STEEL AUTHORITY OF INDIA LTD.

( A MAHARATAN COMPANY ) BOKARO STEEL PLANT , BOKARO STEEL CITY

A PROJECT REPORT ON EMPLOYEES BENEFITS IN BOKARO STEEL PLANT. SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE IN BACHELOR OF BUSINESS ADMINISTRATION. SUBMITTED BY : Priti UNDER THE GUIDANCE OF : MRS P.M HEMROM A.G.M ( Personnel) ROURKELA INSTITUTE OF MANAGEMENT STUDIES

Certificate
This is to certify that the project entitled EMPLOYEES BENEFITS IN BOKARO STEEL

PLANT is bonafide record of interim report carried out by Miss. Priti a student of Rourkela Institute
of Management Studies, Rourkela, bearing University Registration Number 03110BBA034 (session 2009-2012), has successfully completed her summer Internship Project for the partial fulfilment of the requirements of the award of the degree of Bachelor of Business Administration of Sambalpur University, Odisha. To the best of my knowledge and belief, this project is her original effort and contribution, which she has worked sincerely under my guidance in this duration. The summer project report has not been submitted earlier to this University or to any other University/Institutions. Wishing her good luck for a successful career and all future endeavors.

Date:

Name and Signature of the Principal (Under Graduate Courses) RIMS, ROURKELA

DECLARATION

I hereby declare that this project titled E m p l o y e e s b e n e f i t s has been conducted in B o k a r o s t e e l c i t y , J h a r k h a n d , in partial fulfillment of the requirement of the Bachelor of Business Administration course from ROURKELA INSTITUTE OF MANAGEMENT STUDIES, ROURKELA under SAMBALPUR UNIVERSITY, JOYTI VIHAR, ODISHA. The facts and figures presented here is correct and true to the best of my knowledge and belief.

DATE: PLACE: Rourkela

Priti BBA (3rd Year) Reg. No. 03110BBA034

Acknowledgment
Expression of giving thanks are just a part of those feeling which are too large for words, but shall remain as memories of wonderful people with whom we have got the pleasure of working during the completion of project. The completion of any project brings with it a sense of satisfaction, but it is never complete without thanking those people who made it possible and whose constant support has crowned my efforts with success. One cannot even imagine the power of the force that guides us all and neither can we succeed without acknowledging it. My deepest gratitude to Almighty God, my mother and father for holding my hands and guiding me throughout my life. The organization which not only trainees a lot of Management Professionals but also helps to understand the working environment of company. I am thankful to UNIT-BOKARO STEEL PLANT which helped me to do so. I have this great opportunity to express my deep sense of gratitude and whole hearted thanks to MRS. P.M HEMROM, A.G.M (PERSONNEL), for his invaluable guidance, inspiration & encouragement. It is because of him that I could synchronize my efforts. I also express my sincere thanks to MRS SUNITA JHA,(Jr. Manager) as in spite of having so much work load she guided me throughout the project. I shall be failing in my duties until & unless I express my sincere thanks to all the Staff members, both Operational & Back office, my Sister and all my friends whos suggestions and support helped me either directly or indirectly to achieve success in my endeavour.
Prof. G.Majhi, HOD (Under Graduate RIMS) for providing the opportunity to prepare the project report under their guidance. I wish & express my heart-full gratitude to Prof. Aparajita patnayak for the guidance and suggestions throughout the project, without which I could not have been able to complete this project report successfully.

Priti

CONTENTS

CHAPTERS 1. CHAPTER-1 1.1 Employee benefits 1.2 Objectives of the study 1.3 limitations of the study 2. CHAPTER-2 2.1 Introduction to The Company 2.2 Introduction to The Bokaro Steel Plant 3. CHAPTER-3 3.1 Research Methodology 4. CHAPTER-4 4.1 Study at BSL 5. CHAPTER-5 5.1 Observations 5.2 Recommendation s \ 5.3 Conclusion 6. BIBLIOGRAPHY

PAGE NO.

CHAPTER-1

1.1 Employees benefits

As we all know the term benefits has been in vogue in Indian industry since long. This is called by various names such as fringe benefits, wage supplements, supplementary compensation, non-wage benefits, indirect benefits, and hidden payment. In simple words benefits means membership-based non-financial rewards given to employees. Why benefits? Do these motivate employees to higher performance? The answer is often no, the reason for this is membership based nature of benefits, i.e., benefits are offered to all employees regardless of their performance. As per the motivation theories, provision of benefits acts as maintenance only and does not stimulate employees to work more. There is evidence that the absence of adequate benefits and services can contribute to employees dissatisfaction and increased absenteesion and turnover. Types of benefits Various benefits provided to the employees may be classified on different bases. Various benefits provided to employees under statutory and voluntary benefits are discussed hereunder. Statutory benefits:- these benefits are mandatory provided under the provision of various Acts as discussed below. i. The Factories Acts,1948:- this Acts covers areas including health, welfare,safety,working hours, leave with wages etc. ii. The Mines Act,1952:- specifies that there should be provision for first-aid boxes and first-aid rooms in mines. iii. The Plantation Labour:Acts 1951. :- the Act makes provision for canteen in plantations , educational arrangements in estate for the children of workers, provision for umbrellas,blankets,raincoats,or other such amenities for protection of workers form rain or cold . iv. The Motor Transport Workers Acts,1961:- under this Act, provision for canteen, rest rooms,uniforms,raincoats,medical facilities, etc., are made. First-aid equipped with the prescribed contents are to be provided in every vehicle.

v.

Employees State Insurance Act,1948:- the main benefits provided under this Act include sickness benefits for 56 days in year, maternity benefits,disablement benefit, dependants benefit, medical benefit, etc.. Workmens Compensation Act,1923:- in addition to safety and health measures, provision for the payment of compensation has also been made under this Act. In case of death of the employee, his dependants are eligible for compensation.

vi.

Voluntary benefits:- voluntary benefits are determined and provided by the individual organisation at their own. These benefits may include educational facilities, transportation facilities, housing facilities, recreational facilities child care etc. U.S chamber of commerce has classified employees benefits into five categories as follows: 1. Legally-required payments: i. ii. iii. iv. Old age pension Disability pension Unemployment insurance Workers compensation

2. Contingent and deferred benefits: i. ii. iii. Pension plans Group life insurance Maternity leave

3. Payment for time not worked: i. ii. iii. Vacation Holidays Voting Pay Allowance

4. Paid rest periods: i. ii. Waste-up time Lunch periods.

5.Chrismas bonus.

1.2. OBJECTIVES & SCOPE OF STUDY To have a clear understanding of the various benefits given to the employees of BSP. To find whether employees are satisfied with the benefits given to them.

To give suggestive measures to improve the benefits programme at BSP.

1.3 limitations

The study done in this project is confined to Bokaro Steel Plant. Limited time period of 30 days was given to us. There was limited money at the disposal of the researcher to undertake the study.

Some employees didnt provided enough data which was required.

CHAPTER-2

2.1. INTRODUCTION TO THE COMPANY STEEL AUTHORITY OF INDIA LIMITED. Steel Authority of India Limited - A Maharatna Steel Authority of India Limited (SAIL) is the leading steel-making company in India. It is a fully integrated Iron and steel maker, producing both basic and special steels for domestic construction, engineering, power, railway, automotive and defence industries and for sale in export markets. SAIL is also among the five Maharatnas of the country's Central Public Sector Enterprises.

SAIL manufactures and sells a broad range of steel products, including hot and cold rolled sheets and coils, galvanised sheets, electrical sheets, structurals, railway products, plates, bars and rods, stainless steel and other alloy steels. SAIL produces Iron and steel at five integrated plants and three special steel plants, located principally in the eastern and central regions of India and situated close to domestic sources of raw materials, including the Company's Iron ore, limestone and dolomite mines. The company has the distinction of being Indias second largest producer of Iron ore and of having the countrys second largest mines network. This gives SAIL a competitive edge in terms of captive availability of Iron ore, limestone, and dolomite which are inputs for steel making. SAIL's wide range of long and flat steel products is much in demand in the domestic as well as the international market. This vital responsibility is carried out by SAIL's own Central Marketing Organisation (CMO) that transacts business through its network of 37 Branch Sales Offices spread across the four regions, 25 Departmental Warehouses, 42 Consignment Agents and 27 Customer Contact Offices. CMOs domestic marketing effort is supplemented by its ever widening network of rural dealers who meet the demands of the smallest customers in the remotest corners of the country. With the total number of dealers over 2000, SAIL's wide

marketing spread ensures availability of quality steel in virtually all the districts of the country. SAIL's International Trade Division ( ITD), in New Delhi- an ISO 9001:2000 accredited unit of CMO, undertakes exports of Mild Steel products and Pig Iron from SAILs five integrated steel plants. With technical and managerial expertise and know-how in steel making gained over four decades, SAIL's Consultancy Division (SAILCON) at New Delhi offers services and consultancy to clients world-wide. SAIL has a well-equipped Research and Development Centre for iron and Steel (RDCIS) at Ranchi which helps to produce quality steel and develop new technologies for the steel industry. Besides, SAIL has its own in-house Centre for Engineering and Technology (CET), Management Training Institute (MTI) and Safety Organisation at Ranchi. Our captive mines are under the control of the Raw Materials Division in Kolkata. The Environment Management Division and Growth Division of SAIL operate from their headquarters in Kolkata.

