Employee Benefit

I. LEAVE TRAVEL CONCESSION ELIGIBILITY: All employees & their family member employed in the regular establishment including a probationer, a lien holder, a deputationist, and a person appointed on contract for a period of two years or more, with one years continuous service. ENTITLEMENT: 'Entitled Class' means the class and mode of travel applicable as per Travelling Allowance Rules of the company subject to the condition that the travel by air or Ist Class ACC by Rail will be permissible to employees in the grade of E6 and above. Nature of Entitlement Place of visit Entitlement Remarks

Sub-Rule A: For Self & Family In One block Home town By shortest route OR Distance upto 1800 Kms By any route OR Distance upto 1400 Kms By any route claim on the basis of Certifi-cation AND in another Block Home Town OR Any where in India OR Place of visit Distance upto 1800 Kms OR Distance upto 1400 Kms SUB-RULE 'B' Every year Home Town By shortest route By shortest route Entitlement Remarks By any route By any route on the basis of certification For Self Alone By the shortest route & provided that his family is living at a different station which

is away from his place of work. ______________________________________________________________________ CASH LUMPSUM ASSISTANCE : Grade Cash Lumpsum Assistance in (Rs.) (excluding Home Town & on Certification basis) 2000 2500 3000 3500 3750 4000 5000 6000

W0 to W2 W3 to W5 W6 to W7 Supervisors/W8 & above Selection Grade E1 to E3 E4 to E6 E7 to E9

For computation of the amount admissible on certification basis, the entitled class of travel would be II AC Class or the actual class of travel, whichever is lower. Note: 1. L.T.C for any particular block year can be availed in that block year or the next block year. For example : L.T.C. for the block year 1994-95 can be availed upto Dec., 1997. 2. Carry forward in respect of part family is not allowed. DEFINITION OF FAMILY FOR LTC & MEDICAL PURPOSES : W.e.f. 6.7.2000, Family means an employees spouse (only one) residing with the employee and two surviving children (below 25 years) and parents subject to the family members being dependent on the employee. The restriction regarding number of children shall not apply to those who have been availing LTC for more than 2 children before issuance of these orders . However the restriction of age i.e. 25 years shall apply to the existing children. Further, the restriction of 25 years of age for dependent children will not be applicable for physically handicapped or mentally retarded children dependent on the employee. The procedure for considering a physically handicapped/mentally retarded child as dependent, beyond the age of 25 years, the following criteria is to be adopted: The income of such child, from all sources, to be less than Rs.3000/- PM as in the case of other dependants.

The employee has to provide a medical certificate from Govt. hospital stating that the child is suffering from Total Permanent Disablement or is Mentally retarded. A family member is deemed to be dependent if his/her monthly income (in case of parents, monthly combined income of both the parents) does not exceed Rs.3000/- p.m. (Excluding pension, if any for the purposes of Medical Attendance & Treatment Rules) . II. MEDICAL ATTENDANCE & TREATMENT RULES Applicability All regular employees, trainees and apprentices (other than Act apprentices) and their family members. TREATMENT AT PLACES WHERE HOSPITALS/DISPENSARIES EXIST. FULL FLEDGED COMPANY

All employees and their family members are entitled to free medical attendance and treatment in NTPC Hospitals/Dispensaries. TREATMENT AT PLACES WHERE FULL HOSPITALS/DISPENSARIES DO NOT EXIST. (A) OUTPATIENT TREATMENT: Consultation charges: Consultation Fees For Domiciliary Visit Rs.75/- for the first visit subject to a maximum of 4 visits/consultations for the same ailment. FLEDGED COMPANY

Type of Doctor For the clinics

a) MBBS

Rs.40/- for each consultation (upto a max. of 4 consultations for the same ailment)

b) Specialist

Rs.100/- ConsultRs.150/- visit for maxiation (upto a max. mum of 4 visits/consultof 4 consultations ations for the same for the same ailment) ailment. ______________________________________________________________________ For visits between 10 PM and 6 AM, the charges are 1 times the normal charges. A certificate is also required to the effect that the domiciliary visit was in the interest of the health of the patient. For outpatient treatment obtained in notified hospital, the consultation charges charged by the notified hospital concerned is reimbursed. (B) HOSPITALISATION CASES

(a) i)

