HR

POLICY GUIDE
2009

First Edition March 2009

This publication is designed to serve as a guide book on HR

HINDUSTAN COPPER LIMITED policies of the Company. However, for clarifications and further
information, reference should be made to the original policy
circulars on the relevant subject.
 F O R E W O R D P R E F A C E

Human Resource Management policies and systems are Every game has its rules. Every family has its customs
crucial to the success of any organization. It is necessary and culture to abide by. Similarly, every organization too
to make continuous efforts to find convergence or synergy has its policies and guidelines, which its members must
between organization’s need to remain successful and follow. HR policies are a part of an organization’s system
employees’ expectations. This presents a dynamic of rules which aims to regulate the service conditions of
situation in the ever changing business environment. its employees, in an equitable and transparent manner.
HR department needs to be imaginative and innovative Like everything else, the HR policies and practices do
to address all the relevant issues. become outdated and sometimes counter productive to the
organization. In this era of competition, the organizations
In this context it is also necessary to keep each and which change their policies according to the needs of the
every employee well informed about the HR policies and hour have better chances of survival and success.
practices of the organization to avoid misinformation and Our Company which is now more than forty years old, is
misunderstanding and bring about greater transparency. facing challenges of change. Over last three years there
I am happy that the Corporate HR department has made have been several progressive changes in HR policies
commendable efforts to compile this HR policy guide book through constructive collaboration of our Unions and
in Hindi & English for circulation among the employees. Associations. And much more may be needed in these
directions in due course of time.
Here is an attempt to present in a consolidated and
(Satish C Gupta) simplified manner, the HR policies of the Company as they
Chairman cum Managing Director exist today. It is possible that some of the policies stated in
the handbook might be under temporary restrictions or
suspension because of various constraints.
It is also to be noted that this handbook contains only broad
and general information and does not replace or substitute
the basic detailed policy documents and administrative
decisions on the areas and subjects covered in this
handbook. For details and specifics, employees should refer
to original policies and rules.
I sincerely hope this handbook to serve the purpose for
which it has been designed. No doubt, feedback on this
publication will help to improve its future editions.

(D Satapathy)
Director (Personnel)
CONTENTS COPPER
1. Your Company..………………………………………......................2 Copper has played a significant part in the history of mankind.
2. Plant locations………….………………………………......................5 Civilizations in places like Iraq, China, Egypt, Greece and the
Sumerian cities all have early evidence of using copper.
3. Shift Timings……………………………………..................................9
4. Conduct & Discipline…………………………………...................10 Use of copper in India had started long time back, during the
period of Mohenjo-Daro and Harappa civilization. Evidences of
5. Pay Scales and Dearness Allowance..........................................17
ancient Copper Mining and Smelting have been noticed in places
6. Holidays and Leave ……………………………...........................18 located in Rajasthan and Andhra Pradesh. It has been also traced
7. Leave Encashment..............................................................................24 in the Western Himalayan region in Kulu and Garhwal. Popular
8. Travelling Allowance…………………………………...................25 alloys of copper are bronze and brass, which have been known
9. Reimbursement of Conveyance expenses…..............................34 to mankind since ancient times.
10. Leave Travel Concession………………………………................36 The usage of copper increased substantially with the industrial
11. Festival Advance................................................................................42 revolution in 18th century. Copper and its alloys are widely being
used today in electrical and electronics industry, construction,
12. Promotion of Small Family Norms……………………...........42
transportation etc. Its properties of high electrical and thermal
13. Scholarship for Employees’ Children……………...................43 conductivity, resistance to corrosion, ductility and malleability,
14. Medical attendance rules……………….......................................45 lack of magnetism, makes it a versatile metal.
15. Payment of Gratuity…………………………………...................45 Copper deposit exists as sulphide, carbonates or silicates.
16. Provident Fund………………………………….............................46 Sulphide ores account for approximately 40–50% of the world
17. Other Social Security Schemes………………………………....48 copper reserves. The reserves of copper in the world are estimated
18. Other Benefits……………………………………….........................50 at 525 million tonnes in terms of metal content.
19. Incentive Scheme………………………………………...................57 Copper is an essential inorganic nutrient that is required by both
20. Executive Performance Appraisal System……......................58 plants and animals in order to live. Copper is also considered a
semiprecious metal. Copper ranks third in world metal
21. Annual assessment of Non-Executives………………................60
consumption after steel and aluminium.
22. Executive Promotion………………………...................................60
23. Promotion Policy for Non-Executives……………….................63 India has total capacity of 9,97,000 tonnes of refined copper
production per annum. Four major producers dominate the
24. Service Linked Promotion Scheme/Service Linked industry : Hindustan Copper Limited (HCL), in the Public Sector,
Advancement Scheme........................................................................64 and Hindalco Industries (Birla Copper), Sterlite Industries (India)
25. Inter-Unit Awards Scheme................................................................65 Ltd. and Jhagadia Copper Limited (JCL) in the private sector.
26. Quality Circles.......................................................................................66
As of now, there is a high level of deficit in the mining capacity
27. Workmen’s Grievance Procedure…………………....................66 in India and surplus in the refining capacity. Domestic production
28. “Srijan”– Employees’ Suggestion Scheme……………..............68 of concentrate accounts for only 4% of the total requirement.
29. Seeking outside Employment and Permission for undertaking However, India is self sufficient in refined copper production
foreign visit......…………………………............................................70 and has emerged as net exporter of refined copper.
30. Retirement ………………………………………….........................71
31. Acknowledgement.......................................................................... 73
1
 YOUR COMPANY based on South Wire Technology was commissioned at Taloja in
Maharashtra.
Hindustan Copper Limited (HCL) is a Government of India
Enterprise incorporated on 9th November, 1967 to take over the In course of time, your company has developed expertise and
plants and mines from National Mineral Development knowhow in exploration, mining, beneficiation, smelting and
Corporation Limited at Khetri and Kolihan in Rajasthan and refining of copper and recovery of by-products such as Gold,
Rakha Copper Project in Jharkhand. It is the country’s only Silver, Copper Sulphate, Selenium, and Tellurium etc.
integrated producer of refined copper, with its four operating
units at : The Management

• Khetri Copper Complex (KCC) at Khetrinagar, Rajasthan Your Company is a Central Public Sector Enterprise under the
administrative control of Ministry of Mines, Government of India.
• Indian Copper Complex (ICC) at Ghatsila, Jharkhand
The Company was incorporated under the provisions of the
• Malanjkhand Copper Project (MCP) at Malanjkhand,
Companies Act, 1956 and abides by the SEBI guidelines,
Madhya Pradesh
directives/instructions issued by the Government and the
• Taloja Copper Project (TCP) at Taloja, Maharashtra provisions contained in the Memorandum & Articles of
Association of the Company. The Company is being run and
Corporate/Registered Office of the company is situated at Kolkata managed by a highly qualified Board of Directors, appointed by
and branch Offices at Delhi, Mumbai (Taloja) and Bengaluru. the Government. At present the Company is headed by the
The Company is accredited with ISO 9002 certification for its Chairman-cum-Managing Director and four full-time functional
Copper Cathode and Copper CC Wire rods. The company enjoys Directors, namely for Operations, Finance, Personnel and Mining.
the status of a ‘Mini-Ratna’ among PSUs. There are two non-executive Directors, representing Ministry of
Major activities of the company include mining, ore beneficiation, Mines, nominated on the Board. Apart from them, there are
smelting, refining and casting of refined metal into downstream independent directors, appointed by the Government.
products. Company presently markets copper cathodes, The Board issues guidelines and formulate policies for smooth
continuous cast copper wire rods and by-products such as anode functioning of the business. All the powers are vested with and
slime (containing gold, silver, etc.), copper sulphate and sulphuric exercised by the Board excepting those which are specifically to
acid. More than 90% of the sales revenue is from cathode and be exercised by the share holders of the Company in General
continuous cast copper wire rods. Body meetings.
In March 1972, Indian Copper Corporation Limited, a Private
Core values and Objectives
Sector Company, located at Ghatsila, Jharkhand with Smelter,
Refinery and Copper Mines were nationalized and made part of As a responsible corporate citizen, the Company is committed to
HCL. sound corporate practices based on conscience, openness,
fairness, professionalism and accountability in building all
The Company developed Malanjkhand Copper Project in Madhya stakeholders’ confidence, paving the way for long term success.
Pradesh, which is now the largest hard rock open pit mine in the
country. This project was dedicated to the nation on 12th The Company follows Corporate Governance philosophy to ensure
November 1982. transparency through disclosures and reporting that conforms fully
with the laws and regulations of the country in order to promote
Further in 1989 a Continuous Cast Wire Rod plant of 60,000 tpa ethical conduct and practices throughout the organization.

2 3
Your Company is also aware of its social responsibility. Since PLANT LOCATIONS
inception, it has made direct and indirect contribution for the
upliftment of socio-economic conditions of the people of the areas Khetri Copper Complex at Khetrinagar, Rajasthan
where it had established its mines and production units.
Khetri Nagar may be said to be the ‘heart’ of Jhunjhunu, a north-
HCL is fully committed to the concept of operating in an eco- eastern district in Shekhawati region of exotic Rajasthan.
friendly atmosphere. In addition to the environmental protection
measures that were in-built with the original project, a number Khetri is actually two towns — “Khetri Town” was founded by
of additional steps have been taken to conform to all the regulatory Raja Khet Singhji Nirwan. “Khetri Nagar”, which is about 10 km
standards prescribed by pollution control authorities. away from Khetri, is developed and maintained by Hindustan
Copper Limited.
Human Resources
The nearest railway station is Chirawa at a distance of 30 kms.
Your company perceives human resources as its most important Khetri is at a distance of 190 km from Delhi and 180 km from
asset in business. The company nurtures and promotes a Jaipur. Frequent bus services are available from Jaipur and Delhi.
congenial work and social environment to earn employees’ trust
Khetri is situated at the foothills of the Aravalli range, which
and commitment towards the goals and objectives of the
hosts copper mineralization, giving rise to a 76km long
organization and encourage good performances.
metallogenetic province from Singhana to Raghunathgarh,
In HCL, the employee participation is a widely practised concept. popularly known as Khetri Copper belt. Development of Khetri
There are a number of Union-Management joint forums to discuss Mine was started by National Mineral Development Corporation
production, productivity, safety, wages and welfare issues. and the project was handed over to HCL in 1967. Subsequently,
smelting and refining facilities were added.
The manpower strength of your company as on 31st March 2009
is 5440 (Executives 871 and Non-Executives 4569). A great deal HCL’s operation at Khetri comprises of two underground mines,
of emphasis is now placed on training and retraining of personnel. namely ‘Khetri’ and ‘Kolihan’, together with a concentrator plant,
Efficiency and innovations are encouraged and rewarded. a metallurgical complex and a refinery to produce 31,000 tpa of
refined copper in the form of cathodes.

Once just a vast stretch of arid land, Khetri Nagar has grown into
a full fledged industrial township with all the modern amenities
like residential quarters, hospitals, schools, guest houses, clubs,
community centres, parks, play grounds, market complexes, etc.

King of Khetri Raja Ajitsinghji Sekhawat was a great patron of

Swami Vivekananda. He had sponsored Swamiji to reach Chicago
for the historic World Conferetrence of Religions in September, 1893.

Though not exactly a fort city as other places of Rajasthan, Khetri

has an unexplored reserve of small temples. Bhopalgarh Fort on
Mt. Bhopalgarh, Bagor Fort, Sukh Mahal and Ajit Sagar, situated
nearby, are worth visiting.

