Mathura Refinery

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Contents Of The Project Report

Indian Oil Profile Vision & Mission Mathura Refinery Profile Products Of I.O.C.L. Awards Human Resource Department Development Activities In I.O.C.L. General outline for pay role function Payments of salaries and allowances Other miscellaneous advances Wage Of Administration Welfare Transport Canteen Medical Facility Housing Education Social Security

 Gratuity And Compensation Safety At Mathura Refinery I.O.C.L. Industrial Relation Effluent Treatment Plan Ecological Park World Class Management System Challenges Breath of Fresh Air Environmental Policies Summing up Finding and Suggestion Conclusion

] Objective of the Report

1. To understand, the nature, objective & importance of recruitment & implication on employee hiring. 2. To understand performance appraisal techniques at IOCL, Mathura. 3. Nature of Employee Welfare and its merit & demerits. 4. Safety & health programs at IOCL. 5. Importance of HRD and training at various level of IOCL. 6. To understand the personnel policies & principal 7. Role of HRM in bringing about effectiveness at IOCL. 8. To identify the different components of employee remuneration 9. To understand the nature of IR and stress the needs for peaceful employer & employee relation. 10. Role of IOCL, Mathura Refinery in the conservation of environment.

INDIAN OIL -PROFILE

Indian Oil Corporation is the largest Commercial enterprise in India and the Only Indian Company in Fortunes Global 500 listing of the Worlds largest Corporations, with a Ranking of 278 for fiscal 1998. Among the petroleum Refining Companies Covered in the listing it is ranked at 16th Place Incorporated in 1959 as Indian Oil Company Ltd., it became a Corporation in 1964 when Indian Refineries (Est.1958) was merged with the company. Indian Oil meets 55% of the petroleum products consumption of Indian. It also imports crude oil and major petroleum products on behalf on the oil industry. Its extensive network of over 19000 sales points are backed the supplies by 185 bulk terminals and deports, 50 LPG bottling plants and 92 aviation fuel stations. Indian oils world-class Research & Development Center with ISO 9001 certification has done pioneering work in lubricants, refinery processes and grease formulations and obtained approvals of national and international original equipment manufacturers. A wholly owned subsidiary, Indian Oil Blending Ltd., manufacturers over 450 graded of the countrys leading SERVO brands lubricants and greases.

Indian Oils quality initiatives have led to over 60 of its unit earning ISO _9001/9002/14001 certification. These include refineries, pipelines, aviation fuel stations, lube and grease plans, quality control laboratories, LPG bottling plant, tap off points and the Indian oil institute of Petroleum Management. Project worth US$ 6 billion have been identified for implementation in the next three years, including projects on hand of about USS 3 billion. These include grassroots refineries on the east coast and in south India as joint ventures With its focus on Customer Service, Indian Oil is Upgrading its Petrol & Diesel Stations Under Vision 2000 program with enhanced facilities & Value added Services such as a Convenio Shopping Store, Snap Services Quick lube oil Change, automatic Car Wash, ATM etc .Two Indian Oil Petrol and Diesel Stations earned the ISO 14001 Certification For Environmental management Systems For the first time in the Country this year. Joint ventures include indo Mobil for premium lubricants; Avi oil India for defence aviation lubricants; Indian oil tanking Ltd. For tank age infrastructure; & Petronet India Ltd. for Pipelines. Another joint Venture has been formed with Petronas, Malaysia, for setting up LPG import facilities at Haldia. An agreement exists with Air BP in the area of aviation fuel services. Memoranda have been signed with Marybenli if Japan; Emirates National Oil Co. of UAE; Petrotrin of Trinidad & Tobago; for collaborative ventures in both upstream and downstream areas. An agreement has been signed with Amoco, USA for manufacture and marketing of Di-Methyl-Ether(DME) in India. Indian oil nurtures the vision of becoming a major diversified, transnational, integrated energy company.. It is augmenting infrastructure and harnessing new business opportunities in petrochemicals, power, lube marketing, R&D, training and consultancy, exploration & production, LNG and fuel management in India and abroad. SERVO lubricants have been exported to Nepal, Bhutan, UAE, Kuwait and Sri Lanka. An oil terminal is being operated in Zambia.

Indian Oil has opened three overseas offices at Kuala Lumpur, Kuwait and Dubai-to coordinate and explore business opportunities. Indian Oil is an academy company with 17 training centers, One management academy and the Indian Oil Institute of Petroleum Management (IIPM), which serves as an apex training and consultancy institute. It offers a one-year International MBA program in Petroleum Management in collaboration with International Center for Promotion of Enterprises, Lubijana, Slovenia. India Oil has a vast reservoir of talented human resource. It has been lending its These include Sri expertise for nearly two decades to various countries in several areas of refining, marketing, transportation, training and research & development. Lanka, Kuwait, Bahrain, Iraq, Bhutan, Maldives, Malaysia and Zambia.

VISION
A major, diversified, transnational, integrated energy Company, with national leadership and a strong Environment conscience, playing a national Role in oil security & public distribution

MISSION
To achieve international standards of excellence in all aspects of energy and diversified business with focus on customer delight through value of products and services, and cost reduction. To maximize creation of wealth, value and satisfaction for the stakeholders. To attain leadership in developing, adopting and assimilating state-of-art technology for competitive advantage. To provide technology and services through sustained Research and Development. To foster a culture of participation and innovation for employee growth and contribution. To cultivate high standards ethics and Total Quality Management for a strong corporate identity and brand equity. To help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience.

PROFILE MATHURA REFINERY

PPP by a spirit of innovation the efforts of thousands of dedicated Indian wrote a glorious, new chapter on oil-THE INDIAN OIL STORY. Only three decades ago, India looked to the world for help in the guest for oil. Then slowly, but surely, the scenario changed. Indian Oil Corporation Ltd. Incorporated in September 1964 by amalgamation Indian Refineries Ltd. (estd.1958) with Indian Oil Company (estd.1959) played a leader role in this transformation. Today, Indian Oil owns and operated seven refineries at Digboi, Guwahati, Haldia, Barauni, Mathura, Baroda, Panipat amongst the countrys thirteen refineries, with a combined crude oil refinery is coming up at Paradeep in Orissa with a capacity of million tones per annum. On of these seven refineries in Mathura Refinery, situated in Holy town of located ideally on National highway no.2. Mathura refinery, the fifth of Indian Oil Corporation ltd. has been the focal point of development in Industrial and transportation sector for almost the entire northwest India since its commissioning in January 1982. This 7.5 million tones refinery is Indias latest and most modern refinery and very sixth barrel of crude oil refined in this country is from Mathura Refinery. Also, it has wide adaptability of processing over 33 types of crude oil. This ranges from indigenous Bombay offshore crude to imported crude of Australians origin in the east and Venezuela in the far west. Mathura refinery has a distinction of having single largest capacity crude distillation unit, which has unique engineering marvel of 67 metric high crude distillation column. The crude to the refinery is received from salaya in west coast through a dedicated crosscountry 1087 km pipeline.

Products from the refinery are dispatched through rail, road and Mathura DelhiAmbala- Jalandhar pipeline. The contribuation of Mathura Refinery is meeting the petroleum products demands of northwest of India are about 68%. The LPG bottling plant situated with in Mathura Refinery premises bottles nearly 7 million cylinders per annum for catering to domestic market. Major fertilizer industries at Kanpur, Panipat, Nangal, Bhatinda and Kota are supplied with Naptha or furnace oil/heavy petroleum stocks from Mathura Refinery also. Thermal power plants of Nangal, Obra and Badarpur get oil supply from this Refinery. A part from this Mathura refinery is privilege to provide the necessary energy to the pulsating capital, New Delhi and also boost the standard of the farmers belonging to the crop rich lands of Punjab and Haryana. The other important product, Bitumen, has paved the transportation section in this region on to roadworthiness To keep the environment clean and green, Mathura refinery recover 10,000 kgs of Sulphur every day as a by-product from crude oil. Not only this, to prove their environment friendliness refinery has developed and ecological park inside the refinery and houses 93 kinds of birds, which includes both migratory and domestic. Mathura refinery is the first refinery in Asia and third in the world to have ISO-14001 certifies environment management system. Part from this, Mathura refinery has many flowers of recognition, awards and system certification in its bag.

ENERGY CONSERVATION
National Energy Conservation Award 1st prize in Refinery sector of Ministry of power for the years 1992 & 1996 . Jawaharlal Nehru Centenary Award of MOP & NG for achieving best improvement in energy conservation compared to its past best performance for the year 1994-1995. MOP & Ng Award for best performance in stream leak during the Oil Conservation week 1996.

