Professional Documents
Culture Documents
ON
NTPC, Noida
SUBMITTED TO:
Pankaj Upadhaya
Submitted By
TUSHAR BHATIA SEC.FH1
TABLE OF CONTENTS
Serial No Title
1. Objective of Study
2. Company Profile
3. About N T P C
5. Employees benefits
1) Facilities
2) Social Security
3) Advances
6. Conclusion
7. Bibliography
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OBJECTIVE OF STUDY
COMPANY PROFILE
3
NTPC Limited is the largest thermal power generating company of India. A public sector
company, it was incorporated in the year 1975 to accelerate power development in the
country as a wholly owned company of the Government of India. At present,
Government of India holds 89.5% of the total equity shares of the company and the
balance 10.5% is held by FIIs, Domestic Banks, Public and Others.
Within a span of 30 years, NTPC has emerged as a truly national power company, with
power generating facilities in all the major regions of the country. Based on 1998 data,
carried out by Data monitor UK, NTPC is the 6th largest in terms of thermal power
generation and the second most efficient in terms of capacity utilizations amongst the
thermal utilities in the world.
VISION
“A WORLD CLASS INTEGRATED
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INCREASING GLOBAL PRESENCE”
MISSION
"DEVELOP AND PROVIDE RELIABLE POWER, RELATED
PRODUCTS AND SERVICES AT COMPETITIVE PRICES,
INTEGRATING MULTIPLE ENERGY SOURCES WITH
INNOVATIVE AND ECO – FRIENDLY TECHNOLOGIES
AND CONTRIBUTE TO SOCIETY"
COREVALUES
• BUSINESS ETHICS
• CUSTOMER FOCUS
• ORGANIZATIONAL & PROFESSIONAL PRIDE
• MUTUAL RESPECT AND TRUST
• INNOVATION AND SPEED
• TOTAL QUALITY FOR EXCELLENCE
NTPC : AN OVERVIEW
Established in 1975, NTPC, the largest power company of the country has been
consistently powering the growth of India. With an installed capacity of 24,249 Mega
5
Watt (MW), NTPC today contributes 27.08% of the nation’s power generation with
only 20.06% of India’s total installed capacity.
An ISO 9001: 2000 certified company; it is world’s 6th largest Thermal Power
Generator and 2nd most efficient in capacity utilization.
Driven by its vision to lead, it has charted out an ambitious growth plan of becoming
a 66,000 MW plus company by 2017.
NTPC has been rated as one of the top most “Best Employer” of the country for the
year 2003, 2004 and 2005 in a row.
It has also been rated as one of the “Best Companies to Work for in India” by Mercer
HR Consulting- Business Today Survey 2004, it has developed into a multi - location
and multi- Fuel Company over the past three decades.
These achievements have been made possible by the 23500 strong and motivated
work forces that with their dedication are ever willing to take NTPC to greater
heights.
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equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This JV company operates
the captive power plants of Durgapur (120 MW), Rourkela (120MW) and Bhilai (74
MW)
NTPC’s share on 31 Mar 2006 in the total installed capacity of the country was 19.51%
and it contributed 27.68% of the total power generation of the country during 2005-06.
NTPC has set new benchmarks for the power industry both in the area of power plant
construction and operations. It is providing power at the cheapest average tariff in the
country. With its experience and expertise in the power sector, NTPC is extending
consultancy services to various organizations in the power business.
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A "Centre for Power Efficiency and Environment Protection (CENPEEP)" has
been established in NTPC with the assistance of United States Agency for
International Development. (USAID). Cenpeep is efficiency oriented, eco-friendly
and eco-nurturing initiative - a symbol of NTPC's concern towards environmental
protection and continued commitment to sustainable power development in India.
NTPC was among the first Public Sector Enterprises to enter into a Memorandum of
Understanding (MOU) with the Government in 1987-88. NTPC has been Placed
under the 'Excellent category' (the best category) every year since the MOU system
becameoperative.
Recognizing its excellent performance and vast potential, Government of the India
has identified NTPC as one of the jewels of Public Sector ‘Navratnas’- a potential
global giant. Inspired by its glorious past and vibrant present, NTPC is well on its
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way to realize its vision of being “A world class integrated power major, powering
India’s growth, with increasing global presence”.
NTPC has been ranked fifth among the top ten "Best companies to work for in India" by
Mercer HR Consulting-Business Today Survey 2005. This is the third consecutive year
that NTPC has appeared in this prestigious list. Besides, NTPC is also the only PSU
among the top ten companies. The survey was conducted on the basis of four attributes
such as HR Metrics, HR Processes and policy, Internal Employee Perception & Stake
holder Perception on a weighted scale to arrive at a total score for each company
surveyed.
NTPC has also been ranked as "3rd Great Place to Work" for in India again according to
the survey conducted by Grow Talent and Business World 2005. What makes NTPC
stand apart is its ability to balance concern for its employees with a high performance
work culture. All NTPC employees have a Projects Manager’s obsession with
deliverables and deadline.