4 5
The climate is generally dry. However, during summer The Moubhandar township of HCL has residential quarters to
temperature soars up considerably. November-December can be accommodate its employees and staff, a well-equipped hospital,
as cold as 4° Celsius. Annual rainfall is very low, of the scale of a community centre for recreation and sports, a golf club,
450 to 600 mm. swimming pool and other facilities for comfortable living. The
Plant comprises a smelter and a refinery with capacity of 20,500
Indian Copper Complex (ICC) at Ghatsila, Jharkhand tpa of blister copper.
Indian Copper Corporation Ltd was established as a British The hilly landscape with its thick forest cover makes the place
Company in 1927 at Ghatsila consisting of a cluster of attractive to nature lovers. December and January are the coolest
underground Copper Mines, Concentrator plant, Smelter and months here. By March temperature begins to rise steadily. In
Refinery. In 1972, the Government of India nationalized the May and early part of June the maximum temperature can be as
company and merged the same with HCL through a notification high as 47°C on individual days. Humidity is generally normal
issued on 25.09.1972. in this district, except in monsoon months.
Ghatsila is in East Singbhum District of Jharkhand. The State is
Malanjkhand Copper Project (MCP) at Malanjkhand,
blessed with huge natural resources such as minerals, forests,
water resources, fertile land, etc. About 40 percent of the total Madhya Pradesh
minerals of the country are available in this state. Apart from At Malanjkhand in Balaghat district of Madhya Pradesh, HCL
Copper Ore, vast variety of minerals ranging from Iron ore, Coal, has a very large open cast Copper Mine. The operations are
Mica, Bauxite, Fire clay, Graphite, Kyanite, Sillimanite, Lime carried out at 2 million tonnes per annum. It is located 20 km
stone, Uranium and other minerals are found all over the region. away from the Kanha National Park. The Wainganga River
Jharkhand is mostly populated by various Scheduled Tribes and separates the district from Seoni while the rivers Bawanthadi
Scheduled Castes, such as Santhal, Munda, Oraon, Ho, Birhor, and Bagh define the inter-state boundary between Chhattisgarh
Kharia, Bhumij, Dusad, Lohar, Gond, Kuiri, Muchi, Kudmi and MP. The river Banjar is the closest one to MCP.
(Mahato) and Mahali. The District is very rich in forest wealth. About 52% of the area
The mythological river, Subarnarekha, flows by the side of the is covered with forest. Teak, Sal, Bamboo and Saja are the main
Ghatsila town. It is said that during the exile of the Pandavas, they trees. Years ago the district was known as “Hunters Paradise”.
had stayed for some time in the Panch Pandava Tilla of the region. District is still proud of its varied wild life consisting of Tigers,
Leopard, Bear, Neel-Gai, Deer & Bison and birds like Peacock,
Main vegetation comprises moist deciduous and dry deciduous Red Bulbul and Koyal.
forests. Sal and bamboo constitutes its major components. Common
wildlife species of the region are Wolves, Hares, Chital, Nilgai, As per the 2001 Census, the total population of the district is
Monkey, Common Langur, Elephants, Gaur, Leopard and Sambar. 14,97,968 out of which 12,36,083 is rural population and 1,29,787
is urban. Out of the total population, 1,13,105 are Scheduled
Ghatsila is situated at about 215 km from Kolkata on the Howrah- Castes and 2,98,665 are Scheduled Tribes.
Mumbai rail route, and by the side of NH 33. Jamshedpur is only
36 Km away. Ghatsila at one time, was a major mining hub; Balaghat district occupies a pride place on the mineral map of
however, with the closure of some mines, the operation was India. Copper deposit at Malanjkhand is regarded as the largest
restricted to smelting and Copper refining only. HCL has reopened in the country. Apart from that, about 80% of the Manganese
one of the closed mines and is in the process of re-opening other production of the country comes from Balaghat. Bauxite, Kyanite
mines and acquiring new deposits for development. and Lime-stone are the other main minerals of the district.

6 7
Malanjkhand has the single largest Copper deposit in India and SHIFT TIMINGS
accounts for around 70% of HCL’s total copper-in-concentrate
production. Established in 1982, the unit comprises of an open Indian Copper Complex :
pit mine with a capacity of 2 million tpa of ore with a matching
concentrator plant. The copper concentrate produced at Shift Shift Timings
Malanjkhand is sent to Ghatsila and Khetri for further processing A 6 am to 2 pm
into refined copper. B 2 pm to 10 pm
Company’s township here houses about 1000 employees and their C 10 pm to 6 am
families, with all modern facilities like, hospitals, schools, banks, General 7.30 am to 4.30 pm
shopping complex, guest house, clubs, parks, places of worship, Hospital Laboratory : 7 am to 12 noon
etc. Though away from major cities, Malanjkhand presents a vibrant 3 pm to 5.30 pm
life with sports, festivals and many socio-cultural activities.
Others : 7.30 am to 12 noon
Malanjkhand is well connected by bus with important places. 2.30 pm to 5.30 pm
Raipur is at a distance of 200 km, while Nagpur is 300 km from
General Office 8.30 am to 12.30 pm
Malanjkhand. Gondia Railway Station, 135 km away, is the
1.30 pm to 4.30 pm
nearest station to go to MCP. The nearest Airport is at Raipur.
(On Saturday – 8.30 am to 1.00 pm)
Because of its hilly location, day and night temperatures vary
slightly. It may come down to 6 degrees Celsius during winter,
while during summer it fluctuates from 36 to 42 degrees Celsius. Taloja Copper Project :
The average rainfall is about 1200 mm.
Shift Shift Timings
Taloja Copper Project (TCP) at Taloja, Maharashtra A 7 am to 3 pm
B 3 pm to 11 pm
The Taloja Copper Project was set up in December 1989 based on
technology sourced from Southwire, USA. The plant produces C 11 pm to 7 am
Continuous Cast Copper Rods (CCCR) and has a capacity of D (including Office) 9 am to 5 pm
producing 60,000 tpa. The input, i.e. cathodes is mostly sourced
from the Company’s own units at Khetri and Ghatsila. The unit Malanjkhand Copper Project :
also undertakes tolling of Cathodes.
Shift Plant Mines Offices
Taloja in Navi Mumbai, falls under Raigarh district of Maharashtra. Timings Timings Timings
Only 43 km. drive from Mumbai Airport, Taloja enjoys almost all A 6 am to 2 pm 5 am to 1 pm
the facilities of a metropolitan city. Vasi is also another important
B 2 pm to 10 pm 1 pm to 9 pm
commercial hub nearby.
C 10 pm to 6 am 9 pm to 5 am
The climate is moderate and is same as Mumbai weather. The
district HQ, Alibag, is a popular tourist spot. General 8 am to 5.30 pm 8 am to 5.30 pm 9 am to 5 pm
On Saturday
The nearest Railway station is New Panvel, on NH8 network from 8 am to
only 14 km. from TCP. Apart from Company buses, there are 1 pm
frequent State Transport buses available for commuting.
8 9
Khetri Copper Complex (KCC) : c) You shall not use your position or influence directly or
indirectly to secure undue benefits such as employment or
Shift For Plant For Mines business contracts for any member of your family in your
Timings Timings organization or in an organization having dealings with
A 6 am to 2 pm 8 am to 4 pm your organization.
B 2 pm to 10 pm 4 pm to 12 midnight d) You shall not engage yourself or participate in any
C 10 pm to 6 am 12 midnight to 8 am demonstration which involves incitement to an offence.
General 8 am to 5 pm Executives : 7.30 am to 5 pm e) You shall not, except with the previous sanction of the
Non-Executives : 8 am to 5 pm competent authority own wholly or in part or conduct or
participate in the editing or management of any newspaper
For Offices (at KCC) : or other periodical publications.
Shift Timings f) You shall not, except with the previous sanction of the
Services competent authority permit any member of your family to
Monday to Friday 9 am to 5 pm accept employment with any private firm which has official
dealings with the Company.
On Saturday 8 am to 1 pm
Hospital Shift ‘A’ 7 am to 3 pm g) You shall not, except with the previous sanction of the
Hospital Shift ‘B’ 3 pm to 11 pm competent authority, participate in Radio or Television
program or contribute an article or write a letter either in
Hospital Shift ‘C’ 11 pm to 7 am
your own name or anonymously, pseudonymously to a
Hospital Gen. Shift 8 am to 6 pm newspaper or periodical. However, no sanction shall be
required if such participation is of literary, artistic,
professional or scientific character.
CONDUCT & DISCIPLINE
h) You shall not give evidence without permission of the
Your conduct constitutes the image of your Company. You know competent authority in connection with any enquiry. Where
how best you are living up to this truth as a member of the sanction has been accorded for giving such evidence, you
organization. shall not criticize the policy or any action of the Central
Government or of a State Government or your Company.
Conduct :
i) You shall not accept or permit any member of your family
Conduct is a dynamic concept. Its examples cannot be exhaustive. or any person acting on your behalf to :-
What have been enumerated below are only illustrative few :
i) Obtain valuable thing, without consideration or with
a) You shall at all times maintain absolute integrity and inadequate consideration from a person with whom
devotion to duty and also ensure these two valuable you can exert official influence.
qualities in the employees working under your supervision,
ii) Obtain for yourself or for any other person any
control and authority.
valuable thing or pecuniary advantage by corrupt or
b) You shall refrain from doing anything which is illegal means or by abusing your position as a public
unbecoming of a public servant. servant.

10 11
 j) You shall not communicate directly or indirectly any official v) You shall not take part or canvass in an election to any
document or any part thereof or information to any legislature or local authority.
employee or any other person to whom you are not
w) You shall not be an office bearer of a Political Party or an
authorized to communicate such documents or information.
organization which takes part in politics.
k) You shall not engage directly or indirectly without the
x) You shall report to the competent authority if any member
previous sanction of the competent authority in any trade
of your family is engaged in any trade or business or owns
or business or undertake any other employment.
or manages an insurance agency or commission agency.
l) On first appointment in the Company, you shall submit a
y) You shall not accept any fee or any remuneration or any
return of assets and liabilities including shares, debentures,
pecuniary advantage for any work done by you for any
bank deposits either in your name or in the name of any
public body or any private person without the sanction of
member of your family in the prescribed form.
the competent authority.
m) You shall submit a return of movable/immovable property
z) You shall not except with the previous sanction of the
inherited/owned/acquired once in every year on
competent authority, enter into any transaction concerning
prescribed date.
any immovable or movable property with a person or a
n) You shall report within one month to the competent firm having official dealings with you or your subordinates.
authority every transaction concerning movable property
owned or held by you in your name or in the name of a Misconduct :
member of your family if the value of such property exceeds
Rs.15,000/-. The term misconduct does connote a vast number of actions. But
without prejudice to its general meaning, the following illustrate
o) You shall avoid habitual indebtedness. some :
p) You shall not bring or attempt to bring any outside a) Habitual late or irregular attendance or willful absence
influence to further your interests in respect of matters from duty.
pertaining to your service in the Company.
b) Acting in a manner prejudicial to the interests of the company.
q) You shall not contract or enter into another marriage while
c) Willful insubordination or disobedience, whether alone or
your spouse is still living, nor enter into a marriage with
in combination with others, of any lawful and reasonable
a person having a spouse living.
order of the superior.
r) You shall forthwith intimate the competent authority on d) Gambling within the premises of the Company.
entering into a marriage with a person other than that of
Indian nationality. e) Giving false particulars relating to the employment.
s) You shall not indulge in any act of sexual harassment f) Gross or willful negligence.
of any woman at her work place. g) Drunkenness or riotous or disorderly or indecent
t) You shall take due care that performance of your duties is behaviour in the premises of the company or outside such
not affected in any way by the influence of any intoxicating premises where behaviour is related to or connected with
drink or drug. the employment.

u) You shall not take part or assist in any manner in any h) Smoking within the premises of the Company where it is
movement/agitation or demonstration of a Political nature. prohibited.

