Human

Resources
Department

Contents

About IOCL
Objectives
HR Process, Functions & Policies
Pay & Perks @ IOCL
Career Growth
Promotion Policies
Outsourcing
Restructuring & Multi Skilling
Manning vs Benchmarking
CDA & Standing Orders @ BR

Indian Oil Corp. Ltd

Incorporated in 1959

1st September, 1964 as a result of amalgamation Indian Refineries Ltd & Indian Oil Company

The Corporation is managed by Board of Directors

appointed by the President of India. Besides the
Chairman, the board has the following whole time
Directors:
o Director (Refineries)
o Director ( Pipelines)
o Director (Marketing)
o Director (Finance)
o Director (HR)
o Director (R & D)
o Director(BD)

Five Divisions:
o Refineries Division
o Marketing Division
o Pipelines Division
o R&D Centre
o Assam Oil Division

Eight Refineries at:

o Guwahati (Assam)
o Barauni (Bihar)
o Dibrugarh (Assam)
o Baroda (Gujarat)
o Haldia (West Bengal)
o Mathura (Uttar Pradesh)
o Panipat ( Haryana)
o Digboi (Assam)
o Paradip (Orissa)
o Two liaison Offices, one each at Kolkata and Mumbai

Objectives

Evolve and Maintain Progressive and Pragmatic personnel

policies, procedures and practices

Render Maximum Customer Satisfaction

Promote and inculcate Employees participation in

Management

Strive to Maintain Harmonious Relations within Employee

Groups

Ensure Compliance of Social and Statutory obligations

Maintain and Upgrade welfare facilities for Employees and

Family members

Provide opportunities for self development and

competence build up

Refineries HQ, New Delhi

Technical

Projects

Materials

HR

Digboi (AOD)
Guwahati
Dibrugarh
Barauni
Haldia
Baroda
Mathura
Panipat
Paradip

Finance
M&I

A typical HR Process

HR @ IOCL

Board Level Executives:

Officer level:

Staff level:

Policy guidelines on wage negotiations with unionized workmen

is conveyed by DPE (Dept. of Public Enterprises)

Based on General guideline, the pay structure is negotiated with

unions and a Long Term Settlement (LTS) is signed with the
Unions

No. of LTS : So far, 11 LTSs signed with the Unions.

Pay Scales For Workmen:

Marketing - 7 pay scales and
Other Divisions --9 pay scales

WORKMEN
REFINERIES/PIPELINES/R&D

MARKETING

Annual increment date- 1st January

Rates of annual increment :

Officers
- @3% of BP
Non-Officers - @3% of BP

Promotion increment - On promotion to higher grade

Officers
- @3% of BP
Non-officers - @3% of BP

Stagnation Increment

Officers: On reaching the maximum of scale, a stagnation

increment can be granted once every two years, subject to
maximum of three, if the performance rating is Good or
above

Non-officers: On reaching the maximum of scale, a stagnation

increment can be granted once every two years subject to max
of 3 and minimum rating Satisfactory or above

Dearness Allowance (DA)

Besides, Basic Pay (BP), employees are also entitled to Dearness

Allowance

DA is paid as percentage of Basic Pay- linked with all India index

AICPI

Revised on quarterly basis, i.e. Jan, April, July & October

Rate as on 01/07/2015 103.5% of BP

House Rent Allowance (HRA)

House Rent Allowance is linked to the place of duty.

Based on population, Cities classified in 03 Category:

X class - 50 lakhs and above HRA@30% of BP

Y class - 5-50 lakhs
HRA@20% of BP
Z class - less than 5 lakhs
HRA@10% of BP

HRA not admissible when Corporation owned/leased

accommodation provided to employee

House Rent Recovery Metro : 720/p.m., Others : 370/p.m.

Perks & Allowances would be admissible to officers up to

the ceiling of 50% of Basic Pay

The cost of infrastructure facilities such as hospitals,

holiday homes & clubs, and the medical expenses,
attributed to officers have been loaded on pool basis. The
current compulsory loading is 1.5% of BP

The perks & allowances admissible up to the balance of

48.5% of BP would be on individual basis

Officers are entitled to procure furniture items as under

Laptop Scheme: Cost ceiling - Rs.35,000/-

Hardware /Software up-gradations- reimbursement up to

Rs.5,000/- p.a. supported by vouchers

Maintenance and internet connectivity- reimbursement up

to Rs.12,200/- p.a. on self-certification

Replenishment after 4 yrs. on buy back at depreciated

value, calculated @25% p.a.

