HR Handbook As On 01072023 (A)

HR HANDBOOK
[Type here]
MARKETING DIVISION
Table of Contents
A) PAY & ALLOWANCES – OFFICERS .......................................................................... 8
1. PAY & ALLOWANCES ................................................................................................ 8
1.1 SCALES OF PAY: ................................................................................................................................... 8
1.2 ANNUAL INCREMENT ......................................................................................................................... 9
1.3 STAGNATION INCREMENT: .............................................................................................................. 9
1.4 DEARNESS ALLOWANCE: ............................................................................................................... 10
1.5 ALLOWANCES & PERQUISITES (cafeteria approach) : ............................................................... 11
1.6 HOUSE RENT ALLOWANCE (HRA): .............................................................................................. 12
1.7 PROFESSIONAL UPDATION & NEWSPAPERS / PERIODICALS/ MAGAZINES
ALLOWANCE: ...................................................................................................................................... 14
1.8 TEA COFFEE ALLOWANCE: ........................................................................................................... 15
1.9 WASHING CHARGE: .......................................................................................................................... 15
1.10 REIMBURSEMENT TOWARDS LUNCH / REFRESHMENT EXPENSES: ................................ 15
1.11 RATIONALISATION ADJUSTMENT: .............................................................................................. 15
1.12 REIMBURSEMENT OF DTH TV INSTALLATION CHARGES:.................................................. 16
1.13 CHILDREN EDUCATION ASSISTANCE: ..................................................................................... 16
1.14 TRANSPORT ASSISTANCE: .............................................................................................................. 18
1.15 CONVEYANCE RUNNING & MAINTENANCE EXPENSES (CRME) FOR
CAR/SCOOTER/MOTOR CYCLE/ MOPED: ................................................................................... 19
1.16 COMPENSATION FOR PERFORMING DUTY ON WEEKLY REST
DAYS/HOLIDAYS/CLOSED DAYS: .................................................................................................. 22
1.17 TANKER UNLOADING / LOADING CHARGES: ........................................................................... 24
1.18 SPECIAL COMPENSATORY OFF: ................................................................................................... 24
1.19 SPECIAL ALLOWANCES – NORTH EAST SECTOR / HARDSHIP LOCATIONS : ................ 25
1.20 PROVISION OF MOBILE PHONE: ................................................................................................... 28
1.20.1 POLICY ON OFFICE/RESIDENTIAL TELEPHONE: .................................................................... 31
1.21 MEMBERSHIP OF PROFESSIONAL BODIES: .............................................................................. 34
1.22 CLUB MEMBERSHIP:......................................................................................................................... 36
1.23 HOLIDAY HOMES ............................................................................................................................... 37
1.24 DEPUTATION ALLOWANCE............................................................................................................ 38
1.25 OFFICIATING APPOINTMENT : ..................................................................................................... 39
1.26 FACILITY DURING PROBATION PERIOD: .................................................................................. 40
1.27 CONVEYANCE FACILITY FOR SENIOR EXECUTIVES: ........................................................... 42
1.28 FACILITIES TO FIELD OFFICERS: ................................................................................................ 44
1.29 SHIFTING OF FAMILY AND HOUSEHOLD EFFECTS PRIOR TO SUPERANNUATION .... 45
1.30 RECKONING OF SERVICE PERIOD IN IBP CO. LTD. FOR CONSIDERATION OF
BENEFITS: ............................................................................................................................................ 45
1.31 SPONSORING OFFICERS FOR PART IIME MBA PROGRAMMES: ........................................ 45
1.32 COMPENSATION/REIMBURSEMENT TO EMPLOYEES FOR PERFORMING ELECTION
DUTY: ..................................................................................................................................................... 47
2. PAY & ALLOWANCES - WORKMEN: ..................................................................... 50
2.1. SCALE OF PAY: ................................................................................................................................... 50
2.2. INCREMENT: ....................................................................................................................................... 51
2.3 DEARNESS ALLOWANCE: ............................................................................................................... 53
2.4 PERKS & ALLOWANCES .................................................................................................................. 54
2.5 HOUSE RENT ALLOWANCE: ........................................................................................................... 55
2.6 TEA COFFEE ALLOWANCE : .......................................................................................................... 57
2.7 WASHING CHARGE : ......................................................................................................................... 57
2.8 REIMBURSEMENT OF REFRESHMENT EXPENSES:................................................................. 57
2.9 ROTATING DUTY COMPENSATION: ............................................................................................ 58
2.10 HOTEL TARIFF: ................................................................................................................................... 58
2.11 CONVEYANCE ON TOUR TO SALES SUPERVISORS (GR.VI): ................................................ 58
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Note : This Handbook is only for internal use. In case of any difference in interpretation between the Policy and points referred in this Handbook, the
Policy shall prevail and the same should be referred to for implementation.
(Updated as on 01.07.2023)
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2.12 DUTY ALLOWANCE: ......................................................................................................................... 59
2.13 SPECIAL ALLOWANCE (48 HRS PER WEEK SCHEDULE) : ..................................................... 59
2.14 RUNNING & MAINTENANCE EXPENSES FOR 2-WHEELER (SCOOTER/MOTOR
CYCLE/MOPED): ................................................................................................................................. 59
2.15 TRANSPORT SUBSIDY: ..................................................................................................................... 60
2.16 GRANT OF CONVEYANCE ALLOWANCE TO BLIND AND ORTHOPAEDICALLY
HANDICAPPED /DEAF & DUMB EMPLOYEES : .......................................................................... 60
2.17 REIMBURSEMENT OF DTH INSTALLATION CHARGES: ........................................................ 61
2.18 CHILDREN EDUCATION ALLOWANCE: ...................................................................................... 61
2.19 RATIONALISATION ADJUSTMENT CUM SKILL UPDATION EXPENSES AS PAYABLE TO
WORKMEN: .......................................................................................................................................... 63
2.20 ERP ALLOWANCE: ............................................................................................................................. 64
2.21 INTERNET CHARGES: ....................................................................................................................... 65
2.22 SPECIAL ALLOWANCES – NORTH EAST SECTOR / SPECIAL COMPENSATORY
ALLOWANCE : ..................................................................................................................................... 65
2.23 HILL-CUM-WINTER ALLOWANCE: .............................................................................................. 69
2.24 OVERTIME ALLOWANCE:............................................................................................................... 69
2.25 OFFICIATING ALLOWANCE: .......................................................................................................... 70
2.26 NEWSPAPERS/PERIODICALS/MAGAZINES ALLOWANCE: ................................................... 71
2.27 RECKONING OF TRAINING PERIOD FOR ADMISSIBILITY OF CERTAIN BENEFITS: ... 71
BENEFITS: ............................................................................................................................................ 72
DUTY : .................................................................................................................................................... 72
2.30 PROVISION OF MOBILE PHONE HANDSET:............................................................................... 73
2.31 INTERNET-CUM-MOBILE CALL CHARGES: .............................................................................. 74
2.32 HOLIDAY HOME FACILITY : .......................................................................................................... 74
3. LEAVE : ........................................................................................................................ 77
3.1. EARNED LEAVE: ................................................................................................................................. 77
3.2. SICK LEAVE: ........................................................................................................................................ 80
3.3. SPECIAL LEAVE FOR SERIOUS SICKNESS: ................................................................................ 81
3.4. DISABILITY LEAVE: .......................................................................................................................... 83
3.5. STUDY LEAVE: .................................................................................................................................... 83
3.6. CASUAL LEAVE: ................................................................................................................................. 84
3.7. SPECIAL CASUAL LEAVE: ............................................................................................................... 84
3.8. EXTRA-ORDINARY LEAVE WITHOUT PAY: .............................................................................. 85
3.9. SPECIAL LEAVE WITHOUT PAY (SLWP) FOR FEMALE OFFICERS TO JOIN THEIR
HUSBAND AT OUTSTATIONS / ABROAD: .................................................................................... 85
3.10 MATERNITY LEAVE: ......................................................................................................................... 86
3.11 CHILD ADOPTION LEAVE ............................................................................................................... 87
3.12 PATERNITY LEAVE: .......................................................................................................................... 88
3.13 CHILD CARE LEAVE: ........................................................................................................................ 88
3.14 TREATMENT OF UNAUTHORIZED ABSENCE: .......................................................................... 89
3.15 SPECIAL CASUAL LEAVE FOR DRIVERS (CIR.40/2003) : ......................................................... 89
3.16 SPECIAL LEAVE UNDER THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE
(PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013 (IOM NO.DP/2/5/59 DATED
01.09.2021) .............................................................................................................................................. 89
3.17 SPECIAL CAUSAL LEAVE FOR EMPLOYEES WITH BENCHMARK DISABILITIES ......... 90
3.18 RECALL FROM LEAVE : ................................................................................................................... 91
3.19 PERMISSION FOR STAY ABROAD ON LEAVE ON COMPLETION OF TRAINING
PROGRAMME: ..................................................................................................................................... 91
3.20 LEAVE / LEAVE ENCASHMENT – DEPUTATIONISTS: ............................................................. 91
3.21 AVAILING OF LEAVE – WHILE ON TOUR: ................................................................................. 91
3.22 VISIT ABROAD DURING REGULAR LEAVE:............................................................................... 92
3.23 COMPENSATORY OFF: ..................................................................................................................... 92
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3.24 COMBINATION OF LEAVE: ............................................................................................................. 92
3.25 LEAVE APPROVING AUTHORITY ................................................................................................. 92
3.26 HOLIDAYS: ........................................................................................................................................... 93
4. TRAVELLING ALLOWANCE (TA) RULES ............................................................. 95
4.1 CATEGORISATION OF EMPLOYEES ............................................................................................ 95
4.2 TRAVEL BY AIR .................................................................................................................................. 95
4.3 TRAVEL BY RAIL ............................................................................................................................... 96
4.4 TRAVEL BY ROAD / LOCAL CONVEYANCE WHILE ON TOUR ............................................. 97
4.5 TRAVEL BY SHIP ................................................................................................................................ 99
4.6 TA FOR APPEARING IN WRITTEN TEST AND/OR INTERVIEWS FOR IOC, JOINING
DUTY .................................................................................................................................................... 100
4.7 TA ON RECALL FROM LEAVE ...................................................................................................... 101
4.8 TA/DA ON FOREIGN TOURS .......................................................................................................... 101
4.9 TA FOR PARTICIPATION IN TRAINING PROGRAMMES/SEMINARS/CONFERENCES/
MEETINGS ELECTION DUTY, ETC. ............................................................................................. 104
4.10 DAILY ALLOWANCE ....................................................................................................................... 107
4.11 CONTROLLING OFFICERS ............................................................................................................ 111
4.12 OFFICIAL TOUR TO NEPAL AND BHUTAN ............................................................................... 111
4.13 TA ADVANCE/BILLS ........................................................................................................................ 112
5. LEAVE TRAVEL CONCESSION ............................................................................. 115
5.1 APPLICABILITY ................................................................................................................................ 115
5.2 FAMILY / REGULATION OF BENEFIT ........................................................................................ 116
5.3 FREQUENCY FOR AVAILING OF LTC ........................................................................................ 118
5.4 EXTENT OF LTC ............................................................................................................................... 119
5.5 CLASS OF TRAVEL ........................................................................................................................... 120
5.6 LEAVE FOR AVAILING LTC .......................................................................................................... 120
5.7 TWO YEARLY BLOCKS .................................................................................................................. 120
5.8 ROUTE AND MODE OF TRAVEL .................................................................................................. 121
5.9 REIMBURSEMENT OF TAXI FARE FOR LOCAL TRAVEL WHILE ON LTC ..................... 124
5.10 FACILITY FOR MEETING LIMITED EXPENSES FOR HIRING ACCOMMODATION
DURING LTC ...................................................................................................................................... 125
5.11 SUBMISSION OF DOCUMENTARY PROOFS .............................................................................. 126
5.12 ENCASHMENT OF LTC ................................................................................................................... 126
5.13 LIBERALISED LTC/ADDITIONAL HOME TRAVEL FACILITY ............................................. 127
5.14 LUMP-SUM LFA FACILITY ............................................................................................................ 128
6. TRANSFER BENEFITS ............................................................................................. 131
6.1 TA ON TRANSFER............................................................................................................................. 131
6.2 ENTITLEMENTS ON TRANSFER .................................................................................................. 131
6.3 PREPARATORY TRIP: ..................................................................................................................... 137
6.4 CONVEYANCE RUNNING & MAINTENANCE EXPENSES REIMBURSEMENT: ................ 137
6.5 TRANSFER BENEFITS IN CASES INVOLVING PERSONAL REQUEST ............................... 137
6.6 MOVEMENT ON SINGLE STATUS BASIS ................................................................................... 138
6.7 JOINING TIME ................................................................................................................................... 138
6.8 REGULATION OF TRANSFER WHILE ON EL/TOUR ............................................................... 140
6.9 SALARY ADVANCE ON TRANSFER ............................................................................................. 140
6.10 ADMISSIBILITY ON TRANSPORTATION OF HOUSEHOLD EFFECTS IN CASE OF
SHIFTING OF RESIDENCE / LOCAL TRANSFER FROM ONE SET-UP TO ANOTHER
INVOLVING CHANGE IN RESIDENCE: ....................................................................................... 141
6.11 HANDING OVER/TAKING OVER – TRANSFER/ SUPERANNUATION: ................................ 142
6.12 GENERAL CONDITIONS /MISCELLANEOUS PROVISIONS ................................................... 142
7. RESIDENTIAL ACCOMMODATION AND HOUSE RENT RECOVERY (HRR) 145
7.1 COMPANY LEASED RESIDENTIAL ACCOMMODATION ...................................................... 145
7.2 COMPANY LEASED ACCOMMODATION OWNED AND OCCUPIED BY THE
EMPLOYEES (SELF LEASE) ........................................................................................................... 147
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7.3 COMPANY OWNED RESIDENTIAL ACCOMMODATION ....................................................... 150
7.4 COMPANY OWNED/LEASED ACCOMMODATION FOR NON-ENTITLED EMPLOYEES
WHO ARE OWNING HOUSE ACQUIRED USING LOAN ASSISTANCE FROM THE
CORPORATION AT THE PLACE OF POSTING.......................................................................... 151
8. RETENTION OF ACCOMMODATION FOR FAMILY & TRANSIT
ACCOMMODATION................................................................................................. 154
8.1. ACCOMMODATION FACILITY FOR FAMILY RETENTION .................................................. 155
8.2. TRANSIT ACCOMMODATION FACILITY FOR OFFICER AT THE PLACE OF POSTING
............................................................................................................................................................... 156
9. SMALL FAMILY NORMS AND DEPENDENCY: ................................................. 160
10. MEDICAL FACILITIES: ........................................................................................... 164
10.1 GENERAL: .......................................................................................................................................... 164
10.2 VALIDITY OF PRESCRIPTION OF MEDICINES: ...................................................................... 165
10.3 TARIFF REVISION AT NOMINATED HOSPITALS .................................................................... 165
10.4 REIMBURSEMENT TOWARDS COST OF SPECTACLE / CONTACT LENSES: .................. 166
10.5 REIMBURSEMENT TOWARDS COST OF HEARING AIDS: .................................................... 166
10.6 REIMBURSEMENT OF COST OF COCHLEAR IMPLANT UNDER MEDICAL RULES: .... 167
10.7 REIMBURSEMENT OF BLOOD GLUCOSE STRIPS: ................................................................. 168
10.8 ROBOTIC TREATMENT: ................................................................................................................. 168
10.9 REFERENCE OF EMPLOYEES / DEPENDENTS FOR OUTSTATION MEDICAL
ATTENDANCE: .................................................................................................................................. 168
10.10 MEDICAL ADVANCE: ...................................................................................................................... 169
10.11 DAY CARE PROCEDURES: ............................................................................................................. 169
10.12 TREATMENT OF INFERTILITY: ................................................................................................... 169
10.13 KIDNEY /LIVER/ BONE MARROW TRANSPLANTATION FROM PROSPECTIVE LEGAL
DONOR: ............................................................................................................................................... 170
10.14 TIME LIMIT FOR SUBMISSION OF MEDICAL CLAIMS: ........................................................ 170
10.15 CEILINGS PRESCRIBED UNDER MEDICAL RULES ON VARIOUS ITEMS ........................ 171
11. HOUSE BUILDING ADVANCE: .............................................................................. 179
12. CONVEYANCE ADVANCE: .................................................................................... 192
12.1. OFFICERS: .......................................................................................................................................... 192
12.2. WORKMEN (IOM IR/1292 DATED 15.02.2017): ............................................................................ 194
12.3. REPAYMENT TO BANK/FINANCIAL INSTITUTIONS: ............................................................ 195
12.4. ADJUSTMENT OF GRATUITY: ...................................................................................................... 195
12.5. UTILIZATION OF ADVANCE ......................................................................................................... 195
12.6. INTEREST RATE ............................................................................................................................... 196
12.7. CONVEYANCE ADVANCE TO DEPUTATIONISTS ................................................................... 196
12.8. EXECUTION OF DOCUMENTS AND COMPLETION OF OTHER FORMALITIES ............. 197
12.9. SALE OF VEHICLE ........................................................................................................................... 198
12.10. RECOVERY OF CONVEYANCE ADVANCE IN CASE OF CESSATION/DEATH OF
EMPLOYEE ......................................................................................................................................... 199
12.11. CONTRAVENTION OF RULES ....................................................................................................... 200
12.12. SCHEME FOR GRANT OF CONVEYANCE REPAIR ADVANCE TO OFFICERS AND NON-
OFFICERS ........................................................................................................................................... 200
12.13. BICYCLE ADVANCE......................................................................................................................... 202
13. SCHEME FOR CHILDREN EDUCATION SUPPORT (CES) TO EMPLOYEES: . 205
14. FURNITURE ADVANCE – WORKMEN: ................................................................ 215
15. COMPUTER ADVANCE: (WORKMEN) ................................................................. 217
15.1. ELIGIBILITY: ..................................................................................................................................... 217
15.2. ADVANCE AND RATE OF INTEREST : ........................................................................................ 217
15.3. PROCUREMENT: ............................................................................................................................... 217
15.4. MIS-UTILISATION OF ADVANCE: ............................................................................................... 218
15.5. AUTHORITY COMPETENT TO SANCTION COMPUTER ADVANCE: ................................. 218
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15.6. GENERAL: .......................................................................................................................................... 219
15.7. REIMBURSEMENT OF EXPENSES INCURRED ON COMPUTER MAINTENANCE: ......... 219
16. FESTIVAL ADVANCE: (WORKMEN) w.e.f. 30.05.2023 ....................................... 219
17. SCHEME FOR FURNITURE ON HIRE AT THE RESIDENCE OF OFFICERS: .. 221
18. SCHEME OF DESK-TOP PC/NOTE BOOK PC AT HOME: .................................. 227
19. OTHER BENEFITS / FACILITIES / PROVISIONS ................................................. 230
19.1 HONORARIUM TO IN-HOUSE FACULTY: .................................................................................. 230
19.2 USAGE OF E-MAIL & INTERNET: ............................................................................................... 231
19.3 POLICY FOR NOMINATION OF HOTEL: .................................................................................... 233
19.4 NOMINATED HOTEL FACILITY FOR OFFICERS AND THEIR DEPENDENT FAMILY
MEMBERS DURING LEAVE / HOLIDAY: .................................................................................... 234
19.5 HONORARIUM TO INQUIRY / PRESENTING OFFICERS CONDUCTING
DEPARTMENTAL INQUIRIES........................................................................................................ 236
19.6 MERITORIOUS AWARD FOR CHILDREN OF EMPLOYEES: ................................................ 238
19.7 REIMBURSEMENT OF EXCURSION TRIP: ................................................................................ 239
19.8 BRIEFCASE AND OFFICIAL AIDS/DEVICES : ........................................................................... 240
19.9 FACILITY OF OFFICIAL AIDS/DEVICES - WORKMEN: ........................................................ 240
19.10 INCENTIVE/AWARD SCHEMES: ................................................................................................... 241
19.11 UNIFORM /PROTECTIVE CLOTHING:........................................................................................ 243
19.12 DEPOSIT FREE LPG CONNECTION: ............................................................................................ 244
19.13 TOLL TAX: .......................................................................................................................................... 245
19.14 TRAINING PERIOD FOR ADMISSIBILITY OF CERTAIN BENEFITS: .................................. 245
19.15 COMPENSATION PAYABLE TO EMPLOYEES FOR SHIFTING OFFICE PREMISES : ..... 245
20. BENEFITS ON SEPARATION: ................................................................................. 247
20.1 SUPERANNUATION BENEFIT FUND SCHEME/ANNUITY BASED PENSIONARY
BENEFIT: ............................................................................................................................................. 247
20.2 PROVIDENT FUND: .......................................................................................................................... 252
20.3 GROUP INSURANCE SCHEME IN LIEU OF EDLI: .................................................................... 252
20.4 EMPLOYEES PENSION SCHEME, 1995: ...................................................................................... 252
20.5 GRATUITY: ......................................................................................................................................... 254
20.6 GROUP SAVINGS LINKED INSURANCE SCHEME: .................................................................. 254
20.7 SCHEME FOR MAKING EX-GRATIA LUMPSUM PAYMENT TO AN EMPLOYEE
SUFFERING DEATH OR PERMANENT TOTAL DISABLEMENT DUE TO AN ACCIDENT
ARISING OUT OF AND IN THE COURSE OF EMPLOYMENT: .............................................. 255
20.8 POST RETIREMENT MEDICAL BENEFIT FACILITY (PRMBF): ........................................... 255
20.9 LEAVE ENCASHMENT: ................................................................................................................... 267
20.10 RESETTLEMENT CONCESSION: .................................................................................................. 267
20.11 TELEPHONE FACILITY ON SEPARATION: ............................................................................... 268
20.12 RETENTION OF ACCOMMODATION ON SEPARATION: ....................................................... 269
20.13 HRA FACILITY AT THE TIME OF SEPARATION ..................................................................... 270
20.14 LTC/LUMP-SUM LFA FACILITY: .................................................................................................. 270
20.15 CHILDREN EDUCATION ASSISTANCE: ...................................................................................... 271
20.16 HOLIDAY HOME TO RETIRED OFFICERS: ............................................................................... 271
20.17 SCHEME FOR GRANT OF EX-GRATIA TO EX-EMPLOYEES:............................................... 271
20.18 TATKAL SAHAYATA YOJANA FOR OFFICERS: ...................................................................... 273
20.19 SHIKSHA MITRA – SCHEME FOR PROVIDING FINANCIAL ASSISTANCE FOR
EDUCATION OF ORPHANED CHILD(REN) OF DECEASED EMPLOYEES (CIRCULAR NO.
2021/HR/22 DATED 26.07.2021) ........................................................................................................ 274
20.20 HANDING OVER/TAKING OVER – TRANSFER/ SUPERANNUATION: ................................ 275
21. CONDUCT, DISCIPLINE & APPEAL RULES of IOC 1980 ................................... 277
22. STANDING ORDERS: ............................................................................................... 310
23. CODE OF DISCIPLINE ............................................................................................. 322
24 ANNEXURES ............................................................................................................. 324
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ANNEXURE-1(A) ............................................................................................................................................. 325
ANNEXURE-1(B) ............................................................................................................................................. 327
ANNEXURE-1(C) ............................................................................................................................................. 332
ANNEXURE-1(D) ............................................................................................................................................. 334
ANNEXURE-2(A) ............................................................................................................................................. 345
ANNEXURE-4(A) ............................................................................................................................................. 349
ANNEXURE-10(A) ........................................................................................................................................... 350
ANNEXURE-10(B) ........................................................................................................................................... 352
ANNEXURE-11(A) ........................................................................................................................................... 353
ANNEXURE-12(A) ........................................................................................................................................... 357
ANNEXURE-12(B) ........................................................................................................................................... 361
ANNEXURE-12(C) ........................................................................................................................................... 365
ANNEXURE-13(A) ........................................................................................................................................... 367
ANNEXURE 13(B) ........................................................................................................................................... 371
ANNEXURE-13(C) ........................................................................................................................................... 373
ANNEXURE-17(A) ........................................................................................................................................... 376
ANNEXURE-17(B) ........................................................................................................................................... 377
ANNEXURE-19A ............................................................................................................................................. 378
ANNEXURE-19(B) ........................................................................................................................................... 380
ANNEXURE-20(A) ........................................................................................................................................... 384
ANNEXURE 21................................................................................................................................................. 385
ANNEXURE 22................................................................................................................................................. 389
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Pay & Allowances
- Officers -
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A) PAY & ALLOWANCES – OFFICERS BACK
1. PAY & ALLOWANCES
1.1 SCALES OF PAY:
The following are the Scales of pay and Level of Officers :
Grade Scale of Pay Level of Officers
A Rs.50000-160000 Officer
A1 Rs.60000-180000 Senior Officer
B Rs.70000-200000 Assistant Manager
C Rs.80000-220000 Manager
D Rs.90000-240000 Senior Manager
E Rs.100000-260000 Chief Manager
F Rs.120000-280000 Dy.General Manager
G Rs.120000-280000 General Manager
H Rs.120000-280000 Chief General Manager
I Rs.150000-300000 Executive Director
Note:
a) The scales are effective 01.01.2017
b) Payscales are linked to AICPI 277.33 (Base 2001 = 100) as on 01.01.2017.
c) Annual increment and Promotional increment would be @ 3% of Basic Pay only.
1.1A METHODOLOGY FOR PAY FIXATION AND FITMENT BENEFIT:

The executives shall be fitted into the corresponding revised pay scale in the following
manner:
a) A uniform fitment benefit of 15% of Basic Pay (BP) + Dearness Allowance (DA) shall
be provided. The revised BP, after applying fitment benefit, shall be arrived as on
1.1.2017 as per the pay fixation methodology mentioned in the table below:
A B C D
Basic Pay+ + Industrial Dearness + Fitment = Aggregate
Stagnation Allowance (IDA) @ benefit of amount
increment(s) 119.5% as 15% of rounded off
as on applicable on (A+B) to the next
31.12.2016 1.1.2017 [under the Rs.10/-
(Personal IDA pattern
Pay/Special computation
Pay not to be methodology linked
included to All India
Cumulative Price
Index (AICPI)
2001=100 series]
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b) Fitment methodology, as per above, shall be applicable for the Executives on rolls of
the Corporation as on 31.12.2016 and continued in service thereafter as on 1.1.2017.
c) The revised BP of new recruits, who joined the service of the Corporation on or after
1.1.2017 as an executive at the minimum of pre-revised pay scale, will be fixed at the
minimum of the corresponding revised pay scale from the date of their joining (unless
the appointment letter states otherwise). Such Executives will not be eligible for
fitment benefit under the pay revision.
d) A new pay scale of Rs.40000-140000 with the nomenclature as Ao has been

introduced
1.2 ANNUAL INCREMENT BACK
a) Annual increment in the revised payscale will be @ 3% of revised basic pay and will
be rounded off to the next multiple of Rs.10/-.
b) Where unauthorized absence individually or cumulatively exceeds 60 days in a

calendar year, the annual increment/stagnation increment due to be granted on 1st
January of the following year shall stand postponed by one year. The unauthorized
absence individually or cumulatively in a calendar year for less than 60 days may be
ignored.
c) In case of Extraordinary leave without pay (EOLWP) on medical grounds exceeding

180 days at a stretch or in spells in a calendar year, the competent authority as
heretofore will have the discretion to consider each case on its merit for the purpose
of postponement of annual increment. EOLWP on medical grounds at a stretch or in
various spells in a calendar year for less than 180 days may be ignored.
d) In case of study leave without pay/special leave without pay granted to a female
employee to join the husband/child care leave exceeding 180 days at a stretch or in
spells in a calendar year, the annual increment would be postponed by one year.
e) There will be no effect on annual increment if the probation period is extended upto
180 days. However, in case of extension of probation period beyond 180 days, the
annual increment would be shifted on the principle as laid down above.
f) The officer shall not draw annual increment falling within the period of suspension.
However, withholding / postponement of increment in a case shall depend upon the
extent and nature of punishment awarded after enquiry proceedings.
BACK
1.3 STAGNATION INCREMENT:
The rate of stagnation increment will be @ 3% of the revised Basic Pay. Officers will be
allowed to draw maximum three stagnation increments, one after every two years, upon
reaching the maximum of the revised pay scale provided the officer gets a performance
rating of “Good” or above. Pay of executives after grant of stagnation increment will be
rounded off to the next multiple of Rs.10/-. Stagnation increment will be treated as Basic
Pay for all purposes except for promotional increment, which will be admissible only on
BP.
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1.4 DEARNESS ALLOWANCE: BACK
1.4.1 100% DA neutralization will be adopted for all the officers w.e.f. 1.1.2017. Thus, DA as
on 1.1.2017 will become zero linked to All India Consumer Price Index (AICPI) 2001 =
100, which is 277.33.
1.4.1 The periodicity of adjustment will be once in three months, as per the existing practice
as under :-
Three monthly average of Payable for the Period
CPI relating to the months
September to November January to March
December to February April to June
March to May July to September
June to August October to December
1.4.2 The quarterly DA payable from 1.1.2017 as per new DA scheme is as under:
W.e.f. Rate of Dearness Allowance

01.01.2017 00.0%
01.04.2017 -01.1%
01.07.2017 -00.2%
01.10.2017 02.2%
01.01.2018 03.4%
01.04.2018 03.5%
01.07.2018 03.8%
01.10.2018 07.3%
01.01.2019 08.8%
01.04.2019 10.0%
01.07.2019 12.4%
01.10.2019 14.8%
01.01.2020 17.2%
01.04.2020 18.7%
01.07.2020 18.4%
01.10.2020 18.4%
01.01.2021 18.4%
01.04.2021 18.4%
01.07.2021 24.7%
01.10.2021 27.2%
01.01.2022 29.4%
01.04.2022 30.0%
01.07.2022 32.5%
01.10.2022 34.8%
01.01.2023 37.2%
01.04.2023 37.7%
_________________________________________________________________________________________________________________
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1.5 ALLOWANCES & PERQUISITES (CAFETERIA APPROACH) :
(CIRCUALR NO.DP/1/12(F)/07 DATED 15.01.2018) BACK
1.5.1 ‘Cafeteria Approach’ is a compensation method which enables employees to assemble
/choose the compensation & benefits package depending on the need of the individual and
to avail the benefit in a favourable tax efficient manner, within the options offered and the
limit set by the employer.
1.5.2 In accordance to above, the Cafeteria approach enables the Executives to
assemble/choose from the list/basket of allowances & perquisites/ facilities upto the ceiling
of 35% of BP, which shall be provisional in the order of precedence and modality as per
the following stages:
Stage I:
The allowances & perquisites /facilities, as being regularly availed or regulated on monthly
basis, shall be mandatorily considered to be provisioned within the ceiling of 35% of BP in
line with the modality of valuation/monetization briefed item-wise in Annexure-1(B).[Stage-I]
Stage II:
After subsuming the items under Stage-I within the ceiling of 35% of BP, a basket of
allowances & perquisites /facilities would be available with the Executives under the Stage-
II. From this basket, an Executive shall have the option to choose based on the items one
is eligible for and avails. In accordance to the option(s) availed/chosen from the basket
under Stage-II, the same shall be provisioned within the balance ceiling of 35% of BP in line
with the modality of valuation/monetization briefed item-wise in Annexure-1(B)(Stage-II).
Stage III:
After subsuming the items under Stage-I & Stage-II within the ceiling of 35% of BP, a
basket of new set of allowances & perquisites/facilities shall be available to the Executives
as supplementary options under Stage-III. This basket of supplementary items shall be
provisioned within the overall ceiling of 35% of BP, if needed by the Executive, in line with
the modality of valuation/monetization briefed in Annexure-1(B) (Stage-III).
1.5.3 List of items/employer-employee related transactions- For availing as additional options
under the ‘cafeteria approach’
Additional options shall be available under the ‘cafeteria approach’ to choose for the
employer-employee related transactions items, which they are availing, from the list
attached at Annexure-1(C). The same shall stand adjusted/loaded within the overall
current ceiling of 50% of BP under the ‘cafeteria approach’
1.5.4 General:
a) Cafeteria approach, as per the above specifics, shall be applicable to the eligible
Executives on the BP.
b) The eligibility and applicability conditions for each of the item, as covered under the
list/basket of allowances & perquisites/facilities, shall continue to remain unchanged
and be regulted as per the respective schemes.
c) The deductions on account of Taxation provisions shall be at the applicable rates.
Circular No.2017/HR/38 dated 04.09.2017.
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1.6 HOUSE RENT ALLOWANCE (HRA): BACK
1.6.1 House Rent Allowance at the applicable rate is payable w.e.f. 13.10.17 at the following rates :
Classification of cities * Rate of HRA
X-class (Population of 50 lakh and above) 24% of Basic Pay
Y- class (Population of 5 lakh to 50 lakh) 16% of Basic Pay
Z-class (Population below 5 lakh) 8% of Basic Pay
*As per the classification of cities/towns applicable to Central Government employees from
time to time (in line with the Department of Expenditure’s guidelines).
1.6.2 HRA rates will be revised to 27%, 18%& 9% of BP for ‘X’. ‘Y’ & ‘Z’ class cities respectively
when DA crosses 25% and further revised to 30%, 20% & 10% of BP when DA crosses
50%.
1.6.3 W.e.f. 01.10.2021, the HRA rates have been revised to 27%, 18% and 9% of Basic Pay
for ‘X’, ‘Y’ & ‘Z’ class cities espectively.
1.6.4 Government of India has re-classified the cities / towns as ‘X’, ‘Y’ & ‘Z’ on the basis of
Census 2011 and the same has been adopted (CO IOM DP/1/4/57 dt. 2.12.2015). The
revised classification of cities for the purpose of payment of HRA are given at Annexure
1(A)
1.6.5 HRA is payable with reference to the place of posting of the employee.
1.6.6 HRA can be drawn either related to the place of his residence or place of work, whichever,
is beneficial, subject to the conditions that :
• Such an officer resides with his family as one unit at a city nearby or in proximity to
the place of duty, due to absence of basic facilities at work location.
• The officer has not retained family at a station other than place of posting because
of the transfer.
1.6.6 If an employee and his / her spouse are both employed in IOC and posted at the same
location, HRA at applicable rate would be payable to them in the individual capacity. In
case rent receipt is submitted and the rental paid exceeds the HRA entitlement of the
employee, the spouse would be allowed to draw HRA at the applicable rate to the extent
of shortfall in the amount under rent receipt and HRA entitlement of the employee as per
the existing provisions. (Cir. 2011/HR/34 dt. 13.7.2011)
1.6.7 However, where Corporation owned accommodation has been allotted to one of the
spouse, the other spouse posted at the same location will not be entitled for HRA.
1.6.8 In the event both husband and wife are employees of IOC and are posted at two different
locations, both the employees (if opting to draw HRAs separately) would be treated as
independent entities.
1.6.9 An officer, who has been allowed to keep his family at a station other than the place of
his posting subject to meeting the prescribed conditions, can draw HRA or avail leased
_________________________________________________________________________________________________________________
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accommodation for residence of his family at that station. In case he opts for HRA, the
same is admissible at the applicable rate as per the classification of the city where the
family is residing. The officer can avail transit accommodation for self, if available, at the
place of posting.
1.6.10 Where family is allowed to reside at a station other than the station of posting, “dependent
parents” of the officer may stay with the family and this would be deemed as staying
under the same roof with the officer to meet the condition of dependency, provided their
income is within the limits prescribed for the purpose.
1.6.11 If a bachelor officer declares his parents as dependent on him, the parents have
necessarily to reside with him at the station of his posting to meet the condition of
dependency. He may therefore, avail company owned, leased accommodation or HRA at
the station of his posting as per rules.
Single officer (i.e. bachelor / widower / divorcee), who does not have spouse and children
but has dependent parents, they alone constitute his family and since retention of family
is allowed on the request of the officer on justified grounds as stated under the Rules with
specific approval in each case, the "single" officer may be allowed to keep his dependent
parents at the earlier place of posting as "family", subject to approval. Thus in such cases,
upon transfer of the officer, the facility of company owned / leased / HRA at the place of
posting may be allowed to be retained with the approval of the competent authority for
the dependent parents if requested by the officer, and the officer may avail transit
accommodation at the transferred station, as admissible under the Rules.
1.6.12 Payment of HRA to employee residing with either of spouse / parent / child / relative who
is also an employee of IOC and allowed company lease or self-lease accommodation would
be regulated as below:-.
• In case a Company lease accommodation has been provided as per policy to an

executive (whose spouse is also an employee of the Corporation) and if the lease
rental paid exceeds the entitlement / ceiling applicable for executive under the
company lease accommodation facility, the spouse employee may be allowed to draw
his/her entitled HRA limited to the extent of shortfall / differential amount i.e. upto
the lease rental paid by the executive for the accommodation beyond the company
lease entitlement / applicable ceiling or the entitled HRA of spouse employee,
whichever is lower.
• In case a self-lease accommodation has been provided as per policy to an employee

(whose spouse is also an employee of the Corporation) and if the assessed value
exceeds the entitlement / ceiling applicable for employee under the self-lease
accommodation facility, the spouse employee may be allowed to draw his/her entitled
HRA limited to the extent of shortfall / differential amount i.e. upto the assessed value
of the accommodation beyond the self-lease entitlement / applicable ceiling or the
entitled HRA of spouse employee, whichever is lower.
• The above clarification is applicable only in cases of couple employees of IOC. There
is no provision for payment of differential HRA under the aforesaid clarification to an
employee residing with parent / child / relative who is also an employee of IOC.
_________________________________________________________________________________________________________________
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1.6.13 Employees staying in villages situated within a radius of 8 km from the periphery of
municipal limits of a city are entitled to HRA at the rates admissible and paid in that city
provided there is no other municipal / sub-urban area within the 8 km limit and the place
of residence is dependent upon the municpal city for his essential supplies (like foodgrains,
milk, vegetables, fuel, etc.)
1.6.14 The HRA is payable irrespective of whether accommodation has been provided to
employees’ parents / spouse by Govt. or any other public sector undertakings.
1.6.15 The Field Officer, who has retained family at a place other than the place of his posting
may be allowed 1/3rd HRA, at the rate of full HRA drawn by him as per extant policy. The
additional 1/3rd HRA may be paid to Field Officers without going through the process of
assessment irrespective of the area of the flat / house occupied by them. A declaration
in the prescribed format to be submitted to the Corporation by the concerned Field Officer.
If the Officer is availing any transit accommodation / Guest House facility provided by the
Corporation at the place of posting, in such situation this additional 1/3rd HRA is not
payable to him.
1.6.16 An employee shall not be entitled to HRA if:

i) He/she resides in accommodation allotted to his/her spouse or parents/son/daughter by
the IOC.
ii) He/she shares accommodation with an employee of the Corporation who has been
provided accommodation by Corporation.
1.6.17 The above upgradation shall also be applicable on facilities /entitlements that are linked
to HRA city classification like lease rental ceilings, Daily Allowance rates, bed rates/ceilings
under Medical Rules, etc., wherever applicable.
BACK
1.7 PROFESSIONAL UPDATION & NEWSPAPERS / PERIODICALS/ MAGAZINES
ALLOWANCE:
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)
Rs. p.m.
A 900
A1 1000
B 1100
C 1200
D 1600
E 1800
F 2000
G 2200
H 2400
I 2500
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1.8 TEA COFFEE ALLOWANCE:
BACK
Effective 01.07.2016 Tea Reimbursement to officer is made as under(Circular
No.2016/HR/32 dated 15.07.2016):
a) At locations where subsidised canteen facilities exist : Rs.40/- p.m.

b) At locations where subsidized canteen facilities do not exist : Rs.3000 /- p.m.
(IOM No. DP/4/1/53 dated 26.07.2022)
1.9 WASHING CHARGE:

a) Washing charge payable to officers is as under (w.e.f. 1.6.2018) (Circular
No.2018/HR/24 dated 31.07.2018):
- Officers provided with protective clothing/ uniform : Rs.600/- p.m.(IOM No.
DP/4/1/52 dated 26.07.2022)
b) WASHING ALLOWANCE:
- Others : Rs.85/- p.m.
BACK
1.10 REIMBURSEMENT TOWARDS LUNCH / REFRESHMENT EXPENSES:
a) Officers are reimbursed lunch expenses on monthly basis within the overall annual
ceiling of Rs. 18,372/- per annum w.e.f. 1st July, 2023. However, the amount of
reimbursement claim should not exceed Rs.1531/- in a particular month. The annual
ceiling is revised based on increase in the average AICPI. (Circular No.2023/HR/21
dated 12.06.2023)
b) As per extant policy, the revised amount for reimbursement of lunch / refreshment
shall continue to be considered within the perks ceiling of 35% of Basic Pay of
employees.
c) Employees not attending duties for a continuous period of one month would not be
entitled to claim reimbursement for that month. However, such employees would not
be debarred from claiming reimbursement within the prescribed annual and monthly
limits during the course of the year. Reimbursement towards Lunch/Refreshment
expenses shall not be admissible during the period of training including the period of
intervening holidays, if any.
1.11 RATIONALISATION ADJUSTMENT: BACK

a) Officers in Grade 'F' and below will be entitled to Rationalisation Adjustment at the following
rates, depending upon their length of total service in the Corporation:
Gradation w.r.t. service* Amt. Of Rationalisation
Range in regular scale of pay Adjustment (per month)
Officers who have put in –
i) Less than 5 years service Rs.85/-
ii) 5 years & more but less than 12 years service Rs.110/-
iii) 12 years & more but less than 19 years service Rs.125/-
iv) 19 years service & more Rs.140/-
*inclusive of service as Non-officer and/ or, Trainee, if any.
b) This allowance will cease to be admissible from the date an officer is promoted to a
level higher than that of Grade `F’.
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c) As and when an officer progresses in terms of the length of his service to higher
slab(s), he will be entitled to the rate related to that respective slab as long as he
continues to be in service in Grade 'F' or below.
d) The amount of Rationalisation Adjustment will not be treated as 'Pay' for claiming
other salary-related allowances/ perks and consequential benefits.
1.12 REIMBURSEMENT OF DTH TV INSTALLATION CHARGES: BACK

a) Employees in regular scale of pay would be entitled to the reimbursement of DTH
installation charges subject to a maximum of Rs.4000/- on self-certification basis for
installation of DTH service at residence as per the prescribed format. Employees
occupying company owned/leased accommodation, where corporation has provided
DTH facility, are not entitled to this facility. This provision shall be admissible to all
the employees including those who were reimbursed Cable TV installation charges.
(Circular 2009/HR/12 dt. 18.2.09)
b) The provision for reimbursement of Cable TV installation charges has been

dispensed with from 31.12.2008.
1.13 CHILDREN EDUCATION ASSISTANCE:

a) The scheme applies to all regular employees including Government servants who are
on deputation to the Corporation.
b) 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.
c) This Allowance would not be admissible to those pursuing Ph.D studies and those who
are pursuing part time/correspondence courses.
d) 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’.
e) 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.
f) A consolidated amount of Rs.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.
(amount revised effective1.4.08vide circular 2008/HR/26 dt. 18.03.08).
g) As regards children studying in Nursery, Junior K.G, Senior.KG levels, the Children
Education Assistance will be extended in case of unrecognised schools also. However,
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the facility will not be available for children attending preparatory schools/day
care/crèche etc.
h) The allowance is payable even when a child is pursuing studies at a place other than
employees place of posting.
i) Admissible throughout the year including vacation period.
j) Hostel Subsidy will be admissible @ Rs.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. (amount revised effective1.4.08vide circular
2008/HR/26 dt. 18.03.08).
k) 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.
l) 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.
m) 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.
n) 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.
o) Journey fare for children studying at outstations is reimbursable twice in a calendar
year during vacation declared by the institution in which the child is studying. The
claim will be restricted to 2nd class rail fare at student's concessional rate from the
Railway station nearest to the place where the child is studying to the Railway station
nearest to the officers Headquarters, by the shortest route & back. If these stations
are not connected by rail, the reimbursement will be restricted to the fare for journey
by ordinary bus / lowest class by ship / steamer.
p) The number of children for whom the facilities can be availed at a time shall be limited
to two, as under :
i) Employees who joined before 1.7.88 :- Benefits under CEA is limited to two
children at a time. In case where twins are born as second issue, the benefits
cannot be availed for more than two children.
ii) Employees who joined on the basis of letter of appointment issued on or after
1.7.88 : Benefits under CEA is limited to two oldest children only. In case where
twins are born as second issue, the employee can decide for whom he would like
to claim the benefit as second permissible child.
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q) Claim for CEA to be made on 1st April every year in the prescribed proforma, and
payment will be made on monthly basis through salary.
r) Children Education Allowance, Hostel Subsidy and journey fare, as per provisions of
the scheme, have been made admissible in respect of children of employees who may
be studying abroad, w.e.f. the financial year 2001-02.
s) If the employee ceases to be in service due to resignation or discharge / dismissal /

removal from service on disciplinary grounds, then the benefit under CEA shall be
restricted only upto the month in which the employee is separated / released from the
service. However, if the employee ceases to be in service in the course of an
academic year due to superannuation, death etc., the Children Education Assistance
will be admissible till the end of the academic year in which the event takes place.
t) 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 upto Xth”.
Children Education Allowance 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 employee’s 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.
BACK
1.14 TRANSPORT ASSISTANCE:
a) 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 facilityw.e.f: 1.11.2012 (Cir.No.2012/HR/31 dt. 29.11.12):
Grade Rate (Rs. p/m)

A 1150/-
A1 1250/-
B 1500/-
C 1700/-
D 2000/-
E 2200/-
F 2350/-
G & Above 2500/-
The Transport Assistance amount is loaded within the executive’s perks ceiling of
35% of BP.
b) However, there may be cases where an officer had drawn conveyance advance, but
has later paid back the entire advance alongwith interest and also sold-off the vehicle.
Similarly, there may be a gap between sale of old car and purchase of new car. For
such cases, the concerned officers may be allowed to draw Transport Assistance at
the prescribed rate from the date of sale of the car.
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c) Grant of Conveyance to Blind and Orthopaedically Handicapped / deaf and
dumb employees:
i) Effective from 1/1/2007, the blind and orthopaedically handicapped employees
shall be entitled to conveyance allowance at double the normal rate of Transport
Assistance/Transport Subsidy otherwise admissible to the employees of
comparable category.
ii) Effective 1.4.2014 the above benefit shall be extended to deaf and dumb
employees.
iii) This allowance is payable only in cases where fixed Allowance is not allowed and
is inclusive of Transport Assistance.
1.15 CONVEYANCE RUNNING & MAINTENANCE EXPENSES (CRME) FOR

CAR/SCOOTER/MOTOR CYCLE/ MOPED:
BACK
1. GENERAL
a) Corporation may grant reimbursement of actual expenses to the employees
who maintain their own vehicles and use the same for official purposes.
b) Employees desirous of claiming reimbursement of actual expenditure incurred
on running and maintaining the vehicle in the interest of the Corporation’s
business shall submit their applications through on-line system available in
ESS.
2. ELIGIBILITY
i) All officers are eligible for reimbursement of expenses for running and maintaining
a car and using it for official purposes.
ii) Officers eligible for reimbursement of expenses incurred on running and
maintaining a car but maintaining a scooter/motor-cycle/moped shall be granted
reimbursement of expenses as applicable in case of scooter/motor-
cycle/moped.
3. ENTITLEMENT:
a) Officers owning Car / Scooter / Motor Cycle / Moped will be reimbursed running
and maintenance expenses under the laid down provisions as under: (w.e.f.
01.10.2022) (Circular No.DP/1/8/25 dated 02.05.2023)
Grade Monthly ceilings for Monthly ceilings for

Petrol version car other than petrol
(in Rs.) version car
(in Rs.)
A0/A/A1 8,704/- 7,924/-
B 12,292/- 11,148/-
C 13,321/- 12,023/-
D 15,365/- 13,935/-
E 16,909/- 15,247/-
F 18,967/- 16,997/-
G 20,496/- 18,472/-
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BACK
b) The monthly ceilings upto which the expenses on conveyance running and
maintenance incurred by the executive on usage of 2 wheelers for official purpose
is Rs.4,102/- p.m. w.e.f. 01.04.2023.
c) In case an officer travels excessively in some months due to business / operational

requirements, he may be allowed to use his entitlement of the following months in
advance or vice versa can utilize the unavailed ceiling of the previous month(s),
subject to claim not exceeding 20% of the monthly ceiling. The ceilings would
overall operate on financial year basis.
d) In cases where the car has dual fuel provision (say petrol plus LPG / CNG) at the
time of its purchase, or where the petrol engine has been converted to other than
petrol engine (say CNG/LPG), the CRME ceilings shall be regulated as per the
ceilings applicable for ‘other than petrol version car’.
e) In case there are nil alternate fuel facilities like CNG, LPG available at the place of
posting of an executive who is having a dual fuel car (with petrol tank), the CRME
ceilings may be allowed to the said executive as is applicable for ‘petrol version car’.
f) The executives would be required to submit a certificate of registration of the car

in the Admn Department certifying the fuel version of the car before claiming the
incurred amount upto the ceiling prescribed for petrol version or for other than
petrol version car (i.e. diesel, CNG, LPG version, etc.). In case of conversion of
petrol driven car to other than petrol engine (say CNG/LPG), the same needs to be
declared to the Admn Department for regulating the prescribed ceiling.
g) The value of conveyance running & maintenance reimbursement upto the revised
ceiling shall continue to be loaded within the individual’s executives perks ceiling of
35% of BP based on the revised Transport Assistance amount.
h) The mileage rates for various mode of conveyance for the officers on touring duty
at field locations and not receiving reimbursement for conveyance expenses on
annual basis are as under (Circular No.DP/1/8/23 dated 02.05.2023) :-
Mode Per km mileage rate (Rs./km)

Petrol Version Other than Petrol
(w.e.f. 01.04.2023) version
(w.e.f. 01.04.2023)
Car 14.05 per km 12.65 per km
Two Wheeler 4.66 per km
i) The above rates will also apply for journeys undertaken while on tour, transfer or
LTC wherever specifically approved by Competent Authority.
j) Journeys performed within headquarters city (local travel) claim would be

admissible at mileage rates applicable, only beyond 15 Kms radius. In other
_________________________________________________________________________________________________________________
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words, 15 kms each way will be deducted from the total distance covered for
payment at eligible mileage rates.
k) For travel outside headquarters (tour), claim would be admissible beyond

radius of 8 kms i.e. only 8 kms each way will be deducted from the total
distance covered from headquarters for the purpose of payment at eligible
mileage rates.
l) Officers who enjoy the Conveyance Maintenance Reimbursement facility are

not entitled to avail the Corporation's transport facility, wherever provided.
They are also not entitled to the transport assistance provided by the
Corporation.
m) In case of an officer who temporarily does not own a car (e.g. the intervening
period between the sale of old car and purchase of another) the annual mileage
ceiling shall stand reduced by the pro-rata mileage for the period when the officer
does not own a car.
n) The mileage entitlement @ 50% of the normal entitlement, in the event of non-
utilisation of the conveyance by an officer will be permissible only for a maximum
period of 3 months, beyond the initial period of 30 days. In other words, in the
event of non-utilisation of conveyance, the mileage entitlement shall be at full
rate for the first month, at 50% rate for the next 3 months and nil thereafter.
o) In case of Training / Tour / Leave with pay, the mileage entitlement for
reimbursement of expenses incurred on R&M of conveyance would be allowed
to employees at full rate for first 30 days, and thereafter mileage entitlement
at 50% rate would continue for the remaining period. Similar relaxation would
also be allowed during Maternity Leave, Child Adoption Leave and Disability
Leave, which are on full pay as is being presently allowed during Special Leave
for Serious sickness.
p) As regards valuation of the conveyance facility while regulating payment of perks

& allowance upto 35% of BP for officers as per existing guidelines, irrespective of
the pro-rata deduction in the annual conveyance mileage limits due to Training /
Tour / Leaves, etc. the full amount of Transport Assistance would continue to be
charged to the indivudal officer under the 50% perks ceiling.
4. COMPETENT AUTHORITY: BACK
The provision related to approval of Competent Authority is required at the location

at initial stage before sanctioning CRME. The said provision be regulated as under
(Cir.No. 2016/HR/22 dt. 24.6.16):
i. Employees intending to use their own vehicle for official purpose and claiming
CRME reimbursement shall be required to route their applications through the
Competent Authority who after satisfying the necessity for the employee towards
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usage of personal vehicle for official purpose shall approve grant of such
reimbursement.
ii. The Competent Authority to approve the usage of personal vehicle for official
purpose in respect of employees upto Grade D shall be the concerned controlling
officer in Gr.E & above level or Location Head, whosoever is at the lower grade.
In case an officer in Gr. E & above level / Location Head is the one seeking
approval for self, then in such case his controlling officer shall be the competent
authority.
iii. Thereafter, the concerned dealing officer in HR/A&W department shall process
the application approved by the said Competent Authority for sanctioning the
reimbursement of CRME after verifying the documents.
iv. However, it is reiterated that as per Circ.No. 2016/HR/06 dt. 29.2.2016, all the
Field Sales Officers, without any deviation, should claim reimbursement of actual
car mileage only as per applicable rate fixed from time to time based on the
mileage limit fixed as per policy by DO/AO/SO.
1.16 COMPENSATION FOR PERFORMING DUTY ON WEEKLY REST

DAYS/HOLIDAYS/CLOSED DAYS:
Officers attending official duty on holidays/closed days/weekly rest days are compensated
by reimbursement of the Transport expenses and Out of pocket expenses w.e.f.
01.04.2015, as under: (circular 2015/HR/26 dated 12.06.2015)
S.No Particulars/Situation C- Meal/Out-of- Transport
Off Pocket expenses
expenses (in Rs.)
(in Rs.)
A For performing Duty on Holidays/Closed Days/Weekly Rest Days:
I For 48 hrs. category:
a 2 hrs & more but less than 4 hrs One 250 -
b 4 hrs & more but less than 8 hrs One 915 -
c 8 hrs & more but less than 16 hrs One 1285 -
d For double shift duty (Total 16 hrs.) One 2565 -
II For 36.25 hrs. category:
a 4 hrs & more but less than 6 hrs - 750 400
b 6 hrs & more but less than 8 hrs - 915 400
c 8 hrs & more - 1285 400
B For performing Extended Duty on Regular working Days:
I For 48 hrs. category:
a 2 hrs & more but less than 4 hrs - 250 -
b 4 hrs & more but less than 8 hrs - 915 -
c 8 hrs i.e. double shift duty (total 16 One 1285 -
d hrs)
Continuous duty of 12 hrs on planned 1/2 915 -
II rota
For 36.25 hrs. category:
a 2 hrs & more but less than 4 hrs - 250 -
b 4 hrs & more but less than 6 hrs 750
c 6 hrs & more but less than 8 hrs - 915 -
d 8 hrs & more - 1650
_________________________________________________________________________________________________________________
- 22 -
III For performing Emergency Duty after office hours when called from
a hom:
Upto 4 hrs. - 300
b 4 hrs. or more - 915
Note:
a) Officers observing 48 hrs./week schedule, if required to attend on their weekly off
day, which falls on a holiday, shall get the compensation as per above in addition to
the normal benefit of getting one compensatory holiday.
b) Officers attending duties on a closed day / holiday/weekly rest day would henceforth
be required to perform for a minimum period of 2 hours (for 48 hrs category) and 4
hours (for 36.25 hrs. category) for the purpose of claiming compensation
c) Officers observing 36.25 hrs./week schedule, if required to attend duty on all the 7
days of the week including on a holiday falling during the week, shall be entitled to
one compensatory weekly off in addition to compensation mentioned above. The
compensatory weekly off shall necessarily have to be availed within 3 days in the next
week, failing which the same shall lapse. The week for the purpose shall mean Monday
to Sunday.
d) Officers (observing 36.25 hrs/week schedule), who are specifically involved in

preparation of balance sheet and in exceptional circumstances have to be on duty on
all the 7 days of the week and also cannot be allowed compensatory weekly off within
the stipulated period due to exigency of work, may be allowed to compulsorily avail
the compensatory off within the same month or the following two months (as allowed
in the case of officers observing 48 hrs. week schedule).
e) In no case Earned leave can be credited in lieu of this compensatory off, if the same
is not availed within the permitted period. (Circular 95/2001).
f) Ordinarily, no employee will be retained for duty beyond working hours on a working
day or called for duty on weekly off days/holidays in Administrative offices (36 ¼
hours working).
g) As a general rule no officer should be required to attend duty for continuous 7 days
of the week.
h) If in exceptional cases, an officer has to attend duty on all the 7 days of the week,
the compensatory weekly off should necessarily be allowed to him within the
stipulated period of 3 days.
i) Performing 12 hours continuous duty on planned rota is different than performing

extended hours of duty of 4 hours on a working day. Planned rota is a notified working
arrangement for a specified duration/period, like planned shutdown maintenance.
j) As per extant provisions, officers working 48 hrs/week schedule, if required to attend

12 hrs continuous duty on a planned rota, are entitled to one compensatory off for
two such duties. The entitlement of half day compensatory off for first spell of such
_________________________________________________________________________________________________________________
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duty lapses if the second spell of half day compensatory off is not earned within two
months of the first spell.
k) Effective from 17/11/2006, it has been decided to allow carry forward of the
entitlement of half-day compensatory off for first spell of continuous planned rota
duty of 12 hrs beyond two months till such time that the half day compensatory off
for second spell is earned by the officer in future. After clubbing, the full one day
compensatory off may be availed/encashed in the same manner as provided under
the normal rule
l) With a view to discourage unhealthy work schedules, it would be the endeavour to

avoid triple shift duty i.e. 16 hrs. extended duties to any officer on any day.
m) Currently, the claim for the compensation for performing additional/extended hours
duty for officers in 36.25 hrs. work schedule is paid after clubbing the rates under the
heads of ‘Meal/out of pocket expenses’ and ‘Transport expenses’. In order to
streamline the same, in the event an officer has not incurred any expense towards
‘Meal/out of pocket expenses’ or towards ‘Transport expenses’ then he/she shall have
the option to claim for compensation under the respective heads (i.e. without
necessarily clubbing the rates).
1.17 TANKER UNLOADING / LOADING CHARGES:

Tanker Unloading / Loading Charges@ Rs.3000/- for every block of 12 hrs continuous duty
will be applicable to officers attending tanker discharge at the Jetty end (IOM No.
DP/4/1/47 dated 26.07.2022), subject to laid down conditions.
1.18 SPECIAL COMPENSATORY OFF:

a) Officers working on 48 hrs.per week schedule, will be granted Special Compensatory
Off to the extent of 9 days per quarter w.e.f. 01.01.1992.
b) An officer will be entitled for SCO only if he has actually worked for more than 45 days
in any quarter. For calculating this period of 45 days, it will be presumed that he has
not worked on those days where he has either been on Casual Leave, Earned Leave,
Sick Leave, Leave With Wages or for any other reason he has not been on duty.
c) Officers newly appointed to 48 hours per week work schedule or those transferred
from 36¼ to 48 hours per week work schedule, in the first half of the respective
quarter will be given credit for the full 9 days Special Compensatory Off.Officers
transferred from 48 to 36 ¼ hours per week work scheduled during the second half
of the respective quarter will be given credit for the full 9 days Special Compensatory
Off.
d) Officers transferred from 48 to 36 ¼ hours per week work schedule in the first half
of the quarter, or officers newly appointed or those transferred from 36 ¼ to 48
hours per week schedule during the second half of the quarter will not be entitled to
any credit of Special Compensatory Off for the said quarter.
e) In case of officers transferred from 48 hours to 36 ¼ hours or in case of fresh

incumbent to the officer category, the special Compensatory Off for any quarter will
_________________________________________________________________________________________________________________
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be regulated on the basis of incident in first half of the quarter or the second half of
the quarter. First and second half of the respective calendar quarters for the purpose
of these rules will be reckoned as under:
Quarter First Half Second Half
Jan – March 1st Jan. to 14th Feb. 15th Feb. to 31st March
April – June 1st Aprl, to 15th May 16th May to 30th June
July – Sept 1st July to 16th August 17th August to 30th Sept.
Oct-Dec 1st Oct. to 15th Nov. 16th Nov. to 31st Dec.
f) SCOs cannot be availed. Moreover, the same will have to be compulsorily encashed,
in the beginning of the succeeding quarter.
g) The period of absence from location on account of tour / training is not to be

considered for calculating minimum 45 days of eligibility for SCO.
h) SCOs during the period of residential training programme are not admissible to them
as the entire period is considered on tour.
1.19 SPECIAL ALLOWANCES – NORTH EAST SECTOR / HARDSHIP LOCATIONS :
SPECIAL ALLOWANCES – LOCATION BASED ALLOWANCES AND NON-PRACTICING

ALLOWANCE : (CO IOM DP/4/1/19 DATED 28.02.2018)
The Location Based Allowances and NPA, effective from 13.10.2017 on the revised Basic
Pay is as under:
A. Location Based Compensatory Allowance:

i. For serving in North-East states and Ladakh Region:
States/Region %age of BP
Assam, Meghalaya, Manipur, Nagaland, Tripura, Arunachal 10% of BP
Pradesh, Mizoram and Sikkim
Ladakh Region 10% of BP
ii. For Serving in Island territories of Andaman & Nicobar Islands and Lakshadweep:
Areas around Capital Towns (Port Blair in A&N Islands, Kavaratti 10% of BP
and Agatti in Lakshadweep
Difficult Areas (North and Middle Andaman, South Andaman 16% of BP
excluding Port Blair, entire Lakshadweep except Karvaratti, Agatti
and Minicoy)
More Difficult Areas (Little Andaman, Nicobar group of Islands, 20% of BP
Narcondam Islands, East Islands and Minicoy)
_________________________________________________________________________________________________________________
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iii. Special allowance : For serving in the difficult and far flung areas:
%age of BP
Party ‘A’ [Areas covered under Annexure-I of D/o Expenditure 8% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Party ‘B’ [Areas covered under Annexure-II of D/o Expenditure 6% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Party ‘C’ [Areas covered under Annexure-III of D/o Expenditure 4% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Party ‘D’ [Areas covered under Annexure-IV of D/o Expenditure 3% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Annexure-I, II, III & IV of the Department of Expenditure’s OM No.3/1/2017-E.II(B)
dated 19.07.2017 is attached as Annexure-1(D).
iv In the event of a place falling in more than one category i.e. i, ii and iii mentioned
above, in that case only the higher rate of allowance will be admissible.
B. Non-Practicing Allowance (NPA):
NPA upto 20% of Basic Pay would be paid to Medical Officers. NPA will not be
considered as pay for the purpose of calculating other benefits.
C. Other facilities:
a) An employee may be permitted to maintain his family as a separate
establishment outside these States, and claim HRA applicable to such station.
The employee himself will be provided with single accommodation at a nominal
charge of Rs.30/- p.m.
b) Liberalised LTC facility for employees posted to Assam and other North Eastern
States (admissible to employees posted to Assam and other NE States, but
whose declared Home-Town as of December 1980 is outside any of these
States), encompassing the following facilities:-
I. An employee whose family has been permitted to be maintained separately

will be entitled to the following:
(i) Self:
(a) Normal LTC facility under the Rules to visit Home Town or any
place in India.
(b) Additional Home Travel facility to visit the family once in two years
when the normal LTC facility is not availed.
(c) While availing normal LTC facility to visit any place in India, in the
event of the family also proposing to visit such place by availing
LTC, the employee will be permitted first to join the family where
they are maintained, before proceeding to the destination of the
visit.
_________________________________________________________________________________________________________________
- 26 -
(d) While availing the additional Home Travel facility once in two
years, as at (b) above, the employee will be allowed a maximum
of 6 days Casual Leave to be availed in one spell.
(e) In case the employee and his family do not opt for availing the
normal LTC in any block year, the employee himself will be
permitted Home Travel facility to visit his family, twice a year.
However, the Casual Leave, mentioned at (d) above will be
admissible only once in two years.
(ii) For Family:
- The facility of normal LTC once in a block of two years
II. An employee, whose family stays with him at the station of posting, will be
entitled to the following:
• Normal LTC facility under the Rules to visit Home Town or any place
in India.
• Additional Home Travel facility to visit Home Town once in two years
as above, the employee will be allowed a maximum of 6 days Casual
Leave, to be availed in one spell.
III. For the above mentioned purposes, the employee and /or family members,
who are entitled to travel by 1st Class Rail, may travel by Air from the place
of posting to Kolkata and back, provided the distance to Home Town
exceeds 1200 kms or involves rail travel exceeding 36 hours. Travel beyond
Kolkata will be by entitled class only.
IV. In case of fresh appointees/transferees, the Additional Home Travel facility

will be admissible after a period of six months from the date of
appointment/transfer. Likewise, family of an employee who is transferred
out of Assam and other North Eastern States, may avail the return travel
for rejoining the employee at the new station, within six months of such
transfer.
V. Employees hailing from outside Arunachal Pradesh but are posted at the 3
AFSs at Along, Passighat and Ziro located in Arunachal Pradesh will also be
entitled for housing accommodation at a concessional rent of Rs.30/- p.m.
VI. Following facilities are given to the employees posted to Kargil:

a. An initial Outfit Allowance of Rs.3500/- to all Officers and Rs.2500/- to
non-officers, hailing from outside J & K State is admissible.
b. Besides the normal LTC entitlement, an additional passage once a year
for every completed year of service for self and family members to visit
Home Town, in respect of employees hailing from outside J&K and
whose declared home town as of now is outside the State.
c. Life Insurance cover of Rs.10 lacs for officers and Rs.6 lacs for non-
officer employees posted at Kargil, including coverage of risk due to
war like situation from the Insurance Company.
_________________________________________________________________________________________________________________
- 27 -
d. LTC by air when availed during November to May limited from Leh to
Jammu/ Chandigarh, as applicable, within the broad parameters of LTC
scheme.
e. A pair each of snow shoes, snow goggles and snow gloves and one
snow cap be provided to each employee at the Kargil depot irrespective
of whether the employee hails from outside J & K or from within J & K,
every 2 years beginning from 1986.
f. Priority for the employees posted at Kargil Depot in the matter of

Conveyance Advance.
VII. Employees posted to Srinagar, are given the following facilities:
a) Payment of Special DA at 75% of the applicable Daily Allowance rate

for A-Class city.
b) Life Insurance cover of Rs.10 lacs for officers and Rs.6 lacs for non-
officer employees posted at Srinagar, Awantipur, Kargil and Leh,
including coverage of risk due to war like situation from the Insurance
Company.
VIII Allowances at Port Blair:
• In respect of employees on leave when travelling by sea to the

mainland, the period of travel in excess of 2 days either way for
onward and return journeys will be treated as joining time.
• Free sea passage for self and family on first appointment and
thereafter once a year while proceeding on and returning from leave.
• Air journey to officers (and members of their families) otherwise not

entitled to travel by air, when on transfer from Kolkata/ Chennai to
Port Blair and the way round, to mainland.
1.20 PROVISION OF MOBILE PHONE: BACK

Communication Services/facilities: (IOM dated 03.08.2016)
a) All Officers in Grade –D and above would be eligible for mobile connectivity as a
functional requirement. Effective 1.1.2011 the officers in Gr. D, E & F would be
eligible for reimbursement of call charges as per ceiling prescribed in such cases.
For officers in Grade A0/ A / B / C, mobile connectivity as a functional requirement

on need basis has to be approved by officer in Grade G or above.
b) Officers would now procure the mobile handset directly on their own and claim
reimbursement in the prescribed proforma on the basis of receipt / bill subject to the
prescribed ceiling (w.e.f. 28.07.2016)
_________________________________________________________________________________________________________________
- 28 -
(IOM No. DP/1/6(D)/58 dated 26.07.2022)
Grade Amount (In Rs.)
A0 25,000/-
A & A1 30,000/-
B 40,000/-
C 50,000/-
D 60,000/-
E/F 70,000/-
G/H 80,000/-
I 90,000/-
As a one time measure officers would be allowed to procure a new handset on

buyback of the existing handset at the depreciated value, subject to the condition
that the handset is atleast two years old.
c) Mobile handset is admissible to Officers in Grade A, during probation period. In case

of recently recruited officers, it would become admissible after the officer has joined
at his final place of posting (on completion of induction training).
d) Tablet devices with voice calling functionality / capability will be treated in the
category of mobile / cell phone and will be covered under the scheme of purchase
of Mobile / Cell Phone. (Circ.2015/HR/07)
e) Officers would be responsible for the safe custody, upkeep and maintenance of the
handset.
f) (Circular No.2016/HR/36 dated 23.08.2016) Officers in Gd.A to Gd.C who have not
been provided with official telephone, reimbursement for a landline residential
telephone or a mobile phone under the scheme are allowed reimbursement of
expenses incurred towards official usage of residential telephone and/or mobile
phone upto a prescribed annual ceiling of Rs.15000/- effective from F.Y.2016-17.
g) For Officers in Gd. A to Gd.C for whom the landline and/or mobile phone is
approved on functional need basis; and for officers in Gd. D to Gd.G level for
whom residential telephone /mobile phone is allowed as an entitlement, the
combined limit for expenses on residential telephone and/or mobile phone is
Rs.36,000/- p.a.
h) The reimbursement of telephone / mobile call charges will be made on financial

year basis against bills only.
i) It has been decided to facilitate effective mobile communications and allow all the
core mobile services like Voice, Data and Short Message Service (SMS), etc. [inclusive
of All-India roaming, STD and GPRS facilities (i.e. packet oriented mobile data
services like 2G/3G/4G)] within the prescribed annual ceiling of phone usage/call
charges applicable for respective grades.
j) Other than these core mobile services, the Value Added Service (VAS) like
entertainment/personalized services, caller tunes, etc. shall not be admissible.
_________________________________________________________________________________________________________________
- 29 -
k) In order to facilitate work at home, expenses incurred on broadband internet
connection [of any service provider of choice availed either in the form of combo-
plans (along with landline connection) or in the form of standalone connection] shall
be allowed for reimbursement based on receipt /bills within the prescribed annual
ceiling of phone usage/call charges applicable for respective grades.
l) The payment of charges towards usage of residential telephone, broadband internet

connection and internet data card is to be regulated only against bills raised by the
service provider (i.e. irrespective of the nature of connection) – Circular
No.2016/HR/46 dated 05.10.2016
m) (Circular No.2018/HR/16 dated 24.07.2018) Replenishment during service would be

allowed on buy-back at the depreciated value after 2 years from the date of purchase.
The depreciation rate would be @ 50% per financial year.
n) Buyback at the time of separation (other than in resignation cases), shall be at the
depreciated value or Rs.1,500/-, whichever is lower.
o) On resignation from service or in cases involving dismissal / discharge arising out of

disciplinary action, the buy back would be compulsory at the following value :-
➢ 100% of the handset cost/ceiling if the separation is within 1 yearof purchase.

➢ 50% of the handset cost/ ceiling if the sepration is is within 2 years of purchase.
➢ If separation is after 2 years of purchase, the buyback would be at the
depreciated value subject to a minimum of Rs.2000/-(IOM dated DP/1/6(D)57
dated 26.07.2022)
p) In case of transfer to another location, the officers would surrender the mobile
connection and carry the handset for use at the new location.
q) In case of officers who have taken approval for mobile connectivity are transferred to
a new location or if there is a change in his current assignment, he would be required
to seek a fresh approval of the competent authority for continuation of mobile phone
facility.
r) In case the continuation of mobile facility is not approved at the new location or on
the new assignment, the officer shall be entitled to reimbursement of call charges
bimonthly against submission of bills.
s) The ceiling limit on residential telephones (including mobile phones) of Field officers
posted away from headquarters and operating from residence-cum-office will be
Rs.5000/- pm as per the ceiling fixed for office telephones. In cases of expenses
exceeding this limit, approval of CGM/ED would be needed for reimbursement of the
full amount.
_________________________________________________________________________________________________________________
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1.20.1 POLICY ON OFFICE/RESIDENTIAL TELEPHONE:
BACK
a) Head Office & Regional Offices:
i) Board extensions are to be provided to all officers. Board extensions should

bewith Direct Outward Dialing facility, with provisions for some DID lines as well.
Single receiver is to serve Board and intercom facility.
ii) Additionally, direct lines are to be provided to officers in Grade-F& above, with
parallel extensions for PAs/PSs of officers in Grade-G & above.
b) Divisional Offices and Area Offices:
i) Divisional Offices and Area Offices may be provided with Operator free EPABXs
with DID facility. Incoming call can land on any extension and can be
transferred if necessary. The number of P&T/MTNL lines may be roughly @ 1
per 3 officers (excluding field officers).
ii) The EPABX extensions are also to serve as intercoms; separate intecom facility
is to be provided.
iii) Location-in-charge is to be provided with additional direct line. His PA/Steno

may be provided with parallel extension
iv) One additional Direct Line is to be provided to each Customer Service Cell of
Area Offices, with dial-free instrument to facilitate receipt of calls only.
c) Other Locations:
i) In other locations, the number of telephones will depend on their classification

as under:
Major Metro Medium Minor Others

Terminal 1* + 3 -- 1* + 2 1* + 2 --
LPG Plant 1* + 3 -- 1* + 2 1* + 1 1
Depot 1* + 2 -- 1* + 1 1 1
AFS 1* + 2 1* + 3 1* + 1 -- 1
SCF -- -- -- -- 1
LBP Chennai -- -- -- -- 1* + 3
DP, Chennai -- -- -- -- 1* + 2
Regl CIP -- -- -- -- 1
Regl Lab -- -- -- -- 1
COCO Outlet -- -- -- -- 1
* 1 for Location In charge as Direct Line.
ii) One telephone line may be provided to each Guest House, Tranist
accommodation and Holiday Home (if not in a hotel), for general use by
occupants.
_________________________________________________________________________________________________________________
- 31 -
iii) Terminals/Depots with total 3 lines or more are to earmark one separate line
at S&D sections with dial-free instruments for receipt of calls from
customers/dealers/transporters.
iv) Busy Locations may provide one PCO facility each, accessable from outside for
the benefit/use of visiting customers/dealers/transporters.
d) Residential Telephones:
i) All Officers in Grade E & above may be provided with residential telephones.
ii) In case of Head Office /Regions, some more officers may have to be provided
with residential telephones for certain specific functions on need-basis.
iii) All Location Incharges, irrespective of Grade may be provided with a residential
telephone.
iv) For Locations headed by Officer in Grade D or above, the immediate deputies
to the Location Incharge who are not Field Officers/Shift Managers may be
provided with residential telephones.
v) At Marketing, Co-ordination Office, New Delhi, all officers in Grade D and above
may be provided with residential telephones.
vi) Field Sales Officers (Gen. Sales/LPG Sales/TS/Lubes/P&S based at DO/AO may
be provided residential telephones.
vii) Officers in Grade D or below with residential telephone as per any of the above
Clauses, will not continue to have the facility if he has a change of assignment,
unless the new assignment justifies so.
e) STD Facilities:
STD facility may be provided to:
i) All officers in grade F & above at office (direct line) & residence.
ii) All Locations Incharges at Office (direct line) & residence.
iii) DO/AO EPABXs for operation only by specific Managers/Dy Managers through
their extensions against user access codes.
iv) All Field Officers except those who are posted and residing at DO/AO
headquarters.
v) For any specific requirement of STD facility over and above these approval will
be required from ED(HR), (Gr.I) HO or CGM(RS) (Gr.H) of Region (as the case
may be ) with full justification.
_________________________________________________________________________________________________________________
- 32 -
vi) Residential STD facility to officers in Grade E or below is to be reviewed
whenever there is a change in assignement of officer, facility is to continue only
if it is justified in the new assignment.
vii) The HO/RO Board Exchanges are not to have any STD facility.
viii) For electronic P&T/MTNL telephone exchanges etc, STD/ISD details (computer
print outs) are to be sought for as supporting documents with telephone bills.
These are to be certified for payment by the users.
ix) For exchanges, which are not equipped to provide such STD/ISD details, the
users have to maintain registers for such calls made. While certifying the bills,
photocopies of the relevant pages of the registers are to be attached as
supporting documents. This will apply to both office and residential telephones.
f) Telephone lines for Facsimile:
i) Separate telephone lines for facsimile are to be provided to EDs and CGMs at
their offices.
ii) For others, at HO/Mktg Coordination Office, wherever separate telephone lines
for facsimile have already been provided, they may continue without
withdrawal.
iii) At Divisional Offices & Area Offices, fax-phones may be provided at the direct
lines of the Location Incharge. No separate line is to be provided.
iv) At other locations, wherever facsimile machines are approved on need-basis,

faxphones are to be similarly attached to the direct lines of the location incharge.
No separate line is to be provided.
g) Other Telephone Requirements:
i) For telephone requirements at office and residence beyond what has been
specified above, suitable justifications are to be provided by Dept concerned
and may be granted subject to approval of ED(HR), HO.
ii) Once an officer has change of assignment, any sanction for residential telephone
under above clause will no longer remain valid.
h) Use of Personal Residential Telephones:
i) Officers having their own telephones at residences and entitled to residential

telephones may be allowed to use such telephones for official purposes in lieu
of official telephones. The bill payments can be directly organized by
Corporation or officer may be reimbursed after actual bill payments, at the
option of the officer.
ii) The same facility can be extended to those who are not normally entitled to
residential telephones, provided specific approval is taken as per Clausse (g) (i)
_________________________________________________________________________________________________________________
- 33 -
above. However, availability of such personal residential telephones will not be
an automatic consideration for such purpose.
i) Retention of Residential Telephones:

i) Retention of residential telephones may be allowed within following limits
Resignation : 2 weeks
Superannuation : 2 months+2 months (with approval)
Voluntary Retirement : 2 months
Death : 4 months
Transfer:
Officers in Grade G & above : Upto the period the accommodation
is allowed to be retained.
ii) Such retention will imply that the telephone rental charges which also over the
minimum free calls permitted by P&T/MTNL etc will be paid for by the
Corporation for such periods. Any excess charge will have to be borne by the
officer concerned, or by the next of kin in case of item “Death”.
iii) If excess charges accrue in such periods due to possible official work specially
required to be undertaken, officer concerned may submit/certify such accounts
for payment by Corporation.
iv) This retention policy will also apply to personal residential telephones as per
Clause (h).
v) Corporation telephones at residences beyond above periods are to be

withdrawn.
1.21 MEMBERSHIP OF PROFESSIONAL BODIES: BACK

a) An officer of the Corporation may obtain membership in any recognised Professional
Body/ Institute/Society relevant to their profession with the approval of Competent
Authority to keep in touch with the changes and update his professional knowledge /
skills. The Scheme allows the officer a maximum annual subscription as detailed
below or equivalent amount in foreign exchange for payment to the Institute in India
or abroad. The officer may take life time membership by making one time payment.
The officer may obtain membership of International Professional
Body/Institute/Society, subject to the laid down limit. The expenses towards
admission/ enrolment fee, etc. are, however, to be borne by the officer. The revised
limit for membership w.e.f. 08/08/2019 is given below:
a. National Body / Institute / Society Rs.7000/-
Annual subscription fee (Maximum limit) for obtaining membership
of a National Professional Body/Institute/Society
b. One-time / life membership fee (Max. limit) of an international Rs.25000/-
Professional Body / Institute / Society
c. Annual subscription for membership of an International Rs.25000/- or $300/-
Professional body/ Institute/ Society (Max.limit) (limited to INR
equivalent $300 or
Rs.25,000/- whichever
is lower)
Circular No.2019/HR/29 dated 08.08.2019

_________________________________________________________________________________________________________________
- 34 -
b) Further, within the prescribed ceiling, officer shall also be allowed reimbursement of
membership fee to two professional Bodies / Institutions/ Societies (including existing
membership, if any). The memberships can either be two annual memberships of one
annual and one lifetime membership. Life membership shall, however, be limited to only
one professional body.
c) The total reimbursement of two annual memberships under the same category (eighter
National or international), shall be limited to the prescribed ceiling of the said category.
However, if an officer claims reimbursement of annual membership fees under two
different cagtegories (One National and the other International), the officer may be
allowed to do so within the individual prescribed ceiling of each category and the total
reimbursement for the two memberships shall be limited to higher of the two ceilings.
d) Respective ceilings in each category shall separately apply in cases where an officer availas
one Annual and one Lifetime membership.
e) In cases of separation on account of resignation, the amount reimbursed towards
obtaining one-time/life membership of a Professonal Body/Institution/Society shall stand
recoverable from the concerned.
f) The time limit for claiming reimbursement of membership of Professional
Bodies/Institutions/Societies has been decided to be as under:
Membership Time limit
Annual subscription fee 6 months from the date of issue of
receipt
Annual subscription for obtaining 6 months from the date of issue of
membership of International professional receipt
bodies/Institutions/Societies
One-time /life membership fee 1 year from the date of issue of
receipt
g) The officers may avail internet membership/e-membership through payment made
by one of the options; viz. Credit Card, wire transfer or cheque payment (normally
drawn on US Bank, etc, where the center is located. The reimbursement shall be
made against the receipt issued by the Professional Body/Institute.
h) Deputationists in officer’s cadre can avail the scheme, so that they can update
themselves with latest developments and improve their competence. The
membership may, however, be restricted to annual basis of either a national or an
international body / society.
i) Competent Authority for approving the professional body membership are as
under:
• Grade ‘A’ to ‘D’ – Controlling Officer
• Grade ‘E’ & above – Self approving
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BACK
1.22 CLUB MEMBERSHIP:
The facility of Club Membership facility shall be allowed to all the executives upto following
ceiling: (w.e.f. 21/09/2018)
Officer Grade City classification (As per HRA)

‘X’ class cities ‘Y’ & ‘Z’ class cities
Entrance Monthly Entrance Monthly
Fee (in subscriptio Fee (in subscription
Rs.) n rate (in Rs.) rate (in
Rs.p.m.) Rs.p.m.)
Officers in Grade A0 to D 50,000/- 2,000/- 25,000/- 1,500/-
Officer in Grade E & F and 75,000/- 2,500/- 50,000/- 2,000/-
Divisional / Area Managers in
Mktg. Divisin irrespective of
Grade
Officer in Greade G and above 1,00,000/- 3,000/- 75,000/- 2,500/-
Note : The facility shall cover membership of any club operating for general / common
purpose of sports / fitness / recreation.
The reimbursements shall be processed based on receipts (as may be charged by the
club) under the cafeteria approach, which shall be regulated as under :
i. Enterence fee, if any, shall be allowed for reimbursement in respect of only one club
in a financial year.
ii. The monthly subscription charge, if any, shall be reimbursed for membership of one
club at a time. In case an executive has paid the monthly subscription in such cases
the amount of monthly subscription in such cases the amount of monthly subscription
charges shall be reimbursed for the number of months for which payent has been
made by the executive as pe the applicable monthly ceiling rate. The said amount
shall be loaded under individuals perk ceiling for the financial year in which the
recruitment is made.
iii. Taxes that may be charged by the club on the entrance fee and/or monthly
subscription charges shall also be admissible for reimbursement over and above the
grade-wise ceilings for entrance fee and monthly subscription charges.
In cases where the entrance fee and/or mothly scription charges paid by the executive
exceeds the laid down ceilings, then in such cases the reimbursement of taxes shall be
limited to the amount computed at the applicable tax rate on the respective ceilings.
Wherever feasible,Regions to make arrangements for Corporate Club membership.
Officers are also allowed to obtain membership of a club at a different location provided it
has recriprocal arrangements with other club(s) at the place of posting.
_________________________________________________________________________________________________________________
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1.23 HOLIDAY HOMES
The Holiday Home facility and its valuation under cafeteria is governed as under:
- Per room per night valuation of Holiday Home facility would be notified on yearly basis
that shall be effective for 12 months from 1st July every year (upon consolidation of
data of previous FY).
- The valuation so notified shall be loaded in the Cafeteria (under the Stage-II) on
individual basis, in respect of Executives availing Holiday Home facility, within the
ceiling of their 35% of Basic Pay (BP).
- The executives can choose to avail Holiday Home at any point of time during the year,
however its valuation shall be considered within the ceiling of 35% of BP of the financial
year in which the last date of the period of availing Holiday Home falls.
The value of availing Holiday Homes (HHs) on per room-per night basis is as under (for the
period 01.07.2023 to 30.06.2024) :
(a) Holiday Homes arrangement with Hotel : [No HH with Hotel]

(b) Holiday Homes arrangement with other than Hotel : Rs.1,940/-
Note: A suite (with two rooms) shall be valued at twice the above rate.
Availing of Holiday Home subsequent to notifying of the above valuation shall get regulated
accordingly on individual basis, which shall be effective till 30th June following a financial
year. Thereafter, based on data of a full FY, the new value shall be notified effective from
1st July following the financial year.
- Cancellation of HH booking :[Circular No. DP/3/6(E) dated 21.02.2018]
a. In the event of cancellation of a booking by an executive the amount blocked under

cafeteria approach shall be released except the valur of HH facility at the following
rate on per room per night basis depending on the date of cancellation prior to the
start date of availing HH:-
Cancellation date prior to start Corresponging value/rate on

date of availing HH per room per night basis
28th day> Cancellation date ≥ 21st Rs.100/-
day prior to start date of availing HH
21st day> Cancellation date ≥ 14th Rs. 200/-
14th day> Cancellation date ≥ 7th Rs. 300/-
b. During the last period remaining prior to the start date i.e. from 6th day to the start
date of availing the HH facility, no cancellation shall be allowed. In such cases, the
_________________________________________________________________________________________________________________
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blocked amount shall not be releases and shall continue to be considered as the
valuation of HH facility within the cafeteria approach even if not availed by the
executive.
c. Subsequent to the cancellation, if there is a waiting list of executive(s) eligible to

book the HH afresh for the required dates against such cancellation, the information
regarding the HH availability will be generated for the executive who is first in the
waiting list and thereafter the concerned shall have the opportunity to opt for HH
facility under Stage-II of the cafeteria approach within the next three days. In case
the option is not exercised by the limited time, the executive who is next in the
waiting list shall then have the opportunity to opt for HH facility in the similar
manner, and so on. In the event there is no executive in the waiting list, the said
HH facility shall become available for booking by any of interested executive.
- In cases where due to orders from Government authorities, the Holiday Home itself is made
unavailable/ inaccessible, recovery charges levied on the employees on account of Holiday
Home cancellation may be allowed to be waived off, subject to approval from the
competent authority, on merit of the case. [Circular No. DP/3/6(E)/8 dated 21.02.2023]
- HR Head at Divisional Hqrs shall be the competent authority for approving waiver of the
cancellation charges.
BACK
1.24 DEPUTATION ALLOWANCE
IndianOil employees posted on deputation to various Government agencies/regulators

(such as Petroleum Planning & analysis Cell, Oil Industry Safety Directorate etc.)/Joint
Ventures/Ministries are allowed deputation allowance as under (effective from April 2019):
a) 5% of Basic Pay subject to a ceiling of Rs. 4,500 per month for deputation within the
same station*; or
b) 10% of Basic Pay subject to a ceiling of Rs. 9,000 per month for deputation involving
change of station*.
*Same station or change of station for the purpose will be determined with reference
to the station where the person was on duty before proceeding on deputation. In
context of IndianOil, movement within a city cluster shall be considered as deputation
within same station and movement from one city cluster to another shall be considered
as deputation involving change of station. City cluster shall have the same meaning as
laid down in the Transfer Policy, 2013, as may be modified from time to time
c) The above rates of deputation allowance will be applicable to all cases of
deputation/secondment irrespective of the category of borrowing organization i.e.
Government agencies/regulators or JVs.
d) The above rate of deputation allowance is effective from the month of April, 2019.
However, there may be cases where employees already on deputation may be drawing
a deputation allowance (frozen amount on 2007 pay scales) higher than the deputation
allowance payable under the above said revised provisions effective from 1.4.2019. In
_________________________________________________________________________________________________________________
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all such cases, these revised provisions shall be applicable to them only when the
amount payable as per the revised provisions becomes higher than the frozen amount
of deputation allowance currently being drawn by these employees. Till such time, the
current frozen amount of deputation allowance shall continue to be drawn by the
concerned employee without escalation.
Accordingly, the deputation allowance being drawn as a frozen amount by employees

till March, 2019, shall stand as regularized.
e) Deputation Allowance will not be admissible after completion of 5 years of deputation

period.
1.25 OFFICIATING APPOINTMENT :

Officiating appointment in the following situations will be:
a) In leave vacancy; or
b) In temporary vacancy due to the incumbent’s being on long term training or because of
the officer being given a special assignment for a temporary period.
c) In exceptional cases, for key positions like Unit/State/Functional Heads etc under
exigencies arising out of resignation/superannuation etc.
d) Officiating appointment of an employee, who is undergoing punishment or facing

disciplinary proceedings or against whom disciplinary action is contemplated, is not
permissible.
e) Whenever an officer is asked to officiate with or without benefit against a higher post, such
an assignment is without any prejudice to the claim of other employees senior to him and
eligible for promotion. This officiating will not confer on the officer appointed to officiate
any beneficiary right such as seniority, increment, probation period, confirmation, etc. at a
future date when he is promoted on regular basis.
f) In the event the officer who is officiating against a higher post is to be given a regular
promotion, the officiating will be first terminated and then only the regular promotion order
will be issued. Such regular promotion to the higher grade will be effective from the date
of taking over the higher assignment as per the regular promotion order.
g) If the officiating period is less than 15 days, no officiating allowances will be granted.
h) If an officer is authorised to officiate in a higher post for a minimum period of 15

consecutive days or more, the concerned officer will be entitled to draw officiating
allowance at the rate of 10% of his basic pay per month*, for the initial period of 3 months
uniformly and thereafter if the officiating is continued his pay will be fixed in the next
higher pay scale. [* Amount is regulated based on Basic Pay (pre-revsied 2007 pay-scale)
that was applicable the month of October ‘17 as a frozen amount, on provisional basis]
i) An Officer in Grade À’ when appointed to officiate in the higher grade for a period
exceeding 3 months, and having his pay fixed in the higher scale, shall be allowed
reimbursement of conveyance expenses and mileage rates if he owns and maintains a car,
_________________________________________________________________________________________________________________
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as admissible from time to time to the higher grade, subject to the sanction by the
Competent Authority. (Please refer DOA)
j) When an employee in the unionised cadre (Grade VI) officiates in Officer grade À’, his
pay will be fixed as on regular promotion to higher grade and he will be entitled to all the
allowances of the higher grade at the rate applicable to his pay so fixed in that higher
grade.
k) A workman appointed to officiate in the Officers Grade À’, for a period exceeding 3
months, he having his `Pay’ fixed in the higher grade on the basis of regular promotion,
will be allowed a fixed monthly reimbursement for running and maintenance of his own
Scooter/Motor Cycle/Moped as fixed by the Management from time to time.
l) The DA entitlement of an officer on tour who has been allowed to officiate in next higher
grade for a period exceeding 3 months and allowed to draw pay in the higher grade in
respect of officiating service, will be with reference to the higher grade, in which the officer
is allowed to officiate. Similarly, the class of accommodation while on tour will be as per
the eligibility accordingly.
m) Wherever absence of the Officers in grade H & above is less than 15 days, the
arrangements to look after their work should invariably be made only after the approval of
the Divisional Director. It should also be mentioned in the order that all policy
decisions/important matters dealt during such absence should be put up to the incumbent
on his resuming duty.
1.26 FACILITY DURING PROBATION PERIOD: BACK
a) The following benefits are admissible to a newly recruited employee during the probation
period after final posting:
o Special Compensatory Off payable to officers working 48 hrs/week.
o Compensation for extended hours of work (payable to officers)
o Compensatory off in lieu of holiday/extended work, wherever admissible.
o Conveyance Running & Maintenance reimbursement, to those maintaining a
conveyance.
o Transport assistance.
o Uniform/Boiler suit, wherever applicable.
o Accommodation/HRA at applicable rate.
o Reimbursement of DTH facility charges.
o Membership of Professional Bodies.
o Incentive for higher qualification shall also be admissible if the employee makes
a declaration at the time of joining alongwith details about the study/course being
pursued by him/her.
o After completion of the induction programme when a newly recruited officer
moves to a location of his final posting, he/she would be entitiled to TA and Transit
DA only.
o Electronic Organizer
o Professional Updation Allowance
o Lunch Subsidy
o Medical Facility including Spectacle
o Conveyance Advance after induction training.
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o Furniture on hire Scheme after induction training.
o Desk Top or Laptop
o Deposit-free LPG Connection.
o Mobile Handset and reimbursement of rentals as per policy
o Earned Leave / Sick Leave / Casual Leave & Restricted Holiday can be availed
proportionately
b) During field training, following arrangements / payments would be made to the newly
recruited officers (Cir No. 2012/HR/24 dt 8.10.12):
i. Payment of lumpsum of Rs. 800 and Rs. 300 per day, irrespective of class of city,
for food and local transport respectively, as field training expenses. In case, HO/
Region arranges either food or local transport, the respective component will not
be admissible. If both are arranged / tied up by the HO/ Region and if there is
no additional expense involved, no lumpsum will be paid to the newly recruited
officers undergoing field training at upcountry locations.
ii. HO/Region will continue to arrange hotels / guest houses and also to and fro
train/bus tickets or arrange other modes of transport for travelling to upcountry
locations. In case, travel arrangements are not made, TA expenses as per
entitlement of ‘A’ grade officers shall be reimbursed.
c) Child Care Leave to female employees is not admissible during the probation period.
Circular 2015/HR/24 dt.27.05.2015 – reg stay arrangements
d) The new recruits, after completion of the induction period, are entitled for
HRA/accommodation facility (subject to conditions) upon joining at the final place of
posting.
e) In case the Corporation is not in a position to provide accommodation facility to the

new recruits, and if the HRA is also not being availed by them, the following facility
may be extended to the new recruits at the final place of posting:
i. The new recruits may be provided Transit accommodation facility (preferably on

sharing basis) subject to its availability and provided there is no pending demand
from any other officer entitled for the transit accommodation. Divisions should
however not create any new Transit accommodation facility for this purpose.
ii. In cases where no transit accommodation / guest house accommodation can be

provided, the stay arrangement for the newly recruited officer may be provided as
per the grade entitlement while on tour upto a maximum period of 30 days or till
such time they find a suitable accommodation, whichever is earlier. The payment
of Daily Allowance (DA) and Local conveyance charges shall be not admissible for
the period. This arrangement would be allowed if the Transit accommodation
facility has not been provided as per proposal at (i) above.
f) Further, the reimbursement of brokerage charges as permitted in the cases of

transferee officers towards hiring of Company leased / rented accommodation, subject
to the ceilings & laid down conditions, may also be extended to the new recruits.
_________________________________________________________________________________________________________________
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BACK
1.27 CONVEYANCE FACILITY FOR SENIOR EXECUTIVES:
Sr. Executives in the rank of Grade I & H i.e. EDs/CGMs are allowed conveyance facility
as under :
A) OPTION - I : COMPANY CAR WITH THE DRIVER / HIRED CAR
Senior Executives, who opt for a hired car facility may be provided Honda city VMT
Car or its equivalent car
In respect of the senior executives (CGMs (Gr.H) / EDs Gr. I)) heading the project,
who are availing company / hired car facility under Option-I, following are allowed
(CO’s IOM DP/7/5/86 dt. 30.12.14):-
• The senior executives can be allowed under unavoidable circumstances to use the
company provided car for private use either at the place of posting or at the touring
place.
• The car usage charges that would stand recoverable on actual cost basis from the
senior executives towards running of the company provided car for private use
would be at the rate of Rs. 7.46 per km w.e.f. 01.10.2019 and shall continue till
further advice. (Circular No.2019/HR/34 dated 25.11.2019)
• Company / hired car facility provided under Option-1 to senior executives (CGM
(Gr.H) / ED(Gr.I) ) heading the project in case an executive is placed under
suspension
a) The company / hired car provided to the Sr. Executive (Project Head) shall not
be admissible during the period of suspension. The Corporation may however,
provide car for the day(s) the concerned is asked to mark attendance / attend
to disciplinary proceedings.
b) However, in case the senior executive requires the continuation of company /

hired car facility which he was availing prior to his suspension to meet his
personal exigency, it may be considered to allow the same subject to the
recovery of car usage charges towards private use at the prescribed rate
(currently Rs. 7.46 per km w.e.f. 01.10.2019) as otherwise being charged from
the senior executives availing Company / hired car facility for private use under
unavoidable circumstances. In respect of the days the executive is asked to
mark attendance / attend to disciplinary proceedings, the charges for the
mileage (kms.) utilized for the purpose shall not stand recoverable from the
concerned.
In such a scenario, the said Company / hired car will be retained by the
concerned executive at his disposal during the suspension period on continuous
basis.
However, if the concerned does not want to continue with Company / hired car
during the suspension period under the terms / provisions mentioned above,
then he may opt out of it at any point of time. In such case, he will be governed
as per para (a) above.
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• Company / hired car facility provided under Option-1 to senior executives
(CGM (Gr.H) / ED(Gr.I)) who consequent upon his /her taking over the position, is
slated to head the key function upon superannuation of the outgoing
functional/project head (Circular No.2017/HR/17 dated 18.04.2017)
In a case where senior executive (Grade H/I), consequent upon transfer, joins the
assigned position and is slated to head the key function (considered as equivalent
to projects) within a period of 12 months of his/her joining, the provision of Option-
I may also be extended to the incumbent senior executive if opted by him/her. The
same shall be allowed with the clearance of Director (M) in the matter.
B) Option – II : PERSONAL CAR ON REIMBURSEMENT BASIS
Senior Executives have the option to use their own car for which reimbursement of
running and maintenance expenses at the rate of @ Rs. 12.54 for Petrol version car
and Rs.11.41 for other than petrol version car per km w.e.f.1.04.2021 respectively for
annual mileage upto 30000 kms for CGMs (Gr.H) & 33000 kms for EDs (Gr.I) is
admissible for official purpose only.
Reimbursement of driver’s wages upto Rs.18000/- per month will be made on self
certification basis to the concerned Sr. Executives in Grade H & I who are using
personal car.
Reimbursement of expenses of Rs. 8000/- per month will be permitted towards other
miscellaneous charges like parking, pollution, toll, cleaning charges, etc. to the
concerned Sr. Executives in Grade H & I who are using personal car.
Senior Executives who are reimbursed running & maintenance expenses for use of
their own car cannot be provided with a hired car for personal use at outstation.
Further, they have to make use of their own car for personal / official exigencies at
the station of posting since reimbursement allowed to them is for these purposes only.
( Circular No.2008/HR/52 dt. 20.6.2008)
C) Senior Executives will be allowed use of personal Car purchased with conveyance
advance or otherwise and claim reimbursement of running and maintenance expenses
as per Option-II only. However, Senior Executives in Grade H & I, heading the
following key functions, considered as equivalent to projects, may be provided with
staff car, as per Option I :-
• Head of Unit / Region / State Office

• Head of Project Site
• Functional Head at Head Quarters / Corporate Office in Grade I
• Functional Head at Head Quarters / Corporate Office in Grade H provided there is
no Sr. Executive in Grade I posted in the concerned function and thus directly
reporting to functional Director or Chairman
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BACK
1.28 FACILITIES TO FIELD OFFICERS:
With a view to augment the working conditions for effective functioning of the Field
Officers, the existing policy (like payment of 1/3rd additional HRA to field officers posted
away from their headquarters; office furniture like table, revolving chair, filing cabinet etc)
has been revised and it has been decided to provide the following additional facilities:
a) Granting additional 1/3rd HRA for Field Officers including Lube Field Sales Officers
assigned the field area/territory at headquarters, who are operating their office from
residence like Field Officers posted away from the headquarters.
b) Provision of additional two chairs of ‘Godrej’ brand for visitors at the total cost of
Rs.2000/- per chair or equivalent at the residence of Field Sales Officers.
c) Fax/Printer/Scanner (all in one) of ‘HP’ brand or any other reputed equivalent brand
at a maximum cost of Rs.6000/- (all inclusive) to be installed at the residence of the
Field Officer. Stationery including cartridge to be provided by SO/DO/AO based on the
request from the officer.
d) The Field Officer, who has retained family at a place other than the place of his
posting, may be allowed 1/3rd HRA, at the rate of full HRA drawn by him as per extant
policy.
e) If the Officer is availing any transit accommodation/ Guest-house facility/Corporation
owned accommodation provided by the Corporation at the place of posting, in such
situation this additional 1/3rd HRA is not payable to him. However, he may be allowed
to procure Fax / Printer/Scanner (all in one) as indicated at para (c) above.
f) In the present scenario, due to non-availability of suitable accommodation within the
entitled HRA amount and due to spiraling cost, particularly in Metros and other main
cities, the officers are not able to earmark any specific area as fixed earlier, in their
accommodation for using it as office at residence. Therefore, the additional 1/3rd HRA
may be paid to Field Officers (except where they are staying in Corporation owned /
leased accommodation) without going through the process of assessment irrespective
of the area of the flat / house occupied by them. A declaration in the prescribed
format may be obtained from them.
g) Field Sales Officers – Permission to utilize Taxi within the mileage limit and
rates :
Field Sales Officers who are assigned the field area / territory outside their
headquarters may be allowed to visit Retail Outlets / Distributors / Agencies / other
places connected with official duty by hiring a taxi, within the overall mileage as per
the extant procedure of finalizing tours with the concerned Divisional / Area Office /
State Office.
For every visit the Field Sales Officer is required to submit cash receipt mentioning the
name, date, place of journey and amount paid to the taxi operators/owner while
claiming the monthly conveyance expenditure in the prescribed format. The claim will
be for actual expenditure incurred restricted to the applicable mileage rate for the
grade. In other words, if the taxi fare is less than the mileage rate, the same should
be restricted to whichever is lower.
The facility shall be availed only in exceptional cases with approval of Unit Incharge.
_________________________________________________________________________________________________________________
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1.29 SHIFTING OF FAMILY AND HOUSEHOLD EFFECTS PRIOR TO SUPERANNUATION
a) In a fit case where a prospective retiree officer has necessarily to settle his family in
advance (within 2 years of the date prior to superannuation) at another location due
to some hardship, then the cost of travel of the family members and transportation of
household effects would be borne by the Corporation on the merit of each case.
b) In case the family is allowed leased accommodation / HRA at the new location, the
officer would be required to vacate the Company accommodation at the place of
posting, and he would be allowed to avail transit accommodation for self, if available.
c) Head of the Location, not below Gd.H, would be the competent authority to allow the
officer to shift family at a station of his choice due to hardship. For officers posted in
HO, the competent authority would be ED(HR) (Gr.I)/ CGM(HR) (Gr.H).
d) Alongwith travel expenses of the family members and transporation charges, packing
charges, insurance charges for household effects and loading & unloading charges as
also transit allowance as per the normal entitlement on the day of the movement is
admissible. No other transfer benefit by way of settling allowance, displacement, etc.
would be admissible and these benefits would be regulated at the time of the
superannuation as per the then applicable entitlements of the officer concerned.
e) In the event of officer’s transfer to another Unit before his superannuation, he will not
be allowed the benefit of transfer benefits for his family members and transportation
expenses for shifting the personal effects to the new place of posting.
f) The Officer would not be entitled to claim for transfer of household effects or the
journey fare for his family members at the time of superannnuation.
g) In the event of his resignation (or separation where such transfer benefits are not his
entitlements), he would be required to refund the amount claimed for transportation
of personal effects etc. for which he would be required to furnish an undertaking in
advance.

