated with the Employer, orto another CPSE, for the purpose of this
rule, the Member's services shall be deemed to be continuous and uninterrupted.
ii) During such period as described in the above sub-rule, the contributions payable by the Employer/Employee
shall continue to be paid to the trust. The Employer may recover such contributions from the Company, Firm,
Association, Concern or CPSE to which the Member's services are lent and the Employee's contribution shall
be deducted from his salary.
e) Employee's right of lien over the post and his continuity in Membership
In case an eligible Employee is granted lien over the employment of the Company, the contribution of the
Employer during the period of such lien shall not payable. However, his accumulated contributions shall be
maintained with the Company and in the event such Employee re-joins the Company, the contributions shall
become payable by the Company and Employee from the date of re-joining the Company.
i) In the event of an Employee having been sanctioned long leave under the Self Renewal Scheme, as per the
Company's Rules, the Employee will not be entitled for any contribution towards this scheme. The contribution
shall commence/re-commence subject to his qualifying the eligibility criteria of the Scheme.
ii) In the event of an Employee having been sanctioned leave without pay, no employer as well as Employee's
contribution shall be payable for that period of leave without pay.
iii) In the event of a suspended Employee being re-instated, the Employer and Employee's contribution under the
scheme for the period of suspension may be payable as decided by the trust on the recommendations of the
disciplinary authority underthe Company's service rules.
7. ANNUITIES:
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The trust shall maintain a Consolidate Fund either by itself or with an Insurer and for the purpose of providing the
annuities for the beneficiaries, the trustees shall;
(i) enter into a scheme of insurance with an Insurer; or
(ii) accumulate the contributions in respect of each beneficiary;
and purchase an annuity from the Insurer at the time of the retirement or death of an employee or on his
becoming incapacitated prior to retirement
The trust shall effect "Annuities" with the Insurer in respect of each Member in terms of the rules of this Scheme
at the time of the Normal Retirement Date or Death or date of incapacitation as the case may be, in accordance
and consistent with the Rules under the Scheme. The amount of such Annuities shall be in accordance with
the provisions stated under Section (Ill)of the Rules.
8. INCREASE IN CONTRIBUTION:
Subject of the provisions of rule (6), the actual sum contributed as monthly contribution by the Employer and the
Employee will increase depending upon increase in the salary of the Member in general. Such increase in
contribution shall take effect retrospectively, i.e. from the date that the increase in pay is affected.
9. CONTRIBUTORYSCHEME:
For the purpose of providing pensions to the Members, the Trust shall maintain a running account to which will be
credited the contributions of each Member(s). Every year the Trust will allow interest on the balance standing to be
credited to the running account at the rate, which will be determined by the Trust in view of the Fund income at the
end of each financial year. In the event of any member becoming eligible for receiving the annuity prior to the close of
a financial year, the interest shall be calculated on pro-rata basis, as finalized by the Trust.
Alternatively, the Trust may enter into a Scheme of Insurance with the Insurer where under the Insurer will issue a
Master Policy. In accordance to such Master Policy, the Insurer will maintain a running account in favour of the Trust
to which the contributions paid in respect of all the Members will be credited. Every year, the Insurer will allow
interest on the balance standing to be credited to the running account at a rate to be determined by the Insurer as at
the close of each financial year.
When a pension becomes payable to the Member on his retirement or to his Beneficiary in the event of his death or
incapacitation, the Trust or the Insurer (on the advice of the Trust), as the case may be, shall appropriate the total
accumulated fund in concerned Member's individual account to provide for payment of the pension according to the
option elected by the Member or his nominee, as the case may be, provided that if a part of the pension is to be
commuted, the commuted value will become payable in one lump sum, in which case only the balance of the
accumulated fund will become payable as pension through annuities.
If the Insurer (providing annuities) with the sole intention of granting relief to the Members! Beneficiaries who are
already drawing pension, decides to grant an increase in the quantum of the pension, such Member! Beneficiaries
shall be eligible for the said increase in the pension from such date and in such form as may be allowed by such
Insurer.
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SECTION: III
BENEFITS
10. a) BENEFITS ON RETIRING ON NORMAL RETIREMENT DATE:
I) Upon the retirement of a Member on the Normal Retirement Date, the pension shall become payable to him if
he has completed not less than 15 years of services and his balance service period, which shall be utilized to
provide him appropriate pension, which would be equal to the following-
a) Total contribution to his account comprising of contributions by the Employer and Employee including the
additional contributions made by the Employee towards the fund, if any and interest earned thereon.
b) Any other amount transferred from previous employers! CPSE and interest thereon.
Note: The condition that a Member has to complete minimum 1 5(fifteen) years of service in order to be eligible for
pension, shall not be applicable to those Employees who have joined the Company prior to 26th November,
2008 and have superannuated from the Company.
ii) Upon retirement of a Member on the Normal Retirement Date and subject to the condition that the Member has
put in a minimum 15 years of Service, the pension shall be paid to the member as per the frequency chosen
(monthly, quarterly, half-yearly or yearly) and as per the pension option selected by the employee from the
various options as offered by the Insurer (providing annuity). Pension benefits would depend upon the
accumulated corpus available in the employee's individual account (both the employer's and the employee's
contribution along-with the accrued interest). The eligible members superannuating! discontinuing service
would have the option of purchasing Annuities from any of the designated!empanelled Annuity Providers.
iii) The condition that a Member has to complete minimum 15 years' service in order to be entitled to
superannuation benefits as contemplated in the Scheme shall not be applicable in the circumstances
enumerated in rule 1 0(c),(d) of the Scheme.
b) BENEFITS ON RETIREMENT AFTER NORMAL RETIREMENT DATE:
A member may, with the consent of the Employer, remain in Service after the Normal Retirement Date in which case
the payment of pension will be deferred. The contributions with respect to such Member may be continued to be paid
so long as the Member remains in service in the Employer, subject to a maximum period of five years after the
Normal Retirement Date. Upon his actual retirementthe pension, as may be elected by him, will become payable.
c) BENEFITS ON RETIREMENT PRIOR TO NORMAL RETIREMENT DATE:
i) In the event of the Member leaving the services of the Company of his!her own free will or otherwise, the Employer
will discontinue making the Contributions in respect of such Member and the amount accumulated by way of
Employer's contribution including any additional contribution, if any, by the Employee only shall form the corpus and
the annuities shall be payable to the such Member only from the date of Normal retirement or after his death or
incapacitation, whichever is earlier.
ii) In the case of an eligible Employee resigning and joining another CPSE having an Approved Defined
Superannuation Scheme, the accumulated amount (both Employer's and Employee's contribution) lying in his
individual account above shall be transferred to the said Approved Defined Contribution Superannuation Scheme of
which he!she may become a member. If the amount is not transferred on account of the CPSE which the Member
subsequently joins, not having any Approved Scheme, the Member may, if he!she so desires, be entitled to
continue making his contribution and shall be eligible for pension benefits calculated on the accumulated sum
comprising of Employer's Contribution as on date of separation from the NBCC and Employee's contribution and
the interest earned in his!her account till the date of normal retirement provided the employee superannuates from
the CPSE or otherwise benefits as per 10 (C)(i) may be availed.
Note: Although such employee will cease to be a Member under the Scheme upon ceasing to be an employee but
he!she will continue to be a beneficiary under the Scheme.
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d) BENEFITS ON UNTIMELY DEMISE (DEATH), INCAPACITATION, VRS LEADING TO CESSATION OF

