IndianOil

RESEARCH PROJECT REPORT

ON

INDIAN OIL BHAVAN,

G 9, ALI YAVAR JUNG MARG,
BANDRA EAST,
MUMBAI 400 051.

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A PROJECT REPORT ON

BENEFITS PROVIDED BY INDIANOIL

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ACKNOWLEDGEMENT
I consider it as a great privilege and take an opportunity to express my feelings towards all those who
have contributed towards completion of my project.

Firstly, I would like to thank Mr. Rajesh Gurav (MANAGER ADMINISTRATION AND WELFARE)
for giving me an opportunity to work on the summer project titled Benefits Provided by Indian Oil and
sharing friendly rapport.
This project has given me basic logic about the branding of Indian Oil.

I would like to thank the director of Anjuman I islams Allana Institute of Management Mrs. Dr.
Vidya Hattangadi for encouraging and giving me this opportunity to do this project.

Next I would like to thank all the managers and staff who gave their valuable time and their insights.

Finally, thanking one and all, who have made a contribution in this project, knowingly or unknowingly.

Rizwan Anwar Aga

Anjuman i-IslamAllana Institute of Management Studies

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TABLE OF CONTENTS
Ch. No Topic Page No

A About Anjuman Islam

B Abstract

C Vision With Values

D Executive Summary

E Research Methodology

1 Introduction

1.1 Voluntary Retirement Scheme 15

1.2 Ex-gratia scheme 19
1.3 Medical facilities provided at Indian Oil 22
1.4 Dental Treatment 26
1.5 Employees Superannuation Benefit Fund 28
Scheme
1.6 Post- Retirement Medical Expenses Claims 34
1.7 Car Loan for Employees 35
1.8 Desktop / Notebook PC loan 36
1.9 Furniture Loan 36
1.10 Leave Rules at IndianOil 37

2 Forms for Various Schemes 41

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ANJUMAN I Islam
Allan Institute of Management Studies is a management institute of AnjumanIislam which is the
premier educational conglomerate and social organization of India, established in the year 1874, by
visionaries led by Justice Badruddin Tyabji. Anjuman has a distinguished record of dedicated service

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and growth with more than 100 institutes with more than one lakh students in various fields of education
and humanitarian services.

Today AnjumanIIslam is proud of management, engineering, medical, pharmaceutical, hotel

Management and various degree colleges. Though Anjuman - I Islam is Indias largest minority
institution, its doors are open to all communities. The main objective of Anjuman I Islam is
providing education to the community and succor to the needy. The trust has achieved a high degree of
success with the grace of god and benevolence of the community. With much pomp and show Anjuman
I Islam has been carrying on its activities. The society at large recognizes the magnitude of the facets
of work done by the trust in all walks of life. Anjuman I Islam believes in empowering the women in
the society. It provides various facilities to girls to keep them abreast of modern times and help them
achieve their rightful place in the society. A college of Home Science and two polytechnic colleges have
been set up especially for girls. Considering the high standards maintained by Anjuman in various
disciplines of education. Anjuman I Islam is the only institution in the state of Maharastra which has
been awarded the prestigious Maharastra Governments State Award 2000 for excellence in
educational and social activities. While Anjuman I Islam enjoys and enormous past, a galloping
present and a splendid future.

ABSTRACT
The company selected for research is Indian Oil. The origin of oil & gas industry in India was
struck at Makum near Margherita in Assam in 1867. At the time of Independence in 1947, the Oil & Gas

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industry was controlled by international companies. India's domestic oil production was just 250,000
tonnes per annum and the entire production was from one state - Assam.

The foundation of the Oil & Gas Industry in India was laid by the Industrial Policy Resolution,
1954, when the government announced that petroleum would be the core sector industry. In pursuance
of the Industrial Policy Resolution, 1954, Government-owned National Oil Companies ONGC (Oil &
Natural Gas Commission), IOC (Indian Oil Corporation), and OIL (Oil India Ltd.) were formed. ONGC
was formed as a Directorate in 1955, and became a Commission in 1956. In 1958, Indian Refineries Ltd,
a government company was set up. In 1959, for marketing of petroleum products, the government set up
another company called Indian Refineries Ltd. In 1964, Indian Refineries Ltd was merged with Indian
Oil Company Ltd. to form Indian Oil Corporation Ltd.

During 1960s, a number of oil and gas-bearing structures were discovered by ONGC in Gujarat
and Assam. Discovery of oil in significant quantities in Bombay High in February, 1974 opened up new
avenues of oil exploration in offshore areas. During 1970s and till mid 1980s exploratory efforts by
ONGC and OIL India yielded discoveries of oil and gas in a number of structures in Bassein, Tapti,
Krishna-Godavari-Cauvery basins, Cachar (Assam), Nagaland, and Tripura. In 1984-85, India achieved
a self-sufficiency level of 70% in petroleum products. In 1984, Gas Authority of India Ltd. (GAIL) was
set up to look after transportation, processing and marketing of natural gas and natural gas.

GAIL has been instrumental in the laying of a 1700 km-long gas pipeline (HBJ pipeline) from
Hazira in Gujarat to Jagdishpur in Uttar Pradesh, passing through Rajasthan and MadhyaPradesh.After
Independence India also made significant additions to its refining capacity. In the first decade after
independence, three coastal refineries were established by multinational oil companies operating in India
at that time. These included refineries by Burma Shell, and Esso Stanvac at Mumbai, and by Caltex at
Visakhapatnam. Today, there are a total of 18 refineries in the country comprising 17 in the Public
Sector, one in the private sector. The 17 Public sector refineries are located at Guwahati, Barauni,
Koyali, Haldia, Mathura, Digboi, Panipat, Vishakapatnam, Chennai, Nagapatinam, Kochi, Bongaigaon,
Numaligarh, Mangalore, Tatipaka, and two refineries in Mumbai. The private sector refinery built by
Reliance Petroleum Ltd is in Jamnagar. It is the biggest oil refinery in Asia.

