“A Report on Employees Welfare schemes”

KHERA INSTRUMENTS PVT. LTD.

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE EQUIREMENT

FOR THE AWARD OF THE DEGREE
MASTERS OF BUSINESS ADMINISTRATION

UNDER THE SUPERVISION : PREPARED BY:

MR. NAVEEN KHERA PRITI RAJAK
(D.M.) ROLL NO:C1722

SCHOOL OF MANAGEMENT STUDIES

BHAGAT PHOOL SINGH MAHILA VISHWAVIDHYALAYA
KHANPURKALAN, SONEPAT-131305
SESSION: 2009-2011
 CONTENTS

DECLARATION I
ACKNOWLEDGEMENT II
CHAPTER-1

Introduction
About the company/ organization

CHAPTER-2

Review of literature
CHAPTER-3
Research Objectives
Proposed Methodology for Research 3.2

CHAPTER-4
4.1
Analysis Of Data 4.2
Interpretation of Analyzed Data

CHAPTER-5
5.1
Conclusion 5.2
Limitations 5.3
Recommendations
 BIBILOGRAPHY
ANNEXURE

PREFACE

As an essential and obligatory part of my course, I under went 8 weeks Summer Training
Program of MASTERS OF BUSINESS ADMINISTERATION (M.B.A) degree, in “KHERA
INSTRUMENTS PVT. LTD”. This training has helped me to get a practical knowledge as an
important suffix to the theoretical knowledge into the business environment. One cannot merely
rely on upon the theoretical knowledge. Classroom Lectures make the fundamental concept of
management clear. They also facilitate the learning of the practical things. However class
lectures must be correlated with the practical training situations. It is in the sense that the
practical training in a company has a significant role to play in the subject of business
management. To develop healthy, managerial and administrative skills in potential managers and
non managers, it is necessary to contribute to combine the classroom learning with the practical
knowledge of real business environment.

This report is prepared after having experience of various activities of HRD department in Khera
Instruments Pvt. Ltd. to get practical knows- now before joining any organization. I shall feel
suitably rewarded if this project proves helpful to the organization. I have sincerely worked on
the project and hope that at several places this report presents some interesting facts, which HRD
professional will certainly like to explore.
 ACKNOWLEDGEMENT

I would like to express my gratitude & add some heart full words for the people who were part of
this project in numerous ways……people who gave unending support from the stage of the
project was conceived.

In particular I wish to thank DIR. MARKETING Mr. NAVEEN KHERA to whom I am highly
obliged, for providing me with necessary facilities & opportunity to complete this
project on “EMPLOYEES WELFARE SCHEMES” AT KHERA INSTRUMENTS PVT.LTD.

I also elicit my deep regards to various other Officers & Staff members of KHERA
INSTRUMENTS PVT. LTD. for continuous encouragement & help in finding out relevant
information’s without which this project would not be possible. Lastly, I would like to extend my
thanks to all Staff of Personnel & Administration Department (HR) as well as my group for their
co-operation to complete this project work and making my short visit as a trainee, a memorable
one.

WITH REGARD

(PRITI RAJAK)
 CHAPTER-1

INTRODUCTION
 CHAPTER -2

REVIEW OF LITERATURE

DEFINITION OF HUMAN RESOURCE MANAGEMENT:-

ACCORDING EDWIN B. FILLPO:-

‘Human resource and personnel management is the planning ,organization ,directing and
controlling of the procurement ,compensation integration , maintenance and separation of human
resource to the end that individuals, organizational and social objectives are accomplish.’

HUMAN RESOURCE DEVELOPMENT: A QUALITY APPROACH

A new wind is blowing through management literature nowadays which fast driving out the
traditional term personnel management and substituting a new term human resource
development. This new term seems to emphasize two things: one, the human beings are the most
important resource of an organization. They are unlike other resources in that they have the
unlimited potential for investment.

Since the early 1970’s when the concept of HRD first began to be recognized by some
organization in India, a large number of organizations in the country have began to display an
interest in HRD. While many organizations appear to have simply relabeled; their personal
departments to keep up the fashions of the times, there are some which seem to have done
considerable work in setting up HRD systems. On the basis of some studies done on this subject
it can be inferred that the main factors behind the setting up of a separate HRD function in any
organization are the philosophy of its top management and the nature of business.

As new era comes human resource development becomes very important in each and every
organization whether it is public or private sector. Employee welfare is the sub part of human
resource development because it is very important to get work in a proper way with better
utilization of resource, in this context employee welfare is used as a motivational factors for each
level of organization.
EMPLOYEE WELFARE

INTRODUCTION

Acc. to Factories Act 1948, in chapter v from section 42 to 49, following welfare facilities are
provided to employees. They are Canteen, shelter & rest room, washing facilities, ambulance,
first aid, lunch room, leaves etc.

EMPLOYEE WELFARE:

After employees have been hired, trained or remunerated, they need to be retained & maintained
to serve the organization better. Welfare facilities are designed to take care of the well being of
the employees.

MEANING AND DEFINITION:

Labor Welfare means anything done for comfort & improvement (intellectual or social) of the
employees over & above the wages paid which is not a necessity of the industry.

According To Oxford Dictionary:-

“Employee Welfare/ Labor Welfare mean the efforts to make a life worth
living for a workman.”

Thus Labor Welfare is a term, which must necessarily be elastic, bearing a somewhat different
interpretation in one country from industrialization & education level of worker.

However, at its Asian Regional Conference defined Employee Welfare as: -

A term which is understood, to include such services & facilities as may be established in or in
the undertaking condensate to high morale.
FEATURES OF EMPLOYEE WELFARE:

 Employee welfare is a comprehensive term including various services, facilities and

amenities provided to employees for the betterment.

 Welfare measures are in addition to regular wages & other economic benefits available to
employees under legal provisions & collective bargaining.

 Welfare measures may be provided not only by employers but by the government, trade
unions & other agencies too.

 The basic purpose of Employees Welfare is to improve the lot of working class and
thereby make a worker a good employee and a happy citizen.

 Employee Welfare is an essential part of the social welfare. It involves adjustment of an

employee’s work life and family life to the community or social life.

 Welfare measures may be both voluntary & statutory. Voluntary measures are the result
of paternalistic and philanthropic feelings of the employer.

 Employee Welfare measures are also known as Fringe benefits & services.

BENEFITS/OBJECTIVES OF EMPLOYEES WELFARE:

Employees Welfare provides the following benefits or objectives:

 It helps to improve recruitment. As the job becomes more attractive, more efficient
employees can recruited.

 It improves the morale and loyalty of workers by making them happy and satisfied.

 It reduces labor turnover and absenteeism, thereby building a stable workforce.

 Welfare measures helps to improve the goodwill & public image of the enterprise.

 Voluntary efforts for the welfare of workers reduce the threat of further govt.
intervention.

 Improvement in material, intellectual & cultural conditions of life protects the workers
from social evils like drinking, gambling, prostitution etc.
TYPES OF WELFARE ACTIVITIES:-

Employee Welfare services may be classified into 2 broad categories:-

INTRA-MURAL: These services are provided within the establishment. These includes urinals,
latrines, washing & bathing facilities, crèches, rest & shelter rooms, canteens, uniform, medical,
recreation facilities etc.

EXTRA-MURAL: These services are provided outside the establishment. These

Consist of housing accommodation, Transport, maternity benefits, children Education, family
planning & child welfare Holiday homes leave travel facilities, Interest free loans etc.
 CHAPTER -3

RESEARCH METHODOLOGY AND OBJECTIVES

 CHAPTER -4

ANALYSIS AND DISCUSSION

WELFARE FACILITIES IN KHERA INSTRUMENTS PVT.LTD.