BENEFITS:
The service period put in by employees of erstwhile IBP Co.Ltd. would be considered for
the purpose of eligibility and computing of benefits / facilities such as HBA, Post
Retirement Medical Attendance Scheme and Rationalisation Adjustment Allowance, that
are linked to the length of service.
1.31 SPONSORING OFFICERS FOR PART IIME MBA PROGRAMMES: BACK

1 Terms and Conditions:
1.1 Only such officers would be covered by the scheme, who would be able to compete
and secure admission on their own.
1.2 Courses conducted by premier management institutes like IIMs and also the other
management institutes being visited by IndianOil for campus recruitment will be
_________________________________________________________________________________________________________________
- 45 -
covered under this scheme. A list of such approved institutes and programmes as of
now is as under:
Sr. Name of the Institute Name of the Programmes
No
1 Indian Institute of Management (IIM), Post Graduate Diploma in Business
Calcutta Management (PGDBM) – Evening
2 Indian Institute of Management (IIM), Post Graduate Programme in
Lucknow (Noida Campus) Management (PGPM) for working
Executives
3 Indian Institute of Management (IIM), Executive Programme in
Kozikode Management for Working Executives
4 Indian Institute of Management (IIM), Post Graduate Programmes in
Indore Management for Executives
5 Indian Institute of Management (IIM), Post Graduate Programmes in
Ranchi Management for Executives
6 Indian Institute of Management (IIM), Post Graduate Programmes for
Raipur working Executives
7 Indian Institute of Management (IIM), Post Graduate Bisiness Programme in
Trichy Management
8 Indian Institute of Management (IIM), Executive Post Graduate Programme
Kashipur in Management
9 Indian Institute of Foreign Trade – New MBA in International Business
Delhi and Kolkata Capmpus (at both New Delhi and Kolkata
campuses)
10 Faculty of Management Studies (FMS), MBA Executive (Evening ) programee
Delhi
11 Institute of Management Technology Post Graduate Diploma Programme in
(IMT), Ghaziabad Management (Part Time)
12 Narsee Monjee Institute of Management Executive MBA Programme
Studies (NMIMS), Mumbai MBA (Part Time ) Programme
13 Management Development Institute Post Graduate Programme in
(MDI), Gurgaon Management (Part Time)
14 Symbiosys. Institute of Business MBA (Executive Education)

Management (SIBM), Pune
15 International Management Institute (IMI), Post Graduate Diploma in
New Delhi Management (PGDM) – for Working
Executives
16 Xavier Labour Relations Institute (XLRI), PGDM (Business Management) – Part
Jamshedpur Time
17 Pandit Deen Dayal Petroleum University Post Graduate Diploma in Petroleum
(PDPU), Gandhinagar Management – Executive Part Time
Programme
1.3 Academic expenditure (course fee) for undergoing the program will be reimbursed
within the upper limit of Rs.5.00 lakh or the actual course fee, whichever is less
subject to the officer completing the course successfully. The fee reimbursed will be
recovered if the officer does not complete the programme successfully.
1.4 Time-off for writing exams or if classes are held on working days, if any, to be allowed.
_________________________________________________________________________________________________________________
- 46 -
1.5 The decision to sponsor a candidate will be taken on the basis of his/her performance
(defined under the eligibility criteria), potential, conduct, job constraints for e.g. shift
operation, posting in projects, high pressure assignments etc. The relevance of the
programme to the officer’s role will also be considered.
2. Eligibiligy Criteria:
2.1 Officers who are Engineering Graduates/CA/ICWA/Degree in Personnel

Management/MSW & other professionally qualified candidates except Medical Officers
and MBAs will be eligible to be covered under this Scheme.
2.2 Minimum 5 years executive level working experience in IOC as on the date of
commencement of the part-time /executive MBA programme in which admission is
sought.
2.3 Maximum age limit of 45 years as on 31st March of the year in which admission is
obtained.
2.4 The officers should have 3 Outstanding (OS) and 2 Very Good (VG) performance
ratings in the last five years, with “OS” being mandatory in two most recent years.
2.5 In case of newly joined officers who have completed 5 years’ service but do not
possess 5 performance ratings, they must have 2 OS and 2 VG ratings, with “OS”
being mandatory in two recent years.
2.6 Officers should have good conduct/potential.
3. Bond:
3.1 Officers so sponsored will be required to execute a bond to serve the corporation for
a period of 3 years from the date of giving information to the Corporation by him/her
about successful completion of MBA programme, for which sponsorship was
approved.
3.2 The officer shall be liabile to pay to the Corporation, an amount of Rs.10.00 lakh, if
he/she fails to serve the Corporation for a period of minimum 3 years as above.
4. Approving Authority:
The approving authority would be Director (HR) on the recommendation of Divisional
Director of the concerned Officer.

DUTY:
Employees performing duty in connection with an election (i.e. as Presiding Officer/Polling
Officer/Observer/Counting official, etc.) may be allowed compensation/reimbursement as
under w.e.f. 01.01.2014: (Circular No.2014/HR/43 dated 25.08.2014)
_________________________________________________________________________________________________________________
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a) TA and DA entitlement on performing election duty:
Days Travelling Allowance/Local Daily Allowance
Conveyance reimbursement
On training days As per TA rules applicable for the As per DA rates applicable
employee’s grade while on tour for the employee’s grade
while on tour
On pre-Polling day/ As per TA rules applicable for the Double the DA rates
Polling Day employee’s grade while on tour applicable for the
employee’s grade while on
tour
b) The payment made towards TA and DA to these employees shall stand

reduced/adjusted from the amount paid by Government to the concerned employees.
In this regard, the employees would be required to declare the remuneration as and
when received from the Government, if any, for its adjustment/recovery against the
claims made from the Corporation.
c) Employees performing election duty may be allowed to avail a Compensatory Off on

the following day of election in case they are required to work on the polling
day/counting day beyond 08.00 p.m. (provided the following day is not a weekly
off/holiday at the location of the employee concerned).
d) In case of an employee suffering death or permanent total disablement while

performing election duty, such case may be considered under the extant policy for
compensating 100 months’ pay being allowed in case of death or permanent total
disablement due to an accident arising out of and in the course of employment (as
was conveyed vide Circular No.80/99 dated 02.11.1999 and IOM IR/1292 dated
05.01.2006). Director (Marketing) may approve such case on its merit provided there
is causal connection between occurrence of death/permanent total disablement and
the election duty. Further, the said compensation would be exclusive of any other
legally admissible benefits or ex-gratia compensation given by Government under the
orders of Election Commission of India.
_________________________________________________________________________________________________________________
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Pay & Allowances
- Workmen -
_________________________________________________________________________________________________________________
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2. PAY & ALLOWANCES - WORKMEN: BACK
2.1. SCALE OF PAY:

a) The following are the scales of pay w.e.f. 01.01.2017 with typical designations in
respect of workmen in Marketing Division:
Grade Scale of Pay Typical Designations

Blue Collar:
I Rs.23000-78000
Jr. Operator, Jr. Attendant(O), Jr. Attendant (Service),
Blue Collar:
II Rs.24000-95000
Operator, Attendant(O), Attendant(S),
Blue Collar:
Sr. Operator, Office Associate, Cook-cum-Care Taker, Jr.Chargeman,
Rs.25000- Driver(Car), Driver(Mobile Equipment)
III
105000 White Collar
Typist-Clerk, Jr. Business Assistant, Jr. Receptionist, Jr.Telephone
Operator,
Blue Collar:
Chargeman, TT Driver, Mobile Lab Driver, Driver'A' (MobileEqpt),
Rs.26500- Despatch Rider 'A', Driver( Car) 'A', Jr. Tech. Assistant.
IV 116000 White Collar
Assistant, Business Assistant, Receptionist, Tel. Optr.,
Steno-Typist
Blue Collar:
Foreman,Foreman(Field), Foreman(Driving), Tech. Assistant
Rs.29000-
V White Collar
132000
Sr. Assistant, Sr. Asstt (Sys), Sr. Receptionist, Sr. Tel. Operator,
Stenographer
Blue Collar:
Supervisor (Works), Sr. Foreman, Sr. Foreman(Driving), Operations
VI Rs.35000- Officer Gr. II.
157000 White Collar
Personal Assistant, Section Officer Gr. II, Chief Telephone Operator,
Accounts Officer Gr. II, Sales Supervisor, Supervisor (Sys)
Blue Collar:
Supervisor (Works)(Grade VII), Sr. Foreman (Grade VII), Sr.
Foreman(Driving)(Grade VII). Operations Officer Gr. II (Grade VII).
Rs.38000-
VII White Collar
167000
Personal Assistant (Grade VII), Section Officer Gr.II (Grade VII),
Chief Telephone Operator (Grade VII), Accounts Officer Gr. II
(Grade VII), Sales Supervisor (Grade VII)
Note :
i) The scales are effective 01.01.2017
ii) METHODOLOGY FOR PAY FIXATION AND FITMENT BENEFIT:
The workmen shall be fitted into the corresponding revised pay scale in the following
manner:
a) A uniform fitment benefit of 15% of Basic Pay (BP) + Dearness Allowance (DA)
shall be provided. The revised BP of workman of Marketing Division on rolls as
_________________________________________________________________________________________________________________
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on 31.12.2016 and who continued to be in service thereafter shall be arrived as
on 01.01.2017 as per the pay fixation methodology mentioned in the table below:
A B C D
Basic Pay+ + Industrial Dearness + Fitment = Aggregate
Stagnation Allowance (IDA) @ benefit of amount
increment(s) 119.5% as 15% of rounded off
as on applicable on (A+B) to the next
31.12.2016 1.1.2017 [under Rs.10/-
(Personal the IDA pattern
Pay/Special computation
Pay, if any methodology linked
not to be to All India
included Cumulative Price
Index (AICPI)
2001=100 series]
b) The revised BP of new recruits, who joined the service of the Corporation on or
after 1.1.2017 as an workmen at the minimum of pre-revised pay scale, will be
fixed at the minimum of the corresponding revised pay scale from the date of
their joining (unless the appointment letter states otherwise). Such workmen will
not be eligible for fitment benefit under the pay revision.
c) The revised scales of pay shall be replaced and read in lieu of the corresponding
existing scales of pay in the matter of regulating the recovery of charges, if any
made according to the scale of pay. Further revised scales of pay shall replace
the corresponding existing scales of pay for deciding various entitlements.
d) Pay of workmen who were promoted from one workmen Pay Scale to another
between the date of expiry of the last Long Term Settlement i.e 31.12.2016 and
signing of this settlement shall be fixed with reference to the pay drawn by them
on 31.12.2016. Their pay on promotion in the corresponding highr scale of pay
shall be fixed after giving promotional increment at the revised rate indicated in
clause 1.2.ii.
2.2. INCREMENT: BACK

i) Annual Increment
a) Workmen shall be eligible for annual increment @ 3% of revised Basic Pay to be

drawn on 1.1.2017 and thereafter. The amount of annual increment would be
rounded off to next multiple of Rs.10/-.
b) If due to grant of Annual Increment, the Basic Pay exceeds the maximum of the
scale of the grade, the amount of Annual Increment shall be so reduced that the
Basic Pay plus increment does not exceed maximum of the relevant scale. At no
stage the Basic Pay shall exceed the maximum of payscale applicable to the grade
of workman.
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c) Effect in certain contingencies on drawal of Annual increment:
i. Where the Extra Ordinary Leave Without Pay (EOLWP) or unauthorised
absence individually or cumulatively exceeds 60 days in a calendar year
(on other than medical grounds), the annual increment may be postponed
by one year. The period of one year will be counted from 1st January to
31st December. This would apply equally in case of study leave without pay
or special leave without pay granted to a female employee to join her
husband. EOLWP/unauthorised absence at a stretch or in various spells in
a year for less than 60 days may be ignored.
ii. There will be no effect on annual increment if the probation period is

extended upto 180 days. However, in case of extension of probation period
beyond 180 days, the annual increment would be shifted on the principle
as laid down above.
iii. The Workman shall not draw annual increment falling within the period of
suspension. However, withholding/postponement of increment in a case
shall depend upon the extent and nature of punishment awarded after
enquiry proceedings.
BACK
ii) Promotional Increment
a) The promotional increment due in respect of promotions of workmen after
01.01.2017 shall be drawn on the revised BP. One notional increment equal to
the increment being drawn by the workman in the payscale, i.e. @ 3% of Basic
Pay, before such promotion would be granted and pay fixed in the promoted Pay
Scale. Pay after grant of promotion increment, will be rounded off to the next
multiple of Rs.10/-. The rate of increment applicable on promotion would also
apply for pay fixation in the Special Grades on account of stagnation.
If due to grant of Promotional increment, the Basic Pay exceeds the maximum of
the promoted scale, the amount of Promotional Increment shall be so reduced
that the Basic Pay plus Promotional Increment does not exceed maximum of the
relevant scale.
iii) Stagnation Increment

• Workmen will be allowed to draw a maximum of three stagnation increments one
after every two years. The stagnation increment shall be payable at the rate of
3% of the revised Basic Pay. The first stagnation increment will be admissible
after completion of two years from the date of reaching the maximum of the pay
scale. The subsequent stagnation increment will be admissible after completion
of two years from the drawal of the last stagnation increment.
The stagnation increment as above shall be admissible provided the workman
gets a performance rating of ‘satisfactory’/’Average’ or above, as per the latest
available Performance rating of the workman for the last two consecutive years.
The Pay of workman after grant of stagnation increment will be rounded off to
next multiple of Rs.10/-.
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• The stagnation increment so drawn at the applicable rate of annual increment and
shall be treated as Basic Pay for all purposes except for promotional increment.
The stagnation increment shall be granted on the maximum of the Pay scales and
there will be no cumulative effect on the stagnation increments. Stagnation
Increment(s) will be shown separately from Basic Pay as ‘Stagnation Pay’.
2.3 DEARNESS ALLOWANCE: BACK
2.3.1 100% DA neutralization is adopted for all the workmen w.e.f. 01.01.2017. Thus, DA as on
1.1.2017 will become zero.
2.3.2 The periodicity of adjustment will be once in three months, as per the existing practice as
under :-
Three monthly average of CPI Payable for the Period
relating to the months
September to November January to March
December to February April to June
March to May July to September
June to August October to December
2.3.3 The quarterly DA payable from 01.01.2017 as per new DA scheme is as under :
W.e.f. Rate of Dearness Allowance
01.01.2017 00.0%
01.04.2017 -01.1%
01.07.2017 -00.2%
01.10.2017 02.2%
01.01.2018 03.4%
01.04.2018 03.5%
01.07.2018 03.8%
01.10.2018 07.3%
01.01.2019 08.8%
01.04.2019 10.0%
01.07.2019 12.4%
01.10.2019 14.8%
01.01.2020 17.2%
01.04.2020 18.7%
01.07.2020 18.4%
01.10.2020 20.9%
01.01.2021 23.7%
01.04.2021 23.2%
01.07.2021 24.7%
01.10.2021 27.2%
01.01.2022 29.4%
01.04.2022 30.0%
01.07.2022 32.5%
01.10.2022 34.8%
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2.4 PERKS & ALLOWANCES
BACK
2.4.1 ‘Cafeteria Approach’ is a compensation method which enables employees to assemble
/choose the compensation & benefits package depending on the need of the individual and
to avail the benefit in a favourable tax efficient manner, within the options offered and the
limit set by the employer.
2.4.2 In accordance to above, the Cafeteria approach will allow workmen to assemble/choose
from the list/basket of allowances & perquisites/ facilities upto the ceiling of 35% of BP,
which shall be provisional in the order of precedence and modality as per the following
stages:
Stage I:
The allowances & perquisites /facilities, as being regularly availed or regulated on monthly
basis, shall be mandatorily considered to be provisioned within the ceiling of 35% of BP in
line with the modality of valuation/monetization briefed item-wise in Annexure-2(A). [Stage
–I]
Stage II:
After subsuming the items under Stage-I within the ceiling of 35% of BP, a basket of
allowances & perquisites /facilities would be available with the workmen under the Stage-
II. From this basket, an wormen shall have the option to choose based on the items one
is eligible for and avails. In accordance to the option(s) availed/chosen from the basket
under Stage-II, the same shall be provisioned within the balance ceiling of 35% of BP in
line with the modality of valuation/monetization briefed item-wise in Annexure-2(A)
(Stage-II).
Stage III:
After subsuming the items under Stage-I & Stage-II within the ceiling of 35% of BP, a
basket of new set of allowances & perquisites/facilities shall be available to the Executives
as supplementary optins under Stage-III. This basket of supplementary items shall be
provisioned within the overall ceiling of 35% of BP, if needed by the workmen, in line with
the modality of valuation/monetization briefed in Annexure-2(A) (Stage-III).
2.4.3 General:
a) Cafeteria approach, as per the above specifics, shall be applicable to the eligible
Wormen on the revised BP.
b) The eligibility and applicability conditions for each of the item, as covered under the
list/basket of allowances & perquisites/facilities, shall continue to remain unchanged
and be regulted as per the respective schemes.
d) The deductions on account of Taxation provisions shall be at the applicable rates.
_________________________________________________________________________________________________________________
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2.5 HOUSE RENT ALLOWANCE:
BACK
a) HRA:
i) Payment of HRA on revised Basic Pay w.e.f. 13.10.2017 will be at the following
rates, as per the classification of cities placed at Annexure 1(A) :
Cities with Population* Rate of HRA per month
50 lakh and above (Classified as X) 24% of Basic Pay
5 to 50 lakh (Classified as Y) 16% of Basic Pay
Less than 5 lakh (Classified as Z) 8% of Basic Pay
*As per classification of cities/towns applicable to Central Govt. employees from time
to time in line with Department of Expenditure guidelines. The revised classification
of cities for the purpose of payment of HRA are given at Annexure 1(A).
ii) HRA rates will be revised to 27%, 18% & 9% of Basic Pay for ‘X’, ‘Y’ and ‘Z’ class
cities respectively, when DA crosses 25% and further revised to 30%, 20% and
10% of Basic Pay, when DA crosses 50%.
iii) W.e.f. 01.10.2021, the HRA rates have been revised to 27%, 18% and 9% of
Basic Pay for ‘X’, ‘Y’ & ‘Z’ class cities espectively.
iv) If an employee and his / her spouse are both employed in IOC and posted at the
same location, HRA at applicable rate would be payable to them in the individual
capacity. In case rent receipt is submitted and the rental paid exceeds the HRA
entitlement of the employee, the spouse would be allowed to draw HRA at the
applicable rate to the extent of shortfall in the amount under rent receipt and
HRA entitlement of the employee as per the existing provisions. (Cir. 2011/HR/34
dt. 13.7.2011)
v) However, where Corporation owned accommodation has been allotted to one of

the spouse, the other spouse posted at the same location will not be entitled for
HRA.
vi) In the event both husband and wife are employees of IOC and are posted at two
different locations, both the employees (if opting to draw HRAs separately) would
be treated as independent entities.
vii) Payment of HRA to employee residing with either of spouse / parent / child /
relative who is also an employee of IOC and allowed company lease or self-lease
accommodation would be regulated as below:-.
• In case a Company lease accommodation has been provided as per policy to

an executive (whose spouse is also an employee of the Corporation) and if
the lease rental paid exceeds the entitlement / ceiling applicable for executive
under the company lease accommodation facility, the spouse employee may
be allowed to draw his/her entitled HRA limited to the extent of shortfall /
differential amount i.e. upto the lease rental paid by the executive for the
accommodation beyond the company lease entitlement / applicable ceiling or
the entitled HRA of spouse employee, whichever is lower.
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• In case a self-lease accommodation has been provided as per policy to an
employee (whose spouse is also an employee of the Corporation) and if the
assessed value exceeds the entitlement / ceiling applicable for employee
under the self-lease accommodation facility, the spouse employee may be
allowed to draw his/her entitled HRA limited to the extent of shortfall /
differential amount i.e. upto the assessed value of the accommodation
beyond the self-lease entitlement / applicable ceiling or the entitled HRA of
spouse employee, whichever is lower.
• The above clarification is applicable only in cases of couple employees of IOC.

There is no provision for payment of differential HRA under the aforesaid
clarification to an employee residing with parent / child / relative who is also
an employee of IOC.
viii) Employees staying in villages situated within a radius of 8 km from the periphery
of municipal limits of a city are entitled to HRA at the rates admissible and paid
in that city provided there is no other municipal / sub-urban area within the 8
km limit and the place of residence is dependent upon the municipal city for his
essential supplies (like, foodgrains, milk, vegetables, fuel, etc.)
ix) The HRA is payable irrespective of whether accommodation has been provided
to employees’ parents / spouse by Govt. or any other public sector undertakings.
b) Any other situation of both employee and spouse getting HRA will be dealt in line
with prevailing rules.
c) An employee may be allowed to draw HRA either related to the place of his residence
or place of work, whichever may be beneficial to him subject to the conditions that
such an employee resides with his family as one unit at a city nearby or in proximity
to the place of duty, due to absence of basic facilities at the work, location, and; he
has not retained his family at a station other than the place of posting because of
his transfer.
d) An employee shall not be entitled to HRA if:
i) He/she resides in accommodation allotted to his/her spouse or parents/son/
daughter by the IOC.
ii) He/she shares accommodation with an employee of the Corporation who has been
provided accommodation by Corporation.
e) House Rent Recovery:

House Rent Recovery from workmen availing company owned accommodation and
availing the same will be revised w.e.f. 01.01.2017 as under:
Grade HRR (Rs. Per Month)

Metro Others
I 580 290
II 670 340
III 720 380
IV 790 400
V 850 450
VI 990 500
VII 1140 580
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2.6 TEA COFFEE ALLOWANCE :
An amount of Rs.2500/- p.m. is paid to all workmen at all places, where subsidized
canteen is not available w.e.f. 01.03.2023. (Circular No.2023/HR/17 dated 01.06.2023)
2.7 WASHING CHARGE :

Washing Charge is paid to all workmen for those provided with protective clothing is
Rs.500/- w.e.f. 01.03.2023. [IOM No.MD/HO/ER/2/2 dated 30.05.2023]
2.8 REIMBURSEMENT OF REFRESHMENT EXPENSES:

a) Workmen are reimbursed lunch expenses on monthly basis within the overall annual
ceiling of Rs.18372/- per annum w.e.f. 1st July, 2023. However, the amount of
reimbursement claim should not exceed Rs. 1531/- in a particular month. The annual
ceiling is revised based on increase in the average AICPI.
b) As per extant policy, the revised amount for reimbursement of lunch / refreshment
shall continue to be considered within the perks ceiling of 35% of revised Basic Pay
for non-officers.(Cir. 2023/HR/21 dt. 12.06.2023)
c) Employees not attending duties for a continuous period of one month would not be
entitled to claim reimbursement for that month. However, such employees would not
be debarred from claiming reimbursement within the prescribed annual and monthly
limits during the course of the year. Reimbursement towards Lunch/Refreshment
expenses shall not be admissible during the period of training including the period of
intervening vacations, if any.
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2.9 ROTATING DUTY COMPENSATION:
a) The Rotating Duty Compensation admissible to workmen working in rotating shifts,

is as under, we.f. 01.10.2017:
Morning/ Evening Shift : Rs.165/- per shift

Night Shift : Rs.230/- per shift
(commencing from 10 p.m. onwards)
b) Rotating Duty Compensation at the above rates will be payable only at Locations
where rotating shifts are operated and to those Workmen who are required to
work in such rotating shifts as existing as at present.
c) Rotating Duty Compensation is admissible, provided the employee has worked for
full shift of 8 hours duration i.e. no Rotating Duty Compensation is payable for less
than 8 hours shift duty.
BACK
2.10 HOTEL TARIFF:
The Hotel tariff applicable to workman on tour for various class of cities w.e.f.
01.01.2019 are as under : (Circular No.2019/HR/08 dated 01.03.2019)
Class of City* Tariff ceiling per bed per head

‘X’ class Rs.4,300/- + taxes
‘Y’ class Rs.3,700/- + taxes
‘Z’ class Rs.2,150 /- + taxes
* As per HRA classification.
2.11 CONVEYANCE ON TOUR TO SALES SUPERVISORS (GR.VI):

Reimbursement of conveyance expenses to Sales Supervisors (Gr.VI) who are engaged
in fleet marketing activities for their local and outstation movements are as under:
a) Reimbursement of conveyance expenses under special measure would be

admissible to those who have a car registered in their name.
b) The sales supervisors would continue to draw the monthly conveyance

reimbursement prescribed for maintaining a Scooter / M.Cycle and no claim will
be entertained for movements within 15 kms. Radius.
c) For out of office duties, they will be allowed Car mileage allowance at prevailing
rate after deducting 30 kms for every round trip from the total distance covered.
d) Tour programe for Sales Supervisors will be finalised in advance based on total
area to be covered, number of customers to be visited, etc. for optimisation of
movement with the approval of Fleet Card Managers. Tour will be undertaken
only on specific days and total car mileage shall be restricted to a maximum of
1000 kms. in a month.
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2.12 DUTY ALLOWANCE:
a) W.e.f. 03.10.2019, Duty Allowance will be paid at the rate of 16% of the Basic
BACKPay
to workmen in the Installations, Depots, LPG Plants and AFSs, who are subject to
transfers between Offices and Installations / Depots/LPG Plants/ AFSs (48 hours
locations), who are designated as below:
o Operations Officers II
o Stenographer/ Steno-typist
o Assistant/ Sr. Assistant
o Tel. Operator/ Sr. Tel. Operator
o Typist-Clerk
o Attendant / Office Associate
o Technical Assistants
o Supervisor (Works)
b) No Duty Alowance shall be paid to the workmen joining the Corporation on or after
2nd October, 2019. However, Special Allowance @8% as defined at 2.13 below, shall
be payable to such eligible workmen.
c) If, however, they are transferred from the Installations, Depots, LPG Plants and AFSs
to Head Office / Regional Offices / State Offices / Divisional Offices, they shall not be
eligible to draw this allowance.
d) This allowance shall count for computation of PLI, PIS, Overtime and Earned Leave
Encashment only and shall not be taken into account for any other purpose.
2.13 SPECIAL ALLOWANCE (48 HRS PER WEEK SCHEDULE) : BACK
a) Payment of Special allowance to eligible workmen under 48 hours work per week
category shall be @ 8% of the Basic Pay will be given to workmen w.e.f. 03.10.2019,
but not payable to those categories of workmen who are getting Duty allowance.
b) This allowance shall count for computation of PLI, PIS, Overtime, Earned Leave
encashment only and shall not be reckoned for any other purpose.
2.14 RUNNING & MAINTENANCE EXPENSES FOR 2-WHEELER (SCOOTER/MOTOR

CYCLE/MOPED):
a) Workmen maintaining 2–wheelers (scooter/motor cycle/moped) will be reimbursed

running and maintenance expenses under the laid down provisions only for official
use of the said vehicle that has been purchased out of Corporation’s conveyance loan
as under, till the period the outstanding principal amount and the accrued interest
remain due to the Corporation (w.e.f. 01.06.2023) (Circular No.DP/4/3/35 dated
31.05.2023 and DP/1/8/23 dated 02.05.2023):
Vehicle Grade I to Grade VI Grade VII Mileage
V (Rs./p.m.) (Rs./p.m.) Rate/Rs.P km
(Rs/p.m.) w.e.f.
01.04.2023
2-wheelers
(Scooter/M 3,282/- 3,692/- 3,897/- 4.66
Cycle/Moped)
_________________________________________________________________________________________________________________
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b) Workmen who have specifically been allowed to maintain a two wheeler for official
purposes on mileage rate basis to perform outside duties (as for example chargeman
/ ROM personnel) and are not claiming fixed amount of reimbursement towards
running and maintenance expenes for scooter / motor cycle / moped shall be elgible
to claim reimbursement of expenses as per above rates.
c) Workmen claiming reimbursement of monthly conveyance maintenance,

reimbursement of expenses for journeys performed outside headquarters, deduction
of 8 kms each way, would be made while reimbursing conveyance expenses. While
on local travel/tour, for journeys performed within 15 kms from HQ, no additional
reimbursement of expenses is permissible; and for journeys performed beyond 15
kms radius, deduction of 15 kms each way would be made while reimbursing
conveyance expenses at the applicable rates.
d) Effective 01.04.09 Transport Allowance has been merged and would be deemed to
have been paid as part of conveyance R&M expenses / conveyance allowance.
e) Workmen who enjoy the above facility are not entitled to avail the Corporation's
transport facility, wherever provided. They are also not entitled to the Transport
subsidy.
BACK
2.15 TRANSPORT SUBSIDY:
a) 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 w.e.f. 01.11.2012:
City Transport Subsidy

(Rs.) p.m
X – class cities 900/-
Other than X-class 625/-
cities*
* City as per HRA classification
b) Chargemen (ROM) are eligible for Transport Subsidy, as a special case, on the rate
applicable for other workmen. Since Chargemen (ROM) are paid mileage rates for
performing outdoor duties in connection with official work, no mileage rate is paid for
their journey between residence to the place of work and back as the transport
subsidy is paid to meet such travel expenses.
2.16 GRANT OF CONVEYANCE ALLOWANCE TO BLIND AND ORTHOPAEDICALLY

HANDICAPPED /DEAF & DUMB EMPLOYEES :
BACK
a) Effective from 1/1/2007, the Conveyance Allowance to Blind and Orthopaedically
Handicapped workmen shall be paid at double the normal rate of Transport
Assistance/Transport Subsidy.
b) Effective 1.4.2014 the above benefit shall be extended to deaf and dumb employees.
_________________________________________________________________________________________________________________
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c) This allowance is payable only in cases where fixed allowance is not availed, and is
inclusive of transport subsidy
2.17 REIMBURSEMENT OF DTH INSTALLATION CHARGES:

Employees in regular scale of pay would be entitled to the reimbursement of DTH
installation charges subject to a maximum of Rs.4000/- on self-certification basis for
installation of DTH service at residence as per the prescribed format. Employees occupying
company owned / leased accommodation, where corporation has provided DTH facility,
are not entitled to this facility. This provision shall be admissible to all the employees
including those who were reimbursed Cable TV installation charges. (Circular 2009/HR/12
dt. 18.2.09)
The provision for reimbursement of Cable TV installation charges has been

dispensed with from 31.12.2008.
BACK
2.18 CHILDREN EDUCATION ALLOWANCE:
a) The scheme applies to all regular employees including Government servants who are
on deputation to the Corporation.
b) 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. However, the facility will not be available for children
attending preparatory schools/day care/crèche etc.
c) This Allowance would not be admissible to those pursuing Ph.D studies and those who
are pursuing part time/correspondence courses.
d) 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’.
e) 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.
f) A consolidated amount of Rs.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
(amount revised effective 1.4.08 vide circular 2008/HR/26 dt. 18.03.08).
g) As regards children studying in Nursery, Junior K.G, Senior.KG levels, the Children
Education Assistance will be extended in case of unrecognised schools also.
h) The allowance is payable even when a child is pursuing studies at a place other than
employees place of posting.
_________________________________________________________________________________________________________________
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i) Admissible throughout the year including vacation period.
j) Hostel Subsidy will be admissible @ Rs.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. (amount revised effective1.4.08vide circular
2008/HR/26 dt. 18.03.08).
k) Hostel Subsidy as per applicable rate shall be admissible in respect of a ward who is
pursuing a 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. This
concession shall be effective from the financial year 2003-04.
l) 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.
m) 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.
n) 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. (Circular No. 2004/HR/97 dt.
13.12.04).
o) Journey fare for children studying at outstations is reimbursable twice in a calendar

year during vacation declared by the institution in which the child is studying. The
claim will be restricted to 2nd class rail fare at student's concessional rate from the
Railway station nearest to the place where the child is studying to the Railway station
nearest to the workman’s Headquarters, by the shortest route & back. If these
stations are not connected by rail, the reimbursement will be restricted to the fare for
journey by ordinary bus / lowest class by ship / steamer.
p) The number of children for whom the facilities can be availed at a time shall be limited
to two, as under:
i) Employees who joined before 1.7.88 :- Benefits under CEA is limited to two
children at a time. In case where twins are born as second issue, the benefits
cannot be availed for more than two children.
ii) Employees who joined on the basis of letter of appointment issued on or after
1.7.88 : Benefits under CEA is limited to two oldest children only. In case where
twins are born as second issue, the employee can decide for whom he would like
to claim the benefit as second permissible child.
q) Claim for CEA to be made on 1st April every year in the prescribed proforma, and
payment will be made on monthly basis through salary.
_________________________________________________________________________________________________________________
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r) Children Education Allowance, Hostel Subsidy and journey fare, as per provisions of
the scheme, have been made admissible in respect of children of employees who may
be studying abroad, w.e.f. the financial year 2001-02. The journey fare in respect of
such cases shall be admissible from the nearest city in India having International
Airport to the employee’s place of posting, limited to 2nd class rail fare.
s) If the employee ceases to be in service due to resignation or discharge / dismissal /

restricted only upto the month in which the employee is separated / released from
the service. However, if the employee ceases to be in service in the course of an
academic year due to superannuation, death etc., the Children Education Assistance
will be admissible till the end of the academic year in which the event takes place.
t) 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 upto Xth”.
Children Education Allowance 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 employee’s 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.
2.19 RATIONALISATION ADJUSTMENT CUM SKILL UPDATION EXPENSES AS PAYABLE TO

WORKMEN:
BACK
a) In view of the Unions agreeing for introduction of additional systems,

facilities/equipments pertaining to the use of modern information technology at any
of the Units including communication network etc. and also for redeployment,
reallocation, reorganisational measures as may be required as well as multi-skilling,
and introduction of automated Access Control Systems in all the Units, to discuss
regarding involving workmen for improved work environment/work culture, the
Rationalsiation Adjustment has been integrated with the envisaged scheme for skill
updation expenses, and the revised Rationalisation Adjustment cum Skill Updation
Adjustment payable w.e.f. 01.1.2007 is as under:
Gradation w.r.t. service Amt. of Rationalisation

Range in regular scale of pay Adjustment (per month)
Workmen who have put in –
Upto 5 years Rs.500/-
Above 5 years and upto 10 years Rs.565/-
Above 25 years Rs.820/-
_________________________________________________________________________________________________________________
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b) Whenever a workman crosses a particular slab of completed years of service and
moves to another slab, a higher rate shall be paid/reimbursed, as long as he continues
to remain a workman.
c) The amount of Rationalisation Adjustment (RA) will not be treated as 'Pay' for claiming
other salary-related allowances/perks and consequential benefits.
BACK
2.20 ERP ALLOWANCE:
a) During the process of negotiation on finalization of perks & allowances for workmen
in July 2013, an understanding was reached between the Management and the
recognized Unions for freezing the ERP/Special Computer Allowance as a one-time
temporary measure with certain terms and conditions.
b) Accordingly, the following are the details for regulation/payment arsing out of freezing
the ERP/Special Computer Allowance:
1. The amount equivalent to applicable ERP / Special Computer Allowance, as may

be drawn by individual workmen as on 31.05.2011 shall be frozen for each
workman and payable in the name of Frozen Personal Pay (FPP) effective from
01.06.2011. As for the prior period from 26.11.2008 to 31.05.2011, the amount
equivalent to applicable ERP / Special Computer Allowance drawn by workmen
during the said period shall be allowed to the individual before freezing the said
amount on 31.05.2011.
2. FPP will neither be treated as pay for any purpose nor there will be any
consequential benefit on the FPP amount.
3. FPP shall be personal to the individual workman and it shall not undergo any
revision in future.
4. The FPP will cease to exist for the individual workman on his retirement /
separation, or promotion / selection to officer Gd. A.
5. In cases of those workmen who have joined on or after 01.06.2011 and till
date of reaching MOS on perks & allowances i.e. 31.07.2013, the amount
equivalent to the ERP / Special Computer Allowance @ 8%, 9% or 10% of
their BP as applicable on their date of joining shall also be frozen for each
workman in the name of FPP.
6. For workmen, joining after date of reaching MOS on perks & allowances
upto 50% of BP i.e. 31.07.2013, the element of FPP shall be non-existent /
not applicable for them.
c) In consideration of the Unions agreeing that workmen will work on Personal

Computers, Work Stations, Computer Terminals, Main Frames, Mini Computers,
Servers and other electronic equipments/devices for various computerised
applications/ systems/ solutions/ Internet/ documentation work/ record keeping/data
retrieval and any other applications as may be required including implementation of
Enterprise Resource Planning (ERP) / Manthan and to receive such other further
training in the use of modern information technology/equipment/software solutions
_________________________________________________________________________________________________________________
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in the implementation of ERP/Manthan as may be deemed necessary, by the
management from time to time, workmen were extended the subject allowance w.e.f.
01.08.1999.The revised rates effective 1.1.2007 are as under:
Percentage of Basic Pay

Grade
I & II 8%
III & IV 9%
V ,VI& VII 10%
d) On movement from one cluster to the next higher cluster, the workmen will be paid
the higher percentage amount.
2.21 INTERNET CHARGES: BACK
With the introduction of ‘Internet-cum-Mobile call charges’, the payment under the head
of ‘Internet charges’ shall stand discontinued w.e.f. 01.03.2017. Circular No.2017/HR/10
dated 22.02.2017.
2.22 SPECIAL ALLOWANCES – NORTH EAST SECTOR / SPECIAL COMPENSATORY

ALLOWANCE :
The Location Based Allowances / Special Compensatory Allowance, effective from 13.10.2017
on the revised Basic Pay is as under:
A. Location Based Compensatory Allowance:
i. For serving in North-East states and Ladakh Region:
Assam, Meghalaya, Manipur, Nagaland, Tripura, Arunachal 10% of BP
Pradesh, Mizoram and Sikkim
Ladakh Region 10% of BP
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ii. For Serving in Island territories of Andaman & Nicobar Islands and Lakshadweep:
Areas around Capital Towns (Port Blair in A&N Islands, Kavaratti 10% of BP
and Agatti in Lakshadweep
Difficult Areas (North and Middle Andaman, South Andaman 16% of BP
excluding Port Blair, entire Lakshadweep except Karvaratti, Agatti
and Minicoy)
More Difficult Areas (Little Andaman, Nicobar group of Islands, 20% of BP
Narcondam Islands, East Islands and Minicoy)
iii. Special allowance : For serving in the difficult and far flung areas:
%age of BP
Party ‘A’ [Areas covered under Annexure-I of D/o Expenditure 8% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Party ‘B’ [Areas covered under Annexure-II of D/o Expenditure 6% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Party ‘C’ [Areas covered under Annexure-III of D/o Expenditure 4% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Party ‘D’ [Areas covered under Annexure-IV of D/o Expenditure 3% of BP
O.M.No.3/1/2017-E.II(B) dated 19.07.2017]
Annexure-I, II, III & IV of the Department of Expenditure’s OM No.3/1/2017-E.II(B)

dated 19.07.2017 is attached as Annexure-1(D).
iv In the event of a place falling in more than one category i.e. i, ii and iii mentioned
above, in that case only the higher rate of allowance will be admissible.
V. A Special Compensatory Allowance (SCA) was allowed vide CO(HR)'s
10M No. DP/1/12(A)/18 dated 18.2.2011 at certain locations of
Pipelines & Marketing Divisions at the rate of 6% of Basic Pay on
provisional basis. The said SCA allowed under the 10M dated
18.2.2011shall stand discontinued from 13.10.2017.
B. Other facilities:
BACK
a) An employee may be permitted to maintain his family as a separate

establishment outside these States, and claim HRA applicable to such station.
The employee himself will be provided with single accommodation at a nominal
charge of Rs.30/- p.m.
b) Liberalised LTC facility for employees posted to Assam and other North Eastern
States (admissible to employees posted to Assam and other NE States, but whose
declared Home-Town as of December 1980 is outside any of these States),
encompassing the following facilities:-
i. An employee whose family has been permitted to be maintained separately

will be entitled to the following:
_________________________________________________________________________________________________________________
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ii. Self:
(a) Normal LTC facility under the Rules to visit Home Town or any place in
India.
(b) Additional Home Travel facility to visit the family once in two years when
the normal LTC facility is not availed.
(c) While availing normal LTC facility to visit any place in India, in the event
of the family also proposing to visit such place by availing LTC, the
employee will be permitted first to join the family where they are
maintained, before proceeding to the destination of the visit.
(d) While availing the additional Home Travel facility once in two years, as
at (b) above, the employee will be allowed a maximum of 6 days Casual
Leave to be availed in one spell.
(e) In case the employee and his family do not opt for availing the normal
LTC in any block year, the employee himself will be permitted Home
Travel facility to visit his family, twice a year. However, the Casual
Leave, mentioned at (d) above will be admissible only once in two years.
iii) For Family:
- The facility of normal LTC once in a block of two years
- An employee, whose family stays with him at the station of posting, will
be entitled to the following:
• Normal LTC facility under the Rules to visit Home Town or any place
in India.
• Additional Home Travel facility to visit Home Town once in two

years as above, the employee will be allowed a maximum of 6 days
Casual Leave, to be availed in one spell.
- For the above mentioned purposes, the employee and /or family
members, who are entitled to travel by 1st Class Rail, may travel by Air
from the place of posting to Kolkata and back, provided the distance to
Home Town exceeds 1200 kms or involves rail travel exceeding 36
hours. Travel beyond Kolkata will be by entitled class only.
- In case of fresh appointees/transferees, the Additional Home Travel

facility will be admissible after a period of six months from the date of
appointment/transfer. Likewise, family of an employee who is
transferred out of Assam and other North Eastern States, may avail the
return travel for rejoining the employee at the new station, within six
months of such transfer.
_________________________________________________________________________________________________________________
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c) Employees hailing from outside Arunachal Pradesh but are posted at the 3 AFSs
at Along, Passighat and Ziro located in Arunachal Pradesh will also be entitled for
housing accommodation at a concessional rent of Rs.30/- p.m.
d) Following facilities are given to the employees posted to Kargil:
i. An initial Outfit Allowance of Rs.3500/- to all Officers and Rs.2500/- to

non-officers, hailing from outside J & K State is admissible.
ii. Besides the normal LTC entitlement, an additional passage once a year for
every completed year of service for self and family members to visit Home
Town, in respect of employees hailing from outside J&K and whose declared
home town as of now is outside the State.
iii. Life Insurance cover of Rs.10 lacs for officers and Rs.6 lacs for non-officer
employees posted at Kargil, including coverage of risk due to war like
situation from the Insurance Company.
iv. LTC by air when availed during November to May limited from Leh to
Jammu/ Chandigarh, as applicable, within the broad parameters of LTC
scheme.
v. A pair each of snow shoes, snow goggles and snow gloves and one snow
cap be provided to each employee at the Kargil depot irrespective of
whether the employee hails from outside J & K or from within J & K, every
2 years beginning from 1986.
vi. Priority for the employees posted at Kargil Depot in the matter of
Conveyance Advance.
e) Employees posted to Srinagar, are given the following facilities:
i. Payment of Special DA at 75% of the applicable Daily Allowance rate for

A-Class city.
ii. Life Insurance cover of Rs.10 lacs for officers and Rs.6 lacs for non-officer
employees posted at Srinagar, Awantipur, Kargil and Leh, including
coverage of risk due to war like situation from the Insurance Company.
f) Allowances at Port Blair:
2.22.1 In respect of employees on leave when travelling by sea to the mainland,

the period of travel in excess of 2 days either way for onward and return
journeys will be treated as joining time.
2.22.2 Free sea passage for self and family on first appointment and thereafter
once a year while proceeding on and returning from leave.
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2.22.3 Air journey to officers (and members of their families) otherwise not
entitled to travel by air, when on transfer from Kolkata/ Chennai to Port
Blair and the way round, to mainland.
BACK
2.23 HILL-CUM-WINTER ALLOWANCE:
a) @Rs. 900/- p.m. from October to March every year, for workmen posted at an altitude
of 1500 mtrs. and above. This is w.e.f. 1.10.08.(Circular No.2008/HR/64).
b) Names of the locations, where Hill-cum-Winter Allowance is paid as under:
Northern Region Eastern Region Southern Region

Simla DO Bagekhola Depot Ooty
Simla AO Rangpo
Srinagar AFS
Srinagar Depot
Awantipur AFS
2.24 OVERTIME ALLOWANCE:

a) A workman who is required to work beyond the normal hours of work but less than
the normal hours laid down by the statutory requirements (i.e. Shops & Establishment
Act or Factories Act) shall be entitled to overtime allowance at single hourly rate.
b) If a workman works beyond the normal hours laid down by the statutory
requirements, he shall be entitled to overtime allowance at double the hourly rate.
c) If a workman is required to work on the day of his weekly rest, he shall be given a
compensatory off which shall be availed of by him within three days before or after
the day on which he has been required to work. He will also be entitled to overtime
allowance at single hourly rate.
d) When the actual duty hours performed by a workman on his weekly day off is more
than half of the normal duty hours, one full day’s compensatory off is to be given.
e) Not more than a day’s compensatory off is to be given even if a workman performs
duty beyond the normal duty hours.
f) If a workman is required to work on a paid holiday, he will be entitled to overtime

allowance at double rate without a compensatory off.
g) Overtime allowance is calculated on daily basis as under:
i) Hourly rate for those who work 48 hours a week :

Basic Pay + DA + Duty/ Special Allw.
208
ii) For others, hourly rate is calculated as under:
Basic Pay + DA
_________________________________________________________________________________________________________________
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157
Note : HRA has been removed from reckoning for OT calculation w.e.f. 1.8.2010.
h) If the movements of the workman are not controlled by a Supervisory Officer at the
place of work, no overtime should be paid.
i) If the nature of work of a workman is such that the same can be judged by certain
established standards or actually supervised by some supervisory staff/officer,
overtime may be paid to him based on the certificate to be issued by such supervisory
staff/officer.
j) Any supervisor who proposes to put the employee on overtime must obtain prior
approval from the Location In-Charge/HOD/GM/ED of the Region/HO.
k) TT Drivers/Cleaners when they are actually not on the wheel, will not be entitled to
overtime.
l) HRA will not be taken into consideration for the purpose of calculation of OT of those
workmen availing HRA + Maintenance.
2.25 OFFICIATING ALLOWANCE:
a) Officiating Allowance payable to the eligible workmen shall continue to be paid on the
pre-revised Scales (Prior to 01.01.2017) till officiating arrangements provisions w.r.t.
its continuation / rationalization, is reviewed and revised separately.
b) Workmen within the cluster may be assigned jobs pertaining to any grade in the
cluster. Thus, the question of making officiating arrangement within the same cluster
will not arise. However, whenever a workman is asked to perform duties of a
workman in a higher grade in another cluster, subject to suitability for the job, he will
be paid officiating allowance, as per rules.
c) There will be a qualifying period of 15 days for entitlement to officiating allowance.

Workmen may complete this qualifying period either at a stretch or in smaller periods
aggregating to 15 days.
d) For White Collar Workmen, officiating arrangements will not be automatic but may be
made only during Earned Leave vacancies and subject to an order having been issued
in writing by the competent authority (HOD, HO/Region/SO in consultation with HR).
The officiating allowance will be paid for the work done in accordance with specific
orders issued.
e) For Blue Collar Workmen, officiating allowance shall be paid as and when a workman
actually performs duties of the next higher grade in another cluster subject to an
order having been issued by the competent authority. This will be done on day to
day basis.
f) Officiating arrangement may be made during Sick Leave/Maternity Leave vacancies

also.
_________________________________________________________________________________________________________________
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g) Officiating allowance will be paid @10% of basic pay* of workmen for the initial period
of 3 months & thereafter his/her pay will be fixed in the next higher pay scale as in
the case of promotion. [* Amount is regulated based on pre-revsied pay-scales]
h) No officiating will be granted to a workman who is not confirmed in his present grade.
i) Officiating arrangement from Grade ‘VI’ workmen to Grade ‘A’ officer should be
avoided. Only in case of field locations, where Grade ‘A’ Officer is in-charge and has
to proceed on leave, officiating can be given to Grade ‘VI’ workmen. In all other
cases, the work should be handled by another Grade ‘A’ Officer or by a Senior “B”
Grade Officer, as the case may be.
j) All Officiating arrangement proposals are required to be sent to ER Department duly

recommended by HOD/Location In-charges well in advance.
k) Whenever a workman is asked to officiate with or without benefit, against a higher

post, such an assignment is without any prejudice to the claim of other employees
senior to him and eligible for promotion. This officiating will not confer on the
workman appointed to officiate, any beneficiary right such as seniority, increment,
probation period, confirmation etc. at a future date when he is promoted on regular
basis.
l) In the event of the workman who is officiating against a higher post is to be given a
regular promotion, the officiating will be first terminated and then only the regular
promotion order will be issued. Such a regular promotion to the higher grade will be
effective from the date of taking over the higher assignment as per the regular
promotion order.
m) Officiating appointment of an employee, who is undergoing punishment or facing

disciplinary proceedings or against whom disciplinary action is contemplated, is not
permissible.
2.26 NEWSPAPERS/PERIODICALS/MAGAZINES ALLOWANCE:

Workmen would be entitled to a newspapers/periodicals/magazines allowances w.e.f.
1.04.2004 as under:
Grades Rate (Rs./per month)
I & II 95/-
III & IV 135/-
V ,VI & VII 185/-
The effective date of revision for workmen of erstwhile IBP Company would be
w.e.f. 01.07.2005.
2.27 RECKONING OF TRAINING PERIOD FOR ADMISSIBILITY OF CERTAIN BENEFITS:

The period of training put in by the Trainees in non-officers cadre prior to their
regularization in the regular scale of pay would be reckoned towards eligibility of payment
of Gratuity and Ex-Gratia under VRS, subject to the following conditions: -
_________________________________________________________________________________________________________________
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a) The non-officer employee should have been selected as a Trainee against a regular
vacancy in the grade as per the required criteria and there is no further selection
process involved while regularizing him in the grade; and
b) There is no gap between the completion of training and regularization in the Grade.
BACK
BENEFITS:
The service period put in by employees of erstwhile IBP Co.Ltd. would be considered for
the purpose of eligibility and computing of benefits / facilities such as HBA, Post
Retirement Medical Attendance Scheme and Rationalisation Adjustment Allowance, that
are linked to the length of service.

DUTY :
Under The Representation of the People Act, 1951, employees performing duty in
connection with an election (i.e. as Presiding Officer/Polling Officer/Observer/Counting
official, etc.) may be allowed compensation/reimbursement as under w.e.f.
01.01.2014: (Circular No.2014/HR/43 dated 25.08.2014)

On training days As per TA rules applicable for As per DA rates
the employee’s grade while on applicable for the
tour employee’s grade while
on tour
On pre-Polling As per TA rules applicable for Double the DA rates
day/ Polling Day the employee’s grade while on applicable for the
tour employee’s grade while
on tour

reduced/adjusted from the amount paid by Government to the concerned
employees. In this regard, the employees would be required to declare the
remuneration as and when received from the Government, if any, for its
adjustment/recovery against the claims made from the Corporation.
c) Employees performing election duty may be allowed to avail a Compensatory Off

on the following day of election in case they are required to work on the polling
_________________________________________________________________________________________________________________
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day/counting day beyond 08.00 p.m. (provided the following day is not a weekly
off/holiday at the location of the employee concerned).

performing election duty, such case may be considered under the extant policy
for compensating 100 months’ pay being allowed in case of death or permanent
total disablement due to an accident arising out of and in the course of
employment (as was conveyed vide Circular No.80/99 dated 02.11.1999 and IOM
IR/1292 dated 05.01.2006). Director (Marketing) may approve such case on its
merit provided there is causal connection between occurrence of
death/permanent total disablement and the election duty. Further, the said
compensation would be exclusive of any other legally admissible benefits or
ex-gratia compensation given by Government under the orders of Election
Commission of India.
There would be no compensation/remuneration admissible to employees

performing election duty other than the revised provisions conveyed above.
No OT is payable to the employees deputed for election duty.
2.30 PROVISION OF MOBILE PHONE HANDSET: BACK

Mobile Phone hand-set:
a) The ceilings upto which cost of mobile phone hand-set can be reimbursed are as
under: (Circular No. 2023/HR/12 dated 01.06.2023)
Grade Ceiling (In Rs.)
Gd. I & II 10,000/-
Gd.III to V 13,000/-
Gd.VI 16,000/-
Gd.VII 20,000/-
b) The claim shall be against the receipt/bill of the mobile phone hand-set
purchased by Non-Officer.
c) Repleniment during service would be allowed on Buy-back at the depreciated

value after 2 years from the date of purchase. The depreciation rate for mobile
hand-set under the scheme would be @50% per financial year.
d) Buy-Back at the time of separation (other than in resignation cases or in cases

involving dismissal/discharge arising out of disciplinary action), which is
compulsory, would be at the depreciated value or Rs. 1000/-, whichever is lower.
e) On resignation from the service or in cases involving dismissal/discharge arising

out of disciplinary action, the buy-back would be compulsory at the following
value:
• 100% of the cost of the handset or the prescribed maximum limit, whichever
is lower, if separation is within 1 year of purchase.
_________________________________________________________________________________________________________________
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• 50% of the cost of the handset or the prescribed maximum limit, whichever
is lower, if separation is within 2 years of purchase.
• If separation is after 2 years of purchase, the buy-back would be at the
depreciated value subject to a minimum of Rs. 1000/-.
f) Upon selection of a non-officer to the officer’s category, the concerned should

continue to use the same mobile hand-set that can be replenished after 4 years
from the date of purchase. However, the scheme shall be regulated for different
scenarios as under:
i) As there is change in entitlement/ceiling upon moving from non-officer to
officer’s category, the hand-set may be considered for replacement by the
concerned as per new entitlement subject to its premature buy-back after
minimum of 2 years of purchase at the depreciated value.
ii) In the event the concerned, after selection, is allowed to revert from officer
to non-officer category, the mobile phone facility if availed in the officer’s
category shall be required to be bought back at the depreciated value as per
the prescribed rate applicable to officers at the time of reversion.
Meanwhile, if any non-officer upon selection to officer’s category has already

been allowed mobile phone facility without buying back the handset that was
purchased as non-officer under Circular dated 22.02.2017, then the same needs
to be settled by way of advising employee to buy-back at the prescribed
depreciated rate or the said amount will stand recovered as deduction from salary
after one month of issuance of this circular towards its buy-back.
2.31 INTERNET-CUM-MOBILE CALL CHARGES:

a) The expenses (i.e. call charges /GPRS facilities) incurred towards usage of mobile
phone for official purpose shall be paid under the head of ‘Internet –cum-Mobile
charges’, as per the following ceilings on self-certification basis w.e.f.
01.01.2019:
Grade Ceiling (In Rs.)
Gd. I & II 400/-
Gd.III to V 525/-
Gd.VI 650/-
Gd.VII 775/-
b) The Mode of payment for purchase of the Mobile Phone handset should be
through non-officer’s Credit card / Debit card / Account Payee cheque only.
2.32 HOLIDAY HOME FACILITY :
The Holiday Home facility and its valuation under cafeteria is governed as under:
_________________________________________________________________________________________________________________
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- Per room –per night valuation of Holiday Home facility would be notified on yearly
basis that shall be effective for 12 months from 1st July every year (upon consolidation
of data of previous FY).
- The valuation so notified shall be loaded in the Cafeteria (under the Stage-II) on
individual basis, in respect of workmen availing Holiday Home facility, within the ceiling
of their 35% of Basic Pay (BP).
- The workmen can choose to avail Holiday Home at any point of time during the year,
however its valuation shall be considered within the ceiling of 35% of BP of the financial
year in which the last date of the period of availing Holiday Home falls.
The value of availing Holiday Homes (HHs) on per room-per night basis is as under (for the
period 01.07.2023 to 30.06.2024) :
(a) Holiday Homes arrangement with Hotel : Rs.1,280/-

(b) Holiday Homes arrangement with other than Hotel : Rs.750/-
Availing of Holiday Home subsequent to notifying of the above valuation shall get regulated
accordingly on individual basis, which shall be effective till 30th June following a financial
year. Thereafter, based on data of a full FY, the new value shall be notified effective from
1st July following the financial year.
CANCELLATION OF HOLIDAY HOME BOOKING :[Circular No. DP/3/6(E)/64 dated 09.09.2021]

a. In the event of cancellation of a booking by an executive the amount blocked under
cafeteria approach shall be released except the valur of HH facility at the following rate
on per room per night basis depending on the date of cancellation prior to the start
date of availing HH:-
Cancellation date prior to start Corresponging value/rate on

date of availing HH per room per night basis
28th day> Cancellation date ≥ 21st Rs.100/-
21st day> Cancellation date ≥ 14th Rs. 200/-
14th day> Cancellation date ≥ 7th Rs. 300/-
b. During the last period remaining prior to the start date i.e. from 6th day to the start
date of availing the HH facility, no cancellation shall be allowed. In such cases, the
blocked amount shall not be releases and shall continue to be considered as the
valuation of HH facility within the cafeteria approach even if not availed by the
workman.
c. Subsequent to the cancellation, if there is a waiting list of workmen eligible to book

the HH afresh for the required dates against such cancellation, the information
regarding the HH availability will be generated for the workman first in the waiting list
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and thereafter s/he shall have the opportunity to opt for HH facility under Stage-II of
the cafeteria approach within the next three days. In case, the option is not exercised
by the limited time, the workmen who is next in the waiting list shall then have the
opportunity to opt for HH facility in the similar manner, and so on. In the event there
is no workmen in waiting list, the said HH facility shall become available for booking
by any of the interested workmen.
- In cases where due to orders from Government authorities, the Holiday Home itself is made
unavailable/ inaccessible, recovery charges levied on the employees on account of Holiday
Home cancellation may be allowed to be waived off, subject to approval from the
competent authority, on merit of the case. [Circular No. DP/3/6(E)/8 dated 21.02.2023]
- HR Head at Divisional Hqrs shall be the competent authority for approving waiver of the
cancellation charges.
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- Leave –
BACK
3. LEAVE :
3.1. EARNED LEAVE:
a) EL 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
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non-encashable portions. The full credit of 8 days shall be available for availing or
encashment as per attendant conditions.
b) For accrual and crediting of EL for the period of “Leave Without Pay or Absence
Without Pay”, a fraction of 5 days of such leave or absence without pay would be
ignored; and for a period of 6 days or more upto 11 days, accrual of EL shall be
reduced by full 1 day. This rounding off shall be applied only on 1st January for the
previous four quarters of the calendar year. In case of separation from service, the
rounding off shall be applied on the last day of service. Any Earned Leave or Sick
Leave availed by an employee will not result in any reduction in the accrual and
crediting of Earned Leave.
c) EL to the credit of the employee can be availed without any ceiling.
d) For the period an employee is on any type of Special Leave such as Special Leave
for serious sickness/ Extra-ordinary Leave without Pay (EOLWP)/Disability Leave (for
injury caused due to accident while on duty)/Study Leave/Child Care Leave/ Special
leave without pay for female employees to join their husbands at outstation/abroad,
he/she will not earn EL during this period.In case of an employee joining or leaving
IOC in the middle of a quarter, earning and crediting of leave for such portion of the
quarter will be at the rate of 1 day for every 11 days of period spent on duty (Fraction
upto 5/11 will be ignored and fraction of 6/11 and above should be rounded off as
one day).
e) EL can be availed upto a maximum of 4 times in a year under any circumstances.

Under exceptional circumstances, the limit of four times can be extended to six times
in a year. The competent authority for approving EL upto 4th time for employees in
normal circumstances would also be the approving authority for approving EL of
employees for the 5th & 6th time in the year, which is admissible only in exceptional
circumstances.
f) Employees who avail EL due to prolonged sickness after exhausting their Sick Leave
are allowed to take EL on the grounds of sickness upto a maximum of six times
during a year. EL taken thereafter is treated as unauthorized. However, such cases
are to be treated on merit. If the absence on medical grounds is frequent, the case
may be referred to Medical Board consisting of Corporation Doctor and a Specialist
from our nominated hospital/ Govt. hospital. Based on Medical Report, further action
be taken in consultation with RegionalHR/ HO HR.
g) Accumulation allowed upto 300 days w.e.f. 01.01.2001.

The total leave (EL + SL) available to the credit of an officer is allowed to be encashed
at the time of superannuation and voluntary retirement from services. Circular
No.201//HR/02 dated 22.01.2018
h) The new recruits during their first year of service can be granted full EL lying to their
credit.
i) EL taken more than 60 days in a year will lead to pro-rata reduction from the entitled
PLI/PIS amount for the leave taken in excess of 60 days.
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j) Encashment of EL:
i. The encashment shall be permissible provided it is for a minimum of 5 days and

a minimum balance of 15 days are available in the account after encashment.
The period of EL encashed will be debited to the leave account.
ii. EL credit can be encashed at any time, without actually having to avail.
iii. Leave beyond the ceiling of 300 days shall automatically stand encashed, if on
credit of 8 days EL at the end of a quarter, the total EL in the account of the
employee exceeds the ceiling of 300 days. The encashment would be made for
the number of days the total EL crosses the ceiling of 300 days i.e. it can be 1
day, 2 days, 3 days etc. and need not necessarily be in the multiples of 5.
iv. Any EL credit can also be encashed at the time of superannuation, voluntary
retirement, premature retirement on medical grounds, completion of tenure
employment or death.
v. An employee under suspension will not be entitled for any leave either on
medical grounds or otherwise during the period of suspension. If the employee
falls sick, he need not come to office for recording his attendance, but should
intimate to the concerned officer.
vi. Employee under suspension will be entitled to leave encashment.
vii. PF deduction on the amount of encashment of EL is not permissible.
viii. Resignation: Effective from 1.4.1982, an employee resigning from the service
of the Corporation may be permitted to encash the whole quantum of EL
standing at his credit. It should, however, be ensured that the period of notice
that is required to be given by him/her to the Corporation prior to resignation is
not waived. In case the actual notice period falls short of the notice required to
be given by the employee, an equivalent amount of EL available at credit should
be adjusted for the shortfall in the notice period.
ix. Termination of service under termination clause of appointment: An employee

whose services are terminated by giving one month's or 3 months' notice, as
the case may be, may be allowed to encash EL admissible and due to him/her
on the date on which his/her services stand terminated after the notice period.
In case of an employee whose services are terminated by giving him/her pay
and allowances in lieu of notice period, he/she may be allowed to encash EL
admissible and due to him/her on the date on which his/her services stand
terminated after adjusting the notice period. (For example, an employee having
120 days of EL to his/her credit after adjustment of 30 days' pay and allowances
in lieu of notice period, he/she would be allowed encashment of 90 days' leave).
x. Encashment of EL lying to the credit of the employee is admissible on

termination of service / discharge / dismissal, as a result of disciplinary action.
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3.2. SICK LEAVE:
BACK
a) Leave on Half Pay (HAPL) admissible to officers 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.
b) An employee, if required, may avail SL upto a maximum of 2 days without producing

any Medical Certificate. Under this provision, maximum of 10 days of SL (without
submission of Medical Certificate), which is earned during a year, can only be availed.
Medical certificate should be produced if SL exceeds 2 days continuously. Also, in case
sick leave exceeds 10 days in a year, medical certificate is to be produced for even
one day sick leave beyond 10 days.
c) Encashment of Sick Leave:
i) Sick Leave is not permitted to be encashed in advance before retirement and

the same has to be encashed at the time of retirement only.
ii) The total SL along with the total EL available at the credit of the officer will be
allowed to be encashed at the time of superannuation from services.
iii) Full encashment of SL is permitted even in respect of voluntary retirement,

premature retirement on medical grounds and death. Full encashment of Sick
Leave standing to the credit of employee will be admissible on separation from
the services of the Corporation after attaining the age of 50 years with a
minimum 20 years of service as a regular employee in the regular pay scales.
iv) The encashment will be subject to the condition that the separation is not as a
result of a disciplinary action, abandonment of service or any ground lacking
consent on the part of the Corporation.
v) Sick Leave is earned @ 5 days on full pay per half year of service i.e. on 1st
January and 1st July. In case of an employee joining or leaving IOC in the
middle of six months period, earning and crediting of SL for such portion of the
half year is on pro-rata basis. (Fractions below 0.5 are ignored and fractions of
0.5 and above are rounded off as one day). All period of leave, including EOLWP
are taken into account for calculating completed half year service for earning of
Sick Leave. However, ‘all period of leave’ shall not include Study Leave, Special
Leave Without Pay for female employees to join husband and Child Care Leave.
d) Regulation of Sick Leave during periods of Unauthorised Absence /

Leave without Pay :
i) In case of an employee joining or leaving service in the middle of six

months period, the earning and crediting of SL for such portion / period
of six months would be on pro-rata basis to be computed @ 1 SL for every
36 days of service at the end of half year. Further, in case such period is
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less than 36 days in the six months period, the fraction below 0.5 would
be ignored and the fraction of 0.5 & above would be rounded off as 1 SL.
ii) For accrual and credit of Sick Leave for the period of unauthorized
absence and / or period of Leave Without Pay which are not considered
for crediting of SL, the accrual of Sick Leave would be reduced for every
such period of 36 days in a calendar year. These 36 days may not
necessarily be in one stretch in a calendar year i.e. these may occur in
different times aggregating to 36 days. In case of any such period of
Unauthorised absence / Leave without pay (which are not considered for
crediting of SL), the rounding off would be done on 1st January every year
for the previous calendar year.
The above would be regulated as under :-
• 1st Half Year : 1st Jan to 30th June

o At the time of crediting of SL for first half year on 1st July, the
accrual of SL shall be reduced by whole number calculated @ 1
days for 36 days of such leave without pay (LWP) / unauthorised
absence (UA).
o The balance number of days of such LWP / UA if any, failing short
of 36 days shall be carried over to second half of the calendar
year.
• 2nd Half Year : 1st July to 31st December

o The LWP / UA brought forward from first half of the calendar year
alongwith the days of LWP / UA in the second half year, if any,
shall be aggregated. At the time of crediting of SL for second half
year on 1st Jan. (next year), the accrual of SL shall be reduced by
the whole number calculated @ 1 day for 36 days of such
aggregated LWP/UA. Number of days of LWP/UA fallingshort of
36 days shall be rounded off. In case the fraction of such period
is below 0.5, the same would be ignored, but if the fraction is 0.5
and above the accrual of SL shall be reduced by 1 full day.
o In situation where reduction in the accrual of SL is more than the

SL that can be credited at the end of second half year, such extra
reduction shall be debited from the SL credited in the first half
year.
3.3. SPECIAL LEAVE FOR SERIOUS SICKNESS:

a) Special leave with full pay for employees suffering from serious sickness may be
granted by Head of the Region / GM(HR), HO to the extent of one year on the
recommendations of doctor authorised by the Corporation in respect of the following
diseases:
1. Tuberculosis incapacitating for work

2. Cancer/Malignancy of any form
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3. Leprosy
- Lepromatous
- Dimorphic
- Any type incapacitating for work
4. Acute Mental Disorders
- Schizophrenia
- Manic Depressive Psychosis
- Acute endogenous depression with suicidal tendency
5. Heart Diseases
- Myocardial Infraction
- Chronic Congestive Cardiac Failure
- Chronic Constrictive Pericarditis
- Complete Heart Block/Sick Sinus
- Syndrome leading to pacemaker implantation
- Malignant Hypertension*
6. Brain Diseases
- Brain tumour
- Presenile dementia
- Venous Sinus Thrombosis
- Parkinsons Syndrome incapacitating for work
7. Paralysis
- Acute infective polyneurities & Landary’s type of ascending paralysis
- Motor Neurone disease
- Paralysis of working limb following cerebral thrombosis/ cerebral injuries
- Multiple sclerosis
- Spinal injuries causing paralysis
8. Chronic Renal Failure
9. Cirrhosis of liver with established portal Hypertension
*In respect of Malignant Hypertension, the benefit would be extended only

in cases where blood pressure is more than 180/120 with Grade IV
retinopathy including papilledema to the eyes or where such hypertension has
caused deleterious effects on target organs such as brain, eyes, kidneys, heart
etc.
Note:
1. In case of death due to any illness during hospitalisation, the period of
hospitalisation till the date of death is to be treated as special leave.
2. For doubtful cases, the matter should be referred to Mktg.-HO for

decision/consideration.
b) An employee suffering from one of the serious diseases as illustrated in the list and
eligible for grant of special leave will be required to exhaust his Sick Leave (SL) due
to him in excess of such leave admissible for one year’s service i.e. 10 days’ SL on
full pay.
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3.4. DISABILITY LEAVE:
BACK
a) Disability leave may be granted to employees who are disabled by injury caused
by accident while on duty.
b) The entire quantum of disability leave should be considered for being treated on
full pay to the extent as certified by the Corporation’s nominated doctor.
c) Disability leave up to 120 days may be granted locally by Unit Head (ED/CGM).
Beyond the initial 120 days, such leave may be sanctioned by Director (M).
BACK
3.5. STUDY LEAVE:
a) Employees who have completed minimum five years of service in the Corporation
shall only be considered for grant of study leave with the approval of Dir(M). Five
years service shall be reckoned from the date of joining the Corporation to the date
of commencement of academic programme for which the employee has requested for
Study Leave. (Circular 2018/HR/11 dated 29.05.2018).
b) No disciplinary case should be pending or under initiation against the employee.
c) Application for study leave shall not be entertained unless the course of higher
education for which study leave is sought is likely to be beneficial to the Corporation.
d) Employee will have to apply for EL for this purpose & balance leave if granted will be
treated as leave without pay
e) Dir(M) is the competent authority to grant study leave for a period upto 2 years, which
can be extended by further period of one year.
f) Director (HR) will be the approving authority to sanction Study Leave to the
employees falling short by maximum upto 1 (one) year from completing upto 5 years
mandatory service in the Corporation. All such proposals are to be forwarded for
consideration of Director (HR) after approval of concerned Divisional Directors.
g) Application of such employees seeking relaxation (before completing 5 years of

mandatory service) will be considered subject to the following:
1) The employee must possess at least one ‘Outstanding (OS)’ APAR rating during
last four years of service.
2) The employee must not possess any ‘Unsatisfactory’ APAR rating during the last
four years of service.
h) Total period of study leave shall not exceed 3 years under any circumstances.
i) Upon grant of study leave the employee has to execute service bond for the
duration of study leave as per policy.
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3.6. CASUAL LEAVE:
BACK
a) 12 days per annum. For temporary and probationers, 3 days per quarter.
b) CL may be sanctioned upto a maximum of 6 days provided that total absence in

combination with Compensatory Off/Off days/Holidays/Restricted Holidays does not
exceed 10 days at a stretch. CL cannot be combined with any other leave.
c) Half-Day Casual Leave can be availed by employees working in Administrative

Offices.
d) CL is not encashable and cannot be carried forward to next year, if the same remains
unutilised during the year.
e) Casual leave shall be admissible on proportionate basis to a regular employee who

re-joins in-between a year on return after Study Leave, Child Care Leave (to female
employees) & Special Leave without pay (admissible to a female employee to join
her husband at outstation/abroad).
3.7. SPECIAL CASUAL LEAVE:
a) 6 days to male employee undergoing Vasectomy Operation.
b) Upto 14 days to female employee for undergoing Non-puerperal Sterilisation

Operation.
c) Upto 6 days to male employee whose wife undergoes Puerperal/ non-puerperal

Tubectomy Operation.
d) One day to female employees on the day of IUCD insertion, duly supported by
Medical Certificate.
e) Special Casual Leave is granted to those who are in Territorial Army Cell for the
period spent in training camps plus preparatory time of 6 days at the time of
embodiment (excluding Sundays & Holidays).
f) As regards Special Casual Leave for the TA volunteers embodied on service

embodiment, the same should be regulated on prorata basis i.e. one day for every
5 days embodiment. Any fraction to be approximated to one day.
g) Special Casual Leave is admissible to an employee who is selected to participate in

a sports meet at State / National / International level. SCL would be for the period
of actual participation, and to & fro journey time for attending the sports meet. SCL
would not be admissible to the employees who participate in the capacity of a coach,
manager, umpire / referee, etc.
h) Special Casual Leave can be prefixed/suffixed to holidays and Sundays, but

intervening holidays and Sundays to be counted.
_________________________________________________________________________________________________________________
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3.8. EXTRA-ORDINARY LEAVE WITHOUT PAY:
BACK
a) Extra-ordinary Leave Without Pay (EOLWP) can only be granted upto a maximum of
18 months in case the employee is suffering from serious ailments as specified in the
list of serious ailments.
b) EOLWP on grounds of sickness, which does not figure in the list of specified serious
ailments may be granted upto a period of 30 days in a year on the basis of Medical
Certificate and with the approval of State Head/Regional Head/ Unit Head / Function
Head.
c) EOLWP beyond 30 days as availale at (b) above can also be allowed on grounds of
sickness not featuring in the list of specified ailments such as cases of accidents or
prolonged hospitalization etc. upto a maximum cumulative period of 180 days in a
calendar year provided no other leave is available to the employee.
For sanction of EOLWP on grounds of sickness beyond 30 days, a Medical Board as
detailed below shall be required to be constituted with due approval of Divisional HR
Head in Divisional Hqrs.:
a) One Medical Officer of the Corporation (Doctor empanelled by the Corporation
at locations where Doctors on rolls of the Corporation are not available)
b) Suitable Doctor from nominated hospital
c) Specialist Doctor.
Based on the recommendation of the aforesaid Medical Board, Divisional HR Head in

Divisional Hqrs., shall also be the Competent Authority to sanction such leave. The
recommendation of the Medical Board shall be applicable for leave granted in one
instance in continuation without any break in between.
In case, any further EOLWP is required to be granted, the above process would be
required to be repeated including setting up of a Medical Board with due approval.
For EOLWP spanning over two calendar years, the ceiling of 180 days shall be
accounted for each calendar year separately. In the second year, fresh quota of EOLWP
at (b) above shall be available within the overall ceiling of 180 days for that year.
d) Absence from duty on grounds of self marriage or any other compelling reason like
death in family, sibling marriage, etc. may also be regularized as EOLWP on case to
case basis with the approval of ED(HR), HO subject to the condition that total EOLWP
in a calendar year will not exceed 30 days (i.e. including EOLWP, if any, granted on
sickness ground). (CO’s IOM no. DP/2/5/9 dt. 27.1.2012)
e) No EOLWP shall be granted on any other grounds.
3.9. SPECIAL LEAVE WITHOUT PAY (SLWP) FOR FEMALE OFFICERS TO JOIN THEIR
HUSBAND AT OUTSTATIONS / ABROAD:
a) A female employee whose husband has been transferred / posted to another location
in India or abroad may be granted SLWP for a period not exceeding three years in
all during the entire service career provided she has put in a minimum of three years'
_________________________________________________________________________________________________________________
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service subject to fulfilment of laid down conditions. The period of such leave is not
counted for any purpose, whatsoever.
b) The existing restriction that SLWP can be availed for minimum spell of 1 year has
been relaxed and it has been decided to allow SLWP to join husband in a spell that
should not be less than a month.
c) However, this leave can be availed on a maximum of 3 occasions during the entire
service.
d) EL in credit, at the time of granting SLWP, shall be first adjusted and the balance
period would be treated as leave without pay.
e) If a female employee has availed this leave in the past in different spells, each spell
shall be counted as one occasion irrespective of the period of leave during the spell.
The provision of maximum 3 occasions shall also apply in these cases.
f) If the female employee is staying in Company owned accommodation, she may be

allowed to retain the accommodation upto a maximum permissible period of one
month on each occasion of availing SLWP to join husband. This relaxation shall not
be applicable for other than Company owned accommodation (Circular
No.2017/HR/12 dated 01.03.2017).
g) Proportionate casual leave would be admissible to a female employee who rejoins

after availing the above Special Leave Without Pay.
h) SANCTIONING AUTHORITIES:The grant/sanction of ‘SLWP to join husband’ should

be in consultation with HR Dept. The sanctioning authority for grant of the leave
shall be Region/Unit/State Office/Location Head in Grade-H & above. For employees
posted in Head Office, the sanctioning authority shall be HR Head i.e. ED(HR)
(Gr.I)/CGM(HR) (Gr.H).
3.10 MATERNITY LEAVE: BACK
a) A female employee shall be entitled to maternity leave for a period of 182 days (i.e.
twenty six weeks) leave on full pay for upto two surviving children at the time of
availing maternity leave. (IOM IR/1292 dated 03.04.2018). As regards quantum of
maternity benefit available to a female employee for her third pregnancy whose only
one of the two oldest children has survived, the female employee shall be allwed the
maternity benefit for the third child as being one of the two surviving children. A
female employee having two or more than two surviving children shall be entitlted
to maternity leave of 90 days. 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.
b) 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
_________________________________________________________________________________________________________________
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discharge summary from the hospital and a certificate from the registered medical
practitioner or the Corporation's Medical Officer, as the case may be.
c) 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.
d) The officer will earn EL during the period of Maternity Leave.
e) A female employee in the status of being a commissioning mother

(“commissioning mother” means a biological mother who uses her egg to create an
embryo implanted in any other woman) shall be entitled to maternity leave for a
period of 84 days (i.e. twelve weeks) from the date the child is handed over to her.
f) The female officers who are promoted to the next higher grade while being on
maternity leave are unable to join the promoted post within the specified time period
on account of being on maternity leave shall be extended the benefit of seniority and
seniority marks at par with other officers provided they join the promoted post
immediately after completion of maternity leave without availing any other leave in
continuity (except for weekly off and public holidays). However, the pay and
perquisites shall continued to be regulated from the actual date of joining the
promoted post. [Circular No. DP/7/4/11 dated 13.03.2023]
3.11 CHILD ADOPTION LEAVE BACK
a) Child Adoption Leave (CAL) has been introduced (w.e.f. 10.10.2008) for female
employees, who are having less than two surviving children and who adopt a child,
in order to facilitate them to take care of the adopted child.
b) CAL would be admissible for a maximum period of 180 days on full pay, which should
be availed within the age limit of one year of the adopted child w.e.f. 29.04.2015.
(Circular No.2015/HR/22 dated 15.05.2015)
c) Within the time frame specified at (b) above, CAL may be allowed in maximum of
two spells, the first spell of which should not be less than a month.
d) In addition to CAL, the adoptive mothers may also be granted other kinds of leave,
if applied for, as due and admissible to the female employees as in the case of
Maternity Leave. ‘Child Care Leave’ (CCL) without pay to the female employees in
case of ‘legally adopted child’ may be allowed in continuation of CAL or otherwise.
e) The adoption of child should be done through a proper legal process under the
relevant Adoption Acts of the Country. The female employees would be required to
submit a copy of the related documents such as adoption deed, etc. to the office,
which would be retained in her Personal File.
f) Sanctioning Authority for this leave shall be the same as that for Maternity Leave.
_________________________________________________________________________________________________________________
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g) A female employee who is an adopting mother but not covered under the extant
CAL rules of the Corporation shall be entitled to maternity leave for a period of
84 days (i.e. twelve weeks) from the date the child is handed over to the adopting
mother provided that the female employee legally adopts a child below the age
of three months. (Circular No.2017/HR/26 dated 29.05.2017)
3.12 PATERNITY LEAVE:
a) A male employee, with less than two surviving children, may be granted Paternity
Leave (with pay) for a period of 15 days, during the confinement of his wife for
childbirth i.e. upto 15 days before, or upto six months from the date of the
delivery of the child.
b) Paternity Leave will also be admissible to male employees, with less than two
surviving children, on valid adoption of a child below the age of one year. In such
cases, Paternity Leave may be sanctioned for a period of 15 days within a period
of six months from the date of valid adoption.
c) Paternity Leave should be availed in one spell.
d) Paternity Leave may be allowed to be combined with any other kind of leave (as
in the case of maternity leave). Intervening Holidays/Closed Days falling during
the leave will be included as part of Paternity Leave.
e) If Paternity Leave is not availed within the specified period, it shall be treated as
lapsed.
The above policy will also cover the past cases who may be falling within the
period of six months from the date of delivery of the child as on the date of
issuance of above instructions (i.e. 31.08.2016)
BACK
3.13 CHILD CARE LEAVE:
d) Female employees are allowed Child Care Leave in continuation of Maternity Leave
for a period not exceeding 2 years during the entire service. (Circular No.2016/HR/42
dated 30.08.2016)
e) CCL may be allowed upto the age of five years of the child for the first two surviving
dependent children (including legally adopted child(ren).}
f) Further, CCL may be allowed to continue upto the permitted period even beyond the
age of five years of the concerned child provided the leave has commenced before
the child attaining the age of five years.
_________________________________________________________________________________________________________________
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g) CCL may be availed in a spell that should not be less than a month. However, it shall
not be allowed on more than four occasions during entire service.
h) If a female employee has availed this leave in the past in different spells, each spell
shall be counted as one occasion irrespective of the period of leave during the spell.
The provision of maximum of 4 occasions shall also apply in these cases.
i) The facility of child Care Leave will be available in cases of legally adopted children
as well.
j) Proportionate casual leave would be admissible to a female employee who rejoins

after availing CCL (without pay). for a period of not less than one year.
SANCTIONING AUTHORITIES:The grant/sanction of ‘CCL’ should be in consultation with

HR Dept. The sanctioning authority for grant of the leave shall be Region/Unit/State
Office/Location Head in Grade-H & above. For employees posted in Head Office, the
sanctioning authority shall be HR Head i.e. ED(HR) (Gr.I)/CGM(HR) (Gr.H).
BACK
3.14 TREATMENT OF UNAUTHORIZED ABSENCE:

• When unauthorized absence individually or cumulatively exceeds 60 days in a
calendar year, the annual increment/stagnation increment due to be granted on 1st
January of the following year shall stand postponed by one year.
• Absence not covered by any authorized leave will constitute break-in-service and
salary, allowances, perks & facilities which can be computed in monetary terms shall
not be payable for the period of break-in-service. This period shall also not count
towards eligibility of promotion.
3.15 SPECIAL CASUAL LEAVE FOR DRIVERS (CIR.40/2003) :

A Driver who is involved in an accident while on duty and has to defend himself in the
Court of Law is allowed on acquittal by the Court, Special Leave for actually attending the
Court excluding journey time or other absence in this connection as per and subject to
procedure laid down in this regard.
3.16 SPECIAL LEAVE UNDER THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE

(PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013 (IOM NO.DP/2/5/59
DATED 01.09.2021)
1. A Special Leave upto a maximum of 90 days has been introduced for aggrieved female
employees under “The Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013” on the recommendation of the Internal
Complaints Committee during the pendency of the Inquiry.
The Special Leave,

a) Shall be allowed only in one continuous spell (including all prefixed, sandwiched
and suffixed Off days/Gazette Holidays/Festival Holidays).
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b) Shall be over and above the normal leave entitlement of the female employee and
shall not be adjusted against any other leave that may be available to her.
c) Can be availed in conjunction/combination with any other type of leave as per the
permissible combinations, other than Casual Leave.
2. Sanctioning Authority for Special Leave shall be the HR Head of the concerned female
employee’s Region/Unit. In the case of Divisional Hqrs. the concerned official handling
leave related matters not below the rank of CGM shall be the competent authority, For
CO/BD, the competent authority shall be the Ref. Hqrs.
3. Active cases wherein the aggrieved female employees has requested for leave prior to
issuance of this circular, on recommendation of the Internal Complaints Committee,
shall also be covered for grant of Special Leave as above.(DP/2/5/59 dated
01.09.2021)
3.17 SPECIAL CAUSAL LEAVE FOR EMPLOYEES WITH BENCHMARK DISABILITIES

W.e.f. 1st September 2021, employees with benchmark disabilities, as defined in the Rights
of Persons with Disabilities Act, 2016, shall be allowed additional Special Casual Leave
(SCL) as per the following provisions :
A. SCL for specific requirements relating to the disability of the employee

Employees with benchmark disabilities shall be entitled to a maximum of four days of
Special Casual Leave in a calendar year, over and above their regular leave entitlement,
to take care of any specific requirements relating to their disability.
The said leave can also be allowed in combination with any other type of regular leave
and when combined with any other leave it shall assume the nature of the leave it is
combined with.
B. SCL for participating in Conferences/Seminars/Trainings/Workshops related to

disability and development related programmes.
In addition to the above, subject to exigencies of work, employees with benchmark
disabilities shall also be entitled to a SCL upto a maximum of ten days in a calendar
year to participate in Conferences/Seminars/Trainings/Workshops related to disability
and development related programmes organized by bodies as conveyed vide DoPT’s
OM dated 20.03.2008 (Annexure 22). The said participation shall be at the employee’s
own expense and no TA/DA shall be payable towards the same.
For availaing this SCL, the concerned employee shall be required to submit
documentary proof of having attended the programme organized by bodies listed in
the attached DoPT’s OM.
Further, such SCL shall be allowed only for the duration of travel and the number of
days of such Conference/Seminar/Training/Workshop. For the period of absence in
excess of 10 days, employee can be allowed any other regular leave of the kind due
and admissible.
Other common regulatory provisions governing the aforesaid SCL are as follows :
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i) Controlling Officer shall be the Leave sanctioning Authority for both the SCL at A&B
above.
ii) SCL will not be allowed for half/fraction of day.
iii) SCL for a calendar year will lapse at the end of the year and will not be carried forward.
iv) Off days/Gazetted Holidays/Festival Holidays can only be prefixed/suffixed to SCL. Any
such sandwiched days will be counted as the part of leave.
3.18 RECALL FROM LEAVE :
i) An employee desiring to join duties before the expiry of his sanctioned EL can do
so with the approval of the authority granting leave.
ii) An employee proceeding on EL should in no case be recalled to duty till he has

completed the period of sanctioned leave except in very exceptional cases requiring
the employee’s special knowledge or skill and in emergencies. No employee shall
be recalled to attend a seminary/training programme either as a faculty member or
as a participant or to attend the selection committee or DPC meetings.
3.19 PERMISSION FOR STAY ABROAD ON LEAVE ON COMPLETION OF TRAINING

PROGRAMME:
a) The admissibility of leave to an officer on completion of training programme abroad

would be as under:
Extent of Leave:
The leave granted should not exceed 50% of the actual training period abroad or 15
days, whichever is less.
Nature of Leave:
The officer undergoing training programme may be permitted to avail casual leave
and can be approved by the Competent Authority (i.e. leave sanctioning authority).
b) For grant of EL approval of Chairman would be required.

