OHPC Employee Handbook - Odisha Hydro Power …intra.ohpcltd.com/DOCUMENT/OHPC Employee Handbook.pdf · generating capacity by setting up new hydro power projects. ... involves inter

Odisha Hydro Power Corporation Ltd.

EMPLOYEE HANDBOOKEMPLOYEE HANDBOOK

(A Govt. of Odisha Undertaking)

Mission

To be a leading power utility in the energy sector

through diversified energy portfolio with due care

& concern to the environment.

·

·

·

·

·

·

To develop water resources in the State and elsewhere

in the Country while augmenting hydro power

generating capacity by setting up new hydro power

projects.

To adopt state of the art technology for up gradation of

the existing hydro power stations to achieve the highest

level of efficiency.

To establish & operate thermal power plants through

joint ventures and also explore the opportunities to

develop renewable energy resources viz. - small hydro,

wind, solar.

To develop & operate coal mines allocated jointly in

favour of OHPC and other public sector undertakings

by the Ministry of Coal, Govt. of India.

To improve productivity through effective planning

and implementation of ERP system with development

of robust & concurrent IT infrastructure.

To professionalize the work force in line with the

modern management/ technical know how.

Vision

Employees are the building block of an organisation.

Creating a healthy & performing organisation involves inter alia putting in place a sound Human Resources Policy frame work, Rules & Procedures.

The importance of codifying the policies, Rules & Procedures relating to Human Resources Management and publishing it in a booklet form to make it available to all employees need not be over emphasised.

I am happy to note that OHPC is publishing "OHPC Employees Handbook" which intends to bring out the present HR Policies, Rules & Procedures of OHPC. This is a laudable effort and the team responsible for this deserves appreciations. I hope this publication will be of immense benefit to the employees in enhancing their knowledge on HR matters and contribute to the further growth of the organisation.

Yours sincerely,

(G.MATHI VATHANAN)

MESSAGE

G. MATHI VATHANAN, IAS

Commissioner-cum-SecretaryDepartment of EnergyGovernment of Odishaand Chairman, OHPC

Dated 21.11.11

In its constant endeavor to be a leading corporate entity, OHPC has undertaken a plethora of phenomenal changes in its organizational functions & policies. To reflect these HR rules & policies in a comprehensive transparent manner, OHPC is bringing out its first ever 'Employee Handbook' for its workforce.

The 'Employee Handbook' as a useful instrument communicates the employee rights, obligations, etc in an effective manner which in return helps to create a healthier environment within the organization.

This Handbook covers most of the salient points of HR Rules & Policies in a concise manner. I appreciate the efforts put by Sh. B P Mishra, DGM (HRD) for this publication & hope the handbook will be of great use to our employees. I congratulate the HRD team involved in publishing this concise document which will be of immense use for all OHPCians.

(Sahadev Khatua)

Er. Sahadev Khatua

Managing Director

MESSAGE

Dated 21.11.11

HR rules & policies play a major decisive role in an

organization. It needs constant upgradation to make it both

employee & organization friendly. They infact showcase what

all is happening within the organization. Hence, it is required to

keep the employees well informed regarding these policies.

A simple & instrumental way to inform the employees about

their rights as well as obligations is an 'Employee Handbook'.

With all efforts, OHPC is publishing its first ever

'Employee Handbook'. The Handbook is an insight into the

major HR policies & rules which will bring in the employees &

organization closer. It is indeed a great effort of HR wing of

OHPC.

I appreciate the hard work & hope the Hand book will be

of great use to all the members of OHPC family.

(Rajesh Sharma)

Rajesh Sharma

Director (HRD)

MESSAGE

Dated 21.11.11

There has been feedback in the past that a clear simple summary of the major HR policies and rules would be extremely useful in effectively communicating information to the employees. The first such summary in the form of “Employees Handbook” is brought out in this year.

Though this Handbook contains only broad and general information and does not replace or substitute the basic detail documents on the subjects covered, its tremendous utility lies in the ease and clarity with which our employees can have access to the salient points of almost all HR policies or Rules. However, for greater details and specifics for deriving benefits, employees have to refer to concerned Rules.

I hope that this "Employees Handbook" will be of immense use to all our employees.

(Bhabani Prasad Mishra)

MESSAGE

Bhabani Prasad Mishra

Dy. General Manager(HRD)

Dated 21.11.11

I Employment

II Pay & Allowances

III Employee Benefits/ Facilities

1.1 Classification of Posts 11.2 Stages of Recruitment 31.3 Normal Induction Level 31.4 Age at Entry Level 31.5 Joining Formalities 3-41.6 Probation & Confirmation 41.7.1.8 Forwarding of application for

outside Employment

2.1 Scale of Pay 6-72.2 Increment 72.3 Dearness Allowance 72.4 House Rent Allowance 72.5 Entitlement for Company Accommodation 82.6 Company Leased Accommodation 82.7 License Fee 82.8 Reimbursement of monthly

Conveyance Expenditure2.9 Shift Allowance 82.10 Design Allowance 92.11 Hydro Allowance 92.12 Remote Area Allowance 92.13 Special Allowance 92.14 Medical allowance 92.15 Washing Allowance 102.16 Travelling Allowance (TA & DA) 10-152.17 Transfer TA on Retirement/ Death 15