SAFTEY
British Safety Council Awards for the year 1990,1992,1993 & 1995.

QUALITY
Golden Peacock National Quality award 1996.

SYSTEM CERTIFICATION
ISO 9002 Certification for manufactures and supply of petroleum products. ISO 9002 Certification for Support Services. ISO14001Certification for Environment Management. First refinery in the world to attain the BS 8800 standards in occupational health and safety management system (OHSMS). Refinery where progress is religion has made Mathura A melody of traditional heritage amidst technological excellence.

TRAVELOUGE OF MATHURA REFINERY

1982: Refinery commissioned and stabilized 1983: Microprocessor controls CDU& SRU 1985: Amorphous to zeolite catalyst FCCU 1988: Air preheater in AVU 1988: 6 to 7.5 MMTPA - CDU 1992: VDU phase I revamp 1993: Soaker technology in VBU 1996: PRU commissioned 1996: VDU phase II revamp 1996: Natural gas commissioned

7.1 GENERAL

OUTLINE FOR PAY ROLL FUNCTION

7.1.1 Appointments for vacancies are made either by recruitment or by departmental promotions or by deputation from Govt./Other Departments. Against leave vacancies, officiating appointments are permitted in certain cases. All appointments are made in accordance with the rules prescribed in the Personnel Manual. 7.1.2 The matters relating to recruitments, promotions, transfers, suspensions etc., are dealt with by the Personnel Department. In each case office order is issued by the Personnel Department after observing the prescribed procedure and giving the pay fixation. Copies of these office orders are sent to the Finance Department for drawing the pay and allowances of the incumbents. 7.1.3 Rules for pay and allowances are prescribed by Head Office from time to time. The eligibility for special types of allowances such as special allowances, shift allowance etc. is determined by Personnel Department and the intimations are sent to Finance Department for employees eligible for such allowances. 7.1.4 With a view to ensure easy identification each employee shall be allotted a Permanent employee number by the Office where the employee first joins. This number remains unaltered as ]ong as the employee continues in service in the Corporation. This number shall not be allotted to any other employee even if he/she leaves the Corporation. This permanent number is allotted from the block numbers allotted to various units as under : R & D Centre 25000 to 29999 Guwahati Refinery 50000 to 54999 Gujarat Refinery 55000 to 59999 Barauni RefinerY 60000 to 69999

Haldia Refinery 70000 to 74999 Mathura Refinery 75000 to 79999 Calcutta Office 80000 to 80499 Bombay Office 80500 to 80999 Head Office 81000 to 81999 CH's Office 82000 to 82999 Pipelines 90000 to 99999 This permanent number will be used for all purposes viz. Salary, PF, Welfare Scheme, Medical Benefit and Identity Card, etc. 7.1.5 The annual increments are drawn quarterly on April 1st, July 1st, October 1st and January 1st each year. The eligibility of an employee for annual increment with reference to a particular quarter of the year is determined as per rules in the Personnel Manual. 7.1.6 For all employees, annual increment is drawn automatlcally as and when it is due unless there is an intimation from the Personnel Department to the contrary. Under the present rules, the date of inctrement once fixed remains unchanged except for leave without pay in certain cases when increment is shifted to next quarter by the Office Order from Personnel Department. 7.1.7 Rules for various types of advances are prescribed in the Personnel/ Administration Manual. Applications for various advances are received by the Personnel/Adminitration Department through the department concerned. They examine the eligibility of each applicant as per rules and sanctions are forwarded to Finance. Based on the sanctions, payment is made by Finance and the recovery is effected in instalments as per rules. 7.1.8 Payments relating to leave travel concession advance, lumpsum payment in lieu of LTC facility, leave encashment etc., are made on the basis of advice

received from Personnel Department in each case. The eligibility relating to the LTC Block and the number of tickets as well as leave encashed shall be examined by the Personnel Department. The amount payable shall be determined by the Finance as per rules. 7.1.9 The authority for dealing with cases relating to termination of services, voluntary retirementlresignation, retirement etc rests with tlle Personnel Department. Payment for retrenchment compensation, gratuity, terminal leave. actual period of work remaining unpaid etc. shall be made by Finance as per rules on receipt of advice and No Dues Certificate from the Personnel Deptt. Claims for T.A., medical expenses including post retirement medical facilities, conveyance reimbursment, Meal/Conveyance for additional and extended duties, etc. are settled by Finance in accordance with the rules and procedure prescribed from time to time in each case. 7.1.10 Various statutory returns such as returns under Factories Act, ESI Act, Provident Fund Act etc. are submitted by the Personnel Department. Monetary figures wherever necessary are provided by Finance.

7.4 PAYMENTS OF SALARIES AND ALLOWANCES

7.4.1 Pay and allowances shall be drawn by the Finance Deptt. on the basis of attendance particulars. For employees covered by Time Office, attendance particulars for the wages period shall be sent by the Time Office to Finance giving details such as name of the employee, employee number, no. of regular days, lost time OT hours, earned leave and sick leave etc Under the Mechanised System of pay roll accounting. the time cards are sent after filing in the summary particulars through Finance Department to the Data Processing Section. The DP Section shall prepare a statement which is checked and confirmed by the Time Office subsequently. 7.4.2 For employees not covered by the Time Office, Certificate of attendance is sent by the heads of the departments by the prescribed date every month giving necessary particulars as given in Annexure VII (l-a) and VII (I-b). The attendance register and the necessary records are kept by the departments concerned. The responsibility for maintaining accurate leave records is that of Personnel Department. 7.4.3 For items of pay and allowances which are variable with attendance, pay shall be calculated for the number of days attended In the case of employees on deputation, the pay and allowances and other payments shall be regulated as per deputation terms. 7.4.4. Variable Dearness Allowance wherever applicable shall be calculated by Personnel Department of Head Office from time to time and it shall be their responsibility to communicate the change, if any, in variable DA to the units in time.

7.4.5 House rent subsidy House rent allowance shall be drawn in accordance with the rules prescribed in this behalf. For payment of H.R.A., the employee shall be required to submit his claim in the prescribed proforma along with receipt for the rent of the house. In case, the employee is not in position to submit rent receipt he will be entitied to HRA without receipt as per rules of the Corporation. 7.4.6. Payment of wages to Daily rated/casual employees shall be made on the basis of office order from Personnel Department and certified attendance from the respective departments. 7.4.7 In case of transfer of employee sltrainees from one unit to another unit, it shall be the responsibility of the unit from which the employee is transferred to prepare a Last Pay Certificate as per Annexure VII (2) giving full particulars/details and send the same to the transferee unit along with a copy to the concerned employee. 7.4.8 The part I and Part II of Last Pay Certificate shall be dispatched immediately after receipt of the release order of the employee on transfer and the Part III of the LPC shall be issued within one month thereof. The unit to which the employee is transferred shall calculate the pay and allowances of the employee concerned. Necessary care shall also be taken for recoveries mentioned in the last Pay Certificate. 7.4.9 The pay sheets shall be drawn only once in a month and no supplementary in for disbursement of salary shall be prepared. In case any payment during the month becomes unavoidable, some ad-hoc advance payment can be made and recovered from his next salary drawn immediately thereafter through regular pay sheet. In case of resignation, the pay and allowances shall be drawn and the net amount payable shall be treated as an advance at the time of payment. While drawing the regular pay bill for the month, the pay and allowances as drawn in

such contingencies shall be included and the amount net paid shall be shown as deduction and balances payable shall be shown as Nil. 7.4.10 All Cash payments to the employees other than salary shall be rounded off to the next higher rupee. In case of salary payments. the units shall round off the amount of the net salary payable to the next lower rupee. The difference between the rounding off amount and the actual amount shall be kept under "Change Adjustment Account". In the next month the short payment made during the previous month shall be included in the salary drawn for the month and the net salary payable shall be rounded off as explained above. In the month of March each year, the net amount payable shall be rounded off to the next higher rupee. 7.4.11 All the employees shall have the option to get their salary either in cash or through their bank account with a nominated bank in this behalf. The employees who want to receive their salary through bank account, should intimate the section with full details namely Name, Employee Number, Department, Name of the bank. BanK Account Number etc. well in advance but not later than 15th of the month in which they wish to commence to receive their salary through Bank Account, 7.4.12 Keeping in view the convenience of the employees. Management shall nominate a particular branch of the Bank (s) for this purpose. Necessary credit advice/ cheque shall be issued by the section in favour of the nominated Bank(s) well in advance of the scheduled date of payment of salary every month. Under mechanised system DP Section will prepare the necessary detailed credit advice to be sent to the bank. 7.4.13 The section shall prepare a pay disbursement programme every month giving the time schedules of payment for various departments along with locations etc. The provisions of the payments of Wages Act shall be kept in view

while formulating the disbursement programme. The payment programme shall be circulated to each department well in advance.