SERVICE.
In the event of the death of a Member of a Scheme / a Member becoming permanently in-capacitated leading to
cessation of services, before putting in a minimum 15 years of service in CPSE, prior to the Superannuation, the
beneficiary shall be entitled to get the benefit of this Scheme from the Entry Date or the Date of joining the Company
whichever is later, till the date of cessation of service.
In case an eligible Member opts for VRS and has necessarily completed 15 years of service, the benefit would
accrue to the Employee up to the date of separation from NBCC and would become payable only upon such
employee reaching the normal retirement date or incapacitation or death.
i) In the event of death of a Member whilst in the service of the Employer a pension will become payable to the
Nominee appointed by the Member.
ii) If the Member has not appointed a Nominee or if such Nominee has predeceased the Member and no fresh
appointment of Nominee has been made, the pension will become payable to the Member's spouse, failing
which to his child/children in equal proportion, failing which to his dependents in equal proportion. If the
deceased Member does not leave a wife, child/children of dependants then the benefits shall be realized by the
Trust and credited to the Surplus Account.
iii) The Trust shall intimate to the Insurer (annuity provider) in writing of the type/mode of pension elected by the
nominee within thirty days after the date of death of the Member. The pension will be payable monthly or
otherwise as desired by the Nominee, the first instalment being due on the 1St day of the month immediately
subsequent to the month in which intimation is given by Trust to theAnnuity Provider.
e) BENEFITS ON CESSATION OF SERVICE ON ACCOUNT OF DISPLINARY PROCEEDINGS;
If the Member ceases to be in services as a result of Disciplinary Proceedings initiated against him as per the
relevant Service Rules, the value of accumulated corpus in his individual account on the date of such cessation
including accrued interest shall, subject to IT Rules 1962, be such employee's fund value for the purpose of
calculating the annuities.
f) CIRCUMSTANCES UNDER WHICH THE MEMBERJ NOMINEE IS NOT ENTITLED TO FULL BENEFITS:
In the event of the Member ceasing to be in service after the Entry Date, the Member or the Nominee, as the case
may be, shall not be entitled to such proportion of the Pension benefits as is secured by that part of the last monthly
contribution in respect of the Member which relates to the period commencing from the date of cessation of the
Member's Service and ending with the date preceding the monthly contribution date next following the date of
cessation of service.
The Trust shall surrender that part of the Pension Benefits which does not vest in the Member and transfer the value
thereof to the SurplusAccount'.
g) BENEFIT LIS PEN DEN CE:
(I) In the event of a Member against whom judicial/ disciplinary proceedings are initiated/instituted and/or is on-
going before the Normal Retirement Date, attains the age of normal retirement and becomes eligible for grant
of pension under the Scheme, the benefit of pension to such Member shall be calculated on the total
accumulated corpus in his individual account as on the normal retirement date.
Provided that, an employee under suspension, as per the disciplinary rules, does not receive salary but only
subsistence allowance and therefore no contributions, by either employer or employee, are made to his
individual account during the period of such suspension.
(ii) Subject to the outcome of the judicial/disciplinary proceedings, any due contribution, as may be payable, shall
be credited by the Employer to the Employee's individual account.
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The member, subject to the outcome of the judicial/disciplinary proceedings, may submit his contribution for
the period of his suspension, in either one sum or instalments, any sum not exceeding the maximum amount of
arrears of subscription permissible for that period.
h) BENEFIT ON SUDDEN DISAPPEARANCE AND UNKNOWN WHEREABOUTS OF MEMBER:
In the event of any Member, while in service, suddenly disappearing and his whereabouts being unknown, the
pension benefits on accumulated corpus of the member, shall be payable to his nominee(s) after a lapse of period
one yearfrom the date of filing of FIR with the concerned police station and observing otherformalities as prescribed
by the Trust.
I) General
I) The pension shall be paid to the Member as perthe frequency chosen (monthly, quarterly, half yearly or yearly)
and as per the pension option selected by him from the various pensions as offered by the respective Insurer
(Annuity Provider). Pension benefits would be dependent upon the accumulated corpus available in a
Member's individual account
ii) Every Employee or Member shall be provided with statement of account (which would contain the details of the
Employer's contribution and the Employee's contribution separately) once in a year at the beginning of each
Financial Year.
iii) The Trust shall intimate to the respective Insurer (providing annuity), in writing, the pension option and the
frequency selected by the Member.
iv) In the event of any future wage revision with retrospective effect, an arrear of Annuity shall become payable to
the Member who has retired in the intervening period. The Contribution due to the Member on account of the
wage revision shall be paid by Company to Trust which in turn shall utilize the same to buy additional Annuity
from the Insurer for such Members. The additionalAnnuity shall however, be payable from the prospective date
of payment of addition purchase price of the Insurer and not from the date of purchase of originalAnnuity or the
date of retirement of the Member.
11. COMMUTATION OF PENSION (*):
The provision of commutation of one third of corpus has been deleted as per direction of DPE vide OM
No.02/0017/2014-DPE-(WC)-GL-Xl/14 dated 21.5.2014 after taking decision in the trust meeting held on
04.07.2014.
11(a) REFUND OF MINIMUM CORPUS(**) :
For refunding the minimum corpus upto Rs.35,000/- to the employees having corpus to his account upto
Rs.35,000/- on the normal retirement date/death, he/his nominee be permitted to withdraw the entire
accumulation, subject to deduction of applicable tax as on the date of exit, as the amount is not adequate to
purchase any meaningful pension.
(*)(**)Clause 11 & 11(a) has been approved in the Board of Directors 441st meeting held on 10.02.2016.
NOTES: Written notice by the Member or his/her beneficiary/nominee, as the case may be, of his having
elected to commute part of the Pension must be furnished to the Trust, three months prior to the Normal
Retirement Date.
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SETCION : IV
12. ACCOUNTS
i) The Trust shall maintain accurate accounts underthe Scheme which shall contain such particulars as the Trust
may deem proper or otherwise, which are necessary under the prevalent laws of the land
ii) As soon as may be after 31st day of March of every year, the Trust shall take a general account of the assets of
the Scheme and shall prepare receipts and payments account showing the receipts and payments credits and
debits, dealings and transactions during the year terminating on such 31st day of March in such form as may be
considered suitable by the Trust. For the purposes aforesaid, the Trust shall appoint Auditors who shall have
access to all books, papers, vouchers, accounts and documents connected with the Scheme and who shall in
writing report to the Trust on the annual Receipts & PaymentAccounts. These accounts shall be adopted at the
meeting of the Trust every yearwithin 6 months of close of the annual accounts.
SECTION: V
MISCELLANEOUS PROVISIONS
13. LEGALRIGHTOFBENEFICIARY:
A Beneficiary shall have no interest and/or right in the Superannuation Scheme or any investment otherwise made
by the Trust in accordance with the Rules of this Scheme, save and except, to receive a pension in accordance with
the Rules.
PROVIDED ALWAYS that, the Trust shall administer the Scheme for the benefit of the Members and their
Nominees, in accordance with the provisions of these Rules.
14. RESTRAINT ON ANTICIPATION OR ENCUMBRANCE:
The benefits assured under the Scheme are strictly personal and cannot be assigned, charged or alienated in any
way except in such manner as prescribed in the Scheme.
15. TRUST DEED TO PREVAIL:
The provisions of the Trust Deed shall always prevail in the event of anything contained in these Rules or in any
alternation or amendment thereto being inconsistent with the object or provisions of the Trust Deed. On any such
discrepancy coming to the notice of the Trust, the Trust shall, with the prior approval of the Commissioner of Income
Tax take steps to amend the said Rules as soon as reasonably possible, so as to bring them in conformity with the
provisions of the Trust Deed.
16. JURISDICTION:
The Scheme shall be subject to the laws of India including but not limited to the Indian Insurance Act, 1938, the
Income Tax, Act, 1961 and to any legislation(s) subsequently introduced. All benefits under the Scheme shall be
payable only in India. Should anything contained in these Rules, or in any amendment made thereof be repugnantto
any provision or provisions of the Income Tax Act, 1961 or the Income Tax Rules, 1962 or any amendments thereto,
the same shall be ineffective to the extent of such repugnancy. The Trust shall remove any such repugnance if so
directed by Commissionerof Income Tax.
17. MASTERPOLICY:
In the event of the Trust deciding to implement the Superannuation Scheme through an Insurer, the Insurer will issue
a single Master Policy to the Trust containing the details of every benefit being provided to the members under the
scheme.
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18. SURPLUSACCOUNT:
Notwithstanding any other provisions contained in the Scheme, any sum forfeited! credited in favour of the Trust
under the Rules shall be credited to a separate Account call the 'Surplus Account' and will be utilised for the purpose
of investment in accordance with Rule 85 of Income Tax Rule, 1962.
19. DEDUCTION OF SUMS DUE TO INCOME TAXAUTHORITIES:
(a) Taxes: In any case where the Trust is liable to account to the Tax Authorities for any deductible taxes on any
payments due under the Scheme, a sum equal to the tax shall be deducted from such payment and the Trust
shall not be liable to the Employer or the Members for the sum so deducted.
(b) If the Scheme for any reason ceases to be approved by the Commissioner of Income-Tax, the Trust shall
nevertheless remain liable to pay tax on benefits paid out of the Scheme in so far as such benefits are secured
by the contribution made before the Scheme ceased to be approved by the Commissioner of Income Tax under
the provisions of PART 'B' of the 4th Schedule to the Income TaxAct, 1961.
20. APPOINTMENTOFNOMINEE:
a) Every Member shall appoint his spouse or one of more of his child!children or dependent family member as
Beneficiary or Beneficiaries under the Scheme to receive the benefits hereunder in the event of the death of the
Member. If a Member dies whilst in Service or before he has commenced to draw the pension, the Trust shall
hold the benefits in force life UPON TRUST for payment to the Beneficiaries as shall have been appointed by
the Member in accordance with, the relevant provisions of this Scheme.
b) In the event of the Member not being married, he may appoint any person as his nominee. However, upon
subsequent marriage, such member will necessarily be required to submit fresh nomination and appoint his
spouse or one of more of his child!children or dependent family members as Beneficiary or Beneficiaries. Any
nomination made by such member in favour of a person not belonging to his family shall be invalid
c) Every appointment to be made under this Rule shall be in writing signed by the Member and attested by two
witnesses and shall be according to the prescribed form and shall remain in full force and effect until the death
of the Beneficiary or until the same has been revoked in writing by the Member by whom the same was made
and a fresh appointment is made in the prescribed manner.
d) A member may from time to time or at any time without the consent of the beneficiary, if any, revoke or change
the Nominee by filling a written notice of the change to the Trust in the prescribed form whereupon an
acknowledgement of the change and the registration of the name of the new Nominee will be given to the
Member by the Trust. The New appointment shall take effect on the date that the notice was signed whether or
not the Member is living on the date of acknowledgement of the change without prejudice to the Insurer or the
Trustees, on account of any payment made before the acknowledgement of the change.
e) If a Nominee shall at the time of his appointment be a minor or otherwise under disability to give a legal receipt
or discharge to the Trust, the Member must at the time of such appointment, as aforesaid, appoint a person
who is a major and who is capable of giving a legal receipt or discharge to the Trust and to whom the benefits
are to be paid for and on behalf of such Nominee, so long as such minority or disability continues. In the event of
no such person having majority and being capable of giving legal receipt on behalf of minor beneficiary having
been appointed or incapacitation of such person in performing his duties due to death etc., the Trust shall
release benefits only to a legal guardian duly appointed by an appropriate Court.
f) If more than one Nominee is appointed and in such appointment the Member has failed to specify their
respective interest, the Beneficiaries so named shall be entitled to equal share. If any designated Nominee
predeceases the Member, the interest of such Nominee shall extinguish and his share shall be payable equally
to the remaining surviving Nominees unless the Member has made written request otherwise to the Trust in the
prescribed form.
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21. INTERPRETATION OF RULES:
It shall be a condition of the membership of the Scheme that on any question arising on any point of interpretation of
these Rules or any point relating to cessation of membership, the decision of the Trust shall be final. If the decision
has any bearing on the provisions of part B of the Fourth Schedule to the Income Tax Act, 1961 or the Income Act
Rules, 19620r any amendments thereto, it has to be forthwith reported to the Commissioner of Income Tax and if
the Commissioner of Income Tax so requires, the Trust shall review the decision.
22. DISCONTINUANCE OF CONTRIBUTIONS AND AMENDMENT OF THE RULES:
i) The Company reserves the right to discontinue making contributions to the Scheme at any time after giving
three months' notice in writing to the Trust and/or the Insurer, if any, and to all the Members of the Scheme.
ii) The Company may also at any time give three months' notice in writing to the Trust and/or the Insurer, if any,
and to all the Members of the Scheme, of its intention to amend the Rules of the Scheme. Such intended
amendment shall have to be adopted by the Trustees vide a resolution and shall be effective from the date on
which the notices have been served, provided however that, any amendment to the Rules of the Scheme shall
be made only with the prior approval of the Commissioner of Income Tax.
iii) No such amendment shall in anyway affect (a) pensions already paid by the Trust/Insurer and (b) benefits
already secured as per Scheme.
iv) In the event of discontinuation of the Contributions by the Employer, the benefits under the Annuity shall vest in
the Member and the Member shall be entitled to exercise in respect of his benefits, the same discretion as the
Trust had under the Rules. The Member shall be deemed to have left the services on the date of
discontinuance and each member shall be entitled to benefits as envisaged in rule 10(b) above.
23. CONSOLIDATED CERTIFICATE AND STATEMENT OF ACCOUNT:
The Trust shall issue, within one month from the end of any financial year, a certificate indicating the total amount of
consolidation fund as on the previous financial year end, the annuities effected in financial year and the final balance
as at the end of the present financial year. In the event of the Trust deciding to implement the Scheme by making
payment under a Scheme of Insurance, the Insurer shall issue within one month from the Annual Renewal Date of a
certain year, a certificate indicating the total amount of consolidation fund as on the previous Annual Renewal Date,
the annuities effected in between the above two Annual Renewal Dates and the final balance as at the present
Annual Renewal Date.
The Trust or the Insurer, as the case may be, shall also issue within 2 months from the closing of the financial year, a
consolidated certificate indicating the total corpus amount available including the interest as on 31st March of the
Financial Year along with the consolidated statement of account of all Members including the Employer/Employee's
contribution along with the accrued interest. The Trust or the Insurer, as the case may be, shall also issue a
statement of account indicating the opening balance, current year contribution and interest on the Employer's and
the Employee's contribution as on 31st March of every year.
24. EMPLOYER'SLIABILITYLIMITEDTOTHEBENEFITSUNDERANNUTIES:
The Employer is neither the insurer nor the guarantor of any Annuity purchased under these Rules and in the event
of insurer (annuity provider) withholding any benefits in respect of any of the contracts under such Annuities that
they may be issued owing to circumstances beyond the Employer or Trusts' control or otherwise, the Employer or
Trust shall be under no liability whatsoever to any Member entitled to the benefits secured by such annuity or
Annuities.
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CHAPTER-XI
NEW INITIATIVES
1. PEOPLE CAPABILITY MATURITY MODEL SKILL INDIA