Major Units: Integrated Steel Plants:

Bhilai Steel Plant (BSP) in Chhattisgarh Durgapur Steel Plant (DSP) in West Bengal Rourkela Steel Plant (RSP) in Orissa Bokaro Steel Plant (BSL) in Jharkhand IISCO Steel Plant (ISP) in West Bengal

Special Steel Plants:

Alloy Steels Plants (ASP) in West Bengal Salem Steel Plant (SSP) in Tamil Nadu Visvesvaraya Iron and Steel Plant (VISL) in Karnataka

2.2. INTRODUCTION TO THE BOKARO STEEL PLANT BOKARO STEEL PLANT An Overview: With a capacity of 4 million tonnes, Bokaro is the fourth Steel Plant in Public sector in the country. The site for the Steel works is surrounded by River Damodar on the north, Chas Ramgarh road on the south, Garga River on the East & Muri - Chandrapura Railway link on the west, Bokaro is Coal based Plant. Bokaro Steel Plant (BSL) is situated in the coal belt of Eastern India, Symbolises India's advancement in the design engineering & consultation of Steel Plant. Indian Engineers & Equipment suppliers have played a major role in its construction making. It is the first Indigenous public sector integrated steel plant in India. The preliminary report on Bokaro was prepared by M/s M.N. Dastur & Company in 1959; subsequently Dastur Company was designed in 1st may 1962 to prepare detailed project report for the plant. In the mean time Govt. of India had initiated during 1961, negotiations with the Govt. USA. For external finance required for implementing the project. The Govt. of India agreed in January 1962 it a separate economic survey being made by US Govt. agency for international development (USAID). To make this survey visited India between June & December '92 & submitted its report in March 1963. However due to opposition in US Congress the Govt. of India withdrew its request for AID. Subsequently the Govt. of USSR offered in May 1964 technical and financial assistance for setting up of this plant. The affairs of BS project was being handled by Hindustan Steel Limited till 1963, Bokaro Steel Limited was incorporated on 29th January 1964. The company by setting up of the development of ancillaries facilities mainly the Township, Water and Power facilities, Development of the source of supply of Raw Materials, such as Lime Stone, Dolomite quartzite etc. An agreement was signed on 25th January 1965 between the Govt. of USSR for financial & technical collaboration for the establishment of the plant. The letter extended a credit up to 200 million roubles, equivalent to Rs. 167 crorers for the purpose of meetings the foreign exchange cost of the plant. A contract was subsequently signed on 6th Fir. 1965 for preparation supply of

project, which was submitted on 22nd Dec. 1965. For the technical assistance for the construction & erection of the plant deputation of Soviet specialist was made for that purpose.On 25th Fir. 1967 M/s M.N. Dastur & Co. was appointed as Indian consulting engineer for the plant on 3rd August, 1966. HSCL was awarded Civil Engineering & Building construction for the plant. The construction work was inaugurated by Prime Minister Late Indira Gandhi on 6th April 1968 by pouring of concrete for the foundation of First Blast Furnace. The first Coke-Oven Battery started coke production from 9th September, 1972 and the 1st Sinter Plant was commissioned on 19th September, 1972. The 1st Blast Furnace was inaugurated by the Prime Minister on 3rd October, 1972. The Ist converter started on 27th December 1973, and second converter was commissioned on 4th April 1974. BSL was designed to produce Flat product like, Hot Rolled Coils & Sheets, Cold Rolled Coils & Sheets, Tin Mill black plates and galvanised plan & corrugated sheets. Bokaro's Hot & Cold Rolled products have been acclaimed both in developed & developing canvas. Its Cold Rolling Mill complex has ISO 9002 certification to its credit. The plant has recently been modernised by introducing continuous casting facilities and by updating the Hot Strip Mill. A major step towards state of the art technology for quality steel of international standards. Range of special steel products like SAIL Core, SAIL PROP, SAIL MEPSI, and SAIL RIM are the modernised products. After modernisation BSL liquid steel output is rated at 4.5 million. Bokaro Steel is working towards becoming a one-stop-shop for world-class flat steel in India. The modernisation plans are aimed at increasing the liquid steel production capacity, coupled with fresh rolling and coating facilities. The new facilities will be capable of producing the most premium grades required by the most discerning customer segments. Brand Bokaro will signify assured quality and delivery, offering value for money to the customers. Bokaro Steel values its people as the fulcrum of all organisational activities. The saga of Bokaro Steel is the story of Bokaroans erecting a gigantic plant in the wilderness of Chhotanagpur, reaching milestones one after another, staving off stiff challenges in the liberalised era, modernising its facilities and innovating their way to the top of the heap. To be a respected world Class Corporation and the leader in Indian steel business in quality, productivity, profitability and customer satisfaction.

GRAPHICAL REPRESENTATION OF MARKET SHARE OF B.S.L.

Market Share(%) of different products of BSL

GP/GC CR Coil / Sheet

Products

10.1 21.6

HR Sheets 14.4 22.1

44.1

HR Plates HR Coil 0 10

20

30

40

50

Market Share

FINAL TOUCH TO BOKARO STEEL PLANT. The SAIL Corporate Plan envisages expansion of Bokaro Steel Plant, Bokaro, Jharkhand, from 4.0Mt/yr to 5.77 Mt /yr of hot metal .The increase in plant capacity by upgrading Blast Furnace, Sinter Plant & SMS-II which will lead to increase in consumption of various raw materials like Iron ore Lump, iron ore fines, Lime Stone & Dolomite (Flux Materials) Quartzite, Sinter, Coke, Mn-ore fines, etc.

To handle raw materials required for 5.77MT expansion of BSL, Bokaro from its present production capacity, additional wagon tippler for receipt of raw material and new conveyors have been envisaged. This plant shall deal with receipt, storage, handling of raw materials required to process / consumer plants like Blast furnace, Sinter Plant and provision for future new beds and conveyor feed route to new Lime and Dolomite plant for future Steel Melting Shop (SMS-III) also considered.

The expansion of the plant will be undertaken through a number of turnkey / non turnkey packages including a Blast-Furnace, Sinter Plant, BOF/CCP, Rolling Mill, Lime/ Dolo Plant, Raw Material Handling System (RMHS) to cater to the needs for the same. Bokaro Steel Plant (BSL), Steel Authority of India Limited (SAIL) has envisaged enhancement of crude steel production capacity from 4.0 Mtpa to 5.77 Mtpa for phase-I expansion of BSL, a Govt. of India undertaking, has been appointed as consultant by BSL, SAIL for their expansion programme. In the 5.77 Mtpa expansion, for the receipt and storage of the additional raw material required for the Blast Furnace, Sinter Plant, as well as provision for future beds and conveying route for future Lime /Dolomite calcinations Plant and SMS-III etc shall be covered in the Raw Material Handling System (RMHS) Package (Package #66).

CHAPTER-3

RESEARCH METHODOLOGY

Research methodology is the way to systematically solve the research problem. It may be understand as a science of studying how research is done scientifically. In it I study the various steps that are generally adopted by a researcher in his research problem along with the logic behind them. It is necessary for the researcher to know not only the research method but also the methodology..

SAMPLING:For conducting this survey the samples(51 Samples) were selected randomly from different levels of different departments at various locations. In statistics a simple random sample is a subset of individual (a sample) chosen from a larger set (a population). Each individual is chosen randomly and entirely by chance, such that each individual has the same probably of being chosen at any stage during the sampling process and each subset of k individuals have the same probability of being chosen for the sample as any other subset of k individuals. DATA COLLECTION:This survey had taken the help of Primary and secondary data. For primary data collection it used the following methods: Questionnaire method was adopted in order to get an unbiased feedback from different categories of employees. The questionnaire contained the questions whose response is required in the way to which extent they agree on that statement.