Holiday Homes Nainital,Puri, Darjelling,Goa,

Mahabaleshwar, Ooty, Simla, Manali

Nominated Hotels for officers & Family members: Once in

two yrs. Maxi. for 04 days, @Rs.50/- per day

Nominated Hotels: Mumbai, Kovalam, Udaipur, Port- Blair,

Mussoorie, Lonavala, Kodaikanal, Jodhpur, Gangtok

Medical Benefits:

Eligibility: Employees & family members, viz. Spouse, wholly

dependent children and parents to be declared dependent by
employees

Parents eligibilityCombined monthly income not to exceed

Rs.9000/-&should permanently reside with the employee under the
same roof

At Refinery locations: Hospitals are maintained in Ref. townships

having indoor, outdoor & investigative facilities and equipped to
meet all emergencies requirement

For specialized treatment which cannot be treated in hospital, the

patient may be referred to an outside nominated hospital/specialist

Superannuation Benefits consists of:

Provident Fund
Gratuity
Post Retirement Medical benefits
SABF ( Pension scheme)

Leave Entitlements
Entitlements are on a yearly basis:
CASUAL LEAVE : 12 NOS.
EARNED LEAVE : 32 NOS.
SICK LEAVE : 10 NOS.
PRO-RATED FOR NEW JOINEES
EARNED LEAVE CREDITED ON QUARTERLY BASIS
SICK LEAVE CREDITED ON HALF YEARLY BASIS
FESTIVAL HOLIDAYS ARE LOCATION SPECIFIC

PROMOTION POLICY :
Officers
A to B & B to C: Two separate channels:o On Merit
o On Seniority

C to D & Above: On merit considering

multiple parameters

A>B>C : On merit
channel

A>B>C : On Seniority
channel

From C>D>E>F>G

From G>H>I

PROMOTION POLICY :
Staf
The existing nine (09) Salary Grades will be
clubbed / grouped in the following manner:
Ministerial Cadre

Other than Ministerial Cadre

Applicable to Guwahati, Barauni, Gujarat,
Haldia, Paradip Refineries

Applicable to Mathura, Panipat, Bongaigaon

Refineries, AOD, Kolkata & Mumbai Office

Eligibility Criteria for Promotion

50:50 Promotions
Staff getting promoted to Grade-A Officers
Selection Criteria Includes:

Seniority Marks
CR Marks
Personal Interaction / Knowledge Assessment
Qualification Marks

OUTSOURCING

Process flow of Contract

Restructuring &
Multiskilling
IOCL undergoing major shift in HR
Management
Key focus areas: HR, Finance
Issue: Top heavy structure with lack of
domain expertise
Paradigm shift in HR domain hiring,
profiling & job rotation
At Coker Units (A&B) at BR
At Paradip Refinery

Manning of Refinery vs
Benchmarking
Manpower Planning performed for Officers
& staff
RHQ & CO handles the MPP for Officers in
Refineries
Units handles the MPP for Staff

Conduct, Discipline and

Appeal Rules, 1980

EVERY EMPLOYEE OF THE CORPORATION

SHALL ALL TIMES :
o MAINTAIN ABSOLUTE INTEGRITY
o MAINTAIN DEVOTION TO DUTY AND
o DO NOTHING WHICH IS UNBECOMING OF A
PUBLIC SERVANT.

MISCONDUCT :
1. THEFT, FRAUD OR DISHONESTY IN CONNECTION WITH THE BUSINESS
OR PROPERTY OF THE CORPORATION OR OF PROPERTY OF
ANOTHER PERSON WITHIN THE PREMISES OF THE CORPORATION.

2. TAKING OR GIVING BRIBES OR ANY ILLEGAL GRATIFICATION, OR

DEMANDING OR OFFERING BRIBES OR ANY ILLEGAL GRATIFICATION.

