My Summer Internship Report

Summer Internship Report

On

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

By

ERA SALUJA

A010230120

MBA Class of 2012

Under the Supervision of

Ms. Parul Yadav

Faculty

Department of HR

Amity Business School

In Partial Fulfillment of Award of Master of Business Administration

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH

SECTOR 125, NOIDA – 201303, UTTAR PRADESH, INDIA

2010



DECLARATION

I, Era saluja student of Masters of Business Administration from Amity Business School, Amity

University Uttar Pradesh hereby declare that I have completed Summer Internship on “A

STUDY ON THE WELFARE POLICIES OF THE ORGANIZATION , ITS

AWARENESS AMOUNG THE EMPLOYEES AND COMPARING THEM WITH THE

GOVERNMENT GUIDELINES.” as part of the course requirement.

I further declare that the information presented in this project is true and original to the best of

my knowledge.

Date : 14/07/11 ERA SALUJA

Enrollment No. : A0102310120

MBA Class of 2012

Place : Noida



CERTIFICATE

ACKNOWLEDGEMENT

Project work is never the accomplishment of one individual; rather it is an amalgamation of

efforts, ideas and co-operation of a number of individuals. It is my proud privilege to

acknowledge with deep sense of gratitude the invaluable help, kind patronage and able guidance

given to all those who helped me in successfully completing the project.

I express my thanks to IOCL for giving me an opportunity of working on the assignment and for

extending all the possible support. . I take this opportunity to express my gratitude to all of them.

First and foremost, I would like to thank my Faculty Guide, Ms. Parul Yadav for the valuable

guidance and advice. She gave me some examples and also asked me to work on certain key

areas which widened the scope of my project.

I express my profound gratitude to my company guide Mr. Vishal (Deputy Manager, H.R.) for

his prudent counsel, meticulous supervision, ardent personal interest, sustained encouragement

and affection have been of immeasurable help all along. He gave me an opportunity to work on

ER, which is one of the most important as well as crucial department of IOCL.

I am grateful to Mr. Subash Dua and Mrs. Gita for their indispensable help during the course

of the project. I also express my heartfelt thanks to the staff of the HUMAN RESOURCE

DEPARTMENT OF IOCL, Yusuf Sarai, New Delhi for their support and co-orperation.

Last but never the least, I thank my family members and friends for their unconditional support

and encouragement.

EXECUTIVE SUMMARY

The productivity of any organization depend on its employees so its organization responsibility

to ensure that its employee are happy and satisfied . It is up to the firm to take steps to benefit

employees. If employees do not believe that their organization values them and adopts benefits

for them, such as employee welfare programs, they will not be as invested in their jobs as they

might be. They will find a place to work where they can feel committed and happy with their

jobs and receive a satisfactory level of benefits. So today every organization frames a set of

welfare policies for its employees. Welfare of employees in general can be defined as “Employee

or labour welfare is comprehensive term including various comprehensive term including

various services, benefits and facilities offered to services, benefits and facilities offered to

employee by the employer”.

IOCL being India’s largest commercial enterprise with total workforce of 34,158 has a major

obligation in this aspect and being a public sector enterprise the basic guidelines concerning

welfare are set by the government . This project would help us to understand the welfare policy

and to know how much aware the employees are.

Indian oil employee welfare measures have been recognized as among one of the best in the

public sector. As a caring organization it also provides for exciting opportunities to employees.

Employees find job security followed by the perks and benefits offered by the organization as the

most attractive attributes of IOCL.This information can be used to acquire and retain the best

talent.

The study has been performed by interacting directly with the various employees at IOC. For this

purpose primary and secondary data has been used .Questionnaires have been filled directly by

the respondents.

The study of the welfare measures and benefits would help in knowing the corrective measure

that need to be taken in order to avoid problem.

CONTENTS

DECLARATION

CERTIFICATE FROM INDUSTRY GUIDE

CERTIFICATE FROM FACULTY GUIDE

ACKNOWLEDGEMENT

EXECUTIVE SUMMARY

S.No. Chapter Name Page No.

1. INTRODUCTION

BACKGROUND

RATIONALE OF RESEARCH

RESEARCH OBJECTIVES

COMPANY PROFILE

2. LITERATURE REVIEW

3. RESEARCH METHODOLOGY

4. DATA INTERPRETATION AND ANALYSIS

SECONDARY RESEARCH(STUDY OF WELFARE POLICIES OF IOCL)

PRIMARY RESEARCH(STUDY THE AWARENESS LEVEL OF EMPLOYEES-

ABOUT VARIOUS WELFARE POLICIES OF EMPLOYEES)

5. CONCLUSION

6. SUGGESTIONS

7. LEARNINGS AND PERSONAL EXPERIENCES

8. REFERENCES

9. ANNEXURES

CHAPTER 1 : INTRODUCTION

1.1 BACKGROUND OF THE STUDY-WELFARE OF THE EMPLOYEES

Employee welfare means “the efforts to make life worth living for workmen.” According to

Todd “employee welfare means anything done for the comfort and improvement, intellectual or

social, of the employees over and above the wages paid which is not a necessity of the industry.”

The human resources are the most important assets of an organization. The success or failure of

an organization is largely dependent on the caliber of the people working therein. Without

positive and creative contributions from people, organizations cannot progress and prosper. In

order to achieve the goals or activities of an organization, they need to ensure the welfare of its

employees. It’s important to keep their morale high. Welfare helps in keeping the morale and

motivation of the employees high so as to retain the employees for longer duration. The welfare

measures need not be in monetary terms only but in any kind/forms. Employee welfare includes

monitoring of working conditions, creation of industrial harmony through infrastructure for

health, industrial relations and insurance against disease, accident and unemployment for the

workers and their families. Labor welfare entails all those activities of employer which are

directed towards providing the employees with certain facilities and services in addition to wages

or salaries.

Labor welfare has the following objectives:

1. To provide better life and health to the workmens/officers

2. To make the workmens/employees happy and satisfied

3. To relieve workmens from industrial fatigue and to improve intellectual, cultural and material

conditions of living of the workers .

4. It helps to improve.

5. It improves the loyalty and morale of the employees.

6. It reduces labor turnover and absenteeism.

7. Welfare measures help to improve the goodwill and public image of the enterprise.

8. It helps to improve industrial relations and industrial peace.

9. It helps to improve employee productivity

The employee welfare schemes can be classified into two categories viz. statutory and non-

statutory welfare schemes. The statutory schemes are those schemes that are compulsory to

provide by an organization as compliance to the laws governing employee health and safety.

These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act

(safety, health and welfare) 1986, Mines Ayct 1962. The non statutory schemes differ from

organization to organization and from industry to industry.

Statutory-welfare-schemes

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be

provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily

assessable so that in case of any minor accident initial medication can be provided to the needed

employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in

the office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and

office premises spittoons are to be provided in convenient places and same are to be maintained

in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can

work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and

tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change

their cloth in the factory area and office premises. Adequate lockers are also provided to the

workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions

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

Non-statutory-schemes

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide

the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are initiated by

employees and approved by management to meet business commitments while supporting

employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like external

counseling service so that employees or members of their immediate family can get counseling

on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind, guidelines

are provided for proper action and also for protecting the aggrieved employee.

5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.

Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or injury or

pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the

organization.

1.2 - RATIONALE OF RESEARCH

1.4- COMPANY PROFILE

This chapter deals with the profile of the company mentioning the sector to which the

organization belongs, the basket of products offered, flagship brands, Refineries,

competitors, group companies and joint ventures, the major business units, the vision and

mission, core values and retail market share of the company.

OVERVIEW OF THE OIL INDUSTRY, INDIA

After the Indian Independence, the Oil Industry in India was a very small one in size and Oil was

produced mainly from Assam and the total amount of Oil production was not more than 250,000

tonnes per year .

This small amount of production made the oil experts from different countries predict the future

of the oil industry as a dull one and also doubted India's ability to search for new oil reserves.

But the Government of India declared the Oil industry in India as the core sector industry under

the Industrial Policy Resolution bill in the year 1954, which helped the Oil Industry in India

vastly.

Oil exploration and production in India is done by companies like NOC or National Oil

Corporation, ONGC or Oil and Natural Gas Corporation and OIL who are actually the oil

companies in India that are owned by the government under the Industrial Policy Rule. The

National Oil Corporation during the 1970s used to produce and supply more than 70 percent of

the domestic need for the petroleum but by the end of this amount dropped to near about 35

percent. This was because the demand on the one hand was increasing at a good rate and the

production was declining at a steady rate.

Oil Industry in India during the year 2004-2005 fulfilled most of demand through importing oil

from multiple oil producing countries. The Oil Industry in India itself produced nearly 35 million

metric tons of Oil from the year 2001 to 2005. The Import that is done by the Oil Industry in

India comes mostly from the Middle East Asia.

