A PROJECT REPORT

ON

NTPC, Noida

SUBMITTED TO:

Pankaj Upadhaya

Submitted By
TUSHAR BHATIA SEC.FH1
 TABLE OF CONTENTS

Serial No Title

1. Objective of Study

2. Company Profile

3. About N T P C

4. Human resource structure.

5. Employees benefits

1) Facilities
2) Social Security
3) Advances

6. Conclusion

7. Bibliography

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 OBJECTIVE OF STUDY

• To understand the Organization culture of NTPC

• to study the level of satisfaction among employees regarding the benefits
provided to them.
• to assess the awareness level among employees regarding benefits.
• to understand and document the employment benefit scheme in public sector
Organization.
.

COMPANY PROFILE

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NTPC Limited is the largest thermal power generating company of India. A public sector
company, it was incorporated in the year 1975 to accelerate power development in the
country as a wholly owned company of the Government of India. At present,
Government of India holds 89.5% of the total equity shares of the company and the
balance 10.5% is held by FIIs, Domestic Banks, Public and Others.

Within a span of 30 years, NTPC has emerged as a truly national power company, with
power generating facilities in all the major regions of the country. Based on 1998 data,
carried out by Data monitor UK, NTPC is the 6th largest in terms of thermal power
generation and the second most efficient in terms of capacity utilizations amongst the
thermal utilities in the world.

VISION
“A WORLD CLASS INTEGRATED

POWER MAJOR, POWERING

INDIA’S GROWTH, WITH

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 INCREASING GLOBAL PRESENCE”

MISSION
"DEVELOP AND PROVIDE RELIABLE POWER, RELATED
PRODUCTS AND SERVICES AT COMPETITIVE PRICES,
INTEGRATING MULTIPLE ENERGY SOURCES WITH
INNOVATIVE AND ECO – FRIENDLY TECHNOLOGIES
AND CONTRIBUTE TO SOCIETY"

COREVALUES

• BUSINESS ETHICS
• CUSTOMER FOCUS
• ORGANIZATIONAL & PROFESSIONAL PRIDE
• MUTUAL RESPECT AND TRUST
• INNOVATION AND SPEED
• TOTAL QUALITY FOR EXCELLENCE

NTPC : AN OVERVIEW

Established in 1975, NTPC, the largest power company of the country has been
consistently powering the growth of India. With an installed capacity of 24,249 Mega

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 Watt (MW), NTPC today contributes 27.08% of the nation’s power generation with
only 20.06% of India’s total installed capacity.

An ISO 9001: 2000 certified company; it is world’s 6th largest Thermal Power
Generator and 2nd most efficient in capacity utilization.

The corporation recorded a generation of 159.11 Billion Units in 2004-05, through 13

coal based, 7 gas based power plants, and Joint Ventures Projects spread all over the
country.

Driven by its vision to lead, it has charted out an ambitious growth plan of becoming
a 66,000 MW plus company by 2017.

NTPC has been rated as one of the top most “Best Employer” of the country for the
year 2003, 2004 and 2005 in a row.

It has also been rated as one of the “Best Companies to Work for in India” by Mercer
HR Consulting- Business Today Survey 2004, it has developed into a multi - location
and multi- Fuel Company over the past three decades.

These achievements have been made possible by the 23500 strong and motivated
work forces that with their dedication are ever willing to take NTPC to greater
heights.

NTPC GROWTH CHART

NTPC's core business is engineering, construction and operation of power generating
plants and also providing consultancy to power utilities in India and abroad. As on date
the installed capacity of NTPC is 24,954 MW through its 14 coal based (20,685MW), 7
gas based (3,955 MW) and 3 Joint Venture Projects (314 MW). NTPC acquired 50%

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equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This JV company operates
the captive power plants of Durgapur (120 MW), Rourkela (120MW) and Bhilai (74
MW)

Power Generation of NTPC

NTPC’s share on 31 Mar 2006 in the total installed capacity of the country was 19.51%
and it contributed 27.68% of the total power generation of the country during 2005-06.

NTPC has set new benchmarks for the power industry both in the area of power plant
construction and operations. It is providing power at the cheapest average tariff in the
country. With its experience and expertise in the power sector, NTPC is extending
consultancy services to various organizations in the power business.

NTPC is committed to the environment, generating power at minimal environmental cost

and preserving the ecology in the vicinity of the plants. NTPC has undertaken massive
afforestation in the vicinity of its plants. Plantations have increased forest area and
reduced barren land. The massive afforestation by NTPC in and around its Ramagundam
Power station (2100 MW) has contributed reducing the temperature in the areas by about
3°c. NTPC has also taken proactive steps for ash utilization. In 1991, it set up Ash
Utilization Division to manage efficient use of the ash produced at its coal stations. This
quality of ash produced is ideal for use in cement, concrete, cellular concrete, building
material.

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A "Centre for Power Efficiency and Environment Protection (CENPEEP)" has
been established in NTPC with the assistance of United States Agency for
International Development. (USAID). Cenpeep is efficiency oriented, eco-friendly
and eco-nurturing initiative - a symbol of NTPC's concern towards environmental
protection and continued commitment to sustainable power development in India.

As a responsible corporate citizen, NTPC is making constant efforts to improve the

socio-economic status of the people affected by its projects. Through its
Rehabilitation and Resettlement programmes, the company endeavors to improve the
overall socio-economic status of Project Affected Persons.

NTPC was among the first Public Sector Enterprises to enter into a Memorandum of
Understanding (MOU) with the Government in 1987-88. NTPC has been Placed
under the 'Excellent category' (the best category) every year since the MOU system
becameoperative.

Recognizing its excellent performance and vast potential, Government of the India
has identified NTPC as one of the jewels of Public Sector ‘Navratnas’- a potential
global giant. Inspired by its glorious past and vibrant present, NTPC is well on its

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 way to realize its vision of being “A world class integrated power major, powering
India’s growth, with increasing global presence”.

NTPC EMPLOYER SURVEY

NTPC has been ranked fifth among the top ten "Best companies to work for in India" by
Mercer HR Consulting-Business Today Survey 2005. This is the third consecutive year
that NTPC has appeared in this prestigious list. Besides, NTPC is also the only PSU
among the top ten companies. The survey was conducted on the basis of four attributes
such as HR Metrics, HR Processes and policy, Internal Employee Perception & Stake
holder Perception on a weighted scale to arrive at a total score for each company
surveyed.

NTPC has also been ranked as "3rd Great Place to Work" for in India again according to
the survey conducted by Grow Talent and Business World 2005. What makes NTPC
stand apart is its ability to balance concern for its employees with a high performance
work culture. All NTPC employees have a Projects Manager’s obsession with
deliverables and deadline.

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The prowess of NTPC in handling the power business springs from the fact that it has
done engineering, project management and operates over 23749 MW capacity, covering
about 105 coal/gas units of capacities varying from 50 MW to 500 MW. NTPC has
developed about 10,000 MW for other utilities including Independent Power Producers.
NTPC has rich experience of working with equipment sourced from different parts of the
world such as USA, UK, France, Germany, Japan, Italy, Korea & Russia etc.

The Consultancy Wing of NTPC, with an ISO 9001:2000 accreditation, undertakes all the
Consultancy and turnkey project contracts for Domestic and International clients in the
different phases of Power plants viz. construction supervision, Project management,
FQA, Inspection services, O&M, RLA/R&M on approximately 22000 MW of various
power utilities. With the string of achievements behind it, NTPC has emerged as the
acknowledged leader in engineering, construction, O&M, RLA/R&M and management
of power projects.

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NTPC is registered as a consultant with several leading international development and
financial institutions such as The World Bank, The Asian Development Bank, the African
Development Bank, and UNDP.

NTPC's vast pool of technically qualified and managerial manpower is well supported by
excellent infrastructure and knowledge management facilities to deliver the client time
bound, qualitative and cost effective solution meeting the global standards.

CONSULTANCY SERVICES

NTPC offers consultancy services related to infrastructure sector business

such as:

• Fossil fuel based thermal power plants

• Combined cycle power plants
• Cogeneration plants
• Water supply and treatment
• Environment engineering and management

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• SINGRAULI
• KORBA
• RAMAGUNDAM
• FARAKKA
• VINDHYACHAL
• RIHAND
• KAHALGAON
• NCTPP
• TALCHER KANIHA
• UNCHAHAR
• TALCHER THERMAL
• SIMHADRI
• TANDA
• ANTA
• AURAIYA
• KAWAS
• DADRI GAS
• JHANOR-GANDHAR
• KAYAMKULAM
• FARIDABAD

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VSTPP (SIDHI-MP) SINGRAULI

13
 KORBA

HUMAN RESOURCE

HR VISION:

TO ENABLE OUR PEOPLE TO BE A FAMILY OF

COMMITTED WORLD CLASS PROFESSIONALS, MAKING
NTPC A LEARNING ORGANIZATION.