3. POSSESSION

OF PECUNIARY RESOURCES OR PROPERTY

DISPROPORTIONATE TO THE KNOWN SOURCES OF INCOME BY THE
EMPLOYEE OR ON HIS BEHALF BY ANOTHER PERSON, WHICH THE
EMPLOYEE CANNOT SATISFACTORILY ACCOUNT FOR.

4. FURNISHING

FALSE INFORMATION REGARDING NAME, AGE,

FATHERS NAME, QUALIFICATION, ABILITY OR PREVIOUS SERVICE OR
ANY OTHER MATTER GERMANE TO THE EMPLOYMENT, AT THE TIME
OF EMPLOYMENT OR DURING THE COURSE OF EMPLOYMENT.

MISCONDUCT :
5. ACTING IN A MANNER PREJUDICIAL TO THE INTERESTS OF THE
CORPORATION.
6.

WILFUL INSUBORDINATION OR DISOBEDIENCE, WHETHER OR NOT IN

COMBINATION WITH OTHER, OF ANY LAWFUL AND REASONABLE
ORDER OF HIS SUPERIOR.

7.

ABSENCE WITHOUT LEAVE OR OVER STAYING THE SANCTIONED

LEAVE.

8.

HABITUAL LATE OR IRREGULAR ATTENDANCE.

9.

NEGLECT OF WORK OR NEGLIGENCE IN THE PERFORMANCE OF

DUTY INCLUDING MALINGERING OR SLOWING DOWN OF WORK.

10. CAUSING DAMAGE TO WORK IN PROGRESS OR TO ANY PROPERTY

OF THE CORPORATION EITHER WILFULLY OR THROUGH
NEGLIGENCE.

MISCONDUCT :
11. NON-OBSERVANCE OF SAFETY PRECAUTIONS OR RULES, OR
INTERFERING OR TAMPERING WITH ANY SAFETY DEVICES
INSTALLED IN OR ABOUT THE PREMISES OF THE CORPORATION.
12. DRUNKENNESS OR RIOTOUS OR DISORDERLY OR INDECENT
BEHAVIOUR IN THE PREMISES OF THE CORPORATION OR OUTSIDE
SUCH PREMISES WHERE SUCH BEHAVIOUS IS RELATED TO OR
CONNECTED WITH THE EMPLOYMENT.
13. GAMBLING WITHIN THE PREMISES OF THE ESTABLISHMENT.
14. SMOKING WITHIN THE PREMISES OF THE ESTABLISHMENT, OR USING
NAKED LIGHTS, WHERE IT IS PROHIBITED.
15. COLLECTION WITHOUT THE PERMISSION OF THE COMPETENT
AUTHORITY OF ANY MONEY WITHIN THE PREMISES OF THE
CORPORATION EXCEPT AS SANCTIONED BY ANY LAW OF THE LAND
FOR THE TIME BEING IN FORCE OR RULES OF THE CORPORATION.

MISCONDUCT :
16. SLEEPING WHILE ON DUTY UNDER ANY PRETEXT, WHATSOEVER.
17. COMMISSION OF ANY ACT WHICH AMOUNTS TO A CRIMINAL
OFFENCE INVOLVING MORAL TURPITUDE.
18. ABSENCE FROM THE EMPLOYEES APPOINTED PLACE OF WORK
WITHOUT PERMISSION OR SUFFICIENT CAUSE.
19. PURCHASING PROPERTIES, MACHINERY, STORES, ETC. FROM OR
SELLING PROPERTIES, MACHINERY, STORES, ETC. TO THE
CORPORATION WITHOUT EXPRESS PERMISSION IN WRITING FROM
THE COMPETENT AUTHORITY.
20. ENGAGING IN ANY TRADE OR BUSINESS
PERMISSION OF THE COMPETENT AUTHORITY.

WITHOUT

TAKING

21. CANVASSING IN SUPPORT OF THE BUSINESS OR INSURANCE

AGENCY, COMMISSION AGENCY, ETC. OWNED OR MANAGED BY HIS
SPOUSE OR ANY OTHER MEMBER OF HIS FAMILY.