For Delhi based employees: If treatment taken in notified hospital: Reimbursement of actual accommodation & medical charges limited to the specified entitlements, in the notified/Empanelled Hospitals. A list of notified hospitals in Delhi & other regions are placed at Annexure-I. List of entitled accommodation is given at Annexure-II. If treatment taken in non-notified hospital: Reimbursement of actual accommodation charges limited to the following rates:

ii)

------------------------------------------------------------------------------------Pay Range (Rs) Rate/day (Rs.) -----------------------------------------------------------------------------------Executives Supervisors Workmen ----------------------------------------------------------------------------------E1-E2 E2A-E4 E5-E7A E8 & above NA W1-W4 W5-W7 All Suprs. NA NA NA W8 & above NA NA 120 225 375 600 700 800

-----------------------------------------------------------------------------------b) i) For employees posted at places other than Delhi For places where hospitals are notified: If treatment taken in a notified hospital reimbursement of actual accommodation charges limited to the entitlement (linked to pay ranges) of employees in the notified hospitals. If treatment taken in non-notified hospital reimbursement of actual accommodation charges limited to the ceilings for the concerned places. For places where hospitals are not notified:

ii)

Reimbursement of actual accommodation charges limited to specified percentages of rates admissible for Delhi based employees in nonnotified hospital as follows: --------------------------------------------------------------------Classification of cities Percentage --------------------------------------------------------------------A Class 100% B1 & B2 Class 80% Unclassified 60% -------------------------------------------------------------------Medical Treatment Charges (a) i) ii) For Delhi based employees If treatment taken in notified hospitals, reimbursement of actual treatment charges limited to the rates charged by notified hospital for the treatment in question and related to the entitled accommodation charges. If treatment taken in non-notified hospitals, reimbursement of actual treatment charges limited to the entitlement of the employee in the hospital notified for this purpose. For employees posted at places other than Delhi For places where hospitals are notified If treatment taken in notified hospitals, reimbursement of actual treatment charges limited to the rates charged by notified hospitals for the treatment in question and related to the entitled accommodation charges. If treatment taken in non-notified hospitals, reimbursement of actual treatment charges limited to the entitlement of the employee in the hospital notified for this purpose at the concerned place. For places where hospitals are not notified. Reimbursement of actual treatment charges limited to specified percentages of rates admissible for Delhi based employees in the hospital notified based on entitlement, as follows: --------------------------------------------------------------Classification of cities Percentage --------------------------------------------------------------A Class 100% B1 & B2 Class 80% Unclassified 60% ---------------------------------------------------------------

(b) i) -

ii)

Specialised Treatment For specialised treatment like Open Heart Surgery, Kidney Transplant, Neuro-Surgery operation, Tympanic Implantation, etc., hospitals providing such specialised treatment shall be notified by Corporate Centre and reimbursement allowed as per rates charged by these hospitals. C) OTHER ITEMS a) Injection Fees, Dressing charges etc. (i) (ii) (iii) Intravenous, Intramuscular, Subcutaneous Dressing Stitches

Rs.10/Rs.25/Rs.15/(upto first 10 stitches) Rs.40/(above 10 stitches)

b) i)

Diagnostic/Pathological Tests etc. Reimbursement of expenses incurred on diagnostic/pathological tests etc. are regulated in the same manner as indicated under Medical Treatment Charges. Reimbursement of charges of specialised treatment not available in the notified hospital will be allowed as per actuals limited to the rates charged by AIIMS for test concerned.

ii)

c) Dental Treatment -----------------------------------------------------------------------------------Type of Dentists Consultation Charges -----------------------------------------------------------------------------------Dental surgeons having Rs.75 for first Post Graduate qualification consultation subject in Dental Surgery to a max. of 4 consulconsultation. tations for the same ailment. Dental Surgeons not Rs.40 for each possessing P.G. qualification consultation in Dental Surgery consultation. ---------------------------------------------------------------------------------------

If the Dental treatment is taken in notified hospital, the actual charges shall be reimbursed. (other than cosmetic treatment). If treatment is taken in non-notified hospital, the rates shall be governed as per list enclosed at Annexure-III. d) Reimbursement under Homoeopathic & Ayurvedic systems of medicine: Consultation charges (if medicines prescribed by doctor) For each consultation same ailment) Medicines

i)

Rs.25/-(Maximum 4 for the

ii)

