Beml service rule

Service Rules for Officers

Chapter-II Page 1 of 21

CONTENTS

1. Title and application

2 Definition

3. Classification of employees

4. Identification

5. Entry and Exit

6. Working hours

7. Holidays

8. Payment of Salary

9. Deductions from salary / wage bills

10. Proof of age or date of birth

11. Medical

12. Transfers

13. Change of residential address

14. Duties and obligations of employees during Working hours

15. Forwarding of applications

16. Resignation

17. Termination of employment

18. Retirement/Superannuation

19. Service Certificate

20. Employees Liability under the Indian Official Secrets Act and the Criminal Law Amendment Act

21. Service Rules

22. Interpretation of Rules

***



AMENDMENTS TO SERVICE RULES - DOCUMENTS REFERRED -

Rule No.

Subject Reference

- Source Document GB No.264 dated 25-11-1975

2(a) “Company” means IOM No.CS/042/BEML/0548 dated 20-9-2007

3.1(vi) (new)

Definition of Trainees / Management Trainees

To be included

5.4 (new)

Frisking of Employees / Executives

GB No.1301 dated 24-4-2007

6.6 Regulation of Attendance i) GB No.837 dated 19-12-1991 ii) HQ Circular No.556 dated 30-11-2006

6.9 (new)

Movement of Personnel i) Circular No.1062 dated 9-1-2003 ii) Circular No.1066 dated 11-4-2007

15 Forwarding of Applications Circular No.1298 dated 12-4-2007 16 Resignation

GB No.1131 dated 25-10-2005 GB No.1153 dated 12-4-2007 IOM No.KHD/I/107/03/08/139 dated 25-3-08

16.5 16.6

(Genl)

Resignation – (New Appointees / Promotees) – Notice Period / Payment

of damages

i) Circular No.1320 dated 17-08-2007

ii) GB No.1170 dated 12-10-2007 iii) GB No.1191 dated 25-09-2008

17-A (New)

Loss of Lien GB No.683 dated 22-3-1988

18.1 Retirement Age – Enhancement

GB No.1000 dated 29-5-1998

18.2 Attainment of 58 yrs To be deleted Vigilance Clearance in

respect of Terminations IOM No.KP/188/13 dated 21-1-1998



BEML SERVICE RULES

1. Title and Application GB No.264 dated 25-11-1975

These rules shall be known as "Bharat Earth Movers Limited Service Rules" (*) and shall apply to all employees of Bharat Earth Movers Limited excepting –

(a) Employees engaged on contract or foreign service to the extent,

if any, governed by any special terms of their contract or foreign service. Matters not covered by the terms of appointment of such employees will be dealt with under these rules.

(b) Employees covered by the Standing Orders certified under the

Industrial Employment (Standing Orders) Act, 1946. 2. Definitions

In these rules, unless there is anything repugnant to the subject or context:-

(a) 'Company' means Bharat Earth Movers Limited wherever situated

and includes its Factories, Head Office and Administrative Offices, various Divisions, Service Centres, Medical Centre, Warehouses, Godowns, Zonal Offices, (#) District Offices, overseas offices, and Branches, wherever situated.

(b) 'Employee' means any person employed in the Company,

including those on contract service, but excluding those covered by the Standing Orders certified under the Industrial Employment (Standing Orders) Act, 1946, and Government employees on deputation.

(*) BEML Limited with effect from 1st October 2007 as per

IOM No. CS/042/BEML/0548 dated 20-9-2007

(#) Zonal Offices includes Regional Offices



(c) Management' means the Board of Directors, Chairman & Managing Director, whole time Directors, Executive Directors, Chief General Managers/ General Managers, or any other officer to whom powers and functions may be delegated in this behalf. Wherever the expression "Employer" is used, it shall mean the Management.

(d) 'Notice' means, a notice in writing required to be given or pasted

on the Notice Boards for the purpose of these rules.

(e) 'Notice Board' means and include the board at or near the main entrance of the Factory Divisions, Administrative Buildings, the main Hangers and Shops and any other Offices, provided by the Company for exhibiting Company's notices.