MISCONDUCT :
22. PUBLICATION OF ANY ARTICLE, JOURNAL PAPER OR BOOK ON ANY
SUBJECT PREJUDICIAL TO THE CORPORATION OR CONNECTED WITH
ANY WORK OF THE CORPORATION WITHOUT THE PRIOR PERMISSION
OF THE COMPETENT AUTHORITY.
23. DISCLOSING TO ANY UNAUTHORIZED PERSON OR PERSONS ANY
INFORMATION IN REGARD TO THE WORKING OR PROCESS OF THE
CORPORATION WHICH COMES INTO THE POSSESSION OF THE
EMPLOYEE DURING THE COURSE OF HIS WORK.
24. SPREADING FALSE RUMOURS OR GIVING FALSE INFORMATION
WHICH TENDS TO BRING INTO DISREPUTE THE CORPORATION OR ITS
EMPLOYEES OR SPREADING PANIC AMONG THEM.
25. LEVELLING MALICIOUS OR FALSE ALLEGATIONS.

MISCONDUCT :
26. OCCUPYING OR TAKING POSSESSION IN AN UNAUTHORIZED
MANNER OR REFUSAL TO VACATE OR DELIVER POSSESSION OF
CORPORATIONS QUARTERS OR ANY OF ITS PREMISES, OWNED OR
HIRED, WHEN REQUIRED TO DO SO BY CORPORATION.
27. REFUSAL TO ACCEPT A CHARGE SHEET OR ORDER OR ANY OTHER
COMMUNICATION FROM THE MANAGEMENT.
28. STRIKING WORK ALONE OR IN COMBINATION WITH OTHER
EMPLOYEES, OR INCITING THEM TO STRIKE WORK IN
CONTRAVENTION OF THE PROVISIONS OF ANY LAW OR RULES
HAVING THE FORCE OF LAW.
29. COMMISSION OF ANY ACT SUBVERSIVE OF DISCIPLINE OR OF GOOD
BEHAVIOUR.
30. ABETMENT OF OR ATTEMPT AT ABETMENT OF ANY ACT WHICH
AMOUNTS TO MISCONDUCT.

ABSENCE FROM DUTY :

IF AN EMPLOYEE STAYS ON LEAVEBEYOND 21 DAYS, WITHOUT PRIOR

PERMISSION, HE LOSES HIS LIEN.

ACCEPTANCE OF AWARD :

NO EMPLOYEE CAN RECEIVE AWARD WITHOUT TAKING PRIOR APPROVAL

OF THE COMPETENT AUTHORITY.

PATENT FOR INVENTIONS MADE :

FOR ANY KIND OF PATENT FOR INVENTION MADE, AN EMPLOYEE HAS TO

TAKE PRIOR PERMISSION OF THE COMPETENT AUTHORITY.

FORWARDING OF APPLICATION :

NO EMPLOYEE CAN FORWARD HIS APPLICATION DIRECTLY, APPROVAL IS

REQUIRED.
NO EMPLOYEE SHALL FORWARD APPLICATION FOR FELLOWSHIP,
SCHOLARSHIP, UNITLL THE SAME IS SPONSORED BY THE CORPORATION
AND HE IS PERMITTED.

EMPLOYMENT OF NEAR RELATIVES OF EMPLOYEES OF

CORPORATION IN ANY COMPANY OR FIRM ENJOYING
PATRONAGE OF THE CORPORATION

TAKING PART IN POLITICS AND ELECTIONS

NO EMPLOYEE SHALL BE AN OFFICE BEARER OF A POLITICAL PARTY

OR AN ORGANIZATION, WHICH TAKES PART IN POLITICS.

NO EMPLOYEE SHALL TAKE PART IN OR ASSIST IN ANY MANNER IN

ANY MOVEMENT / AGITATION OR DEMONSTRATION OF POLITICAL
NATURE.

NO EMPLOYEE SHALL CONTEST IN ANY ELECTIONS.

NO EMPLOYEE SHALL CANVAS IN OR USE HIS INFLUENCE IN

CONNECTION WITH, ANY ELECTION, ANY LEGISLATURE OR LOCAL
AUTHORITIES.

NO EMPLOYEE OF THE CORPORATION SHALL ENGAGE HIMSELF OR

PARTICIPATE IN ANY DEMONSTRATION, WHICH INVOLVES INCITEMENT
OF AN OFFENCE.