12 13
 i) Sleeping while on duty. noticed during the course of work which may adversely
affect the interest of the Company.
j) Demanding and/or accepting gratification other than
legal remuneration in respect of an official act or for using y) Interference or tampering with any safety device installed
influence with any other official. in or around the premises of the Company.
k) Damage to any property of the Company. z) Purchasing properties, stores, machineries etc. from or
l) Commission of any act which amounts to a criminal selling to the Company without express permission in
offence involving moral turpitude. writing from the competent authority.

m) Commission of any act subversive of discipline or good Disciplinary Procedure :

behaviour.
In the interest of justice and equity, there are established
n) Abetment of or attempt at abetment of any act which procedures to check the growth of indiscipline, misconduct, and
amounts to misconduct. subversive actions in your Company. Conduct, Discipline &
o) Collection without permission of the competent authority Appeal Rules of the Company deal with the disciplinary
of any money within the premises of the company except procedure in respect of the executives.
as sanctioned by any law of the land or rules of the The penalties that can be imposed under the Conduct,
company. Discipline & Appeal Rules of the Company on an employee for
p) Theft, fraud or dishonesty in connection with the business an act of misconduct may be, minor or major.
or property of the Company or of property of another
person within the premises of the Company. Minor Penalties
i Censure
q) Possession of assets disproportionate to your known
sources of income. ii Withholding of increments of pay with or without
cumulative effect.
r) Absence from the assigned place of work without
iii Withholding of promotion
permission or sufficient cause.
iv Recovery from pay or such other dues, the whole or part
s) Absence without leave or overstaying the sanctioned leave of any pecuniary loss caused to the Company by
for more than four consecutive days without sufficient negligence or breach of orders.
grounds or proper or satisfactory explanation.
Major Penalties
t) Cases of misappropriation, forgery or cheating or other i Reduction to a lower grade or post or to a lower stage
similar criminal offences. in a time scale.
u) Recklessness in decision making. ii Removal from service which shall not be a
disqualification for future employment
v) Blatant violations of systems and procedures of the
Company. iii Dismissal
w) Exercise of discretion in excess, where no ostensible/
public interest is evident.
x) Failure to keep the controlling authority/superiors
informed in time about any irregularities/shortcomings

14 15
Non-executives are guided by the certified Standing Orders/ PAY SCALES
Model Standing Orders in matters regarding discipline.
The Pay Scales : Non-Executives :
Disciplinary Authorities :
The pay scale in respect of all non-executives are reviewed and
revised once in 10 years after negotiations with recognized trade
EXECUTIVES
unions with reference to Government of India guidelines on the
subject. The present scales of pay implemented for non-executive
Sl. Grades Disciplinary Penalties Appellate Reviewing
employees with effect from 1.11.1997 are indicated below.
No. Authority it can Authority Authority
impose
Grade/Code Pay Scale (in Rs.)
1 E8 & E9 CMD All A Comm- Board TECHNICAL
ittee of T1 4000-80-5600
functional
T2 4200-90-6000
Directors
headed T3 4400-100-6400
by CMD T4 4600-110-6800
T5 4800-125-7300
2 E3 to E7 Functional All CMD A Commi-
T6 5000-140-7800
Directors ttee of
functional T7 5300-155-8400
Directors T8 5600-170-9000
headed by T9 6000-185-9700
CMD T10 6400-200-11200
3 E1 to E2 Project All Functional CMD CLERICAL
and Head/ Directors C1 4000-80-5600
below Executive C2 4200-90-6000
Director C3 4800-125-7300
(HR) C4 5300-155-8400
C5 5600-170-9000
C6 6000-185-9700

Note : Non-Executives continue to draw increment in their existing

pay scales during the operation of the Wage Settlement
dated 19.4.2006.

Executives :
The existing pattern of scales with Industrial Dearness Allowances
in operation for executives is as follows :—

16 17
 Designation Scale Pay Scale At the City Offices :
Code (in Rs.) Holidays as declared by the Central/State Government are being
Junior Manager E-0 6550-200-11350 observed in a calendar year.
Assistant Manager E-1 8600-250-14600
LEAVE :
Deputy Manager E-2 10750-300-16750
Manager E-3 13000-350-18250 Your Company is liberal in granting you leave provided the
work of your department is not dislocated. Leave is not claimed
Senior Manager E-4 14500-350-18700
as a matter of right. You may be granted leave provided work of
Chief Manager E-5 17500-400-22300 your department is not disrupted.
Assistant General E-6 18500-450-23900
Manager Authorities have the discretion to refuse or revoke leave, if the
exigencies of work demand this. Leave application should be
Deputy General E-7 19500-450-25350
made in the standardized proforma available in respective
Manager
department.
General Manager E-8 20500-500-26500
Your application for leave should come sufficiently in advance.
Executive Director E-9 23750-600-28550
You may leave the headquarters only if it is sanctioned. Leave
your leave address with your superiors.
DEARNESS ALLOWANCE
If you are suddenly absenting on medical grounds, please enclose
Dearness Allowance is paid every quarter with effect from 1st medical certificates, both for unfitness to work initially and fitness
April, 1st July, 1st October and 1st January based on the percentage to work when you report back for duty.
increase or decrease in the quarterly average of All India
Consumer Price Index (AICPI) for the period December-February, Casual Leave :
March-May, June-August and September-November respectively
Casual Leave is admissible for 12 days in a calendar year.
over AICPI 1708 (Base 1960=100). Casual leave is not cumulative and any portion of such leave if
unavailed at the end of each calendar year will lapse. Holidays,
HOLIDAYS AND LEAVE restricted holidays, off days intervening a spell of casual leave
HOLIDAYS : will not be included as casual leave. Casual leave is not normally
sanctioned in excess of 10 days at a time. Casual leave cannot
National Holidays 26th January Republic Day
be combined with leave of any other kind except special casual
15th August Independence Day
leave. For non-executives, Casual leave can be combined with
2nd October Gandhi Jayanti
leave without pay only.
Closed/Restricted Holidays at the production units :
Earned Leave :
Three closed holidays on festival occasions are admissible to the
employees in a calendar year in addition to four restricted For Executives :
holidays out of an exhaustive list declared in the beginning of An executive is eligible for Earned leave at the following rates :-
each calendar year. At TCP, however, five closed holidays and
In the first year of service :— @ 1 day for every 22 days
two restricted holidays are admissible to employees in a calendar
year. For subsequent years :— @ 1 day for every 11 days

18 19
An executive will not earn Earned leave during any period of A non-executive whose service commences otherwise than on
leave except during casual leave or special casual leave. 1st day of January will be entitled to Earned leave in the
subsequent year at the rates indicated above proportionately for
Intervening Sundays and Holidays falling within the spell of
earned leave availed are counted as earned leave. the remaining portion of the calendar year if :—
Employed below the he has put in attendance for
Earned leave can be accumulated upto a maximum of 300 days.
ground in a mine not less than one half of the total
For Non Executives : number of days during the
Non-Executives who have completed a calendar year’s service remainder of the calendar year
are entitled to Earned Leave during the subsequent calendar year
Employed above the he has put in attendance for
at the following rates :-
ground not less than two-third of the
Employed below the ground in a mine — one day for total number of days during the
every 12 days of work (ie. days of attendance) remainder of the calender year
Employed above the ground — one day for every 15 days
of work (ie. days of attendance) Additional Earned Leave (ADL) :
Additional Earned Leave is allowed @ 5 days in a calendar year
Note :
to a Non-Executive employee subject to the following conditions:-
Calendar year’s service for the purpose will be deemed to have been
completed :- Category Minimum number of days of
attendance (days of work) in a
a) employed below the He has put in not less than 190 calendar year for grant of
ground in a mine days of attendance during the
Additional Earned Leave
calendar year at the mine
Employed on surface 260 days of attendance
b) employed above the He has put in not less than 240 Employed underground 230 days of attendance
ground days of attendance during the
Employed at the city 210 days of attendance
calendar year
offices
However, for the purpose of determining the calendar year’s Additional Earned leave for all purposes is treated as Earned
service, following days are deemed to be the days spent on duty, leave.
though the non-executive will not earn leave for these deemed
days of duty :- Holidays and weekly off days occurring during or at either end
of the period of Earned leave will not be counted as leave.
a) Any days of lay-off by agreement or contract or as
Earned leave can be accumulated upto a maximum of 300 days.
permissible under the standing order;
b) In case of a female workman, maternity leave for any number Half pay Leave / Sick Leave :
of days not exceeding 12 weeks; Executives :
c) Days of absence caused due to accident arising out of and For every completed year of service rendered, 24 days leave on
in course of employment; half pay is credited to the leave account.
d) Leave earned in the year prior to the year in which the
Half pay leave can be commuted into full pay leave for half the
leave is enjoyed.

20 21
period on medical grounds only, which should be supported by certification by District Public Health Officer or Chief Medical
medical certificate. Officer of the project. Employee will not be eligible for quarantine
leave if he himself is suffering from any infectious disease.
Non-Executives :
Executives
For each completed calendar year of service, Sick leave equivalent
to 24 days on half pay or 12 days on full pay in lieu of 24 days Special Casual leave of maximum of 30 days in a year is allowed
on half pay is credited on the first day of the next calendar year. for quarantine due to infectious diseases.
However, if the non-executive joins service otherwise than on the Non-Executives
1st day of January, Sick leave is calculated proportionately for the
period of service and credited to his account on the first day of Quarantine leave not exceeding 21 days at a time for a particular
the next calendar year. infectious disease.

Sick leave is granted only on medical grounds. Application of sick Special Casual Leave :
leave has to be accompanied by a medical certificate from
Company’s Doctor, a Government Doctor or from a qualified a) On acquiring certain approved statutory qualification
medical practitioner. having direct relevance to your duties, the facility of special
casual leave is granted to cover the period of journey by
T.B. / Cancer Leave : the shortest route from the place of duty to the examination
center and back and for the dates of examination.
An employee diagnosed by the Company’s Doctor to have TB/
Cancer will be sanctioned 12 months leave on half pay and 12 b) Special Casual Leave is also sanctioned for sterilisation
months leave without pay. operations as per rules.
Such leave is initially sanctioned for not more than 6 months and c) Special Casual Leave may be granted to an employee who
thereafter for not more than 2 months at a time for the balance is called upon by the Company to participate in sports/
period of 18 months. tournaments as a member of the Company’s team.

Maternity Leave : d) Special leave for one day is granted for blood donation.

Female employees will be eligible for maternity leave in accordance Transit Leave :
with the provisions of the Maternity Benefit Act 1961 as amended
When an employee is transferred from one station to another, he
from time to time.
is entitled to joining time for 6 clear working days for preparation
Special Disability Leave : in addition to Sundays and Holidays and one day for travel for
400 Kms distance or part thereof. For air journey, journey time is
Special Disability leave can be granted to an employee who is
limited to one day only.
disabled by injury inflicted or caused in consequence of the due
performance of official duty. The Special Disability leave granted Study Leave :
on full pay will not exceed a period of 90 days.
Study Leave is granted for full time course of study in a recognized
Quarantine Leave : Institution/University in advanced scientific, technical or
professional subjects directly related to your sphere of duties and
An employee will be eligible for quarantine leave if a member of
is of distinct advantage to the Company. Application for grant of
his household is suffering from any infectious disease on
Study Leave needs the recommendations of the Head of the Unit

22 23
regarding the eligibility and suitability of the applicant for grant Sick Leave (after being converted into full pay leave) only
of study leave. at the time of retirement from the service of the Company
on attaining the age of superannuation subject to the
For grant of Study Leave, an employee must have a proven record
condition that the total number of days of Earned Leave
of good conduct and satisfactory performance and completed
and Half Pay Leave/Half Pay Sick Leave (converted into
five years of service in the Company and should not be over 50
years of age. Study leave is granted only once. full pay leave) taken together does not exceed 300 days.

