Pay, Allowances & Benefits

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

CONTENTS

PAY SCALES & DESIGNATIONS .................................................................................. 3

INCREMENTS ................................................................................................................... 3
DEARNESS ALLOWANCE.............................................................................................. 4
HOUSE RENT ALLOWANCE (HRA) ............................................................................. 5
TRANSPORT SUBSIDY ................................................................................................... 5
MEDICAL BENEFITS ....................................................................................................... 6
NON-PRACTICING ALLOWANCE ................................................................................ 8
NORTH EAST ALLOWANCE ......................................................................................... 8
SPECIAL COMPENSATORY ALLOWANCE : ............................................................. 8
CAFETERIA APPROACH : PERKS AND ALLOWANCES .......................................... 8
LEAVE FARE ASSISTANCE (LFA) .............................................................................. 12
VEHICLE LOAN ............................................................................................................. 13
CONVEYANCE REPAIR ADVANCE (CRA) ............................................................... 16
HOUSING LOAN ............................................................................................................ 16
FURNITURE ON HIRE ................................................................................................... 21
FURNITURE LOAN SCHEME (only for JG ‘A0’) ........................................................ 24
IT ASSETS-ON-HIRE...................................................................................................... 25
COMPUTER LOAN SCHEME (only for JG A0) ............................................................ 26
TRANSFER EXPENSES ................................................................................................. 27
LOCAL TRANSFER ........................................................................................................ 31
EDUCATIONAL ASSISTANCE SCHEME ................................................................... 32
SCHOLARSHIP SCHEME FOR CHILDREN OF MANAGEMENT STAFF ............... 34
CHILDREN EDUCATION SUPPORT SCHEME (CES) ............................................... 36
FAMILY WELFARE PROMOTION SCHEME ............................................................. 38
COMPANY OWNED ACCOMMODATION ................................................................. 39

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LEASED ACCOMMODATION ...................................................................................... 39
CLUB MEMBERSHIP ..................................................................................................... 39
FUNERAL EXPENSES ................................................................................................... 40
LAPTOP AT OFFICE ...................................................................................................... 40
PERFORMANCE RELATED PAY (PRP) ...................................................................... 40
LEAVE ............................................................................................................................. 43
PROVIDENT FUND ........................................................................................................ 49
GROUP SAVINGS LINKED INSURANCE SCHEME .................................................. 49
SUPERANNUATION SCHEME (upto 31.12.2006) ....................................................... 49
DEFINED CONTRIBUTION SCHEME (DCS) .............................................................. 53
GRATUITY ...................................................................................................................... 54
REPATRIATION EXPENSES ......................................................................................... 55
POST-RETIREMENT MEDICAL SCHEME (PRMBS) ................................................. 56
MONTHLY EX-GRATIA SCHEME (MEGS) ................................................................ 58
PURCHASE OF MOBILE HANDSETS : ....................................................................... 58
COMMUNICATION EXPENSES : ................................................................................. 59
RETIREMENT AGE ........................................................................................................ 60
NOTICE PAY ................................................................................................................... 60
LEGAL ASSISTANCE SCHEME ................................................................................... 60
REIMBURSEMENT OF EXPENSES AT HEADQUARTERS (HQs) ........................... 60
(A) REIMBURSEMENT OF CONVEYANCE EXPENSES ......................................... 63
TANKER LOADING / UNLOADING ALLOWANCE .................................................. 66
TOURING EXPENSES (Outstation) ............................................................................... 67
LOCAL TOURS ............................................................................................................... 70
FOREIGN TOURS ........................................................................................................... 70
RESIDENTIAL TRAINING / MEETINGS / SEMINARS / CONFERENCES .............. 71
GROUP PERSONAL ACCIDENT INSURANCE SCHEME ......................................... 72
PERMANENT DISABLEMENT / DEATH-IN-SERVICE SCHEME ........................... 72
CLASSIFICATION OF CITIES FOR PAYMENT OF HRA .......................................... 74

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PAY SCALES & DESIGNATIONS

a) There are 12 pay scales & designations classified from 'A0' to 'I', which are as follows:

PAY SCALE (Rs.)

JOB GROUP DESIGNATION
Min. Max.
‘A0’ Junior Executive 30000 120000
‘A’ Associate Executive 40000 140000
‘A1’ Assistant Executive 50000 160000
'A2 Executive 60000 180000
'B' Assistant Manager 70000 200000
'C' Manager 80000 220000
'D' Senior Manager 90000 240000
'E' Chief Manager 100000 260000
'F' Deputy General Manager 120000 280000
'G' General Manager 120000 280000
'H' Chief General Manager 120000 280000
`I’ Executive Director 150000 300000

INCREMENTS

a) Annual Increment
i) An increment is not granted as a matter of right but must be earned through satisfactory
performance during the increment period.
ii) Annual increment will be given @ 3% of the Basic Pay on the 1st of January of each
year (rounded off to next Rs.10/-).
iii) All confirmed Management Staff will be granted Annual Increment on 1st of January
of each year. Management Staff on probation shall not be eligible for Annual
Increment.
iv) Management Staff who were confirmed in Management cadre during the previous
financial year, shall be granted Annual Increment on pro-rata basis for the period from
the date of confirmation to the 31st December.
b) Promotion Increment
i) Promotion increment will be given @ 3% of Basic Pay (rounded off to next Rs.10/-).
ii) If after grant of promotion increment the Basic Pay is less than the minimum of Basic
Pay of promoted scale, then the Basic Pay will be fixed at minimum of promoted scale.

c) Confirmation Increment
i) On successful completion of confirmation period, increment @ 3% of Basic Pay will
be granted to new joinees in Management cadre/ promotees from Workmen cadre.

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 ii) After grant of confirmation increment, the next annual increment will be given on pro-
rata basis on 1st January of the immediate succeeding year. Thereafter, on 1st January
of the subsequent years, regular annual increments (presently 3%) will be granted.

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

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

DEARNESS ALLOWANCE

a) Dearness Allowance payable to Management Staff is linked to the All India Consumer Price
Index number for Industrial Workers (General) based on 2001=100 (AICPI).
b) DA installments are released 4 times a year w.e.f. 1st January, 1st April, 1st July and 1st
October.
c) Adjustments of Dearness Allowance will be done on quarterly basis & will be based on the
percentage increase in the quarterly average of the AICPI over AICPI 277.33. The basis will
be :

3 Monthly Average AICPI relating Dearness Allowance payable

to the previous month for the Quarter
September to November January/March

December to February April/June

March to May July/September

June to August October/December

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HOUSE RENT ALLOWANCE (HRA)

a) Management Staff who do not occupy Company/ self-leased accommodation will be

entitled to House Rent Allowance. HRA is payable as per the place of posting of the Staff

b) HRA will be paid on the following basis :

Cities with population Classification Rates of HRA

50 lakhs and above X 27% of Basic Pay
5 lakhs to 50 lakhs Y 18% of Basic Pay
Less than 5 lakhs Z 9% of Basic Pay
NOTE : A list showing classification of cities for House Rent Allowance is given as
Annexure-1.

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

d) Both spouses working in BPCL

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

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

TRANSPORT SUBSIDY

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

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

JOB GROUP Transport Subsidy (Rs./p.m.)
A0 / A / A1 / A2 1250/-
'B' 1500/-
'C' 1700/-
'D' 2000/-
'E' 2200/-
'F' 2350/-
'G' 2500/-

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 c) Transport Subsidy paid to the Staff is considered as part of Cafeteria allowances.
d) Transport Subsidy paid to Visually/Orthopaedically/Hearing Handicapped Staff will be
double the Transport Subsidy as mentioned above, job group-wise. The additional amount
shall not be considered as part of Cafeteria.

MEDICAL BENEFITS

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

b) The reimbursement of expenses shall be at actuals subject to the Schedule of Rates approved
by the Management.

c) The ceilings towards reimbursement of Spectacles & Dental expenses are as under :-

i) Spectacles Reimbursement: For self & all eligible dependents

Job Group For the block period of two

Financial Years (maximum of)
Upto JG ‘D’ Rs.40,000/-
JG ‘E’ and above Rs.50,000/-

ii) Dental Reimbursement : For self & all eligible dependents

Job Group For the block period of two

Financial Years (maximum of)
Upto JG ‘D’ Upto Rs.70,000/-
JG ‘E’ and above Upto Rs.90,000/-

No separate reimbursements will be made for Orthodontic treatments.

iii) The Block Periods, viz., 2021-23, 2023-25.

d) Hospitalization Expenses :
Hospitalization expenses are reimbursed at actuals, subject to applicable Schedule of Rates.

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

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

i. Spouse
⎯ Spouse are covered under the Scheme, and reimbursement for spouse will continue
based on the Staff’s dependent declaration, irrespective of whether he / she is employed
or not. However, if spouse is employed and is covered under medical insurance
schemes, only the portion not covered under insurance scheme will be considered for
reimbursement.
⎯ If his / her employer certifies that he / she is fully insured then no reimbursements will
be extended.

ii. Children
⎯ Reimbursements for children are permitted upto a maximum age limit of 25 years. If
children are employed or married before 25 years of age, reimbursements will stop
from the date of marriage/employment. The only exceptions made are for those
pursuing studies on a full time basis & those who are specially-abled (based on the
required certificates produced).
⎯ Re-inclusion of dependent children within 25 years of age: Once a dependent child
is employed, he/she is no longer considered dependent for medical reimbursement. In
some cases, children, subsequently quit employment for pursuing higher studies or for
preparing for competitive exam etc. In such cases, request for re-inclusion of child as
dependent for medical reimbursement can be considered provided following conditions
are met:
a) Child is below 25 yrs. of age as on the date of enrollment for new programme.
b) Copy of release letter/resignation acceptance letter from the employer stating the
date of release would be must. The date of release should be prior to completion
of 25 years of age.
c) If child is pursuing studies on a full time basis, he / she will continue to be a
dependent till the scheduled completion of the said course which he / she had
enrolled. The course should have also commenced before completion of 25 years
of age.

iii. Parents
⎯ Dependent parents are eligible for reimbursement subject to the condition that they are
fully dependent on the Management Staff & their combined monthly income from all
sources should not be greater than Rs.25,000/- per month.
i. The income for the purpose of dependency would include all regular income such
as :
- Salary / pension
- Income from house property
- Interest on savings / all type of deposits with banks and financial institutions /
dividend on investments / annuities
- Income from business / profession / consultancy
- Income on Investment of PF / Gratuity / Government Prize Bonds
- Agricultural income

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 However, the following will not be considered as income of dependent parents :
- Lumpsum non-recurring income such as receipt of contributory PF / Gratuity /
Government Prize Bonds
- Proceeds from matured LIC policy(ies) etc.

ii. For coverage of dependent parents, additional percentage would be charged under
Cafeteria.
⎯ The reimbursements to eligible dependent parents will be limited to ninety
percent (90%) of reimbursable amounts for domiciliary as well as hospitalisation
expenses.
⎯ The option exercised for dependent parents cannot be changed. Any changes will
be permitted only on account of change in income limits or on account of demise
of both parents, with adequate proof for the purpose.

NON-PRACTICING ALLOWANCE

a. Non-Practicing Allowance is admissible only to Medical Officers

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

NORTH EAST ALLOWANCE

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

SPECIAL COMPENSATORY ALLOWANCE :

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

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

CAFETERIA APPROACH : PERKS AND ALLOWANCES

Under the Cafeteria Approach, all Perks and Allowances admissible to the different Job Groups
of Management Staff shall be subject to the following ceiling –

(a) JG A0 : 15% of Basic Pay + S.I. (if any)

(b) JG A & above : 35% of Basic Pay + S.I. (if any).

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The administration of this is done on annual basis (Financial Year). At the end of the year, i.e.,
in March, any short payment is paid to the Staff and excess payment, if any, is recovered.
a) The details on the administration of the scheme are given below :
i) At the beginning of the financial year option is given to Management Staff to choose
from a set of perks and allowances.
ii) Perks and Allowances are categorized in 2 parts viz. common allowances and optional
allowances.
iii) Common Allowances include :
- Canteen cost – based on the place of posting
- Conveyance – cost equivalent to amount of Transport subsidy
- Remote Access Facility Allowance
- Self Professional Updation Allowance
- Medical cost for dependent parents
- 50% of the non-monetary perquisite tax for Company Accommodation

iv) Optional Allowances include :

- Education Support Allowance
- School facility at Kochi
- LFA
- Individual Club Membership (monthly reimbursement)
- Staff Car / Transport recovery charges
- IT Assets on Hire recovery
- Furniture on Hire Facility (including monthly recovery)
- Transit Bachelor Accommodation charges
- Cultural / Philanthropic / Wellness pursuit Allowance
- House Upkeep / Helper Assistance Allowance
- Personal / Festival expenses (on an annual basis)

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

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

b) Various allowances/ benefits forming part of Perks & Allowances (15% of Basic Pay &
35% of Basic Pay) are as under:

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

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

Staff are paid Remote Access Facility as follows :

JG AMOUNT
(p.m.)
A / A1 / A2 Rs.1,200/-
B Rs.1,300/-
C Rs.1,400/-
D Rs.1,500/-
E Rs.1,600/-
F Rs.1,700/-
G Rs.1,750/-
H Rs.1,800/-
I Rs.1,950/-

iv) SELF PROFESSIONAL UPDATION ALLOWANCE

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

basis for all JGs A & above.
Self Professional Updation Allowance is not applicable to JG A0.

v) MEDICAL COST FOR DEPENDANT PARENTS

- Staff who declare their parents as dependents under medical reimbursement

scheme will be charged additional cost under Perks & Allowances.

- The amount to be charged is determined every year. Staff who declare their parents
as dependents will not be permitted to exclude them as dependents. However, in
case of demise of dependent parents, Staff need to inform Ben. Admin for
exclusion from dependency.

- Stoppage of additional cost is done from next Financial Year.

vi) VALUE OF HOUSING PERQUISITE

As per Income Tax rules, for accommodation provided by the Corporation, Housing
Perquisite is applicable. Corporation will bear the Housing Perquisite. 50% of the
Housing Perquisite borne by the Corporation will be accounted under Perks &
Allowances applicable for the Job Group.

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

i) EDUCATIONAL SUPPORT ALLOWANCE

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 Educational Support Allowance (ESA) @ 3% of Basic Pay is accounted under Perks
& Allowances.

