Welfare Policies of Indian Oil Corporation - Report

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Summer Internship Report
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A STUDY ON THE WELFARE POLICIES OF INDIAN OIL CORPORATION LTD.
By
ERA SALUJA A010230120 MBA Class of 2012
Under the Supervision of Ms. Parul Yadav Faculty Department of HR Amity Business School
In Partial Fulfillment of Award of Master of Business Administration
AMITY BUSINESS SCHOOL AMITY UNIVERSITY UTTAR PRADESH SECTOR 125, NOIDA 201303, UTTAR PRADESH, INDIA 2010
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AMITY UNIVERSITY UTTAR PRADESH AMITY BUSINESS SCHOOL
DECLARATION
I, Era saluja student of Masters of Business Administration from Amity Business School, Amity University Uttar Pradesh hereby declare that I have completed Summer Internship on A STUDY ON THE WELFARE POLICIES OF THE ORGANIZATION , ITS AWARENESS AMOUNG THE EMPLOYEES AND COMPARING THEM WITH THE GOVERNMENT GUIDELINES. as part of the course requirement.
I further declare that the information presented in this project is true and original to the best of my knowledge.
Date : 14/07/11 Enrollment No. : A0102310120
ERA SALUJA
MBA Class of 2012
Place : Noida
AMITY UNIVERSITY UTTAR PRADESH AMITY BUSINESS SCHOOL
CERTIFICATE
ACKNOWLEDGEMENT
Project work is never the accomplishment of one individual; rather it is an amalgamation of efforts, ideas and co-operation of a number of individuals. It is my proud privilege to acknowledge with deep sense of gratitude the invaluable help, kind patronage and able guidance given to all those who helped me in successfully completing the project. I express my thanks to IOCL for giving me an opportunity of working on the assignment and for extending all the possible support. . I take this opportunity to express my gratitude to all of them. First and foremost, I would like to thank my Faculty Guide, Ms. Parul Yadav for the valuable guidance and advice. She gave me some examples and also asked me to work on certain key areas which widened the scope of my project. I express my profound gratitude to my company guide Mr. Vishal (Deputy Manager, H.R.) for his prudent counsel, meticulous supervision, ardent personal interest, sustained encouragement and affection have been of immeasurable help all along. He gave me an opportunity to work on ER, which is one of the most important as well as crucial department of IOCL. I am grateful to Mr. Subash Dua and Mrs. Gita for their indispensable help during the course of the project. I also express my heartfelt thanks to the staff of the HUMAN RESOURCE DEPARTMENT OF IOCL, Yusuf Sarai, New Delhi for their support and co-orperation. Last but never the least, I thank my family members and friends for their unconditional support and encouragement.
EXECUTIVE SUMMARY
The productivity of any organization depend on its employees so its organization responsibility to ensure that its employee are happy and satisfied .It is up to the firm to take steps to benefit employees. If employees do not believe that their organization values them and adopts benefits for them, such as employee welfare programs, they will not be as invested in their jobs as they might be. They will find a place to work where they can feel committed and happy with their jobs and receive a satisfactory level of benefits. So today every organization frames a set of welfare policies for its employees. Welfare of employees in general can be defined as Employee or labour welfare is comprehensive term including various comprehensive term including various services, benefits and facilities offered to services, benefits and facilities offered to employee by the employer. IOCL being Indias largest commercial enterprise with total workforce of 34,158 has a major obligation in this aspect and being a public sector enterprise the basic guidelines concerning welfare are set by the government . This project would help us to understand the welfare policy and to know how much aware the employees are. Indian oil employee welfare measures have been recognized as among one of the best in the public sector. As a caring organization it also provides for exciting opportunities to employees. Employees find job security followed by the perks and benefits offered by the organization as the most attractive attributes of IOCL.This information can be used to acquire and retain the best talent. The study has been performed by interacting directly with the various employees at IOC. For this purpose primary and secondary data has been used .Questionnaires have been filled directly by the respondents. The study of the welfare measures and benefits would help in knowing the corrective measure that need to be taken in order to avoid problem.

CONTENTS DECLARATION CERTIFICATE FROM INDUSTRY GUIDE CERTIFICATE FROM FACULTY GUIDE ACKNOWLEDGEMENT EXECUTIVE SUMMARY
S.No.
Chapter Name
Page No.
1. INTRODUCTION BACKGROUND RATIONALE OF RESEARCH RESEARCH OBJECTIVES COMPANY PROFILE 2. LITERATURE REVIEW 3. RESEARCH METHODOLOGY 4. DATA INTERPRETATION AND ANALYSIS SECONDARY RESEARCH(STUDY OF WELFARE POLICIES OF IOCL) PRIMARY RESEARCH(STUDY THE AWARENESS LEVEL OF EMPLOYEESABOUT VARIOUS WELFARE POLICIES OF EMPLOYEES)

5. CONCLUSION 6. SUGGESTIONS 7. LEARNINGS AND PERSONAL EXPERIENCES 8. REFERENCES 9. ANNEXURES

CHAPTER 1 : INTRODUCTION
1.1 BACKGROUND OF THE STUDY-WELFARE OF THE EMPLOYEES Employee welfare means the efforts to make life worth living for workmen. According to Todd employee welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry. The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or activities of an organization, they need to ensure the welfare of its employees. Its important to keep their morale high. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. Labor welfare has the following objectives: 1. To provide better life and health to the workmens/officers 2.To make the workmens/employees happy and satisfied 3. To relieve workmens from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers . 4. It helps to improve. 5. It improves the loyalty and morale of the employees. 6. It reduces labor turnover and absenteeism. 7. Welfare measures help to improve the goodwill and public image of the enterprise. 8. It helps to improve industrial relations and industrial peace. 9. It helps to improve employee productivity

The employee welfare schemes can be classified into two categories viz. statutory and nonstatutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Ayct 1962. The non statutory schemes differ from organization to organization and from industry to industry.
Statutory-welfare-schemes The statutory welfare schemes include the following provisions: 1. Drinking Water: At all the working places safe hygienic drinking water should be
provided. 2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided. 3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the needed employee. 4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean condition. 5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees. 6. Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition. 7. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts. 8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places. 9. Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.
Non-statutory-schemes Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up 2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs 3. Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines Maternity & Adoption Leave Employees can avail maternity or adoption leaves.
are provided for proper action and also for protecting the aggrieved employee. 5.
Paternity leave policies have also been introduced by various companies. 6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. 7.Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.
1.2 - RATIONALE OF RESEARCH
1.4- COMPANY PROFILE
This chapter deals with the profile of the company mentioning the sector to which the organization belongs, the basket of products offered, flagship brands, Refineries, competitors, group companies and joint ventures, the major business units, the vision and mission, core values and retail market share of the company.
OVERVIEW OF THE OIL INDUSTRY, INDIA After the Indian Independence, the Oil Industry in India was a very small one in size and Oil was produced mainly from Assam and the total amount of Oil production was not more than 250,000 tonnes per year .
This small amount of production made the oil experts from different countries predict the future of the oil industry as a dull one and also doubted India's ability to search for new oil reserves. But the Government of India declared the Oil industry in India as the core sector industry under the Industrial Policy Resolution bill in the year 1954, which helped the Oil Industry in India vastly.
Oil exploration and production in India is done by companies like NOC or National Oil Corporation, ONGC or Oil and Natural Gas Corporation and OIL who are actually the oil companies in India that are owned by the government under the Industrial Policy Rule. The National Oil Corporation during the 1970s used to produce and supply more than 70 percent of the domestic need for the petroleum but by the end of this amount dropped to near about 35 percent. This was because the demand on the one hand was increasing at a good rate and the production was declining at a steady rate.
Oil Industry in India during the year 2004-2005 fulfilled most of demand through importing oil from multiple oil producing countries. The Oil Industry in India itself produced nearly 35 million metric tons of Oil from the year 2001 to 2005. The Import that is done by the Oil Industry in India comes mostly from the Middle East Asia.

