Pay n Allowances Hrm 2011 12

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CONTENTS

RULE TITLE PAGE

1.0 Title and commencement 209

2.0 Applicability 209

3.0 Fixation of pay on initial appointment 209

4.0 Fixation of Pay on Promotion 212

5.0 Fixation on pay on reduction to lower post\scale of pay 213

6.0 Drawl of Increment 213

7.0 Removal of anomalies in pay fixation 217

8.0 General 218

Appendix-I Fixation of pay of deputationists from central government 219

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PAY FIXATION RULES

1.0 TITLE AND COMMENCEMENT

These rules will be called SJVN Pay Fixation Rules.

2.0 APPLICABILITY:

The rules shall be applicable to all employees appointed to posts in the regularestablishment of the Company including:

i) Probationers;

ii) Lien Holders;

iii) Deputationists on foreign service terms; and But shall not be applicable to:

a) Apprentices engaged under the Apprentices Act, 1961.

b) Muster roll, Daily rated, Casual, Badli or Substitute employees;

c) Apprentices/Trainees on fixed stipend/remuneration engaged underCompanys own Training Schemes

d) Those appointed on consolidated salary.

3.0 FIXATION OF PAY ON INITIAL APPOINTMENT

3.1 Direct Recruitee

The initial basic pay of an employee newly appointed to a post under the Companyshall be fixed at the minimum of the scale of pay to which he is appointed, exceptin the following cases:

i) After carrying out due process of selection if departmental candidates areselected for higher posts which involves higher responsibilities and payscales, thier Pay will be fixed as on promotion.

ii) In the case of person who are already in employment with the CentralGovernment, State governments, Public sector Undertakings or other Publicbodies, pay on appointment to a post under the Company will be fixed at thestage in the scale that total emoluments (comprising of pay and DA) beingdrawn in the previous employment are protected and if there is nocorresponding stage in the scale, at the next higher stage. Herein pay includesBasic Pay, Interim Relief/Adhoc pay, NPA and Personal Pay.

iii) Over and above to para (ii) above maximum 5 increments may be grantedwith the approval of Appointing Authority by considering following:

a) One increment if next increment is due within three months.

b) Abundance/Scarcity in a discipline viz-a-viz the requirement ofCompany.

c) Recommendation of Selection Committee on the basis of performancein the interview.

d) Any other aspects.

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3.2 Re-employed Pensioners

3.2.1 No protection of the scales of pay of the post held by them prior to retirement shallbe given.

3.2.2 In all cases where the pension is fully ignored, the initial pay on reemploymentshall be fixed at the minimum of the scale of pay of the reemployed post.

3.2.3 In cases where the entire pension and pensionary benefits are not ignored for payfixation, the initial pay on reemployment shall be fixed at the same stage as thelast pay drawn before retirement. If there is no such stage in the reemployed post,the pay shall be fixed at the stage below that pay. If the maximum of the pay scalein which a pensioner is reemployed is less than the last pay drawn by him beforeretirement, his initial pay shall be fixed at the maximum of the scale of thereemployed post. Similarly, if the minimum of the scale of the pay in which apensioner is reemployed is more than the last pay drawn by him before retirementhis initial pay shall be fixed at the minimum of the scale of pay of the reemployedpost. However, in all these cases, non-ignorable part of the pension shall be reducedfrom the pay so fixed.

3.2.4 The reemployed pensioner will in addition to pay as fixed under Rule 3.2.3 aboveshall be permitted to draw separately any pension sanctioned to him and to retainany other form of retirement benefits.

3.2.5 In the case of persons retiring before attaining the age of 55 years and who arereemployed, pension (excluding pension equivalent of gratuity) shall be ignoredfor initial pay fixation to the following extent:

i) In the case of Service Officers and officers holding Group A posts on thecivil side, the first Rs. 1500/- of pension; and

ii) In the case of service personnel below Commissioned officer rank and Officerholding Group B or lower post on the civil side at the time of retirement,the entire pension.

3.2.6 Re-employed Pensioners means a pensioner who have superannuated or voluntaryretired or discharged before appointment in SJVN but does not include separationon account of resignation.

3.3 FOR DEPUTATIONISTS:

3.3.1 For deputationists from Central government

Pay of the employees of central government appointed in the corporation ondeputation to posts carrying same / higher scale of pay shall be fixed in accordancewith the deputation/ Foreign Service rules of the Central Government as amendedfrom time to time. The present rules regarding pay fixation of the Govt. are detailedat Appendix-I.

3.3.2 For deputationists from other than Central government

3.3.2.1 The terms and conditions of deputation will be decided by mutual agreementbetween the lending organization, employee concerned and the SJVN. On thebasis of agreement, if an employee opts for pay scales of SJVN within one month

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of deputation, the pay will be fixed in the following manner.

Basic pay in the grade of the post held in the parent department/organization immediately before transfer to SJVN.

A

Dearness Pay + DA + Interim relief or adhoc relief + Personal Pay. B 5% of A subject to maximum of Rs. 500/- C Gross= A+B+C D DA as admissible in the SJVN on the appropriate stage. E Total Pay D(-)E

3.3.2.2 The pay in the scale of pay under SJVN will be fixed at a stage equal to TotalPay. If there is no such stage the pay will be fixed at the stage in the scaleimmediately next higher stage. In no case, the pay thus fixed should exceed themaximum of the pay scale. Total pay falling short of the minimum of the scale, thepay will be fixed at the minimum.

3.3.2.3 Special pay and local/compensatory allowance, house rent allowance, projectallowance, conveyance allowance or any other allowances or perquisites of anynature shall not be taken into account.

3.3.2.4 When an employee on deputation to the Company gets a promotion in his parentdepartment/organization or if the scale of pay of the post in his parent department/organization or SJVN undergoes a change, the pay of the employee shall berefixedin the scale of the Company with effect from that date in accordance with theformula given above by taking into account his basic pay and other elementsmentioned above in his parent department/organization on that date, if however,such refixation of pay is not beneficial to the employee, he may continue to drawhis existing pay and allowances in the SJVN scale.

3.3.2.5 However in case of promotion from one grade to another in SJVN, made with theprior concurrence of the parent department/organization pay will be refixed inaccordance with the pay fixation rules of SJVN, taking into account the pay drawnby him in the SJVN before promotion. In the event of a reduction in rank of theemployee in the parent department/organization while on deputation to SJVN theemployee shall continue to draw the pay and allowances already fixed in the SJVNscale, so long as he continues to hold a post in the same grade in SJVN

3.4 Lien Holder

3.4.1 For employees who keep a lien in their parent Department:-

a) In the case of incumbents who join the corporation from Central governmentafter retaining their lien their pay shall be fixed initially as per Governmentof India Orders. However, on termination of lien with the parent organizationtheir pay will be refixed from the date of their joining the Corporation withreference to the recommendation of the Selection committee as approved bythe Appointing authority but no arrears shall be paid for the period unto thedate of termination of lien in the Parent Department.

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b) In the case of employees drawn from State Governments, Central / StateGovernment Undertakings, where there is no objection from the concernedparent departments / organizations, they will be allowed the Pay asrecommended by the Selection Committee (and approved by the Appointingauthority) at the time of Selection, from the date of joining the Company,irrespective of the fact whether they retain a lien or not, in their parentdepartment. Where however, the parent department objects, to the fixationof pay as above, the principle detailed in para (a) above will be followed.

3.5 Deputationists on absorption.

3.5.1 At the time of absorption the pay of an employee who had opted for his parent payscale while on deputation to SJVN shall be fixed in the similar manner as indicatedin rule 3.3.2.1 to3.3.2.2. However, in cases where such fixation of pay on permanentabsorption results in drop in the emoluments drawn by the employee, the differencebetween the pay so fixed and pay plus Deputation (Duty) Allowance drawn priorto absorption may be allowed as Personal Adjustment out of which first 500 willbe absorbed in future increases in pay. In case, an employee absorbed after 4 yearsof deputation (when no Deputation Allowance is admissible) pay be fixed byrestricting to Pay + Deputation Allowance which the employees would have gotimmediately before permanent absorption had it not been discontinued at the endof 4thyear of deputation. Here pay means basic and or DA.

4.0 Fixation of Pay on Promotion:

4.1.1 When an employee is promoted to the next higher post, his basic pay in the promotedpost shall be fixed after allowing one notional increment @ 3% of basic pay in thepre-promoted scale of pay and rounding off to next multiple of Rs. 10.

Provided that if an employee is promoted from S4 to E2 level before completing3 years period at S4 level, no promotional benefit shall be allowed and onlyplacement in higher post/scale of pay shall be considered by protecting pay drawnby the employees at S4 level. Similarly, employees at W7 and above level ispromoted to S1 level before completing eligibility period, no promotional benefitwill be allowed and pay fixation will be done by protecting pay.

4.1.2 If an employee is drawing pay at the maximum or higher than the maximum of thepre-promotional scale, his pay will also be fixed in the manner indicated above byadding one notional increment at the rate of last increment in the pre-promotionscale. If pay fixed in such a manner happens to be more than the maximum of thepromoted pay scales, the pay shall be fixed at the maximum of the promoted scaleof pay and difference shall be allowed as Personal Pay which will be treated asBasic Pay for all purposes to be absorbed in future promotion/revision.