HR STRUCTURE

GM
[HR]

CMO

SR. MNGR - EB
EMPLOYEES
BENEFIT DGM
[HR]

SR. MNGR- C&P

SR. MNGR- OM CONTROL & SR. MNGR- ES
OPERATIONS & PROCUREMENT EMPLOYEES
MNGMT. SERVICES

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[
HR GOALS
• To develop an organization having knowledge based competitive edge.
• To create culture of team building, empowerment and accountability to
convert knowledge into productive action with speed, creativity and
flexibility.

HR STATEGIES

• Institutionalize core values for actualizing throughout the organization.

• Imbibe a culture of openness, competence, commitment, system

orientation, economy, productivity, knowledge management,
communication and training.
Undertake organizational renewal, restricting, periodic assessment to have
a re look at various initiatives and their impact.

• Create motivational enabling climate of empowerment, participation,

career growth, sensitive line manager and equip them to their own HR
initiative and succession planning.

• Communication within and outside company.

EMPLOYEES BENEFIT

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All benefits provided or made available to employees by an employer, including
group life insurance, health insurance, disability insurance, sick leave, annual leave,
educational benefits, and pensions, regardless of whether such benefits are provided
by a practice or written policy of an employer or through an employee benefit plan.

ORGANIZATION CHART

SR.MNGR

[EB/ER/ED]

MANAGER-EB SR. OFFICER-ER

EMPLOYEES EMPLOYEES
BENEFIT RELATIONS

OFFICER -ER
OFFICER-EB

ASST. SENIOR

ENGINEER SUPERVISOR

FF
ASSISTENT ASSISTENT

FACILITIES
I.LEAVE RULES

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  SHORT TITLE:

These Rules may be called 'NTPC Leave Rules'.

 COMMENCEMENT:
These Rules will be effective from 1st July, 1978.

 SCOPE OF APPLICATION:
These Rules shall apply to:

i) All regular employees of the Company;

ii) Probationers;

iii) Temporary employees;

iv) Trainees/Apprentices, other than Apprentices under the Apprentices Act, 1961;

v) Employees engaged on contract but shall not apply to employees on deputation /

Foreign Service to the Corporation.

 EXHIBITION OF LEAVE RULES:

A copy of these Leave Rules shall be displayed on the Notice Board.

 AMENDMENTS TO AND INTERPRETATION OF THE LEAVE RULES:

These Leave Rules may be amended or modified from time to time by the
Corporation and the same shall take effect in accordance with the orders issued by
the Corporation.

1. CASUAL LEAVE
1. Casual Leave is intended to cover casual absence of the employees for personal
reasons.

2. Casual Leave can be granted for half day also. If half day's leave is taken, the lunch
interval will be taken as the dividing line.

3. Unavailed casual leave would lapse at the end of each calendar year.

4. Sundays and holidays will not be debited to the casual leave account.

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5. In case of retirement / superannuation and resignation, casual leave entitlement shall be
proportionate to the period of service in the calendar year.

 ENTITLEMENT:

a) executives/supervisors/executive trainees: 12 days in a calendar year

b) workmen :

i) Those having up to 10 years of service. : 10 days/year.

ii) those having more than 10 years of service : 12 days/year

c) Other trainees /apprentices : 10 days in a calendar year.

2. SPECIAL CASUAL LEAVE

Special Casual Leave falls outside the normal leave and can be granted to meet special
situations but not for domestic or personal reasons as in the case of casual leave. Cases in
which Special Casual Leave can be granted are mentioned below:

1. Periods spent in camp by employees permitted to join the Territorial Army, not
exceeding 14 days which can be combined with other leave, wherever necessary.

2. Special Casual Leave not exceeding 30 days in a calendar year may be granted:

a) To employees selected to represent the Company in tournaments recognized by the

State/National Association for the game concerned;

b) To employees selected to represent the District or the State or All India in a recognized
tournament;

c) To employees selected to participate in training/coaching camps by State Association;

d) To employees required to act as Umpires or commentators in tournaments of

National/International importance;

e) To employees who wish to attend in their individual capacity meetings/ training

courses organized by professional institutes of which they are members.

f) To employees of NTPC selected to participate in local tournament on behalf of NTPC."

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g) To employees of NTPC participating in Mountaineering and Trekking arranged by
recognized clubs/associations."

If the period exceeds 30 days in any calendar year, the employees can be permitted by
competent authority.

3. Employees participating in inter-unit or inter-departmental tournament can also be

granted special casual leave not exceeding 10 days at a time which can also be permitted
by competent authority to be combined with earned leave.

4. Employees who donate blood on working days may be granted special casual leave for
that day.

3. EARNED LEAVE
Earned leave means leave earned in respect of periods of services with the Corporation
and granted on full pay or stipend in case of trainees/Apprentices other than Act
Apprentices.

A) EXECUTIVE TRAINEES: 30 days per year

B) APPRENTICES: 20 days per year.

 ACCUMALATION LIMITS:

a) Executives, supervisors, workmen: 300 days.

b) Apprentices: 160 days.

c) Executive trainees: 300 days.

d) Earned leave is credited in advance in 2 installments of 50% each on 1 st April and 1st
October, every financial year.

e) Intervening Sundays and holidays falling within in the spell of EL are counted as EL.

 ENCASHMENT

i) Leave as due on 31st March or 30th September of the preceding half year or balance
of leave after adjusting leave taken during the year up to date of encashment, whichever
is less can be enchased.

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ii) 75% of total EL is treated as encashable.For the purpose of encashment, Basic pay,
Special pay, Personal pay Dearness allowances are taken into account.

4. HALF-PAY LEAVE
1. Half-pay leave means leave on half-pay earned in respect of service with the Company
and can be granted to an employee for any reasons including on medical grounds. The
half-pay for this purpose shall be treated as half of the basic pay. All other allowances
would be paid in full. Half pay leaves is not admissible to Trainees/Apprentices and
employees on contract.

2. Every employee's half-pay leave account will be credited in advance as in the case of
earned leave.

3) Half pay leave is credited in advance in 2 installments of 50% of entitlement each on

1st April & 1st October, every financial year.

5. SICK LEAVE
1. Sick leave will be admissible to Trainees/Apprentices at the rate of 10 days per year on
full pay. It will not be admissible to Executives, Supervisors and workmen.

2. Sick leave account will be credited in advance with 5 days on 1st January and the
balance five days on 1st July every year.

3. The leave at credit of the employee at the close of the previous half year will be carried
forward subject to the accumulation limit of 30 days.

4. The sick leave at the credit of a Trainee/Apprentice who is absorbed as an

Executive/Supervisor/Workman on the date of absorption will be doubled and credited as
half-pay leave to his account.

6. COMMUTED LEAVE
1. Half-pay leave can be commuted into full pay leave on medical grounds subject to

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production of Medical Certificate from a Registered Medical practitioner. The total
commuted leave admissible in the entire service of the employee shall not exceed 240
days.

2. Total amount of earned leave and commuted leave taken in conjunction shall not
exceed 180 days at a time.

3. Commuted leave will be allowed to regular employees only. It will not be admissible
to Trainees/Apprentices, Probationers, temporary employees and employees engaged on
contract.

When commuted leave is granted, the half-pay leave account of the employee will be
debited with twice the period of such commuted leave.

7. SPECIAL DISABILITY LEAVE

Employees who are disabled and become temporarily unfit to work on account of injuries
due to accidents arising out of and in the course of employment will be allowed Special
Disability Leave with full wages/salary, subject to the existing conditions. However,
where the benefits under the Group Personal Accident Insurance Scheme are availed, the
benefit of Special Disability Leave will not be admissible & vice-versa.

8. EXTRA-ORDINARY LEAVE
1. Extra-ordinary leave means leave sanctioned under special circumstances without any
pay and allowances to the following extent when no other kind of leave is due, or when
the employees specifically applies for extra-ordinary leave :

i) Up to 3 months on any one occasion other than on grounds of illness.

ii) Up to 6 months on any one occasion on Medical Certificate for diseases other than
T.B., Leprosy and Cancer.

iii) Up to 18 months on any one occasion in case of treatment for T.B., Leprosy and
Cancer.