3.1 Leave Travel Concession 163.2 Medical Attendance Rules 16

Promotion (Career Growth) 45

8

CONTENTS

3.3 Leave Rules 17-203.4 Holidays 203.5 Employees Children Scholarships 213.6 Best Employee Award 213.7 Uniform/ Liveries 21

4.1 Employees Suggestion Scheme 22

5.1 Puja/Festival Advance 22

6.1 Family Planning Incentive 22-236.2 Annual / Performance Incentive 23

7.1 Personal Accident Insurance 247.2 Group Insurance 247.3 Provident Fund & Pension Scheme 247.4 Gratuity 247.5 Funeral Expenses 257.6 Leave Encashment 25

8.1 Performance Appraisal 268.2 Conduct, Discipline & Appeal Rules 268.3 Grievance Procedure 26

9.1 Resignation 279.2 Termination of Service 279.3 Retirement, Superannuation &

Voluntary Retirement (VR)9.4 Voluntary Separation Scheme (VSS) &

Voluntary Retirement Scheme (VRS)

IV Employees Education/ Development Scheme

V Advance

VI Incentive

VII Terminal/ Insurance benefits

VIII General Rules

IX Separation

28

28-29

EMPLOYMENT1.1 CLASSIFICATION OF POSTS

(i) Executive

Post GradeGET/ MT/DET E-1

Jr. Manager E-2

Asst. Manager E-3

Dy. Manager E-4

Manager E-5

Asst. General Manager E-6

Dy. General Manager E-7

General Manager E-8

Sr. General Manager E-9

Chief General Manager E-10

(ii) Administrative Non-Executive

Peon/Helper/Watchman/Choukidar/Sweeper/Office

Attendant/Watchman-cum-Sweeper/Night Watchman

Zamadar/Daftary ANE-2

Diarist-cum-Dispatcher/Photo Copier / Record Supplier ANE-3

Storekeeper-C/Receptionist ANE-4

LD Asst./Computer Asst.Gr-III /Jr.Clerk /Caretaker / ANE-5Teacher (Matric CT) / PET (Trained)

Sr. Clerk/Cashier/Draftsman-B/Driver-B / ANE-6

Jr.Lab.Tech / Pharmacist

Gr.II Asst./Steno-cum-CA Gr-II/Typist-cum-CA-II/ ANE-7

CA Gr-II/Draftsman-A/Asst.Teacher (IA CT)/

Classical Teacher/Hindi Teacher

Gr-I Asst./Sr.Asst./Steno-cum-CA Gr-I/Typist-cum-CA-I/ ANE-8 CA Gr-I /Sr.Draftsman/ Asst.Teacher(TGT)

Head Asst./Head Draftsman/Head master ANE-9

ANE-1

Post Grade

-1-

(iii) Technical Non-Executive

Post Grade

Helper /IB Attendant /Hospital Attendant /Khalasi/Sweeper/ W.M / N.W.M./Attendant/Mali /Errand Boy/Mulia / Choukidar/ Man/Driller

Jr. Cook/Telephone Attendant/Jr. Artisan - B / Gardener/ TNE-2Jr.Artsian - B (Rigger) (others)/Scavenger/Store Asst./Cleaner/Greaseman/Hammerman

Carpenter - C/Plumber - C/Blacksmith - C/Painter - C / TNE-3Turner - C/Auto Electrician - C/Machinist - C /Mason - C /Cook/T.O.cum-Mech- C/Jr. Artisan - A

Electrician-C/Fitter-C/Welder-C/ Lineman-C/Wireman-C / TNE-4Crane Opt-C/ Opt(Elect)-C/ Opt.(Mech)-/ Store keeper-C /Rigger-C/Driver-C/Plumber - B/Blacksmith - B/Turner - B /Auto Electrician - B/Machinist - B /Mason - B / Khansama/Lift Operator/T.O.cum-Mech- B /Flowerist/Compter Opt - C/Lift Operator/Work Sarkar

Electrician-B/Lineman-B/Wireman-B /Fitter-B /Crane Opt-B/ TNE-5Welder-B/ Opt-B(Elect) /Opt.-B(Mech) / Storekeeper-B / Carpenter-B/Rigger-B/Driver-B/Computer Opt-B/Plumber-A /Turner-A/Machinist-A/Carpenter-A / Instrument(Mech) /Opt.(Axuliary)/Masson-A / Caretaker/T.O.-cum-Mech-A / Time Keeper-B / Computer Opt-B/ Work Sarker Gr.-I / Opt-B(Lift) / Meter Reader / Computer Opt-B /Telex Opt. / Progress recorder / Cable Jointer

Electrician-A/Linema-A/Wireman-A /Fitter-A /Crane Opt-A/ TNE-6Welder-A/ Opt-A(Elect)/Opt.-A(Mech) / Storekeeper-A/Spl.Gr. Carpenter Spl.Gr.Masson/Rigger-A/Driver-A/Computer Opt-A/Trailer Opt./ Tele Printer Opt.

