TUSHAR BHATIA

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AA PROJECT REPORTREPORT

ON

NTPC, Noida

SUBMITTED TO:

Pankaj Upadhaya

Submitted By

TUSHAR BHATIA SEC.FH1


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T A B L E O F C O N T E N T S

Serial No Title

1. Objective of Study

2. Company Profile

3. About N T P C

4. Human resource structure.

5. Employees benefits

1) Facilities

2) Social Security

3) Advances

6. Conclusion

7. Bibliography

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OBJECTIVE OF STUDY

To understand the Organization culture of NTPC

to study the level of satisfaction among employees regarding the benefits

provided to them.

to assess the awareness level among employees regarding benefits.

to understand and document the employment benefit scheme in public sector

Organization.

.

COMPANY PROFILE

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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

POWER MAJOR, POWERING

INDIAS GROWTH, WITH

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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

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Watt (MW), NTPC today contributes 27.08% of the nations power generation with

only 20.06% of Indias total installed capacity.

An ISO 9001: 2000 certified company; it is worlds 6th largest Thermal Power

Generator and 2nd most efficient in capacity utilization.

The corporation recorded a generation of 159.11 Billion Units in 2004-05, through 13

coal based, 7 gas based power plants, and Joint Ventures Projects spread all over the

country.

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.

NTPC GROWTH CHART

NTPC's core business is engineering, construction and operation of power generating

plants and also providing consultancy to power utilities in India and abroad. As on date

the installed capacity of NTPC is 24,954 MW through its 14 coal based (20,685MW), 7

gas based (3,955 MW) and 3 Joint Venture Projects (314 MW). NTPC acquired 50%

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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)

Power Generation of NTPC

NTPCs 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.

NTPC is committed to the environment, generating power at minimal environmental cost

and preserving the ecology in the vicinity of the plants. NTPC has undertaken massive

afforestation in the vicinity of its plants. Plantations have increased forest area and

reduced barren land. The massive afforestation by NTPC in and around its Ramagundam

Power station (2100 MW) has contributed reducing the temperature in the areas by about

3c. NTPC has also taken proactive steps for ash utilization. In 1991, it set up Ash

Utilization Division to manage efficient use of the ash produced at its coal stations. This

quality of ash produced is ideal for use in cement, concrete, cellular concrete, building

material.

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http://www.ntpc.co.in/operations/operations.shtmlhttp://www.ntpc.co.in/Services_Offered/services_offered.shtmlhttp://www.ntpc.co.in/infocus/environment.shtmlhttp://www.ntpc.co.in/infocus/ashutilisation.shtmlhttp://www.ntpc.co.in/operations/operations.shtmlhttp://www.ntpc.co.in/Services_Offered/services_offered.shtmlhttp://www.ntpc.co.in/infocus/environment.shtmlhttp://www.ntpc.co.in/infocus/ashutilisation.shtml


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way to realize its vision of being A world class integrated power major, powering

Indias growth, with increasing global presence.

NTPC EMPLOYER SURVEY

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 Managers 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 theacknowledged 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

NTPC offers consultancy services related to infrastructure sector business

such as:

Fossil fuel based thermal power plants

Combined cycle power plants

Cogeneration plants

Water supply and treatment Environment engineering and management

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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

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GM

[HR]

DGM[HR]

CMO

SR. MNGR - EB

EMPLOYEESBENEFIT

[

SR. MNGR- ESEMPLOYEES

SERVICES

SR. MNGR- C&PCONTROL &

PROCUREMENTSR. MNGR- OMOPERATIONS &

MNGMT.

KORBA

HUMAN RESOURCE

HR VISION:

TO ENABLE OUR PEOPLE TO BE A FAMILY OF

COMMITTED WORLD CLASS PROFESSIONALS, MAKING

NTPC A LEARNING ORGANIZATION.

H R S T R U C T U R E

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H R G O A L S 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

Institutionalize core values for actualizing throughout the organization.

Imbibe a culture of openness, competence, commitment, system

orientation, economy, productivity, knowledge management,

communication and training.

Undertake organizational renewal, restricting, periodic assessment to have

a re look at various initiatives and their impact.

Create motivational enabling climate of empowerment, participation,

career growth, sensitive line manager and equip them to their own HR

initiative and succession planning.

Communication within and outside company.

