Project report On EMPLOYEE WELFARE

Submitted To:
Mrs. Kranti Walia Faculty (MBA Deptt.) NIT, Kurukshetra

Submitted By:
Kirti Bansal (309340) NIT, Kurukshetra

A Report submitted in partial fulfillment of the requirements of MBA Program of NATIONAL INSTITUTE OF TECHNOLOGY, KURUKSHETRA

PREFACE
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CERTIFICATE
This is to certify that Ms. Kirti Bansal has done her project as a partial fulfillment of her MBA programme under my guidance on EMPLOYEE WELFARE. To the best of my knowledge, she has completed this project for the purpose of submission to the Institute as a part of her curriculum at NIT.

Mr. Ashok Kumar Bhatia Dy. HR Manager Indian Oil Corporation Ltd. Chandigarh

TABLE OF CONTENTS
PREFACE ACKNOWLEDEMENT COMPANY PROFILE
BACKGROUND OF IOCL IOCL: VISION & MISSION OBJECTIVES PRODUCT RANGE BRANDS JOINT VENTURE & SUBSIDIARIES CORPORATE OFFICES OF IOCL ROLE OF PSO OVERVIEW OF OPERATING STRUCTURE OF IOCL HR DEPARTMENT OF IOCL

PROJECT DETAILS
INTRODUCTION OF EMPLOYEE WELFARE OBJECTIVES OF EMPLOYEE WELFARE BENEFITS & FEATURES OF EMPLOYEE WELFARE HRS MAJOR FUNCTIONS REGARDING [Link]
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EMPLOYEE ENGAGEMENT EMPLOYEE PARTICIPATION SAFETY & OCCUPATIONAL HEALTH TRAINING & DEVELOPMENT RECOGNITION INITIAL STAGE SCHEMES OF IOCL

WELFARE SCHEMES OF IOCL

BASIC PAY AND OTHER ALLOWANCES BENEFITS AT HOME MEDICAL BENEFITS EXTENDED BENEFITS FOR LOVED ONES BENEFITS FOR SELF IMPROVEMENT LEAVE BENEFITS BENEFITS FOR WOMEN TERMINAL STAGE BENEFITS BENEFITS AFTER RETIREMENT

CONCLUSION OF IOCLS WELFARE PROGRAM BIBLIOGRAPHY

PREFACE
This project report pertains to the making of a project Summer Training of M.B.A curriculum. The Purpose of this project is to make the students have thorough knowledge of the topics given to them. I learned a lot from the hard work I put in to collect information regarding the same, which would be of great use in my near future as a professional. Justification cannot be done to whatever I have learnt within a few pages but I have still tried my best to cover as much as possible about the EMPLOYEE WELFARE in this report. Being students of Master in Business Administration, we need to be aware of the organizations internal environment. Summer training helps us to understand these concepts related to the organization. Since its inception Concentrate plants HR Function was looked after by common HR based at snack division. As organization started growing in bigger size, a need was felt to have dedicated HR for concentrate plant separately. Industrial training at Indian Oil Corporation Ltd. (PSO) Chandigarh, has given me a great experience. I was required to prepare a training report on the topic of Human Resource Management overview on Indian oil corporation limited. The HR managers of the office has helped me a lot to prepare this report.

Acknowledgement
I would like to thank the management of Indian Oil Corporation Ltd. for permitting me to do summer training in their prestigious organization. I will always be highly thankful to them for their valuable help and support. Working on this project has been a great pleasure and stimulating experience. I convey my deep gratitude and sincere thanks to Mr. [Link], my project guide for sparing his valuable time for me and giving me information, advice and guidance to complete my project. His coordinated help made me to do my work in proper and effective manner. My special thanks to Mr. [Link] (Senior Manager HR) who always been a source of encouragement, inspiration and professional support. My project is a product of a team of people working behind the scenes. Last but not the least it is the grace of Almighty which has lead and guided me all the way in my life to make this work a fruitful one.

COMPANY PROFILE
Indian Oil Corporation Ltd. (Indian Oil) was formed in 1964 through the merger of Indian Oil Company Ltd. (Estd. 1959) and Indian Refineries Ltd. (Estd. 1958). It is currently Indias largest company by sales with a turnover of Rs. 2,71,073 crore and profits of Rs. 10,220 crore for fiscal 2009-10. Indian oil is also the highest ranked company in the prestigious Fortune Global 500 listing, having moved up 17performance. It is also the 21st largest petroleum company in the world and the # 1 petroleum trading company among the National Oil Companies in the Asia-Pacific region places to the153rd position this year based on fiscal 2005

MAJOR ACHIEVEMENTS

It is the 18th largest petroleum company in the world. companies in the Asia-pacific region.

It is the # 1 petroleum trading company among the national oil Ranked 105 in the fortune 500 global listing of the worlds largest corporations for the year 2009.

Indian Oil was ranked 311 in The Forbes Global 2000 - a list of world's largest, and most powerful, public companies, April 2006 Among the 30 Indian companies in the Global 200, Indian Oil is the third biggest company.
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BACKGROUND OF INDIAN OIL

Incorporated as Indian Oil Company in 1959, it became a Corporation in 1964 when the Indian Refineries Ltd. , established earlier in 1958, was merged with the Company. A wholly owned subsidiary, the Indian Oil Blending Ltd. was formed in 1974 for lube blending a decision has now been taken to merge this subsidiary with the parent company. The Company got a further impetus in its growth with the taking over of Assam Oil in 1981, a company that had already carved a name for itself in the annals of Indias petroleum history by establishing the first refinery of the country in 1901 at Digboi. IOCL also became a part of Navratna board with effect from 29th January, 1999. This was not all. It grew further when IBP CO Ltd. merged with IOC in May 2007.

Vision, mission & values

Vision
A major, diversified, transnational, integrated energy company, with national leadership and a strong environment conscience, playing a national role in oil security & public distribution.

Mission

To achieve international standards of excellence in all aspects of energy and diversified business with focus on customer delight through value of products and services, and cost reduction. To maximize creation of wealth, value and satisfaction for the stakeholders.

To attain leadership in developing, adopting and assimilating state of the-art technology for competitive advantage. To provide technology and services through sustained Research and Development. To foster a culture of participation and innovation for employee growth and contribution. To cultivate high standards of business ethics and Total Quality Management for a strong corporate identity and brand equity.

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 To help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience.

Values
Indian Oil nurtures the core values of Care, Innovation, Passion & Trust across the organization in order to deliver value to its stakeholders.

Care stands for Concern, Empathy, Understanding, Cooperation and

Empowerment.

Innovation stands for Creativity, Ability to learn, Flexibility and

Change.

Passion stands for Commitment, Dedication, Pride, Inspiration,

Ownership, Zeal & zest.

Trust stands for, Delivered promises, Reliability, Dependability,

Integrity, Truthfulness and Transparency.

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OBJECTIVE
To serve the national interests in oil and related sectors in accordance and consistent with Government policies. To ensure maintenance of continuous and smooth supplies of petroleum products by way of crude oil refining, transportation and marketing activities and to provide appropriate assistance to consumers to conserve and use petroleum products efficiently. To ensure maximum economy in expenditure. To complete all planned projects within the scheduled time and approved cost. To optimize utilization of refining capacity maximize distillate yield and gross refining margin. To enhance countrys self sufficiency in oil refining and building expertise in laying of crude oil and petroleum product pipelines.