Sr.Electrician/Sr.welder/Sr.Fitter/Sr.Crane Opt./ Sr.Opt. Spl/ TNE-7Sr. Store Keeper/ Sr. Lineman/Sr.Wireman

Foreman- (Eletrical)/Sr.Gr.Welder/Forman(Mech) / TNE-8Forman Crane Spl/Forman(Store)

Superintendent TNE-9

TNE-1

-2-

1.3 NORMAL INDUCTION LEVEL

1.4 AGE AT ENTRY LEVEL

Non-Executive - 18 YearsExecutive - 21 Years

1.5 JOINING FORMALITIESDocuments to be submitted for acceptance of

Joining:-

lUnconditional acceptance of offer of appointment

lJoining report

1.2 STAGES OF RECRUITMENT

Generally, recruitment is made at the entry level in various cadres in both Executive and Non-executive. However, in Technical non-executive cadre, the Recruitment is generally made at the bottom level in TNE-1 (Non ITI) and in TNE-4 (ITI Category).

In case of Executive cadre, the recruitment is made at the entry level as DET,GET & MT in E-1 grade and on successful completion of training are confirmed in E-2(DET) & E-3(GET & MT) grade respectively.

CATEGORY SCALE OF PAY & GRADE PAYNon ExecutiveANE/TNE (Un-skilled) Rs. 4,440-10,200/-, GP-1750/-ANE/TNE (Skilled) Rs. 5,200-20,200/-, GP-2400/-ExecutiveDET Rs.12,000/- (consolidated)GET & MT Rs.18,000/-(consolidated)Jr. Manager Rs.9,300-34,800/-, GP-4200/-Asst. Manager Rs.9,300-34,800/-,GP-4600/-

-3-

Attestation form for character & antecedents verification.

lProof of Age

lCharacter Certificate

lMedical fitness certificate from competent medical authority.

lSurety bond / service agreement bond as applicable

lRelieving order from the previous employer in case of service in Govt. / PSU

lCert if icate of SC/ST/SEBC/OBC/PH/Ex serviceman, etc, if applicable.

All appointments in the Corporation shall be on probation for a minimum period of twelve months from the date of joining.

Period of probation may be extended for individual cases at the discretion of Competent Authority on the basis of performance, conduct & attendance of the probationer.

On satisfactory completion of period of probation, the employee shall be regularized after issuance of an order in writing.

l

1.6 PROBATION & CONFIRMATION

17. PROMOTION (Career Growth)

All promotions are subject to availability of vacancies and needs of the company in respective grades and disciplines. An Employee can be consider for promotion to the next higher grade only if he/she has minimum qualifying experience as per promotion rules of the corporation.

-4-

Category Number of applicationsto be forwarded

Officer under probation on initial appointment or on promotion or on a p p o i n t m e n t a s GET/MT/DET and officers under service agreement bond

Officers other than GET/MT/DET who have been confirmed to a grade/post.

Officers in service for 6 years or more in a grade or who have been reverted to a lower grade.

Nil

1 (One) application during the first year of service after c o n f i r m a t i o n a n d t w o applications in a calendar year thereafter.

Any number of applications

No Employee shall directly submit any application to the authority outside the corporation in the matter of seeking employment without taking permission from the competent authority.

Further the application of the Employees who have executed a bond to serve the company for a specific period will not be forwarded during the bond period.

1.8 FORWARDING OF APPLICATION FOR OUTSIDE EMPLOYMENT

The application by Executives for employment outside the Corporation may be allowed at the discretion of the Competent Authority and subject to the followings.

-5-

PAY & ALLOWANCES

2.1 SCALE OF PAY

The Corporation has the following Scales of pay for employees.

(i) Executive

Grade Scale of Pay Grade Pay Pay Band Annual increment(GP)

E-1 Consolidated Nil Nil Nil

E-2 Rs.9300-34800/- 4200 PB-2 3% (Basic Pay+G P)

E-3 Rs.9300-34800/- 4600 PB-2 3% (Basic Pay+ )

E-4 Rs.9300-34800/- 5400 PB-2 3% (Basic Pay+ )

E-5 Rs.15600-39100/- 6600 PB-3 3% (Basic Pay+ )

E-6 Rs.15600-39100/- 6600 PB-3 3% (Basic Pay+ )

E-7 Rs.15600-39100/- 7600 PB-3 3% (Basic Pay+ )

E-8 Rs.37400-67000/- 8700 PB-4 3% (Basic Pay+ )

E-9 Rs.37400-67000/- 8800 PB-4 3% (Basic Pay+ )

E-10 Rs.37400-67000/- 9000 PB-4 3% (Basic Pay+ )

G P

G P

G P

G P

G P

G P

G P

G P

(ii) Administrative Non-Executive


ANE-1 Rs.4400-10200/- 1750 S-1 3% (Basic Pay+ )

ANE-2 Rs.5200-20200/ 1900 PB-1 3% (Basic Pay+ )





ANE-7 Rs.9300-34800/- 3300 PB-1 3% (Basic Pay+ )



G P

G P

G P

G P

G P

G P

G P

G P

G P

-6-

2.2 INCREMENT

2.3 DEARNESS ALLOWANCES (PM)

2.4 HOUSE RENT ALLOWANCE (PM)

The annual increment @ 3% of (Basic Pay + GP) which is rounded off to the next multiple of 10/- (ten rupees) specified in the various scale of pay as amended from time to time shall be payable to an employee & shall be effective on the first day of the month in which it falls due.

