Volume-I

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Sub Section-A
Sub Section A:1
General Terms and Conditions
Page No. 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13
Sub Section A:1A

Company's Reservation Policy

Page No. 1, 2, 3,4, 5, 6,7
Annex. I, II, III, IV, V, VI, VII, VIII, IX

Sub Section A:1B Recruitment Policy

Annexure to Recruitment Policy
Sub Section A:2

Sub Section A:3

Standard Executive Designations

Page No. 1,2
Standard Non-Executive Designations
Page No. 1,2,3,4

Sub Section A:4

Promotion Policy

Sub Section A:5

Transfer Policy and Benefits

Sub-section A:6

Rules of Perks and Allowances in Cafeteria

Volume-I

Sub Section A:1

Page No.2

Volume-I
Section-A
Section-B
Section-C

2.1 All employees on first appointment in the service of the company

including employees appointed to a higher grade consequent on
promotion or on the basis of an open selection shall be placed
on probation for a period of one year during which period their
performance will be watched carefully with a view to determining
their suitability for confirmation against the regular post.
However, the following categories of employees are exempted
from the above rules:

a)

Employees of the Government and other Public Sector

Undertakings, initially taken on deputation and subsequently
absorbed in the Company's service except where the period of
deputation is less than one year.

b)

Officers appointed to posts in the grade of Rs.20500-26500 and

above.

Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

2.2 The period of probation may be extended at the discretion of the

competent authority, but will not be extended by more than one
year save for exceptional reasons to be recorded in writing.
2.3 Every new employee appointed in the Company's service will be
issued with a formal order of confirmation on satisfactory
completion of probationary period or the extended period of
probation, as the case may be. The employee will be considered
to be continuing on probation until so confirmed in writing.
2.4 An order relating to confirmation or extension of probation will
normally be communicated within one month from the date of
completion of the probationary period or extended period of
probation. If, however, for administrative or other reasons it is not
done so, the employee concerned will be informed of the
reasons thereof within the stipulated period of one month.
2.5 If during the probationary period or extended period of probation,
the performance, progress and general conduct of the employee
are not found satisfactory or upto the standard required for the
post, his/her services are liable to be terminated at any time
without notice and without assigning any reason therefore.
2.6 Permanent Government servants joining BHEL against open
advertisement who retain lien on their substantive posts in their
parent departments:
The normal probation period of all such employees will be one
year from the date of joining the company. However, after
satisfactory completion of a probationary period of at least three
months from the date of joining the Company, any such
employee can be permanently absorbed in the company
provided his pay has been fixed under the relevant Government
rules applicable to Government servants getting absorbed in
Public Sector Undertakings in public interest and provided the
employee himself pays the required contributions towards leave
salary and pension to his parent department till the date of his
absorption in BHEL.

to Section

A1

A1A A2

A3

A4

A5

Volume-I

Sub Section A:1

Page No.3

2.7

An employee who on joining public sector undertaking retains

lien in Government for some time is not entitled to CPF, Leave,
and Gratuity benefits under the Company Rules for the period
of service during which he retains lien in Government
irrespective of the fact that leave salary and pension
contributions are paid by the employee himself.

Volume-I
Section-A
Section-B
Section-C

Note:

3.

Discharges and Termination of Service

3.1

Except as may be specifically provided in the contract of

service or in the Standing Orders, the Management may at any
time discharge an employee from service by giving notice for
the period mentioned hereunder or by payment of wages in lieu
of such notice. Similarly, the employee will be required to give
the same notice in the event of his intention to leave the service
of the Company.

Section-D
Volume-II
Section-E

Notwithstanding the above provision, an employee who is in an

executive/supervisory cadre and who tenders resignation will
be relieved of his duties only on his resignation being accepted.
The Management reserves the right not to accept his
resignation if the circumstances so warrant i.e. if the
disciplinary proceedings are pending or a decision has been
taken by the competent authority to issue a charge sheet.
Before accepting the resignation, the Competent Authority will
obtain clearance from the Unit and Corporate Vigilance
Departments where necessary. Acceptance of payment of
salary from the employee in lieu of full or unexpired period of
notice will be at the discretion of the Management.

Section-F
Search
E-Mail
Home

The resignation will be effective only from the date from which it
is accepted by the Company and the employee is finally
relieved in consequence thereof.
3.2

Notice Period

3.2.1 Category of employee

Notice period

Regular Employees
a)

All Executives

Three months on either side

b)

Others

One month on either side

3.2.2 Temporary employees

a)

On expiry of
stipulated period of
appointment

No notice on either side

to Sub Section

A1

A2

A3

A4

A5

to Page No.4

Volume-I

Sub Section A:1

Page No.4

Category of employee
3.2.2
Volume-I

Temporary employees
b) If no period of appointment is One month on either side
stipulated or the appointment
is required to be terminated
before the expiry of the
stipulated period for which
there should be a provision in
the letter of appointment

Section-A
Section-B
Section-C

3.2.3

Probationers i.e. those appointed One month on either side

on Probation
in the case of Executives
and 14 days notice on
either side for other
categories

3.2.4

Apprentices/Trainees

As per the provisions of

the Bond

3.2.5

Substitutes and Casual

employees with less than 240
days service

No notice on either side

3.2.6

In order to ensure consistency, all cases of resignation of

executives involving waival of the prescribed notice period
will require approval of the Corporate Office and as such may
be referred to Corporate Office for processing and obtaining
orders of the competent authority. A maximum of one-month
waival can be considered subject to other conditions.

3.2.7

The cases of non-executive's resignations requiring waival of

notice period may be dealt at unit level subject to the
conditions that the employee has not encashed his EL during
the preceding one year and no vigilance case is pending
against him.

3.2.8

With a view to avoid any anomaly and ensure consistent

policy in line with the above orders being adopted in all
cases, wherever the non-executives are promoted to
executive cadre, they will be governed by three months
notice clause.

3.2.9

The above provisions relating to notice period should

invariably be incorporated by the Units / Divisions suitably in
the appointment letters/offers of appointment made to the
Executives / Supervisors

Section-D
Volume-II
Section-E
Section-F
Search
E-Mail

Notice period

Home

3.2.10 For instructions regarding enforcement of Bond, where

applicable, refer to Rule 15 of this chapter.
3.2.11 In case of employees who resign from the services of the
company on being selected by or through UPSC or by
another Public Sector Enterprise, the aforesaid notice period
need not be insisted upon and the employees may be
relieved as soon as possible subject to exigencies of work.
(Amended vide Circular No.030/PPX/2005 dated
08/07/2005)

Volume-I

Sub Section A:1

Page No.5

Volume-I
Section-A
Section-B
Section-C

3.2.12 Where an employee in the senior executive level i.e., E5 and

above not getting promoted to the next higher grade, has
attained the age of 50 years and wishes to resign from BHEL,
he may be permitted to do so giving one and half months
notice instead of three months. Where, however, notice
period is one month as per the terms of appointment, it will
remain unchanged. In addition, the benefit of encashment of
earned leave and half pay leave as admissible on
superannuation may also be extended to the employees
resigning from the service of BHEL under the above
circumstances.
The above rule is on hold and in abeyance. No application
under this rule may be processed till further orders.

Section-D
Volume-II

(vide Corporate HR Circular No. 055/TMX/2006 dated 27-1106)

Section-E
Section-F
Search
E-Mail
Home

3.2.13 The cases of employees, governed by the BHEL Conduct

Discipline and Appeal Rules, for grant of permission to contest
election to any Legislative Body or any Local Authority, shall be
regulated in the following manner:
a) The request shall be received and processed by the
concerned Unit HR and the same may be considered by the
Unit Head, depending on the circumstances of each case.
b) While granting such permission to the employee, it should
be made clear to the employee by the Unit HR that, in case
he/she is elected, he/she will have to resign from the services
of the Company and no leave will be granted to him/her. A
suitable undertaking to this effect may be obtained from the
employee, by the Unit HR, while granting permission.
(vide Corporate HR Circular No. 017/IRX/2009 dated 23-042009)
3.3

The services of an employee may also be terminated by the

Company on the following grounds, among others:
a
b
c

On abolition of the post.

On being declared unfit for further service on medical grounds.
Insolvency.

Conviction by a court of law for criminal offence amounting to

moral turpitude.

Employee engaging himself in other employment without the

written permission of the Management or if he is found to have
been working elsewhere during the period of leave or off duty.
Loss of confidence by the company in an employee holding
position of trust or confidence or by virtue of his nature of
duties.

4.

Absence by an employee on grounds of sickness for a

continuous period of more than 18 months if suffering from
tuberculosis, leprosy, mental or malignant diseases or
fracture of lower/upper extremity and six months or more if
suffering from any other ailment on the basis of the opinion of
the Medical Board.
Superannuation / Voluntary (Pre-mature) Retirement /
Review on attaining 55/58 years of Age

Volume-I

Sub Section A:1

Page No.6

Volume-I

Section-A

Section-B

Section-C

Section-D

Volume-II

Section-E

Section-F

Search

E-Mail

Home

4.3.2(B)Exception to the general guideline as at (A) above may,

however, be made in the case of
i) Employees with known serious health problems and
ii) Employees who have stagnated in the current & previous
two grades for a long time.
4.3.2(C)Requests for Voluntary (Pre-mature) Retirement may also be
considered
for
the
following
cases:i) Those working in / having experience in peripheral / noncore
areas;
ii) Areas if any, where a decision has been taken by the
Company
to
exit
etc;
iii) Areas where the Company is not experiencing a shortage of
manpower; and in all above cases, who can be easily relieved
without
a
substitute.
(Corp.H.R. Circular No. 039/TRX/2006 dated 10/07/2006.)
4.3.2(D)Requests of employees at all levels for voluntary( pre-mature)
retirement within three months of their superannuation may be
considered subject to exigencies of service and at the
discretion of the management
( vide Corporate HR circular No. 040/TRX/2007 dated
11/9/2007)
4.3.3 All cases of employees opting for Voluntary (Pre-mature)
Retirement should be scrutinized based on above guidelines,
by special Cross Functional Committees which should be
formed at Units / Regions, at the level of General Manager,
before forwarding their cases to Competent Authority for
approval.
(Corp.H.R. Circular No. 039/TRX/2006 dated 10/07/2006.)
4.3.4
In case a Functional Director resigns from his/her post in the
interest of BHEL (e.g to take up a Board level position in a Joint
Venture formed by BHEL) or in public interest, and the
resignation is accepted by Government of India, he/she will be
entitled to all benefits as available on retirement to BHEL
employees. To avoid double benefits, those benefits which are
being provided by the JV Company, as part of their Service
rules, will not be extended by BHEL. This will be effective from
01.02.2009 and will be subject to further approval of the Board
in
each
case.
( Corporate HR Circular No. No.019/TRX/2009 dated 23.04.09)
4.4
Compulsory retirement
4.4.1 Compulsory retirement may be given as a penalty under Rule
23(H) of BHEL CDA Rules,1975
4.4.2 Employees who are given compulsory retirement will be eligible
for RECHS Facilities, if otherwise eligible under the Scheme.
4.4.3 Pre requisites of clause 4.2 will not be applicable for
compulsory retirement cases.
(Corporate HR Circular No.024/PPX/2010 dated 25/06/2010
4.5

No BHEL employee shall be granted extension in service

beyond the age of 60 years.

4.6

Retirement of employees shall take effect from the afternoon

of the 24th day of the calendar month, that is, the last day of
BHEL wage month in which the employee concerned attains
the age of superannuation instead of the afternoon of the
actual date of his superannuation.

Volume-I

Sub Section A:1

Page No.7

7.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E

7.1 Seniority shall be determined by the merit order assigned by the

Selection Board.
7.2 The seniority of person whose services are obtained on
deputation and who is subsequently absorbed in the service of
the company without break shall be determined with reference to
the date of his joining the existing post initially on deputation.
7.3 Seniority of employees recruited as Trainees shall be
determined with reference to the merit order in which they are
placed as a result of their performance in the pre-absorption test
and interview.
7.4 In order to make the position clear and to evolve uniform
procedure in the determination of the seniority in any particular
category of posts, the following principles shall apply:
i)

The grant of an initial pay higher than the minimum of the scale,
will not by itself confer on an employee seniority above those
who are drawing lower pay in the particular category of post,
except in cases where weightage of the past service has been
allowed with the approval of the competent authority.

ii)

Candidates selected for appointment at an earlier selection shall

be senior to those selected later, irrespective of the dates of their
joining, provided the candidate selected joins not later than three
months from the date of issue of the appointment letter.

iii)

Candidates duly selected for promotion at an earlier date shall

be senior to those selected for promotion at a subsequent
selection.

Section-F
Search
E-Mail

Seniority

Home

8.

Record of age/date of birth

Every employee shall declare, on his first appointment in the
company or on being required to do so by the Management at
any time, his date of birth according to the Christian Era/Saka
Era and produce confirmatory documentary evidence thereof
e.g. Matriculation or School Leaving Certificate or Birth
Certificate from Municipality and in the absence thereof such
evidence as may be acceptable to the Management. If any
employee is unable to produce documentary evidence of his age
he shall state his age and make a written declaration that the
age as stated by him is correct. Such an employee shall be sent
to the Medical Officer authorised by the Company for
examination and his opinion as to the employee's age shall be
binding on the employee as well as the Management. The date
of birth recorded with the Company at the time of his first
appointment shall not be altered except in case of clerical errors.
If an employee is unable to state his exact date of birth but can
state approximately the year and month then 1st July in former
case and 16th of a month in the latter case shall be treated as the
date of birth for the purpose of the Company's records.
to Section

A1 A1A

A2

A3

A4

A5

to Page No.8

Volume-I

Sub Section A:1

Page No.8

9.

Every employee of the company shall be required to work 48

hours a week.

Volume-I

10.
Section-A

An employee is also liable to be recalled for duty at any time.

For such overtime work done, adequate compensation by
way of compensatory off or overtime payment will be allowed
at the discretion of the Management.

Section-C
Section-D

11.

Section-F

12.

Change of Address
The employee must notify the Management immediately on
any change in the residential address as recorded at the time
of initial appointment.

E-Mail
Home

Issue of Service Certificate

A service certificate shall be issued on request to an
employee at the time of discharge or termination of his
service, resignation or retirement.

Section-E

Search

Overtime (including work on weekly holiday)

The Management reserves the right to require any employee
to work overtime including work on weekly holidays in
accordance with the instructions issued from time to time.

Section-B

Volume-II

Hours of work

13.

Transfers
Employees shall be liable to be transferred at the discretion of
the Management from one work/Department/Section or
station to another provided that in doing so the Management
shall keep in view the suitability of the employee for the
particular work and also that the pay, grade and the seniority
of the employee concerned is protected. Similarly employees
shall be liable to be transferred to any
office/Unit/Division/Project of the Company as also to any of
the departments ofGovernment of India or any other Public
Sector Undertaking.

14.

Forwarding of applications for employment

14.1

For employment outside BHEL

14.1.1 All applications for employment outside BHEL should be

forwarded through proper channel with the recommendations
of the controlling officer, to Personnel Department for
consideration in the form as at Annexure-A.
14.1.2 Applications of employees who have not executed any bond
or those who were not selected through lateral induction can
(a)
be forwarded freely during their probation. Once they have
completed their probation and have been taken in the regular
establishment of the Company, applications may be
forwarded subject to the exigencies of service.

14.1.2 In case of employees selected through lateral induction,

applications for employment outside BHEL will not be
(b)

forwarded for the first three years of service in BHEL. On

completion of three years' service in BHEL, including probation
period, applications of lateral inductees may also be forwarded

Volume-I

Sub Section A:1

Page No.9

14.1.4 Applications from the categories of employees listed in

Annexure-B may generally be forwarded without any
restriction.
Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

14.1.5 In case of SC/ST and OBC employees, applications may be

forwarded liberally except in cases when there may be
compelling grounds of the interest of the organisation for
withholding such applications.
14.1.6 Applications from executives up to E6A grade may be
forwarded with the approval of Executive Director/GGM
concerned. If the Unit Head happens to be below Executive
Director/GGM level, approval of Functional Director concerned
or Director (HR) will be obtained. Applications from executives
of E7 (AGM) and above grades will continue to be forwarded
only with the approval of Corporate Office.
While forwarding applications, it should be clearly indicated
that on selection, their release from BHEL will be subject to
exigencies of service.

Section-E
Section-F

However, applications for Board level posts in PSUs against

PESB notifications should continue to be sent to Corporate
Office for further processing, irrespective of the level of the
executive.

Search
E-Mail
Home

The request for resignation of executives of E5 and above

grades will also continue to be sent to Corporate Office for
acceptance.
( Vide Corporate Circular no 004/TMX/2005 dated 18/01/2005)
14.2

For employment in other BHEL Units

14.2.1 Applications from those who have executed bond to serve

BHEL or any other Government Undertaking for a specified
period will be forwarded for higher posts within BHEL Units
provided the posts applied for are in their known trade/line.
14.2.2 Applications from persons who have not executed any bond
may be forwarded freely for posts within BHEL Unit/Divisions,
if the applicant has not been trained for a specific trade/field.
If he has been trained for a specified trade/field, no
application from him for post in a different trade may be
forwarded.
14.2.3 Applications of departmental candidates against open
advertisements/internal circulars from sister units of BHEL will
be forwarded only if the applicants have served a minimum of
one year service in the grade to which they have been
recruited except for selections that are made centrally on
BHEL basis.
14.3

All applications should be sent by the controlling officer to the

Personnel Department with his recommendations in the
prescribed form.

14.4

No-objection certificate and Job experience certificate will not

be issued for immigration purposes.

Volume-I

Sub Section A:1

Page No.10

(i)

The employee may be allowed to accept the job offered to

him and released by waiving recovery of the training
expenses otherwise required to be paid under the bond,
provided the concerned Trainee executes a fresh bond
with the Central /State Govt. /Quasi-Govt.
Organisation/the Public Sector Undertaking where he joins
for serving the said Organisation/Undertaking for the
unexpired period of bond. This could be done in
consultation with the concerned Government
Department /Organisation /Undertaking. This is without
prejudice to the obligations of the Engineer /Executive
Trainees under the contract executed under the provisions
of the Apprentices Act, if the Trainee leaves the service
during the training period.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

For joining Central /State Govt./Quasi-Govt. Organisations

/other Public Sector Undertakings:

(ii)

In all other cases full recovery of bond amount as per the

existing orders will continue.