(f) 'Appointing Authority' in relation to an employee means the

authority empowered to make appointment to the category or grades of posts which the employee for the time being holds.

(g) 'Competent Authority' with reference to the exercise of power

means the Officer or authority to whom the power is delegated.

(h) 'Premises' shall include the Factory premises including the precincts thereof, Offices, Shops, Hangers, Canteens and all other ancillary offices and buildings as well as vacant spaces located within the Factory precincts and shall also include the Commercial Establishment, Administrative Offices, Warehouses / Godowns, Stores, Service Stations, Township including Club, Guest House, Welfare and Recreation Centre of the Company wherever situated.

(i) Wherever the singular number is used, the same shall be

construed as including plural number and masculine gender shall be construed as including the feminine gender.

3. Classification of employees 3.1 The employees of the Company shall be classified as under:-

(i) Permanent (ii) Probationary (iii) Temporary (iv) Contract

(v) Foreign Service (vi) Trainees Engineers / Management Trainees



3.2 A permanent employee is an employee who has been engaged on a permanent basis and includes any person who has been duly confirmed in his appointment after he has satisfactorily completed the probationary period in the same or any other occupation in the services of the Company.

3.3 A probationer is an employee who is provisionally employed with a

view to being considered for employment of longer duration than the period of probation. A probationary employee shall be closely watched by his superiors in regard to his ability, conduct, attendance and adaptability to the job assigned to him and if he does not measure up to the requirements, his services are liable to be terminated without notice during or at the end of the probationary period. In the case of a permanent employee' appointed as probationer in a new higher post, he may at any time, during the probationary period or at the end of the probationary period, be reverted to his permanent post if his work is found unsatisfactory. The period of probation originally fixed may be extended at the discretion of the Management. A probationer shall be deemed to continue as such until he is expressly confirmed in writing.

3.4 A temporary employee is an employee who has been engaged for work

which is essentially of a temporary nature likely to be finished within a limited period.

3.5 An employee on contract or Foreign Service means an employee who

has been engaged on contract by the Company for a specified period or an employee deputed by some other organisation for training or service of the Company and who is likely to be reverted to that organization.

3.6(*) A ‘Trainee’ means an employee who has been engaged for the

training by the company for a specified period and who is likely to be absorbed in the regular cadres of the company except those who are taken for training under Apprenticeship Act.

(*) New clause. To incorporate the changes in categories

4. Identification

4.1 On appointment, every employee will be issued an Identity-cum

Attendance card (formerly Identification Badge) showing the number, department, designation and such other particulars as may be incorporated. A photograph of the employee will also be affixed on the badge. The Identity-cum-Attendance Card shall be signed by an Officer duly authorized in this behalf by the Management.



4.2 The employee shall wear the badge in a visible manner on his person while he is within the premises of the Company. The employee shall show his identity card to the Security Staff at the gate when entering or leaving the Factory or Works or the Office buildings or Establishment in which employed, or on demand at any time by the Security Staff or to any other authority authorised by the Management in this behalf while the employee is inside the Factory or Works or Office buildings or Establishment.

4.3 The issue of badge at the initial appointment shall be free of charge

and replacement of the same due to loss/damage owing to the negligence of the employee, shall be charged at the rate at applicable rates per replacement and this sum shall be deducted from the pay.

4.4 The badge will remain the property of the Company and every

employee shall, on termination of services, surrender the badge to the Management failing which the applicable charges will be deducted from the pay.

5. Entry and Exit 5.1 All employees shall enter and leave the Company's factory /

establishment only by the gates appointed for the purpose by the Management. Employees must not leave the premises during working hours without written permission of the competent authority.

5.2 All employees are liable to be searched while entering or leaving or within the Company premises by the Security Staff of the Company and/or such other persons authorized by the Management for the purpose.

5.3 The Management has the right to remove from those searched, any

articles believed to be belonging to the Company or such other articles as the Management considers likely to endanger the personnel or property of the Company.

