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INTRODUCTION
Oil and Natural Gas Corporation limited (ONGC) is a fortune global 500 company and the first
ever Indian Corporate in Fortune list of ‘World’s Most Admired Companies 2007’. It ranks 20 th
among leading global energy majors as per ‘Platts’ Top 250’ Global energy company ranking
2007. It leads all Indian corporate in Forbes Global 2000 and in financial times global 500.
ONGC, through its subsidiary ONGC Videsh Ltd.(OVL), is India’s biggest Transnational
Corporate with overseas investment of over 10 billion USD in 16 countries.
ONGC Videsh
ONGC Videsh is the international arm of ONGC. ONGC has made major investments in
Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its investment in
Vietnam.
International rankings
ONGC has been ranked at 198 by the Forbes Magazine in their Forbes Global 2000 list
for the year 2007.
ONGC has featured in the 2008 list of Fortune Global 500 companies at position 335, a
climb of 34 positions from rank of 369 in 2007.
ONGC is ranked as Asia’s best Oil & Gas company, as per a recent survey conducted by
US-based magazine ‘Global Finance’
2nd biggest E&P company (and 1st in terms of profits), as per the Platts Energy Business
Technology (EBT) Survey 2004
Ranks 24th among Global Energy Companies by Market Capitalization in PFC Energy
50 (December 2004).
Economic Times 500, Business Today 500, Business Baron 500 and Business Week
recognize ONGC as most valuable Indian corporate, by Market Capitalization, Net Worth
and Net Profits.
1
COMPANY PROFILE
ONGC Mission
World Class
Dedicated to excellence by leveraging competitive advantages in R&D and technology
with involved people.
Imbibe high standards of business ethics and organization values.
Abiding commitment to health, safety and environment to enrich quality of community
life.
Foster a culture of trust, openness and mutual concern to make working a stimulating &
challenging experience for our people.
Strive for customer delight through quality products and services.
Integrated in Energy Business
Focus on domestic and international oil & gas exploration and production business
opportunities.
Provide value linkages in other sectors of energy business.
Create growth opportunities and maximize shareholder value.
Dominant Indian Leadership
Retain dominant position in Indian Petroleum sector and enhance India’s energy
availability.
HR Vision
To attain organizational excellence by developing and inspiring the true potential of
company’s human capital and providing opportunities for growth, well being and enrichment.
HR Mission
To create a value and knowledge based organization by inculcating a culture of learning,
innovation and team working and aligning business priorities with aspiration of employees
leading to a development of an empowered, responsive and competent human capital.
2
HR Objectives
o To develop and sustain core values.
o To develop business leaders for tomorrow.
o To provide job contentment through empowerment, accountability and
responsibility.
o To build and upgrade competencies through virtual learning, opportunities for
growth and providing challenges in the job.
o To foster a climate of creativity, innovation and enthusiasm.
o To enhance the quality of life of employees and their families.
o To inculcate higher understanding of ‘Service’ to a greater cause.
Core Values of the company
A Task Force was constituted to identify 5 core values in ONGC along with their attributes and desired behaviour associated with them.
S.No. Core Values Attributes/Desired Behaviour on the job
1Sense of belonging
Commitment, loyalty, sense of ownership of the job and company properties, improvements in personal work area as a self-starter, ensuring quality in individual work and value addition, sense of pride in company.
2Integrity
Personal/Professional integrity by strictly abiding by rules & regulations, processing/deciding cases in an unbiased/dispassionate way, sense of ethics in behaviour and interpersonal & professional interaction.
3Team Spirit
Working in groups, trust & openness, co-operation, communication, sharing knowledge and information, collective learning, target consciousness, cost and quality consciousness.
4Discipline
Punctuality, work ethics, dress code, self-discipline as model to others, enforcing discipline in a fair and firm manner.
5 Social Responsibility Caring of society & environment, projecting a lofty image of ONGC to society.
3
ORGANOGRAM – ONGC
4
Standard Designations & Levels
5
Designations Level
Executive Director E-9
Group General Manager E-8
General Manager E-7
Deputy General Manager E-6
Chief Manager/Chief Geophysicist/ Chief Geologist/Chief Chemist/Chief Engineer E-5
Manager/Superintending Engineer/Superintending Geophysicist/ Superintending Geologist/Superintending Chemist
E-4
Deputy Manager/Deputy Superintending Geophysicist/ Deputy Superintending Geologist/Deputy Superintending Chemist/ Deputy Superintending Engineer
E-3
Senior Officer/Executive Engineer/Senior Geophysicist/Senior Geologist/Senior Chemist
E-2
Officer/Assistant Executive Engineer/Geophysicist/Geologist/Chemist E-1
Assistant Officer/Assistant Engineer E-0
Chief Superintendent/Senior Foreman S-IV
Senior Superintendent/Senior Foreman S-III
Superintendent/Foreman S-II
Assistant Superintendent/Assistant Foreman S-I
Junior Engineer/Junior Superintendent/Junior Accountant A-V
Topman/Chargeman/Assistant Grade – I A-IV
Junior Technician/Rigman/Assistant Grade - II A-III
Assistant Technician/Assistant Rigman/ Assistant Grade - III A-II
Junior Assistant Technician/ Junior Assistant A-I
Head Worker W-VII
Deputy Head Worker W-VI
6
Senior Worker W-V
Attendant Grade – I W-IV
Attendant Grade – II W-III
Attendant Grade – III W-II
Junior Attendant W-I
SECTIONS VISITED:
7
General Administration Department (GAD)
Estates
Loans and advances
Hospitality and Welfare
Lease and self lease
Industrial relations
Medical section
Performance Appraisal (PAR)
Recruitment and Promotions (R&P)
Training and Development
Establishments
1.GENERAL ADMINISTRATION DEPARTMENT (GAD)
All General Services required by ONGC are provided and taken care of by GAD.
Contract management
Event managements
Housekeeping management
Medical transit management
Central diary and dispatch
Procurement of capital or non capital items
Telephone charges reimbursement cases
Corporate citizenship policy cases
Management of invoice monitoring system
Contracts:
Currently 7 contracts for providing different services like canteen, pest control
services, potted plank, photo copying, engagement of term based messengers,
drinking water, etc...
Term based employees- currently 17 people are there who are given with basic
medical facilities even though they are term based employee.
8
Event Management:
Flag Day, Independence Day, ONGC day (14th august), vigilance awareness week
(as instructed by main office), farewell awareness for retirees (month end
retirement).
Arranging for all celebrations, sweet distributions, gifts, food arrangement, etc,.
Housekeeping:
Up keeping of office, sores, tape library, etc.
Plans to fix contractors
Medical transit accommodation:
ONGC bears all medical expenses of its employee and their dependents. When a
employee travel from his state to another for getting any medical service for a
long period, then their accommodation are taken care of by ONGC at Cauvery
basin Chennai.