MISSION (P.C.M.M. ) IN NBCC
2. SKILL INDIA MISSION IN NBCC

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HRM NEW INITIATIVES

I. PEOPLE CAPABILITY MATURITY MODEL
II. SKILL INDIA MISSION IN NBCC
I. PEOPLE CAPABILITY MATURITY MODEL
In pursuit of Company's vision to continually improve and surpass its established HR Processes, the gap
assessment of existing HRM Practices was conducted in September & October 2018,relying on internationally
acclaimed HR framework viz.People Capability Maturity Model.
The People Capability Maturity Model (People CMM) is a tool propounded by Dr Bill Kurtis and developed by CMMl
Institute (Carnegie Melon University). People CMM framework helps to successfully address the critical people
issues in the organization. Based on the best current practices in fields such as human resources, knowledge
management, and organizational development, this model (People CMM) guides organizations in improving their
processes for managing and developing their workforce. It helps organization to characterize the maturity of their
workforce practices, establish a program of continuous workforce development, set priorities for improvement
actions, integrate workforce development with process improvement, and establish a culture of excellence.
People CMM consists of five maturity levels that establish successive foundations for continuously improving
individual competencies, developing effective teams, motivating improved performance, and shaping the workforce
to meet the organization need to accomplish its future business plans. Each maturity level (05 in nos.) is a well-
defined evolutionary plateau that institutionalizes new capabilities for developing the organization's workforce
andultimately aims to enhance Organizational Capability. The Maturity Level of an organization is affirmed on the
basis of compliance of different well defined HR PROCESS AREAS GOALS under different PROCESS AREAS
which in whole and in a pre-decided mannerforms PEOPLE CMM FRAMEWORK as under:-
MATURITY LEVELS:The 05 Maturity Levels comprised in People CMM framework are as under: -
1.1 Initial-Inconsistent Management