15.2 Waival of bond in respect of female employees who on getting

married, want to leave the service of the Company before the
expiry of the bond period:All such cases where a female
employee wants to resign on getting married, the conditions of
the waival of bond will be sympathetically considered.
15.3 In case an employee under bond is selected for appointment in
Central / State Government service based on success in the
competitive examination(s) conducted by the UPSC or similar
Governmental agencies, the recovery of training expenses may
not be enforced provided the employee concerned executes a
fresh bond with the Government for the unexpired period of the
bond. However, the employees wishing to apply and appear for
such Examination(s) will be required to take prior approval of
the Competent Authority. Such permission will ordinarily not be
withheld for identical and superior level posts.
In the case of employees under bond wishing to join other
Public Undertakings, the existing policy will continue.
15.4 It is clarified that the recovery of the bond amount and notice
period pay in the case of employees under bond who resign
should be regulated as follows:
Both the bond amount and the notice period pay need not be
recovered and only the greater of the two may be recovered,
i.e., the amount payable as bond money or the pay for the
notice period whichever is greater, only may be recovered.
This will be applicable in cases of employees under bond for
training within the country and those who are under study leave
bond. In the case of employees under study leave bond, this
will be applicable even if they submit their resignations without
returning from study leave. This dispensation will however not
apply in case of employees who are under bond for training
abroad at Company's expenses.
to Section

A1

A1A

A2

A3

A4

A5

Volume-I

Sub Section A:1

Page No.11

In such cases of study leave where the employees do not

return and also have not availed any benefit from the Company
during the period of study leave their resignation may be
treated as normal resignation as on the date of going on study
leave without insisting on bond. If the employees have not
availed any service benefit during the study leave period the
resignation may be treated w.e.f. the date of proceeding on
study leave, subject to remitting the notice period pay under
extant rules.

Volume-I
Section-A
Section-B
Section-C
Section-D

15.5 The question of allowing proportionate reduction in the amount

of bond for Indian trained employees has been considered and
the following orders have been passed:

Volume-II

i.

Engineers, Diploma Holders and others who

are trained by BHEL in India either within BHEL or with
some outside organisation, and who have signed a
bond of 5 years service on completion of training, no
reduction on bond amount is to be allowed if they leave
BHEL within and upto the third year of service after
training. After the third year of service i.e. in the 4th or
5th year of service if the employee resigns and leaves
the services of BHEL, proportionate reduction in the
bond amount may be allowed.

ii.

In the case of employees trained by BHEL

either within BHEL or with some other Organisation in
India, and who have signed bonds of service for 3
years period on completion of training, no reduction in
bond amount is to be allowed for the first 2 years, but
proportionate reduction be allowed if the employees
leave the service of the Company during the final year
of the bond period.

iii.

For the category of Indian trained Artisan and

others whose periods of service bond are of less than 3
years duration after training, no reduction is to be
allowed in the bond amount on their leaving the service
of the Company within 2/3rd of the period stipulated in
the bond. Proportionate reduction may be allowed
thereafter.

Section-E
Section-F
Search
E-Mail
Home

15.6 In the case of employees trained abroad, no proportionate

reduction in their bond amount is to be allowed even if their
service falls short of the bond period by a day.
16.

Return of Company's property, equipment, tools, etc.

Every employee leaving the service of the Company shall,
before leaving the service of the Company, return all property,
equipment, tools belonging to the Company issued or lent to
him in connection with his employment in the Company. The
cost of such property, equipment or tools not so returned shall
be liable to be deducted from his pay or the amount due to him
or recovered otherwise.

17.

General
The whole time of an employee will be at the disposal of the
Company, and every employee may be employed in any

Volume-I

Sub Section A:1

Page No.12

ANNEXURE A
General Terms & Conditions
Bharat Heavy Electricals Limited
(UNIT:_______________________ )

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E

Form for forwarding applications for employment

To, Personnel Department (UNIT)
Name of the applicant
Designation & Staff No.
For the post of
In Pay Scale
In Organisation
1.

Section-F
Search
E-Mail
Home

Is he under bond to serve the

BHEL for a specified period?
If so, indicate the period of bond.

2. Has he been trained in the

Company for a specified Trade?

3.

Has he completed his

probation?

4.

Has he previously applied for a

post outside BHEL in this
calendar year?

5.

Has he previously applied for a

post in any other unit of BHEL in
his present Trade within a year?

6.

Do you recommend that the

application be forwarded?

Encl: Application

Controlling Officer
Name:
Designation:

* Strike whichever is not applicable.

to Section

A1

A1A A2

A3

A4

A5

to Page No.13

Volume-I

Sub Section A:1

Page No.13

ANNEXURE - B
Categories of employees under Section 14.1.4 whose
applications will be forwarded without any restrictions.

Volume-I
Section-A

1.

Attendants, Duftries, Roneo operators, Record keepers, Clerks,

Assistant Gr.II / Gr.I, Assistant Office Superintendents, Office
Superintendents, Sr. Office Superintendents, Accountants, Sr.
Accountants, Cashiers, Time keepers, Stenographers, Personal
Assistant and Private Secretaries.

Section-B
Section-C

2.

Store keepers, Store holders.

Section-D

3.

All Civil Engineering Staff.

Volume-II

4.

Buyers and other staff in Purchase Department.

5.

Labour Welfare Supervisors.

6.

All Library Staff.

7.

All Canteen and Guest House Staff.

Search

8.

Public Relations Assistants / Media Assistants.

E-Mail

9.

Telex and Telephone operators.

Section-E
Section-F

Home

10. Attendants (for lift operating).

11.

All staff of Sanitary Department.

12. Technicians in Printing Section.

13. Unskilled Workers.

to Section

A1

A1A

A2

A3

A4

A5

to Sub Section A1A Page No.1

VOLUME-I

Sub Section A:1A

Page No.1

COMPANYS RESERVATION POLICY

1.

OBJECTIVE

To adapt to and fulfill the socio economic commitments of

the Government to the unfortunate/minority sections of the
society as part of the companys social objectives and
thereby help realise the dream of the productive nation.

Volume-I
Section-A
Section-B
Section-C
Section-D

Reservation for persons belonging to scheduled castes,

scheduled tribes and other backward classes

2.1 Direct recruitment

Volume-II

2.1.1Percentage of reservation in Direct Recruitment for persons

Section-E

belonging to SC, ST and OBC category is given as below:

Section-F
Search
E-Mail
Home

Direct
recruitment on
an All-India basis
by means of
Open
Competitive Test
i.e. by written
examination
Direct
recruitment on
an All-India basis
otherwise than
at (i) above, i.e.
by not
conducting
written
competitive
examination

Schedule
Caste
15%

Schedule Tribe

OBC

7.5%

27%

16.66%

7.5%

25.84%

Direct recruitment As per percentages applicable in the Respective

to Group C and D State
posts normally
attracting
candidates from a
locality or a
region.
2.1.2 Creamy Layer in OBC
The aforesaid reservation for OBCs shall not apply to persons
mentioned in Annexure I as they form part of creamy layer.
to Section

A1 A1A A2

A3 A4 A5
to page no. 2

VOLUME-I

Sub Section A:1A

Page No.2

Rosters for Direct Recruitment

2.1.3
Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail

To give proper effect to the reservation prescribed, every

appointing authority will treat posts as reserved or unreserved
according to a model post based rosters as per O.M. No.
36012/2/96-Estt.(Res) dated 2nd July, 1997
(Annexure-II)
each consisting of 100 points/120 points/200 points as the case
may be as described below :
Recruitment made on all India basis by open written competitive
i)
examination in the 200 points roster.
ii) Recruitment made on all India basis otherwise than by open
written competitive examination in the 120 point roster.
iii) Recruitment attracting candidates from a locality or region
according to 100 points roster. (To be worked out by each Unit on
the basis of reservation applicable for SCs, STs & OBCs in the
respective State.)
2.1.4Verification of Caste Certificate of Scheduled Castes and
Scheduled Tribes
The Caste/Tribe certificate issued by the following authorities in
the prescribed form in Annexure-III will only be accepted by the
Appointing Authority as sufficient proof in support of a candidates
claim as belonging to SC/ST.
Authorities for issuing Caste Certificate

i)

Home

ii)

District Magistrate/Additional District Magistrate/Collector/Dy.

Commissioner/ Additional Dy. Commissioner/Dy. Collector/Ist
Class Stipendary Magistrate/ Sub-Divisional Magistrate/Taluka
Magistrate/Executive Magistrate/Extra Assistant Commissioner.
Chief Presidency Magistrate/Additional Chief Presidency
Magistrate/Presidency Magistrate
Revenue Officer not below the rank of Tehsildar.

ii)
iv) Sub-Divisional Officer of the area where the candidate and/or his
v)

family normally resides; and

Administrator/Secretary to Administrator/Development Officer
(Lakshdweep Islands).

to Section

A1

A1A A2

A3 A4 A5
to page no 3

VOLUME-I

Sub Section A:1A

Page No.3

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Matriculation or School Leaving Certificate or Birth Certificate

giving the caste/community of the candidate should not be
accepted as proof of caste at the time of initial appointment in
accordance with instructions contained in DOPTs O.M. No.
36012/6/88-Estt(SCT) SRD-III dated 24/4/90.
The appointing authorities should, in the offer of appointment to
the candidates claiming to be belonging to Scheduled
Castes/Scheduled Tribes, include a clause as follows :
The appointment is provisional and is subject to the caste/tribe
certificate being verified through the proper channels and if the
verification reveals that the claim to belong to Scheduled
Castes/Scheduled Tribes, as the case may be, is false, the service
will be terminated forthwith without assigning any further reasons
and without prejudice to such further action as may be taken under
the provisions of the Indian Penal Code for production of false
certificate.
An Appointing Authority may, if it considers necessary for any
reason, verify the claim of a candidate through the District
Magistrate of the place where the candidate and/or his family
ordinarily resides. If in any particular case, the verification reveals
that the candidates claim was false, his services may be
terminated
Migration
Persons belonging to Scheduled Castes/Scheduled Tribes, who
have migrated from one State to another for the purpose of
employment, education, etc., experience great difficulty in
obtaining caste/tribe certificate from the State from which they
have migrated. In order to remove this difficulty, it has been
decided that the prescribed authority of a State Government/Union
Territory Administration may issue the Scheduled
Caste/Scheduled Tribe Certificate to a person who has migrated
from another State, on the production of the genuine certificate
issued to his father/mother by the prescribed authority of the State
of the fathers/mothers origin except where the prescribed
authority feels that detailed enquiry is necessary through the State
of origin before issue of the certificate. The certificate will be
issued irrespective of whether the Caste/Tribe in question is a
Scheduled or not in relation to the State/Union Territory to which
the person has migrated. This facility does not alter the
Scheduled Caste/Tribe status of the person in relation to the one
or the other State.
to Section

A1

A1A

A2

A3 A4 A5
to page no. 4

VOLUME-I

Sub Section A:1A

Page No.4

2.1.5Verification of Caste Certificate of OBCs

Volume-I
Section-A

i)
Section-B

For the purpose of verification of the caste and communities, the

Government of India has prescribed a certificate from the following
authorities as in the case of SC/ST. The format of the certificate
that may be given by the concerned district authorities shall be as
in Annexure-IV
Authorities for issuing caste certificate
a)

Section-C
Section-D
Volume-II
Section-E

b)
c)

District Magistrate/Additional District Magistrate/

Collector/ Deputy Commissioner/ Additional Deputy
Commissioner/ Deputy Collector/ Ist Class Stipendary
Magistrate/ Sub-Divisional Magistrate/ Taluka Magistrate/
Executive Magistrate/ Extra Assistant Commissioner (Not
below the rank of Ist Class Stipendary Magistrate).
Chief Presidency Magistrate/ Additional Chief Presidency
Magistrate/ Presidency Magistrate.
Chief Revenue Officer not below the rank of Tehsildar

d)

Section-F
Search
E-Mail
Home

Sub-Divisional Officer of the area where the candidate

and/or his family normally resides
ii) In the light of the Supreme Courts Judgement in the Indira
Sawhney case, the persons/section (Creamy Layer) to whom the
benefit of reservation shall not apply vide column 3 of the
Schedule at Annexure-A, the same authorities who are notified as
competent to certify OBCs status have also been authorised to
certify that a candidate does not belong to the Creamy Layer.
Instructions have been issued to the District Authorities to verify
and issue the necessary certificate to the candidates regarding his
OBC status as well as exclusion from the Creamy Layer.
iii) Migration :Persons belonging to OBCs who have migrated from
one State to another for the purpose of employment, education,
etc. experience great difficulty in obtaining caste certificates from
the State from which they have migrated. In order to remove this
difficulty, it has been decided that the prescribed authorities of a
State/UT Administration in terms of Para 7.1, may issue the OBC
certificate to a person who has migrated from another State on the
production of a genuine certificate issued to his father by the
prescribed authority of the State of his fathers origin except where
the prescribed authority feels that a detailed enquiry is necessary
through the State of origin before the issue of the certificate.
iv) The certificate will be issued irrespective of whether the OBC
candidate in question is included in the list of OBC pertaining to
the State/UT to which the person has migrated. The facility does
not alter the OBC status of the person in relation to one or the
other State/UT. The OBC persons on migration from the State/UT
of his origin to another State/UT where his case is not in the OBC
list is entitled to the concessions/benefits admissible to the OBCs
from the State of his origin and Union Government but not from
the State where he has migrated
to Section

A1

A1A A2

A3 A4 A5
to page no 5

VOLUME-I

Sub Section A:1A

Page No.5

2.1.6Ban on de-reservation in Direct Recruitment

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Where sufficient number of candidates belonging to SC/ST/OBC

are not available to fill up the posts reserved for them in direct
recruitment, the vacancies shall not be filled by candidates not
belonging to these communities. In other words, there will be a
ban on de-reservation in direct recruitment
If posts reserved for SC/ST can not be filled up and are carried
forward as backlog vacancies and remain unfilled for three
successive recruitment years, the post earmarked for SC could be
filled by ST candidate or vice versa in all subsequent attempts, if
suitable candidates belonging to the category for which the
vacancy is reserved is not available.
Notwithstanding the aforesaid, in rare and exceptional cases of
direct recruitment to Group A posts where the vacancy cannot be
allowed to remain unfilled in public interest, de-reservation of such
reserved vacancies may be permitted with the approval of the
Cabinet Minister in-charge of the administrative Ministry, on the
recommendation of the Board of Directors.
Further, if due to non-availability of suitable technically qualified
SC/ST candidates even with relaxed standards, a reserved post in
Group B and C, technical posts cannot be filled with SC/ST
candidates and the post cannot be allowed to remain vacant due
to the resultant adverse impact on the operations of the public
enterprises, de-reservation of such reserved vacancies may be
permitted with the prior approval of the Board of Directors.
However, even in such cases where de-reservation may be
resorted to, the interests of SC/ST will be taken care of by carry
forward and exchange as here in before.
to Section

A1

A1A A2

A3 A4 A5
to page no 6

VOLUME-I

Sub Section A:1A

Page No.6

2.1.7Backlog & 50% Rule

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search

The reserved posts for Scheduled Castes and Scheduled Tribes

in all cases of direct recruitment, which have remained unfilled in
the earlier year(s) i.e. backlog and/or carried forward posts would
be treated as a separate and distinct group and will not be
considered together with the reserved posts of the year in which
they are being filled up for determining the ceiling of 50 per cent
reservation on total number of posts of that year. In other words,
the ceiling of 50 per cent on filling up of reserved posts would
apply only on the reserved posts which arise in the current year
and the backlog/carried forward reserved posts for SCs/STs of
earlier years would be treated as a separate and distinct group
and would not be subject to any ceiling. However, backlog and /or
carried forward reservation will automatically lapse in a cadre as
soon as combined representation of a reserved category in direct
recruitment is either equal to or more than the prescribed number
of reserved posts in the relevant post-based rosters. (AnnexureV).
2.1.8Concessions & relaxations available to SCs, STs and OBCs in
Direct Recruitment:
a)

E-Mail
Home

b)
c)
d)
e)
f)

g)

The Upper age limit prescribed for Direct Recruitment has

been relaxed by five years in respect of candidates
belonging to Scheduled Castes and Scheduled Tribes.
Period of experience prescribed is relaxable at the discretion
of Competent Authority in case of SC/ST candidate.
The Upper age limit prescribed for Direct Recruitment has
been relaxed by three years in respect of candidates
belonging to Other Backward Classes
All Scheduled Tribe candidates who appear in the written
test for the post of Engineer Trainees are called for
interview irrespective of their written test score
All SC/ST candidates are exempted from application fee.
There is no relaxation in minimum qualification and / or
minimum number of marks / grade / percentage in the
prescribed level of qualification for SC/ST candidates for
eligibility for the post of Engineer Trainee / Executive
Trainee.
The SC/ST candidates called for interview are paid Traveling
Allowance as per rules.
to Section

A1

A1A A2

A3

A4

A5

to page no 7

VOLUME-I

Sub Section A:1A

Page No.7

2.2 PROMOTION
i)
Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

In BHEL, all SC/ST employees up to E1 level, who fulfill minimum

eligibility period in terms of length of service in a grade are
promoted to the next grade unless they are found unfit for
promotion on account of misconduct or poor work performance or
habitual absenteeism etc.
Percentage reservation for persons belonging to Scheduled
Castes and Scheduled Tribes in Promotion is given as under:
SC
ST
(i)
For cadre change promotions from
15%
7.5%
(i) Attendant/SSW to Clerical/Artisan
cadre
(ii) Workers to Supervisor and
(iii) Supervisor to Executive cadre
2.2.2Concession for SCs/STs in Promotion
All SC/ST employees upto to E1grade who are due for promotions
and where reservation is applicable , will be given 5 additional
marks for being evaluated on relaxed standards as per DOPTs
further O.M. No. 36012/23/96-Estt.(Res.)-Vol.II dated 3 rd Oct.,
2000 (Annexure-VI).
2.2.3Roster for Promotion
200 point roster as per OM No. 36012/2/96-Estt.(Res) dated 2nd
July, 1997 (Annexure-II) is applicable for each of the cadre change
promotions.
3.0 Reservation for Persons with Disabilities in Direct
Recruitment & Promotion
As per the Persons with Disabilities (Equal Opportunities,
Protection of Rights and Full Participation) Act, 1995 & Rules,
1996 every appropriate Government ( In case of BHEL every
appointing authority) shall appoint in every establishment such
percentage of vacancies not less than three percent for persons or
class of persons with disability of which one percent, each shall be
reserved for persons suffering from
i)
Blindness or low vision
ii)
Hearing impairment;
iii)
Locomotor disability or cerebral palsy,
The DOPT O.M. No. 36035/4/99-Estt. (Res.) dated 29th
March,2000 clarifying as to whether 3% reservation for persons
with disabilities would be with reference to identified posts only or
to the total sanctioned strength in the cadre is at Annexure VII
The DOPT O.M. No. 36025/03/97-Estt.(Res.) dated 4 th July, 1997
clarifying the points to be reserved for the Physically Handicapped
employees in the promotion roster is at Annexure VIII
4.0 Reservation for Ex-Servicemen
For Direct Recruitment in Groups C and D posts there is a
reservation of 14.5% and 24.5% respectively for Ex-Servicemen.
(Annexure-IX)
List of Annexures :
Annexure 1 : List for whom reservation doesnot apply.
Annexure 2 : GOI OM dated 2nd July 1997 on post based
reservation roaster
Annexure 3 : Form of certificate to be produced by SC/ST
candidate in support of his claim
Annexure 4 : Form of certificate to be produced by OBC
candidate in support of his claim

Volume-I

Sub Section A:2

Page No.1

A:2

STANDARD EXECUTIVE DESIGNATIONS

The following scheme of standardized designations is
applicable to the various levels of Executives of the Company.

