HR SNAPSHOTS

PE 2022
CORE BENEFITS
Scale VII: Rs.99835-2685(2)-105205-2880(1)-108085-3150(1)-
PAY SCALES
CLASS I

111235-3265(4)-124295 (6 stages)
Scale VI: Rs.89095-2685(8)-110575 (6 stages)
Scale V : Rs.79605-2300(3)-86505-2590(6)-102045 (6 stages)
Scale IV : Rs.65805-2300(9)-86505 (8 stages)
Scale III :
Rs.53725-1610(1)-55335-1745(6)-65805-2300(4)-75005 (12 stages)
Scale II Rs.44065-1610(7)-55335-1745(6)-65805 (14 stages)
Scale I Rs.32795-1610(14)-55335-1745(4)-62315 (19 stages)
CLASS II
DO Gr I: Rs.23075-1445(8)-34635-1495(9)-48090-1570(2)-
51230-1610(4)-57670
DO Gr II: Rs.15650-1030(3)-18740-1175(4)-23440
 Stagnation Increments:
An addl. increment payable to an officer

✔ Who has reached the max. of his scale of pay

for every 3 completed years of service after reaching such maximum,
✔ Equal to the last increment drawn by him:
Scale I- Maximum of 3 such increments
Scale II- Maximum of 5 such increments
Scale III- Maximum of 2 such increments
Scale-IV and above: NIL
Do Grade I -Maximum of 3 such increments
Sr. Asstt/Steno - Maximum of 6 such increments

❖ For Asstt’s- Maximum of 7 such increments, every 2 years.

❖ For RC and sub-staff: ACPS (Assured Carrier progression scheme) is there.

NB: Stagnation increment is to be released subject to satisfactory performance

appraisal and vigilance clearance. Releasing authority is RO in-charge.
PAY SCALES & STAGNATION INCREMENTS OF
CLASS III/IV EMPLOYEES
Sr. Asstt./Steno:
Rs.20,210-1445(4)-25,990-1610(15)-50140
Assistant/TYPIST/TELEPHONE OPERATOR/RECEPTIONEST :
Rs.14,435-840(1)-15,275-915(2)-17,105-1030(5)-22,255-
1195(2)-24,645-1455(3)-29,010-1510(2)- 32030-1610(5)-40,080.
Record Clerk:
Rs.13,380-580(2)-14,540-620(5)-17,640-665(1)-18305-745(2)-
19,795- 820(3)-22,255-915(5)- 26,830-1015(9)-35965.
Driver:
Rs.13,380-580(2)-14,540-600(14)-22,940-665(2)-24,270-745(9)-
30,975.
Sub-staff:
Rs.11660-475(5)-14035-505(8)-18075-600(1)-18,675-602(2)-
19,915-745(9)-26620.
 DEARNESS ALLOWANCE

✔ Based on the All India Average Consumer Price

Index for Industrial Workers (In the series 1960 =
100 ) as published in the Indian Labor Journal or
the Gazette of India on quarterly basis for every
four points rise or fall.
Rate of DA: 4708 point-----0.10% of Basic pay
 HOUSE RENT ALLOWANCE (HRA)
Sl.No Place of posting Rate per month Rate per month Rate per month
(1) (ClS I) (ClS II) (ClS III/IV)
.
(2) (3) (4)

1.(A) Cities of Mumbai, Navi 10% of pay subject 10% of pay subject 10% of pay subject
Mumbai, Kolkata, New to maximum of to maximum of maximum of
Delhi, Faridabad, Rs.5,320/- per month Rs.5,320/- Rs.5,320/- per month
Ghaziabad, NOIDA, per month
Gurgaon, Chennai,
Ahmedabad,
Hyderabad,
Bengalaru, Pune ,
SURAT
TOTAL CITY =13

2.(B) Cities with population 8% of pay subject to 8% of pay subject to 8% of pay subject to
exceeding 12 lacs maximum of maximum of minimum Rs.1000/- &
except Rs.4,490/- Rs.4,490/- maximum of
the cities mentioned at Per month Per month Rs.4,490/-
serial number 1, Per month
Gandhinagar and all
cities
in the State of Goa.
TOTAL CITY =30

3.(C) All other places 7% of pay subject to 7% of pay subject to 7% of pay subject to
maximum of maximum of minimum of Rs.950/-
Rs.4,320/- per month Rs. 4,320/-- per maximum of Rs.4,320/-
month per month.
 CITY COMPENSATORY ALLOWANCE (CCA) 01/08/2012
Sl. Place of posting Rate per month Rate per month Rate per month
No. (1) Metro cities (ClS - I) (ClS II) (ClS III/IV)
(3.1) (3.2) (3.3)

1. Cities of Mumbai, Navi Mumbai, 3% of pay subject 3% of pay subject 3% of pay subject to
Calcutta, New Delhi, Faridabad, to a maximum of to a maximum of maximum of
Ghaziabad, NOIDA, Gurgaon, Rs.1330/- per month Rs.1125/- per Rs.1055/- per month.
Chennai, month.
Ahmedabad, Hyderabad,
Bengaluru,
Pune & Surat
TOTAL CITIES= 13
2. A class Cities with population 2.5% of pay subject 2.5% of pay subject 2.5% of pay subject
exceeding 12 lacs, Gandhinagar to a maximum of to a maximum of to maximum of
and all Rs.1265/-per month Rs.1040/- per month Rs.990/- per month.
cities in the State of Goa.
TOTAL CITIES: 30
3. Cities with population of 5 lacs 2% of pay subject 2% of pay subject 2% of pay subject
and to a maximum of to a maximum of to maximum of
above but not exceeding 12 lacs, Rs.9,80/- per month Rs.910/- per month Rs.850/- per month
State
capitals with population not
exceeding
12 lacs, Chandigarh, Mohali,
Panchkula, Pondicherry, Port Blair.
TOTAL CITIES: 63
All Other Cities C Class
 TRANSPORT ALLOWANCE
01/08/2012
• For Class I Rs.1330/- per month
• For Class III/IV Rs.460/- per month
• DEV.OFFICERS as per their Non-core
scheme (SPI-with car/without car)
 GRADUATION ALLOWANCE (For Assistants)
01/08/2012

Case – I
• Assistant is a Graduate of a recognized University on or after the 1/1/73 but before
the 1/8/2007 and not reached the max of the scale, shall be granted two increments
in the scale with effect from the publication of results of the examination, or 1st day
of the month following the publication of this Scheme, or the date of appointment in
the scale of Assistant, whichever is later.
• Provided that he has not already received graduation increment or qualification pay
for having qualified as such graduate or any advance increment on appointment,
otherwise than by way of protection of emoluments for Ex-servicemen.
• Provided that if an employee entitled to increments for
graduation is drawing Basic Salary of Rs 38470/-, only one
increment for graduation shall be granted to him/her.
Case – 2
• An employee in the scale of Assistant who has qualified as a
graduate from a recognized University before the 1st day of
August, 2007 and has reached the maximum of the scale shall be
paid revised Graduation Allowance with effect from the 1st day of
August, 2012, as per column (2) of the table below :-
Stage Revised Graduation Allowance per month
with effect from 01-08-2012
(1) (2)

One year after reaching the maximum of Rs.565/-

the scale
Two years after reaching the maximum of Rs.1000/-
the scale
 FIXED PERSONAL ALLOWANCE (FPA)
01/08/2012
Sl.No. Employee in the scale Revised F.P.A.
of pay as on 1.11.1993 (in Rs.)
(1) (2) (3)
1. Scale VII 3265
2. Scale VI 2865
3. Scale V 2590
4. Scale IV/III 2300
5. Scale II/I 1745
6. Development Officer Gr. I 1610
7. Development Officer Gr. II 1175
8. Sr. Assistant/Steno/Assistant etc. 1610
9. Record Clerk (if already there) 1015
10. Driver/Other Subordinate Staff 745

Note: The revised FPA shall qualify for any benefit such as HRA, PF or terminal
benefits including gslip, staff mediclaim. It is applicable only for employees
joined the company on or before 01-07-2000.
 HILL STATION ALLOWANCE 01/02/2016
Sl. No. Height of place of posting Rate for Class I Rate for Class II Rate for Class III/IV
(1) (Above Mean Sea Level) (3) (4) (5)
(2)
1 1500 meters and over. 2.5% of pay subject 2.5% of pay subject 2.5% of pay subject
to a maximum of to a maximum of to a maximum of
Rs.765/- per month Rs.615/- per month Rs.615/- per
month
2 1000 meters and over but less 2% of pay subject to 2% of pay subject 2% of pay subject
than 1500 meters. a maximum of to a maximum of to a maximum of
Rs.615/- per month Rs.485/- per month Rs.485/- per
month

3 Not less than 750 meters and 2% of pay subject to 2% of pay subject 2% of pay subject
surrounded and accessible a maximum of to a maximum of to a maximum of
only through hills with a Rs.615/- per month Rs.485/- per month Rs.485/- per
height of 1000 meters and month
over
 KIT ALLOWANCE wef 01/02/2016

•Payable to Class I and III/IV employees if they are transferred

to a hill station where HSA is paid.
•Rs 6,000/- (One time) for officers and Rs.1500/- for Class III/IV
employees.
The Kit Allowance shall not payable:
✔For transfer from one hill station to another
✔To Class III/IV employees, if the same was drawn any time
during the preceding three years.
✔Not payable to Dev. Officers Grade I & Grade II.

Paradeep Port Allowance

✔Rs 185/- per month shall be paid to confirmed
employees of all classes and cadres, as long as he/she
is posted in the company’s office in Paradeep port.
✔This allowance shall not be treated as Basic salary for
any purpose.
Allowance for Technical Qualifications for
Class II & III/IV employees:(01/08/2012)
Sl. Examination Allowance for Technical
No. Qualification per month (in Rs.)
(1) (2) (3)
1 i) LIII or LCII 340
ii) AIII or ACII 925
iii) FIII or FCII 1550
2 Institute of Actuaries: On passing each subject 340
3 Institute of Chartered Accountants or Cost and
Works Accountant:
on completion of
i) Intermediate Examination 665
ii) Final Group A or Group B 1135
iii) Final Group A & Group B 1550

4 On completion of MBA from a recognized 1550

(by UGC) (this is applicable only to Class III & IV
University or Institution employees)
(AICTE Approved course)
Functional Allowance payable to Class III/IV employees(01/08/2012)

Sl. Cadre-Functions Amount (in Rs.)