5.4 Circular No. 1301 dated 24-4-2007

a) All employees up to the level of AGMs would be subjected to frisking on random basis on any day of the week.

b) In case of suspicion or tip-off, thorough frisking/ searching could be carried out in respect of all the employees including the officers of the level of DGMs & above and also including Functional Directors/ CMD while entering/ leaving the company premises.



6. Working hours

6.1 The periods and hours of work and the lunch breaks for all employees in each shift, shall be notified from time to time on the Company Notice Boards.

6.2 An employee may be assigned to any special shift to suit the

exigencies of work. 6.3 An employee may be transferred from one shift to another depending

upon the exigencies of work. 6.4 An employee is liable to be recalled for duty at any time of the day,

including night, and even during Holidays, as required by the Management during emergencies and exigencies of work. Such employees will be granted a compensatory day off on any other day at the convenience of the Management.

6.5 All employees shall be at work at the time fixed and notified under Rule-6.

6.6 Attendance shall be marked daily according to the methods prescribed by the Management from time to time for each section or branch or department which will be displayed on the notice boards.

6.7 Employees who are required to sign in attendance register will mark

the time (hour and minute) of reporting for duty and of leaving duty under the relevant date column in the attendance register.

6.8 In regulating the system of recovery of wages against adjustment of

short hours for the employees the following procedure shall be adopted. (GB No.837 dated 10-12-91 and HQ Circular No.556 dated 30-11-06)

*Short- hours Adjustment

a) upto 4 hours …… Half- a- day leave @ at credit b) Between 4 to 8 hours …… One day leave @ at credit.

* In computing the Short- hours as above, the admissible grace period of 12 hours ( i.e, 4 hours per month for 3 consecutive months) will not be taken into account.

@ Leave would mean ‘ CL’. If ‘CL’ is not available to the credit of the officers, EL is debited.

Management may, at its discretion, deduct proportionately from the pay

including dearness allowance for shortage in attendance.



6.9 Regulation and monitoring of movement of employees / officers (Circular No.1062 dated 9-1-2003) For the purpose of regulating and monitoring of movement of

employees, the following system is introduced :

(a) Entry & Exit of all employees (upto Grade-VII) shall be strictly by IN-Punch & OUT-Punch respectively.

(b) All employees (upto Grade-VII) going out either on Official Duty or

on Personal Work shall do so against the Movement Pass issued by the concerned Reporting Officer duly countersigned by the Officer in the rank of General Managers and above. (Where an Officer of the rank of General Manager is not available, a DGM or an AGM is authorised to countersign the Movement Pass). While all movements on official duties shall be regulated in terms of OUT punch and IN punch, movement on personal work shall be recorded in terms of OUT punch. Thus, no employee will leave the factory/work place without the above permission. The movement pass format is at Annexure-I.

(c) The movement of employees on personal work (including Medical

Centre) shall be restricted at the beginning or at the end of the shift hours. In other words, intermediary movement during the shift hours will not be permitted and any movement during the working hours shall be regulated in terms of OUT punch only, in accordance with the existing rules and such movements will be regulated against salary deduction / debiting to the leave account of the concerned.

(d) All employees will perform their duties during their assigned shift

hours only and any extra hours, if required to be put in, shall have the explicit approval of the competent authority and such extra hours requirement together with justification /approval of the Competent Authority should be intimated to the HR and Security Departments on day-to-day basis at least two hours before commencement of such extra hours work. Thus any overstay beyond the regular shift hours without Management’s prior permission / authorization will not be permitted for any short hour adjustments. In other words, employees are duty bound to leave the work spot at the close of the shift of the concerned, unless authorized by Management as above and overstayal, if any, without Management’s permission will be viewed as unauthorized and such employees will themselves be liable to be departmentally proceeded against as per rules.



e) The Department Heads shall certify the attendance of employees assigned official duties outside the Headquarters during regular shift hours, on the basis of the movement passes issued, in the attendance format for the concerned period. However, the employees permitted / authorized to attend official work, should invariably report for duty and then only proceed on local outside duties with movement pass.

f) Movements during lunch break shall, however, be against attendance recording (OUT Punch and IN Punch) and no employee is permitted to avail more than 30 minutes as per rules and any overstayal beyond 30 minutes will result in deduction.