The scope of the project consists of:

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Voluntary Retirement Scheme

Ex-gratia scheme

Dental Treatment

Employees Superannuation Benefit Scheme

Post- Retirement Medical Expenses Claims

Car Loan for Employees

Desktop / Notebook PC loan (Under the Revised Scheme)

Furniture Loan

Leave Rules at IndianOil

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Vision with Values
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EXECUTIVE SUMMARY
Scope of the Project:

Employee welfare is a comprehensive term including various services, benefits and facilities offered to
employees & by the employers. Through such generous fringe benefits the employer makes life worth
living for employees.

Welfare includes anything that is done for the comfort and improvement of employees and is provided
over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so
as to retain the employees for longer duration. The welfare measures need not be in monetary terms only
but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families.

Employee welfare entails all those activities of employer which are directed towards providing the
employees with certain facilities and services in addition to wages or salaries.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor
force for the organization. The purpose of providing such facilities is to make their work life better and
also to raise their standard of living. The important benefits of welfare measures can be summarized as
follows:

They provide better physical and mental health to workers and thus promote a healthy work
environment
Facilities like housing schemes, medical benefits, and education and recreation facilities for workers
families help in raising their standards of living. This makes workers to pay more attention towards work
and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active interest in their
jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote healthy industrial

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relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater
extent by the welfare policies.

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RESEARCH METHODOLOGY
My study consists of both primary and secondary research:

PRIMARY RESEARCH:

Primary research was conducted by collecting first hand information. Questioning the staff related to
different schemes and taking their inputs.

SECONDARY RESEARCH:

Secondary research was conducted with the help of various articles from news papers, company web
sites, Internet, etc. a comparative study was made by referring all such materials and then the secondary
research was done.

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INTRODUCTION:Employee Benefits
Employee benefits typically refers to retirement plans, health life insurance, life insurance,
disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive
for businesses to provide to employees, so the range and options of benefits are changing rapidly to
include, for example, flexible benefit plans.

Benefits are forms of value, other than payment, that are provided to the employee in return for
their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment
and worker's compensation, are federally required. (Worker's compensation is really a worker's right,
rather than a benefit.)

Prominent examples of benefits are insurance (medical, life, dental, disability, unemployment
and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement
(pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing,
stock options and bonuses as forms of compensation.)

You might think of benefits as being tangible or intangible. The benefits listed previously are
tangible benefits. Intangible benefits are less direct, for example, appreciation from a boss, likelihood for
promotion, nice office, etc. People sometimes talk of fringe benefits, usually referring to tangible
benefits, but sometimes meaning both kinds of benefits.

You might also think of benefits as company-paid and employee-paid. While the company
usually pays for most types of benefits (holiday pay, vacation pay, etc.), some benefits, such as medical
insurance, are often paid, at least in part, by employees because of the high costs of medical insurance.

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Voluntary Retirement Scheme

Voluntary Retirement Scheme (VRS) was introduced on 01.06.1990 in IndianOil. Since then, the
VRS came into force for the specified duration, without / with modification, from time to time.
The Management has approved the following rules for proper administration of the scheme to
provide for voluntary separation of employees and payment of terminal benefits including ex-gratia
payment to such employees.
The modified scheme came into force, in the current run, w.e.f. from 4 th July 2003. It shall remain
in operation for such periods/ periods as may be notified from time to time.
1. Application:
These rules shall apply to all regular employees of the corporation in the prescribed scales of
pay, but shall not apply to the Chairman and Directors, and
i) those, in casual / muster role employment, or, paid from contingencies;
ii) employees on deputation from other organizations;
iii) those appointed on contract basis;
iv) those deputed to other organizations and opting for permanent absorption in those
organizations;
v) Re-employed pensioners with less than 10 years service

2. Eligibility:
The scheme shall be applicable only in respect of such employees who have attained the age of
45 years or have served the corporation for a minimum period of 20 years and to re-employed
pensioners who have served the corporation for a minimum period of 10 years, in addition to meeting
the requirement of age.

3. Regulation of the scheme:

3.1 An employee who has attained the age of 45 years or has served the corporation for a
minimum period of 20 years, may seek voluntary retirement by a written request in prescribed form
addressed through proper channel to the competent authority who may in his discretion, grant or not
grant voluntary retirement for reasons to be recorded in writing.

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3.2 An employee seeking voluntary retirement under the scheme must give one / three months
notice, as per the terms of his appointment. However, management may decide to release the employee
early after approval of VR application without any additional benefit.

3.3 The date of receipt of application by the controlling authority would determine the date from
which the notice for voluntary retirement given by the employee should be reckoned.

4. Benefits
4.1 The following benefits shall be admissible to those permitted to separate under the scheme:
(A) Full Provident fund contributions of the employer with accretions thereto in the account of the
employee subject to the provisions of the PF rules applicable.
Gratuity for each completed year of service or part thereof as admissible under the gratuity rules
applicable.
Encashment of leave at the credit on the day of separation, in accordance with the laid down
rules.
Resettlement concession comprising benefits as admissible on transfer for self and family
provided the employee avails settlement concession within 6 months from the date of separation.

(B) Ex-gratia payment equivalent to 60 days emoluments for each completed year of service or the
monthly emoluments at the time of retirement multiplied by the balance months of service left before
normal date of retirement on superannuation, whichever is less.

(C) Superannuation Benefits: Benefit will be admissible only to members who have served for the
minimum qualifying period and it will be calculated as for deemed superannuation as on the date of
separation, but payable from the notional date of superannuation.

(D) Post Retirement Medical Attendance Facility: Employees separating under the voluntary
retirement scheme who have attained the age of 50 years on the date of such separation shall be covered
under the provisions of the Post Retirement Medical Attendance Facility, as amended from time to time,
from the date of separation under the voluntary retirement scheme.

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(E) The facility of medical insurance will be available to those who separate before completing 50
years of age. Upon attaining the age of 50 years, they will be entitled to be covered under the provisions
of the post retirement medical attendance facility.
NOTES:
1. The amount(s) due to the corporation from the employee shall be recovered from the amounts payable
under the scheme.
2. The Income tax liability in respect of benefits under the scheme, if any, shall be entirely that of the
employee himself.