No.
1 Subordinate Staff engaged in either as Key Holder or for carrying 700
cash to or from Bank, as his regular and main function, where the
amount of cash carried during a calendar month is ordinarily
Rs.25,000/- or more

2 Other Subordinate Staff working as Liftmen, Machine Operators, 165

Head Peons, Jamadars, Daftaries, AC Plant Operators and Heavy
Vehicle Drivers, who were assigned these functions before
1.1.2006

3 Assistant (Sr. Assistant in the event of non-availability of Assistant) 1500

engaged in handling cash in an office, as his regular and main
function, where the amount of cash transaction during a calendar
month is ordinarily Rs.25,000/- or more

4 Telex Operators, Punch Card Operators, Unit Record Machine 60

Operators and comptists, who were assigned these functions
before 1.1.2006
5 Stenographers to CMDs, Scale VII & VI and equivalent positions 75

6 Employees performing the functions of Audit Assistants 850

 CONVEYANCE ALLOWANCE TO PH EMPLOYEES
•With effect from 01.01.11, payable to Blind and orthopedically
handicapped employees of all classes @ Rs.400/- p.m. With
effect from 01.08.14, this benefit has been extended to Deaf and
Dumb employees also.
•An employee shall be eligible for conveyance allowance if he/she has a minimum
of 40% permanent/partial disability of either upper or lower limits or 50%
permanent/partial disability of both upper and lower limbs together
•An employee shall be deemed to be blind & eligible for conveyance allowance
when his/her vision is less than 3/60 or field vision is less than 10 in both eyes.

•The Conveyance Allowance shall be payable from the date of recommendation of

the Appropriate medical authority.
•The employees concerned should apply to HO or his/her R.O. through proper
channel for the grant of this conveyance allowance.
•This Conveyance Allowance shall be payable to all categories of orthopedically
handicapped/blind/deaf/dumb employees who are not otherwise eligible for
conveyance facilities under any other rules of the Company.
•The Conveyance Allowance shall not be payable during any period of leave
(except CL), joining time or suspension.
NON CORE BENEFITS
 LEAVES
(CANNOT BE CLAIMED AS MATTER OF RIGHT—PRIOR SANCTION REQUIRED)

Casual Leave (CL) 12 days (can avail 5 full days of CL at a stretch & Half day CL {1st half or 2nd half} can be availed max.
6 times in a year). Further intervening holiday{s} & Saturdays/Sundays falling between two CLs
would not be counted as CL. 1 day CL without prior sanction can be availed.

Restricted Holiday 2 days (this can be selected by each employee from a list of Restricted Holidays provided at the
beginning of each year.
Earned Leave (EL) 33.2/11 days (on every 11 working days 1 day accrued) Max. accumulation – 240 days, 270 days w.e.f
13-09-17. It cannot be clubbed with Casual Leave. It can be sanctioned for minimum 6 days and
maximum 120 days. Encashment only upto 240 days. 15 days advance application is required.

Sick Leave (SL) 30 days on half pay basis are accumulated at the end of every year Maximum accumulation – 240
days (h/p). Half day SL only in second half.
Maternity Leave Maximum 180 days for each confinement, max 2 occasions during entire service period
may be allowed to female employees, having less than 3 living children. The spread of
leave may be between pre-natal and post-natal periods as per the convenience of
the employee.
Examination Leave (For It is granted for the day of the examination irrespective of the examination is in the forenoon or
I.I.I. ICAI, ICWAI, CII. afternoon (max. 2 leaves per paper for III). Cannot be clubbed with SL or ML or QL.
Special Sick Leave 180 days (half pay basis only) for suffering from any of the major 9 diseases of cancer, leprosy, T.B.,
paralysis, brain tumor, cardiac ailment, kidney disease, AIDS and mental disease.
Adoption Leave Maximum two months leave or till the adopted child reaches the age of one year, whichever is
earlier, may be granted for adoption of a child through legal process, only once during service career
and for one child only.
Paternity Leave • Male employees having less than 2 surviving children, not exceeding 15 days
• Availed during period of confinement of his wife (15 days before-6mnths after DOD /adoption of
child below age of 1 year from date of adoption.
• Combined with any leave other than CL.
CONJUNCTION/CONTINUATION RULES:
(1) Casual Leave in continuation of or in conjunction with Examination Leave,
Quarantine Leave or Leave on Loss of pay.
(2) Earned Leave in continuation of or in conjunction with Sick Leave, Maternity
Leave, Examination Leave, Quarantine Leave, or Leave on Loss of Pay;
(3) Sick Leave in continuation of or in conjunction with Earned Leave, Maternity
Leave, Quarantine Leave or Leave on Loss of Pay;
(4) Maternity Leave in continuation of or in conjunction with Earned Leave, Sick
Leave, Quarantine Leave or Leave on Loss of Pay;
(5) Examination Leave in continuation of or in conjunction with Casual Leave,
Earned Leave, Maternity Leave, Quarantine Leave or Leave on Loss of Pay;
(6) Quarantine Leave in continuation of or in conjunction with Casual Leave,
Earned Leave, Sick Leave, Maternity Leave, Examination Leave or Leave on Loss of
Pay;
(7) Leave on Loss of pay in continuation of or in conjunction with any other type of
leave.
No leave of any kind can be granted to an employee during the notice period
while tendering resignation from service or opting for VRS. In case he/she availed
leave during notice period he/she may be treated as LOP. However, grant of
proportionate casual leave may be considered
 SPECIAL LEAVES
Sl. No. Reason/Purpose Maximum No. of days Remarks
that can be allowed
1 For undergoing vasectomy or salpingectomy 6 days Items 1, 2 & 3 are family
operation for family planning purpose. planning related
2 To a female employee for undergoing puerperal 14 days
and non-puerperal sterilization for family planning
purposes
3 To a female employee for I.U.C.D. insertion for 1 day
family planning purposes.
4 For camp duties by employees who have been 15 days in a year
permitted to join Home Guards Organization. Or
Territorial Army
5 For invigilation work at an insurance examination 3 days at a time subject to
conducted by the Insurance Institutes of India, a maximum of 7 days in a
Mumbai, Chartered Insurance Institute London, year
Institute of Actuaries, London, and any other bodies
conducting insurance examinations,
6 For participation in a representative capacity in a 30 days For both these occasions
National or an International event in sports; the total limit would be 30
7 For participation as a duly sponsored candidate of 10 days days
the Company in any important local event in sports
8 For willing and fit employees if unable to attend Actual No. of days
office due to operation of law, e.g., the imposition of
curfew either in the area of his residence or in the
area where the office is situated.
Sl. Reason/Purpose Maximum No. of days Remarks
No. that can be allowed

9 For participation in the Republic Day parade 25 days

at New
Delhi in a representative capacity.

10 For attending conference of III, Mumbai, Actual No. of days

including the No. of days spent on journey

11 Day of polling, if it is declared as a holiday 1 day Additional Paid holiday

by the State Government
12 For casting vote in his/her place of 1 day Special casual leave
residence, if the date of polling there is
different from the date of polling in the place
where the office is located
13 For doing polling duties including journey Actual no. of days
period, if any
14 For attending Coroner’s Court as jurors if Actual no. of days
they are required to attend the Court.
15 For the purpose of blood donation at a 1 day on each occasion, Special leave
recognized blood donation centre subject to maximum of
10 days in a year

16 For ex-serviceman to appear before the 15 days including

Medical Resurvey board for assessment of journey time, if any
their disabilities.
 Extra ordinary Leave for joining spouse on Foreign posting
• The Board in 359th meeting on 16.10.2015 has approved for extra ordinary
leave to employees whose spouse (working in GIPSA member Companies/GIC)
is on foreign posting, for the period of such posting of his/her spouse, if no
other leave is admissible to him/her. This leave shall be leave on loss of pay.
• If leave sought is beyond 180 days, CMD is authorised to grant such leave.

ADVANCE SICK LEAVE:

CMD authority. 180 days H/P. Once in entire carrier. To be adjusted against future SL accrual. For serious illness
not covered under 9 major illness. Gen: 50% is LOP and 50% is A SL.
LEAVE FOR LOSS OF PAY:
Max: 3 months in 1 occasion/180 days in entire service. If excess, action under CDA rules. If LOP> 1 month in 1
year, regular increment postponed accordingly. Normal remittance of SGMP/GSLIP will continue from his side..
STUDY LEAVE: CMD sanction. 1 year leave for further studies (1 year extension).
Without pay leave . Minimum 5 years of service eligibility.
 LEAVE ENCASHMENT
•Encashment of EL maximum 15 days may be availed of in a block
of two calendar years.
• No carry forward of block allowed
•Not required to avail 15 days of minimum EL leaves, can avail
lesser period. Salary on date on application is payable. It is taxable
in hands of employee.
•For all Cadres Even to Odd Year i.e. 2022-2023.

CALCULATION (Eligible salary/30 x 15

days)
Class I & II Class-III & IV
Basic Pay, FULL FPA & all other Basic Pay, FPA, DA,
allowances (DA, HRA, CCA) drawn by HRA & CCA are considered
the employee are considered All other allowances are EXCLUDED
EXCLUDING :Officiating/functional
allowance, transport allowance &
entertainment allowance
 TA & DA
(On Tour over 8 kms from outer ML excl UA limits)

• AC II tier train fare, to & fro, for Scale I.

• Scale 2 & 3 by Economy class Air fare for surface distance >1000 kms, else 2nd AC.
• Scale-4 & above: Air fare –economy class.
• Actual Conveyance expenses – residence to Airport, Railway/Bus Station & back, both at
Headquarters & place of tour.
• Incidental charges – If tour exceeds 12 hr., @ ½ of Halting Allowance applicable to ‘C’
Class cities for each journey i.e. outward & inward for DO and class-I officers only.
Otherwise 50% for same day return. (Rs 800 For scale1/2/3).
• Deputation: 180 days—full. Then half.
• Training: Max: 90 days HA. If no B&L, full rate. If either, 50%. If both-25%.
• Where free lodging is provided at the place of halt, ¾ of the Halting Allowance will be
admissible. Where free boarding is provided at the place of halt, ½ of the Halting
Allowance will be admissible. Where free lodging and free boarding are provided at the
place of halt, ¼ th of the Halting Allowance will be admissible.
 Officers in Scale II and III will be entitled for air travel while on tour and on transfer, if the distance involved, relating to
the said/subject travel, is more than 1000 kms. by surface distance as per the following details :-

1. By Air (Economy Class) provided the air fare does not exceed 125% of the entitled rail (Rajdhani/Duronto Express, if plying on the
route) fare, if the distance involved in not exceeding 1000 kms surface distance.

In case of travel by Steamer the Officers may travel by the highest class.

2. By Air (Economy Class), if the distance involved is more than 1000 kms.by surface distance.

3. Insurance protection for travel of official tour by Air :

1. Any officer travelling on official duty by Air may be allowed reimbursement of the premium for air insurance cover. This insurance
protection cannot be granted to officer undertaking travel by modes other than Air.