IT exemption for Children Education Allowance and Hostel Subsidy respectively

(max. two children) for education within India is available as per IT Rules.

ii) SCHOOL FACILITY AT KOCHI

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

iii) LEAVE FARE ASSISTANCE (LFA) :

10% of Basic Pay is accounted towards LFA for JGs A & above and 5% of Basic Pay
for JG A0. Staff who do not wish to opt for this can give option in Cafeteria Form.

iv) INDIVIDUAL CLUB MEMEBERSHIP

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

v) STAFF CAR / TRANSPORT RECOVERY CHARGES

Applicable to Staff using transport facilities. Monthly recoveries will be accounted
under Perks & Allowances.

vi) IT ASSETS ON HIRE RECOVERY

The monthly recoveries will be accounted under Perks & Allowances.

vii) FURNITURE ON HIRE

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

viii) TRANSIT BACHELOR ACCOMMODATION CHARGES

Monthly recoveries will be accounted under Perks & Allowances.

ix) CULTURAL / PHILANTHROPIC / WELLNESS PURSUIT ALLOWANCE

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

x) HOUSE UPKEEP / HELPER ASSISTANCE ALLOWANCE

Staff in JG A & above can opt for this payment while submitting the Cafeteria Option
Form. The payment is restricted upto 10% of Basic Pay.
House Upkeep / Helper Assistance Allowance is not applicable to JG A0.

xi) PERSONAL / FESTIVAL EXPENSES

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 Personal / Festival Expenses will be reserved for making residual payment within the
ceiling of 15% of Basic Pay or 35% of Basic Pay in the month of March every year.

LEAVE FARE ASSISTANCE (LFA)

LFA is part of Perks and Allowances. For Staff in JG A0, LFA is accounted @ 5% of Basic Pay
& for all other JGs, it is accounted @ 10% of Basic Pay under Perks & allowances.

(a) Leave Fare Assistance is admissible once in a block of two financial years to Management
Staff. The blocks are for two financial years, beginning 2020-22, 2022-24 and so on.

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

(c) As the Block Year comprises of 24 months for payment, LFA is paid as per the applicable
rates multiplied by 24 months.

(d) LFA payment is made for the entire block year as a percentage of Basic Pay plus SI on the
date of claim. The percentages being 5% for JG ‘A0’ & 10% for JGs 'A' & above. LFA will
be calculated and payment will be made on the basis of applicable percentage multiplied by
24 and for payment purpose; Basic Pay plus SI of the month in which LFA is paid shall be
considered.

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

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

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

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

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

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

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(j) Income Tax, at applicable rate, will be deducted while making the LFA payment. For
claiming Income Tax exemption for LFA, Staff is required to submit the relevant
tickets/receipts, etc. within one month of travel and in any case latest by 15th February every
year.

(k) As per Income Tax Rules, least of following is exempted from tax and is applicable only
for journeys undertaken within India.

⎯ Amount of LFA actually received

⎯ Amount actually incurred for the purpose of such travel
⎯ Amount not exceeding the air-conditioned first class rail fare by the shortest route
to the place of destination (where the journey is performed by any mode of transport
other than by air).
⎯ Amount not exceeding the economy air fare if travel is undertaken by air.

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

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

(n) Such concession received by Employee for himself / herself and her family will be eligible
for exemption. Family for the purpose of said clause means :

⎯ The spouse and children of the individual; and

⎯ The parents, brothers and sisters of the individual or any of them, wholly or mainly
dependent on the individual.

VEHICLE LOAN

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

Staff in JG ‘A0’ are not eligible for Vehicle Loan. However, in case of Staff in JG ‘A0’ who are
promoted from Workmen to Management cadre or Staff placed in JG ‘A0’ on merger of BORL
shall be entitled for Vehicle Loan.

a) AMOUNT OF LOAN

i) FOR MOTOR CAR

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

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 Job Group MAXIMUM LIMITS
(Incl. taxes)
A0 Rs. 3.50 LAKHS
A / A1 / A2 Rs.7.00 LAKHS

B/C Rs.11.00 LAKHS

D/E/F Rs.13.00 LAKHS

G Rs.15.00 LAKHS

H Rs.16.00 LAKHS

I Rs.18.00 LAKHS

ii) FOR MOTOR CYCLE/ SCOOTER

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

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

/ SCOOTER
i) No. of Instalments for recovery of loan
- For Motor Car :
✓ The number of instalments for recovery of loan will be 144 for Management
Staff who have availed Vehicle Loan
✓ If the staff member has less than 144 months of service before retirement the
recovery of the car loan amount will be worked out in 144 notional
instalments.
- For Motor Cycle / Scooter :
✓ 100 equal monthly instalments for first and subsequent loans.
ii) Recovery will commence from the month following the month in which delivery of
the vehicle is received.
iii) Staff has option to increase the amount of instalment as well as repay part or full
loan amount any time.

c) INTEREST :
Rate of interest will be charged at par with the ‘Average Borrowing Rate’ of the
Corporation of the previous Calendar Year. The current rate of interest is 6.07% p.a.
However, the rate of interest will be trebled if the formalities are not completed within 3
months.
d) DISCIPLINARY ACTION AGAINST STAFF
Staff against whom disciplinary proceedings are in progress will not be eligible during
pendency of the disciplinary proceedings. Consequently, if major punishment (i.e.
withholding of increments or promotions, reduction of pay / lower grade, etc. as
mentioned in the Conduct, Discipline & Appeal Rules for Management Staff) is awarded,
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 the Staff will be debarred from grant of vehicle loan for, one year from the date of
imposition of punishment.

e) SECOND AND SUBSEQUENT LOAN :

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

f) GENERAL :
i) Vehicle loan is not granted for imported vehicles.
ii) In case of new recruits at JG A0 level, Vehicle Loan shall not be extended
considering their loan repayment capacity. However, for those promoted from the
Workmen category to JG A0, the loan ceilings will be the same as applicable for
Workmen.
iii) The above loan ceilings are also applicable for purchase of Electric Vehicle (E.V.).
iv) Staff shall be required to execute an agreement in such a form as prescribed for this
purpose from time to time. Staff should ensure that the transactions are completed
within three months from the date of taking the loan, failing which the full advance
together with interest should be refunded to the Corporation.
v) The term "on-the-road price" would mean the price of the vehicle, including Sales
Tax, registration charges, road tax but does not include cost of number plate,
accessories, insurance, extended warranty, etc.
vi) Vehicle loan is granted for purchase of second hand vehicles, however valuation of
Govt. approved Valuer will be considered.
vii) The loan drawn by staff shall not result in the recovery exceeding 65% of the average
salary of preceding three months. The total take home salary should be at least 35%
of the salary after accounting for monthly recoveries towards loans availed.
viii) Vehicle needs to be hypothecated to the Corporation & insured comprehensively
and every year after the renewal of policy, details of policy need to be submitted.
ix) In case the vehicle is stolen, FIR needs to be registered with the nearest police station
and accordingly, Insurance Company needs to be advised. The recovery will
continue till the loan is repaid.
x) Where Staff wish to sell the vehicle, the outstanding loan needs to be repaid and
prior permission should be obtained from Ben.Admin. Section.
xi) Staff can avail advance against the Proforma Invoice after booking the vehicle.
xii) Any payment towards Vehicle Loan should be through digital payment platforms,
i.e., NEFT /Credit Card /Debit Card /Google Pay /Pay TM, etc., linked to Staff’s
own Bank account.

15
 (B) UPDATE OF COMPREHENSIVE INSURANCE POLICY
a. Management Staff who have availed Vehicle Loan from the Company are required
to maintain a Comprehensive Insurance Policy for the Car / Scooter during the tenure
of Vehicle Loan.
b. Reimbursement of Conveyance expenses will be permitted only if the Vehicle
Comprehensive Insurance details are updated in myPortal.

(C) VEHICLE LOAN REDEMPTION SCHEME

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

CONVEYANCE REPAIR ADVANCE (CRA)

Management Staff, who owns/operates a vehicle, which is not less than 5 years old & has been
sanctioned for reimbursement of expenses for maintaining/ running the conveyance for official
purposes, will be eligible for a loan for major repairs to the vehicle/ replacement of parts like
battery, tyres etc.
i. Staff are entitled for actual expenses subject to following ceilings :
✓ For Cars - Rs. 20,000/-
✓ For Scooters/ Motor-cycles - Rs. 5,000/-
✓ The interest rate for CRA is the same as applicable to Vehicle Loan.
ii. CRA will be recovered within a maximum of 36 instalments.
iii. Interest would be charged as per the current rate of interest i.e. 6.07% p.a.
iv. In case of Staff who are due to retire within 36 months, the loan & interest thereon will be
recovered on equated instalment basis, before their retirement.
v. The CRA drawn by staff shall not result in the recovery exceeding 65% of the average
salary of preceding three months.
vi. CRA will be sanctioned, subject to the following conditions :
✓ The number of instalments for recovery of loan will be 36
(A) New Car - After 5 years of purchase.
(B) Second hand Car - After 3 years of purchase (However a period of 5 years must
have lapsed since the date of purchase by the first owner).
vii. A second CRA is payable on the following basis :
✓ For Cars :
• After 3 years, if the previous CRA was for Rs.10,000/- or less.
• After 5 years, if the previous CRA was for more than Rs.10,000/-.
✓ For Scooters/Motor Cycles :
• After 3 years of availing previous CRA
HOUSING LOAN

a) A permanent Staff of the Corporation who has rendered not less than 3 years of continuous
service will be eligible for Housing Loan. Immediate past service rendered in a
Government/Public Sector Organisation would be counted towards service requirements.
16
b) In case both husband and wife are employed in the Corporation, only one of them will be
eligible.
c) Loan will be granted for purchase/construction of the house / flat at locations other than where
the Staff/spouse/dependents already own a house. If, however, the Staff is a member of HUF,
he may be granted advance subject to 60% of normal entitlement.
d) If any Housing Loan is availed from HDFC/any Financial Institutions after joining the
Corporation, before being eligible, Staff can avail loan from the Corporation on completion of
the eligibility period for repayment of such loans to the Financial Institution.
e) In case Staff wishes to acquire second property under the Housing Loan Scheme, the
outstanding loan amount including interest has to be refunded. To avail second Housing Loan,
it is not mandatory to dispose off the first property purchased from the Company’s Housing
Loan.
f) The amount of Housing Loan for purchase / construction are as follows :-

Job Group Entitlement

(Rs.)
A0 45 lakhs
A / A1 / A2 50 lakhs
B/C 60 lakhs
D 65 lakhs
E/F/G 75 lakhs
H/I 90 lakhs

g) Maximum quantum of housing loan shall be as per the JG eligibility for those who have more
than 24 months of balance service on the date of sanction of loan. In case of Staff with 24
months or less month of balance service, the maximum quantum of loan shall be based on the
repayment capacity of the Staff.

h) The repayment capacity will be worked out on a case to case basis and for this purpose,
- After factoring all the deductions, including HL EMI, the take home salary should be at-
least 25% of the gross monthly salary.
- In cases where balance service is 24 months or less, the maximum loan amount will be
limited to the amount that can be recovered from the Staff’s salary during the service and
gratuity payable at the time of separation.

i) The maximum ceiling of Housing loan entitlement of Staff shall not exceed 100 times the
monthly Basic Pay + SI + DA payable to the Staff on the date of sanction of the loan subject
to a maximum amount of JG Ceiling or actual cost of property, which ever is lower.
j) For acquisition of land and construction of house (both single and double storied), the schedule
for disbursement is as follows:
i. 40% for purchase of land
ii. 20% on completion of mortgage
iii. 20% on reaching plinth level
iv. 20% on completion of roof#
17
 # An amount equal to 3% of the sanctioned loan is with-held and disbursed only after the
Staff submits all documents (completion, occupancy certificate and other documents)
for mortgaging the property.

k) STATUTORY PAYMENTS & TAXES

i. Staff shall be eligible for advance for statutory payments and taxes viz., Stamp Duty,
Registration charges, VAT, Service Tax, GST, charges for Registration of equitable
mortgage or any other statutory payment / tax levied by the Government.
ii. The amount payable towards statutory payments & taxes shall be 10% of Housing Loan
entitlement of the Staff or at actuals, whichever is less.
iii. This shall be over and above the Housing Loan entitlement of the Staff.
iv. Staff would be permitted to avail of advance for payment of Statutory Payments & Taxes
even after housing loan has been disbursed.
v. Statutory payments & taxes may be under different heads but the disbursement of statutory
payments & taxes shall be in a single installment.

l) FOR ENLARGEMENT/EXTENSION
i. For the purpose of enlargement or extension and/ or modification of a house/ tenement
already owned by Staff, the housing loan entitlement will be restricted to 50% of the current
limit, at any time.

ii. Purchase of adjacent flat is treated as extension/ enlargement of property. In other words,
Staff are allowed to purchase adjacent flat under extension / enlargement of flat. Adjacent
flat means flat immediately next to the flat owned by the Staff.

m) SECOND LOAN
i. After completion of five years from the date of sanction of first housing loan, Staff are
eligible for second housing loan for purchase of a bigger/ better flat/house, without selling
the property purchased from the first Housing loan amount. Staff has to then repay the
outstanding amount (Principal amount + accrued Interest) of the first loan.
ii. Staff can also avail loan for enlarging their existing house subject to meeting the other
conditions.
iii. The facility of second loan is available only once during their service with the Corporation.
iv. The quantum of second loan for purchase of new property shall be same as mentioned in
Para 14(f) and 14 (g) above, without any adjustment of the first loan amount.
v. The quantum of second loan, in case of extension / enlargement of house shall be 50% of
JG eligibility.

vi. Disbursal of loan will depend on the repayment capacity of the individual Staff considering
all other recoveries.

n) TRANSFER OF PROPERTY
Staff can shift loan from one property to another with prior approval of the Corporation. This
facility is available only once in the career of the Staff. In this case, there is no change in the
loan amount and number of instalments /recoveries. Only the property is changed.
18
o) REPAYMENT AND RECOVERY :
i. For first time loanees :
➢ Total Number of Instalments : 300
➢ Principal amount : 225 instalments
➢ Interest : 75 instalments

ii. For availing second/additional housing loan :

➢ in 200 monthly instalments; OR
➢ over balance period of service but not exceeding 300 instalments; whichever is
higher.
iii. Balance outstanding loan, if any will be recovered at the time of retirement or resignation/
termination of services of borrower Staff as the case may be.
iv. In case of under construction of house / flat/ tenement, the monthly instalments payable to
the Corporation shall commence from the month following the completion of the house,
tenement or flat (irrespective of the occupation thereof or not) OR from the 24 th month
after the date on which the first instalment of the loan is disbursed, whichever is earlier.
v. In case the loan assistance is taken for the purchase/ acquisition of constructed or ready for
occupation house or tenement or flat, the repayment by monthly instalment shall
commence from the month following the month in which the loan is disbursed.
vi. In cases, wherein the Staff has less than 300 / 200 months of service, as applicable,
proportionate recovery to commence immediately after disbursement of 1st instalment both
for ready built and under construction property.

p) RATE OF INTEREST :
i. Rate of interest will be charged at par with the ‘Average Borrowing Rate’ declared by the
Corporation.
ii. The current rate of interest is 6.07% p.a.

q) REDEMPTION OF HOUSING LOAN :

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

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

19
 iv. Staff will have to refund the outstanding principal and interest amount on or before
separation. However, if the outstanding amount is not settled within 7 working days of
Superannuation / VRS / Termination from service, penal interest at applicable rates will be
levied. In resignation cases, the amount should be settled before separation, otherwise penal
interest would be levied from the date of separation.
v. In case of default in payment of outstanding principal and interest amount after retirement,
payment towards MEGS and PRMBS (wherever applicable) will be withheld and transfer
of DCS will be delayed. This payment / transfer will commence after refund of the
outstanding amount on a prospective basis.
vi. Differential loan on account of pay revision / LTS is allowed, subject to the value of the
house / flat being more than or equal to the revised limit of loan based on revised pay as
on the date of sanction of loan, subject to full loan amount not being disbursed. Such
requests are required to be made within 6 months of the revision in loan ceiling / pay
revision.