4.1.3 If the date of annual increment in the pre-promotion scale of an employee happensto coincide with his date of promotion, his pay in the pre-promotion pay scale, tobe reckoned for the purpose of pay fixation referred to in rule 4.1.2 above, will bethe pay which would have been his pay after drawl of increment.

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4.1.4 In case pay fixed in above manner happens to be lower than minimum ofPromotional Scale, the pay scale be fixed at the minimum of the PromotionalScale.

4.1.5 In case of proforma promotion, pay shall be fixed in manner as specified underClause 4.1.1, 4.1.2, 4.1.3 & 4.1.4 from the date of promotion. However, no arrearshall be paid for deputation period.

4.2 Provision regarding departmental trainees:

4.2.1 A departmental trainee i.e. serving employee of the company subsequently selectedas Trainee/Apprentice under the Companys own Training Scheme will be allowedthe same stipend as admissible to other trainees of his category.

Provided, however, that where the stipend is less than the sum total of his pay anddearness allowance which he would have drawn, the same will be protected.

4.2.2 The pay of a departmental trainee, on successful completion of his training, willbe fixed at the minimum of the pay scale of the post in which he is regularized.

Provided, however, that where the basic pay which he would have drawn in thelower post/scale is more than the minimum of the pay scale, the pay will be fixedat the corresponding stage if it coincides with a stage in the higher pay scale and atthe next higher stage if it does not so coincide.

5.0 Fixation of pay on reduction to lower post/scale of pay.

In case of reduction to a lower post/scale of pay as a measure of penalty, transfer toa lower post/scale of pay on written request of the employee, re-employment in alower post/scale of pay as a measure of rehabilitation on account of being declaredmedically unfit for holding/discharging the duties of the previous post or otherwise,the pay of an employee will be fixed in the lower scale of pay in such a manner thatpay drawn in the previous post is protected subject to the condition that it wouldnot exceed the maximum of the pay scale of the lower post. If there is no appropriatestage in the lower scale of pay, the pay will be fixed at next lower stage and thedifference will be paid as Personal Pay, not to be absorbed in future increments.

6.0 Drawal of Increment.

6.1 The following will count for increment.

i) service rendered in a post in equivalent or higher grade;

ii) all kinds of leave other than Extra Ordinary Leave.

iii) joining time in continuation of duty;

iv) joining time in continuation of leave if the last day of the leave immediatelybefore the commencement of joining time counts for increment in thepost; and

v) foreign service.

6.2 The following shall not count for increment:

i) EOL for (3) three months or more on any account including on Medical ground.

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ii) Period for suspension unless ordered otherwise by the disciplinary/appellate/reviewing authority;

iii) Period of overstay of sanctioned leave unless regularized by grant ofleave; and

iv) Period of overstay of joining time unless regularized by grant of leave.

6.3 The first increment in a scale of pay shall be drawn from the first date of thequarter (referred to as standard dates hereinafter) falling in the next calendar yearas detailed below:

Employees appointed or promoted between Standard dates.

i) 1st January and 31st March 1st January.

ii) 1st April and 30th June 1st April

iii)1st July and 30th September 1st July.

iv) 1st October and 31st December 1st October.

Provided that where the appointment/promotion is subject to probation for aspecified period, the increment shall be granted only after satisfactory completionof probation, but from the dates as applicable and as indicated above.

Provided further that where completion of probation period is held up due to wantof satisfactory reports about character and antecedents and/or medical examinationreports, an employee may be granted annual increment at the discretion of themanagement if the delay in getting medical/character and antecedents reports isnot directly attributable to the employee concerned.

6.3.1 In case of extension of the period of probation, no increment shall be granted tillprobation is satisfactorily completed. In case probation has been extended for threemonths or more but less than 6 (six) months, the date of increment will be shiftedfrom 1st January to 1st April, 1stApril to 1st July, 1st July to 1st October and 1st

October to 1st January as the case may be. The same principle will be followed forthe period of Probation Extension in excess of three months of six months, ninemonths or one year and so on.

6.3.2 In respect of a departmental trainee who is allowed protection of basic pay anddearness allowance in terms of rule 4.3 annual increments(s) occurring during theperiod of training will be regulated in a manner as if he continues to hold hisprevious post.

6.3.3 EOL taken on any account including on medical ground will not count for increment.In case, where the Extra-ordinary Leave is 3 (three) months or more but less than6(six) months during incremental year to which the increment pertains, the date ofincrement will be shifted from 1st January to 1st April, 1st April to 1st July, 1st July to1st October and 1st October to 1stJanuary as the case may be. The same principlewill be followed for the period of EOL in excess of three months of six months,nine months or one year and so on.

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6.3.4 In case of stoppage/withholding of increment as a measure of penalty for a specifiedperiod, no increment will accrue during such period, on the expiry of the specifiedperiod, the employee will draw the pay which would have been drawn by him hadno such penalty been imposed unless the punishment order states that the penaltywill have a cumulative effect. If the punishment order states that it will havecumulative effect, then on the expiry of the period of penalty, the employee shallnot be allowed the increment which he would have drawn. In other words, he willbe allowed the increment at the rate next to the pay drawn by him, after the expiryof the period of penalty.

6.3.5 In case of reduction to a lower post/ scale of pay as a measure of penalty, the nextincrement in the lower post/scale of pay will be drawn on his usual incrementdate. In other words the pay of the employee will be raised by one increment fromthe stage to which his pay had been reduced due to imposition of penalty on hisusual increment date in the time scale.

6.3.6 In case of reduction to a lower post/scale of pay for a specified period as a measureof penalty, the next increment will be drawn as per rule 6.3.5. However at the timeof restoration Disciplinary Authority may decide to fix the pay in the followingmanners.

i) The Pay of employee be fixed at the same stage to which he would havebeen entitled to had no such penalty been imposed.

Or

ii) The pay of the employee be fixed by not treating the period of reductionfor notional increment of restored post/scale of pay subject to protectionof pay drawn by employee in lower post/scale of pay at the time ofrestoration. If there is no appropriate stage in the scale of pay to which heis restored, the pay will be fixed at next higher stage.

6.3.7 If an order of penalty of stoppage/withholding or increments or reduction to lowerstage in a time scale or reduction to a lower post/scale of pay is modified by thecompetent/appellate/reviewing authority on appeal or review the period from theeffective date of imposition of such penalty by the disciplinary authority to thedate on which the order of penalty is modified will count for the purpose ofincrement in the post/scale of pay which he was holding immediately beforeimposition of the penalty or in other post which he would have held but for theorder of penalty, to the extent the modified order permits of such counting.

6.3.8 If an order of penalty of stoppage/withholding of increments or reduction to alower stage in a time scale or reduction to a lower post/scale of pay is set aside bythe Appellate/Reviewing Authority on appeal or review, service rendered by anemployee at the stage the increment was stopped/withheld or in the lower stage inthe time scale or in the lower post/scale of pay from the effective date of impositionof such penalty to the date on which the order of penalty is set aside will count forincrement in the post/scale of pay which he was holding immediately prior to

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imposition of the penalty provided that he would have continued to hold that post/scale of pay but for the order of penalty.

6.4 Notwithstanding anything contained hereinbefore, the first increment in case ofdeputationists, in whose case the pay fixation on absorption is done on the basis ofpay drawn in parent pay scale immediately before the date of absorption, shall bedrawn from the relevant standard dates with reference to their respective date ofdrawl increment in the parent pay scale immediately prior to their effective date ofabsorption.

6.4.1 If an employee at the time of absorption has already drawn increment in the ParentPay in respect of quarter as specified in Column No. 1 of the table under Rule 6.3,in such cases next increment will be drawn as per Rule 6.3.

6.4.2 Further at the time of absorption the increment is due in Parent Pay within thequarter in which employee absorbed in SJVN in such cases the increment may beallowed at the time of joining and the next increment will be drawn in SJVN as perRule 6.3.

6.4.3 The second and subsequent increments in a scale of pay shall be drawn oncompletion of one years service from drawl of the last increment from either ofthe four standard dates as mentioned earlier.

6.5 An employee who stagnates at the top of his pay scale will be allowed one incrementat the rate of last increment in his pay scale on completion of two occasions onwhich he would have been entitled for increments provided the employee gets aperformance rating of Good or above. The number of increments to be so grantedshall be limited to the maximum of 3 in a particular scale of pay provided theemployee is otherwise eligible for grant of such increment but for his stagnating atthe maximum of the pay scale. Stagnation increments shall be treated as basic payfor all purposes except for grant of further stagnation increment(s).

6.5.1 In respect of Executive if Basic Pay and Special Pay reach the maximum of thepay scale, the employee will be allowed stagnation increments at the rate of lastincrement, subject to following conditions:

a) Stagnation increment shall be released on the anniversary date of incrementand will be paid as Stagnation Pay which shall be treated as Basic Payfor all purposes except for promotion benefit.

b) Grant of such increments shall be limited to maximum of three occasionsonly.

c) The due date of increments should fall within the pay revision period of1.1.97 to 31.12.2006.

6.5.2 Provided further that his stagnation does not arise out of his reduction to a lowerpost/scale of pay for any reason whatsoever or due to his refusal to accept thepromotion offered to him.

6.6 Annual increments wherever applicable will be drawn as a matter of course by theconcerned Finance and Accounts Department unless it is withheld by specific

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order in writing of the competent authority. In the case of probationers the firstincrement shall be granted only on a specific order/communication from theconcerned Personnel Department.