KHERA INSTRUMENTS carried out many welfare facilities for the betterment of the
employees and for Community Development. KHERA INSTRUMENTS continued to follow &
upgrade its efforts at promoting welfare of employees. In this direction various welfare activities
are done with addition to basic pay.

I have enlisted all the welfare activities of KHERA INSTRUMENTS PVT. LTD. as follows:-

(1) Residential Accomodation

(2) Health & Medical care
(3) Canteen
(4) Education Facilities to Employees Children
(5) Transport Facility
(6) Loans and Advances
(7) L.T.C. FacilitySS
(8) Financial Assistance to Clubs
(Staff Institutes/employees club & Officers Club)
(9) Insurance Schemes, Gratuity, Provident Fund
(10) Leaves

1. RESIDENTIALACCOMMODATION

Township is maintained in KHERA INSTRUMENTS. In general it is maintained in all

organisation. Employees/Officers are allotted quarters on the basis of their grades for which
house rent recovery is made which is very nominal(5% of their basic pay), free electricity &
water supply is also provided by corporation to its employees in township.

KHERA INSTRUMENTS RESIDENTIAL ACCOMODATION

Company constructed own accommodation near by the organisation and allotted the
accommodation to the employees working in the refinery as per their entitlement.

QUARTER’S ALLOTMENT:

The employee shall be entitled to the allotment of accommodation according to the classification
and type of quarter shown, depending mainly upon the priority date and pay groups.

FOR ORGANISATION TOWNSHIP:

The priority date for the purpose of allotment of quarters in the marketing, refineries, and
pipelines will be considered separately in respect of the quarters so earmarked

GRADE
A C / IV
B C / IV
C D/V
D D/V
E D/V
F D/V
G D/V
H D/V
I D/V

I A / I & II
II A / I & II
III A / I & II
IV A / I & II
V A / I & II
VI B / III
VII B / III
VIII B / III
IF EMPLOYEE FAILS TO ACCEPT ALLOTMENT:

If any employee fails to accept the allotment of the quarter with in three days from the date of
receipt of the allotment order or fails to take possession of that quarter within seven days of the
date of the allotment. He shall not be eligible for another allotment until the last person on the
waiting list on that date has been allotted a quarter.

2. HEALTH & MEDICAL CARE

This corporation maintained its hospital in township attached to Company, which is having all
the facilities in it. Employees along with their eligible dependence with them in township are
entitled to get the medical attendance from the corporation’s hospital.

FOR COMMUNITY ‘S WELFARE:-

 Family Welfare Camps through company hospital & District hospital.

 Sponsoring Camps for physically Disabled People in the District.
(a) KALYANAM KAROTI
(b) VIKLANG SAHARAK SANSTHAN
In these all these hospitals, artificial limps, shoes, crutches, wheel chairs etc. are given.

 Eye Camps
 First Examining & then Wind up of those who have to be operated.

On last day they are provided by a kit and those who are in need they are provided with spectacle

3. CANTEEN

As per factory act 1948 welfare facilities such as canteen check& changes will be provided to the
workmen those who are performing rotating shift duty by the factory owner. The canteen
facilities availed by 2000 employees. The canteen being run the contract basis period of 23
months.

PROVISION:
There are two types of canteens have been provided to the employees
1. Meals canteen
2. Snacks canteen
On canteen basis, a Contractor is paid & 2 types of coupons are issued to the employees once in
a month
1. Meal coupons(vegetarian & non-vegetarian)
2. Snacks coupons

COST OF COUPONS

Cost of 1 veg. coupon =80paise

There are 25 coupons in one coupon book, so it cost comes to Rs. 20
Cost of 1 non-veg. coupon =Rs.1
There are 25 coupons in one coupon book, so it cost comes to Rs. 25

I. MEALS CANTEEN:-

(a)
Timings
12.30 to 1.30 P.M. Lunch
2.30 P.M Over time lunch
8.00 P.M Dinner
10.30 P.M Over time dinner
Menu of Meals Canteen

(i) For tiffin/ Thali system

One green vegetable, Dal, rice, chapatti, curd/rayta, curry(chole, or
ramas,or pakora curry, or lobhia), salad, pickle, papad
(ii) For Dry lunch packets
2 slices of bread, pulav/puri, dry chole/sabji, packed fruit jam, sauce, two
seasonal fruits & packed picklel.

(iii) Fruit packet

2 seasonal fruits (4 pieces of each type), 1 mithai, boiled
Chana, salad.
(iv) Other type of dry lunch packet
Chapatti, dry sabji, 2fruits, salad

II. SNACKS CANTEEN:-

III.
Timings

1.30 A.M. I Service for rotating shift

 6.30 A.M. II Service for rotating shift
9.00 A.M. III service for general shift
2.30 P.M. IV service for rotating shift
5.30 P.M. V service for rotating shifts & overtime
10.30 P.M. VI service for rotating shift.

Menu:- Tea, namkeen, bread, butter, pakora, biscuit, vada, samosa,

namkeen mixture & sweets.

LEAVE TO CANTEEN WORKERS:

 Earned Leave ------- 18 days.

 Sick Leave ------- 10 days.
 Gazette holidays ------- 9 days.
 National holidays ------- 26 Jan, 15 Aug, 2 Oct.

FACILITIES TO CANTEEN CONTRACTORS

Some Infrastructure facilities have been provided to canteen contractor for smooth & trouble free
services. These are as follows: -

(A) CANTEEN BUILDING - It will be charged @ 1 Rs. Per month as a coupon

of monthly license free i.e. Rent
(b) ELECTRICITY & WATER - It will be charged @ 1 Rs. Per month as a token of
monthly license fee.
(c) EQUIPMENT & UTENSILS ---These are provided by the management to the
contractor without any rent.
(d) RESIDENTIAL ACCOMODATION—The contractor has been provided two B type &
two A type quarters in township on market rent.

NOTE:

 The medical officer check the quality of food once in a fortnight

 Canteen officer check food & raw materials on daily basis. Apart from the follows:-
 Cleanliness of the building utensils etc.
 Cleanliness of the cook & services boy.
 He will also check the nails & hairs.

PENALITIES:

There is a penalty clause for each and every lapse that is observed by the officer in charge.
PAYMENT:

Fixed subsidy -- The fixed subsidy is providing catering services on monthly basis for
preparation and supply of eatables in different location inside / outside battery area (i.e. based on
minimum wages)

BASE FOR CALCULATION:

1. Minimum wages ---- Semi skilled & unskilled.
2. Provident fund ---- At the rate of 12% minimum wages.
3. Bonus ---- At the rate of 12% minimum wages.
4. Medical Allowance ---- At the rate of 90 Rs. Per months.
5. Shift Allowance ---- At the rate of 55 Rs.Per months.
6. Transportation allowance ---- At the rate of 75 Rs. Per month.
7. Leave encashment ---- It is based on attendance.
8. Uniform ---- Rs. 900 Per annum in summer
Rs. 150 Per annum in winter.
9. Washing allowance ---- Rs. 50 Per month.

4. EDUCATION FACILITIES TO EMPLOYEE’S CHILDREN

BOARD POLICY :
Since education is a specialized field requiring specialist experience and know how, the refinery
management will, as far as possible, entrust the responsibility of developing educational facilities
to some educational institutions (Governmental and non-Governmental) in the respective states.
To attract such institutions, the corporation will provide the school building and initial
expenditure on furniture and other necessary equipments. If such educational institutions are not
available or if their services cannot be obtained on reasonable terms, the Corporation alone
should undertake the responsibility of running the schools.