4.2 The benefits under the scheme shall not be admissible in respect of separation of employees on
account of his:
Dismissal
Discharge
Termination of the services otherwise than through the
operation of the scheme
Premature retirement on medical grounds
Having abandoned the services of the corporation, or
having lost lien on his appointment

4.3 Applications for voluntary retirement may be withheld with reference to disciplinary/ vigilance
clearance only in the following circumstances with the approval of the Board :
i) where departmental proceedings have been initiated or are contemplated and the disciplinary
authority is of the view that the case may end in the imposition of penalty of removal or
dismissal;
ii) where prosecution is either contemplated or has actually been launched against the employee
concerned.

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5. Competent Authority

The authority / authorities to accept voluntary retirement under the scheme shall be as follows:
Other than IBP Division Recommending Approving Authority
Categories of Employees Authority
All non-Officers Region / Unit Head Divisional HR Head
through a committee of
Region / Unit HR
Head
Region / Unit Finance
Head
Region / Unit
Function Head

Officers in Grades A, to Committee of Divisional Director

E Region / Unit Head
Divisional HR Head
Divisional Finance
Head

All officers in Grades F Committee of Chairman

& above Divisional Director
Dir (Fin)
Dir (HR)

Ex-gratia scheme
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SCHEME FOR GRANT OF EX-GRATIA TO EX-EMPLOYEES

Ex-Gratia Scheme was introduced w.e.f. 01.12.2003 on one time basis for the benefit of ex-employees of
IOC who superannuated from the services of the Corporation before introduction of SBF Scheme in
IOC.
The salient features of the scheme are as under:
1. Eligibility:
Ex-employees who superannuated from the services of the Corporation before introduction of SBF
Scheme after rendering a minimum of 5 years' continuous service without any break on or before their
superannuation will be eligible for the ex-gratia benefit. The service means regular service
in IOC and would not include service on contractual/daily or temporary/adhoc basis.

2. Amount of Ex-Gratia:
Salary Grade
Revised Ex-gratia
(w.e.f.01.08.08) Amount Per/Month
I-III I-II 1000 1400
IV-V III-IV 1100 1550
VI-VIII V-VI 1200 1700
O2 1700 2400
A 2000 2800
B 2200 3100
C 2400 3400
D 3000 4200
E 3200 4500
F 3400 4800
G 3800 5300
H 4000 4600
I 4200 5900
Director 4200 6500
In case of death of the ex-employee, his/her spouse will be paid the
applicable ex-gratia amount till his/her survival.

3. It has also been decided to pay the differential amount to those ex-employees, who have
superannuated after introduction of SBF Scheme but are drawing lesser pension than the above-
proposed ex-gratia amount. The pension amount under SBF will be the amount, which the ex-employee

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would have received, had he/she not commuted 1/3rd of the pension as provided in the scheme.

4. Eligibility Conditions for grant of Ex-gratia:

Ex-employees of IOC, who superannuated/voluntarily retired from the services of the
Corporation prior to introduction of SBF Scheme in IOCL or died after rendering a minimum of 5 years
service before such separation.
Such ex-employee/spouse will not be eligible for benefit under this scheme whose spouse or
any dependent son/daughter has been provided employment in IOC on compassionate grounds.
The eligible ex-employee will continue to get "Ex-gratia" so long he/she is alive after
introduction of the Scheme. Thereafter, his/her surviving spouse shall be eligible for ex-gratia under this
scheme. Similarly, ex-employee and his/her spouse will continue to get the differential amount of ex-
gratia, who are drawing lesser pension under SBF Scheme, till his/her survival.
In case of break-in service, net service rendered in IOC will be taken into account for the
purpose of eligibility, provided the break-in-service was not more than the net service rendered in IOC.
For the purpose of eligibility with regard to service in IOC, only regular service in IOC will be
considered and the period of engagement on contractual/daily/ad-hoc basis, etc. shall not be taken into
consideration.
For the purpose of eligibility, the ex-employee must not have been dismissed/removed/terminated or
abandoned the services of the Corporation or resigned/deemed to have resigned from the services of
IOC.
All those ex-employees who separated from the services of IOC on account of pre-mature retirement
shall not be eligible for ex-gratia under the scheme.
For the purpose of reckoning service in IOC, qualifying service in respect of deputationists, will be
taken from the date of absorption in IOC.
Full time Directors of IOC shall also be eligible subject to fulfillment of above conditions.
The ex-employees/surviving spouses, who are, eligible for "Ex-gratia Scheme", shall have to execute
an undertaking in the prescribed
Proforma to the effect that this benefit is being given not because of any right or entitlement, but
entirely as an ex-gratia. Further, he/she will not enter into any litigation in this regard and/or other
related matters before any Court of Law/Forum/Authority. If any case pertaining to ex-gratia and/or in
relation to SBF is pending before any Court of Law/Forum/Authority, he/she shall withdraw the same

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forthwith.
The eligibility of the applicant shall be considered and application processed only after
withdrawal of such case/petition before any Court/Forum/Authority where the applicant is a petitioner
either singly or jointly.

5. General Conditions:
"Ex-gratia" will be taken into account as income for the purpose of determining "dependency".
The spouse of deceased eligible ex-employee, who is getting the benefit of Family Pension
under FPF scheme, 1971, shall be eligible to receive ex-gratia benefit without any adjustment on this
account.
For calculating the length of service, fraction of a year equal to six months and above shall be
treated as full year and period less than 6 months shall be ignored.
For receiving ex-gratia / differential payment, the eligible ex-employee/ spouse of deceased
employee shall submit an application form complete in all respects in the prescribed proforma enclosed
with this scheme (Annexure-I to be filled by ex-employee and Annexure-II to be filled by the spouse of
the deceased ex-employee) along with all relevant documents as indicated in the application form, to the
Head of HR Department of the concerned HO/Unit/Region of IOC from where the ex-employee has
superannuated. Applications for grant of ex-gratia payment should be submitted before 31st March
2004. Any application received thereafter will be considered on exceptional grounds.
It will be the responsibility of the applicant to satisfy the HR Head of the HO/Unit/Region that
he/she is eligible to receive the ex-gratia payment under the scheme and establish his/her identity by
producing relevant documents, which may be available in his/her possession.
In case, the ex-employee/spouse of deceased ex-employee does not have relevant document(s)
as proof of having rendered requisite service in IOC or documents mentioned in the application form,
the claimant shall produce an affidavit sworn before a First Class Magistrate in the prescribed proforma
stating all relevant details and also that he/she/ex-employee had completed 5 years continuous service
and had not been removed or dismissed or terminated or had not resigned from the services of IOC, etc.
(Proforma given as Annexure - III & IV respectively).
The beneficiary has to indicate his/her bank account number alongwith the name of the
Nationalised Bank near his/her place of residence where he/she wants to get ex-gratia payment remitted.