r) HOUSING LOAN FOR REPAIR/ RENOVATION

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

Job Group Amount

A0 / A / A1 / A2 / B / C Rs.2.50 lakhs
D to F Rs.3.00 lakhs
G & above Rs.3.50 lakhs

iv. 50% of the estimated amount will be paid as advance to Staff on submission of documents
like the estimate from Civil Engineer/Architect/Plan of House/Flat, Original Title Deed,
NOC from Society, etc. and balance payment will be made on completion of work. On
completion of work Staffs are required to give receipt from the Contractor/Architect for the
amount paid to them.
v. Average Borrowing Rate of the Corporation Rate of interest will be charged at par with the
‘Average Borrowing Rate’ declared by the Corporation.
vi. The current rate of interest is 6.07% p.a.
vii. The loan will be recovered in 100 installments. (75 installments for principal amount and
25 installments for interest accrued) irrespective of retirement date.
viii. Recovery will commence from the following month of date of sanction of loan.
ix. Property should be owned by Staff alone or jointly with spouse only with name of staff as
first name.
s) DISCIPLINARY ACTION AGAINST STAFF
In the event of Departmental Enquiry being conducted against a Staff, the Housing loan
application shall not be processed till such time the final outcome of such enquiry is made
known to the concerned Staff. In such cases, if pursuant to the Enquiry Officer's Report the
punishment meted out is:
i. Other than dismissal/termination/discharge; and
20
 ii. No break in service is advised while suspension as punishment is awarded.
iii. The housing loan application should be considered on the basis of prevalent rules.

q) SECURITY
Undertaking authorizing Corporation to adjust any dues payable to Staff.

r) REDEMPTION SCHEME
The loan availed by Staffs will be covered under Housing Loan redemption Scheme and
accordingly 0.3% p.a. of outstanding loan for repairs/ renovations will be deducted on monthly
basis. In the unfortunate event of demise/ permanent total disablement of Staff or destruction
of property due to natural calamities (like fire/floods/earth quakes/lightening/riots) loan
amount will stand redeemed.

s) GENERAL
i. Staff who avail loan under this head will be entitled for full or additional Housing Loan (if
eligible) only after completion of one year from availing loan for repairs/ renovations.
ii. Staff has to repay the loan under this head, if he wishes to avail housing loan subsequently.
iii. Loan availed under Repairs/Renovation Loan will not be considered for the calculation of
additional housing loan.
iv. At the time of separation from the Corporation balance loan, if any, will be recovered from
the Staff’s retiral dues.
v. After availing loan under this head, Staffs are required to insure his/ her house/ flat.
vi. Staff under suspension are not entitled for this loan.
vii. The sum total of the loans/ advances drawn by an Staff should not result in recovery
exceeding 75% of the gross average monthly salary for the latest 3 months’ salary. In
calculating the gross average monthly salary, professional tax will be deducted to arrive at
the gross salary, but not the Income Tax deductions.
viii. If recovery of Housing Loan is completed but the loan for repairs is yet to be fully
recovered, then the documents will be released only after recovery for loan for repairs /
renovations is over.
ix. This loan facilities will not be granted for painting of the house, polishing of tiles and any
such work which is in the nature of maintenance. However, painting / polishing expenses
arising out of structural work would be allowed.

FURNITURE ON HIRE

a. Confirmed Management Staff from JG A & above of the Corporation are eligible for
provision of furniture/ household items at their residence on hire basis, provided they have
completed 3 years of service in the Corporation. The residence may be owned or hired by
the Corporation, or by the Staff member.
b. The benefits under this facility are considered under 35% Perks & Allowance.
c. The total value of furniture /household items shall not exceed the following maximum
limits:

21
 Job Group Amount (Rs.)
A / A1 / A2 (after 3 years of service) 1,80,000/-
B (after 3 years of service) 2,00,000/-
C 2,75,000/-
D 3,50,000/-
E 4,50,000/-
F 5,25,000/-
G 6,25,000/-
H 6,75,000/-
I 7,75,000/-

d. HIRE CHARGES

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

Job Group Flat Rate (Rs./p.m.)

A / A1 / A2 180/-
B 200/-
C 275/-
D 350/-
E 450/-
'F' 525/-
'G' 625/-
‘H' 675/-
I 775/-

e. ITEMS OF FURNITURE

i. The Staff may decide to procure one item or more according to his requirements, provided
the total remains within the financial ceiling stipulated for their grade.
ii. Items which are standard household items / any other durable items of utility value costing
Rs.1,000/- & above are only considered for reimbursement under FOH Scheme.
iii. Purchase of items such as precious metals / jewellery, immovable properties, garments,
cosmetics, handbags, movable properties such as 2-wheeler, consumables like standalone
batteries including standalone battery for Invertors, cartridges, chargers, kids tri-cycles,
Sports consumables like Balls, Shuttles, Shoes, Clothing, food supplements etc., are not
permitted under FOH Scheme.

f. MAINTENANCE EXPENSES

i. The annual ceiling of repair & maintenance expenses is 25% of the cost of furniture items.
These expenses shall be paid through salary in April every year.
ii. Maintenance charges will be paid for separated Staff on pro-rata basis. However, these
expenses are not payable to Staff separated due to outcome of disciplinary case.
22
g. GENERAL

i. On promotion to a higher grade, Staff will be entitled to utilise the difference in amount
between the two maximum cost limits by way of provision of additional furniture items.
ii. Bills should be in the name of 'BPCL' A/c.– Employee’s Name______________________.
iii. Past bills before the eligibility are not permissible.
iv. Purchase of items outside India is not permitted under FOH Scheme.
v. Workmen promoted to Management cadre (other than JG A0) will be eligible for the
Furniture-on-Hire Scheme immediately on confirmation, provided they have a minimum
of 3 years’ service in the Corporation. They will be required to repay the outstanding
Furniture Loan availed, if any, in Workmen cadre.
vi. Expenses towards extended warranty, adaptor/charger etc. is allowed if submitted along
with original item in one claim form. No reimbursement separately towards these items
will be provided.
vii. The replenishment/ buyback period for the items purchased under the scheme, are as
under:-

Replenishment
Item Category Description
Period
Soft Furnishing Curtains/ Mattresses/ Upholstery 4 years
Items which operate with electricity/
Electronics / battery including Laptop, PC,
4 years
Electrical Gadgets Mobile, Medical Instruments,
Musical Instruments etc.
Utility & Decorative items of wood,
Furniture /
metal, glass, fibre, fitness equipment,
Household Items / 6 years
sports equipment, musical instrument
Bicycles
etc.

viii. After completion of replenishment period, the furniture/household items will be deemed to
have been bought back by Staff at zero value and appropriate value will be treated as
perquisite value for Income Tax purpose. In case of retirement & separations, the buy-back
amount under Furniture on Hire Scheme would be recovered from the staff at depreciated
value of the assets.

23
FURNITURE LOAN SCHEME (only for JG ‘A0’)

a) Eligibility :
i) Staff in JG ‘A0’ who have completed 3 years of service in the Corporation are
eligible for Furniture Loan towards purchase of furniture / household items.

ii) Subsequent loan will be granted only on completion of 72 months (i.e., 6 years) from
the date of sanction of the previous Furniture Loan.

b) Entitlement :
The entitlement for Staff in JG ‘A0’ towards Furniture Loan is Rs.50,000/-.

c) Rate of Interest :
i) Rate of interest will be charged at par with the ‘Average Borrowing Rate’ declared by
the Corporation.
ii) The current rate of interest is 6.07% p.a.
iii) Recovery :
The loan amount with interest will be recovered in 72 equated monthly instalments
iv) Items of furniture
i) Staff can purchase any furniture / household appliance items under the Scheme.
ii) The cost of an individual item should not be less than Rs.1,000/-.Furniture loan
will be granted in a single instalment (which can contain multiple furniture /
household appliance items).

d) On Promotion :
In case of promotion to JG ‘A1’, Staff may continue to payback the loan already drawn by
him / her under the Scheme as per the instalment plan previously applicable to his / her
case or repay the loan

e) General :

i) Staff will be required to submit bills in original, for the items purchased. The bills
should not be more that 3 months old.
ii) In case Staff repays the loan early, subsequent loan will be granted only after 72
months (i.e., 6 years) from the date of sanction of the previous loan.
iii) For grant of Furniture Loan, Staff should not be on Loss of Pay of more than 30 days
in last 12 months.
iv) Staff against whom disciplinary proceedings is in progress, will not be eligible for
Furniture Loan till such time the final outcome of the enquiry is known.
v) Staff against whom disciplinary proceedings are concluded and the major
punishments (i.e., stoppage of increments, reduction to lower stage in grade, demotion
to lower grade, etc.) has been awarded will be debarred from grant of Furniture Loan
for one year from the date of punishment is imposed.

24
 IT ASSETS-ON-HIRE

a. All confirmed Staff from JG A to JG G with Performance Ratings of levels I to IV for two
consecutive years will be eligible to purchase of Laptop / Tablet / iPad / VoicePad / Phablet
/ Smart TV, Speakers/ sound bars etc. under the IT Assets on Hire Scheme, earlier referred
to as PC-on-Hire. Purchase of Printer and Desktop are not allowed under the Scheme.
b. New recruits in the Management cadre/ Clerical / Labour Staff promoted to Management
cadre, they will be eligible for this facility immediately on confirmation.
c. Staff who have availed Laptop under the IT Assets on Hire Scheme, will be eligible for
purchase of new asset under the Scheme only after completion of 3 years from the earlier
date of sanction of reimbursement.
d. The amount of reimbursement will be restricted to actual cost of asset with peripherals or
the monetary ceiling under the Scheme, as per the details given below (inclusive of all
taxes and other levies), whichever is lower. The advance under this scheme will not be
considered for payment of customs duty on asset / peripherals.

Job Group Monetary ceiling (in Rs.)

JG A / A1 / A2 Rs.45,000/-
JG B & C Rs.60,000/-
JG D to G Rs.75,000/-

e. The advance will be available for purchase of only branded or kit-assembled models of
Laptop and not for second hand ones.
f. The Staff can purchase the asset directly and seek reimbursement from the Corporation
against submission of final invoice.
g. After purchase of the asset, the final invoice should be forwarded to the Corporation. Bills
should be in the name of 'BPCL' A/c. – Employee’s Name _____________________.
h. While submitting the claim, the system has provision for capturing details of multiple
invoices from different vendors / dates; however; the system will allow submission of only
one claim under IT Assets on Hire (more than one claim even if within the overall eligible
financial limits, is not allowed).
i. For items purchased under IT Assets-on-Hire Scheme, GST is not mandatory, till further
notice.
j. Purchase of items outside India is not permitted under IT Assets on Hire Scheme.
k. The final invoice should be submitted within 30 days of drawal of advance/delivery, failing
which, penal interest @ 5% over and above the bank rate would be charged for the delayed
period.
l. A hire charge at the following rate is accounted under Cafeteria:
.Job Group Hire Charges (Rs./p.m.)
JG A / A1 / A2 Rs.200/-
JG B & C Rs.250/-
JG D to G Rs.300/-

25
m. IT Assets on Hire Maintenance Claims
(i) The reimbursement of maintenance is on actual expenditure and is based on self-
declaration.
(ii) Annual maintenance expenses upto a maximum of Rs.5,000/- p.a. shall be payable to
the Staff till the time the asset is brought back under the IT Assets on Hire Scheme. If
the amount of assets purchased under the scheme are lower than the entitlement, annual
maintenance is reduced on proportionate basis.
(iii) Maintenance expenses are paid against a claim for assets active in the system on 31st
March and the payment is made on financial year basis.
(iv) Staff are required to retain the bills for subsequent scrutiny by the Corporation / Income
Tax authorities.

n. GENERAL
i) Automatic buyback will be done on completion of 3 years for items purchased under
the Scheme.
ii) Staff will not be permitted to avail the balance amount later, even if the amount availed
is less than the monetary ceiling of the respective Job Group.
iii) In the event of retirement/ separation of Staff, the Staff is required to purchase the assets
at book value, as per scheme.
iv) Perquisite, as applicable under IT Rules will be charged on buyback of assets.
v) Assets purchased under the Scheme cannot be used for commercial use.
vi) Payment towards the purchase of assets should be only through digital payment
platforms, i.e., NEFT /Credit Card /Debit Card /Google Pay /Pay TM, etc., linked to
Staff’s own Bank account.

COMPUTER LOAN SCHEME (only for JG A0)

i) Eligibility –
- Staff in JG ‘A0’ are eligible for availing Computer Loan.
- There shall not be Loss of Pay absence for more than 15 days in the preceding Calendar
Year.

ii) Entitlement & Recovery –

- The loan amount will be restricted to the actual cost of a Personal Computer / Laptop
with peripherals (licenced copy of software, antivirus, etc.) subject to a maximum of
Rs.35,000/- inclusive of all taxes and other levies.

- Subsequent Computer Loan would be granted after repayment of the previous loan or
75 months from previous loan, whichever is later.

iii) On Promotion
In case of promotion to JG ‘A1’, Staff may continue to payback the loan already drawn by
him / her under the Scheme as per the instalment plan previously applicable to his / her
case or repay the loan.

26
 iv) In case of misuse of loans or non-completion of formalities under the Scheme, penal
interest will be charged @ 5% over and above the Corporation’s borrowing rate.

v) Staff can purchase the Personal Computer / Laptop directly and seek reimbursement from
the Corporation against submission of final invoice. The invoice should be in the name of
the Staff availing the loan. The invoice should detail the broad specifications of the
Personal Computer / Laptop / with peripherals (licensed copy of software, antivirus,
printers) and any other details required.

vi) General
- While applying for Computer Loan, Staff will be required to submit bills in original.
The bills should be submitted within 3 months from the date of purchase, in cases where
reimbursement is sought.

- Staff will not be eligible for Computer Loan against whom disciplinary proceedings is
in progress.