7.5 ADVANCE TO EMPLOYEES

7.5.1 Rules for various types of advances are prescribed in the Personnel Manual/Administrative Manual. On the basis of sanctions and release order received from competent authority, the section dealing with advances shall prepare Payment Voucher debiting appropriate advance account and the same shall be passed on to Cash Section for payment. 7.5.2 Recovery of advance shall be made in accordance with the instalments given in the sanction order, Where the period of recovery is prescribed in the rule given in the relevant Manuals, the same shall be done accordingly. All recoveries in respect of particular advances account shall be credited to the advance account. 7.5.3 It shall be the responsibility of the Section to keep personal ledger containing the account of each employee to whom the advances have been paid. The Personal ledgers shall contain necessary details such as the date of original advance payment the amount paid, the recoveries made from time to time and balance. Interest wherever applicable shall be calculated and necessary entry shall be passed for the same. Under mechanised system, employee-wise personal ledgers shall be processed by DP Section based on the recovery cards of the Pay sheets. 7.5.4 For Car, Motor Cycle and Scooter advances, an agreement shall be executed by the employee with the Corporation before the payment order is released. The Personnell Administration Department shall ensure that the

payment order is released only after such an agreement is executed. The Section shall intimate to Administration Department the date of drawal of advance by the employee, Administration Department shall ensure compliance of various formalities as per rules. Action shall be taken by them in case of default. 7.5.5 The rules for, house building advance provide for payment in instalments at various stages depending upon compliance of certain formalitics. Payment shall be released by the Section on receipt of a payment release order from Administation Department, under advice to them. Administration shall ensure compliance of various formalities like mortgage bond and insurance policy etc. as per rules of the Corporation. 7.5.6. Salary advance shall be paid against period of earned leavc exceeding 30 days according to the rules. Application for salary advance shall be sent by the employee along with Leave sanction order to Finance. The pay roll section shall make advance payment equal to net take home pay for the month

7.5.7 OTHER MISCELLANEOUS ADVANCES

Other advances like Flood/Drought Relief advances, shall be payable as per sanction order issued by the competent autority as per rules of the Corporation. Necessary recovery shall also be made from the salary with or with or without interest, as per rules.

The employees are placed in one of the scales of pay.

The scales of pay with some typical designations of the employees in Refineries Division are as follows:-

OFFICERS
GRADE I H G F SCALE OF PAY Rs.23750-28550 Rs.20500-26500 Rs.19500-25600 Rs.19000-24750 SOME TYPICAL DESIGNATIONS Executive Director General Manager Dy.General Manager Chief Manager

E D C B A

Rs.18500-23900 Rs.17500-22300 Rs.16000-20800 Rs.13750-18700 Rs.12000-17500

Senior Manager Manager Deputy Manager Sr. Engineer./Sr. Officer Engineer/Officer

Annual Increment:
The rate of Annual Increment in the above scales of pay is 4% of the Basic Pay. The increment granted as benefit on promotion is 6% of the Basic Pay.

WORKMEN
Workmen are placed in various salary grades which are grouped into three Clusters as under: SALARY GRADES CLUSTER GROUPS * I,II & III IV & V Cluster 'A' Cluster 'B'

VI,VII & VIII Cluster 'C' *In Ministerial Cadre - Two Clusters comprising Gr. I,II,III and IV,V,VI,VII,VIII respectively. The scales of pay in respect of the various grades are as under :

GRADE VIII

SCALE OF PAY Rs.7400 14750

SOME TYPICAL DESIGNATIONS Master Technician, Master Optr., Office Supdt.,Private Secretary-II, Accountant etc. Tech. Gr.I, Operator A, Sr. Office Asstt, Personal Asstt, Jr. Acctt. etc. Tech. Gr-II, Operator B, Office Asstt, Sr. Steno, Accounts Asstt, etc. Tech Gr.III, Operator- C, Sr.Clerk/Typist,Jr.Steno, Sr. Accounts Clerk etc. Tech.GrIV, Operator D, Typist/Clerk, Jr. Acctts Clerk etc. Shramik-I etc. Shramik-II etc. Shramik-III etc.

VII

Rs.6700 13700

VI

Rs.6300 13000

V IV III II I

Rs.5800 11800 Rs.5400 10850 Rs.5000 9800 Rs.4800 8900 Rs.4600 8400

DEARNESS ALLOWANCE 2.2.1 Variable DA installment is released four times a year on 1st January, 1st April, 1st July and 1st October based on the quarterly averages of AICPI computed in the following manner:

3 MONTHLY CPI AVERAGE RELATING TO PAYABLE FOR THE PERIOD THE MONTHS September to November January to March

December to February March to May June to August

April to June July to September October to December

Effective from 1.1.97 and linked to AICPI 1708, 100% neutralisation of DA is provided to Officers calculated on the basis of percentage increase/decrease in AICPI beyond 1708 on quarterly basis:
HOUSE RENT ALLOWANCE (HRA) 1. House Rent Allowance at the applicable rate is payable without any reference to the rent receipt. Class of city Rate (% OF B.P.) Metro Cities A Class B-1 Class B-2 Class C Class Unclassified 30 25 22.5 17.5 15 15

2. 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 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. 3. 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: a) 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 b) he has not retained his family at a station other than the place of posting because of his transfer.

SHIFT ALLOWANCE The Shift Allowance is admissible to employees working in rotating shifts as under :

Category Workman Officer Grade A&B Grade C and above

Effective Date 1.10.2001 1.10.2001 1.10.2001

Rate per shift(Rs.) Mor/Eve 35.00 45.00 55.00 Night 65.00 85.00 100.00

Wage of Administration
LEAVE GROUP
Leave rules
1. Leave is not a matter of right. 2. Sanctioning authority: Controlling Officer. 3. Basically there are three types of leave: (a) (b) (c) Casual leave (C.L.) Earned Leave (E.L.) Sick Leave (S.L.)

Casual Leave
Maximum Ten C.L. in a calendar year with full pay and Given proportionately for middle of year joining Max of 6 C.L. at a time. Will lapse at the end of calendar year. allowance.

Can be prefixed, suffixed & sandwiched with public holidays / weekly offs / C.C.L.

Cannot be combined with any other type of leave.

Earned leave
Total of 32 earned leave in a year Earned @ 8 days for each completed quarter of service.

Credited on 1st of April, 1st july, 1st october and 1st jan. th en cash and 1/4th non encasable.

Accumulated upto a maximum of 300 . Accrual / reduction: @ 1 day for every 11 day of LWP/duty. Not granted more than 4 times in a year.

Encashment of E.L.
Encashable portion can be encashed. (a) Any time (b) Either in part or in full in multiples of five. (c) Minimum 5 days and maximum 90 days. All E.L.(Max 300 ) can be encahed at the time of V.R. / EL encashed = BP+DA. Death / Resignation / Retirement.

Sick Leave (S.L)

Total of 20 HP or 10 FP in a year. Earned @5days on half pay per quarter. Credited at the end of each quarter. No ceiling on accumulation. Can be availed up to 2 days without medical certificate.

For > 2 days S.L. medical certificate has to be given. Can be encased at the time of super annuation / VR / Death.

OTHER TYPES OF LEAVE

CCL: - Payable for extended hours of duty and in lieu of off days. STUDY LEAVE: - TWO YEARS WITHOUT PAY. AFTER MINIMUM 5 YEARS OF SERVICE. MATERNITY LEAVE: - 135 DAYS CHILD CARE LEAVE: - 2 YEARS WITHOUT PAY.

SPECIAL LEAVE TO JOIN HUSBAND AT OUTSTATION / ABROAD: - 3 YEAR WITHOUT PAY.