Chapter-4

4.1. STUDY AT BOKARO STEEL PLANT VARIOUS BENEFITS PROVIDENT FUND GRATUITY SAIL EMPLOYEES SUPERANNUATION BENEFIT FUND LEAVE SALARY FOR EARNED LEAVE-(EL) LEAVE SALARY FOR HALF PAY LEAVE-(HPL) FINAL TA(RETIREMENT TA BILL) LIFE COVER SCHEME(IN CASE OF DEATH) GROUP INSURANCE EMPLOYEE FAMILY BENEFIT SOCIETY WORKMENS COMPENSATION UNDER WC ACT, 1923 MEDICAL INSURANCE SCHEME EMPLOYEES PENSION SCHEME 1995 HOUSING FACILITIES HOUSE BUILDING ALLOWANCE LEAVE TRAVEL ASSISSTANCE HOUSE RENT ALLOWANCE LAPTOP & MOBILE ADVANCE MOTOR VEHICLE ADVANCE LOCAL TRAVELLING EXPENSES

SEPARATION TYPES AND BENEFITS ADMISSIBLESEPARATIO N TYPE BENEFITS RESIGNA DISM DEATH T- ION I(SERVIC SSAL E)

SUPANNUATION

ACCIDENT AL DEATH WHILE IN SRVICE BUT NOTON DUTY

DEAT H DUE TO ACCID E-NT WHILE ON DUTY

MEDI C-AL TRANSF DISCH ER ARGE

PROVIDENT FUND GRATUITY LEAVE SALARY- EL LEAVE SALARY- HPL SESBF FINAL TA LIFE COVER SCHEME GROUP INSURANCE EMPLOYEE FAMILY BENEFIT SOCIETY WORKMEN'S COMPENSATI ON UNDER W.C. ACT 1923 MEDICAL INSURANCE SCHEME EMPLOYEES PENSION SCHEME 1995

X X X

X X X

X X X X X X

X X X

UNPAID SALARY, IF ANY NOTICE PAY IN LIEU OF NOTICE

PROVIDENT FUND AMOUNT PAYABLE PF shown in last slip Add (+) - last months contribution Add (+) - last months interest Add (+) - PF on leave encashment Less (-) - outstanding PF loan if any Less (-) - interest on PF loan if any

Nomination facility exists while in service. Claims forms to be filled in and submitted by the ex-employees in duplicate; claimed by nominee if the ex-employee dies. Spouse has first claim if no nomination made by deceased employee. Claimants name should tally with that in nomination and also the ex-employees personnel record in respect of the dependants. In case of discrepancies, legal opinion is binding and final. In case where employee resignation is accepted by management and employee desires to get the payment of his provident fund, he has to submit a self certified employment certificate in addition to PF claim form.

GRATUITY AMOUNT PAYABLE

= Separation X

(15/26) (Basic pay+DA) on the date of

No of years of serviceup to 30 years of Service

One months (Basic pay+DA) on the date Of separation for each completed year

of service beyond 30 years. If period of service rendered by an employee at the time of separation is X years and Y months where Y is greater than 6 months, it would be reckoned as full one year for purpose of calculating gratuity. If Y is less than 6 months proportionate payment of gratuity shall be made. In case of death Gratuity calculated as above with service period as given below:FOR DEATH During the 1st yr of service After 1st yr but before 5yr Of services After 5yr but before 24yr of Services After completion of 24yr of service Maximum amount payable to 1) Executives- 20 months emoluments OR Rs 3,50,000/- whichever is less 2) Non- executives- As per NJCS agreement Eligibility minimum 5 yr continuous services. 24yr Actual 12 yrs EMOLUMENT OF 4 yrs

SAIL EMPLOYEE SUPERANNUATION BENEFIT FUND This is effective from 01/01/1989. In this fund employees contribution is 2% of Basic pay and DA per month. Corpus SESBF contribution + PLBS earning + Interest as on the end of financial year. For members who are on the rolls of company as on 01/04/2007. Interest payable is 12 for the year 2006-2007. Benefits by way of ANNUITY, depends Upon Corpus at credit of separated employees. On separation if ex-employee opts, annuity can be purchased from LIC option to be given before release of SESBF payment

LEAVE SALARY FOR EARNED LEAVE(EL)/HALF PAY LEAVE(HPL) No separate claims required to be made. Maximum limit for encashment of unavailed balance EL/HPL. CATEGORY OF EMPLOYEES EXECUTIVE NON EXECUTIVES Services rules Standing order 240 200 240 320 EL (Days) 240 HPL (Days) 240

In VR cases proportionate CL encashable

In death cases- Leave encashment is released to spouse of the deceased employee In cases where employees resignation is accepted by the management leave encashment for EL is only payable. However in resignation in age bracket of 57yrs leave encashment for HPL is also released

EARNED LEAVE(EL) EL Encashment=Last (Basic+DA) X No of days for which encashment is allowed/30 Employees who put in 06 months or more qualifying service in the calendar year of superannuation will be entitled for leave as if they worked for whole calendar year.

Employees who put in less than 06 months will get credit of leave for actual period of service. HALF PAY LEAVE(HPL) HPL Encashment=Last (Basic+DA) X No of days for which encashment is allowed/30x2

EMPLOYEES COVERED UNDER STANDING ORDER. Employees who put in 06 months or more of qualifying service in the calendar year of superannuation will be given credit for leave as they worked for whole calendar year. Employees who put in less than 06 months of qualifying service in the last calendar year will get credit of leave computed on pro-rata basis for the actual service period rendered.

EMPLOYEES COVERED UNDER SERVICE RULES & CONDUCT & DISCIPLINARY APPEAL RULES If period of service rendered by an employee at the time of separation is X years & Y months where Y is greater than 06 months, concerned employee will get HPL for whole year & if Y is less than 06 months credit of HPL is done on pro-rata basis. FINAL TA(RETIREMENT TA BILL) PURPOSE To enable the ex-employee to shift from headquarters and settle down at the native place. ADMISSIBILITY Admissible for ex-employee and family members wholly dependent upon and residing with him at his headquarters, while in service, for journey from headquarters to his permanent address. In death cases FTA bill can be claimed by the spouse of deceased employee. In case of resignation in age bracket of 57 years and above can also claim for FTA bill. Transfer of household goods and personal effect. Road mileage@ Rs 9.50 per km if transported by road. Transfer of car (only executives availing car allowance)- limited to railway freight by passenger train. Can be availed by making self declaration on the body of FTA bill. Packing charges Different rate for different grades of employees For executives For non-executives in the grade E-0 to E-6 Rs.7000.00 CONDITIONS Rs.9000.00 E-7 & above Rs.11, 000.00

Time-frame for submission of FINAL TA bill processing claim Completion of journey to home town within 6 months of the date of Separation and bill submission along with documentary proof of travel within 1 month of completion of journey. In cases where the employee/his family have been permitted to retain the companys quarter, final TA Bill along with documentary proof of travel can be submitted within 1 month from the date of expiry of quarter retention period or the date of vacation of companys quarter, whichever is earlier. Can be submitted in condition of Non-vacation of companys quarter also. However payment shall be released by pay A/Cs only after the receipt of NDC from TA department. NOT ADMISSIBLE IF, Ex-employees dependent child provided compassionate employment, OR, ex-employee/spouse is dependent upon & staying with a child employee in company.

WORKMENS COMPENSATION UNDER WORKMENS COMPENSATION ACT, 1923 Paid in accordance with the provisions of Workmens Compensation Act, 1923.

Payable in case of injury sustained on account of accident occurring while in duty out of and in the course of employment leading to death or loss of earning capacity due to permanent partial/total loss disablement.

Amount payable deposited with the workmens compensation commissioner, Bokaro within 30 days from the days of accident in case of fatal accident arising out of and during the course of work. Disbursement done by the Workmens Compensation Commissioner, Bokaro in accordance with the provisions of the Act.

LIFE COVER SCHEME

ADMISSIBILITY: It is admissible only in case of death-accidental or otherwise and medical discharge cases. PF nomination is also valid for Life Cover Scheme. Under LCS BSL provides RS.62000/- to the employee in any type of death. Final Settlement Cell should lodge claim in death cases to corporate office by 10 of every month.

Document required from SPE for lodging claims are listed as below:

1. Grantees statement 1) Employers certificate & attested copy of death certificate issued by registrar. These documents are not required in medically discharged cases. Claims should be lodged within 6 months from the date of separation. Claimant should submit filled-in claim forms along with advanced stamped receipt duly attested by Gazetted officer. In medically discharged cases payment directly done by BSL with approval of MD after receipt of claim form.

GROUP INSURANCE-BOKARO STEEL GROUP INSURANCE SOCIETY Membership is voluntary; nomination facility exists. 1) It is payable to nominees of members in cases of death. 2) It is also payable to members in cases of permanent total/partial disablement as per rule. Presently this policy is obtained from UNITED INSURANCE COMPANY LIMITED. Insurance Value & rates of premium.

Category of employees Executives Non-executives

Insured for

Premium

Rs.10, 00,000 Rs.950.00/yr Rs.5, 00,000 Rs.670.00/yr

In addition to this an amount equal to 1% of insured value or Rs.2500/- whichever is less, is paid towards the carriage of dead body for each category.

EMPLOYEES FAMILY BENEFIT SOCIETY Membership is voluntary; nomination facility exist while in service. Payable in case of death while in service and separations due to permanent total disablement. For EFBS there is a monthly deduction from salary limited to Rs.25/ Under this scheme amount payable is Rs.60, 000/-. However up to Rs.10, 000/- can be paid for setting outstanding loan, if any, to Bokaro Steel Employees Co-operative society.

MEDICAL INSURANCE SCHEME (MEDICLAIM) MEDICLAIM is medical insurance scheme. Its membership is voluntary OBJECTIVE Its objective is to extend medical benefits to the companys ex-employee and their spouse by way of reimbursement from the concerned insurance company. The membership of the scheme is for those ex-employees who have separated on the account of Superannuation, Voluntary retirement, Permanent Total Disablement, Resignation in age bracket of 57 years and above, and their spouse, and the spouse of those employees who die while in service. SCHEME This scheme presently provides coverage through Group Medical Insurance Policy of the United India Insurance (UII) Company Limited. Final Settlement Cell is the nodal agency. FOR MEMBERSHIP Ex-employees and spouse to make separate application in prescribed form in triplicate. Superannuation/VR employees can apply in advance in prescribed form.

