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Volume-I

Volume-I Sub Section-A

Section-A Sub Section A:1 General Terms and Conditions


Page No. 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13
Section-B

Section-C Sub Section A:1A Company's Reservation Policy


Page No. 1, 2, 3,4, 5, 6,7
Section-D Annex. I, II, III, IV, V, VI, VII, VIII, IX

Volume-II
Sub Section A:1B Recruitment Policy
Section-E Annexure to Recruitment Policy

Section-F Sub Section A:2 Standard Executive Designations


Page No. 1,2
Search

E-Mail Sub Section A:3 Standard Non-Executive Designations


Page No. 1,2,3,4
Home

Sub Section A:4 Promotion Policy

Sub Section A:5 Transfer Policy and Benefits

Sub-section A:6 Rules of Perks and Allowances in Cafeteria

Sub-section A:6A Percentage of Perks and Allowance in Cafeteria

Sub Section-B
Sub Section B:1 Salary grades

Sub Section B:2 Dearness Allowance


Page No. 1, 2
Sub Section B:3A House Rent Allowance
Page No. 1234 567
Sub Section B:3B House Rent Recovery

Sub Section B:4 Compensatory Allowances

Sub Section B:5 Other Allowances

Sub Section B:6 Travelling and Daily Allowance Rules

Sub Section B:7 Pay Fixation Rules

Sub Section B:8 Entitlements of Departmental Trainees &


Trainee Officers

Sub Section-C

Sub Section C:1 Cash Award for Acquiring Higher / Additional


Qualifications

Sub Section C:2A Sponsorship for Higher Studies

Sub Section C:2B Study Leave

Sub Section C:3 Family Planning Incentives

Sub Section C:4 Plant Performance Payments

Sub Section C:5 Special Incentive & Bonus

Sub Section C:6 Participation in Inter-Unit Sports


Sub Section C:7 BHEL Excellence Awards Scheme

Sub Section-D

Sub Section D:1 Overseas Site Rules


Sub Section D:2 Conduct, Discipline and Appeal Rules

Page No 1,2 ,3
Sub Section D:3 Medical Examination Rules

Sub Section D:4 Membership of Professional Bodies

Sub Section D:5 Miscellaneous Provisions

to Volume-II
Volume-II
Volume-I

Section-A
Sub Section-E

Section-B Sub Section E:1 Leave and Holidays

Section-C
Sub Section E:2A Encashment of Earned Leave
Section-D
Sub Section E:2B Encashment of Half Pay Leave
Volume-II
Sub Section E:3 Leave Travel Concession Rules effective from
Section-E 10th April 2003
E3A Leave Travel Concession (LTC)
Section-F
E3B Leave Travel Assistance (LTA)
Search
Sub Section E:4 Railway concessional Ticket facility for children
E-Mail studying at outstations
Sub Section E:5 Medical Attendance Rules
Home
Sub Section E:6 Retired Employees Contributory Health Scheme

Sub Section E:7A Conveyance Reimbursement for Executives

Sub Section E:7B Conveyance Reimbursement for Supervisors

Sub Section E:7C Conveyance Reimbursement for Non-Executive


Employees inNon-Supervisory Categories
Sub Section E:7D Reimbursement of Conveyance Maintenance
Expenditure
Sub Section E:8 Group Savings Linked Insurance Scheme

Sub Section E:9 Group Insurance Scheme

Sub Section E:10 Insurance Scheme in Lieu of EDLI Scheme

Sub Section E:11 BHEL Employees Housing Loan Group Insurance


Schemes
Sub Section E:12 Accident / Medical Insurance Scheme

Sub Section E:13 Compensation to Employees not covered under


Workmens' Compensation Act
Sub Section E:14 Compensation in cases of those killed in terrorist
attacks
Sub Section E:15 BHEL Gratuity Fund Rules

Sub Section E:16 Death Relief fund

Sub Section E:17 Reimbursement of cost of Newspapers

Sub Section-F

Sub Section F:1 Festival Advance

Sub Section F:2 Cycle Advance

Sub Section F:3 Vehicle Advance


Sub Section F:3A Vehicle Loan Interest Subsidy Scheme

Sub Section F:4 House Building Advance

Sub Section F:4A BHEL Employees Housing Loan Interest Subsidy


Scheme
Page no. 1, 2, 3, 4, 5, 6, 7

Formats

Sub Section F:5 PC Loan Interest Subsidy Scheme

to Volume-I
Volume-I Sub Section A:1

Page No.2
Volume-I 2.1 All employees on first appointment in the service of the company
Section-A
including employees appointed to a higher grade consequent on
promotion or on the basis of an open selection shall be placed
Section-B on probation for a period of one year during which period their
Section-C
performance will be watched carefully with a view to determining
their suitability for confirmation against the regular post.
Section-D However, the following categories of employees are exempted
Volume-II from the above rules:
Section-E a) Employees of the Government and other Public Sector
Section-F Undertakings, initially taken on deputation and subsequently
absorbed in the Company's service except where the period of
Search
deputation is less than one year.
E-Mail
b) Officers appointed to posts in the grade of Rs.20500-26500 and
Home above.

2.2 The period of probation may be extended at the discretion of the


competent authority, but will not be extended by more than one
year save for exceptional reasons to be recorded in writing.
2.3 Every new employee appointed in the Company's service will be
issued with a formal order of confirmation on satisfactory
completion of probationary period or the extended period of
probation, as the case may be. The employee will be considered
to be continuing on probation until so confirmed in writing.
2.4 An order relating to confirmation or extension of probation will
normally be communicated within one month from the date of
completion of the probationary period or extended period of
probation. If, however, for administrative or other reasons it is not
done so, the employee concerned will be informed of the
reasons thereof within the stipulated period of one month.
2.5 If during the probationary period or extended period of probation,
the performance, progress and general conduct of the employee
are not found satisfactory or upto the standard required for the
post, his/her services are liable to be terminated at any time
without notice and without assigning any reason therefore.
2.6 Permanent Government servants joining BHEL against open
advertisement who retain lien on their substantive posts in their
parent departments:
The normal probation period of all such employees will be one
year from the date of joining the company. However, after
satisfactory completion of a probationary period of at least three
months from the date of joining the Company, any such
employee can be permanently absorbed in the company
provided his pay has been fixed under the relevant Government
rules applicable to Government servants getting absorbed in
Public Sector Undertakings in public interest and provided the
employee himself pays the required contributions towards leave
salary and pension to his parent department till the date of his
absorption in BHEL.
to Section A1 A1A A2 A3 A4 A5

to Page No.3
Volume-I Sub Section A:1
Page No.3
Volume-I 2.7 Note:
Section-A An employee who on joining public sector undertaking retains
Section-B lien in Government for some time is not entitled to CPF, Leave,
and Gratuity benefits under the Company Rules for the period
Section-C
of service during which he retains lien in Government
Section-D irrespective of the fact that leave salary and pension
Volume-II
contributions are paid by the employee himself.

Section-E 3. Discharges and Termination of Service


Section-F 3.1 Except as may be specifically provided in the contract of
Search service or in the Standing Orders, the Management may at any
time discharge an employee from service by giving notice for
E-Mail
the period mentioned hereunder or by payment of wages in lieu
Home of such notice. Similarly, the employee will be required to give
the same notice in the event of his intention to leave the service
of the Company.
Notwithstanding the above provision, an employee who is in an
executive/supervisory cadre and who tenders resignation will
be relieved of his duties only on his resignation being accepted.
The Management reserves the right not to accept his
resignation if the circumstances so warrant i.e. if the
disciplinary proceedings are pending or a decision has been
taken by the competent authority to issue a charge sheet.
Before accepting the resignation, the Competent Authority will
obtain clearance from the Unit and Corporate Vigilance
Departments where necessary. Acceptance of payment of
salary from the employee in lieu of full or unexpired period of
notice will be at the discretion of the Management.
The resignation will be effective only from the date from which it
is accepted by the Company and the employee is finally
relieved in consequence thereof.
3.2 Notice Period
3.2.1 Category of employee Notice period
Regular Employees
a) All Executives Three months on either side
b) Others One month on either side
3.2.2 Temporary employees
a) On expiry of No notice on either side
stipulated period of
appointment

to Sub Section A1 A2 A3 A4 A5

to Page No.4
Volume-I Sub Section A:1
Page No.4
Volume-I Category of employee Notice period
Section-A 3.2.2 Temporary employees
Section-B
b) If no period of appointment is One month on either side
Section-C stipulated or the appointment
Section-D
is required to be terminated
before the expiry of the
Volume-II stipulated period for which
Section-E there should be a provision in
the letter of appointment
Section-F

Search 3.2.3 Probationers i.e. those appointed One month on either side
on Probation in the case of Executives
E-Mail
and 14 days notice on
Home either side for other
categories
3.2.4 Apprentices/Trainees As per the provisions of
the Bond
3.2.5 Substitutes and Casual No notice on either side
employees with less than 240
days service
3.2.6 In order to ensure consistency, all cases of resignation of
executives involving waival of the prescribed notice period
will require approval of the Corporate Office and as such may
be referred to Corporate Office for processing and obtaining
orders of the competent authority. A maximum of one-month
waival can be considered subject to other conditions.
3.2.7 The cases of non-executive's resignations requiring waival of
notice period may be dealt at unit level subject to the
conditions that the employee has not encashed his EL during
the preceding one year and no vigilance case is pending
against him.
3.2.8 With a view to avoid any anomaly and ensure consistent
policy in line with the above orders being adopted in all
cases, wherever the non-executives are promoted to
executive cadre, they will be governed by three months
notice clause.
3.2.9 The above provisions relating to notice period should
invariably be incorporated by the Units / Divisions suitably in
the appointment letters/offers of appointment made to the
Executives / Supervisors
3.2.10 For instructions regarding enforcement of Bond, where
applicable, refer to Rule 15 of this chapter.
3.2.11 In case of employees who resign from the services of the
company on being selected by or through UPSC or by
another Public Sector Enterprise, the aforesaid notice period
need not be insisted upon and the employees may be
relieved as soon as possible subject to exigencies of work.
(Amended vide Circular No.030/PPX/2005 dated
08/07/2005)

to Section A1 A1A A2 A3 A4 A5

to Page No.5
Volume-I Sub Section A:1
Page No.5
Volume-I 3.2.12 Where an employee in the senior executive level i.e., E5 and
Section-A
above not getting promoted to the next higher grade, has
attained the age of 50 years and wishes to resign from BHEL,
Section-B he may be permitted to do so giving one and half months
Section-C notice instead of three months. Where, however, notice
period is one month as per the terms of appointment, it will
Section-D remain unchanged. In addition, the benefit of encashment of
Volume-II earned leave and half pay leave as admissible on
superannuation may also be extended to the employees
Section-E
resigning from the service of BHEL under the above
Section-F circumstances.
Search
The above rule is on hold and in abeyance. No application
E-Mail
under this rule may be processed till further orders.
Home
(vide Corporate HR Circular No. 055/TMX/2006 dated 27-11-
06)
3.2.13 The cases of employees, governed by the BHEL Conduct
Discipline and Appeal Rules, for grant of permission to contest
election to any Legislative Body or any Local Authority, shall be
regulated in the following manner:
a) The request shall be received and processed by the
concerned Unit HR and the same may be considered by the
Unit Head, depending on the circumstances of each case.
b) While granting such permission to the employee, it should
be made clear to the employee by the Unit HR that, in case
he/she is elected, he/she will have to resign from the services
of the Company and no leave will be granted to him/her. A
suitable undertaking to this effect may be obtained from the
employee, by the Unit HR, while granting permission.
(vide Corporate HR Circular No. 017/IRX/2009 dated 23-04-
2009)
3.3 The services of an employee may also be terminated by the
Company on the following grounds, among others:
a On abolition of the post.
b On being declared unfit for further service on medical grounds.
c Insolvency.
d Conviction by a court of law for criminal offence amounting to
moral turpitude.
e Employee engaging himself in other employment without the
written permission of the Management or if he is found to have
been working elsewhere during the period of leave or off duty.
f Loss of confidence by the company in an employee holding
position of trust or confidence or by virtue of his nature of
duties.
g Absence by an employee on grounds of sickness for a
continuous period of more than 18 months if suffering from
tuberculosis, leprosy, mental or malignant diseases or
fracture of lower/upper extremity and six months or more if
suffering from any other ailment on the basis of the opinion of
the Medical Board.
4.
Superannuation / Voluntary (Pre-mature) Retirement /
Review on attaining 55/58 years of Age

4.1 Superannuation

Every employee shall be required to retire from service on


attaining the age of 60 years.

4.2 The Management may, however, on review retire any


employee after he attains the age of 55/58 years on giving
one and half months notice or payment of one and a half
month's pay and allowances in lieu thereof subject to
necessary clearances including vigilance clearance. An
employee may also, after attaining the age of 55 years, opt to
retire voluntarily from the service of the Company on giving
one and a half month's notice subject to necessary
clearances including vigilance clearance. In both the cases,
the retirement after approval on obtaining the necessary
clearances, including vigilance clearance, will be effective
only from the date of relieving of the employee by the
Company. Employees retiring between the age of 55 and 60
years will be eligible for all retirement benefits.
4.2.1 The Voluntary (Pre-mature) retirement will, however, be
accepted by the Management subject to the guidelines
provided for under Voluntary (Pre-mature) Retirement in para
4.3 below.
4.3 Voluntary (Pre-mature) Retirement
4.3.1 The following guidelines will be adopted while processing the
cases of employees seeking voluntary (pre-mature) retirement
4.3.2(A) Requests for Voluntary (Pre-mature) Retirement should not
be accepted in the following cases:-
i) In the case of employees in core areas of operations of the
Company e.g. Marketing, Erection, Commissioning, Servicing,
Manufacturing and related activities, Engineering & Designs,
R&D, IT etc.
ii) In the case of employees in the grade of General Manager &
above
to Section A1 A1A A2 A3 A4 A5

to Page No.6
Volume-I Sub Section A:1
Page No.6
Volume-I 4.3.2(B) Exception to the general guideline as at (A) above may,
however, be made in the case of
i) Employees with known serious health problems and
Section-A ii) Employees who have stagnated in the current &
previous two grades for a long time.
Section-B
4.3.2(C)Requests for Voluntary (Pre-mature) Retirement may also be
considered for the following cases:-
i) Those working in / having experience in peripheral / non-
Section-C core areas;
ii) Areas if any, where a decision has been taken by the
Company to exit etc;
Section-D iii) Areas where the Company is not experiencing a shortage
of manpower; and in all above cases, who can be easily
relieved without a substitute.
Volume-II
(Corp.H.R. Circular No. 039/TRX/2006 dated 10/07/2006.)
4.3.2(D)Requests of employees at all levels for voluntary( pre-mature)
Section-E retirement within three months of their superannuation may be
considered subject to exigencies of service and at the
discretion of the management
Section-F ( vide Corporate HR circular No. 040/TRX/2007 dated
11/9/2007)
4.3.3 All cases of employees opting for Voluntary (Pre-mature)
Search
Retirement should be scrutinized based on above guidelines,
by special Cross Functional Committees which should be
E-Mail
formed at Units / Regions, at the level of General Manager,
before forwarding their cases to Competent Authority for
approval.
Home (Corp.H.R. Circular No. 039/TRX/2006 dated 10/07/2006.)
4.3.4 In case a Functional Director resigns from his/her post in the
interest of BHEL (e.g to take up a Board level position in a Joint
Venture formed by BHEL) or in public interest, and the
resignation is accepted by Government of India, he/she will be
entitled to all benefits as available on retirement to BHEL
employees. To avoid double benefits, those benefits which are
being provided by the JV Company, as part of their Service
rules, will not be extended by BHEL. This will be effective from
01.02.2009 and will be subject to further approval of the Board
in each case.
( Corporate HR Circular No. No.019/TRX/2009 dated 23.04.09)
4.4 Compulsory retirement
4.4.1 Compulsory retirement may be given as a penalty under Rule
23(H) of BHEL CDA Rules,1975
4.4.2 Employees who are given compulsory retirement will be eligible
for RECHS Facilities, if otherwise eligible under the Scheme.
4.4.3 Pre requisites of clause 4.2 will not be applicable for
compulsory retirement cases.
(Corporate HR Circular No.024/PPX/2010 dated 25/06/2010
4.5 No BHEL employee shall be granted extension in service
beyond the age of 60 years.
4.6 Retirement of employees shall take effect from the afternoon
of the 24th day of the calendar month, that is, the last day of
BHEL wage month in which the employee concerned attains
the age of superannuation instead of the afternoon of the
actual date of his superannuation.
If date of birth is 25th of the month like 25th October the
employee will retire on the preceding 24th i.e., on 24th
October and not on 24th November.
4.7 Review of employees on attaining the age of 55/58 years
4.7.1 For further continuation in service, the cases of employees are
required to be reviewed twice, once at the age of 55 years for
retention upto 58 years of age and again at 58 years for
retention upto 60 years of age, except as indicated at 4.6.4
below.
4.7.2 The cases of non-executives in various grades and Executives
upto E6 shall be reviewed at the Unit level by ED or GGM,
(having the powers of ED) and the cases of Executives in E6A
and above grades will be sent to Corporate Office with specific
recommendations of Unit Head, for review by Director (HR)
and CMD as applicable, in the prescribed proforma
(Annexure). Only those cases where Head of Unit
recommends that the services of an employee in E5 &
E6 grades cannot be further continued beyond 55/58 years,
will be referred to Corporate Office. Cases upto E6, where
Units are not headed by ED or GGM (having powers of ED) will
be reviewed by concerned Functional Directors.
4.7.3 While reviewing the cases of employees for further
continuation in service, the ACR ratings/PMS/MAP Score of
last 5 years shall be taken into consideration.
4.7.4 In cases where a definite decision cannot be taken to retire the
employees because of marginal level ratings in performance,
only one year extension in service beyond the age of 55/58
years, will be granted, at a time, subject to further
improvement. This is applicable only in such cases where the
performance rating is "Good" or less in three or more years in
the preceding 5 years.
Equivalent of "Good" will be as follows:
a) In ACR System Rating of "Good" or less/
Third level or less in a 5 point scale
b) In PMS System Score of less than 60
c) In e-MAP System Pre normalized score of less than 3
4.7.5 Such cases shall be reviewed again in the subsequent year
and recommended for continuance in service, only on evidence
of improvement in performance. The same approach of giving
one year extension shall also be followed in cases where
disciplinary enquiry is pending while reviewing on attaining the
age of 55/58 years. Their cases shall be reviewed again in the
subsequent year.
(Corporate HR Circular No.50/TRX/2005 dated 26/10/2005 &
Corporate HR Circular No.009/TRX/2007 dated 02/02/2007)
5. Verificationof Character and Antecedents.
Appointment to any post in the Company shall be subject to
the satisfactory verification of character and antecedents.
6. Liability for defence service
All Engineering and Medical Graduates appointed to any post
in the Company shall, if so required by the appointing
authority, be liable to serve in any Defence Service or post
connected with the Defence of India for a period of not less
than four years, including the period spent on training, if any.
Provided that such persons shall not:
(a) be required to serve as aforesaid after the expiry of ten years
from the date of their appointment; and
(b) ordinarily be required to serve as aforesaid after attaining the
age of 40 years in case of Engineering Graduates and after
attaining the age of 45 years in the case of Medical
Graduates.

to Section A1 A1A A2 A3 A4 A5

to Page No.7
Volume-I Sub Section A:1
Page No.7
Volume-I 7. Seniority
Section-A 7.1 Seniority shall be determined by the merit order assigned by the
Section-B Selection Board.
Section-C 7.2 The seniority of person whose services are obtained on
Section-D
deputation and who is subsequently absorbed in the service of
the company without break shall be determined with reference to
Volume-II the date of his joining the existing post initially on deputation.
Section-E
7.3 Seniority of employees recruited as Trainees shall be
Section-F determined with reference to the merit order in which they are
Search placed as a result of their performance in the pre-absorption test
and interview.
E-Mail

Home 7.4 In order to make the position clear and to evolve uniform
procedure in the determination of the seniority in any particular
category of posts, the following principles shall apply:
i) The grant of an initial pay higher than the minimum of the scale,
will not by itself confer on an employee seniority above those
who are drawing lower pay in the particular category of post,
except in cases where weightage of the past service has been
allowed with the approval of the competent authority.
ii) Candidates selected for appointment at an earlier selection shall
be senior to those selected later, irrespective of the dates of their
joining, provided the candidate selected joins not later than three
months from the date of issue of the appointment letter.
iii) Candidates duly selected for promotion at an earlier date shall
be senior to those selected for promotion at a subsequent
selection.
8. Record of age/date of birth
Every employee shall declare, on his first appointment in the
company or on being required to do so by the Management at
any time, his date of birth according to the Christian Era/Saka
Era and produce confirmatory documentary evidence thereof
e.g. Matriculation or School Leaving Certificate or Birth
Certificate from Municipality and in the absence thereof such
evidence as may be acceptable to the Management. If any
employee is unable to produce documentary evidence of his age
he shall state his age and make a written declaration that the
age as stated by him is correct. Such an employee shall be sent
to the Medical Officer authorised by the Company for
examination and his opinion as to the employee's age shall be
binding on the employee as well as the Management. The date
of birth recorded with the Company at the time of his first
appointment shall not be altered except in case of clerical errors.
If an employee is unable to state his exact date of birth but can
state approximately the year and month then 1st July in former
case and 16th of a month in the latter case shall be treated as the
date of birth for the purpose of the Company's records.

to Section A1 A1A A2 A3 A4 A5
to Page No.8
Volume-I Sub Section A:1
Page No.8
Volume-I 9. Hours of work
Section-A Every employee of the company shall be required to work 48
Section-B hours a week.
Section-C 10. Overtime (including work on weekly holiday)
Section-D The Management reserves the right to require any employee
Volume-II to work overtime including work on weekly holidays in
accordance with the instructions issued from time to time.
Section-E

Section-F An employee is also liable to be recalled for duty at any time.


For such overtime work done, adequate compensation by
Search
way of compensatory off or overtime payment will be allowed
E-Mail at the discretion of the Management.
Home
11. Issue of Service Certificate
A service certificate shall be issued on request to an
employee at the time of discharge or termination of his
service, resignation or retirement.
12. Change of Address
The employee must notify the Management immediately on
any change in the residential address as recorded at the time
of initial appointment.
13. Transfers
Employees shall be liable to be transferred at the discretion of
the Management from one work/Department/Section or
station to another provided that in doing so the Management
shall keep in view the suitability of the employee for the
particular work and also that the pay, grade and the seniority
of the employee concerned is protected. Similarly employees
shall be liable to be transferred to any
office/Unit/Division/Project of the Company as also to any of
the departments ofGovernment of India or any other Public
Sector Undertaking.
14. Forwarding of applications for employment
14.1 For employment outside BHEL
14.1.1 All applications for employment outside BHEL should be
forwarded through proper channel with the recommendations
of the controlling officer, to Personnel Department for
consideration in the form as at Annexure-A.
14.1.2 Applications of employees who have not executed any bond
(a) or those who were not selected through lateral induction can
be forwarded freely during their probation. Once they have
completed their probation and have been taken in the regular
establishment of the Company, applications may be
forwarded subject to the exigencies of service.
14.1.2 In case of employees selected through lateral induction,
(b) applications for employment outside BHEL will not be
forwarded for the first three years of service in BHEL. On
completion of three years' service in BHEL, including probation
period, applications of lateral inductees may also be forwarded
subject to exigencies of service.
14.1.3 Applications of employees of all categories (other than those
under bond or those selected through lateral induction) may
be forwarded without the restriction of one application per
calendar year subject to the exigencies of service. This
however, will not apply to employees under bond or those
who were selected through lateral induction.
(vide Corporate HR Circular No. 018/PPX/2010 dated 04-05-
10)
to Section A1 A1A A2 A3 A4 A5

to Page No.9
Volume-I Sub Section A:1
Page No.9
Volume-I 14.1.4 Applications from the categories of employees listed in
Section-A
Annexure-B may generally be forwarded without any
restriction.
Section-B
14.1.5 In case of SC/ST and OBC employees, applications may be
Section-C
forwarded liberally except in cases when there may be
Section-D compelling grounds of the interest of the organisation for
Volume-II
withholding such applications.
14.1.6 Applications from executives up to E6A grade may be
Section-E
forwarded with the approval of Executive Director/GGM
Section-F concerned. If the Unit Head happens to be below Executive
Search Director/GGM level, approval of Functional Director concerned
or Director (HR) will be obtained. Applications from executives
E-Mail
of E7 (AGM) and above grades will continue to be forwarded
Home only with the approval of Corporate Office.

While forwarding applications, it should be clearly indicated


that on selection, their release from BHEL will be subject to
exigencies of service.

However, applications for Board level posts in PSUs against


PESB notifications should continue to be sent to Corporate
Office for further processing, irrespective of the level of the
executive.

The request for resignation of executives of E5 and above


grades will also continue to be sent to Corporate Office for
acceptance.

( Vide Corporate Circular no 004/TMX/2005 dated 18/01/2005)


14.2 For employment in other BHEL Units
14.2.1 Applications from those who have executed bond to serve
BHEL or any other Government Undertaking for a specified
period will be forwarded for higher posts within BHEL Units
provided the posts applied for are in their known trade/line.
14.2.2 Applications from persons who have not executed any bond
may be forwarded freely for posts within BHEL Unit/Divisions,
if the applicant has not been trained for a specific trade/field.
If he has been trained for a specified trade/field, no
application from him for post in a different trade may be
forwarded.
14.2.3 Applications of departmental candidates against open
advertisements/internal circulars from sister units of BHEL
will be forwarded only if the applicants have served a
minimum of one year service in the grade to which they have
been recruited except for selections that are made centrally
on BHEL basis.
14.3 All applications should be sent by the controlling officer to the
Personnel Department with his recommendations in the
prescribed form.
14.4 No-objection certificate and Job experience certificate will not
be issued for immigration purposes.
14.5 Whenever employees under any service bond or employee
with outstanding HBA/interest subsidy apply for NOC for
issue of passport, consent letter from surety/ies may be
obtained.
15. Instructions regarding enforcement of Bond
NOTE: Forwarding of applications for employment out- side
BHEL (including PSUs) is not permissible during bond period
unless otherwise stated in the rules below.
( vide Corporate HR Circular no. 021/PPX/2007 dated 21/05/07
15.1 Engineer/Executive Trainees
Some of the Engineer/Executive Trainees before joining
BHEL also appear for examinations/interviews conducted by
the Central/State Govt./Quasi Govt. organisations and/or
other Public Sector Undertakings, but the results of such
examinations/interviews are known only after they have
joined BHEL. In some cases these Trainees may prefer to
accept the offer made by the Government/Quasi Govt.
organisations or other Public Sector Undertakings. The
recovery of training expenses etc. from such Trainees will be
regulated in terms of the guidelines given below: -

to Section A1 A1A A2 A3 A4 A5

to Page No.10
Volume-I Sub Section A:1
Page No.10
Volume-I (i) For joining Central /State Govt./Quasi-Govt. Organisations
Section-A /other Public Sector Undertakings:
The employee may be allowed to accept the job offered to
Section-B
him and released by waiving recovery of the training
Section-C expenses otherwise required to be paid under the bond,
Section-D
provided the concerned Trainee executes a fresh bond
with the Central /State Govt. /Quasi-Govt.
Volume-II Organisation/the Public Sector Undertaking where he joins
Section-E for serving the said Organisation/Undertaking for the
unexpired period of bond. This could be done in
Section-F
consultation with the concerned Government Department
Search /Organisation /Undertaking. This is without prejudice to the
E-Mail obligations of the Engineer /Executive Trainees under the
contract executed under the provisions of the Apprentices
Home
Act, if the Trainee leaves the service during the training
period.
(ii) In all other cases full recovery of bond amount as per the
existing orders will continue.
15.2 Waival of bond in respect of female employees who on getting
married, want to leave the service of the Company before the
expiry of the bond period:All such cases where a female
employee wants to resign on getting married, the conditions of
the waival of bond will be sympathetically considered.
15.3 In case an employee under bond is selected for appointment in
Central / State Government service based on success in the
competitive examination(s) conducted by the UPSC or similar
Governmental agencies, the recovery of training expenses may
not be enforced provided the employee concerned executes a
fresh bond with the Government for the unexpired period of the
bond. However, the employees wishing to apply and appear for
such Examination(s) will be required to take prior approval of
the Competent Authority. Such permission will ordinarily not be
withheld for identical and superior level posts.
In the case of employees under bond wishing to join other
Public Undertakings, the existing policy will continue.
15.4 It is clarified that the recovery of the bond amount and notice
period pay in the case of employees under bond who resign
should be regulated as follows:
Both the bond amount and the notice period pay need not be
recovered and only the greater of the two may be recovered,
i.e., the amount payable as bond money or the pay for the
notice period whichever is greater, only may be recovered.
This will be applicable in cases of employees under bond for
training within the country and those who are under study leave
bond. In the case of employees under study leave bond, this
will be applicable even if they submit their resignations without
returning from study leave. This dispensation will however not
apply in case of employees who are under bond for training
abroad at Company's expenses.
to Section A1 A1A A2 A3 A4 A5

to Page No.11
Volume-I Sub Section A:1
Page No.11
Volume-I In such cases of study leave where the employees do not
Section-A
return and also have not availed any benefit from the Company
during the period of study leave their resignation may be
Section-B treated as normal resignation as on the date of going on study
Section-C leave without insisting on bond. If the employees have not
availed any service benefit during the study leave period the
Section-D resignation may be treated w.e.f. the date of proceeding on
Volume-II study leave, subject to remitting the notice period pay under
extant rules.
Section-E

Section-F 15.5 The question of allowing proportionate reduction in the amount


of bond for Indian trained employees has been considered and
Search
the following orders have been passed:
E-Mail

Home
i. Engineers, Diploma Holders and others who
are trained by BHEL in India either within BHEL or with
some outside organisation, and who have signed a
bond of 5 years service on completion of training, no
reduction on bond amount is to be allowed if they leave
BHEL within and upto the third year of service after
training. After the third year of service i.e. in the 4th or
5th year of service if the employee resigns and leaves
the services of BHEL, proportionate reduction in the
bond amount may be allowed.
ii. In the case of employees trained by BHEL
either within BHEL or with some other Organisation in
India, and who have signed bonds of service for 3
years period on completion of training, no reduction in
bond amount is to be allowed for the first 2 years, but
proportionate reduction be allowed if the employees
leave the service of the Company during the final year
of the bond period.
iii. For the category of Indian trained Artisan and
others whose periods of service bond are of less than 3
years duration after training, no reduction is to be
allowed in the bond amount on their leaving the service
of the Company within 2/3rd of the period stipulated in
the bond. Proportionate reduction may be allowed
thereafter.
15.6 In the case of employees trained abroad, no proportionate
reduction in their bond amount is to be allowed even if their
service falls short of the bond period by a day.
16. Return of Company's property, equipment, tools, etc.
Every employee leaving the service of the Company shall,
before leaving the service of the Company, return all property,
equipment, tools belonging to the Company issued or lent to
him in connection with his employment in the Company. The
cost of such property, equipment or tools not so returned shall
be liable to be deducted from his pay or the amount due to him
or recovered otherwise.
17. General
The whole time of an employee will be at the disposal of the
Company, and every employee may be employed in any
manner in the service of the company without any claim for
additional remuneration.

to Section A1 A1A A2 A3 A4 A5

to Page No.12
Volume-I Sub Section A:1
Page No.12
Volume-I ANNEXURE – A
Section-A General Terms & Conditions
Section-B
Bharat Heavy Electricals Limited
(UNIT:_______________________ )
Section-C

Section-D
Form for forwarding applications for employment
Volume-II
To, Personnel Department (UNIT)
Section-E
Name of the applicant
Section-F
Designation & Staff No.
Search
For the post of
E-Mail
In Pay Scale
Home
In Organisation
1. Is he under bond to serve the
BHEL for a specified period?
If so, indicate the period of bond.
2. Has he been trained in the
Company for a specified Trade?
3. Has he completed his
probation?
4. Has he previously applied for a
post outside BHEL in this
calendar year?
5. Has he previously applied for a
post in any other unit of BHEL in
his present Trade within a year?
6. Do you recommend that the
application be forwarded?
Encl: Application Controlling Officer
Name:
Designation:
* Strike whichever is not applicable.

to Section A1 A1A A2 A3 A4 A5

to Page No.13
Volume-I Sub Section A:1
Page No.13
Volume-I ANNEXURE - B
Section-A
Categories of employees under Section 14.1.4 whose
applications will be forwarded without any restrictions.
Section-B
1. Attendants, Duftries, Roneo operators, Record keepers, Clerks,
Section-C
Assistant Gr.II / Gr.I, Assistant Office Superintendents, Office
Section-D Superintendents, Sr. Office Superintendents, Accountants, Sr.
Volume-II
Accountants, Cashiers, Time keepers, Stenographers, Personal
Assistant and Private Secretaries.
Section-E
2. Store keepers, Store holders.
Section-F

Search 3. All Civil Engineering Staff.