Specimen Formats for Movement Pass (Official & Personal work) is enclosed at Annexure-I. The Pass shall be prepared in triplicate and the original will be carried by the employees. Duplicate copy given to the Security Department and the Triplicate Copy retained in the Department. The employees shall surrender the original to the Department on completion of the movement.

The Department Heads and the Security Department shall compile all such Movement Passes and forward the same to Payrolls to enable finalization of the salary for the month.

The Security Department shall keep a vigil on the movement of personnel with regard to movements in between shift hours and periodical reports shall be sent to the HR Department. Any deviation of these instructions will be viewed seriously and those found responsible will be made personally accountable.

6.10 Inter Divisional Movement of employees

(Circular No.1066 dated 11-4-2003)

The following system of movement of employees from one Division into the premises of another Division or Corporate Office or vice-versa shall be followed :-

(a) Employees coming on official work to Divisions/Manufacturing

Units/Corporate Office, should carry and show their identity card at the entrance of security gate. They will then be permitted to enter the premises after the entry in the register maintained for this purpose at the gate by the security.

(b) In case the visit is of personal nature and if the Employees are

not carrying their identity card such employees/ officers will be treated as visitors and issued with visitor’s pass for entering the premises after fulfilling the formalities applicable to visitors.



(c) Employees carrying personal identity card and desirous of entering the Units / Corporate Office for personal work will be allowed after making entry in the register.

The above procedure will be applicable to all employees including the elected representatives of the Officers’ Associations in the Company.

7. Holidays

All holidays of the Company and changes therein shall be notified on the Company Notice Boards.

8. Payment of Salary

Salaries due to the Employees will normally be paid on the last working day of the month. The date of payment will be notified on Company Notice Boards.

9. Deductions from Salary / Wage Bills

Deductions from the salary of an employee will be made for reasons specified. The deductions may be of the following kinds:-

(1) For absence from duty

(2) For damage to or loss of goods expressly entrusted to the employee for custody or for loss of money for which he is required to account, where such a damage or loss is attributable to his negligence or fault.

(3) For house accommodation provided by the Company.

(4) For amenities and services supplied by the Company.

(5) For recovery of advances or for adjustment of over-payment of salary.

(6) Income tax or any other tax levied by Government.

(7) Deduction required to be made by order of Court or other authority competent to make such order.

(8) For refund of any advance taken from the Employees' Provident

Fund or any advance taken from the Company.

(9) Deduction made with the written authorisation of the employee for payment of life insurance premiums or for the purpose of purchase of Government Securities or Investment in Small Savings Securities or the like as may be decided by the Management.



(10) Deduction made with the written authorisation of the employee for payment of subscription or other charges due to any of the Employees' Club duly recognised by the Management.

(11) Deductions made with the written authorisation of the employee

for payment of subscription or contribution to any fund sponsored or approved by the Management.

(12) Deduction of amounts due to the Company from an employee.

(13) Any other deductions made with the written authorization of the

employee concerned. 10. Proof of Age or Date of Birth

In determining the age of an employee, the date of birth entered in his School Certificate produced by him at the time of employment will PRIMA-FACIE be admitted as proof of the employee's age. In the absence of a proof of age, the certificate from the Company's Medical Officer shall be accepted as conclusive proof of age. If the Medical Officer indicates the year of Birth, the date of Birth will be deemed to be 15th July of the year. The date of Birth recorded with the Company at the time of his first appointment shall not be altered except in case of a clerical error, with the approval of the Competent Authority.

11. Medical

All candidates selected for employment shall undergo a medical examination as prescribed by the Management. They shall also be liable for medical examination periodically and/or as may be required by the Management from time to time. If on such examination the employee is found unfit, he is liable to be discharged.

12. Transfers

An employee is liable to be transferred, at the discretion of the Management, from one work, Department, Section or job to another or from one Division of the. Company to another or from one station to another station in India where the Company may now or hereafter have any business and the employee is bound to accept the transfer when made.

13. Change of Residential Address

An employee must notify to the Personnel Department concerned of any change in his residential address.