PRODUCT RANGE
HSD MS SKO (PDS) Bitumen Naphtha ATF LPG LUBE High Spirit Diesel Motor Spirit Superior Kerosene Oil Material used to lay down roads Furnace oil Aviation Turbine Fuel Liquefied Petroleum Gas Lubricant Oil

BRANDS
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SERVO LUBES
SERVO is India's largest selling lubricant brand. SERVO range of lubricants enjoys approvals from major Original Equipment Manufacturers (OEMs) including new generation cars. 9,000 Retail Outlets and a countrywide network of SERVO SSls and SSAs Bazaar traders offer SERVO range of lubricants to customers. The SERVO range of lubricants is used in almost every application covering automotive, industrial and marine sectors. SERVO range of lubricants is fast emerging as a Global Brand with wide acceptance in UAE, Malaysia, Mauritius, Bangladesh, Bahrain, Sri Lanka, Nepal, Yemen, Kenya, Kuwait, Burkina Faso, Reunion Islands and other markets. SERVO has been designated as a SUPERBRAND. SERVO has genuine oil tie ups with a wide range of companies like Hyundai, Maruti, Bajaj, Lancer. Anil Kumble, the ever dependable sporting icon is SERVO Brand Ambassador. Developed exclusively at Indian Oil's world-class R&D Centre at Faridabad, there is a SERVO lubricant for virtually every single application. With over 42% market share and 450 grades, the country's leading SERVO brand lubricants from Indian Oil are sold through over 8,100 Indian Oil petrol/diesel stations, over 1,300 SERVO Shops and a countrywide network of bazaar traders.

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Indane LPGas
Indian Oil Indane LPG as is used in 40 Million homes as cooking fuel and commands over 48% market share in India. Indane LPGas is marketed through a network of 4350 Indane distributors. Widely used in commercial sectors like industries, hotels & restaurants, medical labs, etc. 87 Indane Bottling Plants are spread across the country with a combined bottling capacity of 3.77 MMTPA. New and convenient 5 kg Indane LPGas cylinders introduced in rural and hilly regions for wider use by economically weaker sections.

Auto gas
Indian Oil's auto LPG brand Auto gas is the leader in the segment. Marketed through a network 48 stations out of an industry total of 103 Auto LPG Dispensing Stations. Autogas (LPG) has been introduced in Hyderabad, Bangalore and Mumbai markets. This alternative fuel is a good business proposition in the long term, and IndianOil intends to further expand its marketing in a big way

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PREMIUM FUELS
IndianOil offers XtraPemium Petrol and XtraMile Diesel, which are the best your vehicle can get. India's first 91 Octane petrol, XtraPremium is reinforced with multifunctional additives including 'Friction Buster'. Available at nearly 2000 Retail Outlets nationwide, XtraPremium offers: 1) Super Mileage and Super Pick-up. 2) Enhances cleaning of engines. 3) Minimizes exhaust emissions. 4) Restores peak engine power and acceleration. 5) Reduces maintenance cost. XtraMile, IndianOil's new generation High Speed Diesel with worldclass additives has taken a leadership position in the market. Available at nearly 4400 Retail Outlets nationwide, XtraMile offers: 1) Extra mileage -Greater Acceleration, 2) Faster pick-up -Lower maintenance Costs, 3) Longer engine life -Enhanced overall performance, 4) Eliminates engine knockings. Launched on Sept. 24, 2002, the premium auto fuels - XtraPremium and XtraMile (originally IOC Premium and Diesel Super respectively), mark a new beginning for IndianOil and offer a new genre of
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convenience

and

enhanced

comfort

for

our

customers.

Avi-Oil India Limited (Indian Oil & Balmer Lawrie: 25% each Neden BV, Netherlands: 50%) Indian Oil Petronas Private Limited (Indian Oil & Petronas, Malaysia: 50% each) Lubrizol India Private Limited (Indian Oil & Lubrizol, USA: 50% each)

Bongaigaon Refinery (Holds 74.46%) IBP Co. Limited (to be merged) (Holds 53.58%) Chennai Petroleum Corp. Limited (Holds 51.88%) Lanka IOC Ltd., Sri Lanka (Holds 75%)

Indian Oil Power Consortium Limited (Indian Oil & Marubeni Indian Oil Corporation Limited Corporation, Japan:50% each) Joint Ventures Indo Cat Pvt. Limited (Indian Oil & Intercat, 16 USA: 50%) Indian Oil-CREDA

Indian Oil Blending Joint Ventures and Subsidiaries Ltd. (to be merged) (Wholly

Owned Subsidiary) Indian Oil Technologies Limited (Wholly Owned Subsidiaries Subsidiary) Indian Strategic Petroleum Limited (Wholly Owned Subsidiary)

Corporate Offices of IOCL

Head

Region Offices

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Eastern

Western

Southern

Northern

State Offices

State Offices

State Offices

State Offices

PSO

DSO

RSO

UPSO-I

UPSO-II

Role of PSO (Punjab State Office)

Punjab State Office
It is a state office of Northern Region dealing with following four states: Jammu and Kashmir Punjab
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 Himachal Pradesh Chandigarh

Departments of PSO
PSO is mainly divided into following departments: Engineering Finance Human Resources Law Lubes LPG Operations Retail Information System

Overview of operating structure

Downstream operations

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Refining Division

Pipeline Division

Marketing Division

also into petrochemical, Exploration and Production and Gas Business

Exploration & Production

To enhance upstream integration, Indian Oil has been pursuing exploration & production activities both within and outside the country in collaboration with consortium partners. Recently, Indian Oil was associated with two successful discoveries in oil exploration blocks, one each in India and Iran. Indian Oil and its consortium partners were awarded two exploration blocks in Mumbai offshore in Round-VI of bidding under the New Exploration Licensing Policy (NELP). With this, Indian Oil now has an upstream portfolio consisting of participatory interest in eight blocks under NELP and two blocks under CBM, in addition to two farm-in blocks in northeast India and seven blocks overseas.

Refining

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Born from the vision of achieving self-reliance in oil refining and marketing for the nation, Indian Oil has gathered a luminous legacy of more than 100 years of accumulated experiences in all areas of petroleum refining by taking into its fold, the Digboi Refinery commissioned in 1901. Indian Oil controls 10 of Indias 19 refineries. The group refining capacity is 60.2 million metric tons per annum (MMTPA) or 1.2 million barrels per day -the largest share among refining companies in India. It accounts for 40.4% share of national refining capacity.

Gas
Natural gas business presents immense opportunities for Indian Oil and has already started generating significant revenues for the Corporation. The Corporation is in the process of sourcing more LNG and expanding its customer base. Within the gas business, city gas distribution is seen as a focus area for rapid growth. Green Gas Ltd., Indian Oil's joint venture with GAIL (India) Ltd., is operational in Agra and Lucknow and plans to expand for city gas distribution in other parts of the country.
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Pipelines

Indian Oils cross-country pipelines network is nearly 9,300 km in length and 61.72 million metric tons per annum (MMTPA) in capacity. Pipelines being the safest, cost-effective, environment-friendly and energy-efficient mode of transportation, have been continuously adding to the efficiency and productivity of Indian Oil's refineries and marketing set-up. Indian Oil's oldest pipeline, the Guwahati-Siliguri Pipeline commissioned way back in 1964, is still being operated at designed pressure and capacity. All Indian Oil pipelines are certified to ISO 14001:1996 environment management system and ISO 9001:2000 quality management system. The Pipelines Division is focused on maintaining Indian Oil's leadership in the complex business scenario and is extending full logistics support to its sister divisions of Refineries and Marketing for enabling the Corporation to remain competitive.

Marketing
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Indian Oil has one of the largest petroleum marketing and distribution networks in Asia, with over 34,000 marketing touch points. Its ubiquitous petrol/diesel stations are located across different terrains and regions of the Indian sub-continent. From the icy heights of the Himalayas to the sun-soaked shores of Kerala, from Kutch on India's western tip to Kohima in the verdant North East, Indian Oil is truly 'in every heart, in every part'. Indian Oil's vast marketing infrastructure of petrol/diesel stations, Indane (LPG) distributorships, SERVO lubricants & greases outlets and large volume consumer pumps are backed by bulk storage terminals and installations, inland depots, aviation fuel stations, LPG bottling plants and lube blending plants amongst others. The countrywide marketing operations are coordinated by 16 State Offices and over 100 decentralized administrative offices.