1.2 Managed-People Management
1.3 Defined-Competency Management
1.4 Predictable-Capability Management
1.5 Optimized-Change Management
2. PROCESS AREA THREADS: It is the basic element whose proper implementation decides the aforesaid
Maturity Level:-
Process Area (PA) Threads
Maturity Developing Building Motivating &
Shaping the
Levels Individual workgroups Managing
workforce
Capability & culture performance
Organizational Continuous
5 Performance Workforce
Continuous Capability Improvement
OPTIMIZING Alignment Innovation
Competency Competency
4 Quantitative Organizational
Based Assets Integration
PREDICT- Performance Capability
Empowered
ABLE Mentoring Management Management
Workgroups
Competency Workgroup Competency Based
3 Development Development Practices Workforce
DEFINED Competency Participatory Planning
Career Development
Analysis Culture
Compensation
2 Training and Communication Performance
Staffing
MANAGED Development and Coordination Management
Work Environment
I No defined Process Areas
INITIAL
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The gap assessment was conducted in accordance to the above established framework under which Company's
HRM practicesare benchmarked on 13 Process Areas lying at Maturity Level —2 (6 in Nos) and Maturity Level —3 (7
in Nos) comprising in total 52 Process Areas Goals which in further contained 291 HR Practices. Existing HRM
practices satisfied all the Process Area Goals and been declared as Maturity Level — 3 Company with few process
strengthening recommendations.
The assessment result is duly approved by Board of Director of the Company who has further directed to achieve
Maturity Level 5 in next two years. The requirement of similar HRM assessment was also advised byAdministrative
Ministry in MOU (FY 2018-19)under HRM Parameters having 6 marks out of total allotted 10 marks for HRM
Parameters.
2. Employee Engagement Survey
Company in order to understand the satisfaction level and engagement index of employees undergone for
Employee Engagement Survey. The said survey was undertaken by internationally acclaimed Great Place to Work
Institute (GPTWI)during July-August 2018.
The Great Place to Work Certification Program is the first step for an organization in its journey of building a great
workplace culture and get an opportunity to get Great Place to Work-Certified by Great Place to Work Institute. In
addition to the opportunity of being Great Place to Work- Certified, the organizations will also have the opportunity to
be considered for various prestigious best workplaces lists published by Great Place to Work Institute. Some of
these lists are published in partnerships with media organizations such as The Economic Times. More than 8000
organizations across over 50 countries partner Great Place to Work Institute. Joining this program and the
associated assessment will help organization to get an opportunity to access insightful reports to continue your
journey to build a High-Trust, High-Performance Culture and get Great Place to Work-Certified
The assessment survey has revealed areas of Relative Strength and Improvement.
3. Standard Operating Procedures
In order to standardize the routine HRM process/activities involved in, framing of Standard Operating Procedures
(eSOPs) are carried out. All HRM sections In-charges are given responsibilities to formulate SOPs of their area.
Accordingly various sections under HRM such as ODNI Cell, Establishment, etc have framed their SOPs.
4. Memorandum of Understanding
In order to arrive at quantitative measures to assess yearly performance of Company, Administrative Ministry enters
into the Memorandum of Understanding (MoU) with NBCC. Such MoU comprise of key selected and agreed
parameterwhereon the performance of company is assessed atthe end offinancialyearon 100 pointscale and on
the basis of aggregate scores, Company is rated accordingly:-
Aggregated Score Rating

90 < Score < 100 Excellent
70 < Score <90 Very Good
50 <Score <70 Good
33<Score <50 Fair
0< Score <33 Poor
The aforesaid rating in general has importance in terms of reputation of the company as well as has significant
impact on PRP pay out to an employee.
MOU, in principal comprise of two verities of parameters. One, mandatory parameters; two, Industry/Sector specific
parameters. Out of total 100 marks, HRM functions (parameters) accounts for,in general, 10 marks and very well
play an important part to position company in 'Excellent" rating.
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Since FY 2012, Company is continuously been ranked in Excellent category. It is evident that HRM, NBCC secures
total 10 marks allocated for HRM parameters year after year to ensure consistent company score. The year wise
HRM parameters are as under:-
SI No Parameter Status
Assessment of level in line with People capability MaturityModel (PCMM) or
equivalent in the CPSE and placing thematter before the board for taking a
1 decision whether togo for upgradation in level and, if yes, getting the L I 3
Ae
c eve
-d
approvalfor the timelines from the Beard. If not, justifiable reasonto be
recorded in the Board Resolution
Online Human Resource Management System (HRMS)lmplementation
2 (consisting of online employee dataadministration, employee self-service, exit Achieved
procedure,talent management, etc and its integration with finance
FY 2017-18
SI No Parameter Status
On-line submission of ACR/APAR in respect of all executives(ED and above)
I along with compliance of prescribed time lines w.r.t. wring of ACR/APAR(% Achieved
number of executives)
Online Quarterly Vigilance Clearance updation for Senior Executives(AGM
2 Acfteved
and above) (% of number of Senior Executives)
3 Preparation of succession plan and its approval of Board of Directors(Date) Achieved
4 Holding of DPC without delay for executives (EO and below Ievel)(%) Achieved
Talent Management and career progression by imparting at least one week
5 training in Centre of Excellence e.g. IlTs, lIMs, NITs, ICAl etc. (% of Achieved
executives)within India.
II. SKILL INDIA MISSION IN NBCC
Under skill India Mission, Ministry for Skill Development & Entrepreneurship (MSDE) has launched" Recognition of Prior
Learning(RPL)" under Pradhan Mantri Kaushal VikasYojhna (PMKVY), wherein, top of the line large employers will be
roped in a mandate to certify their workforce across their different areas of operations .The purpose of the programme is
promoting and propagating the certification of large untapped uncertified skilled workforce, enhancing the industry
acceptability of RPL, Certification and providing an opportunity to the workforce for getting certified under National Skill
Qualification Framework (NSQF)
In order to achieve this, NBCC has signed MOU with Construction Skill Development Council of India (CSDCI) a wing of
National Skill Development Corporation (NSDC) under the aegis of MSDE, Govt. of India and committed to certify approx.
20,00 people under PMKVY RPL TYPE 4 in various NBCC sites across India. Recognition of Prior Learning (RPL), which
is a certification framework, will assess those who have acquired skills informally and then recognize them with a formal
certification. The certification will not only assess their skills but also help them access future opportunities in the formal
ecosystem. Project shall utilize existing Site Supervisor/Senior Site Supervisor from contractors side as 'Employer
Assessors' and CSDCI shall link with for conduct of the assessment.
It has been decided that all the workers employed with NBCC through contractor at our various sites shall be certified by
way of assessment under the set parameters of NSQF, done by our Internal Certified Supervisors / Assessors with a
necessary support from CSDCI. Further, Confederation of Indian Industry (CII), a leading industry body has been
appointed as executing agency to execute this Project along with CSDCI.
The RPL Type- 4 Scheme of Skill India Initiative has received a vast appreciation from the workers at our sites in terms of
the recognition, usability of certificate and the other benefits related to the scheme. Day by day they are increasing their
participation forgetting registered forthe programme.
It is expected that a large number of workers of the construction sector shall be benefited under the scheme.
361
CHAPTER - XII
MISC., ACKNOWLEDGEMENT &