EMPLOYEES BENEFITEMPLOYEES 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

FFFF

FACILITIESFACILITIES

I.LEAVE RULESI.LEAVE RULES

16

SR.MNGR

[EB/ER/ED]

MANAGER-EB

EMPLOYEES

BENEFIT

SR. OFFICER-ER

EMPLOYEES

RELATIONS

OFFICER-EB

ASST.

ENGINEER

OFFICER -ER

SENIOR

SUPERVISOR

ASSISTENT ASSISTENT


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SHORT TITLE:

These Rules may be called 'NTPC Leave Rules'.

COMMENCEMENT:

These Rules will be effective from 1st July, 1978.

SCOPE OF APPLICATION:

These Rules shall apply to:

i) All regular employees of the Company;

ii) Probationers;

iii) Temporary employees;

iv) Trainees/Apprentices, other than Apprentices under the Apprentices Act, 1961;

v) Employees engaged on contract but shall not apply to employees on deputation /

Foreign Service to the Corporation.

EXHIBITION OF LEAVE RULES:

A copy of these Leave Rules shall be displayed on the Notice Board.

AMENDMENTS TO AND INTERPRETATION OF THE LEAVE RULES:

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 LEAVECASUAL 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:

a) executives/supervisors/executive trainees: 12 days in a calendar year

b) workmen :

i) Those having up to 10 years of service. : 10 days/year.

ii) those having more than 10 years of service : 12 days/year

c) Other trainees /apprentices : 10 days in a calendar year.

2.2. SPECIAL CASUAL LEAVELEAVE

Special Casual Leave falls outside the normal leave and can be granted to meet special

situations but not for domestic or personal reasons as in the case of casual leave. Cases in

which Special Casual Leave can be granted are mentioned below:

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:

a) To employees selected to represent the Company in tournaments recognized by the

State/National Association for the game concerned;

b) To employees selected to represent the District or the State or All India in a recognized

tournament;

c) To employees selected to participate in training/coaching camps by State Association;

d) To employees required to act as Umpires or commentators in tournaments of

National/International importance;

e) To employees who wish to attend in their individual capacity meetings/ training

courses organized by professional institutes of which they are members.

f) To employees of NTPC selected to participate in local tournament on behalf of NTPC."

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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 LEAVE4. 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.

3) Half pay leave is credited in advance in 2 installments of 50% of entitlement each on

1st April & 1st October, every financial year.

5. SICK LEAVE5. 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.

4. The sick leave at the credit of a Trainee/Apprentice who is absorbed as an

Executive/Supervisor/Workman on the date of absorption will be doubled and credited as

half-pay leave to his account.

6. COMMUTED LEAVE6. 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 notexceed 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.

7. SPECIAL DISABILITY LEAVE7. SPECIAL DISABILITY LEAVE

Employees who are disabled and become temporarily unfit to work on account of injuries

due to accidents arising out of and in the course of employment will be allowed Special

Disability Leave with full wages/salary, subject to the existing conditions. However,

where the benefits under the Group Personal Accident Insurance Scheme are availed, the

benefit of Special Disability Leave will not be admissible & vice-versa.

8. EXTRA-ORDINARY LEAVE8. EXTRA-ORDINARY LEAVE1. 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 :

i) Up to 3 months on any one occasion other than on grounds of illness.

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.

2. Entitlement of extra-ordinary leave in respect of Trainees/Apprentices (other than Act

Apprentices) and employees engaged on contract shall not exceed 20 days on any one

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occasion.

8.8.MATERNITY LEAVEMATERNITY LEAVE

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 theAttending 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

10.10. PATERNITY LEAVE

A male employee with less than 2 surviving children may be granted paternity leave for a

period a 15 days during the confinement of his wife. He shall be paid leave salary equal

to the pay drawn immediately before preceding on leave.

11) QUARANTINE LEAVE:11) QUARANTINE LEAVE:

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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.

2Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebral-spinal meningitis

may be treated as infectious diseases for which quarantine leave can be granted.

3. Quarantine leave can be granted to an employee at a place other than his

Headquarters, also provided that he had gone there on duty or authorized leave with

permission of competent authority.

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.

3. five-day week shall be observed in the offices at corporate Center Headquarters.

Regional Headquarters at Hyderabad, Patna, Allahbad and Nagpur and at metropolitan

cities of Mumbai, Kolkata and Chennai. Accordingly, these offices will remain closed on

Saturday. The office timing will, however, continue as at present i.e. from 9 AM to 5.30

PM with lunch interval of half an hour from 1 to 1.30.