Research & Development

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Indian Oil has, till date, invested close to Rs. 1,000 crore in setting up world-class facilities at its R & D Centre for building world-class capabilities in analytical services, engines, test rigs and pilot plants for all major refinery processes, catalyst characterization & development, etc. It plans to invest about Rs. 500 crore during the period 2007-12 to maintain its leadership in downstream R & D activities in the hydrocarbon sector. While continuing with cutting edge R & D in the core areas of lubricants formulations, refinery process technologies and pipeline transportation, the thrust would now be on commercializing the developed technologies and initiating research in new frontier areas such as petrochemicals, residue gasification, coal-to-liquid, gas-toliquid, alternative fuels, synthetic lubricants, nano-technology, etc. Through these R & D initiatives, Indian Oil will continuously enhance value for all its stakeholders. The various locations to which PSO supply its products and monitor their workings are:

Terminals- They have giant capacity to store products and they are attached to the pipelines.

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Depots- They have small capacity and it sell products to small areas. They are not attached to pipelines and are being supplied products by terminals

Plants- They are related to LPG bottling and it distribute products to LPG distributors and agencies.

AFS (Aviation fueling station) Area Offices (AO)- They are concerned with distribution of LPG to their particular areas.

Divisional Offices (DO)

RETAIL OUTLETS

CONSUMERS

HR department of IOCl
From a Human Resources perspective, the year 2008 was significant for Indian Oil in many ways. Chief among them was a major exercise of restructuring in the form of seamless merger of the marketing subsidiary, IBP Co. Ltd., with Indian Oil, and absorption of the 2,000strong IBP manpower in the parent company within three months of the formal merger date. The 49 Divisional Offices (DOs) of Indian Oil and 30 of IBP were replaced by a full complement of 66 Dos covering 450
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sales areas. The two smaller businesses of erstwhile IBP Explosives and Cryogenics are continuing as usual. Indian Oil has been proactive to the increasing competition for trained manpower being fuelled by robust economic growth and continuing boom in the services sector. Even though the rate of attrition of professional manpower in the Corporation remained at the same levels in the past two years, its Human Resources group took a number of initiatives to not only recruit quality manpower but also retain and train them to be future leaders. During the year 2007- 08, Indian Oil recruited over 500 officers, about 150 from campuses and the balance through open advertisement. It also undertook direct recruitment of experienced talent at middle-level management positions in new business areas such as Bio-fuels, Oil Exploration & Production and Petrochemicals. For the year 2008-09, the Corporation plans to recruit over 800 officers, half of whom have already been selected through campus interviews. In spite of fairly high levels of employee engagement, as brought out by an organization-wide employee engagement survey covering both executives and non-executives during the year, an action plan has been initiated in some areas at the unit level needing further improvement. With firm belief in business strategies and robust HRD systems as the foundations for sustained growth, Indian Oil shall continue its endeavor to align individual aspirations of its employees with the corporate goals and objectives. In pursuit of this endeavor, Indian Oil People have
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undertaken an organization-wide exercise V2 Confluence (Vision with Values) to re-visit their Corporate Vision, formulated in the year 1999, and give themselves a new and revitalized Vision. A Vision that is in line with the changing business environment and one that truly reflects Indian Oils new goals and aspirations, and its core values in particular.

Functional areas of human resource department

Even though there are many ways to structure an HR department, most of them generally look the same. They are typically made up of generalists or specialists or some combination thereof. Sometimes one generalist will oversee a group of specialists and sometimes the reverse is true depending on the needs of the organization and the available talent on hand. But in all, whether you have a formalized HR department or not, there are a few necessary skill sets that make up, and round out the overall practice.

Typically there are 6 functional areas :

1) Recruiting: Selects the right talent and transitions it into the

organization. Requires the ability to sell. They need to be cheerleaders for the company.

2) Training: Develops employees to meet the short and long-term

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needs of the business. Requires the ability to teach. They need to be performers.

3) Employee Relations: Handles and mediates grievances,

disputes, claims and complaints. Requires the ability to be calm. They need to be counselors.

4) Compensation: Structures pay strategically to reinforce the

behaviors needed for the business to succeed and the organization to move forward. Requires the ability to see big picture.

5) Benefits: Procures, secures, manages and administers the right

programs for the company and employees. Requires the ability to investigate. They need to be analytical.

6) Payroll: Administers paychecks and oversees all appropriate

deductions. Requires the ability to focus on details. They need to be financially minded. Now ideally, they should all be linked strategically so that together they synergistically support the overall objective of managing and maintaining a healthy and happy workforce. Having an official structure in place isnt so much the point as it is to have a basic

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understanding of what needs to be done and the right people to carry out the tasks.

HR department functions
HR department performs the following major functions:

1. Pre-Recruitment Process
a.

Receipt of requirement of manpower from various department heads.

b. Scrutinize them and take approval from concerned authorities if the post is new. c. Prepare a recruitment budget and CTC for the employee and take approval. d. Select the appropriate Recruitment process.

2. Recruitment Process a. Prepare Advertisements etc for the recruitment.

b. Scrutinize and shortlist the applications received. c. Send interview call letters/mails as required. d. Conduct Interviews through panels. e. Preparation of offer letters as required.

3. Joining Formalities a. Administrating Joining formalities.

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b. Pre Employment Reference checks. c. Preparation of Appointment Advice and intimating the same to other departments. d. Preparing and entering new hire paperwork. e. Co-coordinating to get Employee ID Cards. f. Handing over the new hire to the concerned HOD/Manager. g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.

4. Employee Personal File Maintenance a. Opening new file and Closing the Resigned employees
File. b. Make sure all Employee files are maintained safely with care. c. Make sure all personal records are available in the files. d. Periodic Personal File Auditing.

5. Employee Data Base a. Keeping Track of Knowledge Management Software.

b. Maintenance of HRIS.

6. Confirmation Formalities a. Intimating the concerned HOD/Manager about the due dates
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for confirmation. b. Conducting Confirmation Appraisals. c. Coordinating for Skill Gap Analysis. d. Coordinating to set Quality Objectives for each job profile. e. Ensuring updation of the existing Job Profiles. f. Processing the Confirmation.

7. ISO Compliance a. Ensuring all the updation of the ISO documentation and
HR Formats. b. Learning and enforcing Standard Operating Procedures (SOP). c. Facing the Internal and External Audits, accountable to enforce the correctional actions.

8. Statutory Compliance a. Handling PF and ESI formalities and coordinating with

other departments. b. Handling Apprentice Training, Submitting Periodic Returns to Board. c. Submitting other returns to the labour Department as per Shops and establishment Act.

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9. Training and Development a. Conducting Induction Training for new hires.

b. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions. c. Coordinating External and Internal Training Programs. d. Maintaining Training Records. e. Analysis of Training Feedback.

10. Performance Appraisal a. Prepared the new Appraisal Form.

b. Educated employees about self-appraisal. c. Provided inputs to HODs for Appraisals. d. Prepared Appraisal Letters.

11. Employee Relation a. Having formal and Informal counseling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees. c. Handling Corporate Medical Insurance. d. Processing required letters on employees request.

12. Report Generation a. Generating and analyzing Employee Attrition Reports,

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Training Evaluation and Manpower Status. b. Weekly and monthly recruitment reports c. Report generation of Pre appraisal, Appraisal and Post Appraisals. d. Salary Details Reports to Accounts Department. e. Reports as per the HODs request.

13. Exit Formalities a. Administering Exit paper work including all statutory
requirements. b. Conducting Exit Interviews. c. Preparing Exit Interview Summary. d. Giving post employment reference for relieved employees. e. Processing File to Accounts Department for final settlement.

Introduction to employee welfare

Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. 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.

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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 there families.