DA is payable to the employees as per the order of the state Govt. as amended from time to time . The present DA is 58% as on 01.07.2011.

HRA is payable to its employees who are not provided with residential accommodation by the Corporation (at places where the company has its Project/ Units/Offices).

Burla & Bhubaneswar - 20% of (Basic Pay + GP)Other places - 18% of (Basic Pay + GP)

-7-

(iii) Technical Non-Executive


TNE-1 Rs.4400-10200/- 1750 S-1 3% (Basic Pay+ )

TNE-2 Rs.5200-20200/ 1900 PB-1 3% (Basic Pay+ )





TNE-7 Rs.9300-34800/- 3300 PB-1 3% (Basic Pay+ )



G P

G P

G P

G P

G P

G P

G P

G P

G P

2.5 ENTITLEMENT FOR COMPANY ACCOMMODATION

2.6 COMPANY LEASED ACCOMMODATION

2.7 LICENSE FEE

2.8 REIMBURSEMENT OF MONTHLY CONVEYANCE EXPENDITURE

Type Area Grade/Post

F-2RA - 390 sqft. - Upto NE-5

E-2RB - 580 sqft - NE-6 to E-2

D-3R - 900 sqft - E-3 & E- 4

C-4R - 1600 sqft - E-5

B-5R- 2300 sqft - E-6 to E-8

A-6R - 3700 sqft - E-9 & above.

Executive grade are eligible for leased / self leased accommodation as per Rules.

License fee as per OHPC Residential Accommodation Rules shall be paid by the concerned employees who were provided with accommodation.

E-5 & above

Sl Types of Rate per month EligibilityNo. Conveyance

1 Four Wheelers Rs.1,800/- E-4 & Above.

2 Two Wheelers Rs.600/- For all

3 Cycle & Others Rs.300/- -do-

2.9 SHIFT ALLOWANCE

5% of (Basic Pay + GP) for employees in the units working in Shifts subject to maximum Rs.800/- p.m.

-8-

2.12 REMOTE AREA ALLOWANCE (PM)

2.13 SPECIAL ALLOWANCE (PM)

2.14 MEDICAL ALLOWANCE (PM)

UIHEP (Mukhiguda & Khatiguda) - @ 15% of (Basic Pay + GP)

BHEP,Balimela - @ 20% of (Basic Pay + GP)

PSHEP,Potteru - @ 20% of (Basic Pay + GP)

RHEP,Rengali - @ 7.5% of (Basic Pay + GP)

CHEP,Chiplima - @ 7.5% of (Basic Pay + GP)

This is subject to

Maximum of - Rs.6,000

UKHEP - @ 4% of ( Basic Pay + GP)

HHEP - @ 4% of (Basic Pay + GP)

This is subject

to Maximum of - Rs.1,200

5 % of (Basic Pay + GP) for all employees.

-9-

2.10 DESIGN ALLOWANCE

2.11 HYDRO ALLOWANCE (PM)

The Technical Executives have been allowed design allowances @ Rs.200/- p.m. for Grade-E-7 and @ Rs.150/-p.m. upto Grade-E-6 who are entrusted with the designing works.

At Units :- Non-Executive :- NE-1 to NE-2 - Rs.250/- , NE-3 to NE-7 - Rs.375/-

NE-8 to NE-9 - Rs.500/-Executive :- E-2 - Rs.500/-, E-3- Rs.650/-,

E-4 to E-5 - Rs.700/-E-6 to E-9- Rs.750/-

At Corporate Office :- 50 % of the amount paid at the units for respective categories of employees.

2.15 WASHING ALLOWANCE

2.16 TRAVELLING ALLOWANCE (TA & DA)

A. Travelling Allowances:

Only for TNEs and Class-IV employees @ Rs 20/- per month.

An employee avails Travelling Allowances and Local Conveyance for official tour performed beyond a radius of 15 Kms outside municipal limits of his/her headquarters. For journey period an employee is entitled for daily allowances as per the following .

-10-

Sl Grade Entitlement mode/ class of Travel

No. Rail / Air Road Local Journey Use of own Car(by Road) /Two wheeler

with priorapproval ofcompetentauthority

st1 E-8 and ACC 1 Actual Taxi Actual Taxi Car @ Rs.7.00above Class / Air Fare Fare per K.M

(Economy class)

st2. E-7 & I Class / Actual Taxi Actual Taxi Car @ Rs.7.00ndE-6 2 Class Fare limited Fare limited per K.M.

AC Sleeper to Rs.7.50 to Rs.500/- Scooter / Motor per K.M per day Cycle @ Rs.3.00

per K.M

st3. E-5 I Class/ Actual Taxi Actual Taxi Car @ Rs.7.00nd2 Class / Fare limited Fare limited per K.M.