TRANSFER EXPENSES

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

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

The entitlements are as under :

JOB GROUP CLASS OF TRAVEL

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

Air Travel between Kolkata & North-Eastern States is permitted for Management Staff
(including families) in JG ‘C’ and below.

b) PERSONAL EFFECTS

i. TRANSPORTATION OF HOUSEHOLD GOODS BY ROAD

➢ In case of transportation by road, the entitlement of number of trucks would be :
o Staff in JG 'D' & above : 2 trucks
o Staff in JG 'C' & below : 1 truck
o Staff need to submit three quotations to Ben.Admin for approval of quotation.
27
 ➢ The capacity of each truck shall not exceed 12.5 tonnes. The Staff has to submit three
competitive quotations for approval. Reimbursement will then be made by the
Corporation to the Staff.

ii. TRANSPORTATION OF HOUSEHOLD GOODS BY TRAIN

➢ If the Management Staff wishes to transport his personal effects by rail wagon/
container service, the eligibility will be as follows :
o By Wagon in goods train
▪ All Management Staff - One full wagon load (4 wheeler)
o By railway container
▪ Staff in JG D & above - Upto 4 containers
▪ Staff in JG C & below - Upto 2 containers
Charges for 4/2 containers, as the case may be, should not exceed charges for
120/60 quintals respectively by the container service. Besides, the charges so
payable to the Railways for the 4 containers/2 containers should not exceed the
cost of transportation of the household effects by two full trucks / one truck as the
case may be.

iii. INSURANCE CHARGES FOR BREAKAGE IN TRANSIT

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

iv. EXCESS BAGGAGE

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

v. PACKING & LOADING / UNLOADING CHARGES : OUTSTATION TRANSFER

Job Group Amount

A0 / A / A1 / A2 Rs.37,500/-
B/C Rs.47,500/-
D/E/F Rs.60,000/-
G/H Rs.72,500/-
I Rs.85,000/-

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

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

28
 vii. TRANSPORTATION OF VEHICLE
➢ Management Staff may transport their personal car/motor-cycle/scooter by road or by
rail or by air. In case the Staff takes the vehicle by road, he/she may claim mileage for
the actual distance covered at the rate of conveyance reimbursement (Rs./per km.)
prevailing at the time of transporting the vehicle. In the case of transportation of
car/motor-cycle/scooter by rail the actual cost of transportation, including handling
charges, will be reimbursed.
➢ Management Staff are permitted to transport their car by road (truck). In case of
transportation of car by Air, reimbursement will be restricted to the cost of
transportation by road (truck).
➢ Expenses incurred towards change of registration shall be reimbursed, at actuals, on
submission of receipt.
➢ In most of the states, PSU employees when on transfer are exempted from paying
entry tax on vehicle. Staff on transfer to any other other state where exemption is not
available will be reimbursed entry tax, as applicable, if the new vehicle owned by
them is registered in other States (vehicle should be less than 15 months) and also
provided the vehicle was booked/purchased prior to the publication of the transfer
order. This will be reimbursed only on submission of proper receipts/ documents.
➢ Staff will be reimbursed the amount of lumpsum road tax paid at the new place of
posting, provided the Staff had paid one time road tax at the earlier place of posting.

c) SETTLING-IN-ALLOWANCE
i. Management Staff will be paid Settling-in-Allowance to the extent of one month's
salary (Basic Pay + SI + DA).
ii. Management Staff will be paid Settling-in-Allowance immediately on moving to the
new place of posting.
iii. For transfers based on personal requests or on account of external references, no
Settling-in-Allowance will be paid –
➢ before completing 3 years at the place of posting (actual duration at the present
place of posting) irrespective of whether the Staff had moved his family with him
at the time of previous place of posting or not.
➢ after completing 3 years at the place of posting (actual duration at the present place
of posting) irrespective of whether the Staff had moved his family with him at the
time of previous place of posting or not.

iv. No Settling-in-Allowance will be paid when :

o Staff on Transfer is moving without his family and stays in Company's Transit
Flat/Guest House at the place of posting.
o Such Staff is transferred back to the place where his family is occupying Company
quarters.
v. In case of resignation after transfer, if –
o The Staff has claimed transfer benefits and resigns within 6 months of reporting at
the new place of posting, the amount paid towards Settling-in-Allowance will be
recovered from the final settlement.
o The Staff resigns before the transfer payments are released, they would not be
entitled for payment of Settling-in-Allowance.
29
d) REIMBURSEMENT OF EXPENSES INCURRED FOR SCHOOL/COLLEGE
ADMISSIONS

i. Management Staff who are transferred can claim reimbursement of actual expenses
towards the admission of school going children, subject to the limits given below.

Class of Cities Revised Rates (per child limited to two children)

(as per HRA Against Receipt* Self-certification
classification) (in Rs.) (in Rs.)
‘X’ Class 1,20,000/- 26,000/-
‘Y’ Class 95,000/- 25,000/-
‘Z’ Class 80,000/- 21,000/-
* Receipt(s) issued by the school authorities for the initial payment(s) at the time of
fresh admission of the child. No reimbursements shall be made for payments of
refundable and recurring nature.

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

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

iv. Management Staff transferred to any hardship location can avail the benefit under this
Scheme by taking admission for his/her child at any city/place in India, of his choice.
This is applicable only for child / children’s admission to Std VIII to XII. In such cases,
the reimbursement rates will be applicable as per the city in which the school is located.

e) DAILY ALLOWANCE

i. Daily Allowance in transit, at the applicable rate will be paid to the Staff and members
of his family, if the travel is undertaken by rail only for duration of the rail travel. Daily
Allowance will be at 50% of the normal rate, in case of children with half ticket. In case
of travel by road, reimbursement for staff and his family members will be on the basis
of actuals, subject to the amount reimbursed not exceeding the amount of Daily
Allowance in transit which he and his family members would have got had they
undertaken the travel by rail.
ii. Additionally, Staff will be paid an amount equal to 30 days Daily Allowance at the rate
admissible while on tour to the station to which the Staff is under transfer. Further, Staff
will be paid additional 30 days Daily Allowance if Staff and family move within 60
days from the date of posting list.
iii. Daily Allowance will not be paid if personal request / external references is received
from Staff for transfer before completing 3 years at the place of posting (actual duration
at the present place of posting) irrespective of whether the Staff had moved his family

30
 with him at the time of previous place of posting or not. However, Daily Allowance in
Transit for Staff and family (wherever applicable) will be paid.
iv. 30 days Daily Allowance will be paid if personal request / external references is
received from Staff for transfer after completing 3 years at the place of posting (actual
duration at the present place of posting).
v. 30 days Daily Allowance is payable when Staff on Transfer moves without his family
and stays in Company's Transit Flat / Guest House at the place of posting.
vi. 30 days Daily Allowance & additional 30 days Daily Allowance when Staff moves with
his / her family is not payable when Staff resigns within 6 months of reporting at the
new place of posting.

f) JOINING TIME
i. Joining time will be granted to enable Staff to join any new post only in case of
outstation transfer.

ii. Staff will be entitled for Joining Time uniformly for 7 days including the journey time.
Joining time will be inclusive of intervening Sundays/holidays but exclusive of
prefixed/ suffixed Sundays/holidays.

iii. Joining time will be permitted in two spells. Staff will be allowed joining time before
joining the new location and/or upto a period of 6 months after his / her family joins at
the new location. When Staff avails the second spell of joining time, the entitlement
will be limited to 7 days minus the joining time already availed in the first spell,
including the time taken for journey between the old and new station of posting.

iv. In case of Staff who shift on single status, leaving their families at the previous place
of posting, joining time will be admissible upto 3 days in one spell. Such Staff will also
be granted joining time upto 4 days when they shift their families.

v. For outstation transfer of confirmed Staff who do not have dependent family members,
joining time of 3 days in one spell will be permitted.

B] Payment towards above benefits should be only through digital payment platforms, i.e., NEFT /
Credit Card /Debit Card /Google Pay /Pay TM, etc., linked to Staff’s own Bank account.

LOCAL TRANSFER

A] Local shifting charges on change of accommodation are reimbursable when Staff shift their
residence to or from company accommodation or shift from one company accommodation to
another.

TRANSPORTATION OF HOUSEHOLD GOODS BY ROAD

a) In case of change of residence due to allocation of Corporation quarters or a change of
residence due to a posting to another unit in the same location, the entitlement for
transportation of household goods would be :
b) Staff in JG C & below - 1 truck
c) Staff in JG D & above - 2 trucks
31
 d) Where the change of residence involves shifting within the same building or within the
same colony, reasonable expenses would be reimbursed at the discretion of Ben.Admin.
Manager.

PACKING AND LOADING / UNLOADING CHARGES : LOCAL TRANSFER / SHIFTING

Job Group Revised Rates (in Rs.)

A0 / A / A1 /A2 8,000/-
B/C 10,000/-
D/E/F 15,000/-
G/H 18,000/-
I 21,000/-
➢ Local Transfer expenses will not be paid to Staff shifting out of Company Accommodation
due to personal choice.

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

DAILY ALLOWANCE
No Daily Allowance is payable in local transfer.

B] Payment towards above benefit should be only through digital payment platforms, i.e., NEFT
/Credit Card /Debit Card /Google Pay /Pay TM, etc., linked to Staff’s own Bank account.

EDUCATIONAL ASSISTANCE SCHEME

A] Education assistance for pursuing meritorious Management Programs

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

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

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

32
 Application procedure
a) Application to be forwarded to Director (HR) through respective SBU/Entity Head/
Embedded HR / Head of HRD.
b) Director (HR) shall at his sole discretion approve (incl. extent of reimbursement within
ceiling of 80% of tuition / examination fees) / disapprove each case considering the merit
of the case.

Additional conditions for availing this benefit:

a) In the case of non-completion of the course or discontinuance for any reason or resignation
by the staff within five years from the date of completion of program, the amount paid as
reimbursement will be fully recovered from the salary/settlement dues of the staff along
with interest.
b) In all matters concerning this scheme, the decision of the Director (HR) shall be final.
c) In order to enable staff to pursue meritorious management programs offered by selective
premier Institutes such as IIMs, ISB, XLRI, TISS or its equivalent, Company will
reimburse up to 80% of the expenses incurred by the staff towards tuition/examination
fees. Reimbursement for the fees will be made in five equal annual instalments
commencing from the date of admission to such program.

B] Educational Assistance Scheme

All confirmed employees are eligible for assistance under this Scheme.

Courses of Education / Study

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

Amount of financial aid

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

33
e) In the case of non-completion of the course or discontinuance for any reason, the amount
paid as reimbursement would be recovered from the salary of the staff with interest. The
number of installments in which this would be done would be decided appropriately by
Head of HRD.

Procedure for Registration for assistance

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

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

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

SCHOLARSHIP SCHEME FOR CHILDREN OF MANAGEMENT STAFF

a) On purely ex-gratia basis, scholarships to children of Management Staff will be awarded

for post Matric/ SSC/ SSLC/ ICSC/ ISC/ High School/Higher Secondary Education in
India leading to Graduate degree/ Post Graduate degree/ Diploma/ PG Diploma etc. The
scheme shall not cover any correspondence courses/ on-line courses/ part-time
programmes, or any course which is not regular / full time.

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

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

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

34
 i) 20 years of age (for SC/ST/OBC/Physically Challenged employees, the age limit
will be relaxed by two years) for admission to Undergraduate courses / Bachelor
degree courses in Technology / Science / Medical / Arts / Science / Commerce, etc.
ii) 25 years of age (for SC/ST/OBC/Physically Challenged employees, the age limit
will be relaxed by two years) for admission to Postgraduate courses / Master
courses in Management / Technology / Science / Medical / Arts / Science /
Commerce, etc.

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

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

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

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

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

GENERAL
a) In case of separation due to employee’s permanent disablement, retirement or on medical
grounds or death-in-service, scholarship will continue till the balance tenure of
scholarship.
b) In case of resignation of employee / termination of service of any concerned employee by
the Corporation, the scholarship will be withdrawn at the end of the academic year in
which staff separates.
c) For continuation of scholarship till completion of tenure of scholarship, children will have
to produce certificates from the Head of their College / Institution at the beginning of each
academic year that the candidate is continuing his/her studies and have passed the
examination held in the preceding year. Mark sheet of the previous year should also be
submitted. In case of ATKT (Allowed To Keep Term) to a higher class, which may be
applicable in some states, scholarship will not be discontinued.
d) For pursuing Post Graduation studies, scholarship will be admissible irrespective of the
marks scored at Graduation level.
e) If children take a break from regular studies to prepare for entrance examinations, a break
of one year would be permitted, subject to fulfilling other conditions of eligibility. In case
children seek employment during this period, the scholarship facility would be withdrawn
permanently.
35
f) On employment of children, the scholarship payment will be discontinued immediately.
g) The scholarship can be cancelled immediately on a candidate discontinuing his / her
studies at College / Institution.
h) In pursuance of education in other countries, the scholarship will be discontinued.
i) Receipt of stipend of any kind does not disqualify the child from continuation of award of
scholarship.
j) The scholarship is liable to be withdrawn temporarily for a year in case of those who fail
to get promotion in the normal course to the next higher class or their attendance or
performance otherwise is not considered satisfactory by the Corporation.
k) The Corporation undertakes no responsibility whatsoever, to offer employment to any
recipient of the Scholarship. Similarly, there is no obligation whatsoever on part of the
recipient of the Scholarship to offer himself/ herself for employment with the Corporation.
l) The payment is made annually on receipt of certificates/documents.

CHILDREN EDUCATION SUPPORT SCHEME (CES)

a) Management Staff who have served for not less than five years in the Corporation are
eligible for this Scheme.
b) Maximum of two dependent children per Staff are covered under the scheme. To be
considered as dependent under CES, children should be unemployed and unmarried.
c) Age of the child on the date of application should be less than 30 years.
d) The child should have secured admission in the eligible course of an eligible / recognized
educational Institute.
e) Courses covered under this Scheme should be full time courses only. Correspondence
courses/on-line courses/ part-time programmes, or any course which is not regular / full-
time, in India or abroad will not be covered.

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

i. For Studies in India :
➢ Regular courses leading to Graduate degree / Post Graduate degree / Diplomas
pursued from a College / University (Central/State/Deemed universities)
recognized by Government / UGC / AICTE/ AIBMS/ ICMR / Medical Council of
India / Autonomous institutes (recognized by UGC / Ministry of HRD) / Institutes
of National Importance (established under Act of Parliament) / Institutes
established under State Legislation / any other Institute established under provision
of any statute.
ii. For Studies abroad:
➢ For regular academic / professional / technical / MBA / MCA / MS courses offered
by reputed foreign universities.

g) Staff may avail the financial support under CES for the eligible course(s), as being pursued
by one or two eligible child(ren), in one or more than one occasion/ installment but the
total financial assistance per employee in his / her service period shall be limited to the
ceiling as given below :-
i. For Studies in India : 10 times of Basic Pay+DA, subject to a max. of Rs.15 lakhs.
ii. For Studies abroad : 10 times of Basic Pay+DA, subject to a max. of Rs.20 lakhs.
36
h) Interest as per the ‘Average Borrowing Rate’ of the Corporation will be charged on the
outstanding amount of financial assistance. The current rate of interest is 6.07% p.a.
i) The financial assistance shall be recovered on monthly basis, along with interest, within the
maximum installment period of 120 months. A monthly redemption charge @ 0.25% will
be charged on the outstanding amount of financial assistance.
j) In case of Staff who have less than 120 months to retire, following procedure will be adopted
for recovery:
i. From the subsequent month in which financial assistance is granted and upto the date
of retirement, recovery will be made at the rate computed as though the Staff has 120
months to retire.
ii. The balance amount plus interest accrued thereon will be recovered at the time of
retirement from the final settlement.
k) To secure the financial assistance, as essential documentation/ collateral security, the Staff
will have to provide an Indemnity Bond against the amount of financial assistance.
l) Staff who have taken education loan from bank / financial institution for education of their
child(ren) in courses eligible under the scheme and intend to repay/refund the education
loan (either fully or partially) to the bank, shall be eligible for the scheme if the child is still
studying and meets the other eligibility conditions.
m) In the event of separation from service due to retirement, resignation, termination or any
other reasons, the Staff shall have to deposit the outstanding principal and interest towards
financial assistance in lump-sum before separation failing which it will be recovered from
terminal dues.
n) In the event of untimely death or permanent disablement of the Staff’s son / daughter for
whom assistance is granted, the outstanding principal amount along with accrued interest at
the time of death of the Staff’s son / daughter would stand redeemed from the Redemption
account.
o) The financial assistance would be released in installments as per the payment schedule of
the Educational Institution or as per the expenses incurred by the employee. The
reimbursement claims will be entertained not more than twice a financial year against the
receipt(s) (either cumulative or single receipt) issued in the current / previous financial year.
The request for support under the CES scheme will be allowed provided each claim is not
below Rs.50,000/-.
p) In case of grant of CES for second child or second course for the same child, the financial
assistance shall be within the overall ceiling.
q) Recovery of financial assistance will be made over a maximum period of 120 installments
along with monthly interest. Staff can also opt for recovery of financial assistance in lesser
installments.
r) The recovery / adjustment of installment will start from the following month in which the
financial assistance is disbursed to the Staff under the CES scheme.
s) Where both husband and wife are Staff of the Corporation, CES shall be admissible in
respect of only one of them.
t) At no of time, the Staff can avail the support under CES scheme in respect of a child for
pursuing two different courses simultaneously.
u) The Staff under suspension shall not be eligible for claiming reimbursement under the CES
scheme.