The Oil that is produced by the Oil Industry in India provides more than 35 percent of the energy that is primarily consumed by the people of India. This amount is expected to grow further with both economic and overall growth in terms of production as well as percentage. The demand for oil is predicted to go higher and higher with every passing decade and is expected to reach an amount of nearly 250 million metric ton by the year 2024. Some of the major companies in the Oil Industry in India are:

Oil India Ltd. Reliance industries Bharat Petroleum Corporation Limited Hindustan Petroleum
Indian Oil Corporation Limited, or Indian Oil, an Indian state-owned oil and gas company headquartered at Mumbai, Indian. It is Indias largest commercial enterprise, ranking 125th on the Fortune Global 500 list in 2010. Indian Oil began operation in 1964 as Indian Oil Company Ltd. The Indian Oil Corporation was formed in 1964, with the merger of Indian Refineries Ltd. Feroz Gandhi was the first chairman of Indian Oil Corporation Limited.
PRODUCTS Indian Oils product range covers petrol, diesel, LPG, auto LPG, aviation turbine fuel, lubricants, naphtha, bitumen, paraffin, kerosene etc. Extra Premium petrol, Extra Mile diesel, Servo lubricants, Indane LPG, Auto gas LPG, Indian Oil Aviation are some of its prominent brands. Recently Indian Oil has also introduced a new business line of supplying LNG (liquefied natural gas) by cryogenic transportation. This is called "LNG at Doorstep". LNG headquarters are located at the Scope Complex, Lodi Road, Delhi.
FLAGSHIP BRANDS

Servo Indias largest selling lubricant brand is the SERVO, which has one of the largest ranges of automotive and industrial lubricants. With over 42%market share and 450 grades are sold through 8,000 retail outlets, SERVO becomes the leading brand of the country.
Indane Indian Oil Corporation provides Indane brand of cooking gas to the doorsteps over 36 million houses in over 2,000 markets through the countrys largest network of more than 4,000 distributors. It has 82 LPG plants and about 3,380 thousand tones of LPG are bottled.
Premium fuels At present IOCL sells Xtrapremium to the consumers all over India through more than 800 outlets. In contrast with other branded fuels available in the market, which have been formed by blending the additives with normal petrol, Xtrapremium has been produced with higher octane index at the refinery end by using superior technology.
Aviation services With 68% market share, Indian Oils ISO 9002 certified service, meets the fuel and lubricants needs of domestic and international flag carriers, defence services and private operators.
Autogas Auto gas (LPG) has been introduced in Hyderabad, Bangalore and Mumbai markets. This alternative fuel is a good business proposition in the long term, and Indian Oil tends to further expand its marketing in a big way.
REFINERIES
Digboi Refinery, in Upper Assam, is India's oldest refinery and was commissioned in
1901. Originally a part of Assam Oil Company, it became part of IndianOil in 1981.
Guwahati Refinery, the first public sector refinery of the country, was built with
Romanian collaboration and was inaugurated by Late Pt. Jawaharlal Nehru, the first Prime Minister of India, on 1 January 1962.

Barauni Refinery, in Bihar, was built in collaboration with Russia and Romania. Gujarat Refinery, at Koyali in Gujarat in Western India, is IndianOils largest refinery.
The refinery was commissioned in 1965. It also houses the first hydrocracking unit of the country. Its present capacity is 13.70 MMTPA.
Haldia Refinery is the only coastal refinery of the Corporation, situated 136 km
downstream of Kolkata in the PurbaMedinipur (East Midnapore) district. It was commissioned in 1975 with a capacity of 2.5 MMTPA, which has since been increased to 5.8 MMTPA
Mathura Refinery was commissioned in 1982 as the sixth refinery in the fold of
IndianOil and with an original capacity of 6.0 MMTPA. Located strategically between the historic cities of Delhi and Agra, the capacity of Mathura refinery was increased to 7.5 MMTPA.
Panipat Refinery is the seventh refinery of IndianOil. The original refinery with 6
MMTPA capacity was built and commissioned in 1998. Panipat Refinery has doubled its refining capacity from 6 MMT/yr to 12 MMTPA with the commissioning of its Expansion Project.
GROUP COMPANIES AND JOINT VENTURES
IndianOil Technologies Ltd :IndianOil Technologies Ltd. is the marketing arm of IOCL
which markets the entire range of technologies developed at the IndianOil R&D Centre, Faridabad. IndianOil Technologies Ltd. headquarters is located at the IndianOil R&D Centre.

IndianOil (Mauritius) Ltd. Lanka IOC PLC - Group company for retail and storage operations in Sri Lanka. It is
listed in the Colombo Stock Exchange. It was locked into a bitter subsidy payment dispute with Sri Lanka's Government which has since been resolved.

IOC Middle East FZE Chennai Petroleum Corporation Limited Bongaigoan Refinery and Petrochemicals Ltd. Green Gas Ltd. - a joint venture with Gas Authority of India Ltd. for city-wide gas
distribution networks.
Indo Cat Pvt. Ltd., with Intercat,USA, for manufacturing 15,000 tonnes per annum of
FCC (fluidised catalytic cracking) catalysts & additives in India.
Indian Oil - CREDA Biofuels Ltd. , a joint venture with Chattisgarh government for
production and marketing of Bio-fuels.
Numerous exploration and production ventures with Oil India Ltd., Oil and
Natural Gas Corporation
Other joint ventures are Avi-Oil India Pvt. Ltd. Green Gas Ltd. Indo Cat Pvt. Limited. IOT Infrastructure and Energy Services Ltd. Indian Oil Petronas Private Ltd. Lubrizol India Private Limited. Petronet LNG Limited. Petronet India Limited.
DIVISIONAL UNITS Indian Oil has five divisions. The divisional structure is as follows:
Marketing Refinery Pipelines R&D Assam Oil Division
IOCL: VISION AND MISSION CORPORATE VISION WITH VALUES: A major diversified, transnational,integrated energy company , with naional leadership and a strong environment conscience, playing a national role in oil security and public distribution.

Indianoil nurtures the core values of Care, Initiative, Passion& Trust across the organization in order to deliver value to its stakeholders. Vision of the corporation is well explained with the help of this diagram.
Care Stands for

Concern Empathy Understanding Co-operation Empowerment Innovation Stands for
Creativity

Ability to learn Flexibility Change
Passion Stands for

Commitment Dedication Pride Inspiration Ownership Zeal & Zest
Trust Stands for

Delivered promises Reliability Dependability Integrity Truthfulness Transparency CORPORATE MISSION

To achieve international standards of excellence in all aspects of energy and diversified business with focus on customer delight through value of product and services , and cost reduction. To maximize creation of wealth ,value and satisfaction for the stake holder. To provide technology and services through sustained research and development. To help enrich the quality of life of community and preserve ecological balance and heritage through a strong environment concise.
CHAPTER 3-IOCL WELFARE POLICIES
The corporation has different welfare policies for workmen and officers in few areas but most of them are same.
The similar ones areEDUCATION ALLOWANCES
The scheme applies to all regular employees including Government servants who
are on deputation to the Corporation.
A consolidated amount of `1000/- (upto Class X) and Rs.1100/- (beyond Class X) p.m. per eligible child pursuing studies in a recognised institution (i.e. School / College / Polytechnic, etc.) would be admissible upon certification by the officer concerned in respect of children actually pursuing studies regularly as required under the Scheme.
The Children Education Allowance is payable upto the age limit of 30 years, in respect of wholly dependent (unemployed) and unmarried children limited to two and payable in respect of children who are pursuing studies as full time students in a recognised school/college/institution.
This Allowance would not be admissible to those pursuing Ph.D studies and those who are pursuing part time/correspondence courses. The assistance shall be admissible to an employee while on duty or on leave or under suspension. It would, however, not be admissible during the period, which is treated as `dies non.
If both Husband & Wife are employed in IOC, the Assistance would be admissible only to one of them. If the Husband or Wife is employed outside IOC, the Assistance is admissible only if the other spouse is not availing the benefit from his/her employer and a declaration to that effect, is furnished by the employee. The number of children for whom the facilities can be availed at a time shall be limited to two, as under :
i) In case of employees who joined before 1.7.88, limited to any two children including where the 2nd issue is born as twins.
ii) In case of employees who joined on or after 1.7.88 : limited to oldest two children even in a situation where 2nd issue is twins.
Mentally / physically challenged children who are studying in an unrecognized special school will also be covered under the Scheme for CEA. The allowance in these cases would be applicable to the category for class uptoXth. C.E.A will be allowed to a physically challenged child of an employee who is pursuing higher education through part time / correspondence courses from any recognized school / college.
In such cases the employees claim for CEA has to be supported by certificate from Medical Supt. Or CMO of Govt. Hospital, that the child is mentally/physically challenged and needs assistance of special school / centers for his / her development.
Hostel Subsidy will be admissible @ ` 1500/- p.m. per child, irrespective of whether his/her child(ren) are pursuing a Professional or Non-Professional Course in a school/college/Institute and staying in a hostel which is at a location other than the place of posting of the employee.
Hostel Subsidy as per applicable rate shall be admissible in respect of a ward who is pursuing a Professional or Non-Professional Course at an outstation and has to reside in a private hired accommodation due to non-availability of a hostel facility of the Institution.
Hostel Subsidy shall be payable in respect of a child who is pursuing a professional course after passing out school (10+2) and avails hostel facility at the same station where the employee is posted or his family is allowed to be retained even though it may not be compulsory for the child to stay in the hostel.
Hostel subsidy would be allowed in the case of a child studying upto 10+2 stage / higher secondary / senior secondary stage, if the employee is obliged to keep the child in the hostel of a residential school, even if there is no transfer of the employee.
The employee in order to claim the hostel facility will be required to produce a certificate from the Head of the Institute certifying that the child is availing the hostel facility from the Institute or alternatively he should produce receipt of payment of hostel fee alongwith his reimbursement claims.