The Oil that is produced by the Oil Industry in India provides more than 35 percent of the energy

that is primarily consumed by the people of India. This amount is expected to grow further with

both economic and overall growth in terms of production as well as percentage. The demand for

oil is predicted to go higher and higher with every passing decade and is expected to reach an

amount of nearly 250 million metric ton by the year 2024.

Some of the major companies in the Oil Industry in India are:

Oil India Ltd.

Reliance industries

Bharat Petroleum Corporation Limited

Hindustan Petroleum

Indian Oil Corporation Limited, or Indian Oil, an Indian state-owned oil and gas company

headquartered at Mumbai, Indian. It is India’s largest commercial enterprise, ranking 125th on

the Fortune Global 500 list in 2010.

Indian Oil began operation in 1964 as Indian Oil Company Ltd. The Indian Oil Corporation was

formed in 1964, with the merger of Indian Refineries Ltd. Feroz Gandhi was the first chairman

of Indian Oil Corporation Limited.

PRODUCTS

Indian Oil’s product range covers petrol, diesel, LPG, auto LPG, aviation turbine fuel, lubricants,

naphtha, bitumen, paraffin, kerosene etc. Extra Premium petrol, Extra Mile diesel, Servo

lubricants, Indane LPG, Auto gas LPG, Indian Oil Aviation are some of its prominent brands.

Recently Indian Oil has also introduced a new business line of supplying LNG (liquefied natural

gas) by cryogenic transportation. This is called "LNG at Doorstep". LNG headquarters are

located at the Scope Complex, Lodi Road, Delhi.

FLAGSHIP BRANDS

Servo

India’s largest selling lubricant brand is the SERVO, which has one of the largest ranges of

automotive and industrial lubricants. With over 42%market share and 450 grades are sold

through 8,000 retail outlets, SERVO becomes the leading brand of the country.

Indane

Indian Oil Corporation provides Indane brand of cooking gas to the doorsteps over 36 million

houses in over 2,000 markets through the country’s largest network of more than 4,000

distributors. It has 82 LPG plants and about 3,380 thousand tones of LPG are bottled.

Premium fuels

At present IOCL sells Xtrapremium to the consumers all over India through more than 800

outlets. In contrast with other branded fuels available in the market, which have been formed by

blending the additives with normal petrol, Xtrapremium has been produced with higher octane

index at the refinery end by using superior technology.

Aviation services

With 68% market share, Indian Oil’s ISO 9002 certified service, meets the fuel and lubricants

needs of domestic and international flag carriers, defence services and private operators.

Autogas

Auto gas (LPG) has been introduced in Hyderabad, Bangalore and Mumbai markets. This

alternative fuel is a good business proposition in the long term, and Indian Oil tends to further

expand its marketing in a big way.

REFINERIES

Digboi Refinery, in Upper Assam, is India's oldest refinery and was commissioned in

1901. Originally a part of Assam Oil Company, it became part of IndianOil in 1981.

Guwahati Refinery, the first public sector refinery of the country, was built with

Romanian collaboration and was inaugurated by Late Pt. Jawaharlal Nehru, the first Prime

Minister of India, on 1 January 1962.

Barauni Refinery, in Bihar, was built in collaboration with Russia and Romania.

Gujarat Refinery, at Koyali in Gujarat in Western India, is IndianOil’s largest refinery.

The refinery was commissioned in 1965. It also houses the first hydrocracking unit of the

country. Its present capacity is 13.70 MMTPA.

Haldia Refinery is the only coastal refinery of the Corporation, situated 136 km

downstream of Kolkata in the Purba Medinipur (East Midnapore) district. It was commissioned

in 1975 with a capacity of 2.5 MMTPA, which has since been increased to 5.8 MMTPA

Mathura Refinery was commissioned in 1982 as the sixth refinery in the fold of

IndianOil and with an original capacity of 6.0 MMTPA. Located strategically between the

historic cities of Delhi and Agra, the capacity of Mathura refinery was increased to 7.5 MMTPA.

Panipat Refinery is the seventh refinery of IndianOil. The original refinery with 6

MMTPA capacity was built and commissioned in 1998. Panipat Refinery has doubled its

refining capacity from 6 MMT/yr to 12 MMTPA with the commissioning of its Expansion

Project.

GROUP COMPANIES AND JOINT VENTURES

IndianOil Technologies Ltd : IndianOil Technologies Ltd. is the marketing arm of IOCL

which markets the entire range of technologies developed at the IndianOil R&D Centre,

Faridabad. IndianOil Technologies Ltd. headquarters is located at the IndianOil R&D Centre.

IndianOil (Mauritius) Ltd.

Lanka IOC PLC - Group company for retail and storage operations in Sri Lanka. It is

listed in the Colombo Stock Exchange. It was locked into a bitter subsidy payment dispute with

Sri Lanka's Government which has since been resolved.

IOC Middle East FZE

Chennai Petroleum Corporation Limited

Bongaigoan Refinery and Petrochemicals Ltd.

Green Gas Ltd. - a joint venture with Gas Authority of India Ltd. for city-wide gas

distribution networks.

Indo Cat Pvt. Ltd., with Intercat,USA, for manufacturing 15,000 tonnes per annum of

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

Indian Oil - CREDA Biofuels Ltd. , a joint venture with Chattisgarh government for

production and marketing of Bio-fuels.

Numerous exploration and production ventures with Oil India Ltd., Oil and

Natural Gas Corporation

Other joint ventures are-

Avi-Oil India Pvt. Ltd.

Green Gas Ltd.

Indo Cat Pvt. Limited.

IOT Infrastructure and Energy Services Ltd.

Indian Oil Petronas Private Ltd.

Lubrizol India Private Limited.

Petronet LNG Limited.

Petronet India Limited.

DIVISIONAL UNITS

Indian Oil has five divisions. The divisional structure is as follows:

Marketing

Refinery

Pipelines

R&D

Assam Oil Division

IOCL: VISION AND MISSION

CORPORATE VISION WITH VALUES:

A major diversified, transnational,integrated energy company , with naional leadership and a

strong environment conscience, playing a national role in oil security and public distribution.

Indianoil nurtures the core values of Care, Initiative, Passion & Trust across the organization in

order to deliver value to its stakeholders. Vision of the corporation is well explained with the

help of this diagram.

Care Stands for

Concern

Empathy

Understanding

Co-operation

Empowerment

Innovation Stands for

Creativity

Ability to learn

Flexibility

Change

Passion Stands for

Commitment

Dedication

Pride

Inspiration

Ownership

Zeal & Zest

Trust Stands for

Delivered promises

Reliability

Dependability

Integrity

Truthfulness

Transparency

CORPORATE MISSION

To achieve international standards of excellence in all aspects of energy and diversified business

with focus on customer delight through value of product and services , and cost reduction.

To maximize creation of wealth ,value and satisfaction for the stake holder.

To provide technology and services through sustained research and development.

To help enrich the quality of life of community and preserve ecological balance and heritage

through a strong environment concise.

CHAPTER 3-IOCL WELFARE POLICIES

The corporation has different welfare policies for workmen and officers in few areas but most of

them are same.

The similar ones are-

EDUCATION ALLOWANCES

The scheme applies to all regular employees including Government servants who are on

deputation to the Corporation.

A consolidated amount of `1000/- (upto Class X) and Rs.1100/- (beyond Class X) p.m. per eligible

child pursuing studies in a recognised institution (i.e. School / College / Polytechnic, etc.) would

be admissible upon certification by the officer concerned in respect of children actually pursuing

studies regularly as required under the Scheme.

The Children Education Allowance is payable upto the age limit of 30 years, in respect of

wholly dependent (unemployed) and unmarried children limited to two and payable in

respect of children who are pursuing studies as full time students in a recognised

school/college/institution.

This Allowance would not be admissible to those pursuing Ph.D studies and those who

are pursuing part time/correspondence courses.

The assistance shall be admissible to an employee while on duty or on leave or under

suspension. It would, however, not be admissible during the period, which is treated as

`dies non’.

If both Husband & Wife are employed in IOC, the Assistance would be admissible only

to one of them. If the Husband or Wife is employed outside IOC, the Assistance is

admissible only if the other spouse is not availing the benefit from his/her employer and a

declaration to that effect, is furnished by the employee. The number of children for whom

the facilities can be availed at a time shall be limited to two, as under :

i) In case of employees who joined before 1.7.88, limited to any two children including

where the 2nd issue is born as twins.

ii) In case of employees who joined on or after 1.7.88 : limited to oldest two children even

in a situation where 2nd issue is twins.

Mentally / physically challenged children who are studying in an un recognized special

school will also be covered under the Scheme for CEA. The allowance in these cases

would be applicable to the category for “class upto Xth”. C.E.A

will be allowed to a physically challenged child of an employee who is pursuing higher

education through part time / correspondence courses from any recognized school /

college.