CONNECTION WITH PRESS, RADIO OR TELEVISION

NO EMPLOYEE SHALL PARTICIPATE IN RADIO, TV, BROADCAST, OR

CONTRIBUTE ANY ARTICLE OR WRITE ANY LETTER IN HIS OWN NAME
OR ANONYMOUSLY, OR IN THE NAME OF ANY OTHER PERSON TO ANY
NEWSPAPER OR PERIODICALS, WITHOUT APPROVAL OF COMPETENT
AUTHORITY.
PROVIDED THAT NO SUCH SANCTION SHALL BE REQUIRED IF SUCH
BROADCAST OR SUCH CONTRIBUTION IS PURELY, LITERARY
ARTISTIC OR SCIENTIFIC CHARACTER.

CRITICISM OF GOVT. AND THE CORPORATION

NO EMPLOYEE SHALL CRITICIZE THE CORPORATION OR THE GOVT.

GIFTS :

NO EMPLOYEE SHALL ACCEPT OR PERMIT ANY MEMBER OF HIS

FAMILY OR ANY OTHER PERSON ACTING ON HIS BEHALF TO ACCEPT
ANY GIFT.

DOWRY

NO EMPLOYEE SHALL GIVE OR TAKE OR ABATE GIVING OR TAKING

OF DOWRY OR DEMAND, DIRECTLY OR INDIRECTLY FROM THE
PARENTS OR GUARDIANS OF BRIDEGROOM, AS THE CASE MAY BE.

PRIVATE TRADE OR EMPLOYMENT

NO EMPLOYEE CAN ENGAGE IN PRIVATE TRADE OR EMPLOYMENT,

WITHOUT APPROVAL OF COMPETENT AUTHORITY.

MOVABLE, IMMOVABLE AND VALUABLE PROPERTY

NO EMPLOYEE SHALL EXCEPT WITH THE PREVIOUS KNOWLEDGE OF

THE COMPETENT AUTHORITY ACQUIRE OR DISPOSE OF ANY
IMMOVABLE PROPERTY BY LEASE, MORTGAGE, PURCHASE, SALE,
GIFT OR OTHERWISE, EITHER IN HIS OWN NAME OR IN THE NAME OF
ANY MEMBER OF HIS FAMILY.

NO EMPLOYEE SHALL EXCEPT WITH THE PREVIOUS SANCTION OF

THE COMPETENT AUTHORITY, ENTER INTO ANY TRANSACTION
CONCERNING ANY IMMOVABLE OR MOVABLE PROPERTY WITH
PERSON OR A FIRM HAVING OFFICIAL DEALINGS WITH THE
EMPLOYEE OR HIS SUBORDINATE.

EVERY EMPLOYEE SHALL REPORT TO THE COMPETENT AUTHORITY

EVERY TRANSACTION CONCERNING MOVABLE PROPERTY OWNED
OR HELD BY HIM IN HIS OWN NAME OR IN THE NAME OF A MEMBER
OF HIS FAMILY, IF THE VALUE OF SUCH PROPERTY EXCEEDS RS.
TWO MONTHS BASIC PAY.

MOVABLE PROPERTY MEANS :

JEWELLERY, INSURANCE POLICIES, THE ANNUAL PREMIA OF WHICH
EXCEEDS TWO MONTHS BASIC PAY OR ONE SIXTH OF THE TOTAL
ANNUAL EMOLUMENTS RECEIVED FROM THE CORPORATION,
WHICHEVER IS LESS, SHARES, SECURITIES AND DEBENTURES.
ALL LOANS, WHETHER SECURED OR NOT, ADVANCES OR TAKEN BY
THE EMPLOYEES.
MOTOR CARS, MOTOR CYCLES, HORSES OR ANY OTHER MEANS OF
CONVEYANCE AND REFRIGERATORS.
RADIOS, RADIOGRAMS AND TELEVISION SETS.