TRAVEL AND CONVEYANCE FACILITYTravel entitlement of all workmen under TA Rules is 2nd AC sleeper by Mail Train. However, actual travel by 2nd AC by Rajdhani Express would be admissible. (MOS dt. 29.7.2010) In case of officersGrade of Officer G, H & I D, E & F A, B & C Entitled Class of Travel 1st Class Business Class Economy Class
In international toursTA entitlement on CH 1st Class by Air Foreign Tour Directors Business Class/Club Class by Air GMs, EDs Business Class/Club Class by Air Others Economy Class by Air.
The rate of daily allowance on tour for officers is fixed in the following wayGrade Daily Allowance `A Class Other than A-Class (`) G, H & I E&F C&D A&B 1100 940 900 840 (`) 1000 900 840 800

Local conveyance- For journeys at halting places on official tour, the conveyance charges incurred are reimbursed, subject to the following limits:
Grade
A-Class (per day)
Others (per day) ` 200/-
A&B
` 250/-
C & above
` 300/-
` 250/-
Transport assistance- Transport Assistance shall be admissible as under to those officers who have not drawn Conveyance Advance nor are availing Conveyance reimbursement expenses or co. transport facility: Grade A B C D E F G & ABOVE Rate (` p/m) 1000 1200 1300 1700 1800 1900 2000
Running & maintenance expenses for car/scooter/motor cycle/ moped: Officers owning Car / Scooter / Motor Cycle / Moped will be reimbursed running and maintenance expenses incurred in connection with official duties as under : Four-wheeler:
Grade
Annual Mileage (kms)
Annual ceiling for a full F.Y. (in ` )
Revised ceiling (in `)

A B C D E F G 4500 7000 7100 8600 8800 10500 11000 39870 62020 62906 76196 77968 93030 97460 38074 59226 60072 72763 74455 88839 93069
Two-wheeler: Officers who maintain a two wheeler, their monthly entitlement on reimbursement of conveyance running & maintenance expenses shall be as under:
Mode
Monthly rate (in Rs`)
Scooter/M. Cycle Moped
1587 850
For workmenthe following are the conveyance and travel entitlementLocal conveyance-For journeys at halting places, on official tour, the conveyance charges incurred are reimbursed , subject to the following limits: BP Range Below ` 15440/A-Class ` 170/Others ` 140/-
` 15440/- & above
` 190/-
` 170/-

Running & maintenance expenses for scooter/motor cycle/moped ;Workmen owning scooter/motor cycle/moped will be reimbursed running and
maintaince expenses incurred in connection with official duties as under: Vehicle Grade I to V (` /p.m.) Grade VI (` /p.m.) Mileage Rate/` P km
Scooter/M Cycle Moped
1061
1184/-
2.93
577/-
647/-
1.57
Transport subsidy- Where Corporation transport is not being provided/ availed either partly or fully for attending the place of duty or reimbursement of running & maintenance expenses for Scooter/Motor Cycle/Moped is not availed, workmen shall be reimbursed expenses towards transport, as indicated below :
City
Transport Subsidy (`) p.m
Metro Others
715/500/-
LEAVE FACILITIES Different types of leaves are granted to the employees like-
Earned leaveEL will be credited at the rate of 8 days on completion of quarter ending March, June, September and December. There will be no bifurcation of EL into encashable and non-encashable portions. The full credit of 8 days shall be available for availing or encashment
Sick leaveLeave on Half Pay (HAPL) admissible to officers shall stand discontinued w.e.f. 1/1/2007 and thus, Sick Leave (SL) would henceforth be availed only on full pay basis. Sick Leave shall now be credited @ 5 days on full pay at the end of every 6 months. Special leave forserious sickness is provided ifa) If an officer is suffering from serious specified diseases, such as TB, Cancer, Leprosy,
Mental Disorder, Heart diseases, Brain diseases, Paralysis & Chronic Renal failure he/ she can be granted a special leave upto 1 year with full pay. b) The officer will first exhaust SL available to his credit in excess of such leave admissible for one year's service i.e. 10 days SL. c) This leave can be granted by Head of the Region / GM(HR), HO. d) The officer will not earn EL during the period of Special Leave. Maternity leave A female employee shall be entitled to maternity leave for a period of 135 days (for the first two children) from the date she desires to proceed on such leave or from the date of actual confinement, whichever is earlier. For subsequent occasions of maternity, leave would be admissible to her only for a period upto 3 months. The leave application must be supported by a certificate from a registered medical practitioner or the Corporation's Medical Officer, as the case may be. Maternity leave for a period not exceeding 6 weeks may also be granted in case of miscarriage or abortion, provided the application for leave is supported by the discharge summary from the hospital and a certificate from the registered medical practitioner or the Corporation's Medical Officer, as the case may be. Even in cases where the employee concerned is unmarried, the Maternity Leave can be granted provided such an employee has given birth to a child.

Study leaveUpto 3 years, without pay, during the entire service, provided the officer has put in 5 years continuous service. Trainees/ Probationers are not entitled. Director(M) is empowered to sanction the study leave. . Disability leave a) This leave is granted to an officer who is disabled by injury unintentionally inflicted or caused in or in consequence of the due performance of his official duties or in consequence of his official position. b) Upto 120 days (with full pay) can be granted by GM(RS) of the Region and beyond 120 days and upto 365 days by Dir (M). c) The officer will not earn EL during the period of disability leave. Various other kinds of leaves provided are . MEDICAL FACILITIES o Employees and their dependents residing with them under the same roof are entitled to receive medical attendance from an Authorised Medical Attendant, as defined under the Medical Rules, either under Allopathic or Homoeopathic System. The expenditure incurred by an employee/ dependent in obtaining medical attendance under these rules in India will be reimbursed by the Corporation, subject to certain provisions as indicated in the Medical Rules. In case of hospitalisation of the employee or his dependent family members, if an employee makes a request for an advance to meet the emergency expenses, an amount of 10,000- to Officers & 7,000- to workmen is given as Medical Advance w.e.f. o Some reputed hospitals / nursing homes have been nominated at 4 Metro cities, State Capitals etc. where the employees and their dependent can have both outdoor and indoor Child adoption leave . childcare leave. casual leave

treatment. The reimbursement of expenses incurred on hospitalisation except diet charges is made limited to the charges for such treatment related to the room entitlement of the employee. o If the spouse of an employee is employed in another organisation (Private or Govt.) whether at the same station or elsewhere, which provides medical facilities in cash or kind or both, the spouse shall be entitled to the medical facilities under the medical rules only if he/she does not avail of the medical facilities in the organisation, in which he/she is employed. The employee shall give his/her option in writing whether his/her spouse who is employed in another organisation, shall avail of the medical facilities of IOC or of the organisation, in which he/she is employed and shall certify to the effect that he/she is not availing medical facilities in cash or kind or both, from any other sources. o Where the husband of a female employee is posted/self employed at a place other than the place of posting of the female employee, but family is residing with the female employee, then the medical facilities shall not be admissible to the husband of the female employee concerned. In case, however, family retention permission has been obtained by the employee and the husband resides along with the other family members at the place of retention of the family, the medical facilities can be extended to him provided the other condition of submission of a certificate that he is not availing medical facilities in cash or kind or both from any other source, has also been met. o A married female employee, like any other regular employee of the Corporation, may declare her parents as dependent on her provided they are wholly and exclusively dependent on the female employee and are permanently residing with her under the same roof. Parents whose total monthly income exceeds 9000/- are not, however, considered as dependent. The provision that the married female employee has to satisfy the management regarding the dependency of her parents particularly when her brother(s)/ sister(s), can take care of them, has been removed.