BACK
3.20 LEAVE / LEAVE ENCASHMENT – DEPUTATIONISTS:
During the period of deputation, a deputationist continues to be governed by the Leave

Rules of the parent department. Further, since leave salary contributions are payable to
the parent department, the liability towards leave or its encashment is of the parent
department only. As such, the benefit of encashment of leave to the deputationists by IOC
cannot be extended.
BACK
3.21 AVAILING OF LEAVE – WHILE ON TOUR:
a) Employees availing leave other than Casual leave during tour or in conjunction with
the tour are not entitled to claim reimbursement of return fare. As regards employees
availing Sick Leave in the course of official tour, they may at the discretion of
Management, be allowed reimbursement of the return journey fare. However no
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Daily Allowance will be reimbursable to them during the period of sickness at the
tour station. The power to approve of reimbursement of return fare in such cases
will vest with the Chief General Manager(Gr.H).
b) There is no provision under the rules for grant of Earned Leave while on tour, which,
if allowed, will impose the liability on the employee to bear the return travel fare.
3.22 VISIT ABROAD DURING REGULAR LEAVE:

The present system of getting separate approval from Competent authority after sanction
of leave for going abroad while on leave has been dispensed with w.e.f. 4/3/04. However,
the employees are required to give the details of their private visit abroad.
BACK
3.23 COMPENSATORY OFF:
In case of Officer observing 48 hours weekly schedule, Compensatory Off in certain work
situations, if not availed within the same month of occurrence or the following two months
is presently converted into Earned Leave. With effect from 1/1/07, instead of converting
into EL, the Compensatory Off, which is not availed within the prescribed period will be
directly encashed and paid with the salary of the following month. However, for proper
control the advice for encashment to FinanceDepartment shall be routed through HR
Department.
Contribution of PF on compensatory off encashment is not permissible.
3.24 COMBINATION OF LEAVE: BACK

a) Casual Leave (CL) cannot be combined with any other type of leave, except RH.
b) CL may be sanctioned upto a maximum of 6 days provided that total absence in
combination with Compensatory Off/Off days/ Holidays/Joining Time/Restricted
Holidays(RH) does not exceed 10 days at a stretch.
c) RH can be prefixed or suffixed to Earned Leave (EL). RH cannot be availed during
the intervening period of EL/SL.
d) Sick Leave and Earned Leave can be combined – either prefixed or suffixed and
cannot be sandwiched.
e) Child Care Leave (CCL) can be taken in continuation of Maternity Leave / CAL.
f) CCL may be allowed to combine with Special Leave Without Pay granted to female
employees for joining her husband at outstation/abroad.
g) Employees granted Special Casual Leave for promoting small family norms, ranging
from 1 day to 14 days for various sterilization opertions or IUCD insertion, may be
allowed to suffix regular leave. Prefixing of regular leave to special casual leave is
not admissible. Sundays and closed holidays intervening in a period of special casual
leave are not to be ignored for calculating special casual leave.
h) Earned Leave can be prefixed/suffixed to Joining Time.
i) Notwithstanding the above, combination of leave shall be as permitted in the SAP
ESS leave module, configured with the concurrence of Corporate Office.
3.25 LEAVE APPROVING AUTHORITY

• The competent authority for sanction of Earned Leave is the Controlling Officer and
the grade/level of the said authority is laid down in the Divisional DOA.
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• In cases of transfer, leave for the period of absence between the date of release
from the old location and joining the new location is normally sanctioned by the
Controlling Officer at the new location upon joining, as per the job assigned therein
under a reporting authority. Regularization of unauthorized absence during such
interim period, if any, should also be dealt in similar manner, after due diligence.
3.26 HOLIDAYS:
(a) For Administrative Offices like Head Office, Regional Offices, State Offices, Divisional
Offices, Area Offices (36 ¼ hours work per week)
- National/Festival Holidays : 12 days per annum

- Restricted Holidays : 2 days per annum
(b) At the Units like Depots, Terminals, AFSS, LPG Plants, etc (48 hours work per week)
(w.e.f. 1/1/2007)
- National/ Festival Holidays : 10 days per annum
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Travelling Allowance
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4. TRAVELLING ALLOWANCE (TA) RULES
Traveling Allowance Rules will be applicable to employees of the Corporation in accordance

with the laid down conditions. Employees are required to travel by the shortest practicable
route.
4.1 CATEGORISATION OF EMPLOYEES

For the purpose of TA Rules, the Corporation’s employees are classified as under :
Category I Officers in Grade ‘D’ & above

Category II i) All officers below Grade ‘D’
ii) Non-officers who are drawing BP of Rs.40270/- and above.
Category III Non-officer employees who are drawing BP of Rs.37110 and above but
below Rs.40270.
Category IV Non-officer employee who are drawing BP below Rs.37110
4.2 TRAVEL BY AIR

1. Category I employees are entitled to travel by air. The entitlement of the members
of the Board of Directors in respect of travel by air within India will be Executive
Class.
The travel entitlement on tour within India of Executive Directors in Grade I will be
Executive class (J Class). (The higher entitlement, however, is not admissible on
LTC).
2. Officers in Grade A0, A, B & C can perform journey by Air (economy class) in certain
sectors [List annexed at Annexure-4(A)]. However, they are allowed air journey in
other sectors while on tour subject to following conditions (w.e.f. 01.07.2017):
a. To allow air travel as an entitlement for officers in Gd. A0, A, B & C for all
sectors across the country while on tour (including on training). The air travel
entitlement for officers in Gd. A0 / A shall be allowed after the completion of
probation period (i.e. after 1 year of joining the Grade).
b. The above mentioned air travel entitlement for officers in Gd. A0, A, B & C shall
however be subject to meeting one of the following two conditions:-
• Distance between the nearest originating Railway station to nearest
destination Railway station should be more than 500 kms. The same shall
be determined based on the rail distance by the shortest route.
• Journey time by rail is more than 12 hours. The duration / journey time
shall be determined as per the Mail / Express train plying on that sector
(by the shortest route).
c. For official tours (including on training) not covered under point (b) above, the
extant provision that in case of official exigencies the officers in Gd. A0 to C
can perform journey by Air while on official tour with the approval of
controlling officers [not below Gd. ‘F’ for low cost / budget airlines and not
below Gd. ‘G’ for other Airlines (i.e. Air India)] shall continue.
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d. Expenditure on tours/travel with the above dispensation may be regularly
monitored and control measures be exercised in the interest of cost
effectiveness.
e. The above provision is extended to Officers in Gr A0/A [upon completion of

probation period (i.e. after 1 year of joining the grade)] and in Grades B & C,
while also on transfer/LTC, in respect of self and eligible dependent family
members.
3. No relaxation should be allowed in travel from train to air by the non-eligible

employees except with the specific approval of ED/GM/DGM in case of emergency
if such travel is urgent and necessary in the Corporation’s interest.
4. Entitlement to travel by Air on TA/LTC under the rules does not envisage travel by
Helicopter.
BACK
4.3 TRAVEL BY RAIL
a) The employees of the Corporation shall be entitled to rail travel by classes as under:
Category I - AC 1st Class

Category II-IV - IInd AC Sleeper Class
However, employees/members of their families entitled to travel by IInd Class AC by

rail, while on tour/LTC, may also be permitted to travel by IInd Class AC sleeper or
IInd Class AC by Rajdhani Express provided such travel is actually undertaken. Their
basic travel entitlement will, however, continue to remain IInd Class AC by
Mail/Express train for the purpose of restricting their claims in case the journey is
undertaken by any other mode or class of travel.
Note – Effective 3/4/2007, if an employee not entitled to travel by Air, performs

journey while on tour by Air between two stations connected by Rajdhani Express,
his TA claim shall be restricted to fare of the entitled class by Rajdhani Express train
(this relaxation would not apply for travel on LTC).
b) i) Employees proceeding on official tour/LTC and travelling by railways will be

eligible for reimbursement of the actual reservation charges on railway tickets
if they reserve the seats or berths. Reservation Charges under Tatkal Scheme
of Railways if actually spent shall also be reimbursed on tour or on reference
to an outstation for medical attendance subject to production of receipt/ticket
number as under the existing procedure.
ii) Actual cancellation charges, including reservation charges, paid to railways will
be reimbursed in cases where the cancellations are in the interests of the
Corporation’s work.
c) When a particular class of accommodation by which an employee is entitled to travel

is not available on a train, he should travel by the next lower class of accommodation.
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In the case of an employee travelling by a higher class of accommodation than he is
entitled to, his claim should be restricted to the rail fare by the class of
accommodation to which he is entitled to travel.
BACK
4.4 TRAVEL BY ROAD / LOCAL CONVEYANCE WHILE ON TOUR
a) i) In case of travel by bus between places not connected by rail, the actual bus
fare will be admissible.
ii) For travel between places connected by rail, the claim should be restricted to
the rail fare of entitled class.
b) Local journey shall mean any journey performed by an employee while on official
tour/training, if it falls under any of the following categories.
(i) Within a radius of 30 kms from head quarters
(ii) Within a ratius of 30 kms from residence
(iii) Within a Municipal limits of Headquarters
(iv) Within a City cluster as defined in the transfer policy from time to time.
c) Journeys not covered under the above listed categories shall be treated as outstation
journeys.
d) Reimbursement of Local Conveyance while on tour
The conveyance charges actually incurred for local journeys at halting places on tour
will be reimbursed subject to the following limits:
Grade/BP range Rate of Conveyance

‘X’ Class cities* Y & Z Class cities*
Officers(wef
01.07.2022) [IOM No.
DP/4/1/51 dated 26.07.2022]
Grade D & above Rs.1200/- Rs.1100/-
Grade B &C Rs.750/- Rs.700/-
Grade A0,A &A1 Rs.600/- Rs.450/-
Non-Officers (wef 1.1.19)
Above Rs.43700/-/Gr.IX Rs.400/- Rs.310/-
Rs.15440 & above Rs.360/- Rs.280/-
but upto Rs.43700/-
Below Rs.15440/- Rs.310/- Rs.240/-
Local Conveyance on tour (per day) [Workmen] (w.e.f. 01.03.2023)

[IOM No.MD/HO/ER/2/2 dated 30.05.2023]
Basic Pay Range Rate of Conveyance
‘X’ Class cities* Y & Z Class cities*
Above Rs. 1,10,310/- Gr. VII 480/- 350/-
Rs. 38,980/- & above but upto Rs. 430/- 320/-
1,10,310/-
Below Rs. 38,980/- 370/- 270/-
* As per HRA classification
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Note : 1. Reimbursement of conveyance charges at the halting places will not be
admissible if the staff car is used.
2. The controlling officer may sanction reimbursement of actual
conveyance charges incurred in excess of the limits prescribed above
if the same are reasonable and are incurred in exigencies of work.
Entitlement of female employees under Travelling allowance (TA) rules:
From 08.03.2021 onwards Women employees with infant child(ren) upto two years
of age to undertake outstation tour within India shall be provided the facility of
a) to and fro travel fare/ tickets for the touring location for dependent infant
child(ren) and one attendant. TA entitlement of accompanying infant
child(ren) and attendant will be at par with that of female employee.
Accordingly, when the female employee has been allowed air travel for
undertaking the tour, air fare/ tickets for economy class shall also be
permissible for both the child(ren) and attendant.
b) Single room accommodation for self, attendant and infant child(ren) on double
occupancy basis at the touring location. The Corporation shall not bear any
expenses towards any separate accommodation for attendant and child(ren)
if availed by the female employee.
c) Irrespective of the grades of female employee, while on an outstation training
/ tour for official work shall be provided with an AC car at the touring location.
The women employees who opt to avail the said facility shall not be
reimbursed any local conveyance expense.
c) i) When journeys on official business/work are undertaken in the employee’s own

car/scooter/motor-cycle/moped, the rates admissible will be as under[Circular
No. DP/1/8/23 dated 02.05.2023] (w.e.f 01.04.2023):
Mode of travel Per km. mileage rate (Rs. / km.)

Petrol version Other than Petrol version
Car 14.05 12.65
2-wheeler 4.66 --
Note :
1. An officer performing journey on tour between places connected by rail,
by his own car or by taxi due to exigency of work and under the orders of
his controlling officer shall be entitled to payment as under: :
i) In case of travel by own car, road mileage as stipulated above shall
be payable. The same shall not be restricted to rail fare.
ii) In case of travel by taxi, actual taxi charges incurred restricted to road
mileage as stipulated shall be payable.
However, if an officer travels on his own accord by his car or taxi between
places connected by rail, he should be paid road mileage at the prescribed
rates restricted to rail fare of his entitled class.
2. The touring officer should provide supporting documents such as petrol

bills etc. for the journeys undertaken by his own car in respect of the
official tour to another station. However, if the petrol bills are not available
_________________________________________________________________________________________________________________
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for any valid reason, the officer concerned should request the competent
authority to waive production of supporting vouchers in proof of travel by
own car.
ii) Admissibility of mileage to employees drawing reimbursement of conveyance

expenses on annual basis, while proceeding on tour, will be regulated as under:
In respect of journeys performed outside headquarters
- For journeys performed within 8-km radius from headquarters, no
reimbursement of expenses is permissible.
- For journeys performed beyond 8-km radius, deduction of 8 km each way
would be made while reimbursing conveyance expenses at the applicable
rates.
In respect of journeys performed within the headquarters
- For journeys performed within 15-km radius from headquarters, no
reimbursement of expenses is permissible.
- For journeys beyond 15-km radius, deduction of 15 km each way would
be made while reimbursing conveyance expenses at the applicable rates.
The above facility would be subject to the fulfillment of conditions like
competent authority’s approval for undertaking tour by own conveyance etc.
d) When an employee proceeds on tour or returns from tour and staff car is not made
available to him, he is eligible for reimbursement of actual taxi fare from his
office/residence to the airport/railway station and vice versa.
Note : Payment of conveyance charges from the railway station/airport to the place
of duty/stay at the halting place and vice versa may be paid, if otherwise
admissible, in addition to the local conveyance charges prescribed in para
(b) above.
4.5 TRAVEL BY SHIP

a. The following financial limits will apply for regulating travel entitlement/claim of an
employee, while on tour/LTC, if he opts for or is required to travel by ship :
i) If the place is connected by rail (e.g. Goa), the fare for travel by ship should be
restricted to the fare of the entitled class of rail journey. If the employee is
entitled for air journey, the limit will be the air fare.
ii) If the place is not connected by rail (e.g. Port Blair) but only by air, the fare for
travel by ship should be restricted to 4/10th of air fare for those entitled for 2nd
AC rail travel. If the employee is entitled for air journey, the limit will be the air
fare.
b. With the introduction of Catamaran service between Haldia and Calcutta, officers/
workmen would be entitled to avail the facility within the class entitlement
mentioned below:
Grades Entitled class of Travel
G, H & I First Class
D, E & F Business Class.
A, B, C Economy Class.
&
Workmen The above facility would be available while on official tour/LTC.
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BACK
4.6 TA FOR APPEARING IN WRITTEN TEST AND/OR INTERVIEWS FOR IOC,

JOINING DUTY
I) For Outside Candidates
a) Candidates called for interview for posts in Grade ‘A’ and above shall be
reimbursed single 1st Class/2nd AC rail fare to and from the place of residence
in India to the place of interview by the shortest route.
Note : SC/ST candidates, when called for written test, would be paid 2nd Class
return rail fare by the shortest route from the place indicated in their
postal address to place of written test.
b) Candidates belonging to SC/ST community, when called for interview or test for
selection to non-officers’ posts, are reimbursed 2nd Class rail/bus fare from the
place of residence in India to the place of interview/test and back by the shortest
route.
c) Candidates from Andaman & Nicobar Islands, when called for written test and
interview at a location outside the Islands, shall be paid necessary TA.
d) The payment of TA is subject to the following conditions:
i) The candidate neither claims TA from the Government department or
public sector undertaking nor utilises a free or concessional railway/air
pass for the journey undertaken;
ii) The candidate employed in Central/State Government or public sector
undertaking submits a ‘no objection’ certificate; and
iii) Documentary evidence of rail ticket number (s)/bus ticket is produced.
Note : TA claims of candidates in Form countersigned by an officer of Employee
Relations Department should be passed on to Finance Department as soon
as the written test/interview is over so as to effect reimbursement of TA.
II) For Departmental Candidates
a) Departmental candidates called for interview for posts in any of the Division/Unit
of the Corporation will be treated as on duty (and as on tour when away from
headquarters).
b) An employee on leave at an outstation, when called for departmental interview,
will be treated as on duty with regard to the journey time as well as the period
of required stay at the place of interview and will be paid TA and DA at the
admissible rates.
c) Departmental candidates when appearing for written tests at outstation, will be
treated as on tour and paid TA/DA.
III) TA for joining duty on first appointment
A single rail fare of the appropriate class, in accordance with the prescribed
gradation, or the actual bus fare, from home town or the place of the last
employment is payable to the selected candidates in all categories for joining duties
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on first appointment provided, however, that this concession will be allowed only to
those who have to travel a distance of 160 KM or more.
4.7 TA ON RECALL FROM LEAVE

If an officer on EL has to be recalled for compelling reasons, he may be allowed
reimbursement of travelling expenses (including DA) as on tour for his movement from the
place where he was enjoying his leave to the place of duty and back. The facility of return
TA to the place of leave shall be admissible if the same is availed within a period of 3
months from the date of his reporting for duty on recall from leave. Further, the period
spent in movement from and to the station where the officer was on leave will be treated
as on duty.
4.8 TA/DA ON FOREIGN TOURS

1) Approval of the Ministry is required for foreign tour of Chairman and Directors.
2) a) Foreign tours in respect of employees of the Corporation can be undertaken

only with the prior approval of the Chairman (to whom a report on such tours
is to be submitted on return).
b) An officer will be required to take the prior permission of the
Chairman/D(M)/ED, as the case may be, for taking his family with him
whenever he goes abroad on official business.
3) DA at the official rates as sanctioned by the RBI from time to time will be applicable
for the actual stay in a foreign country on tour according to the local time of the
foreign country including halt en-route for change over. Day for this purpose is
reckoned from mid-night at the foreign country. No separate DA, either in full or
in part, will be admissible in the case of foreign tours on the basis of departure
time from India or arrival time in India.
4) For any extension of stay abroad on tour or training which has been subsequently
authorised, IOC will arrange to remit the appropriate amount of foreign exchange
to the officer concerned at the place of the visit, failing which the officer should
approach the Indian Embassy/High commission for taking the entitled amount.
However, no reimbursement under any circumstances will be made in Indian
currency by IOC on return of the officer to India. The foreign exchange saved on
account of curtailment of foreign tour may be deposited with the Corporation in
foreign currency travelers cheques.
5) Entitlement on Foreign Tour
(i) Competent Authority

Chairman is the Competent Authority to approve all tours involving foreign
travel outside the country for business purpose or to attend seminars/
symposiums / conferences or on specialized training. Prior approval is must
before commencement of foreign tour. All proposals for foreign tour are to be
routed through Director(Finance) and all proposals for attending Training
programmes/ Seminars and Workshops etc in foreign countries are to be
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routed through Director(HR) and Director(Finance) for obtaining approval of
Chairman.
(ii) Duration of tour and TA Entitlement

Arrival and departure on tour abroad should be planned in advance
depending upon the requirement of the officer at the touring station and
approved by the Competent Authority
Period on foreign tour is to be computed from the time of actual arrival on
landing in the country of travel till actual time of departure. No separate
consolidated amount/DA either in full or in part is admissible on the basis
of departure time in India or arrival time in India.
Arrival and departure on tour abroad should be planned in advance
depending upon the requirement of the officer at the touring station and
approved by the Competent Authority.
(iii) TA Entitlement on Foreign Tour is as under:

Level of Officers TA Entitlement
Chairman 1st Class by air
Directors Business Class / Club Class by Air
CGMs, EDs Business Class / Club Class by Air
Others Economy Class by Air, when excursion fare is not
available.
Note: The above entitlements for class of travel will be applicable unless otherwise
specifically advised through issue of circular based on Government directive.
(iv) Consolidated Foreign Exchange Amount/Consolidated DA:
Consolidated Foreign Exchange Amount/Consolidated DA is admissible for the

duration of tour and covers Daily Allowance, Hotel Accommodation, Taxi charges,
official telephone calls and other incidental expenses. However, air passage is
outside the consolidated DA entitlement. The Officer visiting abroad on tour is
eligible to draw an advance at the prescribed per day limit on consolidated foreign
exchange amount to meet expenses on hotel, DA, local conveyance etc.
Consolidated Foreign Exchange amount / Consolidated DA is admissible for the

duration of tour as per the following rates:
For Business/Seminars/Symposiums/Conferences/Deputation
Level of Officers Consolidated DA Rate per day
Chairman/Directors US$500
ED, CGM & GM US$350
DGM & below US$300
For Specialized Training
Level of Officers Consolidated DA Rate per day
ED, CGM(Gr.H) & GM(Gr.G) US$300
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DGM(Gr.F) & below US$250
(v) Admissibility of Consolidated Amount/Consolidated DA during

foreign tour:
Consolidated Amount in Foreign Exchange / Consolidated DA is admissible only for

the tour period abroad including Sundays and holidays if the officer is actually present
in camp. If the officer takes leave or goes out to attend his private business, he/she
is not entitled for consolidated amount & DA for those days. Prior approval of
Chairman is to be obtained for sanction of any leave with the foreign tour. TA is not
admissible for return journey after expiry of any leave other than casual leave. Sick
leave may be availed during foreign tour on sickness and the approving authority
may allow TA for return journey at his discretion.
(vi) Admissibility of DA under certain conditions:
(a) If an officer makes his/her own arrangements for accommodation or if

accommodation alone is provided free, a Consolidated Foreign Exchange amount
would be admissible at 50% of (entitled consolidated DA less applicable country
specific DA) with applicable country specific DA added.
(b) If the officers is provided all meals free of cost, DA shall be admissible at 25%
of the country specific DA for incidentals. The consolidated amount in this case would
be admissible (entitled consolidated DA less applicable country specific DA) with 25%
of applicable country specific DA added
(c) If both boarding and lodging are provided free of cost, a consolidated
DA of US$50 per day to cover incidental expenses will be payable
(vii) Country Specific DA rate
Daily Allowance is admissible for food expenses etc. as per MEA’s Guidelines. The DA
rate is country specific and same rate is applicable throughout the country of visit.
The admissibility of DA is from within the Consolidated Foreign Exchange Amount
and diminishes with the stay becoming longer on the foreign land. The DA
entitlement based on the duration of stay is as under:
Duration of Stay Country Specific DA

Day 1 to day 14 Full DA
Day 15 to Day 28 75% of full DA
Day 28 and beyond 60% of full DA or rank Foreign allowance,
whichever is less.
(viii) Submission of Consolidated TA Bill:
On return from the foreign tour, officer would be required to submit a consolidated
TA Bill and render account of expenditure incurred for various expenses under
following heads:
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Components of Expenditure Entitlement
a) Country specific DA As per prevailing MEA rates
(Annexure-I) without any supporting
vouchers to cover boarding and
incidentals.
b) Accommodation including service
charges, taxes and other charges Actual as per bills subject to the
c) Official telephone calls, local ceiling of admissible consolidated DA.
Conveyance, to and fro taxi charges
from airport and other incidental
expenses
In case it is not practical to produce supporting bills against (c) above, this may
be claimed on self-certification basis subject to maximu. of $50 per day towards
official telephone calls, local conveyance, other incidental expenses and a maximum
of $150 for to and fro airport transportation for each duty station, subject to the
ceiling of admissible consolidated DA.
The advance for business entertainment, if required, will be

granted only on prior written approval of Chairman and such
advance will be settled against production of bills.
(ix) Other Provisions
In case of visiting European country(ies) like Spain, Italy, Germany, Switzerland, UK

and other countries like USA, Japan etc., where the hotel tariff is very high and the
touring officer has to undertake expenditure in excess of his entitlement, prior
approval would be required to be obtained. Competent Authority for this purpose
would be Chairman with concurrence of Director(Finance).
4.9 TA FOR PARTICIPATION IN TRAINING PROGRAMMES/SEMINARS/CONFERENCES/

MEETINGS ELECTION DUTY, ETC.
(1) For participation in training programmes
a) An employee sponsored for participation in training programmes at outstations

within and outside the Corporation will be treated as on tour and payment of
TA/DA will be made at the admissible rates.
b) GAEs will be entitled to first class rail fare when moved from one station to
another in furtherance of training without change in their headquarters.
c) The reimbursement of conveyance expenses for attending local training course

will be regulated as under:-
i) For employees not receiving conveyance maintenance reimbursement
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Taxi fare (for officers)/scooter or public transport (bus) fare (for non-
officers) at rates per kilometer prevalent in the location for the actual
distance travelled from headquarters (place of posting) to the training
location and back to headquarters or from residence to the training
location and back to the residence, whichever is less.
ii) For employees receiving conveyance maintenance reimbursement
- For journeys actually performed within 15 kms. Radius from

headquarters (office location) or residence, no reimbursement of
expenses is permissible.
- For journeys actually performed beyond 15 km. radius from
headquarters (office location) or residence, deduction of 15 km. each
way would be made while reimbursing local conveyance expenses at
the applicable per km mileage rate. In this regard, actual distance
travelled beyond 15 km radius from headquarters (office location /
place of posting) to the local destination and back to headquarters, or
actual distance travelled beyond 15 km radius from residence to the
local destination and back to residence, whichever is less, shall be
considered for reimbursement of local conveyance expenses at the
applicable per km mileage rate.
(2) For participation in professional conferences, meetings, seminars, etc.
Journeys undertaken outside the regular scope of the work of an employee for
participation in various professional conferences, meetings, seminars, etc will be
regulated as under:
i) Officers invited by outside organisations/institutions to participate in the

professional meetings, conferences, etc. will be allowed to do so if and when
convenience of work permits of which the controlling officer will be sole judge.
ii) The question of treating journeys undertaken for participation in the meetings,
conferences, etc. as on duty will be decided by the controlling officer on the
merits of each case. Normally journeys will be treated as if on duty where such
participation is broadly in the interest of the Corporation, e.g. meetings of
Scientific Committees of CSIR/IIP etc.
iii) For treating the period of absence and journeys undertaken as on duty, specific
approval of ED/GM will be necessary in respect of employees at units and that
of D(M) at Mktg. HQ.
iv) If an employee claims TA from an outside authority, the Corporation shall not
meet such expenditure except to the extent of the difference to the
disadvantage of the employee between the TA allowed and the fare of the
entitled class.
v) In case of doubt, the matter will be referred to Mktg.HQ for decision of D(M).
vi) In case of foreign/domestic conferences/Workshops/Seminars sponsored by
private entity/forum/ bodies and funded by such entities, it has been decided
that participation of IndianOil officers to such Conferences etc shall be allowed
only when there is no conflict of interest between IndianOil and the sponsoring
agency. Further, the officer will be required to submit a declaration with the
proposal, in all such cases, in the format at Anneuxure-11.
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Note : Clause regarding retention of fees received by an employee for
participation in professional meetings, seminars etc. shall also be taken into
consideration.
(3) TA to employees summoned to give evidence
• An employee summoned in connection with departmental inquiry held by a

properly constituted authority of the Central or State Government or a public
sector undertaking or in connection with a criminal or civil case to which
Government/Corporation is a party, at places away from headquarters will be
treated as on tour provided that the facts as to which he is to give evidence
have come to his knowledge in the discharge of his public duties. (Summons
received through proper channel or otherwise but relating to official duties only
come under purview of this rule).
• Such employees shall not accept any payment of their expenses from any
authority other than the Corporation.
• If an employee is required to give evidence at a place within 8 km of his
headquarters no TA is, admissible for the journey. He may, however, accept
payment of actual travelling expenses as may be made by the concerned
authority.
• An employee called at an outstation by CBI for investigation into a case will be
entitled to TA/DA as per Corporation’s rules provided he does not prefer any
claim in that respect from CBI. However, before an employee is allowed to
undertake tours for this purpose, CBI authorities should be persuaded to hold
their investigation at the place of duty of the employee.
(4) TA for poll duties / election duties
Employees deputed for poll duties may be paid TA/DA as per Corporation’s rules (as
mentioned below). Normally TA and DA paid to such employees is claimed from the
State Government concerned. (No overtime is payable to employees deputed for poll
duties).
Employees performing duty in connection with an election (i.e. as Presiding

Officer/Polling Officer/Observer/Counting official, etc.) may be allowed
compensation/reimbursement as under:

On training As per TA rules applicable for the As per DA rates applicable
days employee’s grade while on tour for the employee’s grade
while on tour
On pre-PollingAs per TA rules applicable for the Double the DA rates
day/ Polling employee’s grade while on tour applicable for the
Day employee’s grade while on
tour

reduced/adjusted from the amount paid by Government to the concerned
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employees. In this regard, the employees would be required to declare the
remuneration as and when received from the Government, if any, for its
adjustment/recovery against the claims made from the Corporation.
c) Employees performing election duty may be allowed to avail a Compensatory

Off on the following day of election in case they are required to work on the
polling day/counting day beyond 08.00 p.m. (provided the following day is not
a weekly off/holiday at the location of the employee concerned).

performing election duty, such case may be considered under the extant policy
for compensating 100 months’ pay being allowed in case of death or permanent
total disablement due to an accident arising out of and in the course of
employment (as was conveyed vide Circular No.80/99 dated 02.11.1999 and
IOM IR/1292 dated 05.01.2006). Director (Marketing) may approve such case
on its merit provided there is causal connection between occurrence of
death/permanent total disablement and the election duty. Further, the said
compensation would be exclusive of any other legally admissible benefits or
ex-gratia compensation given by Government under the orders of Election
Commission of India.
e) There would be no compensation/remuneration admissible to employees

performing election duty other than the revised provisions conveyed above.
(5) TA to deputationists
TA in respect of deputationist will be regulated in accordance with the terms of his
deputation. However, as a general rule, Government servants deputed on foreign
service will be governed by the TA rules of the borrowing public sector undertaking in
respect of their journeys in connection with the affairs of the borrowing organisation
as also of the journeys undertaken by them to join the borrowing organisation and on
reversion therefrom to the Government service.
4.10 DAILY ALLOWANCE

1) Admissibility of DA on tour
a. Daily Allowance may be drawn on any day on which an employee proceeds on

tour beyond a radius of 8 km from headquarters as well as residence or
returns to this headquarters from similar distance provided the period of
absence from headquarters exceeds 6 consecutive hours during the day.
(Journeys in the Corporation’s car on tour beyond 8 km will commence from
the headquarters of an employee).
b. If the absence from headquarters exceeds 6 consecutive hours but does not
exceed 12 consecutive hours, half DA for that day will be admissible.
c. One-fourth of the normal DA will be payable for the period of absence not
exceeding 6 hours from headquarters on account of outstation tours. The
above benefit will be extended only in respect of those tours commencing
at/after 6.00 PM or terminating at or before 6.00 AM and where the total
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absence from headquarters exceeds 6 hours and not in respect of short
absence from headquarters not exceeding 6 hours.
d. The reimbursement of Daily allowance for attending to local official

tour/training/seminars etc. shall be regulated from the time employee reaches
the local destination till the time s/he leaves the destination.
e. For the transit period, DA admissible shall be as applicable to cities other than
“A” class cities. For the rest, DA will be paid at the rate of higher class city for
half day if the halt at higher class city exceeds 6 hours but not exceeding 12
hours and full day if it exceeds 12 hours.
f. DA will be payable on the basis of the scheduled time of departure and the
actual time of arrival of the aircraft or train, as the case may be.
g. DA is admissible on the basis of actual rail travel time even if such travel is
undertaken in different spells or by different trains.
Note: While regulating stay DA and transit DA for employees while on tour,
the following needs to be considered
• The duration of tour for payment of DA has to be regulated from midnight

to midnight.
• DA for the day involving total transit period would be paid as per the rate
applicable for Transit DA; and DA for the day involving total stay period
in the touring destination would be paid as per the rate applicable for
stay DA.
• DA for the day involving transit period as well as stay period in the touring
destination shall be paid either at the rate of the Transit DA if the transit
period is more than the stay period during the day (from midnight to
midnight), or at the rate of stay DA if the stay period is more than or
equal to the transit period during the said day (from midnight to
midnight).
• The payment of stay DA/ Transit DA at full rate, half – DA or one –fourth
DA would continue to be regulated depending upon the period of absence
during the day, as per extant policy in this regard.
• Transit period shall be reckoned as journey time commencing from the
scheduled departure time of mode of travel (like air/ train) from place of
posting till actual arrival time of the mode of travel at touring
destination; and similarly the transit period during return journey shall
be regulated accordingly.
• However, in case the origin place of mode of travel (air/ train) is other
than place of posting, then the road journey undertaken from the
residence/ office at the place of posting to board the mode of travel
(train/ air) shall also comprise of transit period. Similarly, if the place of
culmination of mode of travel (air/ train) is other than the touring
destination, then the road journey undertaken from the time of
disembarking mode of travel( air/ train) to reach place of stay/ office at
touring destination shall comprise of transit period. The transit period
during return journey shall also be regulated accordingly.
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• Further, the period of halt en-route and/ or the journey in different spells/
mode if undertaken on way to touring destination, or while on return
journey to place of posting, shall be part of transit period.
2) Rates of DA
(i) Rates of DA on tour are as under (for Executives: w.e.f. 01.06.2018 (vide
cir.no.2018/HR/18 dated 24.07.2018), for Workmen: w.e.f.01.01.2019 :-
Grade X Class cities * Y & Z Class cities *
Officers below the board level (IOM No. DP/4/1/49 dated
26.07.2022)
Grade I Rs.3700 Rs.3400
Grade H Rs.3400 Rs.3200
Grade G Rs.3200 Rs.3000
Grade F Rs.2800 Rs.2600
Grade E Rs.2600 Rs.2400
Grade X Class cities * Y & Z Class cities *
Grade D Rs.2400 Rs.2200
Grade C Rs.2100 Rs.1900
Grade B Rs.1900 Rs.1700
Grade A0,A & A1
Rs.1700 Rs.1550
Non-Officers # [IOM No.MD/HO/ER/2/2 dated 30.05.2023]
(w.e.f. 01.03.2023)
Pay range X Class cities * Y & Z Class cities *
Above Rs.1,10,310/-
Rs.1325 Rs.1175
/Gr.VII
Employees drawing
Basic Pay Rs.38980 & Rs.1275
Rs.1125
above but upto
Rs.1,10,310
Employees drawing
Basic Pay below Rs.1125 Rs.1000
Rs.38980
Note : 1. The entitlement of DA on tour in the case of an officer who has been
allowed to officiate in the next higher grade on a long-term basis and
allowed to draw pay in the higher grade in respect of officiating service
shall be with reference to the higher post in which the officer is
allowed to officiate.
2. GAEs are entitled to DA as applicable to Grade ‘A’ officers.
(ii) In the case of journey within the city municipal limits but beyond 8 km from
the place of duty, DA shall be admissible at the ordinary rates i.e. at the rates
for locations other than classified as ‘X’ class cities. (Entitlement towards DA
would accrue irrespective of whether the distance travelled is within the
municipal limits or without and would be in addition to the reimbursement
towards conveyance charges, where otherwise admissible.)
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3) DA for prolonged halts at tour station
a) For prolonged halts at the tour station, DA will be admissible as under :
Duration of halt Quantum of DA

For the first 30 days - Full rate
For the next 15 days - 3/4 of full rate
For the next 15 days - 1/2 of full rate
Note : 1. The period of first 30 days of halt at one place shall include the
days of leave (including casual leave).
2. The day of arrival shall count towards full DA for the first 30 days
of the prolonged halt and will be inclusive of the same.
3. If the halt at a particular place exceeds 30 days, DA at full rate
upto 90 days will be admissible subject to the prior approval of
D(M)/ED/ GM/DGM provided that prolonged halt is necessary in the
interest of Corporation’s business and that such halt continues after
the first 30 days to entail extra expenditure on the halting
employee.
4. Prior approval will be obtained for all extended halts beyond 30
days in respect of which full DA is to be claimed.
b) A halt is treated as continuous unless it is terminated by return to headquarters

or by an absence from duty, other than leave of any nature, at a distance from
the halting place exceeding 8 km for a period not less than 3 consecutive days.
c) DA is admissible on Sundays and holidays during halts on tour if the employee

is actually present in camp. If an employee on tour takes leave or goes out to
attend to his private business, he is not entitled to DA for those days. No TA is
admissible for journey performed after expiry of any leave other than casual
leave for joining duty either at headquarters or at camp. However, sick leave
may be availed in the course of official tour and ED/GM may, in his discretion,
allow reimbursement of the return journey fare. No DA will be admissible
during the period of sickness at the tour station.
d) DA entitlement for attending training courses
• Employees nominated to attend residential courses conducted either by

an outside authority or the Corporation itself will be entitled to DA at the
rate of 1/4th of the normal DA payable under the rules according to the
classification of the city where a course is held.
• Where either free board or lodging is provided by the concerned
organisation, the employee may be allowed to draw DA at the rate of one-
half of normal DA admissible at the location of training.
• Residential courses require that the employee stays at the training location
premise as per the programme schedule and duration of the course. In
such cases, DA is applicable irrespective of the distance between the
training location and the headquarter of the concerned employee.
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• In case of long non-residential training programmes of 3 months duration
or more within India sponsored by the Corporation, DA at full rate will be
admissible subject to approval of ED/CGM. DA is, however, not payable
during the period of stay at home on vacation/leave nor in connection
with workers’ education programme or any training sponsored by outside
institutions.
4.11 CONTROLLING OFFICERS
For approving tour programme within the - Officers upto Grade D : Controlling Officer
country in Grade E & above level or Dept/location
head, whosoever is at the lower grade
- Officers in Gr. E to G : Controlling Officers
To sanction foreign tours Chairman
To sanction own TA (including D(M)/ED/CGM/GM/Officers in Gr.’F’/’E’ will
advances) and other claims as per rules be own controlling officer.
excluding foreign tours.
To sanction TA (including advances) D(M)/ED/CGM/GM/Officers in Gr.’F’
and other claims as per rules in respect of and HoD in Grade ‘E’.
all personnel under his administrative
control.
To permit journeys on tour by air or by a D(M)/ED/CGM/GM
higher class of accommodation in special
circumstances
To grant full DA in excess of 30 days period D(M)/ED/CGM/GM
but not exceeding 90 days in exceptional
cases.
To grant full DA in respect of training ED/CGM
programmes
of 3 months duration or more within India.
To grant reimbursement of actual ED/CGM/GM/ Officers in Gr.’F’
conveyance charges in excess of the limits and HoD in Grade ‘E’.
prescribed in TA rules.
4.12 OFFICIAL TOUR TO NEPAL AND BHUTAN

The following shall be the entitlement of employees for the tours undertaken to Nepal &
Bhutan:
i) A consolidated amount on INR per day basis to cover for hotel accommodation and
local travel/incidental expenses as prescribed below plus DA rates as applicable for
X-class cities:
Category Consolidated Amount
(INR per day)
Workmen:
Drawing BP below Rs. 15,440/- 2250
Drawing BP of Rs. 15,440/- & above but 2750
upto Rs. 43,700/-
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Drawing BP above Rs. 43,700 (Grade IX) 3500
Officers:
A&B 4250
C&D 5250
E&F 6500
G&H 8250
I 9750
Director 12250
Chairman 15250
ii) In addition, airport transfers shall be permitted on actual subject to maximum of Rs.
2,000/- each way (if not offered complimentary by the hotel).
iii) The touring officer shall be required to submit the bills towards the accommodation,
and the expenses towards local travel/incidental expenses shall be on self-
certification basis. Further, the claim of airport transfer expenses shall be on self-
certification basis (if not offered complimentary by the hotel).
Note:
- The Competent Authority to approve the official travel of employees shall be the
respective Unit Head/Functional Head not below GM level.
- The Competent Authority to approve the official travel of Unit Head/Functional
Head shall be the concerned Director.
- Chairman shall be the competent authority to approve the official travel of
Director to Nepal / Bhutan.
- Regions/State Offices are required to submit consolidated statement comprising
of list of employees touring Nepal/Bhutan, dates & purpose of visit, approving
authority, etc.
Following are the X-class cities for the purpose of daily Allowance and local
conveyance on tour:
Mumbai, Kolkata, Delhi, Chennai, Shillong, Srinagar, Gangtok, Gurgaon, Faridabad,
Noida, Hyderabad & Bangalore.
4.13 TA ADVANCE/BILLS
1) Applications for TA advance in prescribed Form should reach Finance Department at
least two days in advance unless it is an urgent tour or transfer. TA advance may be
granted if a similar advance drawn earlier has been accounted for.
2) While applying for TA advance, an employee should furnish approved tour

programmes alongwith details indicating the probable days of departure and arrival
(including the number of days of halt at each place of duty on tour), mode of
transport (air/rail/bus), number of members of family (adult/children) with their
relationships (in case of transfer), etc.
Note :
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1. While approving the tour programmes of officers/non-officers, ED/GMs and
Heads of Department should scrutinise the necessity of journeys and also
ensure that the tours are planned well in advance. They should not authorise
travel by air etc. resulting in avoidable expenses to the Corporation, as far as
possible.
2. Check by the controlling officers should be confined to the purpose and mode
of journey including the frequency, duration of halts and the authority for
undertaking the same.
3) a) Employees should draw adequate TA advance from their own offices only prior
to proceeding on tour. Outstation offices should not entertain any request for
TA advance from employees of other offices/units. (This will ensure that the
time lag involved in adjustment of such advances as also generation of
avoidable paper work and related efforts are eliminated).
b) Similarly, requests to outstation offices for arranging travel tickets for official
tours should be routed through the P&A Department so as to ensure proper
authentication of such requests.
4) a) TA bills in prescribed Form for the journeys, especially where TA advance has
been taken, should be submitted within a week of completion of the journey.
Balance amount of the unspent advance, if any, should be refunded.
b) TA bills should normally be submitted within a week of the completion of the
journey. In special circumstances, an employee may be allowed upto 6 months
to submit his TA bills from the date of completion of his journey at the
discretion of the Management.
5) An employee shall be required to produce ticket numbers (in case of rail journey) or
a receipt duly issued by the appropriate authority in respect of journey performed by
air/road/sea, bearing the value of the tickets purchased or ticket numbers. When the
employee is unable to furnish even the ticket number but gives a written declaration
that he has actually performed the journey to the tour station and back to
headquarters, he may be allowed reimbursement of IInd class fare or fare for the
actual mode of travel other than by rail, whichever is less for the outward and return
journeys. In all such cases, the touring employees will continue to get DA and the
incidentals like local conveyance charges as admissible as per rules.
6) TA bills for Heads of Department will be disposed of by the Finance Department itself
without reference to D(M)/ED/CGM for sanction in cases (i) when the tour
programme has been approved by D(M)/ED/ CGM and the tour completed as per
schedule or (ii) when the duration of the tour has been cut short.
Note:
Conveyance charges at halting places in excess of the normal limits in such cases
will be reimbursed by Finance Department without specific approval of the same by
D(M)/ED/CGM. Only the cases of extension of tour need be referred to D(M)/ED/CGM
for sanction.
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Leave Travel
Concession
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5. LEAVE TRAVEL CONCESSION
The Corporation’s basic principle of introducing Leave Travel Concession is to afford

assistance to employees serving at places distant from their homes for journeys to their
home town (or a place in lieu of home town, on certain conditions as per rules) and back
to headquarters during leave. The concession also covers the family of an employee and
is allowed once in a period of two calendar years.
5.1 APPLICABILITY
a) LTC is admissible to all regular officers who have put in a minimum of one year of
continuous service and their families (husband or wife residing with the officer and
legitimate children and step children residing with and wholly dependent upon the
officer and dependent parents residing with the officer) to visit any place in India in
lieu of home-town during regular or casual leave, once in a block of 2 years. However,
the facility in respect of dependent parent is not available to married female
employees. Unmarried female employees, however, can be extended LTC facility for
their parents, provided their parents are living permanently with them under the same
roof and are wholly and exclusively dependent on them.
b) An adopted child shall be considered to be a legitimate child, if, under the personal
law of the officer, adoption is legally recognised as conferring on it the status of a
natural child. The term `children’ includes major sons, married daughters and
widowed daughters, so long as they are residing with and wholly dependent upon
the parent officer.
c) In case the children of the officer who are employed as Trainees in industrial
organisations etc. if the training being received by the trainee is part of the
employment or is likely to lead to automatic employment at the conclusion of the
training, the trainee cannot be considered as dependent child of the officer. If this
condition does not apply, then the trainee can be considered as dependent children
of the officer.
d) When husband/wife are both employed either in a Govt./Semi Govt./Public Sector

Undertaking or any other organisation which allows LTC to its officers, officer will
be required to submit the following certificate:
- That my husband/wife is not employed

- That my husband/wife is employed in Govt. Service/Semi. Govt. /Public Sector
Undertaking or any other organisation and the concession has not been availed
by him/her separately for himself/herself or for any of the family members for the
concerned block.
e) Dependent parents of an officer will be/allowed the LTC facility for actual travel as
per the entitlement of the officer himself.
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f) Employment of the spouse/child of an employee with an Airlines/Railways need not
be a bar for the employee’s actually availing the leave travel concession. No
encashment of LTC shall be permitted.
g) Employees may avail LTC entitlement for a particular block during any time in the
next block of two calendar years. However, no further extension for availing the
entitled LTC beyond the permissible period will be allowed to the employees.
h) The LTC entitlement of an employee (other than retiring and deceased employees)
ceasing to be in employment would be available only if such an employee has been
in the service of the Corporation for a minimum period of 6 months in the two yearly
LTC block prior to cessation from employment.
i) LTC can be availed of during regular leave or casual leave without there being any
minimum limit on the leave being taken. Members of the family can avail LTC
irrespective of the period of leave of officer.
j) When both husband and wife are Corporation’s employees, the concession will be
on the scale admissible to either the husband or the wife, and not both.
5.2 FAMILY / REGULATION OF BENEFIT

I) The term ‘family’ will include the following:-
i) An employee’s (one) wife or husband, as the case may be, residing with the
employee. (He/she should not have enjoyed LTC in the service of Govt./Public
Undertaking).
ii) Legitimate children, including step children and adopted children, if adoption
is permissible under the relevant personal law, residing with and wholly
dependent upon the employee.
iii) Dependent parents residing with the employee under the same roof if they
actually travel in accordance with the existing rules.
Note :
1. ‘Family’ has been defined separately in respect of the concession admissible to
non-officers for going to ‘any place in India’ and shall mean self, his/her spouse
where otherwise eligible and unmarried dependent children.
2. The term ‘children’ includes major sons, unmarried daughters and widowed
daughters, so long as they are residing with and wholly dependent upon the
employee.
3. As regards dependent children of IOC’s employees who are employed as
trainees in some industrial organisations, in case the training is being received
as part of the employment or is likely to lead to automatic employment at the
conclusion of the training, they cannot be considered as dependent children of
employees for the purpose of LTC.
II) The family members need not accompany the employee or even travel during the
same calendar year in which the employee travels.
III) The family members may either travel together or separately in different groups
according to their convenience.
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IV) Where they travel in different groups, at different times, reimbursement of
expenditure may be allowed in respect of each group provided the return journey of
each group is completed within six months.
Note : Dir(M) may relax the condition of performing return journey within six months
of the outward journey for LTC in deserving cases of genuine difficulties
involving no additional financial liability to the Corporation.
V) When employees are unable to travel with family members or vice versa, they may
travel to different destinations by the shortest practicable route, provided the number
of groups so travelling is restricted to only two. (The restriction in respect of number
of groups will not apply to cases where employees and their family members avail
LTC for visiting their home town. Further, the restriction of two groups has relevance
within the family members i.e. a member or members travelling with the employee
will not constitute a group).
VI) The following provisions will apply in regulating LTC claims of an employee choosing
to avail of LTC in two different groups at different times:-
• If the first group opts to travel by rail/air (as per entitlement), the second group,
if it so desires, may travel by road either in the employee’s own car or in a
‘private car’ to a chosen destination by the shortest practicable route. The
travelling expense to be reimbursed will be as per the rates under sub-clause
13.14.2.1 (iv) or the actual fare of the entitled class of accommodation of the
subsequent group while travelling by rail/air, whichever is less.
• When an employee or/and family members opts to avail of LTC by road earlier,
either in his car or in ‘private car’, the benefit of travelling in different groups
will not be allowed. In that case the employee will be entitled to claim
reimbursement only once in a two yearly block.
VII) Since the title of LTC for family members is independent of the employee and since
the family can travel in different groups, at different times and to different
destinations, an employee who has been permitted to keep his family at a station
away from his station of posting can claim LTC for his family members from the place
of their temporary stay to home town or any place in India and back subject,
however, to the existing rules.
VIII) Concession for one way journey only upon change in the status of family
member(s).
LTC to the family members is admissible with reference to the facts existing at the
time of outward and return journey independently. The following types of cases are
given by way of illustrations:
a) Reimbursement in respect of outward journey only
The family members having performed the journey to home town have no
intention of completing the return journey. (In this case the employee has to
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forego in writing the concession in respect of the return journey if performed
by the family members at a subsequent date).
b) Reimbursement in respect of return journey only
i) A newly married husband/wife coming from home town to headquarters

station or a husband/wife who has been living long at home town and did
not avail of LTC in respect of the outward journey. (An employee
proceeding on LTC and marrying enroute his destination is not entitled to
reimbursement of the fare towards the outward journey of the newly
acquired family member).
ii) A dependent son/daughter returning with parents or coming alone from
home town or where he/she has been pursuing studies or living with
grandparents, etc.
iii) A child who was previously below five years of age but has completed five
years at the time of return journey. A child who was below twelve years
at the time of the outward journey but has completed twelve years at the
time of the return journey will be entitled to half fare for the outward
journey and full fare for the return journey.
iv) A child legally adopted by an employee while staying in the home town.
IX) An employee who has a ‘family’ living away from his place of posting, may avail of
LTC for himself alone every year for visiting his home town, instead of having the
concession for both self and the family once in a block of two years.
X) In lieu of their normal entitlement towards LTC, the wife/children (of an employee)
otherwise entitled to LTC but staying at a place other than the place of posting of
the employee, may be allowed LTC both ways once in a block of two years from the
station where they are normally residing to the headquarters of the employee and
back to the same station from where the journey started. For this purpose, the
employee will have to declare in advance the name of the station(s) where the wife
and children are staying.
Note : The above entitlement will be in lieu of the normal entitlement towards LTC
and not in addition to it. In other words, in cases where this concession is
availed of, the wife/children will not be entitled to LTC for journey anywhere
in India/home town during that block year.
5.3 FREQUENCY FOR AVAILING OF LTC

a) LTC is allowed once in a period of two calendar years (viz. two yearly block) from
headquarters to home town and vice-versa.
b) An employee has, in any given block period of two years, an option of availing himself
of LTC by going anywhere in India in lieu of home town and the reimbursement for
travel for the employee and his family shall be equivalent to the fare to the chosen
destination by the shortest practicable route by entitled class of travel.
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5.4 EXTENT OF LTC
I) The concession is ordinarily admissible for the journeys to home town performed
irrespective of the actual stay in the home town. No leave is necessary for journeys
of family members.
II) The concession is restricted to journeys within India and is admissible for journeys
from headquarters to home town between places connected by rail/partly connected
by rail and partly connected by road/ steamer services and also between places not
connected by rail.
Note:
1. Reimbursement of travelling expenses is not permissible if the declared place of
visit is not actually visited. Travel on LTC will not, therefore be allowed on a
notional basis to employees who might visit a place outside India i.e. if a place
in India is not actually visited, it will not be possible to allow reimbursement of
travelling expenses under LTC rules upto that place notwithstanding that the
employee or his /her family might incur expenditure in visiting a place outside
India.
2. Officers in Gd. D and above are allowed to travel on LTC to a destination outside
India as per following provisions: LTC to visit outside India shall be admissible in
alternative block of two calendar years.
a) LTC to visit outside India shall be admissible in alternative block of two
calendar years.
b) TA for travel outside India shall be reimbursed as per actuals or up to the
listed domestic standard airfare by Indian Airlines for journey by entitled
Class (as applicable for LTC) between nearest airport at the headquarter
of the employee and the airport at the farthest point in Mainland in India
by the shortest route, whichever is lower. If in a sector, Indian Airlines
does not operate any service, standard fare of other similar Airline will be
referred to.
c) All other relevant provisions on availing LTC in India including admissibility
of DA towards expenses for hiring of accommodation would apply while
actually availing LTC outside the country as per entitlement.
d) Employees while applying for LTC would mention the “farthest point” in
Mainland in India with reference to their headquarter as also the
“station/country” actually to be visited. The LTC claims would be processed
based on this information and the Ticket(s)/Receipt(s) to be submitted for
actual journey.
e) In case there is no Airport at the headquarters of the Employee, he will be
entitled for TA between headquarter and the station where the nearest
domestic Airport is located, as per normal LTC Rules.
f) Income Tax on journey within India or abroad shall be applicable as per
provisions of the Income Tax Act/Rules on LTC.
III) The Corporation meets the actual fare, subject to the other prescribed conditions
being met, in full for the entire distance of the outward and return journeys.
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5.5 CLASS OF TRAVEL
The class of travel admissible in respect of LTC will be as per entitlement under the TA
rules at the time of undertaking the journey.
a) When an employee travels in a higher class than his entitlement, the Corporation’s
assistance will be restricted to the fare of the appropriate class for that portion of
the journey.
b) If an employee travels by a lower class, the assistance will be based on the lower
class fare actually paid.
c) An employee (not entitled to travel by air) may avail LTC by air or higher than the
entitled class one way and the other way by lower class. Alternatively part of the
journey by higher class/air and remaining journey may also be undertaken in a lower
class. However, the Corporation’s liability will be limited to the actual expenses
incurred by the employee for both ways or the cost of to and fro fare to the
destination by entitled class by shortest route whichever is lower.
5.6 LEAVE FOR AVAILING LTC

a) LTC is admissible to an employee during regular or casual leave without any
minimum limit on the leave to be taken.
Note :
1. Leave for the purpose of LTC includes all kinds of leave such as earned leave,
sick leave, extra-ordinary leave without pay, maternity leave and casual leave.
2. LTC is not admissible during holidays without an employee’s taking regular
leave or casual leave for the purpose.
b) The title to LTC in the case of non-officers does not lapse if leave is refused by the
Corporation.
c) LTC is not admissible to an employee who proceeds on leave and resigns from his
post without returning to duty.
5.7 TWO YEARLY BLOCKS

a) LTC is admissible once in a period of two calendar years i.e. once in each block of
two calendar years.
b) The initial block of two years in respect of which LTC is admissible to an employee
will remain unchanged during his service period.
c) In the case of fresh entrants in Corporation’s service, the first block of two years
would be the regular block in which they complete one year of continuous service.
(To be more specific, if an employee joins in the first year of a block of 2 years, such
an employee will be entitled to the LTC for the said block. On the other hand, if an
employee joins in the second year of a block of 2 years, then no entitlement for LTC
will accrue to the employee for that block).
d) The concession admissible for a particular block of two years, which is not availed
during that block, may be availed during any time in the next Block of two calendar
years by the employee and his family independently of each other. The blocks for
the employees will remain unchanged despite an employee’s availing the concession
twice in a particular calendar year under this relaxation.
e) In the event of the return journey falling in the succeeding calendar year, the
concession should be counted against the year in which the outward journey is
commenced.
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f) The LTC entitlement of an employee (other than retiring and deceased employees)
ceasing to be in employment would be available only if such an employee has been
in the service of the Corporation for a minimum period of 6 months in the two yearly
LTC block prior to cessation from employment.
g) Encashment of LTC due in respect of family members of a deceased employee should
be allowed and paid to the nominee (except for the dependent parents and the
deceased employee). However, the family members cannot be allowed to actually
avail LTC after the death of the employee.
h) Officers in the Grade of H & above who for the reasons related to official exigencies
may not get opportunity to utilise their LTC entitlement before superannuation shall
be allowed to avail/encash the same within one year from the date of
superannuation. Grade G officers may be allowed such extension of LTC based on
merit with the approval of Divisional HR Head. Wherever, the Divisional HR in-charge
is below the level of grade H, then the approval of Functional Director will be
obtained.
5.8 ROUTE AND MODE OF TRAVEL

I. Route
a) An employee or his family may travel to the destinations by any route or halt
anywhere in course of journey on LTC, but the Corporation’s share shall be
limited to the fare by the shortest route (in point of time as is the case for
travel on duty) calculated on a through ticket basis.
b) Where an employee visits a destination within the country on LTC via a place
which may be outside the country whether on way to the destination or on
return, Corporation's assistance on TA in such a case shall be restricted to the
fare to the nearest Railway Station or Airport in India by the shortest route by
the entitled class provided ticket(s) is/are purchased for the destination declared
for LTC. However, DA will be admissible under the rules towards expenses for
hiring accommodation at locations including transit period within India only and
not for the same abroad.
c) In case of journey to the destination and back, it need not necessarily
commence from or end at headquarters of the employee either in his own case
or in the case of the family. The reimbursement is , however, made for the
actual expenses incurred for the distance traveled or the amount that would
have been admissible had the journey been performed between headquarter
and chosen destination, whichever is less.
d) The admissibility of LTC of a `child’, who is staying away from the headquarters
of the employee to pursue studies, for journey performed from the place of
study will also be dealt with the as per the above provision.
e) When the journey is performed by a longer route, which is not the cheapest, in
two different classes (one the entitled class and the other lower class), the
entitled class rate will be admissible for the corresponding portion of the
shortest or cheapest route and the lower class rate for the remaining mileage
of such (longer) route.
II. Entitlements for various modes of travel
A. For journey between places connected by rail and road
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Mode of travel Entitlement
i) Train - As per the entitled class or the class actually
used, by the shortest route, whichever is
less.
ii) Bus (public or private) - Actual bus charges as per ticket, or the rail
fare of the entitled class, by the shortest
route, whichever is less.
iii) Taxi - Actual taxi charges, restricted to rail fare
for the entitled class, by the shortest route,
for self and family members who actually
travel.
iv) *Own car or private - Road mileage at the applicable rate by car
by the shortest route for self and family
members who actually travel.
v) Air (for those not entitled Charges limited to rail fare of the
to air travel.) entitled class by the shortest route.
Note : 1. Documentary proof of having travelled by taxi between two places, viz.
cash receipts from the taxi driver, mileage covered, registration number
of the taxi, place of registration and name of the taxi driver will have to
be produced.
2. For travel by own car/private car, proof of travel between two places viz.
dated cash receipts for purchase of petrol and oil at en-route stations and
at the destination station have to be produced.
3. In respect of private car, if no propulsion charges are incurred by the
employee (i.e. an employee gets a free lift or uses a private car without
any payment), no claim is allowed.
4. For all travels where restriction applies as indicated above, the claim is to
be restricted to rail fare of the entitled class. If entitled class of the
employee does not exist in the trains running between the two stations
connected by rail, the term ‘entitled class’ for the purpose of this rule shall
denote only the actually available class, below the normal entitled class,
in the train.
5. Other modes of travel like scooter, cycle, rickshaw, horses, etc., are not
permissible between places connected by rail.
6. When an employee and his family members travel by road in a taxi
between two places connected by rail, the benefit of travelling in different
groups on LTC shall not be available. In other words, between two places
connected by rail, one group cannot travel by taxi and another group by
rail/air/bus. Whenever travel by taxi is undertaken by an employee,
separate claim for the family members is not permissible during the block
year concerned.
7. When an employee and his family members avail of LTC in two different
groups at different times, and the first group opts to travel by rail/air as
per entitlement, the second group, if it so desires, may travel by road
either in his own car or in a private car. However, in case the first group
travels by own car/private car, separate claim for travel by a subsequent
group is not permissible during the block year concerned.
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8. A ‘private car’ is a car registered as a ‘private vehicle’. In other words, a
taxi, or a vehicle which plies for the purpose of income/profit to the owner
will not be considered as a private car.
9. Reimbursement in the case of employees’ children travelling on LTC by air
on student's concession would be restricted to rail fare of the entitled class
subject to the maximum of actual expenses.
10. An employee is not allowed to avail himself of the return journey in a
separate spell of leave at the Corporation’s expense under the LTC rules
when the family is to return with him.
11. AC Second class travel by Rajdhani Express may be permitted in respect
of employees who are entitled to travel in Second AC.
12. An Officer who is not entitled to travel by Air may cover part of the journey
by air/higher than entitled class and remaining to/fro journey by ordinary
2nd class/lower class by Rail. In either of the situation, however, the
Corporation’s liability will remain limited to the actual expenses incurred
by the officer for both the ways or the cost of to/fro fare to the place of
destination by entitled class, by shortest route, whichever is lower.
However, the notional railway fare at half the rate of railway ticket
performed by the children below the age of 5 years will not be allowed,
even though the officer may have to incur charges for travel by air in
respect of such a child/children.
B. For journey between places connected by road as well as air
i) Where public transport system exists
For employees not entitled to travel by air

Mode of Travel Entitlement
Bus (public or private) Actual fare as per bus ticket
Taxi/own car/private car Actual charges incurred limited to bus fare
Air Charges limited to bus fare
An officer not entitled to travel by air while travelling between places

connected by road as well as air, where public transport system exists
may be permitted to avail taxi facility subject to the following conditions:
a) The entitlement of such an officer would be limited to the applicable

road mileage rates as prescribed by the company from time to time.
The officers in ‘A’ Grade would be entitled to same mileage as
prescribed for ‘B’ Grade officers.
b) The officers concerned would be reimbursed mileage rates by the
shortest route and would be entitled to reimbursement of expenses
on mileage basis or the actual charges incurred towards hiring of a
taxi, whichever is less.
c) The officer concerned and his dependent family members availing
LTC facility to visit the same destination will be entitled to only one
taxi fare for the same block.
For employees entitled to travel by air
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Taxi/ Own car/private Road mileage at the applicable rates
car by the shortest route for one member
only, or the air fare for self and family
members who actually travel or the
actual taxi charges incurred, whichever
is less.
Note : If there are air-conditioned and non-air-conditioned buses plying

regularly between two places connected by road only, the
entitlement of travel will be as follows :
For those entitled to air or Air conditioned bus (fare

AC 1st class travel calculated on the basis of the
official rate fares of the State
Transport Roadways/private
bus).
For those entitled to travel Highest class of non-air-
by II AC by rail conditioned deluxe bus.
ii) Where no public transport system exists
Mode of Travel Entitlement

Tonga/rickshaw Actual charges incurred limited to
road mileage @ Rs.1.50 per km
for entire family. Separate claim
for family members is not
admissible during the block year
concerned even if travel in
different groups is undertaken by
the employee and his family.
Actual charges incurred limited to
Mules/Horses/Ponies
Re.1/- per km per member
C. Journey by ship
In case an employee travels by ship to the place connected by air but not by
rail, the claim for travel by ship is restricted to 1/10th of air-fare if he/she is
entitled for 2nd class rail travel; and upto 4/10th of air-fare if he/she is entitled
to 2nd AC class rail travel. For the employees who are entitled for air journey,
the limit is air-fare.
5.9 REIMBURSEMENT OF TAXI FARE FOR LOCAL TRAVEL WHILE ON LTC
a) An employee will be eligible to claim taxi fare for local travel at the stations of
commencement and termination of journey on LTC. The reimbursement will be
admissible both for outward and inward journeys, limited to twice the limit of local
fixed conveyance expenses admissible to the respective categories of employees for
the respective classes of cities while on tour or the actual expenses incurred on the
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local conveyance, whichever is less. However, this will be permissible only to one
group comprising the employee and/or his family in a LTC block of 2 years.
Illustration :
Assuming that an officer is entitled to local conveyance expenses, while on tour, upto
a maximum of Rs. 350/- in ‘X’ class city and proceeds on LTC from ‘X’ class city to a
destination which too is ‘X’ class city. In this case, the following ceiling of entitlement
for reimbursement will accrue for outward and inward journeys :
Outward journey
At station where journey commences - Reimbursement
limited to Rs.350x2
= Rs.700
At station where journey terminated - Reimbursement
limited to Rs.350x2
= Rs.700
Inward journey
At station where journey commences - Reimbursement
Limited to Rs.350x2
= Rs.700
At station where journey terminates - Reimbursement
limited to Rs.350x2
= Rs.700.
Total reimbursement to be computed separately for outward and inward journeys will
be limited to the overall limit of Rs.2800 in the above case or the actual expenses
incurred, whichever is less.
b) Transport facilities wherever provided by the Corporation to employees travelling
under LTC for journeys between airport/railway station to guest house and vice versa
etc. are to be treated as ‘private’ and charged for.
5.10 FACILITY FOR MEETING LIMITED EXPENSES FOR HIRING ACCOMMODATION

DURING LTC
a) Employees when actually availing LTC, may be reimbursed their full DA entitlement
as admissible under TA Rules upto a ceiling of 10 days, (at the rate applicable to the
station visited), for self, spouse (one), dependent children over 5 years of age
(limited to two) and dependent parents, (provided they fulfill the other regulatory
provisions) towards hiring accommodation.
For the period spent on journey/transit DA will be admissible at 3/4th of the rate
applicable for "other cities (Category II)" provided the payment for the transit period
and stay during LTC together does not exceed the maximum of 10 nights.
b) The above facility will be extended subject to the following conditions:
i) Reimbursement for hiring accommodation shall be admissible when the

employee actually avails LTC to visit any place in India other than home town for
the actual number of nights spent at such a place, limited to 10 nights, provided
holiday home/ guest house/transit accommodation facility is not availed.
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(Employees availing encashment of LTC facility shall not be entitled to the above
reimbursement).
ii) The employee concerned claiming reimbursement under sub-para (I) above shall
be required to submit satisfactory proof for such visit to the place by way of
rail/air ticket numbers or, when travelling by bus, on production of original tickets
(which is also the requirement for claiming LTC).
Note : 1. An employee may halt at more than one place for which
reimbursement, limited upto 10 nights, is admissible provided the
transit/destination halt is at a place other than home town and the
holiday home/Guest House/Transit camp facility, if any, for the place
is not availed.
2. When the family members including the employee travel separately in
different groups as per their convenience conforming to the specified
time frame but within the currency of the two yearly block, the
reimbursement towards expenses for hiring accommodation upto the
prescribed limits will be admissible to such separate groups.
3. If the same spell of LTC is utilised for stay at different places including
place of home town or at a holiday home, as far as station(s) other
than that of holiday home/home town is/are visited, reimbursement
for the nights spent there upto the ceiling provided in the rules would
be admissible.
4. The facility is also available when the family of an employee permitted
to stay at the previous place of posting, visits the employee and does
not stay in transit accommodation/guest house and any other
accommodation provided by the Corporation.
5. Amount spent towards expenses for hiring accommodation in respect
of a child above 5 years of age is to be equivalent to the DA
entitlement of the employee.
5.11 SUBMISSION OF DOCUMENTARY PROOFS

An employee is required to produce evidence of the journeys performed by him and his
family members, viz. reservation tickets, serial numbers of rail/air tickets, date and station
of purchase of the tickets, etc.
Reimbursement will be made on the basis of the actual proof in respect of the class of
rail/mode availed. Travel by a lower class than the entitlement will be reimbursed as per
the lower class. An adequate proof in respect of road travel by own car/private car will be
the receipts for petrol, showing the registration number of the car, bought enroute.
5.12 ENCASHMENT OF LTC

The existing rates of LTC encashment (w.e.f. 1.4.13) in respect of employees who wish
to encash their LTC are as under:
Officers Amount entitled per member (Rs.)
Gr. ‘D’ & above 10452
Gr. ‘A’, ‘B’ & ‘C’ 6010
Non-officers 4594
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Encashment of LTC will be allowed subject to the following stipulations:
a) Encashment of LTC will be permitted in respect of an employee and dependent family
members, other than dependent parents.
b) Encashment will be permitted on the basis of application and certification by
individual employees.
c) Encashment will not be admissible in respect of the additional home travel facility
allowed to the officers posted in Assam and other North-Eastern States.
d) Encashment of LTC relating to a block may be permitted in respect of an employee
and such other dependent family members as the employee may opt for the purpose,
and the rest permitted to actually avail the LTC facility in accordance with the existing
rules.
e) Encashment of LTC in respect of dependent family members (other than parents) of
an employee is admissible irrespective of whether the employee avails or encashes
LTC for self.
Taxability of LTC encashment
Income-Tax provisions shall apply as per I.T. Act/Rules.
5.13 LIBERALISED LTC/ADDITIONAL HOME TRAVEL FACILITY

Employees posted to Assam and other North-Eastern States but whose declared home
town as of December, 1980 is outside any of these States will be entitled to the following
liberalised LTC/Home Travel Facility :
(A) i) An employee may be permitted to maintain his family as a separate

establishment at a place outside these States and claim HRA applicable to such
station. The employee himself will be provided, if available, with single
accommodation for a nominal charge of Rs.30 per month.
ii) The initial travel expenses of the family proceeding to the place outside the
above referred States to maintain as a separate establishment will be regulated
on the basis of LTC entitlement.
(B) An employee, whose family has been permitted to be maintained separately as at
para (A) above, will be entitled to liberalised LTC/ Home Travel Facility as under :
(a) For Self
i) Normal LTC facility under the rules to visit home town or any place in India,
as the case may be.
ii) Additional Home Travel Facility to visit the family once in two years.
iii) While availing normal LTC facility to visit any place in India, in the event of
the family also proposing to visit such place by availing LTC, the employee
will be permitted first to join the family where they are maintained, before
proceeding to the destination of the visit and may return by the same route,
if desired.
iv) In case the employee and his family do not opt for availing the normal LTC
in any block, the employee will be permitted home travel facility to visit his
family twice a year.
(b) For family
The facility of normal LTC once in a block of two years.
(C) An employee, whose family stays with him at the station of posting, will be entitled
to the following :
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i) Normal LTC facility under the rules to visit home town or any place in India, as
the case may be.
ii) Additional Home Travel Facility to visit home town once in two years.
(D) For the above mentioned purposes, the employees and/or members of family, who
are entitled to travel by AC IInd class by rail, may travel by air from the place of
posting in Assam and other North-Eastern States to Kolkata and back, provided the
distance to home town exceeds 1200 km or involves actual rail travel exceeding 36
hours. Travel beyond Kolkata will be by entitled class only.
(E) In case of fresh appointees/transferees, the Additional Home Travel Facility will be
admissible after a period of six months from the date of appointment/transfer.
Likewise, family of an employee, who is transferred out of Assam and other North-
Eastern States, may avail of the return travel for rejoining the employee at the new
station within six months of such transfer.
Note : 1. The Additional Home Travel Facility was introduced w.e.f. 1.1.1983 and
is available upto the period as notified from time to time.
2. The benefit of HRA as mentioned at A(i) above will be applicable from
1.1.1983 or the date from which the family is maintained at a place
outside the States in North-Eastern Region, whichever is later.
3. Return travel expenses for rejoining the employee [as at para (E) above]
will also be admissible in respect of families who may have moved to
places outside the North-Eastern Region before 1.1.1983.
4. The benefits will cease being admissible in the event of the employee
being transferred out of North-Eastern Region notwithstanding the
period of posting or that the benefits have not been availed during
posting there.
5. Both the normal LTC as well as the additional LTC for visiting home town
would be independent of each other and can be availed by the entitled
employee as per individual’s choice, subject to official exigency.
5.14 LUMP-SUM LFA FACILITY

“Lump-sum LFA” would be regulated as per following provisions:
a) Employees who are otherwise eligible under the LTC Scheme of the Corporation
would be eligible to opt for the “Lump-sum LFA” facility.
b) The “Lump-sum LFA” facility would be in lieu of the LTC Scheme of the Corporation.
c) Eligible employees who desire to avail the “Lump-sum LFA” facility would convey
their option in favour of “Lump-sum LFA” facility in lieu of the existing facility. There
is no time frame for exercising the Option.
d) The employees who are covered under LFA facility, would have the option twice to
switch over between LFA and LTC in the entire service as under:
i) First time they may opt for LTC in lieu of LFA.
ii) Next time they may revert from LTC to LFA, if so desire.
e) Thereafter these employees will continue to be covered under LFA facility.

f) Employees opting for “Lump-sum LFA” facility would be eligible to claim a lump-sum
amount linked to their actual Basic Pay and DA once in a block of 2 calendar years as
per following Table:
Sl. Category/Grade Lump-sum Entitlement
No
1 Workmen with BP less than 1.00 time of actual BP+DA of one month
Rs.15440/-
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2 Workmen with BP of Rs.15440 or 1.25 times of actual BP+DA of one month
more
3 Officers in Gd. A, B & C 1.50 times of actual BP+DA of one month
4 Officers in Gd. D, E & F 2.00 times of actual BP+DA of one month
5 Officers in Gd. G, H & I 2.50 times of actual BP+DA of one month
Note: BP would include Special Pay, Stagnation Pay, etc. on which DA is payable
g) The block of 2 calendar years under “Lump-sum LFA” facility will be same as under
the existing LTC scheme.
h) The entitlement of Lump-sum LFA will be determined as per the BP and DA drawn
by the employee on the date of submitting his application for the claim.
i) The benefit under “Lump-sum LFA” facility is towards leave travel facility for the
employee and his/her family. As such, the option to switch over to the Lump-sum
facility would be valid from a block of 2 calendar years for which LTC facility has not
been utilized at all by the employee for self and family members. In case LTC has
been utilized partially, the employee would need to first exhaust the same for all
eligible members, before his option for “Lump-sum LFA” facility can be accepted from
the next block of 2 calendar years.
j) In case the employee does not submit a statement of expenses with documentary
proof of travel, the lump-sum amount would become taxable in the financial year in
which it is drawn. Income-Tax provisions shall apply as per I.T. Act/Rules.
k) Regulation of LTC/LFA facility in cases of resignation (DP/2/6 dated
19.08.2020) :
Case I : Resigning employee availed LTC/LFA facility prior to release from the
services of the Corporation : Amount of LFA/LTC drawn in excess of the amount
already adjusted within the perks ceiling of 35 % of basic pay under cafeteria
approach shall stand recoverable from the resigning employee.
Case II : Resigning employee has not availed LFA/LTC facility prior to release from
the services of the Corporation : the amount already adjusted within the perks ceiling
of 35% of Basic Pay under cafeteria approach till the month of separation from the
concern block year shall stand payable to the resigning employee.
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Transer Benefits
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6. TRANSFER BENEFITS
6.1 TA ON TRANSFER
a. TA will be admissible to an employee on transfer from one station to another as per
entitlement on tour.
b. In the case of journeys between places not connected by rail, employees will be
entitled only to the actual fare incurred on travel either by road or by steamers.
c. If an employee or his family travels by a class lower than that admissible for his grade
under the rules, only the lower class fare actually paid shall be reimbursed.
d. If an employee, who is not entitled to travel by Air, but performs journey by Air
between two stations connected by Rajdhani Express while on transfer, his TA shall
be restricted to Rajdhani fare by the entitled class of travel.
e. One ticket for each dependent adult family member(including dependent parents
actually staying with the officer) and half ticket each for children over 5 years but
under 12 years by the employee’s entitled class of travel will be allowed.
f. TA in respect of the family will be admissible only where the family accompanies the
employee or precedes the employee by one month or follows him within 6 months
from the date he is relieved from duty to join the new post. The same time limit will
apply for the reimbursement of the cost of transportation of personal effects.
g. If the members of family undertake the journey by road between places connected
by rail, the actual cost of road journey limited to rail fare of the appropriate class may
be paid provided the employee actually incurs the expenses involved in the travel by
road.
6.2 ENTITLEMENTS ON TRANSFER

The various entitlements on outstation transfer as well as local transfer (involving change
in residence) are as under:
Officers Non-Officers
OUTSTATION TRANSFERS
Settling Allowance
One month’s salary (BP + DA) One month’s BP + DA.
Displacement Allowance
An amount equal to DA at the rate admissible An amount equal to DA at the rate
while on tour to the station to which an officer is admissible while on tour to the station
under transfer, is payable for a period of 30 days. to which an officer is under transfer, is
payable for a period of 30 days.
Officers in Grades A to G
An amount equal to 60 days DA is admissible in An amount equal to 60 days DA is
case wherein an officer is released for joining new admissible in case an employee and his
place of posting within 60 days (60th day included) family shift to the transferred station
from the date of transfer order and the family within 60 days from the date of transfer
alongwith household effects moves to new order.
location within 90 days of the order or 31st May
whichever is earlier.
A 'single' officer (i.e., he/she does not have a
family as defined under the Rules), who moves to
the transferred station within the prescribed
period of 90 days, shall also be entitled to
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Displacement Allowance equivalent to 60 days
DA.
The enhanced Displacement Allowance will also
be admissible in the cases where release of the
employee could not be effected within the
specified time of 90 days due to exigencies of
work with the prior approval of the Functional
Director.
In cases wherein extension has been given to the
transferred out officer on account of official
exigencies and the extended cut-off date leaves
the officer with less than a week for movement of
family or the extended cut-off date is on or
beyond the original cut-off date stipulated for the
movement of family, the family may be allowed to
move to the new location latest by one week of
the revised cut-off date of the officer.
Transit Allowance
DA at the applicable rate for self and an amount Same as in case of officers.
equal to such DA for each entitled family member
if the travel is undertaken by train, for the
duration of rail travel only, whether in different
spells or by different trains. 50% of the normal
rate of DA in case of children with half tickets.
In case of travel by road, one day’s DA at the --
applicable rate for self and family members will be
payable for every 300 kms of rail distance
between the existing and transferred station
covered by road travel. For a fraction of 300 kms,
half day’s DA will be admissible.
Carriage of Personal Effects
Road : Employees will have an option to self- Goods Train
arrange road transportation for movement of BP Range Max.weight limit
household goods through Transporter/Packer &
Mover of choice and claim reimbursement as per - Rs.40270 & above 5000 kg.
actuals on the basis of receipts OR as per the - Rs.37110 less
prescribed slab based rate as below for the than Rs.40270 4000 kg.
distance between two locations, whichever is less: - Below Rs.37110/- 3000 kg.
(IOM No. DP/2/3/55 dated 26.07.2022)
Distance Slab Based Rate per KM Road
Slabs* Normal Part: A/B/C/D^ An employee may avail the facility of
Locations Rs. per Km for carrying household effects by truck
Rs. per Km respective slabs instead of rail subject to the ceiling of
for (+25% of normal charges for carriage of household
respective rate) effects by goods train to the extent of
slabs above weight limits. However, on
First 200 67.65 84.56 request, the Corporation shall arrange
KMs a truck (of capacity not exceeding 9
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Next 200 49.20 61.50 tonnes) for transportation of household
<=500 kms effects the charges for which will be
Next 500 30.75 38.44 paid by the Corporation directly to the
<=1000 transporter or transport organisation.
kms • Further, an option to self-arrange
More than 24.60 30.75 road transportation for movement of
1000 kms household goods through
*Distance shall be assumed as the rail distance by Transporter/Packer & Mover of
the shortest route between the two locations if choice and claim reimbursement shall
connected by rail, otherwise distance will be be allowed to workmen on transfer.
assumed as per online maps, as may be suitably • The reimbursement in case of self-
considered. arranging the Truck Transporter shall
^ Areas identified as difficult and far flung areas be regulated as per Actuals on the
for payment of Special Allowance as advised basis of receipts OR as per the
under DPE’s OM No. W-02/0028/2017-DPE(WC)- prescribed slab based rate as below
GL-XIV/17 dated 07.09.2017. Either the old for the distance between two
location or the new/transferred location should locations, whichever is less:-
fall under one of the identified areas. (IOM No. DP/2/3/55 dated 26.07.2022)
Distance Slab Based Rate per
Gr D & 1 Truck (Capacity not exceeding 12.5 Slabs* KM
above tonnes)/ 4 Railway containers or 1 Normal Part:
Railway Wagon (4 Wheeler). Locations A/B/C/D^
Employee has the option to avail Rs. per Rs. per
truck of higher capacity upto 15 Km for Km for
tonnes, in some cases at the respective respective
prescribed rate per km as specified in slabs slabs
table above for reimbursement, shall (+25% of
be at a rate higher by 10% normal
Gr A0 1 Truck (Capacity not exceeding 12.5 rate)
to C tonnes)/ 2 Railway containers or 1 First 200
60.89 76.11
Railway Wagon (4 Wheeler) KMs
Till the time the new modality of self-arranging of Next 200
transportation is stabilised, the current practice of <=500 44.28 55.35
Corporation lining up the Truck shall continue. kms
Next 500
<=1000 27.68 34.59
kms
More
than
22.14 27.68
1000
kms
* Distance shall be assumed as the rail
distance by the shortest route between the
two locations if connected by rail, otherwise
distance will be assumed as per online maps,
as may be suitably considered.
^ Areas identified as difficult and far flung
areas for payment of Special Allowance, as
advised under DPE’s OM No. W-
02/0028/2017-DPE(WC)-GL-XVI/17 dated
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7.9.17. Either the old location or the
new/transferred location should fall under
one of the identified areas.
Transportation of Conveyance
(i) In case the executives transport their For Non-officers who are drawing BP of
conveyance by road (self-driven / Rs.40270/- and above, they are entitled to
through driver),the reimbursement shall transport their own conveyance by
be allowed based on road mileage at the passenger or goods train at their option.
prescribed rate per km, as applicable, When transported by goods train, the cost of
for the distance between the two packing and transporting the packed vehicle
locations plus toll charges (against to and from the goods shed may also be
original receipt). drawn provided the total amount so drawn
shall not exceed the freight charged for
(ii) In case of transportation of conveyance transporting the same by passenger train.
by rail, the executives may be permitted
the option to transport their conveyance
by passenger train or goods train/ rail
wagon.
(iii) In case the executives transport their

car by Truck/Car carrier,the
reimbursement shall be allowed based
on Actual payments (against original
receipt) OR as per the road mileage at
the prescribed rate per km (as
applicable for other than petrol version
vehicle), whichever is lower. For the
areas identified as difficult and far flung
areas for payment of Special Allowance,
as advised under DPE’s OM No. W-
02/0028/2017-DPE(WC)-GL-XIV/17
dated 7.9.17, the mileage rate shall be
allowed at a higher rate of (+)25% of
the normal applicable mileage rate.
Either the old location or the
new/transferred location should fall
under one of the identified areas.
Excess Baggage
To the extent of 50% of the normal To the extent of 50% of the normal
allowance given by Railways at the allowance given by Railways at the
Corporation’s expense provided the travel is Corporation’s expense provided the travel
undertaken by train. Carriage of excess is undertaken by the train.
baggage by air is not permissible.
Packing and Loading & Unloading Charges
(IOM No. DP/4/1/48 dated 26.07.2022) IOM No. MD/HO/ER/2/2 dated 30.05.2023
Rs. 35,000/- for officers in Grade A0, A & A1, Gr. I, & II - Rs.14,500/-
Rs. 46,000/- for Grade B & C, Rs. 61,000/- Gr. III & IV - Rs.17,500/-
in Grade D, E & F, Rs. 78,000/- for officers Gr. V - VII - Rs.20,000/-
in Grade G & H and Rs.95,000/- for officers
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in Grade I, upon certification of the
transferee officer towards packing of
household effects when actually moved
through truck/rail.
Insurance Charges for breakage in transit
Actuals against receipt in the name of the Same as in case of Officers
employee by the Insurance company only.
Octroi Charges
Octroi charges actually paid for personal Octroi charges actually paid for personal
effects and vehicle will be reimbursed on effects will be reimbursed on production of
production of money receipts. money receipts.
Officers Non-Officers
Reimbursement of expenses incurred towards admission of school going
children
(IOM No. DP/2/3/56 dated 26.07.2022) An employee shall be reimbursed an
An officer shall be reimbursed an amount amount upto Rs. 75,000/- against receipt
upto Rs. 1,20,000/- against receipt (in case (in case of transfer to ‘X’class cities), Rs.
of transfer to ‘X’class cities), Rs. 1,00,000/- 60,000/- against receipt (in case of transfer
against receipt (in case of transfer to ‘Y’class to ‘Y’class cities) and Rs. 45,000/- against
cities) and Rs. 90,000/- against receipt (in receipt (in case of transfer to ‘Z’ class
case of transfer to ‘Z’ class cities) per child, cities) per child, limited to two children
limited to two children upto 18 years of upto 18 years of age(In case of employees
age(In case of employees who joined service who joined service on the basis of Letter of
on the basis of Letter of Appointment issued Appointment issued on or after 1.7.88 the
on or after 1.7.88 the facility is limited to the facility is limited to the oldest two surviving
oldest two surviving children), towards cost children), towards cost of school admission
of school admission at the transferred at the transferred location provided the
location provided the family is taken there family is taken there and admission in the
and admission in the school other than those school other than those subsidized by
subsidized by company is secured. The company is secure. The category of cities
above shall be effective from 01.01.2022. referred to ‘X’, ‘Y’ & ‘Z’ shall be same as
The category of cities referred to ‘X’, ‘Y’ & ‘Z’ existing for HRA classification. Note:
shall be same as existing for HRA Receipt(s) issued by the School authorities
classification. of the initial payment(s) at the time of
Note: Receipt(s) issued by the School fresh admission of child (except for
authorities of the initial payment(s) at the payment of refundable & recurring nature).
time of fresh admission of child (except for Ref: P/P/1(TBA)(CR No. 10/2019) Dated
payment of refundable & recurring nature). 04.03.2019
No payment shall be made either against
receipt or self-certification, if the child is The provision of allowing reimbursement
admitted in any Play School, Preparatory of school admission chages on self-
School, Day Care Centre, Creche and certification shall stand discontinued from
Coaching institutes. 31.05.2023.(Circular No. 2023/HR/16
dated 01.06.2023)
Any reimbursement on account of school admission, shall be permissible only in such cases
where the child was already receiving school education at the employee's previous place of
posting. Thereby no school admission expenses shall be reimbursable for start of education of
the child for the first time wherein no disturbance to previous regular school education is
involved. Accordingly, documents such as Transfer Certificate (TC) may be obtained from the
employees to ascertain previous schooling of the child. Further, in respect of schools not
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affiliated to any Board of education, the reimbursement may be allowed for children studying in
a recognized school/institution. Recognized school/institution in this regard means a
Government School or any educational institution whether in receipt of Govt. Aid or not,
recognized by the Central or State Government or Union Territory Administration or a recognized
educational authority having jurisdiction over the area where the institution/school is situated.
Further, reimbursement under this head shall be admissible for education from Nursery to Class
XII. (IDCM decision 06.11.2019)
In respect of schools not affiliated to any Board of education, the reimbursement on account of
school admission may be allowed for children studying only in a recognized school/institution
and not merely considering their pan India presence. (IDCM decision 26.08.2020 and
27.08.2020)
Reimbursement of expenses on school admission incurred at the transferred station or at the

station (other than the ‘’transferred from’’ OR ‘’transferred to’’ location), wherein permission has
been granted to retain family, shall be admissible upto the prescribed ceilings as per the City
classification of the ward’s school provided the child commutes daily to the school from
residence of the employee.
Reimbursement of Re-Registration expenses on conveyance, Road Tax and

State Entry Tax
An employee shall be reimbursed actual expenses incurred on Re-registration of his/her
car/two-wheeler at the new place of posting subject to production of receipts. This facility
will be admissible only for one vehicle for which he/she has been claiming reimbursement
of maintenance expenses. The employee shall also be reimbursed actual expenses incurred
on payment of lumpsum Road Tax, provided the officer has paid one time Road Tax at the
earlier place of posting and State Entry Tax, if any, at the new place of posting on
production of receipts are reimbursed.
Employees would be allowed to submit their claims for reimbursement for re-registration
expenses on Conveyance, Road tax, State entry tax and Parking fees, as applicable, upto a
limit of 2 months from the date of requisite receipts issued by Statutory
Authorities/Transport department.
LOCAL TRANSFERS
(involving change in residence)
Settling Allowance
1/4th of one month’s salary (BP + DA) 1/4th of one month’s salary (BP + DA)
(w.e.f. 01.10.2021)
Carriage of Personal Effects
(IOM No. DP/4/1/48 dated 26.07.2022) [IOM No.MD/HO/ER/2/2 dated 30.05.2023)
Rs. 17,000/- for officers in Grades A0 (w.e.f. 01.10.2021)
& A, Rs. 23,000/- for officers in Grade BP RangeAmount
B & C and Rs. 28,000/- for officers in Rs.37110 & above :
Grade D & above. Rs.11500(X class city)
Rs.8500 (Y/Z class city)
Below Rs.37110 :
Rs.9000 (X class city)
Rs.6500 (Y/Z class city)
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6.3 PREPARATORY TRIP:
a) Officer on transfer will be permitted to visit the new place of posting as per his travel
entitlement to enable him to get acquainted with new place of posting for arranging
accommodation, admission of school, etc. on single status basis and back to his old
place of posting.
b) The above benefits would be subject to the officer shifting his family to the new place
of posting at a later date. An officer undertaking the preparatory trip would be required
to travel as per his entitlement in the pre-promoted scale. However, if the officer has
joined in the meantime at the new place of posting and has decided to fetch his family
to join him, then for such return trip, he would be permitted TA as per his new
entitlement.
c) Officer will be paid DA only for the actual period of transit and no other arrangement
will be made by office except his travel as per entitlement. The officer has to make
his own arrangement for stay and no reimbursement to this effect will be allowed. The
period of absence will be treated as leave.
6.4 CONVEYANCE RUNNING & MAINTENANCE EXPENSES REIMBURSEMENT:

Where an employee has purchased a vehicle out of Corporation’s conveyance loan, till the
period the outstanding principal amount and the accrued interest remain due to the
Corporation, the employee’s claim towards CRME reimbursement under the laid down
provisions is permitted only for official use of the said vehicle that has been purchased out
of Corporation’s conveyance loan.
6.5 TRANSFER BENEFITS IN CASES INVOLVING PERSONAL REQUEST

a) The officer would be entitled to full transfer benefits, as admissible, provided she / he
has served for atleast three completed calendar years at the location. For eg. If an
officer had joined the existing location during 2010 (other than on 1.1.2010 (F/N) then
he will be entitled to full transfer benefits provided his transfer takes place on personal
request on any date from 1.1.2014 onwards.
As regard to transfers of officers (involving personal request) back to the city / cluster
of cities of their immediate previous posting, the officer may be entitled to full transfer
benefits, as admissible, provided she / he has served for not less than five years at
the location in line with Transfer Policy - 2013
b) If the officer on transfer involving personal request has served at the location for a
period lesser than the above prescribed period, then she / he will be only allowed
following transfer benefits (as admissible) :
• Journey fare for self and dependent family members’

• Transportation of household / personal effects, and
• Transportation of conveyance
• Packing and Loading & Unloading Charges
• Insurance Charges for breakage in transit
• Reimbursement of Re-Registration expenses on Conveyance, Road Tax and
State Entry Tax for conveyance.
• Octroi Charges
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6.6 MOVEMENT ON SINGLE STATUS BASIS
An officer who has been permitted to retain accommodation at a place other than place of
posting, and moves to new location on single status basis is allowed Transfer benefits as
would be normally admissible for expenses incurred in movement without family and
without involvement of carriage of personnel effect. The concerned may be allowed
benefits viz. TA for self, Displacement Allowance (for 30 days only), Settling allowance,
Transit allowance, Transportation of conveyance, Reimbursement of re-registration
expenses on conveyance, Road tax and State entry tax, Joining time. Salary advance will
be limited to 1 month’s salary. Telephone facility at place of family retention shall not be
admissible.
6.7 JOINING TIME

a) An employee shall be allowed a reasonable time to join a new post or to travel to or
from a station to which he is posted which shall ordinarily be treated as on duty.
b) The joining time in cases involving transfer from one station to another is normally
subject to a maximum of 30 days. Joining time, irrespective of distance involved for
journey, will be admissible as follows :
Mode of Travel Joining Time (including Journey Time)

For journey by Air - 7 days
For journey by Rail/ Road - 8 days
For journey partly by - 8 days
Rail/ Road/ Air
Note : 1. TA on transfer is admissible as per entitlement under TA Rules.