2 bedroom flats is provided for accommodation of the employee and family as
medical transit accommodation. This is provided on the request of the employee.
Request letters and details of the case, medical reports are all sent to the ‘medical
team’ for inspection and the permission is granted on the basis of medical team’s
recommendation. Number of days of treatment hat may require is also specified
in the recommendation.
Central Diary & Dispatch:
All posted services both incoming and outgoing are taken care of. Frequently the
posts are from and to Delhi, Dehradun, Rajamundry & Karaikal file movements,
receipts, speed posts, courier, etc., are provided.
ONGC has published 5Rs Stamps.
Sender has to request its specification like courier or speed post or register post,
etc
Pigeon hole system is used. Posts are segregated floor wise and wing wise and
then distributed accordingly.
9
ECS- Electronic Clearing System is not included in this.
Franking machines are used. Approximately, it is filled for Rs 60000 every
month. Minimum balance Rs 250 is required.
Records like dispatch book are maintained.
Procurement of capital or non capital items:
Canteen, medical guest house centralized stationary and printing etc., their
requirements (items) are all procured by GAD.
Canteen – 250 units’ electricity free, all facilities are procured and provided.
Rs 100 is collected as rent from contractors.
Telephone charges reimbursement:
According to the levels in ONGC (grades) reimbursement varies.
Claims and bills are forwarded to finance department.
Corporate Social Responsibility (CSR):
Corporate Citizenship policy
Earlier 0.75% of net profit was spent on CSR and now 2% is spent for the same.
Priority of services to the in and around area of ONGC’s Operational sector
(Karaikal, Nagapattinam) and minor share of donations and others given to
administrative area (Chennai).
Proposal screening committee:
‘Proposal screening committee’ is framed with members from HR, operation and
finance. They scan the proposals, verify it and are to be served first. They screen
the proposals.
Education, health camps, NGOs are main social work done by ONGC.
Virtual Corporate Board:
It is headed by chairperson most often basin manager. The board approves the
allotment and proposals.
10
CSR is accounted under 10 different heads as given by CCP.
“Project approach” is maintained for serving each proposals.
Management of Invoice Monitoring System:
This system is about supplier relationship management.
IMD- Invoice Managing System is processed through maintaining a website
called e-tender, where Invoice status can be checked.
Details of suppliers as required by this department are:
Vendors code, D.O.no, Invoice no, Invoice date, Invoice amount, Email id of
supplier.
21 days is the processing time. If it takes more than 21 days “Warning exists” is
pop-up or generated by the system.
2.ESTATES
House Rent Allowance
11
1. The rate of HRA payable to executives/non-executives of ONGC is as under :
For Executives & Unionised Categories of Employees:
At work centers’ in Delhi, Mumbai, Kolkata, Chennai and Ahmedabad, 30% of
basic pay or actual rent paid, whichever is less.
At work centers’ in Baroda, Ankleswar, Mehsana, Surat, 22.5% of basic pay or
actual rent paid, whichever is less.
At Jothpur, Goa, 17.5% of basic pay or actual rent paid, whichever is less.
At all work centers’ in North East, Cambay, Jammu, Karaikal, Rajahmundry &
Dehradun, 15% of basic pay or actual rent paid, whichever is less.
2. Payment of HRA under different circumstances:
Employees living in their own houses:
a) Houses located in Municipal Limits, Cantonment, Local Bodies and Notified Areas: Ratable
value of owned houses assessed by Authorities of Municipality, Cantonment, Local Bodies,
Notified Areas or by Civil Engineering Department of the Corporation.
b) Houses located in areas falling outside limits of Municipality, Cantonment, Local Bodies &
Notified Areas. The ratable value of houses in cases falling under this category should be
restricted to 75% of the ratable value of similar house situated within Municipal/Cantonment,
Local Bodies and Notified area limits.
Employees sharing Leased/Company owned accommodation with their serving family members:
In case an Employee shares with his/her serving spouse/parents/children the leased/Company
owned accommodation (including rent free accommodation) provided by ONGC/Central/State
Government/ any Public Undertaking or Semi-Government Organization, the Employee other
than the allottee will be eligible to draw HRA, provided such co-sharing is admissible under the
Rules and permission is granted by the Competent Authority.
Employees sharing hired/owned accommodation with other serving members including the accommodation owned by H.U.F. of which he/she is a member:
a) On Production of House Rent Receipt/Rental Assessment
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In such cases one of the Employees as per choice may draw HRA as per his entitlement as
admissible on production of rent receipt/assessment of rental as per procedure and other serving
members of the family i.e. spouse/parents/son/daughter, who are Employees of the Corporation
and are sharing accommodation with him/her may draw HRA restricted to the amount without
production of rent receipt, or on self certification basis as the case may be.
b) Without Production of Rent Receipt
In case an Employee shares above type of accommodation with his/her
spouse/parents/son/daughter serving in the Corporation as the case may be, then such Employees
may draw House Rent Allowance as payable without production of rent receipt, or on self
certification basis as the case may be.
Employees sharing allotted accommodation with another Employee
An Employee of the Corporation, sharing above type of accommodation which may have been
allotted to other person, may draw HRA as payable without production of rent receipt or on self
certification basis, as the case may be, subject to the condition that such sharing is permissible
under the relevant Rules of the organization and permission for sharing is granted by Competent
Authority.
Payment of HRA on transfer
An Employee on transfer may draw House Rent Allowance as admissible at the place where he
opts to keep his family on production of house rent receipt.
3. Payment of HRA during leave, joining time, deputation abroad/training abroad or in India and on suspension:
During leave:
An Employee will be eligible for HRA up to 180 days during all kinds of leave except EOL as
per leave Rules of ONGC at the same rate at which he was drawing this allowance before he
proceeded on leave. When holidays are combined with leave, entire period of holidays and leave
shall be taken as one spell of leave.
Joining time:
13
During joining time, on transfer, an Employee shall be entitled to draw HRA at the same rate at
which he was drawing it at the last station, from where he was transferred.
In case of Corporation owned accommodation, the HRA will be admissible subject to vacation
of the accommodation.
Deputation/Training abroad or in India:
HRA will be payable to an Employee as admissible for the station where the family resides.
Suspension:
a) During suspension, an Employee will be entitled to HRA in accordance with the provisions of
Pay & Allowances Regulations of the Corporation subject to his furnishing a certificate that he
actually retained the house.
b) In case the headquarter of an Employee under suspension is changed in Corporation’s interest
by the Competent Authority, he shall be entitled to HRA at the new station subject to furnishing
of the requisite certificate.