POLICY PREMIUM Rs661/-(rupees six hundred sixty one only) per member per year. Payable through local cheque in favour of SAIL, Bokaro Steel Plant for enrolment. Renewal is done through Demand Draft/Pay Order/Bankers cheque in favour of SAIL, Bokaro Steel Plant, payable at Bokaro steel city. The policy period is from January to December every year. Renewal is done annually.

Extent of coverage The policy covers reimbursement for Hospitalization & OPD expenses for illness/diseases contracted or injury sustained by the insured person. Hospitalization coverage (IPD) up to Rs. 2.00 lacs per member with clubbing facility between the mediclaim member and his/her spouse, for all members. The OPD coverage, for members below 70 years of age is Rs. 4,000/- per member.

The OPD coverage, for members who have completed 70 years of age as on 31.12.2010, will be Rs.8,000/- per member.

It is hereby informed, that the SAIL Mediclaim Scheme - 2011 has been renewed with M/s United India Insurance Co. Ltd. (UII) for a period of one year from 1st January 31st December 2011. From 1.1.2011, a Mediclaim member can avail of the cashless facility under hospitalization, as was being done earlier. However, OPD facility will continue to be under reimbursement system. The administration of the Mediclaim scheme under cashless as well as on reimbursement basis will be done by Third Party Administrator (TPA) to be appointed by M/s UII. The cashless facility under hospitalization will be available in the hospitals empanelled by the TPA. Members can avail of the hospitalization facility from the hospitals, which are not on the panel of TPA, on reimbursable basis. The claims on account of reimbursement of OPD claims for 2011 will also be lodged with TPA. The details regarding the TPA, after confirmation from M/s UII, will be uploaded on the SAIL website shortly.

BENEFITS UNDER THE SCHEME PER MEMBER FOR 2011 TREATMENT TYPE Hospitalization REIMBURSEMENT LIMIT (RS) 2, 00,000.00 WHERE TREATMENT CAN BE OBTAINED All government/SAIL/SAIL Recognized Hospitals All hospitals registered with local Authorities OPD Treatment 4000.00 All government/SAIL/SAIL Recognized Hospitals EMPLOYEES PENSION SCHEME,1995 TYPES OF MONTHLY MEMBERS PENSION PAYABLE Retirement Pension # If eligible service rendered is 20 years or more and retires. # On attaining the age of 58 years; OR # Otherwise ceases to be in the employment before attaining the age of 58 years Short Service Pension # If eligible service rendered is 10 years or more but less than 20 years

Widow Pension # On death of member there is no eligibility period; membership with one contribution is adequate. Children Pension # Below 25 years; it is admissible to two children at a time. Orphan Pension # Below 25 years of age; it is admissible on death or re-marriage of widow/wid DISABLEMENT PENSION For the membership of this scheme, there is no age requirement; no Eligibility period; membership with one contribution is adequate. Monthly members pension: For new entrants; for the period of pensionable service rendered from 16/11/1995 onwards = (pensionable salary) X (pensionable service) X (1/70) For members of EPS. Below 48 1971 who as Years 48yr less than 55 53 years or more years

on16/11/1995 are

Monthly pension= For the period

Rupees per month of (pensionable salary)X(pensionable services) X (1X70) or

pensionable rendered 16/11/1995

services minimum from

635

438

335

PLUS

For past services pension (pensionable salary)X(pensionable services)X (1/70) benefits provided the past services is 24 years Or minimum

800

600

400

RETURN OF CAPITAL Optional for members eligible for pension. Subject to commutation of pension, if any. In lieu of pension normally admissible. Option to draw reduce pension and avail returns of capital. Three alternatives area available.

Alternatives

Revised pension payable

Amount payable as return of capital

1.

Revised

pension 90% of original monthly 100

times

of

original

during lifetime of member pension. with return of capital death.

monthly pension on death of member to the nominee.

2. Revised pension during 90%

original

monthly 90

times

the

original

lifetime of widow or her re- pension to the member. On monthly pension on death of marriage, whichever is earlier his death, 80% of the widow/ re-marriage to the and return of capital on original monthly pension nominee. widows death or re-marriage. to the widow.

3. Pension for a fixed period 87.5%

of

the

original 100 for

times

to

original

of 20 years not withstanding monthly pension

a monthly pension at end of

whether the members lives for fixed period of twenty twenty years from the date that period or not. years. The pension will of cease thereafter. commencement of

pension to the members if he is alive, otherwise to his nominee.

ELIGIBLE SERVICE

For new entrants; i.e. those joining after 16/11/1995 Length of actual services is treated as eligible services. For members who had joined EPS 1971 Sum of service after 16/11/1995(actual service) and before 16/11/1995(past service) is to be taken as eligible service.

 In both cases period which shall be counted towards pensionable service is that period for which contribution has been received in the EPF PENSIONABLE SERVICE It is determined with reference to the contribution received from members behalf of the EPF. For those who superannuate on attaining the age of 58 years/ who has rendered pensionable services or more pensionable service shall be increased by a weight age of 2 years.

COMMUNICATION Optional for members eligible for pension. In lieu of pension normally admissible. On completion of 3 years from the commencement of the scheme. Balance pension paid on monthly basis as per option exercised.

BENEFITS ON LEAVING SERVICE BEFORE ELIGIBLE FOR MONTHLY MEMBERS PENSION

# If a member has not rendered the eligible services on the data of exit, on attaining 58 years of age , whichever is earlier, he/she shall be entitled to a withdrawal benefits or may opt to receive the scheme certificate provided on the date he/she has not attend the 58 years of age.

# provided that an existing member shall receive additional return of contribution for his /her past services under the employees family pension scheme 1971 computed as withdrawal-cumretirement benefits

Benefits On Total Disablement During The Service.

# A member who is permanently & totally disable during the employment shall be entitled to pension under the scheme subject to minimum of Rs. Per month not withstanding the fact that he/she has not rendered the pensionable services entitling his/her to pension provided that he/she has made at least one month contribution to the pension fund. # The monthly members pension cases shall be payable from the date following the date of permanent total disablement shall be tenable for the life time of the members. SAIL EMPLOYEES FAMILY BENEFIT SCHEME (SEFBS).

This scheme is introduced from 01/01/1989, membership of SEFBS is voluntary. It provides long term financial support to the Employee in case of separation due to permanent total disablement; and Employees dependants in case of employees death due to harness.

ELIGIBILITY: To qualify for assistance under this scheme, the employee must have

Completed a minimum of 1 year of regular service in the company. Suffered permanent total disablement/death on after 01/01/1989. Coverage under this scheme This scheme is for all those employees who has discharged from the services of the company on being declared permanently unfit by a competent Medical Board due to prolonged ailments, like cancer, paralysis, heart disease.REQUIREMENT:

 The total amount equivalent to Notion Provident Fund & Gratuity payable in respect of the ex-employee to be deposited with the company in one lump sum. On request can be transferred. RETENTION OF COMPANYS ACCOMMODATION Competent authority may grant extension for a limited period on valid reasons. Can approach Town Administration Department for obtaining permission quarter retention soon after receiving separation order. Private party electricity charges payable during the period of retention House rent payable during the period of retention is as follows. MONTHLY BENEFITS PAYABLE = Basic pay + DA drawn by the employee on the date of separation. Proportionate reduction in monthly Benefit- Illustration: Item description Gratuity Actual PF on the date of separation Notional PF if withdrawal was not made PF+ Gratuity deposited Proportionate monthly Benefit Amount (Rs.) 1,00,000.00 1,50,000.00 2,00,000.00 2,50,000.00 (PF+Gratuity deposited) X

100 Notional PF + Gratuity amount 2,50,000.00,X100 3,00,000.00 83.33%

The monthly Benefit receivable in this case will be 83.33% only of the last (Basic+DA). If the withdrawal/ shortfall amount is deposited, full payment can be received.

Monthly rental for Companys quarter Quarter type Normal Rent(Rs.) Private (Rs.) A B C D E 270.00 197.00 100.00 88.00 71.00 994.00 776.00 421.00 279.00 210.00 9450.00 7450.00 4050.00 2700.00 2050.00 party rent Penal rent(Rs.)

Electricity charges: Normal Charges (in Rs. Per unit) 1.35+20 per connection/month Private Party Charges (in Rs. Per unit) 3.40/-+per connection/month

Settlement linked to vocation of companys accommodation. Unless otherwise stated, if the companys accommodation allotted and occupied by the ex- employee during the period of service in the company has NOT been vacated on separation settlement on all account except PF,SESBF,EPS 95 & Workmens compensation, if due shall be kept in abeyance. In cases where permission for retention of companys quarter is granted an amount equivalent to gratuity is retained by the company on the basis of authorization letter given by concerned employee to this effect.

FAREWELL

All superannuation employees are invited to a centralized FAREWELL FUNCTION held on the last working day of the month. This is generally held in the 2nd half session in T&D Auditorium. Invitation to individual containing information about venue and time of the function is sent by Personnel-Services through respective HOD well in advance.

The FAREWELL FUNCTION is chaired by an official from the top management team. The contribution of the separating employees is acknowledged. They are too are provided opportunity to share their views / reflection of their rich experience.