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The prowess of NTPC in handling the power business springs from the fact that it has
done engineering, project management and operates over 23749 MW capacity, covering
about 105 coal/gas units of capacities varying from 50 MW to 500 MW. NTPC has
developed about 10,000 MW for other utilities including Independent Power Producers.
NTPC has rich experience of working with equipment sourced from different parts of the
world such as USA, UK, France, Germany, Japan, Italy, Korea & Russia etc.
The Consultancy Wing of NTPC, with an ISO 9001:2000 accreditation, undertakes all the
Consultancy and turnkey project contracts for Domestic and International clients in the
different phases of Power plants viz. construction supervision, Project management,
FQA, Inspection services, O&M, RLA/R&M on approximately 22000 MW of various
power utilities. With the string of achievements behind it, NTPC has emerged as the
acknowledged leader in engineering, construction, O&M, RLA/R&M and management
of power projects.
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NTPC is registered as a consultant with several leading international development and
financial institutions such as The World Bank, The Asian Development Bank, the African
Development Bank, and UNDP.
NTPC's vast pool of technically qualified and managerial manpower is well supported by
excellent infrastructure and knowledge management facilities to deliver the client time
bound, qualitative and cost effective solution meeting the global standards.
CONSULTANCY SERVICES
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• SINGRAULI
• KORBA
• RAMAGUNDAM
• FARAKKA
• VINDHYACHAL
• RIHAND
• KAHALGAON
• NCTPP
• TALCHER KANIHA
• UNCHAHAR
• TALCHER THERMAL
• SIMHADRI
• TANDA
• ANTA
• AURAIYA
• KAWAS
• DADRI GAS
• JHANOR-GANDHAR
• KAYAMKULAM
• FARIDABAD
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VSTPP (SIDHI-MP) SINGRAULI
13
KORBA
HUMAN RESOURCE
HR VISION:
HR STRUCTURE
GM
[HR]
CMO
SR. MNGR - EB
EMPLOYEES
BENEFIT DGM
[HR]
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[
HR GOALS
• To develop an organization having knowledge based competitive edge.
• To create culture of team building, empowerment and accountability to
convert knowledge into productive action with speed, creativity and
flexibility.
HR STATEGIES
EMPLOYEES BENEFIT
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All benefits provided or made available to employees by an employer, including
group life insurance, health insurance, disability insurance, sick leave, annual leave,
educational benefits, and pensions, regardless of whether such benefits are provided
by a practice or written policy of an employer or through an employee benefit plan.
ORGANIZATION CHART
SR.MNGR
[EB/ER/ED]
OFFICER -ER
OFFICER-EB
ASST. SENIOR
ENGINEER SUPERVISOR
FF
ASSISTENT ASSISTENT
FACILITIES
I.LEAVE RULES
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SHORT TITLE:
COMMENCEMENT:
These Rules will be effective from 1st July, 1978.
SCOPE OF APPLICATION:
These Rules shall apply to:
ii) Probationers;
iv) Trainees/Apprentices, other than Apprentices under the Apprentices Act, 1961;
These Leave Rules may be amended or modified from time to time by the
Corporation and the same shall take effect in accordance with the orders issued by
the Corporation.
1. CASUAL LEAVE
1. Casual Leave is intended to cover casual absence of the employees for personal
reasons.
2. Casual Leave can be granted for half day also. If half day's leave is taken, the lunch
interval will be taken as the dividing line.
3. Unavailed casual leave would lapse at the end of each calendar year.
4. Sundays and holidays will not be debited to the casual leave account.
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5. In case of retirement / superannuation and resignation, casual leave entitlement shall be
proportionate to the period of service in the calendar year.
ENTITLEMENT:
b) workmen :
1. Periods spent in camp by employees permitted to join the Territorial Army, not
exceeding 14 days which can be combined with other leave, wherever necessary.
2. Special Casual Leave not exceeding 30 days in a calendar year may be granted:
b) To employees selected to represent the District or the State or All India in a recognized
tournament;
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g) To employees of NTPC participating in Mountaineering and Trekking arranged by
recognized clubs/associations."
If the period exceeds 30 days in any calendar year, the employees can be permitted by
competent authority.
4. Employees who donate blood on working days may be granted special casual leave for
that day.
3. EARNED LEAVE
Earned leave means leave earned in respect of periods of services with the Corporation
and granted on full pay or stipend in case of trainees/Apprentices other than Act
Apprentices.
ACCUMALATION LIMITS:
d) Earned leave is credited in advance in 2 installments of 50% each on 1 st April and 1st
October, every financial year.
e) Intervening Sundays and holidays falling within in the spell of EL are counted as EL.
ENCASHMENT
i) Leave as due on 31st March or 30th September of the preceding half year or balance
of leave after adjusting leave taken during the year up to date of encashment, whichever
is less can be enchased.
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ii) 75% of total EL is treated as encashable.For the purpose of encashment, Basic pay,
Special pay, Personal pay Dearness allowances are taken into account.