Welfare
TRANSPORT FACILITY
IOCL, Mathura Refinery provides transport services to both officers and nonofficer employees. Buses on contractual basis regularly ply between MathuraMathura Refinery Township and Mathura Refinery. The timing of the buses are all the three shifts plus the general shift. Apart from shift transportation facility is available daily for the housewives to go for shopping at Mathura. Separate transport facility is also provided to the experts and distinguished guests

CANTEEN
As per the Factories Act, 1948, any manufacturing concern having more than 150 persons working in a shift should have the provision of canteen. A highly subsidized meals and snacks canteen provided for the employees. In Mathura Refinery there are three divisions of canteen (a) Refinery Division (b) Pipeline Division (c) Marketing Division The canteen has 130 contractual laborers working in three shifts. These contractual laborers cannot be removed, only contractors are changed. All the contract labors are provided with the minimum wages as per UP state minimum wages act, provident fund, bonus, medical benefits, gratuity, and holidays. Out of 130 workers 24 are semi-skilled and 106 are unskilled workers.

Subsidy given by IOCL

Free of charge canteen building, electricity, water supply, equipments and utensils are provided.

 Canteen supplies following items at highly subsidized rates- Tea, Narnkeen, Sweets, Bread and butter, Egg, Biscuits, and Subzi Puri.

The cost charged by employees and paid by IOCL to the contractor is as follows-

There are three sets of snacks coupon and employee can choose to have one set. Numbers of coupons issued per set are as follows-

Employees are issued sets of coupons of different snacks items on the payment of Rs. 30/- per month and Rs.25/- for non-vegetarian meals and Rs.20 for vegetarian meals. The costs of the coupon are recovered from the salary of the employees. IOCL pays Rs375/to Rs.395/- per employee per month to the contractor, hence gives a subsidy of about Rs.350/- on snacks only and approximately same amount for the meals also. Therefore the total expenditure of IOCL, Mathura on canteen alone is more than 3 corers per year.

MEDICAL FACILITIES
The Corporation maintains its own hospitals at the township attached to each Refinery Employees along with their eligible dependents residing with them in

township are entitled to get medical attendance from the Corporations hospitals. A patient may be referred to an outside hospital/specialist by the CMO only in cases where treatment cannot be had in the Refinery Hospitals. Employees at other locations may receive medical attendance from an Authorized Medical Attendant, as defined under the Medical Rules, either under allopathic or A homeopathic system. Some reputed hospital/nursing homes have been nominated at these locations where the employees and their dependents can have both outdoor and indoor treatment. The reimbursement of expenses incurred on hospitalization except diet charges is made limited to the charges for such treatment related to the room entitlement of the employee Medical Rules may be referred to for details on the consultation fee, room entitlement, list of nominated hospitals, etc.

HOUSING FACILITIES
Townships are being maintained in all the Refineries. Employees are allotted quarters in the townships for which house rent recovery is made from them at prescribed rates. In other places, the facility of leased accommodation and selflease is available to employees within the prescribed ceilings.

EDUCATION OF CHILDREN OF EMPLOYEES

Facilities for education of the children of the employees have been provided at each Refinery unit. Besides the departmentally run schools, schools are also being run by professional agencies/Missionary Institutions.

RECREATIONAL CLUBS AND CENTRES

Each Refinery Unit has adequate facilities for the recreation of employees and their family members in the township through clubs and community centers. These include library, Indoor & outdoor games, cultural activities and regular film

shows. For the year 1997-98 an amount of Rs. 475/- is being reimbursed. Officers such as Hqrs, Calcutta, Mumbai, R & D Center, Pipelines Hqrs etc. where club facilities are not available employees are entitled to an excursion trip with an option to go anywhere in India once a year and they are entitled to claim reimbursement of a fixed amount which is decided every year for the excursion. For the year 1997-98 an amount of Rs. 475/- is being reimbursed

SOCIAL SECURITY
General As a measure of social security in the post retirement period, a Scheme known as Superannuating Benefit Fund Scheme has been introduced in the Corporation. The Scheme is applicable t all the Officers and Workmen in the R & P Division. AOD Pension Scheme and all non-officers also extend the Scheme to the officers of AOD who are not covered.

Contribution
The rate of direct monthly contribution is as per the following Table and is determined by the age group to which an employee belongs at the time of joining the Scheme. The rate once determined remains uncharged Employees who have service of less than 65 years for superannuating at the time of introduction /joining the scheme are required to contribute minimum for a period of 5 years

Benefits

A member is emoted to receive monthly cash payment after superannuating under the Scheme. The maximum benefit payable at present is 40% of the last salary drawn (i.e. BP, DA and NPA wherever applicable) based on reckonable service of full 32 years. For the service of less than 32 years the benefit is proportionately less. Reckonable service of an employee is determined by adding the period of discounted service and service rendered after the effective date of the Scheme. (Discounted Service is the past service rendered and discounted by using the formula (IOd/100) X d where d is the length of past service. After the benefit has been worked out, the Annually is purchased from LIC, who in turn makes monthly cash payments to the retired employees. Option 2 Monthly benefit of full salary last drawn by the employee to his nominee(s)till the national date on which the employee would have retired on attaining the age of superannuating provided the beneficiary deposits the full PF accumulation(excluding VPF), gratuity payment, amount towards leave encashment and groupinsurance under PF Scheme with the Corporation. These amount held in deposit will revert to the nominee(s) on the date on which the employee would have reached the age of superannuating. Thereafter, the spouse would be entitled toBenefit based on the actual years of service put in by the deceased employee. Option 3 Employee to one of the suitable and dependent son / daughter who possesses prescribed qualifications, fulfils the job specifications and meets the prescribed medical fitness and other standards for employment. The employment is to be sought within six months of the death or permanentdisablement and will be offered by the Management within a period of three years provided there is a regular induction vacancy and the requirements of which are fully met by the dependent son / daughter. Note: The 'salary' means B.P. + DA. Option once exercised cannot be changed, however, change of option from R-3 to R-1 may be permitted in cases where the spouse is not able

to avail of the option because of death of the nominated ward.

GRATUITY & COMPASSIONATE GRATUITY

The provisions of the said Act cover employees covered under the Payment of Gratuity Act 1972. Other employees are entitled to payment of gratuity under the provision of the companys gratuity scheme, as per following details.

Quantum of Gratuity
Gratuity is paid @ 15/26 of the monthly emoluments for each completed year of service or part thereof in excess of six months subject to a maximum of 16.5 times of the monthly emoluments or Rs. 100000/- whichever is less, provided the service rendered in the Corporation is 5 years or more. In case of death gratuity is paid as per normal provision or as Worked below, whichever is more:

Contingency other than death is as under: Minimum-qualifying sen/ice for being

entitled so gratuity in various contingencies.

Compassionate Gratuity In addition to normal gratuity. Compassionate gratuity may be granted by the competent authority to the family of deceased employee when he is satisfied that the death of the employee has left his family in straitened circumstances. The rate of compassionate gratuity is half month's pay for each year of service,subject to maximum of 12 months and minimum of 10 months pay. The formula of 15/26 for calculating half months pay does not apply in Compassionate Gratuity. The benefit is not admissible in cases where the family has been given benefits under the Superannuating Benefit Fund Schem or Rehabilitation Scheme annexed to SABF or employment of the spouse /ward on compassionate groups under any scheme. PROVIDENT FUND The eligible employee is required to contribute at the rate of 10% of their pay & the company pays DA and matching contribution. Interest is payable on the accumulation at the rate prescribed from time to time. At present the rate of interest is 12% Member employees are allowed refundable and non-refundable loans in certain given contingencies. PF accumulation standing to the credit of the member up to a maximum limit of 90% of such accumulations as on the date of making the request ispermissible incase of member retiring from the service of the corporation on superannuating within next 12 calendar months or after completion of 54 years ofage whichever is later.

Group Insurance Scheme

All regular employees of the Corporation are Insured for a sum of Rs. 37.000/(we.f. -1.04.93 in lieu of Employees Deposit Linked Insurance Scheme,1976. Upon the death of the member while in service, the sum assured shall become payable to Company for the benefit of the nominee (person/persons nominated by the member under the provident Fund).

Indian Oil Employees Welfare Cooperative Scheme

An employee who is confirmed or has completed one year of service. In the Corporation may become a member under this scheme. He is required to pay an entrance fee of Rs. 1/- and should pay for one share of Rs. 10/-, which is refundable on cessation of membership. Effective July 1988, the rate of contribution is Rs. 10/- p.m. In the event of death of an employee while in service, the Society shall pay to the legal family member of the deceased employee a sum of Rs. 500/- per month for a period of 5 years.

Scheme of Self Insurance

Upon an employee suffering death or permanent total disability due to an accident arising out of and in the course of employment, a compensation equivalent to 60 months pay subject a minimum of Rs. 90000/- is payable. The compensation payable under the Scheme is inclusive of the compensation payable to the workmen under the Workmen's Compensation Act. 1923.