4. RENTAL VALUE OF THE HOUSE/HOUSE RENT ASSESSMENT:
Rent assessment done by the Civil Engineering Department of the Company in respect of the
houses owned by the employees in the Company is accepted for regulating payment of house
rent to the employees living in their houses. Such assessment in classified towns, however, is to
be done by the Municipal or other local authorities.
The revised plinth area rates for assessment of houses owned by the employees for the purpose
of HRA are given below:
a) Rs.3.00 per sq.ft. for the houses situated within the limit of Municipal Corpn./Cantonment
Board.
b) Rs.2.25 per sq.ft. for the houses situated outside the limit of Municipal corpn./Cantonment
Board.
Colony accommodation
14
1. Methodology to determine the seniority for allotment of various types of residential / colony
accommodations
‘D’ Type
i. The executives shall be placed in order of seniority as per effective date of promotion to
the post of DGM (E-6).
ii. In case, there is more than one executive having the same effective date of promotion,
they shall be placed in order of seniority with respect to their date of joining in ONGC.
iii. In case, the effective date of promotion and date of joining in ONGC are the same in
respect of more than one executive then the seniority of executives shall be decided as
per their date of joining in that project.
iv. In case any executive has directly joined the post of DGM or the higher post, his
seniority shall be considered from the date of joining on that post.
‘C’ Type
i. The executives shall be placed in order of seniority as per effective date of promotion to
the post of E-3.
ii. In case, there is more than one executive having the same effective date of promotion,
they shall be placed in order of seniority with respect of their date of joining in ONGC.
iii. In case, the effective date of promotion and date of joining in ONGC are the same in
respect of more than one executive then the seniority of executives shall be decided as
per their date of joining in that project.
iv. In case any executive has directly joined the post of E-3 or higher upto E-5, his seniority
shall be considered from the date of joining on that post.
‘B’ Type
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i. Executives (E-0 to E-2) and the employees of the unionised category are entitled for ‘B’
type accommodation, the seniority shall be determined on the basis of attaining the pay
or Rs. 7000/- or effective date of promotion to E-0, whichever is earlier.
ii. In case, there is more than one employee having the same effective date of promotion to
E-0 or attainment of basic pay of Rs. 7000/-, they shall be placed in order of seniority
with respect to their date of joining in ONGC.
iii. In case, the effective date of promotion or attainment of basic pay of Rs. 7000/- and date
of joining in ONGC are the same in respect of more than one employee then their
seniority shall be decided as per their date of joining in that project.
iv. In case any employee has joined directly the post of (E-0) or the higher post (E-2), his
seniority shall be considered from the date of joining on that post.
House Rent Recovery
The revised rate of house rent recovery for colony accommodation with effect are as under:-
Type of Rate of recovery (Rs. p.m)
Quarters Within municipal Outside municipal
Limits limits
A. 130 85
B. 320 200
C. 450 300
D. 675 450
16
3.LOANS AND ADVANCES
A) House Building Advance
Amount of Advance:
First HBA: 75 months’ Basic Pay + D.A. OR approved estimated cost of construction
including cost of land OR Rs.7.5 lakhs whichever is least.
Second HBA: Approved estimated cost for extension OR Rs.3 lakhs whichever is less.
Eligibility for HBA
House Building Advance may be granted to the Employees of the Company, who have put in a
minimum of 7 years continuous service or have completed 10 years total service including
service rendered in Government/Public Sector Undertaking and have completed probation period
satisfactorily.
Rate of Interest:
Amount of HBA Rate of Interest
First Rs.30,000/- 5.5%30,001 - 3,00,000/- 6%3,00,001 – 7,50,000/- 8%
A rebate of ½% in the interest is admissible to the employees undergoing sterilization under
small family norms scheme.
Penal Interest:
Penal interest @ 15% over and above the normal interest is charged in case of non-utilization of
HBA within the stipulated period as required under ONGC HBA rules.
Repaying Capacity:
No. of years of service Payable amount
Retiring after 20 years 50% of Basic pay + DA
10 - 20 years of service left60% of Basic pay + DA, additionally 80% of Gratuity may be adjusted
Less than 10 years of service left 66.67% of Basic pay + DA, additionally 90%
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of Gratuity may be adjusted
Disbursement of Loan:
Purchase of plot and construction of house
a) 20% of total advance is released for purchase of plot
b) The balance advance of 80%is released in three installments of 30%, 40% and 30% for construction.
Construction of house on existing plot 3 installments of 30%, 40%, 30%
Outright purchase of house/flat In one lump sum installment
Second Advance for extension of house. Two installments of 50% each
Terms and Conditions for Grant of HBA:
Insurance:
Immediately on completion or purchase of the house/flat, the same is to be insured against fire,
flood and lightening for a sum not less than the amount of advance and the policy is to be
pledged to and deposited with the Company. The employee shall thereafter pay the premium
regularly and produce the premium receipts to the Head of Office for verification.
Time Limit:
1) Construction to be carried out exactly as per approved plan and specification based on which
the advance was computed and sanctioned.
2) In case of advance for plot and house thereon, the construction is to be completed in 24
months.
3) In case of advance for house only, the construction is to be completed in 18 months.
Extension of Time Limits:
In case the construction of house is not completed within the stipulated period due to
circumstances beyond the control of employee an extension of the time limit may be allowed.
18
Conveyance Advance:
Car Advance - 90% of actual cost of the car being purchased or 20 months basic pay with a
ceiling of Rs.3, 50,000/- whichever is less.
Scooter/ Motor Cycle Advance - 90% of actual cost of Scooter/Motor cycle being purchased
with a cost ceiling of Rs.45000/- whichever is less.
Moped Advance – Actual cost of Moped with a ceiling of Rs.25, 000
Refund of Amount not spent:
If the actual price paid for the purchase of the conveyance is less than the amount of the advance
drawn the employee shall forth-with refund the balance in a lump-sum.
Certification of Purchase:
An employee, who takes an advance shall within one month after drawing the advance furnish to
the competent authority with a certificate giving full particulars of the conveyance purchased
with the advance and the cash receipt obtained for the amount actually paid for it.
Refund of failure on purchase:
(a)An employee who draws an advance for the purchase of a conveyance is expected to complete
his negotiations for the purchase of the conveyance and pay finally there for within one month of
the date on which he draws the advance; failing such completion and payment, the full amount of
the advance drawn with interest thereon for one month shall be refunded to the company, unless
the period regarding purchase in extended by the Company at the request of the employee.
(b)Where an Executive draws an advance for purchase of a new car and he deposits the entire
amount with the authorized dealer within 15 days, the time limit for purchase of a new car is
extended to the actual date of delivery or six months which-so-ever is earlier; subject to:-
i) The actual interest earned on the amount drawn from the ONGC by depositing with the dealer
will be passed on to ONGC
ii) He will continue to pay normal interest on the conveyance advance as applicable to other
cases, during the said period
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iii) In case the Executive fails to get delivery of a new car within a period of six months, he will
be liable to pay penal interest for the period beyond six months.