In such cases the employee’s claim for CEA has to be supported by certificate from Medical

Supt. Or CMO of Govt. Hospital, that the child is mentally/physically challenged and needs

assistance of special school / centers for his / her development.

Hostel Subsidy will be admissible @ ` 1500/- p.m. per child, irrespective of whether his/her

child(ren) are pursuing a Professional or Non-Professional Course in a school/college/Institute

and staying in a hostel which is at a location other than the place of posting of the employee.

Hostel Subsidy as per applicable rate shall be admissible in respect of a ward who is pursuing a

Professional or Non-Professional Course at an outstation and has to reside in a private hired

accommodation due to non-availability of a hostel facility of the Institution.

Hostel Subsidy shall be payable in respect of a child who is pursuing a professional course after

passing out school (10+2) and avails hostel facility at the same station where the employee is

posted or his family is allowed to be retained even though it may not be compulsory for the

child to stay in the hostel.

Hostel subsidy would be allowed in the case of a child studying upto 10+2 stage / higher

secondary / senior secondary stage, if the employee is obliged to keep the child in the

hostel of a residential school, even if there is no transfer of the employee.

The employee in order to claim the hostel facility will be required to produce a certificate

from the Head of the Institute certifying that the child is availing the hostel facility from

the Institute or alternatively he should produce receipt of payment of hostel fee alongwith

his reimbursement claims.

TRAVEL AND CONVEYANCE FACILITY-

Travel entitlement of all workmen under TA Rules is 2nd AC sleeper by Mail Train. However,

actual travel by 2nd AC by Rajdhani Express would be admissible. (MOS dt. 29.7.2010)

In case of officers-

Grade of Officer Entitled Class of Travel

G, H & I 1st Class

D, E & F Business Class

A, B & C Economy Class

In international tours-

TA entitlement on

Foreign Tour

CH – 1st Class by Air

Directors – Business Class/Club Class by Air

GMs, EDs – Business Class/Club Class by Air

Others – Economy Class by Air.

The rate of daily allowance on tour for officers is fixed in the following way-

Grade Daily Allowance

`A’ Class

( ` )

Other than

A-Class

(`)

G, H & I 1100 1000

E & F 940 900

C & D 900 840

A & B 840 800

Local conveyance- For journeys at halting places on official tour, the

conveyance charges incurred are reimbursed, subject to the following limits:

Grade A-Class

(per day)

Others

(per day)

A & B ` 250/- ` 200/-

C & above ` 300/- ` 250/-

Transport assistance- Transport Assistance shall be admissible as under to those

officers who have not drawn Conveyance Advance nor are availing Conveyance

reimbursement expenses or co. transport facility:

Grade Rate (` p/m)

A 1000

B 1200

C 1300

D 1700

E 1800

F 1900

G & ABOVE 2000

Running & maintenance expenses for car/scooter/motor cycle/ moped:

Officers owning Car / Scooter / Motor Cycle / Moped will be reimbursed

running and maintenance expenses incurred in connection with official

duties as under :

Four-wheeler:

Grade Annual Mileage

(kms)

Annual ceiling for a

full F.Y.

(in ` )

Revised ceiling

(in `)

A 4500 39870 38074

B 7000 62020 59226

C 7100 62906 60072

D 8600 76196 72763

E 8800 77968 74455

F 10500 93030 88839

G 11000 97460 93069

Two-wheeler:

Officers who maintain a two wheeler, their monthly entitlement on

reimbursement of conveyance running & maintenance expenses shall be

as under:

Mode Monthly rate (in Rs`)

Scooter/M. Cycle 1587

Moped 850

For workmen the following are the conveyance and travel entitlement-

Local conveyance-For journeys at halting places, on official tour, the conveyance

charges incurred are reimbursed , subject to the following limits:

BP Range A-Class Others

Below ` 15440/- ` 170/- ` 140/-

` 15440/- & above ` 190/- ` 170/-

Running & maintenance expenses for scooter/motor cycle/moped ;Workmen

owning scooter/motor cycle/moped will be reimbursed running and

maintaince expenses incurred in connection with official duties as under:

Vehicle Grade I to V

(` /p.m.)

Grade VI

(` /p.m.)

Mileage Rate/`

P km

Scooter/M

Cycle

1061 1184/- 2.93

Moped 577/- 647/- 1.57

Transport subsidy- Where Corporation transport is not being provided/ availed

either partly or fully for attending the place of duty or reimbursement of running

& maintenance expenses for Scooter/Motor Cycle/Moped is not availed,

workmen shall be reimbursed expenses towards transport, as indicated below :

City Transport Subsidy

(`) p.m

Metro 715/-

Others 500/-

LEAVE FACILITIES

Different types of leaves are granted to the employees like-

Earned leave-

EL will be credited at the rate of 8 days on completion of quarter ending March, June, September

and December. There will be no bifurcation of EL into encashable and non-encashable portions.

The full credit of 8 days shall be available for availing or encashment

Sick leave-

Leave on Half Pay (HAPL) admissible to officers shall stand discontinued w.e.f. 1/1/2007 and

thus, Sick Leave (SL) would henceforth be availed only on full pay basis. Sick Leave shall now

be credited @ 5 days on full pay at the end of every 6 months.

Special leave forserious sickness is provided if-

a) If an officer is suffering from serious specified diseases, such as TB, Cancer, Leprosy,

Mental Disorder, Heart diseases, Brain diseases, Paralysis & Chronic Renal failure he/ she can

be granted a special leave upto 1 year with full pay.

b) The officer will first exhaust SL available to his credit in excess of such leave admissible

for one year's service i.e. 10 days SL.

c) This leave can be granted by Head of the Region / GM(HR), HO.

d) The officer will not earn EL during the period of Special Leave.

Maternity leave- A female employee shall be entitled to maternity leave for a period of 135 days (for the

first two children) from the date she desires to proceed on such leave or from the date of

actual confinement, whichever is earlier. For subsequent occasions of maternity, leave

would be admissible to her only for a period upto 3 months. The leave application must

be supported by a certificate from a registered medical practitioner or the Corporation's

Medical Officer, as the case may be.

Maternity leave for a period not exceeding 6 weeks may also be granted in case of

miscarriage or abortion, provided the application for leave is supported by the discharge

summary from the hospital and a certificate from the registered medical practitioner or

the Corporation's Medical Officer, as the case may be.

Even in cases where the employee concerned is ‘unmarried’, the Maternity Leave can be

granted provided such an employee has given birth to a child.

Study leave-

Upto 3 years, without pay, during the entire service, provided the officer has put in 5 years

continuous service. Trainees/ Probationers are not entitled. Director(M) is empowered to

sanction the study leave.

.

Disability leave

a) This leave is granted to an officer who is disabled by injury unintentionally inflicted or

caused in or in consequence of the due performance of his official duties or in consequence of

his official position.

b) Upto 120 days (with full pay) can be granted by GM(RS) of the Region and beyond 120

days and upto 365 days by Dir (M).

c) The officer will not earn EL during the period of disability leave.

Various other kinds of leaves provided are-

Child adoption leave .

childcare leave.

casual leave

.

MEDICAL FACILITIES

oEmployees and their dependents residing with them under the same roof are entitled to

receive medical attendance from an Authorised Medical Attendant, as defined under the

Medical Rules, either under Allopathic or Homoeopathic System. The expenditure incurred

by an employee/ dependent in obtaining medical attendance under these rules in India will be

reimbursed by the Corporation, subject to certain provisions as indicated in the Medical

Rules. In case of hospitalisation of the employee or his dependent family members, if an

employee makes a request for an advance to meet the emergency expenses, an amount of

10,000- to Officers & 7,000- to workmen is given as Medical Advance w.e.f.

oSome reputed hospitals / nursing homes have been nominated at 4 Metro cities, State

Capitals etc. where the employees and their dependent can have both outdoor and indoor

treatment. The reimbursement of expenses incurred on hospitalisation except diet charges is

made limited to the charges for such treatment related to the room entitlement of the

employee.

o If the spouse of an employee is employed in another organisation (Private or Govt.)

whether at the same station or elsewhere, which provides medical facilities in cash or kind or

both, the spouse shall be entitled to the medical facilities under the medical rules only if

he/she does not avail of the medical facilities in the organisation, in which he/she is

employed. The employee shall give his/her option in writing whether his/her spouse who is

employed in another organisation, shall avail of the medical facilities of IOC or of the

organisation, in which he/she is employed and shall certify to the effect that he/she is not

availing medical facilities in cash or kind or both, from any other sources.

oWhere the husband of a female employee is posted/self employed at a place other than the

place of posting of the female employee, but family is residing with the female employee,

then the medical facilities shall not be admissible to the husband of the female employee

concerned. In case, however, family retention permission has been obtained by the employee

and the husband resides along with the other family members at the place of retention of the

family, the medical facilities can be extended to him provided the other condition of

submission of a certificate that he is not availing medical facilities in cash or kind or both

from any other source, has also been met.