4. HALF-PAY LEAVE
1. Half-pay leave means leave on half-pay earned in respect of service with the Company
and can be granted to an employee for any reasons including on medical grounds. The
half-pay for this purpose shall be treated as half of the basic pay. All other allowances
would be paid in full. Half pay leaves is not admissible to Trainees/Apprentices and
employees on contract.
2. Every employee's half-pay leave account will be credited in advance as in the case of
earned leave.
5. SICK LEAVE
1. Sick leave will be admissible to Trainees/Apprentices at the rate of 10 days per year on
full pay. It will not be admissible to Executives, Supervisors and workmen.
2. Sick leave account will be credited in advance with 5 days on 1st January and the
balance five days on 1st July every year.
3. The leave at credit of the employee at the close of the previous half year will be carried
forward subject to the accumulation limit of 30 days.
6. COMMUTED LEAVE
1. Half-pay leave can be commuted into full pay leave on medical grounds subject to
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production of Medical Certificate from a Registered Medical practitioner. The total
commuted leave admissible in the entire service of the employee shall not exceed 240
days.
2. Total amount of earned leave and commuted leave taken in conjunction shall not
exceed 180 days at a time.
3. Commuted leave will be allowed to regular employees only. It will not be admissible
to Trainees/Apprentices, Probationers, temporary employees and employees engaged on
contract.
When commuted leave is granted, the half-pay leave account of the employee will be
debited with twice the period of such commuted leave.
8. EXTRA-ORDINARY LEAVE
1. Extra-ordinary leave means leave sanctioned under special circumstances without any
pay and allowances to the following extent when no other kind of leave is due, or when
the employees specifically applies for extra-ordinary leave :
ii) Up to 6 months on any one occasion on Medical Certificate for diseases other than
T.B., Leprosy and Cancer.
iii) Up to 18 months on any one occasion in case of treatment for T.B., Leprosy and
Cancer.
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occasion.
8. MATERNITY LEAVE
8.MATERNITY
This may be granted to regular married female employees (excluding
Apprentices/Trainees), in accordance with the following rules:
To regular married female employees who have actually worked in the company for a
period of not less than 80 days in the 12 months immediately preceding the expected date
of delivery.
The Leave may be granted on full pay for a period which may extend up to 135 days
from the date of its commencement on production of medical certificate from the
Attending Medical Officer provided that Maternity leave shall not commence from a date
earlier than 45 days before the expected date of delivery and shall be up to 90 days from
the actual date of delivery.
It may be combined with leave of any other kind, but only if a Medical certificate from
the Medical Officer Supports the request for such leave. Maternity leave will also be
allowed in case of miscarriage/abortion. The total period of maternity leave on account of
miscarriage/abortion will be restricted to 45 days in the entire career of a female
employee. Request for such leave must be supported by a medical certificate
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1. Quarantine leave is leave of absence from duty necessitated as a consequence of the
presence of certain infectious diseases in the family or household of the employees. Such
leave may be granted by the leave sanctioning authority on the certificate of the
Registered Medical Practitioner for a period not exceeding 21 days, or in exceptional
circumstances, 30 days. Any leave necessary in excess of this period shall be treated as
leave of the type that may be available to the credit of the employees. Quarantine leave can
also be granted in continuation of any other kind of leave other than casual leave. An
employee on quarantine leave will not be treated as absent from duty and his pay will not
be affected.
1. All Offices under NTPC will observe 8 closed holidays (including the 3 National
holidays) & 6 restricted holidays.
2. All temporary employees, casual employees and employees on muster roll will be paid
wages for such holidays as well as weekly rest days provided they are on duty on the
preceding and succeeding working days. Where Projects of Offices observe 7 working
days in a week, there will be staggered holidays for individual employees.
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DECLARATION OF CLOSED HOLIDAY:
Incase a National Holiday happens to coincide with the weekly rest day (s) i.e. Sunday
(for establishments following 48 hours a week) and Saturday and/ or Sunday (for
establishments following 5 days week) another closed holiday will be declared by the
respective projects/units/establishments of the company so that the actual number of
holidays in the calendar year are not less than twelve. ;
In case of death of high dignitaries, NTPC's offices, Projects, Stations and other
Establishments will be closed only if the Industrial Establishments of the Central
Government are declared to be closed.
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NTPC SCHEME OF FALICITIES FOR HIGHER
STUDIES
The NTPC Scheme of "Facilities for Higher Studies" covers the following two
categories:
1) COMPANY SPONSORSHIP:
Eligibility:
This applies to all regular employees of the Company but excludes Trainees/
Apprentices/those employed on contract/deputation/temporary/casual basis. Employees
who are under suspension or against whom any disciplinary proceedings/vigilance cases
are pending/ contemplated may not be considered for the sponsorship.
Entitlements:
The period of sponsorship, generally will not exceed one year and approved by D (HR).
In exceptional circumstances sponsorship beyond one year may be approved by CMD.
i) The employee will normally be expected to stay in the accommodation available with
the Institution where study is under-taken. However, if any accommodation is not
provided by the Institute, payment of HRA, in lieu, may be sanctioned up to the
following limits.
(1) 'A' class cities: - 12.5% of the pay in all A class cities.