14. Duties and obligations of employees during working hours 14.1 Every employee shall at all times maintain absolute integrity and

devotion to duty and shall do nothing which is unbecoming of an employee.

14.2 Every employee shall carry out the work for which he has been

employed, conscientiously and diligently and to the best of his ability and in accordance with specific or general instructions given to him by the Company or its Officers directly or through delegated authority.

14.3 Employees shall not enter or pass through Departments other than

those in which they are employed unless this is necessary in the course of their duties.

14.4 Each employee is responsible for and shall take proper care of all

machines, plant, tools, gauges, jigs, fixtures, furniture, office equipment, electric and sanitary fittings, drawings, etc., generally and specifically entrusted to him. Employees shall not take out of the premises, any articles, documents, drawings, materials, etc., belonging to the Company without a pass in the prescribed form issue by the Company. Neither shall they conceal or attempt to conceal any such articles or materials, etc.

14.5 Employees shall take due precautions to safeguard the Company's

property and to prevent accident or damage to it. An employee shall at once report to his superior any defect which he may notice in any machinery/equipment connected with his work. He shall also immediately report any defect or occurrence which he may notice and which might endanger himself or any other person or might result in damage to the Company's or any person's property. It is the duty of every employee to see that his machine and/or workplace is kept clean and tidy.

14.6 Strict observance of all safety instructions including fire prevention and

protection is obligatory on the part of the employees. Employees shall not unless specifically authorised, interfere with any safety device or any machine running or idle. Where the Company provides protective clothing, appliances, etc., for the safety of employees those shall be worn by such employees while engaged in such jobs and while on duty.

14.7 Where the Company provides Uniforms to the employees the same

shall be worn by such employees while on duty.



15. Forwarding of Applications (Circular No.1298 dated 12-4-2007) 15.1 Forwarding of Applications of permanent employees seeking

employment in Government / Quasi Govt / PSUs, NOC will be restricted to only ONCE in a calendar year. The authority to accord approval for various cadres shall be regulated as follows:- (a) For permanent officers up to Grade-III, the authority for forwarding

of application and issuance of NOC will be vested with the Complex Head.

(b) For Officers in Grade-IV to VI, forwarding of applications /issuance

of NOC shall be with the approval of the concerned Director with the concurrence of Director (HR).

(c) For Officers in Grade-VII & above, forwarding of applications /

issuance of NOC shall be with the concurrence of concerned Director / Director (HR) and approval of the CMD.

15.2 Regional Managers are not authorized to forward the application /

issuance of NOC.

15.3 No applications would be forwarded during the Bond period.

15.4 No requests for forwarding of application for outside employment would be entertained for a period of 02 (Two) years in case of employees from the date of their promotion. Similarly, for recruitees, no application for outside employment will be forwarded for a period of 03 (three) years.

15.5 Wherever Employees apply for the post advertised by the prospective employer through ON-LINE or directly to the concerned organization, in such cases, the concerned employee will have to down load and submit a copy of the On-line application and forward the same with a request to the Management for issuance of NOC / forwarding the same to the concerned organization.

16. Resignation (GB No 1131 dated 25-10-2005 GB No.1153 dated 12-4-2007 Circular No.1320 dated 17-08-2007) 16.1 (a) A permanent employee may resign his employment by giving three

month's notice in writing or by paying three month’s basic pay and Dearness Allowance in lieu of notice to the Company.



(b) Employees on probation may resign from the services of the Company by giving Three months Notice.

(c) Engineer Trainees/ Management Trainees/ Project Trainees may

resign from the services of the company subject to fulfilling the contractual obligations if any after giving Three months Notice.

(d) In cases where the employee leaves the company without completing

the process and without being formally relieved from the services, the HR Department shall advise the Finance / Payroll authorities not to process the settlement of dues / terminal benefits of such employees till they get clearance in writing from HR Department. To ensure uniformity, the communication to Finance / Payrolls will be done as per the standard format at Annexure-II. (IOM No.KHD/I/107/03/08/139 dated 25-3-08)

The resignation will become valid and effective only after the Company communicates in writing to the employee accepting his resignation. If an employee gives notice of his intention to resign, the Management may accept the resignation and release him at once or at any time before the date of expiry of the notice period, in which case he will be paid only for the period he actually works.