Group Savings Linked Insurance Scheme (GSLIS)

A Group Savings Linked Insurance Scheme under the aegis of LIC, which provides for twin benefit of risk coverage and savings, is in operation. Initially the scheme was optional for officers and workmen on roll as on 20.7.86 respectively where after compulsory for all new entrant employees. The amount of monthly contribution

year during the entire period of service, whether in one spell or more. The employees have to first avail of earned Leave due to them and only the balance period will be treated as Study Leave which is Without Pay No benefits are admissible to the employees during the period of Study Leave.

Special Leave Without Pay For Female Employees to Join Their Husband At Outstations/Abroad
A female employees whose husband has been transferred / posted to another location in India or abroad may be granted Extraordinary Leave Without pay for a period not exceeding three years in all during the entire service career provided she has put in a minimum of three years service subject to fulfillment of laid down conditions. The period of such leave is not counted for any purpose, whatsoever.

Special Compensatory Off To Officers

Officers who are on filed duty and working in 48 hours per week schedule are granted Special Compensatory Off (SCO) to the extent of 36 SCOs per year. The SCOs are automatically encashed on a quarterly Basle in the beginning of the succeeding quarter.

Compensatory Off To Workmen

Compensatory Leave to workmen governed by the Factories Act. 1948 are regulated in accordance with the provisions of that Act.

Disability Leave
Disability Leave is granted to an officer disabled by injury caused by accident while on duty. The leave is granted on full pay to the on full pay to the extent as certified by the Corporation's Medical Officer or nominated doctor. The leave up to 120 days can be granted locally and beyond 120 days the approval of Director (R&P) is required.

Special Sick Leave

Special Sick Leave is granted to non-officer employee who is disabled by injury caused by accident while on duty. The leave is granted on full pay to the extent as certified by the Corporation's Medical Officer or nominated doctor. The leave up to 120 days can be granted locally and beyond 120 days the approval of Director (R&P) is required. Special Casual Leave not exceeding 14 days is admissible to female employees undergoing non-puerperal sterilization operation. Employees joining Territorial Army are granted Special Casual Leave for period spent in training camps, attending celebrations, attending a course of instructions, period spent in medical examinations/interview, and preparatory time of 6 days (excluding Sundays & holidays) at the time of embodiment (for training as well as service) or on its termination. For a maximum period of 15 days including transit period both ways to such of the ex-servicemen who are required to appear before the Medical Re- survey Boards for reassessment of their disability. Employees who donate blood on a working day may be granted on request a Special Casual Leave for that day. Special Leave For Serious Sickness Up to one year on full pay in case of serious and chronic/contagious diseases like TB, Cancer etc. Before grant of Special Leave the employee is first required to avail sick leave as due to him leaving a balance of 20 days on half pay in his leave account. In case of death of the employee due to any illness during hospitalization, the period of hospitalization till the dated of death is Special Leave. Extraordinary Leave Without Pay Ordinarily not exceeding one month in a year when no other leave is due and up to 18 months in case of serious ailments. As the title suggests, this leave is granted without pay. treated as

Leave Not Due When no other leave is due, a regular employee who has completed a continuous service of not less than four years may be allowed Leave Not Due up to 180 days on half pay during the period of entire service on medical grounds under exceptional circumstances. This leave is debited to future earning of sick leave and is sanctioned subject to three being reasonable prospect of the employee earning sufficient leave after resumption of duty. Study Leave Employees who have put in a minimum period of five years' service in the company may be granted Study Leave for two years extendable by one more

The scheme is intended to provide the member employees insurance cover alongwith, accumulated savings to help their families in the event of death in service and a lumsum payment to augment their resources after attaining the age of superannuating. About 1/3~ amount of the monthly contribution is paid towards risk coverage and the balance goes into savings account, on whichcurrently 11% compound interest is paid by LIC.In addition to the above, w.e.f. July93 all employees are covered under theOriental Insurance Company's Group Personal Accident Insurance Policy. The insurance coverage is provided

as under:

POST RETIREMENT MEDICAL ATTENDANCE SCHEME The Officers and workmen who have rendered minimum 10 years of service in the Corporation and / or in other Public Sector Organisations / Govt. Departments are eligible to become members of the Post retirement Medical Attendance Scheme at the time of superannuating. The Scheme is on contributory and voluntary basis. An office / workman desiring to join the scheme should apply in the prescribed proforma alongwith contribution amount by cheque or demand draft. In the case of officers the contribution is one time lump sum (non-refundable) but in the case of workmen, the contribution is made for the 5 financial years and aprorata contribution rounded to the next rupee for the financial year in which themembership is so The rate of contribution and the benefits are as follows:

The benefits under the Scheme are admissible to the retired employee, his/her dependent spouse and dependant parents. In the event of death of the member, the dependants continue to get the benefits. The ceiling prescribed forhospitalization and domiciliary treatment operate as the combined limit for the member and the spouse / parents. The reimbursable ceiling limits for onsultation fee, room charges, charges for various tests / investigations etc. are as applicable from time to time under the Medical Rules to a serving employee ofsimilar rank.

The benefits are regulated on the basis of block years which constitute 2 financial years (the current block for ex-officers being April 1991 to March 1992 and April 1992 and April 1992 to March 1993. The current block year in case of ex-workmen in April 1990 to March 1991 and April 1991 to March 1992). The benefits are payable on pro-rata basis in the financial year in which the retired employee become eligible for the Post "retirement Medical Attendance Facility.The limits for reimbursement of expenses on domiciliary attendanceoperate within the overall limit for reimbursement of expenses during hospitalization as mentioned in the table above.

OTHER BENEFITS
Membership of Professional Bodies An officer of the Corporation may obtain membership of a Professional body / Institute / Society of acknowledged standing as per the approved first to keep in touch with the changes and update his professional knowledge/skills. The scheme allows the officer a maximum annual subscription of Rs. 750/- of equivalent amount in foreign exchange for payment to the Institute in India or abroad. The officer may take lifetime membership at one time payment not exceeding Rs, 2000/-. The expenses towards admission / enrolment fee etc. are however to be borne by the officer.

Children's Educational Assistance Scheme

Employees are entitled to benefits in the form of consolidated children's educational allowance, hostel subsidy and journey fare for their children as

perpaid down eligibility criteria.Children Education Allowance of Rs. 200/- p.m. per child is payable, in respect of wholly dependant children limited t two prosecuting studies in school, college, Polytechnic etc. upon certification. When an employee because of transfer is obliged to keep a child in a hostel, hostel subsidy @ Rs. 500/- p.m. is admissible. However, the payment of Hostel Subsidy, Is delinked from the condition of transfer in respect of those children of employees who pursue professional courses after passing out school (10+2 and are required to stay in hostels, w.e.f. February 1997. The above facilities are admissible for maximum of 2 wholly dependent unemployed and unmarried children up to the age of 30 years only.

Incentive Scheme for Acquiring Higher Qualification

Employees are entitled to a cash incentive for acquiring higher qualification under the Incentive Scheme, which has been revised w.e.f. 1.4.94. The various qualifications have been placed in 3 groups and the lump sum Incentive benefit for Group 'A' qualifications is Rs. 5000/- Group B qualification is Rs. 3500/- and Group C qualification is Rs. 2500/- Qualifications under group 'A' include prescribed qualifications for induction as Graduate Engineer Trainee MT / direct recruitment as Grade 'A' officer in the Corporation.Qualifications under Group 'B' include the prescribed induction level qualifications for recruitment in Grade IV of R&P Division.Qualification not covered under Group 'A' Group 'B' such as ITI and other post matriculation Certificate courses are covered under Group 'C'.

Scheme for Provision of Furniture/Household items

Officers are entitled to furniture / household items as per approved list at their residence on hire basis within prescribed ceilings mentioned below. The Officers in Gr. A & B to become eligible for the facility should have put in a commutative service of more than 3 years as an officer. On promotion to a higher grade, the officers are entitled to utilize the difference in entitled amounntpurchase of additional furniture items.