2. Joining time shall be determined by the actual mode of journey
undertaken and not by his entitled mode of journey.
3. The first spell of joining time would be considered as exhausted
if the absence falling between the date of release from earlier
place of posting and joining the new place of posting is on
account of joining time/festival holiday/ restricted holiday/
Saturday.
c) Not more than one day’s joining time shall be allowed to an employee in order to join
a new post which does not necessarily involve a change of residence from one station
to another. A holiday counts as a day for this purpose.
d) In calculating joining time, the day on which an employee is relieved from his old post,
the intervening Sundays shall be excluded. However, the intervening festival holidays
shall be included in joining time. The joining time shall be calculated from old
headquarters in all cases. Sundays are, however, included for purposes of calculating
the maximum period of 30 days. Saturdays are included for calculation of joining time
for employees.
e) In special circumstances, the authority sanctioning the transfer may curtail the period
of joining time.
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f) If an employee takes leave while in transit from one post to another, the leave shall
be deemed to commence from the date of handing over charge. The period which
has elapsed since the date of handing over charge must be included in his leave. On
the expiry of such leave, the employee may be allowed normal joining time.
g) Joining Time in two spells
• An employee may avail Joining time in two spells.
• The facility of availing joining time in two spells is admissible to an employee within
a period of 6 months and the joining time period that remains un-availed at the
time of completion of 6 months period (from the date an employee gets relieved
from the previous place of posting) shall be credited to the Earned Leave account
of the concerned individual subject to overall ceiling of 300 days of EL. In availing
the second spell of joining time, the entitlement shall be limited to full joining time
minus the joining time already availed in the first spell, including the time taken
for journey between the old and new stations of posting.
• Joining time of eight days shall be admissible, in cases of journeys undertaken by

the modes other than Air, only if eight days in entirely (entire eight days, either in
one spell or two spells) are availed as joining leave by the employee.
• In the event of full or partial unavailed joining time becoming due for conversion
to earned leave, only seven days joining time, irrespective of the mode of journey,
shall be admissible and accordingly allowed for conversion. (Circular
No.2020/HR/01 dated 16.01.2020)
h) Regulation of pay and allowances during joining time
When an employee joins a new post either at the same or new station without availing
any leave, he shall, during the period of his joining time be entitled to draw pay
during this period which he would have drawn if he had continued in his old post or
the pay which he will draw on taking charge of the new post, whichever is less.
An employee may draw HRA during joining time when his transfer is to a place
carrying similar allowances. However, if the rates HRA differ in the two posts, only
the lower rates will be admissible. The grant of compensatory allowances during
joining time is subject to the following conditions :
i) The employee should have drawn the allowance in his previous post;
ii) He actually incurred expenditure on account of rent and other expenses during
joining time.
NPA is admissible during joining time.
An employee who does not join the new post within his joining time is not entitled to
pay (or leave salary) after the expiry of joining time. Wilful absence from duty after
the expiry of joining time may be treated as misconduct and construed as good and
sufficient reason for taking disciplinary action against the employee concerned.
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In case of transfer on promotion, the payment of salary and attendant allowances
(except TA) during the second spell of joining time will be related to the promoted
post.
6.8 REGULATION OF TRANSFER WHILE ON EL/TOUR

When an employee is compulsorily recalled to duty before the expiry of his earned leave,
he will be paid TA as for journey on tour from the place at which the order of recall reached
him to the station of his headquarters unless on recall from leave he is transferred and
proceeds to new station direct from the station of recall in which case the journey to the
new station will be treated as on transfer. The journey of family and transportation of
personal effects will also be treated as on transfer provided that the amount so drawn shall
not exceed the amount admissible as on transfer from the old to the new headquarters.
In case an employee receives orders of transfer, while on leave not exceeding 4 months,
at a station other than his headquarters and proceeds direct from there with his family to
join his new post, he is entitled to TA from his old station to the new station of posting.
An employee whose headquarters is changed, while on tour, and who proceeds to the new
headquarters, without returning to his old headquarters, is entitled to TA as on tour from
the old headquarters to the tour station and from the tour station to the new headquarters.
In addition, TA for conveyance of family and personal effects will be admissible from the
old to the new headquarters at the prescribed rates and conditions.
6.9 SALARY ADVANCE ON TRANSFER

Officer
An officer on transfer from one station to another may be allowed to draw salary advance
upto 3 months’ BP + DA to be recoverable in 12 equal monthly instalments. However, the
liberalised advance will be regulated in such a manner that where it is not possible to
recover the full instalments on account of salary advance in view of deductions on other
accounts, the amount of salary advance shall be suitably reduced.
Note : The 3 months’ BP + DA is the upper limit for an officer to draw salary advance at
the time of transfer. It is not necessary that the maximum amount should be
allowed in all cases.
Non-officer
A salary advance of 3 months salary (Basic Pay plus DA) can be drawn. The above
advance will be recoverable in 10 equal monthly instalments.
Officers, who on transfer move on single status basis to the new place of posting shall get
salary advance @ 1 month’s salary.
The above provision shall also apply in cases of these officers returning back to family
retention location or moving further to any other transferred location.
The above revised provision, as relevant, shall also be applicable for workmen.
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6.10 ADMISSIBILITY ON TRANSPORTATION OF HOUSEHOLD EFFECTS IN CASE OF
SHIFTING OF RESIDENCE / LOCAL TRANSFER FROM ONE SET-UP TO ANOTHER
INVOLVING CHANGE IN RESIDENCE:
i) The admissibility of lumpsum payment to employees as reimbursement towards

transportation of household effects in case of shifting of residence in Corporation’s
townships due to allotment of higher category house to the employees will be
reimbursed as under w.e.f. 01.01.2016 (Circular No.2016/HR/52 dated 22.12.2016):
Grade Amount(RS.)
*X class city *Y& Z class city
Officers in Grade D and 14000/- 10000/-
above
Officers in Grade A to C 10000/- 7000/-
The above provision will also be extended to be reimbursed on each occasion of

transportation of household effects when the employee is required to shift at the
instance of Corporation’s directive from one company owned accommodation to
another, which may be for the purpose of renovation of Company accommodation or
for whatsoever reason.
ii) In case of Local transfer from one set up to another involving change in residence, the
ceiling for reimbursement of expenses on carriage of personal effects &
loading/unloading charges under different option have been revised w.e.f. 01.10.2018
as under
Grade Amount(Rs.)
Gd. A0 & A 15000/-
Gd. B & C 20000/-
Gd. D & above 24000/-
Effective from 01.01.2016, the employees may be allowed the amount at par with the
ceilings admissible for transportation of house-hold effects in the case of local transfer
involving change of residence, as applicable for officers (under Option-1), without the
Settling Allowance, under the following contingencies (Circular No.2016/HR/51 dated
19.12.2016):
a. In case the employee is required to shift his residence at the Corporation’s instance
on account of de-leasing the Company leased accommodation.
b. Corporation may be unable to provide Company owned accommodation to a

transferee employee requesting for quarter at the transferred destination, and
consequently the concerned stays in Company leased accommodation or self-
arranged rented accommodation. If, later on, in the event of quarter availability in
due course, the employee shifts to Company owned accommodation, then she/he
may be extended the above mentioned local transfer benefit.
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c. As per the HBA Rules, in case the employee is occupying a Company owned/leased
accommodation, she/he is required to occupy the house/flat located at the station
of posting that has been purchased /constructed /extended /enlarged /modified
with the aid of HBA, not later than 6 months from the date of completion of
purchase/ construction/extension/enlargement/ modification. In this scenario,
she/he may be extended the above mentioned local transfer benefit.
6.11 HANDING OVER/TAKING OVER – TRANSFER/ SUPERANNUATION:
A structured handing over / taking over note in the prescribed format (refer IOM no.
IR/1292 dt. 3.4.14) has to be prepared and also a formal brief to be signed by both officers
listing out / summarizing all important issues, information / pending proposals and cases
including court cases, etc.
This is necessary to ensure the continuity in monitoring important and essential jobs
pertaining to licenses, certificates, approvals, banking, safety, operations, court cases, etc.
are addressed appropriately.
A copy of the Handing Over / Taking Over note should be marked to the designated official
apart from the officers involved in handing over / taking over as mentioned below:-
• Location Incharge / Functional Manager – Concerned HOD

• HOD in SO / RO / HO – Concerned State Head / Regional Head / Functional ED
• State Head / Regional Head / Functional ED in HO – ED(Coordn, Plg & QC), HO
6.12 GENERAL CONDITIONS /MISCELLANEOUS PROVISIONS

• Reimbursement of the actual cost of transporting personal effects upto the prescribed
ceilings is admissible on production of satisfactory evidence of expenditure when the
personal effects precede the employee by one month or follow him within six months
from the date he is relieved from duty.
• An employee in transit from one post to another, will be entitled to the benefits of the
lower post.
• A non-officer employee selected as officer (alongwith eligible members of his family)
will be entitled to rail fare by the entitled class of Grade ‘A’ officer. Other transfer
benefits will be allowed as per his entitlement as a staff member.
• When both husband and wife are employees of the Corporation and are transferred
at the same time or within six months from one and the same old station to one and
the same new station, either of them may prefer the transfer benefits, the other
being treated as a member of the family. However, the cost of transportation of
personal cars of both husband and wife may be reimbursed.
• An officer under transfer, who has been permitted by the Management to maintain
his family at a station other than his previous or new station of posting, will be allowed
transfer benefits as admissible under the rules for his family moving to a station other
than his previous or new station of posting. However, this will be restricted to the
actuals or the limits applicable for movement to the new station of posting of the
officer, whichever is lower.
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• In case an officer, who is not under orders of transfer, relocates his family to a station
of his choice and is later on transferred to the same station, may be allowed
transportation of household effects as per actuals limited to entitlement at the time
of his transfer.
• In case the transfer of the officer is to a station other than where family was relocated
and the family also wish to join him at the transferred station, the transfer benefits
will be admissible restricted to actuals or as applicable from the place of transfer to
new place of posting, whichever is lower.
• No transfer benefits are payable in the case of inter-Division transfer of non-officer
employees on the basis of fresh appointments on the employee’s own request.
• Reservation charges are also payable to an employee on transfer. However, no local
conveyance charges on the analogy of the corresponding entitlement on tour are
admissible.
• A claim in respect of transfer TA should be supported by money receipts or ticket
numbers for the tickets purchased and money receipts showing the actual weight and
the amount paid for the transportation of personal effects and conveyance by rail,
road, etc.
• Family members shall be as covered under TA Rules.
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Residential
Accommodaton and
House Rent Recovery
_________________________________________________________________________________________________________________
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7. RESIDENTIAL ACCOMMODATION AND HOUSE RENT RECOVERY
(HRR)
7.1 COMPANY LEASED RESIDENTIAL ACCOMMODATION

7.1.1 ELIGIBILITY
All officers shall be eligible for unfurnished company leased accommodation provided:
(a) No accommodation is owned by the dependent family members including parents of
the officer concerned; and
(b) The officer does not own a house at the place of posting which had been
acquired/constructed with the aid of HBA.
Note: Company Leased Accommodation would not be allowed to any employee, if
Company owned accommodation is available at the respective Unit/location.
7.1.2 PERIOD OF LEASE

(a) The normal period of lease shall be for 2 years with an option on the part of the
Corporation for extension of lease by one more year on the existing terms &
conditions, with total lease period including renewal period not exceeding 33 months.
(b) On expiry of 3 years lease period and subject to the willingness of the landlord, the
Corporation may enter into a fresh lease agreement for a period of 3 years (2 years
plus option for one year), with total lease period including renewal period not
exceeding 33 months.
(c) Company Leased Accommodation is also allowed for 11 months or more period with
a provision to enter into fresh lease agreement after expiry of the lease period in
place of the above mentioned provisions at (a) & (b), with total lease period
including renewal period not exceeding 33 months
(d) Any amount beyond the entitlement of the officer which becomes payable under the
lease agreement, initial or the extended ones shall be recovered from the salary
payable to the officer.
7.1.3 DOCUMENTS REQUIRED & PAYMENT

House shall be taken on company lease only after thorough verification of title deeds of
ownership of the houses. Payment shall be paid to the house owners through E-payment
directly by Finance.
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7.1.4 RENTAL CEILINGS
The maximum rental ceilings of Company leased accommodation for officers shall be as
indicated hereunder:
Grade Rental ceilings for cities classified for
HRA purpose (Rs. p.m.)
Mumbai X-Class* Y-Class* Z-Class*
A0 29000 25000 19000 15000
A 34000 29000 22000 17000
A1 38000 32000 25000 19000
B 44000 36000 28000 22000
C 48000 40000 31000 24000
D 70000 61000 44000 34000
E 76000 67000 47000 37000
F 84000 74000 52000 41000
G 105000 84000 62000 52000
H 105000 84000 62000 52000
I 119000 95000 70000 59000
*As per HRA classification
7.1.5 RATES OF HOUSE RENT RECOVERY

House Rent Recovery (HRR) (w.e.f. 13.12.2017 onwards) in respect of leased
accommodation will be at the following rate, or the actual rent, whichever is lower :
Classification of cities as per HRA classification Rate of HRR
X class 7.5% of BP
Y Class 5.0% of BP
Z Class 2.5% of BP
7.1.6 REVISION OF RENT

(i) At the time of entering into a fresh lease agreement, the Corporation may, if
considered necessary, revise the rent payable for the leased accommodation upto
the entitlement of the officer concerned after ascertaining the reasonability of the
rental rates.
(ii) All proposals involving revision in rent shall be processed by the Administration
Department for approval of the Competent Authority.
7.1.7 BROKERAGE
(i) Brokerage may be permitted, in unavoidable cases, at transferred destination as per
following:
a) The ceiling for the reimbursement of brokerage charges towards hiring of
company leased accommodation upto 15 days rent (subject to maximum of
pro-rated lease rental entitlement of officer) shall be applicable for all cities
across the country (other than Mumbai, Kolkata and Chennai).
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b) The ceiling for the reimbursement of brokerage charges towards hiring of
Company leased accommodation in Mumbai shall be upto one month rent
(subject to maximum of officer's lease rental entitlement), as in the case of
Kolkata and Chennai, however the rate of brokerage charges in Mumbai can be
upto two months rental (subject to maximum of pro-rated lease rental
entitlement of officer) if the lease/rental period is more than 11 (eleven)
months.
c) In case of Corporation is unable to provide Company accommodation on the
request of a transferee officer at the transferred destination, and thereafter the
concerned officer is taking an accommodation on rent on his own (without
requesting to exercise the option for Company leased accommodation), then
he may be allowed brokerage charges reimbursement for the house taken on
rent as per the prescribed ceiling and conditions.
• The brokerage charge shall be reimbursed (subject to maximum of pro-
rated HRA entitlement of officer) on production of actual receipts and
provided they enter into a lease agreement with the landlord for a period
of not less than eleven months
• The above provision to provide brokerage charges reimbursement on
rented accommodation may be allowed upto a maximum of first two years
of such rented accommodation.
NOTE:
1) The brokerage charges as permitted above may also be extended to the
new recruits, towards hiring of company leased/rented accommodation,
subject to the ceiling & laid down conditions, mentioned above.
2) The claim for reimbursement shall be duly supported by submission of
payment receipts.
7.2 COMPANY LEASED ACCOMMODATION OWNED AND OCCUPIED BY THE

EMPLOYEES (SELF LEASE)
7.2.1. ELIGIBILITY
Employees of all grades who own a house/flat constructed/purchased with or without the
aid of HBA from the Corporation and on receipt of specific request shall be permitted to
lease out their house/flat to the Corporation for self-occupation (i.e. Self Lease).
House/flat of those employees whose ratings as per annual performance are rated less
than satisfactory / average for two consecutive years would not be taken or re-taken on
lease. If the house/flat is already on lease, then the lease will be terminated forthwith.
The house/flat owned by the employees’ spouse (owned either jointly with the employee
or solely in his/her name) may also be taken on self lease.
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7.2.2. SELF-LEASE FOR JOINTLY OWNED PROPERTY
Self lease can also be permitted in case the property is:
• Owned jointly by the employee with his/her son/daughter.
• Willed by parents and the employee is a co-owner of the property with his/her other
siblings, provided the employee submits a declaration from other co-owners of the
property, relinquishing their claim for the rent expenses in favour of the employee.
• House is jointly owned by the employee with parents provided the employee submits
a declaration from parents as well as other siblings, relinquishing their claim for rent
and maintenance expenses in favour of the employee or is able to establish that
there are no legal heirs to the share held by the parents in the property and further
submits a No Objection Certificate from parents regarding payment of self-lease rent
and maintenance charges in favour of the employee.
7.2.3. SELF LEASE FACILITY TO EMPLOYEES WHO OWN TWO PROPERTIES AT THE
PLACE OF POSTING:
Self-lease facility may also be permitted to the employees owning two properties at the
place of posting subject to the following conditions:
a) An employee owning an additional house in his or his spouse’s name may be

permitted to avail self lease facilities either for house purchased through HBA or for
the house acquired through own resources.
b) In order to hasten the process of HBA recovery, the employee would be required to
repay in addition to his/her regular installments of HBA recovery,
(i) 50% of the gross actual rent received by him/her for the property rented by
him/her, or
(ii) 50% of the rent received by him/her for the self lease facility, whichever being
the higher amount.
c) Property purchased through Power of Attorney (POA) by the employee or his / her
spouse can also be taken on self lease provided :
i) The POA provides for full authorisation to the purchaser or to deal with the
property in any manner he/she likes.
ii) The POA is registered.
Agreement which is required to be made can be on plain paper and may not
necessarily be on a Non-judicial Stamp paper. The agreement, however, can be
customized / changed / modified as per requirement.
7.2.4. LEASE PERIOD:
The house/ flat shall be leased out to the Corporation for a minimum period of three years.
However, in case of workmen, the minimum period of lease would be 10 years with the
right of termination by 3 months notice. For workmen, who have less than 10 years of
balance service, the lease period will be limited to their balance period of service.
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7.2.5. RENTAL LIMITS FOR SELF LEASED ACCOMMODATION FOR OFFICERS:
The monthly lease rental ceiling for an Officer towards his/her self leased accommodation
shall be equivalent to sum of individual’s “Notional HRA Amount + HRR Amount” on the
revised basic pay.
7.2.6. RATES OF HOUSE RENT RECOVERY FOR OFFICERS

House Rent Recovery (HRR) will be at the following rate, or the actual rent, whichever is
lower :
Classification of cities as per HRA purpose Rate of HRR
X class 7.5% of BP
Y Class 5.0% of BP
Z Class 2.5% of BP
7.2.7. RENTAL LIMITS FOR SELF LEASED ACCOMMODATION FOR WORKMEN

The monthly lease rental ceiling for a Non- officer towards his/her self leased
accommodation shall be equivalent to sum of individual’s “Notional HRA Amount + HRR
Amount” on the revised basic pay.
7.2.8. RATES OF HOUSE RENT RECOVERY FOR WORKMEN

The HRR on self-leased accommodation would be as per following rate:
Classification of cities as per HRA purpose Rate of HRR
X class 7.5% of BP
Y Class 5.0% of BP
Z Class 2.5% of BP
Note : Self lease rentals are admissible to employees proportionately from the date
on which employee occupies his / her flat / house and not from the 1st of
the calendar month preceding the date of occupation of the flat.
7.2.9. GENERAL
(i) The lease rent payment shall be regulated as above subject to completion of
necessary formalities by the employee i.e. relating to transfer of ownership of the
house in his / her name, registration of sale deed, creation of initial charge /
mortgage of property to the Corporation in case of house built up with HBA
assistance.
(ii) If the spouse is the actual owner of the premises i.e. house / flat purchased from his
/ her own sources, then only lease rent as per the entitlement of the employee may
be paid to the spouse.
a) In case both the spouses are employees of Corporation, one of the employee
can avail HRA i.e. the differential amount between self-lease rent paid to the
employee and assessed value of the house apart from claiming self-lease by
one of the employees.
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b) Self lease facility can be extended to an employee from the date of his joining
and in case the probation period is unsatisfactory, the self lease facility can be
discontinued.
c) Self lease facility can be extended to employees (workmen) at the old place of
posting or at a place where he has acquired house in his name, only in case
of actual transfer. In case of transfer of workman, the Corporation may permit
continuation of lease for some period considering individual cases on merit. In
such cases, the workman will not be entitled for Corporation owned
accommodation/HRA at the new place of posting.
d) The self lease facility has been extended to employees who are on deputation
to IOC from various Govt. organizations.
e) Employees availing self lease accommodation facility must disclose the
payment received from the Corporation towards self-lease while filing their
income tax returns.
7.3 COMPANY OWNED RESIDENTIAL ACCOMMODATION

7.3.1 RATES OF HOUSE RENT RECOVERY
Rent for the residential accommodation provided to the employees by the company would
be as under:
Grade Metro Locations (Rs. Other than Metro Location ( Rs.

p.m.) p.m.)
(a) Officers (w.e.f. 01.07.2020)
A0/A/A1 1230 630
B 1360 700
C 1480 750
D 1620 820
E 1790 910
F 2030 1020
G 2030 1020
H 2030 1020
I 2320 1180
(b) Workmen (w.e.f. 01.01.2017)
I 580 290
II 620 310
III 670 340
IV 720 380
V 790 400
VI 850 450
VII 910 460
VIII 990 500
IX 1140 580
Officers would be entitled to the facility. The house/flat will be leased out for a
minimum period of 3 years. If the self-occupying officer is transferred during this
period, the house/flat under lease will be allotted to another officer for his residence
by the Corporation. In case the house/flat is not required on lease for the
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7.4 COMPANY OWNED/LEASED ACCOMMODATION FOR NON-ENTITLED
EMPLOYEES WHO ARE OWNING HOUSE ACQUIRED USING LOAN ASSISTANCE
FROM THE CORPORATION AT THE PLACE OF POSTING
7.4.1. Officers in Grade 'G' and above who have constructed/acquired/purchased or enlarged a
house/flat tenement with the aid of HBA from the Corporation at the place of posting may
be allowed company owned/leased accommodation in the four metropolitan cities of Delhi,
Mumbai, Kolkata and Chennai subject to fulfillment of following conditions:
a) The rent received by the officer for his own house/flat does not exceed his/her lease
rental entitlement with reference to the grade of the officer.
b) The house/flat owned by the officer is found to be inadequate or unsuitable, keeping
in view the status of the officer in the Organization.
c) Recovery of house rent will be made at enhanced rate as prescribed.
7.4.2. Surplus houses / flats available in the Corporation owned residential colonies / townships
may be allotted to non-entitled employees subject to the following:
a) The surplus houses / flats will be allotted to non-entitled employees occupying critical
positions and posted at the Unit concerned based on merits of each case, at the
discretion of the Unit Head after satisfying the requirement of regular employees.
b) The limit of the rent will also be at prescribed enhanced rates to officers below Grade
‘G’ who have been allotted company owned accommodation in the exigencies of
work despite their owning house/flat purchased with the loan assistance from the
Corporation at the station of posting.
7.4.3. RENT RECOVERY RATES (Company own accommodation when also owning
house acquired with the loan assistance from the Corporation at the place of
posting)
i) The rates of House Rent Recovery for officers (covered under above provision) w.e.f.
01.07.2020 are as under (DP/1/6(A)/58 dated 23.07.2020):
(a) COMPANY OWNED ACCOMMODATION
Grade HRR (Rs. pm)
Metro Other than Metro locations
locations
A0/A/A1 1845 945
B 2040 1050
C 2220 1125
D 2430 1230
E 2685 1365
F 3045 1530
G 3045 1530
H 3045 1530
I 3480 1770
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ii) The rate of House Rent Recovery for workmen (covered under above provision),
occupying Company owned accommodation when also owning house acquired with
the loan assistance from the Corporation at the place of posting are as under (w.e.f.
01.01.2017) [DP/1/6(A)/60 dated 23.07.2020]:
Grades Enhanced HRR (Rs. p.m.)
Ref./PL/R&D Mktg./IBP Metro Other than
locations Metro locations
I I 870 435
II - 930 465
III II 1005 510
IV III 1080 570
V IV 1185 600
VI V 1275 675
VII - 1365 690
VIII VI 1485 750
IX VII 1710 870
7.4.4. If an employee is permitted to let out the house / flat purchased / extended / enlarged /
modified with the aid of HBA, which is located at the station of his posting, he is required
to repay 50% of gross actual rent received to the Corporation, in addition to normal
instalment towards recovery of HBA.
The facility shall be extended on the receipt of specific request from the officer concerned
in the prescribed Proforma and approval of Director (and in whose case from the Chairman)
is required subject to the above conditions.
7.4.5. Water and Electricity charges in such cases would be charged at actuals, for which meters
will be installed in such house/flats.
7.4.6. The concerned employee will be asked to give an undertaking that he will vacate the
house/flat if required by the Company for any purpose upon three month’s notice.
a. which the intending tenant be required to execute necessary documents so as to
effectually preserve and not prejudicially affect the securities and other rights of the
Corporation.
b. An employee owning an additional house in his / her or his / her spouse’s name at
the place of posting may be permitted to avail self-lease facility either for house
purchased through HBA or for the house acquired through own resources. However,
in order to hasten the process of HBA recovery, he / she would be required to repay,
in addition to his/ her regular installments of HBA recovery, (a) 50% of the gross
actual rent received by him / her for the property purchased / constructed / extended
/ enlarged / modified with HBA from the Corporation and rented by him / her or (b)
50% of the rent received by him / her for the self-lease facility in respect of the
house acquired through own resources, whichever being the higher amount.
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Retention of
accommodation for
family & Transit
accommodation
_________________________________________________________________________________________________________________
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8. RETENTION OF ACCOMMODATION FOR FAMILY & TRANSIT
ACCOMMODATION
a. As indicated in our Circular No.2015/HR/12 dated 24.03.15, the Competent Authority

for granting permission for each period shall be as under :-
Marketing & IBP Division : State Head / Regional HR Head

Divisional HO : HR Head
In case competent Authority is the one seeking approval for self, or in case an officer
at a higher level than Competent Authority seeks approval, then in such case their
Controlling Officer shall be the approving authority.
In case a Competent Authority, as per above, is at a grade lower than GM level, then
the authority for approval would be vested with his Controlling Officer not below GM
level.
b. The permission for accommodation facility for family retention at a place other than
the station of posting may be allowed subject to meeting one of the following laid
down conditions / grounds:-
i) Non-availability of accommodation at the new station as confirmed by the

CGM (Gr.H) /ED (Gr.I) of new unit of posting.
ii) Completion of academic session for school or college-going children.
iii) Illness or other compelling personal reasons explained to the satisfaction of
CGM (Gr.H) /ED (Gr.I) concerned.
The above-mentioned conditions / grounds shall continue to be applicable without

any change for each of the period [i.e. initially upto 2/3/4 years (as applicable) and
for the subsequent years when additional conditions as specified below at I and II
(as per Circular No.2015/HR/12 dated 24.03.15) also become applicable].
c. In order to regulate the facility of family retention at Company owned / Company

leased accommodation being availed at the place from where the concerned is being
transferred-out, its permission for the initial period [i.e. upto 2/3/4 years (as
applicable) will be granted by Competent Authority of the location / office having
administrative control of the said accommodation. For the subsequent year(s), the
permission will be granted by Competent Authority of the place where he has been
transferred-in, however, before granting the permission, prior clearance of location
/ office having administrative control of the accommodation (requested for family
retention) needs to be obtained.
As regards accommodation facility (like HRA / self-leased accommodation) for the

family retention, which is arranged by self at a place other than the place of posting,
its permission will be granted for initial year(s) by Competent Authority from the
place where the concerned is getting transferred-out; and for subsequent year(s)
the permission will be granted by Competent Authority of the place where he has
been transferred-in, subject to meeting the laid down conditions.
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8.1. ACCOMMODATION FACILITY FOR FAMILY RETENTION:
8.1.1. Company owned / Company leased accommodation - provisions related to

accommodation facility for family retention at the previous station of posting shall be
regulated as per details given in table below.
Parameters X – class Y – class Z – class

Family retention Upto 2 yrs. + 1 yr.^ Upto 3 yrs. + 1 yr.^ Upto 3 yrs. + 1
period yr.*
+ 1 yr.^ + 1 yr.^ + 1 yr.^
+ 1 yr.*
Recovery/charges Company Owned accommodation : Std.HRR rate
(Rs.pm) Company Leased accommodation : 10% of BP
Electricity charges As applicable
* Subject to approval of competent authority.

^ With the approval of competent authority subject to availability and provided there is no
pending demand for the Company owned/leased accommodation from any other/incoming
officer eligible for the accommodation. However, in an exceptional case, the competent
authority can allow the family retention even if there is pending demand for Company
owned/leased accommodation, provided there is pressing need of the officer on account
of education of children linked to 10th / 12th Board examination; or on ground of illness
of a dependent family member for which treatment is not available at new station.
** Including all Refineries Township locations.
Note :
• Competent authority for granting approval is as below:
Marketing Division : State Head/Regional HR Head
• In case competent authority is the one seeking approval for self, or in case an officer
at a higher level than competent authority seeks for approval, then in such case their
controlling officer shall be the approving authority.
• In cases of transfer to a hardship location/difficult locations /remote COCOs (as per

the locations identified under the Transfer Policy 2013), the family retention may be
allowed for the period of tenure at that location.
• X, Y & Z class cities is as per HRA classification (i.e. HRA payable @ 24%, 16% &
8% of BP respectively).
• In cases of family retention permission for Company owned/Company leased
accommodation, it is clarified that the permission may not imply that stay of family
has to be necessarily in the same accommodation where the officer was staying
prior to his transfer. If required, and based on need due to pending demand from
an officer at the location entitled for the same category of accommodation, the
family may be required to shift to another accommodation which may be one-below
entitled category of accommodation. Further, in case of family retention in Company
leased accommodation, the family may be required to shift to Company owned
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accommodation at the said location if any of the entitled category /one-below
entitled category accommodation gets vacant.
• Upon completion of the prescribed period, as permissible, the family may be allowed
to shift in the same station to rented accommodation arranged by self (like HRA/self-
lease accommodation). In such cases, the payment would be allowed towards
HRA/self-lease rental upto the ceiling prescribed grade-wise as applicable for the
city. The family retention period and the recovery charges for these cases shall be
as prescribed for house arranged by self.
8.1.2. House arranged by self (like HRA / self leased accommodation) – Provisions related to
accommodation facility for family retention at a place other than the station of posting
shall be regulated as per the details given in table below.
Parameters X-Class Y-Class Z-Class**
Family retention Upto 4 yrs. + Upto 4 yrs. + Upto 4 yrs. +

period
Approval on upto 2 Approval on upto Approval on upto
yearly block basis 2 yearly block 2 yearly block
in each occasion* basis in each basis in each
occasion* occasion*
Recovery / Self-lease: HRR rate Self-lease: HRR Self-lease: HRR
charges (p.m.) @10% of BP; rate @10% of BP; rate @10% of BP;
HRA – No recovery HRA – No HRA – No
recovery recovery
* Subject to approval of competent authority.

** Including all Refineries Township locations.
Note :

• In case competent authority is the one seeking approval for self, or in case an
officer at a higher level than competent authority seeks for approval, then in
such case their controlling officer shall be the approving authority.
• X, Y & Z class cities is as per HRA classification (i.e. HRA payable @ 24%, 16%
& 8% of BP respectively).
8.2. TRANSIT ACCOMMODATION FACILITY FOR OFFICER AT THE PLACE OF

POSTING:
a. Provisions related to transit accommodation facility for officer who moves without
family to the new place of posting on transfer shall be regulated as per the details
in the table below.
Provision for transit accommodation facility at new station of transfer
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The facility of transit accommodation to the officer who has been permitted to retain
accommodation for family (i.e. dependent(s)) at a place other than place of posting,
and moves to the place of posting without family, shall be as under:
Parameters X-Class Y-Class Z-Class**

Transit Upto 2 yrs.+Upto 2 yrs.**+ 1 Upto 2 yrs.+Upto Upto 2 yrs.+
facility yr.^ 3 yrs.**+ 1 yr.^ Approval on
period upto 2 yearly
(GMs(Gr.G) &
block basis in
above:
(GMs (Gr.G)& above: each
Upto 2 occasion**
Upto 2 yrs.+Upto 3 yrs.**+ 1
yrs.+Upto 4
yr.^)
yrs.**+ 1 yr.^)
Sharing of Upto Gd. E Upto Gd.D Upto Gd. C
rooms
Recovery 1st & 2nd yr.: 0.525% of BP; 1st & 2nd yr.: 1st & 2nd yr.:
/charges 0.375% of BP; 0.250% of BP;
3rd & 4th yr.: 0.775% of BP;
(p.m.)
3rd & 4th yr.:
5th & 6th yr.: 1.025% of BP. 3rd & 4th yr.:
0.525% of BP;
0.375% of BP;
5th & 6th yr.: 5th & 6th yr.:
0.775% of BP. 0.525% of BP.
7th yr.: 1.025% 7th yr.
onwards:
of BP
0.775% of BP
Ammount / rate towards Electricity + Water + Other incidentals
Availing year For the whole year : Rs.300/- p.m. (Rs.150/- p.m. if double occupancy)
* Including all Refineries Township locations.
^ Subject to availability provided there is no pending demand for transit accommodation
from any other /incoming officer eligible for transit accommodation.
** Subject to approval of competent authority on merit of the case.
Note :
• In case competent authority is the one seeking approval for self, or in case an officer
at a higher level than competent authority seeks for approval, then in such case their
controlling officer shall be the approving authority.
• X, Y & Z class cities is as per HRA classification (i.e. HRA payable @ 24%, 16% & 8%
of BP respectively).
b. As regards in the cases of transfer of workmen, it is conveyed that in supersession

of the provision advised vide circular no. 2014/HR/55 dt. 9.10.14 in the matter, the
request for workmen for accommodation facility towards retention of their family
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may also be regulated under the revised provisions mentioned at Sl.(I), as relevant
and applicable for workmen.
All other provisions shall continue without any change. (Circular No.2016/HR/10
dated 01.04.2016)
c. Transit accommodation – Recovery of rent beyond permissible period
Circular No.2017/HR/28 dated 28.06.2017) In cases of overstay beyond the
permissible period in Transit accommodation, irrespective of the nature of occupancy
(i.e. single or sharing basis), the rate of recovery shall be as under:
Parameters X-class Y-class Z-class*
Recovery/charges (p.m.) 10% of BP 7.5% of BP 5% of BP
Electricity + For the whole year : Rs.1500/- p.m. (Rs.750/- p.m. if
double occupancy)
Water charges + Other
incidentals
*Including all Refineries Township locations
d. No HRA shall be payable to the employee in cases where Transit accommodation

has been allowed without corresponding family retention permission.
e. Retention of Transit accommodation facility at the time of superannuation:
- A superannuating employee may be allowed to retain transit accommodation

for a period upto 7 days after superannuation on the same terms and
conditions as applicable prior to superannuation.
- In case of medical exigency, where an officer is undergoing medical treatment

requiring continued medical attention at that place, the retention of transit
accommodation facility may be extended by competent authority upto a
maximum period of 30 days (including the initial period of 7 days) after
superannuation on the same terms and conditions as applicable prior to
superannuation.
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Small family norms
and dependency
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9. SMALL FAMILY NORMS AND DEPENDENCY:
9.1. The following benefits are restricted to the employee, spouse and two children in the case
of those who have been recruited and those who have joined on or after 01.07.1988:
1. Medical benefits
2. LTC
3. Transfer benefits like TA, DA, etc.
4. Any other family related benefits.
9.2. With a view to conform to small family norms, the admissibility of family related benefits
/ facilities like Medical facilities, Leave Travel Concession, Transfer Benefits, etc. for
dependent children of an employee is interalia regulated subject to meeting the following
eligibility criteria:-
• In the case of employees joining the Corporation on the basis of letters of

appointment issued on or after 1.07.1988, the family related benefits / facilities are
admissible limited to two oldest wholly dependent children.
• In the event of birth of twins as a second issue, when the child from the first issue is
also alive, the stipulation of family related benefits limited to two children would not
be applied and all the three children would be eligible for the family related benefits.
However, where the twins are born as a first issue, the child born subsequently as a
second issue will not be covered for the family related benefits.
• In cases where both the twins born as the first issue are suffering from an incurable
congenital ‘benchmark disability’ and if the employee has a third child, then the family
related benefits can be considered to be extended to the third child with the approval
of the Competent Authority. ‘Benchmark disability’ shall have the same meaning as
specified under ‘The Rights of Persons with Disabilities Act, 2016’. The Competent
Authority in this regard shall be Director(Mktg)
• For employees who joined on or after 1.7.1988, the family related benefits cannot be
extended to a child born after the first two children as the definition of family includes
only two oldest (wholly dependent children). However, in case one of the two elder
children who were wholly dependent on the employee has expired, the next child
may be considered for family related benefits.
• In the event of birth of triplets as a first issue, or if triplets are born as a second issue,
when the child from the first issue is also alive, the stipulation of family related
benefits limited to two children in such a case may not be applied and all such children
should be eligible for the family related benefits. However, where triplets are born as
first issue, the child born subsequently as second issue will not be eligible for family
related benefits / facilities.
9.3. Children Education Assistance Scheme and Special Award for Meritorious Children Scheme
are regulated as under:
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• Employees who joined before 1.7.1988 :- Benefits shall be limited to two
children at a time. In case where twins/ triplets are born as second issue, the
benefits cannot be availed for more than two children. Similarly, if triplets are
born as first issue, the benefits shall be applicable for two children at a time,
for which the employee can decide the two children for whom he would like to
claim benefits under the Schemes.
• Employees who joined on the basis of letter of appointment issued on or after

1.7.88 :- Benefits shall be is limited to two oldest children only. In case where
twins/ triplets are born as second issue, the employee can decide for whom
he would like to claim the benefit as second permissible child. If triplets are
born from first issue, the benefits shall be applicable for two children only for
which the employee can decide the two children for whom he would like to
claim the benefits under the two schemes.
9.4. DEPENDENCY CRITERIA
a) Effective from 30.05.2023 the ceiling on combined monthly income for determining
dependency of parents applicable in the case of Medical facility, LTC and Transfer
benefits will be Rs.25000/- p.m. (Circulars No.2023/HR/08 & 2023/HR/09 dated
30.05.2023). The income ceiling of Rs. 25000/- p.m. is applicable in respect of parents
only and would not apply in the case of children. The ceiling for children will remain
Rs.3000/-.
b) Dearness relief on pension sanctioned to a pensioner need not be taken into account for
determining income for the dependency of the parents in the context of entitlements
towards Medical facilities, LTC and Transfer benefits.
c) Further, all the employees who declare their parents as dependent either as per the
revised ceiling of Rs.25,000/- pm would be required to submit a copy of the documents
required as proof of income ceiling and as proof of residing under the same roof
for continuation of coverage of dependent parents under the Medical Rules.
d) In the event a male employee who has opted for medical facilities for his dependents
including the parents, expires while in service, the spouse who is also an 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 or stipend received during Internship period,

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.
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• Monthly benefit received under the IOCL Employees’ Superannuation Benefit
Fund Scheme, which is a Contributory Scheme is to be treated as regular
income as for assessment of income for determining dependency.
f) The regular recurring income received from all sources like interest on bank deposits,
security, dividend, pension under any scheme (excluding interim relief received by a
Govt. pensioner), rentals from house/land holdings, employment (full time/part
time), return from investments etc. would be reckoned for assessment of the
income.
g) For posting at hardship location/difficult locations/remote COCOs:-
• In case an employee, who has declared his parent(s) as dependent at the

current location, has taken his family (spouse/children) along with him upon
transfer to hardship location/difficult locations/remote COCOs (as defined
under the Transfer Policy 2013) but is unable to take his parent(s) to such
location, the same-roof condition for parents dependency in such case may be
relaxed; however, other criterion of income ceiling shall continue to be
applicable without any change.
• However, if the concerned employee has retained his family at a location other
than the place of posting, the same-roof condition for dependency of parents
shall continue to apply without any relaxation.
• In case of a new recruit, who has been posted at hardship location/difficult

locations /remote COCOs (as defined under the Transfer Policy 2013), the
same-roof condition for parents dependency may be relaxed in such case if he
is unable to take his parent(s) to such location; however, the parent(s) should
be otherwise dependent on him by meeting the criterion of income ceiling.
This special relaxation for new recruits shall be applicable only in respect of
dependent parents and not for other family members (spouse/children).
• The above relaxations shall apply only for the tenure the concerned employee
is posted at such hardship location/difficult locations/remote COCOs.
h) Employees while declaring their dependent names should give “full expanded
names” and the same has to be kept in record / SAP to eliminate possibility of
misuse. [DP/4/13(VA) dt. 15.7.2014].
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Medical Facilities
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10. MEDICAL FACILITIES: BACK
10.1 GENERAL:
• 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.
• 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 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.
• 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. (Cir. 79/2001)
• 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. (Cir.59/2001)
• The legally adopted children, if adoption is permitted under personal law, are
considered as part of family of the employee and extended medical benefits. The
child can be legally placed for adoption of the prospective adoptive parents only with
the order of the Competent Court. However, the procedure for legal adoption has
provision for pre-adoption foster care to place the child in temporary custody of the
prospective adoptive parents on submission of undertaking / affidavit in this regard
to the adoption agency even before the legal adoption order has been passed by the
Court. In a situation where the child has been placed in temporary custody of an
eligible employee (i.e. prospective adoptive parents) by the licensed / authorized
adoption agency for pre-adoptive foster care prior to legal adoption order by the
Court, the medical expenses incurred on such child by the employee during the
period of temporary custody may be considered for reimbursement under Medical
Rules. Such claims shall however, be settled after the eligible parent(s) / employee
is granted legal adoption of the child by Court of Law and the employee submits a
copy of affidavit / undertaking acknowledged by the adoption agency in this regard
(Cir No.2012/HR/32 dt. 3.12.12).
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• 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.
• 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.
• In case where both husband and wife are employees of IOC and posted at the same
or different stations, each one of them may claim medical benefits in individual
capacity like any other employee at their option. They may divide the eligible
dependents among themselves as per their convenience subject to (i) only one of
them would be permitted to declare his/her parents as dependent on meeting the
eligibility conditions; (ii) The option to claim reimbursement in individual capacity
once exercised will not be changed during the financial year. The spouse would have
to give additional information every year in the dependency proforma like name,
employee number, station of posting, etc. and also declare that who among them
will claim medical benefits in respect of his/her dependent parents alongwith
particulars of parents. (Cir.2006/HR/04)
• 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:
i) On prescription/advice by the spouse (AMA) for self, medical benefits shall not be
admissible, and
ii) On the prescription/advice by the spouse (AMA) for other family members and
employee, medical benefits shall be admissible only during emergency.
10.2 VALIDITY OF PRESCRIPTION OF MEDICINES:

(Circular 2018/HR/08 dated 11.05.2018)
In the event an Authorised Medical Attendant (AMA) (either from Nominated hospital or
otherwise) prescribes medicines in respect of an employee/dependent suffering from
chronic ailment, the same may be considered valid for a period upto one year provided
the AMA prescribes the medicine for such period. However, the reimbursement of cost of
medicines shall remain limited upto 30 days at a time or 90 days at a time for outstation
reference cases.
10.3 TARIFF REVISION AT NOMINATED HOSPITALS BACK

At the time of nomination of hospitals, the tariff is finalized which is mutually agreed by
both the parties i.e. the Corporation and the Hospital. Any revision of hospital tariff to be
agreed and accepted by the Corporation, has to be negotiated by a committee and
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thereafter to be approved by the Competent Authority. Human Resource Department
constitutes a committee of three officers (one from Finance Deptt.) and based on the
committee’s recommendation, the Regional Head / ED(HR) in HO approves the revision
for hospital tariff. (Clarification issued by DGM(A&W), HO vide his IOM no.
Admn/1801/Medical dt. 23.10.09)
10.4 REIMBURSEMENT TOWARDS COST OF SPECTACLE / CONTACT LENSES:

From 01.04.2021 onwards, reimbursement of spectacles/contact lenses purchased on the
advice of an Opthalmologist for vision correct, has been included in the medical rules of
the Corporation in the following manner :
c) Employees shall be entitled to reimbursement of Spectacles/ Contact lenses
purchased for self and/or dependent family members from within a combined ceiling
of Rs.20000/ every financial year starting from FY 2022-2023. The combined ceiling
for financial year can be utilized for reimbursement in one claim or through multiple
claims as per the requirement of the employee. However, medical expenses
incurred on consultation of Opthalmologist, eye testing, eye medicines, etc. shall
continue to be reimbursed separately as per the extant medical rules of the
Corporation and shall not form part of the aforesaid ceiling.
d) In order to claim the above reimbursment, the employee shall be required to submit
a prescription of an Opthalmologist (in original or photocopy) not older than 6
months preceeding the date of purchase of spectacles/ contact lenses, advising eye
vision correction alongwith the relevant original receipts/ bills of expenditure
incurred on purchase of spectacles/ contact lenses. (Circular No.2022/HR/13 dated
27.05.2022)
e) The aforesaid ceiling of Rs. 20000/- is towards reimbursement of spectacles/contact
lenses meant for vision correction only. No reimbursement shall be made for any
kind of eye protection glasses/ anti-glare glasses/ goggles/ spectacles with plain
glasses without lense power which are not meant for vision correction, etc.
f) New recruits joining OR employees separating during a financial year shall be entitled
to the ceiling as applicable for a complete financial year irrespective of the period of
service during the financial year.
g) Any unutilized amount from the ceiling of Rs. 20000/- shall stand lapsed at the end
of the financial year. The reimbursement shall be settled for the financial year in
which the purchase has been made i.e. the date of receipt of purchase of
spectacles/contact lenses.
h) Timelines for submission of claims for reimbursement of spectacles/contact lenses
including rules on condonation of delay shall be the same as applicable to other
claims under medical rules.
10.5 REIMBURSEMENT TOWARDS COST OF HEARING AIDS:

a) In keeping with the objectives of the Persons with Disabilities (Equal Opportunities,
Protection of Rights and Full Participation) Act, 1995, an employee with hearing
impairment on the prescription / recommendations from two ENT Surgeons of
Government / Nominated / Corporation’s own Hospitals based on the hearing loss
and its attendant disability supported by audiometric evidence, will be allowed
reimbursement of the cost of per Digital Hearing Aid upto a ceiling of Rs. 30,000/-
(inclusive of taxes).
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b) The ceiling for reimbursement of the cost of per hearing aid in respect of employees
and dependent family members would be Rs. 12,500/- (inclusive of taxes) under the
existing provisions of the Medical Rules. In these cases the prescription /
recommendation of one ENT Surgeon shall suffice.
c) The facility of repair and maintenance of hearing-aid will be admissible once a year
limited to 10% of the maximum cost prescribed upon production of receipts, to
digital as well as non-digital hearing aids.
d) Replacement of hearing aid once in a period of 4 years will be admissible.
10.6 REIMBURSEMENT OF COST OF COCHLEAR IMPLANT UNDER MEDICAL RULES:

Cochlear implant surgery shall be permitted under the Medical Rules as per the guidelines
below:
a) The Cochlear implant shall be allowed in cases of dependant child in the age group
between 1 to 16 years.
b) Cochlear implant shall be allowed only if carried out in Government/nominated

hospital of the Corporation.
c) As Cochlear implant is a planned surgery, prior approval has to be obtained before

the surgery is undertaken. The Competent Authority to approve the same shall be
Director (M).
d) The permission to allow Cochlear implant shall be based on recommendation of

attending surgeon of the concerned hospital and subsequent assessment of three
member panel comprising of following:
v) Two Medical Officers of the Corporation (Medical Officers would include Medical
Practitioners as may have been retained by the Corporation)
vi) A specialist (preferably ENT) from Government/empanelled hospital of the

Corporation.
e) The cost ceiling towards Cochlear implant shall be Rs.10 lac (unilateral
implant)/Rs.15 lac (bilateral implant), or the actual cost , whichever is lower.
f) Further, after a period of not less than three years of Cochlear implant, upto 50% of
cost incurred towards upgradation and/or replacement of wearable components, e.g.
speech processor, microphone, etc. (excluding cords, batteries) arising due to wear
and tear, may be considered and approved for reimbursement by Divisional HR Head
on basis of advice of a Medical Officer of the Corporation.
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10.7 REIMBURSEMENT OF BLOOD GLUCOSE STRIPS:
a) As per Medical Rules, in the case of Diabetes, reimbursement in respect of cost of

periodical consultation and tests, anti-diabetes drugs regularly administered are
permissible. Cases of treatment (other than hospitalization) of the diabetes after
the initial stages of six months are referred to Competent Authority for decision in
regard to the admissibility or otherwise of reimbursement of the expenses other
than on normal periodical consultation and test and anti-diabetes drugs.
b) Reimbursement of cost of blood glucose diabetes strips limited to 10 (ten) nos. per
patient per month in respect of employees and their dependents suffering from
diabetes, duly supported by AMA’s prescription and cash memo of chemist would
be available beyond the items reimbursable as above.
10.8 ROBOTIC TREATMENT:

i) Robotic treatment in the form of Robotic Surgery or Robotic Radiosurgery

(CyberKnife) would be permissible for treatment of cancer.
ii) If Robotic treatment is undertaken for ailment other than cancer, the payment of
expenses by the Corporation shall be regulated as under:
a) The cost permissible will be limited to conventional/laparoscopy surgery

charges only; and the cost of Robotic treatment procedure shall not be payable
/reimbursed by the Corporation. This will be based on the break-up of cost in
the bills.
b) In cases where break-up of amount towards robotic treatment is not
mentioned in the bill, an amount equivalent to 2/3rd (two-third) of the total of
otherwise admissible amount shall only be payable /reimbursed by the
Corporation.
iii) In the event the Robotic treatment is performed remotely i.e. where the concerned
doctor/surgeon is at a location away from where the patient is being attended to,
the payment of robotic treatment will be permitted provided the said procedure is
performed from within the country.
10.9 REFERENCE OF EMPLOYEES / DEPENDENTS FOR OUTSTATION MEDICAL

ATTENDANCE:
As per Medical Rules, reference to an outstation specialized Hospital / Institution is

permitted for serious ailments. During hospitalization, the employee avails bed/ room as
per prescribed ceiling for his category. Many times reference is made to a hospital where
bed charges are very high compared to entitlement of the employee even though hospitals
with cheaper accommodation tariff with similar medical facilities are available at the same
referred station. This puts employee to monetary loss.
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Company Doctors while referring a patient for outstation treatment should keep in mind
the bed entitlement of the employee and the tariff of the hospital. Employees / patients
should be advised of the differential in entitlement and actual expenditure on
accommodation and that all inadmissible expenses as per Medical Rules will be recovered.
A Copy of reference letter / communication to the hospital, indicating the bed entitlement
of the employee should be endorsed to the employee also intimating that all inadmissible
expenses as per Medical Rules will be recovered from him/her.
10.10 MEDICAL ADVANCE: BACK
Medical advance against medical expenses towards hospitalization in non-nominated

hospital is payable upto the prescribed ceiling (Rs.15000/- for workmen and Rs.20,000/-
for officers), provided the estimated expenditure as certified by the AMA for the treatment
is more than Rs.3000/-. In case of hospitalization treatment to be undertaken in a
nominated hospital and when the expected expenditure as certified by AMA is likely to be
beyond Rs.3000/- prior to hospitalization in the nominated hospital, the request of an
individual for grant of medical advance may be approved on the merit of each case. The
approving authority at the Location/Unit/State Office/Region shall be the HR
Head/Location Incharge and in HO the approving authority shall be the HR Head.
(Cir.No.2013/HR/17 dt. 15.5.2013)
10.11 DAY CARE PROCEDURES:
Expenses incurred on day care procedures involving same day discharge from the hospital
like cataract, chemotherapy, angiography, dialysis, radiation procedures or any such minor
OT procedures etc shall be treated as hospitalization expenses, even if no bed charges
have been levied.
10.12 TREATMENT OF INFERTILITY:
Reimbursement of expenses incurred on infertility treatment in respect of married women

(female employees/ dependant spouse living with husband) shall now be admissible under
the Medical Rules of the Corporation subject to following regulatory provisions:
i) The IVF treatment procedure will be allowed only in cases of infertility where the
couple has no living issue, if taken in a nominated hospital.
ii) Reimbursement of expenditure incurred on IVF treatment upto a maximum of three

cycles shall be admissible if carried out in a nominated hospital.
iii) The treatment for infertility would be allowed after minimum 5 years from marriage.
The age of the woman undergoing IVF treatment should be between 23 and 39
years.
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iv) An amount not exceeding Rs.65,000/- per cycle or the actual cost, whichever is
lower, will be allowed for reimbursement. This amount will be inclusive of the
consultations, investigations, surgical evaluations, procedural charges cost of drugs
and disposables and monitoring cost during IVF procedures.
v) Employee would be required to obtain a one-time written permission for availing IVF
treatment (upto a maximum of three cycles). The request of the employee would be
processed by local HR-Deptt for approval by Unit Head of the level of GM and above.
In Head Office, such proposals would be approved by HR Head.
vi) Since, the permission of IVF treatment shall be allowed only once, an undertaking
shall be obtained from the employee that reimbursement on IVF treatment has not
been availed by the employee earlier from the Corporation and will not claim it in
future. The one-time permission granted to the employee shall also be recorded in
the concerned Service / P-file.
10.13 KIDNEY /LIVER/ BONE MARROW TRANSPLANTATION FROM PROSPECTIVE LEGAL

DONOR:
As per extant provision, reimbursement of expenses incurred on kidney/ liver/ bone

marrow transplantation from a prospective legal donor is admissible subject to conditions
laid down under the Rules.
Upon review it has been decided that permissible expenses under Medical Rules incurred
towards prescribed tests for checking the suitability of the donor/ one time hospitalization
of donor etc in cases of kidney/ liver/ bone marrow transplantation shall now cover all
legally permissible donors i.e. living donor, donation from ‘deceased person’ or ‘brain stem
death’ cases under the Transplantation of Human Organs Act, 1994, as per the legal
procedure followed under the Act.
10.14 TIME LIMIT FOR SUBMISSION OF MEDICAL CLAIMS:
As per existing provision medical claims of employees/ dependants preferred after

prescribed time limit (3 months) can be approved by the Competent Authority. Now the
medical claims preferred after prescribed time limit of 3 months may only be approved
upto a further period of 3 months by the Competent Authority. Medical bills which are
more than 6 months old shall not be processed unless in an exceptionally rare
circumstance(s) upto a maximum of its one year.
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10.15 CEILINGS PRESCRIBED UNDER MEDICAL RULES ON VARIOUS ITEMS
MEDICAL ENTITLEMENTS (w.e.f. 1.11.12) (Cir No. 2012/HR/29 dt. 2.11.12)

1.0 Consultation Fee Ceiling: BACK
1.1 Consultation by AMA
Under Allopathic system:
• Rs. 200/- per consultation – for ‘X’ class cities *
• Rs. 150/-per consultation – for other than ‘X’ class cities *
• The ceiling on dispensation by AMA under Allopathic system has been enhanced from
Rs.250/- to Rs.350/-, which is towards consultations, medicines, injections, etc. per
ailment (Cir.2013/HR/18 dt. 15.5.2013)
Under Homeopathy system:
• Rs. 150/- per consultation – for ‘X’ class cities*
• Rs. 100/- per consultation - for other than ‘X’ class cities*
1.2 Consultation by Specialist:

Under Allopathic system:
• Rs. 300/-per consultation – for other than ‘X’ class cities*
Under Homeopathy system:
• Rs. 250/- per consultation – for other than ‘X’ class cities*
*As per HRA classification
1.3 The existing provisions on the number of consultations per ailment would continue to apply
without any change.
2.0 Cost of medicine under Homeopathy system:

Ceiling for one day’s cost of medicine dispensed by AMA / Specialist (M.D. Hom or equivalent)
/ purchased from Chemist : Rs. 25 per day within the prescribed ceiling of Rs.750 per
ailment. The consultation charges shall be exclusive of the prescribed ceiling per ailment.
The basic investigations / tests as prescribed by the AMA-Homeopathy (the qualification of

whom is mentioned in our Medical Rules as per the prescribed schedule of the Homeopathy
Central Council Act, 1973) shall be admissible under the Medical Rules. The expenses of such
test(s)/ investigation(s) shall be exclusive of the ceiling per ailment laid down under
Homeopathic system.
3.0 Injection Administration Charges (Per Injection):

• Intravenous - Rs. 50/-
• Others - Rs. 40/-
4.0 Ceiling for Special Nursing Charges:

4.1 Rs. 1000/- per day (24 hrs) subject to employee bearing first 20 % of the charges.
4.2 Special nursing charges, which is allowed presently only during hospitalization in
prescribed serious and critical cases i.e. Cardiac, Neurology, Nephrology related
(Kidney transplantation, removal of kidney stone, removal of gall bladder stone) and
serious accident cases, shall also be allowed for Hepatic/ Liver transplant. However
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special nursing will now not be extended for cases of removal of kidney stone and gall
bladder stone, which were covered till now under the existing provision.
5.0 Ceiling for Ward Boy charges (wherever admissible):

Rs. 300/- per day (24 hrs.) subject to the employee bearing first 20% of the charges
6.0 Ceiling for dressing charges by AMA (per dressing):

Presently dressings for wounds are categorized as “Minor Dressing”, “Moderate Dressing”
and “Extensive Dressing” for reimbursement of expenses. These have been re-categorised
as “Single wound Dressing” and “Multiple wound Dressing”. The ceiling for reimbursement
per dressing would be –
• Single wound Dressing - Rs. 100
• Multiple wound Dressing - Rs. 250
7.0 Ceiling on reimbursement of Intra-ocular lens cost – Rs. 8000/- per lens
8.0 Ceilings on medical advance (wherever admissible):

Medical advance shall be allowed only in cases of hospitalization in non-nominated hospitals
upto the following ceiling:
• Non-Officer employees – Rs. 15,000
• Officers - Rs. 20,000
9.0 Recovery of Diet Charges during Hospitalisation:

Recovery of Diet Charges during hospitalization would be made from the employees, if not
billed by the hospital separately as under :
* @ 20%of bed charges or Rs. 75/- per day, whichever is less in respect of non-officers
* @20% of bed charges or Rs. 100/- per day, whichever is less in respect of officers.
10.0 Ceiling on Hearing Aid (per ear) : Rs.12,500/- (once in 4 years).
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11.0 Ceilings on Physiotherapy charges:
• Ceilings on the admissible items for Physiotherapy treatment (other than in nominated
hospitals) are given below (w.e.f. 1.11.12) :
S.NoTreatment Max. Ceiling
(Rs.)
1 Shortwave diathermy 175
2 Intermittent cervical or Lumbar traction 175
3 Ultrasonic exposure 175
4 Paraffin wax bath 175
5 Hydrocoleator packs 175
6 Infra Red Exposure 175
7 Electric Stimulation 175
8 Remedial Exercises 175
9 Remedial Massages 175
10 Speech & Language Therapy 175
11 Combination of any two of the above 225
12 Combination of any three of the above 325
13 Combination of any four of the above 400
a) If multiple therapies are undertaken for same ailment in one day even though in
different sittings, then combination therapy rates shall apply. For instance, for
treatment of tennis elbow, if an employee undertakes remedial massages, paraffin
wax bath and untrasonic exposure in one sitting or multiple sittings in a day,
combination rate of thesephysiotherapies shall apply.
b) However, if the therapies are targeted for different body parts for different corrective
issues then the rates for each individual therapy shall apply. For e.g. an autistic child
will need therapy for speech correction, remedial massage for muscle strengthening
& remedical exercise for walk correction; then each therapy shall be treated as a
separate therapy and combination rate of therapies shall not apply even if these
therapies are availed in same sitting. (Circular No. 2023/HR/20 dated 12.06.2023)
12.0 Ceilings on Dental treatment charges:

• Ceilings on the admissible dental treatment (other than in nominated hospitals) are
given below (w.e.f. 1.11.2012)
S.No. Treatment Max. Ceiling (Rs.)
I a. Consultation* 150
b. Consultation from MDS* 250
* Restricted to one consultation per ailment
II Fillings:
1 One Surface 450
2 Two Surfaces 600
3 Glass Lonomer Filling 450
4 Composite Filling 600
5 Composite Veneer 1100
III Minor-I
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1 Extraction per tooth 450
2 Periocoronotomy 600
3 Frenectomy 600
4 Biopsy 600
5 Abscess Incision 450
IV Minor-II
1 Gingvectomy per segment – Gum treatment 900
2 Alveolectomy 900
3 Growth Removal 900
4 Pulpotomy 900
5 Flap Surgery – per segment 1600
6 Flap Surgery – Full mouth 14000
BACK
V Major-I Max. Ceiling (Rs.)
1 Removal of impaction/Apecectomy 1400
Treatment
2 Cystectomy 1400
S.No.
3 Root Canal Treatment 1600
4 Multiple Root Canal Treatment 2500
5 Crown (Capping) following RCT per tooth 1500
VI Major-II
1 Fixation of fracture of jaw 4500
2 All extractions in one jaw 3750
3 Gingivectomy – full mouth 3750
4 Tumour Excision 3750
5 Peripheral neurectomy 3750
VII Major-III
1 Total extractions 4500
2 Segmental resection of jaw 4500
3 Ostectomy 4500
4 Condylectomy 4500
VIII Special Procedures
Resection of jaw 15000
IX X-Ray
1 X-Ray (Single plate) 200
2 Dental CT Scan/Orthopantomogram/X-Ray 1200
X Dentures
(Full mouth)
1 Full Denture 7500
2 Partial Denture (1st tooth) 1200
3 Partial Denture (Addl tooth) 600
4 Bridge per unit if required while providing partial 2000
denture
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13.0 Ceilings on bed charges (Circular No.2021/HR/13 dated 01.04.2021):
• Grade-wise ceilings on bed charges in Nominated and Non-nominated Hospitals in
Category –I and Category – II cities are given below:
A) Category – I Cities*
(Figures in Rs.)
W.e.f. 01.04.2021
Category Nominated Hospitals Non-Nominated Hospitals
NR
WR Non-Officers
Gd.I to V 2890 2170
ER
Gd.VI 3605 2770
SR Gd. VII 4325 3315
NR Officers
WR Gd.A0/A/A1 4840 3620
Gd. B & C 6495 4940
ER
Gd. D to F 10155 7730
SR Gd. G & H Actual (AC Single Room) Actual (AC Single Room)
Gd.I Actual (AC Single Room/Deluxe Room) Actual (AC Single Room/Deluxe Room)
CH/Directors Actual (Super/Luxury Deluxe Room) Actual (Super/Luxury Deluxe Room)
*Category –I (Comprising of Delhi, Greater Mumbai, Chennai, Kolkata, Bengaluru,
Hyderabad, Ahmedabad, Surat, Nagpur, Pune, Jaipur, Lucknow and Kanpur
cities). Other cities where HRA is being paid at ‘X’ class city rates would also be
placed in this category
A. Category – II cities **
(Figures in Rs.)
Category Nominated Hospitals Non-Nominated Hospitals
NR WR ER SR NR WR ER SR
Non-Officers
Gd.I to V 1725 1280
Gd.VI 2170 1640
Gd. VII 2610 1985
Officers
Gd. A0/A/A1 2890 2170
Gd. B & C 3940 2955
Gd. D to F 6050 4585
Gd. G & H Actual (AC Single Room) Actual (AC Single Room)
Gd.I Actual (AC Single Room/Deluxe Room) Actual (AC Single Room/ Deluxe Room)
CH/Directors Actual (Super/Luxury Deluxe Room) Actual (Super/Luxury Deluxe Room)
**Category II Cities (all cities other than those included in Category-I)
Note: BACK
b) For Workmen (all grades) and Grade A0/A/A1 Officers – Bed entitlements shall be limited to
monetary ceiling or actual charges on twin sharing room/ward, whichever is lower.
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c) Grade B to F – limited to monetary ceiling or actual A.C. Single room charges, whichever is lower.
------
• As per extant provision, the reimbursement of bed charges for Grade ‘D’ to ‘F’ is limited
to monetary ceiling or actual AC single room charges, whichever is lower. The
reimbursement of bed charges for employees upto Grade ‘C’ shall be regulated as
under:
➢ Reimbursement of bed charges for non-officers and Grade ‘A’ officers shall be
limited to their monetary ceiling or actual charges for a Twin sharing room/
ward, whichever is lower.
➢ Reimbursement of bed charges for Officers in Grade B & C shall be limited to
their monetary ceiling or actual charges for AC Single Room, whichever is lower
(i.e. as applicable for Grade D to F).
14.0 Billing of Treatment charges / bed charges during the hospitalization availed in nominated
hospitals.
a. As per the Medical Rules, in cases of hospitalization treatment taken in a nominated
hospital, the room / bed charges are admissible within the prescribed entitlement
and the treatment charges are admissible provided the room / bed is availed within
the prescribed entitlement. However, in the event an employee avails the room /
bed beyond his normal entitlement, the admissibility of treatment charges is limited
to the charges relating to his normal room entitlement.
b. In order to ensure that IOC rules on recovery of treatment charges are

implemented in letter and spirit, it has been decided that admissible treatment cost
shall be limited to the charges related to the room category mentioned in the
hospital’s printed schedule of rates (SOR) under which the IOC bed ceiling off the
employee falls, or the treatment charges should be linked to the actual room
availed by the employee, whichever is lower. The said regulation is also appearing
in the model / standard letter to hospital conveying the terms and conditions for
empanelment of hospital.
Therefore, in case a hospital has provided an employee / dependent higher room

category, irrespective of IOC’s gradewise room entitlement, the responsibility shall
rest with the hospital to deduct the differential in the treatment charges from the
employee concerned; and the Corporation should make payment to the Nominated
hospital in such cases provided the billing from the hospital specifies (with amount)
that the differentials in the room rates as well as the treatment charges on account
of availing higher bed / room category has been recovered from the employee /
dependents.
c. Further, as per extant provision under Medical Rules, in emergency cases when
bed is not available within the entitled ceiling in a Nominated hospital (in cases of
outstation reference or local referred cases) the employee is allowed to avail room
/ bed in nominated hospital one-step above the entitlement subject to approval of
competent authority; and the treatment charges shall be admissible as per the
charges relating to one step above room entitlement. The said relaxation shall
continue to be applicable without any change and there will be no impact of the
regulation mentioned above.
In this matter, if the approval for availing higher bed is conveyed by the
Management before the discharge of patient, the differential charges would be
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directly borne by the Corporation. In case the approval is accorded post discharge
of the patient, then the differential treatment charges would be initially paid by the
employee, which can be subsequently claimed for reimbursement; however, if the
hospital bill specifies of the differential charges of bed as well as treatment cost
between entitled bed category and higher room category, then the employee may
not be insisted / required to pay the differential charges to the hospital. Further,
in an even that the post facto approval is not accorded, the said differential amount
shall stand recoverable from the employee.
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House Building
Advance
_________________________________________________________________________________________________________________
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11. HOUSE BUILDING ADVANCE:
i. The rules and regulations as set out hereunder are framed and laid down entirely as
a welfare measure and do not confer any claim, right or benefit to any employee, nor
impose any liability, responsibility or obligation on the Corporation, and shall not be
deemed to be a condition of service between the Corporation and any such employee.
ii. The grant of HBA under this scheme shall be at the absolute discretion of the
Corporation and subject to availability of funds and priorities for various categories of
employees as may be determined and decided from time to time.
iii. The Corporation reserves, to itself, the right to totally suspend or abrogate the scheme
or add, alter or in any other manner modify the rules and regulations at any time and
from time to time without assigning any reason whatsoever.
iv. It shall be the responsibility of the employee to ascertain for himself and ensure, on
behalf of the Corporation, that the purpose for which HBA is sought from the
Corporation is in accordance with the scheme and that the various conditions,
stipulations, obligations and requirements, under this scheme, can be fully met,
discharged and complied with by the employee in relation to the HBA vis-a-vis the
piece of land/house/flat purchased/constructed with the aid of such HBA.
v. It shall be the responsibility of the employee to ensure and satisfy that the piece of
land/house/flat proposed to be purchased with the aid of HBA from the Corporation
has clear, marketable title; is free from any kind of charges, liabilities or encumbrances
and that vacant and peaceful possession is available immediately, and above all, that
the ownership can be legally transferred immediately.
vi. It shall be ensured by the employee that throughout the entire period of service, the
piece of land/house/flat purchased/constructed with the aid of HBA is owned,
registered and maintained in his own sole name or jointly in his/her and his/her
spouses’ name, and not in the name or in favour of an HUF or any other legal person
or corporate body
11.1. Eligibility for HBA shall be only if an employee has completed a minimum of 3 years of
service in a regular scale of pay, provided the employee or his/ her spouse or minor children
do not own a house/ flat in full or in part, in the city/town where the proposed property to
be acquired through HBA is situated. Employees who have completed minimum period of
3 years of service including the service put in other PSU/Govt department in continuation
of the service in IOC are eligible to apply. In respect of an employee who has served in
other PSU/Govt department, even though not in continuation of the service in IOC, the
service put in other PSU/Govt department will be counted, provided the employee has put
in a minimum of 3 years continuous service in IOC and that by age is 35 years or more.
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11.2. The ceiling limit of HBA entitlement of an employee will be 100 months Basic Pay plus
Dearness Allowance, subject to the following limit or cost of flat whichever is lower :
Grade HBA Ceiling
A0 Rs 45.00 lakhs
A & A1 Rs 50.00 lakhs
B&C Rs 65.00 lakhs
D to F Rs. 75.00 lakhs
G Rs. 85.00 lakhs
H & above Rs. 90.00 lakhs
(IOM No. DP/3/8/65 dated 24.08.2022)
11.3. HBA Ceiling for workmen is Rs.48 Lakhs (w.e.f 31.05.2023)
11.4. Eligiblity Criteria: An employee shall be eligible to avail HBA:

11.4.1 Irrespective of whether HBA (including HBA re-availed after selling previous
property)/ additional HBA has been availed by the employee earlier.
11.4.2 Without selling the existing house/ flat purchase earlier with the assistance of
Corporation’s Housing Loan facility, if applicable.
11.4.3 Irrespective of the city/ town of his/ her existing inherited /acquired property
through own funds / resources or through HBA.
11.5. An employee or his dependent who has inherited/acquired property with his own resources
may be granted HBA limited to the employee’s current maximum HBA entitlement provided
the new property proposed to be acquired with HBA is at city/town other than the city/town
of the existing property.
11.6. An employee shall not be permitted to purchase a piece of land/house/property with the
aid of HBA from the corporation from spouse, father, mother, son, daughter, brother, sister
or dependent relations of such employee
11.7. Payment of Stamp Duty/Registration charges/etc.: In order to facilitate employees in

discharging liability towards statutory payments and taxes like Stamp Duty, Registration,
Service Tax, Registration of Mortgage, VAT etc., the following provisions shall be
applicable:
a. Employees may avail in advance upto a maximum of 10% of HBA entitlement (limited
to amount availed) or Actuals, whichever is less.
b. The advance towards Stamp Duty/Registration/Service Tax/Registration of

Mortgage/VAT etc. shall be over and above the HBA entitlement of employee. The
advance will be regulated based on receipts.
c. The expenses under the heads of Stamp Duty/Registration/Service Tax/Registration

of Mortgage/VAT etc. may get incurred either alongwith the purchase of house or at
a later date as per the period permissible in the rules applicable in the State, but the
advance by Corporation towards the same shall be allowed on one-time basis against
the net of claim (in respect of expenses towards all or a few/one of these heads) as
applied for by the employee.
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d. Recovery of the payment made towards Stamp Duty/Registration/Service
Tax/Registration of Mortgage/VAT, etc. shall be effected in line with the repayment
period prescribed for HBA.
i) The revised limit will also be applicable to cases where the sanctioned amount
of HBA has not been fully disbursed, subject to 100 months salaries as on the
date of sanction of earlier HBA or the maximum revised HBA entitlement,
whichever is less.
ii) The interest on HBA shall be charged in the current year at the rate at par with
the Company’s average borrowing rate of the previous financial year and would
thus vary from year to year. The revised varying rate of interest shall also apply
on the outstanding principal amount in the existing cases of officers / non-
officers who had earlier drawn the advance.
The accumulated interest including the amount charged as per the revised rate,
shall be recovered within the permitted instalments after recovery of principal,
as provided under Rules.
11.8. The employee may be granted additional HBA within the revised limits for the purpose of
repaying outstanding loan drawn from HDFC or other Govt. financial institutions or PF even
though the HBA granted earlier has been fully disbursed subject to 100 months’ salary as
on the date of sanction of earlier HBA or the maximum HBA entitlement, whichever is less
The additional HBA for the purpose shall be allowed only in respect of the property for
which HBA has been availed.
Proof of re-payment to be submitted to the Company for record.
i. HBA within the revised limit can be sanctioned for fittings and fixtures if amount of
HBA (pre-revised) has been fully disbursed.
ii. Additional HBA for fittings and fixtures permissible, if the employee’s maximum HBA
entitlement undergoes change in view of promotion eg. Non-officer to officer in
respect of the property for which HBA has been availed.
iii. Prior to disbursement of total sanctioned loan, the concerned employee is promoted
to Gr.’A’ Officer or from Gr.Ao to Gr.A or from Gr.’C’ to Gr.’D’ or from Gr.F to Gr.G,
the HBA entitlement can be revised to the enhanced limit.
iv. Non-Officer is promoted as Officer and HBA is sanctioned as per Grade-A and in the
event he is reversed as non-officer, if the total sanctioned HBA is fully disbursed no
recovery would be effected. If not, his entitlement would be restricted to ceiling
applicable to non-officers.
11.9. As the joint registration in the name of spouse is very common occurrence while investing
in urban immovable property, it has been decided to grant HBA to employees for
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purchasing properties and registering the same jointly in his/her and his/her spouse’s
name. In case of joint ownership, the spouse shall, in addition to any other document
executed by the employee in favour of the Corporation to secure the said HBA, furnish to
the Corporation a declaration/ undertaking, as per the format (being taken in case of DDA
plots), agreeing inter-alia, to be bound by the HBA rules of the Corporation and to join the
employee in the creation of an equitable mortgage of the said property to secure the HBA..
11.10. National Capital Region could be considered as one city or different city / towns for the
purpose of grant of HBA for purchase of a property in view of the liberalized rules that the
employee can be permitted to avail HBA for purchase of property at a place other than the
place of the property having inherited / acquired with his own sources. NOIDA, Faridabad,
Gurgaon & Ghaziabad are different cities for the purpose of HBA.
11.11. A maximum of 25% of the HBA sanctioned towards the cost of the house/flat or Rs. 1.50
lacs or the actual cost whichever is less is admissible for the purpose of provision of
additions and alterations, fixture & fittings in a ready-built house/flat purchased. The
advance for this purpose shall, however, be drawn not later than 12 months from the date
the house/flat is available for possession.
11.12. Considering the difficulties being faced by loanee employees who have to incur expenditure
in undertaking major renovation jobs, it has been decided to grant additional HBA upto the
following limits for the said major works in the flat purchased from State Housing
Boards./DDA/ Private Builders/ Co-operative Societies etc.( IOM IR/1292 dt. 3.9.2012 for
officers Cir. No.2013/HR/04 dt. 19.2.2013 for non-officers)
Grade A : Rs. 3.5 lakh

Officers in Grade A1 to C : Rs. 4.0 lakh
Officers in Grade D to F : Rs. 5.0 lakh
Officers in Grade G & above : Rs. 6.0 lakh
Non-Officers : Rs. 3.0 lakh
The above will be within the overall ceiling of HBA admissible to employees. The above
will also be admissible only once in the service period. In other words, those officers /
workmen who have already availed HBA for major repairs and renovation in the flat in the
past, will not be entitled for the same once again.
11.13. The additional loan is admissible within the maximum ceiling of HBA admissible to loanee
employees, provided a period of 5 years from the date of disbursement of last instalment
to the employee/date of possession of the flat has lapsed keeping in view of its one time
effect.
11.14. Further to availing of the loan, the employee would be required to furnish a detailed
estimate of expenditure for the jobs to be carried out, duly certified by an Architect or Civil
Engineer.
11.15. An additional HBA(2nd HBA) is granted to an employee on the following conditions:
▪ For enlargement of existing house purchased earlier by HBA i.e. for increasing the
original carpet area of the house and not for enclosing balconies or other alterations
and modifications.In case of acquisition of a new property, the quantum of additional
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HBA will be limited to the difference between the employee's current maximum HBA
entitlement and the amount of HBA drawn earlier plus the outstanding HBA refunded
by the employee in lumpsum, or the cost of new property, whichever is lower.
11.16. The Purchase of property based on Power of Attorney is not permissible under the rules.
Hence, the purchase deal should be made directly with the Vendor of the property and not
through POA holder.
11.17. The construction of house/flat should be carried out strictly in accordance with the
approved plan originally submitted and should be completed within the construction period
of 18 months from the date of drawal of first instalment.
11.18. HBA applications should be submitted with the following documents:

Original/Copy of Registered Sale Deed or allotment advice
➢ Non-Encumbrance Certificate for 13 years as on date of application of HBA
➢ Search report for past 30 years(The search report submitted should not be more
than 3 months old)
➢ Detailed Estimate of the Construction, duly approved by Govt Approved Valuer.
➢ Valuation Certificate by Govt. Valuer (Application should accompany the Govt
Valuer’s Certificate as per our proforma, accompanied by the letter issued by the
Department of Wealth Tax & Income Tax).
➢ Annexure to Valuation Report.
➢ Legal Opinion
➢ Site Plan (Approved) and plan of the house (approved). In the absence of an
approved plan for ready-built house/flat, property tax receipt and latest electricity &
water tax receipts are required.
➢ Commencement certificate
➢ Employee’s declaration (To be attested by Notary Public on Rs. 100 stamp paper)
➢ Agreement to sell
➢ Declaration from Surety
➢ Vendor’s declaration (To be attested by Notary Public on Rs. 100 stamp paper)
➢ Self Declaration
➢ Such of those documents which are written in a language other than English should
be supported by its translation in English duly attested by an Advocate.
➢ Occupation Certificate
➢ Any other documents as may be required
11.19. HBA DISBURSEMENT AND UTILISATION

i) The sanctioned HBA amount shall be disbursed to the employee in lump-sum or at
different stages as indicated in the Schedule mentioned in Annexure-11(A).
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ii) Wherever a time lag of 3 years or more is involved between the disbursement of first
instalment of HBA and subsequent instalment / installments, the repayment capacity
of the employee in terms of monthly recovery from salary shall be verified afresh
prior to disbursement of subsequent instalment/ installments of HBA.
iii) The HBA amount disbursed to an employee shall be utilized by the employee, as per
Schedule mentioned in Annexure-11(A).
iv) The additional HBA comprising of the refunded amount (i.e. the amount refunded on
sale of previous property) plus increased loan entitlement admissible in case of
purchase of a new property, or the increased loan entitlement in case of enlargement
of existing property, will be disbursed to the employee on his completing the
necessary formalities required under the HBA rules.
11.20. RECOVERY: BACK
i. The recovery of principal amount of HBA together with interest shall be effected
within a maximum period of 25 years or the period left for the employee for
superannuation, whichever is earlier.. In case of those employees who sell their
house/flat and opt for revised HBA or acquiring better or bigger accommodation,
recovery of principal amount of HBA and accrued interest will be made in left over
service maximum being 25 years. However, the ratio of principal and interest
instalments would remain the same at 3/4th and 1/4th of total number of instalments.
The recovery of additional HBA and accrued interest on the additional HBA granted
for (a) enlargement of the existing house/flat; (b) undertaking major works in the
flat purchased from State Housing Boards/ DDA/Private builders/Co-operative
Societies, etc, will also be made in left over service – max. 25 years and no change
in ratio of principal and interest installments as indicated above.
ii. Irrespective of what has been mentioned in the paras above the following shall be
ensured:
(a) In respect of an employee who has less than 5 years of service for
superannuation, the HBA entitlement shall be so worked out (after taking the
gratuity amount into account) so that the employee is in a position to repay
the HBA amount together with accrued interest through monthly installments
from the salary.
(b) In respect of employees covered under the Payment of Wages Act, the normal
recovery from salary, including monthly instalment of HBA shall not exceed
50% of the wages and therefore the HBA entitlement shall be suitably worked
out and the installments of recovery clearly specified before the sanction is
issued.
(c) In respect of any other employee, the total recoveries from salary, including
monthly installment of HBA, shall not exceed 75% of the salary, and the
entitlement shall be accordingly worked out and the installments of recovery
clearly specified before the sanction is issued. The following components of
salary / deductions will be considered for determining the 25% of take home
pay :
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i) All payments received by the employee from the Corporation during the
preceding 12 months including PRP / PIS / PLI. The payment of
overtime, extended hours, all reimbursements like medical, conveyance,
furniture, lease, computer maintenance etc. will not be taken into
consideration.
ii) All deductions made through salary including the housing loan recovery
during the preceding 12 months but excluding VPF, and
iii) The net income of spouse in case the spouse is on permanent

employment for which proof may be called for, if necessary.
iii. The monthly quantum of recovery of principal amount and interest accrued thereon
shall be effected through deductions from the salary of the employee, every month.
For any reason, if the employee does not draw salary either in full or in part, any
deficiency in the monthly quantum of recovery shall be made up through additional
recoveries in the next and subsequent months. In case of persistent deficiency of
salary to the effect the monthly quantum of recovery on account of HBA, any non-
statutory deductions from the salary of the employee shall be discontinued to the
extent required.(incorporated from Ref.Manual)
iv. In case an employee does not draw salary for a period exceeding six months for any
reason, whatsoever, the employee shall make alternative arrangement for payment
of the monthly HBA installments, to the satisfaction of the Corporation, failing which
the Corporation shall be at liberty to enforce the recoveries through such actions as
may be deemed fit, which, inter-alia, shall include realisation of the amount from the
Surety/disposal of the property.(incorporated from Ref.Manual)
v. In the event of premature cessation of employment for any reason, the employee
shall be liable to repay in one full lump sum, the entire outstanding HBA amount
together with accrued interest thereon failing which the Corporation shall be at liberty
to enforce its right and take such other measures and actions as deemed fit to effect
full recovery of outstanding dues. The rate of interest payable on such outstanding
dues shall be the current bank rate of interest.
vi. An employee may, at his option, repay to the Corporation the HBA amount either in
part (in multiples of ten thousands), or in full, without any restrictions with respect
to number of occasions. While doing so, the employee shall be required to disclose
to the satisfaction of the Corporation the source from which the funds for this
purpose were raised. (incorporated from Ref.Manual)
11.21. REFUND OF HBA
i. If an employee after drawl of HBA is unable to utilize the advance for the purpose
for which it was drawn, due to reasons proved to the satisfaction of the Corporation
as beyond the control of the employee, such an employee may be allowed to refund
the HBA already drawn, in one lumpsum, within a period of 30 days from the date
of drawal of the advance.
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ii. If the application of an employee, who has registered with a Govt./Semi-Govt.
Housing Board/Authority for purchase of house/flat / piece of land is rejected by such
Housing Board/Authority, such an employee may be allowed to refund the HBA, in
one lumpsum within a period of 30 days of the refund of the registration money by
the Housing Board/Authority to such employee.
iii. An employee refunding the HBA as mentioned in (i) and (ii) above shall be entitled
to the facility of availing the HBA on a subsequent date, subject to availability of
funds and other conditions as may be prevailing at that time.
iv. An employee may be allowed, with prior written permission from the Corporation,
to obtain refund of the amount already deposited with a Government/Semi-
Government Housing Board/Authority or Limited Company/Co-operative
Society/Private Builder/Promoter and utilize the same for purchase/construction of
an alternative house/flat strictly on the merit of compelling grounds that the
employee may advance to the satisfaction of the Corporation.
11.22. REQUEST FOR PERMISSION TO SELL HOUSE / FLAT PURCHASED WITH

ASSISTANCE OF HBA:
i. An employee who has purchased/constructed/extended/modified the house/flat with
the aid of HBA from the Corporation, shall not be permitted and shall remain
restrained to mortgage, lease, transfer, licence, sell or in any other manner alienate
the property, or in any other manner create any charge or liability thereon. An
employee may, however, be allowed to do so, in an exceptional case, subject to the
specific approval of ED(HR), depending on the merits of compelling grounds that the
employee may advance. This restriction shall apply irrespective of whether the
employee has repaid the HBA in full or not. The employee shall also fully adhere to
the provision of the CDA Rules/Standing orders, as the case may be and as applicable
to him.
ii. An employee who disposes-off his/her property purchased under company’s HBA
scheme at his/her place of posting and purchases/ constructs another property at a
location other than his/her place of posting, would be allowed to avail the facility of
company’s owned/leased accommodation as per rules of the Corporation governing
such allotment. And where the employee disposes-off his property purchased out of
company’s HBA and pays back loan amount outstanding to his credit and does not
purchase another property and was otherwise eligible for availing company’s
accommodation would also be allowed to avail company owned/leased
accommodation in accordance with the Rules of the Corporation.
iii. An employee who has been permitted to sell the house/flat as per clause 1.11(i) shall
not transfer/sell the house/flat to spouse, father, mother, son, daughter, brother,
sister or any dependent relation of such employee.The loanee employee may be
permitted by the Competent Authority to sell the house / flat acquired with HBA only
after finalisation of the transaction by the employee. Such loanee employee may
make a request for the same together with the supporting documents such as a
letter of consent between the buyer and seller, Agreement to sell, etc. However, if
the employee, for genuine reasons, requests for prior permission to sell the property
before finalisation of the deal, he may be granted permission.
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If the permission to sell the property is granted before finalization of the deal and
submission of consent letter between buyer and seller, Agreement to Sell(on
Re.100/-stamp paper) for genuine reasons, the permission will be valid for one
year, and six monthly extensions may be granted.
11.23. PROCEDURE FOR SALE PERMISSION

i. The borrower may sell the house after giving to the Corporation the first offer of
refusal. Only when the Corporation does not avail of such offer within a prescribed
period (3 months) from the date such an offer is made, the employee may sell or
otherwise alienate the house to an outside party on the same terms and conditions
and on the same basis as offered to the Corporation.
ii. The employee will be required to submit the application for the consideration of
Management, with justifications/ reasons compelling him go for the sale of house.
iii. The employee concerned shall clear the entire outstanding loan with the interest
accrued thereon before actually effecting the sale.
iv. The employee may be permitted by the Competent Authority to sell the house / flat
acquired with HBA only after finalization of the transaction by the employee. Such
loanee employee may make a request for the same together with the supporting
documents such as letter of consent between the buyer and seller, agreement to sell
etc. However, if the employee, for genuine reasons, requests for prior permission to
sell the property before finalization of the deal, he may be granted permission.
v. The employee will not be entitled to Corporation owned / leased accommodation in

the same station where the property, as may be approved for sale is situated.
11.24. GRATUITY ADJUSTMENT:

The employee can adjust the gratuity amount against HBA, which would be computed on
the basis of maximum stage of salary scale at the time of sanction and subject to the
ceiling applicable.
The employee will also have the option to adjust gratuity against Conveyance loan,
subject to rules governing the same i.e. Gratuity adjustment against conveyance advance
is permissible to officers left with the balance service of less than 100 months, till the date
of superannuation, as on the date of drawal of such advance.
Similarly, the employee who had earlier opted to adjust the gratuity entitlement against
HBA/Conveyance Advance may be permitted to opt out of such gratuity adjustment
option.
As per the Gazette notification dt. 18.5.2010, section 4 of the Payment of Gratuity Act,
1972, has been amended enhancing the maximum ceiling applicable on gratuity from Rs.
3.5 lac to Rs. 10 lac. Hence the gratuity adjustment against HBA or Conveyance Advance
or both may be permitted to the loans granted or disbursed on or after the date of the
amendment of the Gratuity Act 1972 i.e. 24.5.10 (CO’s IOM no. DP/3/8/31 dt. 4.6.2012.
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11.25. MORTGAGE:
The grant of HBA to an employee is subject to submission of various documents and
fulfillment of laid down conditions. The loanee employee shall be required to mortgage
the property thus purchased with HBA by deposit of original title deed in favour of the
Corporation within three months of disbursement of final instalment.
An employee in the event fails to make initial charge or final mortgage in favour of the
Corporation, the employee shall be liable to pay interest @ 1% above the Corporation’s
borrowing rate as applicable to its cash credit account with State Bank of India from time
to time.
Creation of initial charge is not a matter of right and whenever possible the final mortgage
should be completed with the time limit. If, however, they are unable to do so, they may
be allowed to submit applications with detailed justifications, as to why they are unable
to create final mortage, which shall be examined / considered by the HO / Region
Committee.
11.26. OCCUPATION, SUBLETTING, ALIENATION:
i. An employee who has a house/flat purchased/constructed/extended /enlarged/

modified with the aid of HBA from the Corporation and which is located at the station
of posting, shall be required to occupy such house/flat for his own residence, as
expeditiously as possible and in any case not later than 6 months from the date of
completion of purchase/construction/extension/enlargement/ modification. Failure to
do so would result in non-payment of HRA/HRS or self lease by the Corporation for
employee’s residence, besides other disciplinary actions. Any exception can be
authorized by Functional Directors, in Corporation’s interest or on the merit of any
compelling grounds that the employee may advance.
ii. In exceptional circumstances, and in Corporation Interest, an employee may however,

be permitted to let out the house/flat purchased/constructed/
extended/enlarged/modified with the aid of HBA from the Corporation and which is
located in the same station of his posting, and be permitted to occupy a Corporation’s
owned/hired accommodation.
iii. An employee may be permitted to let out the house/flat purchased/extended/

enlarged/ modified with the aid of HBA from the Corporation, which is located at the
same station of his posting subject to the following conditions:
c. The employee shall repay 50% of gross actual rent to the Corporation in addition
to normal installments towards recovery of HBA (to hasten the process of HBA
recovery). Where the accommodation is permitted to be let out or taken by the
Corporation on rent or licence, the loanee employee will not be eligible for
Company’s leased/owned accommodation, if posted at the same station. He will,
however, be entitled to get house rent allowance as per HRA rules.
d. In such cases, the employee shall first offer the house on lease/rent to the
Corporation and only in case the Corporation refuses to avail the offer, within a
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period of 2 months, he shall be allowed to rent out the house to any outside party
on the same terms and conditions as offered to the corporation.
e. In the event of refusal by the Corporation, permission may be granted to the

employee to rent/lease out the accommodation in full or part to outside parties on
such terms and conditions as may be approved by the management, for which the
intending tenant be required to execute necessary documents so as to effectually
preserve and not prejudicially affect the securities and other rights of the
Corporation.
f. An employee owning an additional house in his / her or his / her spouse’s name
at the place of posting may be permitted to avail self-lease facility either for house
purchased through HBA or for the house acquired through own resources.
However, in order to hasten the process of HBA recovery, he / she would be
required to repay, in addition to his/ her regular installments of HBA recovery, (a)
50% of the gross actual rent received by him / her for the property purchased /
constructed / extended / enlarged / modified with HBA from the Corporation and
rented by him / her or (b) 50% of the rent received by him / her for the self-lease
facility in respect of the house acquired through own resources, whichever being
the higher amount.
11.27. MISUTILISATION/NON-UTILISATION
In case of misutilisation/non-utilisation of HBA by an employee, the entire amount of HBA

drawn shall become repayable immediately, for which the employee shall be liable to pay
interest @ 1% over and above the Corporation’s borrowing rate as applicable to its cash
credit account with State Bank of India from time to time from the date of withdrawal till
the date of deposit. The employee shall be debarred from taking any further HBA and shall
also be liable for disciplinary action. The above provision shall also apply in the event of
failure to execute either initial charge or final mortgage in favour of the Corporation or
completion of construction within the period. Charging of higher interest at the above rate
shall continue till such time the employee adheres to or complies with the provisions of the
scheme/instructions.
Note: Depending on the merits of each individual case, Director may approve waival of
higher rate of interest for a specified period but such waival shall confine only to
those specified cases where extension of time for completion of the house or for
the final mortgage has been permitted.
11.28. MORTGAGE REDEMPTION SCHEME – HBA & CONVEYANCE ADVANCE:
• Employees who have taken House Building Advance and Conveyance

Advance/Conveyance Repair loan from IOC will have to compulsorily join this
Scheme.
• The Mortgage Redemption Scheme is operated in-house with effect from 1/4/2004.
Further, it has been decided that the actual liability of the redemption scheme will
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BACK
be borne by the employees for managing the scheme in-house. A premium amount
equivalent to 0.3% interest on the balance amount of HBA together with accrued
interest as on beginning of each year viz. 1st April will be recoverable from all
employees, who have availed HBA and where such HBA and / or interest thereon is
outstanding on the above date. The rate shall be revised as and when required
based on the fund position at the end of the financial year.
• Considering the hardship faced by the concerned in death cases, it has been decided
to introduce a scheme named “Conveyance Loan Redemption Scheme” for securing
the outstanding conveyance loan/conveyance repair loan including interest amount
thereon in the unfortunate event i.e. loanee employee’s death and permanent total
disablement arising out of accident for which an amount equivalent to 0.3% of the
outstanding loan including interest thereon as on 1st April every year, will be
recovered from the concerned employee. The claims arising out of death and
permanent total disablement will be settled out of this amount. The rate shall be
revised as and when required based on the fund position at the end of the financial
year.
• Upon death of the employee whilst being covered under the Scheme, the sum
assured shall become adjustable under the In-house Mortgage Redemption Scheme.
The dependant of the deceased employee will not have to pay the balance amount
of HBA/Conveyance Advance and the same is liquidated. Thus, the house
mortgaged to the Corporation is redeemed and the nominee continues to own the
house.
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Conveyance Advance
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12. CONVEYANCE ADVANCE:
12.1. OFFICERS:
12.1.1 ELIGIBILITY & ENTITLEMENT:
Officers will be eligible for grant of loans as under, for purchase of motor car/motor
cycle/scooter/moped, provided the Corporation is satisfied that the possession of a motor
vehicle by the officer is in the interest of the Corporation (IOM No. DP/3/10/66 dated
24.08.2022)
Motor cars:
Grade Revised Maximum Entitlement

A0 Rs. 6.00 lakhs
A& A1 Rs. 8.00 lakhs
B&C Rs. 12.00 lakhs
D to F Rs. 15.00 lakhs
G Rs. 18.00 lakhs
H Rs. 20.00 lakhs
I Rs. 22.00 lakhs
Note: While buying a new car, officers would be allowed actual expenses incurred on
third party insurance for upto three years and one time actual expenses on registration
and road tax charges for the vehicle within the overall entitlement of Conveyance
Advance.
A) For Motor cycle/scooter/moped:
Actual price paid for the vehicle or on the road controlled price of the new vehicles
whichever is less.
The facility will be extended (for car/2 wheeler) to officers even during the probation
period after being posted on completion of Induction Training. In case of employees who
are promoted/appointed as officers from staff category are also eligible for Conveyance
Advance during Probation Period.
Employees should submit all supporting documents, such as Tax Invoice, Original Cash
Receipt, Agreement, Deed of Hypothecation, copy of Registration Certificate, Insurance
Policy, etc. as per laid down procedure, to the respective Admn/HR departments of State
Office/Regional Office/Head Office, as the case may be.
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12.1.2 ADVANCE FOR BOOKING:
Wherever there is a time lag between the booking and the delivery of the vehicle, in such
cases, employees are permitted payment of advance limited upto 10% of the
entitlement/cost of the vehicle, whichever is less to the Dealer at the time of booking and
the same may be reimbursed/adjusted against the Conveyance advance disbursed at a
later date.
12.1.3 RECOVERY:
The interest on Conveyance Advance, shall be charged in the current year at the rate at
par with the Company’s average borrowing rate of the previous financial year and thus
vary from year to year. For example the Company’s average borrowing rate in 2011-12
shall be the interest rate for the year 2012-13. The accumulated interest shall be
recovered within the permitted instalments after recovery of principal, as provided under
Rules.
The maximum number of monthly instalments (principal and interest) for recovery of
Conveyance Advance will be as under:
Mode of advance Principal Interest Total

Car advance 120 30 150
Scooter/Motor Cycle advance 80 15 95
In cases where the left over service is less than the maximum number of installments (i.e.
150 for car/95 for scooter/motor-cycle), the principal and interest shall stand recoverable
by way of break-up of installments in the ratio of 9:1 during the left over service period.
12.1.4 SUBSEQUENT CONVEYANCE ADVANCE:
i) Grant of Subsequent advance
Officers are entitled to subsequent conveyance advance after a period of five years
from the date of withdrawal of previous advance. Subsequent advance can be
granted after a lapse of three years from the date of drawal of previous advance in
the following events:
✓ In case of change in entitlement on account of promotion, or
✓ In case of enhancement in entitlement on account of revision.
The period of five years for drawal of second/subsequent advance would continue
to be operative in all other cases.
ii) Conveyance Advance on transfer
Officers on transfer may be permitted to avail second conveyance advance at the

new place of posting, without any reference to the date of previous conveyance
advance provided the concerned officer had sold the car at the old place of posting
and does not claim transportation charges for transporting the vehicle.
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iii) Adjustment of outstanding loan
Officers desiring to avail of fresh car loan may be allowed to retain old car purchased
using previous conveyance loan. The outstanding loan and interest of the previous
advance drawn by the officer would be recovered/adjusted in the subsequent
advance (for both - car and two wheeler).
12.2. WORKMEN (IOM IR/1292 DATED 15.02.2017):

12.2.1. Workman on regular rolls of the Corporation including probationer, will be eligible to draw
advance upto the prescribed ceiling for purchase of motor cycle / scooter / moped / Car
from a Revolving Fund created for that purpose.
12.2.2. The amount of advance will be limited to the actual cost of the two wheeler subject to a
maximum of Rs.1,20,000/-.
12.2.3 Converyance Advance (inclusive of expenses incurred on account of comprehensive

insurance, registration and road-tax) to eligible workmen in Grade III to VII for purchase
of a four-wheeler vehicle is as under :
Grade Amount
Maximum Advance
Grade VII
Rs. 5,00,000/-
Maximum Advance
Grade VI
Rs. 4,50,000/-
Maximum Advance
Grade III to V
Rs. 3,00,000/-
12.2.4. The workmen placed in Special Grade are entitle for Convyance Advance as per their
respective Salary Grades.
12.2.5. Workmen procuring four wheeler either in lieu of two wheeler or otherwise, shall be
entitled to the maintenance allowance, as applicable to the two wheeler vehicle only.
12.2.6. Recovery of Conveyance Advance: (Circular No.2017/HR/11 dated 27.02.2017)
Four-wheeler advance: The loan will be recovered in 150 monthly instalments

(principal: 120 ; Interest: 30 ),
Two-wheeler advance: The loan will be recovered in 95 monthly installments

(principal: 80; Interest: 15)
12.2.7. The interest rate for conveyance advance shall be charged year to year at the rate at par
with Company’s average borrowing rate of the previsous financial year. The interest will
be calculated on balance outstanding on the last day of each month.
12.2.8 Workmen against whom disciplinary action is pending may be allowed Conveyance
Advance since the loan is in the context of official duties.
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12.3. REPAYMENT TO BANK/FINANCIAL INSTITUTIONS:
Considering the changed automobile scenario wherein employees prefer acquiring the
vehicle before they actually become eligible for initial/subsequent conveyance loan, it has
been decided to grant conveyance loan for repayment of conveyance loan drawn from the
Banks/Financial Institutions within the entitlement ceiling of the employee concerned as
and when he/she becomes eligible for the same. This is however, subject to the condition
that the vehicle will be hypothecated only in favour of Indian Oil Corporation.
Employees should submit all supporting documents, such as Tax Invoice, Original Cash
Receipt, Agreement, Deed of Hypothecation, copy of Registration Certificate, Insurance
Policy, etc. as per laid down procedure, to the respective Admn/HR departments of State
Office/Regional Office/Head Office, as the case may be.
12.4. ADJUSTMENT OF GRATUITY:

The employee will also have the option to adjust gratuity against Conveyance loan,
subject to rules governing the same ) i.e. Gratuity adjustment against conveyance
advance is permissible to officers left with the balance service of less than 100 months,
till the date of superannuation, as on the date of drawal of such advance.
Similarly, the employee who had earlier opted to adjust the gratuity entitlement against
HBA/Conveyance Advance may be permitted to opt out of such gratuity adjustment
option.
As per the Gazette notification dt. 18.5. 2010, section 4 of the Payment of Gratuity Act,
1972, has been amended enhancing the maximum ceiling applicable on gratuity from Rs.
3.5 lac to Rs. 10 lac. Hence the gratuity adjustment against HBA or Conveyance Advance
or both may be permitted to the loans granted or disbursed on or after the date of the
amendment of the Gratuity Act 1972 i.e. 24.5.10 (CO’s IOM no. DP/3/8/31 dt. 4.6.2012.
12.5. UTILIZATION OF ADVANCE

An employee drawing advance for purchase of conveyance must complete the transaction
within one month from the date of drawal of advance. In case an employee retains the
advance beyond one month or the balance unspent amount is not refunded to the
Corporation within a period of two working days, without obtaining extension in writing,
he shall be charged interest at the rate of 1% above IOC’s borrowing rate from the date
of drawl of advance till the date of deposit without prejudice to any such disciplinary
action which may be initiated against him. He shall also be debarred for grant of all other
loans/advances including HBA, except TA, medical and PF for any purpose for a period of
five years from the date of refund of the loan amount.
Note : For the purpose of utilization of the money within one month from the date of drawl of
advance, the total cost deposited with the dealer, would be considered as the advance utilized for
the purpose it is drawn, provided the total advance drawn is deposited with the dealer within a
period of one week from the date of drawal of advance.
No employee shall purchase a vehicle with loan assistance from any of his relatives
dependent upon him or those debarred under the CDA Rules/standing orders.
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CR/Admn./5/201
12.6. INTEREST RATE
The interest on Conveyance Advance effective shall be charged in the current year at the
rate at par with the Company’s average borrowing rate of previous financial year and would
thus vary from year to year. The interest shall be calculated on balance outstanding
advance as on the last day of each month. The recovery of interest shall commence from
the month following that in which repayment of principal has been completed. Interest
recovery shall be made in one or more installments, each being not appreciably greater
than the instalment by which the principal was recovered.
Note : Even if an employee desires to refund the amount of advance within the stipulated
period of one month from the date of drawal of advance, interest at prescribed rate shall
be charged.
Any interest over and above the interest payable by the employee to the Corporation on
the deposits that the employee has made with the manufacturer / dealer out of conveyance
advance disbursed to the employee, will accrue to the Corporation and not to the
employee.
In case of employee who ceases to be an employee of the Corporation by premature

retirement/resignation/termination/dismissal or otherwise, the rate of interest shall be
enhanced to the then current Bank rate of interest on loan on the outstanding amount
from the date of such cessation. This, however, is without prejudice to the right of the
Corporation to reclaim the entire outstanding loan on such date of cessation.
12.7. CONVEYANCE ADVANCE TO DEPUTATIONISTS
The Corporation may grant, subject to availability of funds, interest-bearing loan/advance

to the deputationist for purchase of Motor Car/Motor Cycle/Scooter provided the
competent Authority is satisfied that the possession of a vehicle by the deputationist will
be in the interest of the Corporation.
12.7.1 Eligibility
Deputationists taken in the officer cadre of the Corporation shall be eligible for
conveyance advance from the Corporation for purchase of a car as applicable to the
corresponding grade of the Corporation.
12.7.2 Amount of advance, Installment and recovery
Within the above parameters, the amount of conveyance advance shall be limited to the
amount, which can be recovered during his deputation tenure (the maximum period of
three years).
It would be further ensured that the total various recoveries including monthly installment
recovery towards conveyance advance should not exceed 75% of his monthly earnings.
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12.7.3 Commencement of Recovery
Recovery of advance shall commence with the first issue of pay after the advance is
disbursed.
12.7.4 Interest
The advance shall bear the same rate of interest as is charged by the Corporation from
its employees.
Execution of documents and completion of other formalities are the same as applicable
to employees of IOC.
12.7.5 General
i) The deputationist shall be required to give an undertaking through an affidavit to

refund the outstanding balance in one lumpsum at the time of his repatriation. Such
undertaking shall also indicate that in case the deputationist does not refund the loan
before his release from IOC, the Corporation would retain the vehicle, which is
hypothecated to the Corporation, (till such time the liability of the officer is fully
discharged).
ii) The fact of the above undertaking through which the deputationist commits to pay
the outstanding loan in one lumpsum at the time of repatriation will be brought to the
notice of the parent department of the deputationist.
iii) LPC will not be issued in favour of the deputationist unless the outstanding
conveyance advance is cleared.
iv) The interest payable on any loan amount not repaid to the Corporation on his day of
repatriation shall be the Current Bank rate.
12.8. EXECUTION OF DOCUMENTS AND COMPLETION OF OTHER FORMALITIES
I. Application for sanction of conveyance advance should be submitted on-line thru e-

suvidha (print out to A&W Deptt.)
II. At the time of drawing the advance the employee shall execute an agreement in
the form prescribed for the purpose [Annexure-12(A)]
III. On completion of transaction for the purchase of the vehicle the loanee employee
shall sign an unattested deed of hypothecation in the prescribed form [Annexure-
12(B)] immediately but in any case not later than three months from the date of
purchase of vehicle.
Note : In case the employee is unable to hypothecate the vehicle as mentioned

above, payment of conveyance advance maintenance reimbursement may be
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withheld till such time the vehicle is hypothecated though sanction for
reimbursement of expenses for running and maintenance of vehicle for official
purposes may be obtained from the Competent Authority, pending execution of
hypothecation deed.
IV. The officers allowed to adjust gratuity as per clause 3.1.6 shall furnish a gratuity
undertaking as per Annexure-12(C).
V. All stamp charges in connection with execution of above documents shall be payable
by the employee concerned.
VI. Immediately on purchase, the vehicle must be insured by the employee against full
loss by fire, theft or accident on comprehensive basis. Insurance on owner driven
or other similar qualified terms is not sufficient for the purpose of this rule..
VII. The amount for which the vehicle shall be insured for any period must not be less
than the balance of advance with interest accrued on it at the beginning of such
period. The insurance shall be renewed from time to time on comprehensive basis
till the amount is fully repaid.
12.9. SALE OF VEHICLE

12.9.1. Prior sanction of the Corporation shall be necessary.**
12.9.2. If an employee wishes to transfer the vehicle to another employee of the

Corporation who performs duties that render the possession of a vehicle necessary,
he may be permitted to transfer the liability attached to the vehicle to the latter
officer provided he records a declaration that he is aware that the vehicle
transferred to him remains subject to the hypothecation bond and that he shall be
bound by its terms and conditions.
12.9.3. The sale proceeds must be applied in all cases, so far, as may be necessary, towards
the repayment of the outstanding balance. If, however, the vehicle is sold only in
order that another may be purchased, the Corporation may permit an officer to
apply the sale proceeds towards such purchase subject to the following:
(i) The cost of the vehicle should in no case be less than the amount outstanding.
(ii) The amount outstanding shall continue to be repaid at the rate previously
fixed
(iii) The new vehicle must be insured and hypothecated to the Corporation as
required under the rules.
(iv) The vehicle shall be purchased within one month from the date of the sale of
the old vehicle, failing which the outstanding loan together with interest
should be repaid to the Corporation before the expiry of one month. Failure
to do so the employee is liable for action as laid down in clause 4.8.0.
(v) If the cost of the new vehicle, though more than the amount outstanding, is
less than the sale proceeds of the old vehicle, the difference between the sale
proceeds and the actual cost of the new vehicle must be refunded to the
Corporation towards the repayment of the amount of advance outstanding.
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(vi) The Grant of an advance for the vehicle does not imply that reimbursement
of vehicle maintenance expenses shall also be admissible to the employee.
12.9.4. An employee who has been given permission to sell a vehicle shall, immediately
after the sale, give the name and address of the purchaser and the amount for
which the vehicle is sold along with documentary proof and whether he has, had or
is likely to have any official dealings with the purchaser.**
12.9.5. An employee desiring to apply the sale proceeds of a vehicle purchased from
advance granted by the Corporation to the purchase of a new vehicle shall also be
required to sign a deed of hypothecation in the form prescribed for this purpose
from time to time.
12.9.6. Sale of vehicle purchased with Company loan to a dependent member of his family
is not permissible. The definition of family member for this purpose shall include
dependant parents, spouse, children (step as well as adopted children).**
**NOTE :An employee who has settled his conveyance advance having
been fully repaid the entire Conveyance and interest accrued thereon, shall
not be required to seek prior sanction of the Corporation. Further in such
cases where there is no lien of the Corporation on the vehicle, the employee
should be allowed to sell his vehicle to anyone subject to compliance of
Rule 22(3) and 22(4) of the CDA Rules, 1980. Hence, the binding clauses,as
mentioned, may not be insisted upon.
12.10. RECOVERY OF CONVEYANCE ADVANCE IN CASE OF CESSATION/DEATH OF

EMPLOYEE
12.10.1. If the borrower ceases to be in the service of the Corporation, for whatever reasons,
except in case of death, the entire balance of the loan with interest calculated as per
provisions of rules shall immediately become due and payable to the Corporation and
shall be recovered from his/her dues and / or estate. This, however, is without
prejudice to the right of the Corporation to reclaim the entire outstanding loan on
such date of cessation.
12.10.2. Under the "Conveyance Loan Redemption Scheme", in case of death and permanent
total disablement arising out of accident for which an amount equivalent to 0.3% of
the outstanding loan including interest thereon as on 1st April every year will be
recovered from the concerned employee. Conveyance loan would include
Conveyance repair loan also. The claim arising out of death and permanent total
disablement will be settled out of this amount.
12.10.3. An employee who has availed vehicle loan and subsequently resigns from the
services of the Corporation to join other Government Undertaking shall be allowed a
time limit of six months to make necessary arrangements to repay usual monthly
installments directly to the Corporation at the same rate of interest which he would
have paid, had he remained an employee of the Corporation.
In case any amount remains to be repaid to the Corporation after the period of six
months, the rate of interest to be charged on such amount shall be 1% over and
above IOC’s borrowing rate, from the date of such cessation till the date of deposit.
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12.10.4. In case any employee does not draw salary for any reason whatsoever, he shall make
alternative arrangement for payment of the monthly installment to the Corporation
failing which the Corporation shall be at liberty to enforce the recoveries through
such actions as may be deemed fit.
12.11. CONTRAVENTION OF RULES
Contravention of any of the above rules by an employee can result in

forfeiture/withdrawal of reimbursement of expenses and such other disciplinary
action as may be permissible under the rules.
12.12. SCHEME FOR GRANT OF CONVEYANCE REPAIR ADVANCE TO OFFICERS

AND NON-OFFICERS
12.12.1. Eligibility
Any employee who owns and operates a conveyance, which is not less than five
years old from the date of manufacture of the vehicle and has been sanctioned by
the Corporation, reimbursement of expenses on maintaining and running the
conveyance for official purpose as per the Corporation rules, shall be eligible for
Conveyance Repair Advance (CRA) for major repairs to the vehicle.
12.12.2. Quantum of Conveyance Repair Advance
After three years from the After five years from the
date of drawal of previous car date of drawal of previous
loan/CRA car loan/CRA
Car Rs.10,000/- Rs.20,000/-
Two-wheelers Rs.2,000/- Rs.5,000/-
12.12.3. Payment of CRA
An employee eligible to draw CRA shall submit a formal application in the

prescribed form to the Competent Authority giving all necessary details, regarding
self and vehicle, relevant to the grant and regulation of CRA duly supported by a
detailed list of major jobs to be undertaken on the vehicle and the total estimated
cost thereof. Within 60 days from the date of drawal of the advance the officer
shall submit to the competent authority the following :
(a) Originals of the detailed bill(s) of the garage/repairer, stipulating the items
of work done and individual cost thereof.
(b) Each bill shall be endorsed by the employee with a certificate that all the
items of works billed and paid for have actually been carried out.
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(c) If there is any residual amount left over (the difference between the CRA
drawn and the total of the bills/receipts submitted in support), the same shall
be refunded to the Corporation forthwith. In case such residual advance
exceeds Rs.500/-, interest at 1% over and above the ruling bank rate will be
chargeable on the amount from the date of payment of CRA to the date of
refund.
(d) Stamped receipts from the garage/repairer shall be deemed as evidence of

payment by the employee.
12.12.4. Recovery of Conveyance Repair Advance
For Cars
(a) Within a maximum of 36 monthly installments, subject to monthly installment

amount, being not less than Rs.300/-, in case the advance is Rs.10,000/- or
less.
(b) Within a maximum of 60 monthly installments, subject to the monthly

installments amount, being not less than Rs.350/-, in case the advance is
Rs.20,000/-.
(c) Monthly recovery amount rounded off to next higher Rs.25/-. Final
adjustment to be made in the last installment.
For Scooters/Motor Cycles
(a) within a maximum of Rs.36 monthly installments subject to the monthly

installment amount being not less than Rs.60/- in case the advance is
Rs.2000/- or less.
(b) Within a maximum of 60 monthly installments subject to the monthly

installment being not less than Rs.90/- in case the advance is more than
Rs.2000/- and upto Rs.5000/-.
(c) Monthly recovery amount rounded off to next higher Rs.10/-. Final
adjustment to be made in the last installment.
The recovery of advance shall commence from the month following the date on
which the advance amount has been disbursed.
12.12.5. Interest on Advance
The CRA shall carry the same rate of interest as applicable from time to time on
the advance for purchase of conveyance
12.12.6. Conditions governing the advance
(A) CRA will be sanctioned subject to the following run-out periods after the
purchase of a conveyance.
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New Vehicles After 5 years of purchase
Secondhand Vehicles After 3 years of purchase (however, a period of 5 years

must have elapsed since the date of purchase by the 1st
Owner).
(B) Subsequent CRA will be admissible to an eligible Officer, as indicated below:
For Cars
(a) After 3 years - if the previous CRA was Rs. 10,000/- or less.
(b) After 5 years - if the previous CRA was more than Rs. 5000/- and upto Rs.
20,000/-.
For Scooters/Motor Cycles
(a) After 3 years - if the previous CRA was Rs. 2000/- or less.
(b) After 5 years - if the previous CRA was more than Rs. 2000/- and upto Rs.
5,000/-.
Note: Once a CRA is drawn, no subsequent advance for purchase of a conveyance

shall be payable to the officer for a period of three years from the date of
drawal of CRA.
12.13. BICYCLE ADVANCE
The Corporation may grant interest bearing Bicycle Advance to its permanent non-
officer employees.
12.13.1. The amount of advance admissible for the purchase of bicycle shall be limited to
the actual price paid or the cost of a new bicycle, whichever is less. If the actual
price paid is less than the advance taken the balance shall be forthwith refunded
by the employee to the corporation. Application for sanction of bicycle advance
should be submitted in the prescribed form.
12.13.2. Second and subsequent advance
Second and subsequent advance shall not be granted unless a period of three
years has elapsed since the grant of previous advance.
The advance can, however be granted before the expiry of three years period
from the date of first advance in case.
i) Bicycle is stolen/lost, but not due to negligence of the employee and

ii) Bicycle has broken down or has become unserviceable due to accident etc.
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Each such case shall however, be decided on its merit subject to the condition
that in no case new advance shall be allowed unless the earlier advance has been
duly paid back to the Corporation with interest.
12.13.3. Authority competent to sanction advance
• In case of Headquarters : Sr.Mgr (A&W)

• In case of SOs : Sr.Mgr (HR)
12.13.4. Interest
The Advance shall carry the same rate of interest as applicable from time to time
on the advance for purchase of conveyance. In case of default in the payment of
principal or interest, a penal rate of compound interest shall be levied upon all
installments of interest or principal which have become due
12.13.5. Repayment
The advance shall be repayable in not more than 24 installments including the
interest on advance.
12.13.6. Execution of Documents :
I. The purchase of bicycle shall be completed within one month from the date
of drawal of advance failing which the full amount of advance drawn with
interest thereon shall be refunded to the Corporation.
II. The borrower shall, within one month after drawing the advance furnish the
sanctioning authority with a certificate giving full particulars of the
conveyance purchased with the advance and the cash receipt for the amount
actually paid.
III. At the time of drawing the advance the employee shall execute a promissory
note in the prescribed form for the purpose.
12.13.7. Prior sanction of the Corporation shall be necessary for the sale of bicycle
purchased by an employee with the aid of an advance from the Corporation in
case full advance with interest accrued thereon has not been fully repaid. The
sale proceeds of the bicycle shall be utilised for the payment of the outstanding
balance of the advance with interest thereon.
12.13.8. If the borrower ceases to be in the service of the Corporation, for whatever reason
or dies or becomes insolvent the entire balance of the loan with interest shall
immediately become due and payable to the Corporation and shall be recoverable
from dues and/or estate.
12.13.9. Contravention of these rules shall render the employee concerned liable to refund
the whole of the amount advanced with interest accrued unless there are good
reasons to the contrary.
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SCHEME FOR
CHILDREN
EDUCATION SUPPORT
_________________________________________________________________________________________________________________
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13. SCHEME FOR CHILDREN EDUCATION SUPPORT (CES) TO
EMPLOYEES:
CIRCULAR NO. 2015/HR/32 DT. 10.8.2015
The Corporation endeavours to provide welfare & social security measures for
employees to take care of their well being and with the purpose to enhance their
performance & productivity at work place.
A scheme for Children Education Support (CES) is introduced with the objective to
support the employees in meeting financial commitments arising out of the expenses
towards education of their children and to ensure better educational opportunities for
their children in India or abroad.
The details of the CES scheme covering eligibility, financial assistance ceiling,
recovery/repayment modalities, etc. are given below:
13.1. OBJECTIVE:
To support the employees in meeting the financial commitment arising out of the
expenses towards education of their children and to facilitate the employees in
ensuring better educational opportunities for their children by bringing within reach
the cost of education either in India or abroad.
13.2. ELIGIBILITY:
The scheme for Children Education Support (CES) shall be applicable subject to
meeting all the following eligibility conditions:-
a) Eligibility conditions for employees as on the date of applying for CES:
i. All regular employees who have served for not less than five years in the
Corporation and whose balance service in the Corporation before due date of
superannuation is not less than two years.
b) Eligibility conditions for applying for CES: BACK
i. The child should be wholly dependent on employee (as per the dependency
conditions under Medical Rules of the Corporation) upto the age limit of 30
years.
ii. Maximum of two dependent children per employee shall be covered under
the scheme.
iii. The child should have secured admission in the eligible course of an eligible
/ recognized educational institute.
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c) Coverage / Eligibility conditions for courses:
The regular courses being pursued on full-time basis shall be eligible under the
CES scheme as per the following:
i. For Studies in India - Eligible courses and Educational Institutes:
• School education (Standard-I to Standard-XII) from a recognized school

affiliated to CBSE / ICSE / State Board / International affiliation.
• Regular Graduation Courses, Post Graduation Courses, like Engineering,
Medical, Agriculture, Veterinary, Law, Dental, Management, etc. and the
other regular courses leading to Diploma/ Degree etc. shall be covered
under the scheme.
• The regular courses leading to Graduate degree / Post Graduate degree
/ Diplomas should be pursued from a College / University
(Central/State/Deemed universities) recognized by Government / UGC /
AICTE/ AIBMS/ ICMR / Medical Council of India / Autonomous institutes
(recognized by UGC / Ministry of HRD) / Institutes of National
Importance (established under Act of Parliament) / Institutes established
under State Legislation / Any other Institute established under provision
of any statute.
ii. For Studies abroad - Eligible Courses and Educational Institutes
• Graduation: For regular professional/technical courses offered by

reputed foreign universities.
• Post graduation: Regular courses like MBA, MCA, MS, etc.
Note:CES shall not cover any correspondence courses / on-line courses / part-
time programmes, or any course which is not regular / full-time, in India or
abroad.
d) Eligible elements / expenses to be covered under the CES scheme:
The expenses on the following items / elements shall be considered admissible

for financial assistance:-
BACK
i. For Studies in India:
• Admission / Tuition fee to school / college / institute / University.

• Examination / Library / Laboratory Fee.
• Fee and other charges payable to hostel / mess charges.
• Purchase of books / equipments / instruments / uniforms.
• Caution deposit / building fund / refundable deposit supported by
institution bills / receipts.
• Any other expense / fee against which college / institution issues receipt.
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ii. For Studies abroad (at the prevailing conversion rate):
• Admission/Tuition fees to College/University.

• Hostel/Mess charges.
• Examination/Library/Laboratory fee.
• Purchase of books/equipments/instruments.
• Caution deposit/building fund/refundable deposit supported by
institution bills/receipts.
• One way travel expenses/Passage money.
• Any other relevant expense / fee against which college / institution
issues receipt.
13.3. FINANCIAL ASSISTANCE CEILING ON THE CHILDREN EDUCATION

SUPPORT AMOUNT:
a. Employees may avail the financial support under CES scheme for the eligible
course(s), as being pursued by one / both eligible child(ren), in one or more
than one occasions / installments but the total financial assistance shall be
limited to the ceiling as prescribed hereunder :-
i. For studies in India: 10 times BP+DA subject to a ceiling of Rs.15 lac*.

[* Financial support for school education shall however be restricted to 25%
of the applicable ceiling].
ii. For studies abroad: 10 times BP+DA subject to a ceiling of Rs.20 lac*.
[* The ceiling will be inclusive of the earlier financial support taken, if any,
for studies in India].
Dual country program: (circular No.2018/HR/09 dated 24.05.2018)

Dual country program from an educational institute of India shall be regulated in
accordance to the provisions and ceiling applicable for studies in India.
As regards the admissibility of financial assistance towards the expenses incurred

abroad on the fees and cost of education for the period the child studies abroad,
the same would be regulated as per the list of eligibile elements/expenses
specified for studies abroad under the scheme within the overall ceiling for
studies in India.
b. The financial assistance under the CES scheme upto the ceilings, as prescribed
above, shall be allowed as reimbursement to the eligible employees subject to
the following grounds / conditions:
i. The child(ren) of employees should have secured admission to eligible

courses from a recognized / eligible institution in India, or abroad, and the
payment towards the necessary fees / expenses of the educational
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institution (as per the list of eligible expenses covered under the scheme)
has been initially settled / borne by the employee.
ii. Employees who have taken education loan from bank / financial institution
for education of their child(ren) in courses eligible under the scheme and
now intend to repay/refund the education loan (either fully or partially) to
the bank.
iii. Employees whose child(ren) are currently pursuing studies in India, or

abroad, and require financial support under the CES scheme to pursue their
remaining studies / course.
13.4. RECOVERY / REPAYMENT AND SECURING OF THE FINANCIAL

ASSISTANCE REIMBURSED UNDER CES SCHEME :
a. RECOVERY / REPAYMENT OF FINANCIAL ASSISTANCE:The financial

assistance / reimbursement as claimed by the employee on each occasion (i.e.
either in one or more than one occasions) would be recovered / settled on
individual claim basis in monthly installments within the period as opted by the
employee while claiming reimbursement on each occasion (subject to maximum
period of 180 months or the balance months of service left for superannuation,
whichever is less). Accordingly, the recovery of amount sanctioned / reimbursed
against each claim would be regulated as under:-
i. Recovery of financial assistance (each occasion): The amount reimbursed to

the employees shall be recovered in 85% of the period as opted by the
employee.
ii. Recovery of interest burden (against each occasion of financial assistance):

The interest component arising due to applying the average rate of borrowing
of the Corporation (in the previous FY) on the outstanding financial assistance,
will get accrued (on monthly basis) and would be recovered in monthly
installments in 15% of the remaining period, as opted by the employee.
b. SECURING OF THE FINANCIAL ASSISTANCE: The sanction of financial

assistance / reimbursement would be regulated as under:-
v. The net of monthly recovery of financial assistance under the CES scheme and
the other loan deductions like HBA, Car loan, etc. should not exceed 75% of
remuneration of an employee. The remuneration for the purpose shall be:-
- Basic Pay (BP)
- Dearness Allowance (DA)
- Perks & Allowances paid as cash component (including LFA on pro-rata
basis) within 50% of BP
- PRP / PLI/ PIS/Incentive payment – on pro rata basis
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ii. In order to secure the financial assistance, the sanction of reimbursement
claims would be subject to providing documentation / collateral security as
specified hereunder against the corresponding outstanding financial
assistance amount:
Category Outstanding Documentation / Collateral Security*

financial
assistance amount
A Upto Rs.4 lac No Security required as collateral
B Above Rs.4 lac to Indemnity / Bond by self + Maintaining 25
Rs.8 lac days EL as the leave balance towards
collateral security
C Above Rs.8 lac to Indemnity / Bond by self + Surety (by an
Rs.12 lac employee) + Maintaining 50 days EL
towards the leave balance as collateral
security
D Above Rs.12 lac to Indemnity / Bond by self + Surety (by two
Rs.16 lac employees) + Maintaining 75 days EL as the
leave balance towards collateral security
E Above Rs.16 lac to Indemnity / Bond by self + Surety (by two
Rs.20 lac employees) + Maintaining 100 days EL as
the leave balance towards collateral security
* Earned Leave (EL) shall not be admissible to be encashed if the same will lead
to shortfall in the minimum limit required to be maintained as collateral
security against the corresponding outstanding financial assistance amount;
however if required on urgent basis, the same can be allowed to be availed
on the merit of each case.
* Formats of the Indemnity / Bond by self and Bond by Surety, which are
required to be executed by the concerned, are attached at Annexure-13(A)
and Annexure-13(C) respectively.
iii. In case an employee do not comply with the provisions of the scheme, or
furnish wrong / false information / document or misuse the scheme in any
form, it will render him/her liable for disciplinary action, apart from incurring
the liability to refund the entire outstanding amount with interest. In such
case, the penal interest shall be levied @2% over and above the applicable
SBI lending rates for perquisite value calculation.
iv. In the event of separation from service due to voluntary / pre-mature

retirement, resignation, dismissal, termination, etc. the concerned employee
shall have to deposit in lump-sum the outstanding financial assistance amount
availed under CES scheme, alongwith the accrued interest, before separation.
v. In order to secure the liability arising out of any unforeseen circumstances

(including for the circumstances mentioned above) on account of recovery of
financial assistance from the employee, the Corporation shall have right to
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withhold and recover the amount from employee on account of his leave
encashment (including the minimum EL balance maintained as collateral
security), incentive payment, arrear payment, terminal dues, etc. This will be
besides the Corporation's right to initiate other actions as deemed fit.
vi. Eligibility of Surety employee: An employee shall be eligible under the CES
scheme to stand as a surety subject to the following conditions:
• He/She should have completed the probation period.

• He/She is not likely to superannuate within five years of executing surety
bond.
The liability of the surety will rest with him till the recovery in full (with
interest) is repaid to the Company.
vii. Mortgage Redemption Scheme: In order to secure the outstanding liability

of the financial support amount in the event of death or permanent total
disablement of an employee, a redemption scheme would be introduced in
the matter. Under the redemption scheme, an annual premium on financial
year basis shall be recovered from the employees @0.25% of the outstanding
financial assistance (as on 31st March of previous FY). The amount recovered
/ adjusted from the employee towards the redemption fund shall be passed
on to a separate account created for the purpose.
BACK
13.5 GENERAL TERMS & MODALITIES:
a. The employee seeking for support under the CES scheme shall be required to
submit the request in a prescribed format (with original receipt), on each occasion,
with the following supporting documents:
o Proof of admission to the eligible course from the eligible institute.

o Fee structure of the specified course and the payment schedule.
b. Corporation shall reimburse the amount claimed by the employee on the basis of
actual receipt / bills of payment initially settled / borne by the employee on the
basis of demand raised by the Institute, either periodically or otherwise based on
prescribed fee structure (i.e. quarterly / semester-wise/ annual, etc.), or as per
the expenditure incurred on other elements for which the coverage of expenses
is allowed under CES scheme. In this regard, the reimbursement claim will be on
the basis of original receipt, or on the basis of certified employee’s bank statement
if post-facto cheques were submitted to the Institute in advance. The Institute's
original receipt can be either in the name of employee or the eligible child but the
reimbursement will only be made to the employee.
c. Employees, who have taken education loan from Bank / financial institution for
education of their children and are opting to claim reimbursement under CES
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scheme to repay / refund the bank loan, would be required to submit the
statement of Bank indicating the outstanding bank education loan, alongwith the
certified copy of the original bank document of sanctioning the loan.
Subsequently, the original receipt of the amount deposited to the said bank would
need to be submitted within a period of 30 days for regularizing the financial
assistance granted under the CES scheme, otherwise the concerned employee will
be charged penal interest @2% over and above the applicable SBI lending rates
for perquisite value calculation.
d. The reimbursement claims will be entertained not more than twice a financial year
against the receipt(s) (either cumulative or single receipt) issued in the current /
previous financial year. The request for support under the CES scheme will be
allowed provided each claim is not below Rs.50,000/-.
e. The recovery / adjustment of installment will start from the following month in
which the reimbursement was made to the employee under the CES scheme as
per the prescribed methodology. However, at a given time, the number of
concurrent recoveries (of different installments) against each occasion of claiming
reimbursement shall be restricted to five. In case an employee, for whom five
number of concurrent recoveries are ongoing, is in need to claim further financial
assistance within the balance available ceiling with him, then she/he will have the
option to pay-back the entire outstanding financial assistance and its accrued
interest component in respect of at-least one of the five ongoing recoverable
reimbursement claims or adjust the same by its knocking-off from the subsequent
reimbursement claim.
f. The reimbursement shall only be allowed till the completion time / schedule as
per prescribed duration of the course; and in case the student / child fails to
complete the course within the prescribed duration, the support shall not be
extended beyond the prescribed duration. However, the continuation of CES
scheme may be considered under the following circumstances:-
o In case the failure to complete the course is due to sickness of the child.
o If the delay in completion of the course beyond the prescribed duration is on
the part of the institute.
The above relaxation will be subject to the employee giving satisfactory proof in
this regard.
g. The CES scheme will be applicable only if the child / student secure admission
within the age of 30 years; and if during the prescribed duration of the course the
age of child exceeds 30 years, the CES scheme shall continue to be applicable till
the prescribed duration of the course.
h. Normally, other than school, no change of educational institution / course from

the one declared at the time of claiming reimbursement for the first time for a
_________________________________________________________________________________________________________________
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particular level (Graduate / Post-Graduate, etc.) shall be allowed unless the
change is necessitated due to securing admission in a better course / institute.
i. At no point of time, the employee can avail the support under CES scheme in
respect of a child for pursuing two different courses simultaneously.
j. The employees under suspension shall not be eligible for claiming reimbursement
under the CES scheme.
k. As per small family norms of the Corporation applicable in respect of those

employees who have joined the Corporation on or after 1.7.88, the two oldest
wholly dependent children who are dependent (under Medical Rules) would be
covered under the CES scheme; however in the event of birth of twins as a second
issue, when the child from the first issue is also alive, then all the three children
would be eligible for the CES scheme. As regards those who have joined prior to
1.7.88, the children who are dependent under the Medical Rules would be covered
under the CES scheme.
l. Notwithstanding anything contained herein, the executive shall be bound to

comply with any supplementary rules / orders which may be made subsequently
in this regard from time to time with a view to safeguard the Corporation's interest
as well as to ensure proper observance of the provisions of CES scheme.
m. Management shall lay down the detail modalities / procedures in order to regulate
the scheme across the Corporation. Further, the Management reserves the right
to modify, cancel, add or amend any of these rules or resolve any implementation
issue or discontinue the scheme at any point of time.
n. In the event of any doubts or dispute with regard to any of the provisions of the
scheme, the interpretation / decision of Management shall be final and binding.
o. For the purpose of the scheme, Management shall mean Director(HR) of the
Corporation (i.e. Indian Oil Corporation Limited).
Circular NO.2015/HR/35 dated 31.08.2015 :
• The employee’s request/application for claiming financial assistance under the

Children Education Support (CES) Scheme shall be forwarded through Controlling
Officer to the HR Department for disbursal of the financial assistance.
• The dealing officer in HR Department shall be the competent authority for

approving the application after verifying the documents.
• The record of the employee’s application & documents shall be maintained by HR

Department.
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• Employee may be granted the financial assistance under the CES Scheme for the
purpose of repaying the amount withdrawn for children education purpose from
Provident Fund (PF), subject to the conditions laid down under the Scheme and
submission of proof of repayment to the Company within a period of 30 days of
release of financial assistance for regularising the same.
• The reimbursement claims of employees are permitted against the receipt(s) of

educational institutes issued in the current /previous financial year. Accordingly,
the financial assistance under the CES Scheme during the FY 2015-16can be
granted against the receipt(s) of educational institutes issued in FY 2014-15.
• An employee who is already a surety for HBA for the other employee, can be a
surety under the CES Scheme for the same employee/any other employee, subject
to the conditions laid down under the CES Scheme.
• The collateral security in the form of Earned Leave (EL) as required against the
outstanding financial assistance amount under the CES Scheme, shall be inclusive
of minimum EL balance of 15 days that is required to be maintained in the account
after EL encashmentunder the Leave Rules of the Corporation.
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FURNITURE ADVANCE
- WORKMEN
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14. FURNITURE ADVANCE – WORKMEN: BACK
14.1. Workmenon successful completion of probation period / confirmation areeligible to avail

the furniture advance as under (Circular No. DP/4/3/32 dated 31.05.2023):
Grade Ceiling of Advance(Rs.)
I & II 65,000/-
III to V 80,000/-
VI 1,15,000/-
VII 1,30,000/-
14.2. The workmen placed in Special Grades are entitle for Furniture Advance as per their
respective Salary Grades.
14.3. Workmen who have availed the advance as per the current ceiling (i.e. 45000/55000/
80000/90000) and the amount is yet to be recovered fully, will be entitled to draw the
differential amount of advance. The differential advance now paid will be recovered in
72 instalments. If a workman wishes to re-pay the entire outstanding advance in one go,
she / he may do so and she / he will be entitled to a fresh advance as per the enhanced
ceiling, which shall be recovered in 72 instalements.
14.4. In case of husband and wife are working in IOC and posted at same or different station,
the benefit under the Scheme for grant of Furniture advance shall be extended to both
husband and wife in their individual capacity.
14.5. Non-officer deputationist will be extended the facility of furniture loan. The provision of
the scheme regarding eligibility /entitlement etc would be applicable to them also.
The loan would be recovered from the loanee deputationist within 3 years (which is the
initial period of deputation) or the left over period for repatriation, taking the period of
deputation as 3 years. The concerned deputationist will have to clear the outstanding
loan, if any, before his release from the Corporation
14.6. Workmen against whom disciplinary action is pending may be allowed Furniture Advance
also since the loan is in the context of official duties.
14.7. Eligibility on Promotion / Appointment as officers:
A promotee officer or an employee appointed in grade ‘A’ from non-officer cadre may
continue to payback the loan already drawn by him under the scheme as per installment
plan previously applicable in his case. Such an officer will be considered eligible for the
facility under the separate scheme for provision of furniture / household items on hire basis
at the residence of officers after joining the final place of posting but only when he has
fully repaid the furniture loan drawn by him under this scheme.
14.8. Competent Authority

The Competent Authorities for sanction of the advance are as follows:
HO/Regions - Sr.Manager (A&W)

State Office /Dos/AOs Manager (HR)/Sr.Mgr.(HR)
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COMPUTER ADVANCE
- WORMEN
_________________________________________________________________________________________________________________
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BACK
15. COMPUTER ADVANCE: (WORKMEN)
15.1. ELIGIBILITY:
A workman who is appointed in one of the regular scales of pay shall be eligible to draw
Computer Advance after his confirmation, provided he/she has been rated minimum
“Satisfactory” in the last Confidential Report and he/she is neither undergoing any
punishment nor any disciplinary action is pending or contemplated against him/her.
15.2. ADVANCE AND RATE OF INTEREST :

(CIRCULAR NO.2023/HR/14 dated 31.05.2023)s
a) Eligible workmen shall be entitled to draw an interest free advance upto a

maximum of Rs.55,000/- to purchase Desk-Top/Laptop or an Ipad /Tablet on
recurring basis after completion of 72 months from the month of drawl of earlier
advance.
b) As a special dispensation, the workmen who have availed the Computer advance
as per the provisions of the pre-revised scheme (i.e. Rs. 35,000 recoverable in 72
installments), such workmen may also be allowed to avail a fresh advance under
the modified provisions, upon completion of 3 years from the month of drawl of
earlier advance subject to the condition that the employee gets the outstanding
amount of the previous advance adjusted against the fresh advance. In such
cases, the advance shall be limited to Rs. 55,000/- or the actual cost of Desk-
Top/Laptop/Tablet, whichever is lower minus the outstanding recoverabale
amount. Thereafter, the total advance would stand recoverabale afresh in 72
installments.
15.3. PROCUREMENT:
a) Desk Top PC under the Scheme would comprise of a CPU, Monitor, Key-board,
Mouse, Printer, UPS and Fax Modem (if not internally installed in the PC).
b) Workmen are permitted to purchase Laptop / Notebook PC, as an option to Desk-

Top PC, under the scheme.
The eligible workman shall make a request for grant of CA in the prescribed proforma
in duplicate, together with original Proforma Invoice from a Computer Dealer under
the Scheme showing the make and configuration of the Desk-Top PC and its Sale
Price.
c) The workman will have to produce the receipt of purchase of the Desk-Top PC
immediately on purchase but not later than 30 days from the date of disbursement.
Reimbursement may also be allowed to a workman who has purchased a Desk-Top PC

from his own fund. Under this option, the workman shall be required to produce the
receipt in original to A&W Deptt. at the time of submission of application
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BACK
15.4. MIS-UTILISATION OF ADVANCE:
In case the advance is not utilized for the purpose for which it is granted or if the original
receipt of purchase of Desk Top PC is not submitted within the prescribed period of 30
days and thereby it is misused, the following actions will be taken:
➢ The workman will be charged interest on the total amount of advance ) at a rate
1% above the Corporation’ borrowing rate of interest.
➢ The whole amount of the advance and penal interest calculated at a rate 1% above
the Corporation’s borrowing rate of interest from the date ofdisbursement, shall
immediately become due and payable.
➢ The recovery of the full principal and the penal interest thereon will start immediately
from the month in which the default occurs.
➢ Recovery will be made from the monthly salary as well as from any other payment
that may fall due including PLI, PIS or any other payment due to the workman
concerned.
➢ The penal interest at the rate stated above shall continue to be applicable till such
time the full advance is recovered from the workman.
➢ The normal ceiling of 65% deduction from salary would not apply in such cases.
➢ The defaulting workman would be debarred from grant of any advance/loan for any
purpose for a period of 5 years.
➢ The above penal actions will be without prejudice to any disciplinary action, which
the management may like to take as per rules.
BACK
15.5. AUTHORITY COMPETENT TO SANCTION COMPUTER ADVANCE:
Sr.Manager (A&W) – HO/RO/Sr.Mgr(HR),SO and all others in charge of Locations in

Marketing Division shall have the power to sanction the CA within the provisions of the
Policy. Refer relevant DOA.
_________________________________________________________________________________________________________________
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15.6. GENERAL: BACK
a) The sum total of all loans/advances drawn by an employee including CA should not
result in the monthly recovery exceeding 65% of his total monthly earnings.
b) If a workman who has drawn the CA is promoted/appointed to officer’s grade and is

otherwise eligible for a Desk-Top PC under the Scheme applicable for officers, he will
be required to first clear the CA before applying for the Home Desk Top PC under
the officers’ scheme.
c) If the borrowing workman ceases to be in service of the Corporation, for whatever

reasons or dies, the entire balance of the advance shall immediately become due
and payable to the Corporation and shall be recoverable from his dues.
d) Desk-Top PC purchased with the advance shall be kept by the workman at his
residence and not utilized for any commercial purpose. The responsibility of its
upkeep and maintenance will be solely on the employee.
15.7. REIMBURSEMENT OF EXPENSES INCURRED ON COMPUTER MAINTENANCE:

a) In order to facilitate workmen in upgrading/ maintaining the computer procured by
them (either through the scheme of Computer Advance or otherwise), it has been
decided to allow reimbursement of expenses incurred by them towards computer
maintenance upto the following ceilings effective from 01.01.2019.
Grade Ceiling (in Rs. p.a.)

I to IV 6750/-
V TO VII 7500/-
b) The claim shall be allowed once in a financial year in the format. The workmen shall
submit their claim for reimbursement starting from 1st July of the respective financial
year. However, in case of separation on or before 30th June, such workmen may be
allowed to claim reimbursement for the respective financial year.
16. FESTIVAL ADVANCE: (WORKMEN) W.E.F. 30.05.2023

(IOM MD/HO/ER/2/2 dated 30.05.2023)
All workmen are entitled to draw an advance of Rs. 30,000/- on the eve of important festival,
which is interest-free and recoverable in not more than 10 equal monthly instalments. The
advance is admissible only once in a calendar year provided the advance taken in the earlier
year has been repaid in full.
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SCHEME FOR
FURNITURE ON HIRE
AT RESIDENCE OF
OFFICERS
_________________________________________________________________________________________________________________
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17. SCHEME FOR FURNITURE ON HIRE AT THE RESIDENCE OF BACK
OFFICERS:
17.1 Officers shall be eligible for provision of furniture/household items considered useful by
them at their residence, on hire basis. The residence may be owned or hired by the
Corporation, or by the officer himself, but shall be at the place of posting. Officers who are
allowed to retain their family are also eligible for the provision of furniture items at the
said residence. Officers in Grade 'A' including promotee officers, on completion of induction
training may be extended the facility. However, promotee officers will be required to pay
back the outstanding furniture loan and interest accrued thereon before they can be
permitted to procure furniture under the scheme. In case of husband and wife working in
IOC and posted at the same or different stations, the benefit under the Scheme of Furniture
on Hire shall be extended to both husband and wife in their individual capacity.
17.2 Under the Scheme for furniture at the residence of executives on hire charge basis, the
executives are entitled for furniture / household items including Desk Top/Notebook PC
upto a prescribed gradewise ceiling alongwith the provisions for maintenance / repair of
the furniture items and for replenishment / buy back of the items at the depreciated cost.
The said scheme for furniture on hire basis is being loaded within the executive’s perks
ceiling of 50% of BP.
17.3 Deputationist would also be entitled to the subject scheme for furniture on hireincluding
the facility of Home Desk-Top PC. They will have to buy back the same on completion of
stipulated period or on repatriation to parent department, whichever is earlier, as per the
provisions governing the purchase of items by the Officers of the Corporation.
17.4 The total cost of the items inclusive of cost of packing / loading / unloading / transport for
various categories of officers shall not exceed the following ceilings. The monthly hire
charges at flat rate, for the furniture to be recovered are shown against each grade (IOM
No.DP/1/6(B)/67 dated 24.08.2022)
Grade Cost ceiling (Rs.) Hire charges

(pm) (Rs.)
A0 1,25,000/- 125
A 1,80,000/- 180
A1 1,80,000/- 180
B 2,00,000/- 200
C 2,75,000/- 275
D 3,50,000/- 350
E 4,50,000/- 450
F 5,25,000/- 525
G 6,25,000/- 625
H 6,75,000/- 675
I 7,75,000/- 775
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17.5 The categorization and rate of depreciation for furniture / electric items/replenishment/
buyback period under the scheme would be as follows:
Sl. Categorisation Type of Furniture Depreci Replenish

No. ation ment Time
Rate
i) Electric/Electronic An item that operates using 20% 4 Years
electrical power (Alternating
current – AC or Direct current -
DC) and cannot be made
functional without providing such
power to derive intended result
(e.g. Air Conditioner,
Refrigerator, Television, Electric
Juicer, Microwave Oven, Geyser,
Mobile Phone, Camera, etc.
ii) Soft furnishings Soft Furnishing – Curtain, Carpet, 100% 4 Years

Mattress, Pillow
iii) Others Items not covered under (i) & (ii) 15% 6 Years
above will fall in this category.
17.6 The buy-back of the item at the time of superannuation, or during service at the time of its
replenishment after prescribed years, during which the item has already been fully
depreciated by 100% under the respective scheme, would be transacted without recovery
of a minimum value.
17.7 At the time of superannuation, if the item has been utilized for atleast 3 FYs and if the item
has not fully depreciated by 100% under the respective scheme, the buy-back would be
allowed to be transacted without recovery of depreciated value.
17.8 For the cases not getting covered under points above, the buy-back will continue to be
transacted at the depreciated value subject to a minimum value of 1%/5% of the initial
purchase cost as.
17.9 Further, the relevant taxes, as applicable, shall be levied and recovered on these buy-back
transactions.
17.10 In case of pre-mature death of an officer, the family will be required to pay book value or
30% of the original cost, whichever is lower.
17.11 Depreciation rate : The depreciation rate on soft furnishing would be 100% p.a.
17.12 Maintenance: The ceiling upto which the cost towards repair & maintenance of the
household / furniture items is reimbursable is 25% of the actual cost.
_________________________________________________________________________________________________________________
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17.13 The book value at the time of superannuation for the furniture /house-hold items, provided
under the Scheme shall be calculated at the depreciation rates applicable during the service
period. Effective 18/3/02 (circular no. 21/2002) irrespective of the quarter in which the
furniture has been purchased and the quarter in which the retirement / resignation takes
place, depreciation shall be reckoned for the full financial year for the purpose of settlement
with the employees. For eg. If an employee purchases an item of furniture in the month
of March 2002 and attain superannuation in the month of April 2002, depreciation in full at
the applicable rates under the scheme shall be allowed for the financial year 2001-02 and
also 2002-03 without any restriction on quarters. The depreciation in the books of accounts
shall be charged at applicable rate on a quarterly basis.
➔ The R&M entitlement would be claimed for reimbursement in the same year it becomes
due. There would be no carry forward of unclaimed entitlement to next year.
➔ Officers shall submit their claim in ESS for reimbursement.
➔ The reimbursement of annual maintenance expenses would however, be admissible

on the value of the items as per records as on 30th June of the same financial year.
17.14 The furniture items of minimum cost of Rs.2,000/-, which in essence satisfies all the
following broad principles / criteria, may be considered under the scheme (IOM
No.DP/1/6(B) dt.24.08.2022):-
17.15 The furniture/household items should be of such nature which can be accounted for in the
books of Corporation.
i) The items procured should be basically a furniture item or household item that is
normally to be retained and used within the household (like AC, sofa, etc.). The place
of purchase of these items should normally be the place where the officer is posted or
the place where family retention has been permitted.
ii) However, certain electronic items like cellular phone, tablet PC, camera, etc. may also
be considered under the scheme; and the purchase of these electronic items can be
from a place other than the place of posting/family retention.
iii) Following health and fitness related items are also allowed under the scheme.
Bicycle-A Road bike with gears, Smart Watch (with health parameters monitoring
functionality), Fitness Band, Gym Ball, Chair for Therapeutic Massage / Pain Relief,
Multi Exercise Chair, Multi Station Gym, Elliptical Machine, Cross Trainer, Step Machine
iv) The furniture /household items purchased should neither be purely a personalized/
cosmetic/ornamental nature of items nor a craft/painting/musical
instruments/decorative/sanitary-ware nature of items. For example, foot spa,
jewellery, electric razors, massagers, statues, paintings, wash basins, musical
keyboard, helmet, etc. should not be considered under the scheme.
_________________________________________________________________________________________________________________
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iv) The ceiling/amount towards procuring furniture/household item under the scheme
should be utilized to purchase a full unit whose value is minimum of Rs.2,000/-. The
amount should not be used to procure a spare part/accessory item.
v) The furniture/household items should be brand new item i.e. second hand item shall
not be permissible under the Scheme.
vi) The items which may otherwise normally be covered as a cost inbuilt as part of a house
for which HBA is allowed, or the items which may be covered as cost of major repairs
& renovation in a flat for which additional HBA can be granted, should not be
permissible under the scheme.
17.16 Officers may utilise their credit card to procure furniture / hosehold items. In case of
payment made through credit card transaction through internet where credit card receipts
are not generated, in place of credit card receipt, credit card / bank statement may be
enclosed.
17.17 Officers may procure furniture items/PC as per their entitlement by making the payment
through an account payee cheque in the name of the Dealer from their own account or
through their own Debit Card/Credit card/ digital wallet/Unified Payment Interface (UPI)
applications provided the digital wallet/ UPI application is associated with executives name
and mobile number/Bank Account(as applicable).[IOM No. DP/1/6(B)/72 dated 24.08.2022]
Subsequently, they may claim reimbursement of the permissible expenses as per
entitlement under the Rules based on the receipt from the Dealer showing the mode of
payment of the Officer. While exercising this mode of payment, officers may ensure about
their eligibility and entitlement under the Scheme.
17.18 The officers would be allowed to submit their claims for reimbursement of expenses incurred
on purchase of permissible furniture / household items only upto a time limit of 2 months
from the date of the bill / quotation(Circular no. 2014/HR/02 dt. 2.1.2014)
17.19 Where payment is made through credit card, the payment would be reimbursed to the
officer concerned. The officer’s claim for reimbursement is processed on production of
original receipt of purchase from the vendor with a mention that payment has been received
through credit card no…. and original credit card transaction slip.
17.20 The officer concerned can also submit Proforma Invoice, if the value of the item(s)
mentioned in the Proforma Invoice exceeds Rs.30,000/-, to release advance payment. The
officer concerned shall be required to purchase the item within one month from the date
of credit of advance and for settlement of advance, the officer should submit the furniture
claims not later than two months from the date of bill of furniture/household item.
Thereafter, the claims shall not be entertained. Further, in case of non-settlement of
advance within the maximum period of three months from the date of credit of advance,
the said advance shall stand recovered alongwith interest @2% over and above the
applicable SBI lending rates for perquisite value calculation.
Note : While exercising the mode of payment, officer, for his own benefit, may ensure
about his eligibility and entitlement under the Scheme.
_________________________________________________________________________________________________________________
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17.21 Since furniture is an asset of the Corporation, the responsibility for payment towards
procurement of furniture asset primarily rests with the officer. However, in case an officer
is unable to make the required payment of the furniture cost due to the limitation in the
credit card limit of the officer, then payment through spouse’s credit card may be allowed,
but the item so procured shall be in the name of the officer himself. In such case, the officer
would be required to claim reimbursement based on original credit card transaction slip of
spouse and on the basis of original receipt of purchase from the vendor (mentioning that
payment has been received through credit card number ………….). Further, the officer shall
be required to make a self-declaration that due to limitation in the credit card limit, the
payment for the furniture/household item(s) has been made by his/her spouse.(Circular
No.2014/HR/48 dated 01.10.14)
17.22 NO CASH PURCHASE WILL BE ALLOWED
17.23 Buy Back of soft furnishing items in cases of resignation and separation on account of
action arising out of discplinary action
Period between date of separation on account of Buy-back value as percentage of

resignation or on account of any disciplinary the initial cost reimbursed :
action and date of purchase of soft furnishing
items
One or less than one year 100%
> One year and <= Two years 75%
> Two years and < = Three years 50%
> Three years and <= than four years 25%
> = 4 years Nil
_________________________________________________________________________________________________________________
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SCHEME FOR DESK
TOP PC/ NOTEBOOK
PC AT HOME -
OFFICERS
_________________________________________________________________________________________________________________
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18. SCHEME OF DESK-TOP PC/NOTE BOOK PC AT HOME:
18.1. A “Home Desk-Top Scheme” under the overall existing scheme for furniture/household
items on hire at residence of officers, has been introduced in Dec. 1998/Oct. 1999 with
the objective of promoting (i) information technology within the Indianoil family,
particularly in the context of our Corporate “MANTHAN” Project, and (ii) facilitating work
at home as and when required due to exigencies of the Corporation’s business.
18.2. The ceilings/provisions of the scheme is as under :

(i) Cost ceiling : The cost ceilings upto which the Laptop / PC/ iPAD / Tablet along with
peripherals (including software items) can be procured shall be as under (IOM No.
DP/1/6(B)/73 dated 25.08.2022)
Grade Ceiling
Gd. A0 Rs.60,000/-
Gd. A & A1 Rs.70,000/-
Gd. B & C Rs.85,000/-
Gd. D, E & F Rs.1,00,000/-
Gd. G & H Rs.1,10,000/-
Gd. I & above Rs.1,20,000/-
(ii) Hire value : The monthly hire value shall be as under :
Grade Hire value (p.m.)

(w.e.f. 01.09.2018)
Gd. A & A1 Rs.200/-
Gd. B & C Rs.250/-
Gd. D & above Rs.300/-
18.3. For the purposes of maintenance and internet connectivity, the officers may claim
reimbursement of expenses upto annual ceiling of Rs.9,000/- effective from FY 2016-17
(Circular No.2016/HR/37 dated 23.08.2016). The reimbursement shall be admissible once
in a financial year on self certification by the officer. No carry forward of the un-utilised
entitlement shall be admissible, which shall lapse at the end of the financial year.
18.4. Replenishment of a PC would be allowed on completion of 3 years from the date of

purchase. The depreciation rate for Desk Top PC/Note Book procured under the Scheme
shall be 33-1/3% p.a. effective from F.Y. 2016-17 (Circular No.2016/HR/39 dated
25.08.2016). The printer, peripherals procured alongwith the old PC and other `hardware
/ software upgradations / add-on which were acquired subsequently under the annual
provision of Rs. 5000/- for upgradations / add-on, which are 3 years old or more would
also be compulsorily included in the buyback alongwith the PC at the depreciated value. If
the officer wishes to buy items which are not 3 years old, they may do so at their option
at the depreciated value taking into account the date of updation.
18.5. The buy-back of Desk Top PC/Note Book at the time of replenishment or at the time of
separation shall cover all attached items (hardware and/or software add-on/ up-
gradations), irrespective of the period of procurement of the item, at depreciated value
(i.e. calculated at the same depreciation rate of 33 1/3 % applicable for Desk Top PC/Note
Book PC). (Circular No.2016/HR/41 dated 30.08.2016).
_________________________________________________________________________________________________________________
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18.6. Officers may procure PC / Laptop as per their entitlement either by making the payment
through an account payee cheque in the name of the dealer from their account / through
the debit/credit card/ digital wallet/Unified Payment Interface (UPI) applications provided
the digital wallet/ UPI application is associated with executives name and mobile
number/Bank Account(as applicable) [IOM No. DP/1/6(B)/72 dated 24.08.2022] and
subsequently may claim reimbursement of the permissible expenses as per entitlement
under the rules based on the receipt from the Dealer showing the mode of payment of the
officer. Advance will be paid to the officer on the basis of Proforma Invoice obtained from
the Dealer and submit the receipt of purchase after having procured the PC. Transactions
to be completed and settled through ESS within 2 months from the date of release of
payment to the officer concerned.
18.7. Payment is also allowed through net banking from employee's own account, if he/she
produces original bill from the vendor and a self-attested copy of his net banking statement
of his account.
Note : While exercising the mode of payment, officer for his/her own benefit, may
ensure about his/her eligibility and entitlement under the Scheme.
18.8. The eligible officers may purchase Desk-Top or Note Book PC with prescribed minimum
specifications, of any of the under mentioned reputed brand/company:
HP, Compaq, HCL, IBM, Wipro, Dell, Acer, Toshiba, Lenovo, LG, Samsung, Sony, Apple,
Zenith, Fujitsu, ASUS, Micro-Star International (MSI) and Microsoft.
Under no circumstances, assembled PC will be allowed under the scheme.
Officers can purchase the above mentioned branded Desk-Top or Note Book PC from any
of their authorized dealers/distributors or directly from the Company.
18.9. For claiming reimbursement on Maintenance and Internet connectivity expenses, Officers
shall submit their claim thru ESS as and when they are entitled for claiming the same.
18.10. The payment will be paid in the month of July every year. Reimbursment claims of officers
superannuating before July or those who become eligible for reimbursement after July will
be dealt with on individual basis.
18.11. Above reimbursements shall be admissible only in respect of a PC procured under the Desk
Top PC Scheme.
18.12. An officer provided with furniture items / PC shall be liable to keep the same with him and
shall be liable for its carriage and custody in the event of transfer, long absence, etc.
18.13. In case both husband and wife are working as officers and are posted at the same station,
facility of PC will be admissible to both the officers of the Corporation in their individual
capacity subject to meeting the prescribed criteria of performance, irrespective of their
place of posting
18.14. GENERAL
i) Computers procured under the scheme shall be kept by the officer at his / her residence
and not used for commercial purpose.
ii) Officers shall use only licensed software in the computers. Any liability out of non-
compliance of this clause would be charged to the individual officer.
_________________________________________________________________________________________________________________
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OTHER BENEFITS/
FACILITIES/
PROVISIONS
_________________________________________________________________________________________________________________
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19. OTHER BENEFITS / FACILITIES / PROVISIONS
19.1 HONORARIUM TO IN-HOUSE FACULTY:

a) The rates of honorarium paid to in-house faculty across the Corporation has been
standardized irrespective of the location/training institute.
b) Rates of honorarium payable to an officer will be same irrespective of whether it is at

IIPM or at IMCL, Mumbai or at IMA-Haldia or any other training location.However,
officers posted in T&D function, IiPM & IMA, Haldia or whose primary responsibility
involves taking sessions or where ones job responsibility includes imparting training,
honorarium shall not be payable for delivering lectures as faculty.
c) The rates are as under (Cir.No.2012/HR/25 dt. 17.10.12 / DP/5/12 dated 06.12.18):-
Ratings received by the faculty

Grades Duration < 80% >=80% >=90%
to <90%
Board members Less than 3 hours Rs.2500 Rs.3000 Rs.3500
3 hours and more Rs.4000 Rs.4500 Rs.5500
EDs(Gr.I)/ Less than 3 hours Rs.1500/- Rs.2000/- Rs.2500/-
CGMs(Gr.H) 3 hours and more Rs.2000/- Rs.3000/- Rs.3500/-
GMs(Gr.G) / Less than 3 hours Rs.1000/- Rs.1500/- Rs.2000/-
DGM (Gr.F) 3 hours and more Rs.1500/- Rs.2000/- Rs.3000/-
Ch.Mgrs.Gr.(E) Less than 3 hours Rs.800/- Rs.1300/- Rs.1800/-
& below 3 hours& more Rs.1200/- Rs.2000/- Rs.2700/-
Workmen Less than 3 hours Rs.400/- Rs.900/- Rs.1400/-
3 hours& more Rs.600/- Rs.1400/- Rs.2100/-
d) Honorarium for retired IOCL executives coming as faculty and sharing their
knowledge is as under ( effective 1.09.2012 ) :-
Ratings received by the faculty

Grades Duration < 80% >=80% >=90%
to <90%
Board members Less than 3 hours Rs.6000 Rs.6500 Rs.7000
3 hours and more Rs.9000 Rs.9500 Rs.10500
EDs(Gr.I)/ Less than 3 hours Rs.4500/- Rs.5000/- Rs.5500/-
CGMs(Gr.H) 3 hours and more Rs.7000/- Rs.7500/- Rs.8500/-
GMs(Gr.G) / Less than 3 hours Rs.4000/- Rs.4500/- Rs.5000/-
DGM (Gr.F) 3 hours and more Rs.6000/- Rs.6500/- Rs.7500/-
Ch.Mgrs.Gr.(E) Less than 3 hours Rs.2500/- Rs.3000/- Rs.3500/-
& below 3 hours& more Rs.4000/- Rs.4500/- Rs.5500/-
Workmen Less than 3 hours Rs.1500/- Rs.2000/- Rs.2500/-
3 hours& more Rs.2000/- Rs.2500/- Rs.3000/-
_________________________________________________________________________________________________________________
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e) Honorarium for Leadership conversation [DP/5/12 – 6.12.18]
Leadership conversation with CXOs, including Functional Directors – Rs.7000.
f) No honoraraium shall be paid for Skill Development sessions / informal traning

sessions / training sessions at the operating locations outside the tarning centres, on-
job traning sessions, etc.
g) If the traning session exceeds 3 hours (i.e. session is atken for the whole day) or a
particular topic durina a single day, the faculty honorarium payable shall be limited to
maximum of 2 sessions of 3 hours & more duration per day.
h) When a particu;ar session is tane by multiple faculties, honorarium payable to the

multiple faculties taking single session / session on same topic shall be 60% of their
entitlement to all the faculties individually.
i) No honorarium shall be payable to officers posted in Learning & Development function

for sessions taken by them.
19.2 USAGE OF E-MAIL & INTERNET: BACK
a) Corporation provides various facilities to its employees for improving the productivity
of the employee such as PCs, Laptop, Internet Access, e-mail etc. on need basis. It
is necessary that these facilities are used judiciously and for official purposes only.
The Internet usage policy has been designed keeping in mind enhanced PC
penetration, the network security aspects and the need to avoid misuse/malicious use
of Internet.
b) Policy for allowing Internet Access:
1) Officers having networked PC will normally be provided e-mail facility. However,

internet access will be provided to officers in Grades ‘A’ to ‘E’ on needbasis, on
specific recommendation by HOD/location in charge in Grade-G & above.
2) Non-officer employees shall be provided e-mail on their PCs for specific purposes
as certified by the Head of the Department and after the due approval of the
designated Competent Authority (Grade-=H & above)
3) E-mail account shall be closed immediately on the separation of the employee

by way of Retirement, Resignation, Death etc.
4) Use of e-mail/Internet facilities is prohibited for malicious activities like

downloading of music/video, playing music/video, visiting pornographic sites &
downloading pornographic pictures etc.
5) The server logs and the electronic ‘paper trails’ shall be considered proof for
deciding misuse of e-mail and Internet.
_________________________________________________________________________________________________________________
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6) The internal communication should be preferably done using the corporate
mailing system. The fax messaging should be used only when the e-mail is not
possible.
7) Only System Administration and Offices in Grade-H & above shall be authorized
to send mass mail. Any mail sent to a group of above 20 addresses shall be
considered mass mail. Any Officer who wants to send official mails to more than
20 people can be exempted from the restriction on approval of ED of respective
function at HO, Regional Head at RO and State Head at State Office.
8) Internal user/owner of an e-mail account shall be responsible for protecting his

account ands PC from unauthorized use. He/She will take all precautions in this
regard including safekeeping of the passwords. The owner of the e-mail account
shall be held responsible, if his/her account has been used to compromise the
organization, e.g. sending defamatory e-mail, use of harassment, unauthorized
purchasing etc.
9) For all PCs on which Internet access facility has been given should have a defined
‘owner’, who could be held responsible for any violation of e-mail or Internet
usage policy from that PC. This would also apply to all user accounts who will
be responsible for e-mail and Internet usage from their respective accounts.
10) Use of e-mail is strictly prohibited in the following respects:
➢ Sending or forwarding unnecessary messages or other non-work items

particularly to several people.
➢ Sending or forwarding material that could be construed as confidential to
such recipients who are not authorized to receive the same.
➢ Sending or forwarding political, profane, obscene, threatening, offensive or
libelous e-mails.
➢ Sending or forwarding messages for purposes constituting clear conflict of
company interests and policies or violation of company’s security policy.
➢ Broadcasting unsolicited personal views on social, politicial, religious or other
non-business matters.
11) In case any employee is observed to be violating above guidelines, his/her

e-mail/internet access will be barred without assigning any reason, besides
appropriate action as deemed fit. Such misuse of e-mail & internet facilities
tantamount to misconduct under the CDA Rules and invites disciplinary action.
12) Corporation encourages the use of electronic mail and does not wish to inspect
or monitor electronic mail routinely or to be the arbiter of its contents.
Nonetheless, the electronic mail and data stored on the IOCL mail network of
computers may be accessed by the Company or its authorized representative,
for the following purposes:
▪ Troubleshooting hardware and software problems.
▪ Preventing unauthorized access and system misuse.
▪ Retrieving business related information from a mail account.
▪ Complying with legal requests for information.
▪ Re-routing or disposing of undeliverable mail.
_________________________________________________________________________________________________________________
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19.3 POLICY FOR NOMINATION OF HOTEL: BACK
a) Normally Officers while on tour are required to avail Corporation owned Guest Houses,
if available at the touring station. Wherever Guest House facility is not available,
Officers would be accommodated in nominated hotels.
b) It will be Corporation’s endeavour to nominate decent and respectable hotels at all

such locations, which are normally visited on tour by the officers. Nominations will be
made only if the Hotel agrees to a discount over the published/regular tariff.
Provisions for early check-in / late check-out and breakfast/dinner tobe negotiated.
c) Marketing Division would be responsible for nominating hotels all over the country.
However, at Refinery locations and other locations, which are not covered by
Marketing Division but are of specific requirement of the other Divisions, the
nomination of hotels will be done by the concerned Divisions. For North-East, AOD
will be the co-ordinator.
d) A Committee comprising of 3 members preferably of a DGM (representing concerned

State Office) and two grade E level officers representing HR Deptt and Finance
Deptt.shall scout for good Hotel(s) and carryout negotiations with them to get the
best possible offer. The Committee would examine the Hotels for nomination and
submit its recommendation to the Competent Authority for approval.
e) The financial powers of the Competent Authorities empowered to nominate Hotels

have been enhanced as under:
Division/Locations Competent Authorities Tariff per day

(exclusive of
taxes)
a) Marketing Division HR Head of Mktg Divn Rs.7500/-
b) Marketing Division State Office Incharge/ Head Rs.5000/-
of Regl Office (Minimum
Grade-H)
c) Divisional Director, if the tariff/rate is more than Rs.7500/- per day
f) Hotels for Officers while on tour to ‘Metro Cities’ (now ‘X’ class cities*), À, B-1 & B-
2 (now ‘Y’ class cities*) and ‘C’ and ‘UC’ class cities (now ‘Z’ class cities*) are
nominated. { * As per HRA classification }.
However, in the ‘Z’ class cities where hotels have not been nominated, hotel room
can be hired by a touring officer upto prescribed per day tariff ceiling. The tariff
ceilings in the ‘Z’ class cities where hotels have not been nominated are as under (
Circular No. 2021/HR/24 dt. 03.08.2021) :
Grade Ceiling (exclusive of taxes )
(in ` per day)
H&I 8000/-
F&G 5600/-
D&E 4300/-
A1, B & C 3200/-
A0 & A 3000/-
_________________________________________________________________________________________________________________
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g) In all ‘X’, ‘Y’ and ‘Z’ class of cities, where touring officers have to visit, nomination of
Hotels have to be done through the normal procedure of nominating hotels. There
would not be any ceiling for any class of city and touring officers have to stay at
nominated hotels only. In case of non-availability of entitled accommodation in a
nominated hotel, the local office would arrange a comparable accommodation in any
other hotel in that city / location within the approved tariff of the nominated hotel at
that location.
h) The entitlement of officers in Grades A to C is AC room (upto normal 3 Star Hotels).