37
v) Management shall lay down the detail modalities / procedures in order to regulate the
scheme across the Corporation. Further, the Management reserves the right to modify,
cancel, add or amend any of these rules or resolve any implementation issue or discontinue
the scheme at any point of time.
w) In the event of any doubts or dispute with regard to any of the provisions of the scheme, the
interpretation / decision of Management shall be final and binding.

FAMILY WELFARE PROMOTION SCHEME

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

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

38
COMPANY OWNED ACCOMMODATION

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

OCCUPANCY CHARGES
The Standard Rate of Recovery (SRR) for Company owned accommodation would be as under:

Type Carpet Area in Sq.Ft. SRR (Rs./p.m.)

A Less than or equal to 1000 250
B Greater than 1000 but less than or equal to 1500 300
C Greater than 1500 but less than or equal to 2000 350
D Greater than 2000 but less than or equal to 3000 400
E Above 3000 450

LEASED ACCOMMODATION

Company leased accommodation may also be provided for Management Staff. In these cases,
the rental ceilings, where applicable, will be limited to mid of the revised payscales for different
grades computed on applicable HRA rates for different Class of Cities + 10% of mid of scale.

Rent recovery shall be made @ 10% of the Basic Pay of the concerned Staff, subject to a
maximum of 10% of mid of pay scale. Where rental is in excess of ceilings, the difference in
amount will be recovered from the Staff member in addition to the normal occupancy charges.

CLUB MEMBERSHIP

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

Reimbursement will be at actual but upto the following limits:

JG Monthly Fees Entrance Fees

(including Service ‘X ‘ class of city ‘Y’ & ‘Z’ class of
Tax) (Rs.) (Rs.) cities (Rs.)
E 300/- 50,000/- 40,000/-
F 300/- 60,000/- 50,000/-
G 500/- 70,000/- 60,000/-
H 500/- 80,000/- 70,000/-
I & above 500/- 1,00,000/- 80,000/-

39
Reimbursement towards monthly membership fees / subscription will be considered under
35% Perks & Allowances.

FUNERAL EXPENSES

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

LAPTOP AT OFFICE

a) The eligible Management Staff are provided Laptop at Office and the same is replaced
every 3 years (subject to availability of resources).
b) A new Laptop would be issued as replacement of existing Laptop only if the Management
Staff has more than 6 months of service left, and the earlier laptop issued has completed
3 years.
c) On completion of 3 years from the date of allotment of laptops, Management Staff will be
issued a new laptop and they will have an option to buy back the earlier laptop issued to
them at a buyback value of Rs.1000/- which will be recovered through salary / settlement
of the final dues.

d) Management Staff separating on account of retirement will have an option to buy back the
existing laptop and the buyback value will be as given below :

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

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

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

buyback value will be charged.
f) Management Staff separating on account of resignation / termination / dismissal etc. will
have an option to buy-back at the written down value of the laptop, subject to minimum
of Rs.1,000/-. The rate of depreciation would be @ 33.33% p.a. or pro-rata thereof.

PERFORMANCE RELATED PAY (PRP)

The PRP Scheme is given below :-

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

40
b) Amount for Distribution
Total amount for payment of incentive under PRP is made on the following basis :
i. The allocable profit is 5% of the year's profit accruing only from core business
activities.
ii. Ratio of break-up of profit accruing from core business activities for payment of PRP
between relevant year’s profit to Incremental profit shall be 65:35

c) PRP differentiator components : Performance measures under the PRP scheme are
based on 3 main factors i.e. MOU performances of the Corporation, team performance
and individual performance.

(A) MOU Performance : (Weightage = 50% of PRP payout)

1. The parameters and quantitative targets are approved by Ministry on yearly

basis.
2. At the end of the year the performance of the Corporation is evaluated by the
Ministry.
3. Incentive Amount available for distribution based on the MOU ratings would
be as under :

MOU Level MOU Factor

Excellent 100%
V. Good 75%
Good 50%
Fair 25%
Poor No PRP

(B) Team Performance : (Weightage = 30% of PRP payout)

The assessment of team performance is done on following basis :-
1. For SBUs, achievement level of quantitative targets against the targets and
parameters identified by Apex Council.

2. In case of Entities, the weightage average of all SBUs performance will be

considered and accordingly marks would be granted for Entity Performance.

3. Based on SBU rating, the percentage of eligibility of PRP has been prescribed as:

SBU Rating Percentage

Excellent 100%
V. Good 80%
Good 60%
Fair 40%
Poor No PRP

(C) Individual Performance: (Weightage = 20% of PRP payout)

1. Marks obtained in Performance Management System (PMS) will be taken as
the measure. PMS Marks will be converted into five levels.
41
 2. Based on Individual Performance Rating, the percentage of eligibility of PRP
has been linked as under:

Individual rating Marks scored Percentage

Excellent 91 & above 100%
V. Good 86 – 90 80%
Good 81 – 85 60%
Fair 60 – 80 40%
Poor 59 & below No PRP

3. Capping of giving Excellent rating to not more than 15% of the Executive’s
population in the grade (at below Board level).

d) Percentage ceiling of PRP

i) The quantum of PRP is based on the Annual Basic Salary (Basic Pay + SI).
ii) In addition to the factors mentioned above, quantum of PRP is also dependent of the JG
factor, as per table given below:

Job Group Percentage of Basic Pay as

Job Group factor
A0* Max. upto 40%
A / A1 / A2 40 %
B&C 50 %
D 60 %
E 70%
F, G & H 80 %
I 90%

*JG A0 < 5 years of service – percentage of BP is max. upto 25%

e) PRP payout
Based on the PRP components, the PRP pay-out is computed upon addition of the
following three elements:-
i) Factor X
Weightage of 50% multiplied with MOU rating
ii) Factor Y
Weightage of 30% multiplied with Teams’ performance
iii) Factor Z
Weightage of 20% multiplied with Individual performance
iv) Net PRP = (Factor X + Factor Y + Factor Z) = Net %age of Annual BP

42
 LEAVE
(a) Leave cannot be claimed as a right. The authority empowered to grant leave has the discretion
to refuse or revoke leave at any time according to the exigencies of Corporation’s work.
(b) Any travel outside HQ location, prior information and permission of Superiors / Line
Manager is required. Staff are required to seek permission (online) from Line Manager
whenever the Staff leave the station of posting, irrespective of whether the Staff is on
approved leave or going out on holidays / weekends.
(c) The paths for online application for Station Leaving permission are detailed below :-
My Portal → Employee Services → My Declaration → Outstation Travel (Personal)
(d) Staff are entitled to the following Leave :-

EARNED LEAVE (EL)

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

HALF PAY LEAVE (HPL)

i. HPL (New) will accrue @ of 5 days per quarter.
ii. HPL can be granted on medical grounds or for other reasons.
iii. HPL to the credit of Management Staff as on 31/01/2017 shall be frozen and will be called
HPL (Frozen) hereafter.
iv. Fresh accrual of HPL from 01/02/2017 will be called as HPL (New).
v. HPL (HPL (Frozen) as well as HPL (New)) can be commuted if the absence is on medical
grounds.
vi. HPL (Frozen) can be encashed without any ceiling at the time of retirement. While encashing
leave HPL (Frozen) shall be first commuted to full pay and then encashed.
vii. For availing HPL on medical grounds, submission of Medical Certificate from a Registered
Medical Practitioner would be required only if, the days of absence exceeds 7 days (including
intervening holidays/ closed days). The Medical Certificate has to be submitted to the Line
Manager.
viii. While availing HPL, first HPL (New) shall be utilized and in case of shortfall, the leave from
HPL (Frozen) shall be utilized.
ix. Unavailed HPL (New) can be carried forward to the next year.
x. HPL (HPL (Frozen) as well as HPL (New)) can be availed for other reasons. When the leave
is availed for other reasons, it will not be on commuted basis. Prior approval of Line Manager
is required for availing HPL on other reasons. .
43
 xi. HPL for more than 30 days at a time for reasons other than sickness will be sanctioned by
one step higher.
xii. HPL salary will be paid at half Basic Pay + SI (if any) + full D.A.
xiii. Management Staff on probation will be credited HPL on confirmation @ 5 days per quarter.
Management Trainees / Officers on Probation are not entitled to avail of HPL, however,
Clerical Promotees can avail of HPL during the period of their probation.
xiv. Holidays / closed days may be pre-fixed / suffixed with HPL, however, intervening holidays
/ closed days will be counted as leave.

CASUAL LEAVE (CL)

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

MATERNITY LEAVE (ML)

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

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

Age of Child Days of Leave

Upto 1.5 years 90 days

44
 1.5 yrs. to 5 yrs. 45 days
Above 5 yrs. No leave

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

CHILD CARE LEAVE

i. Women employees will be granted Child Care Leave for a maximum period of two years (i.e.,
730 days) during their entire service for taking care of child upto the age of 5 years.
ii. CCL will be restricted only to the two oldest surviving dependent children. CCL will be
allowed to continue up to the permitted period even beyond the age of 5 years of the concerned
child provided leave has commenced before the child attains the age of 5 years. Illustratively,
if the employee applies for CCL of 500 days when the age of the child is 4 years, CCL can be
continued even when the age of the child crosses 5 years.
iii. CCL will be granted only after exhausting Earned Leave and will be without pay. No leave
(i.e., EL / HPL /ADL) will accrue during the period of CCL.
iv. CCL can be availed in spells and will not be allowed on more than four occasions during the
entire service period. The minimum period of leave availed in one spell should not be less than
one month.
v. During CCL, employees will not be entitled for any salary, allowances, and contributions
towards retiral benefits.
vi. While on CCL employees will be entitled for medical reimbursement in respect of self and
dependents family members. However, no other company benefits / facilities like Leave
accruals, Conveyance Reimbursement, Communication Expenses etc. will be extended during
CCL. Employees who are staying in Company Accommodation will be permitted to stay in
Company Accommodation and Standard Rent Recovery (SRR), at applicable rates, will be
recovered.
vii. Statutory recoveries, such as Income tax, Profession Tax, etc., and recoveries towards Loans,
Redemption Schemes, Furniture on Hire, IT Assets on Hire, Standard Rent Recovery, GSLI,
Death Benevolent Fund, etc. will be made during CCL.
viii. The counting of Child Care Leave will be similar to Earned Leave i.e., intervening holidays
will be counted as leave. CCL cannot be combined with any other leave, other than Earned
Leave, Maternity Leave and Adoption Leave.
ix. Child Care Leave will also be extended to married single male parents for nurturing and rearing
the child/ children on same terms as women employees.
x. During the Child Care Leave period, the employee will not undertake any remunerative /
honorary service.
xi. Child Care Leave cannot be demanded as a matter of right. Under no circumstances can any
employee proceed on Child Care Leave without the prior approval of the leave.
xii. The Child Care Leave is apart from 180 days of Maternity Leave

45
 PATERNITY LEAVE
i. Married male employees with either no children or having one child, will be eligible for
Paternity Leave for a period of 15 calendar days, during the confinement of his wife for
childbirth, i.e. upto 15 days before or upto six months from the date of delivery of the child.
ii. Paternity leave will also be admissible to married male employees with no children or having
one child, on valid adoption of a child below the age of one year. In such cases, Paternity
Leave will be permitted for a period of 15 days within a period of six months from the date of
valid adoption.
iii. Paternity Leave should be availed in one spell.
iv. Paternity Leave can be combined with any other kind of leave. Intervening Holidays/ Closed
Days will be counted as Paternity Leave.
v. If Paternity Leave is not availed of within the specified period, such leave shall lapse.
vi. The Paternity Leave cannot be demanded as a matter of right. Under no circumstances can any
employee proceed on Paternity Leave without prior approval of the leave.

ADDITIONAL DUTY LEAVE (ADL)

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

S. No. Working Hours Leave Entitlement

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

ii. Lunch hours should be excluded from the number of hours worked during a week for
determining the eligibility for ADL.
iii. Additional Duty Leave can be availed with any other leave. ADL when availed with CL/ Off
days and Holidays, the total period of absence shall not exceed 15 days.
iv. Intervening holidays / off days will be excluded at the time of computation of ADL when
availed of in combination with CL. However, intervening close days/ Holidays / Off days are
counted as leave when ADL is availed with any other leave.
v. Management Staff will be entitled for ADL if they have actually worked for 45 days in a
quarter. For calculating this period of 45 days, CL, EL, HPL, Leave without pay, or leave for
any other reason would be excluded. However, Sundays/off days, for this purpose, will be
treated as working days, except where this has been prefixed, included or suffixed to any of
the above mentioned leave availed by the staff.
vi. ADL can be availed of in the same quarter after the Staff has become eligible for it in that
quarter (i.e. on completion of 45 days of actual working).
vii. Unavailed ADL as on 31st December would be automatically encashed through payroll.