The Identity Card-cum-Gate Pass issued to the employees is collected. Individuals are advised to obtain Visitors Pass from reception counter of Public Relation Department, if needed.

VR cases can also attain this session. The respective Shop Personnel Executive can also attain this session. Officials of Final Settlement Cell provide inputs to separating employees on all aspect of the final settlement. Each superannuation employees is given a service certificate reflecting the individuals service record and a Token Gift by the company. A FINAL SETTLEMENT SHEET & FINAL

SETTLEMENT MEMO detailing all aspect of final settlement of dues and a bank statement containing details of payment released under board heads like PF, Gratuity, SESBF, & leave salary & others. Payment is directly credited to the salary account of the superannuating employees. Monthly programme EK NAYE SAFAR KI SHURUWAT is organized to help the retiring employees to plan money investment and to facilitate the upkeep of health for peaceful and healthy leaving. Faculty includes Doctor from BGH, Yoga experts & Financial Advisers from who share suggestions for the above. Venue & date of programme is informed by FSC in advance.

SL.NO 1.

RETENTION PERIOD Normal 60 days in retirement/

HOUSE RENT APPLICABLE

transfer/resignation 30 days in dismissal/ removal 04 month in death cases As per scheme in VR cases Normal rent

2. 3. 4. 5.

Next 06 months Next 06 months Next 06 months Next 06 months

02 times of Normal Rent 04 times of Normal Rent 08 times of Normal Rent 16 times of Normal Rent

Unauthorized retention calls for penal rent and private party electricity charges for one year and thereafter double the penal rent and private electricity charges in addition to legal action. Amount of Voluntary Provident fund (VPF) & interest thereon not be included. Non-refundable withdrawal made from PF is to be recouped. Else payment of monthly benefits would decrease proportionately.

ON ROLL BENEFITS HOUSING FACILITIES HOUSE BUILDING ALLOWANCE LEAVE TRAVEL ASSISSTANCE HOUSE RENT ALLOWANCE LAPTOP ADVANCE (for executives) MOBILE ADVANCE (Optional) MOTOR VEHICLE ADVANCE LOCAL TRAVELLING EXPENSES

HOUSING FACILITIES HOUSE ALLOTMENT RULES 2010 (B. S. L.)

1. SHORT TITLE AND APPLICABILITY. a. The House Allotment Rules consolidated with up-to-date revisions and amendments, as under, are issued with the approval of competent authority which shall henceforth be called THE HOUSE ALLOTMENT RULES - 2010. b. These Rules shall apply to all residential quarters whether permanent, semipermanent or temporary or used as quarters, built or secured by the Company in Bokaro Steel City. c. No employee/Non-employee shall have any right to be provided with quarters by the Company. Subject to availability and for beneficial working of the affairs of

the Company an employee may be permitted to stay in a quarters as a licensee in accordance with these Rules for such periods as may be permitted by the Management during the tenure of his / her employment in the Company

d. The quarters at all times, before, during and after the allottee is put to use of the same as a licensee shall continue to be in possession of the Company. The occupation of quarters by an allottee shall be without any right, title or interest in the quarters or the land appurtenant thereto.

2. ELIGIBILITY FOR ALLOTMENT OF COMPANYS QUARTERS: All employees of BSL as per policy except following classes of employees who shall not be eligible for allotment of quarters. a) Employees having permanent residential address within 8 Km shortest road

distance from Main Administrative Building (except for E type qtrs.) b) Employees whose spouse has been allotted companys quarters will not be allotted the same class of quarters. Only one quarter will be allotted to either of the spouse. c) Employees who have taken HBA for construction / repair of house within 8 Km shortest road distance from Main Administrative Building. d) Employees who have taken Company quarters on long term lease in their or their spouses name.

3. APPLICATION FOR ALLOTMENT OF QUARTERS: An employee who is eligible for allotment of quarters and desires allotment of a quarters in his / her favour in accordance with these Rules shall apply in prescribed format as at annexure III (A/B/C/D) of these rules for including his / her name in the seniority list of the class of quarters for which he/she is eligible. Employees, other than new appointees in the Company, may

indicate their choice of sector, neighbourhood and floor or Any Sector for E, D & C type quarters. In respect of B type quarters, only choice of sector or Any Sector may be indicated in the application form. The names of employees who apply for Any Sector will be included in the seniority list of all the sectors and quarters will be allotted in any sector, NH, and floor as per seniority. Application shall be submitted in accordance with the circular issued by the Allotment section in this respect. 4. PREPARATION OF SENIORITY LIST: A department-wise general list for all types of quarters will be prepared and printed by the C&IT department based on the employee data received on-line from the Personnel-MIS. The department-wise list will be circulated to all Shop Personnel through GM (P&A) by TA/Allotment Section and will also be available at few prominent places in addition to display on BSL website on the Intranet. A specific date will be given for pointing out any discrepancy in the list for which an employee shall intimate TA/Allotment Section for correction with due endorsement from Personnel/concerned deptt. with supporting documents. Choice of Sector / NH / floor etc as per type shall be taken twice a year for revision of the seniority. All changes in seniority as per eligibility shall be made through the system automatically. Seniority shall be revised yearly preferably in January each year. On the basis of list of villages falling under 8 km distance from the Main Admn. Building (Annexure IV), Personnel department will identify names of all such employees whose permanent residential address falls within 8 km distance from Main Admn. Building and also identify names of employees who have availed HBA for constructing house within 8 km distance from the Main Admn. Building. After necessary corrections /eliminations /additions in the department-wise list are done, a final seniority list for all types of quarters will be prepared and required number of copies will be printed by C&IT department. Seniority list drawn in accordance with the above procedure shall stay in force for a period of One year (except E type quarters). After one year, seniority list will be reviewed and preference for choice of sector/NH/floor etc received during the intervening period will be accommodated at the time of revision of seniority list.

5. ENTITLEMENT AND SENIORITY FIXATION FOR ALLOTMENT OF DIFFERENT TYPES OF QUARTERS: a) A-Type Quarters: - Entitlement - E-7 & above Grade b) B-Type Quarters: - Entitlement - E-6 & above Grade c) C-Type Quarters: - Entitlement - E-0 & above Grade

Seniority Fixation shall be done as under for the above types:1. Date of Entry in E-9 / E-8 / E-7 / E-6 / E-5 / E-4 / E-3 / E-2 / E-1 / E-0 2. Date of appointment in SAIL/BSL 3. Date of Birth 4. Staff Number

d) D-Type Quarters: - Entitlement - Grade S-6 and above Seniority Fixation shall be done as under: 1. Date of entry in S-6 grade 2. Date of appointment in SAIL/BSL 3. Staff Number e) E, EF, F-Type Quarters and Hostel rooms : - Entitlement - Grade S-1 and above (including JTJOPAT, OTT & other trainees joining the company) Seniority Fixation shall be done as under: 1. Date of appointment in SAIL/BSL 2. Date of Birth 3. Staff Number f) In case of SOTs / JOTs, date of appointment as trainee is to be considered for purpose of seniority for D type, E type quarters & hostels.

6. ALLOTMENT OF QUARTERS: Allotment of quarters will be done on Subject To Vacation (S.T.V) basis. Intimation of vacation of a quarter shall be fed into the computer on the same day by the Field Services section. C&IT department will prepare the allotment order on the very next day and the same will be printed at the Allotment section, TA deptt and issued on the same day. Quarters available for allotment will be sequenced in ascending order of Sector, NH and Quarter number. The Allotment orders shall be displayed on the intranet and signed allotment orders will be dispatched by Allotment Section to the employees through the respective HoDs on the same day. HoDs shall ensure their immediate delivery so that occupation is taken within validity period of 10 (ten) days. Allotment of the quarters shall be done as per seniority based on the choice of quarters in case of B & A type and choice of Sector, NH and floor in respect of C, D and E type of quarters as under : A-Type Quarters: Allotment of quarters shall be done as per choice of applicants according to seniority. B-Type Quarters: i. On receiving intimation of quarters being vacated, same will be offered to the candidates on daily basis as per seniority through telephone/ Cell phone (SMS) and BSL intranet, giving a time of three days for their consent on phone ( Max.80912 / 80926 ) or intranet / cell phone (SMS) followed by written letter to DGM (TA) / Sr. Mgr (A) / Mgr (A). On the basis of the consent received, allotment of quarters will be done as per seniority. ii. Employees, who were offered quarters but were not interested in those quarters or were on leave / tour etc, will be again offered the fresh quarters likely to be vacated, along with other applicants in the seniority list. iii. If a quarter so offered to employees continues to remain vacant due to lack of optees even after one month from the date of receiving intimation, the same will be offered on Option basis to junior candidates after issuing a Circular.

iv.

Change cases will precede fresh cases in terms of allotment of quarters. Distribution of vacant quarters between change and fresh list will be in the ratio of 1:1.