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For payment of ex-gratia to the spouse in case of death of exemployee, the spouse shall be
required to submit his/her application in Annexure-II, to the concerned HR establishment for grant of ex-
gratia, along with all relevant documents including death certificate of the exemployee.
The Life Certificate prescribed for drawal of ex-gratia shall be required to be produced by the
recipient of the ex-gratia to the concerned disbursing authority every year in the month of November.
(proforma given as Annexure-V).

Life certificate on self certification basis

Retired employees may submit the Life Certificate on self-certification basis every year in the
month of November in the prescribed proforma [Annexure-V(A)]. In case of death of the retired
employee, the spouse shall be required to submit the Life Certificate as per the original provision for
the first time as per Annexure-V and subsequently, the spouse may also submit the certificate as per
Annexure-V(A) on selfcertification basis every year.

Medical facilities provided at Indian Oil:

IndianOil employees are covered under the IOCL Medical Scheme, effective from the date an
employee joins the companys service. However, even the employees spouse, children and dependant
parents will receive benefits under this scheme.
Medical expenses incurred by an employee will only be considered for reimbursement if it is
prescribed by a qualified Medical Attendant (MBBS).
At Indian Oil they follow the Indian Oil Corporation Limited Medical Rule Book-2004
In this book various aspects related to the medical scheme are defined they are:
Corporation
Employee
Family
Authorised Medical Attendant
Authorised Medical Attendant (Homeopathy system)
Specialist
Dental Surgeon
Medical Attendant
Hospital/ Nurse Home Treatment
Medicines
Intra Admissive Medicines

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Admissive medicines/ cost under Homeopathy system

Controlling Officer
Medical Attendants
1. Consultation fees- Allopathic treatment
Homeopathy treatment
2. Injection Charges
3. Room/Bed Entitlement
4. Special Nursing Charges
5. Consultation with Specialist

Hospital/ Nursing Home Treatment Charges for Bed

Post Operation Dressing Charges
Dental Treatment
Other medical Facilities
1. Anti-Rabic Treatment
2. Treatment for Immunising and Prophylactic Purpose
3. Treatment through Lithotripsy
4. Testing Eyesight for Glasses
5. Cost of Artificial Appliances
6. Cost of Intra-Ocular Lens
7. Cost of Hearing Aid
Special Diseases
1. Cancer
2. Mental Diseases
3. Poliomyelitis
4. Tubercular Diseases
5. Diabetes
6. Cardiac Arrests/ Stroke/ Etc.
7. Post Operation Treatment of Kidney Donor

Travelling Allowance for Medical Attendant and/or Treatment:

1. Entitlement
2. Reimbursement of Ambulance Charges
3. Rail fare for an Attendant or Escort
4. Local Conveyance in Referred
5. Outstation Cases
6. Death in Service

Rules Governing the Employees Staying in the Refinery Townships

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Medical facilities for Freedom Fighters

Medical Expenses Incurred in Foreign Countries while on Tour Abroad
Miscellaneous
1. Time Limit for Medical Claims
2. Discretionary Powers
3. Hospitalisation of an Employee for an Injury Arising out of and in the Course of
Employment
4. Advance against Medical Expenses Applicable to All Stations in India
Admissible Physiotherapy Treatment
Medical Check-Up for Officers
Safeguards Against Misuse of Medical Rules

Application:

These rules shall apply to all regular employees of the corporation in the prescribed scales of pay, but
shall not apply to:
i) those, in casual / muster role employment, or, paid from contingencies;
ii) employees on deputation from other organizations;
iii) those appointed on contract basis;
iv) those deputed to other organizations and opting for permanent absorption in those
organizations;
v) Re-employed pensioners with less than 10 years service

Eligibility:
The scheme shall be applicable only in respect of such employees who serve the corporation and
to re-employed pensioners who have served the corporation for a minimum period of 10 years.

General Conditions:
Employee can directly go to hospitals registered with IndianOil in case of emergency admission
of a patient can be done after viewing IndianOil identity card.
If not an emergency the employee has to take a letter from the medical facility clearance
department and then approach the hospital.

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An employee of IndianOil can also visit any hospital within India and the amount incurred is
fully encashed to the employee for treatment, excluding food and refreshments provided in the
hospital.
A maximum fee of Rs. 250 is allotted if an employee visits an MBBS this includes any type of
medication.
In case of consultation only Rs. 100 is allotted.
The employee has to furnish the Prescription of medicine and the bill number in case of medicine
purchased.
If an employee has to visit a specialist that is an MD he needs to have a reference letter from an
MBBS doctor for it.
The employees family is entitled to treatment at all hospitals within India
A family consists of :
1. Wife of IOCL employee
2. Husband of IOCL employee
3. Parents of an IOCL employee (who have a monthly earning of less than Rs. 3000).
4. Two children for people joined on or after 1st July, 1988 (2 eldest children).
Big amount bills are subject to investigation.