oA married female employee, like any other regular employee of the Corporation, may

declare her parents as dependent on her provided they are wholly and exclusively dependent

on the female employee and are permanently residing with her under the same roof. Parents

whose total monthly income exceeds 9000/- are not, however, considered as dependent. The

provision that the married female employee has to satisfy the management regarding the

dependency of her parents particularly when her brother(s)/ sister(s), can take care of them,

has been removed.

oExpenses incurred by an employee on treatment of Drug abuse / alcoholism for self and/or

eligible dependent family member(s) shall not be admissible for reimbursement under the

Medical Rules of the Corporation.

oThe admissibility of medical expenses on treatment for self and/or either eligible family

members on the prescription given by employees’ spouse, who is otherwise qualified as an

Authorised Medical Attendant (AMA) under Medical Rules, shall be restricted as under:

a) On prescription/advice by the spouse (AMA) for self, medical benefits shall not be

admissible, and

b) On the prescription/advice by the spouse (AMA) for other family members and

employee, medical benefits shall be admissible only during emergency

PROFESSIONAL SKILLS AND UPDATION

Professional Updation & Newspapers / Periodicals / Magazines Allowance have been revised

and merged into one head, to be known as ‘Professional Updation Allowance’ (inclusive of

Newspaper/Magazine Allowance).

Grade Professional Updation

Allowance (inclusive of

Newspaper / Magazine

Allowance)

A 1000

B 1100

C 1200

D 1600

E 1800

F 2000

G 2200

H 2400

I 2500

NIGHT HALT ALLOWANCE

Night halt allowance @ ` 170/- per night halt involved to TT Drivers / Jr. Operator (Field), when

they go on tour to locations with products, w.e.f. 1/10/05.

DEPENDENCY FACILITIES

a) Effective from 15/1/2001 the ceiling on monthly income for determining dependency of

parents/children applicable in the case of LTC and Transfer benefits will be 3000/- p.m.

b) W.e.f. 1.10.2009 the ceiling for determining dependency of parents for the purpose of

Medical facilities would be 9000/- p.m. The ceiling for medical purpose would apply only in

case of parents and not in case of children.

c) Dearness Relief on Pension sanctioned after December 1985 to a pensioner need not be taken

into account for determining income or the dependency of the parents in the context of

entitlements towards Leave Travel Concession, Medical Facilities and Transfer benefits.

d) In the event a male employee, who has opted for medical facilities for his dependent parents,

expires while in service, the spouse who is also the employee of the Corporation can draw

medical facilities for her dependent in-laws (who were earlier dependent on her husband), if she

so desires.

e) The following are not deemed to be forming part of the income:

All money receipts drawn by a person during a financial year as one-time receipts like

contributory provident fund, gratuity, commuted gratuity, insurance benefits, etc.

Scholarship and Fellowship money though received by an individual even on recurring

basis, since these are paid in recognition of the meritorious performance and to sustain the

continuity of education or for pursuing a project assignment.

Internship is a phase of training for conducting actual practice of medical & health care

and acquired skills under supervision, which a student has to compulsorily undergo to be eligible

for the award of MBBS degree and full registration. Accordingly, in the case of scholarship and

internship money, the stipend received during Internship period would also not be reckoned for

determining the dependency of children.

Monthly benefit received under the IOCL Employees’ Superannuation Benefit Fund

Scheme which is a Contributory Scheme is not to be treated as regular income as for assessment

of income for determining dependency.

CANTEEN

Tea/lunch and refreshment reimbursement

Tea reimbursement to officers s made as under

All locations where subsidized canteen facilities exists: Rs 40/month.

All locations where subsidized canteen facilities doesn’t exists: 125/month.

Officers are reimbursed lunch expenses on monthly basis with the overall annual ceiling

of Rs6072. however the claim should not exceed Rs525 in a particular month.

CHAPTER 4: LITERATURE REVIEW

This chapter deals with the summary of few research papers which were published across

the globe pertaining to welfare of employees (the area of HR with which this project deals).

Jill landauer ,a member of marketing communication department at work life directions conducted a research on work family programs for companies like DuPont, Hoechst celanese, Johnson & Johnson, IBM, Fel-pro and others which clearly shows that the companies which support the work/life need of employees are rewarded with significant returns on their investments. Several benefits highlighted in the research are- employee time saved, increased motivation and productivity, employee retention, decrease stress related illness and less absenteeism.

Nick Goldings , an employment specialist from UK writes about different employee benefits given by the companies realizing its importance in todays world. Few of them are-Hundreds of employees at Compass Group have been given the opportunity to visit an independent financial adviser (IFA) following changes to the company's defined benefit (DB) pension scheme. Standard life launches a share incentive plan (Sip) for its 7,000 UK based employees, Employees even received a free share windfall worth up to £420 each, along with the chance to buy discounted shares. Property consultancy EC Harris has added payroll giving and a wine club to its flexible benefits from which employees can choose.

M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid conducted a micro level study on the health of labours in fazilabad, Pakistan and the extent of health services extended by the Punjab Employees Social Security Institution (PESSI) to labourers working in industrial units located in Faisalabad city. Data was collected through field survey from randomly selected four textile industries. A random sample of 200 respondents revealed that employers provide medical facility in case of emergency. The medical facilities provided by PESSI to workers and their dependent family members were inadequate. A reasonable majority also indicated that PESSI gave daily allowance only to secured workers during their hospitalization.

Sylvia Guendelman, Jessica Lang Kosa, Michelle Pearl, Steve Graham, Julia Goodman and Martin Kharrazi conducted a study and examined the relationship between breastfeeding and maternity leave before and after delivery among working mothers in Southern California. California is 1 of only 5 states in the United States providing paid pregnancy leave that can be

extended for infant bonding. The study revealed that . A maternity leave of ≤6 weeks or 6 to 12 weeks after delivery was associated, respectively, with a fourfold and twofold higher odds of failure to establish breastfeeding and an increased probability of cessation after successful establishment, relative to women not returning to work, after adjusting for covariates. The impact of short postpartum leave on breastfeeding cessation was stronger among nonmanagers, women with inflexible jobs, and with high psychosocial distress. It is suggested that Pediatricians should encourage patients to take maternity leave and advocate for extending paid postpartum leave and flexibility in working conditions for breastfeeding women.

Nora Nayra Gogo conducted a research to study the impact of working environment on employees at the Pharmacy department of the Korle-bu Teaching Hospital. From this study carried out on a sample size of 30 employees, it has been established that, the stated industry is one with a lot of stress and pressure, as most of the employees work on weekends which may have an adverse effect on the employees physically, mentally and emotionally. most employees would opt for competitor organizations when the opportunity comes, meaning majority of them are not satisfied and happy with the current job conditions and the work environment in which they find themselves. They would therefore want to explore into other organizations for better work environments and work conditions. It is suggested for management to take a moment to reflect on company’s values and objectives, which will then assist to undertake the right surveys in the organization as to the challenges and shortfalls. This study found out that the development of a good working environment will most likely increase productivity, commitment and reduce employee turnover.

Gerhard Glomm, Juergen jung, changmin Lee and Chung Tran conducted a study on public sector pension policies and capital accumulation in an emerging economy of Brazil In such emerging economies pension programs of public sector workers are more generous than pension programs of private sector workers. The opportunity costs of running generous public pension schemes for civil servants are potentially large in emerging economies that often suffer from low public investments in education and infrastructure. In this paper, a two-sector dynamic general equilibrium framework is developed to quantify these opportunity cost effects. It is found that the efficiency and welfare gains of reallocating government resources from non-productive public sector pensions to productive public education and infrastructure investments are larger than the welfare effects created by classic public pension reforms that simply reduce savings and tax distortions by making pensions less generous. Calculating transitions to the post-reform steady state, it is found that welfare losses for the generation born before the reform are offset by welfare gains by the generations born after the reform. In this paper the study on the adverse effects of generous pension policies for public sector workers is also done.

R. Baral1 and S. Bhargava2, in his research had made an attempt to provide a holistic picture of work-life balance benefits and programmes (WLBPs) offered by various organisations in India. With the basis of extant literature, primary and secondary data, the present paper has made an effort to understand the current status of WLBPs in Indian organisations and to identify its future prospects. The paper has discussed the challenges for effective implementation of such policies, which can help HR managers to be cautious before introducing WLBPs in their respective organisations. Analysis of literature and available data suggests that family friendliness of employers in India have been reflected in various welfare provisions which has been a matter of concern for employers since industrialization. With time, the scope and coverage of such initiatives have broadened and have become more individual growth and family well-being oriented. However, these policies and practices are more prominent in new economy organisations such as software and services organisations. Moreover, the range of WLBPs varies across organisations and there is still a long way to go when WLBPs will become strategic HR initiatives in most organisations. The paper suggests that organisations need to incorporate WLBPs and encourage a culture that support utilizing them to ensure employee commitment and productivity. While introducing WLBPs, congruence between employee needs and organisational values also should be considered.