Children Education Assistance:
Under the O.N.G.C. Children Education Assistance scheme the following benefits are extended
to the wards of O.N.G.C. employees:
Reimbursement of Tuition Fee:
An employee shall be eligible for reimbursement of actual expenditure incurred on Tuition Fee
(including compulsory charges paid to the school covering admission fee and examination fee)
except charges for food, clothing, books and stationery.
Conditions for reimbursement of tuition fee:
i) The assistance shall be admissible for education in recognized institutions in India in Pre-
University classes, or the First Year classes of an Intermediate College or of a Technical College
provided that the children in respect of whom the reimbursement of fees is claimed have passed
the Secondary, High School, Matriculation or equivalent examination, but not the Higher
Secondary or equivalent examination.
ii) No assistance shall be admissible in respect of a child for more than two academic years in the
same class.
Reimbursement of Journey Fee:
The children of the employees who are staying away from them for prosecution of their studies,
will be allowed reimbursement of second class rail fare twice a Calendar year from the
educational institutions, during approved vacation to join their parents, at the place of posting of
the employee and back to the educational institutions.
Hostel Subsidy:
The children of employees who stay in a hostel or residential school for the purpose of their
academic pursuits, are entitled to Hostel Subsidy.
20
Merit Scholarship:
Merit Scholarship is granted to the wards of the employees who secure the following percentages
of marks in the aggregate of the last examination passed:
a) Wards studying in classes from Vth to Xth - 70%
b) Wards studying in classes above Xth and who pass the qualifying examination in:
(i) Science stream in Physics, Chemistry, Botany, Biology, Zoology, Geology and Mathematics – 60%
(ii) Commerce /Humanities stream - 60%
The amount of scholarship for different courses is as under:
i) Class Vth to Xth - Rs.125/- p.m.
ii) Intermediate Classes - Rs.150/- p.m.
iii) Degree Classes - Rs.200/- p.m.
iv) Post Graduate Classes - Rs.225/- p.m.
v) Professional Courses Rs.300/- p.m.
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4.HOSPITALITY AND WELFARE
This department provides certain specified facilities to ONGC employees.
The facilities include:
o Ticketing
o Hotel and related expenditure
o Arranging banquets
o Protocol duties
o Guest house accommodation.
The processing of bills takes 4 to 5 working days.
Payment of bill is taken care by the finance department.
Up gradation of entitlement must get the approval of Chairmen.
Booking Tickets: (travel tickets)
Only E3 and above level employees of ONGC are eligible for Air traveling.
Full payment of ticket expenditure is available.
Only Economy and cheue fare is provided.
Hotels and Eligibility:
5 star - E7 and above; 4 star - E5 and above; 3 star - E3 and above; 2 star – below E3 and non
classified category
Hotel stay near office area or sometimes near Air port is availed.
ONGC usually have 1 year contract with hotels and the rates are usually 10% to 15 %
less than what the hotels charge general public.
Protocol duties: It is assigned to E4 and E3 level officers.
Guest house accommodation:
Guest houses accommodations are provided on a short time basis. For this purpose Anna nagar
flat is available.
5.LEASE AND SELFLEASE
22
1. ONGC may take on lease houses/flats owned by executives and allot the same to them for
residential purposes on a request received in writing from them subject to following
provisions:-
2. ELIGIBILITY
a) All executives at E-1 and above levels who are otherwise entitled for leased accommodations
and own a residential house / flat at the place of posting may be allotted the self leasing facility
provided the company owned accommodation is not available for allotment.
b) The eligible executives who are transferred to NE States or who are working on On/Off
pattern may also be allowed the facility, provided they chose to retain their family at the old
station where they have owned houses/flats.
3. RENT ASSESSMENT
The criteria for assessment of rent of the house for self leasing purposes shall be the same as for
leased accommodation applicable to the place of posting. However, measurement etc. shall be
made by the Civil Engineering Department in presence of the representatives of Admn. and the
owner. No enhancement in rent so assessed will be made until further orders.
4. ENTITLEMENT
The principles of entitlement for plinth area and rent ceiling will remain the same as in case of
ordinary leased accommodation.
5. MONETARY CEILINGS
a) Monetary ceilings for leased accommodations shall continue to be the house rent allowance
percentage as applicable to the work centre plus 10 % with reference to the maximum of the
revised pay scale.
b) Effective date(s) in respect of revised monetary ceilings are with reference to the present
practice in vogue and instructions issued from time to time.
6. Lease and Self Lease
Executive level Rate of recovery (Rs. p.m.)
23
E-0/E-1/E-2 640
E-3/E-4/E-5 900
E-6/E-7/E-8/E-9 1350
7. Maintenance, repairs
The maintenance, repairs etc. including taxes and consumption charges like electricity and water
etc. shall be the liability of the owner-allottee.
8. Self lease facility to E-0 level
The facility of self leasing of residential accommodation has been extended to E-0 level officers
on the same terms and conditions as to other executives.
9. Maintenance charges
The maintenance charges equivalent to 2 (two) months actual lease rent is reimbursed to the
executives residing in self-lease accommodation.The maintenance charges equivalent to 2 (two)
months actual lease rent is reimbursed to the unionized category of employees residing in self-
lease accommodation.
House Rent Recovery (HRR) in case of unionized category of employees availing self-leasing
scheme is, as following:
Basic PayH R R per month
Basic Pay up to Rs.6,999/- Rs.260/-
Basic Pay Rs.7000/- and above Rs. 640/-
5.INDUSTRIAL RELATIONS
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ONGC is a multi-discipline and multi-location organization, having scenario of multiplicity of
unions/associations. These executives are represented by Association of Scientific & Technical
Officers (ASTO), whereas, the unionized categories of employees are represented by 9 unions,
recognized under the Code of Discipline. Some of the recognized unions have affiliations with
the Central Trade Unions Organizations, but a few are independent unions also. There are about
53 un-recognized unions, operating at various work centers’ of ONGC, who represent regular,
contingent and contractual employees.