Volume-I

1.
Section-A

TOP MANAGEMENT POSTS

BOARD LEVEL

Section-B
Section-C

SALARY GRADES (Rs.)

DESIGNATIONS

80000-125000

Chairman & Managing Director

75000-100000

Director (s)

OTHER THAN BOARD LEVEL

Section-D
Volume-II
Section-E

S.G.
No.

SALARY GRADES (Rs.)

DESIGNATIONS

E9

62000-80000

Executive Director

E8

51300-73000

General Manager I/C /

Group General Manager

Section-F

General Manager ( ) /
Chief ( )

Search
E-Mail
Home

2.

OTHER THAN MEDICAL AND SECURITY DEPARTMENTS

S.G.
No.

SALARY GRADES (Rs.)

DESIGNATIONS

E7

51300-73000

Addl. General Manager( )

E6A

51300-73000

Sr. Dy. General Manager( )

E6

43200-66000

Dy. Gen. Manager/ Specialist

E5

43200-66000

Sr. Manager ( ) / Specialist

E4

36600-62000

Manager ( )

E3

32900-58000

Dy. Manager ( )

E2

29100-54500

Sr.( ) Officer / Sr.( ) Engineer/

Sr Executive ( )

E1

24900-50500

ET

20600-46500

( ) Officer / ( ) Engineer/
Executive ( )
Executive Trainee

(Revision of Pay vide Corporate HR Circular No. 005/IRX/2010 dated

06-02-2010)
to Section

A1 A1A A2

A3

A4

A5

to Page.2

Volume-I

Sub Section A:2

Page No.2

3.

Volume-I

MEDICAL DEPARTMENT- Designations of Doctors

Grade General Category

Specialist Category

E1

Medical Officer

Medical Officer

E2

Sr. Medical Officer

Sr. Medical Officer

E3

Dy. Manager (Medical)

Dy. Manager
(Specialisation)

E4

Manager ( Medical)

Specialist (Specialisation)

E5

Sr Manager ( Medical)

Sr Specialist
(Specialisation)

Section-E

E6

DGM (Medical)

Consultant (Specialisation)

Section-F

E6A

Sr DGM (Medical)

Sr Consultant
(Specialisation)

E7

AGM (Medical)

Head (Specialisation)

E-Mail

E8

Chief Medical Services

-------

Home

Note: Doctors heading the medical function in aunit in E4 grade

and above but below E8 will be designated as Medical
Superintendent

Section-A
Section-B
Section-C
Section-D
Volume-II

Search

( ) Parenthesis to indicate Functional Denominations.

to Section

A1 A1A A2

A3

A4

A5

to A3

Volume-I

Sub Section A:3

Page No.1

A:3 STANDARD NON-EXECUTIVE DESIGNATIONS

Volume-I
Section-A

The following are the standard designations applicable to the

various levels of Non-Executives of the Company:
Category - Non Supervisors (Technical)
AI

Rs. 260-350 (1.9.73)

Rs. 335-8-455 (1.9.78)

Section-B
Section-C
Section-D

Rs. 550-11-715 (1.9.82)

Unskilled worker

Rs. 1086-20-1386 (1.9.86)

Sanitary Worker Gr.II

Rs. 2130-40-2970 (1.1.92)

Catering Attendant Gr.II

Rs.4200-100-4500 :
: EB-4550-11-6530
(1.1.97)

Volume-II
Section-E
Section-F

Rs.10500-21000 (1.1.07)
AII

Search
E-Mail
Home

Rs. 275-395 (1.9.73)

Semi skilled worker

Rs. 350-9-404-10-524 (1.9.78)

Sanitary worker Gr.I

Rs. 565-13-613-15-823(1.9.82)

Catering Attendent Gr.I

Rs. 1101-23-1239-26-1551 (1.9.86)

Assistant Cook

Rs. 2185-45-2455-50-3205 (1.1.92)

Assistant Cook
Rs. 4400-110-4730:
Mistry Gr.III
:EB-4785-130-7125 ( 1.1.97)Assistant Fireman

Rs. 11000-22000 (1.1.07)

AIII

Rs. 320-450 (1.9.73)

Artisan Gr.IV

Rs. 395-10-455-12-587(1.9.78)

Draughtsman Gr. IV

Rs. 610-16-706-18-904(1.9.82)

Lab. Assistant Gr. IV

Rs. 1146-27-1308-30-1638 (1.9.86)

Dark Room Asstt. Gr. IV

Rs. 2335-52-2647-57-3445 (1.1.92)

Store Keeper Gr. IV

Auxiliary Worker Gr. IV
Artisan Gr. IV (civil )
Rs. 4800-130-5190:
Mistry Gr.II
Mechanic Gr. IV
:EB-5255-150-7805(1.1.97)Telephone Operator Gr.IV
(Bhopal Only)
Operator Gr. IV
Fireman Gr. IV
Asstt. Inspector Gr. IV
(Sanitation)
Caterer Gr. IV
Driver Gr. IV

Rs. 11700-23000 (1.1.07)

AIV

Rs. 340-490 (1.9.73)

Artisan Gr.III

Rs. 415-12-451-13-620(1.9.78)

Draughtsman Gr.III

Rs. 630-20-690-22-976(1.9.82)

Lab. Asstt. Gr.III

Volume-I

Sub Section A:3

Page No.2

Fireman Gr.III
Asstt. Inspector Gr.III
(Sanitation)
Caterer Gr. III
Driver Gr.III

AIV

Volume-I
Section-A

Rs. 12000-24000 (1.1.07)

AV

Section-B
Section-C

Rs. 390-540 (1.9.73)

Artisan Gr. II

Rs. 460-15-685 (1.9.78)

Draughtsman Gr.II

Rs. 675-24-1083 (1.9.82)

Lab. Asstt. Gr. II

Rs. 1211-40-1891 (1.9.86)

Dark Room Asstt. Gr. II

Rs. 2560-75-3910 (1.1.92)

Asstt. Photographer Gr.II

Store Keeper Gr. II
Artisan Gr. II (Civil)
Rs.5350-175-5875:
Auxiliary Worker Gr. II
Mechanic Gr.II
:EB-5965-190-8815(1.1.97)Telephone Operator Gr. II
(Bhopal Only)
Operator Gr. II
Fireman Gr. II
Asstt. Inspector Gr. II
(Sanitation)
Driver Gr. II

Section-D
Volume-II
Section-E
Section-F
Search
E-Mail

Rs.12200-25000 (1.1.07)

AVI

Home

Rs. 470-644 (1.9.73)

Artisan Gr. I

Rs. 540-18-666-21-792(1.9.78)

Draughtsman Gr.I

Rs.755-28-951-30-1191 (1.9.82)

Lab. Asstt. Gr.I

Rs. 1291-45-1606-48-1990 (1.9.86)

Dark Room Asstt. Gr. I

Rs. 2800-84-3388-90-4288 (1.1.92)

Asstt. Photographer Gr. I

Store Keeper Gr. I
Artisan Gr. I (Civil)
Auxiliary Worker Gr. I
Mechanic Gr. I
Telephone Operator Gr. I
(Bhopal only)
Operator Gr. I
Fireman Gr. I
Asstt. Inspector Gr. I
(Sanitation)
Driver Gr. I

Rs.5750-190-6320:
:EB-6415-205-9285 ( 1.1.97)

Rs. 12350-28000 (1.1.07)

AVII

Rs. 520-760 (1.9.73)

Technician

Rs. 580-21-622-25-947 (1.9.78)

Rs. 800-32-864-37-1345 (1.9.82)

Sr. Draughtsman Gr. III

Sr. Lab Asstt. Gr. III
Sr. Store Keeper Gr. III

Rs. 1875-60-1995-70-2905 (1.1.87)

Technician (Civil)

Rs. 3000-105-3735-110-5055 (1.1.92)

Sr. Mechanic Gr. III
Rs. 6000-210-6630:
Sr. Operator Gr. III
:EB-6780-230-10160 (1.1.97)Sr. Fireman Gr. III
Driver Special Grade
Loco Driver Gr. III
Photographer Gr. III
Sr. Sanitation Asstt. Gr. III
Rs.12400-30500 (1.1.07)
to Section

A1

A1A A2

A3

A4

A5

to Page No.3

Volume-I

Sub Section A:3

Page No.3

AVIII

Volume-I

Rs. 665-27-719-30-1049 (1.9.78)

Sr. Draughtsman Gr. II

Rs. 880-42-964-48-1492 (1.9.82)

Sr. Lab Asstt. Gr. II

Rs. 2075-70-2215-80-3255 (1.1.87)

Sr. Store Keeper Gr. II

Sr. Technician (Civil)

Sr. Mechanic Gr. II
Sr. Operator Gr. II
Rs.6500-230-7190:
Sr. Fireman Gr. II
Loco Driver Gr.II
:EB-7350-245-10640(1.1.97)Photographer Gr. II
Sr. Sanitation Asstt. Gr. II
Rs. 12600-32500 (1.1.07)

Section-B
Section-C

AIX

Volume-II
Section-E
Section-F

Rs. 700-1100 (1.9.73)

Master Technician

Rs. 750-35-1205 (1.9.78)

Sr. Draughtsman Gr.I

Rs. 965-52-1225-55-1665 (1.9.82)

Sr. Lab Asstt. Gr. I

Rs. 2300-80-2700-100-3700 (1.1.87)

Sr. Store Keeper Gr. I

Rs. 3375-120-4335-140-5735 (1.1.92)

Master Technician (Civil)

Sr. Mechanic Gr. I
Sr. Operator Gr. I
Sr. Fireman Gr. I

Rs.7000-245-7735:

Search

:EB-7900-260-12000 (1.1.97)
Rs.16400-40500 (1.1.07)

E-Mail
Home

Sr. Technician

Rs. 3200-110-3970-120-5290 (1.1.92)

Section-A

Section-D

Rs. 610-910 (1.9.73)

AIXA

Rs.8600-350-14600 (1.1.2000)

Loco Driver Gr. I

Photographer Gr.I
Sr. Sanitation Asstt. Gr. I

Rs.16400-40500 (1.1.07)

AX

Rs. 2400-105-2925-115-4075 (25.6.88)

Rs.3800-160-4600-170-6980 (1.1.92)
Rs.10335-415-17390 (1.1.97)
Rs.24500-45000 (1.1.07)

AXI

Rs. 2525-130-4605 (25.6.88)

Rs. 4050-200-7650 (1.1.92)
Rs.11580-460-18020(1.1.97)
Rs.27500-53000 (1.1.07)

AXII

Rs.30500-56000 (25.06.10)

General Technician
General Draughtsman

General Lab Asstt.

General Store Keeper
General Technician (Civil)
General Mechanic
General Operator
General Fireman
General Loco Driver
General Photographer
General Sanitation Asstt.
Chief Technician
Chief Draughtsman
Chief Lab Asstt.
Chief Store Keeper
Chief Technician (Civil)
Chief Mechanic
Chief Operator
Chief Fireman
Chief Loco Driver
Chief Photographer
Chief Sanitation Asstt.
Sr. Chief Technician
Sr. Chief Draughtsman
Sr. Chief Lab Asstt.
Sr. Chief Store Keeper
Sr. Chief Technician (Civil)
Sr. Chief Mechanic
Sr. Chief Operator
Sr. Chief Fireman
Sr. Chief Loco Driver
Sr. Chief Photographer
Sr. Chief Sanitation Asstt
to Section A1 A1A A2 A3 A4

A5

Volume-I

Sub Section A:3

Page No.4

Category - Non Supervisory (Non Technical)

Rs. 260-350 (1.9.73)
Attendant Gr.II
BI
Rs. 335-8-455 (1.9.78)

Mali Gr.II

Rs. 550-11-715 (1.9.82)

Hospital Attendant Gr. II

Section-A

Rs. 1086-20-1386 (1.9.86)

Chowkidar

Section-B

Rs. 2130-40-2970 (1.9.92)

Rs.4200-100-4500:
:EB-4550-110-6530 (1.1.97)
Rs.10500-21000 (1.1.07)

Volume-I

Section-C

BII
Section-D
Volume-II
Section-E

Attendant Gr. I

Rs. 345-9-498 (1.9.78)

Duftary

Rs. 560-13-781 (1.9.82)

Mali Gr. I

Rs. 1096-23-1487 (1.9.86)

Hospital Attendant Gr. I

Rs. 2170-45-3115 (1.1.92)

Roneo Operator Gr. I
Rs.4400-110-4730:
Security Guard
:EB-4785-130-7125(1.1.97)Attendant Gr. I (Estate)
Jr. Dresser
Rs.11000-22000 (1.1.07)

Section-F
Search
E-Mail

Rs. 270-390 (1.9.73)

BIII

Home

Rs. 320-477 (1.9.73)

Clerk

Rs. 395-10-465-12-609 (1.9.78)

Telephone Operator

Rs. 610-16-722-18-938 (1.9.78)

EDP Operator Gr.III

Rs. 1146-27-1335-30-1695 (1.9.86)

Time Keeper Gr. III

Rs. 2335-52-2699-57-3440 (1.1.92)

Security Sub Inspector Gr. III
Rs.4800-130-5190:
Asstt. Estate Inspector Gr. III
:EB-5255-150-7805(1.1.97)Jr. Medical Technician Gr. III
Pharmacist Gr. III
Mid Wife Gr. III
Vaccinator Gr. III
Sr. Dresser Gr. III
Sr. Security Guard Gr. III
Rs.11700-23000 (1.1.07)

BIV

Rs. 345-535 (1.9.73)

Asstt Gr. II

Rs. 420-12-456-14-680 (1.9.78)

Sr. Telephone Operator Gr. II

Rs. 635-20-695-23-1063 (1.9.82)

Receptionist Gr. II

Rs. 1171-32-1267-37-1859 (1.9.86)

Stenographer

Rs. 2420-62-2606-70-3796 (1.1.92)

Rs.5020-155-5485:
:EB-5560-175-8535 (1.1.97)

EDP Operator Gr. II

Time Keeper Gr. II
Asstt. Supervisor Gr. II
(Canteen/ Guest House)
Sr. Security Guard Gr. II
Security Sub-Inspector Gr. II
Asstt. Estate Inspector Gr. II
Jr. Medical Technician Gr. II
Pharmacist Gr. II
Mid Wife Gr. II
Vaccinator Gr. II
Sr. Dresser Gr. II

Rs.12000-24000 (1.1.07)
to Section

A1 A1A A2

A3

A4

A5

Volume-I

Sub Section A:3

Page No.5

BV

Nurse Gr. II

Rs. 460-15-685 (1.9.78)

Rs. 675-24-1083 (1.9.82)
Rs. 1211-40-1891 (1.9.86)
Rs. 2560-75-3910 (1.1.92)
Rs.5350-175-5875:
:EB-5965-190-8815 (1.1.97)
Rs. 12200-25000 (1.1.07)

Volume-I
Section-A
Section-B

Rs. 390-550 (1.9.73)

BVI

Section-C
Section-D

Rs. 475-751 (1.9.73)

Asstt. Gr. I

Rs. 545-18-635-23-865 (1.9.78)

Sr. Stenographer

Rs. 760-28-900-33-1230 (1.9.86)

EDP Operator Gr. I

Rs. 1296-45-1521-51-2031 (1.9.86)

Time Keeper Gr. I

Rs. 2815-84-3403-95-4353 (1.1.92)

Asstt. Supervisor Gr. I

(Canteen/ Guest House)
Asstt. Cashier
Rs.5775-190-6345:
Security Sub Inspector Gr. I
:EB-6440-210-9380(1.1.97)Asstt. Estate Inspector Gr. I
Jr. Medical Technician Gr. I
Nurse Gr. I
Pharmacist Gr. I
Mid Wife Gr. I
Vaccinator Gr. I
Sr. Dresser Gr. I
Sr. Security Guard Gr. I
Sr. Telephone Operator Gr. I
Receptionist Gr. I
Rs.12350-28000 (1.1.07)

Volume-II
Section-E
Section-F
Search
E-Mail
Home

BVII

Rs. 540-868 (1.9.73)

Sr. Asstt. Gr. III

Rs. 580-21-622-25-947 (1.9.78)

Rs. 800-32-864-37-1345 (1.9.82)

Sr. Planning Asstt. Gr. III

(Bhopal Only)
Personal Asstt. Gr. III

Rs. 1875-60-1995-702905 (1.1.87)

Sr. EDP Operator Gr. III

Rs 3000-105-3735-110-5055 (1.1.92)

Sr. Time Keeper Gr. III

Sr. Asstt. (Canteen) Gr. III
Sr. Asstt.(Guest-House)Gr. III
Rs.6000-210-6630:
Sr. Asstt. Cashier Gr. III
:EB-6780-230-10160(1.1.97)Sr. Security Sub Inspector Gr. III
Sr. Estate Asstt. Gr. III
Sr. Medical Asstt. Gr. III
Sr. Nurse Gr. III
Sr. Pharmacist Gr. III
Sr. Telecom Asstt. Gr. III
Sr. Receptionist Gr. III
Rs.12400-30500 (1.1.07)

BVIII Rs. 625-946(1.9.73)

Rs. 665-27-719-30-1049 (1.9.78)

Sr. Asstt. Gr. II

Sr. Planning Asstt. Gr. II
(Bhopal Only)
to Section

A1 A1A

A2

A3

A4

A5

to Page No.6

Volume-I

Sub Section A:3

Page No.6

BVIII Rs. 880-42-964-48-1492 (1.9.82)

Rs. 2075-70-2215-80-3255 (1.1.87)

Personal Asstt. Gr. II

Sr. EDP Operator Gr. II

Rs. 3200-110-3970-120-5290 (1.1.92)

Sr. Time Keeper Gr.II

Sr. Asstt (Canteen) Gr. II
Sr. Asstt (Guest House) Gr. II
Rs.6500-230-7190:
Sr. Asstt Cashier Gr.II
:EB-7350-245-10640(1.1.97)Sr. Security Sub Inspector Gr. II
Sr. Estate Asstt. Gr. II
Sr. Medical Asstt. Gr. II
Sr. Nurse Gr. II
Sr. Pharmacist Gr. II
Sr. Telecom Asstt. Gr. II
Sr. Receptionist Gr. II
Rs. 12600-32500 (1.1.07)

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

BIX

Section-E
Section-F

Rs. 700-1100 (1.9.73)

Sr. Asstt. Gr. I

Rs. 750-35-1205 (1.9.78)

Sr. Planning Asstt. Gr. I (Bhopal Only)

Rs. 965-52-1225-55-1665 (1.9.82)

Personal Asstt. Gr. I

Rs. 2300-80-2700-100-3700 (1.1.87)

Sr. EPD Operator Gr. I

Rs. 3375-120-4335-140-5735 (1.1.92)

Sr. Time Keeper Gr. I

Sr. Asstt. (Canteen) Gr. I
Sr. Asstt. (Guest-House) Gr.I
Rs.7000-245-7735:
Sr. Asstt. Cashier Gr. I
:EB-7900-260-12000(1.1.97)Sr. Sec. Sub Inspector Gr. I
Rs.16400-40500 (1.1.07)

Search
E-Mail
Home

BIXA Rs.8600-350-14600 (1.1.2000)

Sr. Estate Asstt. Gr.I

Sr. Medical Asstt. Gr. I
Sr. Nurse Gr. I
Sr. Pharmacist Gr. I
Sr. Telecom Asstt. Gr. I
Sr. Receptionist Gr. I

Rs.16400-40500 (1.1.07)

BX

Rs.2400-105-2925-115-4075 (25.6.88)

General Asstt.