STUDY LEAVE
Study Leave to confirmed Management Staff will be granted subject to the following conditions:

i. The Director (HR) shall be the Competent Authority to sanction Study Leave without pay to any
46
 Staff member of the Company for a period of upto two years which can be extended by a further
period of one year when the circumstances justify such extension.
ii. The total period of Study Leave shall not exceed three years, under any circumstances,
throughout the service of a Staff member whether it is taken in one or more spells.
iii. A member of the Management Staff will become eligible for Study Leave only after he has
completed a minimum period of five years’ service and is confirmed in the Company.
iv. The period of Study Leave as “Leave without Pay” will not be counted for the purpose of
increments. On return from Study Leave, Staff member will resume duty in the same grade as
he was at the time of proceeding on leave.
v. During the Study Leave, Staff will not be considered for any promotional opportunities in the
Company.
vi. Period of Study Leave will, however, be considered for the purpose of seniority in the Grade
subject to the condition that such period shall not be taken into account to reckon the minimum
period of service that a staff member must complete in his existing Grade to qualify for
promotion.
vii. During the entire period of service, the request for Study Leave will be considered only twice.
viii. Staff on Study Leave will not be allowed to take up any remunerative service elsewhere without
the prior permission of the Management.
ix. Application for Study Leave will not be entertained unless the Course for higher education for
which Study Leave is applied is likely to be beneficial to the Company.
x. All leaves except Casual leave can be combined to adjust loss of pay. However, when adjusted
in combination with Earned Leave, intervening close days/ holidays will be counted as leave.
xi. Study Leave will not be granted for study abroad if facilities for the field of study are available
in India.
xii. During the period of Study Leave, EL/HPL accrued on the date of proceeding on leave will be
adjusted against leave and the balance period will be treated as on loss of pay.
xiii. Staff can retain Company Accommodation for family.

SPECIAL SICK LEAVE FOR SERIOUS ILLNESS (SSL)

i. Confirmed Management Staff with the approval of Director (HR) is granted Special leave with
full pay to the extent of one year in the following cases :
- Serious/chronic/contagious diseases such as Pulmonary Tuberculosis, Cancer, acute mental
disorder, heart/ brain diseases, Leprosy etc. supported by a certificate to the effect from a
Doctor authorised by the Corporation.
- In case of death due to any illness of the Staff member during hospitalization, the period of
hospitalization till the date of expiry to be treated as Special leave.
However, at a time only 90 days Special sick leave is granted.
ii. Special Sick Leave will be permitted once the HPL balance in the Staff HPL account gets
exhausted (including earned leave accrued during the period of SSL) subject to 20 days HPL
(i.e. 10 days commuted HPL) balance left to the A/c. of the Staff.
iii. Earned Leave so earned on Special Sick Leave is adjusted against the absence.
iv. While on Special Sick Leave, the salary / allowances admissible are Basic Pay, SI, DA, HRA.
Full pay means Basic Pay + SI + DA + HRA.
v. Special Sick Leave is granted only after the approval of Director (HR).

47
 PREPARATORY LEAVE FOR TERRITORIAL ARMY
i. Preparatory Leave of 6 days (excluding Sundays & holidays) which may be split in two parts at
the discretion of the employee concerned, at the time of embodiment (for training as well as
service) or on termination of such embodiment for attending to personal and family affairs.

ii. The Preparatory leave so availed shall be treated as Special Casual Leave.

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

ii. ENCASHMENT OF HALF PAY LEAVE

1. HPL (Frozen) & HPL (New) cannot be encashed while in service.
2. HPL (Frozen) can be encashed without any ceiling at the time of retirement, voluntary
retirement, premature retirement on medical grounds or death-in-service. Half Pay Leave
(Frozen) is commuted to Full Pay and encashed.
3. On resignation from the service of the Corporation after attaining the age of 50 years or
more, provided the Staff has put in a minimum of 20 years of continuous service, as a
permanent employee, HPL (Frozen) can be commuted and then encashed.
4. In case of shortfall in encashment of 300 days of EL at the time of retirement, voluntary
retirement, premature retirement on medical grounds or death-in-service or on resignation
from the services of the Corporation after attaining the age of 50 years or more, provided
the staff has put in a minimum 20 years of continuous service, HPL (New) shall be
considered for encashment subject to the overall limit of 300 days along with EL.
5. For encashment, commutation of HPL (New) shall not be permissible. The amount of
encashment will be on the basis of Half (Basic + SI + DA admissible on the same.
6. HPL (Frozen) can be encashed without any ceiling at the time of retirement While
encashing leave HPL (Frozen) shall be first commuted to full pay and then encashed”

iii. CARRY FORWARD OF LEAVE (EL & HPL) TO OTHER PSUs :

In case of movement from one Public Sector Undertaking/Central Government Organisation,
to another PSU with the consent of both the Organisations, carry forward of Earned Leave
and Half Pay Leave to the credit of the Staff is permitted.

48
PROVIDENT FUND

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

of the Indian Provident Fund of BPCL.
b) Staff will contribute at the rate of 12% of Salary (i.e. Basic Pay + SI + Dearness
Allowance) and the contribution will be matched by the Corporation.
c) On separation from the Corporation's service due to resignation/termination of service, the
amount will be transferred to the new employer.
d) 90% of PF amount can be withdrawn, one year prior to retirement.
e) Withdrawal from Provident Fund is permitted under the rules of IPF Trust. Details are
available under IPF Rules :
iConnect –> Entities –> Finance –> Treasury –> Functions –> Retirement Benefits –>
Indian Provident Fund Rules
f) Staff can also make voluntary contributions upto a maximum of 25% of salary to the
Provident Fund. Such additional voluntary contributions, however, will not be matched by
the Corporation. The changes in VPF contribution is permitted any time but from the
beginning of the Quarter (Jan/ Apr / Jul/ Oct).
g) For staff covered under Employee Pension Scheme, contributions are made out of
Employer’s contribution and are eligible for pension on attaining the age of 58 years from
the Regional PF Commissioner.

GROUP SAVINGS LINKED INSURANCE SCHEME

a) All Management Staff are required to join the Group Savings Linked Insurance Scheme
(GSLI).
b) The extent of insurance cover amount is Rs.1,00,000/- .
c) The premium payable is Rs.100/- per month for Staff joining before 01.05.2014 and Rs.
34/- for Staff joining on or after 01.05.2014.
d) For Staff joining before 01.05.2014, the premium consists of 2 portions - Risk portion
consisting of Rs.34/- and savings portion consisting of Rs. 66/-. The savings portion earns
an interest @ 8% per annum.
e) For Staff joining on or after 01.05.2014, the premium consists of only Risk portion.
f) In the unfortunate event of death, the family of the employee concerned would be paid the
amount of insurance cover (i.e.Rs.1,00,000/-) in addition to his saving portion (if
applicable) with interest.
g) If the employee retires or leaves the service of the Corporation, the savings portion of the
premium paid (if applicable) along with the interest will be payable.

SUPERANNUATION SCHEME (upto 31.12.2006)

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

49
a) BPCL Contributory Superannuation Scheme (Employees who joined on or before
31.12.2006)
b) Every permanent employee of the Corporation, including Probationers and Officer
Trainees, shall be eligible to become a member of the fund.

c) MONTHLY PAYMENTS ON RETIREMENT :

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

➢ OPTION 1 : The monthly payment under the Scheme shall be calculated as per the
following formula:
Monthly Benefits =Part I Service x Reckonable Salary Part I /60
(subject to a maximum of 55% of Reckonable Salary Part I)
Plus (+)
Part II Service x Reckonable Salary Part II/82.50
(subject to a maximum of 40% of Reckonable Salary Part II)

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

➢ OPTION 2 : RETURN OF CAPITAL:

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

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

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

d) DEATH IN SERVICE BENEFITS :

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

➢ OPTION 1 :From the month following the death/disablement of the Member monthly
recurring payments as per benefits available on retirement but calculated on the deemed
Reckonable Service, which the Member would have rendered, had he survived/not been

50
 disabled and retired from service. The benefit calculated above shall not exceed 50% of
Reckonable Salary Part II of the employee at the time of death/disablement.

This benefit will be paid as follows:

Type of Beneficiary Duration of benefit On death of
separation beneficiary in
col.2
1 2 3 4
Permanent total Self Guaranteed for 15 years or Nominee will get
disablement life time of the member till completion of
whichever is later 15 years
Death Spouse Guaranteed for 15 years or Nominee will get
life time of the member till completion of
whichever is later 15 years
Death Son / Daughter Guaranteed for 15 years or Benefit ceases
till attainment of 25 years
of age whichever is longer.
Death Father / Mother Guaranteed for 15 years or Benefit ceases
life time of the member
whichever is later
Death Other than Guaranteed for 15 years or Benefit ceases
immediate life time of the member
family members whichever is less
mentioned
above

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

e) BENEFITS IN OTHER CASES :

(i) A Member who resigns from the Company’s service or is dismissed or removed
from employment or has abandoned service or lien on his job, shall be entitled to
benefits as provided in Sub-clause (d) hereinafter if he otherwise qualifies and is
eligible for payment of benefits. If at the time of his severance from the service of
the Company, he is not eligible for benefits in accordance with the Rules, his
contributions shall be refunded to him with simple interest at 4% per annum or such
rate as decided by the Trustees from time to time, after deduction of the Forfeiture
Amount provided that he has made actual contributions to the Fund for a period of
51
 at least five continuous years. Otherwise he will be eligible to receive and be paid
the amount of his contributions without interest after deduction of the Forfeiture
Amount.

(ii) Refund of Contribution or Deferred Payment or Discounted Payment

In case of cessation of service of a Member from the Company, on fulfilling
qualifying service of 8 continuous years of actual contribution to the Scheme, then
such Member at the time of cessation of service, shall, within 30 days of cessation
of service, be entitled to exercise any one of the following options in writing to the
Trustees:
(i) For refund of his contribution along with simple interest at 4% p.a. or at such
rate as may be decided by the Trustees from time to time, after deducting the
Forfeiture Amount.
OR
(ii) For monthly payment as per the options contained in Para (c) above on
attaining the applicable age of retirement;
OR
(iii) For monthly payments immediately on cessation of service on a discounted
basis with such discounting rate to be determined by the Trustees, provided
the Member has completed actual contributory service of 20 years and attained
the age of 45 years at the time of such cessation.

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

Notwithstanding anything contained in this Rule, if the Member is entitled to get the benefit
under Para (e)(ii)(ii) above, and dies prior to reaching the applicable age of retirement, the
nominee of such Member would be eligible for receiving monthly payments immediately on a
discounted basis.

a) COMMUTATION :
A Member eligible to pension, may opt to commute up to a maximum of one-third of his
pension, so as to receive hundred times the monthly pension so commuted, as commuted value
of pension (rounded off to the nearest rupees). Balance pension will be paid on monthly basis
as per option exercised by him. The commutation will be a one-time payment and the
commuted pension amount shall not be restored at any time in future.

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

c) RECKONABLE SALARY PART I means the deemed salary of the Member as on 31.03.2006
arrived at after providing escalation @ 8% p.a. on the actual Salary of the Member for the
month of March 2004, notwithstanding the actual Salary of the Member as on 31.03.2006.

52
d) RECKONABLE SALARY PART II means the deemed salary of the Member at the time of
cessation of service arrived at after providing escalation @ 8% p.a. on the RECKONABLE
SALARY PART I from 01.04.2006 till the cessation of service.

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

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

JG SALARY
A2 17,388/-
B 19,924/-
C 23,184/-
D 25,358/-
E 26,807/-
F 27,531/-
G 28,256/-
H 29,705/-
I 34,414/-
J 37,312
K 40,210

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

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

Service from 01.04.2004 or the date of joining the Company whichever is later, till the date of
cessation of Service for those Members who do not have Part I Service to their credit.
Every Member shall appoint one or more of his spouses, children and/or other Members of his
family as Beneficiary.

DEFINED CONTRIBUTION SCHEME (DCS)

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

towards DCS. Company has a Defined Contribution Scheme. Under the Scheme,
Company makes a contribution as per prescribed rates, towards individual Staff.

53
 b) The monthly contributions for DCS shall be made by the Corporation. The rate of
contribution towards DCS is determined by the Company based on the contribution
towards other Superannuation Benefit Schemes. In case of staff who have a NPS account,
out of the contribution by the Corporation, 10% is transferred to their NPS account and
balance in their DCS account with the superannuation Trust.

c) Staff in A0-1 will not be eligible for DCS.

d) At the end of the financial year, the final contribution shall be determined after actuarial
valuations. After determination of the final contribution rate, the differential amount shall
be credited to the individual accounts of members who are in service. In case, the final rate
is lower than the provisional rate, amount of excess contribution will be adjusted from
future contributions.

e) In case a Management Staff resigns and joins another PSU which has a similar DCS, the
corpus in the individual account can be transferred to the other PSU. In other cases, the
amount will be transferred to the National Pension Scheme (NPS) account maintained with
PFRDA.
f) Benefits :
Benefits will be payable out of accumulated fund comprising of Corporation’s
contributions and employee’s contribution, along with interest earned on both these
contributions till date of superannuation / death. Annuity for the employee will be
purchased against the said amount. Alternatively, on superannuation, staff can transfer
their entire corpus to their NPS account with PFRDA.

GRATUITY

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

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

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

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

54
e) In case of death or permanent mental or physical disability, the amount of gratuity will be
calculated as above or as mentioned below, whichever is beneficial.

Death during the first year of qualifying service (upto 1

year) 2 months emoluments

Death after one year before 5 years of qualifying service

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

REPATRIATION EXPENSES

a) All retiring Management Staff who have put in at least 5 years of continuous service at the
time of retirement are eligible to claim repatriation expense.
b) This benefit will also be payable to the bereaved family of the confirmed Management Staff
who dies while in service.
c) This benefit is not available when no shifting of residence is involved.
d) This benefit should be availed within 6 months of the retirement/death of the Staff member
concerned.
e) Repatriation expenses is paid for settling down at a place other than city of posting. In case of
local repatriation, i.e., settling in the place of last posting, repatriation expenses are paid only
if the Staff is shifting out of the Company Accommodation.

Entitlements Repatriation Expenses

Travelling Expenses
Transportation of
Household Goods
Actual Expenses towards Travel expenses for self & the
dependent family members
Staff in JG C & below – 1st Class Rail / 2nd Class AC Sleeper
Staff in JG D & above – 1st Class AC Rail / Air (Economy
Class)
In case of local repatriation reasonable expenses by taxi shall
be reimbursed.
Reimbursement of expenses as under:
Staff in JG C & below – One Truck load
Staff in JG D & above – Two Trucks loads

Settling-in-Allowance One Month’s Basic Pay + SI + DA

55
 Bhatta Amount equivalent to Daily Allowance for 30 days

Insurance & Octroi Reimbursement of actual expenses.

Charges
Loading/Unloading/ Reimbursement of actual expenses subject to following
Packing Charges limits:

Job Group Outstation Local

A0/A/A1/A2 Rs. 37,500/- Rs. 20,000/-
B/C Rs. 47,500/- Rs. 20,000/-
D/E/F Rs. 60,000/- Rs. 22,000/-
G/H Rs. 72,500/- Rs. 25,000/-

f) Transport expenses for goods and vehicle (If eligible for two trucks, reimbursement for one
truck out of the two can be availed for the place different than the place of settlement).

g) Reimbursement of actual expenses towards Entry Tax / Registration charges will be paid under
Repatriation expenses. Reimbursement will be made only if the vehicle was purchased on loan
from the Corporation and the expenses have been incurred within six months of repatriation.