2. Entitlement of extra-ordinary leave in respect of Trainees/Apprentices (other than Act

Apprentices) and employees engaged on contract shall not exceed 20 days on any one

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occasion.

8. MATERNITY LEAVE
8.MATERNITY
This may be granted to regular married female employees (excluding
Apprentices/Trainees), in accordance with the following rules:

To regular married female employees who have actually worked in the company for a
period of not less than 80 days in the 12 months immediately preceding the expected date
of delivery.

The Leave may be granted on full pay for a period which may extend up to 135 days
from the date of its commencement on production of medical certificate from the
Attending Medical Officer provided that Maternity leave shall not commence from a date

earlier than 45 days before the expected date of delivery and shall be up to 90 days from
the actual date of delivery.

It may be combined with leave of any other kind, but only if a Medical certificate from
the Medical Officer Supports the request for such leave. Maternity leave will also be
allowed in case of miscarriage/abortion. The total period of maternity leave on account of
miscarriage/abortion will be restricted to 45 days in the entire career of a female
employee. Request for such leave must be supported by a medical certificate

10. PATERNITY LEAVE

A male employee with less than 2 surviving children may be granted paternity leave for a
period a 15 days during the confinement of his wife. He shall be paid leave salary equal
to the pay drawn immediately before preceding on leave.

11) QUARANTINE LEAVE:

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1. Quarantine leave is leave of absence from duty necessitated as a consequence of the
presence of certain infectious diseases in the family or household of the employees. Such
leave may be granted by the leave sanctioning authority on the certificate of the
Registered Medical Practitioner for a period not exceeding 21 days, or in exceptional
circumstances, 30 days. Any leave necessary in excess of this period shall be treated as
leave of the type that may be available to the credit of the employees. Quarantine leave can
also be granted in continuation of any other kind of leave other than casual leave. An
employee on quarantine leave will not be treated as absent from duty and his pay will not
be affected.

2Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebral-spinal meningitis

may be treated as infectious diseases for which quarantine leave can be granted.

3. Quarantine leave can be granted to an employee at a place other than his

Headquarters, also provided that he had gone there on duty or authorized leave with
permission of competent authority.

1. All Offices under NTPC will observe 8 closed holidays (including the 3 National
holidays) & 6 restricted holidays.

2. All temporary employees, casual employees and employees on muster roll will be paid
wages for such holidays as well as weekly rest days provided they are on duty on the
preceding and succeeding working days. Where Projects of Offices observe 7 working
days in a week, there will be staggered holidays for individual employees.

3. five-day week shall be observed in the offices at corporate Center Headquarters.

Regional Headquarters at Hyderabad, Patna, Allahbad and Nagpur and at metropolitan
cities of Mumbai, Kolkata and Chennai. Accordingly, these offices will remain closed on
Saturday. The office timing will, however, continue as at present i.e. from 9 AM to 5.30
PM with lunch interval of half an hour from 1 to 1.30.

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  DECLARATION OF CLOSED HOLIDAY:

Incase a National Holiday happens to coincide with the weekly rest day (s) i.e. Sunday
(for establishments following 48 hours a week) and Saturday and/ or Sunday (for
establishments following 5 days week) another closed holiday will be declared by the
respective projects/units/establishments of the company so that the actual number of
holidays in the calendar year are not less than twelve. ;

 CLOSURE OF OFFICES ON DEATH OF HIGH DIGNITARIES:

In case of death of high dignitaries, NTPC's offices, Projects, Stations and other
Establishments will be closed only if the Industrial Establishments of the Central
Government are declared to be closed.

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NTPC SCHEME OF FALICITIES FOR HIGHER
STUDIES
The NTPC Scheme of "Facilities for Higher Studies" covers the following two
categories:

1) Company sponsorship for Higher Studies,

2) Grant of Study Leave for Higher Studies.

1) COMPANY SPONSORSHIP:

 Eligibility:

This applies to all regular employees of the Company but excludes Trainees/
Apprentices/those employed on contract/deputation/temporary/casual basis. Employees
who are under suspension or against whom any disciplinary proceedings/vigilance cases
are pending/ contemplated may not be considered for the sponsorship.

 Entitlements:

(a) For Company sponsorship within India :

The period of sponsorship, generally will not exceed one year and approved by D (HR).
In exceptional circumstances sponsorship beyond one year may be approved by CMD.

i) The employee will normally be expected to stay in the accommodation available with
the Institution where study is under-taken. However, if any accommodation is not
provided by the Institute, payment of HRA, in lieu, may be sanctioned up to the
following limits.

(1) 'A' class cities: - 12.5% of the pay in all A class cities.
15% of the pay in all A-1 class cities..
(2) Other Places: - 7.5% of normal rates applicable to employees posted in such
places.

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ii) The, employees will be paid TA for journeys between the place of duty and the place
where the course is to be attended by them at the time of joining and on re-joining duties,
on its completion.

iii) Examination fees and other charges, if any, of the Institute, will be borne by the
Company.

(b) For Company Sponsorship outside India

The period of sponsorship as well as the entitlement during this period will be determined
by CMD, with reference to the merits of each case

2) STUDY LEAVE:

 Eligibility

Study Leave is admissible to any regular employee of the Company, excluding a

trainee/apprentice, who:

i) Has rendered a minimum of 3 years service inclusive of training/apprenticeship period

in the Company. In the case of deputationists who are subsequently absorbed in the
Company, the period of deputation will be taken into account for this purpose.

ii) Is not due to retire within 5 years of the date on which he is expected to return to duty
after the completion of the course.

iii) Is not employed on a contract/deputation/ temporary or casual basis.

iv) Is not under suspension and no disciplinary proceedings/vigilance cases are pending
against him.

 Period of Study Leave

i) Study Leave is admissible for a maximum period of 3 years; during the entire service
of the employee, subject to the exigencies of work.

ii) This leave is not debited to the regular leave account of the employee.

 Entitlements

i) The employee will not be entitled to any pay or allowances during the period of Study
Leave.

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ii) The employee is entitled to the benefit of continuity of service for CPF and Gratuity
and if the employee chooses to contribute to his Provident Fund account during Study
Leave period, the Company will make a matching contribution as per Rules framed from
time to time.

iii) During the Study Leave period, the employee shall not be considered for promotion,
However, the period will count for eligibility for promotion. The employee will be
considered for promotion as per the company policy of the rejoining duties on expiry of
study leave. The duration of study leave availed without completing the study will not be
reckoned for purpose of eligibility for promotion or for earning increments. The
employees will also not be eligible for grant of Study Leave again.

iv) The study leave will not be considered for the purpose of earning any kind of leave.

ELIGIBILITY:

The expenditure incurred by the employees towards education of their school going
children studying in Class I to XII, Graduation and Post-Graduation awarded by
universities / deemed universities recognized by UGC. It has been decided to allow
reimbursement of expenditure on Children Education to the Employees, as detailed
below.

1. Tuition Fees: Part tuition fees actually paid by the employees over and above Rs.75/-
per month per child (i.e. the highest fees being charged by Kendriya Vidyalaya presently)
will be reimbursed subject to the following monetary ceilings:

(i) Rs.225/- per month per child in respect of employee’s children studying at places
where CCA is not payable.

(ii) Rs.340/- per month per child in respect of employee’s whose children are studying in
places where CCA is payable provided the employee is retaining his family at a place
other than his place of posting or is drawing hostel subsidy at such a place

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2. Hostel Subsidy: Reimbursement of expenditure incurred by employees towards hostel
charges of a residential school where their children are studying, at a place other than the
place of posting of the employee concerned, will be allowed as Hostel Subsidy, as per
actual, limited to a maximum of Rs.675/- p.m. per child.

i) The reimbursement of expenditure incurred by employees towards tuition fee and/or

hostel charges, shall be allowed limited to two children only and will be admissible on
production of documentary evidence.

ii) The reimbursement of expenditure on children’s education has also been extended to
physically/mentally handicapped children of employees who are admitted in
normal/special schools

 Procedure:

Employees intending to avail of the reimbursement under the scheme shall submit a
request at the beginning of each academic year along with documentary evidence of
payment made by them towards the monthly tuition fees and/or hostel charges in the
proforma. Subject to the request being in order, the concerned HR Department shall issue
a sanction order for each academic year, indicating the amount and period of
reimbursement to be made to the employee concerned. Consequent to this,
reimbursement shall be allowed on a monthly basis along with the salary of the employee
concerned, for the sanctioned period during the academic year.