Period of Study Leave will be for a maximum period of 24 months. TRAVELLING ALLOWANCE
In exceptional circumstances the period may be extended by 12
You shall be eligible for Travelling Allowance, if your journey is
months. An employee who is sanctioned study leave is eligible
undertaken for the following purposes :
for leave salary equal to his Basic Pay only.
a) Tour on official duties
Employee proceeding on study leave is required to execute a
bond to serve the Company for a stipulated period after the b) To appear in the departmental examination, interview or
completion of the course. selection tests conducted by the Company
c) Recall from leave
LEAVE ENCASHMENT d) Transfer
Your Company offers the facility of yearly encashment of the e) Leave Travel Concession (LTC)
leave you earn during the course of your service. When you f) For medical examination and/or treatment as permitted
intend to avail this facility, the following conditions apply : under Company’s Rules
1. Encashment is admissible to you only once in a calendar g) To participate in Sports events representing the Company
year. h) To participate in training programs/seminars and
2. The maximum period of Earned leave that can be encashed conferences
by you at a time will be 30 days or 50% of the total Earned i) Superannuation/retirement
Leave standing to your credit, whichever is higher. At
j) Appearing in court of law, departmental or vigilance
present, Leave encashment is restricted to 30 days per year.
enquiry.
3. The rate of encashment per day is calculated on the basis k) Journey of family to home town/anywhere in India where
of salary drawn by you in the month preceding the month they intend to settle in the event of death of employee
in which encashment is availed divided by twenty six.
l) Discharge/termination on medical grounds
4. For computing the rate of encashment, basic pay (including
m) Appear for interview for appointment in the Company
special pay), Dearness Allowance, Dearness Pay, City
Compensatory Allowance and local allowance is included. n) To receive National/State and/or Company’s award or
All other allowances like House Rent Allowance, any other award duly approved by the Chairman cum
Conveyance Allowance etc. are excluded. Managing Director
5. Accumulation of Earned Leave above 300 days is not
allowed.
6. You will be eligible to encash Half Pay Leave/Half Pay

24 25
 Category Grades Entitlement Company’s Medical Officer and approved by the competent
authority.
IV. E4 and Above Air,
AC 1st Class by rail, TA/DA Entitlement of Escort accompanying a patient is
Highest class by steamer, regulated as under :-
Actual Taxi fare or Rs. 6.70/
km by own car or actual Particulars Entitlement of Escort
whichever is lowest I. In case of accident aris-
III. T8 to T10, 1st Class or AC II tier Sleeper ing out of and in course
C5, C6 and by Rail of employment, one
E0 to E3 Highest Class by Steamer escort is allowed :
Rs.5.00 per km by road or a) If escort is a Company - To and fro travel fare
actual whichever is lower employee by entitled class
- Daily Allowance as per
II. T3 to T7, 1st Class or AC II tier Sleeper
TA/DA Rules for the
C3, C4 by Rail
journey period or one day
Highest Class (or middle class
whichever is more
if there are more than two
- Ten days special leave in
classes) by Steamer
addition to the period of
Rs.2.75 per km by road or
journey
actual whichever is lower
b) If escort is not a Actual travel fare as per
I. T1, T2, 2nd Class by Rail Company employee entitlement of the patient
C1, C2 Lower Class (if there are only employee
two classes) or middle class (if
there are more than two II. In case of children - To and fro journey fare
classes) by Steamer below the age of 3 by entitled class for self
Rs.1.40 per km by road or years (Two escorts and spouse
actual whichever is lower who shall be parents)
- Daily Allowance as per
TA Rules for the
Journey for Medical Treatment : journey period or one
When an employee or any member of his family who is entitled day whichever is more
to medical facilities of the Company is recommended by the - One day’s special leave
Company’s Medical Officer and approved by the competent in addition to the period
authority for medical examination and/or medical treatment at of journey
an outstation hospital within the Country, travel fare will be
admissible to :—
a) Employee/any member of his family who is entitled to
medical facilities of the Company
b) An escort to accompany the patient if recommended by the

26 27
 Particulars Entitlement of Escort Clarifications on DA :
III. In all other cases, one 1. Daily Allowance is admissible for holidays or forced halts
escort is allowed on during tour, but not for any leave availed during tour.
recommendation of
the Company’s Medical 2. Period of absence will begin when you leave your
Officer and approval headquarters as on the scheduled time of departure and
of competent end when you return to the same headquarters. Period of
authority :– delay in departure / arrival time is taken into consideration.
a) If escort is Company - To and fro travel fare 3. When an employee during a tour is treated as a guest of
employee by entitled class another agency, the rate of daily allowance will be 25% of
- Daily Allowance as per actual DA.
TA Rules for the
journey period or one However, when :-
day whichever is more a) lodging is free – you will be entitled to DA as per
- One day’s special leave rate provided.
in addition to the period
b) boarding is free – you will be entitled to 50% DA and
of journey
actual accommodation charges
b) If escort is not a Actual travel fare as per
Company employee entitlement of the employee Accomodation charges and Daily Allowance on official tour :–
Sl Category Accommodation charges subject to Daily
Note : Escort should travel by the class to which the patient is No. Maximum entitlement (Rs.) Allowance
entitled even if the escort is entitled to travel in higher class Specified Ordinary for food
and not vice versa. localities localities and Incide-
No hotel charges is payable to an escort/attendant ntals (Rs.)
accompanying a patient who is referred to outside hospital 1 2 3 4 5
for treatment.
1. E9 and Actuals Actuals 460
Daily Allowance : above
2. E8 4,500 80% of specified locality 425
In addition to Travelling Allowance, you are entitled to Daily
3. E5 - E7 3,300 –do– 400
Allowance for outstation duty.
4. E3 & E4 2,500 –do– 330
Period of actual absence Amount of Daily 5. E1 & E2 –do– –do– 260
from headquarters Allowance (DA)
6. E0 1,125 –do– 220
Each completed period of One Full DA
7. T8 to T10, 1,000 –do– 200
24 hours
C5 & C6
12 Hours or more but less One Full DA
8. T3 to T7, 750 –do– 190
than 24 hours C3 & C4
Less than 12 Hours ½ DA 9. T1, T2, 375 –do– 130
Long period of tour to any particular place is regulated separately C1 & C2
by competent authority with reference to rules.

28 29
Ceiling rates of accommodation charges are exclusive of taxes T8-T10 Full –do– Actual expenses –do– Cost of
and service charges. C5, C6 wagon subject to cost of transporta-
E0 - E3 transporting full tion by road
wagon load of limited to
Specified localities : personal effects one full
All State capitals besides Nagpur, Pune, Jamshedpur, Vizag, by goods train truck load
Jabalpur, Indore, Kanpur, Raipur/Bhilai, Ajmer, Durg, Ahmedabad, E4 & Full –do– –do– –do– –do–
Taloja, Dhanbad and any city classified as ‘A’ for the purpose of above wagon
or two
CCA by the Central Government are treated as Specified locality. contai-
You will be required to submit hotel bills for reimbursement of ners by
accommodation charges incurred. railway
contai-
ner
On Transfer : service
On transfer you are entitled to TA and transportation of household
goods, dislocation allowance and joining time as per prescribed Entitlement towards Transfer Grant, Dislocation Allowance on
rules. Transfer :–

Transportation of personal effects (household goods) :– Category Transfer Expenses Others Dislocation
Grant incidental Allowance
On transfer from one unit to another, you will be entitled to to journey
reimbursement of actual expenses incurred on transporting your (for travel
personal effects from the old to the new station as under :- by Rail
only) *
Cate- Weight Places connected by Rail Places not T1,T2 Rs.5,000 Two extra Travelling Non- Rs.8,000
gory Limits connected C1,C2 fares as expenses Exec-
by Rail entitled, for self utives
Goods Train Passenger Road limited to and family
/Railway Train 1st class as per
container
rail fare entitlement E0 - E4 Rs.11,000
services
T3 to T7 Rs.7,000 –do– –do–
(i) (ii) (iii) (iv) (v) (vi) C3, C4
T1, T2 1500 Expenses Actual expenses Actual Cost of T8 - T10 Rs.9,000 –do– –do– E5 and Rs.15,000
C1, C2 Kgs reimbursable subject to maxi- expenses transporta- C5, C6 Above
subject to mum expenditure or twice tion by road
E0 - E3
limits laid incurred had the the limited to
down in maximum amount half truck E4 and Rs.11,000 –do– –do–
col. (ii). luggage been as per load above
transported by Goods
Goods train train, * Note : In case of travel by air, no incidental is admissble.
which
ever is less
You will be paid octroi duty, entry tax, terminal tax, insurance
T3 - T7 3000 –do– –do– –do– –do–
charges for transportation of personal effects/vehicle on
C3, C4 Kgs production of receipts.

30 31
Transportation of Vehicle on Transfer :– Entitlement
Transportation of Heads of Amount In case of VR As admissible to
Vehicle Expenditure Reimbursible serving employees
By Goods or Freight Actual freight between
In case of One month basic
Passenger Train two stations
superannuation pay last drawn
By Road Freight Actuals or freight admis-
sible had the vehicle been Employees whose permanent residence
transported by train, falls within a radius of 20 kms. are not
whichever is less. entitled to transfer TA on
superannuation.
An employee on transfer is entitled to reimbursement of travel
Termination on a) Travelling Allowance for self
expenses as if on official tour and the taxi fare from residence to
Medical Grounds and family as per last
railway station/airport and from railway station to bus stand is
entitlement.
admissible.
b) Transportation charges of
Joining time on Transfer : personal effects and vehicle as
per last entitlement as admissible
For Journey — you are allowed one day for travel for 400
on transfer.
Kms distance or part thereof.
Death a) Travelling allowance for family as
For preparation — 6 clear working days in addition to
per last entitlement.
Sundays/Holidays
b) Transportation charges of
For air journey — journey time is limited to the day of personnel effects and vehicles as
transfer only. per last entitlement on the same
terms as in case of serving
TA benefits on Superannuation/Retirement, Death, Termination
employees on transfer.
on Medical grounds :—
c) Dislocation allowance equal to one
Entitlement month’s basic pay last drawn.
Superannuation/ a) TA for self and family as per last
Retirement entitlement as for serving Participation in Training program, Seminars and Conferences:–
employees on transfer. Out of pocket expenses in lieu of daily allowance for participation
b) Transportation charges of by executives in residential programs, seminars and conferences
personal effects and vehicles where boarding and lodging is provided by the organizers is
as per last entitlement as governed in the following manner :-
admissible on transfer.
c) Transfer Grant as in case of
transfer.
d) Dislocation Allowance is
payable as under :

32 33
 Class of Scale of Amount per week on pro- Non-Executives :
Executives Pay rata basis Type of Vehicles Amount
Specified Ordinary per month
locality (Rs.) locality (Rs.)
1. Scooter/Motor Cycle (two wheeler Rs.600/-
Junior E1 and 280 224 vehicle of 1 HP or more)
Manage- E2 (Workmen in scale T4 and C3 and
ment level above)
Middle E3 and 315 259 2. Moped (two wheeler vehicle of less Rs.350/-
Manage- E4 than 1 HP)
ment level (Workmen in all scales of pay)
Senior E5 to 350 294
Manage- E7 a) Employees drawing reimbursement of conveyance
ment level expenses will not be eligible to use official vehicle for
Top E8 and 400 325 discharging their duties or for reimbursement of taxi fare
Manage- above or other cost of transportation for discharging official
duties on working days including those on off days/
ment level
holidays.

REIMBURSEMENT OF CONVEYANCE EXPENSES b) For periods of non-use of the conveyance for one reason
or the other beyond maximum four months, no claim for
When you own a vehicle registered in your name and utilize the reimbursement is admitted.
same for official purpose, you may be entitled to claim
reimbursement of expenses necessarily incurred in running and c) For reimbursement of conveyance expenses, you will have
maintenance of your vehicle in connection with your official to apply through your Controlling Officer, along with
duties subject to prescribed rules. attested copy of the documents in support of purchase
and your ownership of the vehicle. Your Controlling
The following tables indicate the rates per month. Officer will certify that you are using the vehicle for official
purpose.
Executives :
Transport Subsidy :
Types of Vehicle Amount
per month You will be paid Transport Subsidy if you do not utilize
1. Scooter/Motor Cycle (two Rs. 900/- Company’s transport or do not claim local travelling expenses/
wheeler vehicle of 1 HP or reimbursement of Conveyance expenses from the Company at
more) the following rates :—
2. Motor Car (4 wheelers) * Amount of Transport Subsidy
E0 Rs. 1500/-
E1 to E4 Rs. 2300/- Executives Rs.300/- per month
E5 and above Rs. 2500/- Non-Executives Rs.12/- per day of attendance

* includes Jeep, Maruti Van/Omni and Maruti Gypsy GETs/MTs are eligible for Conveyance/transport subsidy as are
being allowed to regular executives at E-1 level.