o Expenses incurred by an employee on treatment of Drug abuse / alcoholism for self and/or eligible dependent family member(s) shall not be admissible for reimbursement under the Medical Rules of the Corporation. o The admissibility of medical expenses on treatment for self and/or either eligible family members on the prescription given by employees spouse, who is otherwise qualified as an Authorised Medical Attendant (AMA) under Medical Rules, shall be restricted as under: a) On prescription/advice by the spouse (AMA) for self, medical benefits shall not
be admissible, and b) On the prescription/advice by the spouse (AMA) for other family members and
employee, medical benefits shall be admissible only during emergency
PROFESSIONAL SKILLS AND UPDATION Professional Updation& Newspapers / Periodicals / Magazines Allowance have been revised and merged into one head, to be known as Professional Updation Allowance (inclusive of Newspaper/Magazine Allowance). Grade Professional Updation Allowance (inclusive of Newspaper / Magazine Allowance) A B C D E F G H I NIGHT HALT ALLOWANCE 1000 1100 1200 1600 1800 2000 2200 2400 2500

Night halt allowance@` 170/- per night halt involved to TT Drivers / Jr. Operator (Field), when they go on tour to locations with products, w.e.f. 1/10/05.
DEPENDENCY FACILITIES
a) Effective from 15/1/2001 the ceiling on monthly income for determining dependency of parents/children applicable in the case of LTC and Transfer benefits will be 3000/- p.m.
b) W.e.f. 1.10.2009 the ceiling for determining dependency of parents for the purpose of Medical facilities would be 9000/- p.m. The ceiling for medical purpose would apply only in case of parents and not in case of children.
c) Dearness Relief on Pension sanctioned after December 1985 to a pensioner need not be taken into account for determining income or the dependency of the parents in the context of entitlements towards Leave Travel Concession, Medical Facilities and Transfer benefits.
d) In the event a male employee, who has opted for medical facilities for his dependent parents, expires while in service, the spouse who is also the employee of the Corporation can draw medical facilities for her dependent in-laws (who were earlier dependent on her husband), if she so desires.
e) The following are not deemed to be forming part of the income:
All money receipts drawn by a person during a financial year as one-time
receipts like contributory provident fund, gratuity, commuted gratuity, insurance benefits, etc. Scholarship and Fellowship money though received by an individual even on
recurring basis, since these are paid in recognition of the meritorious performance and to sustain the continuity of education or for pursuing a project assignment.

Internship is a phase of training for conducting actual practice of medical &
health care and acquired skills under supervision, which a student has to compulsorily undergo to be eligible for the award of MBBS degree and full registration. Accordingly, in the case of scholarship and internship money, the stipend received during Internship period would also not be reckoned for determining the dependency of children. Monthly benefit received under the IOCL Employees Superannuation
Benefit Fund Scheme which is a Contributory Scheme is not to be treated as regular income as for assessment of income for determining dependency.
CANTEEN Tea/lunch and refreshment reimbursement Tea reimbursement to officers s made as under All locations where subsidized canteen facilities exists: Rs 40/month. All locations where subsidized canteen facilities doesnt exists: 125/month. Officers are reimbursed lunch expenses on monthly basis with the overall annual
ceiling of Rs6072. however the claim should not exceed Rs525 in a particular month.
CHAPTER 4: LITERATURE REVIEW

This chapter deals with the summary of few research papers which were published across the globe pertaining to welfare of employees (the area of HR with which this project deals).
Jill landauer ,a member of marketing communication department at work life directions conducted a research on work family programs for companies like DuPont, Hoechst celanese, Johnson & Johnson, IBM, Fel-pro and others which clearly shows that the companies which support the work/life need of employees are rewarded with significant returns on their investments. Several benefits highlighted in the research are- employee time saved, increased motivation and productivity, employee retention, decrease stress related illness and less absenteeism.
Nick Goldings , an employment specialist from UK writes about different employee benefits given by the companies realizing its importance in todays world.Few of them are-Hundreds of employees at Compass Group have been given the opportunity to visit an independent financial adviser (IFA) following changes to the company's defined benefit (DB) pension scheme.Standard life launches a share incentive plan (Sip) for its 7,000 UK based employees,Employees even received a free share windfall worth up to 420 each, along with the chance to buy discounted shares.Property consultancy EC Harris has added payroll giving and a wine club to its flexible benefits from which employees can choose.
M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid conducted a micro level study on the health of labours in fazilabad, Pakistan and the extent of health services extended by the Punjab Employees Social Security Institution (PESSI) to labourers working in industrial units located in Faisalabad city. Data was collected through field survey from randomly selected four textile industries. A random sample of 200 respondents revealed that employers provide medical facility in case of emergency. The medical facilities provided by PESSI to workers and their dependent family members were inadequate. A reasonable majority also indicated that PESSI gave daily allowance only to secured workers during their hospitalization.
Sylvia Guendelman, Jessica Lang Kosa, Michelle Pearl, Steve Graham, Julia Goodman and Martin Kharrazi conducted a study and examined the relationship between breastfeeding and maternity leave before and after delivery among working mothers in Southern California. California is 1 of only 5 states in the United States providing paid pregnancy leave that can be extended for infant bonding. The study revealed that . A maternity leave of 6 weeks or 6 to 12 weeks after delivery was associated, respectively, with a fourfold and twofold higher odds of failure to establish breastfeeding and an increased probability of cessation after successful

establishment, relative to women not returning to work, after adjusting for covariates. The impact of short postpartum leave on breastfeeding cessation was stronger among nonmanagers, women with inflexible jobs, and with high psychosocial distress. It is suggested that Pediatricians should encourage patients to take maternity leave and advocate for extending paid postpartum leave and flexibility in working conditions for breastfeeding women.
Nora NayraGogo conducted a research to study the impact of working environment on employees at the Pharmacy department of the Korle-bu Teaching Hospital. From this study carried out on a sample size of 30 employees, it has been established that, the stated industry is one with a lot of stress and pressure, as most of the employees work on weekends which may have an adverse effect on the employees physically, mentally and emotionally. most employees would opt for competitor organizations when the opportunity comes, meaning majority of them are not satisfied and happy with the current job conditions and the work environment in which they find themselves. They would therefore want to explore into other organizations for better work environments and work conditions. It is suggested for management to take a moment to reflect on companys values and objectives, which will then assist to undertake the right surveys in the organization as to the challenges and shortfalls. This study found out that the development of a good working environment will most likely increase productivity, commitment and reduce employee turnover.
Gerhard Glomm, Juergenjung, changmin Lee and Chung Tran conducted a study on public sector pension policies and capital accumulation in an emerging economy of Brazil In such emerging economies pension programs of public sector workers are more generous than pension programs of private sector workers. The opportunity costs of running generous public pension schemes for civil servants are potentially large in emerging economies that often suffer from low public investments in education and infrastructure. In this paper, a two-sector dynamic general equilibrium framework is developed to quantify these opportunity cost effects. It is found that the efficiency and welfare gains of reallocating government resources from non-productive public sector pensions to productive public education and infrastructure investments are larger than the welfare effects created by classic public pension reforms that simply reduce savings and tax distortions by making pensions less generous. Calculating transitions to the post-reform steady state, it is found that welfare losses for the generation born before the reform are offset by welfare gains by the generations born after the reform. In this paper the study on the adverse effects of generous pension policies for public sector workers is also done.
R. Baral1 and S. Bhargava2, in his research had made an attempt to provide a holistic picture of work-life balance benefits and programmes (WLBPs) offered by various organisations in