E-Mail 4. Buyers and other staff in Purchase Department.
Home
5. Labour Welfare Supervisors.
6. All Library Staff.
7. All Canteen and Guest House Staff.
8. Public Relations Assistants / Media Assistants.
9. Telex and Telephone operators.
10. Attendants (for lift operating).
11. All staff of Sanitary Department.
12. Technicians in Printing Section.
13. Unskilled Workers.

to Section A1 A1A A2 A3 A4 A5

to Sub Section A1A Page No.1


VOLUME-I Sub Section A:1A
Page No.1
Volume-I COMPANY’S RESERVATION POLICY

1. OBJECTIVE
Section-A
To adapt to and fulfill the socio economic commitments of
the Government to the unfortunate/minority sections of the
Section-B society as part of the company’s social objectives and
thereby help realise the dream of the productive nation.
Section-C

Section-D 2 Reservation for persons belonging to scheduled castes,


scheduled tribes and other backward classes
Volume-II

Section-E
2.1 Direct recruitment
Section-F

Search
2.1.1Percentage of reservation in Direct Recruitment for persons
E-Mail belonging to SC, ST and OBC category is given as below:
Home
Schedule Schedule Tribe OBC
Caste
Direct 15% 7.5% 27%
recruitment on
an All-India
basis by means
of Open
Competitive Test
i.e. by written
examination

Direct 16.66% 7.5% 25.84%


recruitment on
an All-India
basis otherwise
than at (i) above,
i.e. by not
conducting
written
competitive
examination

Direct recruitment As per percentages applicable in the Respective


to Group C and D State
posts normally
attracting
candidates from a
locality or a
region.

2.1.2 Creamy Layer in OBC


The aforesaid reservation for OBCs shall not apply to persons
mentioned in Annexure – I as they form part of creamy layer.
to Section A1 A1A A2 A3 A4 A5
to page no. 2
VOLUME-I Sub Section A:1A
Page No.2
Volume-I 2.1.3 Rosters for Direct Recruitment
To give proper effect to the reservation prescribed, every
Section-A appointing authority will treat posts as reserved or unreserved
according to a model post based rosters as per O.M. No.
36012/2/96-Estt.(Res) dated 2nd July, 1997 (Annexure-II)
Section-B each consisting of 100 points/120 points/200 points as the case
may be as described below :
Section-C i) Recruitment made on all India basis by open written competitive
examination in the 200 points roster.
Section-D ii) Recruitment made on all India basis otherwise than by open
Volume-II written competitive examination in the 120 point roster.
Section-E
iii) Recruitment attracting candidates from a locality or region
according to 100 points roster. (To be worked out by each Unit on
Section-F the basis of reservation applicable for SCs, STs & OBCs in the
Search respective State.)
2.1.4Verification of Caste Certificate of Scheduled Castes and
E-Mail
Scheduled Tribes
Home The Caste/Tribe certificate issued by the following authorities in
the prescribed form in Annexure-III will only be accepted by the
Appointing Authority as sufficient proof in support of a candidates’
claim as belonging to SC/ST.
Authorities for issuing Caste Certificate
i) District Magistrate/Additional District Magistrate/Collector/Dy.
Commissioner/ Additional Dy. Commissioner/Dy. Collector/Ist
Class Stipendary Magistrate/ Sub-Divisional Magistrate/Taluka
Magistrate/Executive Magistrate/Extra Assistant Commissioner.
ii) Chief Presidency Magistrate/Additional Chief Presidency
Magistrate/Presidency Magistrate
ii) Revenue Officer not below the rank of Tehsildar.
iv) Sub-Divisional Officer of the area where the candidate and/or his
family normally resides; and
v) Administrator/Secretary to Administrator/Development Officer
(Lakshdweep Islands).

to Section A1 A1A A2 A3 A4 A5
to page no 3
VOLUME-I Sub Section A:1A
Page No.3
Volume-I Matriculation or School Leaving Certificate or Birth Certificate
giving the caste/community of the candidate should not be
accepted as proof of caste at the time of initial appointment in
Section-A accordance with instructions contained in DOPT’s O.M. No.
36012/6/88-Estt(SCT) SRD-III dated 24/4/90.
Section-B
The appointing authorities should, in the offer of appointment to
the candidates claiming to be belonging to Scheduled
Section-C
Castes/Scheduled Tribes, include a clause as follows :
Section-D

Volume-II “The appointment is provisional and is subject to the caste/tribe


certificate being verified through the proper channels and if the
Section-E
verification reveals that the claim to belong to Scheduled
Section-F Castes/Scheduled Tribes, as the case may be, is false, the service
Search will be terminated forthwith without assigning any further reasons
and without prejudice to such further action as may be taken
E-Mail
under the provisions of the Indian Penal Code for production of
Home false certificate.”

An Appointing Authority may, if it considers necessary for any


reason, verify the claim of a candidate through the District
Magistrate of the place where the candidate and/or his family
ordinarily resides. If in any particular case, the verification reveals
that the candidate’s claim was false, his services may be
terminated

Migration
Persons belonging to Scheduled Castes/Scheduled Tribes, who
have migrated from one State to another for the purpose of
employment, education, etc., experience great difficulty in
obtaining caste/tribe certificate from the State from which they
have migrated. In order to remove this difficulty, it has been
decided that the prescribed authority of a State Government/Union
Territory Administration may issue the Scheduled
Caste/Scheduled Tribe Certificate to a person who has migrated
from another State, on the production of the genuine certificate
issued to his father/mother by the prescribed authority of the State
of the father’s/mother’s origin except where the prescribed
authority feels that detailed enquiry is necessary through the State
of origin before issue of the certificate. The certificate will be
issued irrespective of whether the Caste/Tribe in question is a
Scheduled or not in relation to the State/Union Territory to which
the person has migrated. This facility does not alter the
Scheduled Caste/Tribe status of the person in relation to the one
or the other State.

to Section A1 A1A A2 A3 A4 A5
to page no. 4
VOLUME-I Sub Section A:1A
Page No.4
Volume-I 2.1.5Verification of Caste Certificate of OBCs
For the purpose of verification of the caste and communities, the
Section-A Government of India has prescribed a certificate from the following
authorities as in the case of SC/ST. The format of the certificate
that may be given by the concerned district authorities shall be as
Section-B in Annexure-IV
i) Authorities for issuing caste certificate
Section-C a) District Magistrate/Additional District Magistrate/ Collector/
Deputy Commissioner/ Additional Deputy Commissioner/
Section-D
Deputy Collector/ Ist Class Stipendary Magistrate/ Sub-
Volume-II Divisional Magistrate/ Taluka Magistrate/ Executive
Section-E Magistrate/ Extra Assistant Commissioner (Not below the
rank of Ist Class Stipendary Magistrate).
Section-F
b) Chief Presidency Magistrate/ Additional Chief Presidency
Search Magistrate/ Presidency Magistrate.
E-Mail c) Chief Revenue Officer not below the rank of Tehsildar
Home d) Sub-Divisional Officer of the area where the candidate
and/or his family normally resides
ii) In the light of the Supreme Court’s Judgement in the Indira
Sawhney case, the persons/section (Creamy Layer) to whom the
benefit of reservation shall not apply vide column 3 of the
Schedule at Annexure-A, the same authorities who are notified as
competent to certify OBC’s status have also been authorised to
certify that a candidate does not belong to the ‘Creamy Layer’.
Instructions have been issued to the District Authorities to verify
and issue the necessary certificate to the candidates regarding his
OBC status as well as exclusion from the ‘Creamy Layer’.
iii) Migration :Persons belonging to OBCs who have migrated from
one State to another for the purpose of employment, education,
etc. experience great difficulty in obtaining caste certificates from
the State from which they have migrated. In order to remove this
difficulty, it has been decided that the prescribed authorities of a
State/UT Administration in terms of Para 7.1, may issue the OBC
certificate to a person who has migrated from another State on the
production of a genuine certificate issued to his father by the
prescribed authority of the State of his father’s origin except where
the prescribed authority feels that a detailed enquiry is necessary
through the State of origin before the issue of the certificate.
iv) The certificate will be issued irrespective of whether the OBC
candidate in question is included in the list of OBC pertaining to
the State/UT to which the person has migrated. The facility does
not alter the OBC status of the person in relation to one or the
other State/UT. The OBC persons on migration from the State/UT
of his origin to another State/UT where his case is not in the OBC
list is entitled to the concessions/benefits admissible to the OBCs
from the State of his origin and Union Government but not from
the State where he has migrated
to Section A1 A1A A2 A3 A4 A5
to page no 5
VOLUME-I Sub Section A:1A
Page No.5
Volume-I 2.1.6Ban on de-reservation in Direct Recruitment
Where sufficient number of candidates belonging to SC/ST/OBC
Section-A are not available to fill up the posts reserved for them in direct
recruitment, the vacancies shall not be filled by candidates not
belonging to these communities. In other words, there will be a
Section-B ban on de-reservation in direct recruitment
If posts reserved for SC/ST can not be filled up and are carried
Section-C
forward as ‘backlog’ vacancies and remain unfilled for three
successive recruitment years, the post earmarked for SC could be
Section-D filled by ST candidate or vice versa in all subsequent attempts, if
Volume-II suitable candidates belonging to the category for which the
vacancy is reserved is not available.
Section-E
Notwithstanding the aforesaid, in rare and exceptional cases of
Section-F direct recruitment to Group ‘A’ posts where the vacancy cannot be
Search allowed to remain unfilled in public interest, de-reservation of such
reserved vacancies may be permitted with the approval of the
E-Mail
Cabinet Minister in-charge of the administrative Ministry, on the
Home recommendation of the Board of Directors.
Further, if due to non-availability of suitable technically qualified
SC/ST candidates even with relaxed standards, a reserved post in
Group B and C, technical posts cannot be filled with SC/ST
candidates and the post cannot be allowed to remain vacant due
to the resultant adverse impact on the operations of the public
enterprises, de-reservation of such reserved vacancies may be
permitted with the prior approval of the Board of Directors.
However, even in such cases where de-reservation may be
resorted to, the interests of SC/ST will be taken care of by carry
forward and exchange as here in before.

to Section A1 A1A A2 A3 A4 A5
to page no 6
VOLUME-I Sub Section A:1A
Page No.6
Volume-I 2.1.7Backlog & 50% Rule
The reserved posts for Scheduled Castes and Scheduled Tribes
Section-A in all cases of direct recruitment, which have remained unfilled in
the earlier year(s) i.e. backlog and/or carried forward posts would
be treated as a separate and distinct group and will not be
Section-B considered together with the reserved posts of the year in which
they are being filled up for determining the ceiling of 50 per cent
Section-C
reservation on total number of posts of that year. In other words,
the ceiling of 50 per cent on filling up of reserved posts would
Section-D apply only on the reserved posts which arise in the current year
Volume-II and the backlog/carried forward reserved posts for SCs/STs of
earlier years would be treated as a separate and distinct group
Section-E
and would not be subject to any ceiling. However, backlog and /or
Section-F carried forward reservation will automatically lapse in a cadre as
Search soon as combined representation of a reserved category in direct
recruitment is either equal to or more than the prescribed number
E-Mail
of reserved posts in the relevant post-based rosters. (Annexure-
Home V).
2.1.8Concessions & relaxations available to SCs, STs and OBCs in
Direct Recruitment:

a) The Upper age limit prescribed for Direct Recruitment has


been relaxed by five years in respect of candidates
belonging to Scheduled Castes and Scheduled Tribes.
b) Period of experience prescribed is relaxable at the discretion
of Competent Authority in case of SC/ST candidate.
c) The Upper age limit prescribed for Direct Recruitment has
been relaxed by three years in respect of candidates
belonging to Other Backward Classes
d) All Scheduled Tribe candidates who appear in the written
test for the post of Engineer Trainees are called for
interview irrespective of their written test score
e) All SC/ST candidates are exempted from application fee.
f) There is no relaxation in minimum qualification and / or
minimum number of marks / grade / percentage in the
prescribed level of qualification for SC/ST candidates for
eligibility for the post of Engineer Trainee / Executive
Trainee.
g) The SC/ST candidates called for interview are paid Traveling
Allowance as per rules.
to Section A1 A1A A2 A3 A4 A5

to page no 7
VOLUME-I Sub Section A:1A
Page No.7
Volume-I 2.2 PROMOTION
i) In BHEL, all SC/ST employees up to E1 level, who fulfill minimum
Section-A eligibility period in terms of length of service in a grade are
promoted to the next grade unless they are found unfit for
promotion on account of misconduct or poor work performance or
Section-B habitual absenteeism etc.
Percentage reservation for persons belonging to Scheduled
Section-C
Castes and Scheduled Tribes in Promotion is given as under:
SC ST
Section-D
(i) For cadre change promotions from 15% 7.5%
Volume-II (i) Attendant/SSW to Clerical/Artisan
Section-E cadre
Section-F
(ii) Workers to Supervisor and
(iii) Supervisor to Executive cadre
Search
2.2.2Concession for SCs/STs in Promotion
E-Mail
All SC/ST employees upto to E1grade who are due for promotions
Home and where reservation is applicable , will be given 5 additional
marks for being evaluated on relaxed standards as per DOPT’s
further O.M. No. 36012/23/96-Estt.(Res.)-Vol.II dated 3rd Oct.,
2000 (Annexure-VI).
2.2.3Roster for Promotion
200 point roster as per OM No. 36012/2/96-Estt.(Res) dated 2nd
July, 1997 (Annexure-II) is applicable for each of the cadre change
promotions.
3.0 Reservation for Persons with Disabilities in Direct
Recruitment & Promotion
As per the Persons with Disabilities (Equal Opportunities,
Protection of Rights and Full Participation) Act, 1995 & Rules,
1996 every appropriate Government ( In case of BHEL every
appointing authority) shall appoint in every establishment such
percentage of vacancies not less than three percent for persons or
class of persons with disability of which one percent, each shall be
reserved for persons suffering from
i) Blindness or low vision
ii) Hearing impairment;
iii) Locomotor disability or cerebral palsy,
The DOPT O.M. No. 36035/4/99-Estt. (Res.) dated 29th
March,2000 clarifying as to whether 3% reservation for persons
with disabilities would be with reference to identified posts only or
to the total sanctioned strength in the cadre is at Annexure VII
The DOPT O.M. No. 36025/03/97-Estt.(Res.) dated 4 th July,
1997 clarifying the points to be reserved for the Physically
Handicapped employees in the promotion roster is at Annexure
VIII
4.0 Reservation for Ex-Servicemen
For Direct Recruitment in Groups C and D posts there is a
reservation of 14.5% and 24.5% respectively for Ex-Servicemen.
(Annexure-IX)
List of Annexures :
Annexure 1 : List for whom reservation doesnot apply.
Annexure 2 : GOI OM dated 2nd July 1997 on post based
reservation roaster
Annexure 3 : Form of certificate to be produced by SC/ST
candidate in support of his claim
Annexure 4 : Form of certificate to be produced by OBC
candidate in support of his claim
Annexure 5 : GOI OM dated 20th July 2000 on treatment of
backlog vacancies reserved for SCs/STs
Annexure 6 : GOI OM dated 3rd October 2000 on
reservation in promotion -prescription of
lower qualifying marks/lesser standard of
evaluation
Annexure 7 : GOI OM dated 29th March 2000 on clarification
on reservation for persons with disability.
Annexure 8 : GOI OM dated 4th July 1997 on reservation on
physically handicapped in the post filled by
promotion
Annexure 9 : GOI DO letter dated 15th June 1991 on
reserved vacancies for ex-service men
to Section A1 A1A A2 A3 A4 A5

to Sub Section A:2 page 1


Volume-I Sub Section A:2
Page No.1
Volume-I A:2 STANDARD EXECUTIVE DESIGNATIONS
Section-A The following scheme of standardized designations is
Section-B applicable to the various levels of Executives of the Company.
Section-C 1. TOP MANAGEMENT POSTS
Section-D BOARD LEVEL

Volume-II SALARY GRADES (Rs.) DESIGNATIONS


Section-E 80000-125000 Chairman & Managing Director
Section-F 75000-100000 Director (s)
Search OTHER THAN BOARD LEVEL
E-Mail S.G. SALARY GRADES (Rs.) DESIGNATIONS
No.
Home
E9 62000-80000 Executive Director

E8 51300-73000
General Manager I/C /
Group General Manager
General Manager ( ) /
Chief ( )

2. OTHER THAN MEDICAL AND SECURITY DEPARTMENTS


S.G. SALARY GRADES (Rs.) DESIGNATIONS
No.

E7 51300-73000 Addl. General Manager( )

E6A 51300-73000 Sr. Dy. General Manager( )


E6 43200-66000 Dy. Gen. Manager/ Specialist

E5 43200-66000 Sr. Manager ( ) / Specialist

E4 36600-62000 Manager ( )

E3 32900-58000 Dy. Manager ( )

E2 29100-54500 Sr.( ) Officer / Sr.( ) Engineer/


Sr Executive ( )

E1 24900-50500 ( ) Officer / ( ) Engineer/


Executive ( )
Executive Trainee
ET 20600-46500
(Revision of Pay vide Corporate HR Circular No. 005/IRX/2010 dated
06-02-2010)
to Section A1 A1A A2 A3 A4 A5

to Page.2
Volume-I Sub Section A:2
Page No.2
Volume-I 3. MEDICAL DEPARTMENT- Designations of Doctors
Section-A

Section-B
Grade General Category Specialist Category
Section-C
E1 Medical Officer Medical Officer
Section-D

Volume-II E2 Sr. Medical Officer Sr. Medical Officer


Section-E E3 Dy. Manager (Medical) Dy. Manager
Section-F
(Specialisation)
Search E4 Manager ( Medical) Specialist (Specialisation)
E-Mail
E5 Sr Manager ( Medical) Sr Specialist
Home
(Specialisation)

E6 DGM (Medical) Consultant (Specialisation)

E6A Sr DGM (Medical) Sr Consultant


(Specialisation)
E7 AGM (Medical) Head (Specialisation)
E8 Chief Medical Services -------
Note: Doctors heading the medical function in aunit in E4 grade
and above but below E8 will be designated as Medical
Superintendent
( ) Parenthesis to indicate Functional Denominations.

to Section A1 A1A A2 A3 A4 A5

to A3
Volume-I Sub Section A:3
Page No.1
Volume-I
A:3 STANDARD NON-EXECUTIVE DESIGNATIONS
Section-A
The following are the standard designations applicable to the
Section-B various levels of Non-Executives of the Company:
Section-C Category - Non Supervisors (Technical)
Rs. 260-350 (1.9.73)
Section-D AI

Volume-II Rs. 335-8-455 (1.9.78)

Section-E Rs. 550-11-715 (1.9.82) Unskilled worker

Section-F Rs. 1086-20-1386 (1.9.86) Sanitary Worker Gr.II


Search Rs. 2130-40-2970 (1.1.92) Catering Attendant Gr.II
E-Mail Rs.4200-100-4500 :
: EB-4550-11-6530
Home
(1.1.97)

Rs.10500-21000 (1.1.07)

Rs. 275-395 (1.9.73) Semi skilled worker


AII
Rs. 350-9-404-10-524 (1.9.78) Sanitary worker Gr.I

Rs. 565-13-613-15-823(1.9.82) Catering Attendent Gr.I

Rs. 1101-23-1239-26-1551 (1.9.86) Assistant Cook

Rs. 2185-45-2455-50-3205 (1.1.92) Assistant Cook


Rs. 4400-110-4730: Mistry Gr.III
:EB-4785-130-7125 ( 1.1.97)Assistant Fireman

Rs. 11000-22000 (1.1.07)

Rs. 320-450 (1.9.73) Artisan Gr.IV


AIII
Rs. 395-10-455-12-587(1.9.78) Draughtsman Gr. IV

Rs. 610-16-706-18-904(1.9.82) Lab. Assistant Gr. IV

Rs. 1146-27-1308-30-1638 (1.9.86) Dark Room Asstt. Gr. IV

Rs. 2335-52-2647-57-3445 (1.1.92) Store Keeper Gr. IV


Auxiliary Worker Gr. IV
Artisan Gr. IV (civil )
Rs. 4800-130-5190:
Mistry Gr.II
Mechanic Gr. IV
:EB-5255-150-7805(1.1.97)Telephone Operator Gr.IV
(Bhopal Only)
Operator Gr. IV
Fireman Gr. IV
Asstt. Inspector Gr. IV
(Sanitation)
Caterer Gr. IV
Driver Gr. IV

Rs. 11700-23000 (1.1.07)

Rs. 340-490 (1.9.73) Artisan Gr.III


AIV
Rs. 415-12-451-13-620(1.9.78) Draughtsman Gr.III
Rs. 630-20-690-22-976(1.9.82) Lab. Asstt. Gr.III

Rs. 1166-32-1262-36-1730 1.9.86) Dark Room Asstt. Gr. III

Rs. 2410-62-2596-67-3534 (1.1.92) Store Keeper Gr.III


Rs.5000-150-5450: Artisan Gr.III (Civil)
:EB-5525-175-7975(1.1.97)Auxiliary Worker Gr. III
Mistry Gr.I
Mechanic Gr.III
Telephone Operator Gr.III
(Bhopal only)
Operator Gr.III
Fireman Gr.III
Asstt. Inspector Gr.III
(Sanitation)
Caterer Gr. III
Driver Gr.III

to Section A1 A1A A2 A3 A4 A5

to Page No.2
Volume-I Sub Section A:3
Page No.2
Fireman Gr.III
Volume-I AIV
Asstt. Inspector Gr.III
Section-A (Sanitation)
Caterer Gr. III
Section-B Driver Gr.III
Rs. 12000-24000 (1.1.07)
Section-C
AV Rs. 390-540 (1.9.73) Artisan Gr. II
Section-D
Rs. 460-15-685 (1.9.78) Draughtsman Gr.II
Volume-II
Rs. 675-24-1083 (1.9.82) Lab. Asstt. Gr. II
Section-E
Rs. 1211-40-1891 (1.9.86) Dark Room Asstt. Gr. II
Section-F
Rs. 2560-75-3910 (1.1.92) Asstt. Photographer Gr.II
Search Store Keeper Gr. II
Artisan Gr. II (Civil)
E-Mail Rs.5350-175-5875:
Auxiliary Worker Gr. II
Home Mechanic Gr.II
:EB-5965-190-8815(1.1.97)Telephone Operator Gr. II
(Bhopal Only)
Operator Gr. II
Fireman Gr. II
Asstt. Inspector Gr. II
(Sanitation)
Driver Gr. II
Rs.12200-25000 (1.1.07)

AVI Rs. 470-644 (1.9.73) Artisan Gr. I

Rs. 540-18-666-21-792(1.9.78) Draughtsman Gr.I

Rs.755-28-951-30-1191 (1.9.82) Lab. Asstt. Gr.I

Rs. 1291-45-1606-48-1990 (1.9.86) Dark Room Asstt. Gr. I

Rs. 2800-84-3388-90-4288 (1.1.92) Asstt. Photographer Gr. I


Store Keeper Gr. I
Artisan Gr. I (Civil)
Rs.5750-190-6320:
Auxiliary Worker Gr. I
Mechanic Gr. I
:EB-6415-205-9285 ( 1.1.97) Telephone Operator Gr. I
(Bhopal only)
Operator Gr. I
Fireman Gr. I
Asstt. Inspector Gr. I
(Sanitation)
Driver Gr. I
Rs. 12350-28000 (1.1.07)

AVII Rs. 520-760 (1.9.73) Technician

Rs. 580-21-622-25-947 (1.9.78) Sr. Draughtsman Gr. III


Sr. Lab Asstt. Gr. III
Rs. 800-32-864-37-1345 (1.9.82) Sr. Store Keeper Gr. III

Rs. 1875-60-1995-70-2905 (1.1.87) Technician (Civil)

Rs. 3000-105-3735-110-5055 (1.1.92) Sr. Mechanic Gr. III


Rs. 6000-210-6630: Sr. Operator Gr. III
:EB-6780-230-10160 (1.1.97)Sr. Fireman Gr. III
Driver Special Grade
Loco Driver Gr. III
Photographer Gr. III
Sr. Sanitation Asstt. Gr. III
Rs.12400-30500 (1.1.07)

to Section A1 A1A A2 A3 A4 A5

to Page No.3
Volume-I Sub Section A:3
Page No.3
Rs. 610-910 (1.9.73) Sr. Technician
Volume-I AVIII
Rs. 665-27-719-30-1049 (1.9.78) Sr. Draughtsman Gr. II
Section-A
Rs. 880-42-964-48-1492 (1.9.82) Sr. Lab Asstt. Gr. II
Section-B
Rs. 2075-70-2215-80-3255 (1.1.87) Sr. Store Keeper Gr. II
Section-C
Rs. 3200-110-3970-120-5290 (1.1.92) Sr. Technician (Civil)
Section-D Sr. Mechanic Gr. II
Sr. Operator Gr. II
Volume-II Rs.6500-230-7190:
Sr. Fireman Gr. II
Section-E Loco Driver Gr.II
:EB-7350-245-10640(1.1.97)Photographer Gr. II
Section-F Sr. Sanitation Asstt. Gr. II
Rs. 12600-32500 (1.1.07)
Search
Rs. 700-1100 (1.9.73) Master Technician
E-Mail AIX
Rs. 750-35-1205 (1.9.78) Sr. Draughtsman Gr.I
Home
Rs. 965-52-1225-55-1665 (1.9.82) Sr. Lab Asstt. Gr. I

Rs. 2300-80-2700-100-3700 (1.1.87) Sr. Store Keeper Gr. I

Rs. 3375-120-4335-140-5735 (1.1.92) Master Technician (Civil)


Sr. Mechanic Gr. I
Sr. Operator Gr. I
Rs.7000-245-7735:
Sr. Fireman Gr. I

:EB-7900-260-12000 (1.1.97)
Rs.16400-40500 (1.1.07)

AIXA Rs.8600-350-14600 (1.1.2000) Loco Driver Gr. I


Photographer Gr.I
Sr. Sanitation Asstt. Gr. I
Rs.16400-40500 (1.1.07)

AX Rs. 2400-105-2925-115-4075 (25.6.88) General Technician


Rs.3800-160-4600-170-6980 (1.1.92) General Draughtsman
Rs.10335-415-17390 (1.1.97)
Rs.24500-45000 (1.1.07) General Lab Asstt.
General Store Keeper
General Technician (Civil)
General Mechanic
General Operator
General Fireman
General Loco Driver
General Photographer
General Sanitation Asstt.
AXI Rs. 2525-130-4605 (25.6.88) Chief Technician
Rs. 4050-200-7650 (1.1.92) Chief Draughtsman
Rs.11580-460-18020(1.1.97) Chief Lab Asstt.
Rs.27500-53000 (1.1.07) Chief Store Keeper
Chief Technician (Civil)
Chief Mechanic
Chief Operator
Chief Fireman
Chief Loco Driver
Chief Photographer
Chief Sanitation Asstt.
AXII Rs.30500-56000 (25.06.10) Sr. Chief Technician
Sr. Chief Draughtsman
Sr. Chief Lab Asstt.
Sr. Chief Store Keeper
Sr. Chief Technician (Civil)
Sr. Chief Mechanic
Sr. Chief Operator
Sr. Chief Fireman
Sr. Chief Loco Driver
Sr. Chief Photographer
Sr. Chief Sanitation Asstt
to Section A1 A1A A2 A3 A4 A5

to Page No.4
Volume-I Sub Section A:3
Page No.4
Volume-I Category - Non Supervisory (Non Technical)
BI Rs. 260-350 (1.9.73) Attendant Gr.II
Section-A
Rs. 335-8-455 (1.9.78) Mali Gr.II
Section-B
Rs. 550-11-715 (1.9.82) Hospital Attendant Gr. II
Section-C
Rs. 1086-20-1386 (1.9.86) Chowkidar
Section-D
Rs. 2130-40-2970 (1.9.92)
Volume-II Rs.4200-100-4500:
Section-E :EB-4550-110-6530 (1.1.97)
Rs.10500-21000 (1.1.07)
Section-F
BII Rs. 270-390 (1.9.73) Attendant Gr. I
Search
Rs. 345-9-498 (1.9.78) Duftary
E-Mail
Rs. 560-13-781 (1.9.82) Mali Gr. I
Home
Rs. 1096-23-1487 (1.9.86) Hospital Attendant Gr. I

Rs. 2170-45-3115 (1.1.92) Roneo Operator Gr. I


Rs.4400-110-4730: Security Guard
:EB-4785-130-7125(1.1.97)Attendant Gr. I (Estate)
Jr. Dresser
Rs.11000-22000 (1.1.07)

BIII Rs. 320-477 (1.9.73) Clerk

Rs. 395-10-465-12-609 (1.9.78) Telephone Operator

Rs. 610-16-722-18-938 (1.9.78) EDP Operator Gr.III

Rs. 1146-27-1335-30-1695 (1.9.86) Time Keeper Gr. III

Rs. 2335-52-2699-57-3440 (1.1.92) Security Sub Inspector Gr. III


Rs.4800-130-5190: Asstt. Estate Inspector Gr. III
:EB-5255-150-7805(1.1.97)Jr. Medical Technician Gr. III
Pharmacist Gr. III
Mid Wife Gr. III
Vaccinator Gr. III
Sr. Dresser Gr. III
Sr. Security Guard Gr. III
Rs.11700-23000 (1.1.07)

BIV Rs. 345-535 (1.9.73) Asstt Gr. II

Rs. 420-12-456-14-680 (1.9.78) Sr. Telephone Operator Gr. II

Rs. 635-20-695-23-1063 (1.9.82) Receptionist Gr. II

Rs. 1171-32-1267-37-1859 (1.9.86) Stenographer

Rs. 2420-62-2606-70-3796 (1.1.92) EDP Operator Gr. II


Rs.5020-155-5485: Time Keeper Gr. II
:EB-5560-175-8535 (1.1.97) Asstt. Supervisor Gr. II
(Canteen/ Guest House)
Sr. Security Guard Gr. II
Security Sub-Inspector Gr. II
Asstt. Estate Inspector Gr. II
Jr. Medical Technician Gr. II
Pharmacist Gr. II
Mid Wife Gr. II
Vaccinator Gr. II
Sr. Dresser Gr. II
Rs.12000-24000 (1.1.07)
to Section A1 A1A A2 A3 A4 A5

to Page No.5
Volume-I Sub Section A:3
Page No.5
BV Rs. 390-550 (1.9.73) Nurse Gr. II
Volume-I
Rs. 460-15-685 (1.9.78)
Section-A
Rs. 675-24-1083 (1.9.82)
Section-B Rs. 1211-40-1891 (1.9.86)
Rs. 2560-75-3910 (1.1.92)
Section-C
Rs.5350-175-5875:
Section-D :EB-5965-190-8815 (1.1.97)
Rs. 12200-25000 (1.1.07)
Volume-II
BVI Rs. 475-751 (1.9.73) Asstt. Gr. I
Section-E
Rs. 545-18-635-23-865 (1.9.78) Sr. Stenographer
Section-F
Rs. 760-28-900-33-1230 (1.9.86) EDP Operator Gr. I
Search
Rs. 1296-45-1521-51-2031 (1.9.86) Time Keeper Gr. I
E-Mail
Rs. 2815-84-3403-95-4353 (1.1.92) Asstt. Supervisor Gr. I
Home
(Canteen/ Guest House)
Rs.5775-190-6345: Asstt. Cashier
Security Sub Inspector Gr. I
:EB-6440-210-9380(1.1.97)Asstt. Estate Inspector Gr. I
Jr. Medical Technician Gr. I
Nurse Gr. I
Pharmacist Gr. I
Mid Wife Gr. I
Vaccinator Gr. I
Sr. Dresser Gr. I
Sr. Security Guard Gr. I
Sr. Telephone Operator Gr. I
Receptionist Gr. I
Rs.12350-28000 (1.1.07)

BVII Rs. 540-868 (1.9.73) Sr. Asstt. Gr. III

Rs. 580-21-622-25-947 (1.9.78) Sr. Planning Asstt. Gr. III


(Bhopal Only)
Rs. 800-32-864-37-1345 (1.9.82) Personal Asstt. Gr. III

Rs. 1875-60-1995-702905 (1.1.87) Sr. EDP Operator Gr. III

Rs 3000-105-3735-110-5055 (1.1.92) Sr. Time Keeper Gr. III


Sr. Asstt. (Canteen) Gr. III
Rs.6000-210-6630: Sr. Asstt.(Guest-House)Gr. III
Sr. Asstt. Cashier Gr. III
:EB-6780-230-10160(1.1.97)Sr. Security Sub Inspector Gr. III
Sr. Estate Asstt. Gr. III
Sr. Medical Asstt. Gr. III
Sr. Nurse Gr. III
Sr. Pharmacist Gr. III
Sr. Telecom Asstt. Gr. III
Sr. Receptionist Gr. III
Rs.12400-30500 (1.1.07)

BVIII Rs. 625-946(1.9.73) Sr. Asstt. Gr. II

Rs. 665-27-719-30-1049 (1.9.78) Sr. Planning Asstt. Gr. II


(Bhopal Only)
to Section A1 A1A A2 A3 A4 A5

to Page No.6
Volume-I Sub Section A:3
Page No.6
Volume-I BVIII Rs. 880-42-964-48-1492 (1.9.82) Personal Asstt. Gr. II

Rs. 2075-70-2215-80-3255 (1.1.87) Sr. EDP Operator Gr. II


Section-A
Rs. 3200-110-3970-120-5290 (1.1.92) Sr. Time Keeper Gr.II
Section-B
Sr. Asstt (Canteen) Gr. II
Section-C Rs.6500-230-7190: Sr. Asstt (Guest House) Gr. II
Sr. Asstt Cashier Gr.II
Section-D
:EB-7350-245-10640(1.1.97)Sr. Security Sub Inspector Gr. II
Volume-II Sr. Estate Asstt. Gr. II
Sr. Medical Asstt. Gr. II
Section-E
Sr. Nurse Gr. II
Section-F Sr. Pharmacist Gr. II
Sr. Telecom Asstt. Gr. II
Search
Sr. Receptionist Gr. II
E-Mail Rs. 12600-32500 (1.1.07)

Home Rs. 700-1100 (1.9.73) Sr. Asstt. Gr. I


BIX
Rs. 750-35-1205 (1.9.78) Sr. Planning Asstt. Gr. I (Bhopal Only)

Rs. 965-52-1225-55-1665 (1.9.82) Personal Asstt. Gr. I

Rs. 2300-80-2700-100-3700 (1.1.87) Sr. EPD Operator Gr. I

Rs. 3375-120-4335-140-5735 (1.1.92) Sr. Time Keeper Gr. I


Sr. Asstt. (Canteen) Gr. I
Rs.7000-245-7735: Sr. Asstt. (Guest-House) Gr.I
Sr. Asstt. Cashier Gr. I
:EB-7900-260-12000(1.1.97)Sr. Sec. Sub Inspector Gr. I
Rs.16400-40500 (1.1.07)

BIXA Rs.8600-350-14600 (1.1.2000) Sr. Estate Asstt. Gr.I


Sr. Medical Asstt. Gr. I
Sr. Nurse Gr. I
Sr. Pharmacist Gr. I
Sr. Telecom Asstt. Gr. I
Sr. Receptionist Gr. I
Rs.16400-40500 (1.1.07)

BX Rs.2400-105-2925-115-4075 (25.6.88) General Asstt.