EVERY EMPLOYEE SHALL, ON FIRST APPOINTMENT IN THE

CORPORATION AND THEREAFTER AT SUCH INTERVALS AS MAY BE
SPECIFIED BY THE CORPORATION, SUBMIT A RETURN OF ASSETS
AND LIABILITIES IN SUCH FORM AS MAY BE PRESCRIBED GIVING
PARTICULARS REGARDING :
o THE IMMOVABLE PROPERTY INHERITED BY HIM, OR OWNED OR ACQUIRED
BY HIM, OR HELD BY HIM, OR HELD BY HIM ON LEASE OR MORTGAGE,
EITHER IN HIS OWN NAME OR IN THE NAME OF ANY MEMBER OF HIS
FAMILY OR IN THE NAME OF ANY OTHER PERSON.

o SHARES, DEBENTURES, AND CASH INCLUDING BANK DEPOSITS

INHERITED BY HIM OR SIMILARLY, OWNED, ACQUIRED OR HELD BY HIM.
o OTHER MOVABLE PROPERTY INHERITED BY HIM OR SIMILARLY OWNED,
ACQUIRED OR HELD BY HIM IF THE VALUE OF SUCH PROPERTY EXCEEDS
TWO MONTHS BASIC PAY.
o DEBTS AND OTHER LIABILITIES INCURRED BY HIM DIRECTLY OR
INDIRECLY.

INTOXICATION
SUSPENSION
AN EMPLOYEE DETAINED IN POLICE CUSTODY FOR MORE THAN 48
HOURS WILL BE SUSPENDED.

o SUBSISTENCE ALLOWANCE :
o IF SUSPENDED, SUBSISTENCE ALLOWANCE WILL BE AT THE
RATE OF 50% OF THE SALARY.
75%
: IF ATTRIBUTED BY DELAY ON THE
PART OF MANAGEMENT
25%

: IF ATTRIBUTED BY DELAY ON
THE PART OF EMPLOYEE
o PENALTIES : MINOR PENALTIES :
1)
CENSURE
2)
RECOVERY FROM PAY OR SUCH OTHER AMOUNT
AS MAY BE DUE TO HIM OF THE WHOLE OR PART OF
ANY PECUNIARY LOSS CAUSED TO THE CORPN. BY
NEGLIGENCE OR BREACH OF ORDERS.

o MAJOR PENALTIES :
3)
WITHHOLDING OF INCREMENTS OF PAY WITH OR
WITHOUT CUMULATIVE EFFECT.
4)
WITHHOLDING OF PROMOTION
5)
REDUCTION TO A LOWER GRADE OR POST, OR TO A
LOWER STAGE IN A TIME SCALE.
6)
REMOVAL FROM SERVICE
7)
DISMISSAL.
o APPEAL
WITHIN 60 DAYS.

COMPETENT AUTHORITY

Standing Orders of Barauni Refinery

MISCONDUCT
1.

WILLFUL INSUBORDINATION OR DISOBEDIENCE, WHETHER ALONE

OR IN COMBINATION WITH ANOTHER OR OTHERS, OF ANY LAWFUL
AND REASONABLE ORDER OF A SUPERIOR.
(a)

REFUSAL TO ACCEPT A CHARGESHEET OR ORDER OR ANY

OTHER COMMUNICATION FROM THE MANAGEMENT &

(b)

BREACH OF A STANDING ORDER OR ANY LAW APPLICABLE

TO THE REFINERY OR ANY RULES MADE THEREUNDER
ALSO SHALL BE CONSIDERED AS INSUBORDINATION.

2.

STRIKING WORK ALONE OR IN COMBINATION WITH OTHER

EMPLOYEES OR INCITING THEM TO STRIKE WORK IN
CONTRAVENTION OF THE PROVISIONS OF ANY LAW OR RULES
HAVING THE FORCE OF LAW.

3.

SLOWING DOWN WORK ALONE OR IN COMBINATION WITH OTHER

EMPLOYEES OR INCITING OTHERS TO SLOW DOWN WORK.

4.

THEFT, FRAUD OR DISHONESTY IN CONNECTION WITH

COMPANYS BUSINESS OR PROPERTY

THE

UNAUTHORIZED COLLECTION OF MONEY WITHIN THE REFINERY

PREMISES.

6.

TAKING, GIVING OR DEMANDING BRIBES OR ANY ILLEGAL

GRATIFICATION WHATSOEVER

7.

ARRIVING ON DUTY OR BEING DURING DUTY UNDER INFLUENCE

OF ALCOHOL, DRUNKENNESS OR DISORDERLY BEHAVIOUR
WITHIN THE REFINERY AREA OR ANY ACT SUBVERSIVE OF
DISCIPLINE.