GLIMPSES OF H.R. INITIATIVES
1. NBCC RESIDENTIALACCOMMODATION RULES -2013
2. NBCC COMPANY LEASE ACCOMMODATION TO BOARD

LEVEL AND BELOW THE BOARD EVEL EXECUTIVES ON
IDA PATTERN OF PAY SCALES.
3. GUIDELINES FOR PREPARATION OF BOARD I

COMMITTEE AGENDA NOTES
4. NBCC VOLUNTARY RETIREMENT SCHEME
5. "ACKNOWLEDGEMENT" FROM AGM (HRM)
6. GLIMPSES OF H.R.INITIATIVES
1. WELLNESS
2. SWACHHATA
3. TRAINING & DEVELOPMENT
4. SKILL INDIA
5. EVENTS
6. APPLAUSE
A Navratna CPSE
NBCC RESIDENTIAL ACCOMODATION RULES, 2013

SHORT TITLE
These rules may be called 'NBCC Residential Accommodation Rules, 2013'. These shall come into force w.e.f 1st
April, 2013.
APPLICABILITY
The scheme for allotment of Residential Accommodation will be meant for Board Members.
DEFINITION
(a) 'Family' means the wife or husband as the case may be, of the employee and his/her children, step children,
legally adopted children, parents, brothers and sisters ordinarily reside with and are dependent on him/her.
(b) Furnished Accommodation means- "One AC/Inverter, furniture and fixtures including sofa set, dining table set,
dressing tables, side table, two beds with mattress in each room, carpet, curtains, etc." these are in addition to
standard house fittings like geyser, exhaust fan, fans, electrical fittings etc" (only for the Board level
Executives).
(c) "Penal Rent' means the market rent or twice the amount of standard rent, whichever is higher.
(d) 'Pay' includes Basic Pay, personal Pay, and such other elements of pay under the definition "Salary".
(e) 'Standard Rent' means rent of any accommodation fixed as such by the Company from time to time.
(f) 'Subletting' means allowing the use of an allotted Company's owned accommodation in full or in part, to
another person, with or without payment of rent by such other person.
4. RENT! LICENSE FEE! OTHER CHARGES
(a) House rent Recovery (HRR) in respect of Company owned Accommodation will be Standard Rent.
Standard rent recovery for allotment of company owned accommodation will be as under-
Range of plinth area Standard rent (in Rs.) per month
Upto80Sq.m 230/-
81-90Sq.m 250/-
91-100Sq.m 280/-
101-120Sq.m 330/-
121-150Sq.m 620/-
151-200Sq.m 780/-
201-250Sq.m 1100/-
251-300Sq.m 1250/-
301-350Sq.m 1550/-
Above 350 Sq. m 1850/-
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(b) Charges for water, electricity etc., if any, shall be recovered in addition to Standard Rent as per actual consumption
basis. These charges will be the same as are charged by LocalAuthority.
(c) All allottees to whom accommodation have been allotted shall be personally liable for payment of Standard Rent
and other allied charges thereof which will be deducted from their monthly salary bill I dues payable to them as also
for any damages beyond normal wear and tear caused thereto or to the Fittings & Fixtures provided therein by he
Company during the period for which accommodation remain allotted to them or where the allotment has been
cancelled under any of the provisions of these rules, until the accommodation along with full vacant possession
thereof has been resorted to the Corporation.
(d) The assessment of damage or loss caused to the accommodation, except the normal wear & tear, shall be made by
the Authorized Representative(s) or such other department as the Management may decide & whose decision in
this regard shall be final and the Corporation will have the right to realize the amount involved by way of deduction
from the salary I dues payable to the persons concerned provided that cost of the loss or damage caused to the
accommodation or to the fittings may not be realized from the allottee if there are good and sufficient reasons to
establish that the same has occurred due to circumstances beyond the control of the allottee.
(e) An allottee will be responsible to use the allotted accommodation with due care and will not cause any damage or
loss to the same. In case of any loss or damage caused to the flat including a deliberate act, other than that caused
by normal wear and tear, the allottee will be liable to bearthe cost of the restoration of the same.
5. ELIGIBILITY FOR BOARD LEVEL WHOLE TIME DIRECTORS REGARDING FURNISHED ACCOMMODATION
Overall ceiling of Rs. 3.00 lakhs (Rupees Three lakhs only) for Board level Whole Time Directors is fixed for furniture
and furnishings compatible with the "economic" and "non-luxurious" factors emphasized by the DPE and the
requirements of the Board level Whole Time Directors. In the event of the sanctioned amount exceeding the ceiling
so fixed, the Board level Whole Time Directors who have availed the facility will suitably restore them to the
Company to ensure strict compliance of the limit.
6. RECOVERY FOR FURNISHED ACCOMMODATION
Additional recovery @2.5% of basic pay per month over and above will be made from the pay of the Whole-Time
Directors in respect of the furnishings mentioned above in addition to the normal rent recovery for the
accommodation. The Board level Whole Time Directors may be permitted to purchase the furniture, fixtures and
other items granted to them at the depreciated rates as given below at the time of their superannuation.
S. Description Upto 1 year From 1-2 From 2-3 Over 3

No. years old years old years old
1 Furniture and 80% of the 60% of the 40% of the 20% of the
Fixtures, original cost original cost original cost original cost
AC/Inverter,
etc.
2 Carpets, 10% of the original cost
curtains, etc.
Further, in the event of exercising the option for purchase of entire furniture and other equipments in one go would
also be available only once during the balance tenure of initial appointment of the board level executives.
Thereafter, any further/fresh request for issue of furnishing during the remaining tenure will not be entertained. The
purchase of furnishing etc. at the depreciated rates in such event will depend upon the period of actual use of
furnishing items and recovery of additional 2.5% of basic pay per month shall be made up to the completed month in
which the option is exercised.
(Where hired accommodation is provided to the board level executives on company lease basis, the recovery for
furnished accommodation will be determined as per the provisions together with the option to purchase furniture
and equipments at par to board level executives to whom company owned accommodation has been provided
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except that recovery for leased accommodation will be as per approved norms as applicable in respect of hired
accommodation on lease basis i.e. 10% of basic pay while HRAwill not be permissible.)
7. RETENTION OF ACCOMMODATION
7.1 An allotment shall be effective from the date on which it is occupied by the allottee and shall continue until:
(a) The expiry of the permissible period mentioned.
(b) It is cancelled under any provision in these Rules.
(c) Is surrendered by the allottee.
(d) The allottee ceases to occupy the quarter.
7.2 An accommodation allotted to an allottee may be retained for any reason specified below and for the period
indicated against each, provided that the accommodation is required for the bonafide use of the allotee or
member(s) of this family:
S.NO. EVENT PERMISSIBLE PERIOD FOR