Repair & Maintenance Charges

Reimbursement of repair and maintenance charges in respect of furniture items is admissible @ 5% of the cost of furniture p.a. The following amount is reimbursed towards the cost of change of tapestry for

sofa sets, once in three years. Gr. A&B Gr. C&D Gr. E&F Gr. G&H Gr. I Rs. 1500/Rs. 2000/Rs. 3500/ Rs. 4500/Rs. 5500/-

NON-OFFICERS
Non-Officers are entitled for interest free advance as per ceilings given below for purchase of furniture/household items on certification/declaration basis provided they have completed minimum 3 years of service with the company. GRADE CEILING FOR ADVANCE (RS.) I to III IV to VI VII to VIII 6000/8000/10000/-

Total of incentive benefit and profit-sharing bonus or ex-gratia payment in lieu thereof not to exceed 35% of actual Basis Pay plus DA limited to Rs.2500/- p.m. OFFICERS (w.e.f. 1.10.93)

8.Training&development activities atIOCL Mathura

At the Indian Oil Corporation Ltd., because of its rapid growth there exist both challenging jobs and opportunities for faster advancement than in most other organizations. Rapid organization development naturally requires elaborate and well-designed training programmers. Management of this Corporation is aware that the people presently handling various functions "need opportunities for sharing common or interrelated experiences and evolving through discussions a proper understanding of the overall policies and procedures." For meeting these developmental needs, a Training Center was created and started functioning at the Corporation's Head Office since March 1966. Similar training Centers were established at each of the Corporation's branches also so that the training programmes can be conducted both at the head office as well as at the branches.

The Training Programme Objectives

The training programme is designed with the following objectives: (1) To impart to new entrants basic knowledge and skills (2) To assist the employees to function more effectively in the present positions by exposing them to the latest concepts, information and techniques and developing in them skills required in their fields (3) To build up a second line of competent officers and prepare them as a part of their career progression occupy more responsible positions (4) To broaden the minds of Senior Managers by providing them opportunities for interchange of experiences within and outside with a view to correcting the narrowness of outlook that may arise from overspecialization and

(5) To impart customer education. To meet these objectives,functional training courses are conducted at the Branch Training Centers. Advanced courses in areas like productivity, personnel management and principles of management are organized at the head office. Selected executives are also deputed for specialized training courses at outside institutions like the Indian Institutes of Management and the Administrative Staff College of India at Hydra bad.

Assessment of Training Needs

The most important aspect of the training programme, according to the IOCL management, is a correct assessment of the training needs. Careful assessment is accordingly made of the training needs of officer, right from the senior most to the junior most levels. Thereafter, efforts are made to evolve for them suitable training porgrammes. The training center faculty holds discussions

with employees in category, individually and jointly, to ascertain specific training needs. At the head office, a Training Committee is set up. The Managing Director heads this. It discusses and approves the overall short-term as well as long term programmes to be organized at the training center. Similar training committees have been set up at the branches tor the training effort required at the branch level for the junior officers and employees in the non-officer category. A combination of the training needs ascertained by the Training Center at the Head Office and Training Committees at the branches constitute the cumulative training needs of the whole organization.

Social Responsibilities and Training

An interesting objective of the training programmes is 'to impart customer education." Every effort is made to promote customer education as a service to him. In addition, the Corporation has takes over the entire training needs tor the army and the air force personnel who handle petroleum products. It has also taken care of the training needs of the following organizations:

(1) (2) (3) (4) (5) (6) (7) (8)

Hindustan Steel limited, Bhilai Eastern Railways, Kharagpur Gujrat State Road Transport Corporation, Ahmedabad Bombay Electric Supply and Transport Undertaking (BEST) Heavy Electricals (1) Limited, Bhopal Gujarat State Fertilizer Corporation, Baroda Western Railways, Mumbai All India State Road Transport Organization.

In this way, social responsibility in not overlooked by IOC. This DA is inclusive of lodging expenses and other . Incidental expenses or DA 'A' class in India plus nominated hotel as may be incurred by the officer during his stay. The following cities fall under 'A' Class cities for the purpose of Daily Allowance: Mumbai, Calcutta, Delhi, Madras, Shillong, Srinagar and Gantok.Where the halt at the tour place is prolonged, the Daily Allowance is admissible as under: i) ii) ill) For the first 30 days-Full rate For the next 15 days - 3/4 of the full rate For the next 15 days - 1/2 of the full rate

LOCAL CONVEYANCE
For journey at halting places, the conveyance charges actually incurred are reimbursed subject to the following limits: The Head - - - sanction actual if charges are reasonable and are incurred in exigencies of work.

TRAVELLING ALLOWANCE FOR JOINING DUTY ON FIRST

APPOINTMENT
A single railway fare of the appropriate class as per the prescribed gradation, or the actual but fare from the home town or from the place of the last employment is payable is payable to the selected candidates in all categories joining duties provided, however, that the distance traveled is 160 Km or.

MATHURA Safety At IOCL, Mathura

Safety is an integral part of refinery operations. With the aim of making refinery a safe place for its employees and the community, the Refinery has been investing substantially for updating existing safety system and inducting new equipments. Refinery has augmented its firewater network for fighting two major fires simultaneously. Elaborate fire fighting system with trained fire crew are maintained in trim condition by daily review of fire fighting system in Refinery Shift. Manager meetings and conducting regular Mock Drills. Innovation and creativity are the hallmarks of the Refinery. This has been amply demonstrated with in house design fabrication and installation of "Long Range Foam Monitors" at a fraction of market cost. Refinery has also introduced night rounds by multi-disciplinary team officers on Saturdays, Sundays & Holidays to ensure security.

Safety Records
Mathura refinery has an equally sound track record in terms of its safety performance. 9 million safe man-hours (over 700 safe days) without any loss time accident speak for the people's performance in this company. A vast network of fire water pumps, fire alarm points and round the clock vigil by fire and safety crew keep the refinery safe. The petroleum storage tanks are provided with tank cooing and foam pourer system, while the LPG Norton spheres, bottling plant and broad gauge. Gentrics have automatic sprinkler systems. class by rail while on tour/LTC are permitted to travel by Second Class AC Sleeper including

However, employees/members of their families entitled to travel by first by Rajdhani Express. Their basic travel entitlement will, however, remain first class. In case of journey on tour by bus between places no connected by rail, the actual bus fare is admissible.

Daily Allowance
Daily Allowance is admissible to an employee on tour provided the journey is undertaken beyond a radius of 8 kms & the period of absence from the headquarters exceeds 6 consecutive hours during the day. Full Daily Allowance is admissible if the absence from headquarters exceeds 12 hours in a day in case the absence is for more than 6 hours but less than 12 hours; half of the DA is admissible. For the period of absence not exceeding 6 hours during outstation tourswhen the total absence from headquarters exceeds 6 hours,one fourth of normalDA is admissible.

Industrial Relations

The expression industrial relations are used to express the nature of relationship between the employer and employee in an industry or an organization. Where willing cooperation emanates from employees towards the achievement of organizational goals, there s said to be good industrial relations. The concept of industrial relations has generally developed as a consequence of the Industrial Revolution as, prior to this, the master and servant relationship which existed was simple and of a personal nature. With acceleration impersonal. industrialization, the relation's aspect became complex and

INDUSTRIAL RELATIONS AT IOCL, MATHURA REFINERY

Like every organization Indian Oil Corporation Ltd. too have industrial relations problem. But the management exerts special efforts to minimize these problems through different ways. Mathura Refinery management believes that the human being is the core of the industry. In Mathura Refinery there is only one recognized Union' The Indian Oil Mathura Refinery Karamchari Sangh' at non-officer level. Officers have Officers Association. 'Mathura Refinery Mazdoor Sangh' is the union of contract laborers and it is affiliated to Bhartiya Mazdoor Sangh. There is now a well-established tradition to settle all economic demands like wage revision, bonus, DA, etc. through direct negotiations. The company's experience indicated that mist labordisputes could be settled amicably through direct negotiation. If the labordisputes failed to be solved through negotiations, they are referred to labor courts, industrial tribunals, High Court and Supreme Court. Attorneys have been appointed by IOCL, Mathura Refinery at Mathura, Allahabad, Lucknow and New Delhi. At Present there are 70 cases pending in Mathura refinery. They are in various courts of Agra, Faridabad, Mathura, Central Government Industrial Tribunal, New Delhi and Central Administrative Tribunal, Allahabad.All the officers of the Indian Oil Corporation Limited are covered by the 'Conduct, Discipline and Appeal Rules'. While the rest of employees are covered by the Standing Orders Act, 1946. In

Mathura Refinery disciplinary Authority is the Executive Director of the organization for officers while for workers, the head of the department of each unit.