Primary education through the medium of national language (Hindi) and/or the regional language
should be made available to children of employees free of cost.

The Corporation may start a secondary / high School entrusting its management to outside
educational institution, through the medium of national or regional language if that is the need
and introduced English as one of the subjects from any standard, depending upon the practice in
the respective state. No fee will, be charged from the children of employees belonging to SC / ST
community.

The corporation may grant subsidy to such a school to a reasonable extent, which may be
decided from time to time.

No fees may be charged from the children in the Nursery Class, if the Nursery class is a part of
the primary school with the medium of National or regional language. If the Nursery class is run
through the medium of English Then adequate fees should be charged so the 50% of the running
expenses of such school could be met from the monthly fees. The school fees for English
medium school will be on commercial basis so that it can be self-supporting in respect of running
expenses.

EDUCATION ALLOWANCE:

KHERA provides education allowance to the employee’s children . Before 3rd July 1988 this
facility was given to all the children of an employee but after that only two child of an employee
will get this facility.

AMOUNT OF ALLOWANCE:

Rs. 200 per child per month.

Rs. 500 per child per month (children doing professional courses)

5. TRANSPORT FACILITIES

Transport facility is provided in the corporation to its employees to bring them at duty places
and drop them back. Time to time buses are provided for their children as well, for going to DPS
or KVS school and drop them back to their residential places. Buses for marketing division are
also there which provides facility for the wives of IOC’s Employees if they want to go to market.
Stops and points are deciced.

TRANSPORTATION OF EMPLOYEES:

Mathura Refinery is having 2 Years contract on round the clock basis, 9 No. of Buses have been
deployed for transportation of employees from city to Refinery & back. The timing of shifts are
as under: -
‘A’ ----------- 06.00 a.m To 02.00 p.m
‘B’ ----------- 02.00 p.m To 10.00 p.m
‘C’ ----------- 10.00 p.m To 06.00 a.m
‘General Shift’ ----------- 08.00 a.m To 05.00 p.m
‘ Admn. Staff’ ----------- 09.45 a.m To 05.30 p.m

The above 9 No. Of buses are further utilized for welfare trips such as Schools, Colleges,
Marketing duties for the dependant of the employees as well as CISF.

ELIGIBILITY:

(a). Those employees are not getting transport allowance subsidy will be eligible for transport
facility.
(b). Employees drawing transport allowance subsidy will not eligible for company’s, transport
facility.
6. LOANS AND ADVANCES:

The employees of corporation are entitle to various types of loans & advances like House Loan
Advances, Conveyance Advances, Conveyance Repair Advances, Festival advances, Bicycle
Advances, Emergency Advances, Medical Advances, T.A. advances & P.F. Advances.
As per the Rule, the Corporation may grant Conveyance Advance, subject to availability of
funds in the budget, for purchase of conveyance provided the competent authority is satisfied
that the possession of a vehicle by an employee will be in the interest of the corporation. The
sanction of advance can be for purpose of a motor/car (which expression shall include Maruti
van/Gypsy/Jeep also)/Motor cycle/ scooter/ Moped/ Scooterette or bicycle.

ELIGIBILITY:

Conveyance Advance can be granted by the Corporation to permanent employees for purchase of
Motor Car/ Motor cycle/ Scooter/ Moped/ Scooterette. The employees who have completed their
probation period satisfactorily shall be treated as permanent employees for this purpose. Uniform
rules shall be applicable in respect of conveyance advance as purchased is a Motor Car, Motor
Cycle, Scooter/ Moped or a Bicycle.

MOTER CAR FOR OFFICERS IN GRADE ‘A’

Actual cost/ or Rs. 2.00 lakhs, which ever is less for purchase of Car is admissible.

MOTOR CAR (FOR OFFICERS IN GRADE ‘B’ AND ABOVE)

Actual cost limited to and the road controlled price of a new air conditioned/non-air-conditioned
Car

MOTOR CYCLE/ SCOOTER/ MOPED/ SCOOTER

For Officers: Actual price paid for the vehicle or on the road-controlled price of the new vehicle
whichever is less.

FOR NON-OFFICERS(GRADE VIII) : Actual price paid for the vehicle or on the road-
controlled price of the new vehicle or Rs. 80,000/- (for four wheeler) whichever is less.

FOR NON-OFFICERS(UPTOGRADE VII) : Actual price paid for the vehicle or on the road-
controlled price of the new vehicle.

PRIORITIES FOR OFFICERS:

1. Officers applying for car advance for the first time or had availed of the advance
seven years ago and are entitled to draw car maintenance expense shall be given first
 priority. Similarly, those who apply for motor car/ scooter advance for the first time
or had availed of Motor Cycle/ Scooter advance seven years ago shall also be given
first priority.
2. Officers promoted from in grade ‘A’ are entitled to draw car maintenance expenses
shall be given second priority if they want to switch over from Scooter/ Motor Cycle
to Car.
3. Third priority shall be given to those who are applying for conveyance advance for
the second time.
4. The officers who are entitled for reimbursement of scooter/ motor cycle/ may not be
given any priority and their request shall only be considered at the end of the year
after demand of all other categories has been met.

AUTHORITY COMPETENT TO SANCTION CONVEYANCE ADVANCE :

In case of Headquarters: DGM (A&W)
In case of units: DGM (HR)

INSTALLMENTS AND RECOVERY

MOTOR CAR:
The advance sanctioned for the purchase of motor car shall be recovered in not more than 120
equal monthly installments

.MOTOR CYCLE: The advance sanctioned for the purchase of motor cycle/ scooter/ moped/
scooterette shall be recovered in not more than 92 equal monthly installments.

FOR SCOOTERS / MOTOR CYCLES:

 In case of two-wheeler, it is not admissible.
Once a CRA is drawn, no subsequent advance for purchase of a conveyance shall be
payable to the officer for a period of three years from the date of drawl of CRA.

PAYMENT OF CRA:
 An officer eligible to draw CRA shall submit a format application in the prescribed
form (Annexure V) to the competent authority giving all necessary details, regarding
self and vehicle, relevant to the grant and regulation of CRA duly supported by detailed
list of measure jobs to be undertaking on the vehicles and the total estimated cost
thereof.
 Within 60 days from the date of the advances the officers shall submit to the competent
authority the following:
(a) Originals of the detailed bill(s) of the garage/ repairers, stipulating the items of
work done and individual cost thereof.
(b) The officer with a certificate shall endorse each bill that all the items of work
build and paid for have actually been carried out.
 (c) If there is any residual amount left over the differences between the CRA drawn
and the total of the bills / receipts submitted in support the same shall be
refunded to the corporation forthwith. In case such residual advance exceeds Rs.
500/- interest at 1`% over and above the ruling bank rate will be chargeable on
the amount from the date of payment of CRA to the date of refund.
(d) Stamped receipts from the garage/ repairers shall be deemed as evidence of
payment by officers.

FESTIVAL ADVANCE:
An advance limited to Rs. 4000/- is admissible to all non-officer employees on the eve of
important festival, which is interest free and recoverable in not more than 10 equal monthly
installments. The advance is admissible only once in calendar year provided the advance taken in
the earlier year has been repaid in full.