Dental Treatment

Application:
These rules shall apply to all regular employees of the corporation in the prescribed scales of
pay, but shall not apply to:
i) those, in casual / muster role employment, or, paid from contingencies;
ii) employees on deputation from other organizations;
iii) those appointed on contract basis;
iv) those deputed to other organizations and opting for permanent absorption in those
organizations;
v) Re-employed pensioners with less than 10 years service

Eligibility:

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The scheme shall be applicable only in respect of such employees who serve the corporation and
to re-employed pensioners who have served the corporation for a minimum period of 10 years

The treatment allowed as per IndianOil scheme is:

Sl. No. Treatment: Maximum
Ceiling (rs.)
I Consultation 100
Consultation from MDS* 200
*- Restricted to one consultation per ailment

II Fillings:
1 One Surface 300
2 Two Surfaces 400
3 Glass Lonomer Filing 300
4 Composite Filling 400
5 Composite Veneer 700

III Minor-I
1 Extraction per Tooth 300
2 Periocorontomy 400
3 Frenectomy 400
4 Biopsy 400
5 Abscess Incursion 300

IV Minor-II
1 Gingivectomy per segment
-Gum Treatment 600
2 Alveolectomy 600
3 Growth Removal 600
4 Pulpotomy 600
5 Flap Surgery- per segment 1200
6 Flap Surgery- full mouth 12000

V Major-I
1 Removal of Impaction/Apecectomy 1100
2 Cystectomy 1100
3 Root Canal Treatment 1200
4 Multiple Root Canal Treatment 1750

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Employees Superannuation Benefit Fund Scheme

1.0 Introduction
1.1 A voluntary and contributory Superannuation Benefit Fund Scheme has been introduced in
the Corporation as a welfare measure for providing social security. Specified benefits under the scheme
accrue to members on fulfillment of laid-down conditions, in the following
events:
i. Retirement on attaining the age of superannuation.
ii. Death/permanent total disablement.
iii. Separation, after rendering a prescribed minimum service.
(The benefit in such a case is payable after the notional age of superannuation)
1.2 The scheme is being operated through a Trust. The Trustees manage the funds and, upon a
members qualifying under the scheme, purchase annuity from the LIC to secure entitled recurring
benefit.
1.3 Corporations Contribution
The Contributory Scheme envisages only a token contribution ofRs.100/- per annum by IOC. The
scheme is based on voluntary contributions by the employees with no monetary cost to the
Corporation except the above token yearly contribution. (However, the Corporation has agreed to
provide administrative support, such as deductions from salary, etc., and also to provide advice and
guidance in operating the Fund)
1.4 The scheme was introduced with effect from November 1987 in respect of officers of the
Corporation, (including such officers of AOD who had joined AOD on or after 14.10.1981 and such
non-officer promoted to the officers cadre on or after 14.10.1981). The scheme for non-officers was
introduced with effect from the under-mentioned dates in accordance with the agreements signed with
the recognized Workers Union of respective Units/ Region/Offices

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2.0 Applicability:
2.1 The Scheme applies prospectively to all officers and non-officers of the Corporation (as
mentioned at 1.4 above) in the regular scales of pay in the Corporation, including the new entrants from
the date of the introduction of the scheme or from the date of joining, whichever is later. However, the
scheme is not applicable to the following :
Contract Appointees
Employees on deputation from other organisations to IOC.
Trainees and Apprentices (excepting those departmentally selected from amongst employees on
regular pay-roll.)

3.0 Eligibility:
3.1 Minimum qualifying service for a member to become entitled for the benefit under the scheme in the
following events/contingencies is as respectively mentioned against each:
Retirement on attaining the age of Members retiring with less than 5 years actual service after
introduction superannuation of the scheme are required to contribute minimum for a period of 5
years, as detailed vide below.
Death/Permanent total Disablement Benefit is admissible irrespective of length of service.
Separation from service (other than superannuation) 15 years service which shall include minimum
of 5 years contribution.

Notes :
1. For the purposes of minimum qualifying service (but not for calculating benefit), service either
with Government or a PSU immediately prior to service in IOC is taken into consideration.
2. In case of death/permanent total disablement, benefit is payable in accordance with the
Scheme of Rehabilitation given at Annexure I.
3. In case of resignation, where laid down qualifying service has been rendered, the benefit is
payable after the notional age of superannuation.

4.0 Contributions:

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4.1 Employers contribution from the Indian Oil Corporation to the contributory Superannuation
Benefit Fund is a token amount of Rs.100/- per annum.
4.2 Contributions by the employees.
4.2.1 Direct contribution as percentage of salary
Contribution of the employees is to be calculated on the salary at the rate (as given in 4.2.1.1. below)
depending upon the age at the time of an individuals entry into the scheme. Rate fixed at the time of
entry will remain constant unless refixed by the Trustees.
4.2.1.1 Following rates of contribution calculated on Basic Pay + Dearness Allowance+
Non-Practising Allowance (wherever applicable) are payable in respect of the various age groups
depending upon anindividuals age at the time of the entry into the scheme:
Age Groups Rate of Contribution
38 years or less 2%
Above 38 years but less than 48 years 3%
48 years but less than 53 years 4%
53 years and above 5%
4.2.1.2 Employees having service of less than 5 years for superannuation are required to
contribute minimum for a period of 5 years. For this purpose, contribution is to be made on a
monthly basis during the service period and balance calculated on last salary to be paid in
lumpsum at the time of superannuation (which at employees request can be adjusted against terminal
amounts otherwise payable to the employee).

4.2.2 Other Contributions

Apart from the direct contribution depending upon the age at the time of entry into the scheme as
a percentage of the employees salary, additional contributions are to be made by the member
employees, as may be determined based upon the advice of actuaries from time to time. Such
contributions shall be effected as deductions from the salary of the employee every month or by such
other mode as the Trustees may decide upon in consultation with the Corporation.
At present, amounts equal to the entitlements in respect of the following items are to be paid into
the Superannuation Fund :
Tea/coffee allowance, at the rates fixed from time to time.
Washing Allowance, at the rates fixed from time to time.

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Uniforms (other than protective clothing).