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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 therespective projects/units/establishments of the company so that the actual number of

holidays in the calendar year are not less than twelve. ;

CLOSURE OF OFFICES ON DEATH OF HIGH DIGNITARIES:

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 HIGHERNTPC SCHEME OF FALICITIES FOR HIGHER

STUDIESSTUDIES

The NTPC Scheme of "Facilities for Higher Studies" covers the following two

categories:

1) Company sponsorship for Higher Studies,

2) Grant of Study Leave for Higher Studies.

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:

(a) For Company sponsorship within India :

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 theCompany.

(b) For Company Sponsorship outside India

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

Study Leave is admissible to any regular employee of the Company, excluding a

trainee/apprentice, who:

i) Has rendered a minimum of 3 years service inclusive of training/apprenticeship period

in the Company. In the case of deputationists who are subsequently absorbed in the

Company, the period of deputation will be taken into account for this purpose.

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.

iii) Is not employed on a contract/deputation/ temporary or casual basis.

iv) Is not under suspension and no disciplinary proceedings/vigilance cases are pending

against him.

Period of Study Leave

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 employees children studying at places

where CCA is not payable.

(ii) Rs.340/- per month per child in respect of employees 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.

i) The reimbursement of expenditure incurred by employees towards tuition fee and/or

hostel charges, shall be allowed limited to two children only and will be admissible on

production of documentary evidence.

ii) The reimbursement of expenditure on childrens 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 employeeconcerned, 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

2. On the occasion of marriage of an employee a gift of about RS.1, 100/- may be

presented to him/her on behalf of NTPC. If the wedding takes place in a place where

NTPC has its office/establishment, we may also provide a car/jeep on behalf of the

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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.

VI.VI. SCHEME FOR GRANT OF MERITFOR GRANT OF MERIT

SCHOLARSHIP TO THE CHILDREN'S OFSCHOLARSHIP TO THE CHILDREN'S OF

NTPC EMPLOYEESNTPC EMPLOYEES

OBJECTIVE:

To provide encouragement and to facilitate higher education of meritorious children

of NTPC employees.

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.

The applicability of the scheme shall be limited to two children only.

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 years 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:-

a) Retirement or Superannuating of the employee

b) Death of the employee

c) Termination of services of the employees due to disability caused by accident or

continued ill health.

d) Voluntary retirement under approved company scheme.

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.

VII. COACHING CLASSES FOR CHILDRENVII. COACHING CLASSES FOR CHILDREN

OFOF NTPC EMPLOYEESNTPC EMPLOYEES

1) Infrastructure facilities are provided for setting up coaching classes for 1 batch each of

class XI & XII students in engineering & medical streams.

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. CANTEENSVIII. 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 reasonablycheap 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.

IX.IX. LEAVE TRAVEL CONCESSIONLEAVE TRAVEL CONCESSION

RULESRULES

NATURE & EXTENT OF CONCESSION:

) An employee will be eligible to avail LTC only after completion of 1years 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.

iii) LTC to deputationists will be allowed as per the terms of deputation. In

the absence of any provision in the terms of deputation, LTC will be allowed as per

the rules of NTPC during the period of deputation.

NATURE OF ENTITLEMENT:

Place of Visit Entitlement Remarks

SUB-RULE A

In one block

For Self & Family

Home town; OR By shortest routeDistance up to 1800

Kms; OR

By any route

Distance up to 1400

Kms

By any route on the

basis of Certification

AND in 2 Block

Home Town; OR By shortest routeAny where in India; OR By shortest route

Distance up to 1800

Kms; OR

By any route

Distance up to 1400

Kms

By any route on the

basis of certification

SUB-RULE B For Self Alone

Every year Home Town By the shortest route &

provided that his family

is living at a different

station which is away

from his place of work.

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CASH LUMPSUM ASSISTANCE :

GRADE CASH LUMPSUM ASSISTANCE IN Rs

(Excluding Hometown & on certification

basis)

W0 to W2 2000/-

W3 to W5 2500/-

W6 to W7 3000/-

S1-S4 / W8-W11 3500/-

SG 3750/-

E1 to E3 4000/-

E4 to E6 5000/-

E7 & above 6000/-

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

Corporate HR Department immediately with proper justification for such

refus als.

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.

4) Employees will be entitled to reimbursement of LTC for two block yearstogether at a time. This clubbing with be admissible in the second block only

under the 1800 Kms Scheme if no LTC has been availed for the immediate

previous blockThis facility shall also be admissible to employees who are left with

less than one year of service before superannuation.