When medicines are supplied by the doctor, no separate consultation charges are paid and reimbursement is restricted to the amount calculated @ Rs.10/per day for the period of treatment. iii) Indoor treatment is not allowed in Ayurvedic & Homeopathic systems of medicines. III. DEPENDENCY OF PARENTS : The parents of a deceased employee in workmen category shall continue to be treated as dependent of widow of the deceased employee who has got employment in NTPC on compassionate grounds. Consequently, the parents of the widow of the deceased employee will not be treated as dependent. IV. FACILITIES TO CHILDREN UNDER GUARDIANSHIP: In case of a childless employee in workmen and supervisory category belonging to the Muslim or Christian community, the facilities of LTC, Medical, and Education shall be extended to only one child, provided the childless employee has been given the legal guardianship of the child by the Competent Court of Law. The facilities would be subject to restriction of age as per rules. V. 1.0 Leave CASUAL LEAVE: ENTITLEMENT: a) b) i) EXECUTIVES/SUPERVISORS: 12 days in a calendar year. WORKMEN: Those having upto 10 years of service 10 days/year

ii) c) -

Those having more than 10 years of service 12 days/year TRAINEES/APPRENTICES (other than Act Apprentices) 12 days in a Calendar Year. While intervening Sundays and Holidays are not debited to the Casual Leave Account, the total absence including Sundays and Holidays must not exceed 10 days on any one occasion. Casual Leave can be granted for half day also with lunch interval as the dividing line. Unavailed CL lapses at the end of each calendar year.

2.0

SPECIAL CASUAL LEAVE Special Casual Leave can be granted to meet special situation as detailed in the Company Leave Rules.

3.0

EARNED LEAVE: ENTITLEMENTS: a) (i) (ii) b) EXECUTIVES, SUPERVISORS and WORKMEN on the rolls as on 31.12.1996. 30 days per calendar year.

WORKMEN:(Joined on or after 01.01.1997)

------------------------------------------------------------------------------Length of service EL Per Year ------------------------------------------------------------------------------Those having upto 5 years of service 25 days More than 5 years but upto 10 years 27 days More than 10 years but upto 15 years 29 days More than 15 years 30 days ------------------------------------------------------------------------------c) d) EXECUTIVE TRAINEES 30 days per calendar year. APPRENTICES (Other than Act Apprentices) 20 days per year

ACCUMULATION LIMITS: a) b) c) Executives, Supervisors & Workmen : 300 days. Apprentices (Other than Act Apprentices) : 160 days. Executive Trainees = 300 days.

 3.1

Earned Leave is credited in advance in two instalments of 50 % of entitlement each on 1st January and 1st July every year. Intervening Sundays and Holidays falling within the spell of EL are counted as EL.

ENCASHMENT OF EARNED LEAVE: Admissible to all regular employees. 75% of total EL is treated as encashable.

Encashable EL as due on 30th June or 31st December of preceding half year or balance of leave after adjusting leave taken during the year upto the date of encashment, whichever is less, can be encashed. 4.0 For the purpose of encashment, Basic Pay, Special Pay, Personal Pay and Dearness Allowances are taken into account.

Encashment is allowed in full including un-encashable portion at the time of retirement or termination of employment except by disciplinary proceedings or retrenchment of employee. HALF PAY LEAVE Executives, Supervisors calendar year. & Workmen are entitled to HPL @ 20 days per

HPL is not admissible to Trainees/Apprentices and employees on contract. Half pay for this purpose means half of the Basic Pay. All other allowances are paid in full. HPL is credited in advance in two instalments of 50% of entitlement each on 1st January & 1st July, every year. 4.1 SICK LEAVE: 4.2 Sick Leave is admissible to Trainees/Apprentices @ 10 days per year on full pay. Sick leave account is credited in advance with 5 days on First January and balance five days on First July, every year. The accumulation limit for Sick Leave is 30 days.

ENCASHMENT OF HALF PAY LEAVE/SICK LEAVE Half Pay Leave/Sick Leave may be encashed upto a maximum of 240 days (HPL)/120 days (SL) in the following events:

i) ii) iii)

Separation from the Company on attaining the age of superannuation; or Death while in service; or Cessation of service, other than on grounds of disciplinary action, after attaining the age of 50 years provided that the concerned employee has completed a minimum of 10 years continuous service in Central/State Government/PSU out of which a minimum of 5 years is in NTPC; or On completion of the tenure of Board level appointees.

iv) 5.0

COMMUTED LEAVE: HPL can be commuted to full pay leave on medical ground. Commuted leave is allowed to regular employees only. It is not admissible to Trainees/Apprentices, probationers, t mporary employees e or employees on contract. When commuted leave is granted, half pay leave account is debited with twice the period of such commuted leave.