Rs. 3800-160-4600-170-6980 (1.1.92)

Rs.10335-415-17390(1.1.97)
Rs.24500-45000 (1.1.07)

General Planning Asstt. (Bhopal Only)

General Personal Asstt.
General EDP Operator
General Time Keeper
General Asstt. (Canteen)
General Asstt. (Guest-House)
General Cashier
General Estate Asstt.
General Medical Asstt.
General Nurse
General Pharmacist
General Telecom Asstt.
General Receptionist
to Section

A1 A1A

A2

A3

A4

A5

to Page No.7

Volume-I

Sub Section A:3

Page No.7

BXI

Volume-I

Rs. 2525-130-4605 (25.6.88)

Chief Asstt.

Rs. 4050-200-7650 (1.1.92)

Rs.11580-460-18020(1.1.97)

Chief Planning Asstt. (Bhopal Only)

Chief Personal Asstt.
Chief EDP Operator
Chief Time Keeper
Chief Asstt. (Canteen)
Chief Asstt. (Guest House)
Chief Cashier
Chief Medical Asstt.
Chief Nurse
Chief Pharmacist
Chief Telecom Asstt.
Chief Receptionist.
Sr. Chief Asstt.
Sr. Chief Planning Asstt. (Bhopal Only)
Sr. Chief Personal Asstt.
Sr. Chief EDP Operator
Sr. Chief Time Keeper
Sr. Chief Asstt. (Canteen)
Sr. Chief Asstt. (Guest House)
Sr. Chief Cashier
Sr. Chief Medical Asstt.
Sr. Chief Nurse
Sr. Chief Pharmacist
Sr. Chief Telecom Asstt.
Sr. Chief Receptionist.

Rs.27500-53000 (1.1.07)

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

BXII

Rs.30500-56000 (25.06.10)

to Section

A1

A1A A2

A3

A4

A5

to Page No.8

Volume-I

Sub Section A:3

Page No.8

Volume-I

Category - Supervisory (Technical)

Change of Designations ( vide Corp HR Circular
No.015/IRX/2008 dated 16/04/08 & Circular NO.022/IRX/2008
dated 05/06/08 & No.004/IRX/2009 dated 11/02/2009)
Supervisor Trainee / Assistant
S-0 Rs 5600-150-8600 (20.8.05)
Rs.12300-26000 (1.1.07)

Section-A
Section-B

SAI

Rs. 520-760 (1.9.73)

Rs. 580-21-622-25-947 (1.9.78)

Section-C

Rs. 800-32-864-37-1345 (1.9.82)

Rs. 1875-60-1995-70-2905 (1.1.87)

Section-D

Rs.3000-105-378\35-110-5055 (1.1.92)
Volume-II
Rs.6000-210-6630:
:EB-6780-230-10160 (1.1.97)
Rs. 12400-30500 (1.1.07)

Section-E
Section-F
Search
E-Mail

SAII

Rs. 610-910 (1.9.73)

Rs. 665-27-719-30-1049 (1.9.78)

Home

Rs. 880-42-964-48-1492 (1.9.82)

Rs. 2075-70-2215-80-3255 (1.1.87)
Rs 3200-110-3970-120-5290 (1.1.92)
Rs.6500-230-7190:EB-7350-24510640(1.1.97)
Rs. 12600-32500 (1.1.07)

JE

Rs. 700-1100 (1.9.73)

Rs. 750-35-1205 (1.9.78)
Rs. 965-52-1225-55-1575 91.9.82)
Rs. 2300-80-2700-100-3700 (1.1.87)
Rs. 3375-120-4335-140-5735 (1.1.92)
Rs.7000-245-7735:
:EB-7900-260-12000 (1.1.97)

Rs.8600-350-14600 (1.1.2000)
Rs. 16400-40500 (1.1.07)

Chargeman /
Assistant Engineer Gr.III
Assistant Officer (Translation) Gr.III

Volume-I

Sub Section A:3

Page No.9

Change of Designations ( vide Corp HR Circular No.015/IRX/2008

dated 16/04/08& Circular NO.022/IRX/2008 dated 05/06/08)
725-1325 (1.9.73)
General Foreman / Additional
SAIV Rs.
Rs. 775-40-1375 (1.9.78)
Engineer Gr.II
Volume-I

Rs. 1100-60-1940 (1.8.82)

Rs. 2500-120-4300 (1.1.87)
Rs. 4000-175-7150 (1.1.92)
Rs. 10750-430-16750 (1.1.97)
Rs. 11225-450-17525 (1.1.2000)
Rs. 24900-50500 (1.1.07)

Section-A
Section-B
Section-C

SAV

Rs. 1050-1650 (1.9.73)

Rs. 1075-50 1675 (1.9.78)
Rs. 1450-60-1750-70-2240 (1.8.82)
Rs. 3450-140-4570-150-5470 (1.1.87)
Rs. 4800-200-5800-250-8300 (1.1.92)
Rs.12500-500-18100 (1.1.97)
Rs. 13750-550-18300 ( 1.1.2000)
Rs. 29100-54500 (1.1.07)

Executive Foreman / Additional

Engineer GR.I

SAVI

Rs. 3700-140-4400-150-5900 (25.6.91)

Sr. Executive Foreman / Sr.

Additional Engineer GR.II

Section-D
Volume-II
Section-E
Section-F

Rs. 5400-225-6300-250-9050 (1.1.92)

Rs.13000-520-18250 ( 1.1.97)
Rs.14500-580-18700 ( 1.1.2000)
Rs. 32900-58000 (1.1.07)

Search
E-Mail
Home

SAVII

Rs. 6500-250-7500-275-9425(25.6.95)

General Executive Foreman / Sr.

Additional Engineer GR.I

Rs. 14500-580-18700 (1.1.97)

Rs. 16000-640-20800 (1.1.2000)
Rs. 36600-62000 (1.1.07)

SAVIII Rs. 36600-62000 (25.06.10)

Executive Additional Engineer Gr.II

to Section

A1 A1A

A2

A3

A4

A5

to Page No.10

Volume-I

Sub Section A:3

Page No.10

Category - Supervisory ( Non-Technical)

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Change of Designations ( vide Corp HR Circular No.015/IRX/2008

dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08)
Asstt. Office Superintendent /Asst. Officer Gr.II
SBI Rs. 540-860(1.9.73)
Rs. 580-21-622-25Private Secretary Gr.III /Asst. Officer (PS) Gr.II
947(1.9.78)
Rs. 800-32-864-37Media Assistant Gr.III /Asst. Officer (Media) Gr.II
1345(1.9.82)
Rs. 1875-60-1995-70Public Relations Asstt.Gr.III Asst. Officer (Public
2905(1.1.87)
Relations) Gr.II
Rs. 3000-105-3735-110Labour Welfare SupervisorGr.III
5055 (1.1.92)
Asst. Officer (Labour Welfare) Gr.II
Rs.6000-210-6630:
Cashier Gr.III /Asst. Officer (Cash) Gr.II
:EB-6780-230-10160Accountant /Asst. Officer (Accounts) Gr.II
(1.1.97)
Probationary Accountant / Probationary Accountant
Rs. 12400-30500 (1.1.07)
Buyer Gr.III / Asst. Officer (Buyer) Gr.II
EDP Assistant Gr.III /Asst. Officer (EDP) Gr.II
Translator Gr.III /Asst. Officer (Translation) Gr.II
Librarian Gr.III /Asst. Officer (Library) Gr.II
Supervisor Gr.III (Canteen/Guest House) /
Asst. Officer (Canteen/Guest House) Gr.II
Hostel Warden Gr.III /Asst. Officer (Hostel Warden) Gr.II
Security Inspector Gr.III/ Security Inspector Gr.III
Estate Inspector Gr.III /Asst. Officer (Estate) Gr.II
Sister /Asst. Officer (Nursing) Gr.II
Physiotherapist Gr.III /Asst. Officer (Physiotherapy)Gr.II
Refractionist Gr.III /Asst. Officer (Refractionist) Gr.II
Orthoptist Gr.III /Asst. Officer (Orthoptist) Gr.II
Medical Technician Gr.III /Asst. Officer (Med.Tech) Gr.II
Supervisor Gr.III (Pharma) /Asst. Officer (Pharma) Gr.II
Orthopaedist Gr III / Asst. Officer(Orthopaedist ) Gr II
Medical Technician Audiology/Radiology
Asst. Officer ( Audiology / Radiology) Gr II
Biochemist Gr. III / Asst. Officer( Bio chemist )Gr II
Medico Social worker Gr.III / Asst. Officer( Medico
Social) Gr II
Supervisor Gr.III Public Health / Asst. Officer (Public
Health) Gr II
Protocol Incharge Gr III/ Asst. Officer ( Protocol) Gr II
Statistician Gr.III / Asst. Officer (Statistics) Gr II

SBII Rs. 625-946(1.9.73)

Office Superintendent
Asst. Officer Gr.I
Rs. 665-27-719-30-1049
Private Secretary Gr.II
(1.9.78)
Asst. Officer (PS) Gr.I
Rs. 880-42-964-48-1492
Media Assistant Gr.II
(1.9.82)
Asst. Officer (Media) Gr.I
Rs. 2075-70-2215-80-3255 Public Relations Asstt.Gr.II
(1.1.87)
Asst. Officer (Public Relations) Gr.I
Rs. 3200-110-3970-120Labour Welfare Supervisor Gr.II
5290 (1.1.92)
Asst. Officer (Labour Welfare) Gr.I
Cashier Gr.II
Rs.6500-230-7190:
Asst. Officer (Cash) Gr.I
Sr.Accountant Gr.II/ Accountant
:EB-7350-245-10640(1.1.97)Asst. Officer (Accounts) Gr.I
Buyer Gr.II /Asst. Officer (Buyer) Gr.I
EDP Assistant Gr.II
Rs. 12600-32500 (1.1.07)
Asst. Officer (EDP) Gr.I
Translator Gr.II
Asst. Officer (Translation) Gr.I
Librarian Gr.II

Volume-I

Sub Section A:3

Page No.11

Change of Designations ( vide Corp HR Circular No.015/IRX/2008

dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08)
JE

Junior Executive

Rs.650-35-1105 (1.9.78)
Rs.875-52-1135-55-1575
(1.9.82)
Rs.2060-80-2460-1003460 (1.1.87)
Rs.3185-120-4145-1405545 (1.1.92)
Rs.6470-245-11270
(1.1.97)
Rs. 12500-32200 (1.1.07)

Volume-I
Section-A
Section-B
Section-C
Section-D

Rs.600-1100 (1.9.73)

SBIII

Volume-II
Section-E
Section-F
Search
E-Mail
Home
SBIIIA

SBIV

Sr. Office Superintendent

Dy. Officer
Rs.750-35-1205 (1.9.78) Private Secretary Gr.I
Dy. Officer (PS)
Rs.965-52-1225-55-1665 Media Assistant Gr.I
(1.9.82)
Dy. Officer (Media)
Public Relations Asstt.Gr.I
Rs 2300-80-2700-1003700 (1.1.87)
Dy. Officer (Public Relations)
Labour Welfare Supervisor Gr.I /Dy. Officer (Labour
Rs.3375-120-4335-140Welfare)
5735 (1.1.92)
Cashier Gr.I /Dy. Officer (Cash)
Rs.7000-245-7735 :
: EB-7900-260-12000
Sr. Accountant Gr.I /Dy. Officer (Accounts)
(1.1.97)
Sr. Accountant /Dy. Officer (Accounts)
Rs. 16400-40500 (1.1.07)
Buyer Gr.I /Dy. Officer (Buyer)
EDP Assistant Gr.I /Dy. Officer (EDP)
Rs.8600-350-14600
( 1.1.2000)
Translator Gr.I /Dy. Officer (Translation)
Rs. 16400-40500 (1.1.07) Librarian Gr.I /Dy. Officer (Library)
Supervisor Gr.I (Canteen/Guest House) /
Dy. Officer (Canteen/Guest House)
Hostel Warden Gr.I /Dy. Officer (Hostel warden) Gr I
Security Inspector Gr.I /Security Inspector Gr.I
Estate Inspector Gr.I /Dy. Officer (Estate)
Matron /Dy. Officer (Nursing)
Physiotherapist Gr.I /Dy. Officer (Physiotherapy)
Refractionist Gr.I /Dy. Officer (Refractionist)
Orthoptist Gr.I /Dy. Officer (Orthoptist)
Medical Technician Gr.I /Dy. Officer (Med.Tech.)
Supervisor Gr.I (Pharma) /Dy. Officer (Pharma)
Orthopaedist Gr I / Dy. Officer (Orthopaedist)
Med Tech Audiology/ Radiology / Dy Officer
(Audiology/Radiology)
Bio Chemist Gr I / Dy Officer(Bio Chemist)
Medico Social Worker Gr I / Dy. Officer (Medico Social)
Supervisor Gr I Public Health / Dy.Officer (Public
Health)
Protocol In Charge Gr I / Dy. Officer (Protocol)
Statistician Gr I / Dy. Officer (Statistics)
Rs.700-1100 (1.9.73)

Rs.725-1325 (1.9.73)
Chief Supervisor
Rs.775-40-1375 (1.9.78) Additional Officer Gr.II
Rs.1100-60-1940 (1.8.82)
Rs.2500-120-4300 (1.1.87)
Rs.4000-175-7150 (1.1.92)
Rs.10750-430-16750
(1.1.97)
Rs.11225-450-17525
(1.1.2000)
Rs. 24900-50500 (1.1.07)

Volume-I

Sub Section A:4

Page No.1

A:4

PROMOTION POLICY AND RULES

Volume-I

1.

Objectives

Section-A

1.1(a) To provide all employees with broad equality of opportunity in

growth and career prospects.
(b)

To ensure fairness, equitability, consistency and uniformity in

the matters of promotion of employees in all the
Units/Divisions of the Company.

(c)

To recognise and reward employees for their contribution to

the growth of the Organisation.

(d)

To sustain the high morale of the employees by informing

them of the promotion opportunities existing in the
Organisation.

2.

Promotion Rules

2.1

Classification of Groups/Cadres

Section-B

Section-C

Section-D

Volume-II

For purposes of promotion and career growth all employees

are included in one of the following groups/cadres:

Section-E

a)

Sr. Executive
Cadre

Salary grades E5 and above

b)

Executive Cadre

Salary grades E1 to E4

c)

Supervisory Cadre

Salary grades S-0, SAI/SBI to

SAVIII/SBVIII and JEs

d)

Skilled/Ministerial
group

Salary grades AIII/BIII to AXII/BXII

e)

Semi-skilled group

Salary grades AII/BII

f)

Unskilled group

Salary grades AI/BI

3.

Promotion to and within the Sr. Executive Cadre will be

regulated by the Corporate Office. However, within this cadre,
E6 and above is treated as All Company Cadre and promotions
are carried out by Corporate Office on the recommendations of
the Committee of Directors/CMD. Promotion in other
cadres/groups will be regulated by the Unit Management as per
the principles and guidelines laid down from time to time.

Section-F

Search

E-Mail

Home

to Section

A1 A1A

A2

A3

A4

A5

to Page No.2

Volume-I

Sub Section A:4

Page No.2

4.

Guidelines and Principles

4.1 Promotion from one Group/Cadre to another Group/Cadre

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

Promotion from one Group/Cadre to another Group/Cadre is on

the basis of merit as assessed through a selection process which
may include an appraisal of performance and test/interview
designed to determine the employees' skill, aptitude and abilities
for effective functioning in the higher group/cadre. Employees
are eligible for consideration for promotion to the higher
group/cadre on completion of a specified number of years of
service (to be referred to hereinafter as eligibility period) in the
lower group/cadre, subject to organisational needs. This eligibility
period will be notified by the Management from time to time
keeping in view the requirements of the organisation.
4.2 Promotion within a Group/Cadre

Section-E
Section-F
Search
E-Mail
Home

Employees are eligible for consideration for promotion from a

lower grade to the next higher grade within the same
group/cadre on completion of the number of years of service
prescribed in the lower grade (to be referred to hereinafter as the
'qualifying period') and attainment of satisfactory standards in
conduct and performance. The 'qualifying period' for promotion
within a group will be notified by the Management from time to
time keeping in view the requirements of the organisation.
Employees promoted to or within the Supervisory Cadre or
to/within the Executive Cadre upto E5 grade will be on probation
for a period of one year. On satisfactory completion of probation
such employees will be confirmed in the new grade. The
Competent Authority for declaring successful completion of
probation is ED/GM (in charge of the Division)/GM(P&A)/AGM
(Head of Division)
4.3 'Fast Track' Promotions
With a view to rewarding employees for sustained outstanding
performance, and in order to provide motivation to them for
further improvement, accelerated promotions are considered for
eligible employees on completion of a specified period of service
as may be prescribed for this purpose for each grade. The
number of employees promoted under this clause, however, is
generally limited to 10% of the total number of employees
eligible for such promotions as the basic idea is to spot the best
performers on work.
4.4 It may not be possible to ensure advancement/career prospects
beyond a certain point for employees who either do not possess
the requisite qualifications/skill needed for the higher post or are
held up for want of requirements in the higher groups/cadre. Such
cases are reviewed and employees are considered for the higher
grade on completion of 10 years good and effective service
provided their conduct and performance are otherwise satisfactory.
This is normally not applicable to the position of E5 i.e. the Sr.
Manager's grade and above.
to Section

A1 A1A

A2

A3

A4

A5

Volume-I

Sub Section A:4

Page No.3

Volume-I
Section-A
Section-B
Section-C

4.5 There may be a certain percentage of employees who do not

qualify for promotion under any of clauses provided above.
These are so due to their consistently 'poor' performance and/or
other reasons. Such employees treated under the category
'Drop-outs' are not eligible for promotion until there is recorded
improvement in their overall performance and conduct.
5.