RETENTION OF
ACCOMMODATION AFTER
THE EVENT.
1. Retirement 4 MONTHS
2. Repatriation due to 2 MONTHS
deputation I lien
3. Death of the allottee 4 MONTHS
4. Transfer to another station 2 MONTHS
5. Leave of any kind FULL PERIOD OF LEAVE
6. Training sponsored by the FULL PERIOD
Company
7. Unauthorized Absence / absence without prior sanction of leave and / or without any proper intimation:
(a) In case of unauthorized absence I absence of any allotee from duties without prior sanction of leave and I or
without any proper intimated for a period except exceeding one month, penal rent shall be charged from the
allottee during the entire period of absence in terms of the rules.
(b) In case, EOL is sanctioned to the allottee on medical grounds, the Corporation Accommodation facility shall
continue during such period of EOL.
(c) In case EOL for study purpose, the allottee shall have to vacate the Corporation Accommodation from the date
of sanction of such study leave in accordance with rules.
(d) In case, EOL is sanctioned to the allottee for a period beyond 3 months on any other ground (except study leave
I or medical), the allottee shall have to vacate the Corporation Accommodation for such period of EOL in the
accordance with rules.
8. GENERAL
8.1 The allottee shall not allow any person who, in the opinion of the Management, is considered undesirable to
stay with the allottee in the accommodation and failure to comply with the condition will entail cancellation of
allotment and eviction there from, besides rendering the allottee liable to disciplinary action.
8.2 No foreign national will be allowed to stay in the Company accommodation with the allottee without prior
intimation to the Management to be given 48 hours before arrival of such foreign national.
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8.3 If persons other than the family members have to stay in the accommodation for periods exceeding or
month the allottee shall take permission of the Management.
8.4 No allottee who has been allotted a residential accommodation shall in any circumstances sublet the allotte
accommodation or any portion thereof, any of the attached out-house or garages, to any allottee or to an
outsider whatsoever.
8.5 The allottee of an accommodation shall not effect any addition or alteration to the accommodation allotted t
him or put up any temporary or permanent structure of any kind within the premises of the allotte
accommodation without permission of the Management.
8.6 An allottee under these rules shall only be an occupant of the accommodation allotted to him and will nc
acquire any right of a tenet under any circumstances. The allotment ceases automatically on he severance c
employer-allottee relationship or cancellation of the allotment of accommodation.
8.7 The allottee, his family members, guests and domestic help etc. will abide by all the relevant laws, bye-laws
rules, notification etc. of the local or any other government, semi-government orstatutory authority in relatio1
to their stay in the allotted accommodation.
8.8 An allottee on discretion of the Management will permit the authorized person I agent of the Company acces.
to the allotted accommodation for its inspection I repairs / maintenance etc.
8.9 The accommodation allotted under these Rules is for residential purposes of the allottee and members of hi
family as defined under the Rules. The accommodation premises shall not be used for any other purpos
whatsoever in full or in part.
8.10 No loudspeaker should be installed inside or outside the accommodation without the specific permission c
the Management! District authorities as may be required under any law or procedure in force.
8.11 Any allottee retaining domestic servants! help on full time basis in the accommodation shall send particula,
of such servants to the office within 7 (seven) days of their employment/deployment.
8.12 The allottee shall conduct himself in a manner which is not prejudicial to the maintenance of harmoniou
relations with his neighbours.
8.13 In case any infection or any contagious diseases such as small pox etc. which is likely to spread into ar
epidemic to other inhabitants of the allotted accommodation, the allottee would immediately report to thE
Company's office and have the patient segregated by removing him to the hospital.
8.14 General repairs and maintenance of the Company's owned accommodation will be the responsibility of the
Company.
9. SURRENDERAND CANCELATION
9.1 Violation of any of the allotment Rules shall entail cancellation of the allotment order and the allotee shall be
bound to hand over the vacant possession of the accommodation allotted to the Company immediately failing
which he will be liable for disciplinary action!other action for eviction. The Management may in it's discretion
condone minor infraction ortechnical violation of the rules not causing serious prejudice to the Company.
9.2 At the time of transfer, retirement, resignation etc. the accounts of an allottee shall not be settled until he
produces a NO DUES CERTIFICATE from the Office, in the matter of rent!charges etc. for the accommodation
allotted to him.
10. COMPETENTAUTHORITY
In case of any doubt or a dispute regarding interpretation of these rules, the decision of the Chairman-cum-
Managing Director shall be final. The Chairman-cum-Managing Director is also authorized to relax any of the
provisions of Rules on merits of the case in exceptional circumstances of hardship on case to case basis.
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"NBCC COMPANY LEASE ACCOMMODATION TO BOARD LEVEL AND BELOW THE BOARD LEVEL
EXECUTIVES ON IDA PATTERN OF PAY SCALES".
1. ADMISSIBILITY
Company LeaseAccommodation is admissible to Board Members! Senior Officers in E6 — E9 Scales of Pay.
2. MONETARYCEILING
The monetary ceiling for leased accommodation in the case of Board Level and Executives below the Board Level
is at the following scales:
(In Rs.)
Pay Scales of Cities where Cities where Cities where

Schedule A' HRA admissible HRA HRA
As per Old Pay Scales @ 30% admissible admissible @
@20% 10%
Lease rental © 50%
Board Level Executives

80000-125000 -CMD 62500
75000-100000 -DIR 50000 N/A N/A
Lease rental @ 40% Lease rental @ Lease rental

25% @17%
Below Board Level

Executives
E-9 62000-80000 - ED 32000 20000 14000
E-8 51300-73000 - GGM 29200 18250 12775
E-7 4320 0-66000 - SGM 26400 16500 11550
E-6 36600-62000 - GM 24800 15500 10850
3. TERMS&CONDITIONS
3.1 The plinth area ceiling in the case of the Chairman-cum-Managing irector shall be 1900 sq. ft. and other
functional Directors it will be 1700 sq. ft. In the case of below board level executives to whom company leased
accommodation is admissible, the plinth area ceiling shall be 1200 sq.ft.
3.2 Rent recovery shall be made © 10% or 12.5% in respect of unfurnished / furnished accommodation on pre-
revised basic pay where the lease deed is valid and executed prior to the revision of scales of pay. However, it
will be ensured that fresh lease deed is not executed during the pendency of the lease agreement.
Consequent upon the fresh agreement, the rent recovery 10% or 12.5% of the basis, as the case may be
shall be made from the revised scales of pay. Brokerage charges admissible will be to the extent of 15 days of
HRAon production of brokerage/commission receipt.
3.3 The area-wise reasonability of land in the case of accommodation arranged on company lease basis shall be
decided on the recommendations of the Committee consisting of officers of the level of Dy. General Manager
and above from Finance, Personnel &Administration based on market survey with regard to the rent prevailing
in the area/location where the company lease accommodation is located.
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3.4 The classification of cities I towns for the purpose of admissibility of leased accommodation shall be based on th
classification as applicable in the case of Central Govt. employees.
3.5 The lease agreement already executed would not be revised during the pendency of the lease period i.e. the 1eas
amount will not be enhanced till the expiry of the existing lease period.
3.6 (a) Where a suitable accommodation on lease basis cannot be arranged within the monetary and plinth ares
ceilings as perabovetable in such exceptional cases, the CMD, NBCC will be authorized to vary thE
prescribed ceilings within 25% in respect plinth area and amount of rental in the case of executives entitled tc
such facility.
(b) However, in the case of Board Level Executives when a similar situation arises , then approval of Board o
Directors will be required.
3.7 The area-wise reasonability of rent in the case of accommodation arranged on company lease basis and also on
self lease basis shall be decided on the recommendations of a Committee consisting of DGM(F), DGM(HRM)
& AGM(Admn.) based on a market survey with regard to the rent prevailing in the area I location where the
company leased accommodation is located.
(REFER: Circular No. NBCCICo. LeaseI48IO9I61 dated l3.Ol.2OlO
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GUIDELINES FOR PREPARATION OF BOARD I COMMITTEE AGENDA NOTES

rhe Board Agenda papers are perused by highest authorities in the company and hence needs to be foolproof as well as
ffectiveIy presented. It has been observed that the Agenda put up by different divisions are made differently in style,
omposition, format etc.
I. BOARDAGENDA
All Board Agenda items are required to be concurred by the concerned Functional Director, Director (Finance)/CFO
(if it has Financial Implication) and seen by all the Functional Directors and CMD before inclusion in the Board
Agenda Papers.
II. COMMITTEEAGENDA
Committee agenda papers shall be routed through the concerned Functional Director, Director (Finance)!CFO (if it
has Financial ImpIication)for taking up the matter in the respective Committee Meeting.
III. TIME LINE
As per the Secretarial Standards notified by 1051 all agenda and notesto agenda shall be circulated to the Directors
at least 7 days before (excluding the date of dispatch & date of meeting) the Board or Committee Meeting.
Accordingly, all concerned shall send the duly approved agenda items at least 15 days before the meeting for timely
dispatch to the Board or Committee Members.
Format of Board and Committee Aqenda:
BOARD AGENDA COMMITTEE AGENDA
ITEM NO : ITEM NO:
SUBJECT: SUBJECT:
CATEGORY: FOR INFORMATION/APPROVAL CATEGORY: FOR INFORMATION/APPROVAL
SPONSORED BY: CONCERNED HODI SPONSORED BY: CONCERNED HOD!