India. With the basis of extant literature, primary and secondary data, the present paper has made an effort to understand the current status of WLBPs in Indian organisations and to identify its future prospects. The paper has discussed the challenges for effective implementation of such policies, which can help HR managers to be cautious before introducing WLBPs in their respective organisations. Analysis of literature and available data suggests that family friendliness of employers in India have been reflected in various welfare provisions which has been a matter of concern for employers since industrialization. With time, the scope and coverage of such initiatives have broadened and have become more individual growth and family well-being oriented. However, these policies and practices are more prominent in new economy organisations such as software and services organisations. Moreover, the range of WLBPs varies across organisations and there is still a long way to go when WLBPs will become strategic HR initiatives in most organisations. The paper suggests that organisations need to incorporate WLBPs and encourage a culture that support utilizing them to ensure employee commitment and productivity. While introducing WLBPs, congruence between employee needs and organisational values also should be considered.
Natalie K. Goodpaster did a research to estimate the effect of the Family and Medical Leave Act (FMLA) on participation of married women with children under the age of six in the United States, by using the FMLA as a natural experiment and exploiting state-level differentiation in maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for expecting mothers. However, if an employed mother on maternity leave learns that her value for staying at home exceeds her value from working, she will exit the labor force once the leave expires. Difference-in-differences estimates show that after the FMLA, employed and expecting married mothers who live in an area without state-mandated maternity leave are 2.7 percentage points more likely to leave the labor force after taking maternity leave than those who live in an area with state-mandated maternity leave. As a sensitivity test, it is evaluated that married women without infant children and single women as additional control groups to estimate different effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the labor force due to federally-mandated maternity leave accounts for almost two-thirds of the overall fall in labor force participation.
D. Roderick Kiewiet at The Pew Center estimates that as of July 2008, state and local governments in the United States had promised current and future retirees $3.34 trillion in benefits but had only $2.35 trillion of projected assets to pay for them. The investment losses that public employee pension funds experienced during the market downturn of 2008-09 made the trillion dollar gap much larger. In this paper it is discussed that how the pension funding gap has developed, compared the situation in California with that of other states, and discussed the

ways in which the state government and local governments in California are responding to the increasing strains pension obligations place on their finances. After the study it is recommend that the constitution of California be amended to forbid the state and all local governments from ever again issuing pension obligation bonds, and to forbid the state of California, as well as all local governments within the state, from ever again offering their employees defined benefit pension plans.
CHAPTER 5: RESEARCH METHODOLOGY

This chapter deals with the research methodology adopted to conduct the survey through a questionnaire and the primary research conducted by having face-to-face discussion and secondary research by referring to IOCL handbook and data collected from IOCL records would be used, articles and journals on internet or published sources
OBJECTIVE : To gain an understanding about the welfare policies of the organization , its awareness among the employees and even make comparison with the government guidelines.
RESEARCH DESIGN
The descriptive research design has been used in this case to find out whether the employees are aware about the welfare policies of the organization and their opinion on various welfare policies, which they like the most and which they want to be changed for their better. There was a survey conducted by me with the help of a questionnaire which helped me collect the feedback and come to a conclusion as per the designed objective.
SAMPLE SIZE: 57 employees
SAMPLING TECHNIQUE :In our project we use Non Probability Sampling technique.
TOOLS USED: The tool used in the questionnaire ISMs.EXCEL

CHAPTER 6: DATA INTERPRETATION AND ANALYSIS
This chapter deals with the interpretation and analysis of data collected through the survey conducted with the help of a questionnaire. Analysis of various questions. Q1. Are you aware of various welfare policies of the organization? The answers given are shown in the table-
Frequency Valid yes no Total 51 6 57
Percent 89.5 10.5 100.0
awareness
Percent 89.5
10.5
yes
no
The above chart shows that 74.2% of employees are aware of welfare policy and 25.8% feel that they are not aware of the welfare policies of the organization. When the employees were asked about this question ,most of them said that they are partially aware about the policies ,so to have a clear answer to it the employees who were confident of knowing enough welfare policies weretaken as yes and rest no. The final conclusion derived is that most of the employees are well aware about their corporations welfare policies.

Q2. How did you get to know about the welfare policies of the organization? The options werea. Handbook b. IOCL intranet c. From employee d. others
The answers given are shown in the table below-
Frequency Valid handbook iocl intranet employees Total 19 25 13 57
Percent 33.3 43.9 22.8 100.0
get to know about w.p.

Percent 43.9 33.3 22.8
handbook
iocl intranet
employees
From the table its clear that the major source of information about the welfare policies is IOCL intranet ,that is the corporations website from which 43.9% of employees extract information on welfare policies followed by handbook and from other employees. These are the only sources from which employees can know about the policies.

Q3. How is the procedure for availing the welfare benefits of the organization? a. Very easy b. easy c. cant say d. difficult e. very difficult
The answers are shown in the table below-
Frequency Valid very easy easy cant say difficult Total 16 33 4 4 57
Percent 28.1 57.9 7.0 7.0 100.0
Procedure for availing benefits

Percent 57.9
28.1
very easy
easy
cant say
difficult
The above table shows that most of the employees with the highest percentage of 57.9% feel that the procedure for availing the welfare benefits is easy and 28.1% employees even feel that the procedure is very easy. There are hardly 7% of employees who think that the procedure is difficult. Few employees are not sure about the procedure, they feel that generally its easy but for some facilities it is time taking and lengthy.

Q4.Give your opinion on the following statements about the organization varying from strongly disagrees to strongly agree and comment in case of extremes. a. Children education allowance provided by the organization is enough.-
For this the answers given by the employees are shown in the table below
Frequency Valid strongly disagree disagree neutral agree strongly agree Total 1 9 21 10 16 57
Percent 1.8 15.8 36.8 17.5 28.1 100.0
children education allowance

Percent 36.8 28.1 15.8 1.8 strongly disagree disagree neutral agree strongly agree 17.5
The table shows that most of the employees feel neutral ,28.1% strongly agree, 17.5% agree and hardly 17% dont stand by the statement that children education allowance provided by the corporation is enough. Many Employees hesitated about giving comments in case of strong disagreement about the statement but few mentioned that the allowance is very less in comparison with education getting expensive at a rate of around 20% annually.

The other point of disagreement is that children education policy doesnt cover up children doing correspondence courses. Employees who completely agree with the statement simply feel that the policy is best among all if compared with other organizations.
b.
Conveyance on Tour facility provided by the organization is good.
Percent 1.8 7.0 21.1 49.1 21.1 100.0
conveyance for tour

Percent 49.1
21.1 1.8 strongly disagree 7
21.1
disagree
neutral
agree
strongly agree
Out of 57 employees 28 agree with it , 12 strongly agree and same number is neutral about it. Only 1 and 4 employees answered strongly disagree and disagree respectively for the statement. Not a single commented about their answers

c. Leave Facilities of the organization is good
The answers for this are shown in the table below-
Percent 3.5 3.5 8.8 47.4 36.8 100.0
leave facilities
Percent 47.4 36.8
3.5 strongly disagree
3.5 disagree
8.8
neutral
agree
strongly agree
Most of the employees are satisfied with the leave facilities the organization is provided as 47.4% and 36.8% employees agree and strongly agree respectively about the statement. Only 15.8% of employees are not withstanding the statement or are neutral about it.

d. Medical Facilities of the organization is good
Frequency Valid strongly disagree agree strongly agree Total 4 10 43 57
Percent 7.0 17.5 75.4 100.0
medical facilities
Percent 75.4
17.5 7
strongly disagree
agree
strongly agree
Medical facility of the corporation are most liked policies which is very much visible from the answers given by the employees.75.4% and 17.5% employees strongly agree and agree respectively about the statement. Only 4% strongly disagree with it.

e. Professional skills/updation facility of the organization is good
Frequency Percent Valid strongly disagree disagree neutral agree strongly agree Total 1 13 18 15 10 57 1.8 22.8 31.6 26.3 17.5 100.0
Professional skills/updation facility

Percent 31.6 22.8 26.3 17.5
1.8 strongly disagree disagree neutral agree strongly agree
For this statement employees have varying opinions, major portion of sample feels neutral about it closely followed by agree and disagree. There are less employees to rate this statement in extremes.

f. Night halt/over time allowance provided by the organization is enough.
night halt/overtime allowance

Percent 49.1
22.8
17.5 7
3.5 strongly disagree disagree neutral agree
strongly agree
Even in case of this statement employees have varying opinions mostly centered on neutral , then followed by disagree and agree. The extremes are less chosen in this case too.

g. Shift allowance provided by the organization is enough
shift allowance
Percent 31.6 26.3 17.5 8.8 15.8
strongly disagree
disagree
neutral
agree
strongly agree
Shift allowance of the organization is less liked in comparison to other policies which is very clear from the answers they gave . Most of the employees say that they dont agree with the statement that shift allowance is paid enough. Only 19 out of 57 agree with the statement.
h.
Dependency facilities of the organization is good
The answers given are-

dependency facility
Percent 45.6
42.1
3.5 strongly disagree
3.5 disagree
5.3
neutral
agree
strongly agree
Dependency facility is also one of the appreciated facility of the organization. 87.8% employees say yes the agree and strongly agree with the statement. Employees are happy that the policy has a wide coverage for their dependents.

Q5. Are all the allowances paid timely? The answers are shown in the table-
Frequency Percent Valid yes no Total 55 2 57 96.5 3.5 100.0
allowances paid timely

Percent 96.5
3.5
yes
no
The table shows that employees stand united in saying that there is no delay at all in payment of allowances. In fact it came as a surprise as IOCL being a government organization which are criticized for their red tapism , the employees say that the process hardly takes 2-3 days to get their allowances passed.