AC Sleeper to Rs.7.50 to Rs.400/- Scooter / per K.M per day Motor Cycle

@ Rs.3.00per K.M

Table-I (Executive)

-11-

Table-I (Executive)




st4. E-4 & 1 Class Fare of a Actual charges Scooter/ ndE-3 / 2 Class single seat by (3)three Motor Cycle

AC Sleeper in Taxi where wheelers or @ Rs.3.00availed limited fare of a single per K.Mto Rs.7.50 seat in Taxiper K.M or limited toactual fare Rs.300/- per day

st5. E-2 & 1 class/ Actual bus Actual charges Scooter/E-1 III Tier AC fare by (3)three Motor Cycle

Sleeper wheelers or @ Rs.3.00fare of a per K.Msingle seatin Taxi limited toRs.200/-per day




st1. NE-8 I Class / Actual Actual Scooter Motorand III tire Bus Charges by Cycle / Mopedabove AC Sleeper Fare 3 (three) @ Rs.2.00

wheelers per K.M.limited to limited toRs.175/- Rs.100/- per day per day.

Table-II (Non Executive)

B.Daily Allowance

Grade Rate in Rs.

Inside the State Out side the State Outside the State in “A” Class cities in other cities

E-6 & above Rs.400.00 Rs.600.00 Rs.500.00

E-5 Rs.300.00 Rs.500.00 Rs.450.00

E-4, E-3 E-2 Rs.250.00 Rs.400.00 Rs.350.00

E-1 Rs.200.00 Rs.300.00 Rs.250.00

-12-

Table-II (Non Executive)

Table-I (Executive)




st2. NE-3 to I Class / Actual Bus Actual Scooter MotorNE-7 III tire AC Fare Charges Cycle / Moped

Sleeper by 3 (three) @ Rs.2.00wheelers per K.M.limited to limited toRs.150/- Rs.100/-per day per day.

st3. NE-1 I Class / Actual Bus Actual Charges Scooter Motor& NE-2 III tire Fare by 3 (three) Cycle / Moped

AC Sleeper wheelers limited @ Rs.2.00 perto Rs.125/- K.M. limited per day to Rs.100/-

per day.

-13-

Grade Inside the State

E-8 & above Rs.1500.00 per day

E-7 & E-6 Rs.900.00 per day

E-5 Rs.700.00 per day

E-3 & E-4 Rs.400.00 per day

E-2 & E-1 Rs.300.00 per day

Table-2 (Non-Executive)

Table-I (Executive)

The above daily allowance admissible to Executives and Non-Executives shall be regulated as follows:-

Less than six hours fixed 30%

Less than 12 hrs. 60% but exceeding 6 hrs fixed

More than 12 hrs & Fullless than 24 hrs.

Wherever possible the Executive and Non-Executive Employees should utilize Govt./ Corporation accommodation. Whereever such accommodation is not available, the Employees shall be entitled to reimburse the cost of a single room accommodation in hotel as follows.

Absence from Percentage ofHeadquarters daily allowance

C. Accommodation Charges (Inside the State)

Grade Rate in Rs.

Inside the State Out side the State Outside the State in “A” Class cities in other cities

NE-8 & above Rs.200.00 Rs.300.00 Rs.250.00

NE-3 to NE-7 Rs.150.00 Rs.250.00 Rs.175.00

NE-1 & NE-2 Rs.100.00 Rs.200.00 Rs.150.00

-14-

Grade Entitlement

E-8 & above Rs.6/- per MT per KM for 16 MT

E-3 and E-7 Rs.6/- per MT per KM for 16 MT

E-1 and E-2 Rs.6/- per MT per KM for 16 MT

Grade Inside the State

NE-8 & above Rs.300.00 per day

NE-3 to NE-7 Rs.200.00 per day

NE- 1 & NE-2 Rs.150.00 per day

Table-II (Non-Executive)

Table-I (Executive)

·Outside the State (Executive)

Wherever possible the executive and Non-executive employees utilize Govt./Corporation accommodation. Wherever such accommodation is not available, Executive Employees shall be entitled to reimburse the Hotel accommodation within the limits of their entitlement as may be prescribed from time to time.

·Outside the State (Non-Executive)

Non-executive employees shall be entitled to reimburse the Hotel accommodation limited to Rs.570/- per day in “A” class cities and Rs.500/- in other than “A” Class cities.

Cost of transportation of baggage and personal effect by Train /Road up to the maximum given below:

D. Baggage Allowance

Table-II (Non-Executive)

-15-

2.17 TRANSFER TA ON RETIREMENT / DEATH & TRANSFER

TTA shall be granted when a transfer is effected. Whereas no TA / DA is allowed when a transfer is on request of the concerned employee. Cost of transportation of baggage and personal effects is also allowed subject to limits prescribed in the rules of Corporation

Grade Entitlement

NE-8 & above Rs.6/- per MT per KM for 8 MT

NE-3 and NE-7 Rs.6/- per MT per KM for 8 MT

NE-1 and NE-2 Rs.6/- per MT per KM for 8 MT

3.1 LEAVE TRAVEL CONCESSION

3.2 MEDICAL ATTENDANCE RULES

Leave Travel Concession (LTC) is granted to the regular employees of the Corporation once in every 10 (ten) years subject to maximum 3 (three) times in the entire service period to travel anywhere within India. The LTC is allowed for self and his/her dependant family members as per the prevailing rules of the Corporation.