Harmonious industrial relations are the result of well-considered policies and practices of
industrial relations, which is responsible for creating mutual trust, confidence, collaboration and
participation. The salient features of the practices and policies pursued by ONGC for maintaining
harmonious industrial relations are mentioned below:
i) Policy of collaboration and sorting out the issues in course of negotiations.
ii) Policy of periodic joint meetings at work centre level and apex level.
iii) Policy of recognition to the unions under the code of discipline by identifying
bargaining agent through secret ballot, which is reviewed from time to time based on
the experience and requirement, for making it more effective.
iv) ONGC not only provides certain facilities to ASTO and its office bearers, but also
decides the general terms and conditions, financial and retirement benefits to
executives in course of negotiations with the said Association.
v) ONGC also extends some facilities to recognized unions and their office bearers. It
also decides the general terms and conditions, financial and retirement benefits of the
unionized categories of employees in consultation with the recognized unions.
vi) All policy decisions in respect of unionized categories of employees are taken
preferably in JCM or in a small forum of unions & management.
vii) Since the recognized unions have different affiliations and philosophies, the forums
of such meetings look like a bargaining council, where they negotiate, raise issues in
their own manner, but agree or disagree, taking a common stand.
viii) There is a Grievance Management System since 1981 having formal and informal
channels, with a provision for appeal for redressal of individual grievances of
25
employees, which is reviewed by the Management periodically for keeping it more
effective.
ix) There is smooth communication/interaction of Management with unions.
Recognised Trade Unions in ONGC:
ONGC Purbanchal Employees Association is recognized for Nazira/Sivasagar &
Jorhat
ONGC Employees Mazdoor Sabha is recognized for Baroda, Ahmedabad,
Mehsana, Cambay & Jodhpur.
ONGC Employees Association (INTUC) for Ankleshwar.
Criteria for Recognition of Trade Unions:
Where there is more than one union, a union claiming recognition should have been
functioning for at least one year after registration; where there is only one union, this
condition would not apply.
The membership of the union should cover at least 15% of the workers in the establishment
concerned. Membership would be counted only of those who had paid their subscriptions for
at least three months during the period of six months immediately preceding the reckoning.
A union may claim to be recognized as a representative union for an industry in a local area
if it has a membership of at least 25% of the workers of that industry in that area.
When a union is recognized, there should be no change in its position for a period of two
years.
Where there are several unions in an industry or establishment, the one with the largest
membership should be recognized.
A representative union for an industry in an area should have the right to represent the
workers in all the establishments in the industry.
Only those unions which observed the Code of Discipline would be entitled for recognition.
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Rights of Recognized Unions under the Code of Discipline:
To raise issue and enter into collective agreements with employers on general questions
concerning the terms of employment and conditions of service of workers in an
establishment or in the case of a Representative Union, in an industry in a local area.
To collect membership fees payable by members to the union within the premises of the
undertaking.
To nominate its representatives on Joint Management Councils.
To nominate its representatives on non-statutory bipartite committees like production
committees, welfare committees, canteen committees, house allotment committees, etc.
The recognized unions will not resort to or endorse the following actions:
Any form of physical duress.
Permit demonstrations which are not peaceful and permit rowdyism in demonstrations
Any union activity during working hours unless permitted in law or by agreement.
Negligence of duties.
Careless operations, damage to property, interference with or disturbance to the normal
work and insubordination.
Serve strike notices during the tenure of LTS or any other matter on which there has been
an agreement.
Meetings and negotiations with the unions:
The levels for negotiations are identified as under:
1. unit level
2. ONGC level
3. Consultative/Advisory forum at ONGC level
At local level, the meeting should be held accordingly.
In order to make the Joint Negotiating Machinery more effective, the following guidelines are to
be followed:
1. Agenda should be prepared and circulated in advance.
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2. Necessary home work should be done by all concerned before meeting.
3. All meetings should commence at scheduled time.
4. Minutes and Record notes should be prepared and issued within a fortnight.
5. All the outstanding IR issues, status of implementations of agreements, settlements and
awards should be made available online by the work centers’ and the concerned
department at corporate level.
GRIEVANCE MANAGEMENT SYSTEM
Objectives:
The objective of the Grievance Management System is to provide easily accessible machinery to
the employees of the Corporation for redressals of their grievances and for this adopt such
measures as would ensure expeditions redressal of grievances of employees leading to increased
satisfaction on the job which result in improved productivity and efficiency of the organisation.
Scope:
A grievance for the purpose of this Grievance Management System would only mean a
complaint relating to any individual employee arising out of the interpretation/implementation of
Company policies, rules, regulations, management decisions, etc. It can include matter relating
to wages/salary, leave, promotion increment, transfer, seniority, work assignment, working
conditions, interpretation of service rules etc. affecting the said individual employee but shall not
relate to:
Disciplinary action taken under the Conduct, Discipline and Appeal Rules of the
Corporation.
General issues requiring policy decision in respect of pay scales, dearness allowance,
fringe benefits, etc.
Performance Appraisal Report.
Past employees of the Commission.
Promotion to the post of E5 level.
Training either in India or abroad.
Cases where the prescribed procedure has been invoked once will not be reopened.
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Grievance Procedure:
The Grievance Management System consists of two channels-informal and formal. The informal
channel includes Open Hearing Day and Counselling. The formal channel is called Grievance
Procedure which includes three stages namely Departmental Head, Grievance Committee and
Appeals Committee. An employee may take recourse to this system, if he has any grievance
before raising an industrial dispute on the issue. Depending upon his choice he may opt for
formal channel but preferably he should exhaust informal channel before taking recourse to the
formal channel. However, in case of formal channel he has to approach Stage I first, then Stage
II & finally Stage III. No short-cutting or by-passing would be permissible.
Informal Channel:
Open Hearing Day:
Every fortnight on a pre-fixed day or any other day as he considers fit in accordance with his
convenience, aspirations of the employees of the work centre or requirement an Open Hearing
Day will be conducted by the Head of the Work centre where efforts may be made for the
settlement of the grievances. An individual can discuss his/her grievance with the Head of the
Work centre on this day. If he/she does not get a reply within 7 days he/she may go to formal
channel if he/she so desires.
Counselling:
Counsellors will be nominated by the Head of the Work centre whom the aggrieved individual
may approach for discussing his/her grievance for guidance and advice.
Formal Channel:
Stage-I: Departmental Head:
An employee who is aggrieved shall take up his grievance with his Departmental Head as a
written grievance in duplicate pro forma available in HR/ER Section and in other Departments.
One copy will be retained by the Departmental Head and the duplicate copy will be endorsed by
them to the concerned HR/ER Section for verification of facts and comments. The concerned
Personnel Executive will verify the facts and record his comments within 3 working days and
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submit the same to the Departmental Head. A decision will be conveyed to the aggrieved
employee within fifteen working days in writing.
Stage-II: Grievance Committee:
If an aggrieved employee is not satisfied with the decision of the Departmental Head or does not
get a reply within 15 days, he may present his grievance to the Grievance Committee in the
prescribed from through proper channel to the Member Secretary of the Grievance Committee
clearly stating the reasons for which he is not satisfied with the decision, if taken at Stage-I. The
Departmental Head will also enclose the duplicate form duly verified by the HR/ER Section and
record his comments on the reasons mentioned by the aggrieved employee. Grievance received
by the Grievance Committee shall be examined/heard within 30 working days from the date of
its receipt by the Grievance Committee. The Secretary of the Grievance Committee shall convey
the decision of the Grievance Committee. If the request of the employee is acceded to, a copy of
the decision will be sent to the concerned P&A Executive by the Secretary of the Grievance
Committee for its speedy implementation within 15 working days from the date of its issue by
the Secretary of the Grievance Committee.