Labor welfare entails all those activities of the employer, which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. As an employer there are implicit responsibilities that may not be covered by employment legislation nor referred to in the contract of employment, employee. The most important is the payment of wages and organization of payroll, including any pension scheme. Information on how to meet these responsibilities is readily available as these involve government departments and are mainly administrative. but nevertheless are necessary to support the employee/employer relationship and ensure the Welfare of the

Other implied responsibilities relate to good employer objectives such as employee involvement and motivation. These require careful consideration and in some cases written policies, for example appraisals

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and training. Employee welfare appears to increase profitability, and improve employees' dedication and sense of production and ownership. Most features of employee welfare described in this project are according to the schemes and programmes as per the considerations of Indian oil corporation of India. The Corporation's employee strength as on 31st March 2009 is 34,158. Indian Oil's unique work culture is based on trust, openness and a commitment to creativity and consultation. The organization identifies each and every one of its employees as an achiever who will make a difference. The experience and the knowledge gained by its people in building this mammoth organization is now sought after by other developing countries. Apart from attractive scales and perks, Indian Oil provides its employees many facilities and welfare measures that are continuously upgraded. The medical facilities extended to the employees are rated amongst the best in the country. Apart from fully equipped hospitals at refinery townships, the Corporation also has nominated hospitals at various locations to meet employee needs. Holiday homes at select locations throughout the country help employees and their families unwind.

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Objectives of employee welfare

Employee welfare has the following objectives: To provide better life and health to the workers. To make the workers happy and satisfied.

To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. To inculcate strong core values among the employees and continuously update skill sets for full exploitation of the new business opportunities. To develop their capabilities and facilitate their advancement through appropriate training and career planning.

To have fair dealings with recognised representatives of employees in of healthy industrial relations practices and sound personnel policies.

Features of employee welfare

The basic features of employee welfare measures are as follows:

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 Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargainingLabor welfare schemes are flexible and everchanging. New welfare measures are added to the existing ones from time to time.

Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.

The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.

Benefits of employee welfare

The important benefits of welfare measures can be summarized as follows: They provide better physical and mental health to workers and thus promote a healthy work environment
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 Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity. Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation. Employee welfare measures increase the productivity of

organization and promote healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, deviant workplace behavior etc can be reduced to a greater extent by the welfare policies.

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HR Major functions:
Employee Engagement
Rising competition and technological advances make it imperative for organisations to be fast and flexible as well as adaptive and innovative through competent and committed employees. Hence, one of the key challenges faced by an organisation is to be able to attract, motivate and retain able employees who are willing to give their best to the organisation. It is necessary that the success and well-being of the employees be closely aligned with thesuccess of the organisation. Engagement occurs when employees are emotionally connected to their organisation and to their leaders and coworkers. At IndianOil, we give prime importance to employee engagement and to this effect have undertaken several initiatives such as employee engagement surveys, mentoring, re-visioning exercise as a collective process, suggestions scheme, quality circles, etc.

Employees Participation in Management

The emphasis here is on sharing information with the collectives on a regular basis in order to seek their continuous support and cooperation at various levels in meeting the business challenges. The participative culture has taken deep roots in the form of works committees, grievance committees, safety committees, house allotment committees, canteen
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committees, Superannuation Benefit Fund trust, Employee Provident Fund trust, joint management councils and other similar groups.

Safety & occupational health

Indian Oil follows the standards laid down by the Oil Industry Safety Directorate (OISD) of the Government of India on matters of safety & occupational health. In respect of environmental issues, the standards/norms set by the Central Pollution Control Board (CPCB) and State Pollution Control Boards (SPCB) are adhered to.

Safety
During the year 2007-08, there were two major incidents of fire (as compared to four in 2006- 07) and six fatal accidents involving one employee and five contract workmen (as compared to eight fatalities, all contract workmen, in 2006-07) at IndianOil units and project sites. Detailed analyses of the occurrences have been carried out and recommendations that emerged are being implemented. While the loss of lives is a matter of deep regret, this has deepened our resolve to further strengthen safety systems and procedures and improve awareness and knowledge levels among our employees and contractor workmen. During the year, the Corporations refineries, pipelines installations and Marketing Division units together conducted 891 safety training programmes covering 5,963 employees and 2020 programmes covering 9,500 contract workmen.
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Occupational Health
All IndianOil refineries have well equipped occupational health centres and Occupational Health & Safety Management systems certified to the ISO-18001 of M/s. DNV, The Netherlands. As per standard procedure, surveillance audits were conducted through external auditors at intervals of six months during 2007-08. IndianOil is one of the first few PSU companies to participate in the ISO certification process.

Employment and Retirement Benefits

Indian Oil has won recognition for its progressive people practices and employee welfare measures, which are among the best in the public sector.

Training & Development

Indian Oil has a well-defined HRD policy and plans for continuous development of its people in line with the changing business needs. It prides itself as an academy company with bestin- class training & development resources, as well as recruitment, career development, assessment and post-retirement schemes. Training processes at IndianOil are institutionalized. Training need identification, training evaluation & feedback, postcourse quiz, project work and action planning as a means to implement
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learning at the workplace are internal mechanisms designed to leverage training & learning interventions. IndianOil operates 21 centres of learning, of which seven are located at each of its refineries, four at Marketing Regional Offices, three at Pipelines Regional Offices, one at the R&D Centre in Faridabad and one each at the Refineries and Pipelines Division headquarters. Besides these, Indian Oil has set up three centres of higher learning the IndianOil Management Academy (IMA) at Haldia, the Indian Oil Management Centre for Learning (IMCL) at Mumbai and the Indian Oil Institute of Petroleum Management (IIPM) at Gurgaon.

Recognition
As an ISO 9001-2000 certified institute, IiPM has been awarded the Golden Peacock National Award for Innovative Training Practices by the Institute of Directors (IOD) for 2007 to add to its successes in previous years.

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Schemes provided by IOCL during initial stages

Benefits to candidates
Indian Oil recruits bright and professionally qualified people for its executive cadre. It follows a mix of open and campus recruitment. For campus recruitment, Indian Oil visits the IITs , NITs and other reputed technical institutes of the country for recruiting final year engineering students, and prominent business management institutes for final year MBA students. It also recruits Chartered Accountants from various centers of the Institute of Chartered Accountants of India (ICAI).

Concessions/relaxations
Reservation of posts for SC/ST/OBC (non-creamy layer) /PH (degree of disability 40% or above) as per Government directives. Age relaxation by 5 years for Ex-servicemen & Commissioned Officers (including ECOs / SSCOs) subject to rendering minimum 5 years military service and fulfillment of other conditions prescribed by Government of India.

Exemption from payment of application fee for SC/ST and PH candidates.

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Induction /Orientation Programme

In a bid to facilitate the induction of a fresh recruit into the Indian Oil family, all new recruits are imparted induction training. The induction programme consists of a Corporate Module as well Divisions-specific modules. These modules provide not only a macro view of the business and endeavors of Indian -Oil but also a micro insight of its various functions. A unique blend of classroom training as well as field visits helps fresh entrants understand the grassroots working of the organization. Believing in the power of enriched experience, these training modules also provide ample opportunity to the officers for interacting with the senior management, including Directors on the Board through open sessions.

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Career growth opportunities at IOCL

Indian oil is the largest commercial enterprise & flagship national oil company. Working with Indian Oil, one can get a golden opportunity to work in an internationally growing industry.

Employee Profile
Corporation's employee strength as on 31st March 2009 is 34,158. Indian Oils unique work culture is based on trust, openness and a commitment to creativity and consultation. The organization identifies each and every one of its employees as an achiever who will make a difference. The experience and the knowledge gained by its people in building this mammoth organization is now sought after by other developing countries.

Growth Opportunities
Indian Oil inducts officers at the junior-most level of the management hierarchy. First division professional degree holders and post-graduates from relevant disciplines are recruited as management / engineer trainees, accounts officers, medical officers, lab officers, systems officers, communications officers, scientists, etc.

Job rotation and inter-location transfers throughout the country facilitate planned development of careers and broaden outlook. Career growth opportunities are based on the individual's performance and
45

contribution to the common goal of sustained growth. Indian Oils top executives have grown from within - a testimony to the unlimited opportunities for growth available to the meritorious.