6.0

EXTRA ORDINARY LEAVE: Extra-Ordinary leave means leave sanctioned under special circumstances without any pay and allowances when no other kind of leave is due or when the employee specifically applies for extra-ordinary leave. Extent: Upto 3 months on any one occasion other than on grounds of illness. Upto 6 months, on any one occasion on grounds of illness, other than TB, Leprosy and Cancer. Upto 18 months on any one occasion in cases of treatment for TB, Leprosy and cancer. EOL in respect of Trainees/Apprentices (other than Act Apprentices) must not exceed 20 days on any one occasion.

a) b) c)

7.0

MATERNITY LEAVE To regular married female employees (excluding Apprentices/Trainees) 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. Maternity Leave may be granted for a period upto 135 days. The date of commencement of this leave shall be 45 days before the expected date of delivery and shall be upto 90 days from the actual date of delivery. However, it will not exceed 135 days in total.

Marternity leave is also granted for miscarriage/abortion for a maximum period of 45 days in the entire career of a female employee. 8.0 PATERNITY LEAVE : A male employee with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife. During period of such leave, he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. Paternity Leave shall not be debited against the leave account and may be combined with any other kind of leave (as in case of Maternity Leave). Subject to the above, it shall be granted only twice in the entire period of service. 9.0 QUARANTINE LEAVE: 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. Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebro-spinal meningitis may be treated as infectious diseases for which Quarantine Leave can be granted. The maximum period for which Quarantine Leave may be granted is 21 days, which, in exceptional circumstances, may be extended to 30 days. 10.0 COMBINATION OF LEAVE: Any kind of leave other than casual leave may be granted in combination with or in continuation of any other kind of leave. VI. 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 shall be allowed Special Disability Leave with full wages/salary subject to detailed Rules framed in this regard. Such employees who avail of the Special Disability Leave shall not be entitled to receive benefits under Group Personal Accident Insurance Scheme or vice-versa. VII. FACILITY FOR HIGHER STUDIES (A) (a) COMPANY SPONSORSHIP: Within India:

All regular employees subject to certain eligibility conditions can be sponsored by the company for higher studies within India upto one year with approval of Director (Personnel) and beyond one year with approval of CMD. Admissible Benefits/Facilities Accommodation: The sponsored employee is normally expected to stay in the accommodation available with the institution where study is undertaken. However, if any accommodation is not provided by the institute, some assistance towards HRA as prescribed under the Rules, in lieu, may be sanctioned. The employee is allowed to retain the Company accommodation for the duration of the course, for stay of his family (spouse and children). Travelling Allowance: The employee is entitled to journey fare & journey D.A. as per the normal TA Rules, for journeys to and fro between the place of duty and the place where the course is to be attended. Examination Fee: Examination fee and other charges, if any, of the institute, are borne by the Company. Out of Pocket Allowance: An out of Pocket Allowance, as considered necessary by CMD, may be given for the duration of the course. Benefits of Service: The normal entitlements as on duty is protected except incentive payment (construction/generation) and/or any other ex-gratia payment/reward etc. for the period of sponsorship. The employee is entitled to normal service benefits including CPF and Gratuity. The period will also count for eligibility for promotion. Bond : The sponsored employee is required to execute a bond as prescribed. (b) Outside India :

The period of sponsorship as well as entitlement is The employee is allowed to retain the Company accommodation for the duration of the course, for stay of his family (spouse and children). Travelling Allowance:

The employee is entitled to journey fare & journey D.A. as per the normal TA Rules, for journeys to and fro between the place of duty and the place where the course is to be attended. Examination Fee: Examination fee and other charges, if any, of the institute, are borne by the Company. Out of Pocket Allowance: An out of Pocket Allowance, as considered necessary by CMD, may be given for the duration of the course. Benefits of Service: The normal entitlements as on duty is protected except incentive payment (construction/generation) and/or any other ex-gratia payment/reward etc. for the period of sponsorship. The employee is entitled to normal service benefits including CPF and Gratuity. The period will also count for eligibility for promotion. Bond : The sponsored employee is required to execute a bond as prescribed. (b) Outside India :

The period of sponsorship as well as entitlement is determined by CMD with reference to the merits of each case. OTHER CONDITIONS i) No salary/allowance is admissible for the period during which the employee interrupts his studies unless expressly approved by the competent authority.

ii) (B)

Acceptance of any part-time employment, scholarship, honorarium or any other allowance/payment from any outside agency without prior sanction of the competent authority is prohibited. STUDY LEAVE: ELIGIBILITY A regular employee with 3 years of service and who is not due to retire within 5 years of the expected date of return after the course, is eligible for study leave for a maximum period of 3 years, during the entire service of the employee subject to the exigencies of work. ADMISSIBLE BENEFITS/FACILITIES: i) The employee is not entitled to any pay or allowances during the period of study leave.