6.7 Treatment of Special Increment for promoting Small Family Norms

The Special Increment drawn by the employees in parent/previous organizationcadre for promoting Small Family Norms before absorption to SJVN/appointmentshall be paid at the same rate as drawn by employee in parent/previous organization.However, SJVN shall consider revision in rate of special increment in case sameis revised in parent/previous organization of the employees.

7.0 Removal of anomalies in pay fixation

7.1 If an employee promoted to a post draws a lower rate of pay in that post in relationto another employee junior to him in the lower grade and promoted subsequentlyto the same higher post, the pay of the senior employee in the higher post will bestepped upto a figure equal to the pay fixed for the junior employee in that higherpost. This will be done with effect from the date of promotion of junior employeeand shall be subject to the following conditions.

i) the anomaly has arisen directly as a result of the application of normalpay fixation rules;

ii) the scales of pay of the corresponding lower and the higher posts of boththe senior and junior employees are identical.

iii) Both the junior and the senior employees should belong to the same cadreand line of promotion and the posts in which they have been promotedare identical and in the same line of promotion:

iv) The employee whose pay is to be stepped up is senior both in the higheras well as the lower posts/scale of pay; and

v) The benefit of stepping up can be allowed to the senior employee only ifhe was not drawing or would not have been drawn less pay in the lowerpost than his junior. For this purpose, comparison of pay has to be madefirst in the lower post when an anomaly arises in the higher post. A notionalfigure for the senior employee is to be arrived at in the lower post andthen compared with his junior in the lower grade just before the promotion.

Provided that provision contained in these rules shall not be invoked if inthe lower post the junior employee drew a higher rate of pay than hissenior.

7.2 If any employee promoted to a post draws a lower rate of pay in that post inrelation to the pay he would have drawn in the lower post but for his promotion,his pay will be stepped up by one increment in the higher post/scale of pay. Thiswill be done with effect from due date of his increment in the lower post/scale ofpay.

7.3 In cases where the pay is stepped up under the above rules or under the provisionscontained elsewhere under these rules, the next annual increment subsequent to

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the date of which pay is so stepped up shall be drawn only from the relevantstandard date falling in the next calendar year and not from the original due dateof increment.

8.0 General

8.1 Fixation of pay shall be the responsibility of the concerned Personnel Department.However, in cases of pay fixation on a deputationist/lien holder and appointmentof re-employment pensioners, the concerned Personnel Department will fix thepay in consultation with Corporate Personnel Department

8.2 Incase of any doubt in regard to interpretation of any provision of these rules andalso in respect of cases not covered by these rules, the matter will be referred toCMD/D(P) whose decision shall be final and binding.

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Appendix-I

FIXATION OF PAY OF DEPUTATIONISTS FROM CENTRAL GOVERNMENT

1.0 Exercise of option:

1.1 An employee appointed on deputation may elect to draw either the pay in scale ofpay SJVN or his basic pay in the parent cadre plus Deputation (Duty) Allowancethereon plus personal pay, if any.

1.2 The SJVN should obtain the option of the employee within one month from thedate of joining in SJVN unless the employee has himself furnished the option.

1.3 The option once exercised shall be final. However, the employees may revise theoption under the following circumstances which will be effective from the date ofoccurrence of the same:-

a) When he receives proforma promotion or is appointed to non-functionalselection grade in his parent cadre;

b) When he is reverted to a lower grade in his parent cadre;

c) When the scale of pay of the parent post on the basis of which hisemoluments are regulated during deputation/foreign service or of the ex-cadre post held by the employee on deputation/foreign service is revisedeither prospectively or from a retrospective date;

d) Based on the revised/same option of the employees, in the event ofproforma promotion/appointment to non-functional Selection Grade,revision of scales of pay in the parent cadre, the pay of deputationistswill be refixed with reference to the revised entitlement of pay in theparent cadre. However, if the initial option was for the pay scale of thedeputation post and no change in option already exercised is envisaged,the pay already drawn in deputation post will be protected if the payrefixed is less.

Note:- Revision in the rates of DA, HRA or other allowances either in theparent or borrowing organization shall not be an occasion for revision of theearlier option.

1.4 If the pay of an employee in his cadre post undergoes downward revision, the payin the SJVN post is also liable to be refixed on the basis of revised pay and inaccordance with the revised option or existing option, if the employee does notrevise his option.

2.0 Pay fixation.

2.1 When an employee on deputation elects to draw pay in the scale of pay of SJVN,his pay shall be fixed as under:

a) When the pay scale of the post in the parent cadre and that attached toex-cadre post are based on same index level and the DA pattern is alsosame, the pay may be fixed under the normal fundamental rules.

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b) If the appointment is made from a post whose pay structure and/or DApattern is dissimilar to that in the parent organization, pay may be fixedby adding to his grade pay, one increment in his scale of his regularparent post (and if he was drawing pay at the maximum of the scale, bythe increment last drawn) and equating the pay so raised plus dearnessallowance (and additional or adhoc dearness allowance, interim relief,etc., if any) with emoluments comprising of Pay plus DA, ADA, InterimRelief, etc., if any, admissible in the borrowing organization and the paymay be fixed at the stage in the pay scale of the ex-cadre post at whichtotal emoluments admissible in ex-cadre post as above equal theemoluments drawn in the cadre and if there is no such stage, the pay maybe fixed at the next higher stage;

c) Pay fixed under (i) and (ii) shall neither be less than the minimum of thescale of the ex-cadre post nor shall it exceed the maximum of that scale.

3.0 Deputation (Duty) Allowance.

3.1 The deputation(duty) allowance admissible shall be at the following rates w.e.f.1st Sept., 2008:-

a) 5% of the employees basic pay, subject to a maximum of Rs. 2,000 p.m.when the deputation is with in the same station;

b) 10% of the employees basic pay, subject to a maximum of Rs. 4,000/-p.m. in all other cases.

The Deputation (Duty) Allowance as above shall be further restricted as under-

i) Pay plus Deputation (Duty) Allowance does not exceed the maximum ofscale of pay of ex-cadre post;

ii) In the cases where pay scales are dissimilar, then pay plus Deputation(Duty) Allowance plus DA/ADA/IR etc., does not exceeds the pay at themaximum of Ex-cadre post plus DA and IR, etc., thereon.

iii) Pay plus Deputation (Duty) Allowance as above shall at no time exceedRs. 22,400 p.m.

3.2 Whenever extension of the period of deputation for the fifth year or the secondyear in excess of the period prescribed in the Recruitment Rules is granted, itwould be on the specific understanding that the officer would not be entitled todraw Deputation( Duty) Allowance. The officers who opted to draw pay in thescale of the ex-cadre post shall, however, continue to draw pay in that scale duringthe extended tenure also.

3.3 In cases where a person on deputation/foreign service is transferred by theborrowing authority from one station to another without any change in the postheld by him, the rate of Deputation (Duty) Allowance will remain the same as wasdecided at the time of initial posting and will not undergo any change.

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Note:- The provisions contained in the Annexure are the summary of CentralGovernment Rules regarding fixation of pay of deputationists during the period ofdeputation. These may be considered only as a guide. Detailed rules and regulationson the subject are contained in Appendix-5 of FRSR Part-1 (15th Edition ofSwamis Compilation) as amended from time to time which may be referred to forfurther guidance.

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PAY AND ALLOWANCES

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CONTENTS

RULE TITLE PAGE

1. Pay Scales 227

2. DA Pattern 229

3. Cafeteria of Perks and Allwoances 231

4. Location Based Allowances 243

5. House Rent Allowance Rules 247

6. Dress Code Allowance 253

7. Incentive Scheme for Serving at Non-family Stations 259

8. Nightshift Allowance 266

9. Non-Practicing Allowance 267

10. Cash Handling Allowance 267

11. Free Electricity 267

12. Perks and Benefits to Executive/Engineer Trainees 269

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PAY SCALES

1. Executive

levels Provisional pay scales w.e.f. 01.01.97

Notional Scales from 01.01.97

Revised Scales w.e.f. 1.1.2007

E2 8600-330(2)-350-370-380-400-420-430-450-470-490-510-530-540-14600

8600-250-14600 20600-3%-46500

E2A 10750-420-430-450-470-490(2)-530-540(3)-550(2)-16750

10750-300-16750 24900-3%-50500

E3 13750-550-575-600-610-620-625-685(2)-18700

13750-350-18650 29100-3%-54500

E4 16000-660-685(4)-700(2)-20800

16000-400-20800 32900-3%-58000

E5 17500-630-685(2)-700(4)-22300

17500-400-22300 36600-3%-62000

E6 18500-700(2)-730-750-780-850-890-23900

18500-450-23900 43200-3%-66000

E7 19000-730-740-750-760-770-800-850-24400

19000-500-24000 51300-3%-73000

E7A 19500-750-810-845-880-910-945-960-25600

19500-500-25500 51300-3%-73000

E8 20500-670(2)-850-900-950-980(2)-26500

20500-500-26500 51300-3%-73000

E9 20500-670(2)-850-900-950-980(2)-26500

20500-500-26500 plus Rs. 1000 as Special Allowance Pay

51300-3%-73000 plus Rs. 3500 as PP which will be treated as basic pay for all purposes

62000-3%-80000*

* Effective from September, 2010

a. Induction of Executives including Executive Trainees will be made in thescale of Rs. 20600-46500. On regularization, ETs will be placed in the payscale of 24900-50500.

b. On promotion to the Executive cadre, Supervisors will be placed in the payscale of Rs. 20600-46500.