Natalie K. Goodpaster did a research to estimate the effect of the Family and Medical Leave Act (FMLA) on participation of married women with children under the age of six in the United States, by using the FMLA as a natural experiment and exploiting state-level differentiation in maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for expecting mothers. However, if an employed mother on maternity leave learns that her value for staying at home exceeds her value from working, she will exit the labor force once the leave expires. Difference-in-differences estimates show that after the FMLA, employed and expecting married mothers who live in an area without state-mandated maternity leave are 2.7 percentage points more likely to leave the labor force after taking maternity leave than those who live in an area with state-mandated maternity leave. As a sensitivity test, it is evaluated that married women without infant children and single women as additional control groups to estimate different effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the labor force due to federally-mandated maternity leave accounts for almost two-thirds of the overall fall in labor force participation.

D. Roderick Kiewiet at The Pew Center estimates that as of July 2008, state and local governments in the United States had promised current and future retirees $3.34 trillion in benefits but had only $2.35 trillion of projected assets to pay for them. The investment losses

that public employee pension funds experienced during the market downturn of 2008-09 made the trillion dollar gap much larger. In this paper it is discussed that how the pension funding gap has developed, compared the situation in California with that of other states, and discussed the ways in which the state government and local governments in California are responding to the increasing strains pension obligations place on their finances. After the study it is recommend that the constitution of California be amended to forbid the state and all local governments from ever again issuing pension obligation bonds, and to forbid the state of California, as well as all local governments within the state, from ever again offering their employees defined benefit pension plans.

CHAPTER 5: RESEARCH METHODOLOGY

This chapter deals with the research methodology adopted to conduct the survey through a

questionnaire and the primary research conducted by having face-to-face discussion and

secondary research by referring to IOCL handbook and data collected from IOCL records

would be used, articles and journals on internet or published sources

OBJECTIVE : To gain an understanding about the welfare policies of the organization , its

awareness among the employees and even make comparison with the government guidelines.

RESEARCH DESIGN

The descriptive research design has been used in this case to find out whether the employees

are aware about the welfare policies of the organization and their opinion on various welfare

policies, which they like the most and which they want to be changed for their better. There was

a survey conducted by me with the help of a questionnaire which helped me collect the feedback

and come to a conclusion as per the designed objective.

SAMPLE SIZE : 57 employees

SAMPLING TECHNIQUE : In our project we use Non Probability Sampling technique.

TOOLS USED : The tool used in the questionnaire IS Ms.EXCEL

CHAPTER 6: DATA INTERPRETATION AND ANALYSIS

This chapter deals with the interpretation and analysis of data collected through the survey

conducted with the help of a questionnaire.

Analysis of various questions.

Q1. Are you aware of various welfare policies of the organization?

The answers given are shown in the table-

Frequency Percent

Valid yes 51 89.5

no 6 10.5

Total 57 100.0

yes no

89.5

10.5

awarenessPercent

The above chart shows that 74.2% of employees are aware of welfare policy and 25.8% feel that

they are not aware of the welfare policies of the organization. When the employees were asked

about this question ,most of them said that they are partially aware about the policies ,so to have

a clear answer to it the employees who were confident of knowing enough welfare policies were

taken as yes and rest no. The final conclusion derived is that most of the employees are well

aware about their corporations welfare policies.

Q2. How did you get to know about the welfare policies of the organization?

The options were-

a. Handbook b. IOCL intranet c. From employee d. others

The answers given are shown in the table below-

Frequency Percent

Valid handbook 19 33.3

iocl intranet 25 43.9

employees 13 22.8

Total 57 100.0

handbook iocl intranet employees

33.3

43.9

22.8

get to know about w.p.Percent

From the table its clear that the major source of information about the welfare policies is IOCL

intranet ,that is the corporations website from which 43.9% of employees extract information on

welfare policies followed by handbook and from other employees. These are the only sources

from which employees can know about the policies.

Q3. How is the procedure for availing the welfare benefits of the organization?

a. Very easy b. easy c. can’t say d. difficult e. very difficult

The answers are shown in the table below-

Frequency Percent

Valid very easy 16 28.1

easy 33 57.9

cant say 4 7.0

difficult 4 7.0

Total 57 100.0

very easy easy cant say difficult

28.1

57.9

7 7

Procedure for availing benefitsPercent

The above table shows that most of the employees with the highest percentage of 57.9% feel

that the procedure for availing the welfare benefits is easy and 28.1% employees even feel that

the procedure is very easy. There are hardly 7% of employees who think that the procedure is

difficult. Few employees are not sure about the procedure, they feel that generally its easy but for

some facilities it is time taking and lengthy.

Q4.Give your opinion on the following statements about the organization varying from

strongly disagrees to strongly agree and comment in case of extremes.

a. Children education allowance provided by the organization is enough.-

For this the answers given by the employees are shown in the table below

Frequency Percent

Valid strongly disagree 1 1.8

disagree 9 15.8

neutral 21 36.8

agree 10 17.5

strongly agree 16 28.1

Total 57 100.0

strongly disagree disagree neutral agree strongly agree

1.8

15.8

36.8

17.5

28.1

children education allowancePercent

The table shows that most of the employees feel neutral ,28.1% strongly agree, 17.5% agree and

hardly 17% don’t stand by the statement that children education allowance provided by the

corporation is enough. Many Employees hesitated about giving comments in case of strong

disagreement about the statement but few mentioned that the allowance is very less in

comparison with education getting expensive at a rate of around 20% annually.

The other point of disagreement is that children education policy doesn’t cover up children

doing correspondence courses. Employees who completely agree with the statement simply feel

that the policy is best among all if compared with other organizations.

b. Conveyance on Tour facility provided by the organization is good.


Frequency Percent


disagree 4 7.0

neutral 12 21.1

agree 28 49.1


Total 57 100.0


1.8

7

21.1

49.1

21.1

conveyance for tourPercent

Out of 57 employees 28 agree with it , 12 strongly agree and same number is neutral about it.

Only 1 and 4 employees answered strongly disagree and disagree respectively for the statement.

Not a single commented about their answers

c. Leave Facilities of the organization is good

The answers for this are shown in the table below-

Frequency Percent


disagree 2 3.5

neutral 5 8.8

agree 27 47.4


Total 57 100.0


3.5 3.5

8.8

47.4

36.8

leave facilitiesPercent

Most of the employees are satisfied with the leave facilities the organization is provided as

47.4% and 36.8% employees agree and strongly agree respectively about the statement. Only

15.8% of employees are not withstanding the statement or are neutral about it.

d. Medical Facilities of the organization is good


Frequency Percent


agree 10 17.5


Total 57 100.0

strongly disagree agree strongly agree

7

17.5

75.4

medical facilitiesPercent

Medical facility of the corporation are most liked policies which is very much visible from the

answers given by the employees.75.4% and 17.5% employees strongly agree and agree

respectively about the statement. Only 4% strongly disagree with it.

e. Professional skills/updation facility of the organization is good


Frequency Percent


disagree 13 22.8

neutral 18 31.6

agree 15 26.3


Total 57 100.0


1.8

22.8

31.6

26.3

17.5

Professional skills/updation facilityPercent

For this statement employees have varying opinions, major portion of sample feels neutral about

it closely followed by agree and disagree. There are less employees to rate this statement in

extremes.

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


Frequency Percent


disagree 13 22.8

neutral 28 49.1

agree 10 17.5


Total 57 100.0


3.5

22.8

49.1

17.5

7

night halt/overtime allowancePercent

Even in case of this statement employees have varying opinions mostly centered on neutral , then

followed by disagree and agree. The extremes are less chosen in this case too.

g. Shift allowance provided by the organization is enough


Frequency Percent


disagree 18 31.6

neutral 15 26.3

agree 10 17.5


Total 57 100.0


8.8

31.6

26.3

17.515.8

shift allowancePercent

Shift allowance of the organization is less liked in comparison to other policies which is very

clear from the answers they gave . Most of the employees say that they don’t agree with the

statement that shift allowance is paid enough. Only 19 out of 57 agree with the statement.

h. Dependency facilities of the organization is good

The answers given are-

Frequency Percent


disagree 2 3.5

neutral 3 5.3

agree 26 45.6


Total 57 100.0

strongly disagree

disagree neutral agree strongly agree

3.5 3.5 5.3

45.642.1

dependency facilityPercent

Dependency facility is also one of the appreciated facility of the organization. 87.8% employees

say yes the agree and strongly agree with the statement. Employees are happy that the policy has

a wide coverage for their dependents.

Q5. Are all the allowances paid timely?