Q6. Do you find any discrepancy in the allowances being paid to various categories of employees? The employees answers were-
discrepancy in allowances
Percent
66.7
33.3
yes
no
When employees were asked about the discrepancy in allowances, then, majority of employees disagreed with this.

Q7. How often the welfare policies of the organization updated? Do they seem intune with the changing times(orientation and benefits)? The options were a. periodicaly and progressively progressively The answers wereFrequency Percent Valid periodically n progressively periodically n inadequately rarely n progressively rarely n inadequately Total 9 4 57 15.8 7.0 100.0 17 29.8 27 47.4 b.periodically and inadequately e. never c. rarely and
d. rarely and inadequately
updation in welfare policy

Percent 47.4 29.8 15.8 7
periodically n progressively
periodically n inadequately
rarely n progressively
rarely n inadequately
Most of The employees of IOCL say that the policies are updated periodically and a major percentage out of which also feels that it is done in a progressive manner. only 22.8% say thatthey are rarely updated but even in this the major percentage feels that they are changed with changing times

Q8. What are your views on the cafeteria facilities on the following grounds? a. food quality b. service c. hygiene d. price
The answers for each are shown in different tables belowa. Food quality-
Frequency Percent Valid very satisfied satisfied Neutral dissatisfied very dissatisfied Total 57 100.0 1 36 12 6 2 1.8 63.2 21.1 10.5 3.5
food quality
Percent 63.2
21.1 10.5 1.8 very satisfied satisfied neutral dissatisfied 3.5 very dissatisfied
63.2% of the employees are satisfied with the food quality and 14% are dissatisfied or highly dissatisfied with t food quality.
b.
Services
Frequency Percent Valid very satisfied satisfied neutral disatisfied very disatisfied Total 57 100.0 6 24 8 17 2 10.5 42.1 14.0 29.8 3.5
services
Percent
42.1 29.8 14 3.5 very satisfied satisfied neutral disatisfied very disatisfied
10.5
This is the major area in which canteen of the office needs improvement as majority of employees express their dissatisfaction about it. 29.8% people were dissatisfied with the service provided in canteen.
c, hygiene
hygiene
Percent 45.6
24.6 17.5 7 5.3
very satisfied
satisfied
neutral
disatisfied
very disatisfied
The level of hygiene is mostly satisfactory as answered by employees. But few of the employees are not satisfied by the hygiene in canteen.
d.
Price
Prices
Percent 47.4
24.6 15.8 8.8 3.5 very disatisfied
very satisfied
satisfied
neutral
disatisfied
47.4% employees are satisfied with the prices charged in canteen, only few are not satisfied with the prices charged.

Q9. Does your family know about the welfare policies of the corporation? If yes , how does your family feel about the welfare policies of your organization? The options are a. Excellent b. good c. average d. bad
The answers are-
Frequency Percent Valid excellent good ave bad Total 19 34 3 1 57 33.3 59.6 5.3 1.8 100.0
family feel about welfare policy

Percent 59.6
33.3
5.3
1.8 bad
excellent
good
ave
Most of the families are aware of welfare policy of the organization and majority feel of the Families feel that welfare policy of IOCL is good.

Q10 In case of any work related issues/problems, whom do you normally approach/ The options area. Immediate boss b. colleagues c. grievance handling machinery d.
complaint box e. others The answers were-
Frequency Percent Valid immediate boss Colleagues complaint box Total 40 11 6 57 70.2 19.3 10.5 100.0
for problem employees approach

Percent
70.2
19.3 10.5
immediate boss
colleagues
complaint box
In case of any work related issues/problems, most of the employees normally approach their immediate boss. None of them approach grievance handling machinery.

Q11. Do you feel the organization has an active and effective system of handling the grievances of employees? The answers are-
active and effective system of handling grievances

Percent 78.9
21.1
yes
no
According to 78.9% employees, IOCL is having an active and effective system of handling grievances.

Q12. As an employee, where would you rate IOCL in comparison to others(PSUs/private) organizations? The options area. Better b. same c. worse d. cant say
The answers are-
Frequency Percent Valid better same worse cant say Total 40 11 1 5 57 70.2 19.3 1.8 8.8 100.0
IOCL in comparison to other organisation

Percent 70.2
19.3 1.8 better same worse 8.8
cant say
70.2%employees of IOCL feel that it is better than other organizations( PSU/Private).

Q13. Which welfare policy is most important for you? why?
This was an open ended question, and most of the employees feel that medical is most important for them and children education allowance is following it closely.
Q14. In case you want to improve or change any welfare policy of your organization, which policy would you like to change and what changes youd like to make?
This is also an open ended question and most of the employees are not satisfied with the overtime policy of IOCL , they feel that are not given enough . many employees are even dissatisfied with the transfer policy the organization has, there is transfer every 3 years which creates problems for adjustment in a new place every time. Few employees even want a hike in LTC policy of the company. Few even want a hike in the bonuses which will increase the morale of employees.

Q15. Do you enjoy your work? The answers are always yes ,here is the table showing percentages-
Frequency Percent Valid yes 57 100.0
enjoy your work

yes
100
Percent

Q16. Do you feel proud to be associated with IOCL as an employee? Why?
Frequency Percent Valid yes 57 100.0
employee feel proud to be aasociated with IOCL

yes
100
Percent
All employees of the company replied yes. Employees gave reasons like IOCL is a maharatna company, listed in fortune 500 etc,.the reason for being proud of their organization.

SECONDARY RESEARCH
This section of chapter 5 deals with secondary research, which majorly deals with the comparison of IOCLs welfare policies with the set guidelines. Comparison with the government guidelines1. The few areas in which the allowances go exactly by the rate government fixed ata. Pay scales fixed for different grades of workers b. Annual increment which is 3% is also set in accordance with the guideline for central government employees. c. The present rate of DA for central government employees is 27% of basic pay or pensions, which is same for IOCL employees but expectations and calculations are on the forefront for most of the central government employees regarding the additional Dearness Allowance from July, 2011 to be announced soon. d. House rent allowance is categorized on the basis of population of the city as per the government rules. e. City compensatory allowance is abolished by the 6th pay commission. Etc,. 2. below CHILDREN EDUCATION ALLOWANCEWith The suggestions of 6th pay commission government just set a basic amount of 1000/- p.m or a sum of 12000/-p.a to be paid as children education allowance with the age limit - for disabled children has been set at the age of 22 years and in the case of other children the age limit will be 20 years or till the time of passing 12th class, whichever is earlier and also admissible to children studying through "correspondence" or "distance learning" subject to other conditions prescribed. IOCL considering it a very important policy for the employees and their family goes by the following, A consolidated amount of `1000/(upto Class X) and Rs.1100/- (beyond Class X) p.m. per eligible child pursuing studies in a recognised institution (i.e. School / College / Other allowances and benefits which are major part of the study are discussed

Polytechnic, etc.) would be admissible upon certification by the officer concerned in respect of children actually pursuing studies regularly as required under the Scheme with the age limit of 30 years, in respect of wholly dependent (unemployed) and unmarried children limited to two and payable in respect of children who are pursuing studies as full time students in a recognized school/college/institution. But This Allowance would not be admissible to those pursuing Ph.D studies and those who are pursuing part time/correspondence courses. The given government guideline is- A Government servant shall be eligible to the grant of a subsidy at the rate of Rs.150/- per month per child if because of his transfer he is obliged to keep his children in the hostel of a residential school away from the station at which he is posted and /or is residing. In IOCL, Hostel Subsidy will be admissible @ ` 1500/- p.m. per child, irrespective of whether his/her child(ren) are pursuing a Professional or Non-Professional Course in a school/college/Institute and staying in a hostel which is at a location other than the place of posting of the employee. So overall IOCL is paying a great attention to this scheme.
CONVEYANCE ON TOUR AND LEAVE TRAVEL FACILITYSixth pay commission's recommendations regarding travel facilities to central govt employees have been accepted by the Govt. with slight modifications consequent upon changes in the pay band and grade pay. The major decisions concerning travel entitlement for journeys within the country and journeys abroad, mileage allowances and LTC ( Leave Travel Concession) are given below.
Travel entitlement within the country Grade pay (Rs 10,000 and above): Business /Club class by air/AC First Class by Train Grade Pay (Rs 7600, Rs 8700 & Rs 8900): Economy Class by air/AC First Class by train