FUNCTIONAL HEAD FUNCTIONAL HEAD
CONCURRED BY: CONCERNED FUNCTIONAL CONCURRED BY: CONCERNED FUNCTIONAL

DIRECTOR & Director (Finance) DIRECTOR
CFO (if it has Financial Implication) Director (Finance)/CFO
(if it has Financial Implication
SEEN BY: ALL OTHER FUNCTIONAL
DIRECTOR(S) & CFO CHAIRMAN
CUM-MANAGING DIRECTOR
BACKGROUND BACKGROUND
MAINBODY MAINBODY
FINANCIAL IMPLICATION FINANCIAL IMPLICATION---
RECOMMEDATION RECOMMEDATION
COMPETENT AUTHORITY COMPETENT AUTHORITY

CONCLUSION CONCLUSION
ANNEXURES ANNEXURES
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Detailed Terminology (for Board/Committee) of the respective Format:

S No Details Background
1. Item No Sr. Number of the ensuing Board Meeting
2. Subject Concerned Item
3. Category Whether the agenda item is for approval or information of the Board of
Directors should be clearly indicated in the proposal.
4 Sponsored by The term 'Sponsored by' indicates the concerned ED I RBG I SBG or
Head of the Department (H.O.) who will be available along with all
papers, supporting documents & records at the time of discussion of
their respective agenda note(s) and shall be personally responsible
for attending to the queries I observations of the Directors and for
offering further explanation, as may be required in the Board Meeting.
5. Concurred by It means the agenda item has been reviewed by concerned Functional
Director and in addition Director (Finance)/CFO on matters having
financial implications.
6. Seen by All other Functional Directors and CFO including CMD, so asto include
in Board Agenda.
7. Background Background of the Agenda Item should clearly states the

background/need for initiating theAgenda Note.
8. Main Body Main Body should explain the Agenda Item in details with all relevant
facts and figures with all supportive inAnnexures form.
9. Financial Implication If the Agenda contain and have any financial implication, the same be
indicated in detailed under the term Financial Implication.
10. Recommendation Brief proposal
11. CompetentAuthority Specify the name of the CompetentAuthority w.r.t. Agenda Item
12. Conclusion RESOLUTION
13. Annexures Serially numbered e.g. Annexure-1, II
1.1 'Concurred by' means the concerned Functional Director and in addition Director (Finance)/CFO on matters
having financial implications & seen by all other Functional Directors & CFO including CMD so as include the
same in Board Agenda. Whether the agenda item is for approval or recommendation or information of the
Board of Directors should be clearly indicated in the proposal. The term 'Sponsored by' indicates the
concerned ED I RBG I SBG or Head of the Department (HO.) who will be available along with all papers,
supporting documents & records at the time of discussion of their respective agenda note(s) and shall be
personally responsible for attending to the queries I observations of the Directors and for offering further
explanation, as may be required in the Board Meeting.
2.1 Those executives who have sponsored the board/committee agenda should come fully prepared in a
board/committee meeting with a presentation covering important aspects of the proposal in bullet
369
A Navratna CPSE
form & not in narrative form (i.e. emphasis should more be on explaining the issue) and addressing
quarries raised in the meeting. In order to maintain consistency a soft copy of the approved agenda
item including respective Presentation should be simultaneously invariably mailed to
co.sectt@nbccindia.com
3.1 The agenda notes should be prepared in routine instead of waiting for the announcement of the next
meeting. Approval should be sought from the competent authority well in time and shall reach Board
Section 15 days prior to the Board/Committee Meeting, in order to ensure that agenda papers for the
ensuing meeting is circulated at least 7 (seven) days prior (excluding the date of dispatch & date of
meeting) to the Board/Committee Meeting
4.1 In order to standardize the Board notes, following guidelines should be taken into consideration while
preparing the Board notes:
(i) All Board Agenda should be put up sufficiently in advance and shall reach Board Section at least 15 days
in advance, so that it could be in circulated at least seven days before board/committee meeting.
(ii) Inside the file, agenda with annexure(s) and Board Agenda summary should be placed in the right side
and proposal in the left side. Annexure should be properly flagged.
(iii) Font size for nameplate and heading/sub-headings should be Vardana-12 Bold, whereas for the other
text of agenda, it should be Vardana-Il. Text in paragraphs should be justified.
(iv) Resolution should be placed under the heading conclusion. It should be self contained, properly worded
and should capture the essence of the proposal without any cross reference. Resolution should use
Vardana-Il Bold and should be put under double quotes.
(v) Every page on the top of the Board note should contain the word "confidential" in Vardana 12 on the right
hand side.
(vi) Category of the BoardAgenda should be properly indicated.
(vii) Agenda put up for information should conclude that the agenda is put up for information of the Board and
should contain a resolution. Conclusion should use Vardana 11 font.
(viii) Soft copy submitted to the Board Section should not contain any signatures, name and designation of
sponsoring authority at the end of the Board note.
(ix) Only essential annexure(s) need to be attached to the Board Agenda. In case of lengthy reports, only
Executives Summary needs to be put up. Legible physical copy of theAnnexure(s) should be provided to
the Company Secretary/Board Section immediately on approval of Board Agenda.
(x) Each page of Agenda notes should be signed with designation by concerned head, sponsored/concurred
the agenda papers.
370
iqyc— f
A Navratna CPSE
"NBCC VOLUNTARY RETIREMENT SCHEME"
1. TITLE
This scheme is titled, NBCC (India) Ltd., [Formerly Known as National Buildings Construction Corporation Limited]
Revised Voluntary Retirement Scheme 2000".
2. DEFINITION
a) Corporation' means the "NBCC (India) Ltd., [Formerly known as National Buildings Construction Corporation
Limited].
b) 'Employee' means an employee borne on the regular establishment of the Corporation.
c) 'CMD' means the Chairman-cum-Managing Director of the Corporation.
d) 'Competent Authority' means competent person to accept or reject the application from the employees for
voluntary retirement under the scheme.
e) 'Salary' means Basic pay + Dearness Pay.
3. COMMENCEMENT
The scheme has been in force w.e.f.11-7-2000.
The Scheme shall be operative from time to time for a fixed period with the approval of Board of Directors.
4. OBJECTIVES
i) Rationalize the existing manpower.
ii) Transformation of the Corporation as a business entity having a competitive edge.
5. SCOPE
The scheme shall be applicable to certain category of employees with the prior approval of the Board of Directors.
Vacancy caused by the voluntary retirement will not be filled up in the categories in which there is surplus manpower.
6. ELIGIBILITY
(I) All the employees except Engineering Cadre who have completed 10 years of service in TWE/NMR/Regular
establishment of the Corporation or has completed 40 years of age and
(ii) In case of engineering discipline, only such engineers whose performance has been rated as 'C' or below 'C' in
three years out of five years or have been consecutively superseded twice for their promotion.
Following period shall not be counted for reckoning the length of service:
i) Training period in respect of Management Trainees.
ii) Period of appointment on consolidated wages/salary/stipend.
iii) Period spent on deputation from orto the Corporation.
CMD shall have the powers to relax these conditions in the overall business interest of the Corporation.
Notwithstanding any of the aforesaid provisions, the scheme does not confer any right on an employee to have
his I herrequestforvoluntary retirementaccepted to bythe Management. Managementwill havefull discretion
371
1a'cf ilqIç'i
1 \avratna CPSE
to accept or reject the request from any employee for voluntary retirement for reasons to be recorded in writing
depending upon exigencies of work and the organizational requirement.
The benefits admissible under the rules for availing the said VR Scheme would be as per the Revised VR
Scheme 2000 circulated vide HO Circular No. 52(3)! 2000-Estt.Dated 21 .07.2000 and amended from time to
time with the approval of Board of Directors. The same are enumerated as under:-
7. BENEFITSUNDERTHESCHEME
The employee whose request has been agreed to underthe scheme shall be entitled forthe following benefits:
i) Compensation will consist of salary of 35 days for every completed year of service and 25 days for the balance
service left until superannuation. The compensation will be subject to a minimum of Rs.25,000!-or 250 days
salary, whichever is higher. However, this compensation shall not exceed the sum of the salary that the
employee would draw at the prevailing level for the balance of the period left before superannuation. Arrears,
due to revision etc., will not be included in computing the eligible amount of ex-gratia.
ii) Encashmentof un availed Casual Leave in proportionate measure upto the date of relieving.
PLUS
Statutoryterminal benefits applicable on retirementwhich are as under:
a) Cash equivalent of accumulated earned leave as per the rules of the Corporation. No payment would be made
in respect of any othertype of leave standing to the credit of the employee exceptthat mention in Clause7(ii).
b) Employee and employer contribution payable as per the EPF Rules.
c) Gratuity as per the payment of Gratuity Act,1972 as amended from time to time.
d) Transfer benefitfor self and family for proceeding to the place where he intends to settle down or upto his native
town by the entitled class of travel as per TA! DA rules.
e) In addition to the above, the employees of all categories who are opting for VR under the Scheme shall be
entitled for extension of Post Retirement Medical Benefits under the Scheme as applicable to superannuated
employees of the Corporation as circulated vide Circular No. 31(7)!2012-HRM!41 63dated25.1 0.2012.
[REFER:CIRCULARN0. :52{3)/PolicyCeii-HRM/201412841dated06.08. 2014]
8. COMPETENTAUTHORITY
CMD will be the Competent Authority to accept or reject the application of the employees in Group 'A', 'B' and 'C' for
voluntary retirement under the scheme. For employees in Group 'D', the competent authority shall be either the
official the official nominated bythe CMD or CMD.
9. PROCEDURE
The eligible employees may submit their application for voluntary retirement under the scheme to the Competent
Authoritythrough properchannel in the proforma annexed atAnnexure-1.
10. CLARIFICATIONS
As a general principle, application forvoluntary retirement can not be withdrawn after its acceptance.
372
dl .dl .dl
NBCC
1qycf '1NIç'i
A Navratna CPSE
OPTION FOR VOLUNTARY RETIREMENT
I hereby opt Voluntary Retirement in terms of the 'NBCC Voluntary Retirement Scheme' circulated vide 52(3):Polic
Cell-HRMNRS:201 8 dated 22.05.2018. My service particulars are as under: -
1. EMPLOYEECODENO.
2. NAME IN CAPITAL LETTERS
3. PRESENT DESIGNATION
4. PLACEOFPOSTING
5. DATEOFBIRTH
6. DATE OF JOINING IN NBCC
7. DATEOFSUPERANNUATION
8. PRESENTBASICPAY
9. SCALE OF PAY (IDAICDA)
10. EDUCATIONALQUALIFICATION
11. BRIEF DESCRIPTION OF NATURE OF DUTIES BEING PERFORMED AT THE TIME OF