2. An officer may, if he so desires, take out at his own cost an annual personal accident insurance, which provides cover for the air
journeys to be undertaken on official duty:
DGM & above Rs. 5 Lacs
Chief Manager / Manager Rs. 3 lacs
AO /AM/ Dy. Manager Rs. 2 Lacs.
Millage allowance: Petrol Car: 12% x Petrol rate x Kms
Diesel car: 15% x rate x Kms
Two wheeler: 5% x rate x Kms
In cases where the officers get the facility of guest house accommodation provided by the
Company/Government/Public Sector Undertakings or staying with relatives, friends or acquaintance
halting allowance will be paid in full.

When Boarding and Lodging are provided free by the client to an officer on tour such officer will be
allowed 25% of the usual halting allowance admissible to him to cover the incidentals during the period
of stay at the place of tour.

• In case of stay in Hotel, Halting allowance will be reduced by Rs. 10/- per day.
Officers in various grades/scales may be reimbursed the actual hotel expenses,
restricting to single room accommodation charges in ITDC Hotels, Subject to the
limits (category of hotels) given below :-
• Designation of Officer Eligibility to Stay
• Scale VII 4 Star AC Single Room
• Scale VI 4 Star AC Single Room
• Scale V 3 Star AC Single Room
• Scale IV 3 Star AC Single Room
• Scale III 2 Star Non-AC Single Room
• Scale II 2 Star Non-AC Single Room
• Scale I 1 Star Non-AC Single Room
In case of Officiating
Officiating for officers is allowed for a period exceeding 15 days. Where such officiating arrangement,
according to existing rules, is done it would be in order to pay both officiating allowance and travelling
and halting allowance admissible to the officers if he has been deputed to hold temporary charge of
post in the higher category at a station other than his headquarters.

• Treatment of leave on Tour:

CL: No HA during leave period. Return fare is admissible.
SL: No HA during leave period. Return fare is admissible.
EL/PL: Tour comes to an end. No return fare admissible.
• Expenses for attending LokAdalat Session
• a) The officers may be paid Rs. 1000/- towards reimbursement of out
of pocket expenses if they attend the Lok Adalat on Saturdays and
Sundays or holidays at the place of posting.
• b) If the officer attend LokAdalat at a place other than his/her place
of posting, he/she shall be eligible only for TA/HA applicable as on
tour as per rules in addition to Rs. 500/- towards reimbursement of
out of pocket expenses.
 Hotel Charges : 01/01/2013
Hotel Class Clas Clas Scale Scale Scale Scale Major cities Area I
Charges IV s III s II I II & III IV & VI & VII
V
Major 1400 1600 1800 2000 2900 4800 8200 Ahmedabad, Pune, Nagpur,
cities Mumbai, Kanpur, Lucknow,
Kolkata Delhi, Jaipur, Surat,
Area I 1050 1200 1350 1500 2000 2900 4100 Chennai, Vishakhapatnam.
Hyderabad & Patna, Vadodara,
Bengaluru Kochi, Indore,
Other 700 800 900 1000 1500 2400 3600 Bhopal, Ludhiana,
Places Coimbatore,
Madurai, Agra &
Varanasi

• Standard Breakfast charges along with taxes/surcharges thereon

can be allowed during stay in the same hotel. Tips are not
reimbursable.
• Taxes on hotel charges are allowed on actual basis over & above
such charges)
Daily Halting Allowance : (Revised 05/01/2017)
Sl. Category of the employee A Class City B Class City C Class City
No. (Rs.) (Rs.) (Rs.)
1 Class I (Scale IV, V, VI & VII) 1300 1100 950

2 Class I (Scale I, II & III) 1100 950 800

3 DO Gr. I/ Sr. Asstt./ Stenographer 700 600 450

4 DO Gr. II/ Asstt./Record Clerk 600 520 340

5 All Class IV employees 500 400 250

•Rs.1800 for Kolkata, Delhi, Chennai & Mumbai (METRO CITIES)-Scale VI/VII
•Rs. 1500 for Kolkata, Delhi, Chennai & Mumbai (METRO CITIES)-Scale IV/V
*Rs.1300 for Kolkata, Delhi, Chennai & Mumbai (METRO CITIES)-Scale I/II/III
Leave Travel Subsidy: Confirmed employees with sanctioned leave only
• Current Block – (Two calendar years)
• For Class-I – 2021-22 (Odd to Even),Class -II & III/IV – 2020-21 ( Even to Odd)
• If not availed during one particular block, the same may be carried forward to
the immediate next block e.g. LTS for Block 2017-18 may be availed till 31-12-
2020. Subsidy for two blocks together may also be availed.
• Individual employee, spouse & all dependent children/parents are eligible to
avail LTS. Dependency criteria of dep. is income <=10000. If husband is father is
independent, mother is also auto: indep.
• Train fare by AC II tier or by Rajdhani or Duronto Express (if actually travelled) up
to 3000 Km each way per individual for each block may be reimbursed. Officers
in the cadre of Scale IV & above are entitled to Air travel up to 3000 Km each
way. Senior citizen discount, infant below 6years etc. as per Indian railways also
applicable.
Retention of LTS after Retirement
Extension of period to avail accrued and un-availed LTS upto the date of superannuation for a
maximum period of 6 months from the date of superannuation subject to the following conditions :-
❖ Prior intimation of extension of LTS facility.
❖ Prior approval of the Competent Authority before availing LTS facility.
❖ No advance shall be granted.
❖ It shall be subject to relevant provisions of Income Tax Act.
• Basic Salary less than Rs. 23450/- will be eligible for 2 nd Class Sitting & in case of overnight journey ( 9
p.m to 6 a.m) it will be of Sleeper Class . The distance will remain unchanged
• Scale V & above are entitled to AC 1st Class if they travel by it.
• A newly promoted AO who did not avail LTS in pre-promoted cadre can avail of the same for un-
availed block(s) up to the end of the block period as per his/her previous entitlement. For example, a
Cl. III employee who has been promoted to Scale I in 2020 and has not availed LTS for 2018-19 and
2020-21, in the earlier cadre may avail such Blocks till 31.12.21, as per previous entitlement.
Thereafter, the promotee would be eligible to avail LTS in AO cadre for 2021-12 and onwards. (HO
Pers. Dept. Circular dt. 8.6.2009)
• Own Car (plus spouse car) LTS: Petrol expenses plus toll charges. No LTS in company car allowed. No
LTS allowed after employee renders resignation.
• No foreign LTS is allowed.
• For employees posted in North East: When an officer eligible to travel by air undertakes journey by air
in full or part LTS journey, the distance covered by air journey shall be the aerial distance of the
journey undertaken by him. If he undertakes the balance journey by any other mode, that part of
journey shall be calculated as per the surface rail distance and in such cases the actual amount
incurred by him on fare will be reimbursed provided such amount does not exceed this fare of the
entitled class by train.
• iii. However, where the surface distance between the place of origin of journey and the destination is
within 3000 kms. but no direct flight is available, the officer shall be allowed travel by the shortest air
connectivity available in that sector if in such cases aerial distance does not exceed 3000 kms. This
relaxation would apply only to officers who are eligible for LTS by air
 Transfer Benefits for Officers
• One month’s basic pay, as on date of taking charge on transfer plus FPA, as transfer grant
as on date of taking charge/fixation is higher cadre.
• Train/ Air Fare – As per Tour entitlement (If transferred on promotion, this would be as
per entitlement in promoted cadre).
• Baggage allowance – Rail freight charges for transporting up to 90 (for scale I, II & III)
/120 (for scale IV & Above) quintals by Road. By Rail: 40 Qtls/60 Qtls. (Revised)
• Ancilliary expenses :
Scale IV and above -Rs.16000/
Scale I,II &III -Rs 12000/
Other than scale I -Rs.8000/-
• Joining Leave – 6 days (can be taken in one or two installments). Intervening
Saturday/Sunday/Holiday are treated as joining leave. 1 day when no change of
residence is involved.
• Halting allowance for self plus Family during journey period as per tour rules (C class)
• 2nd trip for shifting family/household effects within 6 months or start of next academic
session of children, whichever is later. GM(P) may further allow extension for another 6
months on receiving such request.
• No incidental is payable. GST/S.tax payable over and above entitlement.
• Maximum 30 days halting allowance as per tour rules at the new headquarters, if residential accommodation is sought
but could not be provided there within 30 days. Excluding time on official tour
• No pet/.animal carrying chgs payable.
• Transportation of conveyance payable: Road: Mileage allowance
• Family includes spouse, legitimate dependent, children, brother, unmarried or widow sister and parents
residing with and wholly dependent on the officer.
• Time limit: Within 6 months of the date of release from place of transfer or the date of commencement of
the next academic year for his children’s education whichever is later.
• Self plus spouse transfer: 90 days is considered 1 block.
• Baggage Insurance subject to receipt is also payable.
• TRANSPORT OF CONVEYANCE
• If the conveyance is transported by train or steamer, actual cost of transportation of the conveyance shall
be allowed. If it is taken by road :
• a) Mileage allowance as per scheme of conveyance facilities shall be allowed to officers who are entitled to
conveyance facilities. b) Actual petrol charges by shortest routes shall be allowed to other officers.
• MID : ACADEMIC YEAR ALLOWANCE: If an officer is transferred from one place to another in the mid of an
academic year and if he has one or more children studying in school or college at the place from where he
was transferred and children are left behind to do their education, a mid academic year allowance of
Rs.1,150/- per month from the date the officer reports at the later place upto the end of the academic year
may be paid. This Rs.1,150/-per month is payable irrespective of number of children.
 Company Accommodation
• If Company flat is available, the same may be provided according to the
existing allotment procedure.
• If Company flat is not available, the accommodation on Company lease or
Personal Lease (in rare cases) may be considered as per the officer’s
entitlement shown in one of the following slides.
• 6 months adjustable rent advance may be allowed in favor of the Landlord
• Deduction from salary: 0.75% of the Basic Pay at the minimum of the scale
of pay. HRA will not be paid
• As per HO Circular dated 26.02.2016, the transferred officer can retain
existing Leased accommodation at previous place of posting entitlement
being limited to the lease rent limits at his current place of posting.
• If Officers has house at transferred place—given on rent. Subject to sanction, 30 days HA in lieu
may be paid for stay in transit.
• Within city limits transfer/Local shifting: from company accommodation to company
accommodation: 5000/7500/10000. 25%, if shifting within same compound.
 Revised Rent Limits for eligible/entitled Officers
w.e.f. 01/06/2018 (incl. society maint. Chgs)
MUMBAI Metros A Class Cities B Class Cities C Class Cities

Cadre Existing Revised Existi Revised Existin Revise Existin Revised

Limit Limit ng Limit g Limit d Limit g Limit Limit
Limit

Scale I & II (other 30,000 15600 20000 11700 15000 7000 10000 5100 8000
than Branch I/C)

Branch Manager 30,000 16400 21000 12500 16000 7400 11000 5500 9000
Scale III & IV
(other than SDM)
33,000 18700 26000 14000 21000 8300 14000 6600 12000