POST-RETIREMENT MEDICAL SCHEME (PRMBS)

(a) Eligibility criteria for members of PRMB Scheme

The scheme shall continue for those Staff who have separated and are members of the
scheme. Coverage under the scheme shall also continue for those Staff who had resigned
after 25 years of service and whose benefits will start from a future date.
(i) Staff who have completed 25 or more years of service as on 01.06.2021 are eligible
to become members of PRMBS.
(ii) Staff within 15 to 25 years of service as on 01.06.2021 and have opted to enroll under
the PRMBS, are eligible to become members of PRMBS

Staff with less than 15 years of service as on 01.06.2021 shall not be eligible for PRMBS.
Further Staff who join the services of the corporation after 01.06.2021 will not be eligible.

(b) Contributions
(i) Contributions by the Corporation to PRMBS Trust on account of PRMBS members
will be out of Superannuation Benefits.
(ii) In case of separation; due to superannuation or VRS, before completing 25 years of
contributory service will be required for the period short of 25 years, at the time of
separation. Lumpsum contribution would be based on the Job Group at the time of
separation and the amount would be as per the applicable rates decided by the
56
 Corporation. Illustratively, if a Staff’s contributory period is only 23 years at the
time of superannuation / VRS, contribution for the balance 24 months will be
required to be paid at the time of superannuation and benefits will commence
immediately after superannuation / VRS.
(iii) In case of resignation; while the Staff will be required to continue contribution post
separation till Notional Date of Retirement (NDR). In such cases, if the total
contributory period till NDR (i.e. service period in BPCL + contribution made post
separation till NDR), works to be lesser than 25 years, lumpsum contribution will be
required for the period short of 25 years, at the time of NDR. Illustratively, if a Staff
resigns at the age of 55 years with 27 years of service, he / she will have to contribute
upto his / her NDR (i.e. another 5 years) at the applicable rates. However, if the total
contribution period till NDR, works to be lesser than 25 years, lumpsum contribution
will be required for the period short of 25 years, at the time of NDR.
(iv) Staff who is a member of PRMBS, unfortunately expires while in service or
prematurely retires on medical grounds as per established procedures before
rendering 25 years of service, will not in the normal course be required to make
additional contributions for the period short of 25 years.
(v) In cases of termination / dismissal / removal from service, such Staff would not be
eligible for any benefits under PRMBS and there would be no refund of
contributions.
(vi) The additional / monthly contribution would be based on the Job Group / Grade at
the time of separation from the Corporation. The monthly contribution will be
escalated every year @ 12% and rounded to the nearest Rs.100/-, subject to any
revisions as may be decided by the Trustees from time to time.

(c) One-time Enrolment Fee

The eligible Staff will be required to make one-time Enrollment Fee at the time of their
separation from service.

The enrolment fee would be as decided by the Company or Trust.

(d) The Scheme will cover the eligible Staff member, spouse, dependent children and
dependent parents. Criteria for dependency of children and parents will be as per BPCL’s
rules. In event of death of the eligible member, his spouse and her dependent children will
continue to get medical benefits but the medical benefits ceases, in case of the death of
eligible member’s spouse. The reimbursements to eligible dependent parents will be
limited to ninety percent (90%) of reimbursable amounts for domiciliary as well as
hospitalisation expenses.
(e) Only family members included as dependent at the time of separation, while in service can
be covered under PRMBS. Any additions can only be in case of changes in income limits.
(f) The reimbursement towards domiciliary treatment is administered for a block of two years
and the maximum amounts reimbursed are as per the Job Groups.

57
 (g) Reimbursements of medical expenses incurred during hospitalization will be subject to the
applicable schedule of rates.

MONTHLY EX-GRATIA SCHEME (MEGS)

a) Management Staff who were in services as on 31.12.2006 and who complete a minimum
of 15 years of continuous service with the Corporation, are eligible to receive a monthly
benefit of under MEGS, provided their separation is on account of either :-

i. Retirement
ii. Death
iii. Permanent Disablement
iv. Early retirement on medical grounds
b) The monthly ex-gratia amount under MEGS is based on a graded basis.
c) This payment will be available to the ex-Staff/their spouse throughout their lifetime,
subject to their fulfilling the above criteria. This benefit will be payable effective from the
following month of his/her retirement. The relevant documents required to avail benefit
under this scheme will be provided by Ben. Admin. at the time of retirement.
d) On demise of the ex-Staff and in case of remarriage of his / her spouse, the monthly ex-
gratia amount under MEGS will cease to exist from the date of re-marriage.

PURCHASE OF MOBILE HANDSETS :

All confirmed Management Staff from JG A & above.

The amount payable for purchase of Mobile Handset will be as follows:

Job Group Rates (Rs.)

A / A1 / A2 / B 30,000/-
C 35,000/-
D 40,000/-
E/F 45,000/-
G 55,000/-
H 65,000/-
I 75,000/-

GENERAL

a) Management Staff will be permitted reimbursement towards cost of Mobile Handset every two
years.
b) No change of mobile handset will be permissible before the completion of 2 years from the
date of purchase, even on increase in the limits of the Staff on promotion.
58
c) Past bills before the eligibility are not permissible.
d) For items purchased under Mobile Handset Scheme, payment of GST is not mandatory, till
further notice.
e) Bills should be in the name of 'BPCL' A/c.– Employee’s Name______________________.
f) Purchase of items outside India is not permitted under Mobile Handset Scheme
g) The buyback on separation due to Retirement / Death / VRS will be at zero value.
h) The rate of depreciation for mobile handsets shall be 50% per financial year. On completion
of two years, Mobile Handsets would be transferred to the Staff at zero value.
i) Management Staff who separate on account of resignation / arising out of disciplinary
proceeding, will have to buy back the mobile hand set compulsorily at the depreciated value
or the buyback amount on retirement, whichever is higher.
j) Payment towards above benefit should be only through digital payment platforms, i.e., NEFT
/Credit Card /Debit Card /Google Pay /Pay TM, etc., linked to Staff’s own Bank account.

COMMUNICATION EXPENSES :

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

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

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

Job Group Communication Expenses

(incl. taxes) p.a.
A0 Rs.12,000/-
A / A1 /A2 / B Rs. 24,000/-
C&D Rs. 30,000/-
E&F Rs. 36,000/-
G Rs.42,000/-
H&I Rs.48,000/-

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

59
h) In case of Management Staff residing in colonies, the telephone facility through EPABX would
be over & above the entitlements of Communication Expenses. If the usage of calls from
EPABX is more than the entitlements for permitted call charges in the colony, the charges for
excess calls would be recovered. Staff would be permitted to claim the amount recovered
towards excess calls from the overall entitlements under the Communication expenses.

RETIREMENT AGE

Retirement age is 60 years.

NOTICE PAY

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

LEGAL ASSISTANCE SCHEME

a) While discharging duties, Management Staff face the risk of defending civil / criminal cases
in the Courts for alleged non-compliance of statutory provisions and alleged misuse of
official position. Legal Assistance Scheme have been revised w.e.f. 01.04.2015. The
concerned Management Staff against whom the case has been instituted may opt for seeking
reimbursement of financial assistance not exceeding Rs.5,00,000/- per case.

b) This Scheme is applicable to all serving and retired Management Staff of the Corporation
against whom criminal / civil proceedings have been initiated while in service or
subsequently after their superannuation, in matters arising out of or in the course of their
official duties.

Management Staff who seek assistance under this Scheme must apply as per the prescribed
format and forward the same to SBU/Entity Head for consideration and further processing.

REIMBURSEMENT OF EXPENSES AT HEADQUARTERS (HQs)

a) Local Tours

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

⎯ Daily Allowance (DA) :

60
 ✓ For local tours at HQs, DA will be admissible as applicable to "Z" Class of Cities
and Classification of Cities will be as applicable to HRA.
✓ Half DA - If absence is for more than 6 hrs but less than 12 hrs
✓ Full DA - If absence is equal to 12 hrs or more.

ii. Conveyance

⎯ Staff not on Reimbursement :

Actual taxi/ auto/ train fare by the shortest and most practical route from the HQs.

⎯ Staff on Conveyance Reimbursement :

✓ No reimbursement if the place of visit is within 15 kms. radius of HQs.
✓ On working days, if the place of visit is beyond 15 kms. radius of HQs, then the
Staff will be reimbursed additional mileage at the prevalent rate of conveyance
(Rs./per km.) reimbursement for the actual distance travelled less 30 kms.
✓ On Sundays/Holidays actual mileage, at the prevalent rate of conveyance
reimbursement, Staff will be reimbursed for the distance travelled from the
residence up to the place of visit, without reduction of 30 kms.

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

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

b) Out of Pocket Expenses / CDO

i) Out of Pocket Expenses

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

I. TURNAROUND DUTIES AT REFINERY

Normal Working Day (12 hours

a. - 3250
shift)
Holidays/ Weekly Offs (12 hours
b. 1 -
shift)
II. ADDITIONAL SHIFT DUTIES
a. Normal Working Day
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 i. Double Shift (total 16 hours) 1 1285

b.
Holiday/Weekly Offs/Closed Days
i. Single Shift
1 1285
ii. Double Shift
1 2565
c. Tanker Duty at Jetty Ends
1 1300
(2 Blocks of 12 hours each)

III. ADDITIONAL HOURS OF WORK ON NORMAL WORKING DAYS

More than 2 hours and less than 4
a. - 250
hours:

b. 4 hours or more but less than 8 hours - 915

More than 8 hours ( for other than 5

c. 1 1285
day work location)

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

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

LOCATIONS

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

More than 8 hrs (on

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

ii) CDO

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

- The following concessions will apply in such cases:

➢ Management Staff who are normally working on 6 day week basis :
✓ For working on Sunday (Weekly Off days)/ Holidays, a full alternative day off
will be given irrespective of the number of hours worked.
✓ The non availed CDO’s may be credited to the Earned Leave Account at the
end of calendar year.
➢ Staff in Refinery who work on 5 days week basis are entitled for CDO for working
on Sunday i.e. pre-determined holiday, subject to their working on all 7 days of the
week including Saturday or any holiday during the week and staff has worked at
least 8 hours on pre-determined off i.e. on Sunday. Staff who have been granted
CDO will be required to avail the same within a period of two months failing which
CDO will lapse.

(A) REIMBURSEMENT OF CONVEYANCE EXPENSES

a) Management Staff in JGs A & above who use their own vehicle for office purpose are entitled
to claim reimbursement of Conveyance expenses.

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

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

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

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

Job Group Quantity of Fuel

Litres / Per Month (Petrol)
For Four Wheelers
A / A1 / A2 70 ltrs.
B 100 ltrs.
C 110 ltrs.
D 125 ltrs.
E 140 ltrs.
F 160 ltrs.
G 170 ltrs.
For Two wheelers 35 ltrs.
applicable to all JGs
excluding JG A0

63
e) The ceiling on quantity of fuel for Diesel, CNG, LPG version cars (other fuel cars) would be
restricted to 85% of the corresponding ceiling of petrol version cars, as mentioned in the
above table.

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

g) Rate of Fuel : The average rate of fuel would be decided by taking into account the price of
petrol and the same would be reviewed on half-yearly basis as on 1st April & 1st October.
The rate of fuel w.e.f. 01/10/2023 is Rs.102.92 per litre.

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

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

Petrol version Other fuels
A / A1 / A2 1500 1800
B 2000 2400
C 2000 2400
D 2500 3000
E 2500 3000
F 2500 3000
G 3000 3600
Two wheelers (all JGs 500 Nil
excluding JG ‘A0’)

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

i) For additional mileage for official duty beyond 15 kms radius, the rate of reimbursement per
KM would be as under :
i. All version Cars … Rs.10.29 per km.
ii. 2 Wheelers … ……Rs. 3.43 per km. i.e. 1/3rd rate applicable to Cars

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

64
k) Staff who are at hardship locations and avail transport facility will be required to forego 25%
of their quantity of fuel entitlement and maintenance charges in lieu of availing transport
facility provided for them from residence to location.

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

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

(B) REIMBURSEMENT OF CONVEYANCE EXPENSES FOR FIELD STAFF

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

Conveyance Mode Conveyance rate

(Rs. /Per Km.)
Car 14.05 per km
Scooter/ Motor Cycle 4.66 per km

c. However, there will not be any additional payment towards maintenance charges.
Field Staff are not entitled for additional mileage.
d. The per km mileage rate of Rs.14.05 will also be applicable for journeys undertaken
for outstation tours, transfers, recovery for personal use of Company car, etc.

(C) COMPANY CAR FOR OFFICIAL PURPOSE

Considering the overall requirements commensurate with the responsibilities and jobs and
the needs of the posts, the Director (Marketing) is authorized to allot company cars to the
staff at the Territory / Area / Regional Offices.

In line with this, Company Cars is allotted to State Heads, Area Marketing Managers
(AMM), Territory Managers (TM), Installation Managers, State Heads and Aviation
Station Managers (ASM).

State Heads are also be given option to avail of mileage similar to the process for Field
Staff i.e. Annual Mileage entitlements which can be fixed and they are reimbursed at the
applicable per km. rate.

Provision of Transport to Staff at Hardship Locations

Territory Managers posted at Hardship Locations can exercise one of the following
options:
a) Use of own car and conveyance reimbursement as per their entitlement;
65
 b) Pick up and drop from common pick up point by foregoing 25% of the mileage
entitlement;
c) Engaging company car / hired car exclusively for them. In such cases, the concerned
TM will not be entitled for any conveyance reimbursement.