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, the company will make a matching contribution as per the Rules. During the study leave period the employee is not considered for promotion. However, the period counts for eligibility for promotion.

iii)

OTHER CONDITIONS: i) Acceptance of any part-time scholarship, honorarium, or any other payment during this period without prior approval of Competent Authority is prohibited. The employee is required to vacate the Company accommodation provided to him, if any, within 3 months of proceeding on study leave

ii)

BOND: The employee is required to execute a Bond to serve the Company as prescribed under the Rules. VIII. REIMBURSEMENT OF BODIES/INSTITUTES MEMBERSHIP FEES FOR PROFESSIONAL

Reimbursement of membership fees for professional bodies/institutes is admissible to executives in respect of professional bodies/institutes duly registered in India or set up under an Act/Statute in India and which is relevant to the concerned executives profession/field of work and allied field. The Scheme provides for reimbursement of membership/admission fee and annual/periodic subscriptions only. The number of professional bodies/institutes for which the reimbursement may be allowed is limited to two in case of executives in the ranks of Manager and above and one for executives in the ranks of Deputy Manager and below. IX.INTERNET CONNECTION IN LIEU OF MEMBERSHIP OF PROFESSIONAL BODIES/INSTITUTES : To assist Executives and employees in selection grade in their professional development and to make NTPC a learning organisation, it has been decided to reimburse charges for Internet connection at residence on production of proof of payment subject to a maximum of Rs.2000/- per annum, in lieu of one membership of Professional body/institute. X. REIMBURSEMENT OF EXPENDITURE ON CHILDRENS EDUCATION ELIGIBILITY Employees borne on the regular establishment of the Company including probationers, lien holders, deputationists on foreign service terms(unless the

terms of deputation provide otherwise), but excluding trainees, apprentices, casual/temporary employees and persons appointed on contract basis. AMOUNT Reimbursement of expenditure incurred by employees towards tuition fees and/or hostel charges in respect of their wholly dependent children studying in class I to XII, Graduation and Post graduation courses in the areas of Science, Commerce and Humanities is admissible as under: Tuition Fees : Part tuition fees over and above Rs.50/- per month per child is reimbursed subject to the following monetary ceilings: i) ii) Rs.150/- per month per child in respect of employees posted at the projects/establishments where CCA is not payable. Rs.225/- per month per child in respect of employees posted at establishments where CCA is payable.

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 employees concerned are allowed as hostel subsidy as per actuals subject to a maximum of Rs.450/- per month per child. Reimbursement of tuition fees and/or hostel subsidy as above is allowed in respect of only two children and on production of documentary evidence. Physically handicapped/Mentally retarded children of employees are also eligible for Reimbursement of Expenditure on Children's education. XI. EMPLOYEE DEVELOPMENT SCHEMES The Company provides opportunities and facilities to employees to obtain the following qualifications: i) ii) iii) Qualification equivalent to Class VIII Qualification equivalent to Matric Qualification equivalent to Graduation

Employees who possess at least class V/VIII/Matriculation qualification are eligible to register themselves for the above three schemes respectively. While Employee Development schemes for acquiring qualifications equivalent to Class VIII/Matric are operated through any school in the township (affiliated to respective State Education Boards) and Open School system of CBSE respectively, the scheme for acquiring qualification equivalent to Graduation is operated in-house by the Company.

Expenses towards registration fee and tuition fee for the courses under CBSE/SEB are reimbursed to the extent of 50% for the first two attempts. XII. WORKERS EDUCATION SCHEME The scheme, operated in collaboration with the Central Board of Workers Education (CBWE), covers all employees in the workman category irrespective of their educational qualification. Books and stationery are provided free of cost to all the participants in the programme. Thirty minutes time off per day is given for attending classes. On successful completion of the course, the participants are awarded certificates to that effect. The participants adjudged first, second and third best trainees are given cash awards ranging from Rs.51/- to Rs.201/-. XIII. ADULT EDUCATION SCHEME The scheme is meant for the people at large living in and around NTPCs project areas and is specifically directed towards the adult workers in the employment of NTPC (including their spouses) and its contractors/sub-contractors. The amount of honorarium being paid to Adult Education Teachers/Instructors is Rs.800 p.m. Books and stationery are provided free of cost to all participants in the programme. NTPC employees attending adult education classes are allowed thirty minutes time off per day from the working hours. On successful completion of the course, the participants are awarded certificates to that effect. The participants adjudged first, second and third best trainees are given cash prizes ranging from worth Rs.251/-, Rs.200/-, Rs.151/-. XIV. EMPLOYEE EDUCATION PROGRAMMES