Entrepreneurial Culture
Indian Oil encourages employee participation in management and suitably rewards innovative suggestions. Participative forums in the form of joint management councils, quality circles, suggestions scheme, etc. enrich its work culture. Indian Oil today has one of the best records in the industry for accident-free man-hours.

An Inspiring Work Environment

Indian Oils unique work culture is based on the core values of CareInnovation- Passion-Trust and encourages openness and a commitment to creativity and consultation. The experience and the knowledge gained by its people in building this mammoth organization is now sought after by other developing countries.

Indian Oil operates within transparent HR policies and procedures with a well-defined online performance measurement system in place. Potential decides promotion and it follows a well-defined career plan model for all officers, offering exposure to different functional areas through intra-functional & inter-functional job rotation to improve managerial capability.
46

Diverse Business Interests

Indian Oils diverse business interests range from Refining, Marketing & Distribution, Pipeline Transportation, R&D and Technology Solutions, Petrochemicals, Gas marketing, Exploration & Production and Green Fuels.

Continuous Learning Curve

Indian Oil is an academy company with 21 training centres for midcareer skill-sets up gradation. You will get to rub shoulders with a peer group drawn from the best technical and B-schools in India. You will have a deep personal and job satisfaction when you get the wonderful opportunity to use cutting-edge technology in refinery & pipeline operations, projects, automation, reward management, etc.

Indian Oil has an apex-learning institute - Indian Oil Institute of Petroleum Management (IIPM) at Gurgaon - which Management plans. The Indian Oil Institute of Petroleum Management has been established with the objective of imparting management education. In a dynamic business environment, managers need to constantly upgrade competencies and strengthen individual capacities for organizational effectiveness. The Institute offers unique learning opportunities around
47

conducts year on

Development

Programmes

round

the

organizational goals and strategies, diversification and globalization

contemporary management practices and applications through a wide range of learning strategies, including management development programmes in all major areas.

Welfare of Employees
Apart from attractive scales and provides its employees many facilities and welfare measures, which are continuously upgraded. The medical facilities extended to the employees are rated amongst the best in the country. Apart from fully equipped hospitals at refinery townships, the Corporation also has nominated hospitals at various locations to meet employee needs. Holiday homes at select locations throughout the country help employees and their families unwind.

Welfare schemes /benefits at workplace

Indian oil cares more about its people than its achievements (which Indian oil is passionate about) , Indian oil must really cares infinitely for employees. In addition to the regular perks, Indian oil gives its officers some novel benefits: like education allowance for children, computer maintenance and budgets for acquiring household and personal effects. Starting at the very beginning. the fundamental salary components for Indian oil employees are discussed here.

Basic pay (BP)

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 Like it says, its basicthe foundation upon which all those thoughtful additions are based. BP for officers ranges from Rs.12000 (12000- 17500, Grade A) to Rs.288550 (237502850,Grade I ) Special Pay shall be treated as Basic Pay for all purposes except for drawl of annual increment and the increment granted as benefit on promotion. Protected pay, if any, is a frozen amount as on effective date and

shall not count as BP for any purpose, except for SBF, Gratuity and PF as well as for computation of ex-gratia under Voluntary Retirement and the Premature Retirement on Medical Grounds Scheme. Annual increment would be @ 4% of Basic Pay to be given in the

month of January and Increment granted as benefit on Promotion would be @ 6% of Basic Pay only.

Those who reach maximum of their pay scales will be eligible for

grant of a maximum of three stagnation increments.

Dearness Allowance

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 DA at 10% neutralization of the cost of living. Currently, this works out to 51.4% of basic pay, which amounts to Rs.6168 /- on a minimum basic pay of 12000 /-. The variation in quantum of Variable Dearness Allowance payable to officers is calculated on the basis of 100% increase / decrease in AICPI beyond 1708 points on quarterly basis Variable DA instalment is released four times a year on 1st January, 1st April, 1st July and 1st October based on the quarterly averages of AICPI computed in the following manner: Three monthly average of CPI relating to the months Payable for the Period

City

September to November December to February March to May

January to March April to June July to September

compensatory Allowance
CCA depends on the city you are in. Officers in the metros are eligible for Rs. 300 p.m. Likewise for A-Class towns, CCA is Rs. 240; B-1 Class, Rs.180 and B-2, Rs.120.

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CCA is linked with the classification of the place of duty only. However, on resitement from the place of higher classification to a place of lower classification, the rate of payment of CCA to such an officer may be protected till the officer continue to be posted at the resited location.

No CCA is paid for accommodation facility.

Lease accommodation facility

All regular officers would be entitled to the facility. The house/flat will be leased out for a minimum period of 3 years. If the self-occupying officer is transferred during this period, the house/flat under lease will be allotted to another officer for his residence by the Corporation.

The self-lease facility will be allowed in respect of house/flat owned by the officer with/without the aid of House Building Advance from the Corporation.

Wherever both husband and wife are employed in IOC, their accommodation will be assessed at request by the Administration Department. The spouse of the employee who avails self-lease will be entitled to HRA equivalent to the Assessed rent minus the selflease entitlement of the officer.

Employees who are entitled for self-lease facilities and who reside in their own accommodation and are availing HRA, they are entitled to claim reimbursement of annual repair & maintenance expenses and the ceilings for reimbursement in this regard will be
51

the same as in the case of self-leased facility admissible in their grade. A house can be taken on self- lease wherever the employee is a co-owner with his/her son/daughter. As regards house built by the parents of the employee and the employee is a co-owner of the property with his other siblings the house may be taken on selflease, provided the employee submits a declaration from other coowners of the property relinquishing their claim for the rent/maintenance expenses in favour of the employee. As regards house / flat where employee is co-owner with his parents, the house may be taken on self-lease provided the employee submits a declaration from his parents relinquishing their claim for rent /maintenance expenses in favour of the employee.

House Rent Allowance

HRA varies with geography. HRA can be drawn either related to the place of his residence or place of work, whichever is beneficial, subject to the conditions that: Such an officer resides with his family as one unit at a city nearby or in proximity to the place of duty, due to absence of basic facilities at work location.

The officer has not retained family at a station other than place of

posting because of the transfer.

Class of city Metros
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Rate 30%

A-Class B-1 Class B-2 Class C & Unclassified

25% 22.5% 17.5% 15%

The HRA is payable irrespective of whether accommodation has been provided to employees parents/spouse by Govt. or any other public sector undertakings. Indian Oil Corporation takes care of small touches as well, description of few is provided as follows:

Tea/coffee Allowance
Employees are reimbursed Tea/Coffee Allowance: p.m. At locations where subsidized canteen facilities exist : Rs. 40/- p.m. At locations where subsidized canteen facilities do not exist: Rs.400/-

Reimbursement of Lunch / Refreshment Expenses

Officers are reimbursed lunch expenses on a monthly basis within an overall annual ceiling of Rs.5256/-, and a monthly ceiling of Rs.450/-. The annual limit is revised yearly based on % increase in AICPI. And then, there are those workplace benefits that also have a bearing on the post-retirements benefits. They may seem small, but when all are added up, they get rather weighty.
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Uniform allowance
Rs.32215/- (year 2004 allowance), which is diverted to Superannuation Benefit Fund.

Washing Allowance
Washing Allowance payable to officers is as under: - Officers provided with Uniform: Rs.105/- p.m. - Others: Rs. 85/- p.m. An amount of Rs.25/- p.m. from this Allowance is diverted to Superannuation Fund, from those officers who have not been provided uniform. Officers, who are provided with Uniform, will be entitled to full Washing Allowance.

Professional Updation & Newspapers / Periodicals / Magazines Allowance

It has been revised and merged into one head, to be known as Professional Updation Allowance. It varies according to the Grades and service of the employees in the organization.