1 NTPC is a family and in this spirit we should be alive to the needs of our employees.
An employee plays a crucial role in the contributions which he makes to our
organization. Like in any family, if member of our family gets married during his stay
with us, it is felt that NTPC should not let such an occasion go unnoticed and
acknowledge it with the required sensitivity

2. On the occasion of marriage of an employee a gift of about RS.1, 100/- may be

presented to him/her on behalf of NTPC. If the wedding takes place in a place where
NTPC has its office/establishment, we may also provide a car/jeep on behalf of the

28
company for assistance in the marriage function for 3 days for local use only. Further, at
the time once within 6 months of their marriage when the newly married couple visits, a
place where NTPC has its own guest house and stays in the Company guest house, they
may be charged for room rent as being on official visit.

VI. SCHEME FOR GRANT OF MERIT

SCHOLARSHIP TO THE CHILDREN'S OF
NTPC EMPLOYEES

 OBJECTIVE:

To provide encouragement and to facilitate higher education of meritorious children

of NTPC employees.

 SCOPE:

Only dependent children including legitimate, legally adopted and step children of
NTPC employees are eligible for the Scholarship. The scheme shall also be
applicable to deputationists till the time of their deputation in NTPC.

The applicability of the scheme shall be limited to two children only.

 PROCEDURE:

1. The employees intending to avail of the Scholarship for their children under the
scheme shall submit request, at the beginning of each academic year along with
documentary evidence of successful completion of the previous year’s course except for
the first year when the scholarship shall be granted on securing admission in the above

29
mentioned courses.

2. The scholarship will be discontinued in case the employee whose child has been
granted scholarship ceases to be in the services of the Company for any reason .However,
the eligible student may continue to get the Scholarship in the following cases:-

a) Retirement or Superannuating of the employee

b) Death of the employee

c) Termination of services of the employees due to disability caused by accident or

continued ill health.

d) Voluntary retirement under approved company scheme.

3. The continuance of the scholarship will be subject to good conduct and performance of
the student in the institution concerned. The scholarship shall be cancelled or with held
for a particular period, which can be extended, if a candidate fails to qualify in the
examinations and is not promoted to the next higher class or if the conduct is found
unsatisfactory by the institutions.

VII. COACHING CLASSES FOR CHILDREN

OF NTPC EMPLOYEES
1) Infrastructure facilities are provided for setting up coaching classes for 1 batch each of
class XI & XII students in engineering & medical streams.

2) NTPC also provides subsidy in the fee to be paid by the children of NTPC employees
to these coaching centers.

3) A loading facility has been provided in Noida Township for children of NTPC
employees who wish to attend coaching classes at Delhi/ Noida/NCR for preparing for
competitive entrance exam in engineering & medical.

30
 VIII. CANTEENS
Canteen facilities are available inside the work premises for employees to provide tea,
lunch & snacks at no profit no loss.

CANTEEN COMMITTEE

OBJECTIVES

• Suitable canteen facilities would be arranged inside the works premises for the
employees at the projects so as to provide tea/ lunch and snacks etc. at reasonably
cheap rates.
• Canteen committee is to provide hygienic and testy food to employees at
reasonable rate they provide better facilities related to space infrastructure,
ventilation, illumination, utensils etc.
All the issues related to canteen raised by union are handle by them .The last but
not least objective to arrange meeting in which all the matter related to the
canteen are discussed.

IX. LEAVE TRAVEL CONCESSION

RULES

 NATURE & EXTENT OF CONCESSION:

i) An employee will be eligible to avail LTC only after completion of 1year’s continuous service in
regular establishment of Company.

31
ii) The entitlement for first block of an employee on joining the service of the
Company will be reckoned from the block in which he completes one year's
continuous service.

iii) LTC to deputationists will be allowed as per the terms of deputation. In

the absence of any provision in the terms of deputation, LTC will be allowed as per
the rules of NTPC during the period of deputation.

 NATURE OF ENTITLEMENT:

Place of Visit Entitlement Remarks

SUB-RULE ‘A’ For Self & Family

In one block
Home town; OR By shortest route
Distance up to 1800 By any route
Kms; OR
Distance up to 1400 By any route on the
Kms basis of Certification

AND in 2 Block
Home Town; OR By shortest route
Any where in India; OR By shortest route
Distance up to 1800 By any route
Kms; OR
Distance up to 1400 By any route on the
Kms basis of certification

SUB-RULE ‘B’ For Self Alone

Every year Home Town By the shortest route &
provided that his family
is living at a different
station which is away
from his place of work.

32
  CASH LUMPSUM ASSISTANCE :

GRADE CASH LUMPSUM ASSISTANCE IN Rs

(Excluding Hometown & on certification

basis)
W0 to W2 2000/-
W3 to W5 2500/-
W6 to W7 3000/-
S1-S4 / W8-W11 3500/-
SG 3750/-
E1 to E3 4000/-
E4 to E6 5000/-
E7 & above 6000/-

 CARRY FORWARD:

1) An employee and members of his family who are unable to avail of LTC in the
relevant block may carry forward the entitlement to the end of the next block.
Carry forward will be available only in respect of such family members who
were otherwise entitled for the concession in the relevant block.

Refusal: Whenever a leave sanc tioning authority refuses leave for availing of
LTC due to exigencies of work the matter should be brought to the notice of

Corporate HR Department immediately with proper justification for such

refus als.

2) In the case of such dependent children in respect of whom journey fare was
not leviable in the LTC block, but for whom journey fare is pay able on the
date of actual travel in the carry forward block for reason of their having
come into the age bracket in which Journey fare is leviable, reimbursement
of LTC claim is admissible provided they have actually traveled on LTC is
the relevant carry-forward block.

33
3) Requests for extension of period for availing LTC due to pressing official
reason or personal reason will be examined on the merit of each case for
appropriate decision by the Competent Authority at Corporate Center.

4) Employees will be entitled to reimbursement of LTC for two block years

together at a time. This clubbing with be admissible in the second block only
under the 1800 Kms Scheme if no LTC has been availed for the immediate
previous blockThis facility shall also be admissible to employees who are left with
less than one year of service before superannuation.

 ADVANCE:

1 An advance to the extent of 100% of the anticipated fares for journey

of the employee and/or his family from Headquarters to Home
Town/place of visit and back by the entitled class (including
Bus/Steamer/Taxi fare etc.) may be allowed as per entitlement of the
employee; provided the anticipated absence of the employee or his
family, as the case may be, does not exceed three months. In case this
period is anticipated to exceed three months, the advance will be
allowed for the outward journey only. The request for advance should
be made on the prescribed advance form.

2 The advance may be granted within a period not exceeding 60 days

before the proposed date of the journey but shall have to be refunded
forth-with if the employee is not able to produce documentary
evidence within 15days of the drawl of the advance to show that he
has utilized the amount of advance for the purchase of ticket(s).

3 Where after undertaking outward journey, the remaining amount of

advance is not utilized for return journey within six months from the
date of commencement of outward journey, the unspent amount
should be refunded forthwith.

34
4 An account of the advance shall be rendered by the employee
concerned immediately after the completion of the journey and in no
case later than one month from the date of completion of return
journey.

5 In case of failure to produce the documentary evidence as required or

to refund the unspent amount of advance by the employee, the
employee will be charged penal interest @ 3% over and above the
bank lending interest rate for the period of default.

6 An employee who draws an advance in respect of particular block(s)

for self and or family members and does not utilize the same or a
portion thereof in respect of self or the family members but does not
refund the unutilized/unspent amount within the prescribed time limit
as indicated above will not be eligible for a second advance for the
same block year.

TRAVEL CONCESSION FOR EMPLOYEE'S CHILDREN STUDYING

AWAY FROM THE PLACE OF POSTING OF THE
EMPLOYEES.

 Eligibility:

This concession will be admissible to the children of the employees of the

Company who are eligible for LTC subject to fulfillment of the
following conditions
i) Such children are wholly dependent on the employee;
ii) They are studying in recognized educational / professional
institution within India at a place away from the place of
posting of the employee or the residence of his family (spouse
and children only parents of the employee excluded);

35
 iii) They are residing at a place 50 Kms. away from the place of
posting of the employee or the residence of his family

 Entitlement:

1 The concession can be availed of only once in a calendar year during

approved vacation. The approved vacation for this purpose means the
vacation declared by the recognized institution in which the children
are studying.

2 Where the outward journey is commenced in one calendar year, and

the return journey is completed in the following year, the concession
will be reckoned against the year in which the outward journey
commenced.