The entitled accommodation for higher grade officers shall remain same i.e. AC Room
for Grades D & E, AC Deluxe Room for Grades F & G, Executive/Business Class room
for Grades H & I officers.
i) It is necessary that the accommodation in Corporation’s Guest Houses, if any

available, is utilized first before arranging accommodation for a touring officer in a
hotel. Further to ensure economy in hiring of hotels, the hotel bookings should be
done through Local Office / Admn.Deptt.
j) No hotel will be nominated for workmen category of employees. However, tariff

ceiling for hotel accommodation is laid for them (Refer Part-B for hotel tariff for
workmen).
k) The touring officers will be permitted to book through SBT, non nominated Hotels in
X,Y & Z class cities, within the hotel tariff ceiling of Z Class cities as mentioned in point
(1) above, in addition to the available nominated hotels, if any, as per their
convenience.
19.4 NOMINATED HOTEL FACILITY FOR OFFICERS AND THEIR DEPENDENT FAMILY
MEMBERS DURING LEAVE / HOLIDAY:
BACK
a) A Nominated hotel facility scheme is there for the officers of the Corporation and
their family members during leave/holidays at the following cities, subject to
currency of agreement with Hotel:
1 Mumbai 6 Kodaikanal
2 Trivandrum 7 Jodhpur
3 Udaipur 8 Gangtok
4 Port Blair 9 Mussorie
5 Lonavala
b) Break fast and one meal is included in the services except for Udaipur where Bed Tea
and break fast is included.
c) The accommodation in a nominated hotel under the scheme shall be admissible to

the officers and their dependent family members only (as approved under the
corporation’s policy) any time during the year. The family can avail the facility only if
accompanied by the officer.
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d) The Officers can avail the facility only once in a block of 2 calendar years at any one
place of choice. The block of 2 calendar years will be 2007-08, 2009-10 and so on.
There shall be no carry forward/brought forward of the entitlement from one block
to the other block.
e) The accommodation in the nominated hotels will be available for a maximum of 4

days, subject to availability. In this regard the check-in and check-out timings
followed by the hotel shall be observed. The Management’s liability to pay
accommodation charges will be limited to a maximum of 4 days stay.
f) The 0fficers would pay a nominal flat per day charge of Rs.50/- for the period of stay
for availing the hotel accommodation. The payment shall be made in advance at the
place of posting. The HR Deptt. shall issue the Authority Letter only after the requisite
payment has been deposited by the officer.
g) Actual amount as paid by the Corporation / reimbursed in the financial year of claim
towards this facility shall be laoded within the perks & allwoances ceiling [currently
35% of BP].
h) Officers will be required to book accommodation with the nominated hotel on their
own. In case of Port Blair, Hotel booking has to be made through General Manager,
The Andaman & Nicobar Island Integrated Development Corporation Limited. They
would obtain an authority letter from their HR Deptt. (RO/SO) and produce at the
time of reporting at the Hotel. They shall also carry their identity card for verification
of identity. The concerned HR Deptt.Shall also fax a copy of the Authority Letter to
the concerned Regional Office / State Office of Mktg. Divn.for processing the Hotel
Bills.
i) The forms should be duly filled in and certified by controlling officer/HR Head, putting
their respective Rubber stamps, indicating the name, designation, phone, fax no. E–
mail ID etc so that they can be easily contacted for any assistance, clarifications if
required while processing the Hotel Bills.
j) In case of non-availability of the entitled accommodation in a nominated Hotel during

the desired period, no alternative arrangement would be made available by the
Corporation for the officer and his family
k) Irrespective of the number of dependent family members of an officer availing the

facility, a maximum 2 rooms will be admissible under the scheme.
l) The officer and family members shall enjoy all such facilities during stay in the
nominated hotel as are made available by the hotel within the approved tariff. Any
extra consumables or services availed during stay beyond what is permissible as per
the scheme, would be paid and settled by the officer directly with the hotel at the time
of check-out.
m) The Officer shall be responsible for cancellation of the booking made by him in case
he is not in a position to avail the facility booked by him at the nominated hotel.
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n) No DA will be admissible during the period of stay in the nominated hotels.
o) The Officers who are posted in the city/town where the Nominated Hotel is located,
shall not be entitled to avail the facility at such Nominated Hotel. They may, however,
enjoy the facility at other locations. Similarly, if a Nominated Hotel is located at the
declared Home Town of an officer, the same shall not be available to him.
p) The bills will be raised by Nominated Hotels with the concerned Regions/State
Offices/Head Office of the Mktg. Divn. for settlement. Details of expdt incurred by
the officer for availing the facility have to be intimated to the concerned Regional
Finance/State Finance/Refinery Finance/Pipeline Finance, etc. as the case may be.
q) The concerned HR Deptt. Shall maintain a record of availing of the Nominated Hotel
facility by officers in their records and LTC record with them and also maintain the
database.
BACK
19.5 HONORARIUM TO INQUIRY / PRESENTING OFFICERS CONDUCTING
DEPARTMENTAL INQUIRIES
As per the timeframe of a Departmental Inquiry, it is to be conducted and report submitted
by the Inquiry Officer within six months from the date of appointment of Inquiry.
The amount of Honorarium payable to Inquiry Officers/ Presenting Officers as well as terms
and conditions for payment of the Honorarium are as under :-
(1) Amount of Honorarium:
Item Revised
Rate PreviousUpper Upper
Ceiling ceiling
ED & Sitting for 3 hrs or more per day 2250 Rs.25000/ Rs.37500/
above Sitting for less than 3 hrs per day 1875 inquiry inquiry
Grade Sitting for 3 hrs. or more per day 1875 Rs.20000/ Rs.30000/
G&H Sitting for less than 3 hrs per day 1500 inquiry inquiry
Grade Sitting for 3 hrs or more per day 1500 Rs.15000/ Rs.22500/
D, E & F Sitting for less than 3 hrs per day 1250 inquiry inquiry
Grade Sitting for 3 hrs or more per day 1250 Rs.12500/ Rs.18750/
A, B & C Sitting for less than 3 hrs per day 1000 inquiry inquiry
(2) General conditions:-

(a) Payment of Honorarium in respect of the Inquiries shall be on Lumpsum basis on
submission of the Inquiry Report as per the schedule mentioned in (1) irrespective
of the number of sittings/duration of sitting.
(b) As conveyed vide IOM No. IR/1292 dated 25.11.2008 one of the conditions for
payment of honorarium was that the inquiry proceedings have commenced within
15 days from the receipt of letter of appointment of IO and PO from the CDA and
that the report of IO has been submitted within six months from the date of
appointment of Inquiry. As per the revised guidelines the condition w.r.t.
commencement of inquiry within 15 days has been dropped. However, the
requirement of submission of Inquiry Report within six months from the date of
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appointment of Inquiry for payment of Honorarium at full rate shall remain
unchanged.
(c) As per the earlier policy Honorarium was payable to the IO/PO at 70% of the
rates, if the report is submitted after six months but within nine months from the
date of appointment of Inquiry. No honorarium, however, was payable to the
IO/PO in the event they fail to submit the report within the extended period of
nine months from the date of appointment of IO/PO. This condition has been
revised as under:-
(i) Honorarium shall be payable to the IO/PO at 70%, if the report is submitted
between 6 to 9 months from the date of appointment.
(ii) Honorarium payable to the IO/PO at 40%, if the report is submitted
between 9 to 12 months from the date of appointment.
(iii) No honorarium payable in case the report is submitted after 12 months from
the date of appointment of IO/PO.
(d) If the inquiry report is submitted within 3 months from the date of appointment
of IO/PO, an additional amount equivalent to 50% of the Honorarium shall be
payable to the IO/PO. If the inquiry is completed within 4½ months of date of
appointment of IO/PO, an additional amount equivalent to 25% of the
Honorarium shall be payable to the IO/PO.
(e) A minimum of 2 hearings/sittings must be fixed in a month and the gap between
two hearings/ sittings should not exceed 15 days. In the event the above is not
complied with, the honorarium payable will get reduced by an amount equivalent
to 10% of the Honorarium payable.
(f) In the event, PO fails to submit the written brief of the case in the departmental
inquiry within 15 days of the date of last proceedings of the inquiry as per
directions of IO, his/her honorarium will get reduced by an amount equivalent to
25% of the Honorarium payable to him/her.
(g) Multiple Inquiries: If the Inquiry Officer is handling more than one inquiry
simultaneously, one month additional time for each inquiry may be considered
for addition to the stipulated period of 6 months for grant of honorarium at normal
rates e.g.
No. of Time Honorariu Honorarium for Delayed Submission
inquiries Allowed for m for
reports timely
submission submission
2 8 Normal 70% -for reports submission between 8
to 11 months.
40% -for reports submission between 11
to 14 months.
3 9 Normal 70% - for reports submission between 9
to 12 months.
to 15 months.
4 10 Normal 70% -for reports submission between 10
and so on to 13 months.
to 16 months.
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(h) If the inquiry reports are submitted within half the time (as per time allowed for
reports submission in multiple inquiries) from the date of appointment of IO/PO,
an additional amount equivalent to 50% of the Honorarium shall be payable to
the IO/PO for each inquiry. If the inquiry is completed within 3/4th time out of
the time allowed, an additional amount equivalent to 25% of the Honorarium
payable to the IO/PO for each inquiry.
(i) The above honorarium may also be made applicable to the retired officers (as per
their grade at the time of superannuation) who are engaged as Inquiry Officer.
(j) The honorarium shall be paid in one lumpsum upon submission of report by the
IO.
(k) The payment of honorarium will be over and above the normal TA/DA, Local
conveyance, etc. paid to the officer as per their entitlement for conducting the
Inquiry.
(l) The claims of IO/PO will be certified by Head of HR, not below the rank of Grade
`G’ of the concerned HO/Region/Unit for releasing payment.
19.6 MERITORIOUS AWARD FOR CHILDREN OF EMPLOYEES: BACK

19.6.1 The scheme shall be applicable to regular employees without any pay limit including
Central / State Govt. servants on deputation to the Corporation.
19.6.2 The Scheme shall not be applicable to persons employed on contract basis or persons paid
from contingencies.
19.6.3 In case of an employee ceasing to be in service due to resignation / retirement / discharge

/ dismissal / removal / death, the criterion for determining whether a child is eligible to
receive the award will be the date of announcement of the result (with reference to the
date of separation of the employee).
19.6.4 The children for the purpose of the scheme means employees’ children including step or
adopted child wholly dependent on the employee and aged less than 30 years.
19.6.5 This award will be admissible to all children of an employee who are recognized as
dependent by the Corporation. (Circular No. 2020/HR/14 dated 21.08.2020).
Children receiving scholarship / award from any other source will also be eligible. The
simplified scheme and revised amount of cash award ranging from Rs.1000 to Rs.6000,
effective from the year 2007 onwards, for various qualifications and specified percentage
is given in Annexure-19(A).
19.6.6 The qualifying marks for children of our employees belonging to SC/ST and children who
are physically handicapped will be 5% less than the aggregate percentage requirement
specified.
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19.6.7 The qualifying marks for spastic / mentally retarded children will be 15% less than the
aggregate percentage requirement specified, provided their disability is certified by a neuro
surgeon of a nominated / Govt. hospital.
19.6.8 Applications for the award must be submitted within six months of the declaration of result.
19.6.9 Special Merit Award will be admissible to wards of employees who secure a rank in Board
/ Universities and proof indicating the rank should be forwarded alongwith claim.
19.6.10 As per existing provisions, the dependency criterion of the child is reckoned as on the date
of declaration of result. Effective from 29/11/2006, the criterion for dependency has been
reviewed and it has been decided that dependency of children for grant of special award
shall be reckoned as on the last date of examination, instead of date of declaration of
results.
19.6.11 If the child has acquired dual degree (eg. Bachelor of Science and Bachelor of Business
Management) simultaneously, Meritorious Award may be granted for each of the
qualification acquired by the child subject to fulfillment of eligibility conditions of each
course. In other words, each qualification that has been acquired will be considered
independent of the other qualification(s) acquired, if any.
19.6.12 If the child acquires two qualifications in the same discipline, there is no bar to the grant
of award if more than one qualification is acquired from the same group subject to
fulfillment of eligibility conditions of each course.
19.6.13 The claim of an employee for grant of Special Award to Meritorious Children shall
henceforth be not required to be processed through his Controlling Officer
(Cir.No.2014/HR/03 dt. 2.1.2014).
19.7 REIMBURSEMENT OF EXCURSION TRIP: BACK
A lumpsum amount will be given as reimbursement towards lodging and traveling expenses
to go on an Excursion Trip. No carry forward of the unutilized amount is allowed to the
next financial year.

Effective from financial year 2018-19 onwards the excursion / picnic trip facility shall be
retulated as under :
a) The reimbursement of expenses incurred under excursion / picnic trip facility shall be
allowed to all regular employees of the Corporation on different occasions within individual
applicable perks and allowances ceiling under the cafeteria approach.
b) The Management’s contribution upto which the lump sum amount can be reimbursed
per year on self certification basis shall be limited to Rs. 15,000/- per employee towards the
expenses incurred on excursion / picnic trip.
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a) The excursion /picnic trip facility shall be allowed to employees only at locations
where there are no officers’ club/staff club of the Corporation. Thus, irrespective
of Division, whoever is staying in Refineries townships or other townships where
there is officers’ club/staff institute facility, shall not be eligible for Excursion/picnic
trip facility.
b) Further, at locations wherever the financial assistance/contribution is granted by
Corporation to officers’ club/staff club/recreational club facility, the payment
towards excursion/picnic trip shall not be extended to the employees staying at
that location. However, where there are less than 100 employees at a location,
the payment towards excursion/picnic trip facility may continue even if financial
assistance is granted there to any officers’/staff club/recreation facility at the
location.
c) From financial year 2014-15 onwards, CO (HR) shall convey the uniform yearly
limit of Management contribution upto which reimbursement can be made to
eligible employees once a year (on self-certification basis) towards travelling and
lodging expenses incurred on excursion/picnic trip facility. The reimbursement can
however, be made by the Divisions as per the existing modalities being followed
by them i.e. on one of the two occasions in a year (Dusshera or Holi)
19.8 BRIEFCASE AND OFFICIAL AIDS/DEVICES : BACK

The reimbursement of expenses incurred on purchase of briefcase and other official aids/
devices under this facility shall be allowed to the executives once a year on self certification
basis, upto following gradewise ceilings: [Circular No. 2022/HR/27 dated
24.11.2022]
Grade Ceiling (Rs. p.a.)

A0 to B 10,000/-
C&D 13,000/-
E&F 15,000/-
G&H 20,000/-
I & above 25,000/-
The facility shall be regulated within the executive’s perks ceiling of 35% of Basic Pay
under the cafeteria approach from the financial year 2018-19.
BACK
19.9 FACILITY OF OFFICIAL AIDS/DEVICES - WORKMEN:
a) From the FY 2022-23 onwards workmen are eligible for reimbursement of expenses
incurred on purchase of ‘Official Aids/ Devices’, upto to a maximum of Rs.6000/- per
annum. (Circular No. 2023/HR/15 dated 31.05.2023).
b) The modified facility shall not be available as an option under Stage-I of Cafeteria
approach.
c) The reimbursement shall be allowed on the certification from the employee that they
have incurred expenses on ‘Official Aids/Devices’ in the performance of their official
duties.
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d) In respect of workmen who have already claimed complete/ part of the pre-revised
annual ceiling against the facility of ‘Electronic Organiser’, they shall be allowed the
balance amount vis-à-vis the enhanced ceiling under the modified facility as at
19.9(a) above.
19.10 INCENTIVE/AWARD SCHEMES: BACK
a) For acquiring higher qualifications:

With a view to encourage employees to acquire qualifications as relevant in their field
of work/activities and would enable them to improve their job effectiveness through
upgrading their educational standards, the Corporation has decided to provide
incentive by way of one time lumpsum payment to employees in accordance with the
various qualifications and fulfilling other conditions as indicated in the Scheme. The
qualifications/ benefits are divided into 3 groups, which are as under :
Group-A Qualification include, Bachelor/ Master Degree in different Engg.

disciplines, Master's degree in Management, Ph.D., ICWA, CA, etc. and the
cash incentive is Rs. 15000/-.
Group-B Includes Diploma level qualifications in Engineering/various fields of
Systems/Marketing/Personnel/Social Work Management, Post Graduation/
Graduation in Science, Arts and Laws, PGDFA from ICFAI, Hyderabad, First
Class Boiler Competency Certificate, etc. and the cash incentive is
Rs.10000/-
Group-C List includes qualifications in Trade Certificate by ITIs, NCTVT, SSC,
Second Class Boiler Competency Certificate, etc. and the cash incentive is
Rs.7000/-
To be eligible for incentive under the Scheme as well as consideration under the
Accelerated Career Progression Policy, candidates have to ensure that the qualification
acquired by them is recognized by the concerned statutory / other authorities. The
framework for recognition of qualification in respect of management / engineering and
computer applications, considered for Incentive / Accelerated Career Progression,
Policy developed is appended at Annexure ‘I’ (Circular No.2009/HR/27 dt. 22.6.09).
b) Incentive Scheme for Safe Driving – Tank Truck Drivers/Staff Car Drivers/
Despatch Riders:
1) Those of our Tank Truck Drivers, Staff Car Drivers, Despatch Riders, etc. who are
involved in driving vehicles are given a Cash Award for safe driving, depending
upon the number of hours of accident free driving, as under:
S Number of years of Cash Award
No. accident free driving TT Drivers Staff Car
Drivers/
(Rs.) Despatch Riders
(Rs.)
1 3 continuous years 200 100
2 Each year after the above 200 100
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3 5 continuous years 400 200
4 10 consecutive years 600 300
8 35 consecutive years & till 1500 750
retirement
2) Eligibility conditions for receiving Cash Awards are:
i) Leave (inclusive of EL, SL, CL) not more than 60 days in a year.
ii) All types of RTO offences, endorsed on the licence of the driver will make
the incumbent non-eligible for receiving safe driving award for the particular
award.
iii) An accident involving total loss of Tank Truck/product or resulting in the
death, will debar the concerned employee for 10 years for receiving the safe
driving award.
iv) Period of punishment will not be counted for counting the services for award.
v) When disciplinary proceeding is in progress against any employee, he will
not be considered for the award.
c) Scheme to provide incentive for acquiring Certificate of Proficiency as

Boiler Operation Engineer: (w.e.f. 24/8/06)
It has been decided to delink acquiring certificate of proficiency as Boiler Operation
Engineer (BOE) from the existing scheme. The salient features of the Scheme are as
under:
Lumpsum monetary incentive for acquiring higher qualification shall be

(a) Rs.50,000/- for acquiring First Class Boiler Proficiency/BOE
(b) Rs.25,000/- for acquiring 1st class BCC
(c) Rs.15,000/- for acquiring 2nd class BCC
Apaert from existing Electrical and Mechanical Engineers (including Diploma holders),
existing Chemical Engineers (including Diploma holders) shall also be eligible under
the scheme (Circular No.2006/HR/70 dated 07.09.2006) to acquire Certificate of
Proficiency as BOE.
7 days leave (to be regularized as special leave) for preparation subject to condition
of passing the examination.
Treating outstation visit, to appear for examination, as tour subject to the condition
of passing the examination.
Reimbursement of actual expenditure towards application money, registration fee and
examination fees.
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The Corporation will facilitate the candidate by preparing/coaching for examination
by existing BOEs at the Training Centres of the respective units without clashing with
the normal working.
Note : Incentive Scheme for acquiring higher qualification / Boiler Operation Engineer for
Grade Ao shall be as per the Scheme applicable for officers and shall be governed as per the
conditions applicable for Officers.
BACK
19.11 UNIFORM /PROTECTIVE CLOTHING:
19.11.1 Certain categories of workmen, such as Blue collar workmen - Jr Attendant, Jr

Security Guard, Jr Janitor, Operator (Field), Chargeman (T), Driver (Car), Tank
Truck Drivers, etc., will be provided protective clothing / items (both for Summer &
Winter locations), who are appointed against regular posts after completion of not
less than three months service. All clerical staff at AFSs are also eligible for
protective clothing.
19.11.2 Officers working in M & I Dept. are also provided with protective clothing like
Boiler Suit, Safety Shoes & Monsoon equipments.
19.11.3 Officers attached to Depots, Terminals, LPG Plants, etc. & working in the operation
areas are provided with safety shoes every year.
19.11.4 Workmen posted at AFS will be issued 4 sets of Summer Uniforms per year as
against the 2 sets of Summer Uniforms being issued to all Workmen eligible for
protective clothing at present
Ceiling for the year 2023 is as under:[Circular NO. IR/1292 dated 06.01.2023]
Male Workmen
Sr. Item Frequency Price ceiling for the
No. (**) Year 2023 based on
AICPI increase (Rs)
A) Summer
1 Shirt 2 Nos. 337
(2.2 Mtrs p/shirt for full per year per meter
sleeves & 2 Mtrs. For half sleeves
2 Pant 2 Nos. 880
(1.2 Mtrs. Per pant) per year per meter
3 Stitching Charges Per set of Pant 1021 per set
Per Shirt 453
Per Pant 568
4 Shoes (Regular) 1 pair per year 3276
Safety Shoes (*) 1 pair per year per pair
(wherever applicable)
5 Socks 2 pairs per year 196 per pair
6 Turban 2 Nos. per year 685
(5 Mtrs.per turban) per turban
7 Leather Jacket 1 No.
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once in 5 years
B) Winter
1 Coat & Pant 1 set in 2 years 1997
(2.8 Mtrs per set) per meter
2 Overcoat 1 No. 1929
(2.25 Mtrs) once in 5 years per meter
3 Stitching Charges
Coat & Pant 4131 per set
Overcoat 2865
4 Woollen Jersey 1 No. 2193
once in 2 years
FEMALE UNIFORM
Sr. Item Frequency Price ceiling for the
No. (**) Year 2023 based on
AICPI increase (Rs)
A) Summer
1 Saree 3 Nos. 1716
(5.5 Mtrs per saree) per year per saree
2 Blouse 3 Nos. 333
(Upto 1 meter) per year per meter
3 Petticoat 3 Nos. 182
(2.5 Mtrs per petticoat) per year per meter
4 Stitching Charges 333 per set
5 Sandals 2 pairs per year 1243 per pair
B) Winter
1 Cardigan 2 Nos. 2257
once in 2 years
2 Socks 2 pairs 196
once in 2 years per pair
Sequence of issue will be
1st year – Safety Shoes
2nd year – Regular Shoes
3rd year – Regular Shoes
4th year – Safety Shoes and so on
(*) Bata Brand or similar other brand Industrial Variety Safety Shoes to be procured and
supplied to Workmen.
19.12 DEPOSIT FREE LPG CONNECTION: BACK

a) An employee joining the Corporation is eligible for LPG connection without Security
Deposit for the equipments including for additional cylinder. This facility is extended
to Probationers also.
b) The employee seeking a gas connection with or without additional cylinder should give
an application to the respective Employee Relations Dept/Unit Head for issuing
necessary authorization leter to the Distribution through the respective LPG Dept.
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c) In the event of cessation from the service for any reason whatsoever except by way
of superannuation/permanent disablement/death, the security deposit may be
paid/refunded by the employee concerned.
19.13 TOLL TAX: BACK
Employees commuting by own vehicle between their residence and place of work at certain
locations in the country may be required to pay a Toll Tax. For example, employees using
DND Flyover between Delhi & Noida are paying a toll tax for every entry and exit. Similar
expenses may also be incurred on performing journey on official business.
Corporation will reimburse the Toll Tax paid by an employee as per the following
provisions:
a) The reimbursement will be limited to the Toll Tax amount paid by the employee for
using a stretch of Road/Flyover/Bridge which he has to cross for to and fro travel
between residence and place of duty by a vehicle for which he is claiming
reimbursement of conveyance expenses or drawing a conveyance allowance. The
charges paid while traveling in connection with official business shall also be
admissible for reimbursement.
b) The reimbursement shall be admissible for an amount charged on daily basis or on

lumpsum basis for a specified number of entries/exits or for a prescribed period.
c) Employees would submit their claims for reimbursement once a month in the
prescribed proforma duly supported by original receipt(s) of payment.
d) The above facility will become effective from 1/6/2007.
19.14 TRAINING PERIOD FOR ADMISSIBILITY OF CERTAIN BENEFITS: BACK
a) The training period put in by Graduate Engineer/Officer/Management Traininees

before their placement in Grade-A shall be considered towards eligibility for payment
of Gratuity, Ex-Gratia under VRS and Long Service Award. This would be with
immediate effect. (Ref.DP/3/7(D)/60 dtd 18/7/07 from CO)
b) The period of apprenticeship training would not be included for this purpose since
the concerned indIviduals have been appointed in the Corporation only after
completion of the apprenticeship training.
19.15 COMPENSATION PAYABLE TO EMPLOYEES FOR SHIFTING OFFICE PREMISES :
The lumpsum amount payable as compensation for the inconvenience caused / likely to
be caused on account of shifting office premises from one location to another location
would be Rs.5500/- for shifting office premises such as Corporate Office, Head Office,
Regional Office, Divisional Office, Area Office, etc. Similarly, the lumpsum amount payable
for shifting Terminal, Installation, Plant, Depot, AFS, etc. would be Rs.5000/-. These rates
are effective January 2008.
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BENEFITS ON
SEPARATION
_________________________________________________________________________________________________________________
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20. BENEFITS ON SEPARATION: BACK
20.1 SUPERANNUATION BENEFIT FUND SCHEME/ANNUITY BASED PENSIONARY

BENEFIT:
20.1.1. Government guidelines allow that CPSEs can contribute upto 30% of BP plus DA towards
superannuation benefits viz. Provident Fund (PF), Gratuity, Post-Superannuation Medical
Benefits (PRMB) and Pension of their employees, under a defined contribution scheme.
20.1.2. As per the Government / DPE guidelines dated 26.11.2008, thesuperannuation benefit
(pension) was admissible to those who superannuate after having put in a minimum of
15 years of service. Subsequently, as per the DPE’s guidelines dated 3.8.2017 on pay-
revision effective from 1.1.2017, the mandatory requirements of superannuation and of
minimum of 15 years of service in the CPSE have been dispensed with for the pension
benefit.
20.1.3. In view of the mandatory conditions of superannuation and 15 years of service being
dispensed with for the pension benefit as per the DPE guidelines, the avenue has opened
for contributing to National Pension System (NPS) regulated by Pension Fund Regulatory
& Development Authority Act (PFRDA) as established by Government of India. The
Corporation facilitates the process and necessary procedures in this regard.
20.1.4. Corporations contribution to the SBF Scheme account / NPS pension accountcomes out of
30% of salary actually paid after adjusting the contributions made towards Provident Fund,
Gratuity Fund and Post Retirement Medical Fund. The contribution rate vary on year to
year basis depending on actuarial valuation of Gratuity Fund as well as Post Retirement
Medical Fund.
20.1.5. The direct contribution made by the employees to their own pension account is @ 2% of
the salary (BP+DA) on uniform basis.
20.1.6. Contribution by the Corporation is subject to taxability under the provisions of Income Tax
Act, as applicable from time to time..
20.1.7. Benefits
Annuity based pension benefit, as availed from service provider / Life Insurance
Corporation (LIC) depending on the applicable annuity rates linked to the various benefit
options, will start flowing based on following:-
For the Reckonable Service Period upto 01.01.2007:
20.1.7.1. In respect of eligible employees who were on roll as on 01.01.2007, the admissibility of
benefits shall be in consideration of the rate of annuity calculated at 1/80th of salary as
on the date of superannuation or as on 01.01.2007, whichever is earlier, for every
completed year of reckonable service till that period, subject to maximum service being
restricted to 32 years.
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The admissibility of benefits in respect of employees of erstwhile IBP Co. Ltd /
Bongaigaon Refinery and Petrochemicals Limited (BRPL) shall be based on reckonable
service period upto 01.01.2007 for officers of IBP Co. Ltd. / BRPL and upto 01.04.2007
for workmen of IBP and upto 01.07.2007 for workmen of BRPL, which will be payable
based on the salary as on such date in line with the provisions of their respective SBF
schemes prevailing before merger of their fund with IOCL SBF.
20.1.7.2. Annuity amount corresponding to its present value of benefit [as envisaged above] shall
be arrived as on 31.03.2019 upon actuarial assessment depending upon the
superannuation profile of employees. The said present value shall be maintained as a
separate record for each individual employee that will show the accumulated amount
alongwith interest thereon. The accumulated amount, alongwith interest thereon in the
record of each such eligible employee, shall be the base amount for their annuity
purchase.
20.1.7.3. The period of training put in by the Graduate Engineer / Officer / Management Trainees
prior to placement in Grade A shall not be reckoned as service period for the SABF
purpose. (CO IOM no. DP/7/2(A)/13 dt. 22.2.2012)
From 01.01.2007 onwards:
20.1.7.4. Benefit would be payable out of accumulated fund comprising of the Employer’s
contribution, Employee’s contribution and the accumulated income distribution of each
employee in their individual account, in line with the following:-
(a) At the time of superannuation: Benefit arising out of accumulated defined

contribution scheme w.e.f. 01.01.2007 / 01.01.2017 onwards in the individual
account shall be paid through purchase of annuity, after commutation, if opted.
(b) On death or permanent total disablement while in service on or after 01.01.2007:

Besides the benefits admissible at the time of superannuation (as on the date of
death or permanent total disablement) and in case the same is less than 40% of
last drawn salary, grant of an amount computed for the period from the date of
death/permanent total disablement till the notional date of superannuation of the
employee on the basis of the rate of Corporation’s contribution prevailing at the
time of death/total permanent disablement and his last drawn salary or the
amount of rehabilitation grant (equal to 30/25 months basic pay), whichever is
higher may be made, provided that the total benefit to the beneficiary inclusive of
the benefit admissible does not exceed 40% of the last drawn salary.
(c) In case of separation due to resignation (with due clearance of Company) on or

after 01.01.2017: Benefit shall be admissible based on the sum of the benefit out
of annuity amount linked to salary as on 01.01.2007, if any, and the benefit based
on the fund accumulated in the individual’s account from 01.01.2007 onwards, as
per above, in the following manner:
(i) In case the employee joins a Public Sector Undertaking/ Government, the
accumulated amount as per Clause 18.1(i) and 18.1(ii) can be transferred if
there is an annuity based defined contribution scheme in operation in the
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establishment of new employer, subject to acceptance by their Fund and the
willingness of the resigning employee. In case the fund cannot be transferred
for any reason, the resigned employee will need to inform the Company of
his National Pension System (NPS) account as regulated under The Pension
Fund Regulatory and Development Authority (PFRDA), to which the SBF
Trust Fund will transfer the accumulated amount to the said NPS account.
This provision will also apply in the cases of employee separating on lien (or
otherwise) upon appointment to a Board level position in Public Sector
Undertaking.
(ii) In case the employee does not join a Public Sector Undertaking /
Government, the resigned employee will need to inform the Company of his
National Pension System (NPS) account as regulated under PFRDA, to which
the SBF Trust Fund will transfer the accumulated amount to the said NPS
account.
(d) A dismissed/removed employee or an employee who has abandoned service or lost

lien on his appointment would not be entitled to receive benefit. However, his
contribution from salary upto 31.12.2006, if any, shall be refunded to him, together
with the accumulated amount from own contribution (including interest thereon)
in the individual account maintained from 01.01.2007 and/or onwards thereafter,
as the case may be.
20.1.8. In case of an employee joining the Corporation after 01.01.2007 from another
PSU/Government having a similar Defined Contribution Scheme in operation, the
accumulated amount in individual account of employee w.e.f 01.01.2007 would be
accepted by the Fund for transfer to employee’s individual account opened under Indian
Oil Superannuation Benefit Fund Scheme.
20.1.9. Administration of the Scheme: The Scheme would be administered by Finance Dept.,
Ref. HO. However, any issue that may arise in the course of implementation shall be
referred to CO-HR, who in consultation with CO-Finance will convey the
decision/clarification.
20.1.10. Following annuity purchase options are generally available out of the SBF:
Option 1: A benefit payable throughout the life-time of the member only. (No benefit
shall accrue to the family after the death of the member).
Option 2: A benefit payable during the life-time of the member with a guaranteed
period of 5 years.
period of 10 years.
period of 15 years. (Standard Option)
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Option 5: A benefit payable during the life-time of the member with refund of
principal annuity amount to the beneficiary at the time of death of the
member.
Option 6: A benefit payable during the joint life time of the member and his/her
spouse continued thereafter during the life time of the survivor (benefit is
calculated separately in each case and will depend also on the age of the
spouse).
period of 20 years.
Option 8: A benefit payable during the Joint life and last survivor with return of
capital (Option 8 was withdrawn by LIC w.e.f. 1.4.2011, LIC has now
restored it w.e.f. 1.8.2012)
20.1.11. Annuity amount will depend on the prevailing annuity rates. Annuity is calculated on
Standard Option 4. The member can opt to commute 1 / 3rd (one third) of the purchase
price of the Annuity. The balance amount is paid to service provider/LIC towards
purchase of annuity.
20.1.12. Similarly, when it comes to the NPS directed annuity scheme, the PFRDA approved
Annuity Service Providers will also provide to eligible employees various annuity
purchase options to choose from at the time of NPS account maturity.
20.1.13. In case of death/ permanent total disablement of a member while in service of the
Company, the beneficiary has to exercise one of the following options within a period
of 6 months from the date of death/ permanent total disablement:
Option R/1: Refer para 20.1.7.4 (a) and (b) above.
Option R-2A: An amount equivalent to 60 (Sixty) months of last drawn salary (Basic
Pay plus DA) to be paid as rehabilitation grant to the spouse of the
employee dying or suffering permanent total disablement while in
service.
In addition, the spouse would be entitled to receive the pension as

admissible in normal case under the Superannuation Benefit Fund
Scheme.
The above option shall stand introduced for all cases of

death/permanent total disablement taking place on or after
22.09.2014. (Circular No.2014/HR/56 dated 9.10.14)
Option R/3: Employment to one of the suitable dependent son/ daughter who
possesses prescribed qualifications, fulfils the job specifications and
meets the prescribed medical fitness and other standards for
employment. This is subject to meeting the eligibility criteria, procedure
and conditions laid down in this regard. The employment is to be
sought within a period of six months of the death/ permanent total
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disablement and will be offered by the Management within a period of
7 years, provided there is a regular induction level vacancy. In addition
to this SABF pension benefit related to actual years of service for a
guaranteed period of 15 years, or his/her life time, whichever is longer,
shall be paid, as per existing provisions.
Option R/3A: In the event the family of the deceased employee does not opt for
employment of eligible dependent under Option R/3 or do not acquire
the requisite induction level qualification within the permissible waiting
period, the Corporation shall extend an amount equivalent to 60
months Basic Pay + DA as Rehabilitation grant in lieu of employment
to mitigate the hardship of the deceased employee family.
20.1.14. If the spouse / beneficiary is not exercising the Option within the stipulated period of 6
months, a grace period of another 6 months (i.e. total period of one year from the date
of death of employee) will be allowed on written request. However, during the grace
period, the interest cost to be paid to LIC for delayed purchase of annuity will be borne
by the spouse / beneficiary(s).
20.1.15. After the expiry of the grace period of 6 months, the case will be processed under
option R-1 by default. Thereafter, no change of option will be entertained.
The spouse should individually be intimated in the rehabilitation cases regarding the
above provisions.
20.1.16. Total permanent disablement would mean the cases, which result from an incident /
accident arising out of employment. Cases of sick employees, who are incapacitated
due to disease / sickness, cannot be equated as the case of permanent total
disablement for providing benefit under SBF Scheme. The employees who are unfit
due to prolonged sickness resulting in incapacitation from work, the same should be
processed under the enabling provision of the Scheme for premature retirement on
medical ground / VR. (CO IOM no.DP/3/21 dt. 9.12.2011)
20.1.17. Effective from 8/8/2006, the following modifications under Option R/3 are
applicable to Officers and workmen of Northern, Eastern and Southern
Regions. For workmen of HO/WR the effective date is 13/9/2007 :
a) The minimum qualification to be eligible under Option R/3 of SABF shall be

Matric+ITI in the related Trades/Dip.in Engineering (3 years duration) or other
higher induction level qualification as per existing policy. In case the dependent
ward does not possess the induction level qualification, as stated above, he/she
shall be provided an opportunity to acquire such qualification by extending the
existing normal waiting period of three years to a maximum limit of seven years,
based on merit of each case to be approved by Divisional Headquarters.
b) During the waiting period and while the dependent child is studying to acquire the
induction level qualification, the family of the deceased employee may be allowed
to retain a suitable Corporation quarter in the township, wherever provided, at
normal rent, subject to availability of quarter in the township.
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c) SABF pension benefit related to actual years of service for a guaranteed period of
15 years, or his/her life time, whichever is longer, shall be paid, as per existing
provisions.
d) In the event the family of the deceased employee does not opt for employment
of eligible dependent under Option-3 or do not acquire the requisite induction
level qualification within the permissible waiting period, the Corporation shall
extend an amount equivalent to 60 (sixty) months Basic Pay + DA as
Rehabilitation grant in lieu of employment to mitigate the hardship of the
deceased employee family.
20.2 PROVIDENT FUND:

20.2.1. The employees contribute @ 12% of BP+DA and matching contribution is paid by the
Company to the Provident Fund. Employees’ contribution and Corporation’s contribution
together with interest is refunded. The interest on accumulation is paid as per prevailing
rate.
20.2.2. The retiring employee has the option to retain his PF accumulation with the PF Trust after
his retirement upto 3 years. For this purpose, the retiring employee should give a specific
option on his retirement. Interest accrued on PF after the date of separation is taxable.
If the accumulated amount is not withdrawn after 3 years, no interest will accrue on this
accumulation, the same will be deposited into ‘ceased account’.
20.2.3. The retired employee can withdraw the entire amount in two instalments after retirement.
90% withdrawal from PF accumulation during the period preceding one year of
superannuation is permissible upon receiving the request.
20.3 GROUP INSURANCE SCHEME IN LIEU OF EDLI: BACK
All regular employees of the Corporation are insured for a sum of Rs.1,32,000/- in lieu of
Employees Deposit Linked Insurance Scheme, 1976. In case of death of the member while
in service, the sum assured shall become payable to the Company for the benefit of the
nominee. Employees need not contribute to this Scheme.
20.4 EMPLOYEES PENSION SCHEME, 1995:
In exercise of powers conferred under Employees’ Provident Funds and Misc Provisions
Act, 1952, the Central Govt. has introduced Employees’ Pension Scheme-1995 w.e.f.
16.11.1995 in place of the earlier FPF’71 Scheme. The salient features of the EPS’1995
are as under:
20.2.1 MEMBERSHIP :
All employees who have joined on or after 16.11.1995 are compulsory members of the
scheme.
Employees who joined before 16.11.1995 and who were members of erstwhile Family
Pension Fund 1971 will automatically become members of EPS-1995.
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With the amendment of the Act in 2014, the EPS '95 is applied to only those EPF members
whose pay at the time of becoming PF member is not more than Rs.15,000 per month on
or after 01.09.2014. Thus, no diversion to EPS is made for new PF members joining the
Corporation on or after 01.09.2014 as they are having salary more than Rs.15,000 at the
time of joining.
20.4.2 CONTRIBUTION:
Amount @ 8.33% of Rs. 15,000/- (existing ceiling on Basic pay + DA as per Act) from the
Employer’s contribution of Provident Fund is remitted every month of those who are
members of EPS ‘95.
20.4.3 BENEFITS:
The benefits available under the Scheme (on completion of minimum 10 years of service
except in death cases) are as under:
1. Superannuation Pension (eligible on attaining 58 years of age )

2. Reduced Pension (After attaining 50 years but before 58 yrs of age )
3. Widow Pension (on death of member while in service)
4. Children Pension (upto 25 years of age for two children a given point of time on
death of member while in service alongwith Widow Pension)
5. Orphan Pension (death of member while in service leaving behind no spouse and
only dependent children)
6. Disabled member Pension
7. Scheme certificate for those members who have separated after 10 years of service
but before attaining 58 years of age on date of separation. If employee separates
after 10 yrs of service but before 50 years of age, then he/she has to compulsorily
avail Scheme Certificate only. If a member separates after 50 years but before 58
years, he/she can also opt for Reduced Pension, as mentioned in Point No. 2 in lieu
of Scheme Certificate.
8. Withdrawal benefit for those members who separate before 10 years of service.
However, no withdrawal is permitted if an employee separates within 6 months of
employment in the Corporation.
9. If an employee resigns from the Corporation to join another Organization where EPS
is implemented, then he/she can opt to transfer the EPS funds remitted to EPFO to
the new organization.
Presently, all Officers of Marketing Division and workmen in HO/WR, on attaining 58 years
of age, can apply for Pension under EPS 1995 by applying online through the Intranet Portal
address http://10.146.64.213/eps95 and submit the claims to the respective Employee
Relations Department under his/her Region. The claims will be checked by ER department
of the Region and submitted to ER department at HO for onward submission to the
Employees Provident Fund Organisation (under the Central Government), Mumbai for
commencement of Pension. Workmen posted in ER can also submit online at the above IP
address. Workmen of NR/SR will submit the forms to the respective ER Department in their
Region for onward submission to Employees Provident Fund Organisations in Delhi and
Chennai.
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Note :For complete details of Scheme, please refer to the Central Govt. EPS Scheme,
1995
20.5 GRATUITY: BACK
20.5.1. Employees covered under the Payment of Gratuity Act, 1972 are covered by the provisions
of the said Act. Other employees are entitled to payment of Gratuity under the provisions
of the Corporation's Gratuity Scheme, as per following details:
20.5.2. The ceiling of gratuity for employees is raised to Rs. 20 lakhs w.e.f. 01.01.2017.
20.5.3. Gratuity is paid @ 15/26 of the monthly applicableemoluments for each completed years
of service or part thereof in excess of six months or the applicable ceilingwhichever is
less, provided the service rendered in the Corporation is 5 years or more.
20.5.4. In case of death or permanent disability gratuity is paid as per normal provision or as
worked below, whichever is more:
= During 1st year of service, 2 months emoluments.
= After one year but before 5 years, 6 months emoluments.
= After completion of 5 years but before 20 years service, 12 months emoluments.
= Service of 20 years or more, half month's emoluments for completed half year of
qualifying service, subject to maximum of 33 times of emoluments, and shall in no
case exceed the limit.
20.5.5 Minimum qualifying service for being entitled to gratuity in various contingencies, other
than death is as under:
= Superannuation / Resignation / Voluntary retirement - 5 years.
= Termination/Discharge/Dismissal by way of disciplinary action-10years.
20.5.6 Gratuity can be released to the employee even if the separating employee is permitted to
retain Company owned/leased accommodation.
20.6 GROUP SAVINGS LINKED INSURANCE SCHEME: BACK
20.6.1. GSLIS is operated in association with LIC and it provides twin benefits of risk coverage
and savings. This is a contributory scheme.
20.6.2. The Scheme was introduced on 20-7-86 for officers and on 20-5-87 for workmen on
optional basis. Subsequently, it was made compulsory for all new recruits.
20.6.3. GSLI Scheme applicable to Officers has been discontinued effective 1.8.08.
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20.6.4. The amount of monthly contribution and risk coverage for workmen are as under:
Grade Monthly Insurance

Contribution Cover
Workmen:
I & II Rs. 25/- Rs. 30,000/-
III & Above Rs. 50/- Rs. 50,000/-
20.6.5. About 1/3rd amount of the monthly contribution is paid towards premium (risk coverage)
and the balance amount goes into savings account, on which 8% simple interest (current
rate of interest) is paid by LIC. In case of death of the employee, the dependent of the
deceased employee will receive the insured amount and in case of superannuation, the
savings portion of the amount alongwith the interest accrued thereon will be paid to the
employee within 2 months from the date of superannuation.
20.6.6. Employees (workmen and officers) are covered under LIC's Group Savings Linked
Insurance Double Accident Benefit Scheme. This is an additional insurance coverage
against accident. The insurance amount under additional coverage is equal to the amount
under GSLIS, and the premium is payable by the Corporation.
20.7 SCHEME FOR MAKING EX-GRATIA LUMPSUM PAYMENT TO AN EMPLOYEE

SUFFERING DEATH OR PERMANENT TOTAL DISABLEMENT DUE TO AN ACCIDENT
ARISING OUT OF AND IN THE COURSE OF EMPLOYMENT: BACK
In case of an employee suffering death or permanent total disablement due to an accident

arising out of and in the course of employment, a compensation equivalent to 100 months
Basic pay+ DA,without laying down any minimum amount payable. This lumpsum
compensation would be exclusive of any other legally admissible benefits.
BACK
20.8 POST RETIREMENT MEDICAL BENEFIT FACILITY (PRMBF):
20.8.1. The officers who retire from the service of the Corporation are eligible, subject to rendering
a minimum service of 15 years in IOC. Continuous service rendered in other Public Sector
Organisations/ Govt. of India departments prior to joining IOC will also be considered if
they have joined IOC without break in service. Prior to merger IBP was following different
medical rules for their separated employees. Consequent upon merger of IBP with IOC,
PRMAF Scheme of IOC(MD) will be made applicable to IBPD retired employees also w.e.f.
1.4.07. The Post-Retirement medical benefits shall however be allowed to Board level
Executives (without any linkage to provision of 15 years of service) upon completion of
their tenure or upon attaining the age of retirement, whichever is earlier.
20.8.2. The Scheme covers Self, Spouse, Dependent Parent actually staying with the member and
Spastic/ Mentally retarded child who is unemployed. In the event of death of the member,
the dependent continues to get the benefit. The retired employees may be allowed to
claim dependency of their parents even after retirement, provided the conditions for
dependency are established as per the rules of the Corporation.
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20.8.3. A mentally retarded / spastic child would be eligible under the scheme provided it is a
incurable congenital disease and it is certified to be incurable as required in the cases of
other ailments. (as listed in our circular no. 88/2000 dt. 18.8.2000).
20.8.4. In case where option R-2A or R-3A has been exercised by the spouse, the special provision
for coverage under PRMBF shall not be applicable in respect of those child(ren) who are
not covered as dependent child under the scheme of PRMBF. The spouse shall, however,
be eligible for medical coverage under the PRMBF Scheme upon opting for R2A/R3A
rehabilitation option (IOM dated 14.03.2016).
20.8.5. In case of an employee who has been charge-sheeted for certain acts / omission /
commission prior to the superannuation and the disciplinary proceedings is yet to
commence or concluded at the time of superannuation, the employee would be allowed
to be enrolled under the PRMAS at the time of superannuation. As regards the flow of
medical benefits / reimbursement under PRMAS, the Disciplinary Authority after due
consideration of charges, misconduct & contemplated punishment would be required to
take a view, prior to the superannuation of concerned employee whether to withhold or
not to withhold the PRMAS benefits or to permit only the hospitalization in case of accidents
/ serious sickness, as notified under the Scheme. In this connection, CO(HR)’s IOM
No. DP/3/2/34 dated 20.4.04 should also be referred to while taking the
decision.
20.8.6. Contribution to be made by cheque / demand draft in the Prescribed proforma. In case of
officers as well as workmen the contribution is one time lumpsum (non-refundable).
20.8.7. The rate of contribution and benefits are as under (block year 2012-14)
(Cir.No.2012/HR/30 dt. 7.11.12)
Grade One Time Benefit per financial year (Rs.)

Contribution (Rs.)
Employee Addl per Domicilia Hospita- Annual
benefici ry ceiling lisation combine
ary p.a. ceiling d ceiling
p.a.
OFFICERS:
Gd. A / A1 6300 3200 17000 25500 42500
Gd. B & C 7800 3200 22000 37500 59500
Gd. D, E & F 9250 3200 28000 50250 78250
Gd. G, H 10000 3200 35000 63000 98000
Gd. I 10500 3200 39000 63000 102000
WORKMEN
:
Gd. I to V 3100 1500 11000 13700 24700
Gd. VI 3850 1500 13000 17500 30500
Gd.VII 4500 1500 15000 21500 36500
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20.8.8. The retired employee on crossing the age of 75 years shall be allowed additional
domiciliary entitlement of 25% of the standard entitlement in their grade (rounded off to
next Rs.100/-).
20.8.9. A further increase by 25% shall be admissible on the standard domiciliary ceiling in their
grade (rounded off to next Rs.100) on crossing the age of 85 years.
20.8.10. The additional entitlement shall be made admissible from the financial year following the
financial year in which the age of 75 years or 85 years is crossed by the retired member
or by the spouse (in case of deceased member). The additional entitlement shall be
straightaway applicable for those who have already crossed the age of 75 years / 85
years.
If the member retired employee expires after reaching 75 years / 85 years of age, the
additional higher domiciliary entitlement as was applicable, shall continue in respect of
the spouse and other eligible dependent. (Cir. 2014/HR/11 dt.11.2.14)
20.8.11. If the member retired employee expires after reaching 75 years / 85 years of age, the
additional domiciliary entitlement shall be applicable once the spouse or other eligible
dependent of the member crosses the age of 75 years / 85 years. (Cir. 2014/HR/11
dt.11.2.14)
20.8.12. If the member retired employee had crossed 75 years / 85 years of age but had expired
prior to 01.04.12, the additional domiliary entitlement shall be applicable once the spouse
or other eligible dependent crosses 75 years / 85 years of age. (Cir. 2014/HR/11
dt.11.2.14)
20.8.13. A lumpsum amount shall be admissible to the retired employees to meet their
miscellaneous domiciliary treatment expenses on items like homeopathy treatment, cost
of spectacles, hearing aids, travel for outstation reference, etc. as under :
Workmen : Rs.10000/- p.a.

Officers : Rs.15000/- p.a.
The above amount would be reimbursable on self-certification basis once in a financial

year either in September or in March, and it shall be on pro-rata basis in the financial
year in which the member is enrolled in the scheme. (Circular No. 2013/HR/33 dt.
19.09.2013)}.
The benefits under the Scheme will be pro-rata in the financial year in which
the Officer / Workman become eligible for the Post Retirement Medical
Attendance Facility.
20.8.14. The domiciliary treatment expenses would be reimbursed on self-certification basis

without any supporting documents twice in a financial year on completion of six months
period i.e. first claim would be made after 30th September and second after 31st March
in respect of each financial year. Each claim for six months period would in no case
exceed 50 % of the entitled annual ceiling.
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20.8.15. Provision of enrolment under PRMBF scheme for ex-employees Enrolment:
Under the Post Retirement Medical Benefit Fund (PRMBF) Scheme, the employees at the
time of cessation from service are required to make one-time non-refundable
contribution, as prescribed for self and eligible beneficiary, so as to become eligible for
the benefits under the Scheme.
i) The following categories of ex-employees (inclusive of surviving eligible dependent

family members), if any, who due to various reasons did not enroll under the
scheme may be considered for enrollment under the PRMBF Scheme.
a) Ex-employees who were not in service at the time of introduction of PRMBF

(i.e. in year 1985 for officers and in year 1988 for non-officers).
b) Ex-employees who separated after the introduction of PRMBF scheme but
could not enroll themselves due to different reasons.
ii) The enrolment, as per above, shall be allowed with the approval of Director (M)
on the merit of each case, subject to the following conditions:
a) The ex-employees should meet the eligibility criteria laid down under the
current PRMBF Scheme.
b) The one-time contribution, at the current prescribed rates, would be deposited

by him/her along with the application.
c) The medical benefit will be admissible from prospective effect and

reimbursement will be made for the expenses that are incurred after
enrolment under the Scheme.
d) The one-time option to join the scheme shall not be extended to those ex-
employees who ceased to be in the services of the Corporation by way of
resignation.
iii) The cases of ex-employees (inclusive of surviving eligible depedent family

members), if any enrolled consequent to above advice, shall be required to be
informed on completion of each calendar year to HO.
Chronic Ailments :
20.8.16. The patients who suffer from ailments like, Asthma, Diabetes, Parkinson’s
Syndrome/Paralysis of limbs, which are chronic in nature, are generally on medicines for
long spells, involving substantial expenditure, which in some cases may go beyond their
domiciliary entitlements.
No list of chronic ailments has been drawn. Whether an ailment is chronic in nature or
otherwise, will be determined as per the certificate given by the Authorised Medical
Attendant in the prescribed proforma.
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In order to give relief where the retired employee and/or eligible dependent beneficiaries
enrolled under the scheme, is/are suffering from one of these ailments, which are
certified to be chronic in nature requiring long spells of continuous medical attendance,
the retired employee at his option, may claim reimbursement of actual domiciliary
medical expenses duly supported by receipts/cash memos in lieu of the present practice
of claiming on self-certification basis.
The combined domiciliary and hospitalization annual ceiling in respect of those members
who have opted for reimbursement on the basis of vouchers (chronic option), shall
operate on prorata basis in the financial year in which the member is enrolled in the
Scheme. (Circular No. 2013/HR/03 dt. 28.1.2013)
The claims under this provision shall be submitted once at the end of each quarter
provided the claim amount is not less than Rs. 500. If domiciliary medical claims of
members who have opted for ‘chronic’ option, exceeds Rs.10,000/- (cumulatively) even
before the end of quarter, the same may be allowed to be claimed immediately without
waiting for the end of the quarter. (Cir. No.2014/HR/10)
Delay in submitting the medical claims (beyond standard time limit) pertaining to any
period during particular block (i.e. two financial years) may be condoned upto a period
till the end of the following/ next financial year (instead of current provision of limiting it
to first quarter of next F.Y.). For example, any claim during block of 2012-14 (two
financial years) shall remain valid for reimbursement till the end of following/next
financial year i.e. 2014-15. Thereafter, the validity of the claim will be deemed to have
lapsed.(circular No.2013/HR/42 dated 31.12.2013).
Cir. No.2015/HR/14 dt. 30.3.2015
o Entitlement / ceilings of the PRMS member towards domiciliary and hospitalization

treatment will be regulated as per the entitlement available on date of submission
of claims within the permissible period. However, reimbursement of the claims will
be governed as per the rates / provisions / rules, etc. as was applicable at the
relevant time of taking treatment.
o Further, the claims towards domiciliary expenses availed on self- certification basis
against a relevant six monthly period is clarified to be settled against the entitlement
as was applicable for the said period only.
o The extant provision of condoning delay with the approval of Competent Authority
shall no longer be required for processing the bills.
Life certificate is required in each financial year before processing the reimbursement
claims of PRMBF members (i.e. retired employee and eligible dependent), and in case
where medical bills pertaining to a block year(s) / financial year is claimed for
reimbursement in the subsequent financial year then the same shall be processed for
payment only after submission of life certificate in the subsequent financial year. (Cir.
No.2014/HR/09 dt. 6.2.2014)
The procedure for giving Option is as under :-
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a) Once the retired employee has opted to avail relief under ‘Chronic Ailments’ for self
and/or eligible dependent beneficiaries, the said option will remain valid for a block
of two years from the date of exercising the option. In case of Chronic option the
retired employee has to submit a Medical Certificate in original from an Authorised
Medical Attendant (AMA) as per Medical Rules in the prescribed proforma. If the
retired employee desires to change his option to reimbursement on self certification
basis, he/she has to repeal the option by 30th April of subsequent block year in order
to claim reimbursement on self-certification basis. In other words, option would be
exercised on 2-yearly block basis in all cases.
b) In case no option is received by 30thApril of the block year, the domiciliary

entitlement shall continue to be regulated for reimbursement as per existing
practice.
c) The medical claims for expenses on certified chronic ailment will be submitted
through a separate claim form, indicating "chronic Ailment" on the top and
shall not be combined with claims for other ailments. Subsequent
changes/additions in the earlier prescribed medicine for chronic ailment would be
processed for reimbursement, provided the revised prescription of medicine is with
reference to the existing chronic ailment(s).
d) The claims for chronic ailment and/or other ailments shall be settled from the
prescribed domiciliary entitlements. After this entitlement is exhausted, the
expenses on chronic ailments and other normal ailments shall be settled under
balance available under Hospitalisation entitlement. This would be subject to the
condition that reimbursement of expenses on normal ailments shall not exceed the
annual ceiling laid down for domiciliary entitlement for the retired employee.
Reimbursement of expenses only on treatment of certified chronic ailment
(Consultation fee, prescribed diagnostics/investigations/ & prescribed medicines)
shall continue to be reimbursed from the balance hospitaliation entitlement available
for that financial year. Expenses on Physio-therapy treatment as prescribed by the
attending doctor would be admissible for reimbursement from out of the prescribed
annual domiciliary ceiling for the treatments and limited to item-wise rates fixed for
serving employees.
e) Where the retired employees have opted under the categorychronic ailments,
and have produced requisite certificate from the Medical Attendant, at the time of
exercising their option, the prescription of the authorized Medical Attendant
prescribing medicines upto a period of 1 year (Circular No.2018/HR/08 dated
11.05.2018) would be valid with permission to procure medicines upto a maximum
of three months at one time, if prescribed so by the AMA. The procurement of
medicines may be allowed upto a period of six months as a special dispensation in
case the member is visiting abroad, if prescribed by AMA.
In cases where the retired employee visits abroad and the AMA prescribes medicines
in his case for a period exceeding 3 months, the same would be allowed for
reimbursement, subject to a maximum of six months. In this regard it will be
mandatory for the retired employee to enclose a copy of air ticket/boarding
pass/copy of passport/visa showing the date of exit from India and the date of entry
on return as a proof of having stayed abroad for the said period
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f) The prescribed limits on consultation fee, diagnostic / investigation charges etc. in
respect of a serving employee of the same status shall be applicable in the case of
retired employee.
Combined annual entitlements for members under ‘chronic option’ – special

provision :
20.8.17. In cases of retired employees who have opted for reimbursement of chronic ailment
expenses on the basis of vouchers, the expenses on domiciliary treatment (including
chronic ailment(s), dental treatment, physiotherapy expenses, costly investigations /
tests, health check-up, hospitalization in non-nominated hospital would be settled
against the combined entitlement (i.e. domiciliary plus hospitalization ceiling) of the
retired employee.
In other words, the restriction that was existing on reimbursement of domiciliary

expenses on normal ailments (i.e. other than chronic ailments(s) ) to the domiciliary
ceiling shall no more be applicable and it will now be reimbursable within the overall
combined entitlement of the block period.
Hopitalization
20.8.18. In case the member / spouse is hospitalized it would be a pre-requisite to notify

management at the earliest.
The claim for reimbursement of hospitalization expenses should be lodged within 3

months from the date of discharge from the hospital.
In respect of treatment in Nominated Hospitals :

For specified ailments : 100% reimbursement is permissible [for list of specified ailments
Annexure-10(A)]
For other than specified ailments

All employees : 85% of the total expenses
(the above is only in case the expenditure exceeds the annual ceiling)
Any unavailed amount in the first year of the block can be carried forward to the next
year in the same block. Similarly the amount spent in excess of financial limit during the
first year be also adjusted against the combined ceilings for the first and second financial
year of the two year block.
The block years would be ending with even no. i.e. 2012-13 & 2013-14 etc. (financial
year).
Any unavailed amount under hospitalization entitlement of a block can be carried forward
to be availed in the next block.
All expenses on hospitalization in nominated or non nominated hospitals, domiciliary

expenses on chronic ailment, costly investigation / tests / procedures, health check-up
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etc. are booked against the hospitalization entitlement of the employee in the order in
which they are incurred/claimed. However, hospitalization expenses in the nominated
hospital during the same year would be reimbursed / settled @ 85% for non-specified
ailments and @ 100% for specified ailments. At the end of the financial year, if any
portion out of the prescribed hospitalization entitlement of that year remains unutilised,
the same shall be utilized to pay the retired employee against his / her hospitalisation
claim, if initially settled @ 85%.
Reimbursement for chronic ailments, costly investigations / tests / day care procedures
and health check-up in a financial year shall not exceed the prescribed hospitalization
annual limit of the individual.
Follow-up domiciliary treatment in case of liver /kidney/bone marrow transplant and

cancer treatment in a nominated hospital may be considered as hospitalization expenses
for 100% reimbursement of the admissible claims without any restriction on the period
of such treatment. Expenses on prospective legal donor towards prescribed tests / one
time hospitalization in cases of liver / kidney / bone marrow transplantation are
reimbursable within the hospitalization entitlement of the employee. In case the
hospitalization is in a nominated hospital, the expenses on prospective legal donor would
be reimbursed as in the case of other than specified serious ailments / sicknesses, i.e
upto 85%.
Further, the outdoor treatment expenses in a nominated hospital for cancer treatment,
not necessarily undertaken as a follow up of hospitalization/surgery, shall be kept outside
the laid down domiciliary benefit ceilings without any restriction on the treatment period.
Similarly, the treatment of Parkinson’s syndrome / disease, which involves prolonged
continuous outdoor treatment, in a nominated hospital shall also be considered for
reimbursement as in case of cancer treatment.
Follow-up treatment (including consultation fee) taken in case of Heart Surgery(including

Angioplasty), in nominated hospitals may be considered as hospitalization instead of
domiciliary treatment. This facility will be available for a maximum period of 7 years
from the date of discharge from hospital after first admission, as under:
During first year 100% reimbursement of the admissible claim

During Second year 80% reimbursement of the admissible claim
During third year 70% reimbursement of the admissible claim
Upto seventh year 60% reimbursement of the admissible claim
In the event of repeat surgery/procedure in above cases the reimbursement of follow-

up domiciliary treatment would be admissible afresh.
The outdoor treatment expenses for Tuberculosis shall be admissible and treated at par
with post-hospitalization follow up domiciliary medical attendance taken after Heart
surgery in a nominated hospital. (i.e. ranging from 100% reimbursement in the first year
to 60% from 4th to 7th year).
Provisions related to post hospitalization follow up domiciliary medical treatment for the
ailments prescribed above: (Circular 2014/HR/52 dated 1.10.14)
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i) Outdoor/domiciliary treatment expenses of a PRMBF member incurred in a
nominated hospital on an ailment arising as consequent offshoot /side effect of
one of the prescribed ailment(s), as covered above, is also to be considered as part
of hospitalization expenses under the same provisions as laid down for the
prescribed ailment, and regulated accordingly.
ii) The attending doctor must certify that the side-effect (i.e. offshoot ailment) has
arisen consequent to one of the ailments prescribed above under the extant
provision of post hospitalization follow up domiciliary medical treatment.
iii) Above regulation shall however apply only in those cases where the retired
employee has opted for claiming domiciliary treatment expenses against
vouchers/bills (i.e. under chronic option) and not in respect of those who are
claiming under self-certification basis.
Further, it has also been decided to include brain surgery in the list of prescribed
ailments under the provision of post hospitalization follow up domiciliary medical
treatment, without any restriction on the period of such treatment (i.e. at par with
Kidney/Liver transplant) with all its applicable conditions.
As regards the outdoor/domiciliary treatment expenses incurred in a nominated hospital

on an ailment arising as consequent offshoot/side-effect of brain surgery, the same may
be regulated as stated above.
The above will be w.e.f. prospective basis.
Any tests/investigations carried out as an outdoor patient within 30 days prior to the
date of admission in a hospital and if directly connected with the surgery
performed/treatment taken subsequently, shall be considered as part of hospitalization
expenses. Any consultation fee paid to the Attending Doctor while prescribing the
investigations would also be considered as hospitalization charges alongwith
hospitalization charges. The retired employee would, however, be required to submit
along with his/her reimbursement claim, a certificate from the attending Doctor certifying
that the tests/investigations carried out were directly linked with the hospitalization.
Regulation of pre-hospitalization expenses and hospitalization expenses :
a. The expenses towards the test(s)/investigation(s) (inclusive of consultation fee)

taken prior to hospitalization and the surgery / treatment undertaken in the same
category of hospital (i.e. nominated or non-nominated hospital as the case may
be) wherever the surgery / treatment has been carried out, shall be treated as
hospitalization, as per the category of hospitals (i.e. nominated or non-nominated
hospitals).
b. The expense towards test(s)/ investigation(s) (inclusive of consultation fee) in one

category of hospital, will be considered as hospitalization but would be regulated
as per provisions applicable as per the category of hospitals (i.e. nominated / non-
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nominated hospital) where the test(s)/ investigation(s) (inclusive of consultation
fee) has taken place in one category of hospital; and
The subsequent surgery / treatment expenses in another category of hospital shall

be separately regulated as per provisions applicable as per the category of hospitals
(i.e. nominated or non-nominated hospital) wherever the surgery / treatment has
been carried out.
- Post operation expenses on medicine/test/investigation prescribed by the

Doctor on the discharge slip and undertaken within a period of 30 days would
be considered as hospitalization expenses.
- Since Dialysis requires prolonged attendance, under strict medical supervision

in a hospital, it is to be treated as hospitalisation for the purpose of regulation
of the medical facility.
- Considering the improved technique in Cataract Surgery involving insertion

of Intra Ocular Lens, reimbursement of the cost of the intra-ocular lens
inserted at actual not exceeding the ceiling as already defined for regular
employees in the Medical Rules is allowed.
In case of a separating employee, only hospitalisation in case of serious sicknesses

as notified under the medical rules/accident is permitted till vacation of the
Company owned/leased accommodation.
The following investigations/tests/procedures, if obtained as outdoor patient in a

Nominated or Government Hospital, will be excluded from the domiciliary entitlement but
reimbursed under hospitalization entitlement within the respective prescribed ceiling for
each of them as per the existing rules:
- Endoscopy
- ERCP
- Lithotripsy
- Laser Treatment*
- Cataract
- MRI
- Thalium Scan
- Colour Doppler
- Oxygen Therapy (not exceeding Rs.1500/- p.m.) Cost towards oxygen therapy and
NOT expenses incurred on equipment / instrument purchased
- Diabetic Retinotherapy Procedure
*Medical treatment of preventive or remedial in nature for curing the ailment and NOT
cosmetic purposes (e.g. doing away spectacles/lenses or removal of scars etc.) through
the use of Laser Technology will be considered for reimbursement in accordance with the
provisions of PRMBF rules.
Circular No.2014/HR/32 dt.11.06.2014 and 2014/HR/32(A) dated 01.07.2014.
• Whenever in a financial year the facility of hospitalization has been earlier availed in
a hospital other than a Nominated Hospital, the financial limit as laid down applies
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unless the member refunds the expenditure incurred during that financial year on
hospitalization in non-Nominated hospitals.
• In a case where urgent treatment is taken in emergency in a non-nominated hospital

for a specified ailment, in such case refund of reimbursement claimed by the retired
employee may not be insisted upon while shifting him in continuation of said treatment
from the non-nominated hospital to a Nominated hospital.
• In a case where urgent treatment is taken in emergency in a nominated hospital for

a specified ailment, in such case refund of reimbursement of expenditure incurred
earlier during that financial year on hospitalization in non-nominated hospital(s) may
not be insisted upon. However, in order to regulate the said reimbursement made
earlier on account of hospitalization expenses in non-nominated hospital(s) during that
financial year, the same shall stand recoverable from the member, which may be
recovered/adjusted from the future payments to the concerned.
IOM IR/1292 dated 09.11.2015
The expense towards the test(s)/investigation(s) (inclusive of consultation fee) shall be

treated as hospitalization as per the category of hospitals (i.e. nominated or non-
nominated hospital) wherever the surgery/treatment has been carried out.
The expense towards test(s)/investigation(s) (inclusive of consultation fee) will be

considered as hospitalization but would be regulated as per provisions applicable as per
the category of hospitals (i.e. nominated/non-nominated hospital) where the
test(s)/investigation(s) (inclusive of consultation fee) has taken place; and
The subsequent surgery/treatment expenses shall be separately regulated as per

provisions applicable as per the category of hospitals (i.e. nominated or non-nominated
hospital) wherever the surgery/treatment has been carried out.
Health Check Up :
20.8.19. Health check up is admissible once in a block of 2 years from out of the hospitalization
entitlement of the retired employee. The health check up will involve investigations as
approved for serving officers during their initial health check up and certain other
investigations considered essential due to old age and would be undertaken in any one
of the nominated hospitals. It also covers other beneficiaries enrolled under PRMBF.
However, at locations where a nominated hospital does not exist, the member shall be
allowed to avail health check-up in a private hospital upto a maximum Rs. 2000/- per
person once in the block of two years, which shall be debited from applicable
hospitalization ceiling.
The list of investigations for health check has been specified separately. (ANNEX-E)
The reimbursement claim would be submitted duly supported by Cash Memos/Receipt
alongwith the list of investigations carried out under the Health Check up obtained from
any one of the nominated hospitals. Expenses on investigations outside the approved
list (with charges) or treatment obtained on the basis of health check up will, however,
be reimbursed under normal provisions, if the same is admissible.
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In addition to the above a single test/investigation/procedure obtained as outdoor
patient and costing Rs.1500/- and above will be excluded from the domiciliary
entitlement but reimbursed against hospitalization entitlement within the prescribed
ceiling for such test/investigation/procedure provided the same is undertaken in a
Nominated or Government Hospital. This being domiciliary expenditure in case of those
who are claiming on self certification basis, the reimbursement is restricted to the cost
of test/investigation and not on account of consultation fee paid to the Doctor who has
prescribed for the same.
However, where the retired employee is claiming domiciliary medical expenses on the
basis of cash receipts/vouchers, because of chronic ailment(s), tests/investigation
costing above Rs.1500/- should necessarily be prescribed in one of the nominated
hospitals for which admissible consultation charges shall also be reimbursable.
Consultation obtained from a Doctor outside the nominated hospital cannot be viewed
as consultation from the nominated hospital.
Any grouping of the tests/ investigations/procedures would not be admissible for this
purpose.
The cost of artificial limbs/prosthesis in case of amputation will also be reimbursed as a

part of hospitalization expenses within the prescribed hospitalization entitlement.
The reimbursement on hospitalization expenses is regulated as under :-
Whenever in a financial year the facility of hospitalization has been earlier availed in a
hospital other than a Nominated Hospital, the financial limit as laid down applies unless
the member refunds the expenditure incurred during that financial year on
hospitalisation in non-Nominated hospitals.
However, in case where urgent treatment is taken in emergency for a specified ailment,
in such case refund of reimbursement claimed by the retired employee may not be
insisted upon while shifting him to the Nominated hospital.
In cases of those members under ‘chronic option’, the hospitalization expenses incurred
in a non-nominated hospital by a member under ‘chronic option’, irrespective of the
ailment, shall not be needed to be refunded if the member is further hospitalized in a
nominated hospital during the same financial year.
Note:
The benefit under the Scheme (other than hospitalization for serious sicknesses as
notified under the medical rules/accident) shall be available only upon employee’s
handing over peaceful possession of Corporation Accommodation.
Treatment in other than Nominated Hospitals:
Treatment in other than nominated hospitals is regulated as per the ceiling limits
indicated at 9.6 above.
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20.8.20. How to prefer the claim :
The medical rules applicable to retired employees are as that of existing employees
unless specifically excluded under the rules, but the reimbursement will be restricted to
applicable ceilings.
All medical claims should contain the name of the retired employee in capital letters, EC
number, designation at the time of retirement,d ate of retirement and the claim form
should be duly signed. Payments will be transferred electronically to the employees
account as per the RTGS mandate submitted by him at the time of Superannuation.
20.8.21. Life Certificate :Each retired employee is compulsorily required to submit BACKa life
certificate in the month of April every year on self certification basis in respect of self,
spouse and any other dependent family member if availing benefit under PRMBF. In the
event of death of the retired employee, his / her spouse would submit the life certificate.
20.9 LEAVE ENCASHMENT:

Employee can encash the leave (EL + SL ) available to his/her credit at the time of
superannuation/ voluntary retirement from the services, as per Leave Rules of the
Corporation.
20.10 RESETTLEMENT CONCESSION: BACK
a. On superannuation, employees are allowed resettlement concession, if he/she

wishes to settle at a place other than the place of posting. The benefits are as
applicable to an employee during transfer from one location to another, such as
Settling Allowance, Displacement Allowance (30 days DA only), Transit Allowance,
Loading/ Unloading charges, Insurance for household effects, Excess baggage,
Octroi charges, packing charges (for officers only) and Traveling Expenses.
b. An employee upon his retirement on attaining the age of superannuation changes

his residence even at the place of his last posting would be allowed resettlement
concession as in the case of a local transfer involving change in residence.
c. The above concession is extended to the dependent of a deceased employee, if

employment to son/ daughter under SBF Scheme is not opted for.
d. Such employees have to avail the PRMAF benefits from the respective State
Offices/Regional Office/Head Office, as the case may be, in which State/City they
are settled at least for a minimum period of 3 years from the date of Resettlement.
e. Retiring employee settling down within six monthsata place other than the station
of duty can claim re-settlement concession within a period of 6 months from the
date of retirement. The delay in submission of claims may be condoned by
Competent Authority i.e. HR Head of location not below Grade ‘G’, provided the
personnel effects have actually shifted to the place of resettlement within a period
of six months from the date of retirement. The delay in submission of claims can
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be condoned by the Competent Authority provided the same is submitted within a
period of one year from the date of retirement (2013/HR/10 dt. 2.4.2013).
f. The following relaxations are provided in the matter of resettlement concession:
i. Employees may be allowed to shift to the place of resettlement beyond the

prescribed period of 6 months and avail resettlement benefit within an
extended period of upto 2 years from the date of retirement on account of
undernoted situations, subject to approval of the Competent Authority:
• Education of children residing with the employee and prosecuting studies

in class 10th or 12th or pursuing any regular / full time course in a school
/ college in the city of posting.
• Illness of a dependent family member for which treatment is not available
at the place of re-settlement.
• Construction of the house at the place of re-settlement; and
• Employment of spouse
ii. The Competent Authority in this regard shall be Director(Marketing) who may
decide on the duration of extension to be accorded (beyond the prescribed
period of 6 months and upto a maximum of 2 years from the date of
retirement) based on the aforesaid condition(s) being fulfilled.
iii. The relaxation shall be subject to prior approval of the Competent Authority
before the completion of prescribed period of six months from the date of
retirement.
iv. During the extended period, the employees may be allowed to claim PRMBF
benefit from the reimbursing unit attached to the location from where she/he
has retired and may opt to subsequently change the reimbursing unit based
on the place of resettlement.
v. There shall be no effect of the above relaxation on the retention period for
company owned / leased accommodation, self lease, HRA and Transit
accommodation.
20.11 TELEPHONE FACILITY ON SEPARATION:

a) An eligible officer who has been provided with official residential telephone will be
allowed to retain the same telephone connection in the name after superannuation.
However, the responsibility of transferring the telephone connection in self’s name
including the service / transfer charges would be borne by the superannuating officer
himself. (Cir.2006/HR/08)
b) The telephone facility which was provided at the residence of the officer can continue
to be made available at the premises for the extended period of retention of
accommodation, for a maximum period of two months from the date of
superannuation/VR. In exceptional cases, the telephone may be allowed to be
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retained for a further period of 2 months (maximum 4 months) on the request of
the retired officer with the approval of Divisional Director on the merits of each case.
c) Payment restricted to rentals and twice the no. of free calls permitted
d) In other separation cases, the telephone can be retained on a request, subject to

the approval of the competent authority, as detailed below:
i) Death : Maximum 4 months or till house is allowed to be

retained.
ii) Resignation : Two weeks. All charges to be borne by the officer.
iii) Lien : Maximum 2 months on payment by retainer.

iv) Deputationists/ : Maximum 2 months on payment by the
Tenure Apointments retainer.
20.12 RETENTION OF ACCOMMODATION ON SEPARATION: BACK
1. As per extant provisions, Company owned / company leased accommodation allotted

to an officer can be normally retained upon separation for a period of one month /
two months / four months (as applicable).
2. Senior Executives at the level of GMs (Gr.H) & EDs(I) are allowed to retain Company
Owned accommodation for a period of 4 months on the same terms and conditions
as applicable prior to superannuation, which can be extended by a further period of
2 months on approval of the competent authority. House Rent Recovery during the
extended period beyond 4 months shall be made on double the normal rate as
applicable prior to superannuation.
3. Competent Authority to approve the retention in the retirement cases beyond the
period of two months / four months (GM (Gr.H) & above) for the extended period
of upto two months / four months (GMs (Gr.H) & above) for the extended period of
upto two months shall be as under :-
Unit Competent Authority

Co. owned Co. owned
accommodation (if lying accommodation (if
vacant) vacant accomm not
available
Co. leased
accommodation
Region / State Office State Head / Regional HR Regional Head
Head
HO HR Head Director(M)
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4. In case of other contingencies, the Corporation accommodation can be retained on
request, subject to Competent Authority’s approval, upto the following limit:
i) Death : Maximum 4 months *

ii) Resignation : Maximum 1 month
iii) Lien : Maximum 1 month
iv) Deputationist/Tenure appointment : Max. 2 months
*Note: Permission for retention of accommodation up to one year beyond 4

months would be granted by Dir(M) on the merits of each case and in
consideration of genuine difficulties faced by the family like completion of
academic session of school/college going children.’
5. In case, the superannuating employee retains the Company owned / leased

accommodation beyond the approved concessional period, a lumpsum amount of
Rs. 5.0 lakhs may be withheld from the dues payable to the concerned employee till
he vacates the Company owned / leased accommodation for affecting any
recoveries.
6. For any overstay beyond the concessional period of retention in the company owned
/ leased accommodation, following are the rate of recovery of rent:-
i) At Mumbai : Rs.90/- per sq.ft per month

ii) Other Metropolitan : Rs.54/- per sq.ft per month
iii) At other cities : Rs.25/- per sq. ft. per month
As regards the special cases where the permission is granted to the family of a
deceased employee beyond the permission period of 4 months for a further period
of one year, the recovery may continue to be made at concessional rate i.e. 1/3rd
of the above mentioned revised rates. However, in case of overstay, the recovery
rates mentioned at (i), (ii) & (iii) become applicable in such cases also.
20.13 HRA FACILITY AT THE TIME OF SEPARATION
HRA would be allowed for a period of two months after separation, except in case of
resignation or separation by way of disciplinary action, for the accommodation for which
the employee was drawing HRA at the time of separation.
20.14 LTC/LUMP-SUM LFA FACILITY: BACK
a) Unavailed LTC/Lump-sum LFA entitlement available at the credit of Grade-H & above
above can be availed/encashed (depends on the option exercised) within one year
of the date of superannuation/VR. An officer in Grade-G, on request, may be allowed
such extension on merit with the approval of Divisional HR Head.
b) The LTC claim will be settled on the basis of the entitlement as applicable as on the
date of superannuation/VR.
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20.15 CHILDREN EDUCATION ASSISTANCE:
If the employee ceases to be in service due to resignation or discharge / dismissal /

restricted only upto the month in which the employee is separated / released from the
service. However, if the employee ceases to be in service in the course of an academic
year due to superannuation, death etc., the Children Education Assistance will be
admissible till the end of the academic year in which the event takes place.
BACK
20.16 HOLIDAY HOME TO RETIRED OFFICERS:
a) Holiday Home facility is extended to retired officers, spouse and dependent minor
children during off-season i.e from January-April, July-August and November-
December. The facility is available in respect of those Holiday Homes only where a
fixed number of suites/rooms/beds are available to be made use of and not at
locations where hotel accommodation is secured to meet the individual needs. The
request of the retired officers for Holiday Home facility is treated as a ‘second
priority’.
b) Due to old age, the retired officers may need to be accompanied by an adult escort
so that they can be properly looked after at the place of visit. In such cases, one
adult escort may be permitted to stay in the Holiday Home alongwith the entitled
group provided the group does not exceed 4 members in all.
20.17 SCHEME FOR GRANT OF EX-GRATIA TO EX-EMPLOYEES:
20.17.1 SCHEME:
a) Ex-employees who superannuated from the services of the Corporation before

introduction of SBF Scheme after rendering a minimum of 15 years continuous
service without any break on or before their superannuation will be eligible for the
ex-gratia benefit w.e.f. 1/12/2003. The service means regular service in IOC and
would not include service on contractual/daily or temporary/ad-hoc basis.
b) Subsequently, the minimum 15 years continuous service has been relaxed to 5 years’
continuous service and the same benefits were extended w.e.f. 1/7/2006.
c) Ex-gratia shall be restricted to cover only those eligible employees who have retired
upto 31.12.2006 and not thereafter.
d) In case of death of the ex-employee, his/her spouse will be paid the applicable ex-
gratia amount till his/her survival.
e) Ex-employees, who have superannuated after introduction of SBF Scheme but are
drawing lesser pension than the proposed ex-gratia amount are also eligible for the
differential amount. For this purpose, the actual pension amount on standard option
basis (i.e. as per SBFS option no. 4, a benefit payable during the life-time of the
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member with a guaranteed period of 15 years) with the ex-gratia amount of that
particular grade for calculating the differential amount.
f) Ex-gratia will also be extended to employees separated from the services of the
Corporation on account of pre-mature retirement on medical grounds after having
been examined by an independent Medical Board and subject to their meeting other
eligibility condition/criteria like 5 years minimum service in IndianOil, spouse or any
dependent ward not provided employment in IOC on compassionate grounds,
pension under SBF Scheme is lesser than applicable Ex-gratia (for grant of differential
amount of Ex-gratia), no case/petition pertaining to ex-gratia and/or in relation to
SBF is pending before any Court/Forum/Authority either singly or jointly by the ex-
employee /spouse etc. Circular No.2014/hr/40 dt. 30.7.2014
g) The Ex-gratia benefit to eligible ex-employees separated from the services of the
Corporation on or before 31.12.2006 on account of pre-mature retirement on medical
grounds will be extended w.e.f. 1st June, 2014 or from the notional date of
superannuation of the separated employee, whichever is later.
h) The ex-gratia will be paid on monthly basis in case of those who superannuated
before introduction of SBF Scheme. However, the payment of ex-gratia will be on
six monthly basis in case of those who are covered under SBF and are receiving
differential amount.
20.17.2 AMOUNT OF EX-GRATIA:

The Ex-gratia amount to the eligible ex-employees w.e.f. 01.04.2020 under the Ex-gratia
Scheme based on increase in AICPI has been revised as under:
Salary Grade Revised Ex-gratia amount
(p.m.)
Ref./PL/R&D Mktg./IBP
w.e.f.01.04.2019
(Rs.)
I-III I-II 3350
IV-V III-IV 3710
VI-VIII V-VI 4070
A1 (earstwhile Grade A) 6700
B 7420
C 8140
D 10050
E 10770
F 11480
G 12680
H 13400
I 14110
Board level 15550
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20.18 TATKAL SAHAYATA YOJANA FOR OFFICERS: BACK
(Circular No. 2022/HR/15 dated 07.06.2022)
i) A self-contributory scheme called `Tatkal Sahayata Yojana for Officers’ operates for
serving officers.
ii) Scheme - `Tatkal Sahayata Yojana for Officers’:
a) The objective of the Scheme is to provide a lump-sum monetary assistance to
the beneficiary(ies) of member officers dying while in service.
b) The scheme shall be known as `Tatkal Sahayata Yojana for Officers’, which
will operate on No-Profit-No-Loss basis and will work on regular
c) Monthly contributions made by the member officers.
d) The scheme will cover serving officers including Board level appointees on the
rolls of Indian Oil Corporation.
e) A member of the Scheme will be required to make a monthly contribution at
the prescribed rate of Rs. 330/- per month for the year 2023-24
(w.e.f.01.04.2023).(Circular No. DP/4/2(D)/19 dated 21.04.2023)
f) The contribution would be recovered from the monthly salary payable to the
member officers. Contributions received from officers shall not be
refunded/returned under any circumstances, including on separation
g) For officers who would be joining later in the services of the Corporation, their
contribution shall start from the month in which they join.
h) In the event of death of any member officer, payment of a benevolent amount
of Rs. 25 lakhs (Rupees Twenty Five lakhs) would be paid to the eligible
beneficiary(ies). The eligible beneficiary shall be the person(s) as
declared/nominated by the deceased officer under SABF scheme. The payment
shall be made by the Unit/Office where deceased officer was drawing his
salary.
i) The benevolent amount so payable, out of the fund created by contributions
from member officers, shall be exclusive of any other
payments/compensations that the dependents/legal heirs of the deceased
officers are otherwise entitled to receive under any scheme of the Corporation
or any statute in force.
j) No other benefit including return of contribution in part or full shall be available
to any member/nominee/beneficiary except what has been provided for under
para (g) above under Tatkal Sahayata Yojana.
k) The scheme would be reviewed every year and as per shortfall / surplus, the
monthly contribution amount would be revised for the next financial year.
l) The membership of TSY-I operates by default as mandatory scheme for
officers who are Indian Oil Officers’ Association (IOOA) members. Application
format in respect of other officers is at Annexure-20(A).
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Tatkal Sahayata Yojana – II for Officers :
In line with the Tatkal Sahayata Yojana, the objective of the Scheme would be to
provide a lumpsum monetary assistance to the beneficiaries of members dying while
in service. Tatkal Sahayata Yojana-II would be a self- contributory scheme for
officers which will operate on ‘No Profit-No Loss’ basis and will work on regular
monthly contributions made by the member officers. In the event of unfortunate
occurrence of death of an officer, the eligible beneficiary (as under current Tatkal
Sahayata Yojana) would be given a benevolent amount of Rs. 75 lakhs (Rupees
Seventy Five Lakhs Only).
All the members of current Tatkal Sahayata Yojana shall be considered as deemed
members of additional scheme of “Tatkal Sahayata Yojana-II’. In case any of
the members under current Tatkal Sahayata Yojana do not wish to be member of
additional voluntary scheme of Tatkal Sahayata Yojana-II, she/he may opt out of
the additional scheme by informing the same to HR Deptt, who will in turn update
their record and inform the same to Finance Payroll.
Officers who have opted out of the membership of TSY-II will be allowed to become
a member of TSY-II scheme again at any point of time upon giving requisite
contribution for the past period i.e. from the date of withdrawal from the scheme till
the date of re-joining the scheme in single installment. The requisite declaration to
be submitted in this regard to respective HR department by the concerned officer is
enclosed at Annexure.
Such executives who re-join TSY-II scheme, they will be required to continue with
their membership of TSY-II for a minimum period of 15 years from the date of re-
joining the scheme or till their date of superannuation/ separation from the services
of the Corporation whichever is earlier. (IOM No. DP/ 4/2(D)/ 61 dated 01.08.2022)
The additional ‘Tatkal Sahayata Yojana-II’ will broadly operate within the overall
scheme & provisions of the current Tatkal Sahayata Yojana Scheme.
The monthly contribution rate for the ‘Tatkal Sahayata Yojana-II’ from the member
officers shall be Rs.1030/- p.m. for the F.Y. 2023-24 (w.e.f.01.04.2023).(Circular No.
DP/4/2(D)/19 dated 21.04.2023)
20.19 SHIKSHA MITRA – SCHEME FOR PROVIDING FINANCIAL ASSISTANCE FOR

EDUCATION OF ORPHANED CHILD(REN) OF DECEASED EMPLOYEES (CIRCULAR NO.
2021/HR/22 DATED 26.07.2021)
Good education is vital to a child’s future and any disruption in the same may jeopardize
one’s future prospects. In order to ensure that orphaned children of our dceased
employees are not deprived of access to good education it has been decided to provide
financial assistancefor education of orphaned child(ren) of deceased employees by
introduction of an education assistance scheme “Shiksha Mitra”, in addition to the
rehabilitation option R-1 already available to such children under the Corporation’s
rehabilitation scheme annexed to Superannuation Benefit Fund (SABF) Scheme.
The detailed Scheme is attached at Annexure 21.
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20.20 HANDING OVER/TAKING OVER – TRANSFER/ SUPERANNUATION:
A structured handing over / taking over note in the prescribed format (refer IOM no.
IR/1292 dt. 3.4.14) has to be prepared and also a formal brief to be signed by both officers
listing out / summarizing all important issues, information / pending proposals and cases
including court cases, etc.
This is necessary to ensure the continuity in monitoring important and essential jobs
pertaining to licenses, certificates, approvals, banking, safety, operations, court cases, etc.
are addressed appropriately.
A copy of the Handing Over / Taking Over note should be marked to the designated official
apart from the officers involved in handing over / taking over as mentioned below:-
• Location Incharge / Functional Manager – Concerned HOD

• HOD in SO / RO / HO – Concerned State Head / Regional Head / Functional ED
• State Head / Regional Head / Functional ED in HO – ED(Coordn, Plg & QC), HO
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CONDUCT DISCIPLINE
& APPEAR RULES
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21. CONDUCT, DISCIPLINE & APPEAL RULES OF IOC 1980
1. Short title and commencement
• These rules may be called Indian Oil Corporation Conduct, Discipline and Appeal
Rules, 1980. They shall come into force on 1st November 1980.
2. Application:
These rules shall apply to all employees except:

• those in casual /muster roll employment or paid from contingencies;
• those who are governed, or such of them as come to be governed at any future date,
by the Standing Orders certified under the Industrial Employment (Standing
Orders) Act, 1946.
3. Definitions:
In these rules, unless the context otherwise requires-

1) Government- means the Government of India as well as State Government
2) Corporation - means the Indian Oil Corporation Limited.
3) Board - means the Board of Directors of the Corporation and includes, in

relation to the exercise of powers, any committee of the
Board/Management or any officer of the Corporation to whom the
Board delegates any of its powers for the purposes of these Rules
4) Chairman -. means the Chairman of the Corporation or any other officer who holds
charge of the administrative functions of the Chairman for the time
being, and includes any other Officer to whom the Board delegates
any powers or functions of Chairman for the purpose of these Rules
5) Director - Means the Functional Director or any other authority to whom the
Board vests the powers or functions of the Director or any other
Official who holds charge of the administrative functions of the
Director for the time being.
6) Disciplinary means the authority specified in the Schedule appended to these

Authority - rules, or any authority higher than it, and competent to impose any
of the penalties specified in Rule 29
7) Competent means the authority as specified in these Rules and failing such
Authority - specifications means the authority specified by the Board by any
general or special, Resolution, Rule or Order to discharge the function
or the powers specified in these Rules or any of them. Wherever not
specified, the Disciplinary Authority shall be the Competent Authority.
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8) Appellate means the authority specified in the Schedule appended to these
Authority - rules
9) Reviewing means the Appellate Authority or any authority higher than it.
Authority
10) Employee - means a person in the employment of the Corporation other than the
casual, work charged or contingent staff andinclude a person on
deputation to the Corporation.
11) Family -: In relation to an employee includes
i) the wife or husband as the case may be of the employee, whether

residing with him or not , but does not include a wife or husband
as the case may be separated from the employee by a decree or
order of a competent Court.
ii) sons or daughters or step-sons or step-daughters of the

employee and wholly dependent on him , but does not include a
child or step-child who is no longer in any way dependent on the
employee or of whose custody the employee has been deprived
by or under any law.
iii) any other person related whether by blood or marriage to the

employee or to such employee's wife or husband and wholly
dependent on such employee.
12) Public servant - means and includes a person as mentioned in Section 21 of Indian
Penal Code as amended from time to time
13) Sexual includes unwelcome sexually enacted behaviour (whether directly or

Harassment - by implication) with regard to any other employee at the work place
such as:
a) Physical contact and/or advances;
b) a demand or request for sexual favour; sexually coloured
remarks;
c) showing pornography;
d) any other unwelcome physical, verbal or non-verbal conduct of
sexual nature.
14) Complaints means the Complaints Committee constituted by the Corporation for
Committee - redressing complaints of sexual harassment
15) Person Unless repugnant to the subject or context thereof, the expression
“person” used in these Rules shall include any company or body
corporate, proprietorship, partnership or association of persons
(whether registered or not), and the singular shall include the plural
and vice versa, and the masculine shall include the feminine and vice
versa.
16) Designated Designated Employee of the Corporation shall have the same
employee: meaning as provided under “The Code for prevention of insider
trading in the securities of IndianOil" as hosted on the website of the
Corporation www.iocl.com.
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In case any designated employee separates from the services of the
Corporation due to superannuation/resignation /termination etc., he
shall continue to be considered as such for a further period of six
months subsequent to the date of his separation from the Corporation
as envisaged under SEBI (Prohibition of Insider Trading)
Regulations, 1992.
4. Scope of service:
Unless in any case it be otherwise distinctly provided, the whole time of an employee shall
be at the disposal of the Corporation and he shall serve the Corporation in its business
in such capacity and at such place as he may from time to time, be directed.
5. Liability to Abide by Rules and Orders:
Every employee of the Corporation shall conform to and abide by the Rules of the
Corporation, as may be made applicable to him from time to time, and shall observe,
comply with and obey the orders and directions given to him in the course of his official
duties by any person or persons under whose jurisdiction, superintendence or control
he may, for the time being be placed.
6. General Conduct:
1) Every employee of the Corporation shall at all times:-