The answers are shown in the table-

Frequency Percent

Valid yes 55 96.5

no 2 3.5

Total 57 100.0

yes no

96.5

3.5

allowances paid timelyPercent

The table shows that employees stand united in saying that there is no delay at all in payment of

allowances. In fact it came as a surprise as IOCL being a government organization which are

criticized for their red tapism , the employees say that the process hardly takes 2-3 days to get

their allowances passed.

Q6. Do you find any discrepancy in the allowances being paid to various categories of

employees?

The employee’s answers were-

Frequency Percent

Valid yes 19 33.3

no 38 66.7

Total 57 100.0

yes no

33.3

66.7

discrepancy in allowancesPercent

When employees were asked about the discrepancy in allowances, then, majority of employees

disagreed with this.

Q7. How often the welfare policies of the organization updated? Do they seem intune with

the changing times(orientation and benefits)?

The options were –

a. periodicaly and progressively b.periodically and inadequately c. rarely and

progressively d. rarely and inadequately e. never

The answers were-

Frequency Percent

Valid periodically n

progressively

27 47.4

periodically n

inadequately

17 29.8

rarely n progressively 9 15.8

rarely n inadequately 4 7.0

Total 57 100.0

periodica

lly n progre

ssivel

y

periodica

lly n in

adeq

uately

rarely

n progressi

vely

rarely

n inad

equate

ly

47.4

29.8

15.87

updation in welfare policyPercent

Most of The employees of IOCL say that the policies are updated periodically and a major

percentage out of which also feels that it is done in a progressive manner. only 22.8% say that

they are rarely updated but even in this the major percentage feels that they are changed with

changing times

Q8. What are your views on the cafeteria facilities on the following grounds?

a. food quality b. service c. hygiene d. price

The answers for each are shown in different tables below-

a. Food quality-

Frequency Percent

Valid very satisfied 1 1.8

satisfied 36 63.2

Neutral 12 21.1

dissatisfied 6 10.5

very

dissatisfied

2 3.5

Total 57 100.0

very satisfied satisfied neutral dissatisfied very dissatisfied

1.8

63.2

21.1

10.53.5

food qualityPercent

63.2% of the employees are satisfied with the food quality and 14% are dissatisfied or highly dissatisfied with the

food quality.

b. Services

Frequency Percent


satisfied 24 42.1

neutral 8 14.0

disatisfied 17 29.8

very

disatisfied

2 3.5

Total 57 100.0

very satisfied satisfied neutral disatisfied very disatisfied

10.5

42.1

14

29.8

3.5

servicesPercent

This is the major area in which canteen of the office needs improvement as majority of

employees express their dissatisfaction about it. 29.8% people were dissatisfied with the service

provided in canteen.

c, hygiene

Frequency Percent


satisfied 26 45.6

neutral 14 24.6

disatisfied 10 17.5

very

disatisfied

3 5.3

Total 57 100.0


7

45.6

24.6

17.5

5.3

hygienePercent

The level of hygiene is mostly satisfactory as answered by employees. But few of the

employees are not satisfied by the hygiene in canteen.

d. Price

Frequency Percent


satisfied 27 47.4

neutral 14 24.6

disatisfied 5 8.8

very

disatisfied

2 3.5

Total 57 100.0


15.8

47.4

24.6

8.8

3.5

PricesPercent

47.4% employees are satisfied with the prices charged in canteen, only few are not satisfied with

the prices charged.

Q9. Does your family know about the welfare policies of the corporation? If yes , how does

your family feel about the welfare policies of your organization?

The options are

a. Excellent b. good c. average d. bad

The answers are-

Frequency Percent

Valid excellent 19 33.3

good 34 59.6

ave 3 5.3

bad 1 1.8

Total 57 100.0

excellent good ave bad

33.3

59.6

5.31.8

family feel about welfare policyPercent

Most of the families are aware of welfare policy of the organization and majority feel of the

Families feel that welfare policy of IOCL is good.

Q10 In case of any work related issues/problems, whom do you normally approach/

The options are-

a. Immediate boss b. colleagues c. grievance handling machinery d.

complaint box

e. others

The answers were-

Frequency Percent

Valid immediate boss 40 70.2

Colleagues 11 19.3

complaint box 6 10.5

Total 57 100.0

immediate boss colleagues complaint box

70.2

19.3

10.5

for problem employees approachPercent

In case of any work related issues/problems, most of the employees normally approach their

immediate boss. None of them approach grievance handling machinery.

Q11. Do you feel the organization has an active and effective system of handling the

grievances of employees?

The answers are-

Frequency Percent

Valid yes 45 78.9

no 12 21.1

Total 57 100.0

yes no

78.9

21.1

active and effective system of handling grievances

Percent

According to 78.9% employees, IOCL is having an active and effective system of handling

grievances.

Q12. As an employee, where would you rate IOCL in comparison to others(PSUs/private)

organizations?

The options are-

a. Better b. same c. worse d. can’t say

The answers are-

Frequency Percent

Valid better 40 70.2

same 11 19.3

worse 1 1.8

cant say 5 8.8

Total 57 100.0

better same worse cant say

70.2

19.3

1.88.8

IOCL in comparison to other organisationPercent

70.2%employees of IOCL feel that it is better than other organizations( PSU/Private).

Q13. Which welfare policy is most important for you? why?

This was an open ended question, and most of the employees feel that medical is most

important for them and children education allowance is following it closely.

Q14. In case you want to improve or change any welfare policy of your organization, which

policy would you like to change and what changes you’d like to make?

This is also an open ended question and most of the employees are not satisfied with the

overtime policy of IOCL , they feel that are not given enough . many employees are even

dissatisfied with the transfer policy the organization has, there is transfer every 3 years which

creates problems for adjustment in a new place every time. Few employees even want a hike

in LTC policy of the company. Few even want a hike in the bonuses which will increase the

morale of employees.

Q15. Do you enjoy your work?

The answers are always yes ,here is the table showing percentages-

Frequency Percent

Valid yes 57 100.0

Percent

100

enjoy your workyes

Q16. Do you feel proud to be associated with IOCL as an employee? Why?

Frequency Percent

Valid yes 57 100.0

Percent

100

employee feel proud to be aasociated with IOCL

yes

All employees of the company replied yes. Employees gave reasons like IOCL is a maharatna

company, listed in fortune 500 etc,. the reason for being proud of their organization.

SECONDARY RESEARCH

This section of chapter 5 deals with secondary research, which majorly deals with the

comparison of IOCL’s welfare policies with the set guidelines.

Comparison with the government guidelines-

1. The few areas in which the allowances go exactly by the rate government fixed at-

a. Pay scales fixed for different grades of workers

b. Annual increment which is 3% is also set in accordance with the guideline for

central government employees.

c. The present rate of DA for central government employees is 27% of basic pay or

pensions, which is same for IOCL employees but expectations and calculations are on

the forefront for most of the central government employees regarding the additional

Dearness Allowance from July, 2011 to be announced soon.

d. House rent allowance is categorized on the basis of population of the city as per

the government rules.

e. City compensatory allowance is abolished by the 6th pay commission. Etc,.

2. Other allowances and benefits which are major part of the study are discussed

below-

CHILDREN EDUCATION ALLOWANCE-

With The suggestions of 6th pay commission government just set a

basic amount of 1000/- p.m or a sum of 12000/-p.a to be paid as

children education allowance with the age limit - for disabled children

has been set at the age of 22 years and in the case of other children the

age limit will be 20 years or till the time of passing 12th class,

whichever is earlier and also admissible to children studying through

"correspondence" or "distance learning" subject to other conditions

prescribed.

IOCL considering it a very important policy for the employees and

their family goes by the following, A consolidated amount of `1000/-

(upto Class X) and Rs.1100/- (beyond Class X) p.m. per eligible child

pursuing studies in a recognised institution (i.e. School / College /

Polytechnic, etc.) would be admissible upon certification by the officer

concerned in respect of children actually pursuing studies regularly as

required under the Scheme with the age limit of 30 years, in respect of

wholly dependent (unemployed) and unmarried children limited to two

and payable in respect of children who are pursuing studies as full time

students in a recognized school/college/institution. But This

Allowance would not be admissible to those pursuing Ph.D studies and

those who are pursuing part time/correspondence courses.

The given government guideline is- A Government servant shall be

eligible to the grant of a subsidy at the rate of Rs.150/- per month per

child if because of his transfer he is obliged to keep his children in the

hostel of a residential school away from the station at which he is

posted and /or is residing. In IOCL, Hostel Subsidy will be admissible

@ ` 1500/- p.m. per child, irrespective of whether his/her child(ren)

are pursuing a Professional or Non-Professional Course in a

school/college/Institute and staying in a hostel which is at a location

other than the place of posting of the employee. So overall IOCL is

paying a great attention to this scheme.