Rs. 3800-160-4600-170-6980 (1.1.92) General Planning Asstt. (Bhopal Only)


Rs.10335-415-17390(1.1.97)
Rs.24500-45000 (1.1.07) General Personal Asstt.
General EDP Operator
General Time Keeper
General Asstt. (Canteen)
General Asstt. (Guest-House)
General Cashier
General Estate Asstt.
General Medical Asstt.
General Nurse
General Pharmacist
General Telecom Asstt.
General Receptionist
to Section A1 A1A A2 A3 A4 A5

to Page No.7
Volume-I Sub Section A:3
Page No.7
BXI Rs. 2525-130-4605 (25.6.88) Chief Asstt.
Volume-I
Rs. 4050-200-7650 (1.1.92) Chief Planning Asstt. (Bhopal Only)
Section-A
Chief Personal Asstt.
Section-B Rs.11580-460-18020(1.1.97) Chief EDP Operator
Chief Time Keeper
Section-C Rs.27500-53000 (1.1.07) Chief Asstt. (Canteen)
Section-D Chief Asstt. (Guest House)
Chief Cashier
Volume-II
Chief Medical Asstt.
Section-E Chief Nurse
Chief Pharmacist
Section-F
Chief Telecom Asstt.
Search Chief Receptionist.
BXII Rs.30500-56000 (25.06.10) Sr. Chief Asstt.
E-Mail
Sr. Chief Planning Asstt. (Bhopal Only)
Home Sr. Chief Personal Asstt.
Sr. Chief EDP Operator
Sr. Chief Time Keeper
Sr. Chief Asstt. (Canteen)
Sr. Chief Asstt. (Guest House)
Sr. Chief Cashier
Sr. Chief Medical Asstt.
Sr. Chief Nurse
Sr. Chief Pharmacist
Sr. Chief Telecom Asstt.
Sr. Chief Receptionist.
to Section A1 A1A A2 A3 A4 A5

to Page No.8
Volume-I Sub Section A:3
Page No.8
Volume-I Category - Supervisory (Technical)
Change of Designations ( vide Corp HR Circular
Section-A No.015/IRX/2008 dated 16/04/08 & Circular NO.022/IRX/2008
Section-B dated 05/06/08 & No.004/IRX/2009 dated 11/02/2009)
S-0 Rs 5600-150-8600 (20.8.05) Supervisor Trainee / Assistant
Section-C Rs.12300-26000 (1.1.07) Chargeman /
Assistant Engineer Gr.III
Section-D Assistant Officer (Translation) Gr.III

Volume-II Rs. 520-760 (1.9.73) Charge man /


SAI
Assistant Engineer Gr.II
Section-E Rs. 580-21-622-25-947 (1.9.78)
Technical Asstt. Gr. III /
Section-F Rs. 800-32-864-37-1345 (1.9.82) Assistant Engineer (Technical) Gr.II
Design Asstt. Gr. III /
Search Rs. 1875-60-1995-70-2905 (1.1.87) Assistant Engineer (Design) Gr.II
E-Mail Scientific Asstt. Gr. III /
Rs.3000-105-378\35-110-5055 (1.1.92)
Assistant Engineer ( Scientific) Gr.II
Home Store Holder Gr. III /
Rs.6000-210-6630: Assistant Engineer (Stores) Gr.II
:EB-6780-230-10160 (1.1.97) Charge man (Civil) /
Rs. 12400-30500 (1.1.07) Assistant Engineer (Civil) Gr.II
Technician Gr.III
Fire Supervisor Gr. III
Assistant Engineer (Fire Services) Gr.II
Inspector Gr. III (Sanitation)
Assistant Engineer (Sanitation) Gr.II
Supervisor Horticulture Gr.III
Assistant Engineer (Horticulture) Gr.II
Stock Verifier Gr.III
Assistant Engineer (Stock Verification)
Gr.II

SAII Rs. 610-910 (1.9.73) Asstt. Foreman/Assistant Engineer Gr.I


Technical Asstt. Gr. II
Rs. 665-27-719-30-1049 (1.9.78) /Assistant Engineer (Technical)Gr.I
Rs. 880-42-964-48-1492 (1.9.82) Design Asstt. Gr. II /Assistant Engineer
(Design) Gr.I
Rs. 2075-70-2215-80-3255 (1.1.87) Scientific Asstt. Gr. II /Assistant Engineer
( Scientific) Gr.I
Rs 3200-110-3970-120-5290 (1.1.92)
Store Holder Gr. II /Assistant Engineer
(Stores) Gr.I
Rs.6500-230-7190:EB-7350-245- Asstt. Foreman (Purchase)
10640(1.1.97) /Assistant Engineer (Purchase) Gr.I
Rs. 12600-32500 (1.1.07) Asstt Foreman (Civil) /Assistant Engineer
(Civil) Gr.I
Technician Gr. II
Lecturer Gr. II /Lecturer Gr. II
Fire Supervisor Gr. II
Assistant Engineer (Fire Services) Gr.I
Inspector Gr. II (Sanitation)
Assistant Engineer (Sanitation) Gr.I
Supervisor Horticulture Gr.II
Assistant Engineer (Horticulture) Gr.I
Stock Verifier Gr.II
Assistant Engineer (Stock Verification)
Gr.I

JE Rs. 600-1100 (1.9.73)


Rs. 650-35-1105 (1.9.78)
Rs. 875-5f2-1135-55-1575 (1.9.82)
Junior Engineer
Rs. 2060-80-2460-100-3460 (1.1.87)
Rs. 3185-120-4145-140-5545 (1.1.92)
Rs.6470-245-11270 (1.1.97)
Rs. 12500-32200 (1.1.07)
SAIII Rs. 700-1100 (1.9.73) Foreman / Dy Engineer
Technical Asstt. Gr. I/Dy Engineer
Rs. 750-35-1205 (1.9.78) (Technical)
Rs. 965-52-1225-55-1575 91.9.82) Design Asstt. Gr. I / Dy Engineer
( Design)
Rs. 2300-80-2700-100-3700 (1.1.87) Scientific Asstt. Gr. I / Dy Engineer
( Scientific)
Rs. 3375-120-4335-140-5735 (1.1.92)
Store Holder Gr. I / Dy Engineer (Stores)
Foreman (Purchase) / Dy Engineer
Rs.7000-245-7735: (Purchase)
Lecturer Gr. I /Lecturer Gr. I
:EB-7900-260-12000 (1.1.97)Foreman (Civil) / Dy Engineer (Civil)
Technician Gr. I
Fire Supervisor Gr. I/ Dy
Engineer ( Fire Services)
Inspector Gr. I (Sanitation)
Dy Engineer (Sanitation)
Rs.8600-350-14600 (1.1.2000) Supervisor Horticulture Gr. I
& Rs. 16400-40500 (1.1.07) Dy Engineer (Horticulture)
SAIIIA Stock Verifier Gr. I
Dy Engineer (Stock Verification)

to Section A1 A1A A2 A3 A4 A5

to Page No.9
Volume-I Sub Section A:3
Page No.9
Volume-I Change of Designations ( vide Corp HR Circular No.015/IRX/2008
dated 16/04/08& Circular NO.022/IRX/2008 dated 05/06/08)
Section-A
SAIV Rs. 725-1325 (1.9.73)
Rs. 775-40-1375 (1.9.78)
General Foreman / Additional
Engineer Gr.II
Section-B
Rs. 1100-60-1940 (1.8.82)
Section-C Rs. 2500-120-4300 (1.1.87)
Rs. 4000-175-7150 (1.1.92)
Section-D Rs. 10750-430-16750 (1.1.97)
Volume-II Rs. 11225-450-17525 (1.1.2000)
Rs. 24900-50500 (1.1.07)
Section-E

Section-F
SAV Rs. 1050-1650 (1.9.73)
Rs. 1075-50 1675 (1.9.78)
Executive Foreman / Additional
Engineer GR.I
Search
Rs. 1450-60-1750-70-2240 (1.8.82)
E-Mail Rs. 3450-140-4570-150-5470 (1.1.87)
Home Rs. 4800-200-5800-250-8300 (1.1.92)
Rs.12500-500-18100 (1.1.97)
Rs. 13750-550-18300 ( 1.1.2000)
Rs. 29100-54500 (1.1.07)

SAVI Rs. 3700-140-4400-150-5900 (25.6.91) Sr. Executive Foreman / Sr.


Additional Engineer GR.II
Rs. 5400-225-6300-250-9050 (1.1.92)
Rs.13000-520-18250 ( 1.1.97)
Rs.14500-580-18700 ( 1.1.2000)
Rs. 32900-58000 (1.1.07)

SAVII Rs. 6500-250-7500-275-9425(25.6.95) General Executive Foreman / Sr.


Additional Engineer GR.I
Rs. 14500-580-18700 (1.1.97)

Rs. 16000-640-20800 (1.1.2000)


Rs. 36600-62000 (1.1.07)

SAVIIIRs. 36600-62000 (25.06.10) Executive Additional Engineer Gr.II

to Section A1 A1A A2 A3 A4 A5

to Page No.10
Volume-I Sub Section A:3
Page No.10
Volume-I Category - Supervisory ( Non-Technical)
Section-A Change of Designations ( vide Corp HR Circular No.015/IRX/2008
dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08)
Section-B SBI Rs. 540-860(1.9.73) Asstt. Office Superintendent /Asst. Officer Gr.II

Section-C Rs. 580-21-622-25- Private Secretary Gr.III /Asst. Officer (PS) Gr.II
947(1.9.78)
Section-D Rs. 800-32-864-37- Media Assistant Gr.III /Asst. Officer (Media) Gr.II
1345(1.9.82)
Volume-II
Rs. 1875-60-1995-70- Public Relations Asstt.Gr.III Asst. Officer (Public
Section-E 2905(1.1.87) Relations) Gr.II
Rs. 3000-105-3735-110- Labour Welfare SupervisorGr.III
Section-F 5055 (1.1.92) Asst. Officer (Labour Welfare) Gr.II
Search Rs.6000-210-6630: Cashier Gr.III /Asst. Officer (Cash) Gr.II
:EB-6780-230-10160Accountant /Asst. Officer (Accounts) Gr.II
E-Mail (1.1.97)
Probationary Accountant / Probationary Accountant
Home Rs. 12400-30500 (1.1.07)
Buyer Gr.III / Asst. Officer (Buyer) Gr.II
EDP Assistant Gr.III /Asst. Officer (EDP) Gr.II
Translator Gr.III /Asst. Officer (Translation) Gr.II
Librarian Gr.III /Asst. Officer (Library) Gr.II
Supervisor Gr.III (Canteen/Guest House) /
Asst. Officer (Canteen/Guest House) Gr.II
Hostel Warden Gr.III /Asst. Officer (Hostel Warden) Gr.II
Security Inspector Gr.III/ Security Inspector Gr.III
Estate Inspector Gr.III /Asst. Officer (Estate) Gr.II
Sister /Asst. Officer (Nursing) Gr.II
Physiotherapist Gr.III /Asst. Officer (Physiotherapy)Gr.II
Refractionist Gr.III /Asst. Officer (Refractionist) Gr.II
Orthoptist Gr.III /Asst. Officer (Orthoptist) Gr.II
Medical Technician Gr.III /Asst. Officer (Med.Tech) Gr.II
Supervisor Gr.III (Pharma) /Asst. Officer (Pharma) Gr.II
Orthopaedist Gr III / Asst. Officer(Orthopaedist ) Gr II
Medical Technician Audiology/Radiology
Asst. Officer ( Audiology / Radiology) Gr II
Biochemist Gr. III / Asst. Officer( Bio chemist )Gr II
Medico Social worker Gr.III / Asst. Officer( Medico
Social) Gr II
Supervisor Gr.III Public Health / Asst. Officer (Public
Health) Gr II
Protocol Incharge Gr III/ Asst. Officer ( Protocol) Gr II
Statistician Gr.III / Asst. Officer (Statistics) Gr II

SBII Rs. 625-946(1.9.73) Office Superintendent


Asst. Officer Gr.I
Rs. 665-27-719-30-1049 Private Secretary Gr.II
(1.9.78) Asst. Officer (PS) Gr.I
Rs. 880-42-964-48-1492 Media Assistant Gr.II
(1.9.82) Asst. Officer (Media) Gr.I
Rs. 2075-70-2215-80-3255 Public Relations Asstt.Gr.II
(1.1.87) Asst. Officer (Public Relations) Gr.I
Rs. 3200-110-3970-120- Labour Welfare Supervisor Gr.II
5290 (1.1.92) Asst. Officer (Labour Welfare) Gr.I
Cashier Gr.II
Rs.6500-230-7190: Asst. Officer (Cash) Gr.I
Sr.Accountant Gr.II/ Accountant
:EB-7350-245-10640(1.1.97)Asst. Officer (Accounts) Gr.I
Buyer Gr.II /Asst. Officer (Buyer) Gr.I
Rs. 12600-32500 (1.1.07) EDP Assistant Gr.II
Asst. Officer (EDP) Gr.I
Translator Gr.II
Asst. Officer (Translation) Gr.I
Librarian Gr.II
Asst. Officer (Library) Gr.I
Supervisor Gr.II
(Canteen/Guest House)
Asst. Officer (Canteen/Guest House) Gr.I
Hostel Warden Gr.II /Asst. Officer (Hostel warden ) Gr.I
Security Inspector Gr.II /Security Inspector Gr.II
Estate Inspector Gr.II
Asst. Officer (Estate) Gr.I
Asstt. Matron /Asst. Officer (Nursing) Gr.I
Physiotherapist Gr.II
Asst. Officer (Physiotherapy) Gr.I
Refractionist Gr.II
Asst. Officer (Refractionist) Gr.I
Orthoptist Gr.II
Asst. Officer (Orthoptist) Gr.I
Orthopaedist Gr.II /Asst. Officer (Orthopaedist) Gr.I
Medical Technician Gr.II
Asst. Officer (Med.Tech.) Gr.I
Supervisor Gr.II(Pharma)
Asst. Officer (Pharma) Gr.I
Medical Technician Audiology/Radiology / Asst. Officer
( Audiology / Radiology) Gr I
Biochemist Gr. II / Asst. Officer( Bio Chemist )Gr I
Medico Social worker Gr.II / Asst. Officer ( Medico
Social) Gr I
Supervisor Gr.II Public Health / Asst. Officer (Public
Health) Gr I
Protocol Incharge Gr II/ Asst. Officer ( Protocol) Gr I
Statistician Gr.II/ Asst. Officer (Statistics) Gr I
to Section A1 A1A A2 A3 A4 A5

to Page No.11
Volume-I Sub Section A:3
Page No.11
Volume-I Change of Designations ( vide Corp HR Circular No.015/IRX/2008
dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08)
Section-A JE Rs.600-1100 (1.9.73) Junior Executive

Section-B Rs.650-35-1105 (1.9.78)


Rs.875-52-1135-55-1575
Section-C
(1.9.82)
Section-D Rs.2060-80-2460-100-
3460 (1.1.87)
Volume-II Rs.3185-120-4145-140-
5545 (1.1.92)
Section-E Rs.6470-245-11270
(1.1.97)
Section-F
Rs. 12500-32200 (1.1.07)
Search

E-Mail SBIII Rs.700-1100 (1.9.73) Sr. Office Superintendent


Dy. Officer
Home
Rs.750-35-1205 (1.9.78) Private Secretary Gr.I
Dy. Officer (PS)
Rs.965-52-1225-55-1665 Media Assistant Gr.I
(1.9.82) Dy. Officer (Media)
Rs 2300-80-2700-100- Public Relations Asstt.Gr.I
3700 (1.1.87) Dy. Officer (Public Relations)
Rs.3375-120-4335-140- Labour Welfare Supervisor Gr.I /Dy. Officer (Labour
5735 (1.1.92) Welfare)
Rs.7000-245-7735 : Cashier Gr.I /Dy. Officer (Cash)
: EB-7900-260-12000 Sr. Accountant Gr.I /Dy. Officer (Accounts)
(1.1.97) Sr. Accountant /Dy. Officer (Accounts)
Rs. 16400-40500 (1.1.07)
Buyer Gr.I /Dy. Officer (Buyer)
SBIIIA Rs.8600-350-14600 EDP Assistant Gr.I /Dy. Officer (EDP)
( 1.1.2000) Translator Gr.I /Dy. Officer (Translation)
Rs. 16400-40500 (1.1.07) Librarian Gr.I /Dy. Officer (Library)
Supervisor Gr.I (Canteen/Guest House) /
Dy. Officer (Canteen/Guest House)
Hostel Warden Gr.I /Dy. Officer (Hostel warden) Gr I
Security Inspector Gr.I /Security Inspector Gr.I
Estate Inspector Gr.I /Dy. Officer (Estate)
Matron /Dy. Officer (Nursing)
Physiotherapist Gr.I /Dy. Officer (Physiotherapy)
Refractionist Gr.I /Dy. Officer (Refractionist)
Orthoptist Gr.I /Dy. Officer (Orthoptist)
Medical Technician Gr.I /Dy. Officer (Med.Tech.)
Supervisor Gr.I (Pharma) /Dy. Officer (Pharma)
Orthopaedist Gr I / Dy. Officer (Orthopaedist)
Med Tech Audiology/ Radiology / Dy Officer
(Audiology/Radiology)
Bio Chemist Gr I / Dy Officer(Bio Chemist)
Medico Social Worker Gr I / Dy. Officer (Medico Social)
Supervisor Gr I Public Health / Dy.Officer (Public
Health)
Protocol In Charge Gr I / Dy. Officer (Protocol)
Statistician Gr I / Dy. Officer (Statistics)

SBIV Rs.725-1325 (1.9.73) Chief Supervisor


Rs.775-40-1375 (1.9.78) Additional Officer Gr.II
Rs.1100-60-1940 (1.8.82)
Rs.2500-120-4300 (1.1.87)
Rs.4000-175-7150 (1.1.92)
Rs.10750-430-16750
(1.1.97)
Rs.11225-450-17525
(1.1.2000)
Rs. 24900-50500 (1.1.07)

SBV Rs.1050-1650 (1.9.73) Executive Supervisor


Rs.1075-50-1675 (1.9.78) Additional Officer Gr.I
Rs.1450-60-1750-70-2240
(1.8.82)
Rs.3450-140-4570-150-
5470 (1.1.87)
Rs.4800-200-5800-250-
8300 (1.1.92)
Rs.12500-500-18100
(1.1.97)
Rs.13750-550-18300
(1.1.2000)
Rs. 29100-54500 (1.1.07)

SBVI Rs.3700-140-4400-150- Sr. Executive Supervisor


5900 (25.6.91) Sr. Additional Officer Gr.II
Rs.5400-225-6300-250-
9050 (1.1.92)
Rs.13000-520-18250
(1.1.97)
Rs.14500-580-18700
(1.1.2000)
Rs. 32900-58000 (1.1.07)

SBVII Rs.6500-250-7500-275- General Executive Supervisor


9425 (25.6.95) Sr. Additional Officer Gr.I

Rs.14500-580-18700
(1.1.97)

Rs.16000-640-20800
(1.1.2000)
Rs. 36600-62000 (1.1.07)

SBVIII Rs. 36600-62000 Executive Additional Officer Gr. II


(25.06.10)
to Section A1 A1A A2 A3 A4 A5

to Sub Section A4
Volume-I Sub Section A:4
Page No.1
Volume-I
A:4 PROMOTION POLICY AND RULES
Section-A 1. Objectives
Section-B 1.1(a) To provide all employees with broad equality of opportunity in
growth and career prospects.
Section-C
(b) To ensure fairness, equitability, consistency and uniformity in
Section-D the matters of promotion of employees in all the
Units/Divisions of the Company.
Volume-II
(c) To recognise and reward employees for their contribution to
Section-E the growth of the Organisation.

Section-F (d) To sustain the high morale of the employees by informing


them of the promotion opportunities existing in the
Search Organisation.

E-Mail 2. Promotion Rules

Home
2.1 Classification of Groups/Cadres
For purposes of promotion and career growth all employees
are included in one of the following groups/cadres:
a) Sr. Executive Salary grades E5 and above
Cadre
b) Executive Cadre Salary grades E1 to E4
c) Supervisory Cadre Salary grades S-0, SAI/SBI to
SAVIII/SBVIII and JEs
d) Skilled/Ministerial Salary grades AIII/BIII to AXII/BXII
group
e) Semi-skilled group Salary grades AII/BII
f) Unskilled group Salary grades AI/BI
3. Promotion to and within the Sr. Executive Cadre will be
regulated by the Corporate Office. However, within this cadre,
E6 and above is treated as All Company Cadre and promotions
are carried out by Corporate Office on the recommendations of
the Committee of Directors/CMD. Promotion in other
cadres/groups will be regulated by the Unit Management as per
the principles and guidelines laid down from time to time.
to Section A1 A1A A2 A3 A4 A5

to Page No.2
Volume-I Sub Section A:4
Page No.2
Volume-I 4. Guidelines and Principles
Section-A 4.1 Promotion from one Group/Cadre to another Group/Cadre
Section-B
Promotion from one Group/Cadre to another Group/Cadre is on
Section-C the basis of merit as assessed through a selection process which
Section-D
may include an appraisal of performance and test/interview
designed to determine the employees' skill, aptitude and abilities
Volume-II for effective functioning in the higher group/cadre. Employees
Section-E are eligible for consideration for promotion to the higher
group/cadre on completion of a specified number of years of
Section-F
service (to be referred to hereinafter as eligibility period) in the
Search lower group/cadre, subject to organisational needs. This
E-Mail eligibility period will be notified by the Management from time to
time keeping in view the requirements of the organisation.
Home
4.2 Promotion within a Group/Cadre
Employees are eligible for consideration for promotion from a
lower grade to the next higher grade within the same
group/cadre on completion of the number of years of service
prescribed in the lower grade (to be referred to hereinafter as the
'qualifying period') and attainment of satisfactory standards in
conduct and performance. The 'qualifying period' for promotion
within a group will be notified by the Management from time to
time keeping in view the requirements of the organisation.
Employees promoted to or within the Supervisory Cadre or
to/within the Executive Cadre upto E5 grade will be on probation
for a period of one year. On satisfactory completion of probation
such employees will be confirmed in the new grade. The
Competent Authority for declaring successful completion of
probation is ED/GM (in charge of the Division)/GM(P&A)/AGM
(Head of Division)
4.3 'Fast Track' Promotions
With a view to rewarding employees for sustained outstanding
performance, and in order to provide motivation to them for
further improvement, accelerated promotions are considered for
eligible employees on completion of a specified period of service
as may be prescribed for this purpose for each grade. The
number of employees promoted under this clause, however, is
generally limited to 10% of the total number of employees
eligible for such promotions as the basic idea is to spot the best
performers on work.
4.4 It may not be possible to ensure advancement/career prospects
beyond a certain point for employees who either do not possess
the requisite qualifications/skill needed for the higher post or are
held up for want of requirements in the higher groups/cadre. Such
cases are reviewed and employees are considered for the higher
grade on completion of 10 years good and effective service
provided their conduct and performance are otherwise
satisfactory. This is normally not applicable to the position of E5
i.e. the Sr. Manager's grade and above.
to Section A1 A1A A2 A3 A4 A5

to Page No.3
Volume-I Sub Section A:4
Page No.3
Volume-I
Section-A 4.5 There may be a certain percentage of employees who do not
Section-B qualify for promotion under any of clauses provided above.
These are so due to their consistently 'poor' performance and/or
Section-C other reasons. Such employees treated under the category
Section-D 'Drop-outs' are not eligible for promotion until there is recorded
improvement in their overall performance and conduct.
Volume-II

Section-E 5. Channels of Promotion


Section-F Promotion of an employee means his movement from a post in a
Search
lower grade to a post in the next higher grade along with
respective promotion channels specified for the purpose. The
E-Mail channels of promotion for the non-executive cadre are shown in
Home the enclosed Annexure I&Annexure II.
6. Rules and Procedures
Promotions will be considered by Departmental Promotion
Committees (DPCs) to be constituted at the Unit level for various
grades falling under the purview of the Unit Management. The
criteria adopted by the DPC for considering promotions will
broadly include factors such as qualifications, experience,
performance, general suitability and potential for higher
responsibility.
In case of promotion from Supervisory cadre to Executive cadre,
the Selection Committee should include a Central Selection
Board Member on it.
Vigilance clearance should be obtained in respect of all
employees, who are in the zone of consideration, before
considering them for promotion.
The promotion cases of eligible employees who are transferred
after 31st March and before June, will be considered by the
previous unit, if due for promotion, during that year. The
recommendations of the DPC will be communicated to the latter
unit for issue of orders.
7. Preference for SC/ST
The Government of India orders issued from time to time relating
to reservations for SC/ST candidates will be observed in so far
as these are applicable in the context of BHEL Promotion Policy.
8. Seniority
Seniority as between personnel promoted on the same date shall
be determined in accordance with the order of merit drawn up by
the Departmental Promotion Committee and approved by the
competent authority.
9. Representations from employees regarding Non-Selection
or Super-session
An attempt is always made by the Divisional/Departmental Head
to explain to an employee the reasons for his non-selection so
that the employee has an opportunity to make up his deficiencies
in the relevant area. If the employee still has a grievance he may
submit a representation to the competent authority through
proper channel.
to Section A1 A1A A2 A3 A4 A5

to Page No.4
Volume-I Sub Section A:4
Page No.4
Volume-I The Head of Department will examine the case and submit to
Section-A
the General Manager/Executive Director with his remarks/
recommendations for orders.
Section-B
Representations must be submitted within one month of the
Section-C
date of release of promotion order/list and unbecoming
Section-D language will not only be rejected but will be taken up suitably
Volume-II
with the employee concerned. Also joint appeals or
representations will not be entertained.
Section-E
10. Debarring
Section-F

Search Employees undergoing punishment for specified period shall


E-Mail
not be considered for promotion during that period.

Home 11. Promotion of Employees whose conduct is under


investigation
11.1 Cases of Employees to whom sealed cover procedure will be
applicable at the time of consideration of the cases for
promotion, details of employees in the consideration zone for
promotion falling under the following categories should be
specifically brought to the notice of the Departmental Promotion
Committee: - i) Employees under suspension. ii) Employees in
respect of whom a charge-sheet has been issued and
disciplinary proceedings are pending.iii) Employees in respect
of whom prosecution for a criminal charge is pending.
11.2 The Departmental Promotion Committee shall assess the
suitability of the employees coming within the purview of the
circumstances mentioned above along with other eligible
candidates without taking into consideration the disciplinary
case/criminal prosecution pending. The assessment of the
DPC, including 'Unfit for Promotion', and the grading awarded
by it will be kept in a sealed cover. The cover will be super-
scribed "Findings regarding suitability for promotion to the
grade/post of.................................in respect of
Shri............................. Staff No...........................(name of the
employee and Staff No.). Not to be opened till the termination
of the disciplinary case/criminal prosecution against
Shri..................................." The proceedings of the DPC need
only contain the note "The findings are contained in the
attached sealed cover."
11.3 The same procedure outlined in the above Para will be followed
by the subsequent Departmental Promotion Committees
convened till the disciplinary case/criminal prosecution against
the employee concerned is concluded.
to Section A1 A1A A2 A3 A4 A5

to Page No.5
Volume-I Sub Section A:4
Page No.5
Volume-I 11.4 On the conclusion of the disciplinary case/criminal prosecution,
Section-A
which results in dropping of allegations against the employee,
the sealed cover or covers shall be opened. In case the
Section-B employee is completely exonerated, the due date of his
Section-C promotion will be determined with reference to the position
assigned to him in the findings kept in the sealed cover/covers.
Section-D However, whether the employee concerned will be entitled to
Volume-II any arrears of pay for the period of notional promotion
preceding the date of actual promotion, and if so to what extent,
Section-E
will be decided by the Disciplinary Authority by taking into
Section-F consideration all the facts and circumstances of the disciplinary
Search proceeding/criminal prosecution.
E-Mail Where the Authority denies arrears of salary or part of it, it will
record its reasons for doing so. It is not possible to anticipate
Home
and enumerate exhaustively all the circumstances under which
such denials of arrears of salary or part of it may become
necessary. However, there may be cases where the
proceedings, whether disciplinary or criminal, are, for example
delayed at the instance of the employee or the clearance in the
disciplinary proceedings or acquittal in the criminal proceedings
is with benefit of doubt or on account of non-availability of
evidence due to the acts attributable to the employee etc. These
are only some of the circumstances where such denial can be
justified.
11.5 If any penalty is imposed on the employee as a result of the
disciplinary proceedings or if he is found guilty in the criminal
prosecution against him, the findings of the sealed cover/covers
shall not be acted upon. His case for promotion may be
considered by the next DPC in the normal course and having
regard to the penalty imposed on him.
11.6 It is also clarified that in a case where disciplinary proceedings
have been held under the relevant disciplinary rules, 'warning'
should not be issued as a result of such proceedings. If it is
found, as a result of the proceedings, that some blame attached
to the employee, at-least the penalty of Censure should be
imposed.
11.7 It is necessary to ensure that the disciplinary case/criminal
prosecution instituted against an employee is not unduly
prolonged and all efforts to finalise expeditiously the proceedings
should be taken so that the need for keeping the case of
employee in a sealed cover is limited to the barest minimum. It
has, therefore, been decided that the authorities concerned
should review comprehensively the cases of employees, whose
suitability for promotion to a higher grade has been kept in a
sealed cover on the expiry of 6 months from the date of
convening the first Departmental Promotion Committee, which
had adjudged his suitability and kept its findings in the sealed
cover. Such a review should be done subsequently also every six
months. The review should, inter alia, cover the progress made in
the disciplinary proceedings/criminal prosecution and further
measures to be taken to expedite their completion.
11.8 In spite of the six monthly review referred to in Para 7 above,
there may be some cases, where the disciplinary case/criminal
prosecution against the employee are not concluded even after
the expiry of two years from the date of the meeting of the first
DPC, which kept its findings in respect of the employee in a
sealed cover. In such a situation the competent authority may
review the case of the employee, provided he is not under
suspension, to consider the desirability of giving him ad hoc
promotion keeping in view the following aspects :

to Section A1 A1A A2 A3 A4 A5

to Page No.6
Volume-I Sub Section A:4
Page No.6
Volume-I a) Whether the promotion of the employee will be against public
Section-A interest.