Benevolent Fund for Education and other welfare benefits
payable by the employee and Corporation respectively.
Rehabilitation grant as previously admissible, vide 4.3 below.
4.2.3 Deputed employees retaining lien
Employees of the Corporation deputed to other organisations and retaining their lien on posts of IOC
may also be permitted to continue as members of the Superannuation Benefit Fund, provided the
employee contributes the laid down percentage of his salary to the Fund and the employer (or
alternatively the employee himself) also makes the specified lumpsum contribution.
4.2.4 Contributions during period of leave/suspension
Employees are required to make full contribution to the Fund for periods of leave with or without pay or
leave on half average pay or sick-leave on half pay. For details please see on 6.5.(ii). Full contribution is
also to be recovered from subsistence allowance payable to a suspended employee. However, no
contribution is to be made for a period of study leave without pay or special leave without pay granted to
a female employee for joining her husband, but such period shall also not be taken into account for
calculating reckonable service.
4.3 Transfer of Rehabilitation Grant
With the introduction of SBF Scheme, the previous scheme of offering employment to dependent of
deceased employee or of paying rehabilitation grant to spouse on death of an employee while in service
ceased to operate from the date of implementation of the scheme. Depending upon the eligibility
conditions for employment, the rehabilitation grant w.e.f. 1997-98 onwards on the basis of last
pay drawn by the employee without any ceiling of minimum and maximum is transferred to SBF
account. Accordingly, the following amount of rehabilitation grant as previously admissible is
surrendered by the Corporation to the Trust in case the female spouse or dependent male spouse, as the
case may be, exercises Option R-1 or Option R-2 of the Rehabilitation scheme:
FOR OFFICERS :
Eligibility Condition Rehabilitation Grant to be transferred to SBF Account
For female spouse of 35 years or less who was eligible for employment under the previous scheme
30 months BP last drawn. For female spouse of more than 35 years of age who would have been
neligible for employment 25 months BP last drawn.
FOR NON-OFFICERS

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Eligibility Condition Rehabilitation Grant to be transferred to SBF Account

For female spouse who would have been eligible for employment 30 months BP last drawn. The above
amount of rehabilitation grant will be transferred only under Option R-1 and R-2 of the Rehabilitation
Scheme.
Note :
1. No such surrender of rehabilitation grant is envisaged where employment has been provided by the
Corporation under Option R-3.
2. Please also refer Annexure 6.
4.4 Refund of Contribution
4.4.1 An employee resigning from the service of the Corporation without completing 15
years of qualifying service shall be refunded his direct contribution by way of percentage of
salary with interest thereon. The rate of interest will be reviewed on yearly basis. The rate would
be linked with the average yield on 10 year Govt. Securities (GSEC).
4.4.2 An employee who is dismissed/removed from service or who abandons his job or
loses lien on his appointment will be refunded only his direct contribution as percentage of salary
without interest.
5.0 Benefits:
5.1 The maximum benefit payable under the scheme to the superannuating employee is @40% of
the last salary (as respectively defined for individuals contribution as percentage of salary) for the
guaranteed period of 15 years or upto death of the member, whichever is later.
5.2.1 32 (full) years reckonable service should be completed by an employee for drawing full
benefit as in 5.1 above. For reckonable service of less than 32 years, the benefit would be
proportionately less. A service of 9 months will be deemed as full years service; a service of 3 months
or more but less than 9 months will be deemed as years service; a service of less than 3 months will
not be taken into reckoning.
5.2.2 Salary freezing as on 1.1.2003 for service upto 31.12.2002: Amount of Pension Benefit for
the reckonable service upto 31.12.2002 will be calculated on the salary as on 1.1.2003, and pension
benefit for the reckonable service after 1.1.2003 will be calculated on Actual salary as on the date of
superannuation or by escalating salary of 1.1.2003 @7% p.a. whichever is lower.
5.3.1 In case of death or permanent total disablement of an employee while in service, it will be
construed that the employee had rendered full 32 years service for drawing full benefit.

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5.3.2 In case of an employee in service, where the spouse predeceases or dies subsequently
before opting for any option under Rehabilitation Scheme (annexed to this scheme), the son/daughter of
the family is entitled to the maximum pensionary benefit only i.e. 40% of the last salary. The
son/daughter cannot exercise any of the other two options under Rehabilitation Scheme.
5.3.3 In case of resignation, after rendering minimum 15 years of service, employee will be
entitled to pro-rata benefit provided he makes contribution for at least 5 years. The rate of annuity shall
be 1/80th of the salary on the date of resignation for every completed year of reckonable service. The
benefit shall be payable from the date on which the resigning employee would have superannuated if the
employee is alive or from the date of death or permanent total disablement if such a contingency takes
place prior to the notional date of superannuation.

5.4 Annuity Option offered by LIC:

5.4.1 The superannuation/disabled employee or eligible dependent of deceased employee, as the
case may be, has the option to elect anyone of the following recurring benefits offered by LIC within the
purchase price of standard annuity option (i.e. life-time with guarantee for 15 years). Option once
exercised shall be final and binding. Option Period for which benefit is payable
1. Life time of the member. After death of the member, no benefit shall accrue to his beneficiaries.
2. Life-time of the member with guaranteed benefit for 5 years.
3. Life-time of the member with guaranteed benefit for 10 years.
4. Life-time of the member with guaranteed benefit for 15 years.
(Standard option)
5. Life-time of the member with refund of the principal annuity amount to beneficiary at the time of
death of the member.
6. Joint life-time of the member as well as his/her spouse.
7. Life-time of the member with guaranteed benefit for 20 years.
8. Joint life and last survivor pension with return of capital.

5.5 The member employee/eligible dependent has the option to commute 1/3rd purchase price of
annuity, which 1/3rd is payable by the Trust outright and out of the balance purchase price, a reduced
recurring benefit shall be made available depending upon the option exercised. 1/3rd Commutation
amount of pension to be calculated at the LIC current rates limited to the rates prevailing as on

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31.10.2003 and the 2/3rd amount of will be calculated at the rates prevailing on the date of purchasing
annuity from LIC.

5.6 The recurring payment of superannuation benefit can be made on

monthly, quarterly, half-yearly or yearly basis depending upon the
members choice.

6.0 Reckonable & Past Service:

6.1 Past service is not fully reckonable for pensionary benefit; it is discounted. No member is
required to contribute towards an eligible past service rendered in the Corporation before the
applicability of the Scheme in his case. For calculating reckonable discounted service, the following
formula applies : (1-d/100) x d = credit for past service. d denotes past service before
introduction of Scheme.

Post- Retirement Medical Expenses Claims:

All Ex-IndianOil employees have to follow the following table according to their grades to get
compensation for medical expenses made throughout the year.