CONVEYANCE ON TOUR AND LEAVE TRAVEL FACILITY-

Sixth pay commission's recommendations regarding travel facilities to central govt

employees have been accepted by the Govt. with slight modifications consequent

upon changes in the pay band and grade pay. The major decisions concerning travel

entitlement for journeys within the country and journeys abroad, mileage allowances

and LTC ( Leave Travel Concession) are given below.

Travel entitlement within the country

Grade pay (Rs 10,000 and above): Business /Club class by air/AC First Class by

Train

Grade Pay (Rs 7600, Rs 8700 & Rs 8900): Economy Class by air/AC First Class by

train

Grade Pay (Rs 5400 and Rs 6600): Economy Class by air/AC II tier by train

Grade Pay (Rs 4200, Rs 4600 & Rs 4800): AC II Tier

Grade Pay (Below Rs 4200): First Class/AC III Tier/AC Chair Car.

In IOCL travel entitlement differs with the category of employee i.e. officer or

workmen. In case of workmen-

Travel entitlement of all officers under TA Rules is 2nd AC sleeper by Mail Train.

However, actual travel by 2nd AC by Rajdhani Express would be admissible.

In case of officers-

Grade of Officer Entitled Class of Travel

G, H & I 1st Class

D, E & F Business Class

A, B & C Economy Class

Journey in case of places not connected by train

- Travel by AC bus for those entitled to travel by AC II Tier and above; travel by

Deluxe/Ordinary bus for others, but in IOCL the employees can claim for the fare

which is restricted to, the basic entitlement i.e. 2nd AC Sleeper class by Mail/Express

train by the shortest route..

International Travel

i) Grade Pay of Rs 1000 & above: Business/Club Class

ii) Others: Economy Class

In IOCL following are the travel entitlements for foreign tours-

TA entitlement

on Foreign Tour

CH – 1st Class by Air

Directors – Business Class/Club Class by Air

GMs, EDs – Business Class/Club Class by Air

Others – Economy Class by Air.

Daily Allowance on Tour

Grade pay: Rs 10,000 and above: Reimbursement for Hotel accommodation/guest

house - up to Rs 5000/day, reimbursement of AC taxi charges (50 km within the city),

reimbursement of food bills not exceeding Rs 500/day

Grade pay: Rs 7600 to Rs 8900: Reimbursement for Hotel accommodation/guest

house - up to Rs 3000/day, reimbursement of non- AC taxi charges (50 km within the

city), reimbursement of food bills not exceeding Rs 300/day

Grade pay: Rs 5400 to Rs 6600: Reimbursement for Hotel accommodation/guest

house - up to Rs 1500/day, reimbursement of taxi charges (upto Rs 150 per diem

within the city), reimbursement of food bills not exceeding Rs 200/day

Grade pay: Rs 4200 to Rs 4800: Reimbursement for Hotel accommodation- up to Rs

500/day, reimbursement of taxi charges (upto Rs 100 per diem within the city),

reimbursement of food bills not exceeding Rs 150/day

Grade pay: Below Rs 4200: Reimbursement for Hotel accommodation- up to Rs

300/day,reimbursement of taxi charges (upto Rs 50 per diem within the city),

reimbursement of food bills not exceeding Rs 100/day.

In IOCL the rate of daily allowance on tour for officers is fixed in the following way-

Grade Daily Allowance

`A’ Class

( ` )

Other than

A-Class

(`)

G, H & I 1100 1000

E & F 940 900

C & D 900 840

A & B 840 800

Local conveyance- For journeys at halting places on official tour, the

conveyance charges incurred are reimbursed, subject to the following limits:

Grade A-Class

(per day)

Others

(per day)

A & B ` 250/- ` 200/-

C & above ` 300/- ` 250/-

Transport assistance- Transport Assistance shall be admissible as under to

those officers who have not drawn Conveyance Advance nor are availing

Conveyance reimbursement expenses or co. transport facility:

Grade Rate (` p/m)

A 1000

B 1200

C 1300

D 1700

E 1800

F 1900

G & ABOVE 2000

Running & maintenance expenses for car/scooter/motor cycle/ moped:

Officers owning Car / Scooter / Motor Cycle / Moped will be

reimbursed running and maintenance expenses incurred in connection

with official duties as under :

Four-wheeler:

Gra

de

Annual

Mileage

(kms)

Annual ceiling

for a full F.Y.

(in ` )

Revised ceiling

(in `)

A 4500 39870 38074

B 7000 62020 59226

C 7100 62906 60072

D 8600 76196 72763

E 8800 77968 74455

F 10500 93030 88839

G 11000 97460 93069

Two-wheeler:

Officers who maintain a two wheeler, their monthly entitlement on

reimbursement of conveyance running & maintenance expenses shall

be as under:

Mode Monthly rate (in `)

w.e.f 1.12.10

Scooter/M. Cycle 1587

Moped 850

For workmen the following are the conveyance and travel entitlement-

Local conveyance-For journeys at halting places, on official tour, the conveyance

charges incurred are reimbursed , subject to the following limits:

BP Range A-Class Others

Below `

15440/-

` 170/- ` 140/-

` 15440/- &

above

` 190/- ` 170/-

Running & maintenance expenses for scooter/motor cycle/moped ;Workmen

owning scooter/motor cycle/moped will be reimbursed running and

maintaince expenses incurred in connection with official duties as under:

Vehicle Grade I to

V

(` /p.m.)

Grade VI

(` /p.m.)

Mileage

Rate/` P km

Scooter/M

Cycle

1061 1184/- 2.93

Moped 577/- 647/- 1.57

LEAVE FACILITIES

Leave facilities for all kinds of leave are provided on the exact guidelines by government-

Earned Leave :

The credit for earn leave is awarded at a rate of 15 days on the 1st of January and 1st of

July every year. It can be accumulated up to 300 days in addition to the number of days

for which encashment has been allowed along with LTC.

Maternity Leave

Maternity leave is granted to women government employees.

1) Pregnancy: 180 days – Admissible only to employees with less than two surviving

children.

2) Miscarriage/abortion (induced or otherwise): Total of 45 days in the entire service.

However, any such leave taken prior to 16.6.1994 will not be taken into account for this

limitation. Admissible irrespective of number of surviving children. Application to be

supported by a certificate from a registered medical practitioner for NGOs and from

AMA for GOs.

The materntiy leave is not debited to leave account and full pay is granted. It cannot be

combined with any other leaves and counts as service for increments and pension.

Paternity Leave

A male employee with less than two surviving children is granted Paternity Leave for a

period of 15 days during the confinement of his wife. During the period of such leave he

shall be paid leave salary equal to the pay drawn immediately before proceeding on

leave. Paternity Leave shall not be debited against the leave account and may be

combined with other kind of leave as in the case of Maternity Leave.

Study Leave

Study leave is granted to all employees with not less than five years’ service for

undergoing a special course consisting of higher studies or specialized training in a

professional or technical subject having a direct and close connection with the sphere of

his duties as a civil servant.

The course for which the study leave is taken should be certified to be of definite

advantage to govt from the point of view of public interest and that particular study

should be approved by the authority competent to grant leave.

The official should submit a full report on the work done during study leave. Maximum

of 24 months of leave is sanctioned. In the case of CHS officers 36 months of leave can

be granted at a stretch or in different spells.

Study leave will not be debited to the leave account and may be combined with other

leave due.

Study leave is not granted for studies outside India if facilities are available in India and

to an official due to retire within 3 years of return from the study leave.

Child Care Leave

Woman employees having minor children may be granted Child Care Leave by an

authority competent to grant leave for a maximum period of 730 days (2 years) during

their entire service for taking care of up to two children., whether for rearing or to look

after any of their needs like

Special Disability Leave

Special disability leave admissible to all employees when disabled by injury intentionally

or accidentally inflicted or caused in or in consequence of the due performance of

official dutiesor in consequences of official position. The disability above should have

manifested within three months of the occurrence to which it is attributed and the person

disabled had acted with due promptitude in bringing it to notice. The leave sanctioning

authority, if satisfied as to the cause of the disability, may relax the condition and grant

leave in cases where disability has manifested more than three months after the

occurrence of its cause.

Special disability leave is also admissible when disabled by illness incurred in the

performance of any particular duty, which has the effect of increasing liability to illness

or injury beyond the ordinary risk attaching to the civil post held, under the same

condition.This disability should be certified by an Authorised Medical Attendant to be

directly due to the performance of the particular duty.

Maximum of 24 months of leave may be granted.

May be combined with any other leave.

Will count as service for pension.

Will not be debited to the leave account.

8. Child Adoption Leave:

Child adoption leave is granted to Female employees, with fewer than two surviving

children on valid adoption of a child below the age of one year, for a period of 135 days

immediately after the date of valid adoption. examination, sickness, etc.

o Medical facilities-The government has a very well framed system for the

provision of medical facilities to its employees. There are government hospitals were the

employees can get their medical treatment done for various problems, IOCL is doing a

great job and taking a step ahead by providing coverage for all the dependants of the

employees in this area.IOCL has even nominated Some reputed hospitals / nursing homes

at 4 Metro cities, State Capitals etc. where the employees and their dependent can have

both outdoor and indoor treatment. The coverage is provided for any kind of medical

problem except drug abuse, whereas as per the government guidelines there are specific

diseases which are to be covered in it. So IOCL is doing a commendable job under this

policy.