Section-B b) Whether the charges are grave enough to warrant continued


denial of promotion;
Section-C

Section-D
c) Whether there is not likelihood of the case coming to a
conclusion in the near future;
Volume-II
d) Whether the delay in the finalisation of proceedings,
Section-E
departmental or in a court of law is not directly or indirectly
Section-F attributable to the employee concerned;
Search
e) Whether there is any likelihood of misuse of official position,
E-Mail which the employee may occupy after ad hoc promotion,
Home which may adversely affect the conduct of the departmental
case/criminal prosecution.
The competent authority should also consult the Central
Bureau of Investigation and take their views into account
where the departmental proceedings or criminal prosecution
have risen out of the investigations conducted by the Bureau.
11.8.1 In case the competent authority comes to a conclusion that it
would not be against the public interest to allow ad-hoc
promotion to the employee, his case should be placed before
the next DPC held in the normal course after the expiry of the
two year period to decide whether the officer is suitable for
promotion on ad-hoc basis. Where the employee is
considered for ad-hoc promotion, the Departmental
Promotion Committee should make its assessment on the
basis of the suitability of the individual's record of service
without taking into account the pending disciplinary
case/criminal prosecution against him.
11.8.2 After a decision is taken to promote an employee on an ad-
hoc basis, an order of promotion may be issued making it
clear in the order itself that:-
i) The promotion is being made on purely ad-hoc basis and the
ad hoc promotion will not confer any right for regular
promotion; and
ii) The promotion shall be 'until further orders'. It should also be
indicated in the orders that the Company reserves the right to
cancel the ad-hoc promotion and revert at any time the
employee to the post from which he was promoted.
11.8.3 If the employee concerned is acquitted in the criminal
prosecution on the merits of the case or is fully exonerated in
the departmental proceedings, the ad hoc promotion already
made if any be confirmed and the promotion treated as a
regular one from the date of the ad-hoc promotion with all
attendant benefits. In case the employee could have normally
got his regular promotion from a date prior to the date of his
ad-hoc promotion with reference to his placement in the DPC
proceedings kept in the sealed cover(s), he would also be
allowed his due seniority and benefit of notional promotion as
envisaged in Para 4 above.

to Section A1 A1A A2 A3 A4 A5

to Page No.7
Volume-I Sub Section A:4
Page No.7
Volume-I 11.8.4 If the employee is not acquitted on merits in the criminal
Section-A
prosecution but purely on technical grounds and the Company
further proposes to take up the matter to a higher court or to
Section-B proceed against him departmentally or if the employee is not
Section-C exonerated in the departmental proceedings, the ad-hoc
promotion granted to him should be brought to an end.
Section-D
12. Keeping in view the changes in internal conditions and external
Volume-II environment, the Company may at any time and at its
Section-E discretion, make any changes in the promotion policy and the
rules as stated herein if it is satisfied that such changes are
Section-F
necessary in the overall interest of the organisation.
Search

E-Mail to Section A1 A1A A2 A3 A4 A5

Home
to Page No.8
v

Volume-I Sub Section A:4


Page No.8
Volume-I ANNEXURE-I
Section-A NON-EXECUTIVE CADRE
Section-B Channels of Promotion

Section-C 'A' Group

Section-D
SVIII Executive Additional Engineer Gr.II
Volume-II I
SVII General Executive Foreman /
Section-E Sr. Additional Engineer Gr.I
I
Section-F
SVI Sr. Executive Foreman /
Search Sr. Additional Engineer Gr.II
I
E-Mail
SV
Home Executive Foreman /
Additional Engineer Gr.I
SIV General Foreman /
Additional Engineer Gr.II E1
I-----------------------------------------------
I
AXI Chief Technician I
I I
AX General Technician I
I I
AIX/SAIII Master Technician / Foreman /
Dy. Engineer Dy. Engineer
I I

AVIII/SAII Assistant Foreman /


Sr. Technician /
Assistant Engineer Gr. I
Assistant Engineer Gr. I I
I
AVII/SAI Technician / Chargeman* / *Open
Assistant Engineer Gr. II Assistant Engineer Gr. II Market
I---------------------- I

AVI Artisan Grade I Auxiliary Worker


I I
AV Artisan Grade II Auxiliary Worker II
I I
AIV Artisan Grade III Auxiliary Worker III
I I
AIII Artisan Grade IV* Auxiliary Worker IV
I---------------------- I
*Open Market

AII Semi/Skilled Worker


I
AI Unskilled Worker* *Open
Market

to Section A1 A1A A2 A3 A4 A5

to Page No.9
Volume-I Sub Section A:4
Page No.9
Volume-I page not done as yet
Section-A

Section-B

Section-C

Section-D

Volume-II

Section-E

Section-F

Search

E-Mail

Home

2.
to Section A1 A1A A2 A3 A4 A5

to Sub Section A:5


14.1.4 Applications from the

Volume-I Sub Section A:5


Page No.1
Volume-I A:5 TRANSFER POLICY AND BENEFITS
Section-A 1. Policy
Section-B Every employee of the Company is liable for transfer from one
Section-C Department/Section/Job within the same Unit/Division or from one
Unit/Division of the Company to another or from the Company to
Section-D
any other Government Department/Public Sector Undertaking as
Volume-II and when required by the Company at the discretion of the
Section-E
Management. Such transferees are eligible, unless otherwise
stated, for the following benefits subject to the conditions stated
Section-F hereunder:
Search Note:
E-Mail While implementing the Transfer Policy the career based
Home Promotion Policy has also to be reckoned with. Though the
promotions are required to be made subject to Organisational
needs, the same is not fully co-related to the vacancies existing.
For business considerations and for Administrative exigencies,
grouping and re-grouping of activities are undertaken. Stresses
and emphasis are applied on a year to year basis in consideration
of the targeted performance levels. It has been experienced that
the number of employees promoted to a particular grade far
exceeds the turnover of employees in that particular grade. The
career growth promotion policy entitling the employee for
consideration for promotion to the next higher grade after putting
prescribed minimum period of service without regard to the
vacancies arising or immediately anticipated has resulted an
addition to the strength of the employees in the levels promoted.
In order to suitably place all thus promoted in the higher grades in
commensurate positions, it may become necessary to create new
departments/sections and also to upgrade certain posts. The
horizontal transfer does not involve alteration of status e.g. DGM
would remain a DGM irrespective of the place of posting and the
power, privileges, scale of pay that the DGM post has, is carried to
the new post along with him. But it is not possible at all times to
ensure that the executive powers and the amplitude of the jobs at
the two places remain same due to the nature of our activities and
dynamism. Posting and transfers are reviewed in the Company
from time to time and it is a matter for the Company to decide in
meeting the organizational needs. Hence, it should be possible to
upgrade/downgrade posts and to post people suitably.
2. Horizontal Transfer
Unless selected for a higher position, the transfer of an employee
is made in the same grade and pay as held at the time of transfer
(hereinafter referred to as 'horizontal transfer'). Such employees
who are horizontally transferred are entitled to the following
benefits:
2.1 The employee is entitled to one month's basic pay as advance
(recoverable in three installments) and baggage allowance,
transfer grant, disturbance allowance etc. as admissible under the
TA Rules of the Company.
to Section A1 A1A A2 A3 A4 A5

to Page No.2
Volume-I Sub Section A:5
Page No.2
Volume-I
2.2 The employee is entitled to carry forward the leave to his credit, if
Section-A
any, at the time of transfer.
2.3 Service already rendered by the employee in the Company at the
Section-B
time of transfer is counted for purposes of gratuity, provident fund
Section-C
etc.
2.4 The employee is entitled to payment of bonus at the rate
Section-D
applicable to identical employees in the Unit/Division to which he
is transferred provided that the rate of bonus which an employee
Volume-II
is eligible in the unit from which he is transferred out will be
Section-E protected on his transfer and he will be compensated to the
extent of difference between the bonus drawn by him in the latter
Section-F unit and that admissible to the employees of the identical
categories in the parent unit. This dispensation is admissible only
Search if the employee has put in a minimum of two years of service on
the date of transfer in the unit where higher rate of bonus is
E-Mail payable and his transfer is not consequent on his having been
selected for the higher post in the new unit. The concession, will
Home however, be discontinued when the rate of bonus admissible in
his existing unit becomes equal to or higher than that admissible
to identical categories in the parent unit. The protection will be
only of the rate of bonus the employee was actually drawing at
the time of transfer.
2.5 Subject to the provisions of Para 9 of this chapter, the employee
is entitled to protection of his seniority held at the time of his
transfer.
2.6 (a) Employees who are occupying Company accommodation/
leased accommodation at the place of their parent Unit are
allowed to retain such accommodation for a maximum period of
three months from the date of relief, provided such
accommodation is retained for the bonafide use of the family
(wife and children only) . The recovery of rent for this period of
three months will be at the same rate as on the date transfer. In
addition for this period of three months House Rent allowance is
admissible at the new place of posting under the relevant rules
subject to his not occupying company accommodation /guest
house.
(b) Permission to retain the family at the earlier place of posting
in company leased accommodation as on the date of transfer for
a period of up to one year beyond the initial period of three
months, will be given by Head of Unit to which the employee has
been transferred. Permission beyond this period of one year
would be given in exceptional circumstances with the approval of
Director (HR) only, after being duly recommended by the Head of
Unit to which the employee has been transferred. Once approval
has been so given, the payment of lease rent may continue to be
done by the earlier Division for the sake of ease and continuity
and amount debited to the new Unit. In case the employee who
has been transferred wishes to retain accommodation in
Company's township at the earlier location, then in such cases
also permission will be given by the Head of the Unit at the new
location, but in consultation with the Head of Unit / Competent
Authority at the previous location where the employee was earlier
posted.
( vide Corporate HR circular No.027/WLX/2005 dated
17/06/2005)
(c ) In cases where no such permission is granted and the
accommodation provided by the Company has not been vacated
by the maximum period of three months as provided herein, then
market rent/penal rent will be charged and/or admissibility of
HRA in the new place will be reviewed.
(d) The Head of Unit at the new location may also allot
suitable Company accommodation (other than Guest House
Accommodation) as Transitory Accommodation at the new
location for the stay of such employees beyond the initial
period of 3 months after transfer. Such transitory
accommodation could also be shared accommodation. For
such accommodation, double the applicable license fee will be
recovered in case the said accommodation is allotted on
individual basis .In case of allotment on shared basis single
license fee as applicable will be recovered from each of the
employees. In addition, for the accommodation retained at the
earlier location, applicable license fee will be recovered.
(e) The period of stay by an employee on transfer in the
Company Guest House or Transit Flat at that particular
location shall not exceed 90 (ninety) days in any manner i.e. in
continuation or with breaks. In case of 'Unit Head' this
condition can be relaxed with the specific approval of CMD. As
far as possible Head of unit/ ED should also shift to the house
earmarked for him after the period of three months. In case
the Head of unit/ED opts to continue to stay in the
Company�s Guest House after obtaining due approval of
CMD, then for the period of stay, double the license fee as
applicable to his entitled quarter at that location will be
charged.
( Corporate Circular No. 018/WLX/2004 dated 25/06/2004)
to Section A1 A1A A2 A3 A4 A5

to Page No.2a
Volume-I Sub Section A:5
Page No.2a
Volume-I

Section-A

Section-B Permission to stay in Guest House to other executives can be


Section-C
given for an additional period upto 3 months with the following
conditions:
Section-D 1) Each case has to be approved by CMD.
Volume-II 2) No HRA will be payable for this extended period of stay.
3) Double the license fee applicable for the earmarked / notified
Section-E
type of quarter will be payable by the employee.
Section-F 4) In any case the stay beyond the initial period of 90 days will
Search not exceed further period of 90 days.
(Corporate HR Circular No. 011/ WLX/ 2010 dated 15.02.10).
E-Mail
(f) Also an employee who prior to transfer was drawing HRA and
Home who is permitted to retain his family (ie spouse and dependant
children) at the earlier place of posting, shall be eligible for grant of
HRA at the rate applicable for that station. Such permission to
retain the family at the earlier place of posting on HRA as was
being drawn on the date of transfer for a period of up to one
year will be given by Head of Unit to which the employee has
been transferred. Permission beyond this period of one year would
be given in exceptional circumstances with the approval of
Director (HR) only, after being duly recommended by the Head of
Unit to which the employee has been transferred. Such employees
are also eligible for the facility of transitory accommodation.
The amendments are effective from 3rd June 2005.

(Corporate Office Circular No. 027/WLX/2005 dated 17-06-2005)


2.7 The provisions of Rule 2.6 above are not applicable to
employees deputed to out stations on long duration assignments
in connection with erection and commissioning work etc. who are
governed by the TA Rules of the Company in this regard. These
are also not applicable to deputationists from Government
Departments and other Organisations when they are repatriated
to their parent Organisations.
2.8 The family of an employee transferred to another station will
continue to be entitled for medical attendance and treatment at
the previous station of posting of the employee in the following
cases :

to Section A1 A1A A2 A3 A4 A5

to Page No.3
Volume-I Sub Section A:5
Page No.3
Volume-I Note: 'Family' means an employee's spouse, legitimate children
Section-A
and step-children dependent on the employee, adopted child/
children in the case of an employee who has no child and the
Section-B adoption is legal and the child/children are residing with and
Section-C wholly dependent on the employee. In cases of transfers, the
family would also include parents, unmarried brothers and sisters
Section-D whose income per month from all sources is less than Rs.1500/-
Volume-II p.m. and fulfill other dependency criteria. The other dependency
criteria will be as specified under the LTC/Medical Attendance
Section-E
rules.
Section-F
a) If the employee is unable to take his family to the new station for
Search
reasons such as want of suitable accommodation, children's
E-Mail education etc. and for that reason he has been permitted to
Home retain Company accommodation at the old station.
Note: In cases covered under this clause LTC for the family
members can be claimed from the previous station of posting
instead of the Headquarters of the employee.
b) Where the family is shifted permanently to the employees' home
town and a declaration is given to this effect by the employee
concerned.
c) The family continues to stay in the place where the employee
was posted prior to his transfer to another Division/site.
3. Transfer on selection to Higher Post against open
advertisement
The employees selected from one Unit/Division for appointment
to higher posts in another Unit/Division against open
advertisement are entitled to all the benefits as on horizontal
transfer except the grant of disturbance allowance and payment
of Bonus. Their pay in the higher post is fixed as on promotion.
Departmental employees, who are posted to other units on their
selection as JEs in the internal recruitment, may be treated as on
transfer and transfer benefits allowed accordingly. However, in
the event of these employees taking transfer back to their
original place of posting within four years, then transfer benefits
paid will be recovered.
(vide Corporate HR Circular No. 027/TRX/2012 dated 15.09.12)
4. Transfer on selection as Trainee/Apprentice
The employees selected as Trainees/Apprentices against open
advertisement are governed by the rules on "Entitlements of
Departmental Trainees" as notified from time to time.
5. Incentives for employees transferred as a result of shifting
of office from one place to another at an outstation.
The following additional/extended incentives are admissible to
employees who are transferred as a result of the shifting of a
Unit/Division from one place to another at an outstation over and
above the normal entitlements admissible on transfer under the
relevant TA Rules of the Company.
to Section A1 A1A A2 A3 A4 A5

to Page No.4
Volume-I Sub Section A:5
Page No.4
Volume-I 1) 50% of the transfer grant as admissible under the rules.
Section-A 2) Special Disturbance Allowance of Rs.500, which will be
Section-B admissible to employees in E5 grade and above also subject to
other conditions.
Section-C

Section-D
3) Payment of HRA or retention of Company accommodation
(including leased accommodation) as the case may be, at
Volume-II previous station upto the end of the academic session, current
Section-E on the date of transfer will be admissible if employee is actually
keeping his family (spouse and children) there for the purpose of
Section-F
education of children. In addition, suitable free bachelor
Search accommodation at the new station of posting may be provided
E-Mail subject to availability. In such cases (where the Company
accommodation/ HRA is admissible with reference to the
Home
previous station of posting and bachelor accommodation is also
provided at the new station), no daily allowance will be
admissible for the duration of employee's visit to the previous
place of posting, nor HRA at the new place of posting will be
admissible.
The employee's intention to avail of the facility of retention of the
Company/Company leased accommodation will be
communicated by him in writing at the time of transfer.
4) Consequent upon shifting of the office from one station to
another, if an employee is transferred to the new place of posting
before the expiry of a period of 3 years reckoned from his
previous transfer from an out-station, he may be granted the
following additional lump sum amounts:
i) Rs. 250/- if he has a family with one child
ii) Rs. 450/- if he has a family with more than one child
5) The grant of the above incentives is subject to the furnishing of
necessary proof by the employee, as may be required by the
Controlling Officer.
6. The employees transferred on promotion from one Unit/Division
to the other involving change of station in keeping with the
requirements of the organisation are entitled to all the benefits as
on horizontal transfer except for the protection of the higher rate
of Bonus as provided in Para 2.4 above. In other words, they will
also be entitled to special disturbance allowance if otherwise
admissible under the rules.
7. Joining Time
7.1 Joining time, as under, is admissible to all regular employees of
the company whether they are transferred while on duty at their
earlier place of posting or on leave.
to Section A1 A1A A2 A3 A4 A5

to Page No.5
Volume-I Sub Section A : 5
Page No.5
Volume-I a) Journey Time
Section-A Mode of Journey Journey Time
Section-B
Rail 1 day for each 800 Kms. or part
Section-C thereof subject to a minimum of one
Section-D
day

Volume-II Road (when travel 1 day for each 300 Kms or part thereof
by train is not subject to a minimum of one day
Section-E
customary)
Section-F
Air Actual time subject to a minimum of
Search
one day
E-Mail
Note: Travel by road not exceeding 30 Kms to or from railway
Home
station at the beginning or end of the journey is not counted
against joining time. Joining time is calculated by the shortest
and direct route.
In exceptional cases, joining time as normally admissible may be
extended by Head of the Division depending upon the merit of
each case.
b) Preparation Time
All transferees are entitled to 7 days preparation time including
Sundays and other holidays.
7.2 No Joining time is admissible in the case of local transfers
whether these are inter-unit or intra-unit.
7.3 Carry forward of Joining Time
In cases where joining time is not fully availed of at the time of
transfer, the un-availed portion of the joining time will be credited
to the non-encashable portion of the earned leave account of the
employee which can be availed of at any time as earned leave. If
an employee receives the transfer order while availing leave at a
place other than the Headquarters, he is entitled to joining time
as admissible for transfer from the station where he is spending
his leave or his headquarters whichever is less.
7.4 Overstay of Joining Time
Where an employee overstays joining time, such period of
overstay is treated as extraordinary leave. Authority competent
to sanction transfer may, however, grant leave of the kind due in
such cases on the merits of each case.
7.5 Admissibility of Pay during Joining Time
During joining time, an employee is entitled to draw such pay
and allowances as he would have drawn if he had continued in
his old post or pay and allowances which he will draw on
assuming charge of the new post, whichever is less.
to Section A1 A1A A2 A3 A4 A5

to Page No.6
Volume-I Sub Section A:5
Page No.6
Volume-I
7.6 Posting Abroad
Section-A The above rules are applicable mutatis mutandis in case of
posting abroad. In addition to the preparation time of seven
Section-B
days, actual travelling time by the approved route is allowed.
Section-C
Any enforced stay/halt, if certified by the Controlling Officer, is
also admissible.
Section-D
7.7 Seniority during Joining Time
Volume-II During joining time, a transferred employee is deemed to be
carried in the seniority list of the Unit/Division from which he is
Section-E
transferred till the date he reports in the new Unit/Division to
which he is transferred, unless he belongs to All Company
Section-F
cadre.
Search The promotion cases of eligible employees who are transferred
after 31st March and before June, will be considered by the
E-Mail
previous unit, if due for promotion, during that year. The
Home
recommendations of the DPC will be communicated to the
latter unit for issue of orders.
7.8 Grant of preparatory/rejoining time to the employees
deputed abroad for training.
No preparatory/rejoining time will be granted in such cases, as
all the pre-departure formalities for going abroad for training
are completed by the Administration in the Units.
8. Approval and Issue of transfer Orders
8.1 Non - Executives

Intra-unit & inter unit transfer of non executives will be within the
purview of Unit Management. In case of inter-unit transfer,
approval of both the Unit Heads will be obtained.

8.2 Executives

8.2.1 Intra-Unit transfer


(i) Transfer of executives within the same unit up to the level of
Additional General Manager will be done with the approval of the
concerned Executive Director. Unit Heads delegated with the
powers of Executive Director will also be competent to approve
the transfer. Unit Heads below the level of Executive Director
and reporting directly to Functional Director/CMD, will obtain
prior approval for transfer of executives at the level of Deputy
General Manager and above

(ii)
Transfer of Deputy General Manager and above within TBG
and ROD, involving change of station will be approved by
Director (IS&P).
(iii) Movements of DGM & above executives into and out of HR,
Finance, and Engineering functions should be got cleared from
the respective Functional Directors. In case of vigilance function,
CVO’s clearance would be required for all levels of executives.
(iv) Information of changes made in respect of Deputy General
Manager and above will be sent to all concerned in the
Corporate Office.

8.2.2 Inter-Unit transfer

(i) Inter-unit transfer of all Executives will be approved and


orders issued by Corporate Office. Approval for transfer of
executives up to Senior Deputy General Manager will be
given by the concerned Functional Director and Director
(HR).
(ii) Transfers from one Power Sector Region/Unit to another
Region/Unit (other than Additional General Manager and above
and transfer into Delhi) will be approved by Director (Power).

(iii) Prior approval of CMD will be obtained for inter-unit transfer of


executives at the level of Additional General Manager and
above. This will include transfers from one Power Sector
Region/Unit to another.

8.3 Transfer of all employees involving posting at Delhi and


contiguous areas of Delhi, i.e. NOIDA, Gurgaon etc., will be
processed through Corporate HR and approved by CMD

8.4 The placement, work allocation and reporting relationship of


General Managers and above in all units will require prior
approval of CMD.”
( Vide Corporate HR Circular No. 010/TMX/2012 dated 16.4.12)
to Section A1 A1A A2 A3 A4 A5

to Page No.7
Volume-I Sub Section A:5
Page No.7
Volume-I 9. Notwithstanding anything contained in this chapter, transfers
Section-A
which are at employees' own request will be subject to the
following terms and conditions:
Section-B
i) Transfer T.A. including Transfer grant and disturbance
Section-C
allowance will not be allowed.
Section-D
ii) Joining time will not be admissible.
Volume-II
iii) In case an employee makes a request for transfer and this
Section-E
request has been approved by the Competent Authority, then all
Section-F Transfer Benefits under the rules will be admissible if he/she
Search has put in at least 15 years of continuous service at the same
Unit or Division or at the same place of posting at the time of
E-Mail
request for transfer (Unit or Division would include
Home manufacturing Units, Divisions/Regions under Business Sectors
and Corporate Office).
iv) An employee who at the time of cadre change promotion/ re-
designation to Executive Cadre was promoted/ re-designated and
posted to a Power Sector / ISG /TBGsites and subsequently after
completion of four years service at site/sites, requests for a
transfer back to his parent Unit or elsewhere and such request is
approved by the Competent Authority, then the transfer of such
employee may be treated as "Transfer in Company interest" and
all transfer Benefits may be allowed
( vide Corporate circular 027/TRX/2012 dated 15.09.12)
v) Cases not fulfilling the criteria at (iii) above will continue to be
governed by the existing rules mentioned in (i) and (ii) above.
10 Guidelines for Transfer on Seconded basis
(Corporate HR Circular No. 022/TRX/2009 dated 25/05/09)

to Section A1 A1A A2 A3 A4 A5

to Sub Section B:1 Page No. 1


Volume-I Sub Section B:1
Page No.1
Volume-I
B:1 SALARY GRADES
Section-A 1. Executive Salary Grades with effect from 1.1.2007:
CMD Rs.80000-125000
Section-B Director Rs.75000-100000
Executive Director Rs.62000-80000
Section-C E-8 - General Manager Rs.51300-73000
E-7 - Addl. General Manager Rs.51300-73000
Section-D E-6A - Sr. Deputy Gen. Rs.51300-73000
Manager
E-6 - Deputy General. Manager Rs.43200-66000
Volume-II
E-5 - Senior Manager Rs.43200-66000

Section-E
E-4 - Manager Rs.36600-62000
E-3 - Deputy Manager Rs.32900-58000
Section-F E-2 - Sr. Engineer/Officer / Rs.29100-54500
Sr. Executive
E-1 -Engineer/Officer/Executive Rs.24900-50500
Search
ET - Executive Trainee Rs.20600-46500

E-Mail
2. Non-Executive Salary Grades with effect from 1.1.2007:
A - Technical
Home
SA VIII (wef 25.06.10) Rs.36600-62000
SA VII Rs.36600-62000
SA VI Rs.32900-58000
SA V Rs.29100-54500
SA IV Rs.24900-50500
AXII (wef 25.06.10) Rs.30500-56000
AXI Rs.27500-53000
AX Rs.24500-45000
SA III / SAIII A / AIX / AIX A Rs.16400-40500
SA II / AVIII Rs.12600-32500
SAI / AVII Rs.12400-30500
S0 Rs.12300-26000
AVI Rs.12350-28000
AV Rs.12200-25000
AIV Rs.12000-24000
AIII Rs.11700-23000
AII Rs.11000-22000
AI Rs.10500-21000

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.2
Volume-I Sub Section B:1
Page No.2
Volume-I
Non-Executive Salary Grades with effect from 1.1.2007:
Section-A

B-Non-Technical
Section-B
SB VIII (wef 25.06.10) Rs.36600-62000
SB VII Rs.36600-62000
Section-C
SB VI Rs.32900-58000
SB V Rs.29100-54500
Section-D
SB IV Rs.24900-50500
B XII (wef 25.06.10) Rs.30500-56000
Volume-II
BXI Rs.27500-53000
BX Rs.24500-45000
Section-E
SB III / SBIII A / BIX / BIX A Rs.16400-40500
SB II / BVIII Rs. 12600-32500
Section-F
SB I / BVII Rs.12400-30500
Search S0 Rs.12300-26000
BVI Rs.12350-28000
E-Mail BV Rs.1200-25000
BIV Rs.12000-24000
Home BIII Rs.11700-23000
BII Rs.11000-22000

BI Rs.10500-21000

3. Junior Executives (1.1.2007)

Rs.12500-32200

4. Trainees / Apprentices

Engineer Trainee - ET Scale

Executive Trainees - ET Scale

Supervisor Trainees - S0 Scale

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to B2
Volume-I Sub Section B:2
Page No.1
Volume-I B:2 Dearness Allowance
Section-A
1. With effect from 1.1.2007, Dearness Allowance is granted to
Section-B compensate the price increase above AICPI 126.33, to which the
Section-C revised salary grades relate. The payment of D.A. is based on
100% neutralisation over quarterly average of AICPI 126.33.
Section-D

Volume-II
2. The periodicity and effective dates of revision will be as under:-
Section-E

Section-F Quarterly Average Date of Effect


Search
September - November 1st January
E-Mail

Home December - February 1st April

March - May 1st July

June - August 1st October

3. In determining the average consumer price index the actual up


to two places of decimal will be reckoned.

For computation of D.A. 50 paise and above to be rounded off to


4.
next Rupee and less than 50 paise to be ignored.

5. D.A. on HPL
D.A. during Half Pay Leave is to be computed with reference to
the basic pay actually drawn. In other words, in such cases D.A.
will be computed on the reduced pay only.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Sub Section B3A


Volume-I Sub Section B:3A
Page No. 1 go to page no. 1234 567
Volume-I
B:3A HOUSE RENT ALLOWANCE & LEASING
Section-A OF ACCOMMODATION
Section-B
A HOUSE RENT ALLOWANCE
Section-C
1. Payment of House Rent Allowance on revised basic pay
Section-D
w.e.f. 26.11.2008 to the employees not provided with
Volume-II company accommodation will be at the following rates:
Section-E Cities with population Rate of HRA
Section-F 50 lakhs and above 30% of Basic Pay
Search 5 to 50 lakhs 20% of Basic Pay
E-Mail Less than 5 lakhs 10% of Basic Pay
Home The payment of HRA shall be as per classification of cities
notified by the Government. Classification of cities is enclosed
at Annexure - I. HRA rates at BHEL locations is at Annexure II.
1.1 For the purposes of these rules, the term "Pay" in addition to
basic pay includes personal allowance*, deputation (duty)
allowance, stagnation increment, family planning incentive and
all other payments declared by the Company from time to time
to be included for HRA.
* In case the actual amount of HRA as per prescribed rate is
less than the actual amount of HRA drawn as on 25.11.2008 in
case of a particular employee, the difference would be allowed
to be drawn by the employee as "Personal Allowance" until the
difference is eliminated in course of time subject to the
condition that the difference will be subsumed within the
overall limit prescribed for perquisites and allowances
prescribed under the DPE guidelines.
(vide Corporate HR Circular Nos. 005, 006, 007/IRX/2010
dated 06.02.10)
1.2 House rent allowance as above is admissible to all employees,
without reference to the quantum of rent paid and without
requiring them to produce any rent receipt.
2 General
2.1 Where both husband and wife are employees of the Company
and posted at the same station, HRA is admissible to both of
them as per their individual entitlement subject to the
prescribed limit. However, HRA is not admissible to both, if
even one of them has been allowed Company owned / leased
accommodation.
2.2 HRA will not be admissible in the following situations:
If the employee is staying in an accommodation including a
leased accommodation allotted to his or her spouse or parent
by the Company / Central/State Government / PSU / Semi-
Government Organisation / Autonomous Body / Nationalised
Bank / LIC etc
If the employee is staying in the Company's Guest House or
has been allotted “Transitory Accommodation” at the place of
posting either on single occupancy terms or on shared basis.
If the employee is occupying Company / Government
accommodation unauthorisedly at the same station or at
another station.
If the employee who continues to occupy Company /
Government accommodation unauthorisedly i.e. after the
allotment of accommodation has been cancelled in their
names by the appropriate authority and the employees
concerned have been directed to vacate the accommodation
allotted to them.

2.3 Payment of HRA shall be made subject to the employee


furnishing a certificate as at Annexure III below:

2.4 The employees will be entitled to be paid house rent allowance


during leave at the same rates at which they were drawing
these allowances before they proceeded on leave. For this
purpose leave means total leave of all kinds not exceeding 120
days or the first 120 days of the leave period where the leave
exceeds 120 days, but does not include leave preparatory to
retirement, refused leave or terminal leave, whether running
concurrently with the notice period or not. When holidays are
combined with leave, the entire period of holidays and leave
should be taken as one spell of leave. However, in the case of
Maternity leave which is on full pay for a period of 180 days
from the date of its commencement in case of female
employees with less than two surviving children, the limit is
180 days, subject to production of Medical Certificate from the
Authorised Medical Attendant (AMA).
The limit of 120 days - excepting for female employees on
Maternity Leave where the limit is 180 days - shall be
extended to eight months for the purpose of grant of these
allowances in the case of employees suffering from
tuberculosis; Cancer or other ailments provided the leave is
supported by a medical certificate. It is immaterial whether the
leave is on medical certificate from the very commencement or
is in continuation of other leave. The question
whether HRA may be paid to an employee suffering from
tuberculosis, cancer or other ailments during leave on medical
certificate beyond eight months will be decided on merits by
the Management.
2.5 Any clarification on payment of HRA, not covered in the above
Rules, will be referred to Corporate HR for final decision.

Annexure I(Government notified list)


Annexure II (List of BHEL locations)
Annexure III (Certificate for claiming HRA)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


Volume-I Sub Section B:3A
Page No. 2 go to page no. 1234 567
Volume-I
B LEASING OF ACCOMMODATION BY THE
Section-A COMPANY
Section-B
Third Party Company Lease and Self Lease
Section-C

Section-D
3 Executives in the grade of E1A to E9 are eligible for
Volume-II accommodation to be leased by the company. This facility will be
Section-E admissible to the executive borne on the regular establishment
of the Company including the deputationists, who are entitled to
Section-F
the same and who are posted at places where leasing of
Search accommodation by the company has been approved. The list of
E-Mail cities where lease is permitted is at Annexure - III (A).
Home
3.1 This facility to executives from E1A to E4 grade is allowed strictly
on case to case basis where the company is unable to provide its
own accommodation and regulated as approved by the Board of
Directors delegating the powers to CMD / Director(HR).

3.2 Where both the husband and wife are employees of the Company
posted at the same station and reside together in the same
house/portion of the house, only one of them at their option will be
eligible for this facility and the other spouse shall not be paid any
HRA even if he/she is otherwise eligible to draw HRA at a flat rate.

3.3 The ceiling limit of rentals for the accommodation leased by the
Company at the locations where lease is permitted in respect of
the executives who are entitled to it are placed at Annexure - III
(B).

4 The Company may take on lease a house owned by an executive


/ spouse / father / mother / children or by a Hindu undivided family
in which he is a co-parcener for the residence of the executive
himself on payment of rent which will be termed as "Self Lease"
and shall be assessed by a "Departmental Rental Assessment
Committee" constituted by the Management for this purpose.
Leasing of accommodation from any other individual/s will be a
"Third Party Company Lease".

4.1 The house taken on self lease shall be allotted to the executive
concerned who has offered it for lease to the Company for his
residence. In the event of his ceasing to be in the employment of
the Company, the house will normally be made over to him
subject to such safeguards as may be necessary for recovery of
balance of House Building Advance, if any, outstanding against
him.

4.2 Processing of applications for approval

Executives who intend to avail this facility shall make an


application for the same and forward it to the HR Department
along with details given in the prescribed proforma. The HR
Department will in the first instance obtain approval of the
competent authority in principle. Option to take a house on lease
rests with the Management and cannot be claimed as a matter of
right.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


Volume-I Sub Section B:3A
Page No. 3 go to page no. 1234 567
Volume-I 4.3 Procedures for Self lease facility
Section-A
After the proposal has been agreed to in principle, the HR
Section-B Department will pass on the relevant papers to the Departmental
Rental Assessment Committee (DRAC) for its recommendations
Section-C
before finally fixing the rent.
Section-D

Volume-II
4.3.1Constitution of Departmental Rental Assessment Committee
(DRAC) and scope of its functioning:
Section-E

Section-F DRAC shall be constituted in each Division/Unit to assist the


Management in determining the rental value of the houses offered
Search
by the executives on lease to the Company. At places where more
E-Mail than one Division/Unit are located, a common Committee may be
Home constituted by the Divisions/Units concerned in consultation with
each other to ensure a uniform approach.

TThe Committee shall consist of representatives from Civil, HR and


Finance Departments. The Head of the Division/Unit may at his
discretion nominate representatives from other Departments as
well if he considers necessary to do so. The member from HR
department will be designated as the Secretary who will
coordinate functioning of the Committee and be responsible for
submitting its report to the Management.

4.3.2In determining rental value, the Committee will take into


consideration the following :

1) The living area to be considered for rental assessment will


include rooms, kitchen, bath, toilets, lobby & passage. Exclusion
or inclusion of area to be considered for this purpose will be on the
recommendation of DRAC member from Civil.

2) The area of the house/portion of the house occupied /


proposed to be occupied by the executive and his/her family.
While considering the property owned by parents/children and
where parents/children (not dependent) are living in the same
premises, the area for rental assessment for the self lease may be
restricted to 50% of total area for rental assessment.

3) Prevalent market rent for similar accommodation in the


locality, including the type of construction and common facilities.

4) Any other factor that may be relevant for determining the


rental value.

Based on the above factors, DRAC may evolve rate per sq.ft. for
the living area which will be submitted to the Head of Division/ Unit
for approval. The approving authority may require the Committee
to review its recommendations in the light of the facts that may
have come to their notice subsequently or for any other valid
reasons.