C-Type Quarters: i. Separate seniority lists shall be drawn for directly recruited executives and Promoted executives. ii. Allotment of quarters shall be done in the ratio of 1:1 between Promoted Executives and directly recruited Executives. In the absence of allottees in any particular category, quarters will be allotted to the other category. iii. Distribution of quarters among change, fresh, regularization cases shall be done in the ratio of 4:4:2. D-Type Quarters: i. Allotment of quarters between Works and Non-works Division shall be done in the ratio of 3:1. ii. Distribution of quarters among change, fresh, regularization cases and Executives (who have been promoted from Non-Executive to Executive grade and are either in E-type quarters or do not have any quarters) shall be done in the ratio of 4:4:2:1. E-Type Quarters and Hostel Rooms: Change cases will precede fresh cases in terms of allotment of quarters. Distribution of vacant quarters among change, fresh and regularisation will be in the ratio of 1:1:1. If the quarter is not occupied within the validity period, the quarter may be allotted to the next eligible person again giving validity period of 7 days. If unoccupied, the quarter shall be allotted again to the next eligible person as per seniority with the same terms & conditions.

If the quarter still remains unoccupied after three allotments, it will be taken out from the vacant quarters list and put in the Option list and will be offered to junior persons also through a Circular with the approval of Authority. If after the allotment, the allottee is ready to occupy the quarter and the person who has to vacate it fails to do so within the period of intimation an amount of Rs. 50/- per day plus rent as applicable in case of higher type allotment to employees or applicable rent / penal rent for exemployees may be charged till vacation of the quarter. These charges shall be recovered from terminal benefits in case of separated employees and through pay slips in case of employees.If the qtr is not vacated even after 15 (fifteen) days of the date given for vacation another quarter shall be allotted to the allottee. The quarter in question when vacated shall be allotted on the next day as per seniority. If the intimation for qtr vacation is withdrawn a fine of Rs.500/- shall be charged in addition to daily applicable charges from the intimation date to the date of withdrawal. Allotment Orders shall be valid for 10 (ten) days from the date of their issue. 7. ALLOTMENT OF SPECIFIC QUARTER: On written request of an employee, a specific quarter shall be allotted provided there is no waiting list of change/fresh cases in that sector/NH/floor. Such allotments shall be done after obtaining approval of Authority. 8. UNAUTHORISEDLY OCCUPIED QUARTER: If a quarter allotted to an employee is subsequently found under unauthorized occupation, the name of the employee shall be put back again in the seniority list for allotment of another quarter in same sector, NH and floor, on written request of the employee. In such cases, report from Field Services Section will be obtained before obtaining approval of Authority for allotment of another quarter. In case of non-BSL agencies, another quarter shall be allotted with the approval of Authority. Field Services to give the report on the above within 2 (two) working days. Quarters under unauthorized occupation will be removed from the list of vacant quarters. After the

quarters are free from unauthorized occupation / evicted, they will be again put in the vacant list for allotment. 9. DEBARMENT RULE: In case of non-occupation of the allotted quarters, the allottee will be debarred for a period of one year from the date of allotment. This rule shall be applicable in all cases except when the employee provides adequate reasons for non-occupation of quarters on grounds of being on leave etc. In case of the allottee being on leave / tour etc and the allotment order not being served to him due to this reason only another quarters shall be allotted to him / her in same sector, NH and floor, by putting

his/ her name back in the seniority list, after he / she applies through respective Controlling Officers mentioning the reason within maximum 01 (one) month of return from tour/leave etc. failing which debarment rule shall apply. However he will have no claim whatsoever on the allotments made in the mean time to the persons junior to him.

10. MUTUAL CHANGE OF QUARTERS: Employees with minimum three years of service left (at the time of applying) may be allowed mutual change of their quarters (same type), provided they fulfil other laid down conditions for mutual change of quarters as per o/o no. 1804/AO dated 1.12.06 to apply in Annexure V . Mutual change of quarters will be allowed only once for the same type of quarter. Mutual change order once issued will be treated as mutual change executed, irrespective of whether the allottees shift their quarters or not.

11. ALLOTMENT OF QUARTERS ON OPTION BASIS:

i) Quarters remaining un-occupied even after minimum three allotments will be allotted on Option basis by floating a Circular in this regard. ii) After receiving the application from employees in the prescribed format, a seniority list shall be prepared as per applicable criteria specified for different types of quarters by TA/Allotment Section and allotment of quarters shall be done as per choice of applicants as per seniority by Allotment Section. The seniority list shall remain valid until such period till the quarters offered for Option are available for allotment or there are no takers. iii) Change of quarters occupied on Option basis shall be allowed only on completion of Six (06) months from its date of occupation and on maturity of the employees seniority for allotment of that type of quarter in the desired sector/NH/floor. This will be done only on written request of the employee.

12. CHANGE OF QUARTERS: Change cases will precede fresh cases in terms of allotment of quarters. Allocation of quarters shall be done in the ratio of 1:1 between change & fresh cases. i. Change of quarters in other sectors/same sector shall be done in the following cases on the basis of the merit of the individual case : 1. On medical grounds as per the specific recommendation of the Chief of Medical & Health Services, BSL for sector and floor on priority basis ahead of other change cases if an employee or his /her spouse,

2. parents (residing at B.S City) and children are suffering from any of the following ailments: a) b) c) d) Leukemia and Cancer. Chronic Kidney disease requiring dialysis. CVA resulting in paralysis. Advanced cirrhosis of liver.

e)

Brain or spinal injury requiring

prolonged treatment. f) Chronic Osteomyelitis of the lower limbs resulting in prolonged incapacitation and spinal tuberculosis with gross neurological deficit. g) Cases of possible Congestive Heart failure requiring immediate hospitalisation. h) Sickle Cell disease with attacks of crises and Thallassemia major cases requiring repeated hospitalisation. i) j) k) Myasthenia gravis. Status Epilepticus requiring repeated hospitalisation. IOW resulting in minimum of 50% disablement.

2. In case of mutual Dispute, based on the report of Field Services section and recommendation of GM (P&A) with the approval of Authority in the same sector, same floor but another NH. 3. Tragic/untimely death of family members (spouse/ dependent children) residing in the quarter if applied within 6 months of the occurrence on the basis of death certificate in the same sector same floor but another NH. 4. Long term stay of more than 10 (ten) years in a particular quarter as per choice. However, in case of employees who were not permitted any choice in quarter allotment on account of being new appointees, change of quarter shall be allowed after a period of 5 (five) years. ii. Seniority of change cases will be reckoned from the date of application for changes at Point 14 (ii) - 2, 3 & 4 categories.

13. OUT OF TURN ALLOTMENT OF QUARTERS: i. All executives joining directly in E2 to E6 grade will be allotted C quarters on grade-based seniority ahead of executives joining in E1 grade.

ii.

National award (e.g. Vishwakarma award/Shram Vir, Shram Bhushan etc.) winners will be allotted maximum D type quarters if applied within 6 months of receiving the award.

iii.

One higher type quarter up to D-type will be allotted to victims of Plant accident as per o/o 1899/AO dated 31/5/07. This shall be allowed only if application for same is submitted within 6 (six) months of the employee resuming his duty.

iv. v. vi.

To dependents of Deceased/ Ex-employees/ spouses employed in BSL. In exceptional cases with the approval of Competent Authority On Transfer from other units of SAIL :

Subject to availability of quarters, employees joining BSL on Transfer from other sister units shall be allotted quarters on their written request on out of turn basis as shown below as per sector/NH/floor choice of employees as follows : Grade of employees GM & above DGM Executives (E0) to AGM Type of quarter A type B type C type

Non-executives Grade S-6 and above Other non-executives

D type E type

Allotment of quarters on Out of Turn basis shall normally be on the basis of written request of the employee after obtaining approval of Authority, wherever required.

14. TEMPORARY ALLOTMENT OF QUARTERS: i. Temporary allotment of quarter for a period of 25 days as per rules may be done in case of dependants of ex-employees who have been issued offer of appointment by the Company. Same qtr shall be regularized after joining the company. ii. For marriage, social functions etc, Field Services Section will do

temporary allotment of quarters for a maximum period of five days on written request of the employee on specified rent. iii. Any other temporary allotment shall be done with the approval of the Competent Authority. 15. ALLOTMENT OF QUARTERS TO NON-BSL AGENCIES: i. Quarters shall be allotted as per availability to Non-BSL agency on case to case basis with the approval of the Competent Authority on payment of requisite rent and other charges as fixed by the Company. ii. Change of quarters on request of the allottee shall be done with the approval of Head of P&A. 16. VACATION OF QUARTERS: Separating Allottees / Dependants / Occupants desirous of vacating a quarter shall intimate minimum 20 days and maximum 30 days in advance indicating the date of vacation in their intimation to the Field Services section of the TA deptt. in the prescribed .In case of higher type allotments intimation for vacation to be given within 3 days of the allotted quarters being declared habitable by Maintenance Section. 1. After receiving intimation to vacation, Field Services Section will enter the same in the computer of Allotment Section on the same day of receipt of intimation. 2. On the intended date of vacation, a representative of the Field Services Section will physically inspect the quarter before locking it and will record all fittings/fixtures found missing in the quarter in the vacation report. The vacation

3. report will also mention the final meter reading noted at the time of vacation of the quarter vacation to be taken as per o/o no.1830/AO dated 23/25.1.07. 4. If the prospective vacatee fails to vacate the quarter on the scheduled date, a fine of Rs 50/- per day will be charged in addition to the applicable rent from the defaulter from the scheduled date of vacation up to the actual date of vacation. In case the employee withdraws the intimation to vacation, a gross fine of Rs 500/- in addition to the payable fine/penal rent (whichever is applicable) will be charged from the defaulter. 5. If the quarter is not occupied by the next allottee and the previous allottee desirous to vacate the same continues to live in the quarter, he shall be paid Rs 20/- per day till vacation.