Benefits in transit
The daily commute of the employees is addressed, irrespective of whether the employee has its own transport or not.
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Transport allowance
Officers maintaining a car or motorcycle/scooter/moped and approved for reimbursement of its running & Maintenance are entitled to transport allowance of Rs.800/- p.m. (for car), Rs.500/- p.m. (for scooter and motorcycle) and Rs.300/- p.m. (for mopeds).

Reimbursement

of

Conveyance

Running

&

Maintenance Expenses
In addition to the above, they are entitled to Conveyance Running & Maintenance expenses with the following annual ceiling limit for fourwheelers: Grade A: Rs. 15240/ Grades B & C: Rs. 30765/ Grades D & E: Rs. 40080/ Grades F & above: Rs. 49395/ For two wheelers: Rs. 525/-p.m. (scooter /motorcycle) and Rs.260/-p.m. (mopeds)

Transport Assistance
Officers not drawing Conveyance Advance nor availing Conveyance Reimbursement expenses or Company transport facility are eligible for Transport assistance as follows:

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 Grade A: Rs.700/ Grade B & C: Rs.1000/ Grade D % above: Rs.1400/-. For physically challenged officers, an additional 50% is granted.

Benefits at home
Company not only provides assistance in aquiring the house to an employee but also helps him to make a home. A few contributions towards housing and home improvement are:

House building advance (HBA)

In other words as a soft housing loan is provided .Completion of 5 years of service in regular scale of pay entitles an employee to the following HBA: Grades A to C: Rs. 12 lacs Grades D to F : Rs.14 lacs

Grades G & above: Rs.16 lacs, inclusive of Rs.1 lac towards stamp duty/registration charges or cost of the flat, whichever is less.

Cable TV allowance

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A one time payment of Rs.2500/- towards installation of cable TV is admissible during the entire service of an officer. Officers occupying company owned/leased accommodation, where cable TV has not been provided by the Corporation through Dish Antennae or through cable TV operator, will also be eligible.

Conveyance Advance
Officers are eligible for purchase of four-wheeler within these slabs: Grade A: Rs.2 lacs. Grades B to G: Rs.3.5 lacs Grades H & above : Rs.5 lacs

PC Maintenance & Internet Connectivity

Employees can harness the power of Internet. Thats infotainment on tap. Theres an annual ceiling of Rs.12200/-.

Furniture on hire/maintenance expenses

All officers are eligible for provision of furniture items on hire at their residence. The residence may be owned or hired by the Corporation, or by the officer himself, but shall be at the place of posting. Officers who are allowed to maintain their family at previous place of posting are also eligible for the provision of furniture items.
57

Any newly recruited officer, who has joined at his final place of posting (on completion of induction training), shall be eligible during Probation period to procure Furniture items including Desk-Top/Notebook PC under Hire Scheme within the laid down ceilings. In the case of employees who are appointed on promotion as officers, will have to pay back the outstanding furniture loan and interest accrued thereon before they can be permitted to procure furniture under the Furniture on Hire Scheme. In case of husband and wife posted at same place, only one of the employee can avail the furniture advance. The total cost of the items inclusive of cost of packing / loading / unloading / transport for various categories of officers shall not exceed the following ceilings. The monthly hire charges at flat rate, for the furniture to be recovered are shown against each grade (w.e.f. 1.4.2007)

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Grade

Cost (Rs.) 40000 50000 60000 75000 100000 115000 140000 150000 150000

ceiling Hire charges (pm) (Rs) 55/60/65/70/80/85/90/100/110/-

A B C D E F G H I

Medical benefits for regular employees

Employees and their dependents residing with them under the same roof are entitled to receive medical attendance from an Authorized 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 hospitalization 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 Rs.10,000/- to Officers & Rs.7,000/- to workmen is given as Medical Advance w. e. f. 05.06.2001. The authority to approve the Medical
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Advance is DGM (HR) of Region/ GM (A&W) DGM (A&W)/CM (A&W), HO for officers and for workman location-in-charge. Some 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 hospitalization except diet charges is made limited to the charges for such treatment related to the room entitlement of the employee. If the spouse of an employee is employed in another organization (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 organization, in which he/she is employed. The employee shall give his/her option in writing whether his/her spouse who is employed in another organization, shall avail of the medical facilities of IOC or of the organization, 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. (Cir. 79/2001) A 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 Rs.9000/- are not, however, considered as
60

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. Expenses 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. Employees are entitled to claim reimbursement of expenses on Spectacles / Contact Lenses for self & family members on selfcertification basis during the financial year. For reimbursement from the financial year 2006-07 onwards, the employees will submit their reimbursement claim by 15th April through the existing medical expenses claim-cum-voucher and the payment will be made through salary for the month of April. (Cir.2005/HR/76) In case where both husband and wife are employees of IOC and posted at the same or different stations, each one of them may claim medical benefits in individual capacity like any other employee at their option. They may divide the eligible dependents among themselves as per their convenience subject to (i) only one of them would be permitted to declare his/her parents as dependent on meeting the eligibility conditions; (ii) only one of them would be permitted to claim reimbursement of expenses on spectacle / contact lenses upto the prescribed ceiling and (iii) The option to claim reimbursement in
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individual capacity once exercised will not be changed during the financial year. The spouse would have to give additional information every year in the dependency proforma like name, employee number, station of posting, etc. and also declare that who among them will claim medical benefits in respect of his/her dependent parents along with particulars of parents and similarly who will claim reimbursement of spectacles/ contact lenses. (Cir.2006/HR/04) The 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 Authorized Medical Attendant (AMA) under Medical Rules, shall be restricted as under: On prescription/advice by the spouse (AMA) for self, medical On the prescription/advice by the spouse (AMA) for other family benefits shall not be admissible, and

members and employee, medical benefits shall be admissible only during emergency.

Tariff Revision at Nominated Hospitals

At the time of nomination of hospitals, the tariff is finalized which is mutually agreed by both the parties i.e. the Corporation and the Hospital. Any revision of hospital tariff to be agreed and accepted by the Corporation has to be negotiated by a committee and thereafter to be approved by the Competent Authority. Human Resource Department constitutes a committee of three officers (one from Finance Deptt.) and
62

based on the committees recommendation, the Regional Head / ED (HR) in HO approves the revision for hospital tariff. (Clarification issued by DGM (A&W), HO vide his IOM no. Admn/1801/Medical dt. 23.10.09)

Dependency

The combined income ceiling for determining dependency of

parents for the purpose of Medical facilities is Rs.9000/- p.m. w .e .f. 1.10.09. The income ceiling of Rs.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 Rs.3000/-. 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. In the event a male employee who has opted for medical facilities

for his dependents including the parents, expires while in service, the spouse who is also an employee of the Corporation, can draw medical facilities for her dependent in-laws (who were earlier dependent on her husband), if she so desires. The following are not deemed to be forming part of the income:

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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. Monthly benefit received under the IOCL

Employees Superannuation Benefit Fund Scheme, which is a Contributory Scheme is to be treated as regular income as for assessment of income for determining dependency. The regular recurring income received from all sources like

interest on bank deposits, security, dividend, pension under any scheme (excluding interim relief received by a Govt. pensioner), rentals from house/land holdings, employment (full time/part time), return from investments etc. would be reckoned for assessment of the income.

Welfare schemes extended to the loved ones

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Perhaps the biggest reason why an employee work is to support his/her family. And beyond, give them all the comforts and luxuries of life. In addition to all the home improvement benefits and a few retirement benefits that also extend to the family, few are discussed as follows:

Education Allowance/hostel subsidy

Monthly Education Allowance per child is Rs.150 (up to Class X) and Rs.200/- (beyond Class X) .Hostel subsidy is admissible @ Rs.500/p.m. per child.

Special awards to meritorious children of employees

Indian Oil has marked out meritorious children of officers for special treatment to encourage these children to raise the bar further, a monetary Incentive has been introduced to those eligible children who acquire 60% and above aggregate at various examinations, such as SSC, HSC, Degrees, Post Graduates, Professional Degree courses, etc. The lumpsum award begins at Rs.1000/- and goes up all the way to Rs.5000/- depending upon the qualification .in addition to the above, if a student secures a rank at Board/University examinations, he/she will be conferred a Gold Medal (24ct.).