Grade: Amount Allotted:

Grade A 8000
Grade B & C 12000
Grade D,E,F 16000
Grade G & Above 20000
Chairman 24000

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All IndianOil retired employees have to fill a form every six moths to enjoy the medical benefits after
superannuation. These forms are to be filled in September and April of each year. That is end of six
months. The amount in the table is divided into two parts and is given to the e-employees for example a
grade D employee is given Rs.8000 at the end of the term of six months after he fills in the provided
forms and has the proper documents to claim the amount.
Also they require a letter from IOCL to get admitted into a hospital.

Car Loan for Employees:

Car loans are approved at any time. Car loans are provided to the staff in the following grades:
Grade: Loan Amount Allotted:
Grade A 265000
Grade B 450000
Grade C 450000
Grade D 500000
Grade E 500000
Grade F 500000
Above Grade G 650000

The loan amount will be according to the grade of the employee and not exceeding the provided amount
structure. An employee in grade A purchases a car for Rs. 2,50,000 and insures it for Rs. 35,000. He will
be entitled to loan amount of Rs. 2,65,000 and not above this even though the amount reaches to Rs.
2,85,000. This loan will carry a nominal interest and will be recovered from the employees March
salary.
The principal amount has to be paid in 144 instalments and the interest amount in 16 instalments. These
instalments are deducted from the employees salary and are decided at the time of issuing loan.
In case the employee gets promoted to the next higher grade at any time within 6 months of his availing
of car loan, he would be entitled to an additional amount of loan equivalent to the difference between the
amounts of loan outstanding on that had he been given the loan applicable to the higher grade from
inception.
An employee would be entitled to a fresh loan after he pays off the entire previous car loan taken by
him.

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In case of resignation, retirement, termination or death, the loan amount should be repaid failing to
which it will be adjusted against his legal representative, heir, executor or administrators.

Desktop / Notebook PC loan (Under the Revised Scheme)

Grade: Loan Amount allotted:

Grade A 35000
Grade B 35000
Grade C 35000
Grade D 35000
Grade E 35000
Grade F 35000
Grade G 35000
Chairman 35000
Director 35000

An employee of IndianOil is allotted this loan. This loan cannot be considered as a loan amount as a
rent is taken from the employees salary. This rent amounts to Rs. 200 per month. At time of retirement
depreciation is done on the commodity and the remaining value after depreciation is to be paid by the
employee. After retirement the commodity is owned by the employee.

Furniture Loan:

Grade: Loan Amount Allotted:

Grade A 40000
Grade B 50000

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IndianOil

Grade C 60000
Grade D 75000
Grade E 100000
Grade F 115000
Grade G 140000
Chairman 150000
Director 200000

An employee of IndianOil is allotted this loan. This loan cannot be considered as a loan amount as a rent
is taken from the employees salary. This rent amounts to Rs. 60 per month. At time of retirement
depreciation is done on the commodity and the remaining value after depreciation is to be paid by the
employee. After retirement the commodity is owned by the employee.

Leave Rules at IndianOil:

Privilege Leave (PL):

Permanent/ Confirmed staff are entitled to PL after having worked for twelve months.
PL enables one to rest and recuperate ones health (physical and mental) and hence must be
availed of at least once every year. Department Managers should ensure that all staff avails of PL, which
is a good management practice. Department Managers must prepare a leave calendar in consultation
with their Management staff in the month of March.
Management staff can make their travel plan based on the leave calendar available.
In a year 32 days PL is granted. Every quarter of a year 8 days PL is granted to the employees.
For encashment of PL an employee should have minimum 15 days of PL with him as reserve. PL can be
accumulated of up to 300 days. PLs to be enchashed the leaves should always be in multiple of five for
example, 5,10,15,etc. PLs can be enchased anytime of the year but only four times. PL can be taken for
n number of days but not exceeding 300 days.
Application for PL is available on the companys online SAP. Since the past 1.5 years PL forms
are submitted online to the HOD. If the HOD rejects the PL, then it remains rejected and it cannot be
challenged by the employee. The superior on receipt of the PL application can accept or reject the
request within four days.
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PL will be sanctioned Subject to exigencies of work. When an employee joins during the course
of the year, PL will be calculated on a prorate basis for the said year.

Casual Leave (CL):

Casual Leave can be availed of by the staff for unpredictable or casual personal work. They are
entitled to twelve days casual leave in a Financial year, but not more than four days at a time. Two
restricted holidays are also allotted.
Work has to move smoothly. Hence, if a Management Staff wishes to avail of casual leave , he
should intimate his superior in advance
Application for CL must be made in advance and if not it should be regulated on the day the staff
reports for work.

Special Sick Leave:

Staff will be granted Special Sick Leave in case of absence caused by prolonged sickness/
hospitalisation/ domiciliary hospitalisation, with or without pay at the sole discretion of the
management.
Management staff must intimate the immediate supervisor and department manager/ functional
general manager about his/her sickness and the period one is likely to stay away from work.
A request for special sick leave along with doctors certificate must be made to the immediate
supervisor, who will forward the same to the functional general manager through the department
manager, for approval. This request, then, will be forwarded to the Sr. Manager- Personnel.

Maternity Leave:
Female staff will be entitled to Maternity leave with pay.
On conceiving, the individual will intimate her superior and the Personnel Department, so that
work can be planned. Maternity Leave will be granted for a total period of 135 days.

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Normally, Maternity leave will be granted for the period nine weeks before and ten weeks after
confinement. But if the employee wishes, she can commence her maternity leave just before
confinement but should not exceed a total of 135 days.
This facility of Maternity Leave will be available to a female employee for the first two children
only.

Form for Ex-Gratia.