SDM 33,000 20300 29000 14800 23000 9000 16000 7400 13000

Scale V 36,000 20300 29000 14800 23000 9000 16000 7400 13000

Scale VI By CMD By CMD BY CMD on case to case basis within 125% of applicable limit for
scale5

Scale VII By CMD By CMD By CMD on case to case basis within 125% of applicable limit for scale5
 REIMBURSEMENT OF EXPENDITURE ON
NEWSPAPER & PERIODICALS FOR CLASS-I OFFICERS

• The above expenses shall also be reimbursed on declaration basis for Class-I
officers (half yearly basis i.e. on 1st July and 1st January in respect of 1st and
2nd half respectively of the calendar year)
For officers up to Scale III : Rs. 200/- per month
• For officers in Scale IV &V : Rs. 400/- per month &
• For officers in Scale VI and VII : Rs. 500/- per month
Reimbursement for purchase of Briefcase/Leather Bag to
Officers & Development Officers (other than Administration)
W.e.f.>>01/09/2014
Sl.No. Cadre Limit (in Rs.)
1. Scale VI & Above 5000
2. Scale IV & V 4000
3. Scale II & III 3000
4. Scale I 2000
5. Development Officers 1500
(other than Administration)

• Reimbursement may be allowed to all Class Iofficers, including promotees and

probationers and all confirmed Development Officers (other than Administration)
• The frequency of reimbursement will be once in three years from the date of last
reimbursement.
• The limit of reimbursement shown above shall be inclusive of sales tax and other
Supplementary taxes, if any.
• The above limits for Class I officers are effective from 1.09.2014 and that for the
Development officers (other than Administration) is w.e.f. 1.4.2009.
 VEHICLE LOAN
• Two wheeler:
• Rs. 75,000/- for Class-I, CL II (Admn) & CL-III & IV (maximum)
• No. of installments – 60
• Minimum eligibility – 3 yrs. & can be taken 3 time in Class-III cadre & 3 times in
Class-I cadre. Once in 7 years.
• Reimbursement of comp. Ins. premium by the Company during loan recovery
period.
• Rate of interest – 5% p.a. on reducing balance.
Four wheeler: MINMUM 5 YEARS SERVICE
❖Non-entitled (admn) Scale I & Scale II are entitled to this facility up to Rs.
2.5 lacs & such Scale III & IV is Rs.4.5lacs.
❖No. of repayment installment – 120
❖Rate of interest – For Scale I & II officers, 5% p.a. on first 1.00 lacs and
7.5% on remaining 1.5 lacs. For Scale III & IV 5% on 4.5 lacs on reducing
balance.
❖Reimbursement of Insurance premium by the Company during loan
recovery period on proportionate basis.
• Loan amount should be disbursed in such a way that repayment together with the monthly
instalment of repayment on account of housing loan, if any, does not exceed 50% of the gross
monthly emoluments of the concerned officer in the month in which the loan application is
considered for sanction. Further, criteria of minimum net carry home salary i.e. 30% of gross
salary need to be complied with.
• No RTO/Octroi/Taxes and other charges reimbursable.
• No running and maintenance expenses reimbursable.
• Sanctioning authority: RO in-charge
 Lump sum Domiciliary Medical Benefit

• For Officers :
Basic Up to Rs. 58825/- Rs. 13,300/- Payable in December except retirement.
Basic above Rs. 58825- Rs. 19940/- Payable in December except retirement.
• For Dev. Officers:
Basic Rs. 46595/- & above Rs. 13,300/- Payable in December
Basic below Rs. 46595/- Rs. 8,310/- Payable in December
• For Clerical & Subordinate Staff (advance): Rs. 6650/- Payable in July

Diagnostic Medical Check-up for Officers in Scale-IV and above

The limits of Medical Check-up for Scale-IV and above Officers has been revised from Rs.2000/- to
Rs.5000/- per medical check up.

BEFORE 50 YRS—ONE.

50 TO 55 YEARS: TWO

56 TO 60: TWO
 Honorarium, Functional Allowance & Conveyance for
Officers & Visiting faculties in Training Centres
• The Officers working in the Training Centres & visiting faculties are allowed following
benefits :
• Sr.no Designation /function Allowance per month
• 1 Principal, NCIL 2000/-
• 2 Faculty member, NCIL 1200/-
• 3 Prinicipal, RTC 1000/-
• 4 ATC In charges 600/-
• Payment of Honorarium to In house faculty (for retired employees also) of training
Centres is as follows:
1. Officer from our Industry as internal faculties: Rs.500/-(for each session of 90
minutes at NCIL (Corporate Training Centre)
2. Rs.500/- for each session of 90 minutes at RTC/ATC .
• Payment of Honorarium to External faculty of training centres is as follows:
• 1. Rs.1200/- for each session of 90 minutes (Corporate Training Centre)
• 2. Rs.1000/- for each session of 90minutes at RTC/ATC.
 ANNUAL GROUP MEDICLAIM POLICY ON FLOATER BASIS
(Revised w.e.f 01.04.2017)

• Company's contribution towards premium for serving employees :

for employee, spouse and two dependent children – 75% of the premium
payable + 18% GST upto the eligible sum insured.
• Employees' contribution towards premium for serving employees
(All class) 25% of premium payable + 18% GST up to the eligible sum
insured.
• FTS full by company.
• Entire differential premium payable for differential higher sum insured
opted by Employee over and above the eligible sum insured for self,
spouse and two dependent children + 18% GST.

●Entire cost of premium payable for dependent ineligible children and

dependent parents + 18% GST.
●The entire cost of premium payable for dependent parents-in-law,
independent children and their family members (who are already provided
coverage under GMC Policy expired on 31.03.2013) + 18% GST.
● Eligible Sum Insured :
● Basic+FPA less than Rs.43,300/= - Rs. 5,00,000/=
● Between Rs. 43,300/= & Rs. 55,335 - Rs. 6,00,000/=
● Rs. 55,336/= and above - Rs. 10,00,000/=
● Maximum Optional Sum Insured Rs. 50,00,000/= on floater basis.

▪ Dependant Parents & Parents-in-law after their inclusion, the employee shall
not be allowed to exclude any such member except upon his/her death.
▪ Pre existing diseases covered for everyone.
▪ Stay in ICU/CCU/ICCU/Critical Care – Maximum reimbursement limit
per day shall be double that of room entitlement.
▪

Service charges levied by hospitals/nursing homes – payable

provided levying of such charges is a standard policy followed by the
hospitals for all patients.
●Maternity benefits (for two living children) –
●Normal Delivery :- Rs.50000/- for A Class cities
● Rs.40000/- for other cities
●Caesarian Delivery :- Rs. 1,00,000/- for A Class cities
● Rs.65000/- for other cities
●Maternity benefit shall also be extended to an independent child or a
family member of the dependent/independent child.
●Room Rent Charges : Actual Room Rent charges per day shall be
limited to an amount which is equal to the sum of (a) 1% of SI up to 10
lacs + 0.5% of SI beyond Rs. 10 lacs – for treatment in Hospitals/Nursing
Homes located in cities/places categorized under Sl. No. 1 for payment of
CCA.
●0.75% of SI – up to Rs. 10 lacs + 0.5% + 0.5% of SI beyond Rs. 10 lacs
– for treatment in hospitals/nursing homes located in any other place.
The rent limits are subject of capping of Rs.15000/- in Á’Class cities and
Rs.12500/- in other cities.
●Increase/decrease in Sum Insured :
●Increase in optional SI : The next renewal date in the block years shall
fall due on 01.04.2023 (3 years gap).

●Decrease in optional sum insured to the immediately lower slab of Sum

Insured alone is permitted in the event of decrease in family size on
account of death/exist of an insured family member from the Scheme,
w.e.f. the next renewal date following the date of event.

●Existing/Retired Whole Time Director shall be eligible to get Independent children,

Family Members (i.e. Spouse and children) of Independent Children and
Dependent Parents-in-law covered under the Policy on Full Premium.

●TPA charges for serving the claims are proposed to be absorbed by

the Company. TPA fees paid centrally from HO.
●Employees should preferably take treatment at Network hospitals.
 Group Personal Accident (GPA):
If any employee sustains injury causing death/disablement, the Company
will reimburse the following:-
a) Death Capital Sum Insured
b) Loss of two limbs, two eyes or one limb and one eye Capital Sum Insured
c) Loss of one limb or one eye 50% of the capital Sum Insured
d) Permanent total Disablement from injuries other Capital Sum Insured
than those named above
e) Permanent Partial Disablement Specified percentage of the Capital Sum
Insured depending on the extent of Disablement.
 HOUSING LOAN
Revised Scheme Loan & Supplementary Loan are available are as
under:
Cadre Scheme Loan Supplementary Loan Total
(Int. @ 5% per annum) (Int. @ 7.5% per annum) Loan

Scale VI &above 36 lacs 44 lacs 80 lacs

scale IV/V 33 lacs 37 lacs 70 lacs

Scale III 28.75 lacs 34.25 lacs
63 lacs

Scale I/II 28 lacs 32 lacs

60 lacs
Dev. Officer Gr-1 21.25 lacs 28.75 lacs
50 lacs
Dev. Officer Gr II 20.75 lacs 24.25 lacs
45 lacs
Admn)
Sr. Asstt/ 20.75 lacs 24.25 lacs
45 lacs
Steno/Asstt.
Record Clerk 17.25 lacs 20.75 lacs
38 lacs
Sub Staff 13.25 lacs 16.75 lacs 30 lacs
1. ELIGIB ILITY :
All the confirmed employees with three years or more service are eligible for loan for
purchase of land and construction of house thereof, purchase of flat/house subject to
terms & conditions of the HBL Scheme.
2. EFFECTIVE DATE :-
The effective date for giving such benefit is with immediate effect (HO Circular dated
23.08.2016)
3. RATE OF INTEREST :-
The rate of interest on Scheme Loan will be 5% p.a on reducing balance. In case of
Co-operative Housing Society formed with 90% membership of employees from
General Insurance Industry, the rate of interest on Scheme Loan will be 4.5% p.a.

The rate of interest on Supplementary Loan will be 7.5% p.a. on reducing balance.

Penal interest for letting out the flat/house/apartment @ 2.5% over and above the
rate for Scheme Loan shall be charged if the employee is posted at the same station
where the subject property is situated. Further, the rate of interest on
Supplementary Loan shall remain unaffected, i.e. no penal interest is to be charged
on the amount of Supplementary Loan.
4. ADDITIONAL INTEREST :-
Additional penal interest @3% on outstanding Scheme as well as Supplementary
loan would be added after all the above calculations in case the Employee Borrower
is not in possession of the mortgaged property /fail to furnish the let-out
declaration/fire insurance policy/LI premium on mortgaged policy and default in
payment of EMI.