ADVANCE:

1An advance to the extent of 100% of the anticipated fares for journeyof the employee and/or his family from Headquarters to Home

Town/place of visit and back by the entitled class (including

Bus/Steamer/Taxi fare etc.) may be allowed as per entitlement of the

employee; provided the anticipated absence of the employee or his

family, as the case may be, does not exceed three months. In case this

period is anticipated to exceed three months, the advance will be

allowed for the outward journey only. The request for advance should

be made on the prescribed advance form.

2 The advance may be granted within a period not exceeding 60 days

before the proposed date of the journey but shall have to be refunded

forth-with if the employee is not able to produce documentary

evidence within 15days of the drawl of the advance to show that he

has utilized the amount of advance for the purchase of ticket(s).

3 Where after undertaking outward journey, the remaining amount of

advance is not utilized for return journey within six months from the

date of commencement of outward journey, the unspent amount

should be refunded forthwith.

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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.

5 In case of failure to produce the documentary evidence as required or

to refund the unspent amount of advance by the employee, the

employee will be charged penal interest @ 3% over and above the

bank lending interest rate for the period of default.

6 An employee who draws an advance in respect of particular block(s)

for self and or family members and does not utilize the same or a

portion thereof in respect of self or the family members but does not

refund the unutilized/unspent amount within the prescribed time limit

as indicated above will not be eligible for a second advance for the

same block year.

TRAVEL CONCESSION FOR EMPLOYEE'S CHILDREN STUDYING

AWAY FROM THE PLACE OF POSTING OF THE

EMPLOYEES.

Eligibility:

This concession will be admissible to the children of the employees of the

Company who are eligible for LTC subject to fulfillment of the

following conditions

i) Such children are wholly dependent on the employee;

ii) They are studying in recognized educational / professional

institution within India at a place away from the place of

posting of the employee or the residence of his family (spouse

and children only parents of the employee excluded);

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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:

1 The concession can be availed of only once in a calendar year during

approved vacation. The approved vacation for this purpose means the

vacation declared by the recognized institution in which the children

are studying.

2 Where the outward journey is commenced in one calendar year, and

the return journey is completed in the following year, the concession

will be reckoned against the year in which the outward journey

commenced.

3 The reimbursement of the fare will be limited to actual expenses

incurred on travel each way subject to a maximum of second class rail

fare at student's concessional rates from the railway station nearest to

the place where the children are studying. Claim:

1 Claim for reimbursement in all cases will be entertained only on

completion of the return journey.

2 Claims for reimbursement must be supported with adequate proof of

journey i.e. Ticket No. Money Receipts etc. together with a

prescribed certificate from the recognized institution for each child

separately for whom the concession is claimed.

3 Every claim should be preferred in the proforma as prescribed within

three months of completion of return journey failing which it shall be

forfeited.

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SOCIAL SECURITY

I.I. EMPLOYEES PROVIDENT FUND

NAME OF THE FUND:

The Fund shall be called "National Thermal Power Corporation Limited

Employee's Provident Fund" New Delhi.

CONTRIBUTIONS AND ACCOUNTS:

CONTRIBUTIONS

(1) The contribution payable by the Company to the Fund shall be at

the rate of 12% of the basic wages and the Dearness Allowance

(including cash value of any food concession) payable to each

employee and leave encased who is eligible for membership of the

Fund.

(2) The contribution payable by any employee shall be equal to or

more than the contribution payable by the Company in respect of

such employee subject to the limit laid down in the Income Tax

Act.

(3) The contribution shall be calculated on the basis of the basic

wages and Dearness Allowance (including the cash value of any

food concession) actually drawn during the whole month whether

paid on daily, weekly, fortnightly or monthly basis.

(4) Each contribution shall be calculated to the nearest 50 paisa or

more to be counted as the next higher a rupee and less than 50

paisa shall be ignored.

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RECOVERY OF A MEMBER'S SHARE OF CONTRIBUTION:

The amount of a member's contribution paid by the Company shall, be recoverable by

means of deduction from the wages of the members and not otherwise:

Provided that no such deduction may be made from any wage

other than that which is paid in respect of the period or the part of the

period in respect of which the contribution is payable.