3 The reimbursement of the fare will be limited to actual expenses

incurred on travel each way subject to a maximum of second class rail
fare at student's concessional rates from the railway station nearest to
the place where the children are studying.
 Claim:

1 Claim for reimbursement in all cases will be entertained only on

completion of the return journey.

2 Claims for reimbursement must be supported with adequate proof of

journey i.e. Ticket No. Money Receipts etc. together with a
prescribed certificate from the recognized institution for each child
separately for whom the concession is claimed.

3 Every claim should be preferred in the proforma as prescribed within

three months of completion of return journey failing which it shall be
forfeited.

36
 SOCIAL SECURITY
I. EMPLOYEES PROVIDENT FUND

 NAME OF THE FUND:

The Fund shall be called "National Thermal Power Corporation Limited

Employee's Provident Fund" New Delhi.
 CONTRIBUTIONS AND ACCOUNTS:

CONTRIBUTIONS

(1) The contribution payable by the Company to the Fund shall be at

the rate of 12% of the basic wages and the Dearness Allowance
(including cash value of any food concession) payable to each
employee and leave encased who is eligible for membership of the
Fund.

(2) The contribution payable by any employee shall be equal to or

more than the contribution payable by the Company in respect of
such employee subject to the limit laid down in the Income Tax
Act.

(3) The contribution shall be calculated on the basis of the basic

wages and Dearness Allowance (including the cash value of any
food concession) actually drawn during the whole month whether
paid on daily, weekly, fortnightly or monthly basis.

(4) Each contribution shall be calculated to the nearest 50 paisa or

more to be counted as the next higher a rupee and less than 50
paisa shall be ignored.

37
  RECOVERY OF A MEMBER'S SHARE OF CONTRIBUTION:

The amount of a member's contribution paid by the Company shall, be recoverable by

means of deduction from the wages of the members and not otherwise:

Provided that no such deduction may be made from any wage

other than that which is paid in respect of the period or the part of the
period in respect of which the contribution is payable.

MEMBERS ACCOUNT:

1. An account shall be opened in the office of the Fund in the name of

each member in which following shall be credited:
a. His contributions
b. Contributions made by the Company in respect of him; and
c. Interest
2. All items of account shall be calculated to the nearest rupee 50
paisa or more to be counted as the next higher rupee and less than
50 paisa shall be ignored.

 PAYMENT OF PROVIDENT FUND:

(1) When the amount standing to the credit of a member, or the

balance thereof after any deduction becomes payable, it shall be the
duty of the Secretary to make prompt payment He shall close the
account of the member and give notice in writing to the person to
whom the amount is payable, specifying the amount and tendering
payment thereof.

(2) If any portion of the amount which has become payable is in

dispute or doubt, the Secretary shall make prompt payment of that
portion of the amount in regard to which there is no dispute or
doubt, the balance being adjusted as soon as may be possible.

38
 (3) If the person to whom any amount is to be paid under these Rules is
a minor or a lunatic for whose estate a guardian or a manager, as
the case may be, has been appointed, the payment shall be made to
such guardian or manager. In case no such guardian or manager
has been appointed, the payment shall be made to such person as
the Chairman, where the amount does not exceed Rs. 1,000 or the
Board if the amount exceeds Rs. 1,000 but does not exceed Rs.
5,000 considers to be the proper person representing the minor or
lunatic and the receipt of such person for the amount paid shall be
a sufficient discharge thereof.

(4) Any person who desires to claim payment shall send a written
application to the Chairman, who may at the option of the person to
whom the payment is to be made, make the payment.

i) By postal money order at the cost of the payee.

ii) By crossed cheque and sent through post; or

ii) By deposit in the payee's bank account, if any.

 EMPLOYEES FAMILY PENSION SCHEME, 1971:

The employer is responsible to comply with the statutory provision of

the Family Pension Scheme 1971 with RPFC.

 EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME, 1976:

The employer will comply with the conditions of Employees Deposit

Linked Insurance Scheme 1976 with RPFC with effect from 1st
August, 1976.

Whenever any provision of the NTPC Rules are found silent the

39
 provisions of Employees Provident Fund & Miscellaneous Provisions
Act, 1952 shall apply.

 WITHDRAWALS:

Withdrawals permitted Ceiling limit for the withdrawal

i) illness/disability of member or his 3 months basic wages, dearness allowance

dependent

ii) higher education of member or his -do-

dependant

iii) marriage of self ,children ,dependant 6 months basic wages & DA or the
sisters &brother member’s total contribution with interest
thereon ,whichever is less

iv) other ceremonies of self , children, 3 months basic wages& DA or the

dependant parents, sisters & brothers member’s total contribution with interest
thereon, whichever is less.

v) marriage of relative 3 months basic wages & DA.

 REPAYMENT:

In 25 equal monthly installments for i, ii, iv, v & 50 equal monthly

installments for iii.

II. GRATUITY

 ELIGIBILITY AND SCALES OF GRATUITY:

1) Gratuity shall be payable to an employee on the termination of his

40
 employment after he has rendered continuous service for not less
than 5 years.
a) On his superannuating or
b) On his resignation, retirement or termination of his service
c) On his death or disablement due to accident or disease.

Provided that the completion of continuous service of five years

shall not be necessary where the termination of the employment of
any employee is due to death or disablement.

Provided further that in the case of death of the employee, gratuity

payable to him shall be paid to his nominee, or if no nomination
has been made, to his heirs.

Where the transfer of an employee to another public Sector

Undertaking is effected with the consent of NTPC management,
the employee shall be allowed the benefit of transfer of his gratuity
to his new employer.

2) a) The amount of gratuity shall be equal to 15 days wages last

drawn by the employee concerned for every completed year of
service or part thereof in excess of 6 months subject to
maximum of 40 time 15 days wages or Rs.3.5 lakh
whichever is less.

b) Incase of death of an employee, amount of gratuity will be

admissible on the scale calculated under (a) above or as
worked. out below, which ever be more.

Period of Continuous Service Amount of gratuity

Up to 1Year 4 time 15 days wages
More than 1 Year up to 5 years 12 times 15 days wages

41
More than 5 Years but up to 20 years
More than 20 years
24 times 15 days wages
Half month's wages for completed half year of
service subject to max. of 66 times 15 day
swages. Provided however the amount of
gratuity shall in no case exceed Rs. 3.5 lakh.

The amount of gratuity equal to fifteen days wages shall be computed in the following
manner:

Monthly wages x 15

15 days wages = ————————————

26

 PAYMENT OF GRATUITY:

i) An employee who is eligible for payment of gratuity or any

person authorized in writing to act on his behalf shall apply to the
Secretary within 30 days from the date the gratuity becomes
payable to him.

Provided that where the date of superannuation or retirement of an

employee is known, the employee may apply to the Secretary
before thirty days of the date of superannuation or retirement.

ii) A legal heir of an employee who is eligible for payment of gratuity

shall apply to the Secretary within one year from the date the
gratuity becomes payable to him.

 MODE OF PAYMENT OF GRATUITY:

The gratuity payable shall be paid in cash or if so desired by the payee, by Demand
Draft or Cheque to the eligible employee, nominee or legal heir, as the case may be.

Provided that in case the eligible employee, nominee or legal heir, as the

42
 case may be, so desires, and the amount of gratuity payable is less than
Rs.1000, payment may be made by postal money order after deducting the
postal money order commission thereof from the amount payable.

III. GROUP PERSONAL ACCIDENT

INSURANCE SCHEME:

 OBJECTIVE:

The objective of the Group Personal Accident Insurance Scheme (GPAIS) is a welfare
measure formulated to insure employees against the consequences of
personal accidents and provide appropriate relief to the affected employee
or the nominee through an Insurance Cover.

 SCOPE:

1 The Scheme shall cover all regular employees and will also include/cover
deputationists, Board appointees and Trainees of the Company under its own
training Schemes, but shall not cover Apprentices under Apprentices Act,
Muster Roll/Daily Rated/Casual/Badli substitute employee or employees
appointed on contract basis.

2 With the implementation of this Scheme, the following two Schemes shall
become in operative

(i) Scheme of taking Air Insurance Policy for employees traveling by air

(ii) Scheme of ex-gratia Payment in case of personal injury caused due to

accident arising out of and in course of employment to employees
who are not covered by the Workmen's Compensation Act, 1923.