REPAYMENT OF ADVANCE:
The advance shall be interest free and shall be recovered in not more than 10 equal monthly
installments.

IMPORTANT FESTIVALS :
Any such festival as the head of establishment may declare in respect of establishment under his
Administrative control.

APPLICATION FORMS :
The application form for the festival advance should be submitted in the prescribed Performa.

ELIGIBILITY:
Festival advance amounting to Rs.4,000/- to an non-officers employee shall be admissible only
once in a calendar year provided the advance taken in the earlier year has been repaid in full.
The advance shall be disbursed and drawn before the commencement of the festival for which
the advance is sanctioned.

SANCTIONING AUTHORITY :
In case of Headquarters - DGM (A&W).
In case Of units - DGM (HR).

7. LEAVE TRAVELLING CONCESSION (L.T.C)

BASIC PRINCIPLES :

 To afford assistance to employee serving and places distinct from their homes for journey
to their home town.
 Now, facility extended to anywhere in India.
 Including family and his dependant parents apart from self.
  LTC block year starts from odd year e.g. 2001-2002.

Eligibility:

 Employees and their family are allowed only once in a block period of 2 years with
option of availing the L.T.C. for any place in India.

 Employees while availing L.T.C. are also re imbursed for local travel actual taxi fare
or at twice the entitled rate of local conveyance under TA rules at the sections of
commencement and termination of outward and inward journeys, whichever is less

 LTC admissible to all employees in the approved scales of pay.

 Employee must complete 1-year continuous service from the date of availing LTC.

FAMILY INCLUDES:-:

 Spouse
 Legitimate children who joined before July 88 and who joined after
July 88 only, two eldest children.
 Dependent Parents

LIBERTIES:-
 Need not accompany the employee during travel.
 May visit separate places.
 May avail different modes of transport.

Salient features
 Frequency – once in 2 year block (odd year).
 Destination – anywhere in India.
 Class of accommodation.
- Non-officer based on BP.
- Grade A B C AC two tier.
- Grade G and above Flight.
 Air travel for Andaman and Nicobar Lakshdweep.
 Auto extension by one year.

Holiday Homes:

 It can be booked for maximum of 10 days except Manali (maximum 15 days).

 @ Rs. 5/- per day for officers.
 @ Rs. 2/- per day for non-officers.
 Booking can be done 3 months in advance.
 Booking controlled by Mktg.Divison for officers.
 Booking controlled for non-officers by their respective Divisions & Headquarters.

. FINANCIAL ASSISTANCE TO THE

STAFF INSTITUTES & OFFICER’S CLUB
( For recreational & cultural programs)

A. VARIABLE FINANCIAL ASSISTANCE TO:--

1. STAFF INSTITUTES:

The formula for working out the corporation’s assistance will continue to be
applicable..

2. OFFICERS’ CLUB:

The formula for working out the corporation’s assistance will continue to be applicable.
However, the maximum contribution is enhanced from the existing Rs. 3.00 per
member per month to Rs. 4.50 per member per month subject to a minimum of Rs.
13,000 /- per annum instead of the existing Rs. 8,500 /-

9. LEAVES

LEAVE RULES

1. Leave is not a matter of right.

2. sanctioning authority: Controlling Officer.
3. Basically there are three types of leave :
(a) Casual leave (C.L.)
(b) Earned Leave (E.L.)
(c) Special Sick Leave (S.L.)

(A) CASUAL LEAVE :

 Maximum Ten C.L. in a calendar year with full pay and allowance.
 Given proportionately for middle of year joining
 Max of 6 C.L. at a time.
 Will lapse at the end of calender year.
 Can be prefixed, suffixed & sandwiched with public holidays / weekly offs /
C.C.L.
 Cannot be combined with any other type of leave.
 (B) EARNED LEAVE :
 Total of 32 earned leave in a year
 Earned @ 8 days for each completed quarter of service.
 Credited on 1st of April, 1st july, 1st october and 1st jan.
 ¾ th en cash and 1/4th non encasable.
 Accumulated upto a maximum of 300 .
 Accrual / reduction: @ 1 day for every 11 day of LWP/duty.
 Not granted more than 4 times in a year.
ENCASHMENT OF E.L.:
 Encashable portion can be encashed.
(a) Any time
(b)Either in part or in full in multiples of five.
(c) Minimum 5 days and maximum 90 days.
 All E.L.(Max 300 ) can be encahed at the time of V.R. / Death / Resignation /
Retirement.
 EL encashed = BP+DA.

(C) SPECIAL SICK LEAVE (S.L.)

 Total of 20 HP or 10 FP in a year.
 Earned @5days on half pay per quarter.
 Credited at the end of each quarter.
 No ceiling on accumulation.
 Can be availed upto 2 days without medical certificate.
 For > 2 days S.L. medical certificate has to be given.
 Can be encashed at the time of super annuation / VR / Death.

10. INSURANCE SCHEMES, GRATUITY, PROVIDENT FUND & OTHER

BENEFITS

INDIAN OIL EMPLOYEES WELFARE COOPERATIVE SCHEME

An employee who is confirmed or has completed 1 year of service in the corporation, may
become a member under this scheme. He is required to pay an entrance fee of Rs. 1/- and should
pay for one share of Rs. 10/-, which is refundable on cessation of effective membership. July
1988, the rate of contribution is Rs. 10/- p.m. In the event of death of an employee while in
service, the society shall pay to the legal family member of that employee, a sum of Rs. 500/-
p.m. for a period of 5 years.

SCHEME OF SELF INSURANCE

Upon an employee suffering death or permanent total disability due to an accident arising out of
and in the course of employment, a compensation equivalent to 60 months pay subject to a
minimum of Rs. 90,000/- is payable to the workmen under the Workmen’s Compensation
Act,1923.

GRATUITY & COMPASSIONATE GRATUITY

The provisions of the said Act cover employees under the payment of Gratuity Act, 1972.
Other Employees are entitled to payment of gratuity under the provision of the company’s
Gratuity scheme, as per following details.

QUANTUM OF GRATUITY

Gratuity is paid @15/26 of the monthly emoluments for each completed year of service or part
thereof in excess of 6 months subject to maximum of 16.5 times of the monthly emoluments of
Rs. 100000/- whichever is less, provided the service rendered in the corporation os 5 years or
more.
In case of death, Gratuity is paid as per normal provision or as Worked below, whichever is
more:

(a) During 1 year of service:- Gratuity equal to 2 months

emoluments
(b)After 1 year before 5 years of service:- Gratuity equivalent
to 6 months emoluments
(c) After completion of 5 years but before 20 years of service:-
Gratuity equal to 12 months emoluments
(d)Service of 20 years or more:- Half a month’s emoluments
for completed half year of qualifying service subject to a
maximum of 33 times the emoluments provided the amount
of gratuity shall in no case exceed 1 lakh rupees.

PROVIDENT FUND

The eligible employee is required to contribute at the rate of 10% of their basic pay and the
company pays DA & matching contribution. Interest is payable on the accumulation at the rate
prescribed from time to time. At present the rate of interest is 12%. Member employees are
allowed refundable & non-refundable loans in certain given contingencies. PF accumulation
standing to the credit of the member up to a maximum limit of 90% of such accumulations as on
the date of making the request is permissible incase of member retiring from the service of the
corporation on Super Annuating within next 12 calender months or after completion of 54 years
of age, whichever is later
 CHAPTER-4
ANALYSIS AND INTERPRETATION

OF

WELFARE FACILITIES IN KHERA INSTRUMENTS PVT. LTD

COMPANY carried out many welfare facilities for the betterment of the employees and for
Community Development. IT continued to follow & upgrade its efforts at promoting welfare of
employees. In this direction various welfare activities are done with addition to basic pay.