17. RECORD OF VACANT QUARTERS: a) A register will be maintained by Field Services Section to record details in respect of the vacant quarters and the date of taking over / vacation of quarters. The register will also provide the names and staff nos. of the vacatee. b) A representative of the Field Services Section will enter the details of the quarters vacated in the computer of Allotment Section on the same day of receipt of intimation.

18. OCCUPATION OF QUARTERS: i.The Allotment Officer shall cause all allotment order to be served on the allottee through their departmental HoD. An allotment order, unless otherwise stipulated in the order itself, shall be automatically cancelled after 7 days from the date of issue if the allottee does not take occupation of the quarters allotted

therein within the said period. The Allotment Officer on written request of the allottee showing sufficient cause or at his own discretion may extend the validity period up to maximum 7 (seven) days to enable the allottee to occupy the quarters.

ii.In the event of an employee not receiving the allotment order allotting a quarters in his / her favour within the period of its validity for reasons of his /her being on leave / tour / training, validity of the allotment order/ department procedure etc will be as per relevant rules iii.On receipt of the allotment order, the allottee or his authorized representative shall contact the respective Field Services Section with the original allotment order, his/her Gate Pass and recent Pay Slip. iv.In the event an employee fails to occupy the quarters allotted to him / her within the validity period of the allotment order, the employee shall be debarred from getting another allotment or quarters of the same class for a period of one year from the date of last allotment unless the employee satisfies the Management in an application on that behalf that he / she could not occupy the quarters for reasons beyond his / her control. An allottee voluntarily surrendering the quarters allotted to him / her shall be similarly debarred for one year from getting an allotment of quarters of the same class from the date of voluntary surrender of the quarters. An employee so debarred shall be considered for allotment of quarters of the same class after expiry of the debarred period along with the employees listed in the final seniority list for the class of quarters.

19. ISSUE OF FANS TO THE ALLOTTEE: a) The allottee after taking over of his allotted quarters allotted by TA Deptt will fill in the Fan Issue Slip as shown in Annexure -XI in triplicate. This fan issue slip will then be handed over by the allottee to the Field

Assistant of the Field Services Section. The Field assistant will verify the fan issue slip in respect of the reference of the Allotment Order, type of quarter allotted, name /designation, Staff No. and the department of the employee (Name of the organization in respect of outside parties) and put up the slip with his signature to the dealing officer for approval of the issue. Afterwards, the Field Assistant will record necessary entries in the Fan Issue Register

b) maintained for the purpose. In case the allottee is not in a position to take over the quarter/ fan etc in person, he/she will authorize his/her representative (any BSL employee) to take over the quarters/fans etc. in writing wherein the signature of the representative and the allottee c) will be indicated and the same will be attested by his/her HoD /Controlling Officer. d) After necessary entries have been recorded in the register, three copies of the Fan Issue Slip will be distributed as under: i. ii. iii. e) Stores Occupant Field Assistant

It will be the responsibility of the allottee to arrange transportation of the fans thus issued to the allottees quarters and their installation.

20. CANCELLATION OF QUARTERS: The quarters allotted may be cancelled by the Company under any of the following circumstances: i. If the service particulars or other details on the basis of which the quarters was allotted to the employee is found to be incorrect and on the basis of

correct particulars the employees is not eligible for allotment of the quarters allotted to him, irrespective of the fact as to whether such incorrect particulars were furnished by the employee concerned or not.

ii.

If any particular quarters allotted and under use of any employee is required for any other purpose or for allotment to any other person, of which fact the Authority shall be the best judge. Under such circumstances the concerned employee shall be an alternative allotment of quarters of the same class preferably in the same area.

iii.

If the allottee is found to have made improper use of the quarters allotted to him / her including subletting of the quarters and

iv.

unauthorized construction in the premises of the quarters without written permission of the management.

v.

If the allottee does not permit or obstruct inspection / enquiry in the quarters.

vi.

An allottee becoming ineligible for allotment of quarters in terms of these Rules at any time after allotment of quarters in his / her favour.

vii. viii.

For any other reason in terms of any provision of these rules. In case of cancelled quarters Penal rent as applicable shall be charged from the date of cancellation.

21. MAINTENANCE OF QUARTERS: After a quarter has been occupied by the allottee by filling the occupation reports, he/she may contact Maintenance Section, TA Deptt for necessary maintenance work in the quarter.

1. Allottees after taking occupation of the quarter shall submit an application with a copy of the occupation report mentioning the defects noticed within 7 (seven) days of occupation

2.After carrying out the repair with following minimum jobs being done (after which the qtr shall considered to be habitable) the allottee shall be intimated by Maintenance sections through a letter for occupying the quarter with a copy to Field Services section.

(A) Civil Maintenance : i) serviceable. ii) iii) Wash basin and mirror to be made available Sink and drain board to be made available Doors of latrine, bathroom and main entrance to be made

iv) v) vi) vii)

IWC / EWC pan changing if required Internal plumbing to be attended Sanitary leakages to be attended Windows / ventilator should be made serviceable including glazing work

viii) ix) x)

Minor masonry work (internal) Internal white washing / colour washing Major roof leakage

(B) Electrical Maintenance : i) Wiring and boards to be made in order to ensure power supply in all the rooms.

(C) Water Supply : i) Water supply to tanks or taps (where tanks are not there) to be ensured

(D) Public Health : i) Any major repair of manhole or major cleaning/removal of jam.

22. MAINTENANCE OF RECORDS: To maintain status of the occupation and vacation record of all quarters, Records Cell Section will maintain separate ledgers as under: a) Quarters Ledger: In order of sequence of the quarters, Quarters ledgers will be maintained in the Records Cell wherein details of occupation and vacation of individual quarters from time to time will be entered. b) Staff Ledger: In order of sequence of Staff Numbers, separate series-wise Staff Ledgers will be maintained by the Records Cell wherein details of the quarters occupied and vacated by the employees from time to time during their service period will be entered. The ledger

c)

will also maintain details of separation of the employee, details of retention of quarters allowed, if any, details of HBA drawn ,if any etc.

d) Other documents: Copies of Allotment Orders, Occupation/ Vacation Reports of Quarters, Separation Orders etc will also be maintained systematically by the Records Cell. Details of HRA advice refund of rent and electricity charges on submission of maintenance certificate for the period quarter was under maintenance will also be maintained by the Records Cell. 23. INTERPRETATION: In the event of any doubt or dispute as to the interpretation of any of the provision / provisions contained in these Rules, the decision of the Authority in the matter shall be final and binding

24. AMENDMENTS: Amendments to these Rules may be made from time to time with the approval of the competent Authority as and when necessity arises of which fact the Authority shall be the sole judge. Such amendments shall come into force from such dates as may be specified by the Authority.

HOUSE BUILDING ALLOWANCE For Non-executives: EXISTING AMENDED

The amount of HBA shall be as indicated The amount of HBA shall be as indicated below: a) 60 months basic pay plus dearness allowance of the employee at the time of application. b) 80% of the total value of below: a) 60 months basic pay plus dearness allowance of the employee at the time of application. b) 80% of the total value of

purchase/acquisition of the land and house to be constructed or 80% of the purchase price of a ready-built house. c) Rs 8 lakhs; whichever is least

purchase/acquisition of the land and house to be constructed or 80% of the purchase price of a ready-built house. c) Rs 15 lakhs; whichever is least.

INTEREST:-

INTEREST:-

The advance granted under these rules will The advance granted under these rules will carry following rates of interest: 1) Up to Rs. 1 lakhs @4% per annum. 2) Above Rs. 1 lakhs @ 6% per annum. carry following rates of interest: 1) Up to Rs. 1 lakhs @4% per annum. 2) Above Rs. 1 lakhs and up to Rs. 8 lakhs @6% per annum. 3) Above Rs. 8 lakhs and up to Rs.15 lakhs @9.5% per annum.

For Executives: EXISTING AMENDED

The amount of HBA shall be as indicated The amount of HBA shall be as indicated below: d) 60 months basic pay plus dearness allowance of the employee at the time of application. e) 80% of the total value of below: d) 60 months basic pay plus dearness allowance of the employee at the time of application. e) 80% of the total value of

purchase/acquisition of the land and house to be constructed or 80% of the purchase price of a ready-built house. f) Rs 8 lakhs; whichever is least

purchase/acquisition of the land and house to be constructed or 80% of the purchase price of a ready-built house. f) Rs 20 lakhs; whichever is least.

INTEREST:-

INTEREST:-

The advance granted under these rules will The advance granted under these rules will carry following rates of interest: 3) Up to Rs. 1 lakhs @4% per annum. 4) Above Rs. 1 lakhs @ 6% per annum. carry following rates of interest: 4) Up to Rs. 1 lakhs @4% per annum. 5) Above Rs. 1 lakhs and up to Rs. 8 lakhs @6% per annum. 6) Above Rs. 8 lakhs and up to Rs.20 lakhs @9.5% per annum.