34 35
 LEAVE TRAVEL CONCESSION Note : Existing block of four years is 2008 to 2011 (Sub blocks of
two years : 2008-2009 and 2010-11 respectively).
The Company pays for you and your family the concession for
traveling to your hometown and back and also to any place in LTC to home town or any place in India can be availed for
India. maximum number of four family members in case of employees
joining the Company after 1.1.2006.
Eligibility :
All regular employees who have completed one year of service LTC on certification basis :
are eligible. In lieu of availing LTC to Home Town, you can avail LTC on
certification basis upto maximum of 500 kms each way restricted
Family :
to four adult members of your family. Likewise, in lieu of LTC
For the purpose of LTC, the term ‘Family’ would mean:- to any place in India, LTC on certification basis upto maximum
a) Employee’s spouse (only one) of 1600 kms each way restricted to four adult members of your
b) Legitimate children, step children, legally adopted children family can be availed by you.
(including major sons upto 25 years of age), married and Home Town :
widowed daughters so long they are residing with and
wholly dependent on the employee. Home Town shall be the permanent home town or village as
c) Parents, provided they are residing with and are wholly declared by you on joining the service of the Company and
dependent upon the employee. accepted by the Competent Authority. In exceptional
circumstances, a change of home town may be allowed by the
Note :
competent authority once during your entire service period.
1. Married daughters would only cover dependent daughters
who are divorced, abandoned or separated from their Any place in India :
husband and are residing with and wholly dependent on
the employee. Any place in India means any place within the territory of India
2. Children of employees who are physically handicapped or
whether on mainland or otherwise.
mentally retarded and wholly dependant and residing with
the employee are entitled to avail LTC as a dependent Shortest Route :
member irrespective of age restriction. Shortest route means the route by which you can most speedily
3. In order to be declared as ‘Wholly Dependent’, the income reach your LTC destination from your place of work/posting by
of your dependent member from all sources should not exceed using the entitled mode of travel.
Rs. 3,000/- pm. Scholarship/stipend received by the dependent
children of employees is not treated as income for deciding
the dependency of children.
Entitlement :
You can avail LTC for self and/or members of your family
restricted to six adult members by the entitled class twice in a
block of four years — once for traveling to your home town and
once for journey to any place in India OR avail LTC to Home
Town twice in a block of four years.

36 37
Entitled mode/class of travel for availing LTC to Home Town Claims :
or anywhere in India :–
You are required to submit the LTC claim within 15 days of
Your entitled mode/class of travel for availing Home town or completion of the return journey. The claim should normally be
any place in India by Rail, Road and Steamer is indicated supported with relevant ticket/ticket number/PNR Number/Air
below:— Ticket Jacket/Boarding Pass, etc.
Category By Rail By Road By Steamer/Ship Grant of Advances :
T1/T2/ AC III tier Rs.1.40 per km By bunk class or 2nd
You will be entitled to advance which will be limited to the
C1/C2 or actual which- class (without diet
estimated amount which the Company will have to reimburse
ever is lower charges) by ships
under the rules in respect of journeys both ways.
run by Shipping
Corporation of India You can draw the advance upto 97 days before the proposed
T3 - T7, AC II tier Rs.2.75 per km date of commencement of the outward journey.
C3 and C4 or actual which- On production of proof of purchase of tickets for onward
ever is lower By 1st class/‘A’ State journey, which should be produced within 7 days of the drawal
T8 - T10, AC II tier Rs.5.00 per km Room/Deluxe (with- of advance for onward journey, then you will be released
C5 - C6, or actual which- out diet charges) by advance for the return journey.
E0 - E3 ever is lower ships run by Ship-
E4 and AC 1st Rs.6.70 per km ping Corporation of You will be entitled to advance both for outward and return
above or actual which- India journey if the return journey is planned to be completed within
ever is lower 90 days of the date of commencement of outward journey. If after
drawing such advance for journeys both ways it becomes clear
Note : Employees in E4 and above are entitled to travel by Air on that the return journey cannot be completed within 90 days, one
LTC subject to restrictions issued from time to time. half of the advance should be refunded.
Reimbursement of travel expenses for LTC availed on Penal interest @ 18% p.a. will be charged from the date of drawal
certification basis :– of advance :—
You will be entitled to reimbursement of travel expenses availed on a) If the journey is not performed or not performed to the
certification basis to Home town or any where in India as under:— declared destination by you and the entire amount of
Category Reimbursement of to and fro fare. advance is not refunded within 7 days from the date you
report back for duty on return from leave or the proposed
T1/T2/C1/C2 AC Chair Car by rail
date of commencement of the outward journey as the case
T3 – T7, C3 & C4 First class by rail
may be.
T8 – T10, C5 & C6, First class by rail
E0 – E3 b) If you fail to submit LTC claim within 15 days of the
E4 and above AC 1st Class by rail completion of return journey.
c) If the advance is drawn for the higher class but the journey
You will have to avail minimum 3 days leave (including weekly is performed in the lower class.
off days and holidays) for availing LTC on certification basis to
home town and minimum 4 days leave in case of LTC to any d) If the advance is drawn for certain family members but the
where in India (including weekly off days and holidays). actual journey is not performed by all of them and the

38 39
 excess amount is not refunded immediately on completion For places not connected by Rail, you and members of
of return journey. your family can undertake journey by road on LTC as per
e) If the LTC journey is not performed due to non-availability your entitlement in accordance with the rules.
of tickets or for any other reason and the entire amount is Where the journey or part thereof between places connected
not refunded to the Company within 15 days. by rail is otherwise performed by you on road,
General reimbursement will be on the basis of railway fare by the
entitled class by shortest route or on the basis of actual
You will be reimbursed reservation charges and
expenses whichever is less.
additional charges levied by the railways.
LTC is meant for travel to any place in India only. Where
Ticket cancellation charges will be reimbursable only if
you travel to a place outside India, you would be entitled
cancellation of journey is solely due to official reasons.
to LTC only upto the farthest point within India actually
‘Leave’ for the purposes of this rule means earned leave, touched by you.
half pay leave, commuted leave, extra-ordinary leave,
Where the air fare (including taxes) is at par or less than
maternity leave, casual leave.
the rail fare of the entitled class, you can avail the option
Where if your spouse is employed outside the company of air travel.
the concession will be admissible to your spouse subject
to the following conditions : All members of your family need not travel together while
availing LTC to hometown or any place in India in the
a) A similar concession is not available to your spouse
same calender year in which you travel.
in the organization he/she is employed.
b) Your spouse gives an undertaking not to avail the You and your family members can travel in different groups
concession if such concession is available in the (not to exceed two groups) at different times. In such cases,
organization where he/she is employed. reimbursement of expenditure will be allowed in respect of
each group provided the journey of each group is completed
Where the children are studying in a place other than within 6 months of the date of commencement of the
your headquarter, entitlement in respect of your children outward journey.
would be regulated as under :—
Each group can travel to different destinations in case of
Where the journey is LTC may be allowed for
LTC to any place in India ie., once in a block of four years.
performed by the child- both outward and return
ren from your home journeys If you travel by ponies in hilly areas reimbursement will be
town to your head- as admissible by road journey or as per tariff for ponies as
quarters during vacation per State Government rates, whichever is less.
Travel from the place of Reimbursement will be
study (other than home limited to the amount that
town or HQ) either to would have been admissi-
home town or to your ble had the journey been
headquarters and back performed between your
headquarter and home town

40 41
 FESTIVAL ADVANCE Special Leave :
You can apply for Festival Advance, which is interest free, at Employees who undergo sterilization operation will be eligible
least a fortnight before the festival. The advance must not be for Special leave as follows subject to production of requisite
drawn more than a week before the festival concerned. medical certificate :–
Festival advance limited to Rs. 5,000/- is admissible only on one a) Special leave not exceeding 6 working days is admissible
occasion in a calendar year. to the male employee who undergoes vasectomy operation.
The advance will be recovered in not more than ten(10) equal b) Special leave not exceeding 14 days is admissible to a
monthly installments. The first recovery of the advance will female employee who undergoes non-puerperal tubectomy
commence with the pay bill prepared immediately after the operation.
advance has been drawn. c) 1 day Special leave to a female employee undergoing IUD
PROMOTION OF SMALL FAMILY NORMS insertion.

An Employee who undergoes sterilization operation is granted SCHOLARSHIP FOR EMPLOYEES’ CHILDREN
special increment in the form of personal pay.
In order to encourage and facilitate higher education for
a) the personal pay is not absorbed in pay in future either in meritorious and deserving children of employees the company
the existing post or on promotion to the higher post. awards 3 scholarships for every 100 employees. The total number
b) the rate of personal pay is equal to the amount of next of scholarships based on the above ratio is distributed under the
increment due at the time of grant of this benefit. three categories (ie. Sl. No. 1, 2 and 3 of the table in the next page)
in the ratio of 55%, 30% and 15%. In addition to the scholarships
c) the personal pay remains fixed during the entire service. as indicated above 10 scholarships are exclusively reserved for
Conditions for grant of concession : physically challenged children of employees. The award of
scholarship is limited to two children of an employee at a given
a) The employee or his or her spouse must be within the
point of time.
reproductive age group i.e.,
The amount of scholarship and the courses for which the
– in case of a male employee : he should not be over
scholarships may be granted are as mentioned in the Table at
50 years and his wife should be between 20 to 45
next page :—
years of age
– in case of a female employee : she should not be
above 45 years and her husband must not be over 50
years of age
b) The sterilization certificate must be issued by Chief Medical
Officer/Medical Officer of the Company. Where this is not
possible the sterilization certificate issued by a Government
hospital or an institution recognized by the Company for
the purpose will be accepted.
c) The employee should have one to three surviving children.

42 43
 20% of the total scholarships is reserved for SC/ST students.

in qualifying examina-
Minimum % of marks

tion to be eligible for

SC/ST
Annual renewal of the scholarship is subject to the student

55%
60%

50%
securing the stipulated marks or equivalent grade as indicated

scholarship
in the table at previous page in the semester/annual/periodical
examination of the course and satisfactory conduct and
Student residing General performance report by the head of the institution where the

65%
75%

65%
student studies.

employee works MEDICAL ATTENDANCE RULES

at a place other

Rs 1000/- pm
Rs 1000/- pm
than where

Rs 700/- pm
Your Company offers very comprehensive, integrated and well
Value of Scholarships

equipped health service to its employees and their family

members through its hospitals at Khetri, Malanjkhand and
Ghatsila. The employees may be referred to other advanced
hospitals in appropriate cases for specialized treatment.
with parents

Full time Post Graduate Degree in Humanities, Science, Rs 700/- pm

Rs 500/- pm

Rs 700/- pm
The definition of family for the purpose of medical treatment
residing
Student

includes wife, legitimate children and step children, unmarried

or widowed daughters residing with him and wholly dependant
on him. It shall also include parents of the employee who are
residing with and wholly dependant on him. In the case of a
vocational study), Degree Course in Science, Commerce,

Management, Public Relations, Journalism,

Engineering, Medical Science, Agriculture, Veterenary
Full time Post Graduate Degree/Diploma in
Full time degree or diploma course in Management
and Catering and other professional Diploma course

Full time Degree course in Dentistry, Agriculture,

Full time Diploma in Engineering/Hotel Management

female employee, family will also include her husband provided

Humanities, Law and Teaching (B. Ed or equivalent).

Full time Degree course in Engineering and Medical

Higher Secondary course (ie., +2 stage in general or

he is residing with and wholly dependant on her.

Veternary Sciences, B Pharma of 4 years duration.

Employees posted at Taloja Copper Project (TCP), Head Office

(HO) and other city offices are reimbursed cost of domiciliary
treatment as per the HCL Head Office Medical treatment rules.
Sciences, M Pharma, MCA, M Ed, MSW. For Hospitalization/inpatient treatment, employees posted at
TCP, HO and other city offices and their family members have
Courses of Study

been extended medical insurance coverage.

Cost of medical expenses incurred by an employee who is on
tour is reimbursed subject to the rates of Government hospitals.

PAYMENT OF GRATUITY
after school final.

Commerce, Law.

You will be eligible for gratuity in accordance with the Payment of

after 10 + 2.