Promotion of an employee means his movement from a post in a

lower grade to a post in the next higher grade along with
respective promotion channels specified for the purpose. The
channels of promotion for the non-executive cadre are shown in
the enclosed Annexure I&Annexure II.

Section-D
Volume-II
Section-E
Section-F

Channels of Promotion

6.

Rules and Procedures

Promotions will be considered by Departmental Promotion
Committees (DPCs) to be constituted at the Unit level for various
grades falling under the purview of the Unit Management. The
criteria adopted by the DPC for considering promotions will
broadly include factors such as qualifications, experience,
performance, general suitability and potential for higher
responsibility.

Search
E-Mail
Home

In case of promotion from Supervisory cadre to Executive cadre,

the Selection Committee should include a Central Selection
Board Member on it.
Vigilance clearance should be obtained in respect of all
employees, who are in the zone of consideration, before
considering them for promotion.
The promotion cases of eligible employees who are transferred
after 31st March and before June, will be considered by the
previous unit, if due for promotion, during that year. The
recommendations of the DPC will be communicated to the latter
unit for issue of orders.
7.

Preference for SC/ST

The Government of India orders issued from time to time relating
to reservations for SC/ST candidates will be observed in so far
as these are applicable in the context of BHEL Promotion Policy.

8.

Seniority
Seniority as between personnel promoted on the same date shall
be determined in accordance with the order of merit drawn up by
the Departmental Promotion Committee and approved by the
competent authority.

9.

Representations from employees regarding Non-Selection

or Super-session
An attempt is always made by the Divisional/Departmental Head
to explain to an employee the reasons for his non-selection so
that the employee has an opportunity to make up his deficiencies
in the relevant area. If the employee still has a grievance he may
submit a representation to the competent authority through
proper channel.

Volume-I

Sub Section A:4

Page No.4

The Head of Department will examine the case and submit to

the General Manager/Executive Director with his remarks/
recommendations for orders.
Volume-I

Representations must be submitted within one month of the

date of release of promotion order/list and unbecoming
language will not only be rejected but will be taken up suitably
with the employee concerned. Also joint appeals or
representations will not be entertained.

Section-A
Section-B
Section-C

10.

Debarring
Employees undergoing punishment for specified period shall
not be considered for promotion during that period.

Section-D
Volume-II

11.

Promotion of Employees whose conduct is under

investigation

Section-E

11.1

Cases of Employees to whom sealed cover procedure will be

applicable at the time of consideration of the cases for
promotion, details of employees in the consideration zone for
promotion falling under the following categories should be
specifically brought to the notice of the Departmental Promotion
Committee: - i) Employees under suspension. ii) Employees in
respect of whom a charge-sheet has been issued and
disciplinary proceedings are pending.iii) Employees in respect
of whom prosecution for a criminal charge is pending.

11.2

The Departmental Promotion Committee shall assess the

suitability of the employees coming within the purview of the
circumstances mentioned above along with other eligible
candidates without taking into consideration the disciplinary
case/criminal prosecution pending. The assessment of the
DPC, including 'Unfit for Promotion', and the grading awarded
by it will be kept in a sealed cover. The cover will be superscribed "Findings regarding suitability for promotion to the
grade/post of.................................in respect of
Shri............................. Staff No...........................(name of the
employee and Staff No.). Not to be opened till the termination
of the disciplinary case/criminal prosecution against
Shri..................................." The proceedings of the DPC need
only contain the note "The findings are contained in the
attached sealed cover."

11.3

The same procedure outlined in the above Para will be followed

by the subsequent Departmental Promotion Committees
convened till the disciplinary case/criminal prosecution against
the employee concerned is concluded.

Section-F
Search
E-Mail
Home

to Section

A1

A1A A2

A3

A4

A5

to Page No.5

Volume-I

Sub Section A:4

Page No.5

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

11.4 On the conclusion of the disciplinary case/criminal prosecution,

which results in dropping of allegations against the employee,
the sealed cover or covers shall be opened. In case the
employee is completely exonerated, the due date of his
promotion will be determined with reference to the position
assigned to him in the findings kept in the sealed cover/covers.
However, whether the employee concerned will be entitled to
any arrears of pay for the period of notional promotion
preceding the date of actual promotion, and if so to what extent,
will be decided by the Disciplinary Authority by taking into
consideration all the facts and circumstances of the disciplinary
proceeding/criminal prosecution.
Where the Authority denies arrears of salary or part of it, it will
record its reasons for doing so. It is not possible to anticipate
and enumerate exhaustively all the circumstances under which
such denials of arrears of salary or part of it may become
necessary. However, there may be cases where the
proceedings, whether disciplinary or criminal, are, for example
delayed at the instance of the employee or the clearance in the
disciplinary proceedings or acquittal in the criminal proceedings
is with benefit of doubt or on account of non-availability of
evidence due to the acts attributable to the employee etc. These
are only some of the circumstances where such denial can be
justified.
11.5 If any penalty is imposed on the employee as a result of the
disciplinary proceedings or if he is found guilty in the criminal
prosecution against him, the findings of the sealed cover/covers
shall not be acted upon. His case for promotion may be
considered by the next DPC in the normal course and having
regard to the penalty imposed on him.
11.6 It is also clarified that in a case where disciplinary proceedings
have been held under the relevant disciplinary rules, 'warning'
should not be issued as a result of such proceedings. If it is
found, as a result of the proceedings, that some blame attached
to the employee, at-least the penalty of Censure should be
imposed.
11.7 It is necessary to ensure that the disciplinary case/criminal
prosecution instituted against an employee is not unduly
prolonged and all efforts to finalise expeditiously the proceedings
should be taken so that the need for keeping the case of
employee in a sealed cover is limited to the barest minimum. It
has, therefore, been decided that the authorities concerned
should review comprehensively the cases of employees, whose
suitability for promotion to a higher grade has been kept in a
sealed cover on the expiry of 6 months from the date of
convening the first Departmental Promotion Committee, which
had adjudged his suitability and kept its findings in the sealed
cover. Such a review should be done subsequently also every six
months. The review should, inter alia, cover the progress made in
the disciplinary proceedings/criminal prosecution and further
measures to be taken to expedite their completion.
11.8 In spite of the six monthly review referred to in Para 7 above,
there may be some cases, where the disciplinary case/criminal
prosecution against the employee are not concluded even after

Volume-I

Sub Section A:4

Page No.6

a)

Whether the promotion of the employee will be against public

interest.

b)

Whether the charges are grave enough to warrant continued

denial of promotion;

Section-A

c)

Whether there is not likelihood of the case coming to a

conclusion in the near future;

Section-B

d)

Whether the delay in the finalisation of proceedings,

departmental or in a court of law is not directly or indirectly
attributable to the employee concerned;

e)

Whether there is any likelihood of misuse of official position,

which the employee may occupy after ad hoc promotion,
which may adversely affect the conduct of the departmental
case/criminal prosecution.

Volume-I

Section-C
Section-D
Volume-II
Section-E

The competent authority should also consult the Central

Bureau of Investigation and take their views into account
where the departmental proceedings or criminal prosecution
have risen out of the investigations conducted by the Bureau.

Section-F
Search

11.8.1

In case the competent authority comes to a conclusion that it

would not be against the public interest to allow ad-hoc
promotion to the employee, his case should be placed before
the next DPC held in the normal course after the expiry of the
two year period to decide whether the officer is suitable for
promotion on ad-hoc basis. Where the employee is
considered for ad-hoc promotion, the Departmental
Promotion Committee should make its assessment on the
basis of the suitability of the individual's record of service
without taking into account the pending disciplinary
case/criminal prosecution against him.

11.8.2

After a decision is taken to promote an employee on an adhoc basis, an order of promotion may be issued making it
clear in the order itself that:-

E-Mail
Home

i)

The promotion is being made on purely ad-hoc basis and the

ad hoc promotion will not confer any right for regular
promotion; and

ii)

The promotion shall be 'until further orders'. It should also be

indicated in the orders that the Company reserves the right to
cancel the ad-hoc promotion and revert at any time the
employee to the post from which he was promoted.

11.8.3

If the employee concerned is acquitted in the criminal

prosecution on the merits of the case or is fully exonerated in
the departmental proceedings, the ad hoc promotion already
made if any be confirmed and the promotion treated as a
regular one from the date of the ad-hoc promotion with all
attendant benefits. In case the employee could have normally
got his regular promotion from a date prior to the date of his
ad-hoc promotion with reference to his placement in the DPC
proceedings kept in the sealed cover(s), he would also be
allowed his due seniority and benefit of notional promotion as
envisaged in Para 4 above.

Volume-I

Sub Section A:4

Page No.7

Volume-I
Section-A

11.8.4 If the employee is not acquitted on merits in the criminal

prosecution but purely on technical grounds and the Company
further proposes to take up the matter to a higher court or to
proceed against him departmentally or if the employee is not
exonerated in the departmental proceedings, the ad-hoc
promotion granted to him should be brought to an end.
12.

Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Keeping in view the changes in internal conditions and external

environment, the Company may at any time and at its
discretion, make any changes in the promotion policy and the
rules as stated herein if it is satisfied that such changes are
necessary in the overall interest of the organisation.
to Section

A1 A1A A2

A3

A4

A5

to Page No.8

Volume-I

Sub Section A:4

Page No.8

ANNEXURE-I
NON-EXECUTIVE CADRE
Channels of Promotion

Volume-I

'A' Group
Section-A
SVIII
Section-B

SVII

Section-C
SVI
Section-D
SV

Executive Additional Engineer Gr.II

I
General Executive Foreman /
Sr. Additional Engineer Gr.I
I
Sr. Executive Foreman /
Sr. Additional Engineer Gr.II
I

AXI

Chief Technician
I

Executive Foreman
Additional Engineer Gr.I
General Foreman /
Additional Engineer Gr.II
E1
I----------------------------------------------I
I
I

Search

AX

General Technician
I

I
I

E-Mail

AIX/SAIII

Master Technician /
Dy. Engineer
I

Foreman /
Dy. Engineer
I

Volume-II

SIV

Section-E
Section-F

Home
AVIII/SAII

AVII/SAI

AIII

Sr. Technician
Assistant Engineer Gr. I
I
Technician /
Assistant Engineer Gr. II
I----------------------

Assistant Foreman /
Assistant Engineer Gr. I
I
Chargeman* /
Assistant Engineer Gr. II
I

AVI

Artisan Grade I
I

Auxiliary Worker
I

AV

Artisan Grade II
I

Auxiliary Worker II
I

AIV

Artisan Grade III

I

Auxiliary Worker III

I

Artisan Grade IV*

I----------------------

*Open
Market

Auxiliary Worker IV
I
*Open Market

AII

Semi/Skilled Worker
I

AI

Unskilled Worker*

*Open
Market

to Section

A1 A1A

A2

A3

A4

A5

to Page No.9

Volume-I

Sub Section A:4

Page No.9

page not done as yet

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

2.
to Section

A1

A1A A2

A3

A4

A5

to Sub Section A:5

14.1.4 Applications from the

Volume-I

Sub Section A:5

Page No.1

A:5 TRANSFER POLICY AND BENEFITS

1.

Policy
Every employee of the Company is liable for transfer from one
Department/Section/Job within the same Unit/Division or from one
Unit/Division of the Company to another or from the Company to
any other Government Department/Public Sector Undertaking as
and when required by the Company at the discretion of the
Management. Such transferees are eligible, unless otherwise
stated, for the following benefits subject to the conditions stated
hereunder:
Note:

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

2.

While implementing the Transfer Policy the career based

Promotion Policy has also to be reckoned with. Though the
promotions are required to be made subject to Organisational
needs, the same is not fully co-related to the vacancies existing.
For business considerations and for Administrative exigencies,
grouping and re-grouping of activities are undertaken. Stresses
and emphasis are applied on a year to year basis in consideration
of the targeted performance levels. It has been experienced that
the number of employees promoted to a particular grade far
exceeds the turnover of employees in that particular grade. The
career growth promotion policy entitling the employee for
consideration for promotion to the next higher grade after putting
prescribed minimum period of service without regard to the
vacancies arising or immediately anticipated has resulted an
addition to the strength of the employees in the levels promoted. In
order to suitably place all thus promoted in the higher grades in
commensurate positions, it may become necessary to create new
departments/sections and also to upgrade certain posts. The
horizontal transfer does not involve alteration of status e.g. DGM
would remain a DGM irrespective of the place of posting and the
power, privileges, scale of pay that the DGM post has, is carried to
the new post along with him. But it is not possible at all times to
ensure that the executive powers and the amplitude of the jobs at
the two places remain same due to the nature of our activities and
dynamism. Posting and transfers are reviewed in the Company
from time to time and it is a matter for the Company to decide in
meeting the organizational needs. Hence, it should be possible to
upgrade/downgrade posts and to post people suitably.
Horizontal Transfer

Unless selected for a higher position, the transfer of an employee

is made in the same grade and pay as held at the time of transfer
(hereinafter referred to as 'horizontal transfer'). Such employees
who are horizontally transferred are entitled to the following
benefits:
2.1 The employee is entitled to one month's basic pay as advance
(recoverable in three installments) and baggage allowance,
transfer grant, disturbance allowance etc. as admissible under the
TA Rules of the Company.
to Section

A1 A1A A2

A3

A4

A5

to Page No.2

Volume-I

Sub Section A:5

Page No.2

2.2 The employee is entitled to carry forward the leave to his credit, if
any, at the time of transfer.

Volume-I

Section-A

Section-B

Section-C

Section-D

Volume-II

Section-E

Section-F

Search

E-Mail

Home

2.3 Service already rendered by the employee in the Company at the

time of transfer is counted for purposes of gratuity, provident fund
etc.
2.4 The employee is entitled to payment of bonus at the rate
applicable to identical employees in the Unit/Division to which he
is transferred provided that the rate of bonus which an employee
is eligible in the unit from which he is transferred out will be
protected on his transfer and he will be compensated to the
extent of difference between the bonus drawn by him in the latter
unit and that admissible to the employees of the identical
categories in the parent unit. This dispensation is admissible only
if the employee has put in a minimum of two years of service on
the date of transfer in the unit where higher rate of bonus is
payable and his transfer is not consequent on his having been
selected for the higher post in the new unit. The concession, will
however, be discontinued when the rate of bonus admissible in
his existing unit becomes equal to or higher than that admissible
to identical categories in the parent unit. The protection will be
only of the rate of bonus the employee was actually drawing at
the time of transfer.
2.5 Subject to the provisions of Para 9 of this chapter, the employee
is entitled to protection of his seniority held at the time of his
transfer.
2.6 (a) Employees who are occupying Company accommodation/
leased accommodation at the place of their parent Unit are
allowed to retain such accommodation for a maximum period of
three months from the date of relief, provided such
accommodation is retained for the bonafide use of the family
(wife and children only) . The recovery of rent for this period of
three months will be at the same rate as on the date transfer. In
addition for this period of three months House Rent allowance is
admissible at the new place of posting under the relevant rules
subject to his not occupying company accommodation /guest
house.

(b) Permission to retain the family at the earlier place of posting

in company leased accommodation as on the date of transfer for
a period of up to one year beyond the initial period of three
months, will be given by Head of Unit to which the employee has
been transferred. Permission beyond this period of one year
would be given in exceptional circumstances with the approval of
Director (HR) only, after being duly recommended by the Head of
Unit to which the employee has been transferred. Once approval
has been so given, the payment of lease rent may continue to be
done by the earlier Division for the sake of ease and continuity
and amount debited to the new Unit. In case the employee who
has been transferred wishes to retain accommodation in
Company's township at the earlier location, then in such cases
also permission will be given by the Head of the Unit at the new
location, but in consultation with the Head of Unit / Competent
Authority at the previous location where the employee was earlier
posted.

Volume-I

Sub Section A:5

Page No.2a

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Permission to stay in Guest House to other executives can be

given for an additional period upto 3 months with the following
conditions:
1) Each case has to be approved by CMD.
2) No HRA will be payable for this extended period of stay.
3) Double the license fee applicable for the earmarked / notified
type of quarter will be payable by the employee.
4) In any case the stay beyond the initial period of 90 days will
not exceed further period of 90 days.
(Corporate HR Circular No. 011/ WLX/ 2010 dated 15.02.10).
(f) Also an employee who prior to transfer was drawing HRA and
who is permitted to retain his family (ie spouse and dependant
children) at the earlier place of posting, shall be eligible for grant of
HRA at the rate applicable for that station. Such permission to
retain the family at the earlier place of posting on HRA as was
being drawn on the date of transfer for a period of up to one year
will be given by Head of Unit to which the employee has been
transferred. Permission beyond this period of one year would be
given in exceptional circumstances with the approval of Director
(HR) only, after being duly recommended by the Head of Unit to
which the employee has been transferred. Such employees are
also eligible for the facility of transitory accommodation.
The amendments are effective from 3rd June 2005.
(Corporate Office Circular No. 027/WLX/2005 dated 17-06-2005)
2.7 The provisions of Rule 2.6 above are not applicable to
employees deputed to out stations on long duration assignments
in connection with erection and commissioning work etc. who are
governed by the TA Rules of the Company in this regard. These
are also not applicable to deputationists from Government
Departments and other Organisations when they are repatriated
to their parent Organisations.
2.8 The family of an employee transferred to another station will
continue to be entitled for medical attendance and treatment at
the previous station of posting of the employee in the following
cases :
to Section

A1 A1A

A2

A3

A4

A5

to Page No.3

Volume-I

Sub Section A:5

Page No.3

Note: 'Family' means an employee's spouse, legitimate children

and step-children dependent on the employee, adopted child/
children in the case of an employee who has no child and the
adoption is legal and the child/children are residing with and
wholly dependent on the employee. In cases of transfers, the
family would also include parents, unmarried brothers and sisters
whose income per month from all sources is less than Rs.1500/p.m. and fulfill other dependency criteria. The other dependency
criteria will be as specified under the LTC/Medical Attendance
rules.

Volume-I
Section-A
Section-B
Section-C

a)
Section-D
Volume-II

Note: In cases covered under this clause LTC for the family
members can be claimed from the previous station of posting
instead of the Headquarters of the employee.

Section-E
Section-F

b)

Where the family is shifted permanently to the employees' home

town and a declaration is given to this effect by the employee
concerned.

c)

The family continues to stay in the place where the employee

was posted prior to his transfer to another Division/site.

3.

Transfer on selection to Higher Post against open

advertisement

Search
E-Mail
Home

If the employee is unable to take his family to the new station for
reasons such as want of suitable accommodation, children's
education etc. and for that reason he has been permitted to
retain Company accommodation at the old station.