1. M.Tech In Power Generation In Association With IIT-Delhi NTPC entered into an MOU with IIT Delhi for running a long term M.Tech program in Power Generation Technology. The MOU was entered on 01.05.98 for running 04 successive batches. Rules and regulation as applicable to other M.Tech programs of IIT-Delhi govern this M.Tech program. Admissions to the program will be in July / August of each year. Admission test / interview will be held by IIT-Delhi. Program Design M.Tech program in Power Generation Technology is a regular 18 month program held at IIT-Delhi and PMI. It comprises of first two semesters devoted to the core and elective papers, associated laboratory work and a minor project work. Third semester is exclusively for a major project work.

Eligibility criteria Full-time graduate engineers in the disciplines of Electrical, mechanical and C&I, with 07 years of post qualification power sector experience and not exceeding 40 years of age. Employees already possessing PG qualification in engineering would not be considered. Conditions of service The normal entitlements as on duty will be paid to the Employees selected for the program. Selected employees are required to execute a service bond for the period of study and a further period of 03 years of post study service. Employees successfully completing the M.Tech program are posted in technical areas for utilizing their knowledge / expertise. 2. BS in Power Engineering In Association With BITS-Pilani Objective This program has been formulated in association with Birla Institute of Technology and Science -Pilani, Rajasthan. The objective of the program is to enhance the qualification of the employees possessing diploma qualification; to enable them to acquire a graduate degree in Engineering. This program has been envisaged as a distance-learning program and employees will pursue the course while on duty. Scope & coverage This is open to all employees who posses at least a diploma in any branch of Engineering. They should have completed at least five years of service in the company and would not be superannuating within five years of admission to the course. Employees already possessing a graduation qualification in engineering, however are not eligible to apply. Admission fee /semester fee A one time admission fee of Rs.10,000 and semester fee of Rs.60,000 (for 6 semesters @ Rs.10,000 per semester) totaling to Rs.70,000 will be shared in the ratio of 70:30 between NTPC and the employee respectively. Infrastructure and study centres The training centres of the projects/PMI at CC will act as nodal agencies /local study centres.

Mentoring A scheme of mentoring for the students of BS in Power Engineering has been introduced. Since this is a distance learning program the faculty would not be in personal touch with the candidates. The system of mentoring will supplement and reinforce the formal education process. Mentoring is a process whereby a senior employee (mentor) takes a few employees (mentees) under his wings and offers them his knowledge wisdom etc. He plays the role of a friend, philosopher and guide to the mentees. Absence / withdrawal from the program In case an employee joins the course and remains absent from the classroom / contact program / assignments /exams unauthorisedly, the total fee paid by NTPC till that date will be recovered. A student who is admitted on the strength of his employment in NTPC and who resigns from the services of the corporation will be required to pay back all the contribution paid by NTPC towards his admission fee / semester fee etc. In case an employee having obtained admission to the programs, desires to withdraw from the program before completion, he will be required to refund all the contribution paid by NTPC towards his admission fee/semester fee etc. Further, NTPC will not sponsor him for the course in future. In case of death of an employee, during the course of undergoing the programme, no recovery of the outstanding amount as on the date of death i.e., the amount deposited with BITS, less recoveries already made till such time, shall be made. General terms & conditions Employees enrolled for the program will be governed by the academic regulations of BITS-Pilani. Period spent on attending classroom sessions / contact programs/exams will be treated as on duty. Employees who are clubbed with other projects for the purpose of classroom sessions/examinations will be allowed TA/DA as per rules. This facility is not available for reappearances.

XV.

LIVERIES All employees (including trainees recruited under Companys own training schemes) are entitled to summer uniforms as per prescribed scales. In addition to above, they are entitled to winter uniforms also.

XVI.

CANTEENS Canteen facilities are available inside the work premises for the employees at the Projects/Stations so as to provide tea, lunch & snacks etc. at no profit no loss basis.