As per past practice, after revision in the limits of Housing Loan, conversion of Suppl.
PF: REFUNDABLE & NON REFUNDABLE
LOANS
REFUNDABLE LOANS (Marriage & other
purpose)
✔Maximum 6 times (for marriage) and 3 times (for other purpose) of
Basic Pay + DA + FPA (basic) + Special F.A. @ interest 1% more than
the interest paid by Trust per annum on reducing balance.
✔Repayable in 48 installments (maximum) for marriage purpose.
For other purpose maximum 24 installments.

NON - REFUNDABLE
LOANS
✔ After 10 yrs. of service
✔Max. 2 times in service career
✔Up to 90% of own contribution
✔Only for housing purpose & not for 2nd property
 ADVANCES
FESTIVAL ADVANCE (Interest Free
Class I Advance) or 1 month's Gross Salary whichever
Rs.30,000/-
is less
Class II / III & Rs.26000/- or 1 month's Gross Salary whichever
IV is less
Regular PTS Rs.13000/- or 1 month's Basic+ D A (on pro rata
basis) whichever is less
FLOOD /DROUGHT/CYCLONE ADVANCE (Interest Free
Advance)
✔Rs.50,000/- for such affected employees who are posted or having
properties in the affected areas, irrespective of all classes.
Quantum of advance shall be further subject to the condition
of minimum take home salary.
✔Deduction starts from 4th month from the date of sanction of loan
✔Recovery in 25 installments.
 Conveyance Scheme (2011) for eligible
Class I Officers-Mktg
* The office will book the vehicle under this scheme
* The vehicle will be purchased, owned and registered in the name of the company
* The User Officer will enter into an agreement as per prescribed standard draft for
the use of the vehicle

Maximum of 25% of the above cost limit is allowed on the Ex-

Factory price,
Running expenses (Fuel limit) would be as under:Conv.Scheme
2011 Quarterly Basis:
Category Quarterly Limit
CMD No limit
Scale VII 375 Lts.
Scale VI/CRM 300 Lts.
Scale V other than CRM 250 Lts.
Officers-in-charge of DOs/BOs, Scale IV In- Metro 250 Lts.
charge of RNTB & Marketing Department at A Class City 225 Lts.
RO, Officers-in-charge of DTC B Class City 180 Lts.
(Cleaning: Rs. 650 p. month)
C Class City 150 Lts.
* The period of usage of car under this scheme will be 5 years. Extended: to 8 years
* Number of times the Conveyance facility is provided is 4 times upto Scale IV and 3 times in Scale V
and above excluding DO loan scheme.
* After that the car shall be transferred in the name of the Officer concerned by recovering an amount
equal to the written down (Depreciated) value of the car determined as per rules in force from time
to time
* Cost of Tyres and tubes shall be borne by the company in full after 32,000 Kms./40 months which
ever is earlier. Reimbursement will be made subject to production of bills/receipts.
* If retreading of tyres is required, the cost of such retreading shall be borne by the company after the
car has run 16,000 Kms. Salvage: Rs. 350
* Repairs: a) Service charges: Rs. 1000 p.a b) Major: 50000/55000/60000
 * The cost of batteries shall be borne by the company in full after 18
months of date of purchase of the vehicle and after every 18
months thereafter subject to production of bills/receipts. Salvage:
Rs. 150.
* Cleaning Charges – Rs.650/- p.m.
* Pollution Check – Actual . (No penalty in this respect is payable)

* Exit: 1) Within 1 year to admin: Full purchase price

2) Within 1 year due to retirement/death: SLM @ 20% depn on
actual period. Diff: RBM-SLM= perquisites
4) After 5 years exit: WDV after 5 years/8 years on RBM—
perquisites.
5) After 1 year to admin: WDV on RBM to pay (dt to dt).
N.B. In case any officer (Scale III, IV ) who has availed vehicle loan and
RBM-SLM=perqs.
purchased a four wheeler, is shifted to marketing side or promoted to Scale V,
6) becomes
and thereby Foreign posting: Either
entitled to surrender
a vehicle under or keep the car
Conveyance by pmt.
Scheme of the
company, can adopt one of the following two courses :

•Convert the existing vehicle in the name of the company and come under the
company’s Conveyance Scheme
•Repay the balance of loan amount obtained from the company for purchase of
the vehicle. Then go for a vehicle under Conveyance Scheme 2002, under which
he becomes entitled.
RETIREMENT BENEFITS
 GRATUITY
Retirement Death Vol. Resignation
Retirement
Gratuity as per Act/Scheme Same as Retirement. Same as Calculation is Same as
(Death certificate along with Gratuity Retirement Retirement.
Under Act:
Nomination Form, is reqd. to be sent. However, Gratuity is
(Basic+DA+FPA ) x 15/26 x No. of yrs. of
In absence of Gratuity nomination payable after minimum
continuous qualifying service, subject to
form, succession certificate would be of 5 years of service.
maximum of Rs.20 lacs (enhanced w.e.f.
necessary for settlement of Gratuity.) No gratuity payable on
28.03.2018)
termination.

As per scheme: As per scheme: Same as Same as retirement.

For Class I 1 to 11 yr. 50% of last drawn basic pay retirement However, gratuity is
For 15 years and above: Last drawn basic X no. of yrs. Of service. payable only on
pay + FPA) X 15 + (50% of last drawn basic 12 yrs. 60% of last drawn basic pay, completion of
pay X no. of yrs. Of service beyond 30 years) 13 yrs. 70% of last drawn basic pay minimum of 5 yrs.
and 14 yrs. 80% of basic pay. service
For service of 15 yrs. and above, same
as retirement

As per scheme: As per Gratuity Act, 1972, year in which employee does not complete 240
For Class III & IV working days, shall not be taken into consideration for the purpose of
Last drawn basic pay + FPA) X 15 up to 15 payment of gratuity, In other words, if an employee is on loss of pay for
years of service. more than 125 days in a year (to be calculated backward from the month of
For 15 years and above: retirement) will not be considered.
Additional 1 month basic pay for each year
of service beyond 15 yrs. (subject to max. of
total 20 months)
 PENSION
Retirement Death Vol. Retirement Resignation
Pension Formula Instead of last 10 months’ Same as Retirement Not eligible for
50% of last 10 month’s average Basic Pay, only {Notional benefit of Pension, if resigned
average basic pay + FPA X last month’s basic pay is service up to 5 years before 20 yrs of
No. of yrs. of service /33 taken for computation (Max) can be given to continuous service.
(full pension is admissible GTIS death claims last six those who had total
on completion of 33 yrs. of month’s pay 33 or more years of
service) full service}

Commutation: Max. 1/3rd of his/her calculated basic pension. CMD can commute upto 40%.
Single/Double Family Pension: In case of demise of retiree before 66 th birthday—double pension for
maximum 7 years or till retiree reached 66 th birthday had he been alive (earlier). Maximum period for
which family pensioner entitled double pension is 84 months.
ELIGIBILITY: MINIMUM 10 YEARS OF SERVICE. EXTRA-ORDINARY LEAVE, LOP < 12 MONTHS SHALL COUNT AS
QUALIFYING SERVICE. IF BROKEN PERIOD OF SERVICE <6 MONTHS, IT SHALL BE IGNORED.

Merger: 4708 wef 01/08/12 as amended In respect of employees retired and/or died on or after 01/08/16.
Rate of Family Pension
Scale of Pay
upto Rs 10820/- -30% of pay .... plus 30% of allowance, min Rs 3010/- pm
upto RS 10821/- to Rs 23540/- -20% of pay ... plus 20 % of allowance, min of Rs 3570/- pm
Rs 23541/- & above – 15% of pay.. plus 15% of allowance min of Rs 4720/-
NOTES: - (1) Dearness Relich is not payable on additional family Pension (2) If the surviving child or children
are eligible to draw 2 family pension, both pensions shall be limited to Rs 37,290/- (twice 15% of maximum
scale in respect of employees who have retired or died while in service, on or after 01/08/2012.
 CALCULATION OF PENSION FOR
Permanent Part time Employees
Actual service rendered on Permanent Part time basis ! Length of
Qualifying service for each year
 GROUP TERM INSURANCE SCHEME
REVISED W.E.F 01.12.2021
✔In the event of death of such an employee, a fixed amount,
according to the basic pay of the employee at the time of death,
is paid by LIC to the legal heirs, for which a monthly premium is
deducted from the employee’s salary and deposited with LIC.

✔The following chart would show the basic pay–wise rate of

monthly premium as well as the amount of sum assured for
individual employees:
Group Savings Linked Insurance Policy (GSLIP)
w.e.f 20/11/2013
In case of untimely death of employee, family members are
protected by this Scheme up to sum insured PLUS savings
portion (75% of deposited amount) with interest.
75% of the deposit along with interest is payable after
Retirement / Vol. Retirement & Resignation.
Basic Pay-wise category vis-à-vis sum insured and monthly rate
of deduction of premium are shown in the following chart
Category I (Basic Pay II (Basic Pay III (Basic Pay IV (Basic Pay V (Basic Pay VI (Basic Pay
Rs.94466 & Rs.68106 to Rs. 48530 to Rs.25991 to Rs.13961 to Below
above 94465/-) 68105/- 48531/- 25875/-) Rs.13960)

SUM Rs.10.5 lacs 8.40 lacs 6.30 lacs 4.2 lacs 3 lacs 1.70 lac
INSURED

Monthly deductions

Savings Rs. 595 476 357 238 170 97

Premium Rs. 315 252 189 126 90 51

Total. Rs. 910 728 546 364 260 148
 ENCASHMENT OF EARNED
LEAVE ON EXIT
Maximum 240 days. Taxable.