The employees selected from one Unit/Division for appointment

to higher posts in another Unit/Division against open
advertisement are entitled to all the benefits as on horizontal
transfer except the grant of disturbance allowance and payment
of Bonus. Their pay in the higher post is fixed as on promotion.
Departmental employees, who are posted to other units on their
selection as JEs in the internal recruitment, may be treated as on
transfer and transfer benefits allowed accordingly. However, in
the event of these employees taking transfer back to their original
place of posting within four years, then transfer benefits paid will
be recovered.
(vide Corporate HR Circular No. 027/TRX/2012 dated 15.09.12)
4.

Transfer on selection as Trainee/Apprentice

The employees selected as Trainees/Apprentices against open
advertisement are governed by the rules on "Entitlements of
Departmental Trainees" as notified from time to time.

5.

Incentives for employees transferred as a result of shifting

of office from one place to another at an outstation.
The following additional/extended incentives are admissible to
employees who are transferred as a result of the shifting of a
Unit/Division from one place to another at an outstation over and
above the normal entitlements admissible on transfer under the
relevant TA Rules of the Company.
to Section

A1

A1A

A2

A3

A4

A5

Volume-I

Sub Section A:5

Page No.4

1)

50% of the transfer grant as admissible under the rules.

2)

Special Disturbance Allowance of Rs.500, which will be

admissible to employees in E5 grade and above also subject to
other conditions.

3)

Payment of HRA or retention of Company accommodation

(including leased accommodation) as the case may be, at
previous station upto the end of the academic session, current
on the date of transfer will be admissible if employee is actually
keeping his family (spouse and children) there for the purpose of
education of children. In addition, suitable free bachelor
accommodation at the new station of posting may be provided
subject to availability. In such cases (where the Company
accommodation/ HRA is admissible with reference to the
previous station of posting and bachelor accommodation is also
provided at the new station), no daily allowance will be
admissible for the duration of employee's visit to the previous
place of posting, nor HRA at the new place of posting will be
admissible.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F

The employee's intention to avail of the facility of retention of the

Company/Company leased accommodation will be
communicated by him in writing at the time of transfer.

Search
E-Mail

4)
Home

Consequent upon shifting of the office from one station to

another, if an employee is transferred to the new place of posting
before the expiry of a period of 3 years reckoned from his
previous transfer from an out-station, he may be granted the
following additional lump sum amounts:
i) Rs. 250/- if he has a family with one child
ii) Rs. 450/- if he has a family with more than one child

5)

The grant of the above incentives is subject to the furnishing of

necessary proof by the employee, as may be required by the
Controlling Officer.

6.

The employees transferred on promotion from one Unit/Division

to the other involving change of station in keeping with the
requirements of the organisation are entitled to all the benefits as
on horizontal transfer except for the protection of the higher rate
of Bonus as provided in Para 2.4 above. In other words, they will
also be entitled to special disturbance allowance if otherwise
admissible under the rules.

7.

Joining Time

7.1 Joining time, as under, is admissible to all regular employees of

the company whether they are transferred while on duty at their
earlier place of posting or on leave.
to Section

A1 A1A

A2

A3

A4

A5

to Page No.5

Volume-I

Sub Section A : 5
Page No.5

a)

Volume-I

Journey Time
Mode of Journey

Journey Time

Rail

1 day for each 800 Kms. or part

thereof subject to a minimum of one
day

Road (when travel

by train is not
customary)

1 day for each 300 Kms or part thereof

subject to a minimum of one day

Air

Actual time subject to a minimum of

one day

Section-A
Section-B
Section-C
Section-D

Note: Travel by road not exceeding 30 Kms to or from railway

station at the beginning or end of the journey is not counted
against joining time. Joining time is calculated by the shortest
and direct route.

Volume-II
Section-E

In exceptional cases, joining time as normally admissible may be

extended by Head of the Division depending upon the merit of
each case.

Section-F
Search

b)
E-Mail
Home

Preparation Time
All transferees are entitled to 7 days preparation time including
Sundays and other holidays.

7.2 No Joining time is admissible in the case of local transfers

whether these are inter-unit or intra-unit.
7.3 Carry forward of Joining Time
In cases where joining time is not fully availed of at the time of
transfer, the un-availed portion of the joining time will be credited
to the non-encashable portion of the earned leave account of the
employee which can be availed of at any time as earned leave. If
an employee receives the transfer order while availing leave at a
place other than the Headquarters, he is entitled to joining time
as admissible for transfer from the station where he is spending
his leave or his headquarters whichever is less.
7.4 Overstay of Joining Time
Where an employee overstays joining time, such period of
overstay is treated as extraordinary leave. Authority competent
to sanction transfer may, however, grant leave of the kind due in
such cases on the merits of each case.
7.5 Admissibility of Pay during Joining Time
During joining time, an employee is entitled to draw such pay
and allowances as he would have drawn if he had continued in
his old post or pay and allowances which he will draw on
assuming charge of the new post, whichever is less.
to Section

A1 A1A A2

A3

A4

A5

to Page No.6

Volume-I

Sub Section A:5

Page No.6

7.6

The above rules are applicable mutatis mutandis in case of

posting abroad. In addition to the preparation time of seven
days, actual travelling time by the approved route is allowed.
Any enforced stay/halt, if certified by the Controlling Officer, is
also admissible.

Volume-I

Section-A

7.7

Section-C

The promotion cases of eligible employees who are transferred

after 31st March and before June, will be considered by the
previous unit, if due for promotion, during that year. The
recommendations of the DPC will be communicated to the
latter unit for issue of orders.

Section-D

7.8

Section-E

8.

Approval and Issue of transfer Orders

8.1

Non - Executives
Intra-unit & inter unit transfer of non executives will be within the
purview of Unit Management. In case of inter-unit transfer,
approval of both the Unit Heads will be obtained.

E-Mail

Home

Grant of preparatory/rejoining time to the employees

deputed abroad for training.
No preparatory/rejoining time will be granted in such cases, as
all the pre-departure formalities for going abroad for training
are completed by the Administration in the Units.

Section-F

Search

Seniority during Joining Time

During joining time, a transferred employee is deemed to be
carried in the seniority list of the Unit/Division from which he is
transferred till the date he reports in the new Unit/Division to
which he is transferred, unless he belongs to All Company
cadre.

Section-B

Volume-II

Posting Abroad

8.2

Executives

8.2.1 Intra-Unit transfer

(i)

(ii)

Transfer of executives within the same unit up to the level of

Additional General Manager will be done with the approval of the
concerned Executive Director. Unit Heads delegated with the
powers of Executive Director will also be competent to approve
the transfer. Unit Heads below the level of Executive Director
and reporting directly to Functional Director/CMD, will obtain
prior approval for transfer of executives at the level of Deputy
General Manager and above

Transfer of Deputy General Manager and above within TBG and

ROD, involving change of station will be approved by Director
(IS&P).
(iii) Movements of DGM & above executives into and out of HR,
Finance, and Engineering functions should be got cleared from
the respective Functional Directors. In case of vigilance function,
CVOs clearance would be required for all levels of executives.
(iv) Information of changes made in respect of Deputy General

Volume-I

Sub Section A:5

Page No.7

9.

Volume-I

Notwithstanding anything contained in this chapter, transfers

which are at employees' own request will be subject to the
following terms and conditions:

i)

Transfer T.A. including Transfer grant and disturbance allowance

will not be allowed.

ii)

Joining time will not be admissible.

iii)

In case an employee makes a request for transfer and this

request has been approved by the Competent Authority, then all
Transfer Benefits under the rules will be admissible if he/she
has put in at least 15 years of continuous service at the same
Unit or Division or at the same place of posting at the time of
request for transfer (Unit or Division would include
manufacturing Units, Divisions/Regions under Business Sectors
and Corporate Office).

iv)

An employee who at the time of cadre change promotion/ redesignation to Executive Cadre was promoted/ re-designated and
posted to a Power Sector / ISG /TBGsites and subsequently after
completion of four years service at site/sites, requests for a
transfer back to his parent Unit or elsewhere and such request is
approved by the Competent Authority, then the transfer of such
employee may be treated as "Transfer in Company interest" and
all
transfer
Benefits
may
be
allowed
( vide Corporate circular 027/TRX/2012 dated 15.09.12)

v)

Cases not fulfilling the criteria at (iii) above will continue to be

governed by the existing rules mentioned in (i) and (ii) above.

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

10

Guidelines for Transfer on Seconded basis

(Corporate HR Circular No. 022/TRX/2009 dated 25/05/09)

to Section

A1 A1A A2

A3

A4

A5

to Sub Section B:1 Page No. 1

Volume-I

Sub Section B:1

Page No.1

B:1 SALARY GRADES

Volume-I

1.

Section-A

Section-B

Executive Salary Grades with effect from 1.1.2007:

CMD

Rs.80000-125000

Director

Rs.75000-100000

Executive Director

Rs.62000-80000

E-8 - General Manager

Rs.51300-73000

E-7 - Addl. General Manager

Rs.51300-73000

E-6A - Sr. Deputy Gen. Manager Rs.51300-73000

Section-C

Section-D

Volume-II

Section-E

E-6 - Deputy General. Manager

Rs.43200-66000

E-5 - Senior Manager

Rs.43200-66000

E-4 - Manager

Rs.36600-62000

E-3 - Deputy Manager

Rs.32900-58000

E-2 - Sr. Engineer/Officer /

Sr. Executive
E-1 -Engineer/Officer/Executive

Rs.29100-54500

ET - Executive Trainee

Rs.20600-46500

Rs.24900-50500

Section-F

Search

E-Mail

Home

2.

Non-Executive Salary Grades with effect from 1.1.2007:

A - Technical
SA VIII (wef 25.06.10)

Rs.36600-62000

SA VII

Rs.36600-62000

SA VI

Rs.32900-58000

SA V

Rs.29100-54500

SA IV

Rs.24900-50500

AXII (wef 25.06.10)

Rs.30500-56000

AXI

Rs.27500-53000

AX

Rs.24500-45000

SA III / SAIII A / AIX / AIX A

Rs.16400-40500

SA II / AVIII

Rs.12600-32500

SAI / AVII

Rs.12400-30500

S0

Rs.12300-26000

AVI

Rs.12350-28000

AV

Rs.12200-25000

AIV

Rs.12000-24000

AIII

Rs.11700-23000

AII
AI

Rs.11000-22000
Rs.10500-21000

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.2

Volume-I

Sub Section B:1

Page No.2

Non-Executive Salary Grades with effect from 1.1.2007:

Volume-I

B-Non-Technical
Section-A

Section-B

Section-C

Section-D

SB VIII (wef 25.06.10)

Rs.36600-62000

SB VII

Rs.36600-62000

SB VI

Rs.32900-58000

SB V

Rs.29100-54500

SB IV
B XII (wef 25.06.10)

Rs.24900-50500
Rs.30500-56000

BXI

Rs.27500-53000

BX

Rs.24500-45000

Volume-II

SB III / SBIII A / BIX / BIX A

SB II / BVIII

Rs.16400-40500
Rs. 12600-32500

Section-E

SB I / BVII

Rs.12400-30500

S0

Rs.12300-26000

BVI

Rs.12350-28000

BV

Rs.1200-25000

BIV

Rs.12000-24000

BIII

Rs.11700-23000

BII

Rs.11000-22000

BI

Rs.10500-21000

Section-F

Search

E-Mail

Home

3.

Junior Executives (1.1.2007)

Rs.12500-32200

4.

Trainees / Apprentices
Engineer Trainee - ET Scale
Executive Trainees - ET Scale
Supervisor Trainees - S0 Scale
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to B2

Volume-I

Sub Section B:2

Page No.1

B:2 Dearness Allowance

1.

With effect from 1.1.2007, Dearness Allowance is granted to

compensate the price increase above AICPI 126.33, to which the
revised salary grades relate. The payment of D.A. is based on
100% neutralisation over quarterly average of AICPI 126.33.

2.

The periodicity and effective dates of revision will be as under:-

Volume-I
Section-A
Section-B
Section-C

Quarterly Average

Date of Effect

Section-D

September - November

1st January

Volume-II

December - February

1st April

Section-E

March - May

1st July

June - August

1st October

Section-F
Search
E-Mail

3.

In determining the average consumer price index the actual up

to two places of decimal will be reckoned.

Home

4.

For computation of D.A. 50 paise and above to be rounded off to

next Rupee and less than 50 paise to be ignored.

5.

D.A. on HPL
D.A. during Half Pay Leave is to be computed with reference to
the basic pay actually drawn. In other words, in such cases D.A.
will be computed on the reduced pay only.

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Sub Section B3A

Volume-I

Sub Section B:3A

Page No. 1

go to page no. 1234 567

B:3A HOUSE RENT ALLOWANCE & LEASING

OF ACCOMMODATION
Volume-I

HOUSE RENT ALLOWANCE

Section-A

1.

Payment of House Rent Allowance on revised basic pay

w.e.f. 26.11.2008 to the employees not provided with
company accommodation will be at the following rates:

Section-B

Cities with population

50 lakhs and above
5 to 50 lakhs
Less than 5 lakhs

Section-C
Section-D
Volume-II
Section-E
Section-F

1.1

Search
E-Mail
Home

1.2

Rate of HRA
30% of Basic Pay
20% of Basic Pay
10% of Basic Pay

The payment of HRA shall be as per classification of cities

notified by the Government. Classification of cities is enclosed
at Annexure - I. HRA rates at BHEL locations is at Annexure II.
For the purposes of these rules, the term "Pay" in addition to
basic pay includes personal allowance*, deputation (duty)
allowance, stagnation increment, family planning incentive and
all other payments declared by the Company from time to time
to be included for HRA.
* In case the actual amount of HRA as per prescribed rate is
less than the actual amount of HRA drawn as on 25.11.2008 in
case of a particular employee, the difference would be allowed
to be drawn by the employee as "Personal Allowance" until the
difference is eliminated in course of time subject to the
condition that the difference will be subsumed within the
overall limit prescribed for perquisites and allowances
prescribed under the DPE guidelines.
(vide Corporate HR Circular Nos. 005, 006, 007/IRX/2010
dated 06.02.10)
House rent allowance as above is admissible to all employees,
without reference to the quantum of rent paid and without
requiring them to produce any rent receipt.

General

2.1

Where both husband and wife are employees of the Company

and posted at the same station, HRA is admissible to both of
them as per their individual entitlement subject to the
prescribed limit. However, HRA is not admissible to both, if
even one of them has been allowed Company owned / leased
accommodation.

2.2

HRA will not be admissible in the following situations:

If the employee is staying in an accommodation including a
leased accommodation allotted to his or her spouse or parent
by the Company / Central/State Government / PSU / SemiGovernment Organisation / Autonomous Body / Nationalised
Bank / LIC etc
If the employee is staying in the Company's Guest House or
has been allotted Transitory Accommodation at the place of
posting either on single occupancy terms or on shared basis.
If the employee is occupying Company / Government
accommodation unauthorisedly at the same station or at
another station.
If the employee who continues to occupy Company /

Volume-I

Sub Section B:3A

Page No. 2

go to page no. 1234 567

B LEASING OF ACCOMMODATION BY THE

COMPANY
Third Party Company Lease and Self Lease

Volume-I
Section-A

3 Executives in the grade of E1A to E9 are eligible for

accommodation to be leased by the company. This facility will be
admissible to the executive borne on the regular establishment
of the Company including the deputationists, who are entitled to
the same and who are posted at places where leasing of
accommodation by the company has been approved. The list of
cities where lease is permitted is at Annexure - III (A).

Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail

3.1 This facility to executives from E1A to E4 grade is allowed strictly

on case to case basis where the company is unable to provide its
own accommodation and regulated as approved by the Board of
Directors delegating the powers to CMD / Director(HR).
3.2 Where both the husband and wife are employees of the Company
posted at the same station and reside together in the same
house/portion of the house, only one of them at their option will be
eligible for this facility and the other spouse shall not be paid any
HRA even if he/she is otherwise eligible to draw HRA at a flat rate.

Home

3.3 The ceiling limit of rentals for the accommodation leased by the
Company at the locations where lease is permitted in respect of
the executives who are entitled to it are placed at Annexure - III
(B).
4

The Company may take on lease a house owned by an executive /

spouse / father / mother / children or by a Hindu undivided family
in which he is a co-parcener for the residence of the executive
himself on payment of rent which will be termed as "Self Lease"
and shall be assessed by a "Departmental Rental Assessment
Committee" constituted by the Management for this purpose.
Leasing of accommodation from any other individual/s will be a
"Third Party Company Lease".