TANKER LOADING / UNLOADING ALLOWANCE

Management Staff attending tanker discharge and/ or bunkering operations at Jetty ends are
eligible for the following :

CDO OPE Allowance Total

Tanker Loading - - Rs.2000/- Rs.2000/-
/Unloading Allowance
for 12 hours Duty
Tanker Loading / 1 Rs.1300/- Rs.2000/- Rs.3300/-
Unloading Allowance
(working on holiday with
loading / unloading)
Tanker Loading 1 Rs.1300/- - Rs.1300/-
/Unloading Allowance
(working on holiday
without loading /
unloading)
Tanker Loading 1 Rs.1300/- Rs.4000/- Rs.5300/-
/Unloading Allowance
for 2 shifts (MOT)
Tanker Loading / 1 Rs.1300/- Rs.2000/- Rs.3300/-
Unloading Allowance
for 2 shifts (one shift
with loading/ unloading)
Tanker Loading / 1 Rs.1300/- - Rs.1300/-
Unloading Allowance
for 2 shifts (both shifts
without loading /
unloading)

a. Refreshment Allowance in lieu of Meals is payable at Rs.50/- per day only if there is no
OPE/Tanker Loading & Unloading i.e. Single Shift without Tanker duty / Two shifts both
without Tanker duty.
b. Tanker Loading / Unloading Allowance includes Refreshment Allowance.
c. Tanker Loading / Unloading Allowance is not admissible to Staff attending tanker discharge
and/or bunkering operations at Installation ends.
d. When attending tanker discharge and/ or bunkering operations at Jetty end on Sundays/
Holidays and weekly off days, the Staff shall have the option of availing Tanker

66
 Loading/Unloading Allowance or Out-of-Pocket expenses as admissible for working on
Sundays/ holidays.

TOURING EXPENSES (Outstation)

CLASS OF TRAVEL
a) Staff in JG 'D'& above : First Class Air Conditioned Rail/Air
b) Staff upto JG ‘C’:
i. First Class Rail/Second Class AC Sleeper
c) Air Travel is permitted uptp JG ‘C’ –
i. While on official tour/ training if the distance of travel is more than 500 kms. or the
journey time by rail/road is more than 12 hours, Management Staff would be
permitted to travel by Air.
ii. For journeys between following sectors, Management staff would be permitted to
travel by Air irrespective of the distance/ travel time:
➢ between Kolkata and North Eastern States
➢ between Jammu and Srinagar
For booking of air-tickets, prior approval of Line Manager would be mandatory.
d) For official tours/ training not covered under (i) and (ii) above, Management Staff shall be
eligible for travel by rail (2nd AC) or by road. However, in cases of exigencies and non-
availability of rail tickets, Air Travel will be permitted on approval by the Functional CGM
/ ED.
DAILY ALLOWANCE
a) Entitlement for travel shall be as under :
i. Daily Allowance on tour (beyond 8 km.) will be payable as under :
➢ Absence from HQ equals to or more than 12 hrs ... Full D.A.
➢ Absence exceeds 6 hrs but less than 12 hrs ... Half D.A.
➢ Absence less than or equal to 6 hrs ... Quarter D.A.
provided :
✓ tour is an outstation one
✓ commences at or after 6 p.m.
✓ terminates at or before 6 a.m.
✓ overall absence from HQ is more than 6 hours
b) The rates of Daily Allowance payable to Management Staff to cover boarding expenses
while on tour will be as follows :
JOB GROUP RATES FOR 'X' CLASS RATES FOR
CITIES * ‘Y’&'Z' CLASS CITIES *
(Rs./ per day) (Rs./ per day)
A0 / A / A1 1,500/- 1,350/-
A2 1,700/- 1,500/-
B 1,900/- 1,700/-
C 2,100/- 1,900/-
D 2,350/- 2,150/-
E 2,550/- 2,350/-

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 F 2,750/- 2,550/-
G 3,000/- 2,800/-
H 3,200/- 3,000/-
I 3,400/- 3,200/-
*As per HRA classification

i. For transit period, Daily Allowance admissible shall be as applicable to 'Other cities’.
ii. For outstation Day tours i.e. tours originating and ending on the same day, Daily Allowance
shall be as per rates applicable for in-transit Daily Allowance.
iii. The classification of cities for payment of touring expenses is the same as applicable to
HRA.
iv. The Class of City for the purpose of determining the applicable DA shall be the city where
the night is spent.
v. The counting of "Day" for the purpose of tour will commence from 0000 hours to 2400
Hours. The Daily Allowance on the day of departure and arrival will be calculated on the
basis of the scheduled time of departure of train/aircraft and the actual time of arrival of
train/aircraft.
vi. In case of locations wherein the railway station or airport is beyond 50 kms (for e.g. Bina),
the official tour will be considered to commence and end at Residence/Office, as the case
may be.
vii. Staff who use their personal car for outstation Official Tours will be reimbursed at the
prevalent rate of conveyance reimbursement (currently Rs.14.05 per km.).
viii. Tours beyond 100 kms. from headquarters are treated as Outstation Tours. For Outstation
Tours, if the Staff use their own vehicle, Staff can claim mileage for the entire distance
travelled and the same should be claimed as part of the ‘Travel Expenses Claim’.
ix. In case Staff avails any personal leave while on Tour, DA shall not be admissible on days
when the leave is availed.

HOTEL ACCOMMODATION

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

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

➢ All Management Staff in JGs 'D', 'E' &'F' can claim Actual Hotel charges for room
inclusive of taxes plus Daily Allowance, as applicable.
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 ➢ Staff in JG C & below will be entitled for reimbursement of hotel tariffs at actuals,
subject to following ceilings (excluding taxes) :

Classification of Hotel Room Tariff Ceiling

Cities
X Rs.7,000/- per day + applicable taxes (for Mumbai & Delhi)
Rs.5,500/- per day + applicable taxes
(for all other cities having population of 50 lakhs & more)
Y Rs.5,000/- per day + applicable taxes
Z Rs.3,500/- per day + applicable taxes

iii. During Seminars / Conferences / Training & Business Meets held by SBUs/ Entities (excluding
Territory level events), if the Hotel Tariff exceeds the JG entitlements, SBU/Entity Head are
authorized to approve such higher tariffs. However, at such events Staff in JG upto ‘C’ will be
required to stay preferably on sharing basis.

iv. Booking of hotel accommodation, irrespective of the availability of transit flat may be allowed
in following cases with approval of Line Manager, not below JG ‘G’, on a case-to-case basis :

- Senior Management (JG ‘F’ & above) and other staff accompanying such senior staff
on outstation tour for the purpose of business connect / meeting with customers,
vendors, business associates, VIPs; where hotel stay is preferred over Transit Flat to
maintain decorum, Company’s image and better logistics.

- For gathering / conferences / group meets with large groups across Job Groups
exceeding the capacity of Transit Flat.

v. Payment of hotel bill should be made through digital mode from employee’s own account and
not in cash. The Staff is required to submit self-certified copy of hotel bills along with TE
Claim.

GENERAL
i. Travel by Air will be permitted by the lowest fare and the tickets will be booked by the
Corporation.
ii. Henceforth, in case of air travel, Boarding Pass is not required to be submitted along with
Travel Expense Claim.
iii. However, in case of any exigency, if the staff has booked the ticket on its own (outside the
system) the invoice cum ticket must be attached along with the claim for reimbursement.
The exigency would be considered solely in case there is not sufficient time available to
book the tickets through Self Booking Tool or Travel Desk. In such exceptional cases,
Travel Expenses Claim needs to be approved by the Departmental Head not below the
rank of General Manager (JG ‘G’).
iv. Reasonable taxi fare will be claimed for local conveyance.
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 v. Staff in JG ‘G’ and above are eligible for reimbursement towards tips while on tour. For
JG ‘G’ & ‘H’ the tip rate is Rs. 100/- per day and for JG ‘I’ & above it is Rs. 200/- per
day.

LOCAL TOURS

a) Tours within less than100 kms radius are treated as Local Tours
b) Management Staff are often required to go out of Head Quarters for official work. If the
place of visit is beyond a radius of 8 kms. From the Head Quarters, Staff will be treated as
on ‘local tour’ and their entitlements will be as under :
- Half DA – If absence is for > 6 hours but < 12 hours
- Full DA – If absence = 12 hours or more
c) Conveyance – Staff not on Reimbursement : Actual taxi/ auto/ train fare by the shortest
and most practical route from the Head Quarters
d) Staff on Conveyance Reimbursement: No reimbursement if the place of visit is within 15
kms radius of Head Quarters.
e) If the place of visit is beyond 15 kms radius of Head Quarters, then the Staff will be
reimbursed additional mileage, at the prevalent rate of conveyance reimbursement for the
actual distance traveled less 30 kms.
f) On Sundays/Holidays actual mileage, at the prevalent rate of conveyance reimbursement.
For additional mileage, Staff will be reimbursed for the distance traveled from the
residence upto the place of visit, without reduction of 30 kms.
g) While on local tour, Staff will be paid DA applicable to other cities.
h) If staff requisition a car for official work, 30 kms need to be deducted from the monthly
entitlement for conveyance of the staff.
i) For local tour on Sunday/ Holidays/ Weekly off days, the Staff has the option to avail of
out-of-pocket expenses for attending office on Sundays/Holidays.
j) For local tour at HQ, DA will be admissible as applicable to “other cities”.
k) Staff while on Local Tour shall not be permitted to claim Daily Allowance, if he/she avails
of Lunch Facility at any other BPCL establishment, notwithstanding fulfilling the criteria
relating to distance (beyond 8 kms from HQ) and duration (6 hours or more).

FOREIGN TOURS

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

b) Management Staff required to travel abroad on Official duty, are entitled for the following
in addition to Daily Allowance (rates to be checked from Finance (Treasury) by the Staff.
c) Air Travel Entitlement :
i. JGs upto to 'F' : Economy class
ii. JGs 'G' & above : Business class
d) Warm Clothing : (Once in 3 years)

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

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

OVERSTAY :
i. Staff can avail leave while on tour abroad for period not exceeding 50% of actual period
of duty abroad (excluding transit time from India and back including forced halt) or a
fortnight whichever is less.

RESIDENTIAL TRAINING / MEETINGS / SEMINARS / CONFERENCES

i) In case of Residential Training or Conferences / Seminars / Business Review Meetings and

any other meetings, where all the boarding arrangements are made by the departments / hosts,
Quarter DA shall be admissible for the days spent in Training Center / Hotel. For the last day,
‘in-transit’ DA shall be applicable.

a) Reimbursement on Training : Conveyance reimbursement for attending non-residential

courses at station of posting.
b) Staff who are claiming reimbursement of conveyance expenses: No reimbursement if the
place of training is within 15 kms. of radius of Head Quarters. If the place of training is
beyond 15 kms radius of the Head Quarters, then the Staff shall be reimbursed additional
mileage at the rate of conveyance reimbursement subject to a maximum of Rs.300/-per
day.
c) Staff not on conveyance reimbursement: Actual taxi / auto rickshaw / train fare by the
shortest and the most practical route from their residence to the place of training and back
subject to a maximum of Rs.300/- per day.
d) For attending non-residential training courses on Holidays, Staff shall be reimbursed
conveyance expenses as given above or out of pocket expenses for working on holidays at
5 day work, whichever is higher.
e) For extended duration of courses i.e. for more than 10 hours, Staff shall be reimbursed out
of pocket expenses as applicable for additional hours of work on working days.

ii) In case staff in JG’F’ & above, want to optimize their tours and use the free time during
conference / seminar etc. to meet customers and business contacts/associates for the purpose
of business promotion etc. which involve incidental expenses including lunch/dinner etc. on
their own, then the staff can claim full daily allowance for that day. In such cases, the staff in
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 JG ‘F’ and above and staff in any other Job Group, accompanying them would be eligible to
claim Full DA for that particular day. In the given scenario, the line manager of staff in JG ‘F’
and above (i.e. staff in JG ‘G’ and above) shall have the discretion to approve such exceptions
on a case-to-case basis including authorization of full DA of the accompanying staff upto JG
‘E’. However, approval has to be on exceptional basis with proper justification in the TE Claim
document.

GROUP PERSONAL ACCIDENT INSURANCE SCHEME

a) The Scheme covers Management Staff against personal accident involving death, total/
partial/ permanent disablement, arising out of an accident, anywhere, at any time.
b) In case of an accident resulting in :
i. Death :
➢ 100 months Basic + DA + SI, last drawn by the Staff.
ii. Permanent Total Disablement :
➢ 100 months Basic + DA + SI, last drawn.
iii. Loss of Limbs, two eyes or one limb and one eye :
➢ Compensation ranging from a maximum of 100 times of Basic + DA + SI last
drawn, depending on the basis of loss of limbs.
iv. Permanent Partial Disablement :
➢ As per Insurance Schedule

c) Expenses for Carriage of Dead Body :

i. In case of unfortunate death of the Staff due to accident, the family would be paid
Rs.1,000/-.

d) General Conditions :
i. The scheme is being operated through a Group Personal Accident Insurance Scheme.

ii. In the unfortunate event of disablement arising out of an accident, the Staff has to
furnish a necessary certificate from a Civil Surgeon, certifying the nature and
percentage of disablement and the same has to be forwarded to Regional HRS /
Refinery HRs, as the case may be.

iii. In the unfortunate event of death arising out of an accident, a police report, post-mortem
report, death certificate and other relevant documents are to be forwarded to Regional
HRS / Refinery HRs, as the case may be.

PERMANENT DISABLEMENT / DEATH-IN-SERVICE SCHEME

a) All Management Staff of the Corporation.

b) In the event of death/permanent total disablement of an employee, the spouse of the employee
will, at his/her option, be paid a monthly benefit of 50% of the last drawn salary of the
employee (Basic Pay + SI + DA).

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

GENERAL CONDITIONS

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

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CLASSIFICATION OF CITIES FOR PAYMENT OF HRA

Class of Cities
Name of State / U. T.
`X' `Y'

Andaman & Nicobar Islands - Port Blair

Andhra Pradesh / Telangana Hyderabad (UA) Vijayawada (UA), Warangal (UA),

Greater Visakhapatnam (M.Corpn.),
Guntur (UA), Nellore (UA)

Assam Guwahati (UA)

-
Bihar Patna (UA)
-
Chandigarh Chandigarh (UA)
-
Chattisgarh Durg-Bhilai Nagar (UA),
- Raipur (UA)

Delhi Delhi (UA), -

Goa - Goa

Gujarat Ahmadabad (UA) Rajkot (UA), Jamnagar (UA),

Bhavnagar (UA), Vadodara (UA),
Surat (UA)
Haryana Faridabad, Gurgaon, Panchkula

Jammu & Kashmir - Jammu (UA)

Srinagar (UA)

Jharkhand - Jamshedpur (UA), Dhanbad (UA),

Ranchi (UA), Bokaro Steel City
(UA)

Karnataka Bangalore/ Bengaluru Belgaum (UA), Hubli-Dharwad,

(UA) Mangalore (UA), Mysore (UA),
Gulbarga(UA)

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 Class of Cities
Name of State / U. T.
`X' `Y'

Kerala - Kozhikode (UA), Kochi (UA),

Thiruvanathapuram (UA), Thrissur
(UA), Mallapuram (UA), Kannur
(UA), Kollam (UA)

Madhya Pradesh - Gwalior (UA), Indore (UA), Bhopal

(UA), Jabalpur (UA), Ujjain (M.
Corp)

Maharashtra Greater Mumbai (UA), Amravati (M.Corpn.), Nagpur (UA),

Pune (UA) Aurangabad (UA), Nashik (UA),
Bhiwandi (UA), Solapur (M.Corpn.),
Kolhapur (UA), Vasai-Virar City
(M.Corpn.), Malegaon (UA), Nanded
– Waghala (M. Corpn), Sangli (UA)

Meghalaya - Shillong

Odisha - Cuttack (UA), Bhubaneshwar (UA),

Rourkela (UA)

Puducherry (Pondicherry) Puducherry / Pondicherry (UA)

Punjab - Amritsar (UA), Jalandhar (UA),

Ludhiana (M.Corpn.)

Rajasthan Bikaner (M.Corpn.), Jaipur

(M.Corpn.), Jodhpur (UA), Kota
(M.Corpn.), Ajmer (UA)

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

Coimbatore (UA), Tiruchirappalli
(UA), Madurai (UA), Erode (UA)

Uttarakhand - Dehradun (UA)

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 Class of Cities
Name of State / U. T.
`X' `Y'

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

Aligarh (UA), Agra (UA), Bareilly
(UA), Lucknow (UA), Kanpur (UA),
Allahabad (UA), Gorakhpur (UA),
Varanasi (UA), Saharanpur
(M.Corpn.), Firozabad (NPP), Jhansi
(UA)

West Bengal Kolkata (UA) Asansol (UA), Siliguri (UA),

Durgapur (UA)

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

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