43
  BENEFITS:

The Insurance Policy will provide coverage by way of payment of compensation to the
extent specified in this Scheme to the covered employees, whether he is on
Company's duty or not, on any location in India or abroad; against a bodily
injury resulting solely and directly from accidents caused by violent,
external and visible means which shall solely, and independent of any
cause, result in death or disablement. The benefits under the Policy in brief
are as follows:

11Death:

In case of death of a covered employee of NTPC, will be paid

compensation by the Insurers to the extent of 100% of the Capital Sum
Insured, which will be 50 months' pay (i.e. Basic pay and Dearness
Allowance) of the financial year during which the death takes place
2 Permanent Disablement:
In case of permanent total disablement of a covered employee of NTPC, will
be paid compensation to the extent of 100% of the capital sum assured.
In case of permanent partial disablement specific % of the capital sum assured for different
type of disablement.

3 Temporary Disablement:
In case of a temporary disablement of a covered employee caused by an
accident , the employee will be entitled to a sum @ of 1% of the Capital
Sum Insured /week only when the employee is on leave (other than
Special Disability Leave) subject to the condition that this weekly benefit
will be restricted to minimum weekly payment of Rs.3000/- and a
maximum weekly payment of Rs. 5000/- The compensation shall not be
payable for more than 104 weeks in respect of any one injury and in no
case, shall exceed the capital sum assured.

4 Expenses on Transportation of Dead Body:

44
 In the event of death of the Insured Person due to accident, takes place outside
his/her residence, the insurer shall reimburse, in addition to the amount of compensation
of the Capital sum insured, the expenses incurred for transportation of employee's dead
body to the place of CAPITAL SUM ASSURED:

residence subject to the maximum of 2% of Capital Sum Insured or Rs.

1,000/- whichever is less.

50 months of basic pay plus DA with regard to the pay as on 1st April
of the financial year during which death/disablement takes place.

 CLAIMS:
Death:
The covered employee's legal personal representative/nominee will submit
the claim in the prescribed form for this purpose along with the following
documents:
i) Claim in prescribed form
ii) Attested copy of Death Certificate
iii) Attested copy of Post Mortem Report
Permanent (total and partial) Disablement:
The covered employee shall submit the claim in the prescribed form for
this purpose along with the following documents:
i) Claim form/Attending Doctor's Report
ii) Medical Fitness Certificate
iii) Leave Sanction Certificate by HR dept.

Temporary Total Disablement:

The covered employee shall submit the claim in the prescribed
form for this purpose along with the following documents:

i) Claim Form/Attending Doctor's Report

45
ii) Leave Sanction Certificate by HR Department
iii) Fitness Certificate.

IV. NTPC EMPLOYEE BENEVOLENT FUND

SCHEME

 OBJECTIVE :

The NTPC Employees Benevolent Fund Scheme* is introduced with a

view to provide financial assistance to the families of member employees
who die a natural death while in the employment of the Company.

 SCOPE AND COVERAGE :

The Scheme will cover all employees borne on the regular rolls the
Company, who enroll themselves as members or the Scheme, but w i ll
exclude deputationists, lien holders, trainees/apprentices, muster roll,
casual, badli or substitute employees.

 MEMBERSHIP OF THE SCHEME :

The Membership of the Scheme will be voluntary. An eligible employee who wishes to
become a member shall apply in the prescribed Form , to be filled in
duplicate, authorizing recovery of the contribution payable by him @
0.6% of Basic Pay and DA subject to a minimum of Rs. 10- per month and
a maximum of Rs. 25/- per month

 EXTENT OF BENEFIT:

1 In case of natural death of an employee while in the employment of the

Company, the nominated family members of the employee concerned will be

46
 paid on amount equivalent to 25 months Basic Pay + DA (reckoned as on
1st April of the relevant financial year) subject to a minimum of Rs. 40,000/-
and a maximum of Rs. 1 lakh.

2 The benefit, as above, shall not be admissible in the case of death arising out
of accident, for which the relief is covered under Company's Group Personal
Accident Insurance Scheme. In such cases, the nominated family members
of the member employee will be entitled for refund of the amount
contributed by him, without interest.

 NOMINATION FOR PAYMENT:

1 Every Member employee shall make a nomination in the prescribed

format (Form-I) conferring on one or more persons of his family the
right to receive the benefit under the Scheme in the event of his death,
indicating the shares payable to each member. In case of an employee
having no family, the nomination may be made in favour of any person
or persons or body of persons, corporate or incorporate. Family, for this
purpose shall mean the spouse, children, whether married or unmarried;
dependent parents and the widow and children of deceased son, if any.

2 In case no nomination has been made by the deceased member employee

under this Scheme, the benefit under the Scheme will be paid to the
person(s) as nominated for Group Insurance Scheme.

 PROCEDURE FOR PAYMENT:

On natural death of a member employee, intimation will be given by the

concerned HR Department after obtaining the usual formalities. On
receipt of the communication from the HR Deptt., a Society/Committy
will sanction the amount after ascertaining the beneficiary/beneficiaries
entitled to receive the benefit. The payment will be made by a crossed
cheque/bank draft to the beneficiary/beneficiaries.

47
 V. SCHEME FOR PAYMENT OF FUNERAL
EXPENSES

 OBJECTIVE:

The Scheme has been formulated with a view to rendering assistance on an immediate
basis towards' funeral expenses of the employees who die for any reason, while in
employment of the Company.

 APPLICABILITY:

The Scheme shall cover and be applicable to all full- time employees of the Company
including deputationists, lien holders, apprentices/trainees recruited under Company's
own training schemes; but shall not be applicable to muster-roll, daily rated, casual,
badli or substitute employees and apprentices .

 ASSISTANCE:

1 In the event of death of an eligible employee while in service of the Company, the
following two types of assistance shall be admissible:

i) An amount of Rs. 5000/- shall be paid towards the funeral expenses of the
deceased employee.
ii) Free transport wherever available or alternatively reimbursement for cost of
transportation will be provided for the funeral within the municipal/local
limits of the place where the death of the employee occurs.

2 The aforesaid payment is not over and above, but in lieu of the amount of
Rs. 5000/- admissible to a member of NTPC Employees Provident Fund
from the “capital reserve fund account".

48
 PROCEDURE

1. On receipt of the information regarding death of an employee, by the concerned HR

Department, the Senior HR Officer/ HR Officer looking after the welfare function, shall
obtain the sanction of the Head of the unit for grant of the payment as well as transport
wherever available or alternatively reimbursement of the cost of transportation (on
production of documentary evidence as regards the expenditure) to the eligible person.

2 On receipt of the sanction, the concerned Finance Department would immediately

arrange for the amount in cash and hand-over to the Senior HR Officer/ HR Officer
(Welfare) for doing the needful. After making payment, the concerned Finance
Department will take action for recoupment of the amount from NTPC provident Fund
Trust, New Delhi, in case the deceased employee was member of NTPC Provident Fund.

VI. NTPC EMPLOYEES (HBA) GROUP

INSURANCE SCHEME:

 INTRODUCTION:

1) For sometime pact, it has been observed that in the event of untimely
demise of an employee while in service, the deceased employee's family
faces financial hardships in repaying the outstanding House Building
Advance of the employee, if taken; and in the process, the terminal
benefits like PF, Gratuity etc. get depleted to a large extent.

2) To cover the liability of the employees towards outstanding HBA and

interest thereon in case of death, the Company has taken a HBA Insurance
Policy from LIC, which provides for insurance cover for the house
building advance taken by the employees.

 Coverage:

49
In terms of the insurance scheme, LIC shall provide insurance cover to
individual HBA taken by the employees to the extent of Rs.7.0lakh
(principal & interest).In the event of death of an employee while in service
& before repayment of the entire amount of HBA & the interest thereon,
LIC shall pay to the company the outstanding HBA & interest of the
employee, limited to Rs7.0 lakhs.Any amount beyond the limit of
Rs7.0lakh shall be adjusted as due from the concerned employee.

The premium towards taking the aforesaid insurance policy shall be as per
the rates charged by the LIC from time to time. The premium payable
under the scheme will be shared by the company and the concerned
employees in the equal proportion of 1:1: and the employees, share shall
be recovered from them in 12 equal monthly installments.

VII. NTPC EMPLOYEES' FAMILY

ECONOMIC REHABILITATION
SCHEME

 OBJECTIVE:
To provide monetary benefit and support to an employee in case of his
Permanent Total Disablement, and to his family in case of his death,
provided the Permanent Total Disablement / death, as the case may be,
takes place while the employee is in service of the Company.