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2) Supervisor

Grade Pay Scales (w.e.f. 01.01.1997) Pay Scales (w.e.f. 01.01.2007)

S-1 7300-12660 16000-35500

S-2 7900-13700 17000-37000

S-3 8600-14920 18500-40000

S-4 9300-15590 20000-42500

3) Workmen

Grade Pay Scales (w.e.f. 01.01.1997)

Pay Scales (w.e.f. 01.01.2007)

W1 4400-8430 10500-23000

W2 4700-9010 11000-24500

W3 5000-9580 11500-26000

W4 5400-10350 12500-27500

W5 5800-10790 13500-29500

W6 6200-11200 14500-32000

W7 6700-11750 15500-34500

W8 7300-12660 16000-35500

W9 7900-13700 17000-37000

W10 8600-14920 18500-40000

RATE OF ANNUAL INCREMENT

Grade Rate of Increment

Workmen/Supervisors 3%

In all the categories viz Executive/Supervisor/Workmen the amount of eachincrement shall be rounded off to the next Rs.10/- (Rs. Ten).

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DA PATTERN

a) The Industrial DA at AICPI-126.33 as on 01.01.2007 admissible in the pay scalewould be nil as the amount of IDA as on 01.01.2007 has been merged in the payscale. The first installment of DA would become due on 01.04.2007 over andabove of AICPI-126.33.

b) DA installments would be released 4 times a year w.e.f. 1st January, 1st April, 1st

July and 1st October.

c) The percentage increase in the quarterly average of the AICPI for the period endingFebruary, May, August and November over index 126.33 would be taken uptoone decimal point.

d) The rate of compensation over the basic pay at index average of 126.33 is also inwhole numbers with fractions carried forward.

e) The percentage neutralization in different pay ranges would be 100%.

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CAFETERIA OF PERKS & ALLOWANCES

1.0 Introduction:

As per DPE guidelines Cafeteria approach shall be adopted for other perquisites& allowances allowing employees to choose from a given set or cafeteria ofperquisites and allowances.

2.0 Admissibility

2.1 Cafeteria will be applicable to the following:

a) Employees on regular rolls of SJVN.

b) Executive Trainees.

c) Employees posted at Nepal/Bhutan.

e) Deputationists as on 26.11.08.

f) Employees sponsored for higher studies by the Company.

2.2 Following categories of employees will not be entitled for Cafeteria

a) Employees under suspension.

b) Employees on Study Leave,

c) Employees on EOL on any grounds.

3.0 Ceiling for Cafeteria

3.1 Based on the expenditure incurred on maintaining and running of infrastructurefacilities such as schools, hospitals, clubs etc. and amount protected on account ofLocation Based Allowance, the value of monetisation will be reviewed every yearand accordingly the ceiling of cafeteria will be determined.

3.2 For the period from 26.11.08 to 31.03.2011 the applicable ceiling for Cafeteriawill be 47% of revised basic pay

4.0 Option for Cafeteria:

4.1 Employees will be required to exercise their option under Cafeteria once at thebeginning of every financial year. Payment shall be made as per option exercisedsubject to the prescribed ceiling. On transfer, employee will have discretion tochange the option.

4.2 Details of Cafeteria applicable to Executives is enclosed at Annexure-I whereasCafeteria applicable to Non-Executive is detailed at Annexure-II.

4.3 Formats for exercising option by Executives & Non-Executives are placed atAppendix-I & II.

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5.0 Within the applicable/prescribed ceiling of Cafeteria, Sodexo Meal Vouchers ofRs.1500/- shall be provided to employees posted at Shimla/NJHPS/RHEP/LHEP/DSHEP/Delhi/Parwanoo/Dehradun, and the procedure of the same is detailed atannexure-III:.

6.0 Payments under Cafeteria shall be subject to Income Tax. Vouchers/documentaryevidence, if required, can be submitted for claiming exemption under IT Act.

7.0 D(P)/CMD will be competent to make any change in cafeteria including theceiling of cafeteria so arrived at within the prescribed ceiling of DPE guidelines.

*****

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Annexure-I

CAFETERIA IN RESPECT OF EXECUTIVES

Sr. No.

Perks & Allowances % of revised Basic Pay

1 Canteen Allowance/Meal Vouchers viz. Sodexho etc.

7.5%

2 Children Education Reimbursement 10%

3 Hostel Subsidy 10%

4 Professional Updation Allowance 10%

5 Conveyance/Transport Allowance 5%

6 Washing Allowance 5%

7 Reimbursement of expenditure on vehicle repair & maintenance.

5%

8 Domestic Help Allowance 10%

9 Newspaper/Professional Literature Reimbursement 5%

10 Driver Allowance 10%

11 House Upkeep Allowance 5%

12 Self Development Allowance 15%

13 Club Membership 10%

14 Gardener Allowance 10%

15 LTC 15%

16 Other Allowances 10%

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Annexure-II

CAFETERIA IN RESPECT OF NON-EXECUTIVES

Sr. No.

Perks & Allowances % of revised Basic Pay (upto)

1. Canteen Allowance/Meal Vouchers 7.5%

2. Children Education Reimbursement

Child 1

Child 2

Hostel Subsidy

Child 1

Child 2

5%

5%

5%

5%

3. Conveyance/Transport Allowance 5%

4. Washing Allowance 5%

5. Reimbursement of expenditure on vehicle repair & maintenance.

5%

6. Electricity Reimbursement 10%

7. Newspaper/Professional Literature Reimbursement

5%

8. Internet Allowance 5%

9. House Upkeep Allowance 5%

10. Self Development Allowance 15%

11. Furnishing Allowance 10%

12. Gas/Fuel Allowance 10%

13. LTC 15%

14. Computer Allowance 10%

15. Patient Care Allowance 10%

16. Other Allowances 10%

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Appendix-I

OPTION BY EXECUTIVES UNDER "CAFETERIA"

A. Name of the employee :

B. Designation/Deptt. :

C. Employee No. :

D. Period :

Sr. No. Perks & Allowances % of revised Basic Pay

1. Canteen Allowance/Meal Vouchers viz. sodexho etc. 7.5%

2. Children Education Reimbursement 10%

3. Hostel Subsidy 10%

4. Professional Updation Allowance 10%

5. Conveyance/Transport Allowance 5%

6. Washing Allowance 5%

7. Reimbursement of expenditure on vehicle repair & maintenance.

5%

8. Domestic Help Allowance 10%

9. Newspaper/Professional Literature Reimbursement 5%

10. Driver Allowance 10%

11. House Upkeep Allowance 5%

12. Self Development Allowance 15%

13. Club Membership 10%

14. Gardener Allowance 10%

15. LTC 15%

16.

Other Allowances 10%

I hereby opt for the above perquisites and allowances for the financial year___________restricted to 47% of Basic Pay.

Date Signature of Employee

For use in F&A Deptt.

1. Maximum entitlement of Perks & Allowances of employee:..

2. Total amount opted by the employee:

********

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Appendix-II

OPTION BY NON-EXECUTIVE UNDER "CAFETERIA"

A. Name of the employee :

B. Designation/Deptt. :

C. Employee No. :

D. Period :

I hereby opt for the above perquisites and allowances for the financial year___________restricted to 47% of Basic Pay.

Date Signature of Employee

For use in F&A Deptt

1. Maximum entitlement of Perks & Allowances of employee:..

2. Total amount opted by the employee:

********

Sr. No. Perks & Allowances % of revised Basic Pay (upto)

1. Canteen Allowance/Meal Vouchers 7.5% 2. Children Education Reimbursement

Child 1 Child 2 Hostel Subsidy Child 1 Child 2

5% 5% 5% 5%

3. Conveyance/Transport Allowance 5% 4. Washing Allowance 5% 5. Reimbursement of expenditure on vehicle repair &

maintenance. 5%

6. Energy Conservation Allowance 10% 7. Electricity Reimbursement 10% 8. Newspaper/Professional Literature Reimbursement 5%

9. Internet Allowance 5% 10. House Upkeep Allowance 5% 11.

Self Development Allowance/Personality Encashment

15%

12.

Furnishing Allowance 10%

13. Gas/Fuel Allowance 10%

14. LTC 15% 15.

Computer Allowance 10%

16. Patient Care Allowance 10%

17. Other Allowances 10%

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Annexure-III

Sodexo Meal Vouchers

Under Cafeteria of Perks and Allowances Sodexo Meal Vouchers of (Max. Rs. 1500/-)shall be provided to employees posted at Shimla/ NJHPS/RHEP/ LHEP/ DSHEP/ Delhi/Parwanoo /Dehradun, within the existing ceiling of 47%, as per the following procedure:

1) Sodexo Meal Vouchers shall be extended only to those employees, who select theoption of Canteen Allowance/Meal Voucher under Cafeteria.

2) Sodexo Meal Voucher will be paid (in multiple of Rs. 50) as per the optionexercised, and the percentage indicated in the cafeteria @ Rs. 50 per working day subject to a maximum of Rs. 1500/-. The balance amount as per the percentageopted under Cafeteria for meal vouchers shall be paid as canteen allowance. Incase of absence of any employee on account of unauthorized leave, leave withoutpay, study leave, EOL, Maternity leave and child care leave, the payment underthe account of Meal Voucher shall not be payable.

3) As one time dispensation employee shall be allowed to change their option alreadyexercised under cafeteria w.e.f. May, 2011.