8.

ENGAGING IN ANY TRADE OR BUSINESS OTHER THAN IN

CONNECTION WITH THE COMPANYS WORK WHETHER INSIDE
OR OUTSIDE THE REFINERY AREA, WITHOUT TAKING
PREVIOUS PERMISSION OF THE GENERAL MANAGER.

9.

OCCUPYING OR TAKING POSSESSION IN AN UNAUTHORIZED

MANNER OR REFUSAL TO VACATE DELIVER POSSESSION OF
COMPANYS QUARTERS OR ANY OF ITS PREMISES THEREOF
WHEN REQUIRED TO DO SO BY THE COMPANY, IN A LAWFUL
MANNER.

10.

DISREGARDING SAFETY RULES AND DIRECTIONS OR

INTERFERENCE WITH ANY OF THE SAFETY DEVICES OR
POSTERS, ETC. OR SMOKING OR USING NAKED LIGHT AT
PROHIBITED PLACES.

11.

ENTERING OR LEAVING THE PREMISES THROUGH ANY

UNAUTHORIZED GATE OR PASSAGE.

12.

DISTRIBUTION AND EXHIBITION OF HAND BILLS POSTERS ETC.

PREJUDICIAL TO THE COMPANY IN THE REFINERY PREMISES.

13.

DISREGARDING INSTRUCTIONS FOR THE MAINTENANCE OF

CLEANLINESS OF THE PREMISES, OR COMMITTING NUISANCE ON
THE PREMISES OR ANY ACT PREJUDICIAL TO HEALTH AND
CLEANLINESS.

14.

SLEEPING WHILE ON DUTY UNDER ANY PRETEXT WHATSOEVER.

15.
PUBLICATION OF ANY ARTICLE, JOURNAL, PAPER OR BOOK ON
ANY SUBJECT PREJUDICIAL TO THE COMPANY.
16.

DISCLOSING TO ANY UNAUTHORIZED PERSON OR PERSONS ANY

INFORMATION IN REGARD TO THE WORKING OR PROCESS OF THE
REFINERY WHICH COMES INTO THE POSSESSION OF EMPLOYEE
DURING THE COURSE OF HIS WORK.

17.

HABITUAL ABSENCE WITHOUT LEAVE OR ABSENCE WITHOUT

LEAVE FOR MORE THAN 8 CONSECUTIVE DAYS.

18.

HOLDING MEETINGS WITHIN THE REFINERY PREMISES WITHOUT

OBTAINING THE PREVIOUS PERMISSION OF THE GENERAL
MANAGER.

19.

HABITUAL LATE ATTENDANCE OR LEAVING PLACE OF DUTY

BEFORE THE SCHEDULED TIME WITHOUT PRIOR PERMISSION.

20.
CONVICTION FOR A CRIMINAL OFFENCE OR A CRIMINAL
OFFENCE INVOLVING MORAL TURPITUDE.
21.

GIVING FALSE INFORMATION REGARDING PARTICULARS

REQUIRED TO BE GIVEN AT THE TIME OF APPOINTMENT OR
DURING SERVICE.

22.

CAUSING DAMAGE TO WORK IN PROGRESS OR TO ANY

PROPERTY OF THE COMPANY EITHER WILLFULLY OR THROUGH
NEGLIGENCE.
23.

NEGLIGENCE IN THE DISCHARGE OF DUTIES.

24.

SPREADING FALSE RUMORS OR GIVING FALSE INFORMATION

WHICH TENDS TO BRING INTO DISREPUTE THE COMPANY OR ITS
EMPLOYEES OR SPREADING PANIC AMONG THEM.

25.

THREATENING OR INTIMIDATING, MOLESTING OR ASSAULTING

ANY EMPLOYEE OR OFFICER OF THE COMPANY WITHIN THE
REFINERY PREMISES AND ANY SUCH ACT OUTSIDE THE
PREMISES OF THE REFINERY IF IT DIRECTLY AFFECTS THE
DISCIPLINE OF THE REFINERY.

26.

FAILURE TO ATTEND WORK ON OVERTIME OR ON A HOLIDAY

WHEN REQUIRED TO DO SO UNLESS THE REASON FOR SUCH
NON ATTENDANCE IS EXPLAINED TO THE SATISFACTION OF
THE GENERAL MANAGER OR ANY OTHER OFFICER
AUTHORIZED BY HIM.