MEMBERS ACCOUNT:

1. An account shall be opened in the office of the Fund in the name of

each member in which following shall be credited:

a. His contributions

b. Contributions made by the Company in respect of him; and

c. Interest

2. All items of account shall be calculated to the nearest rupee 50

paisa or more to be counted as the next higher rupee and less than

50 paisa shall be ignored.

PAYMENT OF PROVIDENT FUND:

(1) When the amount standing to the credit of a member, or the

balance thereof after any deduction becomes payable, it shall be the

duty of the Secretary to make prompt payment He shall close the

account of the member and give notice in writing to the person to

whom the amount is payable, specifying the amount and tendering

payment thereof.

(2) If any portion of the amount which has become payable is in

dispute or doubt, the Secretary shall make prompt payment of that

portion of the amount in regard to which there is no dispute or

doubt, the balance being adjusted as soon as may be possible.

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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 writtenapplication to the Chairman, who may at the option of the person to

whom the payment is to be made, make the payment.

i) By postal money order at the cost of the payee.

ii) By crossed cheque and sent through post; or

ii) By deposit in the payee's bank account, if any.

EMPLOYEES FAMILY PENSION SCHEME, 1971:

The employer is responsible to comply with the statutory provision of

the Family Pension Scheme 1971 with RPFC.

EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME, 1976:

The employer will comply with the conditions of Employees Deposit

Linked Insurance Scheme 1976 with RPFC with effect from 1st

August, 1976.

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:

Withdrawals permitted Ceiling limit for the withdrawal

i) illness/disability of member or his

dependent

3 months basic wages, dearness allowance

ii) higher education of member or his

dependant

-do-

iii) marriage of self ,children ,dependant

sisters &brother

6 months basic wages & DA or the

members total contribution with interest

thereon ,whichever is less

iv) other ceremonies of self , children,

dependant parents, sisters & brothers

3 months basic wages& DA or the

members total contribution with interest

thereon, whichever is less.

v) marriage of relative 3 months basic wages & DA.

REPAYMENT:

In 25 equal monthly installments for i, ii, iv, v & 50 equal monthly

installments for iii.

II.II. GRATUITY

ELIGIBILITY AND SCALES OF GRATUITY:

1) Gratuity shall be payable to an employee on the termination of his

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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.

Provided that the completion of continuous service of five years

shall not be necessary where the termination of the employment of

any employee is due to death or disablement.

Provided further that in the case of death of the employee, gratuity

payable to him shall be paid to his nominee, or if no nomination

has been made, to his heirs.

Where the transfer of an employee to another public Sector

Undertaking is effected with the consent of NTPC management,

the employee shall be allowed the benefit of transfer of his gratuity

to his new employer.

2) a) The amount of gratuity shall be equal to 15 days wages last

drawn by the employee concerned for every completed year of

service or part thereof in excess of 6 months subject to

maximum of 40 time 15 days wages or Rs.3.5 lakh

whichever is less.

b) Incase of death of an employee, amount of gratuity will be

admissible on the scale calculated under (a) above or as

worked. out below, which ever be more.

Period of Continuous Service Amount of gratuityUp to 1Year 4 time 15 days wagesMore than 1 Year up to 5 years 12 times 15 days wages

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More than 5 Years but up to 20 years 24 times 15 days wagesMore 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

15 days wages =

26

PAYMENT OF GRATUITY:

i) An employee who is eligible for payment of gratuity or any

person authorized in writing to act on his behalf shall apply to the

Secretary within 30 days from the date the gratuity becomes

payable to him.

Provided that where the date of superannuation or retirement of an

employee is known, the employee may apply to the Secretary

before thirty days of the date of superannuation or retirement.

ii) A legal heir of an employee who is eligible for payment of gratuity

shall apply to the Secretary within one year from the date the

gratuity becomes payable to him.

MODE OF 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.

III. GROUP PERSONAL ACCIDENTIII. GROUP PERSONAL ACCIDENT

INSURANCE SCHEMEINSURANCE SCHEME:

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

(ii) Scheme of ex-gratia Payment in case of personal injury caused due to

accident arising out of and in course of employment to employees

who are not covered by the Workmen's Compensation Act, 1923.

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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:

In case of death of a covered employee of NTPC, will be paid

compensation by the Insurers to the extent of 100% of the Capital Sum

Insured, which will be 50 months' pay (i.e. Basic pay and Dearness

Allowance) of the financial year during which the death takes place

2 Permanent Disablement:

In case of permanent total disablement of a covered employee of NTPC, will

be paid compensation to the extent of 100% of the capital sum assured.