4.1 The house taken on self lease shall be allotted to the executive
concerned who has offered it for lease to the Company for his
residence. In the event of his ceasing to be in the employment of
the Company, the house will normally be made over to him
subject to such safeguards as may be necessary for recovery of
balance of House Building Advance, if any, outstanding against
him.
4.2 Processing of applications for approval
Executives who intend to avail this facility shall make an
application for the same and forward it to the HR Department
along with details given in the prescribed proforma. The HR
Department will in the first instance obtain approval of the
competent authority in principle. Option to take a house on lease
rests with the Management and cannot be claimed as a matter of

Volume-I

Sub Section B:3A

Page No. 3

go to page no. 1234 567

4.3 Procedures for Self lease facility

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

After the proposal has been agreed to in principle, the HR

Department will pass on the relevant papers to the Departmental
Rental Assessment Committee (DRAC) for its recommendations
before finally fixing the rent.
Constit
4.3.1Constitution of Departmental Rental Assessment Committee
(DRAC)
and
scope
of
its
functioning:
DRAC shall be constituted in each Division/Unit to assist the
Management in determining the rental value of the houses offered
by the executives on lease to the Company. At places where more
than one Division/Unit are located, a common Committee may be
constituted by the Divisions/Units concerned in consultation with
each other to ensure a uniform approach.
The CoTThe Committee shall consist of representatives from Civil, HR and
Finance Departments. The Head of the Division/Unit may at his
discretion nominate representatives from other Departments as
well if he considers necessary to do so. The member from HR
department will be designated as the Secretary who will
coordinate functioning of the Committee and be responsible for
submitting
its
report
to
the
Management.
4.3.2In determining rental value, the Committee will take into
consideration the following :
1)
The living area to be considered for rental assessment will
include rooms, kitchen, bath, toilets, lobby & passage. Exclusion
or inclusion of area to be considered for this purpose will be on the
recommendation of DRAC member from Civil.
2)
The area of the house/portion of the house occupied /
proposed to be occupied by the executive and his/her family.
While considering the property owned by parents/children and
where parents/children (not dependent) are living in the same
premises, the area for rental assessment for the self lease may be
restricted to 50% of total area for rental assessment.
3)
Prevalent market rent for similar accommodation in the
locality, including the type of construction and common facilities.
4)
Any other factor that may be relevant for determining the
rental value.
Based on the above factors, DRAC may evolve rate per sq.ft. for
the living area which will be submitted to the Head of Division/ Unit
for approval. The approving authority may require the Committee
to review its recommendations in the light of the facts that may
have come to their notice subsequently or for any other valid
reasons.
4.3.3The rent so fixed shall remain in force for a period of three years
and shall not be reviewed during this period. However, if there is a
decrease in the area under occupation, the concerned executive
shall immediately notify the changes to the Company. In such an

Volume-I

Sub Section B:3A

Page No. 4

go to page no. 1234 567

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Terms and Conditions

The terms and conditions below or amended from time to time
will be applicable for both third party company lease and self
lease, unless otherwise stated

5.1 The lease will, after having been approved by the competent
authority, take effect from the date of application if the house is
already in occupation or from the date of occupation, whichever
is later. However, for executives in the grade E1A to E4, the
lease will be effective from the date on which the request has
been made by the individual concerned or the date of occupation
of the house or the date of vacation of company quarter or the
date of approval for this facility, whichever is later
5.2 While agreeing to rentals on third party company lease, the rate
per sqft of carpet area approved and used for determining
rentals for self lease cases as reference point. Adequate care is
to be taken that the rentals agreed to for third party company
lease is lesser of the following
(a) rent quoted by the land lord or
(b) the rent that would be fixed for similar self lease
accommodation in the same location
In case this criterion is not met, units should satisfy themselves
that adequate justification exists for the variance
5.3 In the event of premises being in the joint name with the spouse
and the employee is HBA/HLIS beneficiary, agreement for self
lease will be entered into with the employee only. In case of joint
ownership other than spouse, the lease agreement will be signed
by all individuals concerned
5.4 Third party company lease / self lease for another house in lieu
of self lease for a dwelling unit acquired in the same place by
availing HBA/HLIS will be governed by the conditions under
clause 14.5.4 of sub-section F-4, Vol. II of Personnel Manual.
5.5 No brokerage will be payable in respect of the house leased
under the provision "Self lease"
For third party company lease, brokerage is permitted restricting
to 15 days of entitled lease rent or actual rent of the premises,
whichever is less, on submission of the original cash receipt for
the same from the authorised brokerage firm. The employee can
avail this dispensation only once during the entire service time.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
go to page no. 1234 567

Volume-I

Sub Section B:3A

Page No. 5

go to page no. 1234 567

Volume-I
Section-A

The expenditure incurred by the executives on

repairs/maintenance/minor alterations carried out in the
leased premises occupied by them may be reimbursed
subject to the following conditions:

Section-B
Section-C

6.1

The repairs/maintenance/minor alterations carried out are

essential and the landlord is not agreeable to meet the
expenses thereon subject to the conditions that no
alterations in the premises will be undertaken without the
specific written consent of the landlord..

6.2

The total amount to be reimbursed in a year commencing

from the date of operation of the lease shall be least of the
following:

Section-D
Volume-II
Section-E

Reimbursement of Lease Maintenance Expenditure

is withdrawn wef 10.7.2009. No payment on this account
is allowed.
( vide Corportae HR Circular No. 026/WLX/2009 dated
10.7.2009)

Section-F

1. the lease rent entitlement per month

Search

2. the actual rent per month for the premises

E-Mail

3. the actual lease maintenance expenditure incurred during

the relevant lease year.

Home

The time of submission of the claim , should however, relate

to the lease year to which the claim pertains.

6.3

Reimbursement of expenses on account of purely

maintenance work like, white/colour washing/distemper,
painting/polishing of wooden fittings will be made once in a
period of two years only for the same premises.

6.4

Expenses incurred within 3 months of the date of occupation

or in the three months preceding the termination of the lease
should not exceed Rs.100/-. If it exceeds this limit, the
excess amount shall not be reimbursed. Renewal/extensions
of lease shall be deemed to be in continuation of the earlier
lease for this purpose. In cases of those who
superannuate/resign wherein at the time of incurring
maintenance expenditure the period preceding the
termination of lease exceeds three months but falls short of
one year, the actual expenses on repairs/ maintenance for
the full year will be payable subject to the ceiling as per
actual lease rent/entitlement whichever is lower.

6.5

Reimbursement of expenses incurred by the executives will

be made on the basis of a certificate in the proforma
supported by the details of the expenses along with the
dates on which repairs/maintenance etc. were carried out.

6.6

The cost of bulbs/tubes will not be reimbursed.

The reimbursement of expenses on these accounts will be

Volume-I

Sub Section B:3A

Page No. 6

go to page no. 1234 567

8.

Retention of accommodation after

retirement/death

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

8.1 The Company owned accommodation/Company leased

accommodation (excluding self lease) is allowed to be retained
on payment of normal rent for a period of four months after
retirement/ superannuation of the employee. The recovery of rent
in such cases will be at the same rate as on the date of
retirement/superannuation and shall be made in advance or
alternatively from the leave salary or any other amount payable
to the employee after retirement/superannuation. Where the
recovery or payment is not made in advance, the employee
concerned shall give an undertaking in writing that the amount
can be recovered from his settlement dues, before permission is
granted to retain the accommodation.

Section-E
Section-F
Search
E-Mail
Home

8.2 The maximum period of retention of Company owned / Company

leased accommodation (excluding self lease) in the event of
death of an employee will be six months on the request made by
the dependents of the deceased employee. The recovery of rent
in such cases will be at the same rate as on the date of death of
the employee and shall be made in advance or alternatively
adjusted from the leave salary or other amount payable to the
employee after death.
8.3 Permission to retired employees and families of deceased
employees to continue to occupy Company accommodation
beyond the period of four months and six months respectively
may be given only with the approval of ED/GGM of the units. In
respect of Delhi, for the accommodation at NOIDA approval of
Exe.Director(HR) and in respect of accommodation at ASIAD,
approval of Director (HR) would be required. Such cases, if any,
should be processed with full justification at least one month
before the expiry of the period normally allowed. In any case,
even where such approvals are given beyond the specified
period, market rent should be charged. The market rent should
be determined by a Committee at the local level keeping in view
the prevailing market rents and this in any case should not be
determined at less than twice the normal rent. It is emphasised
that such cases should be minimal and considered in exceptional
circumstances. The Corporate Office should however be kept
informed.
8.4 These will also be applicable to all Deputationists from
Central/State Governments and other PSUs serving in BHEL..
9

Any clarification on leasing of accommodation, not covered in the

above rules, will be referred to Corporate HR for final decision.

10

Interpretation of rules of HRA and Leasing accommodation will be

with the approval of Director(HR) and any amendments to these
rules will be with the approval of CMD.

Volume-I

Sub Section B:3A

Page No. 7

go to page no. 1234 567

Annexure III(A)

Cities where lease is permitted

Volume-I

CITY

Classification for
Lease

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21

Delhi & Contiguous areas

Mumbai
Kolkata
Chennai
Bangalore
Hyderabad
Nagpur
Lucknow
Bhubaneswar
Guwahati
Chandigarh
Vadodara
Jabalpur
Ludhiana
Amristar
Jallandar
Jaipur
Varanasi
Patna
Thiruvananthapuram
Raipur

(wef 26-11-2008)
X
X
X
X
X
X
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y

22

Rudrapur

SLNO

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

( vide Corporate HR circular No.53/WLX/2007 dated 06/11/07)

(vide Corporate IOM No.AA/HR/Lease(Policy)/09 dated 02/04/09)
(vide Corporate HR Circular No.008/WLX/2010 dated 06/02/10)

Annexure III(B)

Ceiling limit of rentals for accommodation

leased by the company (wef 1.4.2010)

Grade

Rental Ceilings (Rs. per month)

'X' *Class cities'Y' Class cities 'Z' Class cities

E1
E2
E3
E4
E5
E6

20200
21800
23200
24800
26300
26400

15150
16350
17400
18600
19730
19800

10100
10900
11600
12400
13150
13200

Volume-I

Sub Section B:3B

Page No.1
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.2

B:3B HOUSE RENT RECOVERY

1.
Volume-I
Section-A

The living area of the residence taken on lease will be

assessed by the Respective Departmental rent assessment
committees as per norms specified on page 9, of this subsection based on layout plan of residence taken on lease by
the company indicating the dimensions to be certified by the
employee.

Section-B
Section-C
Section-D

In self lease cases, where rent is paid in the name of

employee, it will be mandatory for the employee to make a fair
assessment of the income from house property during the
financial year and intimate the same to the office before the
commencement of every financial year so that income tax is
deducted at source by the company itself. The above decision
is effective from 1.4.99.

Volume-II
Section-E
Section-F
Search

Recovery of rent for accommodation leased by the Company

will be at the flat rates of license fee linked to living area as
applicable to Company owned residences subject to the
following conditions:

2.

In respect of employees residing in company owned/arranged

accommodation the rates of house rent recovery will be as
detailed below. Company arranged accommodations are those
which are specifically notified by the Corporate Office and does
not include leased accommodation.

2.1

In case of employees who have constructed/purchased a

house by utilising HBA/interest subsidy and have been
permitted to stay in the Company Owned Accommodation at
the same place or place contiguous thereto, the house rent
recovery shall also be at the flat rates of license fee linked to
the living area.

2.2

Flat rate of License fee based on living area

E-Mail
Home

In respect of employees who joined prior to 1.1.1991, flat rate

of license fee prescribed by Government will be the ceiling on
house rent recovery for company owned/arranged
accommodation allotted to employees. The rent recovery in
such cases will be made at the rate of 10% of pay or the rent or
the flat rate of license fee, whichever is the least. This is
effective from 1-1-1991 with a proviso of no recovery and no
arrears for period before 1-1-1991. In respect of those
employees who have joined the Company on or after 1-1-1991,
who are allotted Company owned/arranged accommodation,
house rent recovery will be made at the flat rates of license fee
prescribed from time to time by Government of India or 10% of
pay whichever is the least.
The flat rates of license fee may be worked out in accordance
with Government of India O.M. No.12035(1)85-Pol.II (Vol.III (i)
dated 7th August 87 issued by Government of India, Ministry of
Urban Development (Directorate of Estates) as revised from
time to time (copy enclosed)).
3.

It may be noticed from Annexure - III to the above referred

letter of Govt. of India that ranges of living areas corresponding
to different types of accommodation are overlapping. With a

Volume-I

Sub Section B:3B

Page No.2
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.3

Flat rate of license fee based on living area

Type
Volume-I
Section-A

30

40*

30

50#

30

95@

30

115^

30

40

205

40

50

260

50

55

310

55

65

380

65

75

420

75

91.5

525

91.5

106

740

106

132.75**

900

132.75**

159.5

1100

159.5

189.5

1320

EII

189.5

243

1550

EIII

243

350.5

2220

350.5

522

3270

Section-B
Section-C
Section-D

Volume-II

C
Section-E
Section-F

Search

E
E-Mail
Home

Living Area (Sq. Mt.) License Fee

(Rs. p.m.)
Above
Upto w e f
01-07-2010

EI

Servant
Quarter

50

Garage

30

*
#
@
^

shared toilet for more than two quarters.

shared toilet for two quarters.
plinth area less than 300 sq.feet.
plinth area of 300 sq.feet and more.

**

This range is closed at the mid-point with reference

to next higher range.

( vide Corporate HR circular No. 014/WLX/2011 dated 12/05/11)

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.3

Volume-I

Sub Section B:3B

Page No.3

No.12035(1)/85-ol.II (Vol.III(i)
Government of India
Ministry of Urban Development

Volume-I

(Directorate of Estates)

Section-A

New Delhi, the 7th Aug.,1987

OFFICE MEMORANDUM

Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Sub: Fixation of flat rate of license fee for residential accommodation

under Central Government all over the country Recommendations of the Fourth Pay commission.
In para 14.32 of the Report of the Fourth Pay commission (Part
- I) , the Commission has made the following recommendations
relating to charging of license fee for Government
accommodation allotted to employees:Under the existing rules, the rent for Government
accommodation other than hostel accommodation is recovered
at 10% of emoluments (basic pay plus dearness pay upto 320
points CPI) or standard rent of the house, whichever is less. In
the case of employees in receipt of pay below Rs.300/- the
recovery is made at 7.5% of emoluments or standard rent
whichever is less. Thus, considerable accounting work is
required for calculating rent in each case. This also leads to
disparities in recovery of rent among comparable employees in
occupation of the same type of accommodation in different
stations, and in different localities at the same station. We are of
the view that rent for the Government accommodation should
be recovered at a flat rate with reference to the type of
accommodation allotted to the employees and the rate should
be uniformly applicable throughout India. This will not only
dispense with avoidable accounting work but will also bring
about uniformity in rent recovery from the employees for the
same type of accommodation in all places. We recommend that
Government may examine the matter and take a decision.
2

The matter relating to fixation of flat rate of license fee for

Government accommodation has been considered by
Government and the recommendation of the Fourth Pay
Commission for fixation of flat rate of license fee for
residential accommodation all over the country has been
accepted. The relevant provisions of the Fundamental
Rules and the Supplementary Rules have also been
amended for the purpose of fixation/recovery of flat rate
of license fee and for its revision every three years.
Copies of the notifications published in the Gazette of
India amending FR-45A and SR-324 are enclosed
(Annexure - I&Annexure - II).

In terms of GFR-45-A-IV(C)(ii) , it has been decided by

the Central Government to prescribe flat rates of license
fee for the residential accommodation available in
general pool and also under various
Ministries/Departments of Government of India all over
the country (except in respect of sub-standard/
unclassified accommodation of Ministry of Defence,

Volume-I

Sub Section B:3B

Page No.4

Defence and accommodation under the control of the

Ministry of Railways). The flat rate of license fee for
different types of accommodation fixed by Government is
indicated in the statement attached with this O.M.
(Annexure -III). The formula for calculating the living area
of the accommodation is indicated in Annexure-IV. For
common services/ conservancy and for fire tax and
scavenging tax payable for residences, no additional
charges are to be recovered. The flat rate of licence fee is
to be recovered with effect from 1.7.87 i.e. from the salary
for the month of July,1987. This is in partial modification of
the date of effect communicated in this Ministry's
Confidential O.M. of even number dated the Ist June,1987.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

4.

It has also been decided that no additions/alterations of

structural character may be carried out in residences at
the request of the allottees. Such additions/alterations, if
considered necessary, may be carried out in all similar
residences in a standardised manner and no additional
licence fee or charges may be recovered from the
allottees for such additions/alterations.

5.

Normally, water and electricity charges are payable by the

allottees to the local bodies. Where, however, such
charges cannot be recovered from the allottees due to
non-availability of separate motors etc., this will continue
to be recovered by the Government from the allottees.
Similarly, charges on account of issue of furniture,
electrical appliances, air conditioning appliances etc.,
would also be recovered from the allottees, if issued.

6.

The living area of the quarters indicated in Annexure III

has been assessed on the basis of the living area of the
bulk of general pool quarters as these quarters have been
constructed over a long period of time. However, there
may be cases, where the living area of the quarters may
be slightly less than the minimum specified or the relevant
type or slightly more than the maximum specified. In such
cases, license fee may be recovered on the basis of the
classification of the types of accommodation and based on
the lowest or highest rates depending on the lower living
area or higher living area of the quarter and in such cases,
the license fee may be fixed on a provisional basis and
such anomalies brought to the notice of the Directorate of
Estates indicating the type of accommodation, plinth area,
living area, year of construction and number of rooms
available etc., so that such cases can be considered and
decision taken.

Section-E
Section-F
Search
E-Mail
Home

It is requested that immediate action may please be taken to

recover license fee in accordance with these orders in respect of
accommodation under the control of various
Ministries/Departments all over the country.
Sd/(I.Chaudhury)
Joint Secretary to the Govt. of India.

Volume-I

Sub Section B:3B

Page No.5

ANNEXURE - I
Gazette of India, Extraordinary Part-II Sub-section (1) of Section
3 dated 1.7.87

Volume-I

Government of India
Ministry of Urban Development
(Finance Division)

Section-A
Section-B

New Delhi, the 30th June,1987

NOTIFICATION

Section-C

GSR NO.623(E) In exercise of powers conferred by the proviso to

article 309 and clause (5) of article 148 of the constitution, the
President, after consultation with the Comptroller and Auditor
General of India in relation to persons serving in the India Audit
and Accounts Department hereby makes the following rules
further to amend the Fundamental rules, namely:

Section-D
Volume-II
Section-E

1.

1)

These rules may be called the Fundamental

(Amendment) Rules,1987.

2)

They shall come into force on the Ist day of July, 1987.

Section-F
Search
E-Mail
Home

2.

In the Fundamental Rules, in clause IV of Rule 45, in sub-clause

(c)
item (ii) shall be renumbered, the following item shall be inserted:
ii)

prescribe flat rate of monthly license fee applicable

throughout the country based on the cost of
construction and plinth area living area of the type of
accommodation alloted to the employees subject to
the condition that the amount taken from any officer
shall not exceed 10 percent of his monthly
emoluments.
Sd/-(Arjan Dev)
Under Secretary to the Govt. of India
(F/No.11(7)/W&E/86

Note: (Earlier amendments were made upon the following

notifications).
1. No. 8(17)/61-Estates dated 4.6.61
2. No.5(9)/63 Estates dated 4.6.63
3. No.5(13)/62-Estates dated 5.7.63
4. No.11(51)/68-W&E dated 4.10.79 GSR 2453 dated 25.10.69
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.6

Volume-I

Sub Section B:3B

Page No.6

ANNEXURE - II

Volume-I

Gazette of India, Extraordinary, Part II, Sub-section (1) of Section

3 dated 1.7.87
Government of India
Ministry of Urban Development
(Finance Division)

Section-A
Section-B

New Delhi, the 30th June,1987

NOTIFICATION

Section-C
Section-D
Volume-II
Section-E
Section-F

G.S.R NO.624(E) In exercise of the powers conferred by the

provision to article 309 and clause (5) of article 148 of the
Constitution, read with FR.45 of the Fundamental Rules, the
President, after consultation with the Comptroller and Auditor
General of India in relation to persons serving in the India Audit
and Accounts Department, hereby makes the following rules
further to amend the Fundamental Rules, namely:1.

Search

These rules may be called the

Supplementary (Amendment) Rules, 1987.

2.

They shall come into force on the Ist day of

July, 1987.

E-Mail
Home

1.

2.

In the Supplementary rules, in SR 324 after sub-rule (3) the

following sub-rules shall be inserted , namely:-

Notwithstanding anything contained in sub-rules (1) and (2) the

flat rate of license fee prescribed under FR. 45-A-IV(c) (ii) for
residences shall be recalculated on the expiry of three years from
the date of the last calculation and the recalculation shall take
effect from Ist July next following, or from such other date as the
President may direct.
Sd/-(Arjan Dev)
Under Secretary to Govt. of India
F.No.11(7)/W&E/86
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.7

Volume-I

Sub Section B:3B

Page No.7

ANNEXURE - III

Volume-I
Section-A

Statement indicating the formula for fixation of flat rate of license

fee for different types of accommodation.
Type of
accomodation

Section-B
Section-C
Section-D

Range of
Flat rate
living area (in license fee
Sq. Mt.)
uniformly
applicable
through
outthe
country.