Ours is a fragile planet enveloped by air and water, sustaining various forms of life from microbes to human beings. Every life form on this earth is dependent on one another. Result is unpredictable, if tampering with the environment is there. The growing awareness of this dependence of man on nature has evolved into a mission of 'Environment Conservation'. IOCL, Mathura is working towards greater achievement in petroleum refining and continuously striving to conserve our fragile ecological balance and nationalheritage. Mathura Refinery has the unique distinction of being the first refinery in Asia to be certified under British Standard 7750 (ISO 14001) for its Environment Management System (EMS). Rightly called "Green Refinery Clean Refinery". The refinery has been nurturing technology amidst the greens right from its inception in the early seventies. Even before it's commissioning, the refinery management was conscious of its commitment to preserve the ecology in line with its corporate mission of preserving the ecological balance and national heritage. Before the refinery was established, detailed environment a learned team of experts from national and international fields carried out Impact Assessment (EIA) for the first time in India. The Refinery till date has complied with all the recommendations of the expert committee known as "Varadrajan Committee." In fact emissions have remained much lower than the limits prescribed for MathuraRefinery. This is the only refinery in the country to have setup four numbers of AirMonitoring Stations along National Highway No. 2 enroute to Agra viz. at Farah, Keetham, Sikandra and at Bharatpur to continuously examine the quality ofambient air. The refinery also provided extensive air pollution control measures like use of desulphurised fuel gas, very low sulphur internal fuel oil, standby sulphur recovery unit to reduce emissions and also

to care of emergencysituations. For monitoring of emissions, continuous S02 analyzers have been provided in all the stocks of the refinery. A fully equipped mobile van with continuous S02 analyzer is extensively used for ambient air monitoring in the region. The data collected by mobile van indicates that refinery emissions have marginal impact on ambient air S02 concentrations up to a distance of 25 kms and negligible impact beyond this distance. This is also substantiated and validated by dispersion model. Further, in order to use clean fuel in the boilers and process furnaces the facility to use natural gas was commissioned on 30* Dec. 1996.

EFFLUENT TREATMENT PLANT

Water is a life sustaining medium is yet another priority on the cleanenvironment agenda of the refinery. A three stage Effluent Treatment Plant(ETP) to meet the Minimal National Standards (MINAS) have been set up. Thecompliance to this is 100% on a sustained basis. National EnvironmentalEngineering Research Institute (NEERI), a wellknown independent agency periodically checks the treated water quality only to confirm that MINAS's standards are met fully. The aquatic life nurtured in the polishing ponds of the refinery and use of the treated water. The study by AMU scientists has revealed that there has been 14.18% increase in the yield when the crops 3 were exclusively irrigated by the effluent water of the refinery.

ECOLOGICAL PARK-A Mini Bird Sanctuary

Environmental preservation is further ensured through massive tree plantation and development of lush green pasture of 18,000 sq. m as an ecological park within the refinery premises where about 93 kinds of Indian and

Migratory birds from overseas are seen in large numbers during winter seasons. This is the first of its kind in our country and one of the few such parks known outside the country. Blooming flora and growing fauna is the proof of the nature's tribute to the co-existence of IOCL and environment. It is certainly a feather in 'Green' cap

(World class environmental management system

Breath of fresh air)

Ours is a fragile planet enveloped by air and water, sustaining various forms of life from microbes to human beings. Every life form on this earth is dependent on one another. Result is unpredictable, if tampering with the environment is there. The growing awareness of this dependence of man onnature has evolved into a mission of 'Environment Conservation'. IOCL,Mathura is working towards greater achievement in petroleum refining and continuously striving to conserve our fragile ecological balance and nationalheritage. Mathura Refinery has the unique distinction of being the first refinery inAsia to be certified under British Standard 7750 (ISO 14001) for its EnvironmentManagement System (EMS). Rightly called "Green Refinery Clean Refinery". The refinery has been nurturing technology amidst the greens right from its inception in the early seventies. Even before it's commissioning, the refinery management was conscious of its commitment to preserve the ecology in line with its corporate mission of preserving the ecological balance and national heritage. Before the refinery was established, detailed environment a learned team of experts from national and international fields carried out Impact Assessment (EIA) for the first time in India. The Refinery till date has complied with all the recommendations of the expert committee known as "Varadrajan Committee." In fact emissions have remained much lower than the limits prescribed for Mathura Refinery. This is the only refinery in the country to have setup four numbers of Air Monitoring Stations along National Highway No. 2 enroute to Agra viz. at Farah,Keetham, Sikandra

and at Bharatpur to continuously examine the quality of ambient air. The refinery also provided extensive air pollution control measures like use of desulphurised fuel gas, very low sulphur internal fuel oil, standby sulphur recovery unit to reduce emissions and also to care of emergency situations. For monitoring of emissions, continuous S02 analyzers have been provided in all the stocks of the refinery. A fully equipped mobile van with continuous S02 analyzer is extensively used for ambient air monitoring in the region. The data collected by mobile van indicates that refinery emissions have marginal impact on ambient air S02 concentrations up to a distance of 25 kms and negligible impact beyond this distance. This is also substantiated and validated by dispersion model. Further, in order to use clean fuel in the boilers and process furnaces the facility to use natural gas was commissioned on 30* Dec. 1996. and a natural manifestation of over "faithful commitment" of the refinery, which Is fully geared to meet the challenges of tomorrow. The sprawling and soaring structures of the refinery hardly produce the sort of decibels expected from a gigantic project. The noise levels are periodically checked and found to be within stipulated limits.

THE CHALLENGES OF TOMORROW

The vision of the refinery encompasses(1) unit. (2) (3) (4) Reduction of water consumption to minimize wastewater Reduction of fugitive hydrocarbon emission. Production of low lead and unleaded petrol as well as low sulphur generation. Reduction of lead pollution in air by setting up a catalytic reformer

diesel in the interest of environment, public health and national monuments around. (5) Production of cleaner and ecofriendly fuel and incorporating a hydro cracker diesel hydro desulphurisation (DHDS) units in our processing schemes at a cost of Rs. 1337 crores.

(6)

Reduction of S02 emissions by providing "Microbial

Desulphurisation of Tail Gas at SRU" incorporating indigenous technology of NEERI

Breath of fresh Air

To a visitor at Mathura Refinery a pleasant surprise of fresh invigorating air is due to the concerted action taken by refinery, right from the design stage. (1) (2) (3) (4) (5) (6) Taller chimneys (80-116mtrs) for better dispersion. Use of low sulphur fuel from Bombay High sweet crude. No use of coal in power plant. Two sulphur recovery units (one remains as a standby) for conversion of H2S in Continuous monitoring of stacks emissions and maintaining SO; emissions Continuous monitoring of ambient air quality with the help of on stream

elemental sulphur and hence drastic reduction inSO:.emissions. well below the limits stipulated by Ministry of Environment and Forests. analyzers put together with PC based data logger systems at three places between Mathura, Agra and at Bharatpur. (7) (8) (9) (1) (2) (3) (4) (5) (1) A sophisticated mobile vas bas been provided to monitor air quality in this Installation of air pre-heater in atmospheric of vacuum units in 1989 resulted in reduction of fuel oil and hence SO; emissi Measures for Environmental Protection Continuous reduction in energy consumption. Continuous reduction in gaseous emissions. A well-defined environmental policy and related objectives (for next fiveyears). Full compliance to relevant national standards. Pull commitment to BS7750/14001 Environmental Policies To achieve excellence in petroleum refining with equal commitment to preserve ecological balance and national heritage by total compliance of all statutory requirements while striving for continuos improvements in minimizing impact on environment due to refinery operations. region.

(2)

To ensure environment friendly plant operations in order to protect the integrity of local and global environment while minimizing the use of water and energy resources.

(3) (4)

To incorporate technological advancement towards environment upkeep. To propagate the policy and objectives amongst all.

12.Swot Analysis of IOCL,Mathura RefineryBackground

For survival and growth, any organization has to continuously scan the environment to identify new opportunities and threats. Theses will have to be viewed in the light of the organization's strengths and weaknesses. Strengths of the organization have to be deployed to fully utilize the opportunities and overcome threats and the organization has to work towards minimizing or eliminating its weakness. This process of identifying strengths, weakness, opportunities and threats is calling SWOT Analysis.

Introduction
Strengths and weaknesses are inherent features of the organization usually in relation to competition. Evaluation of strengths entails building up ofthe capability profile for the organization in comparison to the competitors and like-wise the weakness of the organization is a self-appraisal by the organization in introspecting and exploring its own areas of weaknesses with reference to competitors. SWOT analysis provides the foundation on which a realistic strategic plan can be worked out. Since the strengths and weaknesses of an organization are related to competition, this assessment is not a static process but a dynamic and continuing one. The same way, the opportunities and threats again are not static and require a constant review. Scenarios, with corresponding threats. The entire range has to be kept in view while formulating strategic plan and taking investment decisions.