An aggrieved employee may present his case in person and/or with the assistance of any other
employee in the service of the Corporation for this purpose. However, if the Committee is of the
opinion, on the basis of the documents so submitted by the employee that there is no need for
hearing, the committee may arrive at the decision without hearing. In case the committee is of
considered opinion that hearing is required an aggrieved employee will get prior information at
least 7 working days in advance regarding hearing of his grievance by the Grievance Committee
and he shall seek permission from his supervisor for appearing before the Grievance Committee.
Total time taken in redressal of a grievance from the date of its receipt by the Grievance
Committee to the date of its redressal i.e. communication of decision to the employee or to the
concerned P&A Executive for implementation by the management shall not exceed 60 working
days. In the event of any delay beyond 60 working days, an aggrieved employee shall have the
option to straight-away submit his appeal to the Appeals Committee.
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Stage-III: Appeals Committee:
An aggrieved employee whose grievance has not been settled at Stage-II within 60 days from the
date of receipt of his grievance by the Grievance Committee or who is not satisfied with the
decision given by the Grievance Committee, may appeal to the Appeals Committee located at
Headquarters clearly stating the reasons for his dissatisfaction. He/she will submit his/her appeal
in a prescribed pro forma, available in the HR/ER Section or with the Secretary of the Appeal in
a prescribed pro forma, available in the HR/ER Section or with the Secretary of the Appeals
Committee at Headquarters along with all documents/papers of the 2nd stage through proper
channel. A copy thereof shall also be given to the HR/ER Section at the
Asset/Basic/Services/Institution/RO/HQ.
SOCIO-CULTURAL DEVELOPMENT
ONGC Mahila Samiti are actively involved in various activities for meeting the social objectives
of the Corporation like running crèches and nursery schools, organising health camps, fete,
visiting neighbouring villages to teach the rural folk about health care and cleanliness, helping
the handicapped, the poor and needy children.
They are also arranging Vocational Training Programmes in knitting, tailoring etc., Adult
Education Programmes for removal of illiteracy among rural youth and maintaining homes for
the aged persons are other focus areas.
They also organise cultural programmes from time to time.
Employee Welfare Committee:
Employee Welfare Committees are set up in various offices/work centres of the
Corporation. These Committees are responsible for provision of following types of amenities:-
• Indoor games
• Outdoor games
• Sports, annual sports and other athletic activities
• Cultural activities, like dramas, variety shows, etc.
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• Audio-visual activities
• Library-cum-reading room.
The Committee consists of a President (ex-officio), a Vice President, and ten other
Members.
The Head of the Project or Office functions as the Ex-Officio President. The Vice
President and seven of the Members are elected bi-annually from amongst the employees. The
remaining three Members are nominated by the Ex-Officio President.
For meeting its day-to-day expenditure, the EWC receives:-
(i) Contributions from Members (not less than Rs.3/- per head per year)
(ii) Following grants from the Corporation:
(a) Grant-in aid: Rs.4/- per head per annum for the entire strength of employees in case they are members of the Employee Welfare Committee.
(b) Matching Grant: Rs.3/- per annum for each member of the Employee Welfare Committee (including Officers) who subscribe at the same rate towards membership and,
(iii) Donations and other miscellaneous receipts.
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7.MEDICAL SECTION
Reimbursement:
(i) Employees taking treatment as outpatient/inpatient in Government, ONGC Authorized
Hospitals/Dispensaries are reimbursed their medical claims as per admissibility and counter
signature by ONGC Medical Officer.
(ii) All medical claims for reimbursement must be submitted supported with reference slip,
prescription slip, cash voucher and essentiality certificate if applicable, to In charge, Medical
Section, ONGC for scrutiny and counter signature before the bills are passed by the controlling
officer and forwarded to Finance for pre-audit and payment.
(iii) Employees and their dependent family members are eligible to avail treatment from the
empanelled AMAs/Specialists/Hospitals/Nursing Homes, wherever such facilities are being
made available in the vicinity of their residence. In exceptional and emergency circumstances,
relaxation can be granted for reimbursing the medical expenses of the treatment availed from the
Hospitals/AMAs who are not in the panel of ONGC.
(iv) The Company’s employee or a member of his family if receives treatment from his
authorized medical attendant at a place where he falls ill, whether it be his permanent residence
or place of his casual stay or the place where he may be spending leave, can be allowed
reimbursement of the medical expenses.
Time Limit:
Medical bills for reimbursement should be preferred within three months from the date of
completion of treatment.
Medical Facilities For Employees on 14 Days on/off:
i) The employees and their dependent family members are allowed to avail medical
facilities from ONGC Hospitals/Dispensaries, AMA, Government Hospitals in case if
these facilities are available in the station where employees are staying with their
family members.
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ii) Before availing medical facilities employees are to take permission from the local
Establishment where their personal files are maintained. In case of their place of
posting and place of availing medical facilities are different, permission from
Establishment is to be drawn with photo identity card system.
Unauthorized Admission:
Employees admitting themselves or their dependent family members in a private nursing home
without intimation/prior permission from the competent authority will be treated as unauthorized
admission into such Hospital. Reimbursement of cost of expenditure on such treatment will not
be made. Medicines prescribed by such hospitals are also not issued. In case of emergency, a
certificate to this effect is to be obtained from Head of Office/BG/Project for regularizing the
admission.
Issue of medicines:
i) Medical Officers of ONGC are authorized to issue medicines prescribed by
Authorized Medical Attendants of ONGC and Government whenever any patient is
referred for outside treatment.
ii) Employees are issued medicines for a period which will be decided by the ONGC
Authorized Medical Officer; as he is the best judge in prescribing the medicine and
duration.
iii) No medicines will be issued against the prescription of Private Medical Practitioners.
Transit Accommodation for Medical Treatment:
Transit Accommodation for escorts of ONGC employees coming for medical attendance to
Chennai is available. On arrival at Chennai, the Authorized Medical Attendant (Escort) not
exceeding two would be given accommodation on the recommendations of the DGM (Medical),
Chennai. Preference would be given to ONGC employees coming from remote areas: North-East
and allotment would be given on first-come-first basis. The General Administration of P&A,
ONGC, Chennai will make arrangements.
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8.PERFORMANCE APPRAISAL REPORT
Performance Appraisal Report is an index of an employee or executive’s works performance
over a given period of time. It is crucial for his or her career growth as it indicates the strengths,
weakness, training needs, nature of job being performed, problems faced in work situation.