15% of the pay in all A-1 class cities..
(2) Other Places: - 7.5% of normal rates applicable to employees posted in such
places.
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ii) The, employees will be paid TA for journeys between the place of duty and the place
where the course is to be attended by them at the time of joining and on re-joining duties,
on its completion.
iii) Examination fees and other charges, if any, of the Institute, will be borne by the
Company.
The period of sponsorship as well as the entitlement during this period will be determined
by CMD, with reference to the merits of each case
2) STUDY LEAVE:
Eligibility
ii) Is not due to retire within 5 years of the date on which he is expected to return to duty
after the completion of the course.
iv) Is not under suspension and no disciplinary proceedings/vigilance cases are pending
against him.
i) Study Leave is admissible for a maximum period of 3 years; during the entire service
of the employee, subject to the exigencies of work.
ii) This leave is not debited to the regular leave account of the employee.
Entitlements
i) The employee will not be entitled to any pay or allowances during the period of Study
Leave.
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ii) The employee is entitled to the benefit of continuity of service for CPF and Gratuity
and if the employee chooses to contribute to his Provident Fund account during Study
Leave period, the Company will make a matching contribution as per Rules framed from
time to time.
iii) During the Study Leave period, the employee shall not be considered for promotion,
However, the period will count for eligibility for promotion. The employee will be
considered for promotion as per the company policy of the rejoining duties on expiry of
study leave. The duration of study leave availed without completing the study will not be
reckoned for purpose of eligibility for promotion or for earning increments. The
employees will also not be eligible for grant of Study Leave again.
iv) The study leave will not be considered for the purpose of earning any kind of leave.
ELIGIBILITY:
The expenditure incurred by the employees towards education of their school going
children studying in Class I to XII, Graduation and Post-Graduation awarded by
universities / deemed universities recognized by UGC. It has been decided to allow
reimbursement of expenditure on Children Education to the Employees, as detailed
below.
1. Tuition Fees: Part tuition fees actually paid by the employees over and above Rs.75/-
per month per child (i.e. the highest fees being charged by Kendriya Vidyalaya presently)
will be reimbursed subject to the following monetary ceilings:
(i) Rs.225/- per month per child in respect of employee’s children studying at places
where CCA is not payable.
(ii) Rs.340/- per month per child in respect of employee’s whose children are studying in
places where CCA is payable provided the employee is retaining his family at a place
other than his place of posting or is drawing hostel subsidy at such a place
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2. Hostel Subsidy: Reimbursement of expenditure incurred by employees towards hostel
charges of a residential school where their children are studying, at a place other than the
place of posting of the employee concerned, will be allowed as Hostel Subsidy, as per
actual, limited to a maximum of Rs.675/- p.m. per child.
ii) The reimbursement of expenditure on children’s education has also been extended to
physically/mentally handicapped children of employees who are admitted in
normal/special schools
Procedure:
Employees intending to avail of the reimbursement under the scheme shall submit a
request at the beginning of each academic year along with documentary evidence of
payment made by them towards the monthly tuition fees and/or hostel charges in the
proforma. Subject to the request being in order, the concerned HR Department shall issue
a sanction order for each academic year, indicating the amount and period of
reimbursement to be made to the employee concerned. Consequent to this,
reimbursement shall be allowed on a monthly basis along with the salary of the employee
concerned, for the sanctioned period during the academic year.
1 NTPC is a family and in this spirit we should be alive to the needs of our employees.
An employee plays a crucial role in the contributions which he makes to our
organization. Like in any family, if member of our family gets married during his stay
with us, it is felt that NTPC should not let such an occasion go unnoticed and
acknowledge it with the required sensitivity
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company for assistance in the marriage function for 3 days for local use only. Further, at
the time once within 6 months of their marriage when the newly married couple visits, a
place where NTPC has its own guest house and stays in the Company guest house, they
may be charged for room rent as being on official visit.
OBJECTIVE:
SCOPE:
Only dependent children including legitimate, legally adopted and step children of
NTPC employees are eligible for the Scholarship. The scheme shall also be
applicable to deputationists till the time of their deputation in NTPC.
PROCEDURE:
1. The employees intending to avail of the Scholarship for their children under the
scheme shall submit request, at the beginning of each academic year along with
documentary evidence of successful completion of the previous year’s course except for
the first year when the scholarship shall be granted on securing admission in the above
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mentioned courses.
2. The scholarship will be discontinued in case the employee whose child has been
granted scholarship ceases to be in the services of the Company for any reason .However,
the eligible student may continue to get the Scholarship in the following cases:-
3. The continuance of the scholarship will be subject to good conduct and performance of
the student in the institution concerned. The scholarship shall be cancelled or with held
for a particular period, which can be extended, if a candidate fails to qualify in the
examinations and is not promoted to the next higher class or if the conduct is found
unsatisfactory by the institutions.
2) NTPC also provides subsidy in the fee to be paid by the children of NTPC employees
to these coaching centers.