EXERCISING THE OPTION
12. REASONS FOR OPTING VOLUNTARY RETIREMENT
13. CONTACTDETAILS OFEMPLOYEE
(I) LANDLINE/MOBILENUMBER
(ii) E-MAILI.D.
14. PREFERREDDATEOFRELIVING
I undertake that my option for Voluntary Retirement on, its acceptance, will not be withdrawn by me. I also undertake that I
shall not request for deferment of my preferred date of relieving though I will have the liberty to pre-pone it.
Place
Dated Name & Signature of Employee
RECOMMENDATION OF CONTROLLING OFFICER:
Forwarded to:
The Chief General Manager (HRM), NBCC Limited, NBCC Bhawan,
2nd Floor, HRM Division, Lodhi Road, New Delhi — 110 003.
373

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iqc'1 '11'PIç'i

S.NO. INDEX PAGE NO(s)

8. INCENTIVE FOR EMPANELMENT OF IN-HOUSE FACULTY MEMBERS 102

3. zrriwr R1 kt-iiioi 1iaii tt 1ciiL 277-284

S.NO. INDEX PAGE NO(s)

HUMAN RESOURCE POLICY

NBCC (INDIA) LIMITED

This updated 3rd Edition of Human Resources Manual is envisioned as a central

the Company's HR policies.

To meet the changing demands being placed on organizations, HR must constantly

Tel. EPABX: 91-11-43591555. 24367314-15

DR. ANOOP KU MAR MITTAL

NBCC (INDIA) LIMITED

I appreciate the time and efforts put in by the Corporate HR

ERA NDRA -saHARI]

(Formerly Nationai Busidings Construction Corporation Ltd.)

In today's day and age, Organizations must have full-fledged HR

I appreciate the efforts put in by the Corporate Human Resource

(Formerly National Buildings Construction Corporation Ltd.)

b) Engineering Procurement & Construction (EPC):

NBCC's CODE OF ETHICS

1. NBCC'S CODE OF ETHICS

NBCC's CODE OF ETHICS

I MAINTAIN AUSTERITY IN OFFICIALAND PERSONAL LIFE.

2 MAINTAIN UTMOST LOYALTY, SINCERITYAND ABSOLUTE INTEGRITY IN

3 MAINTAIN STRICT PUNCTUALITYAND DISCIPLINE IN OFFICE.

4 FOLLOW STRICTLY LAID DOWN RULES, PROCEDURES AND

5 MAINTAIN HIGHESTSTANDARDSOF EFFICIENCYAND QUALITY.

6 MANAGE CORPORATION FUNDS WITH UTMOST PRUDENCE.

7 ENDEAVOUR RELENTLESSLY TO CUT COSTS I WASTES AND CONSERVE

8 STRIVE EARNESTLY TO ACHIEVE ORGANIZATIONAL AND SOCIAL

9 MAINTAIN STRICT CONFIDENTIALITY ON TENDER WORKING, COMPANY

10. STRIVE TO ERADICATE ENVIRONMENTAL POLLUTION AND RESTORE

11. STRIVE TO WIN OVER AND MAINTAIN CUSTOMER CONFIDENCE AND

Respect for dignity and potential of individuals

Ensure speed of response

NBCC (INDIA) LTD.

NBCC BHAWAN, LODHI ROAD, NEW DELHI - 110 003

(To be filled and forwarded to the Company Secretary, NBCC)

(name), (designation), having read and understood the Code

NBCC FRAUD PREVENTION & DETECTION POLICY

2.0 POLICY OBJECTIVES

III. To conduct investigations into fraudulent activities.

3.0 SCOPE OF POLICY

4.0 DEFINITION OF FRAUD

50 ACTIONS CONSTITUTING FRAUD

I. Forgery or alteration of any document or account belonging to the Company

V. Willful suppression of facts/deception in matters of appointment, placements, submission of reports, tender

VI. Utilizing Company funds for personal purposes.

X. Any other act thatfalls underthe gamut of fraudulent activity.

"The list given above is only illustrative and not exhaustive" :-

6.0 REPORTING OF FRAUD

Any employee(full time, part time or employees appointed on adhoc/temporary/contract basis),

7.0 INVESTIGATION PROCEDURE

8.0 RESPONSIBILITY FOR FRAUD PREVENTION

b. Educate employees about fraud prevention and detection.

9.0 ADMINISTRATION AND REVIEW OF THE POLICY

(Refer: Circular No.: NBCCIPMGIPolicyI2O12I189O Dt. 28-12-2012)

NBCC WHISTLE BLOWER POLICY

Whereas Employees of NBCC are governed by NBCC Service (Conduct)Rules, 1969,

(i) to ensure greater transparency in all aspects of the Company'sfunctioning by formulating a

b) 'Company' means National Buildings Construction Corporation Limited (NBCC).

c) 'Competent Authority' means 'Chairman-cum-Managing Director of the Company. In case of conflict