I have enlisted all the welfare activities of KHERA INSTRUMENTS PVT. LTD. as follows:-

(1) Residential Accommodation

(2) Health & Medical care
(3) Canteen
(4) Education Facilities to Employees Children
(5) Transport Facility
(6) Loans and Advances
(7) L.T.C. Facility
(8) Financial Assistance to Clubs
(Staff Institutes/employees club & Officers Club)
(9) Insurance Schemes, Gratuity, Provident Fund
(10) Leaves

1.RESIDENTIAL ACCOMMODATION
 Township is maintained in Khera Instruments . In general it is maintained in all organistion.
Employees/Officers are allotted quarters on the basis of their grades for which house rent
recovery is made which is very nominal(5% of their basic pay), free electricity & water supply is
also provided by corporation to its employees in township.

KHERA .LTD RESIDENTIAL ACCOMODATION

Company constructed own accommodation near by the refineries installation and allotted the
accommodation to the employees working in the refinery as per their entitlement.

QUARTER’S ALLOTMENT:

The employee shall be entitled to the allotment of accommodation according to the classification
and type of quarter shown, depending mainly upon the priority date and pay groups.

GRADE
A C / IV
B C / IV
C D/V
D D/V
E D/V
F D/V
G D/V
H D/V
I D/V

I A / I & II
II A / I & II
III A / I & II
IV A / I & II
V A / I & II
VI B / III
VII B / III
VIII B / III

IF EMPLOYEE FAILS TO ACCEPT ALLOTMENT:

If any employee fails to accept the allotment of the quarter with in three days from the date of
receipt of the allotment order or fails to take possession of that quarter within seven days of the
date of the allotment. He shall not be eligible for another allotment until the last person on the
waiting list on that date has been allotted a quarter.

2. HEALTH & MEDICAL CARE

This corporation maintained its hospital in township attached to KHERA

INSTRUMENTS, which is having all the facilities in it. Employees along with their
eligible dependence with them in township are entitled to get the medical attendance
from the corporation’s hospital.

FOR COMMUNITY ‘S WELFARE:-

 Family Welfare Camps through Mathura Refinery hospital & District hospital. at
Swaran Jayanti Hospital.
 Sponsoring Camps for physically Disabled People in the District.
(a) KALYANAM KAROTI
(b) VIKLANG SAHARAK SANSTHAN
In these all three hospitals, artificial limps, shoes, crutches, wheel chairs etc. are given.

 Eye Camps
 First Examining & then Wind up of those who have to be operated.

On last day they are provided by a kit and those who are in need they are provided with
spectacles.

FOR EMPLOYEES OF MATHURA REFINERY:-

A patient may be referred to an outside hospital, in any of the Metropolitan City,

by the C.M.O. only in case where treatment cannot be done in MR hospital.

These are as follows:-

(I) LIST OF NOMINATED HOSPITALS

DELHI:-

1. Sir Ganga Ram Hospital (Model Hospital)

2. Batra Hospital & Medical Research Center
3. Holy Family Hospital
4. Dr. B.L.Kapur Memorial Hospital
5. Tirath Ram Shah Hospital
 6. St. Stephen's Hospital
7. Noida Medicare Center Ltd
8. Deepak Memorial Hospital & Medical Research Center
9. Sunder Lal Jain Charitable Hospital
10. Shri Mool Chand Khairati Ram Hospital & Ayurvedic Research Centre

MUMBAI:-

1. Dr. Balabhai Nanavati Hospital

2. Bombay Hospital & Medical Research Centre

3. Jaslok Hospital & Research Centre

4. Breach Candy Hospital & Research Centre

5. Tata Memorial Hospital

KOLKATA:-

1. Calcutta Medical Research Institute

2. Ramakrishna Mission Seva Pratisthan

3. Woodland Nursing Home (The East India Clinic Ltd.)

4. Arivindo Seva Kendra (EEDF), Gariahat Road

5. Assembly of God Church Hospital & Research Centre

CHENNAI:-

1. Vijaya Hospital

2. National Hospital

3. Devaki hospital

MATHURA:

1. Methodist Hospital, Mathura

2. Swarn Jayanti Samudaik Hospital, Mathura

AGRA:
 1. Asopa’s Hospital, Agra

2. G.G.Hospital, Agra

3. CANTEEN
As per factory act 1948 welfare facilities such as canteen check& changes will be
provided to the workmen those who are performing rotating shift duty by the factory
owner. The canteen facilities availed by 2000 employees. (Refineries, CISF, Railways,
P&T, Excise & custom, Training)
The canteen being run the contract basis period of 23 months.

PROVISION:
There are two types of canteens have been provided to the employees
3. Meals canteen
4. Snacks canteen
On canteen basis, a Contractor is paid & 2 types of coupons are issued to the
employees once in a month
1. Meal coupons(vegetarian & non-vegetarian)
2. Snacks coupons

COST OF COUPONS
Cost of 1 veg. coupon =80paise
There are 25 coupons in one coupon book, so it cost comes to Rs. 20
Cost of 1 non-veg. coupon =Rs.1
There are 25 coupons in one coupon book, so it cost comes to Rs. 25

I. MEALS CANTEEN:-
(a) Timings
12.30 to 1.30 P.M. Lunch
2.30 P.M Over time lunch
8.00 P.M Dinner
 10.30 P.M Over time dinner
Menu of Meals Canteen

(i) For tiffin/ Thali system

One green vegetable, Dal, rice, chapatti, curd/rayta, curry(chole, or
ramas,or pakora curry, or lobhia), salad, pickle, papad
(ii) For Dry lunch packets
2 slices of bread, pulav/puri, dry chole/sabji, packed fruit jam,
sauce, two seasonal fruits & packed picklel.
(iii) Fruit packet
2 seasonal fruits (4 pieces of each type), 1 mithai, boiled
Chana, salad
(iv) Other type of dry lunch packet
Chapatti, dry sabji, 2fruits, salad

II. SNACKS CANTEEN:-

Timings

1.30 A.M. I Service for rotating shift

6.30 A.M. II Service for rotating shift
9.00 A.M. III service for general shift
2.30 P.M. IV service for rotating shift
5.30 P.M. V service for rotating shifts & overtime
10.30 P.M. VI service for rotating shift.

Menu:- Tea, namkeen, bread, butter, pakora, biscuit, vada, samosa,

namkeen mixture & sweets.

LEAVE TO CANTEEN WORKERS:

 Earned Leave ------- 18 days.
 Sick Leave ------- 10 days.
 Gazette holidays ------- 9 days.
 National holidays ------- 26 Jan, 15 Aug, 2 Oct.

FACILITIES TO CANTEEN CONTRACTORS

Some Infrastructure facilities have been provided to canteen contractor for smooth &
trouble free services. These are as follows: -

(A) CANTEEN BUILDING - It will be charged @ 1 Rs. Per month as a coupon

of monthly license free i.e. Rent
(b) ELECTRICITY & WATER - It will be charged @ 1 Rs. Per month as a token
of monthly license fee.
(c) EQUIPMENT & UTENSILS ---These are provided by the management to the
contractor without any rent.
(d) RESIDENTIAL ACCOMODATION—The contractor has been provided two B type
& two A type quarters in township on market rent.