3) A loading facility has been provided in Noida Township for children of NTPC
employees who wish to attend coaching classes at Delhi/ Noida/NCR for preparing for
competitive entrance exam in engineering & medical.
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VIII. CANTEENS
Canteen facilities are available inside the work premises for employees to provide tea,
lunch & snacks at no profit no loss.
CANTEEN COMMITTEE
OBJECTIVES
• Suitable canteen facilities would be arranged inside the works premises for the
employees at the projects so as to provide tea/ lunch and snacks etc. at reasonably
cheap rates.
• Canteen committee is to provide hygienic and testy food to employees at
reasonable rate they provide better facilities related to space infrastructure,
ventilation, illumination, utensils etc.
All the issues related to canteen raised by union are handle by them .The last but
not least objective to arrange meeting in which all the matter related to the
canteen are discussed.
i) An employee will be eligible to avail LTC only after completion of 1year’s continuous service in
regular establishment of Company.
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ii) The entitlement for first block of an employee on joining the service of the
Company will be reckoned from the block in which he completes one year's
continuous service.
NATURE OF ENTITLEMENT:
AND in 2 Block
Home Town; OR By shortest route
Any where in India; OR By shortest route
Distance up to 1800 By any route
Kms; OR
Distance up to 1400 By any route on the
Kms basis of certification
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CASH LUMPSUM ASSISTANCE :
CARRY FORWARD:
1) An employee and members of his family who are unable to avail of LTC in the
relevant block may carry forward the entitlement to the end of the next block.
Carry forward will be available only in respect of such family members who
were otherwise entitled for the concession in the relevant block.
Refusal: Whenever a leave sanc tioning authority refuses leave for availing of
LTC due to exigencies of work the matter should be brought to the notice of
2) In the case of such dependent children in respect of whom journey fare was
not leviable in the LTC block, but for whom journey fare is pay able on the
date of actual travel in the carry forward block for reason of their having
come into the age bracket in which Journey fare is leviable, reimbursement
of LTC claim is admissible provided they have actually traveled on LTC is
the relevant carry-forward block.
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3) Requests for extension of period for availing LTC due to pressing official
reason or personal reason will be examined on the merit of each case for
appropriate decision by the Competent Authority at Corporate Center.
ADVANCE:
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4 An account of the advance shall be rendered by the employee
concerned immediately after the completion of the journey and in no
case later than one month from the date of completion of return
journey.
Eligibility:
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iii) They are residing at a place 50 Kms. away from the place of
posting of the employee or the residence of his family
Entitlement:
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SOCIAL SECURITY
I. EMPLOYEES PROVIDENT FUND
CONTRIBUTIONS
37
RECOVERY OF A MEMBER'S SHARE OF CONTRIBUTION:
MEMBERS ACCOUNT:
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(3) If the person to whom any amount is to be paid under these Rules is
a minor or a lunatic for whose estate a guardian or a manager, as
the case may be, has been appointed, the payment shall be made to
such guardian or manager. In case no such guardian or manager
has been appointed, the payment shall be made to such person as
the Chairman, where the amount does not exceed Rs. 1,000 or the
Board if the amount exceeds Rs. 1,000 but does not exceed Rs.
5,000 considers to be the proper person representing the minor or
lunatic and the receipt of such person for the amount paid shall be
a sufficient discharge thereof.
(4) Any person who desires to claim payment shall send a written
application to the Chairman, who may at the option of the person to
whom the payment is to be made, make the payment.
Whenever any provision of the NTPC Rules are found silent the
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provisions of Employees Provident Fund & Miscellaneous Provisions
Act, 1952 shall apply.
WITHDRAWALS:
iii) marriage of self ,children ,dependant 6 months basic wages & DA or the
sisters &brother member’s total contribution with interest
thereon ,whichever is less
REPAYMENT:
II. GRATUITY
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employment after he has rendered continuous service for not less
than 5 years.
a) On his superannuating or
b) On his resignation, retirement or termination of his service
c) On his death or disablement due to accident or disease.
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More than 5 Years but up to 20 years 24 times 15 days wages
More than 20 years Half month's wages for completed half year of
service subject to max. of 66 times 15 day
swages. Provided however the amount of
gratuity shall in no case exceed Rs. 3.5 lakh.
The amount of gratuity equal to fifteen days wages shall be computed in the following
manner:
Monthly wages x 15
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PAYMENT OF GRATUITY:
The gratuity payable shall be paid in cash or if so desired by the payee, by Demand
Draft or Cheque to the eligible employee, nominee or legal heir, as the case may be.
Provided that in case the eligible employee, nominee or legal heir, as the
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case may be, so desires, and the amount of gratuity payable is less than
Rs.1000, payment may be made by postal money order after deducting the
postal money order commission thereof from the amount payable.
OBJECTIVE:
The objective of the Group Personal Accident Insurance Scheme (GPAIS) is a welfare
measure formulated to insure employees against the consequences of
personal accidents and provide appropriate relief to the affected employee
or the nominee through an Insurance Cover.