(a) maintain absolute integrity;
(b) maintain devotion to duty; and
(c) do nothing which is unbecoming of a public servant.
2) Every employee of the Corporation holding a supervisory post shall take all possible
steps to ensure the integrity and devotion to duty of all employees for the time being
under his control and Authority.
3) Every employee shall at all times conduct himself soberly and temperately while on
the official premises and show proper respect and civility to all concerned and shall
use his utmost endeavors to promote the interests of the Corporation and to maintain
and promote the good reputation thereof.
4) No employee shall, in the performance of his official duties or in the exercise of powers
conferred on him act otherwise than in his best judgement except when he is acting
under the direction of his official superior and shall, where he is acting under such
direction, obtain the direction in writing wherever practicable, and where it is not
practicable to obtain the direction in writing, he shall obtain written confirmation of
the directions as soon thereafter as possible.
Explanation: Nothing in Rule 6(4) shall be construed as empowering an officer to evade

his responsibilities by seeking instructions from, or approval of a superior officer or
authority, when such instructions are not necessary under the scheme of distribution of
power and responsibility.
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7. Misconduct:
BACK
Without prejudice to the generality of the term 'misconduct', the following acts of omission
and commission shall be treated as misconduct rendering an employee liable for
disciplinary action:
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, father's 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.
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.
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 behaviour 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.
16) Sleeping while on duty under any pretext, whatsoever.
17) Sexual harassment
18) Commission of any act, which amounts to a criminal offence involving moral
turpitude.
19) Absence from the employee's appointed place of work without permission or
sufficient cause.
20) Purchasing properties, machinery, stores etc., from or selling properties, machinery,
stores, etc., to the Corporation without express permission in writing from the
Competent Authority.
21) Engaging in any trade or business without taking permission of the Competent
Authority
22) 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.
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23) 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.
24) Disclosing to any unauthorised 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.
25) Spreading false rumors or giving false information which tends to bring into
disrepute the Corporation or its employees or spreading panic among them.
26) Levelling malicious or false allegations.
27) Occupying or taking possession in an unauthorised manner or refusal to vacate or
deliver possession of Corporation's quarter(s) or any of its premises, owned or
hired, when required to do so by the Corporation.
28) Refusal to accept a charge sheet or order or any other communication from the
Management.
29) 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.
30) Commission of any act subversive of discipline or of good behaviour.
31) Abetment of or attempt at abetment of any act, which amounts to misconduct.
32) Violation of the Code of Internal Procedures and Conduct for prevention of insider
trading in dealing with the Securities of IndianOil by designated employees.
33) Using official email, internet or other electronic equipments or facilities provided by
the Corporation otherwise for or not in connection with the business of the
Corporation.
34) Obtaining any advance or withdrawal from the Corporation or any provident or
other fund or Trust administered by the Corporation or by Trustees appointed in
whole or part by the Corporation by fraudulent means or misrepresentation or false
pretences.
35) Acting in breach of the requirements of these Rules.
36) “Misuse/abuse of any scheme / facility provided by the Corporation viz. Medical
scheme, loans& advances, etc.”
Note: The above instances of misconduct are illustrative in nature, and not exhaustive.
8. Absence from Duty:
No employee shall absent himself from duty without having obtained the permission of
the authority empowered to grant him leave . No employee shall leave station where he
is posted without obtaining previous permission of the authority referred to above.
"If an employee overstays beyond the period of leave originally granted or subsequently
extended or is otherwise absent beyond 21 days continuously without prior permission of,
or intimation to, authority empowered to grant him leave, he shall be treated to have
voluntarily abandoned the Corporation's service and the Competent Authority may pass
orders accordingly. A communication relating to such order having been passed by the
Competent Authority shall be sent to the employee concerned at his last known address
on record".
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9 Acceptance of Rewards:
1) Except in the following cases, an employee of the Corporation shall without the prior
approval of the Competent Authority accept a reward from any source:
(a) the premium awarded for any essay or plan in Public competition .
(b) any reward offered for the arrest of a criminal or for information or special service
in connection with the administration of justice .
(c) any reward payable in accordance with the provisions of any Act or Regulation or
Rules framed thereunder.
(d) any reward sanctioned for services in connection with the administration of the
Customs and Excise Laws; and
(e) any fee payable to an employee for duties which he is required to perform in his
official capacity under any special or local law by order of Government .
The Competent Authority for the purpose of this Rule is:
(a) In the case of Officer below Grade H, the Officer in Grade H to whom the Officer
directly or indirectly reports;
(b) In the case of Officer in Grade H and above, the Functional Director of the
Division concerned.
9(A) Patent for Inventions made:
1) Every employee shall, within one month of taking up his employment furnish the
Corporation with:
a) a list of all patents held by him or applied for in India or abroad whether in his
own name or jointly with another person (s);
b) Titles and nature of any inventions in his possession prior to his taking up the
appointment.
Intellectual property rights in all improvements, inventions made and/or processed or

discovered or worked upon by an employee during the period of his service with the
Corporation shall belong to and vest exclusively in the Corporation, and the Corporation
shall have the exclusive right to use, apply or deal with the same.
No employee of the Corporation shall, except with the previous sanction of the Functional
Director of the Division concerned disclose to any other person or permit use in any manner
by any other person orapply for or cause to permit any other person to apply for or to
obtain in India or abroad any patent, patent of additions, licence, rights, privilege, or the
like protection in respect of any improvement, invention or process, under any Act, Statute,
Statutory Orders, Regulations or otherwise in respect of any improvement, invention or
process, the intellectual property in respect of which vests in or otherwise belongs to the
Corporation.
If such improvement, invention or process has been made, discovered or obtained by the
employee during the period of his service with the Corporation, he shall upon request of
the Functional Director or his nominee forthwith disclose full and complete description of
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the said improvement, invention or process and the mode of performing the same and
shall absolutely assign and transfer in favour of the Corporation, at its cost, the intellectual
property rights in such improvement, invention or process (whether patented or not) for
a consideration of Re. 1/-.In the event of such a request being made by the Competent
Authority, the employee shall sign all applications, deeds, instruments, assurances,
documents, papers, conveyances, etc. as the said Authority may in his opinion require for
the vesting of the rights under and by virtue of these provisions wholly and absolutely in
the Corporation.
2) All inventions including improvements or modifications thereon or process made or

discovered by the employee during or in relation to the period of his services with
the Corporation shall be absolute property of the Corporation and he shall hold the
same in trust for it.The Corporation may recognise the inventor/inventors in that their
name/names will be mentioned in the patent. The Corporation shall not however be
obliged to pay any fee, royalty or any other consideration for the use of any such
inventions or process.
3) Save as other wise provided in these rules, no employee shall assign, grant any
licence, or create any charge or interest in favour of any person to make use of or
otherwise deal with any such invention or process (whether patented or not) he has
made, discovered or obtained during the period of his service with the Corporation.
4) No employee, whether during or after a period of his service with Corporation, shall,
except for the purpose of the business of the Corporation and with the previous
sanction of the Competent Authority publish or cause to be published, disclose or
otherwise make known in any manner whatever such inventions or process.
Note: the word 'invention ' occurring in these rules shall have the meaning assigned to
it under the “Patents Act, 1970".
10 Forwarding of Application:
No employee shall forward his application for employment to any Government

Central/State) or semi-Government Department or Public Undertaking (in India or
abroad) except in accordance with the Rules framed by the Corporation in this behalf.
No employee shall forward an application for an award of a fellowship, scholarship, etc.,
direct to any authority unless the application is sponsored by the Corporation and he is
permitted to take up such a fellowship or scholarship.
11. Employment of near relatives of the employees of the Corporation in any

Company or firm enjoying patronage of the Corporation;
1 a) No employee shall use his position or influence directly or indirectly to secure

employment for any person related, whether by blood or marriage, to the employee
or to the employee's wife or husband, whether such a person is dependent on the
employee or not.
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b) No employee shall, except with previous sanction of the Competent Authority,
permit his son, daughter or any member of the family to accept employment with
any company or firm, with which he has official dealing or with any other firm having
official dealings, with the Corporation. Provided that where the acceptance of the
employment cannot await the prior permission of the Competent Authority, the
employment may be accepted provisionally subject to the permission of the
Competent Authority to whom the matter shall be reported forthwith.
2) The Competent Authority for the purpose of this Rule is:

directly or indirectly reports;
(b) In the case of Officer in Grade H and above, the Functional Director of the Division
concerned.
3) No employee shall in the discharge of his official duties deal with any matter or give
or sanction any contract to a company or firm or any other person if any member of
his family is employed in that company or firm or under that person or if he or any
member of his family is interested in such matter or contract or in any other matter
and the employee shall refer every such matter or contract to his official superior
and the matter or the contract shall thereafter be disposed of according to the
instruction of the authority to whom the reference is made.
12(A) Taking part in politics and elections:
1) No employee shall be an office-bearer of a political party or an organization, which

takes part in politics.
2) No employee shall take part in or assist in any manner in any movement / agitation
or demonstration of a political nature.
3) No employee shall contest in an election to any legislature or local authority of

otherwise take part in such an election as for example by proposing /seconding the
nomination of a candidate at such an election or acting as a polling agent. Provided
that:-
(a) An employee qualified to vote at such election may exercise his right to vote,
but where he does so, he shall give no indication of the manner in which he
proposes to vote or has voted;
(b) An employee shall not be deemed to have contravened the provisions of this
sub-rule by reason only that he assists in the conduct of an election in the due
performance of a duty imposed on him by or under any law for the time being
in force.
4) No employee shall canvass in, or use his influence in connection with, any election to
any legislature or local Authority.
Explanation: The display by an employee on his person, vehicle or residence of any

electoral symbol shall amount to using his influence in connection with an election within
the meaning of this sub-rule.
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BACK
Taking part in demonstrations:

(B)
No employee of the Corporation shall engage himself or participate in any
demonstration, which involves incitement to an offence.
13 Connection with Press, Radio or Television:
1) No employee of the Corporation shall, except with the previous sanction of the
Competent Authority, own wholly or in part, or conduct or participate in the editing
or management of any newspaper or other periodical or publication.
2) No employee of the Corporation shall, except with the previous sanction of the
Competent Authority, or in the bonafide discharge of his duties, participate in a radio
or TV broadcast or contribute any article or write any letter in his own name or
anonymously, pseudonymously or in the name of any other person to any newspaper
or periodical purporting to express any views on behalf of the Corporation or
disclosing any information relating to the Corporation or its affairs.
3) The Competent Authority for the purpose of this Rule is:
a) In the case of Officer below Grade H, the Officer in Grade H to whom the Officer
directly or indirectly reports
b) In the case of the Officer in Grade H and above, the Functional Director of the
Division concerned.
14 Criticism of Government and the Corporation, the Corporation or any of its
Directors or Officers in Senior Management:
No employee shall, in any radio/TV broadcast or in any document or letter or circular

published under his name singly or jointly with another or others or in the name of any
other person(s) or in any communication to the press or other media, or in any public
utterance, make any statement:
1) which criticisesany policy or action of the Central Government or of the Corporation

or any of its Directors or Officers in Senior Management; or
2) which is capable of embarrassing the relations between the Corporation and the
public or the Management of the Corporation and its employees,
Provided that nothing in this Rule shall apply to any statement made or views
expressed by an employee, of a purely factual nature which are not considered to be
of a confidential nature, in his official capacity as an Officer of the Corporation or in
due performance of the duties assigned to him as an Officer of the Corporation.
Note: Any bonafide expression of views by an employee as office bearer of a recognized
trade union strictly for the purpose of safeguarding the conditions of service of
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BACK
such employees or for securing an improvement thereof would not fall in the
purview of this Rule.
(Note has been incorporated vide IOM NO.IR/1461/P/17/2005 dt 29.11.2005 received
from GM(HR)/HO).
15. Evidence before Committee or any other Authority:
1) Save as provided in sub-rule (3), no employee of the Corporation shall, except with
the previous sanction of the competent authority, give evidence in connection with
any enquiry conducted by any person, Committee or Authority.
2) Where any sanction has been accorded under sub-rule (1), no employee giving such
evidence shall criticise the policy or any action of the Central Government or of a State
Government or of the Corporation.
3) Nothing in this Rule shall apply to:
(a) evidence given at any enquiry before an authority appointed by the Government,
Parliament or a State Legislature or the Corporation.
(b) evidence given in any judicial enquiry; or
(c) evidence given at any departmental enquiry ordered by authorities subordinate

to the Government.
16. Unauthorised communication of information:
No employee shall, except in accordance with any general or special order of the
Competent Authority or in the performance in good faith of the duties assigned to him,
communicate, directly or indirectly any official document or any part thereof or information
to any employee, or any other person to whom he is not authorized to communicate such
document or information.
17. Gifts:
1) Save as otherwise provided in these Rules, no employee of the Corporation shall
accept or permit any member of his family or any other person acting on his behalf,
to accept any gift.
Explanation: The expression 'gift' shall include free transport, boarding, lodging or
other service or any other pecuniary advantage when provided by any person other
than a near relative or a personal friend having no official dealing with the employee.
Note: An employee of the Corporation shall avoid acceptance of lavish or frequent
hospitality from any individual or firm having official dealings with him.
2) On occasions such as weddings, anniversaries, funerals or religious functions, when
the making of gifts(s) is in conformity with the prevailing religious or social
practices, an employee of the Corporation may accept gift(s) from his near relative(s)
and personal friend(s) having no official dealings with him, but shall make a report
to the Competent Authority if the value of the gift(s) exceeds Rs. 25,000/-.
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3) In any other case, an employee of the Corporation shall not accept or permit any
member of his family or any other person acting on his behalf to accept any gift
without the sanction of the Competent Authority if the value of the gift exceeds Rs.
5000/-. Provided that when more than one gift has been received from the same
person within a period of 12 months, the matter shall be reported to the Competent
Authority if the aggregate value of the gifts exceeds Rs. 5000/-.
18. Dowry:
No employee of the Corporation shall:-
1) give or take or abet the giving or taking of dowry; or

2) demand, directly or indirectly, from the parents or guardian of a bride or bridegroom,
as the case may be, any dowry.
Explanation:For the purpose of this rule 'Dowry' has the same meaning as in the
dowry prohibition Act, 1961 (29 of 1961).
19. Private Trade or Employment:
a. No employee shall, except with the previous sanction of the Competent Authority,
engage directly or indirectly in any trade or business or undertake any other
employment.
Provided that an employee, may without such sanction, undertake honorary work of
a social or charitable nature or occasional work of a literary, artistic or scientific
character, subject to the conditions that his official duties do not thereby suffer; but
he shall not undertake or shall discontinue, such work if so directed by the Competent
Authority.
b. Every employee shall report to the Competent Authority if any member of his family
is engaged in a trade or business or owns or manages an insurance agency or
commission agency.
c. No employee shall without the previous sanction of the Competent Authority except
in the discharge of his official duties, take part in the registration, promotion or
management of any bank or other company which is required to be registered under
the Companies Act 1956(1 of 1956) or other law for the time being in force or any
Co- operative Society for commercial purposes.
Provided that an employee may take part in the registration, promotion or

management of consumer/House Building Co-operative Society substantially for the
benefit of employees of the Corporation, registered under the Co-operative Societies
Act 1912(2 of 1912) or any other law for the time being in force or of a literary,
scientific or charitable society registered under the Societies Registration Act 1960
(21of 1960) or any corresponding law in force.
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d. No employee shall accept any fee or any pecuniary advantage for any work done by
him for any public body or any private person without the sanction of the Competent
Authority.
The Competent Authority for the purpose of this Rule is:

directly or indirectly reports.
(b) In the case of the Officer in Grade H and above, the Functional Director of the
Division concerned.
e. No Functional Director of the Company including the Chief Executive, who has retired
from the service of the company, after such retirement, shall accept any appointment
or post, whether advisory or administrative, in any firm or company, whether Indian
or foreign, with which the company has or had business relations, within one year
from the date his retirement without prior approval of the Government. The term
retirement includes resignation; but not the cases of those whose term of
appointment was not extended by Government for reasons other than proven mis-
conduct. The term ‘business relations’ includes ‘official dealing' as well.
20. Investment, Lending and Borrowing:
No employee shall, save in the ordinary course of business with a bank, the Life Insurance
Corporation or a firm of standing, borrow money from or lend money to or otherwise place
himself under pecuniary obligation to any person with whom he has or is likely to have
official dealings or permit any such borrowing, lending or pecuniary obligation in his name
or for his benefit or for the benefit of any member of his family.
21. Insolvency and Habitual Indebtedness:
1) An employee shall avoid habitual indebtedness unless he proves that such

indebtedness or insolvency is the result of circumstances beyond his control and does
not proceed from extravagances or dissipation.
2) An employee who applies to be, or is adjudged or declared insolvent shall forthwith

report the fact to his Competent Authority.
22. Movable, Immovable and Valuable Property:
1) For the purpose of this Rule:
(a) “Immovable Property” means land, building, or rights in or attached to land

or building (including by way of lease or mortgage) belonging to an employee
or acquired out of the funds of an employee in the name of any member of his
family.
(b) “Movable Property” means property other than immovable property, held by
or belonging to an employee or acquired out of the funds of an employee in
the name of any member of his family and will include insurance policies and
loans.
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2) An employee shall not except with previous written intimation to the officer not below
the rank of General Manager to whom he reports, directly or indirectly acquire or
dispose of any immovable property.
3) An employee shall not except with the previous sanction in writing of the first person
of the rank of General Manager to whom he reports in the chain of command, directly
or indirectly acquire from or otherwise sell any immovable or movable property to a
person having official dealings with the employee or his superior or subordinate.
4) Every employee shall report in writing to the Head of HR of the Unit/Region with
which he is concerned, every transaction concerning movable property as and when
it occurs if the value of such property or the amount of premium (in the case of
insurance policy) or loan, as the case may be, exceeds two months’ basic pay of such
employee at the time of transaction.
5) Every employee shall on his first appointment in the Corporation and thereafter
annually or with such other periodicity as may be prescribed, submit a statement of
immovable property and movable property and of his assets and liabilities in such
form as is prescribed on this behalf.
6) The Competent Authority may, at any time, by general or special order requires an
employee to submit, within a period specified in the order, a full and complete
statement of such movable or immovable property held or acquired by him or by
any member of his family as may be specified in the order. Such statement shall, if
so required by the Competent Authority, include details of the means by which or the
source from which such property was acquired.
22A Dealing in Shares
d) When the Corporation issues shares by way of Initial Public Offer (IPO) /
Follow-on Public Offer (FPO), a full time Director or any executive /
employee involved in the decision making process of fixation of price of
an IPO / FPO of shares of the Corporation shall not apply either himself
/ herself or through any members of his / her family or through any other
person acting on his / her behalf for allotment of shares (which includes
all types of equity related instruments) in an IPO / FPO of the Corporation,
even out of the category of preferential quota reserved for Employees /
Directors of the Corporation.
e) When the Corporation issues shares by way of Initial Public Offer (IPO) /
Follow-on Public Offer (FPO), all Executives / employees including full
time Directors of the Corporation who are in possession of unpublished
price sensitive information would be prohibited from dealing / transacting
either in their own name or through any member of their famiy in the
shares of the Corporation.
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f) Full time Director or Executive / employees of the Corporation or any
member of his / her family or any person acting on his / her behalf shall
not apply for shares out of any preferential quota reserved for employees
/ Directors of other companies.
g) All employees of the Corporation would be required to disclose to the

Competent Authority, all transactions of purchase / sale in Corporation’s
shares worth Rs.20,000/- or more in value or existing holding / interest
in the shares of the Corporation worth Rs.20,000/- or more either in his
/ her own name or in the name of any family member to report to the
Competent Authority indicating quantity, price, date of transaction and
nature of interest, within 4 working days.
23 Other Influence:
No employee shall bring or attempt to bring any outside influence to bear upon any
superior authority to further his interests in respect of matters pertaining to his service in
the Corporation.
24. Marriages:
1) No employee shall enter into, or contract a marriage with a person having a spouse;
and
2) No employee, having a spouse, shall enter into, or contract a marriage with any
person.
3) The employee who has married or marries a person other than that of Indian
nationality, shall forthwith intimate the facts to the Competent Authority.
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25. Consumption of Intoxicating Drinks and Drugs:
An employee of the Corporation shall:
1) strictly abide by any law relating to intoxicating drinks or drugs in force in any areas
in which he may happen to be for the time being;
2) not be under the influence of any intoxicating drink or drug during the course of his
duty and shall also take due care that the performance of his duties at any time is
not affected in any way by the influence of such drink or drug;
3) refrain from consuming any intoxicating drink or drug in a public place;
4) not appear in a public place in a state of intoxication ;
5) not use any intoxicating drink or drug to excess
Explanation: For the purpose of this rule, 'public place' means any place or premises to
which the public have or are permitted to have access, whether on payment or otherwise.
26 Suspension:
1) The Disciplinary Authority or any other authority empowered in that behalf by the
Management by general or special order may place an employee under
suspension:
(a) where a disciplinary proceeding against him is contemplated or is pending;

or
(b) where a case against him in respect of any criminal offence is under
investigation or trial.
2) An employee who is detained in police custody, whether on a criminal charge or

otherwise, for a period exceeding 48 hours shall be deemed to have been
suspended with effect from the date of detention, by an order of the
DisciplinaryAuthority, and shall remain under suspension until further orders.
3) Where a penalty of dismissal or removal from service imposed upon an employee

under suspension is set aside on appeal or on review under these rules and the
case is remitted for further inquiry or action or with any other directions, the order
of his suspension shall be deemed to have continued in force on and from the
date of the original order of dismissal or removal and shall remain in force until
further orders.
4) Where a penalty of dismissal or removal from service imposed upon an employee

is set aside or declared or rendered void in consequences of or by a decision of a
court of law and the disciplinary authority, on consideration of the circumstances
of the case, decides to hold a further enquiry against him on the allegation on
which the penalty of dismissal or removal was originally imposed, the employee
shall be deemed to have been placed under suspension by the
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DisciplinaryAuthority from the date of the original order of dismissal or removal

and shall continue to remain under suspension until further orders.
5) An order of suspension made or deemed to have been made under this Rule may
at any time be reviewed and/or revoked by the authority, which made or is
deemed to have been made the order or by any authority to which that authority
is subordinate.
6) The suspended employee shall not leave the station unless otherwise specifically
instructed or permitted.
27. Subsistence Allowance:
1) An employee under suspension shall be entitled to draw subsistence allowance equal

to 50 percent of his basic pay provided the Disciplinary Authority is satisfied that the
employee is not engaged in any other employment or business or profession or
vocation. In addition he shall be entitled to Dearness Allowance and any other
compensatory allowance of which he was in receipt on the date of suspension, as
admissible on such subsistence allowance. However, payment of any other
compensatory allowance can be authorised up to the full rate at which he was in
receipt of on the date of suspension, subject to the approval of the suspending
authority after satisfying that the employee continues to meet the expenditure for
which the allowance was granted.
2) Where the period of suspension exceeds six months, the authority which made or is
deemed to have made the order of suspension shall be competent to vary the amount
of subsistence allowance for any period subsequent to the period of the first six
months as follows:-
(a) The amount of subsistence allowance may be increased to 75% of basic pay
and allowances thereon, if in the opinion of the said authority the period of
suspension has been prolonged for reasons to be recorded in writing not
directly attributable to the employee under suspension;
(b) The amount of subsistence allowance may be reduced to 25% of basic pay
and allowance thereon if in the opinion of the said authority the period of
suspension has been prolonged due to the reasons to be recorded in writing,
directly attributable to the employee under suspension.
3) If an employee is arrested by the police on a criminal charge and bail is not granted,
no subsistence allowance is payable. On grant of bail, if the Competent Authority
decides to continue the suspension, the employee shall be entitled to subsistence
allowance from the date he is granted bail.
28. Treatment of the Period of Suspension:
1) When the employee under suspension is reinstated, the competent authority may
grant to him the following pay and allowances for the period of suspension:-
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(a) If the employee is exonerated and not awarded any of the penalties mentioned
in Rule 29, the full pay and allowances which he would have been entitled to if
he had not been suspended, less the subsistence allowance already paid to
him; and
(b) If otherwise, such proportion of pay and allowances as the competent authority
may prescribe.
2) In a case falling under sub-clause (a) the period of absence from duty will be treated
as a period spent on duty. In a case falling under sub-clause (b) it will not be treated
as a period spent on duty unless the competent authority so directs.
29. Penalties.
One or more ofthe following penalties may be imposed on an employeefor, misconduct

committed by him, and different penalties may be imposed for different acts or omissions
of mis-conduct, whether covered by one or different Charge Sheets.
Minor penalties
1) Censure
2) Fine upto Rs 50,000
3) Withholding of increments of pay without cumulative effect
4) Withholding of promotion for a specified term upto 6 (six) months
5) Reduction of pay upto 3 (three) lower stages in time scale for one year without
cumulative effect
Major penalties
6) Withholding of increments of pay with cumulative effect
7) Reduction to a lower stage(s) in time scale with cumulative effect
8) 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 Corporation by negligence or breach of orders or
the acts of omission and commission
9) Withholding of promotion for a specified term of more than 6 (six) months
10) Reduction to a lower grade
11) Compulsory retirement
12) Removal from service
13) Dismissal
Explanation: The following shall not amount to a penalty within the meaning of this
Rule:-
1) A warning, oral or in writing.
2) Withholding of increment of an employee, in accordance with the specific terms

of contract for unsatisfactory work during the year;
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3) Non-promotion, whether in an officiating capacity or otherwise, of an employee,
to a higher post for which he may be eligible for consideration but for which he is
not found suitable or not selected after consideration of his case;
4) Reversion to a lower grade or post, of an employee officiating in a higher grade

or post on the expiry of the term, or on the ground that he is considered, after
trial, to be unsuitable for such higher grade or post, or on administrative grounds
unconnected with his conduct;
5) Reversion to his previous grade or post, of an employee appointed on probation

to another grade or post, during or at the end of the period of probation, including
any extension(s) thereof.
6) Termination of Service:
a) of an employee appointed on probation, during or at the end of the period of

probation including any extension(s) thereof, in accordance with the terms of his
appointment;
b) of an employee appointed in a temporary capacity otherwise than under a

contract or agreement, on the expiration of the period for which he was appointed,
or earlier in accordance with the terms of his appointment;
c) of an employee appointed under a contract or agreement, on expiry of the tenure

of his contract or earlierin accordance with the terms of such contract or
agreement; and
d) of an employee on retrenchment;
e) of an employee prematurely retired under Rule 39
30. Disciplinary Authority:
The Disciplinary Authority, as specified in the schedule, or any authority higher than it
may impose any of the penalties in Rule 29 on any employee.
31. Procedure for Imposing Major Penalties:
i. No order imposing any of the major penalties specified in Rule 29 shall be made
except after an inquiry is held in accordance with this Rule.
ii. Wherever the Disciplinary Authority is of the opinion that there are grounds for inquiry
into the truth of any imputation of misconduct or misbehaviour against an employee,
may itself inquire into, or appoint any serving or retired officer of the Corporation or
any serving or retired public servant or other person (hereinafter called the Inquiring
Authority) which expression shall include any substitute(s), appointed by the
Disciplinary Authority in lieu of an originally appointed Inquiring Authority or a
substitute to inquire into the truth thereof.
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iii. Where it is proposed to hold an inquiry, the Disciplinary Authority shall frame definite
charges on the basis of the allegations, against the employee. The charges, together
with a statement of the allegations, on which these are based, a list of documents by
which and a list of witnesses by whom, the articles of charge are proposed to be
sustained, shall be communicated in writing to the employee, who shall be required
to submit within such time as may be specified by the Disciplinary Authority, a written
statement whether he admits or denies any of or all of the Articles of charge.
iv. On receipt of the written statement of the employee, or if no such statement is

received within the time specified, an inquiry may be held by the Disciplinary
Authority itself, or by an inquiring authority so appointed by the Disciplinary Authority
under sub-clause(2).
Provided that it may not be necessary to hold an inquiry in respect of the charges
admitted by the employee in his written statement. The Disciplinary Authority shall,
however, recordthe admission(s) and its consequentfindings on each such charge,
and may proceed to impose penalty on the basis of such admission(s) with or without
proceedings to hold an inquiry into the charges not admitted.
v. Where the Disciplinary Authority itself inquires or appoints an Inquiring Authority for
holding an inquiry, it may, by an order, appoint a personto be known as the
'Presenting Officer' to present on its behalf the case in support of the charges.
vi. The employee may take the assistance of any employee of the Corporation or any
other public servant (only in respect of cases where the presenting officer appointed
is a nominee of C.B.I) subject to such Rule or guideline as may be notified from time
to time.
vii. On the date fixed by the Inquiring Authority, the employee shall appear before the
Inquiring Authority at the time and place specified in the notice. The Inquiring
Authority shall ask the employee whether he pleads guilty or has any defence to
make and if he pleads guilty to any of the charges, the Inquiring Authority shall record
the plea, sign the record and ask the employee concerned to also sign thereon. The
Inquiring Authority shall, return a finding of guilt n respect of those charges to which
the employee concerned pleads guilty.
viii. If the employee does not plead guilty, the Inquiring Authority shall proceed with the
case and direct the Presenting Officer to lead his evidence. In case the charge-
sheeted employee makes a request for inspection of related documents and /or
production of witnesses, the Inquiring Authority will consider the request and take
appropriate action. The relevance of the document and the witnesses will have to
be given by the employee concerned and the documents and/or the witness(es)
shall be summoned if the Inquiring Authority is satisfied about their relevance to the
charge under inquiry.
ix. The Inquiring Authority shall ask the authority in whose custody or possession the
documents are kept, for the production of the documents on such date as may be
specified.
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x. The authority in whose custody or possession the requisitioned documents are, shall
arrange to produce the same before the Inquiring Authority on the date, place and
time specified in the requisitioned notice.
Provided that the authority having the custody or possession of the requisitioned
documents may claim privilege if the production of such documents will be against
the public interest or the interest of the Corporationare subject to an obligation of
confidentiality. In that event, it shall inform the Inquiring Authority accordingly. The
Inquiring Authority shall determine the claim of privilege, and if satisfied that the
claim is justified in whole or part, shall either uphold the claim or direct the
document(s) to be produced subject to such deletions as he considers necessary to
protect the privilege, provided that the Inquiring Authority shall not direct the
production of any document which is subject to an obligation of confidentiality on the
part of the Corporation.
xi. During the course of the inquiry, the oral and documentary evidence by which the
charges are proposed to be proved shall be produced by or on behalf of the
Disciplinary Authority. The witnesses shall be examined by or on behalf of the
Presenting Officer and may be cross-examined by or on behalf of the employee. The
Presenting Officer shall be entitled to re-examine the witnesses on any points on
which they have been cross-examined, but not on a new matter, without the leave
of the Inquiring Authority. The Inquiring Authority may also put such questions to
the witnesses as it thinks fit.
xii. The Inquiring Authority may, in its discretion, at any stage allow the Presenting
Officer or employee to produce evidence not included in the charge-sheet or may
itself call for new evidence or recall or re-examine any witness. In such case the
employee or the Presenting Officer as the case may be, shall be given opportunity to
inspect the documentary evidence and to cross-examine a witness, who has been so
summoned, and to present any additional evidence which he may wish to produce as
a result.
xiii. When the case for the Disciplinary Authority is closed, the employee shall be asked
to present his defence and produce evidence.
xiv. The employee may examine himself in his own behalf if he so prefers. The witnesses
produced by the employee shall then be examined and shall be liable to cross-
examination and re-examination according to the provisions applicable to the
witnesses for the Disciplinary Authority. The Inquiring Authority may also put such
questions to the witnesses as it thinks fit.
xv. The Inquiring Authority may, after the employee closes his case, and shall, if the
employee has not examined himself, generally question him on the circumstances
appearing against him in the evidence for the purpose of enabling the employee to
explain any circumstance appearing in the evidence against him.
xvi. After the completion of the production of the evidence the employee and the
Presenting Officer may file written briefs of their respective cases, within 15 days of
the date of completion of the production of evidence.
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xvii. If the employee does not submit the written statement of defence referred to in sub-
rule (iii) on or before the date specified for the purpose or does not appear in person
or through the assisting employee or otherwise fails or refuses to comply with any of
the provisions of these Rules, the Inquiring Authority may hold or continuethe inquiry
ex-parte. Where the proceedings are held or continued ex-parte, the Inquiring
Authority shall send a copy of his order directing ex-parte proceedings or
continuance, as the case may be, to the employee at his last known address, and
shall not thereafter be required to communicate to the employee any record of further
proceedings. The employee may, if he so deems fit, rejoin the proceedings before
the Inquiring Authority at any stage, before the conclusion of the inquiry without any
right to re-open the proceedings or any of them conducted ex-parte unless he can
satisfy the Inquiring Authority that he was prevented from attending such
proceeding(s) for sufficient cause.
xviii. Whenever any Inquiring Authority, after having heard and recorded the whole or any
part of the evidence in an inquiry ceases to exercise jurisdiction therein and is
succeeded by another Inquiring Authority which has, and exercises, such jurisdiction,
the Inquiring Authority so succeeding may act on the evidence so recorded by its
predecessor or partly recorded by its predecessor and partly recorded by itself.
Provided that if the succeeding Inquiring Authority is of the opinion that further
examination of any of the witnesses whose evidence has already been recorded is
necessary in the interest of justice, it may recall, examine, cross-examine and re-
examine any such witnesses as herein before provided.
xix. (a) After the conclusion of the Inquiry, a report shall be prepared by the Inquiring
Authority and it shall contain:-
ii) An introductory paragraph in which references to the orders of appointment of

IO and PO and engagement of Defence Assistant will be made;
iii) Brief account of hearings, marking of exhibits, recording of evidence;
iv) Reproduction of articles of charge(s);
v) Indication about charges which are dropped, or admitted, or have been inquired
into;
vi) Brief statement of the case of the disciplinary authority in respect of the charges
inquired into;
vii) Brief statement of the case of the Charged Officer;
viii) For each charge inquired into –
a) a gist of the charges
b) the case in support of the charge;
c) the case of defence;
d) assessment of evidence; and
e) the findings.
viii) A brief summary of the findings.
Explanation:If in the opinion of the Inquiring Authority the proceedings of the inquiry
establish any charge different from the original charge with regard to the transaction(s)
or event(s) or acts or omissions or series of transactions or events or acts or omissions
which form the subject matter of the charge(s), whether in addition to or in lieu of the
original charge(s), it may record its findings on such charge;
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Provided that the findings on such charge shall not be recorded unless the employee has
either admitted the fact on which such charge is based or the essentials of the evidence,
if any, on which such charge is based have been duly recorded by the Inquiring Authority
and the employee has had a reasonable opportunity of defending himself against such
charge. To this end, if the Inquiring Authority is of opinion that the evidence indicates
such charge, he shall frame such charge and communicate the charge to the employee
and give the Presenting Officer an opportunity to produce any further evidence he can
produce in support of the charge and give the employee an opportunity to defend such
charge in the same manner as the charge(s) in the original charge sheet and the
procedures with respect thereto shall mutatis mutandis apply.
19 (b) The Inquiring Authority, where it is not itself the Disciplinary Authority, shall
forward to the Disciplinary Authority the records of inquiry which shall include:-
i) the report of the inquiry prepared by it under sub-rule 19) (a) above;
ii) the oral and documentary evidence produced in the course of the inquiry;
iii) written briefs referred to in sub-rule (16), if any, and
iv) the orders, if any, made by the Disciplinary Authority and the Inquiring
Authority in regard to the inquiry.
32. Action on the Inquiry Report:
1) The Disciplinary Authority, if it is not itself the Inquiring Authority, may for reasons
to be recorded by it in writing remit the case to the Inquiring Authority for fresh or
further inquiry and report and the Inquiring Authority shall thereupon proceed to hold
the further inquiry according to the provisions of Rule 31 as far as may be.
2) Before the Disciplinary Authority arrives at its own conclusions with regard to the guilt
or innocence of the employee with regard to the charge/charges levelled against him
after taking into consideration the inquiry report, the Disciplinary Authority shall
provided it agrees with the findings of the Inquiring Authority, furnish a copy of the
Inquiring Authority’s report to the employee to enable him make his representation
against the findings in the report within 10 days of the receipt of the inquiry report,
if he so desires.
3) The Disciplinary Authority shall, if it disagrees with the findings of the Inquiring
Authority on any charge, record its reasons for such disagreement. Before arriving
at its own conclusion with regard to the guilt or innocence of the employee with
regard to such charge, the Disciplinary Authority shall furnish to the employee his
reasons for such disagreement together with a copy of the Inquiry Officer’s report
with reference to Rule 31. The disciplinary authority shall record its own findings
with regard to such charge(s) after taking into account the representation, if any
made by the employee
4) If the Disciplinary Authority having regard to its findings on all or any of the charges
is of the opinion that any of the penalties specified in Rule 29 should be imposed on
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the employee, it shall, notwithstanding anything contained in Rule 33, make an order
imposing such penalty.
5) If the Disciplinary Authority, having regard to its findings on all or any of the charges,
is of the opinion that no penalty is called for, it may pass an order exonerating the
employee concerned.
33. Procedure for Imposing Minor Penalties:

1) Where it is proposed to impose any of the minor penalties specified in Rule 29, the
employee concerned shall be given a charge-sheet stating the alleged charges against
him and given an opportunity to submit his written statement of defence within a
specified period. The defence statement, if any, submitted by the employee shall be
taken into consideration by the Disciplinary Authority before passing orders.
Provided that in a case in which the disciplinary authority is of the opinion that an
inquiry in the manner laid down under Rule 31 is necessary, such inquiry may be held
purely on Disciplinary Authority's discretion.
2) The record of the proceedings shall include:-
(a) a copy of the charge-sheet stating the alleged charges delivered to the
employee.
(b) the evidence produced during the inquiry, if held; and
(c) the orders of the disciplinary authority together with the reasons therefor.
34. Common Proceedings:
1) Where two or more employees are concerned in a case the disciplinary authority, or
an authority higher than it, who is competent to impose a penalty on such employees
may make an order directing that disciplinary proceedings against all of them may be
taken in a common proceedings and a specified authority may function as the
disciplinary authority for the purpose of such common proceedings.
2) Where it has been decided to hold an inquiry into charge(s) framed against two or
more employees involved in the same or series of transactions, events, acts or
omissions, the concerned Disciplinary Authority may direct that the inquiry into the
charges against all the said employees shall be held by the same Inquiring Authority,
and that the evidence recorded in the inquiry shall be read as evidence for the
charge(s) framed against each employee concerned.
3) On conclusion of the inquiry, the Inquiring Authority shall make separate Report in
respect of the charges framed against each of the employee concerned, and the
provisions of Rule 31(19), 32 and 33 shall thereafter mutatis mutandis apply with
respect to each such employee.
35. Special Procedure in Certain Cases:
Notwithstanding anything contained in Rule 31 or 32 or 33 the Disciplinary Authority may

impose any of the penalties specified in Rule 29 in any of the following circumstances:-
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1) the employee has been convicted on a criminal charge, or on the strength of facts
or conclusion arrived at by a judicial trial; or
2) where the Chairman or the Director is satisfied for the reasons to be recorded in
writing that in the overall interest or the security of the Corporation, it is not
expedient to hold any inquiry in the manner provided in these Rules.
36 Special Procedure in respect of Retiring Employees:
1) (a) Notwithstanding that an employee is entitled to and has retired or superannuated

from the service of the Corporation, if disciplinary proceedings have been initiated
while the employee was in service, the disciplinary proceedings shall continue
and be concluded in the same manner as if the employee had continued in
service.
(b) For the purposes of this Rule, a disciplinary proceeding shall be deemed to have
been commenced as soon as a decision is taken by the Disciplinary Authority to
commence disciplinary proceedings against the employee, even if a Charge-sheet
pursuant to the said decision has not been or could not be served upon the
employee prior to the date of his presumptive retirement or superannuation, as
the case may be.
(c) Once such disciplinary proceedings have been commenced, it will be open to the
Disciplinary Authority, at any time before the conclusion of the disciplinary
proceedings, to add to any charge(s) by issue of a supplementary chargesheet,
if necessary. The same procedure shall be followed with respect to the
supplementary charges as is applicable with respect to the original charge(s) for
which the disciplinary proceedings commenced.
(d) The penalty(ies) imposed on the employee as a result of such proceedings shall
be deemed to have taken effect immediately prior to the employee’s presumptive
retirement or superannuation, as the case may be.
2) During the pendency of the disciplinary proceeding, the Disciplinary Authority may
withhold payment of gratuity, for ordering the recovery from gratuity of the whole or
part of any pecuniary loss caused to the company if the employee is found in the
disciplinary proceedings or judicial proceedings to have been guilty of
offences/misconduct in terms of sub-section (6) of section 4 of the payment of
Gratuity Act, 1972 or to have caused pecuniary loss to the company by misconduct
or negligence, during his service including service rendered on deputation. However,
the provisions of section 7(3) and 7(3A) of the Payment of gratuity Act,1972 are to
be kept in view in the event of delayed payment.
Resignation
Notwithstanding that an employee, who decides to resign from the services of

36 (A) Corporation may tender his resignation to the Competent Authority, such resignation
will become operative only on acceptance by the Competent Authority. The
Competent Authority reserves the right not to accept the resignation tendered by the
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employee, if an inquiry, investigation or prosecution is pending or contemplated

against the employee. Provided that, if the Competent Authority decides to accept
the resignation, the employee may be relieved from the Corporation after clearing all
dues of the Corporation.
Voluntary Retirement
Notwithstanding that an employee, who decides to seek voluntary retirement from

36 (B) the services of the Corporation under the specific Voluntary Retirement Scheme
launched by the Corporation from time to time, may submit his application as per the
provisions of such Scheme, the Competent Authority reserves the right not to accept
the application, if an inquiry, investigation or prosecution is pending or contemplated
against the employee even if the employee is eligible to be considered for voluntary
retirement as per the provisions of the scheme. Provided that, If the Competent
Authority decides to accept such request for voluntary retirement, the employee may
be relieved from the Corporation after clearing all dues of the Corporation.
37. Employees on Deputation from the Central Government or The State
Government etc.:
2) where an order of suspension is made or disciplinary proceedings are taken against

an employee who is on deputation to the Corporation from the Central or State
Government or another Public Undertaking, or a local authority, the authority lending
his services (hereinafter referred to as the Lending Authority) shall forthwith be
informed of the circumstances leading to the order of his suspension, or the
commencement of the disciplinary proceedings, as the case may be.
3) In the light of the findings in the disciplinary proceedings taken against the employee:
(a) if the disciplinary authority is of the opinion that any of the penalties from
amongst those specified at (1) to (9) in Rule 29 should be imposed on him, it
may pass such orders on the case as it deems necessary after consultation with
the Lending Authority;
Provided that in the event of a difference of opinion between the disciplinary

authority and the Lending Authority, the services of the employee shall be
placed at the disposal of the Lending Authority.
(b) If the disciplinary authority is of the opinion that any of the penalties at (10),
(11), (12) and (13) in Rule 29 should be imposed on him, it should place his
services at the disposal of the Lending Authority and transmit to it, the
proceedings of the inquiry for such action as it deems necessary.
4) If the employee submits, an appeal against an order imposing a penalty on him under
sub rule (2) (a), it will be disposed of after consultation with the Lending Authority;
Provided that if there is a difference of opinion between the Appellate Authority and
the Lending Authority, the services of the employee shall be placed at the disposal of
the Lending Authority, and the proceedings of the case shall be transmitted to that
authority for such action, as it deems necessary.
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38. Appeals:
1) An employee may appeal against an order imposing upon him any of the penalties
specified in Rule 29 or against the order of suspension referred to in Rule 26. The
appeal shall lie to the authority specified in the schedule.
2) An appeal shall be preferred within 60 days from the date of communication of the
order appealed against. The appeal shall be addressed to the Appellate Authority
specified in the schedule and submitted to the Authority whose order is appealed
against. The authority whose order is appealed against shall forward the appeal
together with its comments and the records of the case to the Appellate Authority.
The Appellate Authority shall consider whether the findings are justified or whether
the penalty is excessive or inadequate and pass appropriate orders. The Appellate
Authority may pass orders confirming, enhancing, reducing or setting aside the
penalty or remitting the case to the authority which imposed the penalty or to any
other authority with such direction as it may deem fit in the circumstances of the
case.
Provided that if the enhanced penalty which the appellate authority proposes to
impose is a major penalty specified in Rule 29 and an inquiry as provided in Rule 31
has not already been held in the case, the Appellate Authority shall direct that such
an inquiry be held in accordance with the provisions of Rule 31 and thereafter
consider the record of the inquiry and pass such orders as it may deem proper. If the
Appellate Authority decides to enhance the punishment but an inquiry has already
been held as provided in Rule 31 the Appellate Authority shall give a show-cause
notice to the employee as to why the enhanced penalty should not be imposed upon
him. The Appellate Authority shall pass final orders on the appeal after taking into
account the representation, if any, submitted by the employee.
3) Every employee submitting an appeal shall do so separately and in his own name.
4) Every appeal referred under these Rules shall contain all material statements and
arguments relied on by the appellant and shall contain no disrespectful and/or
improper language and shall be complete in itself.
5) The authority who passed the order, which is appealed against, may withhold the
appeal if it is not made in accordance with the rules and submitted within the time
limit, or if it is repetition of an appeal already decided.
38(A) Review
1) The Reviewing Authority for the purpose of this Rule shall mean the Appellate
Authority or any authority higher than it , as the case may be.
2) Notwithstanding anything contained in these Rules, the Reviewing Authority may at

any time within six months of the date of final order, either on his own motion or
otherwise call for the records of any enquiry and revise any order made under these
Rules or under the Rules from which an appeal is allowed, but from which no appeal
has been preferred and may for sufficient cause:
a. modify or set aside the order; or
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b. reduce, enhance or set aside the penalty imposed by the order, or impose any
penalty where no penalty has been imposed; or
c. remit the case to theAuthority directing such authority to make or cause to be
made such further inquiry as it may consider proper in the circumstances of the
case; or
d. pass such other orders as it may deem fit.
Provided that if the reviewing Authority proposes to enhance the penalty already
imposed and the proposed penalty is a major penalty as specified in Rule 29 and an
inquiry as provided in Rule 31, has not already been held in that case, the Reviewing
Authority shall direct that such an inquiry be held in accordance with the provisions
of the Rule 31 and there after, consider the record of the inquiry and pass such order
as it may deem proper. If the Reviewing Authority decides to enhance the punishment
but an inquiry has already been held as provided in Rule 31, the Reviewing Authority
shall give a show cause notice to the employee as to why the enhanced penalty shall
not be imposed upon him. The Reviewing Authority shall pass the final order after
taking into account the representation, if any, submitted by the employee
38(B) Other Actions:

Any disciplinary proceedings initiated against an employee or the imposition of any of
the penalties specified in Rule 29 on an employee shall be in addition to and without
prejudice to any other rights or remedies available to the Corporation arising out of the
same transaction(s), event(s), act(s) or omission(s) including, but not limited to the right
of civil action and of criminal action and the rights under any other law for the time
being in force.
39 Premature Retirement:
(2) Without prejudice to, and independent of the rights of the Corporation to dispense
with the services of employees either under the contract of employment or under
these Rules or on grounds of medical unfitness irrespective of the age of an
employee, an employee designated as officer who has attained the age of 50 years
or has served the Corporation for more than 15 years and is considered to be
inefficient or of doubtful integrity or medically unfit may be prematurely retired by
the Competent Authority by giving him notice of not less than 3 months in writing or
three months' salary in lieu of notice. The criteria for judging inefficiency, doubtful
integrity or medical unfitness shall be as follows:
(a) Inefficiency:Inefficiency will be evaluated on the basis of the Annual Performance

Appraisal of the officers. An officer may be considered for pre-mature retirement
where in the summary appraisal of his APA in any three years duringthe
precedingfive years, he has been rated "below satisfactory", provided that during
this period, his reports have been written by at least two different superiors. If
not, an opportunity will be afforded to the officer to be assessed by another
superior for at least one year. The basic consideration in identifying such officers
is the fitness/competence of the officer to continue in his present post, which he
is holding.
(b) Doubtful integrity: An officer may be considered for premature retirement when
he gets an adverse comment on his integrity in his APA in any three years during
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BACK
the preceding five yearsand there is a proven instance of misconduct relating to

his integrity, provided that during this period, his reports have been written by
at least two different superiors. If not, an opportunity will be afforded to the
Officer concerned to be assessed by another superior for at least one year.
(c) Medical unfitness: Head of a Unit may, on medical grounds, refer an employee
to a Medical Board (constituted by ED/GM of Unit/Region or HR Department and
comprising of not less than 2 Medical Officers of the Corporation, apart from a
Specialist, and a Govt. Medical Advisor of status not less than that of a Civil
Surgeon) in any of the following circumstances for a medical check-up and report
on the nature and prognosis of disease, if any, that he is suffering from.
Note:The term "Medical Officer" of the Corporation would include a Medical Practitioner
as may have been retained by the Corporation.
1) when an employee owing to apparent physical or mental infirmity or deterioration in

general health, is unable to discharge his duties;
2) when an employee is reported to be suffering from incurable and

infectious/contagious disease;
3) when an employee is suffering from a curable disease but is not likely to be fit to
resume his normal duties within a period of 12 moths;
4) when an employee, though attending duties, is found to be mentally deranged, or

suffering from lunacy or mental infirmity;
5) when an employee has been on leave for reasons of sickness for total period of 120
days including Sundays, holidays and other closed days or more, during a continuous
period of six months; or
6) when an employee not on maternity leave has been continuously on leave on medical
grounds for 12 weeks including Sundays, holidays and other closed days.
Based upon the report of the Medical Board, theCompetent Authority may consider
premature retirement of an employee on medical grounds on the recommendations of the
authority designated for recommending premature retirement under the rules provided:
(a) the employee is not fit to resume his duties within a period of 12 months, or
(b) the employee is suffering from lunacy or mental derangement and his services
cannot be effectively utilised by the Corporation, or
(c) the employee is suffering from incurable and infectious/contagious disease and
his attendance is likely to pose health hazards to others.
(3) Before any action is taken against an officer under this Rule, the officer concerned
will be asked through a notice in writing to show cause as to why the contemplated
action under the sub-clauses should not be taken against him, and his explanation if
any taken into account.
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(4) Competent Authority for this rule shall be as under:
Category of Officers Competent Authority

Authority designatedfor
recommending
premature
retirement
i. Officers in the salary Board Chairman
Grade `G’ & above
ii. Officers in the È’ & `F’ Chairman Director Incharge
(salary Grades)
iii. Officers in salary Grades Director Incharge ED/GM
À’, `B’, `C’ & `D’ (Unit/Region/HO)
(5) The following benefits will be admissible to those retiring prematurely under the
scheme:
(a) On grounds of medical unfitness: In accordance with the Corporation's

Scheme for Premature Retirement on Medical Grounds.
(b) On grounds of inefficiency or of doubtful integrity: The admissibility of

various benefits will be governed as under:
i) Provident Fund, Gratuity, Encashment of Leave, Contributory Superannuation

Benefit Fund Scheme and Contributory Post- Retirement Medical Scheme in
accordance with the respective Rules governing each of these
entitlements/benefits
ii) Notice Pay: 3 months' salary, where notice in writing is not given.
iii) Transfer benefit for self and family for proceeding to home- town or to a
place where he intends settling down in India in accordance with the TA
Rules.
(6) Provision for review:

An officer may request for review within 30 days of the receipt of the order/notice of
premature retirement. The request shall be submitted to the authority whose order is
being requested for review. The request shall contain all material statements and
arguments on which the appellant relies and shall not contain any disrespectful or
improper language and shall be complete in itself.
40. Service of Orders, Notices, etc.:
Every order, notice and other process made or issued under these rules shall be served
in person on the employee concerned or communicated to him by registered post at his
last known address.
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41. Power to Relax Time-Limit and to Condone Delay:
Save as otherwise expressly provided in these rules, the authority competent under these
rules to make any order may, for good and sufficient reasons or if sufficient cause is
shown, extend the time specified in these rules or anything required to be done under
these rules or condone any delay.
42. Savings:
Any amendment to these Rules shall, unless to the contrary provided in any specific
amendment, be deemed to specifically include and provide as follows:
1) Disciplinary proceeding in respect of any misconduct or breach committed prior to the

issue of the amendment may be initiated, continued and concluded under the
amended Rules even if such act or omission is not a misconduct or breach under the
Rules as amended;
2) Any disciplinary proceedings pending as on date of the amendment to these Rules
shall be continued and disposed of by the Disciplinary Authority prescribed under the
amended Rules in accordance with the provisions of the amended Rules, as if such
proceedings were initiated under the amended Rules;
3) Any appeal or review pending as on date of the amendment to these Rules against an
order made before the amendment shall be considered and decided and orders in
respect thereof shall be passed by the Appellate or Reviewing Authority prescribed
under the amended Rules in accordance with the amended Rules, as if such appeal
was filed under the amended Rules or the review was undertaken under the amended
Rules.
4) If by virtue of any amendment the Appellate Authority or Reviewing Authority is the
same or of the same rank or inferior in rank to the Disciplinary Authority, then
notwithstanding the amendment, the Appellate or Reviewing Authority, as the case
may be, shall be the next Authority in the Corporation higher in rank than the
Disciplinary Authority.
43. Notification of Authorities:
The various Authorities under these rules may be prescribed and notified, as required
from time to time, with the approval of Chairman.
44. Removal of Doubts:
Where a doubt arises as to the interpretation of any of these rules, the matter shall be
referred to the Chairman for final decision. Likewise, any instructions in the nature of
clarifications to these rules shall issue with the approval of Chairman.
45. Amendments:
The Board may amend, modify or add to these Rules, from time to time, and all such
amendments, modifications or additions shall take effect from the date stated therein.
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SCHEDULE
Category of Employees Disciplinary Authority Appellate Authority

Marketing Division:
Officer in Grades Ao,A, B & CGM-HO/Head of RO/SO Concerned Functional Head of
C (not below Grade ‘H’) the department (not below
Grade ‘H’)
Officer in Grades D, E, F & Concerned Functional Head of Director (M)

G the department (not below
Grade 'H').
Officer in Grades H & I Director (M) Chairman
Refineries Division
Non- Officers Officers in Grade C or above Concerned Functional Head of
the department (not below
Grade 'H')
Officers in Grade Ao, A, B, Unit Head (not below Grade 'H') Director (Ref.)
C, D, E & F Refinery Units
Officers in Grade Ao, A, B, Concerned Functional Head of Director (Ref.)
C, D, E, & F Headquarters the department (not below
and Calcutta & Mumbai Grade 'H')
Offices
Officer in Grade G, H, & I Director (R) Chairman

Pipelines Division
Non- Officers Officers in Grade C or above Region/Unit Head (not below
Grade 'H')
Officers in Grade Ao, A, B, Region/Unit Head (not below Director (PL)
C, D, E & F at Pipelines Grade 'H')
Region/Units
Officers in Grade Ao, A, B, Functional Head (not below Director (PL)
C, D, E & F at Pipelines HO Grade 'H')
Officers in Grades G, H & I Directot (PL) Chairman
Research & Development Centre:

Non-Officers Officers in Grade C or above Concerned Functional Head of
Grade 'H')
Officers in Grade Ao,A, B, Concerned Functional Head of Director (R & D)
C, D, E & F the department (not below
Grade 'H')
Officer in Grades G, H, & I Director (R&D) Chairman
Corporate OfficeCorporate Office Excluding Planning & Business Development Group:
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Grade 'H')
Officers in Grade Ao, A, B, Concerned Functional Head of Concerned Functional/ Divisional
C, D, E & F the department (not below Director
Grade 'H')
Officer in Grades G, H & IConcerned Functional/Divisional Chairman

Director
Planning & Business Development Group
Grade 'H')
Officer in Grades Ao, A, B, Concerned Functional Head of Director (P & BD)
C, D, E, & F the department (not below
Grade 'H')
Officers in Grade G, H & I Director (P & BD) Chairman
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22. STANDING ORDERS: BACK
1. APPLICABILITY:
1.1 These Standing Orders shall come into force in accordance with the provisions of Section
- 7 of the Industrial Employment (Standing Orders) Act, 1946 and apply to all workmen
employed at Head Office, Branch. Office/District Offices/ Installations/ Depots/ AFSs any
other establishment/Unit of Indian Oil Corporation (Marketing Division).
2. DEFINITIONS:
2.1 In these Standing Orders unless there is repugnant in the subject or the context "Head
Office" means Indian Oil Corporation Limited (Marketing Division) registered under the
Companies Act, 1956 situated at its registered Office at G-9, Ali Yavar Jang Marg, Bandra
(East) Mumbai 400051.
2.2 'Establishment/Unit means Head Office/Branch Offices/District Offices/

Installations/Depots/ AFSs or any other Establishment/Unit of the Indian Oil Corporation
Limited (Marketing Division) which is under the superintendence and control of the
respective Managing Director/Branch Managers/Aviation Manager whether registered
under the existing law or other wise.
2.3 'Managing Director' means the person having superintendence and ultimate control over
the affairs of the entire Marketing Division of the Corporation.
2.4 'Branch Manager' means the person having ultimate control over the affairs of the Branch
of the Indian Oil Corporation (Marketing Division.).
2.5 'Head of Department' means the person in overall charge of a particular department of the
Division whether in Head Office/Branch Office.
2.6 'Workmen' means any person including Àpprentice' employed in any Establishment/Unit
of Indian Oil Corporation Limited (Marketing Division) to do any skilled or unskilled,
manual, supervisory, technical or clerical work for hire or reward whether the terms of
employment he expressed or implied.
2.7 'Competent Authority' means Managing Director/General Manager/Deputy General

Manage/Branch Manager/Aviation Manager/Head of Department whether in Head Office
or Branch Office as the case may be.
2.8 Unless specifically stated to the contrary, the masculine shall include the femine and
singular shall imply plural where relevant.
'The Corporation' means any establishment/Unit of the Indian Oil Corporation Limited
(Marketing Division).
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BACK
3. CLASSIFICATION OF WORKMEN:
3.1 Workmen shall be classified as

Permanent workmen;
Probationer;
Temporary workmen;
Casual workmen;
Apprentice.
3.2 'Permanent Workmen' means a workman who is engaged to fill a permanent vacancy or
post and whose appointment has been confirmed in writing by the Corporation after
completion of satisfactory period of probation of twelve months.
3.3 'Probationer' means a workman who is provisionally employed to fill a permanent vacancy
or post and who has not been confirmed in writing on successful completion of his period
of probation.
3.4 'Temporary Workman' means a workman who has been appointed for a limited period of
work which is of an essentially temporary nature or who is employed temporarily as an
additional workman in connection with a temporary increase in work of permanent nature,
and includes a workman who is employed as a substitute for a permanent workman or a
probationer who is absent.
3.5 'Casual Workman' means a workman who is employed for work, which is essentially of
occasional or of casual nature.
3.6 'Apprentice' is a person engaged for training in the business of the Corporation with
payment of a Stipend during the period of training, provided that no workman shall he
classified as an 'Apprentice' if he has training for a period of more than 2 years.
4. PROBATIONARY PERIOD:
No workman will he made permanent in the service of the Corporation unless he has
worked to the satisfaction of the Competent Authority as a Probationer for a period of
twelve months in that post.
If at the end of the probationary period, the Competent Authority considers that for the
purpose of judging the nature and capacity of work of workmen it is necessary to extend
his period of probation the Competent Authority may extend the same further for three
months and thereafter, if confirmed he gets the confirmation in writing.
5. MEDICAL FITNESS FOR EMPLOYMENT:
5.1 On first appointment the workman is required to get himself medically examined and
thereafter found fit by the Corporations Medical Officer or Corporation's prescribed medical
officer or a Civil Surgeon where there is no Corporation's Medical Officer or Corporation's
prescribed Medical Officer The continuance in employment in service of the Workman shall
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be subject to his being found medically fit by the Corporation's Medical Officer or
Corporation's prescribed Medical Officer or a Civil Surgeon or by a Govt. Medical Officer of
the Status of a Civil Surgeon at the discretion 6f the Corporation.
6. REVERSION OF A PERMANENT WORKMAN:
6.1 If a permanent workman is employed as a probationer in a new post he may he at any

time during the probationary period of six months, he reverted to his old permanent post
by an order in writing signed by the Competent Authority provided such a workman is
given a notice of at least one month prior to his reversion.
7. ENTRY, EXIT, SEARCH:
7.1 No workman shall enter or leave the premises of the Establishment/ Unit of the Corporation
other than by the gate provided for the purpose.
7.2 While entering or leaving the Head Office/ Branch Office/ District Office/ Installation/
Depot/ AFS or any other Establishment/Unit of the Corporation all workmen are liable to
be detained and searched by the Security Staff of the Corporation The search will be made
in the presence of two other workmen of the same sex Provided that no female employee
shall be searched, except by a female searcher and in the presence of another female.
8. IDENTITY CARD: BACK
8.1 For each class of workmen specified in Standing Order 3 above, an identity card will he
provided bearing the name and designation of the workman concerned. Every workman
shall while entering or leaving the establishment/Unit of the Corporation show his Identity
Card at the gate to the person authorised on this behalf. Each workman will also show his
Identity Card whenever asked by the Competent Authority or any other person authorised
by the Competent Authority in this behalf.
9. ATTENDANCE & LATE COMING:
9.1 All workmen shall be at work in the head Office/Branch Office/District

Office/Installation/Depot/AFS/Establishment/Unit of the Corporation at the time fixed and
notified. Workmen attending late may at the discretion of the Managing Director/ Branch
Manager/Head of Department/District Manager/Installation Manager/ Depot
Superintendent/ Station-In-Charge, AFS/In-charge of any Establishment/Unit be treated
as absent, provided the workmen attending late by not more than 10 minutes of the
starting working time, not as a right but as a matter of grace, may be allowed to work
without deduction made from their wages.
9.2 In case the workman comes late beyond 10 minutes, at the discretion of the Competent
Authority concerned, if he is allowed to start work, three such late comings in a month will
he adjusted against one day's Casual Leave.
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9.3 Every workman shall, when entering or after having entered the establishment/Unit,
register his attendance as per the procedure of the Corporation as amended from time to
time, at the place provided and in such manner as may be prescribed by the Corporation
and notified in this behalf by the Corporation.
9.4 Without prejudice to the Corporation right to take such disciplinary action as it may deem
fit, an workman found absent during working hours from his proper place of work without
permission or without sufficient reason, shall be liable to be treated as absent for the
period of his absence and deductions from wages for the periods of such absence may he
made in accordance with the provisions of the payment of wages Act, 1936 in all cases to
which they apply or where they do not apply in accordance with the principles there of.
9.5 If a workman is late not exceeding one hour at the most, for the reasons beyond his control
then it will be at discretion of the Competent Authority to allow the said workman to start
work at the concerned establishment/ unit without deduction for this time.
10. ABSENCE WITHOUT PERMISSION:
10.1 If a workman remains absent beyond 21 days continuously without prior permission or
intimation shall be treated to have Voluntarily Abandoned the Corporation's services and
the Competent Authority shall intimate him accordingly at his last known address on
record,
BACK
11. PERIODS AND HOURS OF WORK AND SHIFT WORKING:
11.1 Notices showing the periods and hours of work for workmen in the Establishment/Unit and
for each shift, if there is more than one shift, will be displayed on the Notice Board
maintained for the purpose in the Establishment/Unit.
11.2 Notices of Weekly holidays, closed holidays, restricted holidays;
Starting, re-starting, alternation and discontinuance of shift working;
The closure and reopening of a department or section of a department ; and
The closure and reopening of the Establishment/Unit; will be displayed in the office of the
Establishment/Unit or at the gate or the gate's provided for entrance or exit of the
workmen.
Notices to be exhibited or given under these Standing Orders will be in English and also in
the principal Regional language of the District in which the Establishment/Unit/ Installation
is situated.
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12. SHIFT WORKIMG:
12.1 More than one shift may be worked or discontinued or shift may be altered in a department
or a section of a department, at the discretion of the Competent Authority.
12.2 If more than one shift is work in the installation, workmen shall be liable to be transferred
form one shift to another.
12.3 Whenever an additional shift is started, or shifts are altered or discontinued, 7 days notice
will, as far as possible, be given to the workmen by displaying the same on the Notice
Board.
13. TEMPORARY CLOSURE:
13.1 The Managing Director or any Authority duly authorised by him in this behalf, may close
down temporarily any office/installation/establishment/ unit of a department or Sections
thereof on business grounds by giving 21 days' notice to the workmen concerned. Before
re-opening, as far as possible, two weeks' notice shall be given in local Newspapers having
wide circulation. If workmen report for duty within the time specified, they shall be
employed in the posts substantially similar in pay and status of the post held at the time
of closure.
14. UNCLAIMED WAGES:
14.1 Any wage due to a workman but not paid on the pay day; notified on account of their
being unclaimed shall be paid lay the establishment on an unclaimed wage pay day in each
week notified to the workers. If a workman fails to receive wages on the pay day, he can
collect the same only on an 'unclaimed wages pay day' which will be notified by the
Corporation. However, no such claim can be entertained after the lapse of 3 years from
the date on which the wage became due to the workman or on his behalf who is legal
representative.
15. STOPPAGE OF WORK AND RE-OPENING: BACK
15.1 The Corporation may, at any time, in the event of fire, catastrophe, breakdown of
machinery, stoppage of power, epidemics, actions of Government, wars, riots, civil
commotions or any other cause similar to the above, beyond the control of the Corporation
and force mejeure, stop work in any section or sections of a department in the
Establishment, Unit concerned wholly or partially for any period or periods without notice.
15.2 In the event of such stoppage during working hours the workmen affected will be notified
by notices to be put on Notice Board at the Establishment/ Unit concerned as soon as
practicable as to when the work will be resumed and whether they have to remain or leave
their place of work. The workmen will not ordinarily be required to remain for more than
2 hours after the commencement of the stoppage. If the period of detention exceeds 2
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hours, workmen so detained shall be entitled to receive payment for the whole of the time
thus detained as result of the stoppage.
16. LAYING OFF & RETRENCHMENT:
16.1 Lay off and retrenchment will be governed by the provisions of the Industrial Disputes Act.
17. CLOSURE IN CONSEQUENCE OF STRIKE:
The Corporation may, in the event of a strike affecting either wholly or partially any section
or department of the Head Office/Branch Office/ District
Office/Installation/Depots/AFS/Establishment/Unit, close down either wholly or partially,
such Section or department of the Head Office/Branch Office/District
Office/Installation/Depots/AFS/establishment/ Unit and any other section or department
affected by such closure. The fact of such closure will be notified by notice to be put up
on notice board as soon as practicable. Prior to resumption of work, the workmen
concerned will be notified by a general notice indicating as to when the work will be
resumed.
BACK
18. TERMINATION OF SERVICE:
18.1 The employment of a workman not made permanent and not confirmed in writing may be
terminated without notice or pay in lieu thereof and without assigning any reason.
However, where the termination of employment of a temporary workman is by way of
punishment, the workman shall be given an opportunity to explain the charges of
misconduct alleged against him in the manner prescribed in Certified Standing Order
20.3.
18.2 Normally age of retirement of a workman of the Corporation is fixed as 60 years No notice
is required to be given by a workman of his intention to retire on superannuation or by the
Management to the workman that he is due to reach the age of superannuation on certain
date. The workman should not, however, leave his place of duty without being relieved.
18.3 Where the employment of a workman is terminated, the wages earned by him shall be
paid to him before the expiry of the second working day from the day on which the
employment is terminated. In the case of workman leaving the service, the payment of
wages/salary earned by him shall be made within 7 days from the date on which he leaves
the services. All other sums due to a workman shall be paid before the expiry of one month
from the date of termination of his services or from the date he leaves the services.
19. ACTS OF MISCONDUCT:
19.1 The following acts or omissions on the part of workman shall amount to misconduct
rendering him liable for disciplinary action;
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19.1.1 Wilful insubordination or disobedience whether or not in combination with
another, of any lawful and reasonable order of a superior.
19.1.2 Going on an illegal strike or abetting insiting, instigating or acting in furtherance

thereof.
19.1.3 Wilful slowing down in performance of work.
19.1.4 Smoking inside the Jnstallation/Depot/ AFS/Establishment/ Unit except at place

or places, if any, specified for that purpose.
19.1.5 Theft, fraud, forgery, embezzlement, or dishonesty or mis-appropriating in

connection with the Corporation's business or property.
19.1.6 Taking or giving bribe or any illegal (gratification).
19.1.7 Habitual late attendance.
19.1.8 Collection without the permission of the Corporation of any money within the
premises of the Establishment/Unit.
19.1.9 Drunkness, riotious disorderly or indecent behaviour while on duty or any act
subversive of discipline or good behaviour on the premises of the
Establishment/Unit.
19.1.10 Habitual negligence or neglect of duty or sleeping on duty.
19.1.11 Breach of any duly notified rules including road rules for Drivers or instr uctions
for the maintenance or running of any portion of the Establishment/Unit.
19.1.12 Canvassing for union membership or the collection of union dues within the
premises of the Establishment/Unit or while on outside duty except with the
permission of the Corporation.
19.1.13 Wilful damage to work in process or to any property of the Corporation.
19.1.14 Holding meetings inside the premises of the Establishment/Unit without previous
permission of the Corporation or except in accordance with provisions of any law
for the time being in force.
19.1.15 Unauthorised communication or disclosure of official documents or information

and disclosure to any unauthorised person of information relating to the
Corporation's Operation and business or affecting its interest to any person
including an employee of the Corporation.
19.1.16 Gambling within the premises of the Establishment/Unit.
19.1.17 Conviction in any Court of Law for any Criminal offence involving moral turpitude.
_________________________________________________________________________________________________________________
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19.1.18 Non-observance of safety precautions or the rules on the subject.
19.1.19 Being found in possession of matches, lighter, fuses or any other appliance used
for producing ignition or explosion within the Installation/AFS premises and
breach of any other Petroleum Rules, duly notified.
19.1.20 Engaging in trade within the premises of the Establishment/Unit etc.
19.1.21 Indulging in money lending business during working hours.
19.1.22 Unauthorised use of the Corporation's premises, quarters or land.
19.1.23 Threatening, abusing or assaulting and/or obstructing a workman in the

discharge of his duties or instigating other workman to act against the
Corporation.
19.1.24 Taking part in subversive activities.
19.1.25 Malicious or false allegations against the officers of the Corporation or the
Corporation staff.
19.1.26 Giving false information regarding one's age, father's name, qualifications or
previous services at the time of employment.
19.1.27 Preaching or inciting to violance, in relation to matters concerning the

establishment.
19.1.28 Unauthorised presence of a workman in certain areas in the establishment/unit

so notified by the Management, beyond his normal working hours and also in
shifts in which he is himself not working.
20. PUNISHMENT FOR MISCONDUCT:
20.1 If any act of misconduct is proved against a workman any of the following punishments,
commensurate with the offence, will be inflicted;
20.1.1 Fine
20.1.2 Warning or Censure
20.1.3 Suspension not exceeding four days
20.1.4 Stoppage of Increment
20.1.5 Reduction to a lower grade or lower stage in the grade.
20.1.6 Discharge or dismissal
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20.2 A fine may be imposed on a workman for an act of misconduct subject to the provisions
of the payment of wages Act, 1936 wherever applicable.
20.3 In the case of misconduct for which any of the above penalties other than the fine is
proposed to be imposed, a charge sheet clearly setting out the allegations and charges will
be given to the workman concerned. He will within 7 days from the date of the receipt of
the said communication furnish his written explanation. An enquiry will be held by an
Officer/Officers Committee nominated by the Management of the Corporation into the
alleged act of misconduct unless it is decided by the Competent Authority to drop the
alleged charges and the facts so communicated to the workman in writing. During the
enquiry, the workman concerned will be afforded reasonable opportunity of explaining and
defending himself. The Enquiry Committee will establish the truth or otherwise of the
charges and present its findings to the competent authority which after due consideration
of all relevant facts will decide the action to be taken. In the event it is decided by the
competent authority that the workman is innocent this fact will be so communicated to
him in writing. If, however, the competent authority finds the workman to be guilty of
some or all the charges and therefore decides to inflict punishment on him, a show cause
notice will be issued to the workman concerned informing him as to show cause within 7
days from the date of receipt of the communication by him as to why the proposed penalty
should not be imposed on him. The reply to the show cause notice will then be considered
by the competent authority and final orders communicated to the workman.
The workman shall be permitted to be defended by a workman of his choice but at his
own cost and responsibility. However, suitable special leave will he granted to the
defending workman.
Except for reasons to be recorded in writing by the Officer/Officers Committee holding the
enquiry, the workman shall be permitted to produce witness/witnessess for his defence
and to cross-examine any witness on, whose evidence the charge rests. A concise summary
or otherwise of the evidence led on either side and the workman's plea shall be recorded
in the presence of the charge sheeted workman. The minutes of the enquiry proceedings
shall be recorded by the Enquiry Officer/Officer's Committee and a copy of the minutes of
the enquiry proceedings shall be duly signed by all concerned and be given to the charge
sheeted workman.
20.4 In awarding punishment, the Corporation shall take into account the gravity of the
misconduct, the previous records, if any, of the workman and any other extenuating or
aggravating circumstances that may exist.
21. SUSPENSION:
21.1 Any workman charge sheeted for any act of misconduct of serious nature may be
suspended forthwith or from the date indicated pending enquiry.
21.2 A workman who is detained in police custody whether on a criminal charge or otherwise
for a period exceeding 96 hours shall be deemed to have been suspended with effect from
the date of such detention until further orders of the Competent Authority.
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21.3 A workman under suspension shall be entitled to Subsistence Allowance at an amount
equal to the leave salary admissible to him on half pay for the first year and thereafter on
75% of his pay provided the Competent Authority, suspending the workman is satisfied
that the workman is not engaged in any other employment, business, profession or
vocation, during the period of suspension pending enquiry.
22. POWER FOR INFLICTING PENALTY ON REVISION OR APPEAL:
22.1 The Managing Director or Branch Manager or any Officer not below the rank of a Head of
Department in the Head Office or Branch shall have the power on his own motion or
otherwise to revise any order passed by an authority subordinate to him and shall also
have powers to reconsider an earlier order passed on an appeal either by him or by
predecessor if on a subsequent date either fresh light is thrown upon the case or by his
subsequent conduct the workman has established a case for mitigation of the penalty
imposed.
23. DISPLAY OF NOTICE:
23.1 Notices specifying the weekly holiday either under the factories act, 1948 or the Shops &
Establishment Act, or any other act inforce as applicable to the Establishment/Unit shall be
displayed on the notice board at the gate or gates provided for entrance or exit.
24. LEAVE RULES AND PROCEDURE:
24.1 The workmen will be entitled to leave as per the existing leave rules of the Corporation as
amended from time to time and they shall follow the leave procedure similarly.
25. REDRESSAL OF GRIEVANCE:
25.1 For the redressal of grievance, workman will be governed by the provisions of the
GRIEVANCE PROCEDURE adopted by the Corporation as amended from time to time.
26. INTERPRETATION OF STANDING ORDERS: BACK
26.1 The decision of General Manager/Deputy General Manager/Branch Manager / Aviation

Manager / Head of Department upon any question on arising out of, in connection with or
incidental to those Standing Orders, shall be final subject, however, to an appeal to the
Managing Director/ Chairman of the Corporation or as provided in law.
27. RIGHTS AND PRIVILEGES UNDER OTHER LAW ETC. NOT AFFECTED:
27.1 Nothing contained in those Standing Orders shall operate in derogation of any law
applicable or to the prejudice of any right of workman under an agreement, settlement or
aware, for the time being inforce or contract of service, if any, or custom or usage of the
Establishment.
_________________________________________________________________________________________________________________
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28. All notices, communication to the workmen and certified Standing Orders shall be displayed
/ communicated both in English and the principal local language of the area.
Certified by me an appeal this 27th day of March, 1973.
Seal of Sd/
The Appellate Authority & (R.J.T.DEMELLO)
The Chief Labour Commissioner, CHIEF LABOUR COMMISSIONER (CENTRAL)
Government of India. & /APPELLATE AUTHORITY
CodeofConduct
_________________________________________________________________________________________________________________
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_________________________________________________________________________________________________________________
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BACK
23. CODE OF DISCIPLINE
1. RESPECTIVE RESPONSIBILITIES OF MANAGEMENT AND UNIONS:
The Code of Discipline In Industry, both in the public and private sectors, was ratified by
the Central Employers' and Workers' Organisations at the 16th session of the Indian Labour
Conference held at Nainital in May, 1958 and came into force with effect from June 1,
1958. Its salient features are given below:
a) There has to be (i) a just recognition by employers and workers of the rights and
responsibilities of either party, as defined by the laws and agreements (including
bipartite and tripartite agreements arrived at all levels from time to time); and (ii)
a proper and willing discharge by either party of its obligations consequent on such
recognition. The Central and State Governments, on their part, will arrange to
examine and set right any shortcomings in the machinery they constitute for the
administration of labour laws.
b) Both the Management and Union(s) agree that:

i) no unilateral action be taken in connection with industrial matter and the
disputes should be settled at appropriate level;
ii) the existing machinery for settlement of dispute should be utilised with the
utmost expedition;
iii) there should be no strike or lock-out without notice;
iv) affirming their faith in democratic principles, they bind themselves to settle all
future differences, disputes and grievances by mutual negotiation, conciliation
and voluntary arbitration;
v) neither party will have recourse to coercion, intimidation, victimisation or go-

slow;
vi) they will avoid litigation, sit-down and stay-in strikes or lock-outs;
vii) they will promote constructive co-operation between their representatives at

all levels and between workers themselves and abide by the spirit of
arrangements mutually entered into;
viii) they will establish, upon a mutually agreed basis, a grievance procedure which
will ensure a speedy and full investigation leading to settlement;
ix) they will abide by various stages in the grievance procedure and take no
arbitrary action which would by-pass this procedure, and
x) they will educate the Management personnel and workers regarding their
obligations to each other.
_________________________________________________________________________________________________________________
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The Management agree :
i) not to increase work load unless agreed upon or settled otherwise;
ii) not to support or encourage any unfair labour practice such as (a) interference
with the right of employees to enroll or continue as union members, (b)
discrimination, restraint or coercion against any employee because of
recognised activity of trade unions and (c) victimisation of any employee and
abuse of authority in any form;
iii) to take prompt action for settlement of grievances and implementation of

settlements, awards, decisions and orders;
iv) to display in conspicuous places in the undertaking the provisions of this code
in the local languages;
v) to distinguish between actions justifying immediate discharge and those

where discharge must be preceded by a warning, reprimand, suspension or
some other form of disciplinary action and to arrange that all such disciplinary
action should be subject to an appeal through normal grievance procedure;
vi) to take appropriate disciplinary action against its officers and members in
cases where enquiries reveal that they were responsible for precipitate action
by workers leading to indiscipline; and
vii) to recognise the Union in accordance with the criteria evolved at the 16th
session of the Indian Labour Conference held in May, 1958.
The Unions agree : BACK
i) not to engage in any form of physical duress;
ii) not to permit demonstrations which are not peaceful and not to permit
rowdyism in demonstration;
iii) not to engage or cause other employees to engage in any Union activity during
working hours, unless as provided for by law, agreement or practice:
iv) to discourage unfair labour practices such as negligence of duty, careless

operation, damage to property, interference with or disturbance to normal
work and insubordination;
v) to take prompt action to implement awards, agreements, settlements and

decisions:
vi) to display in conspicuous places in the union offices, the provisions of this
code in the local language(s); and
vii) to express disapproval and to take appropriate action against office-bearers

and members for indulging in action against the spirit of this code.
_________________________________________________________________________________________________________________
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24 ANNEXURES
ANNEXURES
_________________________________________________________________________________________________________________
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ANNEXURE-1(A)
The classification of cities as notified by Government is as under:

Name of State/U.T Class of Cities
`X’ `Y’
Andaman & Nicobar
Islands
Andhra Pradesh Hyderabad (UA) Vijayawada (UA), Warangal (UA),
Greater Visakhapatnam (M.Corpn.),
Guntur (UA), Nellore (UA)
Arunachal Pradesh - -
Assam - Guwahati (UA)
Bihar - Patna (UA)
Chandigarh - Chandigarh (UA)
Chhatisgarh - Durg-Bhilai Nagar (UA), Raipur (UA)
Dadra & Nagar - -
Haveli
Daman & Diu - -
Delhi Delhi (UA) -
Goa - -
Gujarat Ahmedabad (UA) Rajkot (UA), Jamnagar (UA), Bhavnagar
(UA), Vadodara (UA), Surat (UA)
Haryana - Faridabad * (M.Corpn.),
Gurgaon * (UA)
Himachal Pradesh - -
Jammu & Kashmir - Srinagar (UA), Jammu (UA)
Jharkhand - Jamshedpur (UA), Dhanbad (UA), Ranchi
(UA), Bokaro Steel City (UA)
Karnataka Bengalore/ Belgaum (UA), Hubli-Dharwad,
Bengaluru (UA) (M.Corpn.), Mangalore (UA), Mysore
(UA), Gulbarga (UA)
Kerala - Kozhikode (UA), Kochi (UA),
Thiruvananthapuram (UA), Thrissur
(UA), Malappuram (UA), Kannur (UA),
Kollam (UA)
Lakshadweep - -
Madhya Pradesh - Gwalior (UA), Indore (UA), Bhopal (UA),
Jabalpur (UA), Ujjain (M.Corpn.)
Maharashtra Greater Mumbai Amravati (M.Corpn.), Nagpur (UA),
(UA), Pune (UA) Aurangabad (UA), Nashik (UA), Bhiwandi
(UA), Solapur (M.Corpn.), Kolhapur (UA),
Vasai-Virar City (M.Corpn.), Malegaon
(UA), Nanded –Waghala (M.Corpn.),
Sangli (UA)
Manipur - -
Meghalaya - -
Mizoram - -
Nagaland - -
_________________________________________________________________________________________________________________
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Odisha - Cuttack (UA), Bhubaneshwar (UA),
Raurkela (UA)
Punjab - Amritsar (UA), Jalandhar(UA), Ludhiana
Puchucherry - Puducherry/Pondicherry (UA)
(Pondicherry)
Punjab - Amritsar (UA), Jalandhar(UA), Ludhiana
(M.Corpn.)
Rajasthan - Bikaner (M.Corpn.), Jaipur (M.Corpn.),
Jodhpur (UA), Kota (M.Corpn.),
Ajmer(US)
Sikkim - -
Tamilnadu Chennai (UA) Salem (UA), Tiruppur (UA), Coimbatore
(UA), Tiruchirappali (UA), Madurai (UA),
Erode (UA)
Tripura - -
Uttarakhand - Dehradun (UA),
Uttar Pradesh - Moradabad (M.Corpn.), Meerut (UA),
Ghaziabad* (UA), Aligarh (UA), Agra
(UA), Bareilly (UA), Lucknow (UA),
Kanpur (UA), Allahabad (UA), Gorakhpur
(UA), Varanasi (UA), Saharanpur
(M.Corpn.), Noida* (CT), Firozabad
(NPP), Jhansi (UA)
West Bengal Kolkata(UA) Asansol(UA), Siliguri (UA), Durgapur(US)
* Only for the purpose of extending HRA on the basis of dependency
Note : The remaining cities / towns in various States / Uts, which are not covered by classification as
“X” or “Y” are classified as “Z” for the purpose of HRA
Supplementary list of classified cities for HRA
Faridabad, Ghaziabad, NOIDA and HRA At `X’ class city rates
Gurgaon
Jalandhar Cantt, Shillong, Goa, Port Blair HRA At ‘Y’ class city rates
and Panchkula
_________________________________________________________________________________________________________________
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ANNEXURE-1(B)
List of items for consideration within overall ceiling 35% of Basic Pay (BP)
under the Cafeteria Approach for Executives
Sl. List/Basket of Modality of valuation/monetization

No. Allowances & Perquisites /Facilties of items for regulating ceiling of
35% of BP
A Stage-I : To be mandatorily considered within the ceiling of 35% of BP:
1 Tea Allowance Actual amount as paid/reimbursed
2 Reimbursement of Lunch/Refreshment expenses Actual amount as paid/reimbursed

reimbursement
3 Washing Allowance (for those who are not Actual amount as paid/reimbursed
provided with protective clothing)
4 Rationalzation Adjustment Allowance (RAA) Actual amount as paid/reimbursed
5 Professional Updation Allowance Actual amount as paid/reimbursed
6 Subsidized Loans/Advances Availing value of this facility would be the

difference in the notional interest amount
computed at the Company’s average
borrowing rate (i.e. average rate for the
previous year) and the actual interest
amount, which shall be charged on the
principal amount as outstanding from the
Executive in the current year.
7 1. Electiricty facility at residence, if any Availing value of these items would be the
2. Water/Gas facility at residence, if any amount/rate of this facility as applicable at
the location.
8 Conveyance for official purpose/Transport facility, Availing value would be the Transport
as provided by the Corporation: Assistance amount, as applicable.
• Reimbursement under the scheme for

Conveyance Running & Maintenance Expenses
(CRME) for car/2 wheeler; or
• Scheme of Transport Assistance; or
• Conveyance Allowance to Blind or
Orthopedically handicapped/Deaf and dumb
employees; or
• Availing of Company provided Bus/Transport
facility/Partial Transport facility
9 (d) Furniture on hire scheme- facility Availing value would be the amount/rate
(e)Home Desk Top PC scheme – facility of this facility, as applicable.
10 Briefcase/Electronic Organizer/Digital Diary – Availing value of this facility would be the
facility average annual cost of these items and
_________________________________________________________________________________________________________________
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apportioned on monthly basis under the
cafeteria approach.
Sl. List/Basket of Modality of valuation/monetization
No. Allowances & Perquisites /Facilties of items for regulating ceiling of
35% of BP
B Stage-II: List of basket of allowances & perquisites/facilities to be available with
the Executives from which they can opt for availing within the overall ceiling of
35% of BP:
1 Leave Travel Concession (LTC)/ Leave Fare Shall operate as per the applicable block
Assistance (LFA): of 2 calendar year basis (financial year
basis for executives of erstwhile M/s. IBP
Co.Ltd.) and shall be governed as per the
eligibility & availing conditions of LTC
Rules. Availing value shall be regulated as
under:
2. If under LFA option ( in lieu of LTC) Availing value of this facility (i.e. a grade-
wise lump-sum amount linked to BP & DA)
would be the annualized LFA entitlement
on Financial Year (FY) basis, computed on
BP+DA on a uniform date of 1st April of the
FY and would be apportioned on monthly
basis under the cafeteria approach.
3. If under LTC option Availing value of this facility would be at

par with a the annualized LFA entitlement
on FY basis {as at 1(a) above}
If LTC claimed (inclusive of Daily

Allowance paid towards hiring of
accommodation) is more than the LFA
value considered within the cafeteria
approach, the difference would be debited
to the individual in the FY of LTC claim i.e.
adjusted within the ceiling of 35% during
the FY (in lieu of amount payable under
basket of items specified under Stage-III)
or shall be subsumed under the cafeteria
approach in the following FY.
2 Childredn Education Assistance scheme: Actual amount as paid/reimbursed under
the scheme.
(a) Children Education Allowance
(b)Hostel subsidy
(c) Reimbursement of to & fro journey fare for
children studying at outstations
_________________________________________________________________________________________________________________
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Sl. List/Basket of Modality of valuation/monetization of items
No. Allowances & Perquisites /Facilties for regulating ceiling of 35% of BP
3 Furniture on hire scheme: As per the valuation modality briefed below:
c) Furniture purchased /amount Availing value of this facility would be linked to

availed furniture entitlement availed as per record on 30th
June and shall be computed on annual basis @ 10%
of furniture cost munus hire amount/rate of the
facility. The same shall be apportioned on monthly
d) Maintenance amount availed Actual annual amount as paid/reimbursed linked to

furniture entitlement availed as per record on 30th
June. The same shall be pro-rated & apportioned on
12 monthly basis under the cafeteria approach.
4 Excursion /Picnic trip – facility Actual amount as paid/reimbursed on FY basis.
5 Associate club membership/Gree fee Actual amount as shall be paid/ reimbursed [upto
(non-club members) – facility the applicable ceiling towards Entrance fee (to be
pro-rated & apportioned on 12 monthly basis)/
monthly subscription fee/Gree (golf) fee, as and
when availed]
6 Transit accommodation – facility Availing value would be the amount /rate of this
facility, as applicable.
7 Personal usage of Company car (as Availe value would be the amount/rate of this
applicable) – facility facility, as applicable.
8 Subsidized canteen facility – if available Availing value would be the pro-rated monthly
at locations – if opted for availing amount computed as below in respect of locations
where subsidized canteen facility exits:
• Actual expenditure incurred by Corporation at

each such location on subsidized canteen
(meal/snacks) facilities on account of total
food/consumables bill and the other contractor’s
bill, during the previous FY. However, the
service/ establishment cost towards labour
wages, uniform, fuel/gas, utensils &
infrastructure cost may not be included in the
computation of actual expenditure.
_________________________________________________________________________________________________________________
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• The said total actual expenditure of previous FY

shall be pro-rata distributed, on monthly basis,
amongst all the employees (Executives &
workmen) on rolls as on 31st March of previous
FY who were entitled to the subsidized canteen
facility at each such location.
• This pro-rated amount (minus the subsidized

canteen facilities coupon charges/recovery
received from employees, if any) shall be
effective for 12 months from 1st July every year
upon consolidation of data of previous FY.
9 Perquisite tax borne by Corporation on Availing value would be the perquisite tax amount
Leased accommodation provided borne by the Corporation on behalf of concerned
to/availed by executives – facility executive, if any.
10 Perquisite tax borne by Corporation on Availing value would be computed at 50% of the
Company owned accommodation perquisite tax amount borne by the Corporation on
provided to/availed by executives – behalf of concerned executive, if any.
facility
11 Nominated hotel scheme for executives Actual amount as paid/reimbursed in the financial
– facility year of claim.
12 Holiday Home (HH) – facility Availing value would be the average per room per
night cost of Holiday Homes (HHs) under the
following categories:
(a) HHs arrangement with Hotel.