4.3.3The rent so fixed shall remain in force for a period of three years
and shall not be reviewed during this period. However, if there is
a decrease in the area under occupation, the concerned executive
shall immediately notify the changes to the Company. In such an
event the rental value of the area under occupation shall be
determined afresh. The rental value per sq. ft. as originally
determined shall be the basis for re-fixing the revised rental.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


Volume-I Sub Section B:3A
Page No. 4 go to page no. 1234 567
Volume-I 5 Terms and Conditions
Section-A The terms and conditions below or amended from time to time
Section-B will be applicable for both third party company lease and self
lease, unless otherwise stated
Section-C

Section-D
5.1 The lease will, after having been approved by the competent
authority, take effect from the date of application if the house is
Volume-II already in occupation or from the date of occupation, whichever
Section-E is later. However, for executives in the grade E1A to E4, the
lease will be effective from the date on which the request has
Section-F
been made by the individual concerned or the date of occupation
Search of the house or the date of vacation of company quarter or the
E-Mail date of approval for this facility, whichever is later
Home 5.2 While agreeing to rentals on third party company lease, the rate
per sqft of carpet area approved and used for determining
rentals for self lease cases as reference point. Adequate care is
to be taken that the rentals agreed to for third party company
lease is lesser of the following
(a) rent quoted by the land lord or
(b) the rent that would be fixed for similar self lease
accommodation in the same location
In case this criterion is not met, units should satisfy themselves
that adequate justification exists for the variance
5.3 In the event of premises being in the joint name with the spouse
and the employee is HBA/HLIS beneficiary, agreement for self
lease will be entered into with the employee only. In case of joint
ownership other than spouse, the lease agreement will be signed
by all individuals concerned
5.4 Third party company lease / self lease for another house in lieu
of self lease for a dwelling unit acquired in the same place by
availing HBA/HLIS will be governed by the conditions under
clause 14.5.4 of sub-section F-4, Vol. II of Personnel Manual.
5.5 No brokerage will be payable in respect of the house leased
under the provision "Self lease"
For third party company lease, brokerage is permitted restricting
to 15 days of entitled lease rent or actual rent of the premises,
whichever is less, on submission of the original cash receipt for
the same from the authorised brokerage firm. The employee can
avail this dispensation only once during the entire service time.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


Volume-I Sub Section B:3A
Page No. 5 go to page no. 1234 567
Volume-I 6 Reimbursement of Lease Maintenance Expenditure
Section-A
is withdrawn wef 10.7.2009. No payment on this account
is allowed.
Section-B ( vide Corportae HR Circular No. 026/WLX/2009 dated
Section-C 10.7.2009)
Section-D The expenditure incurred by the executives on
Volume-II
repairs/maintenance/minor alterations carried out in the
leased premises occupied by them may be reimbursed
Section-E subject to the following conditions:
Section-F
6.1 The repairs/maintenance/minor alterations carried out are
Search essential and the landlord is not agreeable to meet the
E-Mail expenses thereon subject to the conditions that no
alterations in the premises will be undertaken without the
Home
specific written consent of the landlord..
6.2 The total amount to be reimbursed in a year commencing
from the date of operation of the lease shall be least of the
following:
1. the lease rent entitlement per month
2. the actual rent per month for the premises
3. the actual lease maintenance expenditure incurred during
the relevant lease year.
The time of submission of the claim , should however, relate
to the lease year to which the claim pertains.

6.3 Reimbursement of expenses on account of purely


maintenance work like, white/colour washing/distemper,
painting/polishing of wooden fittings will be made once in a
period of two years only for the same premises.

6.4 Expenses incurred within 3 months of the date of occupation


or in the three months preceding the termination of the lease
should not exceed Rs.100/-. If it exceeds this limit, the
excess amount shall not be reimbursed. Renewal/extensions
of lease shall be deemed to be in continuation of the earlier
lease for this purpose. In cases of those who
superannuate/resign wherein at the time of incurring
maintenance expenditure the period preceding the
termination of lease exceeds three months but falls short of
one year, the actual expenses on repairs/ maintenance for
the full year will be payable subject to the ceiling as per
actual lease rent/entitlement whichever is lower.

6.5 Reimbursement of expenses incurred by the executives will


be made on the basis of a certificate in the proforma
supported by the details of the expenses along with the
dates on which repairs/maintenance etc. were carried out.

6.6 The cost of bulbs/tubes will not be reimbursed.


The reimbursement of expenses on these accounts will be
made twice in a year i.e. in June and December unless the
6.7 expenses incurred amount to half of the full entitlement or
more.

7 Retention of leased accommodation on transfer


Policy on retention of accommodation leased by the
company (third party and self lease) on transfer will be
governed by provision under clause 2.6 of Sub-Section A-5,
Vol. I of Personnel Manual.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


Volume-I Sub Section B:3A
Page No. 6 go to page no. 1234 567
Volume-I
8. Retention of accommodation after
Section-A retirement/death
Section-B

Section-C 8.1 The Company owned accommodation/Company leased


accommodation (excluding self lease) is allowed to be retained
Section-D
on payment of normal rent for a period of four months after
Volume-II retirement/ superannuation of the employee. The recovery of
Section-E rent in such cases will be at the same rate as on the date of
retirement/superannuation and shall be made in advance or
Section-F
alternatively from the leave salary or any other amount payable
Search to the employee after retirement/superannuation. Where the
E-Mail recovery or payment is not made in advance, the employee
concerned shall give an undertaking in writing that the amount
Home can be recovered from his settlement dues, before permission is
granted to retain the accommodation.

8.2 The maximum period of retention of Company owned / Company


leased accommodation (excluding self lease) in the event of
death of an employee will be six months on the request made by
the dependents of the deceased employee. The recovery of rent
in such cases will be at the same rate as on the date of death of
the employee and shall be made in advance or alternatively
adjusted from the leave salary or other amount payable to the
employee after death.

8.3 Permission to retired employees and families of deceased


employees to continue to occupy Company accommodation
beyond the period of four months and six months respectively
may be given only with the approval of ED/GGM of the units. In
respect of Delhi, for the accommodation at NOIDA approval of
Exe.Director(HR) and in respect of accommodation at ASIAD,
approval of Director (HR) would be required. Such cases, if any,
should be processed with full justification at least one month
before the expiry of the period normally allowed. In any case,
even where such approvals are given beyond the specified
period, market rent should be charged. The market rent should
be determined by a Committee at the local level keeping in view
the prevailing market rents and this in any case should not be
determined at less than twice the normal rent. It is emphasised
that such cases should be minimal and considered in exceptional
circumstances. The Corporate Office should however be kept
informed.

8.4 These will also be applicable to all Deputationists from


Central/State Governments and other PSUs serving in BHEL..

9 Any clarification on leasing of accommodation, not covered in


the above rules, will be referred to Corporate HR for final
decision.

10 Interpretation of rules of HRA and Leasing accommodation will be


with the approval of Director(HR) and any amendments to these
rules will be with the approval of CMD.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


Volume-I Sub Section B:3A
Page No. 7 go to page no. 1234 567
Volume-I Annexure III(A)
Section-A A Cities where lease is permitted
Section-B
Classification for
Section-C SLNO CITY Lease
Section-D (wef 26-11-2008)
1 Delhi & Contiguous areas X
Volume-II
2 Mumbai X
Section-E 3 Kolkata X
Section-F 4 Chennai X
5 Bangalore X
Search
6 Hyderabad X
E-Mail 7 Nagpur Y
Home 8 Lucknow Y
9 Bhubaneswar Y
10 Guwahati Y
11 Chandigarh Y
12 Vadodara Y
13 Jabalpur Y
14 Ludhiana Y
15 Amristar Y
16 Jallandar Y
17 Jaipur Y
18 Varanasi Y
19 Patna Y
20 Thiruvananthapuram Y
21 Raipur Y
22 Rudrapur Z
( vide Corporate HR circular No.53/WLX/2007 dated 06/11/07)
(vide Corporate IOM No.AA/HR/Lease(Policy)/09 dated 02/04/09)
(vide Corporate HR Circular No.008/WLX/2010 dated 06/02/10)
Annexure III(B)
B Ceiling limit of rentals for accommodation
leased by the company (wef 1.4.2010)
Grade Rental Ceilings (Rs. per month)
'X' *Class 'Y' Class 'Z' Class cities
cities cities
E1 20200 15150 10100
E2 21800 16350 10900
E3 23200 17400 11600
E4 24800 18600 12400
E5 26300 19730 13150
E6 26400 19800 13200
E6A 27600 20700 13800
E7 28400 21300 14200
E8 29200 21900 14600
E9 32000 24000 16000

(vide Corporate HR circular No. 008/WLX/2010 dated 06/02/10)


to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

go to page no. 1234 567


B:3B
Volume-I Sub Section B:3B
Page No.1
Volume-I
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8
to Page No.2
Section-A B:3B HOUSE RENT RECOVERY
Section-B
1. Recovery of rent for accommodation leased by the Company
Section-C will be at the flat rates of license fee linked to living area as
applicable to Company owned residences subject to the
Section-D
following conditions:
Volume-II
The living area of the residence taken on lease will be
Section-E
assessed by the Respective Departmental rent assessment
Section-F committees as per norms specified on page 9, of this sub-
Search
section based on layout plan of residence taken on lease by
the company indicating the dimensions to be certified by the
E-Mail employee.
Home
In self lease cases, where rent is paid in the name of
employee, it will be mandatory for the employee to make a fair
assessment of the income from house property during the
financial year and intimate the same to the office before the
commencement of every financial year so that income tax is
deducted at source by the company itself. The above decision
is effective from 1.4.99.
2. In respect of employees residing in company owned/arranged
accommodation the rates of house rent recovery will be as
detailed below. Company arranged accommodations are those
which are specifically notified by the Corporate Office and does
not include leased accommodation.
2.1 In case of employees who have constructed/purchased a
house by utilising HBA/interest subsidy and have been
permitted to stay in the Company Owned Accommodation at
the same place or place contiguous thereto, the house rent
recovery shall also be at the flat rates of license fee linked to
the living area.
2.2 Flat rate of License fee based on living area
In respect of employees who joined prior to 1.1.1991, flat rate
of license fee prescribed by Government will be the ceiling on
house rent recovery for company owned/arranged
accommodation allotted to employees. The rent recovery in
such cases will be made at the rate of 10% of pay or the rent or
the flat rate of license fee, whichever is the least. This is
effective from 1-1-1991 with a proviso of no recovery and no
arrears for period before 1-1-1991. In respect of those
employees who have joined the Company on or after 1-1-1991,
who are allotted Company owned/arranged accommodation,
house rent recovery will be made at the flat rates of license fee
prescribed from time to time by Government of India or 10% of
pay whichever is the least.
The flat rates of license fee may be worked out in accordance
with Government of India O.M. No.12035(1)85-Pol.II (Vol.III (i)
dated 7th August 87 issued by Government of India, Ministry of
Urban Development (Directorate of Estates) as revised from
time to time (copy enclosed)).
3. It may be noticed from Annexure - III to the above referred
letter of Govt. of India that ranges of living areas corresponding
to different types of accommodation are overlapping. With a
view to ensure uniformity in classification of accommodation
and determining the flat rates of license fee, following
classifications may please be followed. Based on the
Government of India order no.18011/1/92- POL.III, the rates
with effect from 1-7-96 and 1-7-99 are placed below. These
rates of license fee are subject to revision every three years.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.2
Volume-I Sub Section B:3B
Page No.2
Volume-I
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8
to Page No.3
Section-A Flat rate of license fee based on living area
Section-B Type Living Area (Sq. Mt.) License Fee
(Rs. p.m.)
Section-C
Above Upto w e f
Section-D
01-07-2010
Volume-II 40*
A - 30
Section-E
- 30 50#
Section-F
- 30 95@
Search
- 30 115^
E-Mail
B 30 40 205
Home
40 50 260

C 50 55 310

55 65 380

D 65 75 420

75 91.5 525

E 91.5 106 740

106 132.75** 900

EI 132.75** 159.5 1100

159.5 189.5 1320

EII 189.5 243 1550

EIII 243 350.5 2220

350.5 522 3270


Servant 50
Quarter
Garage 30
* shared toilet for more than two quarters.
# shared toilet for two quarters.
@ plinth area less than 300 sq.feet.
^ plinth area of 300 sq.feet and more.
** This range is closed at the mid-point with reference
to next higher range.

( vide Corporate HR circular No. 014/WLX/2011 dated 12/05/11)


to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.3
Volume-I Sub Section B:3B
Page No.3
Volume-I No.12035(1)/85-ol.II (Vol.III(i)
Section-A Government of India
Section-B Ministry of Urban Development
Section-C (Directorate of Estates)
Section-D New Delhi, the 7th Aug.,1987
Volume-II OFFICE MEMORANDUM
Section-E
Sub: Fixation of flat rate of license fee for residential accommodation
Section-F under Central Government all over the country -
Search Recommendations of the Fourth Pay commission.
E-Mail In para 14.32 of the Report of the Fourth Pay commission (Part
Home
- I) , the Commission has made the following recommendations
relating to charging of license fee for Government
accommodation allotted to employees:-
Under the existing rules, the rent for Government
accommodation other than hostel accommodation is recovered
at 10% of emoluments (basic pay plus dearness pay upto 320
points CPI) or standard rent of the house, whichever is less. In
the case of employees in receipt of pay below Rs.300/- the
recovery is made at 7.5% of emoluments or standard rent
whichever is less. Thus, considerable accounting work is
required for calculating rent in each case. This also leads to
disparities in recovery of rent among comparable employees in
occupation of the same type of accommodation in different
stations, and in different localities at the same station. We are
of the view that rent for the Government accommodation should
be recovered at a flat rate with reference to the type of
accommodation allotted to the employees and the rate should
be uniformly applicable throughout India. This will not only
dispense with avoidable accounting work but will also bring
about uniformity in rent recovery from the employees for the
same type of accommodation in all places. We recommend that
Government may examine the matter and take a decision.
2 The matter relating to fixation of flat rate of license fee for
Government accommodation has been considered by
Government and the recommendation of the Fourth Pay
Commission for fixation of flat rate of license fee for
residential accommodation all over the country has been
accepted. The relevant provisions of the Fundamental
Rules and the Supplementary Rules have also been
amended for the purpose of fixation/recovery of flat rate
of license fee and for its revision every three years.
Copies of the notifications published in the Gazette of
India amending FR-45A and SR-324 are enclosed
(Annexure - I&Annexure - II).
3 In terms of GFR-45-A-IV(C)(ii) , it has been decided by
the Central Government to prescribe flat rates of license
fee for the residential accommodation available in
general pool and also under various
Ministries/Departments of Government of India all over
the country (except in respect of sub-standard/
unclassified accommodation of Ministry of Defence,
accommodation for service personnel/Officer of Ministry
of

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.4
Volume-I Sub Section B:3B
Page No.4
Volume-I Defence and accommodation under the control of the
Ministry of Railways). The flat rate of license fee for
Section-A
different types of accommodation fixed by Government is
Section-B indicated in the statement attached with this O.M.
Section-C
(Annexure -III). The formula for calculating the living area
of the accommodation is indicated in Annexure-IV. For
Section-D common services/ conservancy and for fire tax and
Volume-II scavenging tax payable for residences, no additional
charges are to be recovered. The flat rate of licence fee is
Section-E
to be recovered with effect from 1.7.87 i.e. from the salary
Section-F for the month of July,1987. This is in partial modification of
Search the date of effect communicated in this Ministry's
Confidential O.M. of even number dated the Ist
E-Mail June,1987.
Home
4. It has also been decided that no additions/alterations of
structural character may be carried out in residences at
the request of the allottees. Such additions/alterations, if
considered necessary, may be carried out in all similar
residences in a standardised manner and no additional
licence fee or charges may be recovered from the
allottees for such additions/alterations.
5. Normally, water and electricity charges are payable by the
allottees to the local bodies. Where, however, such
charges cannot be recovered from the allottees due to
non-availability of separate motors etc., this will continue
to be recovered by the Government from the allottees.
Similarly, charges on account of issue of furniture,
electrical appliances, air conditioning appliances etc.,
would also be recovered from the allottees, if issued.
6. The living area of the quarters indicated in Annexure III
has been assessed on the basis of the living area of the
bulk of general pool quarters as these quarters have been
constructed over a long period of time. However, there
may be cases, where the living area of the quarters may
be slightly less than the minimum specified or the relevant
type or slightly more than the maximum specified. In such
cases, license fee may be recovered on the basis of the
classification of the types of accommodation and based on
the lowest or highest rates depending on the lower living
area or higher living area of the quarter and in such cases,
the license fee may be fixed on a provisional basis and
such anomalies brought to the notice of the Directorate of
Estates indicating the type of accommodation, plinth area,
living area, year of construction and number of rooms
available etc., so that such cases can be considered and
decision taken.
It is requested that immediate action may please be taken to
recover license fee in accordance with these orders in respect of
accommodation under the control of various
Ministries/Departments all over the country.
Sd/-
(I.Chaudhury)
Joint Secretary to the Govt. of India.
2.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.5
Volume-I Sub Section B:3B
Page No.5
Volume-I ANNEXURE - I
Section-A Gazette of India, Extraordinary Part-II Sub-section (1) of Section
Section-B 3 dated 1.7.87

Section-C
Government of India
Ministry of Urban Development
Section-D
(Finance Division)
Volume-II
New Delhi, the 30th June,1987
Section-E
NOTIFICATION
Section-F
GSR NO.623(E) In exercise of powers conferred by the proviso to
Search article 309 and clause (5) of article 148 of the constitution, the
E-Mail President, after consultation with the Comptroller and Auditor
General of India in relation to persons serving in the India Audit
Home
and Accounts Department hereby makes the following rules
further to amend the Fundamental rules, namely:
1. 1) These rules may be called the Fundamental
(Amendment) Rules,1987.

2) They shall come into force on the Ist day of July, 1987.
2. In the Fundamental Rules, in clause IV of Rule 45, in sub-clause
(c)
item (ii) shall be renumbered, the following item shall be inserted:
ii) prescribe flat rate of monthly license fee applicable
throughout the country based on the cost of
construction and plinth area living area of the type of
accommodation alloted to the employees subject to
the condition that the amount taken from any officer
shall not exceed 10 percent of his monthly
emoluments.
Sd/-(Arjan Dev)
Under Secretary to the Govt. of India
(F/No.11(7)/W&E/86
Note: (Earlier amendments were made upon the following
notifications).
1. No. 8(17)/61-Estates dated 4.6.61
2. No.5(9)/63 Estates dated 4.6.63
3. No.5(13)/62-Estates dated 5.7.63
4. No.11(51)/68-W&E dated 4.10.79 GSR 2453 dated 25.10.69

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.6
Volume-I Sub Section B:3B
Page No.6
Volume-I ANNEXURE - II
Section-A Gazette of India, Extraordinary, Part II, Sub-section (1) of Section
Section-B 3 dated 1.7.87

Section-C
Government of India
Ministry of Urban Development
Section-D
(Finance Division)
Volume-II
New Delhi, the 30th June,1987
Section-E
NOTIFICATION
Section-F
G.S.R NO.624(E) In exercise of the powers conferred by the
Search
provision to article 309 and clause (5) of article 148 of the
E-Mail Constitution, read with FR.45 of the Fundamental Rules, the
Home
President, after consultation with the Comptroller and Auditor
General of India in relation to persons serving in the India Audit
and Accounts Department, hereby makes the following rules
further to amend the Fundamental Rules, namely:-
1. 1. These rules may be called the
Supplementary (Amendment) Rules, 1987.
2. They shall come into force on the Ist day of
July, 1987.
2. In the Supplementary rules, in SR 324 after sub-rule (3) the
following sub-rules shall be inserted , namely:-
Notwithstanding anything contained in sub-rules (1) and (2) the
flat rate of license fee prescribed under FR. 45-A-IV(c) (ii) for
residences shall be recalculated on the expiry of three years from
the date of the last calculation and the recalculation shall take
effect from Ist July next following, or from such other date as the
President may direct.
Sd/-(Arjan Dev)
Under Secretary to Govt. of India
F.No.11(7)/W&E/86

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.7
Volume-I Sub Section B:3B
Page No.7
Volume-I ANNEXURE - III
Section-A Statement indicating the formula for fixation of flat rate of license
Section-B fee for different types of accommodation.

Section-C
Type of Range of Flat rate Remarks
accom- living area (in license fee
Section-D odation Sq. Mt.) uniformly
Volume-II applicable
through
Section-E
outthe
Section-F country.
Search (1) (2) (3) (4)
E-Mail A Upto 30 10 Quarters sharing
Home toiletfacility meant for
more than two
quarters.
A Upto 30 15 Quarters sharing
toiletfacility meant for
two quarters.
A Upto 30 25 Old quarters with
plinth area less than
300 Sq. Ft.
A Upto 30 35 Quarters with plinth
area of 300 Sq. Ft.
and more.
B 26.5 35 Crash programme
type-B quarters with
plinth area of 350 Sq.
Ft. reclassified as
type-A
B 32 to 40 60
B 41 to 50 75
C 34.5 60 Crash programme
type-C quarters with
plinth area of 425 Sq.
Ft. reclassified as
type-B.
C 44 to 55 85
C 56 to 65 105
D 59 to 75 115
D 76 to 91.5 145
E Upto 106 185
E Beyond 106 210
E.I Upto 159.5 260
E.I Beyond 159.5 300
E.II 189.5 to 224.5 350
E.III 243 to 350 500
E.III 350.5 to 522 600

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.8
Volume-I Sub Section B:3B
Page No.8
Volume-I Hostel Accommodation
Section-A

Section-B Category of Living Proposed flat rate of


Section-C
suite Area(Sq.Mt.) license fee uniformly
applicable
Section-D throughout
Volume-II the country.
Section-E (1) (2) (3)
Section-F 1. Single room 21.5 to 30.0 65.00
Search 2. Single room 30.5 to 39.5 90.00
E-Mail 3. Double room 47.5 to 60.00 125.00
Home

For servant quarters and garages, allotted independent of the


regular accommodation / hostel, the following flat rates may be
recovered:
i) Servant Quarter Rs.10 per month.
ii) Garages Rs.5 per month.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.9
Volume-I Sub Section B:3B
Page No.9
Volume-I ANNEXURE - IV
Section-A

Section-B YARDSTICK FOR DETERMINATION OF LIVING AREA


Section-C MAIN BUILDING
Section-D a) Rooms, Kitchen, Bath, Latrine, 100% of the floor area
Volume-II Stores and enclosed Verandah.
Section-E b) Verandah, Corridors and Barsati. 25% of the floor area
Section-F c) Porch. 12.5% of the floor area
Search d) Court yard pucca. 5% of the floor area.
E-Mail OUT HOUSES
Home a) Rooms. 25% of the floor area.
b) Verandahs. 12.5% of the floor area.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to B 4
Volume-I Sub Section B:4
Page No.1
Volume-I
B:4 COMPENSATORY ALLOWANCES
Section-A
1. City Compensatory Allowance

Section-B
The payment of City Compensatory Allowance stands
dispensed w.e.f. 26.11.2008.
Section-C
(Corporate HR Circular No. 005/IRX/2010 dated 06/02/2010)
Section-D
(Corporate HR Circular No. 006/IRX/2010 dated 06/02/2010)
(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)

Volume-II DPE OM No. 2 (70)/08-DPE(WC) dated 26/11/2008.

Section-E 2. Location Allowance


Non-executive employees upto AVI/BVI category working in
Section-F Hardwar, Jhansi, Ranipet, Jagdishpur, Rudrapur and Goindwal
will be entitled to the payment of Location Allowance at the rate
of 3.5% of basic pay subject to a maximum of Rs. 20/- per
Search month.

E-Mail
The payment of Location Allowance stands dispensed w.e.f.
Home
26.11.2008.

(Corporate HR Circular No. 005/IRX/2010 dated 06/02/2010)


(Corporate HR Circular No. 006/IRX/2010 dated 06/02/2010)
(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to B:5
Volume-I Sub Section B:5
Page No.1
Volume-I B:5 OTHER ALLOWANCES
Section-A
1. Non-Practising Allowance to Medical Officers.
Section-B

Section-C The rate of Non-Practicing Allowance is 25% of revised Basic


Pay with effect from 26/11/2008. The NPA will not count for any
Section-D
purpose.
Volume-II
2. Late Night Snack Allowance
Section-E

Section-F All employees who work in night shifts extending beyond mid-
night are paid Late Night Snack Allowance at the rate of Rs.100/-
Search
per night w.e.f. 1/1/2010 for a period of 5 years, i.e. up to
E-Mail 31/12/2014. This allowance is payable to temporary employees
Home also provided they are working against regular vacancies.

(Corporate HR Circular NO.005/IRX/2010 dated 06/02/2010)


(Corporate HR Circular NO.006/IRX/2010 dated 06/02/2010)
(Corporate HR Circular NO.007/IRX/2010 dated 06/02/2010)
3. Allowance etc. for Nursing Staff

3.1 Messing Allowance

All Nursing Staff in the Medical department irrespective of their


salary grade are entitled for messing allowance of Rs.500/- per
month for a period of 5 years w.e.f.1/1/2010.

(Corporate HR Circular NO.007/IRX/2010 dated 06/02/2010)


3.2 Free Unfurnished Accommodation

All Nursing Staff in the Medical department irrespective of their


salary gradeare entitled for free unfurnished accommodation.

(Corporate HR Circular No. 020/WLX/2007 dated 16/05/2007)


3.3 Free Electricity

The provision of providing free electricity to Matrons/Asst.


Matrons/ Sisters/Nurses Gr.I/Gr.II and Matrons /
Superintendents in E1 grade stands dispensed with effect from
12.2.2010. However, reimbursement of electricity charges shall
constitute part of cafeteria and be reckoned within the ceiling of
46% perks and allowances.
(vide Corporate HR IOM No. AA/HR/IR/523 dated 16-11-2010)
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.2
Volume-I Sub Section B:5
Page No.2
Volume-I 4. Kit Allowance to Employees Deputed Abroad
Section-A
4.1 The employees of the Company in the scales of pay upto and
Section-B including E2 grade and its equivalent and who are deputed for
Section-C
training abroad for more than 3 months continuous duration are
entitled to a kit allowance of Rs.750/- provided they have not
Section-D been paid such an allowance in the last seven years. The
Volume-II amount will be paid in cash in India subject to the production of
duly receipted vouchers in respect of articles of outfit which have
Section-E
been or are to be purchased out of the drawal of the amount
Section-F failing which the entire amount will be refundable to the
Search
Company. If the amount drawn is more than the expenditure
incurred, the balance should be refunded to the Company.
E-Mail

Home
4.2 In cases of employees who are sponsored by the Company for
higher studies abroad, they may be granted an advance for the
purchase of kit of an amount not exceeding Rs. 750/- which can
be recovered in five equal monthly instalments from the salary
payable in India. This amount may be granted only at the
request of the employee.
5. Cycle Allowance(Now covered under Perks and Allowances
under Cafeteria)
Employees who own and maintain cycles and use the same for
discharge of official duties and are not availing subsidised
transport facility and are not in receipt of transport subsidy
allowance or conveyance reimbursement as in Sub-Section E:7
will be entitled to cycle allowance of Rs.150/- p.m. w.e.f 1.1.2005
strictly on a functional basis.
6. Welding Allowance to High Pressure Welders
6.1 Rates of Welding Allowance

Categories of employees eligible for Rate per month


welding allowance (Rs.)
wef 15/03/2007
a) Welders in AV and AVI salary grades 200 *
possessing the requisite IBR certificate
issued by any State Boiler Inspectorate In
Boiler Quality, Steel Plate Welding
(Submerged Arc/ Manual Arc/ Manual
Electric Arc/ CO2/ Tig/ Stellite Gas/ Flash
Butt and similar other processesof welding)
In exceptional cases of non-availability of welders in AV grade
those in AIV grade may be considered for the grant of this
allowance.
The Stellite Gas welding is to be certified by Welding
Engineering Department.
* The existing trained welders engaged on carbon steel/
submerged arc/ Tig welding will be paid Rs. 250/- per month in
Bhopal unit.
( vide Corporate HR circular No.037/IRX/2007 dated
24/08/07)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.3
Volume-I Sub Section B:5
Page No.3
Volume-I Categories of employees eligible for Rate per
Section-A
welding allowance month
(Rs.)
Section-B wef
Section-C 15/03/07
Section-D b) Welders in AV and AVI salary grades 300
Volume-II
possessing the requisite IBR certificate issued
by any State Boiler Inspectorate in Carbon
Section-E Steel (Pipe Tube Welding) and Alloy Steel
Section-F Plate (Submerged Arc/ Manual Arc/ Manual
Electric Arc/ CO2/ and similar other processes
Search
of welding)
E-Mail
c) Welders in AVI and AVII salary grades 400
Home
possessing the requisite IBR certificate issued
by any State Boiler Inspectorate in Alloy Steel
Pipe/ Tube Welding (Manual) Submerged Arc/
Manual Arc/ ManualElectric Arc/ CO2/ Tig/
Stellite Gas/ Flash Butt and similar other
processes of welding.
( vide Corporate HR circular No.037/IRX/2007 dated 24/08/07)

6.2 The grant of Welding Allowance under these Rules will be at


the sole discretion of the Unit Management and will be subject
to the following terms and conditions:-

a. A Welder shall undergo the necessary training


as prescribed by the Unit Management, to acquire the
skill as certified by the competent authority.
b. A Welder should be actually engaged on the
job requiring the corresponding requite skill.
c. A Welder should complete his assigned jobs to
the required standards both in quantity and quality.
d. A Welder should retain his skills (to be
determined through tests/examination prescribed by
Management/IBR Regulations) in his respective grade
for which the Welding Allowance is granted.
e. There will be periodical re-qualification tests
and pre-production tests to assess the skill from time to
time.
f. The above (revised) rates are subject to
improvements in quality standards at least by 25%.
The ways and means of achieving these improvements have to
be discussed and settled at the Plant level.
6.2.1 Subject to the terms and conditions as above, units may frame
detailed rules, procedures and other technical norms as
considered appropriate.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8


to Page No.4
Volume-I Sub Section B:5
Page No.4
Volume-I 6.3 Pre-conditions for continued eligibility:
Section-A 6.3.1 Where a welder drawing Welding Allowance is promoted to a
Section-B post in a grade which does not carry such allowance, his pay
on promotion will be fixed in the higher grade after taking into
Section-C
account the welding allowance drawn by him in the lower
Section-D grade, provided that the allowance was drawn by him in the
Volume-II
lower grade for a minimum period of three years.