SCOPE:
1 The Scheme shall cover all regular employees and will also include/cover
deputationists, Board appointees and Trainees of the Company under its own
training Schemes, but shall not cover Apprentices under Apprentices Act,
Muster Roll/Daily Rated/Casual/Badli substitute employee or employees
appointed on contract basis.
2 With the implementation of this Scheme, the following two Schemes shall
become in operative
(i) Scheme of taking Air Insurance Policy for employees traveling by air
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BENEFITS:
The Insurance Policy will provide coverage by way of payment of compensation to the
extent specified in this Scheme to the covered employees, whether he is on
Company's duty or not, on any location in India or abroad; against a bodily
injury resulting solely and directly from accidents caused by violent,
external and visible means which shall solely, and independent of any
cause, result in death or disablement. The benefits under the Policy in brief
are as follows:
11Death:
3 Temporary Disablement:
In case of a temporary disablement of a covered employee caused by an
accident , the employee will be entitled to a sum @ of 1% of the Capital
Sum Insured /week only when the employee is on leave (other than
Special Disability Leave) subject to the condition that this weekly benefit
will be restricted to minimum weekly payment of Rs.3000/- and a
maximum weekly payment of Rs. 5000/- The compensation shall not be
payable for more than 104 weeks in respect of any one injury and in no
case, shall exceed the capital sum assured.
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In the event of death of the Insured Person due to accident, takes place outside
his/her residence, the insurer shall reimburse, in addition to the amount of compensation
of the Capital sum insured, the expenses incurred for transportation of employee's dead
body to the place of CAPITAL SUM ASSURED:
50 months of basic pay plus DA with regard to the pay as on 1st April
of the financial year during which death/disablement takes place.
CLAIMS:
Death:
The covered employee's legal personal representative/nominee will submit
the claim in the prescribed form for this purpose along with the following
documents:
i) Claim in prescribed form
ii) Attested copy of Death Certificate
iii) Attested copy of Post Mortem Report
Permanent (total and partial) Disablement:
The covered employee shall submit the claim in the prescribed form for
this purpose along with the following documents:
i) Claim form/Attending Doctor's Report
ii) Medical Fitness Certificate
iii) Leave Sanction Certificate by HR dept.
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ii) Leave Sanction Certificate by HR Department
iii) Fitness Certificate.
OBJECTIVE :
The Scheme will cover all employees borne on the regular rolls the
Company, who enroll themselves as members or the Scheme, but w i ll
exclude deputationists, lien holders, trainees/apprentices, muster roll,
casual, badli or substitute employees.
The Membership of the Scheme will be voluntary. An eligible employee who wishes to
become a member shall apply in the prescribed Form , to be filled in
duplicate, authorizing recovery of the contribution payable by him @
0.6% of Basic Pay and DA subject to a minimum of Rs. 10- per month and
a maximum of Rs. 25/- per month
EXTENT OF BENEFIT:
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paid on amount equivalent to 25 months Basic Pay + DA (reckoned as on
1st April of the relevant financial year) subject to a minimum of Rs. 40,000/-
and a maximum of Rs. 1 lakh.
2 The benefit, as above, shall not be admissible in the case of death arising out
of accident, for which the relief is covered under Company's Group Personal
Accident Insurance Scheme. In such cases, the nominated family members
of the member employee will be entitled for refund of the amount
contributed by him, without interest.
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V. SCHEME FOR PAYMENT OF FUNERAL
EXPENSES
OBJECTIVE:
The Scheme has been formulated with a view to rendering assistance on an immediate
basis towards' funeral expenses of the employees who die for any reason, while in
employment of the Company.
APPLICABILITY:
The Scheme shall cover and be applicable to all full- time employees of the Company
including deputationists, lien holders, apprentices/trainees recruited under Company's
own training schemes; but shall not be applicable to muster-roll, daily rated, casual,
badli or substitute employees and apprentices .
ASSISTANCE:
1 In the event of death of an eligible employee while in service of the Company, the
following two types of assistance shall be admissible:
i) An amount of Rs. 5000/- shall be paid towards the funeral expenses of the
deceased employee.
ii) Free transport wherever available or alternatively reimbursement for cost of
transportation will be provided for the funeral within the municipal/local
limits of the place where the death of the employee occurs.
2 The aforesaid payment is not over and above, but in lieu of the amount of
Rs. 5000/- admissible to a member of NTPC Employees Provident Fund
from the “capital reserve fund account".
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PROCEDURE
INTRODUCTION:
1) For sometime pact, it has been observed that in the event of untimely
demise of an employee while in service, the deceased employee's family
faces financial hardships in repaying the outstanding House Building
Advance of the employee, if taken; and in the process, the terminal
benefits like PF, Gratuity etc. get depleted to a large extent.
Coverage:
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In terms of the insurance scheme, LIC shall provide insurance cover to
individual HBA taken by the employees to the extent of Rs.7.0lakh
(principal & interest).In the event of death of an employee while in service
& before repayment of the entire amount of HBA & the interest thereon,
LIC shall pay to the company the outstanding HBA & interest of the
employee, limited to Rs7.0 lakhs.Any amount beyond the limit of
Rs7.0lakh shall be adjusted as due from the concerned employee.