Grade Pay (Rs 5400 and Rs 6600): Economy Class by air/AC II tier by train Grade Pay (Rs 4200, Rs 4600 & Rs 4800): AC II Tier Grade Pay (Below Rs 4200): First Class/AC III Tier/AC Chair Car. In IOCL travel entitlement differs with the category of employee i.e. officer or workmen. In case of workmenTravel entitlement of allofficers under TA Rules is 2nd AC sleeper by Mail Train. However, actual travel by 2nd AC by Rajdhani Express would be admissible. In case of officersGrade of Officer G, H & I D, E & F A, B & C Entitled Class of Travel 1st Class Business Class Economy Class
Journey in case of places not connected by train - Travel by AC bus for those entitled to travel by AC II Tier and above; travel by Deluxe/Ordinary bus for others, but in IOCL the employees can claim for the fare which is restricted to, the basic entitlement i.e. 2nd AC Sleeper class by Mail/Express train by the shortest route..
International Travel i) Grade Pay of Rs 1000 & above: Business/Club Class ii) Others: Economy Class In IOCL following are the travel entitlements for foreign toursTA entitlement CH 1st Class by Air Directors Business Class/Club Class by Air GMs, EDs Business Class/Club Class by Air Others Economy Class by Air.
on Foreign Tour

Daily Allowance on Tour Grade pay: Rs 10,000 and above: Reimbursement for Hotel accommodation/guest house - up to Rs 5000/day, reimbursement of AC taxi charges (50 km within the city), reimbursement of food bills not exceeding Rs 500/day Grade pay: Rs 7600 to Rs 8900: Reimbursement for Hotel accommodation/guest house - up to Rs 3000/day, reimbursement of non- AC taxi charges (50 km within the city), reimbursement of food bills not exceeding Rs 300/day Grade pay: Rs 5400 to Rs 6600: Reimbursement for Hotel accommodation/guest house - up to Rs 1500/day, reimbursement of taxi charges (uptoRs 150 per diem within the city), reimbursement of food bills not exceeding Rs 200/day Grade pay: Rs 4200 to Rs 4800: Reimbursement for Hotel accommodation- up to Rs 500/day, reimbursement of taxi charges (uptoRs 100 per diem within the city), reimbursement of food bills not exceeding Rs 150/day Grade pay: Below Rs 4200: Reimbursement for Hotel accommodation- up to Rs 300/day,reimbursement of taxi charges (uptoRs 50 per diem within the city), reimbursement of food bills not exceeding Rs 100/day. In IOCL the rate of daily allowance on tour for officers is fixed in the following wayGrade Daily Allowance `A Class Other than A-Class (`) G, H & I E&F C&D A&B 1100 940 900 840 (`) 1000 900 840 800

Local conveyance- For journeys at halting places on official tour, the conveyance charges incurred are reimbursed, subject to the following limits:
Grade
A-Class (per day)
Others (per day) ` 200/-
A&B
` 250/-
C & above
` 300/-
` 250/-
Transport assistance- Transport Assistance shall be admissible as under to those officers who have not drawn Conveyance Advance nor are availing Conveyance reimbursement expenses or co. transport facility: Grade A B C D E F G & ABOVE Rate (` p/m) 1000 1200 1300 1700 1800 1900 2000
Running & maintenance expenses for car/scooter/motor cycle/ moped: Officers owning Car / Scooter / Motor Cycle / Moped will be reimbursed running and maintenance expenses incurred in connection with official duties as under :

Four-wheeler:
Gra de
Annual Mileage (kms)
Annual ceiling for a full F.Y. (in ` ) 39870 62020 62906 76196 77968 93030 97460
Revised ceiling (in `)
A B C D E F G
4500 7000 7100 8600 8800 10500 11000
38074 59226 60072 72763 74455 88839 93069
Two-wheeler: Officers who maintain a two wheeler, their monthly entitlement on reimbursement of conveyance running & maintenance expenses shall be as under:
Mode
Monthly rate (in `) w.e.f 1.12.10
Scooter/M. Cycle Moped
1587 850

For workmen the following are the conveyance and travel entitlementLocal conveyance-For journeys at halting places, on official tour, the conveyance charges incurred are reimbursed , subject to the following limits:
BP Range Below ` 15440/` 15440/- & above
A-Class ` 170/-
Others ` 140/-
` 190/-
` 170/-
Running & maintenance expenses for scooter/motor cycle/moped ;Workmen owning scooter/motor cycle/moped will be reimbursed running and
maintaince expenses incurred in connection with official duties as under: Vehicle Grade I to V (` /p.m.) Scooter/M Cycle Moped 577/647/1.57 1061 1184/2.93 Grade VI (` /p.m.) Mileage Rate/` P km
LEAVE FACILITIES Leave facilities for all kinds of leave are provided on the exact guidelines by governmentEarned Leave: The credit for earn leave is awarded at a rate of 15 days on the 1st of January and 1st of July every year. It can be accumulated up to 300 days in addition to the number of days for which encashment has been allowed along with LTC.

Maternity Leave Maternity leave is granted to women government employees. 1) Pregnancy: 180 days Admissible only to employees with less than two surviving children. 2) Miscarriage/abortion (induced or otherwise): Total of 45 days in the entire service. However, any such leave taken prior to 16.6.1994 will not be taken into account for this limitation. Admissible irrespective of number of surviving children.Application to be supported by a certificate from a registered medical practitioner for NGOs and from AMA for GOs. The materntiy leave is not debited to leave account and full pay is granted. It cannot be combined with any other leaves and counts as service for increments and pension.
Paternity Leave A male employee with less than two surviving children is granted Paternity Leave for a period of 15 days during the confinement of his wife. During the period of such leave he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. Paternity Leave shall not be debited against the leave account and may be combined with other kind of leave as in the case of Maternity Leave. Study Leave Study leave is granted to all employees with not less than five years service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his duties as a civil servant. The course for which the study leave is taken should be certified to be of definite advantage to govt from the point of view of public interest and that particular study should be approved by the authority competent to grant leave. The official should submit a full report on the work done during study leave. Maximum of 24 months of leave is sanctioned. In the case of CHS officers 36 months of leave can be granted at a stretch or in different spells. Study leave will not be debited to the leave account and may be combined with other leave due.

Study leave is not granted for studies outside India if facilities are available in India and to an official due to retire within 3 years of return from the study leave. Child Care Leave Woman employees having minor children may be granted Child Care Leave by an authority competent to grant leave for a maximum period of 730 days (2 years) during their entire service for taking care of up to two children., whether for rearing or to look after any of their needs like Special Disability Leave Special disability leave admissible to all employees when disabled by injury intentionally or accidentally inflicted or caused in or in consequence of the due performance of official dutiesor in consequences of official position. The disability above should have manifested within three months of the occurrence to which it is attributed and the person disabled had acted with due promptitude in bringing it to notice. The leave sanctioning authority, if satisfied as to the cause of the disability, may relax the condition and grant leave in cases where disability has manifested more than three months after the occurrence of its cause.
Special disability leave is also admissible when disabled by illness incurred in the performance of any particular duty, which has the effect of increasing liability to illness or injury beyond the ordinary risk attaching to the civil post held, under the same condition.This disability should be certified by an Authorised Medical Attendant to be directly due to the performance of the particular duty.
Maximum of 24 months of leave may be granted. May be combined with any other leave. Will count as service for pension. Will not be debited to the leave account.
8. Child Adoption Leave: Child adoption leave is granted to Female employees, with fewer than two surviving

children on valid adoption of a child below the age of one year, for a period of 135 days immediately after the date of valid adoption.examination, sickness, etc. o
Medical facilities-The government has a very well framed system for the
provision of medical facilities to its employees. There are government hospitals were the employees can get their medical treatment done for various problems, IOCL is doing a great job and taking a step ahead by providing coverage for all the dependants of the employees in this area.IOCL has even nominated Some reputed hospitals / nursing homes at 4 Metro cities, State Capitals etc. where the employees and their dependent can have both outdoor and indoor treatment. The coverage is provided for any kind of medical problem except drug abuse, whereas as per the government guidelines there are specific diseases which are to be covered in it. So IOCL is doing a commendable job under this policy.
PROFESSIONAL/SKILL UPDATION FACILITYGovernment doesnot have any specific guideline for the professional or skill updation of employees, this is an initiation taken by the organization to keep its employees up to the mark with changing time there is fixed amount set for different grades of officers. Project manthan by the organization is also an example for it, under this different measures are taken to make the employees familiar with the new technology around.
NIGHT HALT/SHIFT ALLOWANCE , OVERTIME ALLOWANCEEven in this area government doesnot have any specific guidelines but IOCL has a fixed amount to be paid to different categories of employees for night halt and shifts and overtime allowance.