Gratuity Act, 1972 at the rate of 15 days salary (Basic Pay+DA) for
Science.

each completed year of service or part thereof in excess of six

months. The total payment on gratuity is limited to Rs. 3,50,000/-
In case of death or permanent incapacity due to bodily or mental
No.

infirmity the amount of gratuity is calculated as under :—

1.

2.

3.
Sl.

44 45
 Period of service Amount of gratuity Eligibility :
During the first year of 2 months’ emoluments All regular employees of the Company including persons
service employed by or through a contractor in connection with the
After 1 year but before 5 6 months’ emoluments work of the establishment but excluding a retired/
years service superannuated person, apprentice, trainee, casual labour are
After completion of 5 12 months’ emoluments or required to become member of the Fund from the date of joining
years service gratuity as payable under the Company.
the Act whichever is higher Contributions :
One day’s salary for the purpose of computation of gratuity is Your compulsory contribution will be 12% of your emoluments
arrived at by dividing monthly salary by 26 days. ie., Basic pay plus DA. You may contribute more if you so choose.
If an employee is on leave without pay during the last month of However, Company’s contribution to your fund in any case will
service, Gratuity is calculated taking full month’s salary/wages. be limited to 12% of Basic Pay and DA. Here pay includes
personal pay and non-practising allowance. Company does not
Gratuity computation for service beyond 30 years :– contribute during the period when you are not in a position to
For every completed year of service in excess of 30 years, you will contribute, such as when you are on leave without pay.
be paid Gratuity calculated at the rate of one month’s salary last
drawn (Basic Pay + DA) subject to the condition that the Interest :
maximum amount of gratuity does not exceed Rs. 3.50 lakh. On your contribution both voluntary and compulsory and on
For the purpose of computing gratuity for service rendered in Company’s contributions you are entitled to 8.5% of interest per
excess of 6 months beyond 30 years, the period of service is taken annum at present.
as one completed year of service.
Withdrawal :
Forfeiture
You may be permitted to withdraw from the fund, specified
In accordance with the Payment of Gratuity Act, 1972, Gratuity amounts to meet expenditure on medical expenses on you and
can be wholly or partially forfeited if the services of an employee your family, expenses on purchase of lands and building of a
is terminated for his riotious or disorderly conduct, act of moral dwelling house, expenses for marriage, funeral and religious
turpitude provided the offence is committed in course of his occasions, purchase of equipment to minimize hardship on
employment or any other act of violence on his part. If the account of physical handicap etc. as per rules.
services of an employee is terminated for any act, willful
omission or negligence causing any damage or loss or Nominations :
destruction of property belonging to the Company, gratuity will A nomination in favour of a member of family in the prescribed
be forfeited to the extent of the damage or loss so caused. form to receive the amount in the event of death of the employee is
required. You may nominate more than one nominee in which case
PROVIDENT FUND you have to clearly specify the amount to be shared by the nominees.
As the name suggests, provident fund provides you with a You may nominate any person in case you do not have a family.
lumpsum financial support on your cessation from the service of You can change the nominee/s by filing a fresh nomination.
the Company, apart from various loans and withdrawal during
the period of your service.

46 47
 OTHER SOCIAL SECURITY SCHEMES ‘Employee Benefit Program’ Scheme :
Ex-gratia payment in case of accidents : As social security measure the company offers insurance cover
to all its employees including GETs/MTs under ‘Employee
In the case of injuries caused by accidents resulting Benefit program’ Scheme. The scheme envisage worldwide
in permanent total disablement as prescribed in Section 2(b) read coverage on 24 hours basis.
with Schedule 1 of the Workmen’s Compensation Act, 1923 and
where such permanent total disablement occurs otherwise than The Insurance covers Accidental death, Permanent total/partial
in the course of (and arising out of) employment, an ex-gratia disability including those on account of Terrorism.
lump-sum amount of Rs.12,000/- is paid to the workman. The The maximum benefit under the scheme is Rs. 2.50 lakh.
ex-gratia lump-sum amount is payable in case there has been no
violation of Section 3(1)(b) of the Workmen’s Compensation Act, The scheme covers the accidents arising out of and in course of
1923 or involvement in acts opposed to public policy. employment. In case of a compensation under any statutory
liability arising out of any kind of accident is more than benefits
Ex-Gratia in case of Fatal accident : available under the ‘Employee Benefit Program’, the Company
will make good any extra amount thus involved.
Adhoc Ex-Gratia of Rs. 3,000/- is paid to the person entitled to
receive PF payment in case of fatal accident arising out of and Benevolent Fund Scheme :
in course of employment in case of non-executive.
Objective :
Employee Death : To provide financial assistance to families of employees who die
Rs 61,750/- is paid to dependents of employees who die while while in employment in the Company due to any reason
in service of the company. This benefit is paid to the nominee of whatsoever. All employees on permanent rolls of the Company
the deceased employee who is entitled to receive Provident Fund (including trainees inducted for employment in the Company on
in the event of death of an employee. Employees who have successful completion of training) are deemed to be members of
completed one year of continuous service and are members of the the Scheme.
Provident Fund are covered under the HCL Employees Death
Benefit Rules. Benefits :
This benefit is not paid if the death occurs under circumstances In case of death of an employee, Benevolent grant is sanctioned
in which :— to the nominee of the deceased employee calculated @ Rs.40/-
per employee as on rolls of the Company as on the last date of
a) HCL is liable to pay compensation under the Workmen’s the month in which the death has occurred. The sum of Rs.40/
Compensation Act, 1923 or any compensation at par with - includes employees contribution of Rs.20/- per death and a
the said Act. matching contribution made by the Company. The benevolent
b) Compensation is payable under the Group Personal grant will be paid within a period of 90 days of the death of an
Accident Policy. employee to the nominee as declared by the deceased for the
c) Death has occurred due to the following acts on part of the purpose of Provident Fund. If there are more than one nominee,
employee : the benevolent grant will be distributed amongst the nominees
in the same ratio as had been declared by the deceased employee
1) Riotous or disorderly conduct.
2) Any act of violence on his part. for the purpose of Provident Fund.
3) Intentional self injury or suicide.

48 49
 OTHER BENEFITS Advance under Special Circumstances :
You may be allowed interest free advance restricted to a
Underground Allowance : maximum amount equivalent to three months pay (without
Executives : considering any other allowance) if your house has been
damaged/destroyed by flood or other similar natural calamities
Underground Allowance is paid for the number of days worked subject to production of necessary documents in support of your
underground to eligible Executives who hold posts which claim. The certificate issued by the B D O is considered as
involve underground duties. This is subject to the minimum adequate proof in this regard.
stipulated hours of underground work every day. The rate of
payment is @ 15% of the existing basic pay subject to maximum The advance paid to you will be recoverable in 12 equal monthly
of Rs. 1,650/- per month. instalments commencing from the month following the month in
which it is paid.
Non-Executives :
After grant of such advance, you are required to submit the
Underground Allowance is paid to Non-Executives on the basis utilization certificate within three(3) months from the date of
of actual days of attendance for underground work and surface drawal of advance failing which the advance will be recovered
workmen is paid Underground Allowance when required to along with interest.
work underground for minimum stipulated hours. The rate is @
20% on the basic pay. However, for calculating the Underground Membership of Professional Bodies :
Allowance, Rs.1,500 is reduced from the basic pay.
Executives of the Company are reimbursed annual membership
Cash Incentive for Blood Donation : fee/subscription of any one Professional Institution/Association
within India related to their respective discipline/area of
In case of employee donor – cash incentive of Rs.100/- is paid functions.
along with grant of one day’s special leave.
Entrance fee of the professional institution/body is not
In case a non-employee donates blood for an employee or any reimbursed. The claim for reimbursement of annual membership
one of his eligible family members, he is paid cash incentive of fee is to be submitted along with cash receipt of the Institution
Rs.50/-. to the concerned HR Department.
Non-Practising Allowance : Incentive for passing Hindi examinations, Hindi
Medical Executives of the Company are paid Non-Practising typewriting /Stenography :
Allowance [NPA] at the following rates :—
On passing Hindi Examination (Pragya, Praveen and Prabodh
Basic Pay Range (Rs.) Rate of NPA examinations) you are allowed Personal Pay equivalent to one
(Rs. per month) increment in your existing scale of pay for a period of 12 months.
You are also allowed Cash prize and Lump sum Award subject
Upto 11,000 1500
to obtaining minimum percentage of marks given below :—
11001 – 14000 1800
14001 – 17000 2100
Above 17000 2500

50 51
 Examination Cash Prize (Rs.) Incentive Scheme for promotion of doing official work
Avg. 70% Avg. 60% Avg. 55% Lump sum in Hindi :
marks & marks or marks or Award (Rs) a) All employees (except Hindi Officers and translators etc.)
above more & less more & less of the Company who do their official work wholly and
than 70% than 60% partly originally in Hindi can participate in the Scheme.
Prabodh 200 100 50 250
b) Employees who write at least 20,000 words in Hindi in a
Praveen 300 200 100 250 calendar year in Region ‘A’ and ‘B’ (ie. ICC, KCC, MCP,
Pragya 300 200 200 300 TCP, Delhi office) and at least 10,000 words in Hindi in
a calendar year in Region ‘C’ (ie. Head Office, Kolkata and
The above awards are paid to the employees whose mother Bengaluru office) are eligible for the following cash
tongue is not Hindi and subject to other conditions as mentioned awards:–
in the rules.
Prize Cash Award Number of Prizes
You are also allowed personal pay equivalent to one increment (Rs.) At KCC, ICC, At HO and
in your existing scale of pay for a period of 12 months on MCP and TCP other city
passing Hindi typewriting/Stenography Examination (for offices
typists and Stenographers for whom knowledge of Hindi
typewriting/Stenography is not obligatory). First 3000 each 2 1
Second 2000 each 3 2
Personal Pay is granted from the first of the month following the
Third 1000 each 5 2
month in which the result of the examination is announced or
the date of annual increment which falls due after the
announcement of the result on the option to be exercised by the c) Out of maximum 100 marks allotted, 70 marks is
employee within a period of three months from the date of earmarked for quantum of work done in Hindi and 30 for
declaration of the result. Option once exercised is treated as final. clarity in expression of thoughts.
d) Competitors whose mother tongue is Tamil, Telegu,
Cash Prize for Hindi typewriting : Kannada, Malayalam, Bengali, Oriya or Assamese may be
For securing :— given additional weightage upto 20% as may be
i) 97% marks or more Rs. 300/- determined by the Assessment Committee.
ii) 95% but below 97% marks Rs. 200/- e) The competitors are required to maintain records of the
iii) 90% but below 95% marks Rs. 100/- words written in the prescribed proforma and get it verified
and countersigned by the next higher officer each month.
Cash Prize for Hindi Stenography :
f) At the end of the calendar year (being the reckoning
For securing :—
period), each competitor will submit the record of work
i) 95% marks or more Rs. 300/- done in Hindi to the Assessment Committee through the
ii) 92% but below 95% marks Rs. 200/- reporting officers.
iii) 88% but below 92% marks Rs. 100/-
Lumpsum award of Rs.150 is paid for passing Hindi
Typewriting examination and Rs.300 for passing Hindi
Stenography examination.
52 53
Incentive for Acquiring Statutory qualifications : City Rate of HRA CCA
Benefits for acquiring approved statutory qualifications having Basic Pay Rate of CCA
direct relevance to your duties are extended by the Company Kolkata, Delhi 30% of Basic (Rs.) (Rs.)
subject to the condition that you are below 55 years of age with and Bengaluru Pay Below 4,000 90
proven record of good conduct and satisfactory performance. 4001 - 5250 125
The direct relevance of a statutory qualification to the job is 5251 - 6499 200
certified by the General Manager/Head of the Unit. 6500 & above 300
On acquiring approved statutory qualification following benefits An employee will be eligible for HRA at his present Head-
are extended :– (a) the facility of special casual leave is granted quarters on transfer only on vacation of company quarter at his
to cover the period of journey by the shortest route from the place previous place of posting/headquarters.
of duty to the examination center and back and for the dates of
examination, (b) examination fee, if any and (c) actual return fare
Reimbursement of Telephone expenses :
by the shortest route from your headquarters to the examination
center by the entitled class is reimbursed as per TA rules. With a view to improve tele-connectivity, telephone facilities is
extended as under :—
Canteen Allowance :
Sl. Level Reimbursement Remarks
Canteen Allowance of Rs. 16 per day of attendance on regular No. of telephone
working day is presently paid to employees including GETs/ expenses
MTs posted at Khetri Copper Complex, Indian Copper Complex,
1 E-7 Upto Rs.1,500 pm + Entitled to mobile phone
Delhi Office, Bengaluru Office and TCP (Marketing) Office.
Rentals handsets within a cost
Night-shift Allowance : of Rs. 3,500 per set
(for residential and
Night Shift Allowance @ Rs. 30 per shift is paid to executives (incl. mobile phone taken
GETs/MTs) and Rs. 25 per shift to workmen who perform duty in together)
the night shift commencing from 9.00 p.m onwards. 2 E-5 & Upto Rs. 500 pm for Executives using their
House Rent Allowance (HRA) at the Projects : E-6 landline at their personal mobile phones
residence. for official purpose are
HRA at the rate of Rs. 100 per month is paid to the Non- If personal mobile is entitled to reimburse-
Executives where Company accommodation at the Projects is not used for official work, ment for prepaid mobile
availed by the employee. reimbursement for charges to a maximum
residential landline limit of Rs.600/- pm.
House Rent Allowance (HRA) & City Compensatory and mobile phone
Allowance (CCA) to employees posted at city based expenses taken toge-
offices : ther will be upto Rs.
1000 pm. + Rentals
House Rent Allowance at the following rates are paid to
employees posted at Head Office, Kolkata, Delhi and Bengaluru. 3 Executives Upto Rs 500/- pm Provided adequate
in E4 and for use of mobile justification for mobile
below connectivity exists.