The premium towards taking the aforesaid insurance policy shall be as per
the rates charged by the LIC from time to time. The premium payable
under the scheme will be shared by the company and the concerned
employees in the equal proportion of 1:1: and the employees, share shall
be recovered from them in 12 equal monthly installments.
OBJECTIVE:
To provide monetary benefit and support to an employee in case of his
Permanent Total Disablement, and to his family in case of his death,
provided the Permanent Total Disablement / death, as the case may be,
takes place while the employee is in service of the Company.
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1 The benefits under the Scheme will be admissible in cases of death /
Permanent Total Disablement excluding cases of death/ Permanent Total
Disablement due to accident while on duty, provided the employee has
completed one year of service at the time of death / Permanent Total
Disablement.
2 The benefits may also be allowed in cases of death / Permanent Total
Disablement due to accident while on duty at the discretion of
Management if dependants of the deceased employee do not opt for
employment in NTPC.
BENEFIT:
TERMINATION OF BENEFIT:
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i) On the normal date of superannuation of the separated employee, the
monthly payments under this Scheme would cease and the amount
deposited with the Company under this Scheme would be refunded to the
beneficiary. Under the Scheme, no interest on the deposits will be
admissible for the period of deposit.
ii) If the beneficiary desires to permanently withdraw the PF, Gratuity, and
Group Insurance amounts deposited with the Company under the Scheme
at any point of time, he/she will be allowed to do so.
OBJECTIVES:-
In order to take care of post retirement needs and contingencies of death or permanent
disablement while in service of the Corporation a, ‘Self Contributory Superannuation
Benefit (Pension) Scheme’ has been introduced.
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The Scheme will be administered by a Trust constituted for the purpose and named as
‘NTPC Ltd. Self-Contributory Superannuation Benefit (Pension) Trust’.
EFFECTIVE DATE:-
All existing employees in the pay scales applicable to the workmen, Supervisors and
Executive categories who were on the roll of the Corporation as on 1.4.95 shall be
deemed to be Members of the Scheme from that date.
The Corporation shall contribute to the Trust an amount of Rs 100/- per annum for all the
Employees taken together, and such Contribution shall be made over to the Trust before
the end of the accounting year of the Corporation.
Every Member shall make following contributions to the Trust by way of deduction
from his salary.
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A fixed Percentage of monthly Salary based on age of Member on the date of his entry to
the Pension scheme determined as under:-
The above mentioned Percentage shall remain same till he actually leaves the service of
the Corporation unless otherwise revised by the Board of Trustees.
PENSION BENEFITS:
1) SUPERANNUATION OF MEMBER:-
Qualifying Service
Rate of Pension:-
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2) DEATH OF A MEMBER WHILE IN SERVICE:-
On death of a Member the Beneficiary will be entitled to get Pension at the rate of 50%
of last drawn Salary of the Member. The Pension being payable from the month
following the date of the death of the Member.
On the discharge of a Member from the service of the Corporation due to his Total
Permanent Disablement / Incapacity while in service, such Member will be entitled to
Pension at the rate of 50% of his last drawn Salary. The Pension being payable from the
month following the date of discharge from service.
COMMUTATION OF PENSION :-
The Member may at his sole discretion commute a part of the eligible Pension as per the
provisions of Annuity purchased from the LIC by the Trust and as per applicable laws.
Member will give declaration of their nominees and number of installments to pay the
Past Service Contribution amount for his Past Service in the prescribed proforma (in
triplicate) to be circulated by the Trust.
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All such declaration will be collected by the concerned Personnel Department of
the Project / Unit and will be sent to the Trust.
COVERAGE:
ELIGIBILITY:
BENEFITS:
The Medical benefits to the retired executives & their Spouses under the
Scheme will be admissible for the treatment taken only in India.
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The retired executives residing at places where the Company has its own hospitals/full
fledged dispensaries would be allowed medical treatment facilities,
including medicines as available in such hospitals/dispensaries only.
CONTRIBUTION:
For non-executives:
ii) Where Co. hospitals are not available: Rs 50/- pm or Rs6000/-one time.
PROCEDURE:
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executive. The amount will be payable to the Project/Unit by cash or
demand Draft in favor of NTPC drawn on any branch at that place. A
copy of the Medical Card shall also be sent to the concerned Finance and
Accounts Department.
4 The Medical Card will be valid for a period for which the prescribed
contributions have been paid. The Medical Card shall be renewable on 1st
April of each financial year on payment of the prescribed contribution.
However, intermittent or broken period membership shall not be
permitted.
5 The Medical Card will become invalid from the date any of the eligibility
conditions ceases to be fulfilled by the beneficiaries and in that case, the
contribution paid for the unexpired period if any will not be refundable.
CLAIM:
2 The claim will be processed and reimbursed to the retired executive by the
concerned Accounts Department after verifying the validity of the Medical
Card and the benefits admissible to the retired executive concerned under
the scheme.
OBJECTIVE:
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To provide financial assistance to the family of a member employee who dies while in
harness.