DEPENDENCY FACILITIESGovernment have taken less initiatives for dependency facilities for government employees, few areas in which government participated are1st is the medical facility for dependants , in which the dependants have coverage for treatment of medical problems from government hospitals and dispensaries , 2nd is pension for dependants ,3rd is encouraging their interest in sports and other fitness programs through tournaments and sports events. IOCL is doing its every bit to help the dependants of the employees. Apart from the above mentioned facilities ,The combined income ceiling for determining dependency of parents for the purpose of Medical facilities is ` 9000/p.m. The income ceiling of ` 9000/- p.m. is applicable in respect of parents only and would not apply in the case of children. The ceiling for children will remain `3000/-.

CHAPTER 7 : CONCLUSION
This chapter deals with the conclusion of the project.
Based on the study conducted, results of the survey done in the corporation and the general feedback given by the employees following conclusions have been drawn: 1) IOCL management understands the importance of welfare in the life of the
employees and therefore provide them with lots of allowances, high pay scale and benefits to them. This in return helps IOCL to get best out of their employees. 2) IOCL has integrated processes which are followed for availing the welfare
benefits which some employees feel is complicated and time taking process. 3) IOCL knows how important it is to maintain relationship not only with employees
who are serving the org. but also not to forget the contribution of employees who have served the org.. IOCL provides a lot of benefits to the employees even after they get separated from the org. this makes employees and their families feel secure and motivates them. 4) IOCL is even taking the welfare of the dependants of the employees seriously and
provide them with every benefit. 5) Most of the employees are satisfied and happy with most of the policies especially
medical and child allowance. 6) After studying the responses, it can be included that welfare is definitely one of
the most important motivational factors which help organization. to retain the best talent. And also be at par with the private and other players in the market. 7) IOCL is capable of attracting the best pool of talent and to is also able to retain
them through their welfare policy . 8) The only problem is with promotion and transfer policy. Many employees especially in the staff dont prefer to take promotion due to the transfer reason. Hike in bonus is another demand of employees.
CHAPTER 8 : SUGGESTIONS
This chapter deals with the suggestions offered by me on the basis of the findings of the primary research conducted both through survey I have the following suggestions to make1) Medical facility can be improved by a. b. 2) Arranging for frequent visit of specialist doctors. Introducing ayurvedic medical facilities.
professional skills/ updating can be improved by a. b. c. better maintenance of infrastructure more emphasis on computer education emphasizing on time management.
3)
management should try to get best out of their the employees by a. b. proper redresser of complaints and grievances of employees Awarding extra to employees for doing extra efforts eg. Bonus-
increases their moral c. Improving the working condition and by overlooking the relations
of superiors and juniors. d. Nobody has mentioned grievance handling machinery as an
approach for getting their problem solved so this shows that the grievances is just on papers and not in action.
CHAPTER 9 : LIMITATIONS
This chapter deals with few limitations of the project report and certain areas which could not be covered.
This research is majorly a qualitative research supplemented with quantitative data. Moreover Its a very wide area, the organization has some hundred plus policies in their handbook which was not possible to cover all of them in my research. So the focus was limited to only few.
The sample size is not that good as it was a very time taking process to request employees to fill up the questionnaires and running after them for the same.
Employees participation rate is low Internal information of the organization is not made available to the interns. There is lack of clarity while answering questions by the employees . The research is conducted within a period of limited duration.

CHAPTER 10: LEARNINGS AND PERSONAL EXPERIENCES
This chapter deals with my learnings and personal experiences during the stipulated period of two months spent at Indian oil corporation, New delhi as a part of summer internship. My project was on welfare policies of employees of Indian oil corporation, delhi. I was under Mr. VISHAL who is the Dy. Manager of employee relations in the northern region branch of iocl. As the part of my primary research I had to first frame a questionnaire which was a great learning experience . I searched through various sites and came up with a questionnaire with my basic purpose of an interactive questionnaire, but I missed on the point of the specificity of my objective for the study which I soon realized after my questionnaire got rejected .Another point was my questions were to direct to be answered by the employee of a company. This learning I am sure is going to be of great help in my coming future. The next great experience was interacting with so many working people on its welfare policies. The employees hesitated a lot in answering different questions, so I tried to put up questions in different ways to extract information out of them which was very enjoying but sometimes embarrassing too. Interaction with them also helped me learn being tactful as they never replied directly. I was given a charge of arranging their law files in order, which was a hectic work moreover it was difficult to understand what order to be followed in arranging them. After going through cases for 2-3 weeks I started to get familiar with it. It is another life long experience and enhanced my knowledge on employee relations. Overall working in the corporate environment was a very fresh and practical learning.

CHAPTER 11: REFERENCES
This chapter deals with the different books, journals, websites and the documents of Indian oil corporation which I referred for writing this project. HR handbook Indian Oil Corporation. www.iocl.com India.gov.in Dpe.nic.in www.Staffcorner.in google scholars for different journals and published papers 90paisa.blogspot.com Cgstaffnews.com Economywatch.com

CHAPTER 12 : ANNEXURES
This chapter deals with the questionnaire I used for conducting the survey.
QUESTIONNAIRE
Name: . Department: Sex: .
Designation.. No. of years of working.. Age .
1. Are you fully aware with the various Welfare Policies of the Organization?
a. Yes
b. No
2. How did you get to know about the Welfare Policy of the Organization?
a. c.
Handbook From Employees
b. Iocl Intranet d. Others
3.How is the procedure for availing welfare benefits of the organization? a. very easy b.easy c. cant say d.difficulte.very difficult

4.Give your opinion on the following statements about the organization varying from strongly disagree to strongly agree and comment in case of extremes.
Facilities
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree
Comments
Children education allowance provided by the organization is enough. Conveyance on Tour facility provided by the organization is good.
Leave Facilities of the organization is good
Medical Facilities of the organization is good
Professional skills/updation facility of the organization is good
Night halt/over time allowance provided by the organization is enough.
Shift allowance provided by the organization is enough.
Dependency facilities of the organization is good.

5. Are all the allowances paid timely?
a. Yes
b. No
6.Do you find any discrepancy in the allowance being paid to various categories of employees?
a. yes
b.no
7.How often the welfare policies of the organisation updated? Do they seem in the tune with the changing times(orientations and benefits)? a. periodically and progressively c. rarely and progressively e. never b. periodically and inadequately d. rarely and inadequately
8. What are your views on the cafeteria facilities on the Following Grounds:
Very satisfactory Satisfactory Neutral Dissatisfactory Very dissatisfactory Food Quality Service Hygiene Price
9. Does the welfare policies even cater to your family needs? a. yes b. No
If yes, How do your family feels about the welfare policies of your Organization? a. good b. average c. bad

10. Whom do you approach to get your problem solved or register your complaint? a. Your immediate Boss d. complaint box e. others b. colleagues c. Grievances handling machinery/
11. Do you feel the organisation has an active and efficient system of handling the Grievances of employees? a. Yes b. No
12.As an employee, where would you rate IOCL in comparison to Organisations? a. Very good b. good c. average d. bad
other
(PSUs/private)
e. very bad
13. Which welfare policy is most important for you? WHY? ..
14.In case you want to improve or change any welfare policy of your Organization , What area you want to make changes or improvements? . .
15.Do you enjoy your work? a. yes b.no , if no why
16. Do you feel proud to be associated with IOCL as an employee? Why? a. yes b. no

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Summer Internship Report

A STUDY ON THE WELFARE POLICIES OF INDIAN OIL CORPORATION LTD.

ERA SALUJA A010230120 MBA Class of 2012

In Partial Fulfillment of Award of Master of Business Administration

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Date : 14/07/11 Enrollment No. : A0102310120

MBA Class of 2012

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AMITY UNIVERSITY UTTAR PRADESH AMITY BUSINESS SCHOOL

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of water supply, wash basins, toilets, bathrooms, etc.

1.2 - RATIONALE OF RESEARCH

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1.4- COMPANY PROFILE

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GROUP COMPANIES AND JOINT VENTURES

FCC (fluidised catalytic cracking) catalysts & additives in India.

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production and marketing of Bio-fuels.

Natural Gas Corporation

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Care Stands for

Concern Empathy Understanding Co-operation Empowerment Innovation Stands for

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Ability to learn Flexibility Change

Passion Stands for

Commitment Dedication Pride Inspiration Ownership Zeal & Zest

Trust Stands for

Delivered promises Reliability Dependability Integrity Truthfulness Transparency CORPORATE MISSION

CHAPTER 3-IOCL WELFARE POLICIES

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