4) As the cafeteria options are being maintained by F&A Deptt., and the deductionsmade on account of Sodexo Meal Voucher as per admissibility shall be effectedby this Deptt., the employee wise details of deductions made shall be forwardedby respective F&A Deptts, to Nominated Representatives (responsible for placingthe order to Sodexo).

SJVN nominated representatives (P&A Officers as listed at Sr. No. 7 below) willplace the order to Sodexo on the scheduled date i.e. by 20th of each monthmentioning the following details:

(a) Number of Booklets required (Deptt. wise or as decided by the nominatedrepresentatives).

(b) Value of Booklets as per applicability.

A copy of this communication shall also be marked to respective Nodal Officers(F&A) as mentioned at Sl.No. (4) below.

5) The order be sent by email to: [email protected] [email protected] (phone no. for any reference is 98186-88788 &Contact Person is Mr. Arvind Kumar).

6) Based on the order Sodexo will send the performa invoice to SJVN (to thenominated representative) who shall forward it to the respective F&As for therelease of payment. On receipt of this invoice related F&A Deptts. shallelectronically transfer the payment to Sodexo by 25th of every month (CITI Bank-Account No. 0007351003) and also confirm by email of the money transfer toSodexo.

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7) The following are the Nominated Representatives/ Nodal Officers:

a) Nominated Representatives

SN Project/ Location

Nominated Representatives for Placing/ receiving of order and distribution of meal vouchers Placing Order : Sr. Manager (Estt.),Shimla 1. Corporate office

(Shimla/ Parwanoo)

Receiving/Distribution : Dy. Manager (Procurement)/Sr. Engineer (Procurement)

2. Corporate office (Delhi) Sr. Manager (P&A), Delhi. 3. NJHPS DGM (P&A)/Sr. Officer (P&A), NJHPS 4. RHEP DGM (P&A)/SM (P&A), RHEP 5. LHEP AGM (P&A)/Manager (P&A), LHEP

6. DSHEP Officer (P&A), DSHEP 7. Dehradun Manager (P&A)/ Manager (PR), Dehradun

Office

b) Nodal Officers

SN

Project/Location

Nodal Officers for release of payment to Sodexo for the purchase of meal vouchers

1. Corporate office (Shimla / Parwanoo/Delhi)

AGM (F&A), Shimla

2. NJHPS SM (F&A), NJHPS 3. RHEP DGM (F&A), RHEP 4. LHEP Manager (F&A), LHEP 5. DSHEP Dy. Manager(F&A), DSHEP 6. Dehradun AGM (F&A), Shimla

8) Sodexo will deliver the vouchers in sealed packets. Consignment if not found in

sealed cover should not be received and intimation of the same to be sent to Sodexooffice immediately.

9) The consignment will be containing one copy of invoice and two copies of deliverychalan. A copy of the delivery chalan is required to be signed, stamped and shouldbe sent back to Sodexo office at Delhi as a proof of the receipt of the consignmentby respective stores.

10) The Vouchers shall be collected by each Deptt. for its employees for distributionamongst them. The delivery of meal vouchers to all the employees by 5th of everymonth shall be ensured by the respective Nominated Representatives.

11) Sodexo Meal Voucher Scheme shall become applicable from May, 2011 onwards.

12) Scheme shall be initially implemented for the employees posted at Shimla /Delhi/Parwanoo / NJHPS / RHEP / LHEP / DSHEP / Dehradun.

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LOCATION BASED ALLOWANCES

1. DIFFICULT AREA ALLOWANCE(DAA)

1.1 Difficult Area Allowance(DAA) at the rates given below will be paidw.e.f. 26.11.2008

Area Part A Part B Part C Part D Rs. per month (% of Basic pay) DAA 10% 8% 6% 4%

1.2 Classification of areas shall be as per the notification of GOI for Special

Compensatory(Remote Locality) Allowance.Accordingly the different locationsof SJVN fall as under

Part A Part B Part C Part D Khab, Nathpa and entire Chamoli, Pithoragarh & Uttarkashi Distrits

-------

Shimla, Jhakri, Jeori, Kotla, Luhri, Bayal

Sunni, Parwanoo, Dhaulasidh

1.3 Existing Green Field/Project Allowance and SCA shall be restricted as per para

2 .1(a) below.

2. OTHER LOCATION BASED ALLOWANCES

2.1 The following Location Based Allowances shall be paid:

a) Balance of Green Field Allowance, Project Allowance/SCA drawn as on26.11.2008, in the pre-revised pay-structure, if any, after adjusting DAAdrawn.

b) Special (Duty) Allowance at Non-family Station shall be continued asper extant rules operative as on 26.11.2008.

2.2 The amount of Location Based Allowances under Para-2.1 has been monetised(alongwith recurring expenditure on maintaining/running infrastructure facilitiessuch as schools, hospitals, clubs) and subsumed within the overall ceiling of 50%prescribed for cafeteria of perks and allowance

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3.0 In case of Promotion/transfer/new joining to such locations after 26.11.08, thebalance under 2.1 (a) above shall be worked out by considering following.

(a) Executives

Level Green field Allowance

Project Allowance

Special Compensatory (Remote/Hill area) Allowance

Rs. per month Part A Part B Part C Part D

E2 2580 600 1000 800 600 300 E2A 3230 750 1300 1050 750 300 E3 4130 750 1300 1050 750 300 E4 4800 750 1300 1050 750 300 E5 5250 750 1300 1050 750 300 E6 5550 750 1300 1050 750 300 E7 5700 750 1300 1050 750 300

E7A 5850 750 1300 1050 750 300 E8 6150 750 1300 1050 750 300 E9 6150 750 1300 1050 750 300

(b) Non-Executives

Level Green field

Allowance

Project Allowance

Special Compensatory (Remote/Hill area) Allowance

Rs. per month Part A Part B Part C Part D

W1 1320 300 500 400 300 140 W2 1410 300 500 400 300 140 W3 1500 300 500 400 300 140 W4 1620 450 700 550 450 240 W5 1740 450 700 550 450 240 W6 1860 450 700 550 450 240 W7 2010 600 1000 800 600 300

W8/S1 2190 600 1000 800 600 300 W9/S2 2370 600 1000 800 600 300 W10/S3 2580 600 1000 800 600 300 W11/S4 2790 600 1000 800 600 300

Notes:

a. SCA is applicable to Shimla, Parwanoo, NJHPS & RHEP

b. Green field allowance and SCA are applicable to DSHEP & LHEP.

c. Project Allowance & SCA are applicable to UK Projects.

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3.1 On Promotion to next higher grade if the Balance worked out under Para- 3 aboveis less than the allowances drawn at pre promoted post than in such cases employeewill have the option to continue with the such higher amount.

4. Admissibility

4.1 Location Based Allowances will be applicable to the following:

a) Employees on regular rolls of SJVN, on and after, 26.11.08.

b) Executive Trainees, on and after, 26.11.08.

c) Deputationists as on 26.11.08.

d) Employees sponsored for higher studies by the Company.

4.2 Following categories of employees will not be entitled for Location BasedAllowances:

a. Employees under suspension.

b. Employees on Study Leave,

c. Employees on EOL on any grounds.

5.0 General Terms & Conditions applicable to DAA and Green Field/ ProjectAllowance:

5.1 The allowance will not be admissible during the period of transfer outside theplace of posting exceeding two months or during leave for a period exceeding twomonths provided that the allowance may be paid for another period not exceedingtwo months if the extended period of leave is on medical certificate.

5.2 During the period of training of the employees away from the headquarters, theywould be allowed to draw the allowance at the admissible rate for a period uptotwo months until the headquarters have been changed during such period. For theperiod beyond two months during training, the payment of the allowance wouldbe continued by the employees furnishing certificate to the effect that their familycontinued to reside at the headquarters for the period for which the allowance isclaimed.

5.3 During the period of suspension, the allowance would be admissible only so longas the headquarters of the employee under suspension continues to be located in aplace which qualifies for payment of this allowance subject to the employeefurnishing certificate to the effect that he or his family members continued toreside at the headquarters for the period for which the allowance is claimed.

5.4 Family for the above purpose would mean the employees wife/husband, childrenand other persons residing with and wholly dependant upon him/her. The husband/wife/children/person having an independent source of income would not be treatedas a member belonging to the family of the employee except when such incomeincluding pension (exclusive of temporary increase in pension) and pensionequivalent of death cum retirement benefits does not exceed Rs.2500/-

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5.5 In case of those employees who are in receipt of House Rent Allowance/leasedaccommodation, the amount of Project/Green Field Allowance would be reducedto 50% of the rate/amount specified above. The aforesaid reduction shall notapply in case of employees drawing HRA or leased accommodation for retentionof family at a place other than their place of posting under the special facility ofHRA for retention of family (spouse and dependent children)/ retention of leasedaccommodation at previous place of posting/rules relating to Non-family Stationwith respect to HRA/Lease.

5.6 The Project/ Green Field Allowance is admissible to only such employees who areresiding within the Project area. However, the allowance may also be granted to theemployees residing outside the Project area due to non availability of residentialaccommodation and not because such an arrangement is more convenient to them.

5.7 On commissioning of the Projects, Green Field/Project Allowance will cease to exist.

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HOUSE RENT ALLOWANCE RULES

1. Title & Scope

The rules shall be called the SJVN House Rent Allowance Rules.