Section-E 6.3.2 A welder in AVI grade in receipt of Welding Allowance will


continue to be eligible for the payment of Welding Allowance
Section-F
on his promotion as Sr Artisan Gr. III in the grade of AVII if he
Search continues to be engaged in the same or similar job and
E-Mail provided other terms and conditions are duly satisfied. The
same will apply in case of promotion from Technician to Sr
Home
Technician.
6.4 Stoppage and discontinuance of Welding Allowance
Subject to and in addition to the terms and conditions as
above, Welding Allowance will cease to be payable:
1. When a Welder’s certificate is invalidated
according to the Indian Boiler Regulations.
2. When a Welder’s certificate is invalidated due
to failure in re-qualification.
6.5 General
6.5.1 High Pressure Welders who have been given the higher
grades of AVII and AVIII in lieu of Welding Allowance under an
agreement or otherwise will not be eligible for payment of
Welding Allowance under this scheme.
6.5.2 The scheme of Welding Allowance as above will be applicable
to all categories of welders in all the Units of the Company
except Tiruchy, where High Pressure Welders who would
normally be eligible for the grades of AVII and AVIII in lieu of
High Pressure Welding Allowance may be allowed to exercise
their option for the High Pressure Welding Allowance in the
lower grade.
6.5.3 Welding Allowance will be counted as ‘pay’ for purposes of
computation of Provident Fund Contribution, Gratuity, Bonus,
Plant Performance Payment, House Rent Allowance, City
Compensatory Allowance, Overtime and Leave Encashment.
7. Transport Subsidy (Now covered under Perks and
Allowances under Cafeteria)
All employees whether residing in Company accommodation /
township or outside township where Company subsidized
transport facility is not provided for commuting to and from
work-place, and who are not in receipt of reimbursement of
conveyance expenditure are entitled to payment of a transport
subsidy at a rate equal to 50% of the fare by public
transport/suburban train (bus) from a predetermined reference
point to the normal place of duty and back. Provided that
where such reference points are not determined, the
employees are entitled to a specified fixed amount as transport
subsidy as notified by the Management from time to time. The
increase in the fare after 15.6.83 calculated in a similar
manner as above will, however, be reimbursed fully in
consultation with the Corporate Office.
( vide Corporate HR Circular NO 007/PPX/2008 dated 24/03/08)
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.5
Volume-I Sub Section B:5
Page No.5
Volume-I 8. Grant of Conveyance Allowance to Blind and
Section-A
Orthopaedically Handicapped Employees

Section-B 8.1 Such of the employees borne on regular establishment of the


Company (including workcharged staff), who are blind or are
Section-C
orthopaedically handicapped with disability of lower extremities
Section-D and who generally require physical assistance for going to and
Volume-II
coming from the place of their duty are entitled to a special
conveyance allowance @ 5% of basic pay subject to a maximum
Section-E of Rs.200/- p.m. over and above the transport subsidy/
Section-F subsidised transport / conveyance reimbursement facility
admissible under Company rules w.e.f. 01-09-2006(Vide
Search
Corporate HR Circular No. 047/CLG/2006 dated 01-09-2006) on
E-Mail fulfilment of the following conditions:-
Home
1. An orthopaedically handicapped employee will
be eligible for conveyance allowance only if he has a
minimum 40% permanent partial disability or both the
upper and lower extremity deformities.
2. The conveyance allowance will be admissible to
the orthopaedically handicapped employees on the
recommendation of the Head of Orthopaedics
Department of a Government Civil Hospital.
3. In the case of a blind employee, the allowance
will be admissible on the recommendation of the Head
of Opthalmological Department of Government Civil
Hospital. The employees having vision less than 3/60 or
field vision less than 10 in both the eyes, will also be
eligible for grant of allowance in terms of the above
provisions; and
4. The allowance will not be admissible during
leave (except Casual Leave), joining time or suspension.
8.2 Heads of Departments have full powers to sanction conveyance
allowance to such employees who submit their applications for
grant of such allowance after obtaining recommendations from
the appropriate medical authorities for the purpose. The
allowance is to be granted w.e.f. the date the recommendation of
the concerned medical authority has been received by the Head
of the Department.
8.3 The following decisions taken in respect of the Govt. employees
and communicated in Office Memorandum BPE/C-
003/80/2(68)/76-BPE(GMI) of Ministry of Finance, dated 30.1.80
will also apply to BHEL employees.
i) Conveyance allowance could be allowed to an orthopaedically
handicapped employee if he/she has a minimum 40%
permanent partial disability of either upper or lower limbs or 50%
permanent/partial disability of both upper and lower limbs
together. For purposes of estimation of disability, the standards
as contained in the Manual for Orthopaedic Surgeon in
Evaluating Permanent Physical Impairment brought out by the
American Academic of Orthopaedic Surgeons, U.S.A. and
published on their behalf by Artificial Limbs Manufacturing
Corporation of India, G.T. Road, Kanpur shall apply. Other
conditions for the grant of conveyance allowance shall, however,
remain unchanged.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.6
Volume-I Sub Section B:5
Page No.6
Volume-I ii) Wherever handicapped persons are referred by Heads of
Section-A
Departments concerned to Government Civil Hospitals located
at stations outside their headquarters for getting
Section-B recommendations for grant of conveyance allowance, actual
Section-C travelling expenses could be reimbursed subject to a maximum
of TA admissible for a journey on tour without any daily
Section-D allowance for the period of journey and for halts. The period
Volume-II spent on journeys, as also at the hospitals, would be treated as
Section-E duty.
Section-F iii) No fee will be charged by Central Government/Union Territories
Search
hospitals from the handicapped employees when they are
referred to such hospitals by the Heads of Departments for
E-Mail making recommendations regarding grant of conveyance
Home allowance. However, the fee charged by the State Government
Hospitals, if any, would be reimbursed to the employee
concerned.
9. Washing Allowance (Now covered under Perks and
Allowances under Cafeteria)
9.1 Washing allowance at a uniform rate of Rs.115/- p.m. w.e.f
1/1/2005 is admissible to all categories of employees who are
provided with uniforms/protective clothing. The payment of
washing allowance will be subject to the condition that the
uniform/protective clothing are worn regularly by the employees
while on duty during the period for which the allowance is
claimed.
9.2 In the case of Nursing staff, Para-Medical staff, Fire Service
staff, Drivers and BHEL Watch and Ward employees, washing
allowance will be paid at the rate of Rs.140/- p.m. w.e.f
1/1/2005 This payment will be subject to usual certificate.
10. Retention of Honorarium and Fees received for Outside
Assignments
10.1 For one time assignments taken with the prior approval of the
competent authority, no part of the honorarium, fees etc.
received by the employee need be deposited with the Company
and they may be allowed to retain the same in full. As regards
the honorarium, fees etc. received for recurring or continuous
assignments such as lectures for evening classes, part-time or
other courses, amount of Rs.6000/- per annum may be retained
by the employee concerned beyond which 1/3rd of the amount
in excess of Rs.6000/- only may be deposited with the
Company.
Note:
Contents of BPE letter No. 16(36)/84-GM dated 13.7.84, which
are reproduced below, are applicable in BHEL.
Central Government/State Governments have accorded general
sanction to the acceptance of honoraria by their/respective
officers for the work done both in connection with examinations/
invigilation/selection-committees/interviews conducted by the
Union Public Service Commission.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.7
Volume-I Sub Section B:5
Page No.7
Volume-I The matter has been examined and it is felt that employees
Section-A
of the Public Sector enterprises may receive honoraria etc.,
from the UPSC as and when they are associated or their
Section-B services requisitioned by the UPSC. In all such cases the
Section-C officials would be considered as on duty.
Section-D
In the circumstances general sanction can be accorded to
Officers/employees in the Public Sector Undertakings to the
Volume-II acceptance of honoraria for assignments undertaken by them
Section-E at the behest of the UPSC.
Section-F 10.2 Cases where the services of BHEL employees are
Search requisitioned by other organisations for temporary
assignments of a short duration of a few days should be dealt
E-Mail
with in the following manner
Home
1. Before taking up the assignment, the
employee concerned should invariably obtain the
prior permission of the Controlling Officer not lower in
rank than a General Manager. In cases where the
Head of the Office/site is of a lower rank, he will also
be competent to accord the approval. The permission
will, however, be given subject to the condition that
the Company’s work does not suffer in any way.
2. The period of absence from duty, including
the journey period, if any, will be treated as duty
where permission of the competent authority has
been obtained.
3. The liability for TA/DA in all such cases will
be of the borrowing institution/organisation. Any
deviation that may be considered necessary in view
of the customer relationship or other considerations,
will require the specific approval of the Head of the
Division viz., the concerned ED. While submitting the
TA claim to the Company, the employee concerned
will indicate the purpose of the journey specifically
and also enclose a copy of the approval.
4. The acceptance of honorarium/fees by the
employee concerned from the borrowing organisation
will be regulated under the rules of the Company.
The above provisions will be applicable where the services of
BHEL employees are requisitioned by Government/Public
Undertakings / Autonomous bodies/Educational Institutions
etc, in connection with conducting examinations, delivering
lectures or certain other purposes where the expertise of the
BHEL employees is required.
10.3 Fees /other Expenses for Arbitration Assignments.
10.3.1 BHEL employees who are appointed as Arbitrators in
accordance with the Terms and Condition of contracts to
resolve disputes / differences between the Company (BHEL)
and the Contractors, will be eligible for the following
payments towards Fees/other expenses.
1. Rs.200/- per hearing of more than one hour
duration, subject to a maximum of Rs.300/- per case.
2. Expenses /costs as per actuals subject to a
maximum of Rs.1000/-per case.
3. Travelling allowances/daily allowance shall
be regulated as per relevant rules of BHEL subject to
entitlement.
10.3.2 The instructions regarding retention of fees received from
outside assignments asamended from time to time (Ref
para10at page 6 of Sub-section B:5 of Personnel Manual
Vol.I) shall be applicable in such cases.
10.3.3 Before an employee is nominated as Arbitrator, prior approval
of his Controlling Officer should invariably be obtained.
11. Educational Assistance/Reimbursement of Tuition
Fees(Now covered under Perks and Allowances under
Cafeteria)
11.1 Educational Assistance
Educational assistance of Rs.45/- p.m. per child will be paid
to the employees in non-executive salary grades subject to a
maximum of three school going children inclusive of Higher
Secondaryfrom 1st Standard onwards on production of the
prescribed certificates. This will be paid only in those cases
where education of such children is not possible in the
Company aided schools. Assistance as above will be
effective from the academic year 2005-2006.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.8
Volume-I Sub Section B:5
Page No.8
Volume-I 11.2 Reimbursement of Tuition Fees
Section-A Reimbursement of expenditure incurred on Tuition Fees will be
Section-B allowed to all the regular employees subject to a maximum of
two school going children studying in class I to XII on
Section-C production of the prescribed certificate. This will be applicable
Section-D w.e.f. the academic year 1997-98 and will be allowed only in
those cases where education of such children is not possible in
Volume-II
the Company aided schools
Section-E In cases where the tuition fees paid by the employee is more
Section-F than Rs.30/- p.m., the tuition fees paid over and above Rs.30/-
p.m. will be reimbursed subject to a maximum of Rs.260/- p.m.
Search
per child subject to a maximum of two school going children
E-Mail w.e.f the academic session 2005-2006 upto Class XII. The
Home employee should have actually incurred the expenditure before
claiming it in the prescribed format. However, the payment can
be regulated quarterly.
It is clarified that the existing scheme of educational assistance
as above continues. However, employees opting for the new
scheme will not be covered by the earlier scheme. In other
words, employee can be covered only under one scheme.
11.3 The assistance/reimbursement is admissible for the same
children who fail in certain classes so long as the children
continue to study.
11.4 In respect of employees whose spouses get similar benefit
from other Government/Public Sector Undertaking, the
assistance/ reimbursement is not admissible as it will amount to
double payment to the same children. These cases may be
regulated based on the practice followed in Government.
12. Subsidy to Apprentices
Subsidy will be paid to the Act Apprentices in addition to the
enhanced stipend rates at the rate of Rs.20/- p.m. as
announced by the Government of India vide Gazette
Notification No. G.S.R. 24(E) published in Part II Section 3
Sub-section (i) of Extra-ordinary Gazette of 25th January,
1982.
13. Special Allowance to personal staff attached to
CMD/Functional Directors/EDs/GM-I/cs/GMs/AGMs
13.1 Special allowance to the personal staff in non-executive
categories1 attached to AGMs and above is payable depending
on the officer to whom they are attached as per the details
given below :
Personal Staff attached Amount of special No. of
to allowance p.m. Persons
(Rs.) (wef salary entitled
month starting
25.04.08)2
CMD 1600/- 3
Functional Directors 1250/- 2
EDs 1000/- 2
Group General managers
825/- 2
/General Manager I/c
GMs 650/- 1
AGMs 500/- 1
Wherever a GGM or GM(I/c) is vested with the powers of ED, the
above special allowance payable to the staff will be at par with
that of ED.2
(1Corporate Circular No 009/PPX/2006 dated 15/02/2006)
(2 Corporate Circular No 016/PPX/2008 dated 19/04/2008)
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.9
Volume-I Sub Section B:5
Page No.9
Volume-I

13.2 Payment of this allowance is further subject to the following


Section-A conditions :
13.2.1 The allowance is not admissible and will be withdrawn if the
Section-B employee is promoted/ redesignated as executive .

(Corporate Circular No.009/PPX/2006 dated 15/02/2006)


Section-C
13.2.2 The amount is not admissible for looking after the work during
the absence of regular staff.
Section-D
13.2.3 No overtime will be paid to such employees who are in
receipt of this allowance.
Volume-II
13.2.4 The allowance is not admissible if the employee is on leave
exceeding 30 days.
Section-E 14 Service Weightage

Section-F The regular employees in the grades A1/B1 to A9/B9; S1 to


S3 who were on the rolls of the Company as on 31.12.2006
and continued to be on the rolls of the Company as
Search on 30.12.2009 will be granted Service Weightage w.e.f.
1.1.2007 at the following rates for every completed years of
service as on 31.12.2006. (e.g. for 15 years of completed
E-Mail
service as on 31.12.2006, an amount of Rs.375/- per month
will be payable).
Home -------------------------------------------- --------------------------
------------------
Completed years of service as on 31-12- Rate (Rs./P.M.) per
2006 completed year of
service
------------------------------------------- --------------------------
-----------------
Upto 10 years 20
11 years to 15 years 25
16 years to 20 years 30
21 years to 25 years 35
Above 26 years 40
For reckoning the completed years of service, only the
service rendered in BHEL in regular salary grades would be
counted. The employees who have completed 6 months and
more service as on 31.12.2006 will be rounded off to one year
and less than 6 months service will be ignored.

The amount of Service Weightage will be paid every month


alongwith the monthly salary. The amount of Service
Weightage will not undergo any change once arrived at as on
31.12.2006 and as such, this amount will remain fixed till the
next wage revision. The amount Service Weightage shall
count for statutory payments such as Overtime Allowance,
Gratuity, Provident Fund.

Service Weightage allowed to Supervisors in S1 to S3 grades


and employees in A7/B7 to A9/B9 grades will continue to be
paid consequent upon their promotion to S4/E1 & A10/B10
grade till next wage revision.

(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to B:6

Volume-I Sub Section B:6


Page No.1
Volume-I B:6 TRAVELLING AND DAILY ALLOWANCE RULES
Section-A 1. The "BHEL Travelling and Daily Allowance Rules" will be
Section-B applicable to all regular full time employees of the Company
including stipendiary Trainees (unless specified otherwise) other
Section-C than Apprentices under the Apprentices Act, 1961.
Section-D 2. Definitions :
Volume-II 2.1 "Pay" in addition to basic pay includes special pay, personal pay,
Section-E deputation (duty) allowance, dearness pay, officiating pay and
non-practicing allowance.
Section-F
'Dearness Pay' mentioned in this Rule will be treated as pay for
Search
the purpose of entitlement under TA/DA Rules provided it counts
E-Mail as pay for this purpose under the Company/Government Rules
Home as may be applicable.
2.2 "Stipend" paid to an Apprentice shall have the attributes of pay.
2.3 "Day" means a calendar day beginning and ending at midnight.
This is for general reckoning only. For the purpose of calculating
Daily Allowance, "Day" is to be taken as a period of 24 hours
from the scheduled/actual time of departure from the
Headquarters in respect of any particular tour/transfer.
2.4 "Travelling Allowance" means an allowance the employee draws
in connection with the company's work.
2.5 "Transfer" means the movement of the employee from the
Headquarters at which he/she is posted to another station to
which his/her former Headquarters have been changed or where
he/she is ordered to take up the post.
2.6 "Family" means an employee's spouse, legitimate children and
step children dependent on the employee, adopted child/children
in the case of an employee who has no child and the adoption is
legal and the child/children are residing with and wholly
dependent on the employee.
2.7 In respect of transfers, the family would also include parents,
unmarried brothers/ sisters who are entirely dependent on and
are residing with the employee. Further,the dependency criteria
as laid down under the LTC Rules will apply for determining
dependency of members of family.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.2
Volume-I Sub Section B:6
Page No.2
Volume-I 3. Travel Entitlements while on Tour, Transfer, LTC etc.
Section-A 3.1. Travel entitlements while on tour/transfer:
Section-B Sl.No Mode Category of Employee Entitlement
Section-C 3.1.1 By Air GM I/C and above Executive/"J" Class
Section-D E4 to E8 Economy/"Y" Class
Volume-II 3.1.2 By Rail A) E5 and above AC Ist Class
Section-E B) E4 & below, Ist Class / AC IInd
Section-F
excluding those in Sleeper.
category 'C'
Search
C) AI/BI & AII/BII with IInd Class / IInd
E-Mail less than 7 years Class Sleeper.
Home service as regular
employee in the
Company.
Direct inductees / IInd Class / IInd
those regularised in Class Sleeper.
AIII/BII with less than
3 years service as
regular employee in
the Company.
3.1.3 By A) E5 & above Actual Taxi fare
Road limited to AC Ist.
Class Rail fare.
B) AVII/BVII/SI & above Actual Taxi fare
upto & including E4 limited to AC II-tier
Rail fare.
C) AVI/BVI & below Rs.1.50 per Km. or
excluding those in in cost of single seat in
category Shared Taxi,
"C" specified above whichever is
under. 3.1.2 lower, further
limited to AC II-tier
Rail fare.
D) Employees in Actual Bus fare
Category "C" as limited to IInd Class
specified above Rail fare.
under 3.1.2

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.3
Volume-I Sub Section B:6
Page No.3
Volume-I 3.2 Travel Entitlements while on LTC :
Section-A As per BHEL LTC Rules
Section-B 3.3. Travel Entitlements for journeys in connection with Medical
Section-C
Treatment at outstations
Sl.No Mode Category of Employee Entitlement
Section-D

Volume-II
3.3.1 By Rail A) E8 and above AC Ist Class

Section-E
B) E7 & below, Ist Class/AC II Tier
excluding those in Sleeper
Section-F category "C" as
Search specified under 3.1.2
E-Mail C) Employees in IInd Class/IInd
Category "C" as Class Sleeper.
Home
specified under 3.1.2
3.3.2 By A) E8 and above Actual Taxi fare
Road limited to AC Ist.
Class Rail fare.
B) AVII/BVII/SI to E7 Actual Taxi fare
limited to Ist.Class
Rail fare.
C) AVI/BVI and below Rs.1.50 per km. or
excluding those in cost of single seat in
category "D" below. shared taxi,
whichever is lower
limited to Ist. Class
Rail fare.
D) Employees in Actual Bus fare
category "C"as limited to IInd Class
specified under 3.1.2 Rail fare.
Deputationists in AIII/BIII and below will be entitled to travel by
IInd Class by Rail while on Tour/LTC etc. However,
deputationists with basic pay of Rs.5045/- p.m. and above in
BHEL's 1997 pay structure will be entitled to travel by Ist Class/
A.C. II Tier Sleeper. In cases, where they are entitled to travel by
Ist Class by Rail, the reimbursement for Road journeys will be
regulated as per rules, subject to a maximum of Ist Class fare by
Rail.
However, when the patient is referred to approved hospital at
outstation for hospitalization treatment and in case of emergency
the journey is performed one way by air/by train in a class higher
than the entitlement and the other way of journey by train in a
class lower than the entitlement, the reimbursement of
expenditure upto a maximum of fare by entitled class for both
outward and return journeys may be allowed. Where the entitled
class is first class by train, the reimbursement may be permitted
upto a maximum of twice the fare by AC II tier sleeper when
journeys are performed by air-rail combination. Wherever
concessional fares in respect of the patients suffering from cancer
are charged by the Indian Airlines/Railways the same should be
availed. In such cases only the concessional fares in respect of
the patient will be reckoned for reimbursement purpose.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.4
Volume-I Sub Section B:6
Page No.4
Volume-I 3.4 Other Conditions :
Section-A Travelling Allowance will normally be admissible by the
Section-B shortest route. However, the Controlling Officer may relax this
condition in exceptional circumstances.
Section-C
The Apprentices, who are All India Gold Medal Winners in the
Section-D National Skill Competition, may be allowed to travel by first
Volume-II class during their visit to Delhi to receive the President's
Award. The expenditure towards the difference in the amount
Section-E
of fare between the first class and the second class rail fare (as
Section-F the Directorate of Employment and Training bears the
Search expenses for the second class travel only) may be met by the
Company.
E-Mail
3.5 (a) The employees may be permitted to travel by Rajdhani
Home
Express for tour journeys by the entitled/lower class. In such
journeys where the cost of ticket includes expenses for
providing breakfast, meals etc., full DA for the journey period
will be paid. Also, in respect of Shatabdi Express Trains, which
cover shorter distances and wherein employees travel by A.C.
Chair Cars, full DA will be admissible. .
3.5 (b) Employees not permitted to travel by air while on tour / transfer
as per rule, if perform journey by air on sector connected by
Rajdhani / Shatabdi Express trains, then amount of
reimbursement for traveling expenses would be upto the fare by
Rajdhani / Shatabdi Express, as applicable as per the entitled
class.
( Corporate HR circular No 018/PPX/2007 dated 27/04/07)
3.6 Charges for reservation and telegram charges for securing
reservation, if charged by the railways, will be reimbursed.
Agency charges paid to travel agents will be reimbursed
subject to a maximum of Rs.15/- against a voucher for each
journey, if the employee purchases tickets through travel
agents. When travel agent has been approved by the Company
and tickets are booked by the Company through such travel
agents, then actual charges for booking may be allowed.
Wherever bed roll charges are levied additionally the same will
be reimbursed on production of actual receipt.
3.6.1 If rail tickets are booked online by the employees directly
through Indian Railway Catering and Tourism Corporation
(IRCTC), then the charges towards the same including the
service charges levied by the banks for using credit cards/direct
debit facility will be reimbursed on submission of proof for
having paid the same. For claiming the service charges, levied
by IRCTC, the copy of I-ticket or I-ticket printout or Electronic
Reservation Slip (ERS in case of E-ticket) will have to be
enclosed. For claiming the charges for not carrying the ERS, the
receipt issued by the railway will have to be enclosed. For
claiming the charges for using credit card/direct debit facility, the
copy of credit card statement/bank account statement or copy of
pass book, as the case may be, will have to be enclosed.
(Corporate HR Circular No. 008/PPX/2006 dated 15-02-2006)
3.7 Non-availability of reservation by train is not an acceptable
reason for not performing the journey connected with official
work.
3.8 Employees who travel by rail should indicate the ticket number
in their TA claims.
3.9 Executives of the rank of ED and above are entitled to travel by
the Executive Class on the Airbus routes operated by the
Indian Airlines on tour.
3.10 Executives in the pay scale of E4 and above can travel by air
while on duty. In other cases, sanction of Competent Authority
should be obtained.
3.11 Travel by Private Airlines may be allowed on official tours
where Indian Airlines/Vayudoot flights are not available with
prior approval of an Officer of the rank not less than an Addl.
General Manager.
3.12 Employees sent for training in India are permitted to travel as
per entitlements under the TA rules of the company as
applicable to journeys on tour wherever the duration of the
journey by Express train is more than 18 hours.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.5
Volume-I Sub Section B:6
Page No.5
Volume-I 3.13 In order to provide checks against unnecessary air travel, the
following may be ensured by all units/divisions
Section-A
i Close scrutiny of the departmental travel expense budget during
Section-B the annual revenue exercise.
Section-C ii Ensuring strict adherence to travel expenditure by way of periodic
reports to the Unit Head by Unit Finance
Section-D
iii Submission of half yearly report to Director Finance on actual
Volume-II expenses vis-à-vis budget on this account and reasons for
Section-E
variance above 5%.
iv Prior approval of Controlling Officer for all air travel proposals for
Section-F tours, except in emergency in which case the tour claim should
Search be counter signed by the Controlling Officer. However, in case of
GM and above, prior intimation to Controlling Officer and a
E-Mail
mention of this intimation in the claim form, will suffice.
Home v Tour report detailing the work accomplished be submitted to the
Controlling Officer immediately after the tour.
vi The expenditure on account of air travel for tours may be
maintained under a separate head for any analysis that may be
required at a later date.
3.14 Travel by Air on Foreign Tours on Official Business :
Category Entitled Class of Journey
C.M.D. First Class
G.M. & above Business Class / Club Class / Intermediate
Class.
Others Full fare Economy Class. However,excursion
tickets also known as economy class should be
availed, wherever possible.
3.15 Employees in AVI/BVI and below excluding those in category "C"
under 3.1.2 specified above while on tour, may be reimbursed
actual taxi charges for movements between residence and
Railway station at Headquarters and Railway Station and
temporary residence at outstation.
3.16 Employees in category "C" as specified under 3.1.2 above, while
on tour may be reimbursed actual scooter/tonga/rickshaw
charges for movements between residence and Railway
Station/Bus Stand at Headquarters and Railway Station/Bus
Stand and temporary residence at outstations.
3.17 Journeys by road include journeys by steam launch or other sea
bound vessels. Where journeys are performed by road between
places connected by rail, the road mileage as calculated in para
3.1.3 above will be limited to rail fare as applicable. Where
journeys are performed by road between places not connected
by Rail, the road mileage as calculated above will be limited to
the notional fare by the entitled class. However, Head of Division
may relax these limits in special circumstances.
3.18 In case where journeys are undertaken while on tour/transfer by
the employees in their own cars/scooters/motor cycles,
reimbursement will be made at the rate of Rs.6/- per km. for car
and Rs.3 per km. for scooter/motor cycle limited to the rail fare
for points connected by rail.
( Corporate Circular No. 059/PPX/2005 dated 15/12/2005)
However, local journeys at the place of tour will not be counted
for limiting the entitlement as above.
( Corporate HR circular No 018/PPX/2008 dated 16/05/2008)
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.6
Volume-I Sub Section B:6
Page No.6
Volume-I 4. LODGING CHARGES FOR STAY IN HOTELS :
Section-A Sl. Lodging charges subject to max. of
Section-B No. (Rs. per day)
Section-C Employee Delhi/ Chennai/ Kolkata/ Others
category Mumbai/ Hyderabad
Section-D
Bangalore
Volume-II
1. GM I/c, GGM & 14000 12000 9000
Section-E
above
Section-F
2. GM 10500 8500 7000
Search
3. E6,E6A & E7 7500 7000 5500
E-Mail

Home 4. E2 to E5, 4800 4000 3000


SV to SVIII,
AXII/BXII
5. ET, E1,SIV, 3200 2500 2100
AX/BX
&AXI/BXI
6 S0(ST), SI to 1700 1400 1100
SIIIA, JE,
AVII/BVII to
AIX/BIX
7. AVI/BVI and 1300 1100 900
below
NOTE : Procedural Aspects of Hotel Empanelment and other
Conditions
( Vide Corporate HR Circular No. 56/PPX/2007 dated 23/11/2007)
( Corporate HR Circular No. 015/PPX/2011 dated 10/06/2011)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.7
Volume-I Sub Section B:6
Page No.7
Volume-I 4.1 Actual lodging charges paid by the employees for stay in the
hotel will be reimbursed subject to the applicable ceilings as
Section-A
specified from time to time, on production of receipts.
Section-B
4.2 In respect of CMD & Functional Directors, where it is not possible
Section-C to accommodate in designated hotels, they may be
accommodated in other hotels and in such cases they will be
Section-D
entitled to the actual tariff charged by the hotel.
Volume-II
4.3 The applicable hotel tariffs will be regulated as per the circulars
Section-E issued on the subject from time to time by Corp. office. A list of
Section-F designated hotels along with the negotiated tariffs at various
places will be circulated by ROD/other BHEL offices to all BHEL
Search
divisions.
E-Mail
4.4 The above rates of accommodation charges indicated in col (3),
Home (4) and (5) are exclusive of service and other similar
charges/taxes which are reimbursable.
4.5 Following provisions may also be kept in view while hiring hotel
accommodation:
(1) Reimbursement of hotel charges will normally be
restricted to the tariff applicable for single room only.
(2) In cases of short duration halts en route their destination
for catching rail/air connection, reimbursement of hotel
charges will be admissible only when night halt is
involved and is imperative.
(3) Wherever Guest House Accommodation is available the
same shall be availed and the hotel accommodation will
be hired only if the Guest House accommodation is not
available.
(4) Wherever ITDC Hotels are available, these should be
preferred. The concession in the tariff available in some
hotels including ITDC must be availed of by the
employees and reimbursement in such cases will be
made after taking into account the concessional rates
only.
5. LODGING IN GUEST HOUSES :
5.1 Accommodation charges are payable by the employees when
they stay in the Company's Guest Houses and they will be paid
daily allowance as 'with lodging'. In case of stay at Govt. or other
public sector undertakings' guest houses with which BHEL has
reciprocal arrangements at identical rates, daily allowance will be
paid as 'with lodging'. Daily allowance for the period of stay at the
station where an employee (not being an employee covered
under Rule 17.1.3 of the TA Rules) has been allowed to retain
company/ company leased accommodation may be paid, if
otherwise admissible under the rules at 'with lodging' rates
applicable to the station.
5.2 Employees staying at Govt/Public sector undertaking's guest
houses with whom BHEL does not have any reciprocal
arrangements, will be paid daily allowance as applicable for the
station as per rules. In addition, they may be reimbursed the
actual lodging charges paid by them on production of bills.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.8
Volume-I Sub Section B:6
Page No.8
Volume-I 5.3 Room rent for stay in Company's Guest Houses while on
tour:
Section-A
Employee Grade Room rent per day
Section-B
AC Room Non AC Room
Section-C
AIII/BIII & below Rs.100/- Rs.50/-
Section-D

Volume-II AIV/BIV to AIX/BIX/SI to Rs.200/- Rs.150/-


SIII
Section-E

Section-F
AX/BX & AXI/BXI SIV to Rs.300/- Rs.250/-
SVII/E1 to E5
Search

E-Mail
E5 and above Rs.500/- Rs.450/-

Home 5.4 The room rent for stay while on tour in Guest Houses maintained
by the Company if settled by the employee will be reimbursed on
submission of T.A claims along with the receipts of room rents. In
addition D.A as applicable for the station will be paid.
5.5 The room rent for the period of stay may be debited to the unit to
which the employee belongs.In such cases, the following
procedure will be followed:
5.6 The Guest House will prepare the bill towards the room rent in
triplicate and obtain the signature of the employee on the original
and the copies.The bill will indicate the employee's Division, Staff
No., period of stay and it will be recorded that the amount is being
debited to the specified unit. One copy will be retained by the
Guest House, second copy will be sent to the Unit Finance
Department and the original will be given to the employee
concerned. The employee will indicate in his T.A.claim the room
rent and record that the same will be debited to his Unit. The Unit
Finance will raise debit to the concerned Units once every month
along with the list of debits raised giving the requisite details.
5.7 Employees are not expected to stay in the Guest House of
commercial concerns other than public sector undertakings.
6. Daily Allowance :
6.1 Daily Allowance is a uniform allowance intended to cover
incidental charges incurred on account of travelling and staying at
places other than at Headquarters.
6.2 Daily allowance is to be calculated for the period of absence from
Headquarters. The scheduled arrival/departure (and actual arrival
if there is a delay of more than 15 minutes from the schedule) of
the mode of transport used, shall be reckoned for the calculation
of daily allowance. In respect of journeys by road, the actual time
of arrival/departure as certified by the employee should be
adopted.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.9
Volume-I Sub Section B:6
Page No.9
Volume-I 6.3 Rates of Daily Allowance per day :
Section-A Pay D.A for food D.A. for food Composite D.A.
Section-B Scale/ & incidentals and incidentals for lodging food &
Level with lodging with lodging incidentals
Section-C facility facility at
Section-D at Hotels /
Transit Flats /
Volume-II
Other Guest
Section-E Houses
Section-F (Rs.) (Rs.) (Rs.)
Search 'A' Mfg.Div.& 'A'
Other Other
E-Mail
Class NOIDA G.Houses Class
Places places
Cities * Cities
Home (1) (2) (3) (4) (5) (6)
GGM &
450 360 285 500 450
above
GM 410 330 270 475 425
E6,/E6A/
390 315 255 450 400
E7
E2 to E5,
SV to SVIII 315 255 210 425 375
& AXII/BXII
E1A/SIV
AX/BX/ 270 225 180 410 360
AXI/ BXI
E1(ET) 250 200 165 400 350
SI to SIIIA,
JE,
225 180 150 375 335
AVII/BVII to
AIXA/BIXA
S0
(Supervisor 180 150 125 350 320
Trainee)
AIII/BIII to
165 135 115 325 300
AVI/BVI
AII/BII &
Below &
135 115 100 300 280
Art.
Trainees
Temp.
105 90 75 250 230
Employees
* Guest Houses located at Bhopal, Jhansi,
Hardwar, R.C.Puram Hyderabad, Jagdishpur, Trichy, BAP
Ranipet & NOIDA Township.
Daily allowance for the period of journey time will be paid as
per applicable rate as indicated under column (4) of the above
table.
In case boarding and lodging is provided free, 1/4th of the
daily allowance given under columns (2) and (3) as applicable
may be paid.
When an employee ( other than the employees posted at site)
goes on tour to a place where he has retained his family in the
accommodation arranged by the Company, the DA will be
paid as per col. '3' above only.
(vide Corporate HR Circular No. 038/PPX/2006 dated 06-07-
06)
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.10
Volume-I Sub Section B:6
Page No.10
Volume-I 6.4 Daily Allowance may be drawn for the journey period, all halts on
duty and holidays occurring during the period of halt. As regards
Section-A
stay at intermediate stations, only stay exceeding three hours
Section-B will be treated as part of the halt at that particular station and
Section-C
daily allowance as applicable will be paid.
6.5 Daily Allowance may be drawn for broken periods of a "Day" on
Section-D
the following scale:
Volume-II
For absence of less than 6 hours : 1/4
Section-E
For absence of 6 hours and more but less than : 1/2
Section-F 12 hours.
Search For absence of 12 hours and above : Full
E-Mail 6.6 For period spent on journeys, rate of daily allowance as given in
Home Rule 6.3, column 4, will be applicable. For calculating daily
allowance admissible for the journey portion alone, the number
of days spent on halt at outstation (rounded off as per Rule 6.5 in
respect of each halt) shall be subtracted from the total number of
days of absence from headquarters rounded off for the last
broken period. If, however, the number of days for such halt
(calculated as per Rule 6.5), exceed the total number of days of
absence, then the time spent on journey shall be taken as nil
and D.A. for halts will be restricted for the total period of absence
from headquarters. Any excess over that may be disallowed
from the period of halt with lesser rate of D.A.
6.7 Employees who are deputed as escorts with the wagons/trains
carrying equipment/consignments from the units to other places
are eligible for Daily Allowance as per Rule 6.3 col. 4 for the
entire journey period. In cases of halts when the wagon/train is
parked in the yards and at wayside stations, employees may be
paid honorarium limited to the D.A. difference between 'with
lodging' rates and composite DA rates admissible for places
other than principal cities in addition to the daily allowance
admissible for the total journey period at 'with lodging rates'.
6.8 For prolonged halts full daily allowance may be drawn for a
period of 30 days and for a longer period upto 90 days half daily
allowance may be drawn. The limit of 30 days and 90 days
relates to stay at any one station only. Heads of Divisions have
powers to relax these conditions.
6.9 The period of stay away from the outstations for three
consecutive nights or more will constitute a break in continuity of
stay at outstation for the purpose of these rules.
6.10 No Daily Allowance is admissible for journey performed upto 30
kms. from headquarters. However, in case of these journeys,
actual conveyance charges as per entitlement may be
reimbursed.
6.11 Rates of Mileage Allowance for performing local journeys in own
vehicles on official work at the place of posting including local
journey at the place of tour are as follows:
Type of Vehicle Rate (in Rs per KM)
Car 6.50
Scooter/ Motor cycle 3.50

When own vehicle is not available for valid reasons, claims for
journeys by Taxi / Autorikshaw as per entitlement may also be
permitted. Claims for such journeys will be approved by an officer
of the rank of General Manager & above or Addl. General
Manager where there is no GM.
Since local journey at the place of tour is a part of tour, the same
need not be separately approved by GM unlike local journeys at
the place of posting .