NOTE:
 The medical officer check the quality of food once in a fortnight
 Canteen officer check food & raw materials on daily basis. Apart from the
follows:-
 Cleanliness of the building utensils etc.
 Cleanliness of the cook & services boy.
 He will also check the nails & hairs.

PENALITIES:
There is a penalty clause for each and every lapse that is observed by the officer in
charge.

PAYMENT:
Fixed subsidy -- The fixed subsidy is providing catering services on monthly
basis for preparation and supply of eatables in different location inside / outside battery
area (i.e. based on minimum wages)

BASE FOR CALCULATION:

9. Minimum wages ---- Semi skilled & unskilled.
10. Provident fund ---- At the rate of 12% minimum wages.
11. Bonus ---- At the rate of 12% minimum wages.
12. Medical Allowance ---- At the rate of 90 Rs. Per months.
13. Shift Allowance ---- At the rate of 55 Rs.Per months.
14. Transportation allowance ---- At the rate of 75 Rs. Per month.
15. Leave encashment ---- It is based on attendance.
16. Uniform ---- Rs. 900 Per annum in summer
Rs. 150 Per annum in winter.
9. Washing allowance ---- Rs. 50 Per month.

4. EDUCATION FACILITIES TO EMPLOYEE’S CHILDREN

BOARD POLICY :
Since education is a specialized field requiring specialist experience and know how, the
refinery management will, as far as possible, entrust the responsibility of developing
educational facilities to some educational institutions (Governmental and non-
Governmental) in the respective states. To attract such institutions, the corporation will
provide the school building and initial expenditure on furniture and other necessary
equipments. If such educational institutions are not available or if their services cannot
be obtained on reasonable terms, the Corporation alone should undertake the
responsibility of running the schools.

Primary education through the medium of national language (Hindi) and/or the regional
language should be made available to children of employees free of cost.

The Corporation may start a secondary / high School entrusting its management to
outside educational institution, through the medium of national or regional language if
that is the need and introduced English as one of the subjects from any standard,
depending upon the practice in the respective state. No fee will, be charged from the
children of employees belonging to SC / ST community.

The corporation may grant subsidy to such a school to a reasonable extent, which may
be decided from time to time.

No fees may be charged from the children in the Nursery Class, if the Nursery class is a
part of the primary school with the medium of National or regional language. If the
Nursery class is run through the medium of English Then adequate fees should be
charged so the 50% of the running expenses of such school could be met from the
monthly fees. The school fees for English medium school will be on commercial basis
so that it can be self-supporting in respect of running expenses.

EDUCATION ALLOWANCE:

IOCL provides education allowance to the employee’s children . Before 3rd July 1988
this facility was given to all the children of an employee but after that only two child of an
employee will get this facility.

AMOUNT OF ALLOWANCE:

Rs. 200 per child per month.

Rs. 500 per child per month (children doing professional courses)

SCHOOL IN TOWNSHIP:

Mathura refinery is also running two schools look after by Deputy Manager of
Corporate Communication Dept. These schools are Delhi Public School governed by
DPS society and Kendriya Vidhyalaya governed by KVS society. The recruitment of
teachers over there is looking after by their Sagathan. In the management of these
schools there are two members from the concerned society and two members are from
the Refinery Management.

All the expenses of these schools are bore by the Refinery. They charge nominal fees
from employees and rest are paid by Refinery.

5. TRANSPORT FACILITIES

Transport facility is provided in the corporation to its employees to bring them at duty
places and drop them back. Time to time buses are provided for their children as well,
for going to DPS or KVS school and drop them back to their residential places. Buses
for marketing division are also there which provides facility for the wives of IOC’s
Employees if they want to go to market. Stops and points are deciced.

TRANSPORTATION OF EMPLOYEES:

Mathura Refinery is having 2 Years contract on round the clock basis, 9 No. of Buses
have been deployed for transportation of employees from city to Refinery & back. The
timing of shifts are as under: -
‘A’ ----------- 06.00 a.m To 02.00 p.m
‘B’ ----------- 02.00 p.m To 10.00 p.m
‘C’ ----------- 10.00 p.m To 06.00 a.m
‘General Shift’ ----------- 08.00 a.m To 05.00 p.m
‘ Admn. Staff’ ----------- 09.45 a.m To 05.30 p.m

The above 9 No. Of buses are further utilized for welfare trips such as Schools,
Colleges, Marketing duties for the dependant of the employees as well as CISF.

ELIGIBILITY:

(a). Those employees are not getting transport allowance subsidy will be eligible for
transport facility.
(b). Employees drawing transport allowance subsidy will not eligible for company’s,
transport facility.

6. LOANS AND ADVANCES:

The employees of corporation are entitle to various types of loans & advances like
House Loan Advances, Conveyance Advances, Conveyance Repair Advances,
Festival advances, Bicycle Advances, Emergency Advances, Medical Advances,
T.A. advances & P.F. Advances.
As per the Rule, the Corporation may grant Conveyance Advance, subject to
availability of funds in the budget, for purchase of conveyance provided the competent
authority is satisfied that the possession of a vehicle by an employee will be in the
interest of the corporation. The sanction of advance can be for purpose of a motor/car
(which expression shall include Maruti van/Gypsy/Jeep also)/Motor cycle/ scooter/
Moped/ Scooterette or bicycle.

ELIGIBILITY:

Conveyance Advance can be granted by the Corporation to permanent employees for

purchase of Motor Car/ Motor cycle/ Scooter/ Moped/ Scooterette. The employees who
have completed their probation period satisfactorily shall be treated as permanent
employees for this purpose. Uniform rules shall be applicable in respect of conveyance
advance as purchased is a Motor Car, Motor Cycle, Scooter/ Moped or a Bicycle.

MOTER CAR FOR OFFICERS IN GRADE ‘A’

Actual cost/ or Rs. 2.00 lakhs, which ever is less for purchase of Car is admissible.

MOTOR CAR (FOR OFFICERS IN GRADE ‘B’ AND ABOVE)

Actual cost limited to and the road controlled price of a new air conditioned/non-air-
conditioned Car

MOTOR CYCLE/ SCOOTER/ MOPED/ SCOOTER

For Officers: Actual price paid for the vehicle or on the road-controlled price of the new
vehicle whichever is less.

FOR NON-OFFICERS(GRADE VIII) : Actual price paid for the vehicle or on the road-
controlled price of the new vehicle or Rs. 80,000/- (for four wheeler) whichever is less.

FOR NON-OFFICERS(UPTOGRADE VII) : Actual price paid for the vehicle or on the
road-controlled price of the new vehicle.
PRIORITIES FOR OFFICERS:
5. Officers applying for car advance for the first time or had availed of the
advance seven years ago and are entitled to draw car maintenance expense
shall be given first priority. Similarly, those who apply for motor car/ scooter
advance for the first time or had availed of Motor Cycle/ Scooter advance
seven years ago shall also be given first priority.
6. Officers promoted from in grade ‘A’ are entitled to draw car maintenance
expenses shall be given second priority if they want to switch over from
Scooter/ Motor Cycle to Car.
 7. Third priority shall be given to those who are applying for conveyance
advance for the second time.
8. The officers who are entitled for reimbursement of scooter/ motor cycle/ may
not be given any priority and their request shall only be considered at the end
of the year after demand of all other categories has been met.

AUTHORITY COMPETENT TO SANCTION CONVEYANCE ADVANCE :

In case of Headquarters: DGM (A&W)
In case of units: DGM (HR)

INSTALLMENTS AND RECOVERY

MOTOR CAR:
The advance sanctioned for the purchase of motor car shall be recovered in not more
than 120 equal monthly installments

.MOTOR CYCLE: The advance sanctioned for the purchase of motor cycle/ scooter/
moped/ scooterette shall be recovered in not more than 92 equal monthly installments.