Benefits for aquiring accessories

Indian oil covers its employees for little extras:

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Reimbursement of the cost of Electronic Organizer5 /Digital diary

Grades A to G are reimbursed the actual cost of an Electronic Organizer, subject to a maximum ceiling of Rs.2500/- and once every four years from the date of purchase, on self certification basis. Grades H & I, the maximum cost ceiling is Rs.5000/- once every 3 years, on self-certification basis.

Credit card
Officers can procure a Credit Card and the annual fee charged by the bank at the rate of Rs.250/- along with applicable service charges will be reimbursed.

Mobile Phone
Indian Oil procures mobile phones for the following employees: Grade G: Rs.8000/ Grade H: Rs.10000/ Grade I: Rs.15000/ Employees in Grades A to F who are approved a mobile connections per the scheme are reimbursed up to a maximum of Rs.4000/- towards a cost of handset.

Brief case
66

Officers are reimbursed actual purchase amount on self-certification basis, once every 3 years and within the following ceiling: Grades A & B: Rs.850/ Grades C to F: Rs. 1250/ Grades G & above: Rs.1650/-

Club Membership
Grades E and F Divisional/Area Managers (irrespective of their grade) are entitled to avail club membership. Monthly subscription limits are : Grades E, F/Divl./Area Manager :Rs.100 Grades G & above: Rs.200

Benefits towards self-improvement

The higher the employees move in the hierarchy, the more they realize that they will always be on an endless learning curve. But whichever section of the curve employees are at, they can count on Indian Oil assistance.

Incentives for acquiring higher qualifications

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Corporation provides a one-time lumpsum incentive to officers pursuing higher qualifications relevant to their scope of work. The lumpsum is commensurate with the qualifications being pursued as follows:

Group A: Cash incentive Rs.7000/- .Bachelors/ Masters Degree in various Engineering disciplines, Masters degree in Management, Ph.D., ICWA, CA, etc.

Group B: Cash incentive Rs. 5000/-.Diploma level qualifications in Engineering/various fields of Systems/Marketing/Personnel/Social Work Management; Post Graduation/Graduation in Science ,Arts and Law; PGDCFA from ICFAI, Hyderabad, First Class Boiler Competency Certificate, etc. Group C: Cash incentive Rs.3500/-.List includes qualifications in Trade Certificate from the ITIs, NCTVT, SSC, Second Class Competency Certificate, etc. Incentive for Graduation/Post Graduation in Information Technology will be available subject to DOE ACC or equivalent certification /accreditation.

Professional Updation Allowance

Its an allocation that helps employees to keep abreast of latest professional and technical developments. These may be through computer aids, IT tools, purchase of professional/technical books, reports, literature, journals or periodicals. Applicable monthly allowances are as follows:
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Grades A,B & C: Rs.500/Grades G & above: Rs.900/-.

Grades D,E & F: Rs.700/

Study leave
This provision is applicable without pay up to 3 years during the entire service period to employees who have completed 5 years of service, provided the same is beneficial to the Corporation.

Membership of professional bodies

This is provided to keep in touch with changes and update your professional knowledge and skills. Officers may obtain membership to any recognized Professional Body/Institute/Society relevant to their profession, with the approval of a competent authority. A maximum annual subscription of Rs.1000/- (or foreign currency equivalent) for payment to the institute in India or abroad. Lifetime memberships are admissible up to Rs.3000/-(one-time). Expenses towards admission/enrolment fee, etc. are, however, to be borne by the officer. Commensurable annual membership subscription to an International Professional Body/Institute/society is $100 or Rs.4500/-.

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Leave Benefits
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 as per attendant conditions. For accrual and crediting of EL for the period of Leave Without Pay or Absence Without Pay, a fraction of 5 days of such leave or absence without pay would be ignored; and for a period of 6 days or more upto 11 days, accrual of EL shall be reduced by full 1 day. This rounding off shall be applied only on 1st January for the previous four quarters of the calendar year. In case of separation from service, the rounding off shall be applied on the last day of service. Any Earned Leave or Sick Leave availed by an employee will not result in any reduction in the accrual and crediting of Earned Leave. With the removal of encashable and non-encashable portions, the EL to the credit of the employee can either be availed or encashed without any ceiling.

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During the period an employee is on any type of Special Leave such as Special Leave for serious sickness/Disability Leave (for injury caused due to accident while on duty)/Study Leave/Child Care Leave, he/she will not earn EL during this period. However, the period of Maternity Leave, shall henceforth, be counted for earning EL. In case of an employee joining or leaving IOC in the middle of a quarter, earning and crediting of leave for such portion of the quarter will be at the rate of 1 day for every 11 days of period spent on duty (Fraction upto 5/11 will be ignored and fraction of 6/11 and above should be rounded off as one day). EL can be availed upto a maximum of 4 times in a year under any circumstances. Under exceptional circumstances, the limit of four times can be extended to six times in a year. Employees who avail EL due to prolonged sickness after exhausting their Sick Leave are allowed to take EL on the grounds of sickness upto a maximum of six times during a year. EL taken thereafter is treated as unauthorized. However, such cases are to be treated on merit. If the absence on medical grounds is frequent, the case may be referred to Medical Board consisting of Corporation Doctor and a Specialist from our nominated hospital/ Govt. hospital. Based on Medical Report, further action be taken in consultation with Regional HR/ HO HR.
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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. An employee, if required, may avail SL upto a maximum of 2 days without producing any Medical Certificate. Under this provision, maximum of 10 days of SL (without submission of Medical Certificate), which is earned during a year, can only be availed. Medical certificate should be produced if SL exceeds 2 days continuously. Encashment of Sick Leave:
i)

Sick Leave is not permitted to be encashed in advance before retirement and the same has to be encashed at the time of retirement only. The total SL along with the total EL available at the credit of the officer will be allowed to be encashed at the time of superannuation from services.

ii)

iii) Full encashment of SL is permitted even in respect of voluntary retirement, premature retirement on medical grounds and death. Full encashment of Sick Leave standing to the credit of employee will be admissible on separation from the services of the Corporation after
72

attaining the age of 50 years with a minimum 20 years of service as a regular employee in the regular pay scales. Sick Leave is earned @ 5 days on full pay per half year of service.

All period of leave, including EOLWP are taken into account for calculating completed half year service for earning of Sick Leave. However, all period of leave shall not include Study Leave, Special Leave without Pay for female employees to join husband and Child Care Leave.

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SPECIAL LEAVE FOR SERIOUS SICKNESS

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. 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. This leave can be granted by Head of the Region / GM(HR), HO. The officer will not earn EL during the period of Special Leave

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

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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 is empowered to sanction the study leave. Whenever an employee who has applied for Study Leave is yet to complete 5 years of service, such cases to be sent to Director (HR), who will take a decision on a case-to-case basis. Application for study leave shall not be entertained unless the course of higher education for which study leave is sought is likely to be beneficial to the Corporation. An employee on study leave may be allowed company owned/company leased accommodation as under:
i)

Company owned accommodation: For the full period of leave not exceeding six months unless the period is extended with specific approval of the competent authority.

ii)

Company leased accommodation: For two months only.

CASUAL LEAVE
12 days per annum. For temporary and probationers, 3 days per quarter.

CL may be sanctioned upto a maximum of 6 days provided that total absence in combination with Compensatory Off/Off
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days/Holidays does not exceed 10 days at a stretch. CL cannot be combined with any other leave. Half-Day Casual Leave can be availed by officers working in Administrative Offices.

CL is not encashable and cannot be carried forward to next year, if the same remains unutilized during the year.

Casual leave shall be admissible on proportionate basis to a regular employee who re-joins in-between a year on return after Study Leave, Child Care Leave (to female employees) & Special Leave without pay (admissible to a female employee to join her husband at outstation/abroad).