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.11
Volume-I Sub Section B:6
Page No.11
Volume-I 6.12 Employees using their own vehicle for performing local journeys
for official work at the place of posting, local journeys at the place
Section-A
of tour and journeys on transfer in Company's interest are entitled
Section-B to reimbursement of the following charges if tokens/receipts are
enclosed:
Section-C
i) Parking Charges at "paid parking lots"
Section-D ii) Toll charges for using toll roads
Volume-II
The above charges can be claimed along with local conveyance
charges.
Section-E ( Corporate HR circular No. 067/PPX/2005 dated 22/12/2005)
Section-F ( Corporate HR circular No. 018/PPX/2008 dated 16/05/2008)
Search 7. Lunch/ Tea Allowance & Conveyance Reimbursement Etc :
E-Mail 7.1 Lunch/Tea allowance for journeys beyond 8 Kms. to 30 Kms.
Home
from Head Quarters will be regulated as follows:
Category of Employee Entitlement
SV/E2 and above Rs.80/-
AVII/BVII to AXI/BXI SI to SIV/E1A Rs.60/-
AVI/BVI and below Rs.50/-
The employees would be entitled to Lunch/Tea allowance if their
absence from office is more than four hours inclusive of Lunch
Break
(Corporate HR Circular no. 014/PPX/2005 dated 25/05/2005)
7.2 In cases of journeys from headquarters to contiguous places like
Ramachandrapuram to Hyderabad /Secunderabad, Delhi to
Faridabad / Ghaziabad/ NOIDA, etc., no daily allowance is
admissible. In such cases only lunch/tea allowance at the
prescribed rate is admissible.
7.3 Wherever subsidised lunch is provided, lunch/tea allowance is not
admissible.
7.4 If any employee attends duty at a place other than the normal
place of work straight from his residence and returns to residence
without attending duty at normal place of work, conveyance
expenditure will not be reimbursable unless distance of the place
of temporary duty from his residence is more than the distance
from the residence to the normal place of work. In such a case
conveyance expenditure as per his entitlement may be
reimbursed only for the excess distance.
7.5 All employees who are in receipt of conveyance reimbursement
for using their own conveyance will normally use their
conveyance for attending office on Sundays/Holidays. However,
when their own conveyance is not available for valid reasons,
journeys by taxi/scooter can be undertaken with the approval of
the GMs and above or AGM where there is no GM. Further, all
employees in the rank of Managers and below, as a measure of
economy, will irrespective of their entitlement as defined in these
rules travel only by an Auto Rickshaw while performing local
duties or to attend office on Sundays/Holidays. Reimbursement of
conveyance expenses in such cases will be regulated as per
rules applicable to local journeys.
7.6 An employee is not eligible for reimbursement of expenditure
incurred on conveyance and cancellation of ticket if he does not
proceed on tour on the ground of not getting accommodation in
train since non-availability of reservation by train is not an
acceptable reason for not performing the journey in connection
with the official work. However, in cases where the General
Manager is satisfied that non-performance of journey by train
even after reaching the Railway station was for reasons beyond
the control of the employee, reimbursement of expenses incurred
on cancellation of ticket and conveyance hire may be permitted.
Reimbursement of such expenses may also be permitted in case
of cancellation of journey by air due to non-availability of seat.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.12
Volume-I Sub Section B:6
Page No.12
Volume-I 7.7 An employee will normally proceed on tour from his
Section-A
Headquarters only. Where due to exigencies of work, the
Controlling Officer requires an employee to proceed on tour from
Section-B his leave station, it will be treated as compulsory recall from
Section-C leave and full Daily Allowance, Fare Etc. will be paid from the
station where the employee was spending his leave.
Section-D

Volume-II
7.8 Leave (including casual leave) can be allowed to an employee
on tour under exceptional circumstances by the controlling
Section-E officer. No daily allowance or other charges will be admissible for
Section-F such periods of leave. The entitlement for the fare where an
employee makes a detour for his own convenience and with the
Search
approval of the controlling officer may be determined in each
E-Mail case on merits by the controlling officer subject to the condition
Home that TA in no case will exceed the amount admissible by shortest
route from the point of detour to the headquarters.
8. Admissibility of TA for other journeys :
The rules regarding travelling and daily allowance will be
applicable for all official journeys undertaken :
8.1 With the consent of the controlling officer.

8.2 To appear before a Departmental Selection Committee.

8.3 To undergo obligatory medical examination.


8.4 To give evidence in a Court of Law in cases in which BHEL is a
party including those where the Company is not actually a party
but is interested in the case. If an employee has to attend a court
to depose about the facts coming to his knowledge during the
discharge of his official duties, the Company will be deemed to
be interested in the case.
8.5 To give evidence in a criminal case, a case before a court
martial, a civil case to which Government is a party or a
departmental enquiry held by a properly constituted authority
provided that the facts as to which he is to give evidence have
come to his knowledge in the discharge of his public duties. The
period of absence in complying with the summons of the Court in
such cases will be treated as duty. The travelling allowance as
admissible under the rules will be paid to the employee on the
basis of a certificate of attendance given by the Court or other
authority which summoned him provided he has not accepted
any payment of expenses on this account from the said Court or
authority. In cases where the Court in which the employee gives
evidence is situated within a distance for which no TA is
admissible, the employee, if he is not in receipt of Permanent
Travelling Allowance, or any other compensation in this regard,
may accept such payment of actual travelling expenses as the
Court or the summoning authority may pay.
8.6 An employee summoned to give evidence while on leave is
entitled to travelling allowance from and to the place from which
he is summoned as if he were on duty.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.13
Volume-I Sub Section B:6
Page No.13
Volume-I In cases, where the services of Company's employees are
Section-A
requisitioned by other organisations, for temporary
assignments of a short duration of a few days, the liability of
Section-B TA/DA will be borne by the borrowing organisation. Any
Section-C deviation that may be considered necessary in view of the
customer relationship or other considerations, will require the
Section-D specific approval of the Head of the Division. While submitting
Volume-II the TA claim to the Company, the employee will indicate the
purpose of the journey specifically and also enclose a copy of
Section-E
the approval.
Section-F
8.7 For appearing in departmental examination/Interview,
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Medical Treatment, Participation in Sports Etc :
E-Mail
8.7.1 Employees, appearing in the written test/interview for the posts
Home
of Executive/Engineer Trainees/Junior Executives and other
posts against open advertisements of the Company, are
entitled only for train fare by the entitled class from
headquarters to the nearest examination/interview centre.
8.7.2 Daily Allowance is not admissible.
8.7.3 The period of absence, limited to the journey time plus day of
the test/interview in such cases will be treated as 'on duty'.
8.8 To obtain medical treatment on the advice of Chief Medical
Officer, train fare of the entitled class only will be admissible.
Additional fare for a person or dependent relative to
accompany the employee for medical treatment will also be
admissible if the CMO certifies that the patient is to be
escorted. In addition, the actual expenses from residence to
the rail head at the duty station and rail head to consulting
room/hospital at the outstation where the employee goes for
treatment and back will be admissible once only subject to the
maximum of ordinary taxi charges.
8.9 Outside candidates called for interview for the posts in E-2
Grade and above will be paid First Class railway fare while
others will be paid Second Class fare. The charges for sleeper
and reservation, if paid, will also be reimbursable.
8.10 An employee compulsorily recalled from leave to duty before
the expiry of leave will be paid travelling allowance etc. for the
journey from the place where the leave was being spent to the
station of recall at the discretion of the Controlling Officer.
8.11 Employees who participate in rallies etc. activities, which are
sponsored/organized by the Company will be entitled to the
TA/DA as given below:

i) Employees, who are selected for participating in such


activities at places other than headquarters, will be paid
traveling expenses as per their entitlement subject to the
maximum of 1st class/AC two tier train fare.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.14
Volume-I Sub Section B:6

Page No.14
Volume-I ii) In case where boarding and lodging is arranged by the
Company, the participants from outstations will be paid daily
Section-A allowance at 25% of the normal ‘with lodging’ rates. This will
Section-B be applicable whether or not the participants avail of the
boarding/lodging facilities made available by the Company.
Section-C
iii) Where arrangement for lodging only is made by the Company,
Section-D the participants will be paid daily allowance at the normal ‘with
lodging’ rates.
Volume-II
iv) Where arrangement for boarding and lodging is not made by
Section-E the Company and they are required to make their own
Section-F
arrangement, the payment of daily allowance will be regulated
under the normal T.A. Rules.
Search
9. Conveyance Charges at outstations :
E-Mail
For journeys undertaken by road at outstations, conveyance
Home
charges will be reimbursed subject to the ceilings as given
below. The limits as prescribed can be increased
proportionately when stay at outstations is longer than 7
days.
Mumbai/Kolkata/Chennai/ Other Places
Delhi/B'lore/Hyd

Duration of tour upto

3 Days 5 Days 7 Days 3 Days 5 Days 7 Days

In Rupees

Normal Ceiling 750 1000 1200 600 800 1000

Ceiling with 1100 1300 1600 900 1100 1400


relaxation of Head
of Div. in
exceptional cases
(Vide Corp. HR circular No. 059/PPX/05 dated 15/12/2005)
The limits prescribed are applicable to any one station at any
one time for a continuous halt not exceeding 3 days / 5 days/
7 days, as the case may be.
NOTE : For the purpose of the ceilings under this rule, the
conveyance charges spent at outstation for journeys
performed between airport/railway station to the temporary
residence and vice-versa will be excluded.
10. Foreign Tours ( Rule 10 & 11 updated as on Feb 2005)
10.1 Consolidated Rates of Daily Allowance :
10.1.1 BHEL employees going on tours abroad are allowed foreign
exchange at the rates prescribed in this regard by the
Company from time to time to cover the DA and other
traveling entitlements abroad. The rate of DA in such cases
is 'all inclusive' rate in accordance with the rules laid down by
the Reserve Bank of India to regulate the release of foreign
exchange for such trips and as such is meant to cover
expenses on all items including boarding, lodging,
conveyance/taxi etc.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.15
Volume-I Sub Section B:6

Volume-I Page No.15


Section-A

Section-B
The allowances payable to employees visiting abroad for different
Section-C nature of foreign visits is given in the Table below:
Section-D

Volume-II Sl. Types of Allow. Allow. Allow. Allow.


No Abroad Payable Payable Payable Payable
Section-E
Visit when no when all when when
Section-F facilities facilities boarding lodging
are are & facility is
Search provided provided Lodging provided
E-Mail facilities
are
Home provided

a b c d e
1 Business Visit/Export
Promotion
/Study Tour/ Study
25% of CDA CDA - (45%
Programme
Full Rate of as an out of of CDA - DA
/Visit to countries where 45% of CDA
CDA Pocket as per MEA
Site office is available but
allowance rates) **
when the tour is not in
connection with the
ongoing contract
2 Visit abroad for inspection/
witnessing equipment's - do - - do - - do - - do -
testing.
3 Conference/Seminar/
Workshop / Symposium - do - - do - - do - - do -
(other than training)
4 Visit to countries where
DA payable as per MEA circular no. Q/FD/695/3/2000
site office is available and
dt. 01/12/2000 for different countries till further
the visit is in connection
revision.
with the ongoing contract
5 Visit to countries for Short
Will be decided on case to case basis for each of such
term projects where no site
projects by the Corporate office.
office is established.
6 Visit as an expert
sponsored by different Nothing will be allowed by BHEL except the "special
bodies like CII, FICCI & casual leave" on case to case basis. Such cases to
Exim Banks etc. (Without be referred to corporate office for approval of the
any direct benefit to the competent authority.
company)
7 As per rule 10.3 at Page 17 of Sub Section B6,
Training Abroad
Volume-I of Personnel Manual

** In other terms, allowance payable shall be arrived after


deducting proportionate lodging charges.
The cases not referred/defined in the above Table may be referred to
Corporate Office. CMD's prior approval will still be required for all
foreign visits.
Day for this purpose is reckoned on 24 hourly basis from the time of
arrival at an outstation abroad till the time of departure. Full DA is
admissible for the additional time if it exceeds three hours after
calculating DA on 24 hourly basis.
NOTE:Current per day rates at which the foreign exchange for visits
abroad from RBI/Blanket permit is released, are as follows:
Consolidated rates of DA , for visits in connection with Export
Promotion and other business purposes applicable to all countries for
the period spent abroad excluding time spent on onward and return
journeys are as follows :
A CMD & Functional Directors
(i) Local Conveyance, Telephone, US$ 260/- per day* + Food D.A
Contingent expenses and Food for respective country as per
D.A MEA rate from time to time.
(ii) Hotel Expenses Actual subject to limit of
US$300
Note: DA advance will be drawn upto the entitled amount
based on the above limits. However, claim for settlement
beyond US$ 500 will require approval of Director (Fin.) &
CMD.
* The breakup of US$ 260/- is : Local conveyance -
US$ 165.00; Telephone - US$ 47.50; Other Contingencies
- US$ 47.50
B For employees below Director
Grade
(i) ED, GGM & GM I/c US$ 350/- per day
(ii) Executives in E8 & E7 Grade US$ 300/- per day
i) E6A & Below US$ 250/- per day
(vide Corporate HR Circular No. 023/TRX& CLG/ 2010 dtd 11.06.10)

10.1.2 Out of the above consolidated amount, the employees are required to
render account on return from tour for all items, other than the Daily
Allowance component allowed for food etc, as per MEA rates as
applicable to various countries as notified by Corporate Office from
time to time. The following procedure will be followed w.r.t. the
claims.
i) BHEL employees going abroad on tour for export promotion,
business purposes, study tour, seminar etc., would continue to draw
the admissible consolidated amount fixed from time to time.
ii) The D.A. towards food etc. exempted for the purpose of rendering
accounts is to be computed as per rates prescribed and notified from
time to time.
iii) Expenses on hotel accommodation incurred by the employee abroad
will have to be supported by bill/receipt.
iv) The account of other expenses like local conveyance, telephone and
other contingent expenditure will be rendered and settled on the
basis of certification by the employee concerned subject to the
following limits:-
a) Local Conveyance:
Not to exceed 35% of the consolidated D.A. as per entitlement.
b) Telephone Expenditure:
Not to exceed 10% of the consolidated D.A. as per entitlement.
In case of usage of mobile phones provided to the employees, all
outgoing mobile phone call charges (including roaming/VAS/SMS
etc.) while on international roaming on tour are to be recovered from
the concerned employee.
Such charges should neither be included in their normal entitlement
nor approved by relaxing the rules.
c) Other contingent Expenses:
Not to exceed 10% of the consolidated D.A. as per entitlement.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.16
Volume-I Sub Section B:6

Page No.16
Volume-I v) In case the expenditure exceeds the prescribed percentage in
respect of (iv) a,b,c above, the officer will render account with
Section-A
supporting bill/receipt.
Section-B vi) The present consolidated D.A. fixed in accordance with the
Section-C guidelines of Reserve Bank of India does not include expenditure
on entertainment.
Section-D
vii) Approval of Competent Authority will be required for expenditure
Volume-II on entertainment (if any). Account duly support by bill/receipt
Section-E shall be rendered on return.
Section-F
viii) The employee concerned shall submit the consolidated bill on
return accounting for various expenses including Daily
Search
Allowance. Any surplus amount, after calculation, shall be
E-Mail refunded to the Company.
Home
10.1.3 For tour from India/Abroad to Libya in connection with site work
and from Libya to other countries.

The following rates of Consolidated DA will be applicable for employees


proceeding on tour from India/ Abroad to Libya and from Libya to othe
Countries :-

Sl Category ConsolidatedHotel CompoDA in Certification for


No Rate (Voucher to US$ exp. on TF,
in US$ per be be per Conveyance,
day Attached) day contingencies,etc.
US$ per in US$ per day
per day
1 ED/ GGM 200 upto 100 45 55
2 GM/AGM 180 upto 100 45 35
3 SDGM/DGM 170 upto 100 45 25
4 Sr. Mgr. & be160 upto 90 45 25
upto Supervis
5 Others 150 upto 80 45 25

Further reductions for longer stays beyond 7 days will not be applicable in
this particular case.

For officials proceeding to Libya , an advance of a minimum amount


of US$ 500 per trip will be given in accordance with Libyan
regulations and shall be accounted for by individuals as per above
rates upon his return to India.

10.2 For Visits to Sites Abroad :


Employees deputed to the overseas sites abroad on tour basis in
connection with the on-going contract will be entitled to DA as
prescribed by the Company from time to time comprising of the
following :
10.2.1 Lodging Charges :
At places where Company cannot make lodging arrangements, the
employee will be entitled to stay in Hotels as empanelled by the
Ministry of External Affairs for the Central Government employees
of equivalent status touring in those countries and claim actual
expenses incurred subject to production of receipts. For cities where
approved panel of hotels is not prescribed, the lowest hotel rate for
the particular grade of employees applicable in the capital city of
that country will be the ceiling for hiring accommodation in hotels in
such cities. However, in case of Bhutan and Nepal, if Company
cannot make lodging arrangements, employees can claim hotel
charges as per their entitlement equivalent to the rates applicable at
Delhi
In addition to the actual cost of hotel accommodation within the
prescribed monetary ceiling, an employee will be entitled to the
reimbursement of actual expenditure incurred on taxis or other
conveyance hire for trips on official duty during a tour for the
performance of official duties within such limits as may be
prescribed. For this, the employee will have to certify that the
expenditure has actually been incurred. The Controlling Officer will
also certify that the expenditure was necessary and reasonable.
10.2.2 Cash Allowance :
(i) In addition to the lodging charges as mentioned above, the
employees will also be entitled to Cash Allowance as prescribed by
the Company from time to time subject to any other rules prescribed
in this regard, as follows:
Category of Entitlement
Employee
A) SV/E2 and At full rates as prescribed from time
above to time.
B) AIV/BIV to At 75% of (A) above.
AXI/BXI/ SI to
SIV/E1
C) AIII/BIII and At 33% of (A) above.
below

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.17
Volume-I Sub Section B:6

Page No.17
Volume-I

Section-A
(ii) No reimbursement on account of tips in addition to Cash
Section-B Allowance shall be admissible.
Section-C
(iii) Where the hotel charges are inclusive of breakfast
Section-D charges, Cash allowance shall be reduced by 10%.
Volume-II (iv) In case an employee is provided with free
Section-E accommodation or chooses to make his own
Section-F arrangement for stay, his entitlement of DA will be
restricted to Cash Allowance as applicable with reference
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to that station. If both boarding and lodging are provided
E-Mail free or at company's cost the DA will be at 25% of the
Home Cash Allowance.
(v) Incase the stay of an employee at an overseas site
exceeds 7 days, the cash allowance will be at the
following rates :
8th to 21st Day @ 63% of full rate
22nd to 90th Day @ 37% of full rate
10.3 Rate of maintenance allowance for visits abroad in
connection with training :*
Duration of Where Where Where
Training Hostel/ Hostel/ lodging is
Guest Guest provided
House House free by the
accommo- accommo- host
dation at dation at institution
concess- concess-
ional rates ional
are not rates are
available available

Rate per Rate per Rate per


Day US$ Day US$ Day US$

i) Where 112.50 78.75 100.00


training period
is for 15
days.
ii) Where training 112.50 per 78.75 per 100 per day
period is for day for first day for first for first 15
more than 15 15 days 15 days days and
days but upto and and 63.75 thereafter 80
30 days. thereafter per day for per day from
93.75 per remaining 16th day to
day from period from 30th day.
16th day to 16th day to
30th day.
30th day.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.18
Volume-I Sub Section B:6

Page No.18
Volume-I

Section-A Duration of Where Where Where


Section-B Training Hostel/ Hostel/ lodging is
Guest Guest House provided free
Section-C
House accommo- by the host
Section-D accommo- dation at institution
Volume-II
dation at concess-
concess- ional rates
Section-E
ional rates are available
Section-F are not
Search available
E-Mail
Rate per Day Rate per Day Rate per Day
US$ US$ US$
Home
iii) Where training As above As above As above
exceeds 30 upto first 30 upto first 30 upto first 30
days but days days days
upto 6 and thereafte and thereafte and thereafte
months. r 75 per day. r 45 per day r 57 per day.
(iv) Where As at iii) As at iii) As at iii)
training exceed above upto 6 above upto 6 above upto 6
s 6 months. months and months and months and
37.5 per day 30 per day for 38 per day for
for period period period
beyond 6 beyond 6 beyond 6
months. months. months.
If both boarding and lodging are provided free by the host
institutions, foreign exchange at the rate of US $37.5 per day for
a maximum of 30 days is payable.
* The rates of Maintenance Allowance have been reduced by
25%
10.4 Payment of DA for tours abroad is to be regulated with
reference to the periods spent abroad excluding the time spent
on onward and return journey.
10.5 No DA shall be admissible during any period of travel by air.

10.6 Foreign Exchange equivalent to Rs.200 which is normally


released at airport at the time of embarkation will not be
treated as part of traveling expenses for reimbursement by the
Company.
11. Insurance Charges :
11.1 Reimbursement @ Rs.10/- per air journey is admissible
towards insurance subject to the certification of actual
expenditure in respect of journeys by air only to those
employees on tour who are not covered under the Annual
Insurance Policy, if any, taken by the Division.
11.2 Air insurance charge will also be admissible in respect of
family in case of transfer.
11.3 The employees visiting foreign countries on tour can avail the
facility of overseas medical insurance provided by the
nationalised insurance agencies on individual basis according
to the likely duration of their stay abroad. The insurance
premium paid will be reimbursed through their T.A. Bills in
Indian currency on production of necessary vouchers in this
regard. In cases where the employees are deputed for training
abroad and their medical care during their stay abroad is not
covered by the host company/Government, they will be
allowed reimbursement of expenses incurred on taking
medical insurance.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.19
Volume-I Sub Section B:6
Page No.19
Volume-I 12. On Transfer which is in Company's Interest
Section-A In case of inter-unit as well intra-unit transfers, TA will be paid
Section-B with reference to the grade of pay of the employee at the new
station of posting. TA will normally be admissible from the old
Section-C
station of posting to the new station of posting. The family can
Section-D precede the employee by not more than one month and follow
Volume-II
him within 6 months from the date of transfer. This is relaxable
by Heads of the Divisions in special circumstances. However, if
Section-E the family of an employee travels to a station other than the
Section-F new place of posting, TA for the journey by the family restricted
to the distance between the new place of posting and the old
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station of posting may be paid.
E-Mail
12.1 Journey by rail :
Home
Employees and members of their families shall be entitled to
travel by the same class of accommodation as on tour and will
be entitled to the following:
For employees l rail fare
For husband/wife dependent parents each l rail fare
For each dependent child, brother, sister of 12 l rail fare
years and above.
For each dependent child/brother/sister below 12 One half
years but above 5 years. rail fare
12.2 For journeys by Air :
An employee who is entitled to travel by air on tour can also
undertake journeys by air on transfer in which case he/she is
entitled to draw the air fare actually paid for himself/herself and
members of his/her family. The used jacket of the air ticket
along with counterfoils of boarding cards should be submitted
along with the claim. In case, the counterfoils of boarding cards
are lost, the same should be mentioned on the claim and the
employee should certify that no free or concessional ticket
under the frequent flier or such other similar schemes has been
availed.
12.3 For journeys by Road :
For journey by road between places connected by rail, actual
expenses limited to rail fare will be reimbursed. For places not
connected by rail the employees may be reimbursed actual
expenditure limited to his entitlement of notional railway fare
incurred against reasonable evidence of expenditure for mode
of conveyance appropriate to the category of employee.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.20
Volume-I Sub Section B:6
Page No.20
Volume-I 12.4 DA and pay advances.
Section-A 12.4.1 An employee will draw one DA for self, each adult member of
Section-B family and l/2 DA for each child between 5-12 years, as
incidentals in accordance with Rule 6.3 above.
Section-C

Section-D
12.4.2 Employee on transfer can draw one month's basic pay as
advance recoverable in three equal monthly installments.
Volume-II
12.5 Request Transfer :
Section-E

Section-F Transfer TA and other entitlements like Transfer Grant,


Disturbance Allowance and Baggage Allowance are not
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admissible to the employees who seek transfer at their own
E-Mail request.
Home
13. Transfer Grant & Disturbance Allowance.
13.1 Transfer Grant :
A lumpsum amount equivalent to one month's basic pay is
payable subject to the conditions laid down.
13.2 Rates of Disturbance Allowance :
Disturbance Allowance is payable subject to the conditions as
laid down, as per the following rates :
Category of Employees Disturbance
Allowance
AVI/BVI & Below Rs.1500/-
AVII/BII to AIX/BIX/SI to SIII Rs.2000/-
AX/BX/AXI/BXI/SIV to SVII & Rs.2500/-
E1A to E4
E5 & Above Rs.3000/-
13.3 Conditions for payment of Transfer Grant and
Disturbance allowance:

1. The transfer/posting involves the change of


station of posting.
2. The employee has put in not less than six
months service at the place from which he/she is
transferred/posted.
3. The employee has shifted to the new place of
posting and the posting involves dislocation of
employee's residence.
4. The transfer is not a case of "Request
Transfer".

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.21
Volume-I Sub Section B:6
Page No.21
Volume-I 14. Baggage Allowance :
Section-A Employees can draw actual cost of transportation of baggage
Section-B by goods train upto the following maxima:

Section-C
Mode Category of Entitlement
Section-D
Employees
Volume-II
By Goods Train SV/E2 and above 8 wheeler
Section-E wagon (120
Section-F quintals)
Search AVIII/BVIII/SII 4 wheeler wagon
to AXI/BXI/SIV/E1 (60 quintals).
E-Mail
AIV/BIV to 3000 Kgs.
Home
AVII/BVII/SI
AIII/BIII and below 1500 Kgs.
By Passenger As above Actual freight
charges Train
limited to amount
chargeable for loads
given against
"Goods Train".
By Road As above Actual freight
chargeslimited to
1.5 times the
amount admissible
for transportation of
maximum baggage
as per entitlement
by"Goods Train".
By Container E5 and above Double Container.
Service.
AVIII/BVIII to E4 Single Container.
14.1 In view of the special difficulties in the North Eastern States
and Assam, it has been decided to increase the baggage
allowance restricted to twice the amount normally admissible
under the T.A. Rules. However, the choice of the Transporter
will be left to the individual but it should be the one out of the
approved Transporters. The Company will not take any
responsibility of providing/arranging the
Transporter/Transportation or any consequence thereof.
14.2 In addition, the employee would also be entitled to the cost of
transportation of his conveyance (motor car, motor cycle or
scooter) provided the same is necessary for the performance
of duties.
14.2.1 If an employee transports his conveyance on its own power
and whether the employee and/or family members travel by
the same conveyance or not an allowance of Rs.6/- per km.
for car & Rs.3/- for scooter/motorcycle to cover the expenses
of the transportation of conveyance, and/or the members of
the family, including the employee, will be paid limited to the
amount of train fare for the transportation of the conveyance.
(Vide Corp. HR Circular 059/PPX/2005 dated 15/12/05)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.22
Volume-I Sub Section B:6
Page No.22
Volume-I by passenger train and amount of fare by the entitled class for
Section-A
the employee and/or his/her family members who have
travelled by the same conveyance. Further the employee
Section-B and/or members of the family who have not travelled by the
Section-C same conveyance are eligible to travel by the entitled class to
the new place of posting separately within the permissible
Section-D period. The daily allowance will be paid as per rail journey for
Volume-II the shortest route.
Section-E 14.2.2 The employee can transport his/her conveyance by road,
Section-F goods train/passenger train at his/her option but the
reimbursement for transport by road will be claimed to the
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cost of transport by passenger train.
E-Mail
14.3 Charges for carriage of personal effects from Residence to
Home Railway Station and from Railway Station will be payable for
loading/unloading and transport at each end on certification by
the employee that he/she has incurred subject to the ceilings
as given below:
Category of Employees Entitlement on certification
E5 and above Rs.3000/-
SV/E2 to SVII/E4 Rs.2250/-
AVIII/BVIII to Rs1500/-
AXI/BXI SII to
SIV/E1A
AIV/BIV to SI Rs.1000/-
AIII/BIII and below Rs.750/-
(Vide Corp. HR circular no. 059/PPX/2005 dated 15/12/05)
14.4 Octroi duty on house-hold effect and conveyance etc, if any,
paid by the employees on transfer will be reimbursed subject
to the production of receipts, vouchers etc. Octroi duty on
conveyance is payable if it is certified by the Controlling
Officer that the same was necessary for the performance of
official duties.
14.5 In cases where both the husband and wife are employees of
the Company and are transferred from the same old station to
the same new station either at the same time or within six
months of his/her transfer, Transfer Grant, Disturbance
Allowance and Baggage Allowance will be admissible to only
one of them as per the entitlement of the person who claims
and not to both as independent employees.
15. Transfer TA on Retirement/Death :
Air/rail fare, cost of transportation of baggage, transfer grant
and incidental TA etc to a retiring Company employee from
place of duty to any other place may be paid on the same
terms as for serving employees on transfer. These
concessions mutatis mutandis will also be admissible to the
family of any employee who dies while in service. However,
no disturbance allowance is admissible.
The retiring employees will be allowed some charges towards
carriage of personal effects even when they settle down in the
last station of duty/contiguous place. The payment (at one end
only) in such cases would be made on certificate basis at the
same rate as at Rule no. 14.3.
(Vide Corp. HR Circular No. 60/PPX/05)

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.23
Volume-I Sub Section B:6
Page No.23
Volume-I 15.1 The cost of transportation of conveyance viz. motor car,
Section-A
motor cycle, scooter etc. will not be admissible for retirement,
as the conveyance cannot be deemed to be required for the
Section-B performance of official duties after retirement. However, the
Section-C expenditure on transportation of conveyance will be allowed if
the same is covered within the baggage allowance as
Section-D stipulated in Rule 14 and 14.1
Volume-II
15.2 The concession under this rule can be availed of within one
Section-E year of retirement/death of the employee. The concession is
Section-F also admissible in respect of retired employees who die
within one year from the date of retirement before availing
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this benefit.
E-Mail
15.2.1 The term 'any other place' occurring in Rule 15 is to be
Home
construed as the home town of the employee or any other
place where he wants to settle after retirement. In case such
a place happens to be out of India, TA is to be paid upto the
last port of embarkation in India.
15.2.2 Where a retiring employee avails the facility of transfer TA
under this Rule for going to home town or to any other place
where he wants to settle after retirement, the benefits
admissible under the BHEL Retired Employees' Contributory
Health Scheme of the Personnel Manual will be admissible to
him only with reference to that place at least for a period of
two years.
15.2.3 Such of the retiring employees who avail above mentioned
transfer TA facility will not be entitled to Medical, LTC etc.,
facilities as dependents of their wards who may also be
employees of BHEL if the place chosen for settlement after
retirement by the retiring employees happens to be a place
other than the one where their wards are serving. Even if they
subsequently shift to reside with their wards, they will not be
entitled to these benefits as dependents of the wards at least
for two years from the date of retirement.
16. Entitlement of TA for joining duty on fresh Appointment.
16.1 Central/State Government/Public Sector Undertaking
employees :
Air/rail fare, daily allowance and baggage allowance as
admissible under BHEL rules, according to the grade and pay
offered in BHEL will be paid.
16.2 Other Employees :
They will be paid train fare for self and members of their
family as per the entitled class governing the grade and pay
offered in BHEL. In addition, excess baggage allowance
equal to the free baggage given by the carrier will also be
admissible. Provided that, where a fresh appointee who has
availed himself of the benefit of these provisions, resigns
within one year of his joining duty in BHEL, he will be liable to
refund the amount paid to him by way of TA, baggage
allowance, fare etc.
NOTE: For entitlement of TA under the above rule the
families of the fresh appointees should join them at the place
of posting within a maximum period of six months reckoned
from the date of joining duty in the Company. The family
status of the employees and his entitlement to TA will
however be determined with reference to the date of the offer
of appointment.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.24
Volume-I Sub Section B:6
Page No.24
Volume-I 17. Entitlement for long duration assignment :
Section-A A) Package for employees posted at site in India
Section-B B) Entitlement for operational staff of SAS & Others
Section-C 17.1 Employees deputed to outstations in connection with erection,
Section-D
commissioning, and other work assignments for a period of less
than 180 days will be entitled to the normal DA at full rates as
Volume-II admissible under Rule 6.3 of the TA Rules.
Section-E Entitlement in case of long duration assignments for similar
Section-F purposes extending over a period of 180 days or more following
terms and conditions and special provisions.
Search

E-Mail 17.1.1(A) For the period of actual stay when assignment is of 180 days or
more at the outstations inclusive of leave and holidays daily
Home
allowance will be paid at the following rates effective from
25/04/2008.
Grade Site Category / D.A.
Rs. per day

Category 'A' Category 'B' Category 'C'


sites sites sites
E6 and 238 293 369
above
E2 to E5 200 255 332
SV to SVII
E1A,E1(ET), 165 221 293
SIV, AX / BX
AXI / BXI
SI to SIIIA, 146 183 238
JE AVII/BVII
to
AIXA/BIXA,
S0
( including
Sup./Acct
Trainee /Dip
Trainee)
AIII/BIII to 111 146 183
AVI/ BVI

AII/BII & 94 127 148


below
&Artisan
Trainees /
Temp
employees
recruited
against
regular
vacancies

( Vide Corporate HR Circular No 017/PPX/2008 dated


06/05/2008)
Site Employees proceeding on tour to another site will also be
paid site DA for the period of such tour in addition to normal site
DA.
In case of tour to a location other than project site ie
manufacturing unit, Head quarters or other offices, site DA will be
paid for upto FOUR days of such tour in a month. This is effective
from 1.4.2008.
(Vide Corporate HR Circular No 012/PPX/2008 dated 1.4.08)
Addition and deletion of sites will be done by the Divisions
concerned by constituting a committee comprising of Executives
in Construction Management/Projects, HR and Finance. The
Power Sector proposals, duly recommended by the Head of the
Region/Unit, will be routed through Head of HR - Power Sector
(HQ) and Corporate HR for approval of Director (Power). The
proposals of Divisions falling under Industry Sector, duly
recommended by the Head of the Unit will be put up through
Corporate HR for approval of Director (IS&P). In respect of sites
of other Divisions, the proposals will be put up to Director (HR)
for approval. List of sites enclosed as Annexure-A.