COVERAGE:
In the event of death of an employee, an amount of Rs 25/- will be deducted from the
next salary due, of all member employees of the company and the entire corpus
remitted to the nominee of the deceased member employee.
ADVANCES
I. HOUSE BUILDING
ADVANCE
OBJECTIVE:
The objective of NTPC House Building Advance Rules is to establish uniform policy and
rules relating to the grant of House Building Advance to the employees of the Company.
POLICY:
1 These rules are framed entirely as a welfare measures and do not confer any right
or benefit on the employees nor impose any obligation or liability on the
company.
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2 The House Building Advance will be admissible for constructing a house
including purchase of land for that purpose, purchase of house, enlarging an
existing accommodation, preferably in the areas falling within a radius of 40 kms
of the Company’s project and/or its permanent offices; or any where in India,
where an employee of the Company intends to settle down after retirement.sz
ELIGIBILITY:
All employees who, on the date of making application for advance, have
rendered not less than five years’ continuous service in the regular
establishment shall be eligible for grant of the advance.
ELIGIBILITY:
The advance towards purchase of a new Personal Computer shall be granted only to all
regular employees who are in the grade of W1 and above, & who have completed
at least 1 year of service, except for:
i) Lien holders;
ii) Deputationists;
iii) Apprentices/trainees, whether engaged under Company's own training
scheme or under Apprentices Act, 1961; and
iv) Muster roll, daily rated casual, badli or substitute employees.
AMOUNT:
The maximum amount of advance for the purchase of Personal Computer (or laptop) to
an employee shall be limited to 80% of the actual cost of Personal Computer
subject to a maximum of Rs. 40,000/-
INTEREST:
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The rate of interest to be charged on Computer Advance would be (6 %) per annum.
REPAYMENT:
1 The advance granted to an employee under these rules shall be repaid in full
before superannuation/separation from the services of the Company.
2 The advance for purchase of computer will be recovered in not more than 60
equal monthly installments commencing from the month following that in which
the advance is drawn. The interest will be recovered in not more than 12 equal
monthly installments thereafter.
Amount:
The monetary ceiling for sanction of advance to meet the cost of items shall not
exceed the amounts given under against the grades specified. The application for
subsequent advance may be entertained only after 5 years of the drawl of first
advance. However, in case of change in the monetary ceiling due to change of
grade of employee, the difference in entitlement may also be paid to the
employee. The total advance so granted shall, however, be repayable within 5
years from the original sanction.
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E5-E7 25,000
El-E4 15,000
W1 - W7 7,000
Recovery:
The advance drawn under the scheme shall be recoverable from salary in 60 equal
monthly installment (excluding the month of drawl of advance), or till
superannuation or cessation of employment of the employee, whichever is earlier.
In the event of sanction of subsequent advance due to change of grade of
employee, the amount recoverable shall be recalculated.
Eligibility:
Purpose:
The amount of advance admissible to an employee shall be 1month's Basic Pay as on the
date of application.
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ii) The advance shall be admissible only once in a calendar year.
Recovery:
Recovery of the advance shall be made from the salary of employee in not more than 12
equal monthly installments. The first recovery shall commence from the salary of the
employee from the following that in which advance is drawn.
V. CONVEYANCE ADVANCE
ADMISSIBILITY:
These rules shall be applicable to all full time employees of the Company except:
i) Lien holders
ii) Deputationists;
iii) Apprentices/trainees,
iv) Muster roll, daily rated casual, badli or substitute employees.
ELIGIBILITY:
The advance will be granted only to employees who have completed at least 1 year service
in the regular establishment of the company and who have been subscribing for at one
year either to the NTPC Provident Fund Account or any other recognized Provident Fund
Account.
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AMOUNT:
INTEREST:
An advance granted shall carry simple interest from the date of payment of the advance, the
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amount of interest being calculated on the balance outstanding on the last date of each
month.
REPAYMENT:
i) In case of advance granted for the purchase of a motor car, within a period
not exceeding 12 years
iii) In case of advance granted for the purchase of a moped, within a period not
exceeding 4 years.
2 Recoveries on account of interest will be affected only after the recovery of the
principal amount.
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estimates of treatment furnished by the hospital and at the discretion of the competent
authority. The medical advance allowed only in non – notified hospitals.
CONCLUSION
The study at NTPC revealed that the employees of the
organization are satisfied with the benefits provided
to them. Through the analysis of the responses of the
employees it seems that the employees are aware of
the various benefits provided to them by the
organization. The company has a well defined HR-
MANUAL –which includes all the information regarding
social security, advances, incentive schemes and
facilities being provided to the employees. This is the
reason for maximum employee retention .The strong
human resource enhances the public image of the
organization as NTPC is one of the “NAVRATNAS” of
the Indian public sector undertaking
Finally an organization with maximum employee
retention and healthy working environment further
enhances the image of company.
BIBLIOGRAPHY
BOOKS
Websites
WWW.ntpcindia.com
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www.ntpc.com
www.ntpceoc.com
www.google.com
Magazines
Business Word
Annual reports of NTPC
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