2. Definitions:

In these Rules, unless the context otherwise requires:

2.1 Company means the SJVN LIMITED, including the Projects/Offices under itsmanagement.

2.2 Local employee means an employee who has got his residence within a radius of8 Kms. from the concerned project or the office of posting, which is owned eitherby himself and/or by his dependant family members. If any employee who was aland oustee and/or his family member has been given plot/plots of land or built inresidence or any other facility for purpose of rehabilitation by the Company, thenhe will also be deemed as a local employee for the purpose of these rules.

2.3 Employee means a person appointed against a regular post and includesprobationers and deputationists, but excludes Apprentices, Temporary, Casual,Muster Roll, Daily rated employees.

2.4 Family means the wife or husband, as the case may be, parents, children, stepchildren, legally adopted children, wards taken under the Wards Act, brothers orsisters as ordinarily may reside with and are dependant on the employee.

2.5 Government/Government Agency means Central Government, State Government,Autonomous Public Undertakings or semi-Government Organization such asMunicipality, Port Trust, Nationalized Banks, Life Insurance Corporation of India,etc.

2.6 Pay means Basic Pay drawn by the employees and any other pay specified forthis purpose.

2.7 Non-family station means such site/place which due to inadequacy of basicfacilities/harsh climatic conditions is declared as non-family station with theapproval of the Board. Nathpa in HP and Project location of Uttrakhand havebeen declared as Non-family station.

3. Rate of HRA:

The rates of HRA as per classification of cities shall be as under :-

Class of cities Rate of HRA

X 30% of the basic Pay

Y 20% of the basic Pay

Z 10% of the basic Pay

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4. Eligibility:

4.1 The House Rent Allowance (HRA) will be admissible to:

a) An employee who has not been allotted accommodation (including leaseaccommodation) by the Company

b) Both husband & wife, who are employed by the Company/Government/Government Agencies and living in hired/owned accommodation.

c) Employee living in a house owned/rented by him or his family.

d) Employees posted at project and who have not been allotted familyaccommodation and in lieu is living in shared/bachelor accommodation,for retaining family, subject to approval by Head of Project. The rate ofHRA in such cases will be the rate applicable to the place where he isallowed to retain family. In case employee is not claiming HRA forretaining his family in such cases HRA will be paid at the rate as applicableto the place of posting.

e) Employee posted at non-family station has discretion to retain his familyat a place of his choice. The rate of HRA in such cases will be the rateapplicable to the place where he is allowed to retain his spouse anddependant children.

The employee shall furnish a certificate in the prescribed form given in Annexurefor claiming HRA.

4.2 The employee shall not be entitled for HRA, if:

a) He/she shares the Companys accommodation allotted to any otheremployee of the Company on his own.

b) He/She resides in the accommodation (including lease accommodation)allotted to his/her family member by the Company, Government or otherGovt. Agency.

c) If both the spouse are posted at the same station and one of the spousehas been allotted accommodation (including lease accommodation) atthe same station by Company, Govt. or other Agencies whether he/sheresides in that accommodation or not.

5.0 Conditions:

5.1 The employees posted at places where the Company accommodation is availableand who are eligible for Companys accommodation, the HRA will be admissibleonly if he/she has applied for such accommodation but same has not beenprovided.

5.2 While the Company shall always endeavor to provide entitled accommodation tothe employees, however, in case of non-availability of entitled accommodation,employees will have to accept accommodation one category below his entitlementand in case the accommodation so offered is not accepted for any reason, the HRAshall not be admissible.

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5.3 The HRA at Project will not be payable when an employee (except local employees)chooses to live in private accommodation for his own convenience or because theaccommodation offered is not acceptable.

6.0 HRA on Suspension:

HRA will be admissible in full to the employees during suspension provided thedisciplinary authority is satisfied that the employee is not engaged in any otheremployment/business/profession/vocation.

7. HRA to Deputationist:

The House Rent Allowance in case of employees who are in continued occupationof accommodation allotted to them by lending organisations before their deputationto the Company will be regulated as follows:

House rent allowance will be paid as actual, limited to the rates and subject to theconditions contained in rule 3 subject to further production of proof of payment ofrent.

8. HRA on Transfer:

Employees who are not in occupation of Company leased accommodation and aredrawing HRA at admissible rates will, in the event of their transfer from one placeto another, be entitled to house rent allowance as under, provided they retain theaccommodation at the previous place of posting.

(i) During the first two months from the date of assumption of charge

At the same rate as it was drawn at the previous place of posting.

(ii) For the period thereafter At the rate applicable to place of posting.

In either case, the grant of the allowance under this provision shall not be admissiblebeyond the date on which an employee is allotted Companys accommodation forfamily at the new place of posting.

9. HRA on Superannuation:

An Employee on his superannuation shall be entitled to HRA for a maximumperiod of three months subject to the following conditions:

a) The employee should have served the Company continuously for at least10 years on the date of superannuation, in case the continuous service isless than 10 (ten) years, HRA will be paid for 2 months.

b) No House Rent Allowance as aforesaid shall, however, be payable ifsuch an employee has been living in the accommodation owned by himor any member of his family.

c) House Rent Allowance on superannuation, to such employees shall bepayable only if such employees, on the date of superannuation, vacatethe company accommodation, if occupied.

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10. HRA on Death:

a) If an employee in receipt of house rent allowance expires, the allowancemay be paid up to a period of four months to the family members whowere residing with the deceased employee, provided they continue toreside in the same residential accommodation.

b) The amount of HRA shall not exceed that last drawn by the employeeimmediately before his death.

c) HRA would not be admissible if the family resides in a house owned bythe deceased employee or any member of his family.

11. Director (P)/CMD is empowered to interpret/clarify the above rules.

********

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ANNEXURE

CERTIFICATE TO BE FURNISHED BY EMPLOYEE FOR CLAIMING HRA

1. I certify that I have not been allotted residential accommodation by the Company/Government/any Government Agency.

2. I certify that I am not residing with my family members to whom residentialaccommodation has been allotted by the Company/Government/any GovernmentAgency.

3. I certify that I have applied for company accommodation, but the same has notbeen allotted to me (For Project Employees )

4. I certify that I /my spouse and dependant children am/are living in a house hired/owned by me/family located at

.

..

5. I certify that residential accommodation has not been allotted to my spouse byCompany/Government/any Government Agency at the place for which HRA isbeing claimed.

Signature:.......

Name.....

Designation........

Employee No.........

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DRESS CODE ALLOWANCE RULES

1.0 Applicability:

These Rules shall be applicable to all the regular employees of the Corporationincluding Board Level, Deputationists & Trainee appointed against regular post.

2.0 Amount:

2.1 Employees will be entitled for Rs. 7,500/- per annum for purchasing and Stitchingof liveries.

3.0 Dress Code:

3.1 All employees are required to observe the Dress Code, while on official duty, asdetailed below:-

GENTS

GreyPant (Cotton/Woollen ) as per sample

Shirt Off white (Full Sleeves/half sleeves) as per sample

Socks

Leather Shoes (Black)

Tye/Cravat in winter (optional)

LADIES

Salwar Kameez with Chunni/Sari with Blouse (Pista Green) as per sample

Sandles/Shoes

3.2 Employees may wear warm cloth as per requirement in winter. Employees workingat Project, apart from the above, will have the option to wear navy blue overalland suitable shoes at site. While in offices at project the shoes as prescribed willhave to be worn. However, the safety norms prescribed from time to time are to beobserved.

3.3 Medical Staff will observe Dress Code as notified from time to time.

3.4 All employees are required to strictly adhere to the dress code, as above, while onofficial duty. Failure to wear dress can result in the employee being marked absenton that day.

3.5 Employees are not required to observe dress code on the last working day of everyweek.

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4.0 OTHER TERMS AND CONDITIONS:

4.1 Employees will be eligible to draw the advance on 1st day of every January.

4.2 Employee joining later in the year shall be eligible to draw the advance immediatelyon joining.

4.3 Employee joining the organisation after 1st October in a particular calendar yearwill not be eligible for liveries in respect of that year. However, he/she is entitledto draw the advance immediately for ensuing calendar year and will required toobserve the dress code within two months.

4.4 All the employees shall be required to submit a certificate within one month oftaking an advance with respect to utilization of advance. However, employee willbe responsible for production of bills/cash memo/documental evidence towardsexpenditure, if so required by Income Tax or any other authorities. Tax liability, ifany, will be responsibility of employees and in no case company will be heldresponsible for the same.

4.5 If employee leaves the organization within 3 months of advance he will be requiredto refund 30% of the amount taken towards liveries

4.6 No deduction shall be made in case the employee ceases to be in employment dueto superannuation or death.

4.7 Employees shall apply for advance in the prescribed format as detailed atAnnexure-I. Employees is required to submit certificate as per Annexure-II.

********

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Annexure-I

APPLICATION FOR ADVANCE FOR LIVERIES FOR THE CALENDARYEAR......................

Name: _______________________ Employee No.:________________

Designation: __________________________ Department: _________________

Date of Joining:___________________________

Amount of Advance required : Rs.________________________

I,_________________________ do hereby undertake to utilize the advance for purpose

of purchase and stitching of liveries and observe the Rules/Dress Code as enforced from

time to time.

I also undertake to submit the Certificate of utilization within one month of taking the

advance.

(Signature)

Date: ___________________

Place:___________________

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Annexure-II

CERTIFICATE FOR UTILISATION OF ADVANCE OF LIVERIES FOR THECALENDAR YEAR ................................