Retirement Death Vol. Resignation

Retirement
Basic+DA+ Same + HRA+ Same as Not eligible
FPA CCA Retirement for Encashment
(excluding
Transport &
Washing
allowance)
EX-GRATIA MEDICAL REIMBURSEMENT IN CASE OF HIGH COST/PROTRACTED TREATMENT:
1) 28 specified diseases.
2) For all confirmed employees, non-earning spouse, 2 children .
3) Limits for Ex-Gratia reimbursement both for treatment in India and treatment abroad:
Frequency: Twice during the entire service of the employee.
4) Overall limit each occasion being Rs.5, 00,000/-, unutilised portion of limit for one occasion can not
be used for another occasion.
Limits: 90% of the amount claimed (of uncovered balance), subject to maximum of Rs.
3, 00,000/- and this provision will uniformly apply for employees as well as their eligible dependents.
Further, if the uncovered expenses are beyond ex-gratia eligibility of 3,00,000/- (i.e. beyond 3,33,333/-),
the same shall be considered for reimbursement to the extent of 80% of amount in excess of 3,33,333/-
subject to overall limit of Ex-gratia Medical Relief of 5,00,000/-.
 Welfare Schemes available under Dr. Babasaheb Ambedkar
Welfare Trust of GIC & GIPSA Companies

1. Reimbursement of school fees, books,

notebooks and school uniforms (maximum 2
Maximum limit Rs.500/- per child
children) for children of Part/Full Time
Sweepers belonging to SC/ST/OBC employees
2. Reimbursement of expenses towards cost of
books, fees incurred for MBBS, MBA, Engineering,
Maximum limit Rs.5,000/- per child on production of Degree
and L.L.B. for the children of SC/ST/OBC employees
Certificate
from Recognized Universities by UGC after
completion of Degree course.
Licentiate : Rs.500/-
3. For passing Insurance examinations for
Associate : Rs.1,000/-
SC/ST/OBC employees
Fellow : Rs.2,000/-
4. Dr. Babasaheb Ambedkar Scholarship for Higher
Education: For Medical, Engineering, P.H.D.
(Doctorate) for the sons/daughters of Class IV Rs.25,000/- on production of Degree Certificate.
SC/ST/OBC employees from RecognizedUniversities
by UGC after completion of Degree course.
5. Dr. Babasaheb Ambedkar State Merit
Scholarship : Son/Daughter of SC/ST employees A laptop or Rs.25,000/- whichever is less on production of
who stood first in the respective State/Union necessary certificate.
Territory of class 10th and 12th.
6 Dr. Babasaheb Ambedkar Special Grant. For
wedding of one daughter of class IV SC/ST Rs.11,000/- on production of necessary proofs.
employee.
 ESTABLISHMENT
• Room rent of Transit flat/Guest house:
Company officials including retired : Single occupancy—12/day.
Double occupancy—Rs. 16/day
Govt. officials and other PSU: Single occupancy—50/day.
Double occupancy—Rs. 100/day
Other: Single occupancy—Rs. 150/day.
Double occupancy—Rs. 300/day.
• Occupation in Transit Flat/Guest house: No stay beyond 180 days.
• Bachelor Accommodation: 1) No family allowed. 2) Rs. 450 p.m.
• No HRA recovery. No caretaker.
Carpet area of DO: 2000 sq. feet + 10%
BO: 1000 sq. feet + 10% addnl.
 PROMOTION POLICY FOR OFFICERS- 2006

❖ 1990 Policy was replaced the 2006 Policy

❖ The Policy is applicable to all promotions up to & including Scale VII(GM)
❖ Promotions from Scale V to VI and from Scale VI to VII are held within 4
GIPSA member Cos. And GIC taken together, based on a common seniority
list for Scale V & VI officers for all the five companies
❖ Other promotions within the company up to Scale V are based on all India
Seniority lists of officers in Scale I, II, III & IV cadres.

❖ Eligibility Criteria for promotion to Scale VI & VII - minimum 2 years service

❖ Eligibility Criteria for promotion to Scale II to V – minimum 3 years service

Zone of Consideration:
(a) Scale-IV to V: 5 times the number of vacancies,
(b) Scale-III to IV: 4 times the number of vacancies,
(c) Scale-II to III and Scale-I to II: 3 times the no. of vacancies.
Criteria for promotion up to Scale V and scheme of weightage to various parameters

Quota for promotion under FT is increased to 40%.

However, in case the total no. of candidates
successful in the written examination for that cadre under fast track is less
than 1.5 times the no. of such vacancies, the no . of vacancies will be suitably
Reduced. After reducing the vacancies, in this way and unfilled vacancies under
fast track, if any, would be shifted to normal channel.
NO Interview for FT from scale-I to scale-II.
In assessment, maximum Weightage in terms of numerical marks
for various criteria shall be worked out as under: -
Parameter Scale I to II Scale II to III Scale-III to IV Scale-IV to V

Insurance Qualification 10 10 -- --

Work Record 35 40 40 50
Seniority 55 50 35 25

Interview -- -- 25 25
Total : 100 100 100 100

Eligibility Criteria: Complete 3 years service in the present cadre as on 31 st March immediately
preceding the relevant promotion year.
Qualification: The criteria of Technical qualification for eligibility for promotion to Scale III
under fast track channel enhanced to Fellowship from Associate and so, no qualification
marks are applicable for Scale II to Scale III promotion under Fast track.
(iii) Work Record:- The work record shall be assessed through the annual confidential reports as
per the annual performance appraisal system in force, after applying an appropriate factor so as to
translate the score from the Normal Channel level of weightage to the Fast Track level of
weightage.
(For example, for promotion to Scale II, the weightage for Work Record under Normal Channel is 35
and under Fast Track Channel 40. In such a case, the score of Work Record assessed under
Normal Channel as per the annual performance appraisal system in force shall be multiplied by a
factor of 40/35 to arrive at the score of Work Record under Fast Track Channel.
Work Record: Marks are allotted on the three parts of Annual CR as under, for different
cadres and mean of total marks allotted for last three years’ CRs are
taken as marks on work record.

Part of CR Scale I to II Scale II to III Scale III to IV Scale IV to V

Trait 12 12 10 10
Performance 15 14 15 20
Growth
Potential 8 14 15 20
Total 35 40 40 50

Seniority: For the first three completed years of service, no marks are allotted. For
each completed year of service in the existing cadre, beyond first three
years, the marks on seniority are allotted as per following table:
Scale Marks for each completed Maximum Marks
year of service as on 31/3
I 7 55

II 6 50

III 4 35

IV 3 25
 •Maximum no. of attempts for writing examination
under fast track is 2, which shall be counted within
the overall 3 attempts allowed including those under
normal channel.
•Any officer selected both under Fast Track and
normal channel, would be promoted under normal
channel.
•Sealed cover: For cases under vigilance scrutiny or
candidate not receiving vigilance clearance, to be kept
for 1 year under sealed cover for any exoneration
during this period.
Special Provision for SC/ST
Instructions received from time to time from D.O.P.T., Govt. of India regarding
this matter, are implemented .
No provision for reservation as yet, for Promotion within Cl. I
Inter-se seniority : 0.01 mark is added in the ascending order starting with 0.00 for the last
officer in the list of a particular batch, if there is more than one
batch in the zone of consideration. This is to ensure weightage on
inter se seniority within the batch
Interview : For promotion to Scale V, the Promotion Committee compulsorily interviews all
the candidates. Maximum marks for interview is 15.
Promotion Committee : Promotion committees for various promotions would
be as under :
Promotion to
Scale Committee Members
VI & VII CMDs of GIPSA Companies and GIC, besides one Govt. of India Nominee
CMD of the company, one Director on the Board of the Company, Genl.
V Manager (Pers.), one SC/ST Representative & one outside expert.
CMD of the Co., two GMs of the co. {including GM(Pers.)} and one SC/ST
II, III & IV Representative

Promoting Authority for Promotion:

Cadre Appointing Authority
Scale VI & VII CMD
Scale IV & V GM
Scale II & III DGM
 Effect of CDA/Vigilance cases on promotion
In case any action under CDA Rules is pending against any employee at the time of
considering his/her promotion, the matter would be dealt with in terms Sealed Cover
Guidelines, which are issued by DOPT from time to time.
Where, however, any case is concluded and any penalty has been imposed, the
promoting authority would examine various aspects of the case, such as gravity of the
offence, penalty imposed, period elapsed etc. and would take a decision, as to whether
the employee should be considered for promotion.
• Effect of Supersession : Officers superseded in three consecutive promotional
exercises, shall not be included in the zone of consideration in two immediately
succeeding promotional exercises.
• Effect of Non-acceptance : When an officer declines to accept promotion, such
refusal shall be recorded and taken into account while considering his/her case for
subsequent 1 year.
• Probation on Promotion : Officers promoted to the cadre of Scale V and above shall
be on probation for a period of one year.
• Seniority in promoted cadre : Seniority in the promoted cadre is reckoned from the
date of selection maintaining the inter-se seniority in the pre-promoted cadre,
regardless of the date of taking charge, provided, however, the officer joins the
higher post before 31st March of the promotion year.
Promotion, however, takes effect from the actual date of taking charge in the higher
cadre at the stipulated place of posting.
PROMOTION POLICY FOR SUPERVISORY, CLERICAL AND SUBORDINATE STAFF, 2008
According to the above new Promotion policy for Supervisory, Clerical and subordinate
Staff, there has been promotion only to following 3 cadres:
AO (Scale I) Sr. Assistant & Assistant.
While AO and Assistant, are considered as entry-cum-promotional cadre, Sr. Assistant
is exclusively a promotional cadre.
For promotion to above cadres, the country has been divided into various geographical
zones, as shown below:

PROMOTION ZONES FOR PROMOTION TO AO

Promotion Zone States & UTs in cluded
Northern Zone J&K, HP, UP, Punjab, Haryana, Uttarakhand, Rajasthan,
Chandigarh and Delhi
Eastern Zone Bihar, Jharkhand, WB. Sikkim, Orissa, Assam, Tripura, Manipur,
Mizoram, Nagaland, Meghalaya & Arunachal Pradesh
Southern Zone Andhra Pradesh, Tamilnadu, Karnataka, Kerala and Puducherry
Western Zone Maharastra, Gujarat, Goa, Madhya Pradesh, Chattisgarh, Dadra
& Nagar Haveli and Daman & Diu
Name of Prom Zone for Sr. Asstt. State(s)/UT covered
Northern Zone I Punjab
Northern Zone II J & K, HP and Chandigarh
Northern Zone III Haryana and Delhi
Northern Zone IV UP & Uttarakhand
Northern Zone V Rajasthan
Eastern Zone I Bihar & Jharkhand
Eastern Zone II W.B & Sikkim
Eastern Zone III Orissa
Eastern Zone IV Assam, Tripura, Nagaland, Mizoram, Manipur,
Meghalaya, Arunachal Pradesh
Southern Zone I Andhra Pradesh
Southern Zone II Tamilnadu & Puducherry
Southern Zone III Karnataka
Southern Zone IV Kerala
Western Zone I & II To be carved out by CMD comprising offices in
Maharashtra and Goa
Western Zone III MP & Chattisgarh
Western Zone IV Gujarat, Dadra & Nagar Haveli , Daman & Diu
 For promotion to Assistant :
• Prom. Zone will be RO Area
• If any RO covers more than one state, Promotion zone will be State; and
If there is more than one RO situated in one centre, all such ROs would be clubbed to form
a Promotion Zone.
Promoting Authorities and Promotion Committees
For promotion to Promoting Authority Promotion Committee

An Officer not below the An officer not below the rank of Scale V to
AO (Scale I) rank of Scale VI (DGM), to be act as Chairman and two other officers not
nominated by CMD below the rank of Scale IV

An officer not below the rank An officer not below the rank of scale IV to
of Scale V to be nominated
Sr. Assistant by the O-I-C of the HO Pers. act as Chairman and two other officers not
Dept. below the rank of Scale III, as members.