(1) Physical resources/infrastructure/operation: Size Spread Age/condition of resource Favorable / unfavorable location of plants Replacement value

Level of modernization Flexibility for adjusting quantity and quality of the output. (2) Financial Profits Debts-equity ratio Solvency ratio Generation of internal resources and percentage of total assets funded by internal resources (4) Marketing Spread of the market network Level of customer service Brand equity/company image Product quality Price Skill level Motivation level Credit-worthiness/standing Earnings per share Share price Capacity utilization. Flexibility of altering product range

(4) Human Resources

Training opportunities and facilities Link between compensation and performance

(5) General Management as i) Physical Resources Strong asset base Dynamic corporate planning system Risk management project management etc.

Taking the Indian Oil Corporation, strengths of the company can becategorized

Number of refineries Extent of pipeline network Sales points

Country-wide infrastructure High replacement value R&D facilities ii) iii) Human Resources Large pool of technically managerially proficient manpower High percentage of assets financed through internal resources Financial Resources

Low debt-equity ratio iv) General Market standing/market share Excellent credit-worthiness

Positive corporate image Experience in international trading Weaknesses Qualities that the organization has to utilize the opportunities overcome threats are strengths while lack of these can be termed as weakness. n IOCL, examples

can be cited as below: Refining capacity not spread across all regions of the country. Lack of match between sale potential and refining capacity Dependence on imports/fluctuations in international markets. Limitations of capacity and economies of scale Need for modernization and technology up-gradation Flexibility to change product quality Marketing network not spread in all parts of the country Lack of quick response to changing market situation Flexibility for commercial decision-making etc.

Opportunities
Opportunities are certain favorable elements in the relevant environmentpertaining to an industry that arewaiting to be utilized. Basically, the pportunities start with the market demand and sales potential. portunities include the following; The

Continuing high growth in demand for petroleum products at around 6-7% per year-one of the highest in the world. Estimated 370 million ones per annum by 2025 against about 100 million tones per annumin 1999-2000. Scope for increasing refining capacity-estimated requirement at 395 illion tones per annum as against 110 million tones per annum now vailable.High growth in the requirement for pipeline transportation with increase in demand aswell more number of demand centers falling above the beak-even volume. Improving yield to higher valued distillate products and specialtiesFlexibility in pricing in deregulated era. Globalization of core businessDiversification/integration.

SUMMING UP
Opportunities and threats emerge from the relevant environment.Strengths and

weaknesses are inherent characteristics of an organization.These two sets of characteristics are inter-linked with each other. There is an opportunity only when there is a corresponding strength. There is a threat only wherehere is a weakness. The process has to start somewhere and this startswith scanning of the environment and identification of opportunities and threats.In the context of this, strengths and weaknesses of the organization are identified and a degree of adjustment of opportunities and threats on the one hand,strengths and weakness on the other hand is to be made to arrive at a balancedpicture or a balanced SWOT analysis that is of relevance to the organization.The strategy of an organization stands on their foundation provided by SWOT analysis.

13. Finding & Suggestion

Mathura Refinery being the latest and one of the most modem petroleum refineries in India has been constantly driving on its road to success since its inception. It has set the targets and often achieved much more than the target goals.This clearly shows its capability in making its work areas and system attached, better than they are. However, there lies scope in improving the system.The existing appraisal system is being conducted annually during the months of December- January. One year is too long period to assess the employees and correcting them. Therefore the frequency of the appraisal must be changes either continuous or quarterly or half- yearly. This will help to get a better hold on the employees and bring out their efficiency .Recommendations in the appraisals regarding the training needs are neither clear nor specific. Training needs of the employee therefore remains unfulfilled to great extent. Therefore, job holders must be consulted and his requirement at work must be recorded. This should also be regularly followed up by the training center. There is over employment in the organization.Though, the organization has introduced Voluntary Retirement Scheme (VRS) but not many employees have retune to it.

LTC ENCASHMENT
The existing rates of LTC encashment (w.e.f. 1.4.97) in respect of employees are as under:

Non-Officers
Category Amount entitled per member

Entitled to travel by 1" class by rail Entitled to travel by 2~ class by rail

Rs. 27401Rs. 670 Officers Grade Amount entitled per member Grade D & above . 9416/Grade A, B & C 4612/-

LEAVE FARE ASSISTANCE Non-officer employees, who have exercised their option of Leave Fare Assistance in lieu of LTC are entitled to the same once in a block of two years, irrespective of the size of their family at the following rates:

The employees can change their option at the time of every promotion or after eight years from the date the option exercised last by the employee, whichever is earlier.

TRANSFER BENEFITS At JOINING TIME

Transfer BenefitsThe employees are entitled to following allowances and facilities ontransfer:Setting Allowance To the extent of one month's salary (Basis Pay + NPA wherever applicable) in case of officers. A non-officer is allowed one month's Basic Payplus DA. Displacement AllowanceAn amount equal to Daily Allowance at the rate admissible while on tour tothe station to which an employee (officer & non-officer) is under transfer, is payable for a period of 30 days.Transit Allowance Daily Allowance at the entitled rate and an amount equal t such DailyAllowance for the entitled members of the family is admissible if the travel isundertaken by rail, for the duration of rail travel only. The payment is @ 50% of the normal rate in case of children with half ticket. One day DA for every completed 500 Kms. Of road journey by shortestroute when travel is undertaken by own car on transfer is admissible w.e.f.1.10.93.

Salary Advance:
An employee on transfer from one station to another is allowed to drawsalary advance as under:

Personal Effects
For carriage of personal effects, the actual cost of transporting personaleffects by goods train/truck up to the ceilings prescribed under the rules isadmissible to employees.

Loading & Unloading Charges

In case of officers, loading and unloading charges is payable @ Rs. 200/-at each end.

Insurance Charges for Household Effects.

Actual insurance premium subject to a ceiling of Rs. 1000/- is admissibleon production of vouchers. This ceiling is Rs. 600/- in case of non-officeremployees. Excess Baggage Charges In case of travel by train, excess baggage to the extent of 50% of thenormal allowance given by railways is permitted to be carried at the Corporation'sexpenses.

Octroi Charges.
Actual octroi charges paid by an employee on personal effects arereimbursed on production of money receipts.

Packing Charges
The following amounts are payable, upon certification of the transfereeOfficers, towards packing of household effects when actually moved througtruck/railway wagon or container. I Grade Rs. 2500/-_______ n U. &hn\ia Packing Charges A, B & C Rs 4000/-

Travel expenses for preparatory trip Travel expenses for movement on single status basis during preparatory trip Expenses on account of one preparatory Trip to the officer on transfer is reimbursable in order to enable him get acquainted with the new place of posting as also arranging for accommodation, admission of children in schools etc. Reimbursement is restricted to fare for such travel as per entitlement including daily allowance in transit. Reimbursement of expenses - Admission for school-going children w.e.f. 1.12.94 reimbursement of expenses incurred towards school admission ofchildren is permissible in respect of transferred officers up to Rs. 800/-per child tothe maximum o

two dependent children (the oldest of two surviving children inrespect of officers who have joined the company on or after 1.7.88.) up to 18 years of age. This facility is extended only to officers who take their family to thenew place of posting and secure admission for child/children in schools.

ALLOWANCE/FACILITIES ON LOCAL TRANSFER

In case of local transfers involving change in residence, the followingallowances are admissible to employees:

JOINING TIME
An employee transfer from one station to another, is normally allowedjoining time of six days time for preparation and a period to cover the actualjourney calculated as under -

MODEENTITLEMENT
1) for journey by aircraft: iv) For journey by motor: Actual time spent on journey One day for each 150 Kms.

ii) For journey bytrain: One day for each 500 Kms. Vehicle where there isNo rail connection (Otherwise calculationShall be made as in theCase or rail journey) A day allowed for any fractional portion of the distance. The maximumjoining time that can be availed by any employee is 30 days.

CONCLUSION To sum up this point, my suggestions would be that the future research on IOC should be as such in which the subordinates are encouraged to accept more responsibilities and challenges, the subordinate to become aware of their positive contribution. Subordinates are helpful to acquire new capabilities and to assume more responsibilities, the strength and weakness of the subordinate be realized in which the difficulties of the subordinates are taken in a systematic attempts way, to and in which the the supervisor of the understand difficulties

subordinates and to identify his developmental

needs in which the employee prepare for discussion through self-assessment identifying factors that are contributed to his performance and factors that hinders it.