Name: __________________________ Employee No.:________________

Designation: __________________________ Department: _________________

Date of Joining:___________________________

Amount of Advance required: Rs.________________________

I, ___________________ do hereby certify that I have spent Rs.___________ towardspurchase/stitching of liveries.

I further certify that bills/cash-memo/documental evidence against expenditure incurredtowards purchase/stitching of liveries are being retained by me and same will be produced,if so required by Income Tax Department or any other Authorities.

(Signature)

Date: __________________

Place:__________________

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INCENTIVE SCHEME FOR SERVING AT NON-FAMILY STATIONS

1. Applicability:

This scheme will be applicable to the employees posted at following stations.

a. Nathpa

b. Project Location in Uttrakhand

The above stations will be Non-family stations for the purpose of HRA/Lease.

2. Special (Duty) Allowance:

2.1 An employee will be entitled for Special Duty Allowance as under.

Category Nathpa Jakhol Sankri HEP (UK)

Naitwar Mori / Devsari HEP (UK)

1 2 3 4 Workmen Rs. 1740/- PM

Rs. 58/- PN Rs. 4920/- PM Rs. 164/- PN

90% of Column-3

Supervisors/W8 W11

RS. 2820/- / PM Rs. 94/- PN

Rs. 7860/- PM Rs. 262/- PN

90% of Column-3

Executives E2-E5 E6 & above.

Rs. 5010/- PM Rs. 167/- PN Rs. 7080/- PM Rs. 236/- PN

Rs. 13980/- PM Rs. 466/- PN Rs. 19830/- PM Rs. 661/- PN

90% of Column-3

2.2 The above will be payable on the basis of actual night stay (including night stay

during holidays & weekly off) at above Stations irrespective of whether they areresiding with family in company/leased Accommodation or drawing HRA for thesame station.

2.3 An employee posted at any particular Non-family Stations and while on OfficialDuty to other Stations, will draw the incentives of the Station where the night isspent in addition to TA/DA as per Rules.

2.4 The incentive will not be payable to employees while on any kind of leave andsuspension.

2.5 The night stay will be certified by Concerned Divisional Head and countersignedby Head of the Station. Proper monitoring of night stay is to be ensured. Theprocedure for monitoring is detailed at Annexure.

3.0 Tenure of Posting3.1 Normal tenure of posting at these stations will be as under:

a) Executives 3 years.b) Non-Executives 5 years

3.2 Employees after completion of tenure as above may be considered for transfer tofamily station. In case the employee opts to stay at the non-family station forpersonal reasons, in such event he will be entitled for 25 % of the incentive as

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applicable to the concerned station. However, Management on administrative /exigency of work may require the services of the employee beyond the tenureperiod.

4.0 Accommodation

4.1 The employee will be provided free-shared bachelor accommodation. If Companysown accommodation is not available, the same may be provided by hiring fromoutside. List of the items to be provided in bachelor accommodation alongwithlife span etc. is detailed at Appendix-I.

4.2 Proper inventory of the items provided in the Bachelor Accommodation shall bemaintained by concerned P&A Deptt. At the time of relieving, employee shallhandover above items to P&A.

4.3 In lieu of free electricity units extended to employees posted in projects locationsat Uttrakhand, charges against water & electricity for bachelor accommodationprovided to them in hired buildings will be borne by the Company.

5.0 Facility of Mess

5.1 The company will provide following facilities for running the mess:

a) Building/Space.

b) Manpower.

c) Utensils.

d) Fuel/Gas for cooking the meals.

5.2 There will be a separate mess for Executive and Non-executives.

5.3 There will be one mess for every 75 members/employees.

5.4 Employees will bear the charges towards foodstuff and no subsidy will be extended.

5.6 Running & maintenance of the mess will be the responsibility of the members/employees.

6. This Scheme will be applicable to all employees including deputationists. However,the employees working in design / contract etc. pertaining to above Project willnot be entitled for benefit under this Scheme unless their headquarters is Nathpaor beyond.

7. On expiry of every 12 months of posting at Uttrakhand Projects,one Home LeavePassage will be allowed to the employees to himself/herself to visit either theplace where family is residing or Home Town. Home Leave Passage will lapseafter 6 months of its accrual.

8. Management reserves the right to modify / amend and revoke the Scheme. Thescheme will be reviewed when facilities are upgraded.

9. For any doubt/clarification proposal be forwarded to Corporate Centre.

********

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ANNEXURE

PROCEDURE FOR MONITORING INCENTIVE SCHEME FORNON-FAMILY STATIONS

For regulating payment of Special Duty Allowances to employees spending night at Non-family Station the following procedure shall be followed:

1. The Scheme will be applicable to all employees who resides within a radius of 8Kms. from the concerned Non-family Station.

2. P&A Department will issue Night Attendance Register to concerned DivisionalHead for maintaining night records pertaining to the employee under his control.Separate Night Attendance Register shall be maintained for Executives and Non-executives/Supervisors.

3. All employees posted at Non-family Stations and spending night will have to signon subsequent date on the Night Attendance Register to be maintained separatelyfor this purpose. In case the employee proceeds on tour/ leave immediately afterspending night, the attendance should be marked immediately on return. All blankcolumns are to be crossed clearly to discourage subsequent signature andcorrections if made will have to be approved by Concerned Divisional Head.

4. Executives not below the rank of E3 shall be nominated for countersigning thenight register of Supervisors and workmen. Concerned Divisional Head not belowE-6 shall countersign night register of Executives.

5. An extract of Night register maintained for above shall be sent to Head of Stationor checking on weekly basis.

6. A weekly report by concerned Divisional Head in enclosed format shall be sent toP&A Deptt. on every Monday for records and compilation.

7. P&A Department will compile the records and send the consolidated list departmentwise on monthly basis to F&A Department after getting it duly countersigned byHead of the Station.

8. The Special Duty Allowance will be released along with salary. The cycle forauthentication of night stay for the purpose of Special Duty Allowance will coincidewith the absentee cycle.

9. Head of Station shall ensure atleast one surprise check every week. Wrong claim/certification, if detected, will make the employee liable for disciplinary action.

10. Incase, it is observed that counter signing officers are not exercising proper checkbefore countersigning or are deliberately allowing wrong claims, they will also beliable for action.

11. In case of any doubt regarding the interpretation, decision of Director (P) shall befinal.

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FORMAT

WEEKLY ATTENDANCE RECORD FOR NON-FAMILY STATIONS

NAME OF THE DEPARTMENT:

MONTH:

LOCATION OF THE DEPARTMENT:

SI. No. Name of the Employee & Designation

Employee No. Date of Night Stay

Certified that the above employees have spent nights at ...................................... (Nathpa/Tharali etc.) as detailed above.

Signature of Divisional Head

HOD P&A Deptt.

Head of the Station

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Appendix-I

ITEMS TO BE PROVIDED IN BACHELOR ACCOMODATIONAT PROJECT LOCATIONS

Sl.No.

Description No. of Items

Life Span Remarks

1. Cot (Wooden Bed) 1 After damage 2. Mattress 1 5-7 yrs. 3. Quilt 1 5 yrs. 4. Blanket 1 - 5. Pillow with cover 1 2 yrs. 6. Bed Sheet 2 - 7. Study table

(wooden) 1

After damage

8. Chair (wooden) 1 9. Molded Chair 1 10. Bed side rack

(wooden) 1

11. Water Jug 1 12. Dustbin 1 13. Towel (Big) 1 6 month 14. Towel (Small) 1 6 month 15. Center table 1 After damage 16. Mirror 1 17. Steel Almirah (Full

size) 1 After damage In case two

employees are sharing one room then one almirah for each employee.

18. Colour TV (14") 1 10 yrs. 19. Heater (Single rod) 1 4 yrs. Upto E4 level 20. Heater Convector 1 4 yrs. E5 and above level 21.

Immersion rod 1 3 yrs. In case bath room is provided with geyser then immersion rod will not be provided

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266

NIGHTSHIFT ALLOWANCE

1.0 Applicability:

Night Shift Allowance will be applicable to all regular employees in Executive,Supervisor and Workmen category including employees on deputation.

2.0 Definition:

Night Shift means 8 hours shift beginning in the evening and continuing beyondmid-night, or 8 hours shift beginning at Mid-night.

3.0 Eligibility:

Employee (including trainees) rostered for duty in three shifts throughout the monthand working in the night shift will be eligible for night shift allowance.

4.0 The Rates of Night Shift Allowance

4.1 Night Shift Allowance shall be paid at the rate as given below:

Category of employees Rate Rs./P.M. Amount payable Rs. (per Night Shift.)

1 2 3 A. Executives

i) E2 & E2A ii) E3 & E4 iii) E5 & E6

900/- 1200/- 1500/-

115/- 150/- 190/-

B. Supervisors/Supervisor Trainee S1-S4 / W8 & above

1170/-

167/-

C. Workmen /Workmen Trainee W1-W7

720/- 103/-

4.2 In case an employee rostered for night shift does not attend the same, the shift

allowance will be reduced as per column no.3 of table under Clause 4.1. Conversely,an employee (normally rostered for duty in three shifts including night shift) whoattends night shift duty in place of such employee who remains absent on hisrostered night shift shall be allowed extra payment of shift allowance to the sameextent.

4.3 For employees, who are not rostered for three-shift duty, but are called for nightshift duty only, the allowance shall be paid as per column (3) of table, underClause 4.1 for each night shift worked.