54 55
 Sl. Level Reimbursement Remarks INCENTIVE SCHEME
No. of telephone Incentive Scheme encompasses the following four components:—
expenses
a) Business Performance Incentive (BPI)
4 Executives Executives (including Documents of owner- b) Operating Cost Incentive (OCI)
not GETs/MTs) who are ship of mobile connec-
c) Production Output Incentive (POI)
covered using mobile phones tion and one time certi-
d) Direct Production Incentive (DPI)
under Sl. in the discharging of fication that average
No. 1 to 3 official duties are paid mobile phone expenses The four components of Incentive, their objective and entitlement,
above maximum of Rs.250/- is not less than Rs250/- broadly defined for employee categories, are :
pm. pm is required. Incentive Objective Entitlement
Component
Attendance Bonus : BPI
(Business Equal to or more All employees 100%
The rates of Attendance Bonus as applicable for Non-Executives
Performance than 100%
are as under :—
Incentive) MOU target
Slab Rates (Rs. OCI
per month) (Operating Threshold 104% All employees 100%
Not a single day of absence in a calendar 250 Cost of last year cost (Except employees
month Incentive) per unit output at HO and other
offices)
Absence for one day in a calendar month 150
POI
on authorized leave
(Production Threshold 80% a) Production,
More than one day’s absence on autho- 75 Output of MOU target Maintenance &
rized leave in a calendar month Incentive) Technical Services 100%
Unauthorized absence/Absence on With- Nil b) Services
out Pay even for one day in a month —Stores 75%
c) General Services
—Industrial Timing 50%
Washing Allowance :
d) General Services
The rate of washing allowance paid to Non-executives who are —Office Timing 33%
issued liveries is as under :— DPI
(Direct Reward a) Direct
Category of workmen Rate (Rs. per month) Production Individual/ Production 100%
Nursing and Para Medical 120 Incentive) Group Production b) Production
Others 80 performance Support —
as per IE Direct 2/3 of (a)
Standards/Design c) Production
Capacity. Support —
Threshold is 80% Indirect 1/2 of (a)
performance for d) General
group Services Nil
56
57
 EXECUTIVE PERFORMANCE APPRAISAL SYSTEM For Executives at
the level of :
The Executive Performance Appraisal System is used to assess the
performance of executives. E-1 to E-4 E-5 to E-8
The objectives of the system are : A. JOB PERFORMANCE Weightage Weightage
FACTORS
To integrate individual executives roles & goals with those
1. Quantity of output 5 4
of organizations objectives through a process of
performance linked assessment. 2. Quality of output 5 4
3. Cost/time control 5 4
To distinguish between different levels of performance on
relative basis and to identify executives with potential to 4. Job knowledge and skill 5 3
grow in the organization. B. MANAGERIAL ABILITY
FACTORS
To identify the training and developmental actions to be
taken to enhance the performance of executives. 5. Planning and Organizing 2 3
6. Problem Analysis and Decision 2 3
To increase awareness of tasks/targets and the respon-
making
sibility of executives to ensure fulfillment of the same.
7. Managing Human Resources 2 2
The appraisal process consists of the following stages :
8. Lateral Coordination 2 2
A : Self Appraisal
9. Team Building 1 2
B : Performance Review and Planning
10. Communication Skill 1 1
C : Performance Assessment
11. Conceptual Skill – 1
D : Development Plan
E : Final Evaluation and Grading 12. Managing change – 1

The reporting and reviewing officer assess the specified Job The existing Performance Appraisal System provides for 150
performance and Managerial ability factors on a five point rating marks which have been divided into two parts viz. 50% for the
scale ranging from a maximum of 5 (ie. outstanding) to a minimum reporting officer/officers and 50% for the reviewing officer.
of 1 (ie. poor). There are ten factors of Performance assessment for Based on the total marks secured out of 150, the executive is
executives in the level of E1 to E4 and twelve factors for executives rated on the following scales :–
in the level of E5 to E8. Each factor has been assigned weight to
Ratings Total Remarks
indicate its importance in the overall assessment. Factor score is
Appraisal/
arrived at by multiplying the scale point tick marked with the
factor score
assigned weight of the factor ie. Factor score = Scale point tick
marked x Weight. The aggregate of factor scores will be the total Outstanding 131 to 150 Exceptional overall
appraisal score. The assessment factors and corresponding performance. Distinctly
weightage are given in the table below: stands out compared to
others.
Very good 106 to 130 Overall Performance of high
standard. Better than
majority.

58 59
 Ratings Total Remarks Group I :
Appraisal/
For Technical Posts Degree in Engineering/
factor score
Technology with appropriate
Good 76 to 105 Satisfactory overall statutory qualifications.
performance. Meets the job
For Non-Technical Posts University Degree with
requirements.
appropriate professional
Fair 41 to 75 Performance barely qualifications
adequate. Requires
For General Duty Medical Degree in Medical Science
improvement in certain
Posts
areas.
For specialist Medical Posts Degree in Medical Science with
Poor 1 to 40 Performance inadequate
Post Graduate degree of
and well below acceptable
Specialization.
standards.
R & D Posts in Analytical Post Graduate Degree in
Final Grading is given by Review Committee. Laboratories Chemistry
For posts in Geology Cadre Post Graduate Degree in Geology
ANNUAL ASSESSMENT OF NON-EXECUTIVES
Non-Executive employees are assessed by their reporting officer Group II :
through a stipulated annual assessment proforma.
For Technical Posts Recognized Diploma in
Non-Executives are assessed with reference to factors like Engineering/Technology
initiative, job knowledge, efficiency in work, safety, quality of Or
work, devotion to duty, discipline, dependability, integrity, A degree in Science with
attendance, punctuality, work habits, knowledge of rules and appropriate statutory
procedures, inter-personal relationships, etc. Comments on qualifications
integrity, defects in character like insobriety, indebtness etc.
For Non-Technical Posts A Recognized Diploma in
which militate against efficiency, outstanding work, suitability
Engineering/Technology
for promotion etc also form an integral part of non-executive
Or
assessment system. The assessment made by the Reporting
University Degree in Arts/
Officer is reviewed by the Reviewing Officer.
Science/Commerce
Or
EXECUTIVE PROMOTION Pass in Intermediate Examination
Your Company offers growth opportunities to its employees of the Institute of Chartered
consistent with their Seniority, qualification, performance and Accountants or Institute of Cost
growth potentials. and Works Accountants.

Executives are classified into three groups for determining the

qualifying period of service for promotion.

60 61
Group III : The recommendations of the Departmental Promotion Committee
are subject to the approval of the appointing authority.
Posts in Mining and Matriculation with Foreman/
Survey Cadres Mines Surveyor Certificate of Persons selected for promotion are arranged in order of their inter-
Competency under MMR se seniority in the grade from which they are promoted. However,
in exceptional cases, where a selected person is assessed to be so
Other Technical and Matriculation and qualified in
outstanding as to deserve special consideration, the DPC may
Non-Technical Posts prescribed departmental tests.
place him in higher position vis-a-vis his seniors.
Promotion of executives is considered as per the approved channels Time Scale Promotion :
of promotion in accordance with the cadre scheme indicated in the
HCL (Recruitment & Promotion) Rules for Executives. An Executive of E1 level belonging to Group I will be entitled to
be promoted to the E2 level on completion of 4 years service at
Prescribed Length of Service in the lower grade for promotion
E1 level, subject to satisfactory performance records. Time scale
to the next higher grade :–
promotion is confined to Group-I executives only.
Length of service (in yrs) in lower grade
for promotion to higher grade Seniority :
Groups E1 E2 E3 E4 E5 E6 Seniority is determined by the merit order in which recruitment
I 3 3 3 3 3 3 or promotion is made to any category of posts, provided the
II 3 4 5 6 NA NA executive recruited or promoted joins within 120 days from the
III 5 6 NA NA NA NA date of issue of appointment or promotion letter. If the executive
joins later than 120 days, seniority will be effective from the date
In exceptional cases, outstanding performers in Group-II and III of his joining the post.
can be considered for promotion upto E5 and E3 respectively Where more than one executive is recruited/promoted
with the approval of the appointing authority. simultaneously for the same category of posts, their relative
rating in the panel determined by the Selection Committee/
Departmental Promotion Committee (DPC) : Departmental Promotion Committee will determine their inter-se
DPC is constituted by the appointing authority for posts to be seniority.
filled in by promotion and normally consist of at least three Executives upto E4 level who complete 10 years of service and
Executives of appropriate status and rank in relation to the posts 48 years of age are given the next higher scale of pay which is
to which promotions are being considered. The basis of treated as personal to him on the basis of their satisfactory
promotion is “Merit with due regard to seniority”. Merit is performance records. However, on such placement there is no
judged by the DPC on the basis of the Executive’s past
change in his existing designation.
performance, records etc.
For determining the suitability of Executives for promotion, DPC PROMOTION POLICY FOR NON EXECUTIVES
considers :— Separate Recruitment and Promotion Rules are applicable for
a) Qualifications Non-Executives posted at the following Units/Offices of the
b) Length of service and quality of experience Company :—
c) Service records and Annual Performance appraisals a) Khetri Copper Complex
d) Reports of the Chief Vigilance Officer, if any b) Indian Copper Complex