FOR SCOOTERS / MOTOR CYCLES:

 In case of two-wheeler, it is not admissible.
Once a CRA is drawn, no subsequent advance for purchase of a conveyance
shall be payable to the officer for a period of three years from the date of drawl
of CRA.

PAYMENT OF CRA:
 An officer eligible to draw CRA shall submit a format application in the
prescribed form (Annexure V) to the competent authority giving all necessary
details, regarding self and vehicle, relevant to the grant and regulation of CRA
duly supported by detailed list of measure jobs to be undertaking on the
vehicles and the total estimated cost thereof.
 Within 60 days from the date of the advances the officers shall submit to the
competent authority the following:
(e) Originals of the detailed bill(s) of the garage/ repairers, stipulating the
items of work done and individual cost thereof.
(f) The officer with a certificate shall endorse each bill that all the items of
work build and paid for have actually been carried out.
(g) If there is any residual amount left over the differences between the CRA
drawn and the total of the bills / receipts submitted in support the same
shall be refunded to the corporation forthwith. In case such residual
advance exceeds Rs. 500/- interest at 1`% over and above the ruling
bank rate will be chargeable on the amount from the date of payment of
CRA to the date of refund.
 (h) Stamped receipts from the garage/ repairers shall be deemed as evidence
of payment by officers.

FESTIVAL ADVANCE:
An advance limited to Rs. 4000/- is admissible to all non-officer employees on the eve
of important festival, which is interest free and recoverable in not more than 10 equal
monthly installments. The advance is admissible only once in calendar year provided
the advance taken in the earlier year has been repaid in full.

REPAYMENT OF ADVANCE:
The advance shall be interest free and shall be recovered in not more than 10 equal
monthly installments.

IMPORTANT FESTIVALS :
Any such festival as the head of establishment may declare in respect of establishment
under his Administrative control.

APPLICATION FORMS :
The application form for the festival advance should be submitted in the prescribed
Performa.

ELIGIBILITY:
Festival advance amounting to Rs.4,000/- to an non-officers employee shall be
admissible only once in a calendar year provided the advance taken in the earlier year
has been repaid in full.
The advance shall be disbursed and drawn before the commencement of the festival for
which the advance is sanctioned.

SANCTIONING AUTHORITY :
In case of Headquarters - DGM (A&W).
In case Of units - DGM (HR).

7. LEAVE TRAVELLING CONCESSION (L.T.C)

BASIC PRINCIPLES :

 To afford assistance to employee serving and places distinct from their homes for
journey to their home town.
 Now, facility extended to anywhere in India.
 Including family and his dependant parents apart from self.
 LTC block year starts from odd year e.g. 2001-2002.

Eligibility:
  Employees and their family are allowed only once in a block period of 2 years
with option of availing the L.T.C. for any place in India.

 Employees while availing L.T.C. are also re imbursed for local travel actual
taxi fare or at twice the entitled rate of local conveyance under TA rules at the
sections of commencement and termination of outward and inward journeys,
whichever is less

 LTC admissible to all employees in the approved scales of pay.

 Employee must complete 1-year continuous service from the date of availing
LTC.

FAMILY INCLUDES:-:

 Spouse
 Legitimate children who joined before July 88 and who joined
after July 88 only, two eldest children.
 Dependent Parents

LIBERTIES:-
 Need not accompany the employee during travel.
 May visit separate places.
 May avail different modes of transport.

Salient features
 Frequency – once in 2 year block (odd year).
 Destination – anywhere in India.
 Class of accommodation.
- Non-officer based on BP.
- Grade A B C AC two tier.
- Grade G and above Flight.
 Air travel for Andaman and Nicobar Lakshdweep.
 Auto extension by one year.
Holiday Homes:

 It can be booked for maximum of 10 days except Manali (maximum 15

days).
 @ Rs. 5/- per day for officers.
@ Rs. 2/- per day for non-officers.
 Booking can be done 3 months in advance.
 Booking controlled by Mktg.Divison for officers.
 Booking controlled for non-officers by their respective Divisions &
Headquarters.

8. FINANCIAL ASSISTANCE TO THE

STAFF INSTITUTES & OFFICER’S CLUB
( For recreational & cultural programs)

A. VARIABLE FINANCIAL ASSISTANCE TO:--

1. STAFF INSTITUTES:

The formula for working out the corporation’s assistance will continue to be
applicable..

2. OFFICERS’ CLUB:

The formula for working out the corporation’s assistance will continue to be
applicable. However, the maximum contribution is enhanced from the existing
Rs. 3.00 per member per month to Rs. 4.50 per member per month subject to a
minimum of Rs. 13,000 /- per annum instead of the existing Rs. 8,500 /-

9. LEAVES

LEAVE RULES

4. Leave is not a matter of right.

5. sanctioning authority: Controlling Officer.
6. Basically there are three types of leave :
(a) Casual leave (C.L.)
 (b) Earned Leave (E.L.)
(c) Special Sick Leave (S.L.)

(A) CASUAL LEAVE :

 Maximum Ten C.L. in a calendar year with full pay and allowance.
 Given proportionately for middle of year joining
 Max of 6 C.L. at a time.
 Will lapse at the end of calender year.
 Can be prefixed, suffixed & sandwiched with public holidays / weekly offs /
C.C.L.
 Cannot be combined with any other type of leave.

(B) EARNED LEAVE :

 Total of 32 earned leave in a year
 Earned @ 8 days for each completed quarter of service.
 Credited on 1st of April, 1st july, 1st october and 1st jan.
 ¾ th en cash and 1/4th non encasable.
 Accumulated upto a maximum of 300 .
 Accrual / reduction: @ 1 day for every 11 day of LWP/duty.
 Not granted more than 4 times in a year.
ENCASHMENT OF E.L.:
 Encashable portion can be encashed.
(a) Any time
(b)Either in part or in full in multiples of five.
(c) Minimum 5 days and maximum 90 days.
 All E.L.(Max 300 ) can be encahed at the time of V.R. / Death /
Resignation / Retirement.
 EL encashed = BP+DA.

(C) SPECIAL SICK LEAVE (S.L.)

 Total of 20 HP or 10 FP in a year.
 Earned @5days on half pay per quarter.
 Credited at the end of each quarter.
 No ceiling on accumulation.
 Can be availed upto 2 days without medical certificate.
 For > 2 days S.L. medical certificate has to be given.
 Can be encashed at the time of super annuation / VR / Death.

10. INSURANCE SCHEMES, GRATUITY, PROVIDENT FUND &

OTHER BENEFITS

INDIAN OIL EMPLOYEES WELFARE COOPERATIVE SCHEME

An employee who is confirmed or has completed 1 year of service in the corporation,
may become a member under this scheme. He is required to pay an entrance fee of Rs.
1/- and should pay for one share of Rs. 10/-, which is refundable on cessation of
effective membership. July 1988, the rate of contribution is Rs. 10/- p.m. In the event of
death of an employee while in service, the society shall pay to the legal family member
of that employee, a sum of Rs. 500/- p.m. for a period of 5 years.

SCHEME OF SELF INSURANCE

Upon an employee suffering death or permanent total disability due to an accident

arising out of and in the course of employment, a compensation equivalent to 60
months pay subject to a minimum of Rs. 90,000/- is payable to the workmen under the
Workmen’s Compensation Act,1923.