Objectives:
To set norms and targets of Work Performance, as well as to monitor the work
progress of employees.
To facilitate placement of employees in accordance with the suitability for different
types of assignment.
To provide an objective basis for determination of merit, efficiency and suitability for
the purpose of promotion.
To identify areas requiring expose for training and development.
Evaluation:
The work performance of the employee on the present job in relation to the expected
levels of performance, both qualitative and quantitative.
The extent of development achieved by the employee during the period under review.
Evaluation of behavior attributes, attitudes and abilities.
Evaluation of potentials for assuming higher responsibility.
Coverage:
The appraisal shall cover:
I. Performance during the period from 1st April to 31st March of every year.
II. All regular employees of the company. There shall, however, be 5 different
formats for class 3 & 4, E-0, E-1 to E-3, E-4 to E-6, E-7 and above.
The appraisal form PAR will have to be filled in respect of all such employees who have
served for a period of at least 4 months in the organization during the relevant year.
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Appraisal Year:
The appraisal period is 12 months of financial year between 1 st April of a year to 31st
March of succeeding year.
Appraise:
An appraise is an executive who has worked under the direct control and supervision of
another executive for a min period of 4 months within the time span of 1 stApril to 31st March in a
appraisal year.
Reporting Authority:
Executive under whose direct control and supervision the appraise operates.
Review Authority:
Senior executive who oversees the activities of the appraise and who offers professional
advice to or controls, the first appraiser.
Co-Reviewing Officer:
Senior Officer located in projects take professional guidance from their professional
seniors posted in the regional officer.
Procedure:
PAR is required to be assessed by reporting officer and by reviewing officer.
The reporting officer for writing PAR of a employee of Class 3 or 4 and E-0 level
category will be the executive under whose control the employees is working.
The reviewing officer will be of one grade above the grade of Reporting Officer.
PAR of E-0 & E-6 level executives are being maintained in PAR department at
headquarters.
PAR of E-7 and above are maintained at chairman and managing director office.
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Accepting Authority:
A senior officer who is designated to relook at the performance of the Appraisee and
review the observations of reporting officer and reviewing officer.
Appellate Authority:
Project GM, Group GM, executive director, director, chairman & MD would be appellate
authorities to take decisions on representations of different levels of appraise.
PAR Officer:
PAR activities are a part of personnel function, but the PAR system is essentially based
on support of various departments.
Senior officer is not less than E-4 level.
Grading System:
The overall rating in grading are-
A+ - Exceptional
A - Top Performance
B - Very Good
C - Adequate
D - Inadequate
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9.RECRUITMENT AND PROMOTION
Recruitment and promotion department takes care of recruiting the resources and the Promotion
of ONGC employees.
Recruitment at ONGC takes place only at 2 levels E1 & E5 (at executor level) and class
III (at Staff level)
E1 and E5 level people are inducted from the market and the recruitment at this level is
done by the Corporate Office (Headquarters). At E5 level people with more competencies
are inducted.
Class III Staff level recruitment is done by the Regional office R & P department. They
are inducted at A1 level.
Recruitment is done through 2 streams:
o Campus recruitment
o Open Advertisement
Essential qualifications that are looked into during the recruitment are:
o Age
o Qualification
o Employment registration (employment exchange) for staff level alone.
Rosters:
A system through which SC/ST community and Backward community people are given
privilege and their interests are taken care of.
Age relaxation: Age limit for those who are applying for a vacancy at ONGC.
o General – 30 years,
o OBC – 33 years,
o SC/ST – 35 years
[ “Non creamy” – OBC – Parent’s annual income should not be more than 5lakhs for
getting the above relaxation. Otherwise they fall under the general category. ]
% o recruitment:
o 19% - SC, 1% - ST, 27% - OBC in Tamilnadu
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o 16% - SC, 1% - ST, 27% - OBC in Andarapradash
o 3% - Physically handicapped for notified jobs.
Central board of recruitment – Selection Committee consists of the following:
o One compulsory ST/SC member
o People from respective department.
o Chairman
PROMOTION:
To motivate and give a scope for carrier growth and to reduce employee turnover, the
promotion policies are being formulated.
Executive level promotions:
o After first 4 years of service and latter on after every 6 years of service at ONGC.
o Class I – executive level promotions and the issue of promotion orders are done
by the Corporate Office (Headquarters).
o Appointing authority is the concerned director.
o E1 – E5 level promotions are not vacancy based. (i.e whether there is a vacancy
for the next level or not, Promotion will be given)
o Promotion is done on Jan 1st every year.
o Selection Committee gives the recommendations regarding the promotions.
Class III and IV level promotions: (Staff level)
o Promotion is after every 6 years of service. Appointing authority is the Basin
Manager
o Promotion and issue of orders are done by Regional level
R&P department.
E0 level – Assistant officer (supervisor)
Transit period from class III to class II level. Top of class III level people has to write an
online test called JLT Job Linked Test.
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After every 5 years there is a compulsory job rotation.
10.TRAINING AND DEVELOPMENT
Objectives
To develop entrepreneurship and expertise par excellence through training and retraining.
To prepare executives to meet the strategic business goals in the fast changing environment.
To create a learning environment in order to achieve a competitive edge through leveraging
HR.
To develop training tools and technique to facilitate effective learning.
To organize interactive workshops in upstream industry areas.
To strive for continuous improvement in all aspects of R & P activities through training in
the emerging technologies.
To inculcate quality consciousness.
To promote IT as an instruments of organizational transformation.
To cultivate creative and innovative thinking.
Reducing gap between current and expected level of performance through systematic
enrichment of knowledge, skills and attitudes.
Developing multi-craft skills.
Preparing executives for career advancement.
To impart training to all employees to motivate them towards actualization of their potential.
ONGC Training Institutes:
Training & development in the company is imparted through the following institutes:
1) Institute of management development
2) RTI, Vadodara
3) RTI, Chennai
4) RTI, Mumbai
5) RTI, Assam
6) RTI, Rajahmundry
Functions of Training:
40
To survey existing work force to identify present and future training requirements for
professional and management excellence.
To prepare career linked training plans for officers keeping in view the job rotations in
ONGC.
To prepare the annual training calendar for the company *** consultation with the assets
with respect to the organizational requirement and individual perception.
To prepare common training syllabi for program to be conducted by IMD in association
with RTIs and R&D institutes.
To conduct induction training and training for officer riser from ***
To develop SC/ST and women personnel through special programs.
To conduct training related to technology transfer including initial screening of such
requirements.
To coordinate training abroad.
Induction training and management training, long term training course.
Certifying the employee who have undergone the training.
Procedure for training:
Identify the needs for training.