FOR ENLARGING LIVING ACCOMODATION OF EXISTING HOUSE. 1) 60 months basic pay plus dearness allowance of the employee at the time of application. 2) 80% of the cost of enlargement. 3) Rs. 5, 00,000 whichever is least. LEAVE TRAVEL ASSISTANCE Employees can avail this benefit twice in a block of 4 years 1) Once to his home town. 2) To any place in India including home town. 3) In case of an employee declares a place outside India as the home town, the concession shall be limited to the fare up to and from the railway station/airport/seaport in India nearest to the home town by the shortest route. 4) In case of fresh entrants in Companys service, the first block of 2 years would be regular block in which they complete 1 year of continuous service. For Non-executives:

i) Non-executive employees, who have completed one year of continuous service in the Company would

be entitled to LTA as under:

Grade

Amount (Rs)

S-1 to S-5 S-6 to S-8 S-9 to S-11

30000/36000/43000/-

ii) The above LTA would be in lieu of LLTC to anywhere in India as well as LLTC Encashment option.

iii) There is no change in the Block Year. Employees who have availed LLTC in the current Block Year (i.e. 01.04.2007-31.03.2011) would be eligible for LTA from the next Block Year (i.e.01.04.2011-31.03.2015)

iv) The LTA would be admissible to non-executive employees when he/she proceeds on leave for a period Of not less than three days inclusive of weekly off and closed holidays. The application for LTA would be as per the Format enclosed.

v) All the existing Schemes pertaining to LLTC as far as non-executive employees are concerned are accordingly withdrawn.

vi) Necessary deductions on account of Income Tax, as applicable, shall be made.

vii) Other terms and conditions of the LTC Rules remain unchanged.

FOR EXECUTIVES: Executives are allowed to travel by any mode of transport. However, tax benefit will be available as per Income Tax/ Rules. The executives have to exercise the option of LTA at the beginning of every financial year. The executive shall have to apply for sanction of LTA as well as for leave before proceeding on LTA for self and/or family in the prescribed Performa. The amount paid under the head LTA to individual executive during the year shall be the maximum amount for availing LTA for self and family. In other, no amount shall be paid/reimbursed beyond the total annual amount paid during the block year under the head of LTA. Modes of Travel Air Train Any Other Mode Proof (In Original) Whichever Is Applicable Air Ticket and Boarding Pass Train Ticket Bus Ticket, Fuel Receipt, Toll Tax Receipt, Taxi Bill.

GRADES Executives up to E-3 level Executives from E-4 to E-8 Executives E- 9 and above

ENTITLED CLASS Economy class Business class First class HOUSE RENT ALLOWANCE

An employee who takes an advance under these rules for construction of house shall be eligible for house rent allowance, as per the House Rent Allowance Rules.

Employees

will

be

required

to

vacate

the

company

accommodation/companys leased accommodation as the case may be, in the following eventualities:1) Employees constructing/acquiring/enlarging existing houses in the companys township or within the municipal limits of the town/city of his posting with financial assistance from the company. 2) Employees or any of their dependants constructing/acquiring/enlarging existing houses, even out of their resources, in the companys township or within the municipal limits of the town/city of their posting, provided such houses are built on land allotted by the company or the land is made available through the aegis of the company.

The company accommodation/company leased accommodation as the case may be, shall be vacated by the employee within 3 months after the construction of his own house is completed or possession of the house/flat is taken over.

HOUSE RENT ALLOWANCE RATES : CITIES WITH POPULATION 50 lakhs and above 5 to 50 lakhs Less than 5 lakhs PERCENTAGE OF BASIC PAY 30% 20% 10%

LAPTOP ADVANCE COVERAGE : All executives up to E-7 grade including Management Trainees are eligible.

ADVANCE AMOUNT : An advance up to Rs. 50,000/- (Rupees Fifty Thousand only) without interest is payable on request.

CONDITIONS:

i.

The advance shall be recovered in 15 monthly instalments.

ii.

If the tenure of the executive is less than the normal repayment period, the installments shall be so regulated that the advance is recovered before the executive separates from the Company.

iii.

A surety / guaranty by regular employee of the Company will be required in case of executives who have worked for less than one year in the Company on the date of applying advance.

iv.

The cash receipts / vouchers towards purchase of Laptop amount, the model number, year Of Manufacturing, etc. shall be submitted within one month of drawl of advance failing which the entire amount drawn as advance shall be recovered with interest @ 12 %.

computer indicating

v.

The Company shall have the right to physically verify the item.

vi.

Income Tax as applicable. MOBILE ADVANCE LOCAL TRAVELLING EXPENSES

NON-EXECUTIVES PAY RANGE All employees CONVEYANCE Moped/auto-cycle or any other equivalent vehicle. RATE (Rs.) 220

Scooter or motor cycle.

350

EXECUTIVES PAY RANGE All executives CONVEYANCE Moped/auto-cycle or Any other equivalent vehicle. RATE (RS.) 220

Scooter or motor cycle. E-0-E-2 E3-E5 E6 and above Motor vehicle (four wheeler) Motor vehicle(four wheeler) Motor vehicle(four wheeler)

380 1300 1400 1600

NOTE: - Regarding HPL and EL. On roll employees, once in a year can en cash one months leave pay which is taxable. 4.2. EXPLANATION FOR THE QUESTIONER SURVEY FEEDBACK Survey feedback refers to the use of attitude. Survey and data feedback in workshop session (French and Belli 1976) it was there primary diagnostic to find out the perceived organizational employees participation. This widely techniques help the individual, who contemplates needed change to do an attitude survey of individuals and groups at all levels in the organization. This survey serves as useful data points to trace trends. Three significant steps are involved in survey feedback. Members holding primary positioning the organization plan about what type of data is to be collected. The data are to be collected from all members of the organizations. The data are analyzed and feedback to the top executives and down the hierarchy in terms. There are further feedback sessions, which are to be done by a consultant who

serves as source person and prepare the employees to share the data with the immediate subordinates.

Based on this discussion which each group, the commonly requiring themes are dealt with the help of reconstitute group of members. At that time group members are asked, to interpret the data (what the data means, what constructive changes seems necessary and how they should be brought).

Chapter-5

5.1. OBSERVATIONS

1.

The most common issues :

2. 3. 4.

Bonus, LTC, LLTC. Payment of minimum wages to contractual workers at par with Durgapur or other steel plant. To absorb contractual workers as permanent employees in BSL. Employment to displaced and dependent Delay in promotion to E0 (Executive Grade) from non-executive grade. Facilities in BGH (Bokaro General Hospital)

This year the opposition to employment of 95 SC candidates on all India bases has also been major issue. Out of all kinds of EB incidents meeting is the most frequent one followed by demonstration, then dharna, strikes (hunger strike, work stoppage etc.), and gherao. On an average frequency reaches its highest between the months of August to October (with peak in September). Another rise in EB incidents has been observed in the month of March.

5. 6. 7.

Over the years graph for EB incidents have shown a significant drop in the months of January and December. There has been a drastic improvement in EB with the steep fall in the EB incidents from 159 in 2008to 88 in 2010. Employees benefits are implemented on large scale for welfare.

5.2. SUGGESTIONS

Benefits should be treated as an instrument in human resource management.

Benefits should be aligned with the basic requirements of the workers. Benefits should also be comparable with benefits provided by other organisations both at national and international levels.

The package given should be flexible one as per the requirements of a given persepective.

Employees should be involved in the process of devising benefits.

Different clubs should be open for employees wife.

Different communities should be there for entertainment or for any functions.

Special care for employees parents must be taken for example medical facilities.

5.3

CONCLUSION

The Employees benefits has definitely improved in the past few years that is reflected in the performance of BSL that has fetched it profits in the last two financial years and that makes them market leaders in the steel industry and also amongst the whole of SAIL. These improvements can be attributed to the efforts of the management a smart policy made over these years. I. Steep fall in the number of EB incidents from 159 in 2001 to 84 till the end of 2004 is a major achievement..

II.

Further the management took certain effective steps and measures to reduce the EB problems in BSL. For example,

a. b. c.
III.

Management introduced a system to deposit bonus directly into the employees bank accounts along with their salaries in the beginning of each month. the salary and bonus money as they did earlier as a tool to pressurize the management. The management also introduced a speedy, fair, and convenient procedure to give out loans applied for by the employees.

Downsizing of the workforce and optimum utilization of human resources has also led to the lowering of EB incidences and a rise in turnover and profit of organization.

IV.

All the arrears pending from 1995 have been paid off by now because of profits earned by the organization in the past two years.

V.

The management has also granted certain genuine demands of the workers such as forming of the S11 grade, an extension grade for non-executives.

BIBLIOGRAPHY

BIBLIOGRAPHY Ashokvardhan Dr. C. ---- Human Resource Development Khanka S.S. ----- Human resource management Mamoria C.B. --- Personnel Management Rao T.V. --- Human Resource Development Robbins Stephens P. --- Human resource management

Magazines and publication Sail news --- corporate office Bokaro at a glance --- BSL publication Annual statistics --- BSL publication Bokaro News --- BSL publication Bokaro Darpan --- BSL publication Monthly Report of Personnel Deptt.