In case of permanent partial disablement specific % of the capital sum assured for different

type of disablement.

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.

4 Expenses on Transportation of Dead Body:

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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 ofCAPITAL SUM ASSURED:

residence subject to the maximum of 2% of Capital Sum Insured or Rs.

1,000/- whichever is less.

50 months of basic pay plus DA with regard to the pay as on 1 st 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.

Temporary Total 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

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ii) Leave Sanction Certificate by HR Department

iii) Fitness Certificate.

IV.IV. NTPC EMPLOYEE BENEVOLENT FUND

SCHEME

OBJECTIVE :

The NTPC Employees Benevolent Fund Scheme* is introduced with a

view to provide financial assistance to the families of member employees

who die a natural death while in the employment of the Company.

SCOPE AND COVERAGE :

The Scheme will cover all employees borne on the regular rolls the

Company, who enroll themselves as members or the Scheme, but will

exclu de deputationists, lien holders, trainees/apprentices, muster roll,

casual , badli or substitute employees.

MEMBERSHIP OF THE SCHEME :

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 h im @

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:

1 In case of natural death of an employee while in the employment of the

Company, the nominated family members of the employee concerned will be

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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.

NOMINATION FOR PAYMENT:

1 Every Member employee shall make a nomination in the prescribed

format (Form-I) conferring on one or more persons of his family the

right to receive the benefit under the Scheme in the event of his death,

indicating the shares payable to each member. In case of an employee

having no family, the nomination may be made in favour of any person

or persons or body of persons, corporate or incorporate. Family, for this

purpose shall mean the spouse, children, whether married or unmarried;

dependent parents and the widow and children of deceased son, if any.

2 In case no nomination has been made by the deceased member employee

under this Scheme, the benefit under the Scheme will be paid to the

person(s) as nominated for Group Insurance Scheme.

PROCEDURE FOR PAYMENT:

On natural death of a member employee, intimation will be given by the

concerned HR Department after obtaining the usual formalities. On

receipt of the communication from the HR Deptt., a Society/Committy

will sanction the amount after ascertaining the beneficiary/beneficiaries

entitled to receive the benefit. The payment will be made by a crossed

cheque/bank draft to the beneficiary/beneficiaries.

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V. SCHEME FOR PAYMENT OF FUNERALV. SCHEME FOR PAYMENT OF FUNERAL

EXPENSESEXPENSES

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

1. On receipt of the information regarding death of an employee, by the concerned HR

Department, the Senior HR Officer/ HR Officer looking after the welfare function, shall

obtain the sanction of the Head of the unit for grant of the payment as well as transport

wherever available or alternatively reimbursement of the cost of transportation (on

production of documentary evidence as regards the expenditure) to the eligible person.

2 On receipt of the sanction, the concerned Finance Department would immediately

arrange for the amount in cash and hand-over to the Senior HR Officer/ HR Officer

(Welfare) for doing the needful. After making payment, the concerned Finance

Department will take action for recoupment of the amount from NTPC provident Fund

Trust, New Delhi, in case the deceased employee was member of NTPC Provident Fund.

VI. NTPC EMPLOYEES (HBA)VI. NTPC EMPLOYEES (HBA) GROUP

INSURANCE SCHEME::

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.

2) To cover the liability of the employees towards outstanding HBA and

interest thereon in case of death, the Company has taken a HBA Insurance

Policy from LIC, which provides for insurance cover for the house

building advance taken by the employees.

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.

VII. NTPC EMPLOYEES' FAMILYVII. NTPC EMPLOYEES' FAMILY

ECONOMIC REHABILITATIONECONOMIC REHABILITATION

SCHEMESCHEME

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.

SCOPE & COVERAGE:

The scheme will cover all regular employees (both executives and non-

executives excluding trainees/apprentices). The scheme will also cover

full time Functional Directors of the Company in regular scale of pay.

ELIGIBILITY:

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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:

1 On the separation of an employee from the service of the Company on

account of death/Permanent Total Disablement, the beneficiary would be

entitled to monthly payment equivalent to the employee's salary (Basic Pay

plus DA + special pay) last drawn provided the beneficiary deposits with the

Management, the PF balance. Gratuity & Group Insurance benefit.