An officer not below the rank An officer not below the rank of scale III to
Assistant of Scale IV to be nominated act as Chairman and two other officers not
by the Regional In-charge below the rank of Scale II, as members.

N o t e:
One member of the Promotion Committee each shall be from Personnel Department & SC/ST .
Promotion Committee shall also act as Interview Committee, wherever interview is prescribed.
 Promotion to AO (Scale I):
Departmental Channel:
Only Sr. Assistants & Stenos are eligible to apply. Eligibility criteria are based on period of
service rendered in the present cadre & the Insurance &/or professional qualifications acquired.

Selection is based on seniority, qualification (academic and insurance/professional), work record

and interview.

Competitive Channel:
Any employee who is graduate marks in any degree examination or FIII (AIII for SC/ST) ACA,
ACWA, MCA, MBA etc. are eligible to write the competitive examination not more than four
occasions (5 for SC/ST) in the entire service career. Qualifying marks in the competitive
examination is 60 % (50% for SC/ST) for being considered in the further process of selection.
Selection under this channel is based on seniority, qualification (academic and insurance/
professional), work record, interview and the marks in the competitive examination.

Promotion to Senior Assistant:

All employees in the scale of Assistant who are FIII/MBA/MCA or who have completed at least
7 years in the cadre or who have reached the ceiling of the scale are eligible for this promotion.
Employees with LIII or AIII qualifications, are considered only after putting in at least 5 years
and 3 years service in the cadre, respectively.
Selection is based on seniority, qualifications (academic and insurance) and work record
Promotion to Assistant:
Before Amendment :Record Clerks and Class IV full time employees are eligible for this promotion, provided
they have requisite academic qualifications for direct recruitment of Assistant in the company or they pass the
departmental test with 50% marks (40% for SC/ST) and also pass the computer literacy test
Record clerks with at least 5 years service and Subordinate Staff with 10 years service and who have qualified
at least VIII std. examination are eligible to write the departmental examination
AFTER AMENDMENT :-
A. Confirmed Sub-staff/Drivers/RCs who posses minimum educational qualification laid down for direct
recruit of Asstt. Provided they have passed Eng/Hindi as one of the subject at SSC/Graduation level.
OR
passed the departmental test for promotion to the cadre of Asstt. with 45% marks (36%) for
SC/ST candidates during any of the PE conducted upto PE 2015-16
OR
put in at least 10 yrs. Of service as full time employee & has passed Matriculate Exam (Xth
standard) from a recognized institute.
AND
B. Passed the Computer-literacy –and –proficiency-test as prescribed by the Management for the relevant PE
or any of the two (2) PEs immediately prior to the relevant Promotion Exercise.
 Criteria For Prom to For prom to Sr. For Prom to
AO(Scale I) Assistant Assistant
Seniority 35 50 50
Qualifications 30 30 30
Work Record 20 20 20
Interview 15 - -
Total 100 100 100

Marks on seniority:
Two marks for each completed year of service (in the cadre, for prom. to AO under
para 13.1 and Sr. Asstt. & in the company for promotion to AO under para 13.2. and
Assistant) as on 31st December of the year preceding the year of promotion are
allotted.
Period of 6 months and more is considered as one year and less than 6 months
period is ignored.
Marks on Qualifications: • Academic Qualifications:
Below SSCE 0
SSCE 5
HSC/Intermediate 7
Graduate 12
Post/double Graduate 15
 Technical Qualifications:
LIII or one subject of Institute of Actuaries or PG Diploma (one yr.
duration) in Computer Applications/MBA/PG Diploma (2 years) in 5
Business Admn./Management (PGDBM)
AIII or ACII or three subjects of Ins. of Actuaries 10
FIII or FCII or 5 subjects of Ins. of Actuaries or MCA or ACS qualification 15
Marks on work record:
Past three years CRs are to be rated by the Promotion Committee as per the scheme of rating and 3
years average shall be taken as marks on work record.
Marks in Interview:
Promotion Committee shall give marks to the candidates for promotion to AO on the basis of their
performance in the personal interview before the committee. None shall be included in the
Ranking list without appearing in the Interview.
NEW PROVISIONS AFTER LATEST AMENDMENT IN PROMOTION POLICY FOR SCS, 2008
INTRODUCTION OF CONTINGENCY LIST :-

1. A. Promotion Committee shall select candidates equal to 10% of the respective no. of
vacancies in each cadre and in each category (fraction below 0.5 will be ignored and above 0.5
will be taken as 1), and place them in order of their ranking to constitute the Contingency List for
promotion, to be published in the ranking order. The candidates in C.L will be offered promotion
in order of their ranking only against refusal of offer of promotion by any candidate selected in
respective Promotion List.
B. The unutilized portion of C/L would lapse on 31 st March, without carrying any preferential
treatment in any subsequent promotion exercise.
2. FILLING UP UNFILLED VACANCIES UNDER PARA 13.2 IN A
PROMOTION-ZONE
Unfilled vacancies for promotion to the cadre of Scale-I under Para 13.2 under any category
(UR/SC/ST) in zone, after offering promotion from Contingency List, shall be filled up by
selecting candidates from other zones who are eligible to be considered for the promotion and
give consent for Out of Zone posting on promotion.

A. Option to be obtained at the time of applying for promotion under para 13.2

B. Common Ranking List (All Zones) shall be prepared in the each category, in the descending
order of marks obtained, of the candidates who opted for out of zone promotion and have not
been offered promotion in their respective zones.

3.Effect of Non-acceptance of Promotion :-

On refusal/ non-acceptance of promotion, the employee shall forfeit his/her right to be
considered for promotion to that cadre in next one (01) Promotion Exercise
Special provision for SC/ST & persons with disability: -
15% and 7-1/2% vacancies are reserved for SCs and STs for various promotions
under this policy. Rosters for reservation of vacancies are maintained
promotion zone-wise for each promotion.
3% reservation is also made for persons with disability.
In addition, under paragraph 13.2 and 15, certain relaxations are provided to
the SC/ST employees in eligibility criteria, No. of chances to appear in the
Competitive Examination (Under paragraph 13.2 )and qualifying marks in the
written tests.
 Assured career progression scheme (ACPS)
Record Clerks, Drivers & Sub-staff who have reached the ceiling of
the respective pay scale as applicable to them from time to time
shall, on completion of continuous 12 months service from the date
of their reaching the maximum (ceiling) of their present scale or
from the first of month following coming of this policy in force,
whichever is later, be placed in the pay scale of one step higher
cadre, subject to vigilance clearance.

While the employee would continue in the existing cadre, he/she

would only draw salary in the higher scale, till superannuation.
Except monthly salary, no other facility/benefits which may be
applicable to the higher cadre, would be admissible to such
employees on placement in the higher scale under ACPS.

Now this is not a one time facility for an employee in entire service
career.
One promotion in life time for Assistants

Assistants not below the age of 50 yrs. and who have completed at least 20 yrs.
Of service in the company without receiving any promotion are eligible for
promotion to Sr. Assistant, under this clause.
The promotion is subject to vigilance clearance and would be based on the
marks on the criteria of Seniority, qualifications and Work Record, provided the
employee not found unfit for promotion. Weightage on seniority is given @ 3
marks per year, over and above the service of 20 years.
Past service of the ex-servicemen, before joining the Co. is counted up to
maximum of 5 years, for determining the eligibility for promotion which is
minimum of 20 years of service as Assistant

Power to clarify, modify and relax any provision of the policy

CMD is the competent authority to modify or relax any provision of the policy
in any individual cases, by recording the reasons therefor and to issue any
clarifications, in case of any doubt in any matter under this policy.
 TRANSFER AND MOBILITY POLICY - CLASS I
Applicability
▪ It came into existence since 17/10/2002.
▪ Applicable to all officials up to the rank of Scale IV
▪ Not applicable to officials on deputation to other Organizations & to local
transfers.
▪ Normal period of posting (NPP) at a centre is 5 yrs
▪ On completion of NPP, transfer from the existing place for scale I & II, within TAC
Zones/ Adjoining States. For others, Anywhere in India.
▪ Transfer even before completion of NPP by the Management on Office Exigencies
SENSITIVE ASSIGNMENT
• ROTATION FROM SUCH ASSIGNMENT AFTER 3 YRS.

• SHIFTING TO ADMN. SIDE ON COMPLETION OF CONTINUOUS

10 YRS. AS DO/BO INCHARGES. ONCE SHIFTED, AGAIN ELIGIBLE
FOR POSTING AS INCHARGES AFTER 3 YRS. ON ADMN. SIDE
 REQUEST TRANSFER
• NO REQUEST ORDINARILY CONSIDERED BEFORE COMPLETING 3 YRS.
IN ONE CENTRE. HOWEVER, BOARD/PERSONNEL. & ADMN.COMMITTEE
OF THE BOARD MAY CONSIDER EXTREME HARDSHIP CASES BEFORE 3 YRS.

• MAX. NO. OF REQUEST TRANSFERS = 3 ( TO BE COUNTED FROM 01.03.1990 )

• REQUEST CONSIDERED AFTER 5 YRS. IN ONE PLACE TREATED AS

COMPANY TRANSFER.
TRANSFER BENEFITS

• FOR OUTSATION TRANSFER, AS PER GUIDELINES TIME TO TIME.

• FOR LOCAL TRANSFERS, NO BENEFIT
• FOR REQUEST TRANSFERS under TMP BEFORE 3 YRS., NO BENEFIT
• JOINING TIME FOR TRANSFER
1) NORMALLY 30 DAYS OR THE DATE SPECIFIED
2) FURTHER MAX. EXTENSION FOR 30 DAYS MAY BE ALLOWED ON MERIT
 TRANSFER AND JOB ROTATION POLICY –
SUPERVISORY, CLERICAL AND SUBORDINATE STAFF
JOB ROTATION
▪ After three years of continuous working in a particular Department,
an employee is liable to undergo job rotation and he/she can be
posted in another department within the same office
▪ After five years of continuous working in one office, an employee is
liable to undergo job rotation and in this situation he can be posted
in another office within the same station.