PROFESSIONAL/SKILL UPDATION FACILITY-

Government doesnot have any specific guideline for the professional or skill updation of

employees, this is an initiation taken by the organization to keep its employees up to the mark

with changing time there is fixed amount set for different grades of officers. Project manthan by

the organization is also an example for it, under this different measures are taken to make the

employees familiar with the new technology around.

NIGHT HALT/SHIFT ALLOWANCE , OVERTIME ALLOWANCE-

Even in this area government doesnot have any specific guidelines but IOCL has a fixed amount

to be paid to different categories of employees for night halt and shifts and overtime allowance.

DEPENDENCY FACILITIES-

Government have taken less initiatives for dependency facilities for government employees, few

areas in which government participated are1st is the medical facility for dependants , in which the

dependants have coverage for treatment of medical problems from government hospitals and

dispensaries , 2nd is pension for dependants ,3rd is encouraging their interest in sports and other

fitness programs through tournaments and sports events. IOCL is doing its every bit to help the

dependants of the employees. Apart from the above mentioned facilities ,The combined income

ceiling for determining dependency of parents for the purpose of Medical facilities is ` 9000/-

p.m. The income ceiling of ` 9000/- p.m. is applicable in respect of parents only and would not

apply in the case of children. The ceiling for children will remain `3000/-.

CHAPTER 7 : CONCLUSION

This chapter deals with the conclusion of the project.

Based on the study conducted, results of the survey done in the corporation and the general

feedback given by the employees following conclusions have been drawn:

1) IOCL management understands the importance of welfare in the life of the employees

and therefore provide them with lots of allowances, high pay scale and benefits to them. This in

return helps IOCL to get best out of their employees.

2) IOCL has integrated processes which are followed for availing the welfare benefits which

some employees feel is complicated and time taking process.

3) IOCL knows how important it is to maintain relationship not only with employees who

are serving the org. but also not to forget the contribution of employees who have served the

org.. IOCL provides a lot of benefits to the employees even after they get separated from the org.

this makes employees and their families feel secure and motivates them.

4) IOCL is even taking the welfare of the dependants of the employees seriously and

provide them with every benefit.

5) Most of the employees are satisfied and happy with most of the policies especially

medical and child allowance.

6) After studying the responses, it can be included that welfare is definitely one of the most

important motivational factors which help organization. to retain the best talent. And also be at

par with the private and other players in the market.

7) IOCL is capable of attracting the best pool of talent and to is also able to retain them

through their welfare policy .

8) The only problem is with promotion and transfer policy. Many employees especially in

the staff don’t prefer to take promotion due to the transfer reason. Hike in bonus is another

demand of employees.

CHAPTER 8 : SUGGESTIONS

This chapter deals with the suggestions offered by me on the basis of the findings of the

primary research conducted both through survey

I have the following suggestions to make-

1) Medical facility can be improved by

a. Arranging for frequent visit of specialist doctors.

b. Introducing ayurvedic medical facilities.

2) professional skills/ updating can be improved by

a. better maintenance of infrastructure

b. more emphasis on computer education

c. emphasizing on time management.

3) management should try to get best out of their the employees by

a. proper redresser of complaints and grievances of employees

b. Awarding extra to employees for doing extra efforts eg. Bonus- increases their

moral

c. Improving the working condition and by overlooking the relations of superiors and

juniors.

d. Nobody has mentioned grievance handling machinery as an approach for getting

their problem solved so this shows that the grievances is just on papers and not in action.

CHAPTER 9 : LIMITATIONS

This chapter deals with few limitations of the project report and certain areas which could

not be covered.

This research is majorly a qualitative research supplemented with quantitative data. Moreover

It’s a very wide area, the organization has some hundred plus policies in their handbook which

was not possible to cover all of them in my research. So the focus was limited to only few.

The sample size is not that good as it was a very time taking process to request employees to fill

up the questionnaires and running after them for the same.

Employees participation rate is low

Internal information of the organization is not made available to the interns.

There is lack of clarity while answering questions by the employees .

The research is conducted within a period of limited duration.

CHAPTER 10:

LEARNINGS AND PERSONAL EXPERIENCES

This chapter deals with my learnings and personal experiences during the stipulated period

of two months spent at Indian oil corporation, New delhi as a part of summer internship.

My project was on welfare policies of employees of Indian oil corporation, delhi. I was under

Mr. VISHAL who is the Dy. Manager of employee relations in the northern region branch of

iocl. As the part of my primary research I had to first frame a questionnaire which was a great

learning experience . I searched through various sites and came up with a questionnaire with my

basic purpose of an interactive questionnaire, but I missed on the point of the specificity of my

objective for the study which I soon realized after my questionnaire got rejected .Another point

was my questions were to direct to be answered by the employee of a company. This learning I

am sure is going to be of great help in my coming future.

The next great experience was interacting with so many working people on its welfare policies.

The employees hesitated a lot in answering different questions, so I tried to put up questions in

different ways to extract information out of them which was very enjoying but sometimes

embarrassing too. Interaction with them also helped me learn being tactful as they never replied

directly.

I was given a charge of arranging their law files in order, which was a hectic work moreover it

was difficult to understand what order to be followed in arranging them. After going through

cases for 2-3 weeks I started to get familiar with it. It is another life long experience and

enhanced my knowledge on employee relations.

Overall working in the corporate environment was a very fresh and practical learning.

CHAPTER 11: REFERENCES

This chapter deals with the different books, journals, websites and the documents of Indian

oil corporation which I referred for writing this project.

HR handbook Indian Oil Corporation.

www.iocl.com

India.gov.in

Dpe.nic.in

www.Staffcorner.in

google scholars for different journals and published papers

90paisa.blogspot.com

Cgstaffnews.com

Economywatch.com

CHAPTER 12 : ANNEXURES

http://www.iocl.com/

This chapter deals with the questionnaire I used for conducting the survey.

QUESTIONNAIRE

Name: ……………………………. Designation…………………………..

Department: ……………………… No. of years of working……………..

Sex: ………………………………. Age ………………………………….

1. Are you fully aware with the various Welfare Policies of the Organization?

a. Yes b. No

2. How did you get to know about the Welfare Policy of the Organization?

a. Handbook b. Iocl Intranet

c. From Employees d. Others

3.How is the procedure for availing welfare benefits of the organization?

a. very easy b.easy c. can”t say d.difficult e.very difficult

4.Give your opinion on the following statements about the organization varying from strongly

disagree to strongly agree and comment in case of extremes.

Facilities Strongly

disagree

Disagree Neutral Agree Strongly

Agree

Comments

Children

education

allowance

provided by

the

organization

is enough.

Conveyance

on Tour

facility

provided by

the

organization

is good.

Leave

Facilities of

the

organization

is good

Medical

Facilities of

the

organization

is good

Professional

skills/updatio

n facility of

the

organization

is good

Night

halt/over time

allowance

provided by

the

organization

is enough.

Shift

allowance

provided by

the

organization

is enough.

Dependency

facilities of

the

organization

is good.

5. Are all the allowances paid timely?

a. Yes b. No

6.Do you find any discrepancy in the allowance being paid to various categories of employees?

a. yes b.no

7.How often the welfare policies of the organisation updated? Do they seem in the tune with the

changing times(orientations and benefits)?

a. periodically and progressively b. periodically and inadequately

c. rarely and progressively d. rarely and inadequately

e. never

8. What are your views on the cafeteria facilities on the Following Grounds:

Very satisfactory Satisfactory Neutra

l

Dissatisfactory Very dissatisfactory

Food Quality

Service

Hygiene

Price

9. Does the welfare policies even cater to your family needs?

a. yes b. No

If yes, How do your family feels about the welfare policies of your Organization?

a. good b. average c. bad

10. Whom do you approach to get your problem solved or register your complaint?

a. Your immediate Boss b. colleagues c. Grievance’s handling machinery/

d. complaint box e. others

11. Do you feel the organisation has an active and efficient system of handling the

Grievances of employees?

a. Yes b. No

12.As an employee, where would you rate IOCL in comparison to other

(PSUs/private) Organisations?

a. Very good b. good c. average d. bad e. very bad

13. Which welfare policy is most important for you? WHY?

……………………………………………………………..

14.In case you want to improve or change any welfare policy of your Organization ,

What area you want to make changes or improvements?

. ………………………………………………………………….

15.Do you enjoy your work?

a. yes b.no , if no why………………………………………

16. Do you feel proud to be associated with IOCL as an employee? Why?

a. yes b. no

Documents

My Summer Internship Report