Annexure - I
INDIAN OIL CORPORATION LIMITED
CORPORATE OFFICE
Sadiq Nagar, J.B. Tito Marg, New Delhi-110049
(For use of ex-employee)

*Affix Photograph
of ex-employee

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*Affix Photograph
of spouse

I joined IOC on __________ and had rendered minimum of 5 years of continuous

service till my normal date of superannuation. I am not eligible for benefit under
IOC Superannuation Benefit Fund Scheme or I am drawing the benefit under
SBF Scheme, which is less than the ex-gratia amount announced now.
Therefore, I hereby apply for grant of ex-gratia/differential amount.
1. Name of the applicant ________________________________
( in block letters)
2. Designation on appointment ________________________________
3. Date of Joining IOC ________________________________
4. Date of birth ________________________________
5. Employee / PF No. ________________________________
6. Designation on separation ________________________________
7. Date of separation ________________________________
8. Present residential address ________________________________
(in block letters) with telephone
number, if any. ________________________________
* Photographs should be attested by a Gazetted Officer or serving Sr.
Manager or above of IOC.
9. Name of the office from where ________________________________
superannuated
10. Whether receiving benefit ________________________________
under IOC SBF Scheme
(write Yes or No)
11. If yes, indicate the amount being
received as pension : with Commutation _________________________
without Commutation _________________________
12. Whether receiving Post Retirement
Medical benefit from IOC. If so, ________________________________
Indicate the name of the office
where from receiving reimbursement.
13. Whether rendered continuous
Service in IOC for more than ________________________________
15 years (write Yes or No)
14. Is there any break in service, if so, ________________________________
Give details
15. Name of the spouse, if alive ________________________________
Specimen Signature of spouse
________________________
(Write the name of the Bank Branch where from ex-employee desires to

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receive ex-gratia amount)

Bank's Name and Address ___________________________________
___________________________________
___________________ A/C No._________
The ex-gratia payment being given to me is not because of any right or entitlement, but entirely as an ex-
gratia. I further, confirm that I shall not enter into any litigation in this regard and/or other related atters
before any Court of Law/Forum/Authority.
Date:
Place: Signature of the Applicant
Note : Please enclose photocopies of :
a) Appointment letter
b) Superannuation letter
c) Identity Card of Post Retirement Medical Scheme
d) Or any documentary evidence to show about eligibility for ex-gratia

* Affix Photograph of
ex-employee

* Affix Photograph of
self (spouse)
Annexure -II
INDIAN OIL CORPORATION LIMITED
CORPORATE OFFICE
Sadiq Nagar, J.B. Tito Marg, New Delhi-110049
(For use of spouse of deceased ex-employee)
Sir,
Shri/Smt._______________________ who was my husband/wife joined IOC on ___________ and had
rendered minimum of 5 years of continuous service till his/her normal date of superannuation and he/she
was/ not receiving # benefit under IOC Superannuation Benefit Fund Scheme. However, he/she was

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granted ex-gratia differential amount of Rs._______ p.m. w.e.f. __________.

After his/her death, I hereby apply for grant of ex-gratia payment/ differential
amount.
1. Name of the applicant (in block letters) __________________________
2. Name of ex-employee (in block letters) __________________________
3. Designation of the ex-employee
on the date of superannuation __________________________
4. Date of joining IOC of ex-employee __________________________
5. Date of superannuation __________________________
6. Date of death (enclose Death Certificate
of ex-employee or other documentary __________________________
evidence)
* Photographs should be attested by a Gazetted Officer or serving Sr.
Manager or above of IOC.
# Delete whatever is not applicable.
-2-
7. Present residential address of __________________________
Applicant (in block letters) alongwith __________________________
Telephone number, if any. __________________________
8. Name of the office from where __________________________
ex-employee superannuated
9. Whether ex-employee received __________________________
benefit under IOC SBF Scheme
(write Yes or No).
10. If yes, indicate the amount received as
pension : with Commutation __________________________
without Commutation __________________________
11. Whether applicant is receiving Post
Retirement Medical benefit from __________________________
IOC, if so, indicate name of the office where from receiving reimbursement.
12. Whether ex-employee had rendered continuous service in IOC for more
__________________________ than 15 years (write Yes or No)
13. Was there any break in service of the Ex-employee, fi so, please give details
__________________________
(Write the name of the Bank Branch where from the spouse of deceased exemployee
desires to receive ex-gratia amount).
Bank's Name and Address ___________________________________
___________________________________
__________________A/C No.__________
The ex-gratia payment being given to me is not because of any right or
entitlement, but entirely as an ex-gratia. I further, confirm that I shall not enter
into any litigation in this regard and/or other related matters before any Court of
Law/Forum/Authority.
Signature of the Applicant(Spouse)
Date:
Place:

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Note : Please enclose photocopies of :

e) Appointment letter
f) Superannuation letter
g) Identity Card of Post Retirement Medical Scheme
h) Or any documentary evidence to show about eligibility for ex-gratia

SYNOPSIS

1. Details of the student:

Name: Rizwan Anwar Aga

Batch: MMS 2008 - 2010

Specialization: Human Resource

Phone No.: +91-9870219242

Email: aga.rizwan@yahoo.co.in

2. Area of Research: Human Resource

3. Title of the Project:

Benefits Provided ByIndianOil

4. Performance During the fiscal Year 2007 2008

Indian Oils Gross Turnover (inclusive of excise duty) for the year 2007-08 reached a new high of Rs.
2,47,479 crore, up by 12.1 % as compared to Rs. 2,20,779 crore in the previous year. The Profit after
Tax was Rs. 6,963 crore.

The Corporation sold 59.29 million tons of petroleum products during the year 2007-08, as compared to
54.84 million tons during the previous year. This includes sale of natural gas, which has gone up to 1.74
million tons in 2007-08 as compared to 1.48 million tons in the previous year. In addition, product
exports rose to 3.33 million tons from 3.13 million tons in the previous year.

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The Corporations seven refineries surpassed 100% capacity utilization and clocked the highest ever
throughput of 47.4 million tons. Its pipelines network too registered the highest ever operational
throughput of 57.12 million tons of crude oil and petroleum products. Among new businesses, Natural
Gas Marketing and Petrochemicals together generated revenues of over Rs 4,600 crore during the year
2007 - 2008

6. Scope of Project:

Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material
conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.

2. Welfare measures are in addition to regular wages and other economic benefits available to
workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the
existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by any social
or charitable agency.

The purpose of labor welfare is to bring about the development of the whole personality of the workers
to make a better workforce.

7. Research Methodology:

Data Collection

Primary Data: Surveys

Secondary Data: Websites, Internet, Books on market research.

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Target Group: Working class, Business Executives, Drivers and College teenagers.

8. Detail of the External Guide:

Name: Rajesh Gurav

Designation: Manager Welfare and Administration
Contact no: 9820414576

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