16.2 Employees against whom disciplinary proceedings or enquiries are

pending, cannot resign from service even by giving due notice in case the Management decides to continue the proceedings against them.

Employees who are under contractual obligations cannot also resign from service. If they intend to do so, they may have to pay compensation to the Company for the remaining period of contractual obligation. The compensation as decided by the Management will be final and the same can be recovered from the emoluments payable to the employee and through any other legal methods.

16.3 If an employee does not report for work after giving notice of his

intention to resign, or reports for duty for a few days and stays away without serving the full notice period, he will be treated as an employee leaving without notice and an amount equivalent to his basic pay & Dearness Allowance for the requisite period of notice shall be recovered from him.

16.4 In all cases of termination of employment, the employee shall return all

properties of the Company in his possession or custody and repay all dues and obtain a 'Certificate of Clearance' from the Company.



16.5 Executives joining BEML are required to serve the organization for a minimum period of 03 (three) years and therefore shall not apply for outside employment for the stipulated period. In case of executives appointed as Trainees or on Contract basis and absorbed subsequently, such training/contract period shall not be reckoned for calculating 03 (three) years service as stipulated above. In other words, for such category of executives, the stipulation of minimum period of 03 (three) years shall reckoned from the date of absorption in the Company. (GB No.1191 dated 25-9-2008). In the event of leaving the organization anytime during this period, he / she would be liable to pay compensation amount linked to the respective grades in BEML as per enclosure (GB No.1170 dated 12-10-2007).

16.6 Executives on promotion shall also be required to serve the organization for a minimum period of 02 (two) years from the date of promotion and therefore, no requests for forwarding of application for outside employment would be entertained during this period. In case of promotees leaving the organization during the stipulated period, he / she would be liable to pay compensation amount linked to the respective grades in BEML as per enclosure(GB No 1170 dt 12-10-07).

Note : Guidelines regarding acceptance of resignation and settlement of accounts in respect of executives have been issued vide Circular No.1320 dated 17-8-07 as under :-

i) Executives on the rolls of BEML shall not join any past, current and future competitors or organizations with which BEML has business dealings either as an associating organization or as partners, vendors, suppliers, customers, technology partners, financiers etc., for a period of two (02) years from the date of resigning from the services of BEML.

ii) Executives resigning from the services of BEML on the ground of personal reasons without disclosing the organization they are joining will have to sign an undertaking that they are not joining nor shall join any competitor or organizations with which BEML has business dealings either as an associating organization or as partners, vendors, suppliers, customers, technology partners, financiers, etc., within a period of two (02) years from the date of resigning and relief from the services of BEML.

iii) Further in the event of violation of the undertaking given or failure on the part of any Executive to adhere to the conditions at (i) & (ii) will render them liable for damages to the extent of Rs 2 lakhs for Executives in Grade-I & II, Rs 3 lakhs for Executives in Grade-III & IV, Rs 4 lakhs for Executives in Grade-V & VI, Rs 5 lakhs for Executives in Grade-VII & VIII and Rs 8 lakhs for Executives in Grade-IX and X.



iv) Pending compliance relating to the two (2) year condition, the final dues shall not be settled except earned wages, for a period of two (2) years from the date of relief or until such time, the Management is convinced that they are on their own and violated Clause (i) & (ii) and the same will be paid after two (2) years as such period as above.

17. Termination of Employment

17.1 The services for a temporary or probationary employee may be terminated without notice, without assigning any reasons whatsoever, and without liability for any compensation in lieu of notice.

17.2 The services of a permanent employee may be terminated on the ground of 'Services no longer required in the interests of the Company' without assigning any reasons. An employee, whose services are terminated under this clause, shall be given 3 months' notice in writing or 3 months' basic pay and dearness allowance in lieu of notice and also AD-HOC compensation at the rate of half month's basic pay for every completed year of service or part thereof not being less than 6 months.