TRANSFER AND MOBILITY

• After 10 years of continuous stay in one station, an employee is liable
for transfer to another station.
• Distance shall be ordinarily restricted to a radius of 150 kms. from
present place of posting. However, such distance may be increased
up to 200 Kms. also, with the approval of CMD
• May be transferred to earlier or choice station after stay of at least
three years
EDUCATION LOAN- DATE OF COMMENCEMENT : 01.04.2016
Rs. 10 lakh, 2 children. Rate: 8%--Boy. 7.8%--Girl (simple interest).
ELIGIBILITY : CONFIRMED WHOLE TIME SALARIED EMPLOYEES WITH 5 YEARS SERVICE.
MAXIMUM 10 LACS FOR EACH CHILD AND FOR MAX OF TWO CHILDREN DURING ENTIRE
SERVICE
REPAYMENT PERIOD :- 10 YEARS FOLLOWING THE MONTH OF DISBURSEMENT OF ADVANCE. IF REMAINING
PERIOD OF SERVICE IS LESS THAN 10 YEARS THEN THE OUTSTANDING ADVANCE WOULD BE RECOVERED FROM
HIS/HER TERMINAL DUES.
EDUCATION ADVANCE FOR COVERING EXPENSES LIKE ADMISSION FEE, TUTION FEE PAYABLE TO
INSTITUTION/SCHOOL, NON REFUNDABLE CHARGES PAYABLE FOR HOSTEL FOR HIS/HER
DEPENDANT CHILDREN PERSUING HIGHER STUDIES, PROFESSIONAL COURSES IN INDIA AND/OR
ABROAD.
1. STUDIES IN INDIA :-
A. GRADUATION/POST GRADUATION INCLUDING REGULAR, TECH. AND PROFESSIONAL
DEGREE/DIPLOMA COURSES CONDUCTED BY COLLEGE/UNIVERSITY APPROVED BY UGC/AICTE/ BAR
COUNCIL OF INDIA ETC.
B. REGULAR DEGREE/DIPLOMA COURSES BY IIT, IIM ETC.
C. TEACHER TRAINING/ NURSING COURSES APPROVED BY CENTRAL/STATE GOVT.
D. REGULAR DEGREE/DIPLOMA COURSES LIKE AERONAUTICAL, PILOT TRNG, SHIPPING ETC APPROVED
BY DIRECTOR GENERAL OF CIVIL AVIATION/SHIPPING.
2. STUDIES ABROAD -
GRADUATION/POST GRADUATION /DIPLOMA//DEGREE INCLUDING REGULAR TECHNICAL AND
PROFESSIONAL DEGREE/DIPLOMA COURSES OFFERED BY REPUTED /ACCREDITED
UNIVERSITIES/INSTITUTES.
THE ENTITLED AMOUNT OF ADVANCE WILL BE EQUIVALENT TO 85% OF AMOUNT
AVAILABLE/ACCRUED TO THE EMPLOYEE ON THE DATE OF APPLICATION OF ADVANCE BY WAY OF
GRATUITY/PF/GSLIP ETC.
 SCHEME FOR APPOINTMENT ON COMPASSIONATE GROUNDS
Scheme for Appointment on Compassionate grounds came into force w.e.f. 01.11.2014.
It can be given to the dependent family member of an employee who :-
(i) Dies in service (including suicide)
or
(ii) Retired on medical grounds due to incapacitation before reaching the age of 55 years.
Eligibility Criteria :-
a. Family is indigent and deserves immediate assistance for relief.
b. Applicant should be eligible and suitable under relevant recruitment rules.

Who are dependents :-

1. Spouse
2. Wholly dependent son (incl. legally adopted son)
3. Wholly dependent daughter (incl. legally adopted daughter)
4. Wholly dependent brother/sister in case of unmarried employee.
Posts for compassionate grounds appointment :-
Appt. on compassionate grounds can be given only in clerical and sub-staff cadre.
Competent Authority for CGA is CMD.
In case of missing employee :-
Appointment on compassionate grounds to the dependent of the missing employee can be considered
after expiry of 2 years from the date the employee is missing, provided that :-
c. FIR to this effect has been lodged
d. Missing employee is not traceable
e. Competent Authority feels the case is a genuine one.
If the missing employee has less than 2 years to retire from the date he/she is missing then this scheme
 NATIONAL INSURANCE COMPANY
(CONDUCT,DISCIPLINE & APPEAL) RULES 2014
Application

These are applicable to every person appointed to any post by the Company
including Part-timers on Company’s roll, those appointed in foreign country &
are working there and shall also apply to any person governed by General
Insurance (Employees’) Pension Scheme 1995, to the extent provided under
the said scheme.

General Rules
Every employee shall at all times –
maintain absolute integrity,
maintain devotion to duty,
do nothing unbecoming of a public servant,
conform to all rules of the Company &
obey, all orders of superiors in course of official duty.
 Rule 4-Misconducts (List is not exhaustive)
❖ Theft, fraud, dishonesty in official matters
❖ Bribery, Disproportionate assets
❖ Furnishing false information about self which are germane to employment.
❖ Acting prejudicial to the interest of the Company.
❖ Willful insubordination, Neglect of work,
❖ Absence without leave/overstayal of sanctioned leave beyond 4days
❖ Habitual late attendance.
❖ Damage to Company’s property.
❖ Drunkenness/riotous behavior/gambling in Company’s premises.
❖ Sleeping at work place.
❖ Criminal offence including moral turpitude.
❖ Absence from work place without permission.
❖ Attempt at any act which amounts to misconduct.
❖ Sharing of computer password to others without written
sanction from the competent authority
❖ Any illegal activity committed through the use of computer
and/or internet
❖ Sexual harassment of any kind
 A few Prohibitions
• Rule-5: The whole time of an employee shall be at the disposal of the Company unless it is
otherwise distinctly provided.
• Rule-6: No employee to seek, solicit or accept any outside employment even on honorary basis
without Company’s permission.
• Rule-7: No employee shall undertake any outside part time work or accept fees therefore without
sanction of the Competent Authority.
• Rule-8: Every employee during service or after resignation/retirement is obliged to maintain official
secrecy.
• Rule-9: No employee to give evidence in any enquiry without permission of the Company. This is not
applicable to any enquiry ordered by Govt./ Parliament/ State legislature or any judicial/Departmental
enquiry.
• Rule-10: No employee can take part in election to any legislature or local authority.
• Rule-13: Acceptance of Gifts-(2)- If Value of the gift is more than Rs 10000/- from relatives on
religious functions or marriage etc will be intimated to Competent authority.
• (3) If Value of the gift is more than Rs 7000/- from personal friends having no official dealings
on religious functions or marriage etc will be intimated to Competent authority.
• (4) In any other case, no gift of more than Rs 5000/- without sanction of Competent
authority.
• Provided, if more than one gift received from the same person/firm within a period of 12 months, it
should be reported to Competent authority, if the gifts aggregate values exceeds Rs 5000/-.
• Rule-14: Private trading.
• Rule-16A: Submission of Property Returns.
 Suspension (Rule-20)
• The appropriate authority may place an employee under suspension
a) where a disciplinary proceeding is contemplated or is pending.
b) where a criminal offence against him is under investigation or trial.
c) where he is detained in custody, whether on a criminal charge or otherwise,
for a period exceeding 48 hours.

• RULE-21 Subsistence Allowance during suspension

a) at the rate of 50% of gross salary (basic, DA, CCA, HRA, Hill Station Allowance,
qualification pay, special pay, personal pay etc.) during first 6 months.
b) at the rate of 75% after 6 months if delay in proceedings is not attributed
to him.
c) at the rate of 25% after 6 month if period of suspension is prolonged due
to reasons attributed to him.
 SCHEDULE OF AUTHORITIES
Category of Appointing Disciplinary Appellate Memorial
Emp/Officers Authority Authority Authority Authority
Sub-Staff/ An Officer in An Officer in An Officer CMD
Driver & Eqv. Scale-IV Scale-II in Scale-V
RC/ Assistant & An Officer in An Officer in An Officer CMD
Eqv. Cadres Scale-IV Scale-III in Scale-V
Sr. Asst/D O An Officer in An Officer in An Officer CMD
Scale-V Scale-IV in Scale-VI
Officers in An Officer in An Officer in An Officer CMD
Scale I & I Scale-VI Scale-V in Scale-VII
Scale-III An Officer in An Officer in An Officer CMD
Scale-VI Scale-VI in Scale-VII
Officers in An Officer in An Officer in CMD Board Sub-
Scale-IV & V Scale-VII Scale-VII Committee (HR)
Officers in CMD CMD Board Sub- Board
Scale- VI & VII Committee
(HR)
Procedure for imposing Major Penalties (Rule-25)
No order imposing any major penalty shall be made without holding formal enquiry
proceedings into allegations/charges.
• Steps in holding major penalty proceedings
a) framing of charge sheet by the disciplinary authority & its service on the
delinquent employee.
b) on receipt of written statement from the employee, appointment of IO/PO by
the disciplinary authority. On total admission of charges in the written
statement, no formal enquiry through IO/PO will be necessary.
c) holding of preliminary proceedings, inspection of documents by the
employee, submission of a list of defense assistant, defense witnesses,
additional documents if any to be submitted by the employee.
d) holding of enquiry proceedings by way of examination/cross-examination of
management/defense witnesses, recording of oral/documentary evidences.
e) submission of brief by PO to IO on conclusion of enquiry.
The Inquiry report must contain the following:
a) gist of charges.
b) gist of defense taken by the employee.
c) assessment of evidence.
d) findings on each charge with specific conclusions.
 Procedure for imposing Minor Penalty (Rule-27)
• The employee shall be informed in writing of the alleged misconduct and
given an opportunity to submit written statement within 15 days.
• The defense statement vis-à-vis alleged misconduct shall be taken
Into account by the disciplinary authority before passing any order.
• Holding a domestic inquiry is not mandatory for Minor penalty Action.
Minor Penalties
a) Censure
b) withholding of one or more increment for a specified period.
c) Recovery towards pecuniary loss caused to the Company.
d) Reduction to a lower stage in the time-scale for a period not
exceeding three years without cumulative effect .
Major Penalties
e) withholding of one or more increments permanently.
f) Reduction to a lower service or post or to a lower time-scale
or to a lower stage in the time-scale.
g) Compulsory retirement.
h) Removal from service which shall not be a disqualification
for future employment.
j) Dismissal which shall ordinarily be a disqualification for future
employment
 Appeal (Rule-31 to 37)
• Every delinquent employee has a right to appeal against any penalty order served
on him within a period of 3 months from the date of receipt of such order by him.
• In case of an appeal against any penalty order the appellate authority considers
a) whether the procedures of enquiry have been complied with
b) whether findings of IO are justified
c) whether penalty imposed is excessive, adequate or inadequate
& may pass orders confirming, reducing or enhancing the penalty.
Enhancement of penalty can only be made after giving an opportunity to the
employee.
Memorial (Rule-40)
An employee whose appeal has been rejected by an appellate authority or in
whose case the penalty has been enhanced either on appeal or on review, may
address a memorial to Appropriate Memorial Authority as per schedule of
authorities in respect of the relevant matter within a period of 6 months from the
date of receipt of the order of the appellate authority by him.
Canvassing or outside influence (Rule-41)
No employee shall bring any political or outside influence for any matter
pertaining to his service.
Interpretation (Rule-42)
Any question relating to interpretation of these rules shall be referred to the
Board whose decision shall be final.
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