27.
UNAUTHORIZED POSSESSION OF ANY LETHAL WEAPON
WITHIN THE PREMISES OF THE ESTABLISHMENT.
28.

GAMBLING WITHIN THE PREMISES OF THE REFINERY.

29.

LOITERING OR BEING ON THE PREMISES OF THE

ESTABLISHMENT AFTER AUTHORIZED HOURS OF WORK
WITHOUT PERMISSION.

30.

KNOWINGLY INTERFERING WITH ANY ATTENDANCE RECORDS

OR MEANS OF RECORDING ATTENDANCE OF HIMSELF OR OF
ANY OTHER EMPLOYEE.

31.

WILLFUL FALSIFICATION DEFACEMENT OR DESTRUCTION OF

PERSONAL RECORDS OR ANY RECORDS OF THE COMPANY.

32.

HABITUAL BREACH OF ANY STANDING ORDER OR OF ANY

LAW APPLICABLE TO THE ESTABLISHMENT OR ANY RULES
MADE THEREUNDER.

33. FAILURE TO OBSERVE DULY NOTIFIED COMPANYS REGULATION

FOR THE PREVENTION OF FIRE.
34. .

MAKING FALSE OR MALICIOUS STATEMENTS, PUBLIC OR

OTHERWISE AGAINST THE COMPANY OR ANY EMPLOYEE OF THE
COMPANY UNLESS THE EMPLOYEE CAN PROVE TO THE
SATISFACTION OF THE GENERAL MANAGER THAT THE
STATEMENTS WERE MADE IN GOOD FAITH.

35. AIDING, ABETTING AND ANY ATTEMPT AT ANY OF THE ABOVE ACTS
OF MISCONDUCT.

PENALTIES FOR MISCONDUCT :

THE FOLLOWING PENALTIES MAY BE IMPOSED ON ANY EMPLOYEE

WHO IS FOUND GUILTY OF MISCONDUCT, OR FOR OTHER GOOD AND
SUFFICIENT REASONS :
-

FINE (SUBJECT TO THE PROVISIONS OF THE PAYMENT OF

WAGES ACT, 1936).

RECOVERY FROM PAY FOR THE WHOLE OR PART OR ANY

PECUNIARY LOSS CAUSED TO THE REFINERY.

REDUCTION TO LOWER SERVICE, GRADE OR POST,

WITHHOLDING OF INCREMENT(SUBJECT TO PAYMENT OF
WAGES ACT, 1936)

SUSPENSION FOR A PERIOD UPTO 4 DAYS.

DISMISSAL WITHOUT NOTICE

THE FOLLOWING SHALL NOT AMOUNT TO PENALTY:

-

A WARNING - ORAL OR WRITTEN

REVERSION TO LOWER SERVICE/GRADE/POST OF AN

EMPLOYEE OFFICIATING IN A HIGHER SERVICE/GRADE/POST
ON THE GROUND THAT HE IS CONSIDERED AFTER TRIAL TO BE
UNSUITABLE FOR SUCH HIGHER SERVICE/GRADE/POST.

REVERSION TO THE PARENT DEPARTMENT OF AN EMPLOYEE

APPOINTED ON DEPUTATION OR ON FOREIGN SERVICE
DEPUTATION TERMS TO ANY POST IN THE COMPANY.

TERMINATION OF SERVICE OF AN EMPLOYEE :

ON MEDICAL GROUND

ON ACCOUNT OF RETRENCHMENT

DURING OR AT THE END OF THE PERIOD OR HIS

PROBATION.

EMPLOYED ON TEMPORARY BASIS

SUSPENSION

SUBSISTENCE ALLOWANCE :
IF SUSPENDED SUBSISTENCE ALLOWANCE WILL BE AT THE
RATE OF 50% OF THE SALARY.
75%

IF ATTRIBUTED BY DELAY ON THE

PART OF MANAGEMENT

25%

IF ATTRIBUTED BY DELAY ON
THE PART OF EMPLOYEE

APPEAL :

TO BE MADE WITHIN 15 DAYS

Have a wonderful stay

at IOCLBR