17-A Loss of Lien

(GB No.683 dated 22-3-1988)

Where an employee remains absent for more than 10 consecutive days and / or absents himself beyond the period of leave originally granted or subsequently extended shall be deemed to have lost his lien on appointment. However, if the employee explains to the satisfaction of Management the reasons for his unauthorized absence within eight days from the expiry of the above ten days, the Management at its discretion may revoke the order and restore his appointment.

18. Retirement / Superannuation (GB No.1000 dated 29-5-1998)

The age of Superannuation will be 60 years. The employer, however, may require an employee to retire after he attains the age of 50 years on 3 months' notice or pay in lieu thereof, without assigning any reason. The employee may also, after attaining the age of 50 years, voluntarily retire after giving 3 months' notice to the employer.

19. Service Certificate

Every employee shall be entitled to Service Certificate at the time of termination of his service. But such certificate may not be granted until all the dues of the employee to the Company have been paid.



20. Employees’ liability under the Indian Official Secrets Act and The Criminal Law Amendment Act

All the employees will be subject to the penalties provided for violating any of the provisions of the "Indian Official Secrets Act". An employee shall be deemed to be a 'Public Servant' as defined in the "Criminal Law Amendment Act".

21 Service Rules

21.1 The Company may frame rules on any subject pertaining to service conditions including :- (a) Recruitment & Promotion Rules (b) Conduct, Discipline & Appeal Rules (c) Regulation of TA/DA Rules (d) Leave Rules. (e) Gratuity Rules. (f) Seniority Rules. (g) Any other rules to be framed in the interest of the company

21.2 These Service Rules may be amended or modified from time to time by

the Company and shall take effect in accordance with the orders issued by the Company.

21.3 Employees will be governed by these Service Rules and the rules framed under Rule 21.1 above which are in force now or as may be amended, altered, extended or established from time to time.

22. Interpretation of Rules

If any doubts arise relating to the correct interpretation of these rules or rules framed there under, the decision of the Management thereon will be final and binding.

***



Enclosure to Rule No.16.5 and 16.6 (Ref. GB No.1170 dated 12-10-2007)

DAMAGES PAYABLE GRADE-WISE

Sl. No

Grade Damages payable by Fresh Appointees (Rs in lakhs)

Damages payable by Promotees (Rs in lakhs)

1 I 2.00 1.00

2 II 2.50 1.25

3 III 3.50 1.75

4 IV 4.00 2.00

5 V 4.50 2.25

6 VI 5.00 2.50

7 VII 5.30 2.65

8 VIII 5.50 2.75

9 IX 6.00 3.00



ANNEXURE-I

beml

BEML LIMITED ---------------DIVISION

MOVEMENT PASS

OFFICIAL DUTY Sl. No. Date : Smt. / Shri ………………………….. Dept. & Staff No…………. ….. is

permitted to leave the Section / Department / Factory for local Official duty

between ……… hrs and …….. hrs with total duration of …………..hrs

on…………………….

(Department Head) Countersigned Name & Designation : Name & Designation Time Out : Time In : (Security Incharge) ( to be printed in WHITE Colour)



beml

BEML LIMITED ---------------DIVISION

MOVEMENT PASS

PERSONAL WORK

Date :

Smt. / Shri …………………………………….. Dept. & Staff No. ……………… is hereby permitted to leave the premises. (Department Head) Countersigned Time Out : (Security Incharge) ( to be printed in PINK Colour)



ANNEXURE-II

INTER OFFICE MEMO

Ref : Date :

To : Payroll Head

Sub : Resignation / Abandonment of Service

***

It is reported that Shri …………………………. has tendered his resignation /

stopped attending office without intimation. The details of the executive are

as under :-

Name & Staff No.

Designation & Grade

Section / Department

Date of joining the Company & Grade

Date of entry to present grade

Details of Bond liability, if any

As the above act on the part of executive is not in accordance with the

Company Rules, you are, therefore, requested not to settle his / her terminal

benefit, including salary for the month of …………. until further advise from

our side.

Kindly acknowledge and confirm the action taken.

(HR Head)

Cc : HOD

Recruiting & HR

Beml service rule