********

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NON-PRACTICING ALLOWANCE

NPA @ 25% of Revised Basic pay w.e.f. 26.11.2008 will be paid to the QualifiedDoctors.

CASH HANDLING ALLOWANCE

1.0 Cash Handling Allowance is payable to the employees in the workmen & Supervisorycategory who are on the regular rolls of the Company, discharging the duties ofCashier at the rates indicated below:

Amount of average monthly cash handled (Rs.)

Rate of Allowance (Rs. Per month)

Upto 75000 50 75001 to 200000 75 200001 to 500000 100 500001 & Above 125

1.1 The rate of Cash Handling Allowance to be granted to the employee concerned

shall depend upon the average amount of monthly cash disbursed but excludingpayments made by cheques. The amount of monthly cash disbursed shall be certifiedby the Head of Finance & Accounts Department of Corporate Centre/Project, onthe basis of the previous Financial years average.

1.2 The rate of Cash Handling Allowance sanctioned, as above, to the employeesconcerned shall be reviewed at the commencement of each Financial year, keepingin view the amount of average monthly cash disbursed in the previous FinancialYear.

1.3 The Cash Handling Allowance shall be admissible only till such time the employeesconcerned continue to discharge the duties of Cashier; and will cease to be payableon their promotion/appointment to the appropriate prescribed pay scale for Cashier.

FREE ELECTRICITY

1. With effect from 01.08.2004, employees posted at Project will avail free electricityunits as under:

Accommodation Occupied by the Employees

Free Units per Month

0 Type first 60 units A- Type first 80 units B- Type first 100 units C- Type first 120 units D- Type first 140 units

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268

2. Units consumed, over and above the first free units, as indicated at clause 1, will becharged on the basis of slab wise tariff declared by HPSEB/Government fromtime to time for domestic consumption. If accommodation is shared by employees,the electricity charges will be recovered on pro-rata basis.

3. If employees posted at project site and not staying in project colony may be allowedreimbursement of electricity charges as per the slab indicated at clause-1 as pertariff declared by HPSEB from time to time on the basis of entitled accommodation.

4. Clause 3 will be applicable to employees residing in rented/leased/ownedaccommodation within a commutable distance from Project site/place of work.

********

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PERKS AND BENEFITS TO EXECUTIVE/ENGINEER TRAINEES

Following perks and benefits shall be admissible for E2 level w.e.f. 26.11.08 in respect ofExecutive/Engineer (Trainees) appointed on or after 27.08.2003.

1. Perks and Benefits to ETs:

a) Subject to other terms and conditions of SJVN Rules the perks and benefitswill be paid as under:

Sl. No.

PERKS & BENEFITS AMOUNT

i) Cafeteria of Perks & Allowances

@ 47% of the basic pay per month or / as per the notified precentage.

ii) Difficult Area Allowance As per extant rules.

iii) Liveries As per extant rules.

iv) DAA and Other Location Based Allowances

As per extant rules.

v) Night Shift Allowance Rs. 900/- per month or as per the notified rate applicable to E2 level executives.

vi) Reimbursement of Expenditure on Local

Travel for official purposes.

At par with E2 level Executives.

vii) HRA/Company Leased Accommodation

1. Free furnished bachelor accommodation will be provided.

2. If same is not possible HRA/Lease will be extended for the place of posting only.

3. Further if an Executive Trainee is married may be considered for family accommodation as per the entitlement of E2 level, if available.

4. The rate and criteria for HRA/Lease will be similar to that applicable to other employees.

5. On the basis of above principles the lease entitlement of the Executive Trainees shall be at par with E2 level Executives.

6. Recovery for House Rent including for Leased Accommodation shall be equal to E2 level.

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b) Following Perks/Benefits will be regulated as per SJVN Rules:

i) Provident Fund

ii) TA/DA

ii) Group Personal Accident Insurance

iv) Group Insurance

v) Medical Reimbursement.

vi) Leave.

c) Following will not be admissible to Executive Trainees.

i) LTC

ii) Allotment of Accommodation (except that mentioned on pre-page.)

iii) Incentive for Small family norms

iv) HBA

v) Multi-purpose Advance

vi) Computer Advance

vii) Conveyance Advance

viii) Furniture Advance

ix) Reimbursement of Briefcase

2. The benefits at Sl. No. 1(a) & 1(b) will be subject to revision if the same is/arerevised in respect of other employees.

3. The Executive/Engineer Trainees appointed prior to 27.08.2003 will not be entitledfor above benefits and will draw the consolidated stipend as stipulated in theiroffer.

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SCHEME OFREIMBURSEMENT

OF EXPENDITURE ONLOCAL TRAVEL

FOR OFFICIAL PURPOSE

273

CONTENTS

RULE TITLE PAGE

1.0 Objective 275

2.0 Scope and Coverage 275

3.0 Eligibility 275

4.0 Rates 275

5.0 Terms and Conditions 276

6.0 Procedure 277

7.0 Reimbursement on Certification 277

8.0 Cancellation 277

9.0 General 278

10.0 Power to relax, amend and modify 278

Appendix-I Application for Reimbursement of Expenditure on Local 279Travel for official purpose

Appendix-II Claim for Reimbursement Expenditure on Local Travel for 281official purpose

REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE

275

SCHEME OF REIMBURSEMENT OF EXPENDITURE ON LOCAL TRAVELFOR OFFICIAL PURPOSE

1.0 Objective

1.1 A Scheme of reimbursement of expenditure on Local Travel for official purposesis introduced with a view to encourage employees of the Company to own andmaintain their own vehicle and to use such vehicle for journey undertaken forofficial purposes thereby reducing demand for use of Companys vehicle.

2.0 Scope and Coverage

2.1 The Scheme shall cover all employees of the Corporation in Executive, Supervisory& Workmen pay scales including deputationists.

3.0 Eligibility

3.1 The reimbursement shall be admissible to the employees subject to fulfillment ofthe following conditions:

i) The ownership and maintenance of the vehicle of the employee is requiredfor official purposes in the interest of the company and it will be usefulin efficient and effective discharge of his official duties.

ii) Reimbursement shall be allowed for one vehicle only provided it is ownedand registered in the name of the eligible employee and he holds a regularand valid license (including a learner license) to drive the vehicle soregistered. The employees in possession of a Learners Driving Licenseshall on expiry of the term of the Learner Driving License, furnish acopy of the regular Driving License, failing which reimbursementsanctioned to him /her shall be withdrawn.

iii) In case the vehicle is to be driven by a person other than the employee(only in case of four wheelers i.e. motorcar), the said person should holda valid driving license.

4.0 Rates

4.1 The rates of reimbursement of expenditure on local travel for official purposesshall be as circulated from time to time.

The rates of reimbursement w.e.f. June, 2011 shall be as under:

Executives

Grade Rate in Rs. per month

E2 3220

E2A-E4 4400

E5-E6 5270

E7 & above 5860


276

Supervisors

Vehicle Grade Rate in Rs. per month

Car S1 & above 1900/- Motorcycle/Scooter/other two wheeler

Spl. Grade(S4) 1700/- S1 to S3 1400/-

Workmen

Grade Rate in Rs. per month Upto W7 600

W8 & above 850

4.2 The rates of reimbursement shall be revisited after every 02 years from the date ofeffect of the revised rates.

5.0 Terms and conditions

Grant of reimbursement of expenditure on Local Travel for official purposes willbe governed by the following terms and conditions.

5.1 The employee will use his own vehicle for official journey within the municipallimit of the Headquarters or within the radius of 30 kms from the Headquarters,whichever is more for which he will not be allowed to claim any local travelallowance.

5.2 For the purpose of this Scheme, journey from and to residence shall not be treatedas official.

5.3 Employee, who is in receipt of reimbursement of expenditure on local travel forofficial purposes, shall not be eligible to avail of the Companys Staff/Hired Carfacility. Provided that Clause No. 5.1 & 5.2 will not be applicable to officialjourney to and from Railway Station/Airport/Bus Stand at the commencement ofand on return from official tours to outstations.

5.4 Provided further that keeping in view the fact that some of the work places/sitesmay not be accessible by motorable roads owing to places located at virgin landwith difficult terrain in the new project, Head of the project, wherever he is satisfiedthat it will be unreasonable to expect the employee to travel to such work place/sites in their own vehicle, may declare, depending on the stage of the developmentof the roads etc. from time to time that the employee in receipt of reimbursementof expenditure on local travel for official purposes posted in such work places/sites may be permitted the use of company transport for official journeys inrelaxation of this rule.

5.5 Employees who usually travel to and from the place of work in staff vehicles byreasons of such vehicle being parked in their residence or otherwise shall not beeligible for reimbursement under this scheme.

5.6 Reimbursement of expenditure on local travel will be admissible only onproportionate basis where a employee is absent from Headquarters/place of duty


277

on leave/on tour/temporary travel or otherwise or where the vehicle is not utilizedfor official purposes owing to the same not being maintained in running conditionfor a period in excess of 15 working days in any calendar month.

6.0 Procedure

6.1 An employee who satisfies the conditions of eligibility laid down herein mayapply in the prescribed from (Appendix-I) through proper channel to his Head ofthe Department for the grant of reimbursement of expenditure for local travel forofficial purposes. If the Head of the Department is prima facie satisfied that it isnecessary for the applicant (Employee) to mai

Documents

Pay n Allowances Hrm 2011 12