2. Such monthly payment would be inclusive of contributory Pension payable

under NTPC Ltd. Self Contributory Superannuation Benefit (Pension) Trust Fund

and would continue till the normal notional date on which the employee

concerned would have attained the age of superannuation, had the employee

continued in the service of the Company. While amount equivalent to employee's

salary (Basic + DA + special pay) last drawn less pension payable will be paid by

the Company, Pension amount will be paid to the beneficiary directly by the

Pension Trust. The amount would be payable w.e.f. the month following the

month in which the amounts specified in the above Para is deposited with the

company.

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.

VIII. NTPC LTD. SELF CONTRIBUTORYVIII. NTPC LTD. SELF CONTRIBUTORY

SUPERANNUATION BENEFIT (PENSION)SUPERANNUATION BENEFIT (PENSION)

SCHEMESCHEME

(Managed by NTPC Ltd. Self Contributory Superannuation Benefit (Pension)

Trust)

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.

ADMINISTRATION OF THE SCHEME:-

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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:-

Scheme shall be deemed to have been introduced w.e.f. 1.4.95.

COVERAGE AND ELIGIBILITY:-

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.

CONTRIBUTIONS TO THE SCHEME :

1 CONTRIBUTION TO THE TRUST BY THE CORPORATION:-

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.

2 CONTRIBUTION TO THE TRUST BY THE MEMBERS:-

Every Member shall make following contributions to the Trust by way of deduction

from his salary.

FIXED PERCENTAGE SALARY CONTRIBUTION PAYABLE

MONTHLY:-

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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:-

AGE PERCENTAGE OF SALARY33 Yrs and below 1.0%

Above 33 < = 38 Yrs 1.5%

Above 38 < = 43 Yrs 2.0%

Above 43 < = 48 Yrs 3.0%

Above 48 < = 53 Yrs 4.0%

Above 53 Yrs 5.0%

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

As on date of Superannuation a Member should have completed a minimum of 10(Ten)

years of Continuous service but in case of Members who are on the rolls of NTPC as on

1.4.95 , the minimum qualifying service will be five (5) years (i.e. Past Service +

Future Service).

Rate of Pension:-

Member on Superannuation will be entitled to Superannuation benefit (Pension)

commencing from the month following the month of Superannuation, Pension at the

rate of 1.25% per year of Reckonable Service limited to 50% of salary last drawn. For

Reckonable Service of less than 40 years the benefit shall be proportionately reduced.

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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.

3) TOTAL PERMANENT DISABLEMENT / INCAPACITY WHILE IN

SERVICE:-

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.

PROCEDURE FOR PENSION:-

Consequent upon Superannuation / Death / Discharge from service due to Total

Permanent Disability, cost of Annuity would be paid by the Trust to LIC and LIC will

start paying monthly Pension to the Pensioner. If the Member does not pay his

contribution for Past Service then Pension receivable by him either on Death or

Superannuation or on leaving the service shall be reduced proportionately.

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.

RETIREMENT MEDICAL FACILITIESRETIREMENT MEDICAL FACILITIES

COVERAGE:

The Scheme is framed with a view to provide medical benefits to the

executives of NTPC and their spouses subsequent to their retirement, on

contributory basis.

ELIGIBILITY:

1 The Scheme will apply to the following categories of NTPC executives:

(i) Executives who separate from the Company on account of

retirement on attaining the age of superannuation or are separated

by the Company on Medical grounds, with a minimum qualifying

period of 10 years of continuous service in Central/State

Government/Public Sector Undertaking, out of which a minimum

of 5 years shall be in NTPC.

(ii) Board level appointees, on completion of first term.

2 To the spouse of deceased employee.

3 Employees pre-maturely retiring on attaining 58 years after having put in

minimum 20 years of service in NTPC.

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 executives: Rs 7200/- one time.

For non-executives:

i) Where Co. hospitals are available: Rs 30/- pm or Rs 3600/- one time.

ii) Where Co. hospitals are not available: Rs 50/- pm or Rs6000/-one time.

PROCEDURE:

1 An eligible executive who intends to avail of Medical benefits under the

scheme shall apply for this purpose to the Head of the Project/Unit from

where he has retired, indicating inter-alia, the NTPC Project/Unit where

he wants to register himself for availing the facilities giving his residential

address. In the event, the executive wants to change the place from where

he wants to avail the benefits; he will have to approach the Project/Unit

from where he is availing the facilities for the change.

2 The personnel Department of the Project/Unit, will after scrutiny of the

application and verification of the eligibility conditions, issue an office

order permitting the beneficiary/ beneficiaries to avail the benefits with

copies to the Personnel Department and Finance Department of the

concerned Unit/Project where the retired executive is to be registered.