(i) Medical Advance: In case of emergency, OHPC has extended the facility of Medical Advance to the employees covered for treatment of self or his/ her dependant family members as indoor/ outdoor patient in any Hospital /Nursing Home Inside /Outside State for medical treatment on reference of concerned Govt. /OHPC Dispensary Doctors. Release of medical advance shall be limited to the ceiling in respect of the specified diseases as prescribed by the State Govt. Advance beyond Rs.2 Lakhs are sanctioned in receipt of recommendation of the Medical Board.

(ii) Medical Expenses : The employees or his/ her dependant family members, if, admitted as an indoor patient in any Hospital / Nursing Homes Inside /Outside State for a period of 72 hours or more are eligible for reimbursement of medical expenses. Only for Cataract Surgery, 72 hrs. hospitalisation is not mandatory. Employees working at Corporate Office are issued with a Health Card for availing medical facilities for self & their dependant family members at OPTCL Dispensary/Hospital. Release of reimbursement of medical expenses against the bills shall be limited to the ceiling in respect of the specified diseases as prescribed by the State Govt.

EMPLOYEE BENEFITS/ FACILITIES

-16-

3.3 LEAVE RULES3.3.1 Casual Leave

3.3.2 Earned Leave

3.3.3 Half Pay Leave/ Sick Leave/ Commuted Leave

3.3.4 Extra-ordinary Leave

·15 days in a calendar year inclusive of 05 days special leave.

·30 days in a calendar year credited in advance in two st st

phases i.e. 15days each in 1 January and 1 July respectively.

·Accumulation limit is 300 days.

·Encashment of leave is allowed in full on superannuation/resignation/death.

·20 half days for every completed years of service.

·No ceiling on accumulation for HPL

·Maximum commuted/sick leave allowed for 240 (full days) 480 (half days) in their total service period on self medical ground which will debited to the HPL account.

·In exceptional circumstances, Extra-ordinary Leave is sanctioned by the competent authority without any pay and allowances when no other kind of leave is due or when the employee specifically applies for extraordinary leave.

·Extra-ordinary leave is not counted as period of service or for increments, pension and gratuity.

·Except in the case of a permanent employee and an employee who has rendered not less than three years of service.

-17-

1) Duration of extraordinary leave on any one occasion shall not exceed 2 (two) months.

2) In special cases it can exceed 4 (four) months when such leave is supported by a medical certificate.

3) Similarly for 18 (Eighteen) months for undergoing treatment for TB, Leprosy & Cancer.

·The Special Disability Leave can be sanctioned to an employee 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.

·Total period of such leave shall not in any case exceed 24 (twenty four) months.

·Maternity Leave is granted to a female employee by the authority empowered to grant ordinary leave to the employee concerned.

·The period of maternity leave in all cases shall not be more than 90 days from the date of confinement.

(a) Leave does not exceed 6 weeks and the application for leave is supported by a Medical Certificate.

(b) Maternity Leave shall not be debited against the leave account of the employees.

3.3.5 Special Disability Leave

3.3.6 Maternity Leave

·The maternity leave may also be sanctioned incase of mis-carriage/ abortion as per rules subject to the condition that :

-18-

3.3.7 Special Leave

3.3.7 Study Leave

·An employee is granted special leave upto 7 days for h i m s e l f o r h i s / h e r s p o u s e t o u n d e r g o vasectomy/Tubectomy.

·The authority may grant Study Leave to an employee to enable him to study or to undergo a special course of instruction to gain knowledge relevant to his current position or probable career progression.

·Such leave is not debited against the leave account of the Employee.

·Study Leave may be granted to an Employee, to whom, the authority is of the opinion that such leave is in the company's interest.

·The Study Leave will be granted with due regard to the exigencies of Company's service. In no circumstances will the grant of study leave be.

·During Study Leave an Employee will draw half average monthly pay for the purpose of study and subject to the maxima and minima. An Employee may, subject to the approval of the Board undertake or commence a course of study during leave on average monthly pay.

(Average monthly pay would mean pay on during the 12 complete months immediately preceedings the month in which the leave commences.

·Study Leave will not ordinarily be granted to an Employee with less than 5 years service or to Employees within 3 years of the date at which they are to retire or have the option of retiring .

·All applications for Study Leave should be submitted through the proper channel to the Head of Function, who

-19-

in consultation with Director (HRD) will issue the appropriate orders. The application must contain full details of the course or courses of study contemplated and any examination which the candidate proposes to undergo.

·An Employee granted Study Leave is ordinarily required to meet the cost of study. In exceptional circumstances, the Director (HRD) may recommend to the Board for payment of fees by the Company.

·Employee has to execute Bond with the corporation in lieu of sponsorship by the corporation for a period of at least three years to serve the Corporation.

Study leave will count as service and for pension, but not for leave. It will not affect any leave which is already due to an Employee. It will be treated as extra leave.