Plan and implement the training program
Evaluate the effectiveness of the training (test to trainees), for practical training practical
training or evaluation is done.
Evaluating the employee after 2-3 months (feedback), in order to access any
improvement in the performance of employee.
Trainings, where the expenditure is below or up to % lakh does not require any approval.
Basin Manager, RTI head and national level schools head can approve any training.
RTI, Chennai is accredited as recognized training center by the Government of Tamilnadu in Multiskiling Training Center.
Training can be:
A Need based training
For Statutory requirements
Training on new software or program
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Training for outsiders
Repetitive training programs (Annual calendar)
Need based training:
Line mangers may require training to certain employees. This would be to improve their
performance and job knowledge.
Statutory Requirements: Training on
- Carrying out fire fight activities.
- Safety drills
- ONGC holds International Accreditation of drilling training.
o Drilling Man – 2 days + 5 days modules
o Production Man – 2 days + 5 days + 2 days modules
Training on new software or program:
Whenever there is a new software or program being introduced the concerned department may
raise the need for training to their employee. Experts from outside may be called for such
trainings.
Training For Outsiders:
ONGC trains outsiders either on Profit basis or for Collaborating with new teams and concerns.
Goa institute trains outsiders on Profit basis.
RTI, Chennai trained Sweden Security people GNPOC on community development.
Implant training for students.
Repetitive training program (Annual calendar):
Annual training calendar is prepared on January of every year and distributed to various
departments. Various departmental heads specify any other training requirements to the RTI.
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RTI, Chennai initially trained only staff level employees and for the past one year it also trained
executive level employees too.
10.ESTABLISHMENT
Unique department to take care of the status, facilities, processes, transfers, etc., of current
employees of ONGC. Its functions are wide and starts right from an employee are recruited till
his retirement.
Immediately after the recruitment of an employee.
During probation period.
Claims that an employee can make during his employment period.
Promotion orders.
Permission for abroad visits.
Transfer procedures and orders.
Separation (during the retirement and quit)
Immediately after recruitment of an employee:
Collecting all personal details like their educational information, hometown, address,
community details, etc., and record them in the database.
Verification of degree certificates.
Providing and collecting the filled nomination forms(nomination for various benefits like
gratuity, CPF, PRBS, CSSS, etc.,)
Dependency details for facilitating issue of medical cards, etc.,
Posting of newly hired employee.
Police commissioner verification (for the new employees).
Probation period:
Probation period - one year.
Preparation of first report about the employee’s performance at the end of first 6 months
and final report at the end of next 6 months.
Probation clearance – To decide whether to continue probation period for the next 6
months or to conclude it with 1 year for a particular employee.
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The executive levels E0 – E9 needs basin level approval for probation clearance.
Claims during employment:
Claims on children education, membership fee, proforma, EL, loans, LS availing
encashment of leave, briefcase, mobile phone, spectacles,etc.,
Proformas – prior permission from the management of ONGC for buying any immovable
properties.
Permission for accruing immovable property from HR/ER manager before the accrual.
Permission for the movable properties can be even after accruing the property.
Transactions costing more than Rs.25000 are to be recorded.
One way fair is paid or availed.
If availed, then no inclusion of taxes and if encashed, the amount becomes taxable.
Leaves :
Casual leave
Earned leave – 90 days (or less)
Half paid leave
Committed leave – needs submission of medical certificate and fitness certificate.
Maternity leave – fully paid leave (upto 6 months)
Child care leave – for 2 years with pay(without any earned leave or casual leave and at
the discretion of management)
Study leave
Conference leave
Allowances:
Issuing promotion orders as per the headquarter’s instruction.
Transfer orders are issued from the month of September to December.
The orders are sent through controlling officers.
A person is eligible for mining allowance only if he is being posted or transferred to
mining area or field.
Field leave : 1 = 1.5 (days)
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During the separation of an employee:
Collecting the list of retiring employees of that particular year.
Involves collection of no due certificate from all departments. The departments include
loans & advances, asset & accounts, telecommunication, legal, DNA, PCS, material
management, etc .,
Leave Account:
A leave account shall be maintained for every employee, for the various types of leave
and the leave due and the balance at credit shall be worked out therein on each occasion
when leave is granted.
The order sanctioning earns leave / half pay leave to an employee shall indicate the
balance of such leave at his credit.
Leave Fare Assistance:
LFA will be admissible to employees, only if they have completed one year’s
continuous service in the corporation on the date of journey performed by him or his
family as the case may be.
LFA is admissible during leave including casual leave.
LFA will cover the employee and his family.
LFA for a particular calendar year will stand lapsed if not availed by 31st
December of that year.
Separation policy:
Superannuation age at ONGC is 60 years.
HR Executives serve all retired employees and their family members who have settled
down in and around Chennai.
The time for any complaints or claims under this department generally takes 2 – 3 days of
processing.
The following benefits are provided to retiring employees.
Earned leave encashment is allowed up to a maximum of 300 days.
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Good health reward
Gratuity – 31.03.09 – 3.5 lakh
31.03.10 – 10 lakh (Fully received at a single pay then it is fully taxable)
or If 3.5 lakh is received now and remaining 6.5 lakh is agreed to receive
latter, then 3.5 lakh taxable and 6.5 lakh is non taxable.
(Basic + DA + Higher quality incentive) * 15.26% * Number of completed years
Whichever is less is paid to the employee under Gratuity.
Contributory Provident fund amount:
- Employee and employer equally contribute – 12.5% of salary. Salary here
includes Basic + DA.
- Interest is compounded every month on the accumulated amount of this
contributory fund.
PRDS – Post Retirement Death in Service.
CSSS – Composite Social Security Scheme the amount varies from level to level.
Contribution:
- Union category – RS 470 Per Month
- Supervisory level – RS 525 Per Month
- Executive level – RS 560 Per Month
Interest @ 5 % interest is compounded.
EPS 95 – Employee Pension Scheme 95. this amount is contributed by Government.
Medical Fee – According to their respective levels the employees pay life
membership and they are provided with all medical facilities with par to the current
employees.
If Employee died while in service:
The family of the employee who expired during his service receives the following benefits:
Gratuity, Casual Leave Encashment, CPF, PRDS, etc
Spouse will get pension at high rate.
CSSS on death of an employee:
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Union category – 15 lakh Supervisor - 17.3 lakh Executive – 20 lakh
EPS – Widow + Child
Medical Facility – On payment of respective membership fee,
The SP, eligible children and their dependent parents can avail medical facilities from
ONGC hospitals both as In Patient and Out Patient.
CONCLUSION
A thorough assessment was made through this internship in the field of
Human resource. ONGC, which is a public sector has several policies and facilities
pertaining to welfare of employees. HR department takes responsible for all the
development actitives of the organisation’s employee.
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