(b) HHs arrangement with other than Hotel
The availing value of HH facility would be notified

on yearly basis that shall be effective for 12 months
from 1st July every year (upon consolidation of data
of previous FY). The said value shall be considered
on individual basis as per the actual room(s) per
night availed.
13 Bungalow Maintenance – AOD Actual amount as paid/reimbursed (as per the

prescribed ceiling to Executives staying in quarter in
Digboi Township)
_________________________________________________________________________________________________________________
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C Stage-III *: Supplementary items that would be available as options to the Executives within
the overall ceiling of 35% of BP:
1 House upkeep expenses Actual amount as paid/claimed upto 10% of BP (on
monthly basis)
2 Helper assistance expenses Actual amount as paid/claimed upto 10% of BP (on

monthly basis)
3 Cultural/Philanthropic/Wellness pursuit Actual amount as paid/claimed upto 10% of BP (on

monthly basis)
4 Personal/Festival expenses Actual amount as paid/claimed upto 10% of BP (on

annual basis)
*Modalities for regulating the options of supplementary items (under Stage-III) shall be as under:
➢ The options of supplementary items once exercised shall remain valid in the subsequent
financial years until the Executive decides to change his option under the Cafeteria approach.
The change in the option by an Executive will be allowed only during the beginningof the
financial year by 15th April.
➢ In case of new recruits, the options shall be taken at the time of their joining the final place
of posting.
➢ If the total of provisioning of items under Stage –I & II plus the new optional supplementary
items on monthly basis (i.e. other than Personal/Festival expenses), as opted by the
Executive, exceeds the ceiling of 35% of BP in a month then the percentage of BP of the
opted new supplementary items shall be reduced on proportionate weightage basis as per
the claim/option.
➢ The claim of Personal/Festival expenses upto 10% of BP shall be payable at the end of the
financial year i.e. in March, or alongwith the payment in the last month of
superannuation/separation, if there is any gap between the existing allowances &
perquisites/facilities and the ceiling of 35% of BP
_________________________________________________________________________________________________________________
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ANNEXURE-1(C)
List of items/employer-employee related transactions

- For availing as additional options under the ‘cafeteria approach’
Sl. Items/employer- Applicability/Current value of item

employee related
transactions
1. Furniture hire charges
Grade Hire Charges (p.m.)
Gd.A Rs.120/-
Gd.A1 Rs.130/-
Gd.B Rs.150/-
Gd.C Rs.180/-
Gd.D Rs.225/-
Gd.E Rs.300/-
Gd.F Rs.345/-
Gd.G Rs.420/-
Gd.H Rs.450/-
Gd.I Rs.510/-
Dir/CMD Rs.600/-
2. Computer hire charges Rs.200/- pm across all grades, if any
3. Transit accommodation For those employees availing transit accommodation facilities,

facility charges the charges are as under:
a) Recovery charges:
X-class Y-class Z-class

1st& 2nd year – 1st& 2nd year – 1st& 2nd year –
0.525% of BP 0.375% of BP 0.250% of BP
3rd& 4th year – 3rd& 4th year – 3rd& 4th year –
0.775% of BP 0.525% of BP 0.375% of BP
5th& 6th year – 5th& 6th year – 5th& 6th year –
1.025% of BP 0.775% of BP 0.525% of BP
7th year – 7th year –
1.025% of BP 0.775% of BP
b) Electricity + water charges + Other incidents :

Availing Year
For the whole year : Rs.300 p.m. (Rs.150 p.m. for double
occupancy).
Overstay beyond permissible period
For the whole year : Rs.1500/- p.m. (Rs.750 p.m. if double
occupancy)
4. Electricity charges Amount may vary location-wise, as per local approval rate, if
any.
_________________________________________________________________________________________________________________
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5 Water charges Amount may vary location-wise, as per local approval rate, if
any.
6. Gas charges Amount may vary location-wise, as per local approval rate, if
any.
7. Canteen charges Amount may vary location-wise, as per local approval rate, if
any.
8. Transport recovery Amount may vary location-wise, as per local approval rate, if
any.
9. Car charges for personal As per DPE guidelines, an amount of Rs.2000/- pm is

usage for Board Level recovered towards private use/non-duty runs from Board level
executives executives; and thus is otherwise not considered a supply of
goods or services for GST purpose.
10. Car charges for personal As regards senior executives (Project Heads at CGM & above
usage for senior level), if they use the company provided car for private use
executives – Company under unavoidable circumstances, either at the place of
car facility for Project posting or at the touring place, then the recovery of car
Heads (CGMs & EDs) usage charges is effected at a prescribed rate [revised from
under Option-I time to time, currently (from 01.04.2023) Rs.10.29 per km]
from the concerned.[ Circular No. 2023/HR/06 dated
03.05.2023]
_________________________________________________________________________________________________________________
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ANNEXURE-1(D)
(OM No. 3(1)/2017-E.II(B) dated 19.07.2017)
AREAS ELIGIBLE FOR GRANT OF SPECIAL COMPENSATORY (REMOTE LOCALITY)
ALLOWANCE SUBSUMED IN TOUGH LOCATION ALLOWANCE-I
AREAS INCLUDED IN PART ‘A’
Sr. Name of States Areas Covered
No.
1 ANDAMAN AND Middle Andamans, North Andaman, Little Andaman, Nicobar and
NICOBAR ISLANDS Narcondum Islands.
2 ARUNACHAL PRADESH Difficult areas of Arunachal Pradesh
3 HIMACHAL PRADESH 1. Chamba District:
2.32.1.1.1 Pangi Tehsil
2.32.1.1.2 Following Panchayats and Villages of Bharmour Tehsil:
i. Panchayats: Badgaun, Bajol, Deol Kugti, Nayagam and Tunda
ii. Villages: Ghatu of Gram Panchayat Jagat, Kanarsi of Gram
Panchayat Chauhata.
2. Kinnaur District:
(a) Asrang, Chitkul and Hango Kuno/Charang Panchayats.
(b) 15/20 Area comprising the Gram Panchayats of Chhota Khamba,
Nathpa and Rupi.
(c) Pooh sub-Division, excluding the Panchayat Areas specified
above.
3. Kullu District:
15/20 Area of Nirmand Tehsil, comprising the Gram Panchayats of
Kharga, Kushwar and Sarga
4. Lahaul and Spiti District:
Entire area of Lahual and Spiti
5. Shimla District:
15/20 Area of Rampur Tehsil comprising of Panchayats of Koot,
Labana-Sadana, Sarpara and Chandi-Branda.
4 JAMMU & KASHMIR 1. Kathua District
Niabat Bani, Lohi, Malhar and Macchodi
2. Udhampur District
a) Dudu Basantgarh, Lander Bhamag Illaqa, Thakrakote and
Nagote.
b) All Areas in Mahore Tehsil other than those included in Part ‘B’.
3. Doda District
Illaqas of Padder and Niabat Nowgam in Kashmir Tehsil.
4. Leh District
a) Noyama and Nobre
b) Zanskar
c) All other places in the District
5. Baramulla District
Entire Gurez-Nirabat, Tangdar Sub-Division and Keran Illaqa
5 LAKSHADWEEP Entire Union Territory
6 MIZORAM Chimptuipui District and Areas beyond 25 km from Lunglei Town in
Lunglei District.
7 SIKKIM Entire State
8 UTTARAKHAND Areas under Chamoli, Pithoragarh, Uttarkashi, Rudraprayag and
Champavat Districts.
_________________________________________________________________________________________________________________
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AREAS INCLUDED IN PART ‘B’

No.
1 ANDAMAN AND NICOBAR ISLANDS South Andaman (Including Port Blair)
2 ARUNACHAL PRADESH Throughout Arunachal Pradesh other than those declared
as Difficult Areas.
3 HIMACHAL PRADESH 1. Chamba District
Bharmour Tehsil, excluding Panchayats and Villages
included in Part ‘A’.
2. Kangra District
Areas of Bara Bhangal and Chhota Bhangal
3. Kinnaur District
Entire District other than Areas included in Part ‘A’
4. Shimla District
a) Dodra-Kawar Tehsil
b) Gram Panchayats of Darkali in Rampur, Kashapath
Tehsil and Munish
c) Ghori Chaibis of Pargana Sarahan
4 JAMMU & KASHMIR 11.1.a Udhampur District
Areas upto Goel from Kamban side and Areas upto
Arnas from Keasi side in Tehsil Mahore
11.1.b Baramulla District
Matchill
5 MIZORAM Entire Lunglei District excluding Areas beyond 25 km from
Lunglei Town
6 NAGALAND Entire state
7 TRIPURA Difficult Areas of Tripura
_________________________________________________________________________________________________________________
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AREAS INCLUDED IN PART ‘C’

No.
1 HIMACHAL PRADESH 1. Chamba District:
a) Jhandru Panchayat in Bhartiyat Tehsil
b) Churah Tehsil
c) Dalhousie Town (including Banikhet proper)
2. Kullu District:
a) Outer Seraj (excluding Villages of Jakat-Khana
and Burow in Nirmand Tehsil)
b) Entire District (excluding outer Seraj area and
Pargana of Pandrabis but including villages Jakat-
Khana and Burao of Tehsil Nirmand)
3. Mandl District:
a) Chhuhar Valley (Jogindernagar Tehsil)
b) Following Panchayats in Thunag Tehsil:
Bagraa, Chhatri, Chhotdhar, Garagushain, Gatoo,
Gharyas, Janjheli, Jaryar, Johar Kalhani Kalwan,
Kholanal, Loth, Silibagi, Samachan, Thachdhar,
Tachi and Thana
c) Following Panchayats of Dharampur Block:
Binga, Kamlah, Saklana, Tanyar and Tarakholah.
d) Following Panchayats of Karsog Tehsil:Balidhar,
Bagra, Gopalpur, Khajol, Mahog, Mehudi, Manj,
Pekhi, Sainj, Sarahan and Teban.
e) Following Panchayats of Sundernagar Tehsil:
Bohi, Batwara, Dhanyara, Paura-Kothi, Seri and
Shoja
4. Kangra District:
I) Dharamsala Town and the following offices located
outside its Municipal limits but included in
Dharamsala Town for purposes of eligibility to
Special Compensatory [Remote Locality]
Allowances:
a) Women’s ITI, Dari

b) Mechanical Workshop, Ramnagar
c) Child Welfare and Town and Country Planning
Offices, Sakoh.
d) CRSF Office at lower Sakoh.
e) Kangra Milk Supply Scheme, Dugiar
f) H.R.T.C. Workshop, Sudher
g) Zonal Malaria Office, Dari
h) Forest Corporation Office, Shamnagar
i) Tea Factory, Dari
j) I.P.H.Sub-Division, Dari
_________________________________________________________________________________________________________________
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k) Settlement Office, Shamnagar
l) Binwa Project, Shamnagar
II) Palampur Town, including HPKVV Campus at

Palampur and the following offices located outside
its Municipal limits but included in Palampur Town
for this purpose.
a) H.P.Krishi Vishwavidhyalaya campus

b) Cattle Development Office/Jersey Farm,
Banuri
c) Sericulture Office/Indo-German Agriculture
Workshop/HPPWD Division, Bundia
d) Electrical Sub-Division, Lohna
e) D.P.O. Corporation, Bundia
f) Electrical HPSE Division, Ghuggar
5. Shimla District:
I)(a)Chopal Tehsil
(b) (i) Ghoris, Panjgaon, Patsnau, Naubis and Teen
Koti of Pargana Sarahan.
(ii) Deothi Gram Panchayat of Taklesh Area
(iii) Pargana Barabis
(iv) Kasba Rampur and Ghori Nog of Pargana
Rampur of Rampur Tehsil
(II) Shimla Town and its suburbs (Dhalli, Jatog,

Kasumpti, Mashobra, Taradevi and Tutu)
6. Sirmaur District:
a) Following Panchayats:
i.Bani, Bakhali (Pachhad Tehsil)
ii.Bharog, Bheneri (Paonta Tehsil)
iii.Birla (Nahan Tehsil)
iv.Dibber (Pachhad Tehsil)
v.Thana Kasoga (Nahan Tehsil)
b) Thansgiri Tract
7. Solan District:
Mangal Panchayat
2 JAMMU & KASHMIR a) Areas in Poonch and Rajouri Districts excluding the
towns of Poonch and Rajouri and Sunderbani and
other urban areas in the two Districts.
b) Areas not included in Parts ‘A’, ‘B’ and (a) of Part ‘C’
above, but which are within a distance of 8 km from
the line of actual control or at places which may be
declared as qualifying for Border Allowance from time
to time by the State Government for their own staff.
3 MANIPUR Entire State
4 MIZORAM Entire Aizwal District
5 TRIPURA Entire State other than areas declared as Difficult ones
and included in Part ‘B’.
_________________________________________________________________________________________________________________
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AREAS INCLUDED IN PART ‘D’

No.
1 ASSAM Entire State
2 HIMACHAL PRADESH The remaining Areas of Himachal Pradesh not included
in any of the Parts ‘A’, ‘B’ and ‘C’
3 MEGHALAYA Entire State
_________________________________________________________________________________________________________________
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(OM No. 3(1)/2008-E.II(B) dated 29.08.2008)
Areas Eligible for Grant of Special Compensatory (Remote Locality)
Allowance
A Andaman and Nicobar Islands:
I Areas included in PART ‘A’
i) Middle Andamans, North Andaman, Little Andaman, Nicobar and Narcondum

Islands
II Areas included in PART ‘B’
i) South Andaman (including Port Blair)
B Arunachal Pradesh:
i) Difficult Areas of Arunachal Pradesh
II Areas included in PART ‘B’
i) Throughout Arunachal Pradesh other than those declared as Difficult Areas.
C Assam:
I Areas included in PART ‘D’
i) Entire State
D Himachal Pradesh:
1. Chamba District:
a) Pangi Tehsil
b) Following Panchayats and Villages of Dharmour Tehsil:
i) Panchayats
Badgaun, Bajol, Deol Kugti, Nayagam and Tundah
ii) Villages
Ghatu of Gram Panchayat Jagart, Kanarsi of Gram Panchayat Chauhata
_________________________________________________________________________________________________________________
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a) Asrang, Chitkul and Hango Kuno/Charang Panchayats

b) 15/20 Area comprising the Gram Panchayats of Chhota Khamba, Nathpa and
Rupi
c) Pooh sub-Division, excluding the Panchayat Areas specified above.
3. Kullu District:
15/20 Area of Nirmand Tehsil, comprising the Gram Panchayats of Kharga,
Kushwar and Sarga
4. Lahaul and Spiti District:
Entire area of Lahaul and Spiti
5. Shimla District:
15/20 Area of Rampur Tehsil comprising of Panchayats of Koot, Labana-Sadana,

Sarpara and Chandi-Branda
II Areas included in PART ‘B’:
1. Chamba District:
Bharmour Tehsil, exclusing Panchayats and Villages included in Part ‘A’
2. Kangra District:
Areas of Bara Bhangal and Chhota Bhangal
Entire District other than Areas included in Part ‘A’
Shimla District
(a) Dodra-Kawar Tehsil
(b) Gram Panchayats of Darkali in Rampur, Kashapath Tehsil and Munish
(c) Ghori Chaibis of Pargana Sarahan.
III Areas included in PART ‘C’:
1. Chamba District:
(a) Jhandru Panchayat in Bhatiyat Tehsil
(b) Churah Tehsil
(c) Dalhousie Town (including Banikhet proper)
2. Kullu District:
(a) Outer Seraj (excluding Villages of Jakat-Khana and Burow in Nirmand Tehsil)
_________________________________________________________________________________________________________________
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(b) Entire Districts (excluding outer Seraj area and Pargana of Pandrabis but
including villages Jakat Khana and Burow of Tehsil Nirmand)
3. Mandi District:
(a) Chhuhar Valley (Jogindernagar Tehsil)
(b) Following Panchayats in Thunag Tehsil:
Bagraa, Chhatri, Chhordhar, Garagushain, Gatoo, Gharyas, Janjheli, Jaryar,
Johar Kalhani Kalwan, Kholanal, Loth, Silibagi, Samachan, Thachdhar, Tachi
and Thana
(c) Following Panchayats of Dharampur Block:
Binga, Kamlah, Saklana, Tanyar and Tarakholah
(d) Following Panchayats of Karsog Tehsil:
Balidhar, Bagra, Gopalpur, Khajol, Mahog, Mehudi, Manj, Pekhi, Sainj,
Sarahan and Teban
(e) Following Panchayats of Sundernagar Tehsil:
Bohi, Batwara, Dhanyara, Paura Kothi, Seri and Shoja
4. Kangra District:
(a) Dharamsala Town and the following offices located outside its Municipal
limits but included in Dharamsala Town for purposes of eligibility to Special
Compensatory (Remote Locality) Allowance:
(i) Women’s ITI, Dari
(ii) Mechanical Workshop, Ramnagar,
(iii) Child Welfare and Town and Country Planning Offices, Sakoh
(iv) CRSF Office at lower Sakoh
(v) Kangra Milk Supply Scheme, Dugiar
(vi) H.R.T.C. Workshop, Sudher
(vii) Zonal Malaria Office, Dari
(viii) Forest Corporation Office, Sharanagar,
(ix) Tea Factory, Dari
(x) I.F.I.I. Sub-Division, Dari
(xi) Settlement Office, Shamnagar
(xii) Binwa Project, Shamnagar
(b) Palampur Town, including HPKVV Campus at Palampur, and the following
offices located outside its Municipal limits but included in Palampur Town for
this purpose.
(i) H.P.Kashi Vishvavidyala campus

(ii) Cattle Development Office/Jersey Farm, Baruni
(iii) Sericulture Office/Indo-German Agriculture Workshop/HPPWD
Division, Bundla
(iv) Electrical Sub-Division, Lohna
(v) D.P.O. Corporation, Bundla
(vi) Electrical HPSFF Division, Ghuggar
_________________________________________________________________________________________________________________
- 341 -
5. Shimla District:
1(a) Chopal Tehsil

(b) (i) Ghoris, Punjgaon, Patsuau, Naubis and Teen Koti of Pargana Sarahan
(ii) Deothi Gram Panchayat of Taklesh Area
(iii) Pargana Barabis
(iv) Kasba Rampur and Ghori Nog of Pargana Rampur of Rampur Tehsil
2 Shimla Town and its suburbs (Dhalli, Jatog, Kasumpti, Mashobra, Taradevi
and Tutu)
6. Sirmaur District:
(a) Following Panchayats:
(i) Bani Bakhali (Pachhad Tehsil)
(ii) Bharog Bheneri (Paonta Tehsil)
(iii) Birla (Naham Tehsil)
(iv) Dibber (Pachhad Tehsil)
(v) Thana Kasoga (Nahan Tehsil)
(b) Thansghi Tract
7. Solan District:
Mangal Panchayat
IV Areas included in PART ‘D’:
The remaining Areas of Himachal Pradesh not included in any of the Part ‘A’, ‘B’ and ‘C’
E Jammu & Kashmir:
I Areas included in PART ‘A’:
1 Kathua District:
Niabat Bani, Lohi, Malhar and Macchodi
2 Udhampur District:
(a) Dudu Basantgarh, Lander Bhamag Illaqa, Thakrakote and Nagote
(b) All areas in Mahore Tehsil other than those included in Part ‘B’
3 Doda District:
IIlaqas of Padder and Niabat Nowgam in Kishtwar Tehsil
4 Leh District:
(a) Noyama and Nobre
(b) Zanskar
_________________________________________________________________________________________________________________
- 342 -
(c) All other places in the District
5 Baramulla District:
Entire Gurez-Nirabat, Tangdar Sub-Division and Keran IIlaqa
1 Udhampur District:
Areas upto Goei from Kambaa side and Areas upto Arnas from Keasi side in Tehsil
Mahore.
2 Baramulla District:
Matchill
1(i) Areas in Poonch and Rajouri Districts excluding the towns of Poonch and Rajouri
and Sunderbani and other Urban areas in the two districts.
(ii) Areas not included in Parts ‘A’, ‘B’ and (i) of part ‘C’ above, but which are within a
distance of 8 km from the line of actual control or at places which may be declared
as qualifying for Border Allowance from time to time by the State Government for
their won staff.
F Lakshadweep:
Entire Union Territory
G Manipur:
I Areas included in PART ‘C’:
Entire State
H Meghalaya:
I Areas included in PART ‘D’
Entire State
I Mizoram:
_________________________________________________________________________________________________________________
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Chimptuipui District and areas beyond 25 km from Lunglei Town in Lunglei District
Entire Lunglei District excluding areas beyond 25 km from Lunglei Town
Entire Aizawl District
J Nagaland:
I Areas included in PART ‘B’:
Entire State
K Sikkim:
Entire State
L Tripura:
I Areas included in PART ‘B’:
Difficult Areas of Tripura
II Areas included in PART ‘C’:
Entire State other than areas declared as Difficult ones and included in Part ‘B’
M Uttarakhand:
Areas under Chamoli, Pithoragarh, Uttarkashi, Radrarprayag and Champavat Districts
_________________________________________________________________________________________________________________
- 344 -
ANNEXURE-2(A)
List of items for consideration within overall ceiling 35% of Basic Pay (BP) the
Cafeteria approach for Workmen
Sl. No. List / Basket of Allowances & perquisites / Modality of valuation / Monetization of items
facilities for regulating ceiling of 35% of BP
A Stage-I: To be mandatorily considered within the ceiling of 35% of BP:-
1. Tea Allowance Actual amount as paid / reimbursed.
2. Reimbursement of Lunch / Refreshment Actual amount as paid / reimbursed.

expenses reimbursement.
3. Washing Allowance (for those who are not Actual amount as paid / reimbursed.
provided with protective clothing)
4. Rationalisation Adjustment-cum-Skill Updation Actual amount, as paid / reimbursed
Expenses
5. Special Computer Allowance/ERP Allowance Actual amount, as paid / reimbursed
6. Newspapers/Magazine Allowance Actual amount, as paid / reimbursed
7. Conveyance Facility / Transport facility,
as provided by the Corporation :
a. -Transport Subsidy or Availing value would be the amount of Transport
b. - Reimbursement under the scheme of Subsidy, as applicable.
Conveyance Running & Maintenance
expenses of Two wheelers or
c. - Availing of company provided Bus / Transport

facility / Partial Transport Facility or
d. - Conveyance allowance claimed by blind /

orthopedically handicapped /deaf and dumb
workmen
8. Electronic organizer Availing value of this facility would be the average
annual cost of this item and apportioned on monthly
9. Interest subsidy on Loans and Advances Availing value of this facility would be the difference
in the notional interest amount computed at the
a. House Building Advance
Company’s average borrowing rate (i.e. average rate
b. Conveyance Advance
for the previous year) and the actual interest
c. Furniture Advance amount, which shall be charged on the principal
amount as outstanding from the workmen in the
d. Computer Advance current year
e. Festival advance
10. Electricity / Water / Gas facility at Residence, Availing value of these items would be the amount /
if any rate of this facility as applicable at the location
_________________________________________________________________________________________________________________
- 345 -
B Stage-II: List of basket of allowances & perquisites / facilities to be
available with the Workmen from which they can opt for availing
within the overall ceiling of 35% of BP:-
Sl. No. List / Basket of Allowances & Modality of valuation / Monetization of items
perquisites / facilities for regulating ceiling of 35% of BP
1. Leave Travel Concession(LTC) / Leave Shall operate as per the applicable block of 2 calendar
Fare Assistance (LFA) : year basis and shall be governed as per the eligibility
& availing conditions of LTC Rules. Availing value
shall be regulated as under:-
[a] If under LFA option (in lieu of LTC) Availing value of this facility (i.e. grade wise lump
sum amount linked to Basic Pay & Dearness
Allowances) would be the annualized LFA entitlement
on Financial Year basis, computed on Basic Pay +
Dearness Allowances on a uniform date of 1st April
of Financial year and would be apportioned on
monthly basis under the cafeteria approach.
[b] If under LTC Option Availing value of this facility would be at par with the
annualized LFA entitlement on Financial Year basis
{as at 1[a] above}.
If LTC claimed (inclusive of Daily Allowance paid

towards hiring of accommodation) is more than the
LFA value considered within the cafeteria approach,
the difference would be debited to the individual in
the Financial Year of LTC claim i.e. adjusted within-
the ceiling of 35% during the Financial Year or
shall be subsumed under the cafeteria approach in
the following Financial year.
2. Children Education Assistance:
a. Children Education Allowance Actual amount as paid/reimbursed under the
scheme
b. Hostel Subsidy Actual amount as paid/reimbursed under the
scheme
c. Reimbursement of rail fare to children Actual amount as paid/reimbursed under the
studying at outstation – for to and fro travel scheme
from place of study to the headquarter of the
workmen by 2nd class on student concessional
ticket twice a year during vacation.
3. Excursion/Picnic trip – facility Actual amount as paid / reimbursed on FY basis
4. Transit accommodation - facility Availing value would be the amount / Rate of this
facility, as applicable.
5. Holiday Home facility Availing value would be the average per room per
night cost of Holiday Homes under following
categories:
(a) Holiday Homes arrangement with Hotel
(b) Holiday Homes arrangement with other
than Hotel
The availing value of Holiday Home facility would be
notified on yearly basis that shall be effective for 12
months from 1st July every year (upon consolidation
of data of previous Financial Year). The said value
_________________________________________________________________________________________________________________
- 346 -
shall be considered on individual basis as per actual
room(s) per night availed.
Sl. No. List / Basket of Allowances & perquisites Modality of valuation / Monetization of items
/ facilities for regulating ceiling of 35% of BP
6. Subsidized Canteen facilities, wherever Availing value would be pro-rated to monthly amount
existing and if opted for availing computed as below in respect of locations where
subsidised canteen facility exists :
(a) Actual expenditure incurred by Corporation at
each such location on subsidized canteen facility
(meal/snacks) facilities on account of total
food/consumables bill and other contractor's bill
during previous Financial Year.
Service/establishment cost towards labour wages,
uniform / fuel / gas, utensils and infrastructure cost
may not be included in the computation of actual
expenditure.
(b) The said total actual expenditure of previous
Financial Year shall be pro-rata distributed on
monthly basis, amongst all the employees on rolls as
on 31st March of previous Financial Year who were
entitled to subsidized canteen facility at each such
location.
(c) The pro-rated amount (minus the subsidized
canteen facilities coupon charges / recovery received
from employees, if any) shall be effective for 12
months from 1st July every year upon consideration
of data of previous Financial Year.
7. Perquisite tax borne by Corporation on Availing value would be computed at 50% of
company owned accommodation provided to perquisite tax amount borne by the Corporation on
/availed by workmen- facility. behalf of concerned workmen, if any.
8. Perquisite tax borne by Corporation on self- Availing value would be the perquisite tax amount
leased accommodation provided to /availed by borne by the Corporation on behalf of concerned
workmen- facility workmen, if any.
_________________________________________________________________________________________________________________
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Sl. No. List / Basket of Allowances & perquisites Modality of valuation / Monetization of items
/ facilities for regulating ceiling of 35% of BP
C Stage III* : Supplementary items that would be available as options to the
Workmen within the overall ceiling of 35% of BP
1. House Upkeep expenses Actual amount as paid/ claimed upto 10% of BP (on
monthly basis)
2. Sundry expenses Actual amount as paid/ claimed upto 10% of BP (on
monthly basis)
3. Cultural/Philanthropic/Wellness pursuit Actual amount as paid/ claimed upto 10% of BP (on
monthly basis)
4. Personal/Festival Expenses Actual amount as paid/ claimed upto 10% of BP (on
monthly basis)
_________________________________________________________________________________________________________________
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ANNEXURE-4(A)
SECTORS APPROVED FOR AIR TRAVEL TO OFFICERS

IN GRADE A/B/C WHILE ON TOUR
Sl. SECTORS
No.
I Northern Region
a Delhi-Leh
b Delhi-Kulu
c Jammu-Srinagar
d Jammu-Leh
II Eastern Region
a Kolkata-Guwahati
b Kolkata-Port Blair
c Kolkata-North East sector
d Dibrugarh-Guwahati
e Within North-East
III Western Region
a Mumbai-Jamnagar
b Mumbai-Bhuj (For
Jamnagar/Bhuj/Kandla)
c Mumbai-Porbandar
d Mumbai-Rajkot
e Mumbai-Bhavnagar
f Mumbai-Goa
g Jamnagar- Kandla
h Jamnagar-Bhuj
i Mumbai-Kandla
_________________________________________________________________________________________________________________
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ANNEXURE-10(A)
List of Specified Ailments
1. Tuberculosis incapacitating from work
2. i. Cancer/ Malignancy of any form

ii. Bone Marrow Transplantation procedure in Myelodyesplastic Syndrome Disorder
3. Leprosy – requiring hospitalization

4. Mental Disorders
i. Schizophrenia
ii Maniac Depressive Psychosis
iii Acute endogenous depression with suicidal tendency
5. Cardiovascular Diseases
i. Myocardial infraction
ii Chronic Congestive Cardiac Failure
iii Chronic Constructive Pericarditis
iv Complete Heart Block
v Sick Sinus Syndrome leading to pacemaker implantation
vi Severe Hypertension with Papillodema
vii Heart Surgery / Angioplasty / Heart Disease requiring surgical intervention
(invasive or non-invasive)
6. Neurological Diseases
i. Brain Tumor / Space Occupying lesion
ii Presenile & Senile Dementia
iii Venous Sinus Thrombosis
iv Parkinson’s syndrome incapacitating from work
v Acute ineffective Polyneuritis & landary’s type of ascending paralysis
vi Motor Neurone diseases
vii Paralysis of limb following Cerebral thrombosis / Cerebral injuries / Cerebral
Haemorrhage / Cerebral embolism
viii Multiple Sclerosis
ix Spinal injuries & head injuries
x PID causing neurological complications
xi Epilepsy / Seizures requiring hospitalization
xii Multiple System Atrophy
xiii Brain surgery
7. Chronic Renal Failure

i. Hemo Dialysis
ii Renal Transplant
iii Removal of Kidney (Nephrectomy)
10. Hepatic (Liver) Transplant
9. Certain disease of Old age requiring hospitalization

i. Enlarged prostrate gland requiring surgical intervention
ii Cataract requiring surgical intervention
_________________________________________________________________________________________________________________
- 350 -
iii Surgical removal of Uterus or adenoxa
iv Haemorroids needing surgical intervention
v Glaucoma
vi Joint Diseases requiring Surigical intervention / prosthesis
vii Gangrene
viii Artificial Limb
ix Accidents involving Surgery
x Burns injury requiring hospitalization
xi Different endoscopic interventions diagnostic or therapeutic
xii Hepatitis-C, Hepatitis-B & Acute fulminant Hepatic failure
xiii Meningitis
xiv Retinal detachment, diabetic Retinopathy requiring Laser Photocoagulation
xv Encephelopathy
xvi Pulmonary Embolisis
xvii Dengue (Haemorrlogic type)
xviii HIV / AIDS
xix Cerebral Malaria
xx Ulcerative Collitus
xxi Heniorapphy
xxii Cholescystectomy
xxiii Age-related Macular Degeneration (AMD) – vision related ailment
xxiv Lithotripsy
xxv Laser treatment (non cosmetic)
10. Any sickness / ailment leading to death during hospitalization in a Nominated Hospital
_________________________________________________________________________________________________________________
- 351 -
BACK
ANNEXURE-10(B)
MEDICAL CHECK-UP UNDER POST RETIREMENT MEDICAL ATTENDANCE SCHEME
1. Routine physical check-up

2. X-rays of the chest
3. Routine blood count
4. Routine blood examination
5. Routine urine examination
6. Blood sugar 2 hours after meals. A record of family history essential
7. Lipid Profile
8. Serum Creatinine
9. SGPT, SGOT & Alkaline Phosphatase
10. Electrocardiogram
11. Record of personal habits like smoking, consumption of alcohol, diet hours of work and
rest
12. Examination of the eyes to be advised if necessary
13. Dental check up
14. Mammography (for female)
15. Pep Smear (for female)
16. Ultrasound for whole abdomen
17. Prostate Specific Antigen (PSA)
18. Hb 1C (for diabetes)
_________________________________________________________________________________________________________________
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ANNEXURE-11(A)
Disbursement schedule of HBA
Sl. Purpose Extent up to HBA HBA Utilization HBA Time

No. for which which HBA Disbursement Schedule Recovery schedule for
HBA can can be Schedule Schedule execution of
be availed sanctioned initial
from the charge(if
Corporati permissible
on vide clause
3.10.6(b) or
final
mortgage of
the property
(1) (2) (3) (4) (5) (6) (7)
1 Outright 100% of HBA 100% sanctioned Purchase to be From 2nd Within 3
purchase entitlement, or HBA in one lump completed within month months of
of a cost of sum two months from following the disbursement
complete purchase, disbursement of month in of HBA. (Surety
house/flat whichever is HBA which HBA is to continue till
which is less. disbursed. execution of
avail-able Mortgage)
for ready
possession
and
occupation
2. Instalment 100% of HBA Actual instalment Disbursed HBA From the Within 3
purchase entitlement or amount as to be month months of
of a house/ cost of demanded by the immediately paid following the disbursement
flat, which purchase, Housing over to the month in of full/ final
is yet to be whichever is Board/Authority vendor & which Instalment of
constructe less. purchase to be possession is HBA. (Surety to
d/ completed within available and continue till
completed, 60 months from in any case execution of I/c
from a the date of from the 60th or final
Govt./Semi disbursement of month prior to mortgage.
Govt. initial instalment the month in
Housing of HBA (Can be which the
Board/ extended by 6 employee
Authority. months at a time superannuates
on merits of each .
individual case
by Functional
Directors).
_________________________________________________________________________________________________________________
- 353 -
3. Instalment 100% of HBA Actual instalment Disbursed HBA From the Within 3
purchase entitlement or as demanded by to be month months of
of house/ cost of the Ltd. Co/Co- immediately paid following the disbursement
flat, which purchase/ Op. Society/ over to the month in of full/final
is under construction/ Registered Pvt. vendor and which instalment of
constructio estimated cost Builder/ Promoter purchase to be possession is HBA (Surety to
n/ whichever is to be released as completed within available or continue till
completion less per contractual 36 months from the 36th execution of I/c
from a Ltd. . obligation but the date of month from or final
Co. or from restricted to the disbursement of the month in mortgage)
an percentage of initial instalment which initial
existing/pr completed work of HBA instalment of
o-posed as certified by HBA has been
Cooperativ Govt. approved disbursed
e Society or valuer or by the whichever is
from a Builder’s/Promote earlier.
registered r’s architect or by
Pvt., the Corporation’s
Builder engineer.
4. Purchase 100% of HBA ▪ 40% of Purchase and From the Within 3
of a piece entitlement or sanctioned HBA construction to month months of
of land and estimated cost for purchase of be completed following the purchase of
constructio of land. within 18 months month in land and prior
n of a purchase/constr ▪ 20% of from the date of which to
house uction, sanctioned HBA disbursement of construction is disbursement
there on whichever is after completion initial instalment completed, or of second
less. of mortgage for of HBA (can be the 18th instalment of
commencement extended by six month HBA (Surety to
of construction. months on following the continue till
▪ Additional 20% merits of each month in execution of
of sanctioned individual case which the final
HBA after by Functional initial mortgage).
completion of Directors). instalment of
construction of HBA has been
plinth level. disbursed,
▪ Balance 20% of whichever is
the sanctioned earlier.
HBA after
completion of
construction of
roof level.
_________________________________________________________________________________________________________________
- 354 -
5. Constructio 100% of HBA ▪ 30% of Construction to From the Prior to
n of house entitlement or sanctioned HBA be completed month disbursement
on a piece estimated cost for commence of within 18 months following the of initial
of land of construction. from the date of month in instalment of
already construction, ▪ Additional 30% disbursement of which HBA.
owned by whichever is of sanctioned initial instalment construction is
the less. HBA after of HBA. (Can be completed, or
employee. completion of extended by six the 18th
construction of months on month
plinth level. merits of each following the
▪ Balance 40% of individual case, month in
sanctioned HBA by Functional which the
after completion Directors). initial
of construction instalment of
of roof level. HBA has been
disbursed,
whichever is
earlier.
6. Purchase 100% of HBA Actual instalment Purchase and From the Within 3
of partly entitlement or amount as construction to month months of
finished estimated cost demanded by the be completed following the purchase of
house for of purchase vendor. 50% of within 18 months month in house and
completion and balance HBA for from the date of which prior to
and construction commencement disbursement of construction is disbursement
constructio whichever is of work. initial instalment completed, or of second
n of house less. Remaining of HBA (can be the 18th instalment of
provided sanctioned HBA extended by six month in HBA.
the on certification by months on which the
complete an authorized merits of initial
plan is representative of individual case instalment of
approved the Corporation by Functional HBA has been
by the that 50% of work Directors. disbursed. .
Competent has been
Authority. completed.
7. For 50% of HBA 50% of HBA The work on From the Prior to
extenuatio entitlement or entitlement for extension/ month disbursement
n, estimated cost commencement enlargement/mo following the of initial
enlargeme of of construction dification to be month in instalment of
nt and/or extension/enla work. Balance completed within which HBA.
modificatio rgement/modif 50% of 12 months from construction is
ns ication sanctioned HBA the date of completed, or
whichever is on certification by disbursement of the 18th
less. an authorized initial instalment. month
representative of following the
the Corporation month in
that 50% of the which the
work has been initial
completed. instalment of
HBA has been
disbursed,
whichever is
earlier.
_________________________________________________________________________________________________________________
- 355 -
8 Provision of Supplementary 100% of The work of From the Prior to
additions, advance of supplementary additions and month disbursement
alterations, maximum of advance in one alterations/or following the of
modificatio Rs.1, 00,000/- lump sum fixture and month in supplementary
n and/ or or 25% of the immediately prior fittings to be which advance
fixtures HBA sanctioned to or soon after completed within supplementar
and towards the taking possession 6 months from y HBA has
fittings. cost of house/ of house/flat. the date of been
flat, whichever disbursement disbursed.
is less, within
the total HBA
entitlement.
9. For 100% of HBA Actual amount as Disbursed HBA From the Within 3
repaying entitlement or demanded by to be following the months of
the the amount HDFC or Govt. immediately paid month in disbursement
outstandin payable to Financial over to HDFC or which HBA has of full and final
g loan HDFC or other Institutions in one Govt. Financial been instalment of
drawn from Govt. Financial lump sum. Institutions. disbursed. HBA (surety to
HDFC or Institutions continue till
other Govt. whichever is execution of
Financial less mortgage).
Institutions
_________________________________________________________________________________________________________________
- 356 -
ANNEXURE-12(A)
FORM NO. PA 71
Indian Oil
AGREEMENT FOR DRAWING OF ADVANCE FOR PURCHASE OF

MOTOR VEHICLE
An agreement made day of Two

Thousand Between
hereinafter called “The Borrower" (which expression shall include his heirs,
executors, administrators, legal representatives and assigns) of the One Part
And INDIAN OIL CORPORATION LTD. (Marketing Division) hereinafter
called “The Corporation" (which expression shall include its successors and
assigns ) of the Other Part. WHEREAS the Borrower has under the
provisions of the Rules of the Corporation, for the grant of advance
to employees of the Corporation shall include any amendments (hereinafter
referred to as "the said Rules" which expression shall include any
amendments Thereof for the time being in force) for the purchase of Motor
Car/ Motor Cycle/ Scooter.
(hereinafter referred to as the Motor Vehicle") applied to the Corporation
for a loan of Rs. (Ruppes
only) for the purchase of a motor vehicle and
the Corporation has agreed to lend the said amount to the Borrower on the
terms and conditions hereinafter contained.
_________________________________________________________________________________________________________________
- 357 -
NOW IT IS HEREBY AGAEED between the parties hereto that in
consideration of the sum of Rs. lent and advanced
by the
Corporation to the Borrower (hereinafter referred to as "the Loan") (the
receipt of which the Borrower hereby acknowledges) the Borrower hereby
agrees, convenants and undertakes with the Corporation (1) to pay to the
Corporation the said loan with interest calculated according to the
said Rules by monthly deductions from his
salary as provided for by the said Rules and hereby authorises the
Corporation to make such deductions, (2) within one month from the date of
these presents to expend the full amount of the said loan in the purchase of
a motor vehicle or if the actual price paid is less than the loan to repay the
difference to the Corporation forthwith. (3) to hypothecate and charge the
motor vehicle to the Corporation as and by way of first charge for the
security of the said loan advanced by the Corporation to the Borrower as
aforesaid with interest and all other amounts payable to the Corporation by
the Borrower under the said Rules and to execute an Unattested
Memorandum of Hypothecation and such other writings as may be required
by the Corporation and in such form as the Corporation, may indicate in
that behalf. (4) till the aforsaid security is created in favour of the
Corporation, the Borrower will not in any manner encumber, charge,
hypothecate, create a lien, pledge or otherwise deal with or dispose of the
motor vehicle or do any act or omission so as to prejudice the security agreed
to be created by the Borrower in favour of the Corporation or so as to in any
way prejudicially affect the repayment of the loan, interest and other charges
due by the Borrower to the Corporation and (5) if and when called upon by
_________________________________________________________________________________________________________________
- 358 -
the Corporation to immediately deposit the Insurance Policy, Registration
Book, Certificate of Insurance, R.T.O. and Municipal form and all other
documents of title relating to the motor vehicle with the Corporation and to
produce the same for verification by the Corporation as and when required
by the Corporation, AND IT IS HEREBY LASTLY AGREED AND
DECLARED that if the motor vehicle is not purchased and hypothecated as
aforesaid within one month from the date of these presents or if the
Borrower within that period becomes insolvent or quits the service of the
Corporation or dies or if the Borrower commits any breach of the terms,
conditions and provisions of this Agreement or of the 'said rules, (and in
respect of which the decision of the Corporation shall be final, conclusive
and binding on the Borrower), the whole amount of the loan and interest
accrued thereon shall immediately become due and payable.
The said (Borrower's name)

and
for and on behalf of
the
Corporation, have hereunto set their respective hands the day and year first
herein above written.
Signed by the withinnamed )

) __________________________________
Borrower ) (Signature and Designation of the
Borrower)
Signed by the withinnamed ) for & on behalf of the

_________________________________________________________________________________________________________________
- 359 -
)Indian Oil Corporation Ltd. (Marketing
Division)
for & on behalf of the )
Indian Oil Corporation Ltd. )
__________________________________
(Signature and Designation of the
authorised officer)
_________________________________________________________________________________________________________________
- 360 -
ANNEXURE-12(B)
FORM NO. PA 72A
Indian Oil
UNATTESTED DEED OF HYPOTHECATION FOR MOTOR VEHICLE

ADVANCE
THIS INDENTURE made this day of

Two Thousand
Between hereinafter called "the Borrower" (which expression shall include his
heirs, executors, administrators, legal representatives and assigns) of the One
Part, AND INDIAN OIL CORPORATION LIMITED (Marketing Division)
hereinafter called "the Corporation" (which expression shall include its
successors and assigns) of the Other Part, WHEREAS the Borrower has applied
for and has been granted an advance of Rs. (hereinafter
referred to as "the Loan") to purchase a Motor Vehicle under the provisions of
the rules of the Corporation for the grant of advance to the Employees of the
Corporation (hereinafter referred to as "the said Rules" which expression shall
include any amendment thereof for the time being in force) and on the terms and
conditions set out in the Agreement dated the day
of executed by the Borrower
in favour of the Corporation pursuant to the said Rules.
AND WHEREAS THE Borrower has purchased

MotorCar/Motor Cycle/Scooter for an amount of Rs. and
refunded the balance of the advance loan of Rs. to the
Corporation vide receipt No. dated .
The net amount of advance/loan therefore remaining outstanding on the day of
execution of these presents works out to Rs.
AND WHEREAS one of the conditions of the said

Agreement is that the Borrower shall hypothecate and charge the 'Motor Vehicle
as and by way of first charge in favour of the Corporation to secure the said loan
with interest and other charges payable by the Borrower to the
Corporation.
_________________________________________________________________________________________________________________
- 361 -
AND WHEREAS the Borrower has purchased with or partly
with the said loan so advanced as aforesaid the Motor Vehicle particulars whereof
are set out in the. Schedule hereunder written.
NOW THIS INDENTURE WITNESSETH that in pursuance

of the said Agreement and for the consideration aforesaid- the Borrower doth
hereby covenant to pay to the Corporation the sum of Rs.
aforesaid by monthly instalments of Rs. each and last
instalment of Rs. on the first day of every month and
will pay interest on the sum for the time being remaining due and owing
calculated according to the said Rules and the Borrower doth agree that such
payments may be recovered by monthly deductions from his salary in the manner
provided by the said Rules and in further pursuance of the said Agreement, the
Borrower dot hereby assign, transfer, hypothecate and charge as and by way of
first charge unto the Corporation, the Motor Vehicle (short particulars whereof
are set out in the Schedule hereunder written) as and by way of security for the
due repayment of the said loan and interest thereon at the aforesaid rate and all
other charges payable under the said Rules and the said Agreement.
And the Borrower doth hereby agree and declare that he has paid in full the
purchase price of the said Motor Vehicle and that the same is his absolute
property and that he has not pledged and so long as any money remain payable to
the Corporation in respect of the said advance/loan will not sell,
pledge, or part with the property in or possession of the said Motor Vehicle.
PROVIDED ALWAYS and it is hereby agreed and declared that if any of the
said instaiments of principal or interest shall not be paid or recovered in manner
aforesaid within ten days after the same are due or if the Borrower shall die or at
any time cease to be in the service of the Corporation or if the Borrower shall sell
or pledge or part with the property in or possession of the said motor vehicle or
become insolvent or make any composition or arrangement with his creditors or
if any person shall take proceedings in execution of any decree or judgement
against the Borrower or if the Borrower does any act or omission so as to
prejudicially affect the security of the Corporation under these presents or
commits any breach or default or breach of the terms, conditions and covenants
contained in the said Rules and/or the said Agreement and/or these presents (in
respect of which the decision of the Corporation shall be final conclusive and
binding on the Borrower) the whole of the said principal sum which shall then be
remaining due and unpaid together with interest thereon calculated as aforesaid
shall forthwith become payable AND IT IS HEREBY AGREED AND declared
_________________________________________________________________________________________________________________
- 362 -
that the Corporation may on the happening of any of the events hereinbefore
mentioned seize and take possession of the said Motor Vehicle and either remain
in possession thereof without removing the same or else may remove and sell the
said Motor.
Vehicle either by public auction or private contract and may out of the sale
moneys retain the balance of the said advance/loan then remaining unpaid and
any interest due ther on calculated as aforesaid and all costs, charges, expenses
and payments properly incurred or made in maintaining, defending or realising
its rights hereunder and shall pay over the surplus, if any, to the Borrower, his
executors, administrators or personal representatives PROVIDED FURTHER
that the aforesaid power of taking possession or selling of the said Motor Vehicle
shall not prejudice the right of the Corporation to sue the Borrower or his
personal representatives for the said balance remaining due and interest or in the
case of the Motor Vehicle being sold the amount by which the net sale proceeds
fall short of the amount owing AND the Borrower hereby further agrees that so
long as any moneys are remaining due and owing to the Corporation, he the
Borrower will insure and keep insured the said Motor Vehicle against loss
or damage by fire, theft, or accident with an insurance Company to be approved
by the Corporation and will produce evidence to the satisfaction of the
Corporation that the Motor Insurance Company with whom the said Motor
Vehicle is insured have received notice that the Corporation is interested in
the Policy AND the Borrower hereby further agrees that he will not permit or
suffer the said Motor Vehicle to be destroyed or injured or to deteriorate in a
greater degree than it would deteriorate by reasonable wear and tear thereof AND
further that in the event of any damage or accident happening to the said Motor
Vehicle the Borrower will forthwith have the same repaired and made good and
further that the Borrower shall whenever required by the Corporation give full
particulars of the said Motor Vehicle and shall furnish such statements,
certificates, insurance policy and information from time to time as required by
the Corporation and make furnish and execute all necessary documents to give
effect to the security. The Borrower further agrees and undertakes to execute such
other deeds, documents and writings as may be required by the Corporation to
further perfect, protect and or enforce the security created thereunder and if the
Borrower fails to do so within time, if any, allowed by the Corporation for the
purpose, the Corporation is hereby irrevocably appointed and authorised to act as
the holder of the power of Attorney of the Borrower and in that capacity to
execute on behalf of the Borrower such further documents and writings may be
found necessary and to take steps that may be found required for preservation,
_________________________________________________________________________________________________________________
- 363 -
enforcement and realisation of the security hereunder and the Borrower shall be
liable to bear the expenses that may be incurred in this regard.
Nothing herein contained shall prejudice any rights or

remedies of the Corporation in respect of any present or future security,
guarantee, obligation or decree for any indebtedness or liability of the Borrower
to the Corporation.
THE SCHEDULE
Description of Motor Vehicle :

Maker's Name :
Description :
No. of Cylinder :
Engine Number :
Chassis No. :
Cost Price :
IN WITNESS WHEREOF the Borrower hath hereunder put

his seal and signed these presents the day and year first hereinabove written.
Signed by the within named ) ___________________________
Borrower )
____________________________
(Signature & Designation of the Borrower)
_________________________________________________________________________________________________________________
- 364 -
ANNEXURE-12(C)
Undertaking for adjustment of Gratuity
I, ______________________________________ of _________________________
Indian Inhabitant being an employee/ staff member / workman / Officer of Indian Oil
Corporation Limited, to whom the provisions of the payment of Gratuity Act, 1972
(hereinafter called “the Gratuity Act”) or the Gratuity Rules framed by the Indian Oil
Corporation Limited (hereinafter called “The Gratuity Rules”) apply. In consideration
of Indian Oil Corporation Limited (hereinafter referred to as “the Corporation”) having
granted to me a Conveyance Advance for purchase of Motor Car of Rs.____________
in terms of the agreement dated ____________________ and _____________
entered into between me and the Corporation, hereby agree, convenant and
undertake with the Corporation (which will include its auccessors and assigns) as
follows :
1. In the event of my ceasing to be in the service of the Corporation, whether by

retirement/ death / dismissal / discharge/ resignation / operation of law or due
to any other reason or cause whatsoever the Corporation shall be entitled to
deduct, adjust, appropriate and set off from the amount due to me as Gratuity
under the Gratuity Act/ the Gratuity Rules against my liability in respect of the
Principle amount, interest and other costs charges and expenses due by me to
the Corporation in respect of the conveyance advance granted to me by the
Corporation under the said agreement or in respect of any security document
created or to be created pursuant thereto.
2. That the Corporation shall be liable to pay to me only the balance amount of
Gratuity due to me under the Gratuity Act/ the Gratuity Rules after deducting
as aforesaid and such deduction shall be considered and be deemed to be fully
and duly authorized and binding on me.
3. This letter of undertaking shall be binding on me and my heirs, executors and

administrators and any nominee or nominees indicated in the nomination form
that I may have executed from time to time to the end and intend that this
letter of undertaking shall be deemed to have overriding effect.
4. I shall not revoke, withdraw or modify this letter of undertaking at any

hereinafter and the same shall remain in operation so long as my liability in
respect of the amount of conveyance advance is not satisfied or discharged.
5. I shall signed and execute such receipts, discharges and other writing as may
be required by the Corporation to implement this undertaking from time to time
_________________________________________________________________________________________________________________
- 365 -
and not do or execute or cost to be done or executed any act, deed or thing
whereby the above undertaking shall be cancelled or prejudicially affected. I
shall not create any mortgage charge lien or other encumbrance or disposal of
the amount that may become due to me under the Gratuity Act of the Gratuity
Rules or any right capital or interest thereto so long as any amount due and
outstanding by me to the Corporation.
6. I have executed this letter of undertaking voluntarily of my own free will and
accord and knowing fully well that on the faith of the assurance and
representation hereinabove contained the Corporation has agreed to grant to
me the said conveyance advance in terms of said agreement.
7. Non enforcement or non recovery of any amount by the Corporation under this
letter of undertaking of any waiver, modification or discharge by the
Corporation shall not effect or deemed to affect any obligation, liability,
security, etc. already executed or hereinafter to be executed for the purpose of
the said conveyance advance for purchase of motor car advance to me by the
Corporation to the end and intend that this undertaking shall be deemed to be
a separate and distinct undertaking and will not affect or prejudice any
securities held or to be held by the Corporation from time to time.
Date this ______________ day of ____________
Witness : __________________
_________________________________________________________________________________________________________________
- 366 -
ANNEXURE-13(A)
INDIAN OIL CORPORATION LIMITED
(APPLICATION FOR SEEKING FINANCIAL ASSISATNCE
UNDER CHILDREN EDUCATION SUPPORT SCHEME )
1. Name in Full (In Block Letters)

2. Date of Birth
3. Date of joining the corporation
4. Date of retirement
5. Designation & Grade
6. Location
7. Department
8. Scale of Pay
9. Basic Pay as on the date of application (Rs.)
10. Dearness Allowance as on the date of application (Rs.)
I hereby apply for the reimbursement against actual expenditure incurred towards education of my
dependent child(ren) during FY 20.. - .. and relevant particulars are furnished below:
A. Details of study/course:-
Sl. Name of Date Study/ In India Name & Address of Recognition of
No. eligible of Course or School/College/ School/College/Uni
child Birth Abroad University/ Institute versity/Institute by
1.
2.
B. Claim for financial assistance under the CES Scheme:-
i) Details of payment made towards the fees / expenses of the educational institute (as per the
list of eligible expenses covered under the scheme):- for claiming reimbursement:-
Fee/Other expenses* Child No. 1: (Name) Child No. 2: (Name)

Receipt No. Amount (in Rs.) Receipt No. Amount (in Rs.)
Admission Fees
Tuition Fees
Examination Fees
Library Fees
Laboratory Fee
Hostel / mess charges
Purchase of books/
equipments/ instruments
Purchase of uniforms (For
studies in India only)
Caution deposit /building fund
/ refundable deposit
One way travel expenses/
Passage money (For studies
abroad only)
Any other relevant expense /
fee against which college/
institution issues receipt
Total Amount
_________________________________________________________________________________________________________________
- 367 -
*For studies abroad: Conversion Rate (prevailing on the date of making payment to Institute):1__=
___Rs.
ii) Details of education loan availed from Bank/Financial Institute– for claiming repayment:
Sl. Name of Name of Bank /Financial Total amount of loan Request/Claim

No. child Institution & the Branch availed from Bank for repayment of
Address /Financial Institution Rs.
1.
2.
C. Number of installments opted by employee in which financial assistance and interest are to
be recovered under CES Scheme: (in months*)
*Maximum period of 180 months or the balance months of service left for superannuation, whichever
is less
D. Submitted and certified that:-
1. The information provided is true to the best of my knowledge and belief.

2. I agree to abide by the terms and conditions stipulated under CES Scheme
3. Required documents listed in Children Education Scheme are enclosed.
Date: Signature of the Employee
E. Forwarded by Controlling Officer:- Yes No
Name & Designation of Controlling Officer:
Date: Signature of the Controlling officer
F. Processing of application:-
For Use in HR Department

i Whether eligible for financial assistance under CES Scheme Yes No
ii Amount claimed (in Rs.)
iii Amount sanctioned (in figures) Rupees
Amount sanctioned (in words) Rupees
iv Total number of installments for recovery of financial assistance
sanctioned at Sl. No. iii above
a) Recovery of financial assistance (in 85% of the period opted by the

employee)
b) Recovery of interest burden (in 15% of the period opted by the
employee)
v Total amount of Financial Assistance amount claimed so far (including
the current amount being sanctioned) (in Rs.):
vi Total number of claims made so far (including the current claim*):
*To be restricted to five
_________________________________________________________________________________________________________________
- 368 -
vii Signature of the Dealing Officer in charge (i.e. competent authority):
Date:
Name:
Designation:
Notes:
The conditions for regulating the financial assistance and its recovery are laid down in
detail under the CES Scheme. The following is mentioned for ease of reference:
a. Following documents should be enclosed with the application form:
1.0 Proof of admission to the eligible course from the eligible institute.
2.0 Fee structure of the specified course and the payment schedule.
3.0 In addition, the documents/clause regulating the claims for
reimbursement/repayment are as under:
3.1 Claim for reimbursement of payment towards the fees / expenses of the
educational institute (as per the list of eligible expenses covered under the
scheme):
i. Actual receipt / bills of payment initially settled / borne on the basis of

demand raised by the Institute, either periodically or otherwise or on
the basis of certified employee’s bank statement if post-facto cheques
were submitted to the Institute in advance.
ii. The Institute's original receipt can be either in the name of employee
or the eligible child but the reimbursement will only be made to the
employee.
3.2 Claim for repayment of loan availed from Bank/Financial Institute:
i. The statement of Bank indicating the outstanding bank education loan,

alongwith the certified copy of the original bank document of
sanctioning the loan.
ii. Subsequently, the original receipt of the amount deposited to the said
bank would need to be submitted within a period of 30 days for
regularizing the financial assistance granted under the CES scheme,
otherwise the concerned employee will be charged penal interest
@2% over and above the applicable SBI lending rates for perquisite
value calculation.
b. In order to secure the financial assistance, the sanction of reimbursement claims would
be subject to providing documentation / collateral security as specified hereunder
against the corresponding outstanding financial assistance amount:
_________________________________________________________________________________________________________________
- 369 -
financial
assistance
amount
A Upto Rs.4 lac No Security required as collateral
B Above Rs.4 lac to Indemnity / Bond by self + Maintaining 25 days EL

Rs.8 lac as the leave balance towards collateral security

financial
assistance
amount
C Above Rs.8 lac to Indemnity / Bond by self + Surety (by an
Rs.12 lac employee) + Maintaining 50 days EL towards the
leave balance as collateral security
D Above Rs.12 lac to Indemnity / Bond by self + Surety (by two
Rs.16 lac employees) + Maintaining 75 days EL as the leave
balance towards collateral security
E Above Rs.16 lac to Indemnity / Bond by self + Surety (by two
Rs.20 lac employees) + Maintaining 100 days EL as the
leave balance towards collateral security
* On each occasion of submission of Indemnity / Bond by self and/or Surety Bond, the
previous Indemnity / Bond by self and/or Surety Bond, if any, gets superseded.
c. An employee shall be eligible under the CES scheme to stand as a surety subject to the
following conditions:
• S/he should have completed the probation period.

• S/he is not likely to superannuate within five years of executing surety bond.
The liability of the surety will rest with him till the recovery in full (with interest) is repaid
to the Company.
d. Under the Mortgage Redemption Scheme, an annual premium on financial year basis
shall be recovered on monthly basis @0.25% of the outstanding financial assistance (as
on 31st March of previous FY).
e. Notwithstanding anything contained herein, the executive shall be bound to comply with
any supplementary rules / orders which may be made subsequently in this regard from
time to time with a view to safeguard the Corporation's interest as well as to ensure
proper observance of the provisions of CES scheme.
f. The Management reserves the right to modify, cancel, add or amend any of these rules
or resolve any implementation issue or discontinue the scheme at any point of time.
_________________________________________________________________________________________________________________
- 370 -
g. In the event of any doubts or dispute with regard to any of the provisions of the scheme,
the interpretation / decision of Management shall be final and binding.
****
ANNEXURE 13(B)
(On a Non-Judicial Stamp paper of value applicable in the concerned State)
BOND
This bond is made on this ________________ day of ____________

(month)_____________(year) between Indian Oil Corporation Limited having its Registered
Office at G-9, Ali Yavar Jung Marg, Bandra (East), Mumbai-400 051 (hereinafter referred to
as the “Corporation”) AND _______________(name of the employee), son/ daughter of
_____________, employed in this Corporation since ___________ and presently working as
___________ (designation) with Indian Oil Corporation Limited (………… Division) and
residing at _________________________ (hereinafter referred to as the “employee” which
expression shall include his legal representatives and assignees).
WHEREAS _____________(name of the employee) has under the scheme for Children
Education Support (herein after referred to as “the Scheme”) for providing financial assistance
to the employees for their child(ren) education (reimbursement against actual expenditure)
applied to the Corporation seeking financial assistance of Rs…………………for the education
of his/her dependent eligible son/daughter (i)………………..(name of child)
(ii)………………..(name of child) who has/have got admission/studying in recognized institute
laid down under the Scheme for pursuing eligible course and for this purpose Corporation has
agreed to sanction financial assistance of the said amount to the Employee on the terms and
conditions contained therein.
AND WHEREAS, I, _____________ (name of employee) have accepted the conditions

enumerated in the Scheme including the furnishing of a bond to the Corporation.
NOW IT IS HEREBY AGREED that in consideration of the total outstanding financial

assistance amount of Rs. ________ sanctioned so far (including the amount of Rs.
___________ being currently sanctioned) by the Corporation to the Employee on cumulative
basis, or otherwise, (the receipt of which the Employee hereby acknowledges) the Employee
hereby agrees with the Corporation that:
(1) To pay to the Corporation the outstanding financial assistance amount with accrued
interest calculated according to the Scheme by monthly deduction from employee’s
salary as recoveries in installments (including recovery towards mortgage redemption
fund), as provided for in the Scheme, and hereby authorize the Corporation to make
such deductions.
(2) To deposit in lump-sum the outstanding financial assistance amount along with accrued
interest before separation from service of the Corporation arising due to voluntary/pre-
mature retirement, resignation, dismissal, termination, etc.
_________________________________________________________________________________________________________________
- 371 -
(3) Employee agrees to maintain required number of Earned leave as the leave balance
towards collateral security as provided in the Scheme.
(4) Employee agrees that if he does not comply with the provisions of the Scheme, or furnish
wrong/false information/document or misuse the Scheme in any form, Corporation will
have all the rights to take necessary action against the Employee as per the applicable
Rules of the Corporation apart from incurring the liability to refund the entire outstanding
amount with interest. In such case, the penal interest shall be levied @2% over and
above the applicable SBI lending rates for perquisite value calculation.
(5) Employee agrees that for any reason if he/she does not draw salary either in full or part,
any deficiency in monthly quantum of recovery shall be made up through additional
recovery in the next and subsequent months.
(6) Employee agrees that in case he/she does not draw salary for a period exceeding 6
months, for any reason whatsoever the Employee shall make alternative arrangements
for payment of the monthly installments to the satisfaction of the Corporation failing
which the Corporation will be at liberty to enforce the recoveries through such actions
as may be deemed fit.
(7) Without prejudice to anything contained herein the Corporation shall be at liberty to
enforce its right and take such other measure(s) and action(s) as deemed fit to effect full
recovery of outstanding dues, including interest, costs, charges, expenses etc. including
adjusting the same from the dues payable to the Employee or whatsoever nature from
Corporation.
Signed and delivered on this ___________day____________( month)_____________(year)
Signature of Employee Acknowledged and accepted

Indian Oil Corporation Ltd.
Name: Signature:
Employee No.: Name:
Designation: Employee No.:
Designation:
Witnesses:
Signature : Signature :
Name : Name :
Address : Address :
Occupation : Occupation :
_________________________________________________________________________________________________________________
- 372 -
ANNEXURE-13(C)
(On a Non-Judicial Stamp paper of value applicable in the concerned State)
SURETY BOND
Know all men by these presents that I/We,
(i)________________________________(first Surety) at present residing at

__________________________________________________________ and
presently working as _____________________ (designation) in the
_____________________ Office/Unit/ establishment of Indian Oil Corporation
Limited and drawing a Basic salary plus Dearness Allowance of (i)
Rs.__________(Rupees ________________________)
AND
(ii)________________________________ (second Surety) at present residing at

__________________________________________________________and presently
working as _____________________ (designation) in the
_____________________Office/Unit/ establishment of Indian Oil Corporation Limited
and drawing a Basic salary plus Dearness Allowance of (i) Rs.__________ (Rupees
________________________)
hereafter called the “Surety(ies) (which expression shall include my/our heirs,
executors, administrators and legal representatives)” AM/ARE HELD AND FINALLY
BOUND UNTO the Indian Oil Corporation Limited a Government of India Undertaking
having its registered office at G-9,Ali Yavar Jung Marg, Bandra (East) Bombay-400 051
hereafter called “the Corporation”(which expression shall include its successors and
assigns) in the sum of total outstanding financial assistance amount of Rs. ________
sanctioned so far (including the amount of Rs. ___________ being currently
sanctioned) by the Corporation to _____________ (name of the employee), and the
interest burden as accrued, to be paid to the Corporation for which payment to be
well and truly made, I/We hereby bind myself/ourselves, my/our heirs, executors ,
administrators and legal representatives firmly by these presents.
I/We shall abide by the terms and conditions of the Surety bond as setout henceforth:
_________________________________________________________________________________________________________________
- 373 -
WHEREAS _____________(name of the employee) has under the scheme for Children
Education Support (herein after referred to as “the Scheme”) for providing financial assistance
to the employees for their child(ren) education (reimbursement against actual expenditure)
has applied to the Corporation seeking financial assistance of Rs………………… (and with
this the total outstanding financial assistance amount sanctioned so far shall stand at Rs.
___________, excluding the interest burden as accrued under the Scheme) for the education
of his/her eligible child(ren) and for this purpose Corporation has agreed to sanction financial
assistance of the said amount to the Employee on the terms and conditions contained therein.
AND WHEREAS the Employee has agreed to furnish a surety bond and guarantee of
the surety(ies) in favour of the Corporation for the due compliance of the Scheme and
under the terms, conditions and provisions of the Scheme and at the request of the
Employee, the Surety(ies) has/have agreed to execute the bond with such conditions
as are hereunder written in consideration whereof, the Corporation has agreed to
sanction the said financial assistance to the Employee:
NOW IT IS HEREBY AGREED between the parties hereto that in consideration of the total
outstanding financial assistance amount of Rs. ___________________________ sanctioned
so far by the Corporation to the Employee on cumulative basis, or otherwise, (the receipt of
which the Employee hereby acknowledges) and the interest burden as accrued under the
Scheme, the Surety (ies) hereby agree(s) with the Corporation that:
(2) In case the Employee fails to repay the outstanding financial assistance amount and the
accrued interest as per the agreed terms and conditions of the Scheme and agreements
made there under between the Corporation and the Employee, the Surety (ies), on
demand by the Corporation shall forthwith pay to the Corporation without demur the
amount as due under the Scheme.
(3) The liability of the Surety(ies) (i)…………………………………

(ii)………………………………… hereunder shall not be impaired or discharged or
modified by reason of time being granted or by any forbearance, act or omission of the
Corporation or any person authorised by the Corporation (whether with or without the
consent / knowledge of the said Surety(ies)). Provided further it shall not be necessary
for the Corporation to sue the said Employee……………………………before suing the
said Surety(ies) (i)…………………………… (ii)………………………………… for the
amount as due under the Scheme.
(4) The obligation undertaken by the surety(ies) shall be irrevocable and shall ensure for
the benefit of the Corporation till the obligation undertaken hereunder are fully
discharged by the Surety(ies).
(5) Without prejudice to anything contained herein, the Surety(ies) shall be deemed the
principal debtor(s) of the Corporation and the Corporation will be entitled to take
action(s)/measure(s) as deemed fit including recovering the outstanding financial
assistance amount, together with accrued interest, from the estate and effects of the
Surety(ies) including by way of deduction from the wages, emoluments and/or other
dues payable to the Surety(ies) by the Corporation and these presents shall be deemed
_________________________________________________________________________________________________________________
- 374 -
to constitute an irrevocable authority to the Corporation to adjust and recover the same
from the Surety(ies).
(6) It is further agreed by the Surety(ies) that the liability shall stand automatically
transferred to the legal heirs of the Surety(ies), in the event of non-availability/non-
presence of the surety(ies) within the country for any reason whatsoever.
(7) Without prejudice to anything contained herein the Corporation shall be at liberty to
enforce its right and take such other measure(s) and action(s) as deemed fit to effect full
recovery of outstanding dues from the Surety(ies) and/or employee, including interest,
costs, charges and expenses from the dues payable (of whatsoever nature) from the
Corporation to the Employee and/or Surety(ies).
Signed and delivered on this ___________day____________( month)_____________(year)
Signature of Employee Acknowledged and accepted

Indian Oil Corporation Limited
Name:
Son/Daughter of :
Designation: Signature:
Employee No.: Name:
Address: Designation:
Employee No.:
Signature(s) of Surety(ies) :
1. Sign of Surety :
Name :
Designation :
Employee no. :
Address :
2. Sign of Surety :
Name :
Designation :
Employee no. :
Address :
Witnesses:
Signature : Signature :
Name : Name :
Address : Address :
Occupation : Occupation :
_________________________________________________________________________________________________________________
- 375 -
ANNEXURE-17(A)
Details of IOC GST Registrations – GST Supplier
State Offices State Type of GSTIN Provisional GST ID

BSO Bihar GST Supplier 10AAACI1681G1Z4
BSO Jharkhand GST Supplier 20AAACI1681G3Z1
DSO Haryana GST Supplier 06AAACI1681G1ZT
DSO Delhi GST Supplier 07AAACI1681G1ZR
GSO Gujarat GST Supplier 24AAACI1681G1ZV
GSO Damand & Diu GST Supplier 25AAACI1681G1ZT
GSO Dadra & Nagar Haveli GST Supplier 26AAACI1681G1ZR
IOC AOD Arunachal Pradesh GST Supplier 12AAACI1681G1ZO
IOC AOD Nagaland GST Supplier 13AAACI1681G1ZY
IOC AOD Manipur GST Supplier 14AAACI1681G2ZV
IOC AOD Mizoram GST Supplier 15AAACI1681G1ZU
IOC AOD Tripura GST Supplier 16AAACI1681G1ZS
IOC AOD Meghalaya GST Supplier 17AAACI1681G1ZQ
IOC AOD Assam GST Supplier 18AAACI1681G1ZO
KASO Karnataka GST Supplier 29AAACI1681G1ZL
KESO Kerala GST Supplier 32AAACI1681G1ZY
MPSO Chhattisgarh GST Supplier 22AAACI1681G1ZZ
MPSO Madhya Pradesh GST Supplier 23AAACI1681G1ZX
MSO Maharashtra GST Supplier 27AAACI1681G1ZP
MSO Goa GST Supplier 30AAACI1681G1Z2
OSO Odisha GST Supplier 21AAACI1681G1Z1
PSO Jammu & Kashmir GST Supplier 01AAACI1681G2Z2
PSO Himachal Pradesh GST Supplier 02AAACI1681G3ZZ
PSO Punjab GST Supplier 03AAACI1681G1ZZ
PSO Chandigarh GST Supplier 04AAACI1681G1ZX
RSO Rajasthan GST Supplier 08AAACI1681G2ZO
TAPSO Telangana GST Supplier 36AAACI1681G1ZQ
TAPSO Andhra Pradesh GST Supplier 37AAACI1681G2ZN
TNSO Tamil Nadu GST Supplier 33AAACI1681G1ZW
TNSO Puducherry GST Supplier 34AAACI1681G1ZU
UPSO I Uttar Pradesh GST Supplier 09AAACI1681G1ZN
UPSO II Uttarakhand GST Supplier 05AAACI1681G1ZV
WBSO Sikkim GST Supplier 11AAACI1681G1Z2
WBSO West Bengal GST Supplier 19AAACI1681G1ZM
WBSO Andaman & Nicobar GST Supplier 35AAACI1681G1ZS
_________________________________________________________________________________________________________________
- 376 -
ANNEXURE-17(B)
Details of IOC GST Registrations – ISD
Sr. State Offices State Type of Provisional GST ID

GSTIN
1 PSO Chandigarh ISD 04AAACI1681G2ZX
2 DSO Delhi ISD 07AAACI1681G2Zq
3 DSO Haryana ISD 06AAACI1681G4Zq
4 RSO Rajasthan ISD 08AAACI1681G4ZM
5 UPSO II Uttar Pradesh ISD 09AAACI1681G4ZK
6 IOAOD Assam ISD 18AAACI1681G8ZH
7 BSO Bihar ISD 10AAACI1681G2Z3
8 BSO Jharkhand ISD 20AAACI1681G4Z0
9 OSO Odisha ISD 21AAACI1681G5ZX
10 WBSO West Bengal ISD 19AAACI1681G5ZI
11 GSO Gujarat ISD 24AAACI1681G3ZT
12 MPSO Madhya Pradesh ISD Awaited
13 MSO Maharashtra ISD 27AAACI1681G2ZO
14 TAPSO Andhra Pradesh ISD 37AAACI1681G4ZL
15 KASO Karnataka ISD 29AAACI1681G2ZK
16 KESO Kerala ISD 32AAACI1681G3ZW
17 TNSO Tamil Nadu ISD 33AAACI1681G2ZV
18 TAPSO Telangana ISD 36AAACI1681G2ZP
_________________________________________________________________________________________________________________
- 377 -
ANNEXURE-19A
Scheme for Grant of Special Award to Meritorious children of our employees

(Effective 2007)
Group Examination / Course / Duration

Rate of award (Rs) (on acquiring
No. Qualification (in yrs)
minimum % in aggregate)
1 SSC/Matric 1000 -
1500 3000 5000
(60%) (70%) (80%) (90%)
a) Intermediate / 12 th
- 1500 2000 3000 5000
(60%) (70%) (80%) (90%)
2 b) Diploma after 10th / 11th / 12th Min of 3 yrs 1500 2000 3000 -
(60%) (70%) (80%)
Bachelor’s Degree in streams /disciplines of :-
a) Arts / Humanities (including 2500 3000 3500 -
B.Ed) (60%) (65%) (70%)
3 b) Commerce 3 yrs 2500 3000 3500 -
(60%) (65%) (75%)
c) Science 2500 3000 3500 -
(60%) (70%) (80%)
a) Bachelor’s Degree in disciplines
other than Arts/ Humanities,
Commerce and Science streams 3 yrs
(on securing minimum of 60%
4 marks) 4500
b) Post Graduate in Arts/
Humanities, Commerce and
Science streams (on securing 2 yrs
minimum of 60% marks)
a) Bachelor’s Degree (e.g. BE,
MBBS, etc); or integrated course
(after 10+2) in any discipline 4 yrs or
leading to award of Graduate more
degree (e.g. B.A-LLB, B.A-B.Ed,
B.Sc-B.Ed etc.) 6000
b) Post-Graduate (PG) course in
5 disciplines other than Arts/
Humanities, Commerce and 2 yrs or
Science streams (e.g. MBA, MCA, more
etc.)
Integrated course in any discipline
(after 10+2) leading to direct
award of PG Degree (e.g. M.Sc. 9000
(Biotechnology), Integrated
M.Tech course etc.
CA / ICWA / ACS - Inter * Final **
6 * PE-II – under CA program 4000 6000
** PE-Final – under CA program
_________________________________________________________________________________________________________________
- 378 -
Children who secure a rank at Graduate/Post-Graduate level exams conducted by a University
are eligible for Gold Medal weighing 10 gms, depending upon the student’s strength :
Note:
1) If students’ strength is between 10 to 19 - Ranking should 1st Position
2) If student’s strength is between 20 to 29 - Ranking should in first 2 positions
3) If student’s strength is between 30 to 39 - Ranking should in first 3 positions
4) If students’ strength is between 40 to 49 - Ranking should in first 4 positions
5) If students’ strength is 50 & above - Ranking should in first 5 positions.
Children who secure a rank in first 10 positions at Board level exams, shall continue to be
eligible for additional special award of Gold medal weighing 10 gms.
_________________________________________________________________________________________________________________
- 379 -
ANNEXURE-19(B)
Group Qualifications Rate of cash

incentive
A B.Tech/AMIME/AMIE/AMICE/AMIM Rs. 15000/-
B.Arch
MBBS/MD/MS: Specialization in any Branch of Medicines
MA in Personnel Management & Industrial Relations
Masters in Social Work
Masters in Management Studies
Masters Degree in Engineering /M.Tech.
Masters Degree in Finance Management/CA/ICWA/CS/ACS
Post Graduate Diploma in Personnel Management equivalent
to MBA (Regular course)
Masters in Business Administration
Masters in Computer Applications
Degree/Post Graduate Diploma in Mass Communication &
Public Relations
Ph.D
B Diploma in Industrial Engineering Rs. 10000/-
Diploma in Computer Management
Diploma in Petroleum Technology
Diploma in Instrumentation
Diploma in Systems Management
Diploma in Management Studies
Diploma in Marketing Management
Diploma in Social Work
Diploma in Personnel Management
Diploma in Clinical Pathology
Diploma in Industrial Safety
Diploma in HRD
Diploma in Training & Development
Diploma in Materials Management
Diploma in Shipping
Diploma in Advertising/Journalism/Mass Communications/PR
Diploma in Finance Management
Diploma in Catering /Hotel Management
Masters /Bachelor in Library Science
Post Graduation/Graduation in Science/Arts/Law/Commerce/
Information Technology
DME (3 years)
Post MBBS Diploma in any Branch of Medicine/Surgery
Associate of Institute of Chemists
PGDFA from ICFAI, Hyderabad
First Class Boiler Competency Certificate
C Trade Certificate from ITI/NCTVT/SSC Rs. 7000/-
Second Class Boiler Competency Certificate
_________________________________________________________________________________________________________________
- 380 -
BACK
Qualification/Institutions – Recognition
Sr.N University
o
Qualification
Standalone
Institute
Institutes of
Importance
University
University
Univesity
National
Deemed
Private
Govt.
1. MBA- Accept Accept Accept Accept
Fultime 2 yr prog
2 MBA – Refer to AIU Refer to AIU Refer to AIU Refer to AIU
for for for for
Cannot offer MBA
Part-time with
equivalence equivalence equivalence equivalence
classes – prog 2
in two year in two year in two year in two year
years or more
full regular full regular full regular full regular
duration
MBA MBA MBA MBA
3 MBA DEC DEC DEC DEC
Distance Approval and Approval and Approval and Approval and
AIU AIU AIU AIU
Mode –2 years or
more
4 PGDM/ PGDBM – AICTE Accept Accept Accept Accept
Fulltime 2 yr prog approval
and AIU
equivalence
5 PGDM/ PGDBM – AICTE AIU AIU AIU AIU
Part – time with approval equivalence equivalence equivalence equivalence
classes – prog 2 and AIU
years or more equivalence
duration
6 PGDM/ PGDBM – AICTE DEC DEC DEC DEC
Distance Mode – 2 approval
approval & approval & approval & approval &
years or more DEC
AIU AIU AIU AIU
approval &
AIU
equivalence
7 MCA-Fultime 2 yr Cannot Accept Accept Accept Accept
prog offer
_________________________________________________________________________________________________________________
- 381 -
BACK
Sr.N University
o
Qualification
Standalone
Institute
Institutes of
Importance
University
University
Univesity
National
Deemed
Private
Govt.
8 MCA equivalent AICTE AIU AIU AIU AIU
Part-time with approval equivalence equivalence equivalence equivalence
classes – prog 2 and AIU
years or more equivalence
duration
9 MCA Distance Cannot DEC DEC DEC DEC
Mode-2 years or offer
approval & approval & approval & approval &
more
AIU AIU AIU AIU
10 MCA equivalent- AICTE AIU AIU AIU AIU
Distance Mode-2 approval equivalence equivalence equivalence equivalence
years or more and AIU
equivalence
11 Engineering Cannot Accept Accept Accept Accept
Degree (fulltime) offer
minimum 4 years
duration
after 12th standard
12 Engineering Cannot Accept Accept Accept Accept
Degree (fulltime) offer
minimum three
years after
diploma in Engg.
13 Engineering Cannot AIU AIU AIU AIU
Degree (part time offer equivalence equivalence equivalence equivalence
classes) minimum
4 years after
diploma
_________________________________________________________________________________________________________________
- 382 -
Sr.N University
o
Qualification
Standalone
Institute
Institutes of
Importance
University
University
Univesity
National
Deemed
Private
Govt.
14 Engineering Cannot DEC approval DEC approval DEC approval DEC approval
Degree (part time offer & AIU & AIU & AIU & AIU
classes) after equivalence equivalence equivalence equivalence
diploma Distance
Mode – 4 years or
more
_________________________________________________________________________________________________________________
- 383 -
ANNEXURE-20(A)
INDIAN OIL CORPORATION

Scheme for `Tatkal Sahayata Yojana for Officers’
Membership Declaration Form
Name Employee No.
Designation Unit/Location
Grade Date in Grade
I hereby declare my willingness to join the scheme `Tatkal Sahayata Yojana for
Officers’ w.e.f. 01.04.2008 / ………………… (date of joining in Gd. G, if after
01.04.2008)
I, hereby authorize Accounts Officer, Indian Oil Corporation Ltd. To deduct my

monthly contribution under the `Tatkal Sahayata Yojana for Officers’ at the
prescribed rate from salary payable to me by the Corporation from the said date of
joining the scheme.
I accept that other than the benevolent lump-sum amount in the event of death
during service, no other benefit including any return of monthly contribution made
by me will be available to my nominees or me, under this scheme.
I also declare that I am not a member of any other scheme that seeks to provide
lump-sum monetary relief to dependent family members upon death of the members
for any reason whatsoever, other than Schemes of GSLI, GIS/EDLI, GPAI & SBF
Signature of Officer
Date :
Witnesses:
1) Signature :
Name :
Designation :
Employee Number :
Unit/Office :
2) Signature :
Name :
Designation :
Employee Number :
Unit/Office :
_________________________________________________________________________________________________________________
- 384 -
ANNEXURE 21
“SHIKSHA MITRA” – SCHEME FOR PROVIDING FINANCIAL ASSISTANCE FOR EDUCATION

OF ORPHANED CHILD(REN) OF DECEASED EMPLOYEES
In Order to ensure that education of orphaned child(ren) of deceased employees is not

disrupted on account of the death of their parent, “Shiksha Mitra” Scheme has been
formulated to provide financial assistance to orphaned child(ren) for education within India as
per modalities provided below :
A. Eligibility:
1.0 “Shiksha Mitra Scheme shall be applicable to the oldest two orphaned child(ren) of
deceased employees, irrespective of date of death, who are :
(i) less than 25 years of age and;
(ii) are yet to complete their graduation and;
(iii) who have been declared as dependent by the employee in the last declaration
submitted by the employee to the Corporation for the purpose of claiming medical
benefits.
2.0 Further, it shall be applicable only in cases of rehabilitation wherein:

19.11.4.1.1.1 Spouse of the deceased employee is pre-deceased.
19.11.4.1.1.2 Spouse expires before exercising the rehabilitation option available to
the family of deceased employee.
19.11.4.1.1.3 Deceased employee was a single parent(unmarried/divorced) having
legal custody of the child(ren).
B. Financial Assisance :
For eligible child(ren), the following benefits shall be extended under the scheme:
a. For studies upto Class 12th

i. Child(ren) studying in Township Schools may continue their studies in sush
schools upto Class 12th without payment of school fees.
ii. For those studying in schools, other than the township schools, the Corporation
will directly deposit the fees of the ward with the school upto a maximum of
Rs. One Lakh per annum per child.
Wherever, the fee exceeds Rs. One Lakh per annum, per child, the payment of
balance amount of fees shall be the responsibility of the guardian. The
aforesaid fee shall be inclusive of all payments charged by the school including
admission fee, hostel fee, mess fee, transport charges etc. but shall not include
any capitation fee or donation towards securing of admission.
iii. Further, to cover miscellaneour expenses, a sum of Rs. 2000/- per month per
child shall also be allowed to such child(ren) studying in township schools or
_________________________________________________________________________________________________________________
- 385 -
otherwise form start of formal schooling to the month of last Board Exam of
Class XII. The total number of months such payment is released should not
exceed the total number of months it would normally take the child to appear
in Class 12th Board exams without any gap/break in education or failing in any
class.
iv. The Miscellaneous expenses as at (iii) above shall be credited by the
Corporaiton in the first week of the month in the minor’s (under guardian) bank
account
b. For studies beyond Class 12th and upto Graduation or 25 years of age whichever is
earlier.
i. The Corporation shall directly deposit tuition fees including admission, exam,
hostel, mess, laboratory, library fees etc. if any, as charged by the College upto
a maximum of Rs. 5 Lakhs per annum per child for two oldest dependent
children of the deceased employee upto the child attaining 25 years of age or
completing graduation, whichever is earlier.
ii. No donation/capitation fee shall be payable by the Corporation towards

securing of admission.
iii. To meet miscellaneous expenses, a monthly sum of Rs. 5000/- per month per
child shall be transferred by the Corporation to the bank account of the
concerned ward (if 18 years and above) or minor’s (under guardian) bank
account as the case may be, for the number of months it would normally take
to complete the graduation course without any break or failing any
semester/year.
iv. In cases wherein the ward above 18 years of age stays in a self-arranged
rented flat/paying guest accommodation instead of college hostel, the
miscellaneous expenses payable at (iii) above shall be enhanced to Rs. 10,000/-
per month. The additional amount of Rs. 5,000/-, however, in such cases shall
be within the overall ceiling of Rs. 5 lakhs per annum and should be pro-rated
accordingly. For eg. If only Rs. 30,000/- are remaining after depositing of
annual fee of Rs. 4,70,000/-, only Rs. 2,500/- (30000/12) shall be released
against additional miscellaneous expenses on monthly basis.
Self-arranged accommodation for this purpose shall not include staying with
the legally appointed guardian or relative.
v. For courses such as CA/ICWA/CS, not requiring mandatory graduation or

regular classroom studies, besides reimbursement of exam fees, the
miscellaneous expenses shall be payable for a period of maximum 36 months
or completion of the course whichever is earlier. However, if such course are
pursed after completion of graduation, the assistance extended by the
Corporation shall be limited to completion of graduation studies.
C. Payment Unit / Corporation Guardian:
_________________________________________________________________________________________________________________
- 386 -
(i) The PRMBF Reimbursing Unit shall be the payment unit for regulating the financial
assistance under the scheme.
(ii) An HR Executive from the PRMBF reimbursing unit shall be designated as the
Corporate Guardian for the child(ren) and shall be responsible for extending the
benefits under the scheme. The Corporate Guardian shall liaison with an IndianOil
office nearest through the nearest to the city of education of the ward to administer
the benefits under the scheme and monitor the well-being of the ward.
19.11.4.1.1.4 Physical contact with the child(ren) through the nearest IndianOil office must be
ensured atleast once in a year and a signed record of such meeting shall be
maintained with the Corporate Guardian in the PRMBF Unit.
19.11.4.1.1.5 The Corporate Guardian shall also maintain contact with the child(ren) and their
guardian to monitor their well-being and shall also maintain a record of such
interactions.
D. Pre-conditions to be satisfied before extension of benefits under the

scheme:
(i) The Corporation allows retention of Company accommodation by the depedents of
the deceased employee within the provisions laid down under the extant policy.
Beyond such period, the company accommodation shall be required to vacated for
continuation of financial assistance.
(ii) Any exception to be said condition due to extenuating circumstances only in
respect of orphaned child(ren), shall require prior approval of Director (HR)
E. General Terms & Modalities

(i) As a first step before any financial assistance can be extended, the Corporation will
guide the relatives of the mior orphaned child(ren) in getting a leally appointed
guardian.
In case the deceased employee has declared a guardian for his/her minor
chid(ren), the same shall be considered as guardian for the purpose of this policy.
However, such guardian shall eventually be required to get appointed by
Court/Competent authority.
(ii) In case there is no guardian available for the minor child(ren) in the Corporation’s
record, the Corporation can inititate payment of school fees directly to the school
authorities. However, miscellaneous expenses with arrears shall be paid only upon
appointment of a guardian.
Further, if the guardian as declared by the employee or otherwise is not legally

appointed by one year from date of death of employee, the miscellaneous
expenditure after one year shall be withheld till such appointment is formalized
and paid later as arrears. However, school fees to the academic institute shall
contine to be paid by the Corporation directly to the school.
_________________________________________________________________________________________________________________
- 387 -
(iii) At the beginning of each academic session, the guardian/ward shall approach the
designated PRMBF reimbursing Unit for extension of benefits under the scheme.
(iv) Any additional documents/information sought by the reimbursing Unit for
extending the benefits shall be required to be furnished by the ward / guardian.
(v) In the event of misutilization of any of the benefits available under the scheme,
the benefits shall immediately cease to be extended.
F. Approving Authority
The HR Head of the respective Refinery Unit/Regional Office/CGM (HR) in Divisional
HQ, shall be the Approving Authority for sanction of financial assistance under the
scheme and appointment of Corporate Guardian. For Corporate Office and Business
Development, CGM (HR) at Ref. Hqrs. Shall be the Approving Authority.
Thereafter, all the payments and subsequent actions shall be taken by the respective
prmbf Reimbursing Unit.
_________________________________________________________________________________________________________________
- 388 -
ANNEXURE 22
_________________________________________________________________________________________________________________
- 389 -

HR Handbook As On 01072023 (A)

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HR Handbook As On 01072023 (A)

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HR HANDBOOK

1. PAY & ALLOWANCES

1.1 SCALES OF PAY:

The following are the Scales of pay and Level of Officers :

Grade Scale of Pay Level of Officers

1.1A METHODOLOGY FOR PAY FIXATION AND FITMENT BENEFIT:

d) A new pay scale of Rs.40000-140000 with the nomenclature as Ao has been

1.2 ANNUAL INCREMENT BACK

b) Where unauthorized absence individually or cumulatively exceeds 60 days in a

c) In case of Extraordinary leave without pay (EOLWP) on medical grounds exceeding

W.e.f. Rate of Dearness Allowance

• In case a Company lease accommodation has been provided as per policy to an

• In case a self-lease accommodation has been provided as per policy to an employee

1.6.16 An employee shall not be entitled to HRA if:

Grade Professional Updation Allowance

a) At locations where subsidised canteen facilities exist : Rs.40/- p.m.

1.9 WASHING CHARGE:

1.11 RATIONALISATION ADJUSTMENT: BACK

1.12 REIMBURSEMENT OF DTH TV INSTALLATION CHARGES: BACK

b) The provision for reimbursement of Cable TV installation charges has been

1.13 CHILDREN EDUCATION ASSISTANCE:

s) If the employee ceases to be in service due to resignation or discharge / dismissal /

t) Mentally / physically challenged children who are studying in an unrecognized special

Children Education Allowance will be allowed to a physically challenged child of an

Grade Rate (Rs. p/m)

1.15 CONVEYANCE RUNNING & MAINTENANCE EXPENSES (CRME) FOR

Grade Monthly ceilings for Monthly ceilings for

c) In case an officer travels excessively in some months due to business / operational

f) The executives would be required to submit a certificate of registration of the car

Mode Per km mileage rate (Rs./km)

j) Journeys performed within headquarters city (local travel) claim would be

k) For travel outside headquarters (tour), claim would be admissible beyond

l) Officers who enjoy the Conveyance Maintenance Reimbursement facility are

p) As regards valuation of the conveyance facility while regulating payment of perks

4. COMPETENT AUTHORITY: BACK

The provision related to approval of Competent Authority is required at the location

1.16 COMPENSATION FOR PERFORMING DUTY ON WEEKLY REST

d) Officers (observing 36.25 hrs/week schedule), who are specifically involved in

i) Performing 12 hours continuous duty on planned rota is different than performing

j) As per extant provisions, officers working 48 hrs/week schedule, if required to attend

l) With a view to discourage unhealthy work schedules, it would be the endeavour to

1.17 TANKER UNLOADING / LOADING CHARGES:

1.18 SPECIAL COMPENSATORY OFF:

e) In case of officers transferred from 48 hours to 36 ¼ hours or in case of fresh

g) The period of absence from location on account of tour / training is not to be

1.19 SPECIAL ALLOWANCES – NORTH EAST SECTOR / HARDSHIP LOCATIONS :

SPECIAL ALLOWANCES – LOCATION BASED ALLOWANCES AND NON-PRACTICING

A. Location Based Compensatory Allowance:

Ladakh Region 10% of BP

B. Non-Practicing Allowance (NPA):

I. An employee whose family has been permitted to be maintained separately

IV. In case of fresh appointees/transferees, the Additional Home Travel facility

VI. Following facilities are given to the employees posted to Kargil:

f. Priority for the employees posted at Kargil Depot in the matter of

VII. Employees posted to Srinagar, are given the following facilities:

a) Payment of Special DA at 75% of the applicable Daily Allowance rate

VIII Allowances at Port Blair:

• In respect of employees on leave when travelling by sea to the

• Air journey to officers (and members of their families) otherwise not

1.20 PROVISION OF MOBILE PHONE: BACK

For officers in Grade A0/ A / B / C, mobile connectivity as a functional requirement

As a one time measure officers would be allowed to procure a new handset on

c) Mobile handset is admissible to Officers in Grade A, during probation period. In case