 SCOPE & COVERAGE:

The scheme will cover all regular employees (both executives and non-
executives excluding trainees/apprentices). The scheme will also cover
full time Functional Directors of the Company in regular scale of pay.
 ELIGIBILITY:

50
1 The benefits under the Scheme will be admissible in cases of death /
Permanent Total Disablement excluding cases of death/ Permanent Total
Disablement due to accident while on duty, provided the employee has
completed one year of service at the time of death / Permanent Total
Disablement.
2 The benefits may also be allowed in cases of death / Permanent Total
Disablement due to accident while on duty at the discretion of
Management if dependants of the deceased employee do not opt for
employment in NTPC.

 BENEFIT:

1 On the separation of an employee from the service of the Company on

account of death/Permanent Total Disablement, the beneficiary would be
entitled to monthly payment equivalent to the employee's salary (Basic Pay
plus DA + special pay) last drawn provided the beneficiary deposits with the
Management, the PF balance. Gratuity & Group Insurance benefit.

2. Such monthly payment would be inclusive of contributory Pension payable

under NTPC Ltd. Self Contributory Superannuation Benefit (Pension) Trust Fund
and would continue till the normal notional date on which the employee
concerned would have attained the age of superannuation, had the employee
continued in the service of the Company. While amount equivalent to employee's
salary (Basic + DA + special pay) last drawn less pension payable will be paid by
the Company, Pension amount will be paid to the beneficiary directly by the
Pension Trust. The amount would be payable w.e.f. the month following the
month in which the amounts specified in the above Para is deposited with the
company.

 TERMINATION OF BENEFIT:

51
 i) On the normal date of superannuation of the separated employee, the
monthly payments under this Scheme would cease and the amount
deposited with the Company under this Scheme would be refunded to the
beneficiary. Under the Scheme, no interest on the deposits will be
admissible for the period of deposit.

ii) If the beneficiary desires to permanently withdraw the PF, Gratuity, and
Group Insurance amounts deposited with the Company under the Scheme
at any point of time, he/she will be allowed to do so.

VIII. ‘NTPC LTD. SELF CONTRIBUTORY

SUPERANNUATION BENEFIT (PENSION)
SCHEME’
(Managed by NTPC Ltd. Self Contributory Superannuation Benefit (Pension)
Trust)

 OBJECTIVES:-

In order to take care of post retirement needs and contingencies of death or permanent
disablement while in service of the Corporation a, ‘Self Contributory Superannuation
Benefit (Pension) Scheme’ has been introduced.

 ADMINISTRATION OF THE SCHEME:-

52
 The Scheme will be administered by a Trust constituted for the purpose and named as
‘NTPC Ltd. Self-Contributory Superannuation Benefit (Pension) Trust’.

 EFFECTIVE DATE:-

Scheme shall be deemed to have been introduced w.e.f. 1.4.95.

 COVERAGE AND ELIGIBILITY:-

All existing employees in the pay scales applicable to the workmen, Supervisors and
Executive categories who were on the roll of the Corporation as on 1.4.95 shall be
deemed to be Members of the Scheme from that date.

 CONTRIBUTIONS TO THE SCHEME :

1 CONTRIBUTION TO THE TRUST BY THE CORPORATION:-

The Corporation shall contribute to the Trust an amount of Rs 100/- per annum for all the
Employees taken together, and such Contribution shall be made over to the Trust before
the end of the accounting year of the Corporation.

2 CONTRIBUTION TO THE TRUST BY THE MEMBERS:-

Every Member shall make following contributions to the Trust by way of deduction
from his salary.

 FIXED PERCENTAGE SALARY CONTRIBUTION PAYABLE

MONTHLY:-

53
A fixed Percentage of monthly Salary based on age of Member on the date of his entry to
the Pension scheme determined as under:-

AGE PERCENTAGE OF SALARY

33 Yrs and below 1.0%
Above 33 < = 38 Yrs 1.5%
Above 38 < = 43 Yrs 2.0%
Above 43 < = 48 Yrs 3.0%
Above 48 < = 53 Yrs 4.0%
Above 53 Yrs 5.0%

The above mentioned Percentage shall remain same till he actually leaves the service of
the Corporation unless otherwise revised by the Board of Trustees.

 PENSION BENEFITS:

1) SUPERANNUATION OF MEMBER:-

Qualifying Service

As on date of Superannuation a Member should have completed a minimum of 10(Ten)

years of Continuous service but in case of Members who are on the rolls of NTPC as on
1.4.95 , the minimum qualifying service will be five (5) years (i.e. Past Service +
Future Service).

Rate of Pension:-

Member on Superannuation will be entitled to Superannuation benefit (Pension)

commencing from the month following the month of Superannuation, Pension at the
rate of 1.25% per year of Reckonable Service limited to 50% of salary last drawn. For
Reckonable Service of less than 40 years the benefit shall be proportionately reduced.

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2) DEATH OF A MEMBER WHILE IN SERVICE:-

On death of a Member the Beneficiary will be entitled to get Pension at the rate of 50%
of last drawn Salary of the Member. The Pension being payable from the month
following the date of the death of the Member.

3) TOTAL PERMANENT DISABLEMENT / INCAPACITY WHILE IN

SERVICE:-

On the discharge of a Member from the service of the Corporation due to his Total
Permanent Disablement / Incapacity while in service, such Member will be entitled to
Pension at the rate of 50% of his last drawn Salary. The Pension being payable from the
month following the date of discharge from service.

 COMMUTATION OF PENSION :-

The Member may at his sole discretion commute a part of the eligible Pension as per the
provisions of Annuity purchased from the LIC by the Trust and as per applicable laws.

 PROCEDURE FOR PENSION:-

Consequent upon Superannuation / Death / Discharge from service due to Total

Permanent Disability, cost of Annuity would be paid by the Trust to LIC and LIC will
start paying monthly Pension to the Pensioner. If the Member does not pay his
contribution for Past Service then Pension receivable by him either on Death or
Superannuation or on leaving the service shall be reduced proportionately.

Member will give declaration of their nominees and number of installments to pay the
Past Service Contribution amount for his Past Service in the prescribed proforma (in
triplicate) to be circulated by the Trust.

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 All such declaration will be collected by the concerned Personnel Department of
the Project / Unit and will be sent to the Trust.

RETIREMENT MEDICAL FACILITIES

 COVERAGE:

The Scheme is framed with a view to provide medical benefits to the

executives of NTPC and their spouses subsequent to their retirement, on
contributory basis.

 ELIGIBILITY:

1 The Scheme will apply to the following categories of NTPC executives:

(i) Executives who separate from the Company on account of
retirement on attaining the age of superannuation or are separated
by the Company on Medical grounds, with a minimum qualifying
period of 10 years of continuous service in Central/State
Government/Public Sector Undertaking, out of which a minimum
of 5 years shall be in NTPC.
(ii) Board level appointees, on completion of first term.

2 To the spouse of deceased employee.

3 Employees pre-maturely retiring on attaining 58 years after having put in

minimum 20 years of service in NTPC.

 BENEFITS:

The Medical benefits to the retired executives & their Spouses under the
Scheme will be admissible for the treatment taken only in India.

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The retired executives residing at places where the Company has its own hospitals/full
fledged dispensaries would be allowed medical treatment facilities,
including medicines as available in such hospitals/dispensaries only.

 CONTRIBUTION:

For executives: Rs 7200/- one time.

For non-executives:

i) Where Co. hospitals are available: Rs 30/- pm or Rs 3600/- one time.

ii) Where Co. hospitals are not available: Rs 50/- pm or Rs6000/-one time.

 PROCEDURE:

1 An eligible executive who intends to avail of Medical benefits under the

scheme shall apply for this purpose to the Head of the Project/Unit from
where he has retired, indicating inter-alia, the NTPC Project/Unit where
he wants to register himself for availing the facilities giving his residential
address. In the event, the executive wants to change the place from where
he wants to avail the benefits; he will have to approach the Project/Unit
from where he is availing the facilities for the change.

2 The personnel Department of the Project/Unit, will after scrutiny of the

application and verification of the eligibility conditions, issue an office
order permitting the beneficiary/ beneficiaries to avail the benefits with
copies to the Personnel Department and Finance Department of the
concerned Unit/Project where the retired executive is to be registered.

3 The Project/Unit where the retired executive is to be registered shall duly

register the retired executive concerned and issue a Medical Card to him,
after receipt of the prescribed amount of contribution from the retired

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 executive. The amount will be payable to the Project/Unit by cash or
demand Draft in favor of NTPC drawn on any branch at that place. A
copy of the Medical Card shall also be sent to the concerned Finance and
Accounts Department.