GRATUITY & COMPASSIONATE GRATUITY

The provisions of the said Act cover employees under the payment of Gratuity Act,
1972.
Other Employees are entitled to payment of gratuity under the provision of the
company’s Gratuity scheme, as per following details.

QUANTUM OF GRATUITY

Gratuity is paid @15/26 of the monthly emoluments for each completed year of service
or part thereof in excess of 6 months subject to maximum of 16.5 times of the monthly
emoluments of Rs. 100000/- whichever is less, provided the service rendered in the
corporation os 5 years or more.
In case of death, Gratuity is paid as per normal provision or as Worked below,
whichever is more:

(a) During 1 year of service:- Gratuity equal to 2 months

emoluments
(b)After 1 year before 5 years of service:- Gratuity
equivalent to 6 months emoluments
(c) After completion of 5 years but before 20 years of
service:- Gratuity equal to 12 months emoluments
(d)Service of 20 years or more:- Half a month’s
emoluments for completed half year of qualifying
 service subject to a maximum of 33 times the
emoluments provided the amount of gratuity shall in
no case exceed 1 lakh rupees.

PROVIDENT FUND

The eligible employee is required to contribute at the rate of 10% of their basic pay and
the company pays DA & matching contribution. Interest is payable on the accumulation
at the rate prescribed from time to time. At present the rate of interest is 12%. Member
employees are allowed refundable & non-refundable loans in certain given
contingencies. PF accumulation standing to the credit of the member up to a maximum
limit of 90% of such accumulations as on the date of making the request is permissible
incase of member retiring from the service of the corporation on Super Annuating within
next 12 calender months or after completion of 54 years of age, whichever is later
 CHAPTER -5
CONCLUSION AND RECOMMENDATIONS

5.1 CONCLUSION:
On the basis of survey conducted In khera instruments pvt. ltd., entitled on employees
welfare, we conclude that:--

Khera Intruments Pvt. Ltd.is providing good welfare facilities for the employees but some
of the employee who are still shown there dissatisfaction may be counseled and their
grievances must be redressed to achieve 100% satisfaction level.

So it is concluded that Khera Instruments Pvt. Ltd. is providing most of the Welfare
facilities to its employees in a satisfactory manner, which helps in motivating the employees
and getting good work done by the employees.
5.2 LIMITION OF THE STUDY:

All the employees were extremely helpful. But then also there were certain limitations in
the study. They are as follows:-

 TIME CONSTRAINT: -
Although the HR officers were willing to help the trainees as much as possible but in
spite of that they could not devote much of their office time to us regularly, because
of their own duties and responsibilities for the company.

 CONFIDENTIALITY: -
Confidentiality regarding cooperation policies was also a hindrance in the study.
\

 LIMITED AREA: -
Some of the welfare measure were applicable only inside the battery area .Eg. Safety
Shoes , Boiler Suits, Helmets etc.

 UNCOVERING:-

To make Questionnaire of manageable size, some of the inputs related to welfare

measures could not be dealt upon.


REFERENCES

 Mr. Vijay Mohan- CTRM

 Mr. R.K. Mehta, Senior Manager

 Mr. Dalip Singh, Offcier-Training

 Mr.U.K.Tandon, Manager M(A&W)

 Mr. Triloki Nath Tangar, SO (A&W)

· Mr. Vikas Garg , DM (ER)

· Mr. Harcharan, Officer (A&W)

· Mr. V.D. Gautam, Manager (H&A)

· Mr. Rohit Khanna, Officer (ER)

 Mr. Anshuman Bhattacharya, DM (ER)

 Mr. S.S. Saini, SO (A&W)

 Mr. K.B.S.Nair, Manager (A&W)

HR Training Coordinator:- Mr.Pradeep Mishra, Officer (A&W)

BOOKS REFERRED:

· Human Resource Management. (By L.M. Prasad)

· Human resource Management. & Personal Management. (By Ashwathapa)

 ANNEXURE

QUESTIONNAIRE:-
(A study of welfare Facilities for the Employees in khera Instruments Pvt. Ltd. New Delhi)

Personal Profile:

NAME:-
AGE:-
NATURE OF JOB:-
DESIGNATION:-

You are requested to give your opinion on each question on a 5 point basis, by encircling
your option.
A- Extremely Dissatisfied
B- Somewhat Dissatisfied
C- Can’t Say
D- Semi-Satisfied
E- Fully Satisfied

1. CANTEEN

 QUALITY OF FOOD A B C D E
 VARIETY OF FOOD A B C D E
 DRINKING WATER FACILITIES A B C D E
 CATERING SERVICES A B C D E
 DISTRIBUTION OF COUPONS A B C D E
 TIME SCHEDULE OF SERVICES A B C D E

2. MEDICAL FACILITIES RENDERED AT KHERA INSTRUMENTS PVT. LTD.

 AVAILABILITY OF SPECIALISTS A B C D E
 NO. OF QUALIFIED DOCTORS A B C D E
 AVAILABILITY OF MEDICINE A B C D E
 OPD A B C D E
 INDOOR ACTIVITIES A B C D E
 HOUSE KEEPING HOSPITALS A B C D E

3. RESIDENTIAL ACCOMODATION

 MAINTAINENCE OF QUARTERS A B C D E
 RATE OF ELECTRICITY, WATER & RENT A B C D E
  LOCATION AVAILABLE IN QUARTERS A B C D E
 GRADE BASIS ALLOTMENT OF QUARTERS A B C D E

4. RECREATION

 RECREATION FACILITY AT EMPLOYEES CLUB A B C D E

 INDOOR & OUTDOOR GAMES A B C D E
 CULTURAL PROGRAMMES A B C D E

5. TRANSPORT

 CONDITION OF A B C D E
 NO. OF BUSES A B C D E
 SCHEDULE & ROUTE A B C D E

6. ARE YOU SATISFIED WITH THE EDUCATION PROVIDED TO THE

EMPLOYEES CHILDREN IN TOWNSHIP? A B C D E

7. ARE YOU SATISFIED WITH THE L.T.C. FACILITY PROVIDED BY THE

COMPANY ?
A B C D E

8. ARE YOU SATISFIED WITH THE HOBBY CLASSES PROVIDED TO THE LADIES
& CHILDREN DURING THE SUMMER VACATIONS?
A B C D E

9. CONVEYANCE
 CONVEYANCE ADVANCE & ALLOWANCE A B C D E

10. ARE YOU SATISFIED WITH THE FURNITURE LOAN OR FURNITURE HIRE?
A B C D E

6. WORKING CONDITIONS PROVIDED TO YOU AT KHERA INSTRUMENTS

PVT. LTD.
  OFFICE ACCOMODATION A B C D E
 CHECK & CHANGE ROOM A B C D E
 SUPPORT/GUIDANCE FROM SENIORS A B C D E
 OFFICE EQUIPMENTS & TOOLS A B C D E
 WORKING ATMOSPHERE A B C D E

12. ARE YOU SATISFIED WITH YOUR JOB PERFORMANCE?

A B C D E

13. ARE YOU SATISFIED WITH THE MONTHLY REMUNERATION YOU GET IN
THE COMPANY ?
A B C D E

14. ARE YOU SATISFIED WITH THE ORGANISATION CULTURE?

A B C D E

15. ARE YOU SATISFIED WITH THE IMPLIMENTATION OF LATEST

TECHNOLOGY ADOPTED BY THE COMPANY ?

A B C D E