Notification in connection with list of Public Holidays and Optional Holidays for Corporate Office and Field Unit Offices is issued in each year during the end of a calendar year to be implemented for the next year, in line with Government of Odihsa notification being issued from time to time.

Another notification is issued in connection with list of Public Holidays and Optional Holidays for the workmen of OHPC, working in different Power Houses towards the end of a year to be implemented for the next calendar year as per the Provisions under the Model Standing Orders and the Provisions of the Odisha Industrial Establishments (National & Festival) Holidays Act 1969.

·

3.4 HOLIDAYS

-20-

-21-

3.5 EMPLOYEES CHILDREN SCHOLARSHIPS

3.6 BEST EMPLOYEE AWARD

3.7 UNIFORM/ LIVERIES

Payment of one-time scholarship is made to the children of the eligible employees who have secured a certain percentage of marks in the Class-X and above examinations.

Minimum qualifying marks:

Class-X – 75%, +2 Sc.- 70%, +2 Arts/Com.- 65% and higher qualification if any.

If one child qualifies for two examinations in one academic year, the higher among the eligible scholarships is to be considered.

To motivate the employees considering his/her performance, punctuality, honesty, sincerity, integrity & above all his/her behaviour and attitude towards the Organisation, the Corporation has introduced “Best Employee Award” at corporate office in the following categories.

1. Best Employee in Executive category

2. Best Employee in Non-Executive category

3. Best Employee in Women category

The Best Employees are felicitated on the occasion of OHPC Foundation Day with a memento and a certificate of merit.

Two pair of uniforms are provided to the employees in a year to wear in the work places.

EMPLOYEES EDUCATION / DEVELOPMENT SCHEME

4.1 EMPLOYEES SUGGESTION SCHEME (ESS)

A D V A N C E

5.1 PUJA/FESTIVAL ADVANCE

INCENTIVE

6.1 FAMILY PLANNING INCENTIVE

OHPC Employees' Suggestion Scheme has been implemented with a view to encourage & channelize ideas & innovative suggestions, to bring in tangible improvement, promote/enhance problem solving orientation among employees of the corporation. The scheme provides for appreciation & recognition for individual creativity & thus foster participation along with development & growth of the Corporation.

Normal & Special interest free Puja advance are paid to the employees as per OHPC & State Govt. Rules.

Employee who are in possession of 'Green Card' having one child are entitled to incentive amount equal to twice the amount of last drawn increment in their existing scale of pay and with two children will be entitled to incentive amount equal to the amount of one increment.

Provided that the employees in NE-1 & NE-2 grades who are in possession of 'Green Card' having one or two children will be entitled to incentive amount equal to twice the amount of increment.

-22-

Such incentive once sanctioned at a particular rate shall not be enhanced or reduced under any circumstances. The eligible employees will be granted one-time cash incentives at the following rates:

lFor sterilisation of a male employee / his spouse with one child - Rs.300/-

lFor sterilisation of a female employee / her spouse with one child - Rs.300/-

Annual incentive is given to employees based on financial performance of the corporation.

6.2 ANNUAL / PERFORMANCE INCENTIVE:

-23-

TERMINAL /INSURANCE BENEFITS

7.1. PERSONAL ACCIDENT INSURANCE

7.2 GROUP INSURANCE SCHEME

7.3. PROVIDENT FUND & PENSION SCHEME

7.4. GRATUITY

This Scheme covers employees against consequence of personal accident at any place or time resulting in death / permanent (Total / partially/ temporary disablement in the event of accident while on duty in service. The monetary ceiling is inclusive of the benefits if any payable under the Employee Compensation Act,1923.Executives - Rs.10.00 lakhsNon-Executives - Rs.6.00 lakhs

The Group Insurance Scheme is applicable to all employees of the corporation excluding those covered under the EDLI Scheme under the EPF & Misc. Provision Act,1952. The premium for taking insurance coverage for the Scheme from the insurer(s) is borne by OHPC. All employees are insured for a sum of Rs.62,000/- in case of death while in the employment of the Corporation .

·The employees who are not covered under OHPC Pension Scheme are entitled to get pension under EPF Act & Misc. Provisions Act,1952.

·The employees covered under OHPC Pension Scheme are governed under GPF Odisha Rules / OSEB PF Rules as the case may be.

Gratuity is payable under payment of Gratuity Act 1972 to the employees not covered under OHPC Pension Scheme. The employees under OHPC pension Rules are paid gratuity as applicable to State Govt employees.

-24-

7.5. FUNERAL EXPENSES

7.6. LEAVE ENCASHMENT

Where an employee dies in service, his family members are given the following amount as funeral expenses.

·Rs.5,000/- for performance of obsequies.

·Reimbursement up to Rs.1000/- for transportation of the body subject to change from time to time.

·Benefits under Rehabilitation Assistance Scheme (RAS) & any other Scheme as applicable from time to time.

The leave encashment permissible to an employee is equal to the (Basic Pay + Grade Pay + DA) of the employee for the month preceding the date of encashment and avai lable on ret i rement/ superannuation or resignation or death. The maximum Leave encashment is 300 days Earned Leave.