62 63
 c) Malanjkhand Copper Project The scale of pay on placement as per the Service Linked
d) Head Office Promotion Scheme will be granted as personal to him. The grant
e) Delhi Office of personal scale of pay will not lead to any change in designation.
Promotions are based as per the guidelines and norms provided INTER-UNIT AWARDS SCHEME
in the Recruitment and Promotion Rules and after due approval
of competent authority. Objectives :
The objectives of the HCL Award Scheme are :—
SERVICE LINKED PROMOTION SCHEME/SERVICE LINKED
To induce team spirit amongst all employees of Units of
ADVANCEMENT SCHEME FOR NON-EXECUTIVES
the Company.
Objective : To remove the feeling of stagnation and foster To bring in a sense of competitiveness amongst all
motivation.
employees and the teams.
Service Linked Advancement Scheme : To encourage inter-unit competitiveness in various areas
of activity.
A Non-Executive who has completed eight years of service in a
particular scale of pay is placed in the next higher scale of pay To reward the best performing Unit in the areas of
which is granted to the non-executive as personal to him. The Productivity including Safety, House keeping, Industrial
grant of personal scale of pay will not lead to any change in Relations, Energy, Environment and Ecology aspects.
designation. On placement in the next higher scale of pay, the The best performing unit in a given financial year is judged by
non-executive will retain his seniority in the post held by him in a Committee of Judges constituted by Chairman cum Managing
the previous lower scale of pay. Director on the following parameters :—
Production and Productivity
Service Linked Promotion Scheme :
Safety
A Non-Executive whose channel of promotion is to the
House keeping
immediate next higher scale of pay to which he may normally
be eligible for promotion as per R & P Rules and has completed Industrial Relations
eight years of service in the same scale of pay is eligible for being Environment and Ecology
placed in the next higher grade. The award can also be shared between more than one unit in a
A Non-Executive who, as per channel of promotion, gets two particular financial year, depending upon performance.
scale jump is eligible for being placed in the next higher scale of Criteria and Weightage :
pay to which he may normally be eligible for promotion as per
the R & P Rules if he has completed nine years of service in the Areas Weightage Marks
same scale of pay. 1. Productivity 80% 160
A Non-Executive who, as per channel of promotion, gets more 2. Safety 10
than two scale jump is eligible for being placed in the next higher 3. House Keeping  10

scale of pay to which he may normally be eligible for promotion 4. Industrial Relations 20% 10
as per R & P Rules on completion of ten years of service in the 5. Environment &  10 (5 + 5)
same scale of pay. Ecology 
Total 100% 200
64 65
A separate inter-unit Award Scheme has been introduced for who in turn would try to resolve the grievance within two
‘Progressive use of Official Language’. working days.
2. If not satisfied the workman may submit his grievance in
QUALITY CIRCLES writing in prescribed form to the head of the department.
Renewed emphasis is given to the Quality Circle activities for The receipt of the grievance will be acknowledged. The
harnessing the inherent creative talent of our work force called departmental head arranges for a joint discussion with a
for introduction of novel Motivational schemes to not only representative of HR department. The aggrieved workmen
encourage formation of new circles but also to seek committed may be assisted by a co-worker, if he so desires. The
participation on a continuous basis in QC activities. decision of the departmental head will be communicated
within 10 working days from the date of submission of the
WORKMEN’S GRIEVANCE PROCEDURE grievance.
Your Company continuously strives to create and sustain a 3. If the workman is not satisfied with the reply of the
grievance free climate in the organization. Yet for redressal of Departmental head, he may submit the grievance in the
grievances, readily accessible machinery is available for prompt prescribed form to the Chairman of the “Grievance
redressal of the same. Committee.” The receipt of the grievance will be
acknowledged. The Grievance Committee comprising the
Objectives : Unit Head (Chairman of the Committee), representative of
1. To provide an opportunity to have a direct dialogue HR department (Secretary of the Committee),
with the supervisors for prompt redressal of their day- representative of the Recognised Union and the aggrieved
to day grievances in order to promote harmonious workman (who may be assisted by a co-workman of his
industrial relations. choice) will discuss and decide the issue and
communicate its decision to the workman within 15
2. To provide a multi–level mechanism for settlement of working days.
individual grievances.
Unanimous recommendations of the Grievance
3. To settle individual grievances at the lowest level of the Committee will be implemented by the Management
mechanism as far as practicable in the interest of its under intimation to the concerned workman. However,
expeditious disposal. if the recommendations of the Grievance Committee is
not unanimous, the Committee will refer the grievance
Scope :
along with record note of discussion to the Head of the
Matters outside the scope of grievance procedure :– Project under intimation to the concerned workman.
a) collective bargaining such as wages, allowances, bonus, 4. On receipt of the grievance and other related papers from
hours of work and other benefits etc. the Grievance Committee, the Head of the Project will
b) cases of grievances arising out of discharge and dismissal, decide the issue within 15 days from the reference of the
c) individual grievances relating to punishment as a result of grievance to him by the Grievance Committee. The
disciplinary action against the workman. decision of the Head of the Project will be final.
Note: In case the grievance is against the immediate supervisor or
Procedure : the Departmental Head, the reference of such grievance is
1. An aggrieved workman in the first place may present his automatically forwarded to the next higher stage.
grievance verbally in person to his immediate supervisor,

66 67
 SRIJAN - EMPLOYEES’ SUGGESTION SCHEME Nature of Savings Award
The scheme intends to recognize involvement, creative thinking Savings which are of a recurring 10% of the first year’s annual
and problem solving skills amongst employees and reward their nature and are likely to benefit savings subject to maximum
useful suggestions in improving productivity and production, the Company for the time to of Rs.20,000/- and minimum
quality of products and services, reduction of wastage and costs, come of Rs. 1000/-.
etc. Savings which are of one time 10% of the savings subject to a
nature maximum of Rs 10,000/- and
All employees of the company including trainees & apprentices
minimum of Rs 500/-
can make suggestion under this scheme.
Suggestions which add value Maximum of Rs 1000/- per
Suggestions in the following areas are not included/entertained but not in monetary terms suggestion.
under the scheme :
a) Subjects that are within the scope of collective bargaining. The Suggestion Committees for the Units and offices (which will
also include Regional Offices) will comprise of the following
b) Personal grievances and other matters that can be members :
considered through grievance procedure.
(a) Units Members of the
c) Welfare facilities and recreational program.
Suggestion Committee
d) Matters of legal interpretation, Government policies or HOD (Operations Department)
directives and such other issues that are outside the scope HOD (Maintenance Department)
of the Management. HOD (HR)
e) Duplication of Suggestions already received and HOD (Finance)
considered. HOD (Safety)
HOD (IE)/Mgt. Services – (to be
Suggestions which are found as implementable by the the Secretary)
suggestions committee will be rewarded with a token award of
Rs 200/-. (b) Corporate and Head of Operations Department.
If suggestions are made by a group of employees the reward will Regional Offices Head of Finance
be equally distributed amongst them. Head of HR
Head of IE (to be the Secretary)
Competent authority to approve awards will be Unit head for
suggestions implemented at the Unit level and Director The decision of the Suggestion Committee is final and no appeal
(Personnel) for suggestions implemented in Corporate level/ is entertained. The decision regarding acceptance or rejection of
Regional Office. suggestion will be informed by the Secretary of the Suggestion
Committee.
After implementation of the suggestion the unit/corporate level
suggestion committee will recommend cash award at the Assistance :
following rates based on the quality and importance of the
Necessary assistance in the shape of discussions, drafting,
suggestion and the savings generated :—
drawing or sketching etc. is provided by the office of the
Secretary, Suggestion Committee to illiterate and semiliterate
suggestor.

68 69
Publicity/Recognition : Permission for undertaking foreign visit :
a) The Unit level Committee evaluates the best suggestion for Employees who propose to visit abroad whether on official work
the respective unit during the year and recommend to the or private reason or for tourism purposes are required to obtain
Corporate office. The best suggestion for each unit is prior written permission of the Chairman cum Managing
awarded by CMD on the Foundation day (9th November). Director through proper channel for going abroad.
b) Photographs of Individual/Group Award winners is While seeking such permission, the employee is required to
displayed on the Notice Board and published in House furnish the following details :–
Magazine. a) Country/Countries to be visited
c) Commendation or appreciation letter or Certificate of Merit b) Source of income to meet the expenses of to and fro travel
for outstanding suggestion (in addition to cash awards) is and other expenses
issued to individual/group award winner and a copy of c) Duration of the visit
the same is kept in the personal file.
d) Whether leave has been sanctioned by the Competent
d) The unit where maximum number of suggestions as Authority.
percentage of total manpower is received in comparison to
other units will be suitably recognized.
RETIREMENT
FORWARDING OF APPLICATION FOR OUTSIDE
Under the existing service conditions of the Company you will
EMPLOYMENT retire on superannuation on the close of the last day of the
For personal reasons, if an executive is looking for employment month in which you complete the age of 60 years except
outside the organization, his application can be forwarded as however, for those born on the 1st day of the month, who will
per the conditions given below : retire on the previous day.

a) Two applications will normally be forwarded during a Your long association with the Company is always cherished.
calendar year. After being formally intimated of the date of retirement you may
b) Applications of Executives belonging to SC/ST start filling in the prescribed forms for timely settlement of dues.
communities will be readily forwarded in accordance with
the Government instructions in the matter. Retirement benefits on superannuation :
c) Applications for outside employment will be forwarded 1. You will be eligible to encash Half Pay Leave/Half Pay
only if they are in response to press advertisements/ Sick Leave (converted into full pay leave) at the time of
employment notice inviting such applications. retirement from the service of the Company on attaining
d) Applications for outside employment of executives who the age of superannuation subject to the condition that the
are on probation will not be forwarded during their total number of days of Earned Leave and Half Pay Leave/
probation. Half Pay Sick Leave (converted into full pay leave) taken
together does not exceed 300 days.
e) Forwarding of application of all executives for outside
employment is routed through Corporate HR department.

70 71
 2. Full provident fund contribution of the Company along ACKNOWLEDGEMENT
with matching contributions and interests accrued on the
whole. Information is power. On this premise, the thought of developing
an HR Policy Guide Book was conceived.
3. Gratuity upto a maximum limit of Rs 3,50,000/- calculated
This handbook is however, illustrative and does not intend to
@ 15 days salary (Basic Pay + DA) for each completed
replace or substitute the basic detailed policy documents on the
year of service or part thereof in excess of 6 months. For
various areas covered in the guide book. For details, the employees
every completed year of service in excess of 30 years,
may refer to the HRM Manual and policy Circulars on the relevant
Gratuity is calculated at the rate of one month’s salary/
subjects or consult HR Department.
wages last drawn (Basic Pay + DA) subject to the
condition that the maximum amount of gratuity does not Though long overdue, this HR Handbook would be of tremendous
exceed Rs. 3,50,000/- utility in the ease and clarity with which our employees can have
access to the salient points of almost all HR rules or policies.
4. Permission to retain the Company’s quarters for a period
My sincere gratitude to Shri D. Satapathy, our Director (Personnel)
of 2 months from the date of retirement on normal rent.
for his constant guidance and support to us in this endeavour.
5. Travelling Allowance for self and family for proceeding to I would also like to thank Shri P K Sinha, General Manager, KCC,
home town, Dislocation Allowance and Transfer Grant, Shri D N Verma, DGM(H&A), ICC, Shri B P Bhattacharya,
actual transportation charges of personal effects and DGM(HR), Head Office, Shri J P Soni, DGM(H&A), MCP, Shri
vehicle as per last entitlement after submission of the final Kamlesh Soni, AGM(HR), Head Office, Shri S K Bose,
TA claim to the company. Retiring employees are not AGM(OD&IE), Head Office and Shri K Rajasekharan, Sr. Manager
entitled to payment of any advance against TA for self and (HR), TCP – who have all made valuable suggestions on the draft
family and payment of transportation charges for personal of this HR Policy guide book.
effects. Compiling a summary of HR policies and rules of the company
[Employees whose permanent residence falls within a is an onerous task. In this connection, my appreciation goes to
radius of 20 Kms are not entitled to transfer TA on Shri Abhijit Ghosh, Sr. Manager (HR), Head Office for his efforts
superannuation] in the compilation of the HR guide book and giving it a final
shape.
6. After retirement, you and your spouse can continue to
Appreciation are also for Shri J M Mishra, Asstt Manager (Sectt.-
receive medical benefits at any of the Company hospitals
OL), Head Office and Shri V P Pandey, Asstt Manager (OL),
at Ghatsila, Khetri and Malanjkhand.
Head Office for their involvement in the translation of the text in
Hindi.
An employee on his retirement is presented with a Copper Plate
Though this is the first endeavour of its kind in the Company,
and a group photograph with his colleagues while bidding
I hope that this handbook would be of immense use to all our
farewell to the retiring employee. employees. I would seek valued suggestions from our employees
which will be useful inputs to us for further improving on the
future editions of this Handbook.

(P S Bhattacharjee)
General Manager (H&A)

72 73