SPECIAL CASUAL LEAVE

7 days to male officer undergoing Vasectomy Operation.

Upto 14 days to female officer for undergoing Non-puerperal Sterilisation Operation.

Upto 7 days to male officers whose wife undergoes Puerperal/ nonpuerperal Tubectomy Operation. One day to female employees on the day of IUCD insertion, duly supported by Medical Certificate.

Special Casual Leave is granted to officer who are in Territorial Army Cell for the period spent in training camps plus preparatory time of 6 days at the time of embodiment (excluding Sundays & Holidays).
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 As regards Special Casual Leave for the TA volunteers embodied on service embodiment, the same should be regulated on prorata basis i.e. one day for every 5 days embodiment. Any fraction to be approximated to one day. Special Casual Leave can be prefixed/suffixed to holidays and Sundays, but intervening holidays and Sundays to be counted.

SPECIAL LEAVE WITHOUT PAY (SLWP) FOR FEMALE OFFICERS TO JOIN THEIR HUSBAND AT OUTSTATIONS / ABROAD

A female officer whose husband has been transferred / posted to another location in India or abroad may be granted SLWP for a period not exceeding three years in all during the entire service career provided she has put in a minimum of three years' service subject to fulfillment of laid down conditions. The period of such leave is not counted for any purpose, whatsoever.

The existing restriction that SLWP can be availed for minimum spell of 1 year has been relaxed and it has been decided to allow SLWP to join husband in a spell that should not be less than a month. However, this leave can be availed on a maximum of 3 occasions during the entire service. EL in credit, at the time of granting SLWP, shall be first adjusted and the balance period would be treated as leave without pay.
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MATERNITY LEAVE: (FEMALE EMPLOYEES)

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, w.e.f. 04.01.2001. 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. The officer will earn EL during the period of Maternity Leave.

benefits for women

A woman is the focal point of her family, and Indian Oil appreciates that. Special benefits are extended to female employees.
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Maternity leave
Maternity leave for 135 days is granted to female employees for first two children .for subsequent occasions of maternity, 3 months maternity leave is granted.

Child Care Leave (CCL)

CCL is granted in continuation of maternity leave or otherwise till the child attains the age of 3 years. CCL should not exceed two years during the entire service period, but should be in spells of 6 months or more.

Special leave without pay for female employees joining husband outstation/abroad
Extra-ordinary leave without pay for a period not exceeding three years during the entire service period for employees who have put in minimum of three years service.

Additional benefits: Group saving linked insurance schemes

Corporation gives its employees a cover. The amount of monthly contribution and risk coverage for different groups are as follows Group A &B : Rs.75/Rs.75000 Group C & above: Rs.100/Rs.1 lac.
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Employees are covered under LICs Group Saving Linked Insurance Double Accident Benefit Scheme. This is an additional insurance coverage against accident. The insurance amount under additional coverage is equal to the amount under GSLIS, and the premium is paid by the Corporation.

In case of Death/Permanent Total Disablement while on Service

Employees passing away while in service/separating under Permanent Total Disablement are covered by the Rehabilitation Scheme annexed to the SBF Scheme. In this Scheme, various options are given to the spouse including offer of employment to otherwise eligible dependent son/daughter of the deceased [Link] expenses are also admissible to the extent of Rs.5000/In the unfortunate situation where employee suffers death or permanent Total Disablement due to accident arising out of and in the course of employment, an ex-gratia lump sum compensation equivalent to 100 months pay (Basic Pay + DA) also becomes additionally payable.

Welfare schemes at terminal stages

Long Service Award

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It pays to be in it for the long haul! A long innings in the Corporation brings you glittering rewards. Long Service Awards for regular employees are as follows: On Completion of 15 years: 5gm gold coin On Completion of 25 years: 10 gm gold coin On completion of 30 years :20 gm gold coin On completion of 35 years: 20 gm gold coin

Benefits after retirement

Indian Oil serves to be a part of employees everyday life, long after the retirement as well. When the workmen finally have the time to smell the flowers, they will be doing so with the reassurance that their sunset years have been taken care of by Indian Oil.

Provident Fund
Its a small outgo now, but just think how much it will add up to when the employee retires. Especially since the company contributes an equivalent portion. Employees PF contribution is 12% of BP+DA+PP with matching company contribution. At present, the rate of interest paid on accumulation is 9.5%.

Superannuation Benefit Fund Scheme (contributory scheme)

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Pension under the scheme is admissible to all officers in the regular scales of pay in the Corporation; the eligibility period being minimum 15 years with [Link] the scheme, IOC purchases annuity from LIC; the amount of annuity purchased is linked to number of years of service put in by the employee and the pay drawn.

Employee Pension scheme, 1995(EPS95) (contributory scheme)

Pension from the Govt. under this scheme is admissible to employees (who are compulsory members and those who opt to join the scheme) on completion of 58 years of age. Employees who were members of erstwhile Family Pension Scheme, 1971, and those who joined after 16/11/95 will automatically become members of the scheme.

Gratuity
Gratuity is paid @ 15/26 of the monthly emoluments(BP+DA+PP,if any ) for each completed year of service or part thereof in excess of six months or Rs.3.5 lacs whichever is less, provided the service rendered in the Corporation exceeded 5 years.

Superannuation Award
On Superannuation including voluntary retirement, after 10 years of good and satisfactory service, the Corporation gifts its officers a 25 gold coin (25 ct.)

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Medical Post Retirement Medical Attendance Facility (PRMAF) for officers and spouse/dependents
Employees desirous of availing the benefits may join the scheme on superannuation by contributing the prescribed amounts, grade wise. Expenses towards domiciliary treatment is reimbursed on selfcertification basis, bi-annualy, limited to grade-wise prescribed ceilings. Expenses towards hospitalization in nominated hospitals is reimbursed at actual as per the entitlement of the officer.100% reimbursement is allowed beyond entitlement in case of specified diseases. For treatment on non-specified diseases, 15% recovery is made in case of expenses incurred beyond their entitlement. Reimbursement for treatment in nonnominated hospitals is at actuals, subject to entitlement/admissibility.

Conclusion
Indian Oil nurtures its employees from the stage of recruitment till the stage of leaving the organization. Hence, it looks after their needs from the cradle to the grave. This enterprise has clinched the top slot amongst the seven Indian companies. This success is not without its own challenges .The biggest challenge is to get experienced manpower as well as enhance in-house capabilities in managing its existing and prospective assets. The upstream integration initiatives of employee welfare proves that Indian Oil people are well looked after.

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To overcome declines in the growth curve of an organisation Indian Oil encourages continuous learning, where additional qualification incentives are offered for employees pursuing up gradation of knowledge and skills. In exchange silent and sustained efforts of Indian Oil people had brought an enduring success to this organization. As stated the Indian oil family has imbibed the core values that drive this organisation in its work and life Care, Innovation, Passion and Trust. These values not only determine the way the company approach towards its goals and objectives but also in crystallizing of its vision in emerging as a global energy company. In corporate and personal life, there are several challenges that one encounters. Some are relished to be taken by the employees of an organisation, especially when there is a possibility that they can be solved. Thus a reminder that company bends backward to ensure their happiness helps catalyze their self-actualization to deal with the challenges and barriers in growth. For employee welfare provisions are made for employees in the form of Payment of Wages/Payroll, Net earned, Work Environment and safety issues, Personnel Development Strategies, Appraisal Systems, training and induction of employees at various stages. The endeavor of this organization is to get the best out the people within a fair, objective and transparent corporate environment. An organization would reap benefits in an environment where people are not just heard
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but also listened to. Hence, Indian Oil proves its credentials as a company that stands by its employees through thick and thin, with the plenty reasons to grow, prosper and perpetuate the bonds of caring and sharing.

BIBLIOGRAPHY
HR handbook of IOCL

[Link] [Link]

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