Entitlement of site employees with regard to Conveyance


allowance/Maintenance, Home leave passage, Tour DA on
official tour to family station, Reimbursement of Residential
telephone charges, Reimbursement of Electricity
Charges, Uniform, Site kit reimbursement, Meal Expenses,
Insurance Cover, Children education expenses reimbursement,
Tatkal HLIS/VLIS, others
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.25
Volume-I Sub Section B:6
Page No.25
Volume-I 17.1.1 The rate of daily allowance for operational staff (as defined below)
(B) i) of SAS and other employees directly engaged on operational duties
Section-A
for the purpose of repairs and renovation at the site, where the halt
Section-B is for less than 180 days will be as shown hereunder:-
Section-C Category D.A. for food Composite D.A. for
and incidentals with lodging, food and
Section-D
lodging facility at incidentals
Volume-II Hotel/Transit flats/other
Section-E Guest Houses at:-
Section-F 'A' clas Other places 'A' Other place
s cities class s
Search
cities
E-Mail

Home (1) (2) (3) (4) (5)


(Rs.) (Rs.) (Rs.) (Rs.)
E6,E6A &E7 490 395 565 500
SV to SVII & E2 395 320 535 470
to E5
AX/BX/AXI/BXI 340 285 515 450
/SIV/E1A
ET/E1 315 250 500 440
AVII/BVII/SI to 285 225 470 420
AIXA/BIXA/SIIIA
, JE
S0( Supervisory 225 190 440 400
Trainee)
AIII/BIII to 210 170 410 375
AVI/BVI
AII/BII & below 170 145 375 350
& Artisan
Trainees
Temp. 135 115 315 290
Employees
“Operational Staff” refers to BHEL employees upto and including the
level of AGMs, (including from manufacturing Divisions) who are
deputed on tour basis (as distinct from site posting basis) to sites
(where Daily Allowance is payable in Indian Rupees) and who are
directly engaged at site on following types of work relating to
equipment (Power/ Transmission/ Industry) :
(a) Inspecting with a view to diagnosing the problem
(b) Trouble shooting
(c) Carrying out repairs
(d) Carrying out modifications/ Renovations
(e) Maintenance/ Servicing/ Overhauling
The TA claims of such operational staff (i.e. where this higher DA is
claimed) should be countersigned :
(i) By at least a Manager level executive in the case of Non-
executives
(ii) By at least an AGM level executive in the case of executives upto
SDGM level.
(iii) By at least a GM in the case of AGMs
Vide Corporate HR circular No 048/PPX/2006 dated 15/09/06
17.1.1 If the duration of assignment is of 180 days or more, the employees
(B) ii) will be governed by Rule 17.1.1(A).
17.1.2 On being posted to an outstation an employee will have the option
either (a) to retain his establishment at the Headquarters or (b) to
transfer his establishment to outstation. Option under (b) will be
allowed only if the assignment is for a period of 180 days or more.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.26
Volume-I Sub Section B:6
Page No.26
Volume-I The facility of keeping their family at the place of their
convenience may be allowed to the operational employees of
Section-A
the SAS (Services) Division, irrespective of the duration of their
Section-B work assignment at the sites viz. even if the duration of their
Section-C
work assignment is less than 90 days.
17.1.3 Where an employee exercises his option under (a) of Rule
Section-D
17.1.2 above, he will be entitled to the following:
Volume-II
i) House rent allowance and city compensatory allowance,
Section-E if any, as would be admissible to him at headquarters.
Section-F Where such an employee is provided leased
accommodation or accommodation at the Company's
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township as the case may be, such facilities will continue
E-Mail to be extended to him so long as he remains posted at
Home the outstation with recovery of license fee as applicable.
ii) Free bachelor accommodation at site/outstation,

(Corporate HR Circular No. 020/WLX/2007 dated 16-05-


07)
iii)) The above provisions are applicable to an employee who
is posted to a project/erection site from any Division of
BHEL. Accordingly, in this case the term 'Head Quarters'
will refer to 'previous station where he has been posted'
and 'outstation' will refer to a 'Project/erection site'.
iv) Further even if an employee who is posted to the
project/erection site has to be stationed at the PS-
Headquarters of the Project Division initially for a short
period, he will be deemed to be posted to the erection
site for that period, but during that period he will be
treated as on tour only.
v) The housing facility or HRA in lieu thereof and CCA as
mentioned in clause (1) above is admissible to an
employee only if he opts to keep his wife and children
away from the work site. It is not admissible if only
dependent parents have to stay back; nor even for
children alone when the wife stays with the employee at
the work site.
vi) In the case of an employee who retains his establishment
with proper approval at a place other than the previous
headquarters, housing facility or HRA in lieu thereof and
CCA as mentioned in clause (1) above will be with
reference to the actual place of residence of the family
limited to his entitlement with reference to the regional
headquarters, on whose rolls the employee is borne.
vii) The employees who are posted to the project sites
including the service sites under SAS (Services) Division
are permitted to keep their families at the previous
headquarters or any place of their choice will be entitled
to the Medical and LTC facilities for their families
including dependent parents with reference to the actual
place of residence of the families. The dependent parents
of the bachelor employees will also be entitled to medical
and LTC facilities even if they are not staying with the
employees at the sites. These facilities will be regulated
with reference to the actual place of residence of the
dependent parents.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.27
Volume-I Sub Section B:6
Page No.27
Volume-I 17.1.4 Where an employee exercises his option under clause (b) of
Rule 17.1.2 above, he will be entitled to the following:
Section-A
i) Travelling allowance etc. for self and members of the
Section-B
family as in the case of transfer.
Section-C
ii) Free family accommodation at site/outstation.
Section-D

Volume-II
( Corporate HR circular No.020/WLX/07 dated 16-05-
2007)
Section-E
. Where it is not feasible to provide such accommodation,
Section-F daily allowance will be paid at the rates mentioned in the
Search
preceding paragraphs. However, where the outstation
falls within or in the proximity of an 'A' class city, the
E-Mail Company will either;
Home
a. Pay house rent allowance rates
applicable to the Company employees posted in
'A' class cities, or
b. Provide free accommodation for which
the ceiling limit of House Rent will be applicable
to Company employees posted in 'A' class cities.
17.1.5 The employees who are deputed/posted to the project sites in
the North Eastern Regions comprising the State of Assam,
Meghalaya, Nagaland, Tripura, Arunachal Pradesh, Mizoram
will be entitled to the following additional facilities:-
i) In case of employees who proceed on sanctioned leave
from a place of duty in North Eastern Region to any place
outside that Region the period of travel in excess of 2
days will be treated as joining time.
ii) While availing LTC from the place of duty in North
Eastern regions all the executives will be permitted to
travel by air upto Calcutta from the airport nearest to the
Site and back. From Calcutta to the place where they
have been permitted to keep their family/Home Town and
back they will be required to travel as per their normal
entitlement under the rules. The other conditions will
remain unchanged.
The special concessions at Rule 17.1.5 (i) are also, admissible
to employees posted in Andaman & Nicobar Islands. The
facility under 17.1.5(ii) is allowed upto Calcutta or Chennai in
respect of Executives posted at the sites in Andaman &
Nicobar islands.
17.1.6 The operational employees of SAS who are posted at
Services Centres will be entitled to the facility of two visits per
year of stay at the site/service centre to meet their family
subject to the following conditions:-
(i) The visit will be permitted (a) once in three to six months
and (b) twice including (a) for the above six months but
upto 12 months stay away from the stations.
(ii) The entitlement cannot be carried forward to the next
year of stay, if it is not availed in the permissible period.
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.28
Volume-I Sub Section B:6
Page No.28
Volume-I (iii) The employee will be required to take his leave as due
and admissible to visit his family with the prior permission
Section-A
of his Controlling Officer.
Section-B
(iv) The Company will reimburse the fare to and fro incurred
Section-C on the journey, as per LTC Rules from the site of posting
or the Regional Service Centre as the case may be to the
Section-D
place where the employee has opted to keep his family.
Volume-II
(v) The definition of 'family' for the purpose of such visits to
Section-E meet the family will be the same as stipulated in LTC
Section-F rules. In the case of bachelor employee the 'family' refers
to 'dependent parents' provided they were residing with
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the employee at the time of posting at site/Regional
E-Mail Service Centres.
Home (vi) In the case of SAS, the employee covered by the facility
are those engaged on operational duties for the purpose
of repairs and renovation at sites. In case of doubt, the
decision of GM (Services) shall be final.
(vii) The controlling officer may refuse to grant leave to avail of
this facility in the exigencies of work.
(viii) Employees who are on the rolls of the Regional
Headquarters of Power Sector and posted at sites will be
paid HRA/CCA at rates applicable to the station where the
family is permitted to stay limited to the rates at Regional
Headquarters on whose rolls the employees are borne.
In cases where the family is not retained at the Regional
Headquarters, the employee will be paid normal TA/DA while on
tour to Regional Headquarters.
17.2 Payment of TA/DA to persons deputed for training and long term
assignment from one BHEL Division to another should be
regulated as below:-
(i) Entitlement for training/long term assignments upto
90 days:The employees may be treated as on tour and
their cases regulated in accordance with para 6.8 of the
TA rules i.e., for the first 30 days they may be paid DA at
full rates and for the next 60 days DA at half the rate.
(ii) Entitlement for training/work assignment for period
above 90 days :The employees may be treated as on
transfer and paid TA accordingly . However, no DA will be
admissible for any part of duration of training or work
assignment in such cases.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.29
Volume-I Sub Section B:6
Page No.29
Volume-I 18. Entitlement for training/refresher courses at outstations
(other than BHEL Divisions).
Section-A
18.1 Classification of Courses:
Section-B
Training/refresher courses are classified into the following
Section-C
categories depending upon whether :
Section-D
(a) Training fee includes cost of boarding and lodging.
Volume-II
(b) Training fee does not include cost of boarding or lodging
Section-E but accommodation is provided at nominal rates.
Section-F (c) Training fee included lodging charges or lodging is
Search
provided free of cost.
E-Mail
(d) Employees make their own arrangements for lodging and
boarding.
Home
18.2 Entitlement for courses upto 90 days :
The entitlement for DA etc. will be as under:
(a) In the cases falling under 18.1(a) above, the employees
will be paid DA at 25% of rate specified under Col.4 under
Rule 6.3 of these rules.
(b) In the cases of 18.1 (b) above, DA will be paid at the rate
specified under Col.4 under rule 6.3 of these rules. In
addition, reimbursement for accommodation at actuals will
be made.
(c) In the cases of 18.1 (c) above, DA will be paid at the rate
specified under Col.4 under Rule 6.3 of these rules.
(d) In the cases of 18.1(d) above, Composite DA as
admissible under TA rules will be made.
NOTE: The employees participating in the local residential
programmes where the boarding and lodging is compulsory and
is provided free will also be entitled to DA as per rates indicated
in clause (a) above.
18.3 Entitlement for courses above 90 days duration:
In cases where the training/refresher course is for a period of
more than 90 days, the entitlement will be governed as per Rule
18.2 above for the first 90 days. As regards the period beyond
90 days except in the cases covered by Rule 18.1(a) DA will be
paid at half the rates referred to in Rule 18.2 above. However, in
respect of cases covered under 18.1 (a) and in cases of
reimbursement for accommodation, the provisions of Rule 18.2
will continue to be applicable even for the period beyond 90
days.
NOTE: The above provisions will not apply to employees
sponsored for courses /training programmes which lead to
acquiring of additional qualifications.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.30
Volume-I Sub Section B:6
Page No.30
Volume-I 19. Miscellaneous:
Section-A 19.1 Rates of recovery for private use of Company's car will be at the
rate of Rs 4.00 per Kilo meter
Section-B
( Corporate Circular No. 059/PPX/2005 dated15/12/2005).
Section-C 19.2 Where Company Rules are silent, Government rules may be
Section-D followed, subject to review and approval.
Volume-II

Section-E
LIST OF SITES

Section-F

Search

E-Mail
to Section B1 B2 B3A B3B B4 B5 B6 B7 B8
Home

to Sub Section B7 Page No.1


Volume-I Sub Section B:7
Page No.1
Volume-I B: PAY FIXATION RULES
7
Section-A
1. These rules may be called BHEL Pay Fixation Rules.
Section-B
2. Pay on initial Appointment
Section-C
The initial (basic) pay of an employee appointed to a post will be
Section-D
fixed normally at the minimum of the time scale of the post to
Volume-II which he is appointed. Exceptions to this rule are given in
Section-E
Annexure -I. Higher initial pay may, however, be granted at the
discretion of the Management in deserving cases.
Section-F
3. Pay fixation on Promotion
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On promotion to a higher post/grade, the initial pay of an
E-Mail employee
Home in the new time scale shall be fixed at the stage next above the
pay notionally arrived at by increasing his pay in respect of the
lower post by one increment. In case this happens to be lower
than the minimum of the scale, the pay may be fixed at the
minimum of the scale. The first increment will be drawn after
completion of 12 months service from the date of such fixation of
pay and subsequent increments will be preponed to one of the
standard dates as per rules.
If an employee is drawing pay at the maximum of the scale and is
promoted, his pay will be increased notionally by adding one
increment (last increment in the existing scale) and then fixed at
the next above stage in the higher scale.
In case an employee in receipt of Stagnation Increment(s) is
promoted to the next higher grade, he/she would be entitled to
One Notional Increment (3%) on his Basic Pay + Stagnation
Increment(s), if any, and pay would be fixed (rounded off to the
next Rupees Ten) in the promoted scale. However, on promotion,
the pay so fixed shall not exceed the maximum of the scale to
which the employee is promoted. In case his/her pay so arrived at
is less than the minimum of the promoted scale, he/she would be
entitled to get the minimum of the scale.
The above will be made effective for promotions effective from
June, 2011.
Note:(1) The rule may be applied irrespective of the period of
service in the lower grade and the grades of the posts.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.2
Volume-I Sub Section B:7
Page No.2
Volume-I 3.1 Pay Fixation of internal candidates on selection as Trainees/
Apprentices against open advertisements, internal circulars and
Section-A
also on absorption will be governed by the relevant Rules on the
Section-B entitlements allowed to internal candidates.
Section-C Note: See sub-section 6.2 of these rules.
Section-D 4. Treatment of Special Pay/Personal Pay on Promotion
Volume-II Where special pay has been given in lieu of higher grade, it
should be taken into account for the purpose of fixation of pay.
Section-E
Special pay which is granted as an incentive for specific purposes
Section-F under the Company Rules (other than Family Planning) and
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which forms part of basic pay under these rules is also similarly
taken into account for the purpose of fixation of pay on promotion
E-Mail subject to rules prescribed there for. In other cases, pay including
Home special pay and personal pay may be protected and personal
pay, where necessary, granted in the higher post to be absorbed
in future increments.
5. Drawal of Increment
5.1 Annual increment will be drawn in a time scale on completion of
one year's satisfactory service. It shall ordinarily be drawn as a
matter of course unless withheld by a specific order in writing to
that effect.
5.2 No increment will be allowed during period of probation. The first
increment will be drawn with effect from the date of completion of
probation or on the anniversary date of joining the post,
whichever is later. All subsequent increments will, however, be
given on the standard date determined with reference to the
anniversary date of joining.
Where the period of probation is extended, no increment will be
given till the probation is successfully completed. The increment
will, however, be given with retrospective effect from the date of
completion of 12 months of service in the post although no
arrears would be paid on that account. Subsequent increments
will be regulated from the standard date in accordance with the
principles stated above.
5.3 On Promotion to higher grade or where no probation is
stipulated in case of initial appointment
The first increment on promotion/appointment shall be allowed to
be drawn on completion of one year in the grade. All subsequent
increments will, however, be given on the standard date
determined with reference to the anniversary date of
promotion/appointment.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.3
Volume-I Sub Section B:7
Page No.3
Volume-I 5.4 The date of increment will not be changed due to an employee
being on authorised leave (full pay/half pay) of any kind or on
Section-A
Company sponsorship for higher studies or availing joining time
Section-B on transfer. Monetary benefit of increment falling due during
Section-C
such period will also accrue from the due date.
(Vide Corporate HR circular No 066/PPX/2005 dated 22/12/2005)
Section-D
5.5 Leave without pay exceeding 6 months if it is not on medical
Volume-II
grounds, period of suspension where the orders of disciplinary
Section-E authority state so, period of overstayal of sanctioned leave, period
Section-F
of over- stayal of joining time and period of study leave where the
employee is allowed to rejoin duty without successfully
Search completing the course of study for which leave was granted will
E-Mail not count for increment.
Home 5.6 The standard date of drawal of increment will be 25th June/25th
December.
6. Removal of anomalies in Pay Fixation
6.1 Where an employee promoted to a post draws a lower rate of
pay in that post than another employee promoted subsequently to
the same or identical higher post, the pay of the senior employee,
in the higher post, should be stepped up to a figure equal to the
pay fixed for the junior employee in that higher post. This should
be done with effect from the date of promotion of the junior
employee and will be subject to the following conditions:
(a) Both the junior and the senior employees should belong to
the same cadre (line of promotion) and the posts in which
they have been promoted should be identical and in the
same discipline/channel of promotion.
(b) The scales of the lower and the higher posts in which they
are entitled to draw pay should be same.
(c) The anomaly should have arisen directly as a result of the
application of normal pay fixation rules. If in the lower post
a junior employee drew a higher rate of pay than a senior
by virtue of grant of advance incentive increments,
provisions contained in these rules will not be invoked to
step up the pay of the senior employee.
(d) The employee whose pay is to be stepped up should be
senior in the higher grade and should not be junior in the
lower grade.
(e) Comparison of pay has to be made first in the lower post
when an anomaly arises in the higher post. A notional
figure for the senior employee is to be arrived at in the
lower post and then compared with the junior in the lower
grade just before the promotion. The benefit of stepping
up can be allowed to the senior employee only if he was
not drawing or would not have drawn less pay in the lower
post than the junior.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.4
Volume-I Sub Section B:7
Page No.4
Volume-I

Section-A Note: 1. For the purpose of rectification of pay anomaly the


Section-B principle of seniority of the employee has to be first
satisfied which presupposes that the two employees
Section-C should belong to the same unit and function/discipline.
Section-D It cannot be extended to cover inter-unit comparisons.
Volume-II
2. The pay anomaly, if any on "redesignation" of a DGM
(E6) as a Sr. DGM (E6A) will be rectified in accordance
Section-E with the above Rule.
Section-F 6.2 In respect of employee going into certain apprenticeship or
Search training by positive selection with a view to being considered for a
higher post or otherwise, his notional progress in the original post
E-Mail
and scale has to be proforma protected vis-�-vis his juniors
Home who have not been so selected. This will be done till the senior
selected for such apprenticeship or training is appointed in a
different post pursuant to such apprenticeship or training. In case
he reverts to his original post he should then be restored to his
original position.
6.3 In cases where the pay has been stepped up under the above
rule, the first annual increment subsequent to the date on which
pay is so stepped up, be drawn only after the completion of one
year's service from the date of such stepping up and not from the
original date of increment. Subsequent increments will be
governed by the normal rules of preponement.
7. Employees on Deputation.
7.1 Government servants on deputation to BHEL will have the option
of either getting their pay fixed in the Deputation Post or to draw
pay in their parent department scale plus deputation (duty)
allowance in accordance with the Government Orders as
amended from time to time.
7.2 Deputation to top posts in BHEL will be governed by the orders
issued by Government from time to time.
7.3 Rules relating to the pay fixation of the deputationists absorbed in
the Company or those who joined the Company from the Central
Government on immediate absorption basis, the treatment of their
PDA etc., will be regulated as per the orders of Corporate Office.
7.4 Detailed rules governing deputations and normal standard
deputation terms as prescribed by GOI will form part of the
Handbook of Deputation which will be brought out separately.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.5
Volume-I Sub Section B:7
Page No.5
Volume-I 8 Employees joining BHEL from other Public Sector
Undertakings/Central Govt./State Govt./Semi-Govt. Institutions on
Section-A
lateral recruitment
Section-B 8.1 In the case of persons who are already in employment with a
Public Sector Undertaking, the Central Government, any State
Section-C
Government, Semi-Government Institutions, the pay on
Section-D appointment to a post under the Company through lateral
Volume-II
recruitment will be fixed in such a manner that the total
emoluments (comprising of Pay and DA) drawn in the parent
Section-E organization is protected
Section-F 8.2 Basic pay fixed as per the above Clause shall not be below the
minimum of the pay scale of the salary grade in which lateral
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induction has been done
E-Mail 8.3 The fixation of basic pay can not exceed the maximum of the pay
Home scale of the salary grade in which the employee has been
laterally recruited.
8.4 Pay protection initially granted, shall not be granted any further,
based on comparison drawn with the notional pay progression of
the employee in his parent organization.
(Vide Corporate HR IOM AA/HR/IR/521 dated 20.8.10)

9. Reversion to lower grade/post on disciplinary grounds


9.1 In case of reversion of an employee from higher grade/post to a
lower grade/post, the fixation of pay will be done in the manner
decided by the authority ordering such reversion and based on
Government rules framed from time to time.
9.2 These rules inter-alia, provide that the disciplinary authority may
allow the concerned employee to draw any pay not exceeding
the maximum of the lower grade or post which it may think
proper; provided that the pay so allowed to be drawn should not
exceed the pay that would have been fixed by counting the
service rendered in higher grade or post as service in the lower
grade or post.
10. Miscellaneous
10.1 In the case of employees who are given alternative appointment
due to medical disqualification, the pay last drawn by them
should be protected subject to the condition that it should not
exceed the maximum of the scale applicable to the post to which
they are appointed on medical advice.
10.2 No charge allowance will be paid for holding additional charge of
higher or equivalent post.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

to Page No.6
Volume-I Sub Section B:7
Page No.6
Volume-I ANNEXURE - I
Section-A Cases in which Pay above the Minimum of the scale can be
Section-B allowed
1. Pay of departmental candidates selected against open
Section-C
advertisement for appointment to regular posts will be fixed as on
Section-D promotion. This is not applicable to the departmental candidates
Volume-II selected for appointment as Jr. Executives, Trainees/Apprentices
or in other posts for which separate set of rules regulate fixation
Section-E
of pay.
Section-F 2. The pay of the employees joining from other sources will be fixed
Search as approved by the competent authority in each case.
E-Mail 3. In the case of Emergency Commissioned/Short Service
Home Commissioned Officers as also other categories of employees for
whom special orders are issued by Government, the same shall
be kept in view while fixing the pay of such employees in the
Company's scale of pay.
3.1 "The pay (but not the seniority) of the Emergency Commissioned
Officers/Short Service Commissioned Officers who joined pre-
commission training or were commissioned to the Army on or
after 1-11-1962 and were appointed against unreserved
vacancies, shall be fixed by granting advance increments equal to
the completed years of service (including the training) rendered
by them in Armed Forces on a basic pay (inclusive of deferred
pay but excluding other emoluments) equal to or higher than the
minimum of the scale attached to the civil post. The pay arrived at
should not, however, exceed the basic pay (including the deferred
pay but excluding other emoluments) last drawn by them in
Armed Forces.
In respect of those Officers commissioned between 1-11-1962
and 10-1-1968, and who have joined the Company before 7-4-
1980, the notional benefit may be given from the date of joining
the Company but no arrears will be paid prior to 7-4-1980.
Similarly, in case of those commissioned after 10-1-1968 though
notional benefit is to be given from the date of joining the
Company, actual monetary benefit is to be allowed only from 1-
11-1984.
4. The pay of departmental candidates selected as Junior
Executives will be fixed at the minimum of the grade where their
pay is below the minimum or at the same or next higher stage
where pay is above the said minimum. In cases where the
notional pay in previous post/grade becomes higher than the pay
fixed in the Junior Executive grade due to notional normal
increment in the previous post, the pay in the Junior Executive
grade could be refixed from the date the notional increment would
have fallen due in the previous post, with the next increment to be
drawn after one year from the date of such refixation.
5. In the case of Ex-servicemen re-employed in BHEL, their fixation
of pay will be governed by the Government Orders on the subject.
6. The pay of the departmental candidates on their appointment as
Probationary Accountants (SI) after passing the Centralised
Accounts Examination of the Company will be fixed at the
minimum of the grade where their pay is below the

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to Page No.7
Volume-I Sub Section B:7
Page No.7
Volume-I minimum or at the same or next higher stage where their pay is
above the said minimum. In cases where the notional pay in the
Section-A
previous post/grade becomes higher than the pay fixed in the SI
Section-B grade due to notional normal increment in the previous post, the
Section-C
pay in SI grade may be refixed from the date the notional
increment fell due in the previous post with the next increment to
Section-D be drawn after one year from the date of such fixation.
Volume-II

Section-E

Section-F

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E-Mail

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Volume-I Sub Section B:8
Page No.1, 2, 3, 4
Volume-I Page 1
Sub Section C:1
Section-A B:8 ENTITLEMENTS OF DEPARTMENTAL TRAINEES &
Section-B
TRAINEE OFFICERS

Section-C
B:8A ENTITLEMENTS OF DEPARTMENTAL TRAINEES
Section-D
The Rules relating to the protection of pay and allowances and
Volume-II
other entitlements admissible to departmental candidates
Section-E selected as Trainees/Apprentices against open
Section-F advertisements/internal circulars, (other than those covered
under the Apprentices Act, 1961) are as under:-
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1 Stipend:
E-Mail
1.1 Such departmental candidates will be entitled to the stipend/pay
Home
as admissible to other candidates who are selected as
Apprentices/ Trainees.
1.2 Provided that those employees who have been on the regular
establishment of the Company for a minimum period of two
years before their selection as Apprentices/Trainees, shall be
entitled to the protection of their Basic Pay + Dearness
Allowance as drawn on the date of their joining training.
1.3 Provided further that in such cases annual increments accruing
during the period of training shall be regulated as per normal
rules of the Company in this regard.
2 House Rent Allowance:
2.1 During the period of training, HRA will be governed by the rules
applicable to the previous station of posting or the place of
training where he keeps his family. If the employee has no
family, then payment of HRA will be governed by the place of
actual posting.
2.2 In any case, HRA/House cannot be claimed at both places.
Family for the purpose of this rule includes spouse & children
only and not other dependents.
3. City Compensatory Allowance:
CCA will be paid in accordance with the rules applicable to the
station where the employee is posted for training.
4. Leave:
4.1 During the period of training the employees will be entitled to
Earned Leave/Half Pay Leave/Casual Leave as admissible to
the Trainees/Apprentices under the BHEL Leave Rules. The
employees having Earned Leave (both encashable and non-
encashable) and Half Pay Leave at their credit at the time of
their joining the training will be allowed to carry forward the
same on their absorption to the regular posts.

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Page No.1, 2, 3, 4
Sub Section C:1
Volume-I Sub Section B:8
Page No.1, 2, 3, 4
Volume-I Page 2
Sub Section C:1
Section-A 4.2 Normally, the departmental trainees should not be permitted to
Section-B
avail any kind of leave that stood to their credit before joining the
training as long spells of leave are likely to adversely affect their
Section-C training schedules. However, in cases of hardships due to
Section-D
sickness and when no other kind of leave is due, they may be
permitted to avail of leave out of the balance leave standing to
Volume-II their credit before joining training. This is also subject to the
Section-E condition that request for leave is supported by the Medical
certificate issued by the Company's Medical Officer and that
Section-F
leave is sanctioned by an authority not lower than the General
Search Manager.
E-Mail 5. Treatment of training period for Gratuity:
Home The training period will count for payment of Gratuity.
6. Profit sharing bonus and Plant Performance Payment:
The employees will be entitled during the period of training to the
profit sharing bonus and plant performance payment, if any, at
the rates admissible in the Unit where they were working prior to
their selection as trainees/apprentices.
7. Travelling Allowance etc. on transfer:
The trainees/apprentices who are posted for
training/apprenticeship to a place other than the place of their
earlier posting will not be treated as on transfer. They will,
however, be paid travelling expenses as admissible under the
T.A. Rules except transfer grant and disturbance allowance. In
case the employees shift their families also to the place of
training, the travelling expenses for family and transportation of
baggage etc. will also be admissible provided they vacate the
company/ accommodation in their possession, if any, at the place
of their earlier posting.
8. Joining Time:
No joining time as in the case of transfer will be admissible for
joining training. However, actual travel time from the place of
previous posting to the place of training will be admissible.
9. Pay Fixation on absorption:
Pay is to be normally fixed at the minimum of the pay scale. In
case the minimum of the pay sale is less than the basic pay
drawn in the previous grade, the same will be protected and the
basic pay fixed at the corresponding stage. If there is no such
stage, then the basic pay will be fixed at the next higher stage. In
cases where the notional pay in the previous grade becomes
higher than the basic pay fixed in the higher grade due to notional
increment in the previous grade, the pay in the higher grade will
be refixed from the date when the notional increment would have
fallen due in the previous grade, with the next increment to be
drawn after one year from the date of such refixation. This
provision came into effect from 25.5.1984.

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Page No.1, 2, 3, 4
Sub Section C:1
Volume-I Sub Section B:8
Page No.1, 2, 3, 4
Volume-I Page 3
Sub Section C:1
Section-A B:8B ENTITLEMENTS OF TRAINEE OFFICERS
Section-B 1. All Trainee Officers who joined BHEL on or after 1.10.79 are
Section-C placed at the minimum of E1 grade from the date of their joining
BHEL. In addition, they are entitled for Dearness Allowance,
Section-D CCA, HRA and Transport Subsidy where admissible under the
Volume-II normal rules applicable to regular employees. However HRA will
not be admissible where hostel accommodation is provided but
Section-E
not availed. Hostel accommodation wherever provided will be
Section-F free of charge (including water/electricity/conservancy).
Search 2. Married Trainee Officers living with their families in rental
E-Mail accommodation at the place of their training will be eligible for
grant of HRA at applicable rates.
Home
3. Trainee Officers will be entitled to the leave benefits, LTC
facility, Medical facility, Gratuity and Provident fund at par with
regular employees of the company as per details given below :
3.1 Leave Benefits
Half pay leave and encashment of Earned Leave is admissible
to Trainees as per normal rules. As regards commutation of
leave, it is admissible to Trainee Officers after satisfactory
completion of training and probation.
3.2 LTC facilities
The Trainee Officers are eligible for LTC facilities after
completion of one year's service as in the case of other
employees.
3.3 Gratuity
The training period will be reckoned for purpose of calculating
Gratuity payment.
3.4 Provident Fund
The Trainee Officers are eligible to become the members of the
Provident Fund Scheme as per Provident Fund Rules. For this
purpose service from the date of joining as a Trainee Officer will
count for purposes of calculating eligibility under PF Rules.
3.5 Reimbursement of Conveyance Expenditure
The Trainee Officers are not entitled for reimbursement of
conveyance expenditure during their training period in case they
utilise their own conveyance. However, they are entitled after
absorption in the regular service of the Company.
3.6 Grant of Second increment
The second increment will be drawn only with effect from the
date of completion of probation as per the extant rules. The next
increment i.e., the third increment will be given on the standard
date under the normal rules.

to Section B1 B2 B3A B3B B4 B5 B6 B7 B8

Page No.1, 2, 3, 4
Sub Section C:1
Volume-I Sub Section B:8
Page No.1, 2, 3, 4
Volume-I
Page 4 Sub Section C:1
Section-A B:8C ENTITLEMENTS OF SUPERVISORY TRAINEES IN S-0
Section-B
GRADE

Section-C 1. All Supervisory Trainees who join BHEL in S-0 grade will be
Section-D placed at the minimum of the grade from the date of their
joining BHEL. In addition, they will be entitled for Dearness
Volume-II
Allowance, CCA, HRA and Transport Subsidy where
Section-E admissible under the normal rules applicable to regular
Section-F employees. HRA will not be admissible where hostel
accommodation is provided but not availed. Hostel
Search accommodation wherever provided will be free of charge
E-Mail (including water/electricity/conservancy).
Home 2 Married Trainee Supervisors living with their families in rental
accommodation at the place of their training will be eligible for
grant of HRA at applicable rates.
3 Trainee Supervisors will be entitled to the leave benefits, LTC
facility, Medical facility, Gratuity and Provident fund at par with
regular employees of the company as per details given below :
3.1 Leave Benefits
Half pay leave and encashment of Earned Leave is admissible
to Trainees as per normal rules. As regards commutation of
leave, it is admissible to Trainee Supervisors after satisfactory
completion of training and probation.
3.2 LTC facilities
The Trainee Supervisors are eligible for LTC facilities after
completion of one year's service as in the case of other
employees
3.3 Gratuity
The training period will be reckoned for purpose of calculating
Gratuity payment.
3.4 Provident Fund
The Trainee Supervisors are eligible to become the members
of the Provident Fund Scheme as per Provident Fund Rules.
For this purpose service from the date of joining as a Trainee
Supervisors will count for purposes of calculating eligibility
under PF Rules
3.5 Reimbursement of Conveyance Expenditure
The Trainee Supervisors are not entitled for reimbursement of
conveyance expenditure during their training period in case
they utilise their own conveyance. However, they will be
eligible for reimbursement of conveyance expenditure for
owning and maintaining the two wheelers with minimum 95 CC
capacity or with less than 95 CC capacity as the case may be
at the rate of Rs. 700/- P.M. or Rs. 400/- P.M. respectively after
successful completion of training as per Company rules
3.6 Grant of Second increment
The second increment will be drawn only with effect from the
date of completion of probation as per the extant rules. The
next increment i.e., the third increment will be given on the
standard date under the normal rules.
3.7 TA/DA Rules
The entitlement during training period has already been
prescribed under the TA/DA Rules of the Company. After
completion of training, Supervisors in S-0 grade will be
extended the same benefits as applicable to Supervisors in S-1
grade
3.8 Internet Facility
Internet facility as admissible to Supervisors in other grades
will be extended to the Supervisory Trainees after absorption in
the regular service of the Company.
3.9 Reimbursement of cost of Newspapers
The cost of one newspaper restricted to the cost of "The Hindu"
will be reimbursed after completion of training period.
( vide Corporate IOM AA:HR:507 dated 10/10/07)
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Page No.1, 2, 3, 4
Sub Section C:1