-25-

GENERAL RULES

8.1. PERFORMANCE APPRAISAL (KPA)

8.2. CONDUCT, DISCIPLINE & APPEAL RULES

8.3. GRIEVANCE PROCEDURE

Prevailing Executive Performance Appraisal System (EPAS) introduced in 1998 have been modified in line with the power sector appraisal system of the Central PSUs. Modified appraisal form is objective based and provides scope for measuring competencies, values & potential of executives through indicators of Key Performance Area (KPA). Similarly the performance appraisal system for the non-executive employees is in operation since the inception of OHPC and is based on the 5 point scale on the relevant attributes for the different type of jobs.

Every employee of the Corporation shall at all times

(i) To Maintain absolute Integrity, Transparency,

(ii) To Maintain devotion to duty and to the Organisation,

(iii) Should avoid which is unbecoming of an employee of the Corporation and conduct himself at all times in a way which will enhance the reputation of the Corporation.

There is a Grievance Committee in this Corporation. The Corporation has laid down a detailed grievance procedure for all categories of employees with the sole objective of speedy redressal of individual grievances. Without prejudice to the Rules & Regulations dealing with disciplinary proceedings, an agrieved employee shall first present his grievance in person to the Grievance Committee.

-26-

9.1. RESIGNATION

9.2. TERMINATION OF SERVICE

Employees may leave the services of the Corporation by submission of proper resignation addressed to the appointing authority by giving notice as per the terms & conditions of his employment or as amended from time to time. The period of notice required shall be three months ( one month notice if the officer is on probation on first appointment with the Company) & shall be submitted to the competent authority. The company reserves the right to withhold acceptance of resignation of any employee in case disciplinary proceedings are pending against him.

Provided that the competent authority may at his discretion permit an employee to resign without notice or on payment of notice pay.

The company reserves the right to terminate by an order of the Appointing Authority, the services of an employee with notice period or notice money in lieu thereof on his being certified by the Medical Board. Provided that the Board of Director (BoD) or Committee of Board (CoB) may review any such decision of termination of services of an employee and pass such orders as it considers appropriate. The company reserves the right to terminate by an order of the appointing authority, the services of an employee without notice if the employee gives misleading information or fails to give information in an application or at an interview for an initial appointment with the company.

SEPARATION

-27-

9.3. RETIREMENT, SUPERANNUATION & VOLUNTARY RETIREMENT (VR)

9.4.(VSS) & VOLUNTARY RETIREMENT SCHEME (VRS)

The age of retirement / superannuation of an employee other than an employee in NE-1 & NE-2 category is 58 years.

The age of retirement /superannuation of an employee in NE-1 & NE-2 grade is 60 years.

stAn employee whose date of birth is the 1 day of the month shall retire from service in the afternoon of the last day of the preceding month on attaining the age of 58/60 years as case may be.

An employee who has completed 20 years of service may be allowed by the competent authority to retire voluntarily from the company service.

The V.S.S. was first introduced in the year 1999 for NMRs and CKs category with a view to reduce redundant man power and to achieve optimum manpower utilisation who had put in 5 years of continuous service or more or who had completed 40 years of age with an ex-gratia of Rs.1,25,000/- alongwith other benefits. Under the above Scheme 962 nos. of NMRs & CKs were separated. No such Scheme is in force at present.

The VRS was first introduced in the year 2003-04 to the Non-Executive Employees only borne in pensionable establishment having 10 years of qualifying service with a view to reduce surplus and un-productive labour with an ex-gratia equivalent to 21(twenty one ) days emoluments for each completed years of qualifying

THE VOLUNTARY SEPARATION SCHEME

-28-

service or monthly emoluments at the time of voluntary retirement multiplied by the balance months of service left up to the date of superannuation whichever is less alongwith all other terminal benefits. Under the Scheme 22 nos. of Non-Executives were separated. The said scheme is not in force at present.

Voluntary Retirement Scheme 2009 was extended to all regular Executive and Non-Executive employees whose minimum age for applying the Scheme should be 50 years with the compensation equivalent 2(two) months emoluments for each completed year of qualifying service or monthly emoluments at the time of voluntary retirement multiplied by the balance months of the service left up to the date of superannuation, whichever is less alongwith all other terminal benefits. The Voluntary Retirement Scheme 2009 is still in force.

N.B:-For further reference/details to the above may be referred to the relevant clauses of Regulations/Rules/ Circulars / Orders of the Corporation

-29-

This Handbook contains only a gist of HR policies / procedures of the Corporation and is, in no way, to be construed as a substitute of the HR Manual and for all details and references, HR Manual / orders circulars may be referred to.

Suggestions are welcome.

HR Department

-30-

ODISHA STATE POLICE HOUSING & WELFARE CORPORATION BUILDING,VANIVIHAR CHOWK, JANPATH, BHUBANESWAR -22,

PH: (0674) 2542983,2542802, 2545526, 2542826, FAX: (0674) 2542102.E-MAIL- [email protected]

www.ohpcltd.com

Odisha Hydro Power Corporation Ltd.(A Govt. of Odisha Undertaking)