4 The Medical Card will be valid for a period for which the prescribed
contributions have been paid. The Medical Card shall be renewable on 1st
April of each financial year on payment of the prescribed contribution.
However, intermittent or broken period membership shall not be
permitted.

5 The Medical Card will become invalid from the date any of the eligibility
conditions ceases to be fulfilled by the beneficiaries and in that case, the
contribution paid for the unexpired period if any will not be refundable.

 CLAIM:

1 For claiming reimbursement of medical expenditure incurred by the

beneficiaries, the retired executive shall prefer claim not more than once in
a month to the Accounts.

2 The claim will be processed and reimbursed to the retired executive by the
concerned Accounts Department after verifying the validity of the Medical
Card and the benefits admissible to the retired executive concerned under
the scheme.

X. NTPC EMPLOYEES DEATH RELIEF

SCHEME

 OBJECTIVE:

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To provide financial assistance to the family of a member employee who dies while in
harness.
 COVERAGE:

i) All regular employees borne on the regular rolls of company, and

ii) Who are enrolled as member of the scheme excluding

Deputationists, lien holders, trainees, muster roll, casual, or substitute
Employees.
 BENEFIT:

In the event of death of an employee, an amount of Rs 25/- will be deducted from the
next salary due, of all member employees of the company and the entire corpus
remitted to the nominee of the deceased member employee.

ADVANCES

I. HOUSE BUILDING
ADVANCE

 OBJECTIVE:

The objective of NTPC House Building Advance Rules is to establish uniform policy and
rules relating to the grant of House Building Advance to the employees of the Company.

 POLICY:

1 These rules are framed entirely as a welfare measures and do not confer any right
or benefit on the employees nor impose any obligation or liability on the
company.

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 2 The House Building Advance will be admissible for constructing a house
including purchase of land for that purpose, purchase of house, enlarging an
existing accommodation, preferably in the areas falling within a radius of 40 kms
of the Company’s project and/or its permanent offices; or any where in India,
where an employee of the Company intends to settle down after retirement.sz

 ELIGIBILITY:

All employees who, on the date of making application for advance, have
rendered not less than five years’ continuous service in the regular
establishment shall be eligible for grant of the advance.

II. PERSONAL COMPUTER ADVANCE

 ELIGIBILITY:

The advance towards purchase of a new Personal Computer shall be granted only to all
regular employees who are in the grade of W1 and above, & who have completed
at least 1 year of service, except for:

i) Lien holders;
ii) Deputationists;
iii) Apprentices/trainees, whether engaged under Company's own training
scheme or under Apprentices Act, 1961; and
iv) Muster roll, daily rated casual, badli or substitute employees.

 AMOUNT:
The maximum amount of advance for the purchase of Personal Computer (or laptop) to
an employee shall be limited to 80% of the actual cost of Personal Computer
subject to a maximum of Rs. 40,000/-
 INTEREST:

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The rate of interest to be charged on Computer Advance would be (6 %) per annum.
 REPAYMENT:
1 The advance granted to an employee under these rules shall be repaid in full
before superannuation/separation from the services of the Company.

2 The advance for purchase of computer will be recovered in not more than 60
equal monthly installments commencing from the month following that in which
the advance is drawn. The interest will be recovered in not more than 12 equal
monthly installments thereafter.

III. FURNISHING / HOUSEHOLD ADVANCE

 Eligibility:Employees in the executive, supervisory & workmen

(W1& above) category (excluding trainees and persons appointed on
contract basis) and who have more than one-year service left on the
date of application will be eligible to apply.
 Purpose:
The purpose of the scheme is to grant an interest-free, recoverable advance to
employees for purchasing furniture/household items.

 Amount:
The monetary ceiling for sanction of advance to meet the cost of items shall not
exceed the amounts given under against the grades specified. The application for
subsequent advance may be entertained only after 5 years of the drawl of first
advance. However, in case of change in the monetary ceiling due to change of
grade of employee, the difference in entitlement may also be paid to the
employee. The total advance so granted shall, however, be repayable within 5
years from the original sanction.

Level of Employee Monetary Ceiling (Rs.)

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 E5-E7 25,000

El-E4 15,000

S1 - S4 / W8 - W11 & SG 9,000

W1 - W7 7,000

 Recovery:

The advance drawn under the scheme shall be recoverable from salary in 60 equal
monthly installment (excluding the month of drawl of advance), or till
superannuation or cessation of employment of the employee, whichever is earlier.
In the event of sanction of subsequent advance due to change of grade of
employee, the amount recoverable shall be recalculated.

IV. MULTI PURPOSE ADVANCE RULES

 Eligibility:

Employees in the executive, supervisor and workmen (W1&above) category (excluding

trainees and persons appointed on contract basis).

 Purpose:

The purpose of the Scheme is to grant an interest-free, recoverable advance to employees

to meet contingency requirements.
 Amount:

The amount of advance admissible to an employee shall be 1month's Basic Pay as on the
date of application.

i) The advance shall be interest free.

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 ii) The advance shall be admissible only once in a calendar year.

 Recovery:

Recovery of the advance shall be made from the salary of employee in not more than 12
equal monthly installments. The first recovery shall commence from the salary of the
employee from the following that in which advance is drawn.

V. CONVEYANCE ADVANCE

 ADMISSIBILITY:

These rules shall be applicable to all full time employees of the Company except:
i) Lien holders
ii) Deputationists;
iii) Apprentices/trainees,
iv) Muster roll, daily rated casual, badli or substitute employees.

 ELIGIBILITY:

The advance will be granted only to employees who have completed at least 1 year service
in the regular establishment of the company and who have been subscribing for at one
year either to the NTPC Provident Fund Account or any other recognized Provident Fund
Account.

Category of employees Type of vehicle

All executives Car

W1 & above Scooter/motorcycle

W0 & above Moped

All employees Bicycle

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 AMOUNT:

The amount of advance granted to the employees of NTPC are as under:

Type of vehicle Advance

Motor car ( E1 to E5) Actual cost of motor car; OR

90% of cost of maruti (800cc model)

which ever is lower.

Motor car (E6 and above) Actual cost of motor car; OR

90% of cost of maruti, Zen Lx, which

ever is lower.

Scooter/ motor cycle Actual cost of scooter/ motor cycle;

OR

90% of the cost of Bajaj Chetak

Std.150cc scooter / Bajaj CT100
motorcycle, which ever is lower.

Moped Actual cost of moped; OR

90% of the cost of Bajaj Spirit 70cc

moped, which ever is lower.

Bicycle Actual cost of bicycle; OR

Rs.1000/-, which ever is lower.

 INTEREST:

An advance granted shall carry simple interest from the date of payment of the advance, the

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amount of interest being calculated on the balance outstanding on the last date of each
month.

Type of vehicle Rate of interest( per annum)

Motor car 7.5%

Scooter / motor cycle / moped / 6.5%

bicycle

REPAYMENT:

1) The advance granted to an employee shall be repaid in full before

superannuation/ separation from service of the employee, by equal
monthly installments, as indicated below.

i) In case of advance granted for the purchase of a motor car, within a period
not exceeding 12 years

ii) In case of advance granted for the purchase of a scooter/motorcycle, within a

period not exceeding 6 years.

iii) In case of advance granted for the purchase of a moped, within a period not
exceeding 4 years.
2 Recoveries on account of interest will be affected only after the recovery of the
principal amount.

VI. MEDICAL ADVANCE

Employees borne on the regular establishment of the company including trainees

recruited under the company’s own training schemes are eligible for medical advance for
indoor treatment on the basis of nature and likely duration of the ailments / diseases,

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estimates of treatment furnished by the hospital and at the discretion of the competent
authority. The medical advance allowed only in non – notified hospitals.

CONCLUSION
The study at NTPC revealed that the employees of the
organization are satisfied with the benefits provided
to them. Through the analysis of the responses of the
employees it seems that the employees are aware of
the various benefits provided to them by the
organization. The company has a well defined HR-
MANUAL –which includes all the information regarding
social security, advances, incentive schemes and
facilities being provided to the employees. This is the
reason for maximum employee retention .The strong
human resource enhances the public image of the
organization as NTPC is one of the “NAVRATNAS” of
the Indian public sector undertaking
Finally an organization with maximum employee
retention and healthy working environment further
enhances the image of company.

BIBLIOGRAPHY
BOOKS
Websites
 WWW.ntpcindia.com

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  www.ntpc.com
 www.ntpceoc.com
 www.google.com

Magazines
 Business Word
 Annual reports of NTPC

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