3 The Project/Unit where the retired executive is to be registered shall duly

register the retired executive concerned and issue a Medical Card to him,

after receipt of the prescribed amount of contribution from the retired

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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:

1 For claiming reimbursement of medical expenditure incurred by the

beneficiaries, the retired executive shall prefer claim not more than once in

a month to the Accounts.

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.

X. NTPC EMPLOYEES DEATH RELIEFX. NTPC EMPLOYEES DEATH RELIEF

SCHEMESCHEME

OBJECTIVE:

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To provide financial assistance to the family of a member employee who dies while in

harness.

COVERAGE:

i) All regular employees borne on the regular rolls of company, and

ii) Who are enrolled as member of the scheme excluding

Deputationists, lien holders, trainees, muster roll, casual, or substitute

Employees.

BENEFIT:

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.

ADVANCESADVANCES

I. HOUSE BUILDINGI. HOUSE BUILDING

ADVANCEADVANCE

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 Companys 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.

II. PERSONAL COMPUTER ADVANCEII. PERSONAL COMPUTER 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.

III. FURNISHING / HOUSEHOLD ADVANCEIII. FURNISHING / HOUSEHOLD ADVANCE

Eligibility:Employees in the executive, supervisory & workmen

(W1& above) category (excluding trainees and persons appointed on

contract basis) and who have more than one-year service left on the

date of application will be eligible to apply.

Purpose:

The purpose of the scheme is to grant an interest-free, recoverable advance to

employees for purchasing furniture/household items.

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 theemployee. The total advance so granted shall, however, be repayable within 5

years from the original sanction.

Level of Employee Monetary Ceiling (Rs.)

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E5-E7 25,000

El-E4 15,000

S1 - S4 / W8 - W11 & SG 9,000

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.

IV.IV. MULTI PURPOSE ADVANCE RULES

Eligibility:

Employees in the executive, supervisor and workmen (W1&above) category (excluding

trainees and persons appointed on contract basis).

Purpose:

The purpose of the Scheme is to grant an interest-free, recoverable advance to employees

to meet contingency requirements.

Amount:

The amount of advance admissible to an employee shall be 1month's Basic Pay as on the

date of application.

i) The advance shall be interest free.

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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 ADVANCEV. 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.

Category of employees Type of vehicle

All executives Car

W1 & above Scooter/motorcycle

W0 & above Moped

All employees Bicycle

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AMOUNT:

The amount of advance granted to the employees of NTPC are as under:

Type of vehicle Advance

Motor car ( E1 to E5) Actual cost of motor car; OR

90% of cost of maruti (800cc model)

which ever is lower.

Motor car (E6 and above) Actual cost of motor car; OR

90% of cost of maruti, Zen Lx, which

ever is lower.

Scooter/ motor cycle Actual cost of scooter/ motor cycle;

OR

90% of the cost of Bajaj Chetak

Std.150cc scooter / Bajaj CT100

motorcycle, which ever is lower.

Moped Actual cost of moped; OR

90% of the cost of Bajaj Spirit 70cc

moped, which ever is lower.

Bicycle Actual cost of bicycle; OR

Rs.1000/-, which ever is lower.

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.

Type of vehicle Rate of interest( per annum)

Motor car 7.5%

Scooter / motor cycle / moped /

bicycle

6.5%

REPAYMENT:

1) The advance granted to an employee shall be repaid in full before

superannuation/ separation from service of the employee, by equal

monthly installments, as indicated below.

i) In case of advance granted for the purchase of a motor car, within a period

not exceeding 12 years

ii) In case of advance granted for the purchase of a scooter/motorcycle, within a

period not exceeding 6 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.

VI. MEDICAL ADVANCEVI. MEDICAL ADVANCE

Employees borne on the regular establishment of the company including trainees

recruited under the companys own training schemes are eligible for medical advance for

indoor treatment on the basis of nature and likely duration of the ailments / diseases,

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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.

CONCLUSIONThe 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.

BIBLIOGRAPHYBOOKS

Websites

WWW.ntpcindia.com

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http://www.ntpcindia.com/http://www.ntpcindia.com/


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www.ntpc.com

www.ntpceoc.com

www.google.com

Magazines Business Word

Annual reports of NTPC
http://www.ntpc.com/http://www.google.com/http://www.ntpc.com/http://www.google.com/

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