(1)

(2)

(3)

(4)

Upto 30

10

Quarters sharing
toiletfacility meant for
more than two
quarters.

Upto 30

15

Quarters sharing
toiletfacility meant for
two quarters.

Upto 30

25

Old quarters with

plinth area less than
300 Sq. Ft.

Upto 30

35

Quarters with plinth

area of 300 Sq. Ft.
and more.

26.5

35

Crash programme
type-B quarters with
plinth area of 350 Sq.
Ft. reclassified as
type-A

32 to 40

60

41 to 50

75

34.5

60

44 to 55

85

56 to 65

105

59 to 75

115

76 to 91.5

145

Upto 106

185

Beyond 106

210

E.I

Upto 159.5

260

E.I

Beyond 159.5

300

E.II

189.5 to 224.5

350

E.III

243 to 350

500

E.III

350.5 to 522

600

Volume-II
Section-E
Section-F
Search
E-Mail
Home

Remarks

Crash programme
type-C quarters with
plinth area of 425 Sq.
Ft. reclassified as
type-B.

Volume-I

Sub Section B:3B

Page No.8

Hostel Accommodation
Category of
suite

Living
Area(Sq.Mt.)

Proposed flat rate of

license fee uniformly
applicable
throughout
the country.

(1)

(2)

(3)

1.

Single room

21.5 to 30.0

65.00

2.

Single room

30.5 to 39.5

90.00

3.

Double room

47.5 to 60.00

125.00

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

For servant quarters and garages, allotted independent of the

regular accommodation / hostel, the following flat rates may be
recovered:
i)

Servant Quarter

Rs.10 per month.

ii)

Garages

Rs.5 per month.

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.9

Volume-I

Sub Section B:3B

Page No.9

ANNEXURE - IV

Volume-I

YARDSTICK FOR DETERMINATION OF LIVING AREA

MAIN BUILDING

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

a)

Rooms, Kitchen, Bath, Latrine,

Stores and enclosed Verandah.

100% of the floor area

b)

Verandah, Corridors and Barsati.

25% of the floor area

c)

Porch.

12.5% of the floor area

d)

Court yard pucca.

5% of the floor area.

OUT HOUSES
a)

Rooms.

25% of the floor area.

b)

Verandahs.

12.5% of the floor area.

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to B 4

Volume-I

Sub Section B:4

Page No.1

B:4 COMPENSATORY ALLOWANCES

Volume-I

1.

City Compensatory Allowance

Section-A

The payment of City Compensatory Allowance stands

dispensed w.e.f. 26.11.2008.

Section-B

(Corporate HR Circular No. 005/IRX/2010 dated 06/02/2010)

Section-C

(Corporate HR Circular No. 006/IRX/2010 dated 06/02/2010)

(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)
DPE OM No. 2 (70)/08-DPE(WC) dated 26/11/2008.

Section-D

2.
Volume-II

Section-E

Section-F

Search

E-Mail

Home

Location Allowance
Non-executive employees upto AVI/BVI category working in
Hardwar, Jhansi, Ranipet, Jagdishpur, Rudrapur and Goindwal
will be entitled to the payment of Location Allowance at the rate
of 3.5% of basic pay subject to a maximum of Rs. 20/- per
month.

The payment of Location Allowance stands dispensed w.e.f.

26.11.2008.
(Corporate HR Circular No. 005/IRX/2010 dated 06/02/2010)
(Corporate HR Circular No. 006/IRX/2010 dated 06/02/2010)
(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to B:5

Volume-I

Sub Section B:5

Page No.1

B:5 OTHER ALLOWANCES

1.

Non-Practising Allowance to Medical Officers.

Volume-I

The rate of Non-Practicing Allowance is 25% of revised Basic

Pay with effect from 26/11/2008. The NPA will not count for any
purpose.

Section-A
Section-B

2.

All employees who work in night shifts extending beyond midnight are paid Late Night Snack Allowance at the rate of Rs.100/per night w.e.f. 1/1/2010 for a period of 5 years, i.e. up to
31/12/2014. This allowance is payable to temporary employees
also provided they are working against regular vacancies.

Section-C
Section-D
Volume-II

(Corporate HR Circular NO.005/IRX/2010 dated 06/02/2010)

(Corporate HR Circular NO.006/IRX/2010 dated 06/02/2010)
(Corporate HR Circular NO.007/IRX/2010 dated 06/02/2010)

Section-E
Section-F

3.
Search
E-Mail
Home

Late Night Snack Allowance

Allowance etc. for Nursing Staff

3.1 Messing Allowance

All Nursing Staff in the Medical department irrespective of their
salary grade are entitled for messing allowance of Rs.500/- per
month for a period of 5 years w.e.f.1/1/2010.
(Corporate HR Circular NO.007/IRX/2010 dated 06/02/2010)
3.2 Free Unfurnished Accommodation
All Nursing Staff in the Medical department irrespective of their
salary gradeare entitled for free unfurnished accommodation.
(Corporate HR Circular No. 020/WLX/2007 dated 16/05/2007)
3.3 Free Electricity
The provision of providing free electricity to Matrons/Asst.
Matrons/ Sisters/Nurses Gr.I/Gr.II and Matrons / Superintendents
in E1 grade stands dispensed with effect from 12.2.2010.
However, reimbursement of electricity charges shall constitute
part of cafeteria and be reckoned within the ceiling of 46% perks
and allowances.
(vide Corporate HR IOM No. AA/HR/IR/523 dated 16-11-2010)

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.2

Volume-I

Sub Section B:5

Page No.2

4.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search

Kit Allowance to Employees Deputed Abroad

4.1 The employees of the Company in the scales of pay upto and
including E2 grade and its equivalent and who are deputed for
training abroad for more than 3 months continuous duration are
entitled to a kit allowance of Rs.750/- provided they have not
been paid such an allowance in the last seven years. The
amount will be paid in cash in India subject to the production of
duly receipted vouchers in respect of articles of outfit which have
been or are to be purchased out of the drawal of the amount
failing which the entire amount will be refundable to the
Company. If the amount drawn is more than the expenditure
incurred, the balance should be refunded to the Company.
4.2 In cases of employees who are sponsored by the Company for
higher studies abroad, they may be granted an advance for the
purchase of kit of an amount not exceeding Rs. 750/- which can
be recovered in five equal monthly instalments from the salary
payable in India. This amount may be granted only at the
request of the employee.
5.

E-Mail

Cycle Allowance(Now covered under Perks and Allowances

under Cafeteria)
Employees who own and maintain cycles and use the same for
discharge of official duties and are not availing subsidised
transport facility and are not in receipt of transport subsidy
allowance or conveyance reimbursement as in Sub-Section E:7
will be entitled to cycle allowance of Rs.150/- p.m. w.e.f 1.1.2005
strictly on a functional basis.

Home

6.

Welding Allowance to High Pressure Welders

6.1 Rates of Welding Allowance

a)

Categories of employees eligible for

welding allowance

Rate per month

(Rs.)
wef 15/03/2007

Welders in AV and AVI salary grades

possessing the requisite IBR certificate
issued by any State Boiler Inspectorate In
Boiler Quality, Steel Plate Welding
(Submerged Arc/ Manual Arc/ Manual
Electric Arc/ CO2/ Tig/ Stellite Gas/ Flash
Butt and similar other processesof welding)

200 *

In exceptional cases of non-availability of welders in AV grade

those in AIV grade may be considered for the grant of this
allowance.
The Stellite Gas welding is to be certified by Welding
Engineering Department.
* The existing trained welders engaged on carbon steel/
submerged arc/ Tig welding will be paid Rs. 250/- per month in
Bhopal unit.
( vide Corporate HR circular No.037/IRX/2007 dated
24/08/07)

Volume-I

Sub Section B:5

Page No.3

Categories of employees eligible for

welding allowance

Rate per
month
(Rs.)
wef
15/03/07

b)

Welders in AV and AVI salary grades

possessing the requisite IBR certificate issued
by any State Boiler Inspectorate in Carbon
Steel (Pipe Tube Welding) and Alloy Steel
Plate (Submerged Arc/ Manual Arc/ Manual
Electric Arc/ CO2/ and similar other processes
of welding)

300

c)

Welders in AVI and AVII salary grades

possessing the requisite IBR certificate issued
by any State Boiler Inspectorate in Alloy Steel
Pipe/ Tube Welding (Manual) Submerged Arc/
Manual Arc/ ManualElectric Arc/ CO2/ Tig/
Stellite Gas/ Flash Butt and similar other
processes of welding.

400

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

( vide Corporate HR circular No.037/IRX/2007 dated 24/08/07)

6.2

The grant of Welding Allowance under these Rules will be at

the sole discretion of the Unit Management and will be subject
to the following terms and conditions:a.
A Welder shall undergo the necessary training
as prescribed by the Unit Management, to acquire the
skill as certified by the competent authority.
b.
A Welder should be actually engaged on the
job requiring the corresponding requite skill.
c.
A Welder should complete his assigned jobs to
the required standards both in quantity and quality.
d.
A Welder should retain his skills (to be
determined through tests/examination prescribed by
Management/IBR Regulations) in his respective grade
for which the Welding Allowance is granted.
e.
There will be periodical re-qualification tests
and pre-production tests to assess the skill from time to
time.
f.
The above (revised) rates are subject to
improvements in quality standards at least by 25%.
The ways and means of achieving these improvements have to
be discussed and settled at the Plant level.

6.2.1 Subject to the terms and conditions as above, units may frame
detailed rules, procedures and other technical norms as
considered appropriate.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.4

Volume-I

Sub Section B:5

Page No.4

6.3

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E

6.3.1 Where a welder drawing Welding Allowance is promoted to a

post in a grade which does not carry such allowance, his pay
on promotion will be fixed in the higher grade after taking into
account the welding allowance drawn by him in the lower
grade, provided that the allowance was drawn by him in the
lower grade for a minimum period of three years.
6.3.2 A welder in AVI grade in receipt of Welding Allowance will
continue to be eligible for the payment of Welding Allowance
on his promotion as Sr Artisan Gr. III in the grade of AVII if he
continues to be engaged in the same or similar job and
provided other terms and conditions are duly satisfied. The
same will apply in case of promotion from Technician to Sr
Technician.
6.4

Stoppage and discontinuance of Welding Allowance

Subject to and in addition to the terms and conditions as
above, Welding Allowance will cease to be payable:

Section-F

1.
When a Welders certificate is invalidated
according to the Indian Boiler Regulations.

Search

2.
When a Welders certificate is invalidated due
to failure in re-qualification.

E-Mail
Home

Pre-conditions for continued eligibility:

6.5

General

6.5.1 High Pressure Welders who have been given the higher
grades of AVII and AVIII in lieu of Welding Allowance under an
agreement or otherwise will not be eligible for payment of
Welding Allowance under this scheme.
6.5.2 The scheme of Welding Allowance as above will be applicable
to all categories of welders in all the Units of the Company
except Tiruchy, where High Pressure Welders who would
normally be eligible for the grades of AVII and AVIII in lieu of
High Pressure Welding Allowance may be allowed to exercise
their option for the High Pressure Welding Allowance in the
lower grade.
6.5.3 Welding Allowance will be counted as pay for purposes of
computation of Provident Fund Contribution, Gratuity, Bonus,
Plant Performance Payment, House Rent Allowance, City
Compensatory Allowance, Overtime and Leave Encashment.
7.

Transport Subsidy (Now covered under Perks and

Allowances under Cafeteria)
All employees whether residing in Company accommodation /
township or outside township where Company subsidized
transport facility is not provided for commuting to and from
work-place, and who are not in receipt of reimbursement of
conveyance expenditure are entitled to payment of a transport
subsidy at a rate equal to 50% of the fare by public
transport/suburban train (bus) from a predetermined reference
point to the normal place of duty and back. Provided that
where such reference points are not determined, the
employees are entitled to a specified fixed amount as transport

Volume-I

Sub Section B:5

Page No.5

8.

Volume-I
Section-A
Section-B
Section-C
Section-D

Grant of Conveyance Allowance to Blind and

Orthopaedically Handicapped Employees

8.1 Such of the employees borne on regular establishment of the

Company (including workcharged staff), who are blind or are
orthopaedically handicapped with disability of lower extremities
and who generally require physical assistance for going to and
coming from the place of their duty are entitled to a special
conveyance allowance @ 5% of basic pay subject to a maximum
of Rs.200/- p.m. over and above the transport subsidy/
subsidised transport / conveyance reimbursement facility
admissible under Company rules w.e.f. 01-09-2006(Vide
Corporate HR Circular No. 047/CLG/2006 dated 01-09-2006) on
fulfilment of the following conditions:-

Volume-II

1.
An orthopaedically handicapped employee will
be eligible for conveyance allowance only if he has a
minimum 40% permanent partial disability or both the
upper and lower extremity deformities.

Section-E
Section-F

2.
The conveyance allowance will be admissible to
the orthopaedically handicapped employees on the
recommendation of the Head of Orthopaedics
Department of a Government Civil Hospital.

Search
E-Mail

3.
In the case of a blind employee, the allowance
will be admissible on the recommendation of the Head
of Opthalmological Department of Government Civil
Hospital. The employees having vision less than 3/60 or
field vision less than 10 in both the eyes, will also be
eligible for grant of allowance in terms of the above
provisions; and

Home

4.
The allowance will not be admissible during
leave (except Casual Leave), joining time or suspension.
8.2 Heads of Departments have full powers to sanction conveyance
allowance to such employees who submit their applications for
grant of such allowance after obtaining recommendations from
the appropriate medical authorities for the purpose. The
allowance is to be granted w.e.f. the date the recommendation of
the concerned medical authority has been received by the Head
of the Department.
8.3 The following decisions taken in respect of the Govt. employees
and communicated in Office Memorandum BPE/C003/80/2(68)/76-BPE(GMI) of Ministry of Finance, dated 30.1.80
will also apply to BHEL employees.
i)

Conveyance allowance could be allowed to an orthopaedically

handicapped employee if he/she has a minimum 40%
permanent partial disability of either upper or lower limbs or 50%
permanent/partial disability of both upper and lower limbs
together. For purposes of estimation of disability, the standards
as contained in the Manual for Orthopaedic Surgeon in
Evaluating Permanent Physical Impairment brought out by the
American Academic of Orthopaedic Surgeons, U.S.A. and
published on their behalf by Artificial Limbs Manufacturing
Corporation of India, G.T. Road, Kanpur shall apply. Other
conditions for the grant of conveyance allowance shall, however,

Volume-I

Sub Section B:5

Page No.6

ii)

Wherever handicapped persons are referred by Heads of

Departments concerned to Government Civil Hospitals located
at stations outside their headquarters for getting
recommendations for grant of conveyance allowance, actual
travelling expenses could be reimbursed subject to a maximum
of TA admissible for a journey on tour without any daily
allowance for the period of journey and for halts. The period
spent on journeys, as also at the hospitals, would be treated as
duty.

iii)

No fee will be charged by Central Government/Union Territories

hospitals from the handicapped employees when they are
referred to such hospitals by the Heads of Departments for
making recommendations regarding grant of conveyance
allowance. However, the fee charged by the State Government
Hospitals, if any, would be reimbursed to the employee
concerned.

9.

Washing Allowance (Now covered under Perks and

Allowances under Cafeteria)

9.1

Washing allowance at a uniform rate of Rs.115/- p.m. w.e.f

1/1/2005 is admissible to all categories of employees who are
provided with uniforms/protective clothing. The payment of
washing allowance will be subject to the condition that the
uniform/protective clothing are worn regularly by the employees
while on duty during the period for which the allowance is
claimed.

9.2

In the case of Nursing staff, Para-Medical staff, Fire Service

staff, Drivers and BHEL Watch and Ward employees, washing
allowance will be paid at the rate of Rs.140/- p.m. w.e.f
1/1/2005 This payment will be subject to usual certificate.

10.

Retention of Honorarium and Fees received for Outside

Assignments

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

10.1 For one time assignments taken with the prior approval of the
competent authority, no part of the honorarium, fees etc.
received by the employee need be deposited with the Company
and they may be allowed to retain the same in full. As regards
the honorarium, fees etc. received for recurring or continuous
assignments such as lectures for evening classes, part-time or
other courses, amount of Rs.6000/- per annum may be retained
by the employee concerned beyond which 1/3rd of the amount
in excess of Rs.6000/- only may be deposited with the
Company.
Note:
Contents of BPE letter No. 16(36)/84-GM dated 13.7.84, which
are reproduced below, are applicable in BHEL.
Central Government/State Governments have accorded
general sanction to the acceptance of honoraria by
their/respective officers for the work done both in connection
with examinations/ invigilation/selection-committees/interviews
conducted by the Union Public Service Commission.

Volume-I

Sub Section B:5

Page No.7

The matter has been examined and it is felt that employees

of the Public Sector enterprises may receive honoraria etc.,
from the UPSC as and when they are associated or their
services requisitioned by the UPSC. In all such cases the
officials would be considered as on duty.

Volume-I

In the circumstances general sanction can be accorded to

Officers/employees in the Public Sector Undertakings to the
acceptance of honoraria for assignments undertaken by them
at the behest of the UPSC.

Section-A
Section-B
Section-C

10.2

Section-D
Volume-II

Cases where the services of BHEL employees are

requisitioned by other organisations for temporary
assignments of a short duration of a few days should be dealt
with in the following manner
1.
Before taking up the assignment, the
employee concerned should invariably obtain the
prior permission of the Controlling Officer not lower in
rank than a General Manager. In cases where the
Head of the Office/site is of a lower rank, he will also
be competent to accord the approval. The permission
will, however, be given subject to the condition that
the Companys work does not suffer in any way.

Section-E
Section-F
Search
E-Mail

2.
The period of absence from duty, including
the journey period, if any, will be treated as duty
where permission of the competent authority has
been obtained.

Home

3.
The liability for TA/DA in all such cases will be
of the borrowing institution/organisation. Any
deviation that may be considered necessary in view
of the customer relationship or other considerations,
will require the specific approval of the Head of the
Division viz., the concerned ED. While submitting the
TA claim to the Company, the employee concerned
will indicate the purpose of the journey specifically
and also enclose a copy of the approval.
4.
The acceptance of honorarium/fees by the
employee concerned from the borrowing organisation
will be regulated under the rules of the Company.
The above provisions will be applicable where the services of
BHEL employees are requisitioned by Government/Public
Undertakings / Autonomous bodies/Educational Institutions
etc, in connection with conducting examinations, delivering
lectures or certain other purposes where the expertise of the
BHEL employees is required.
10.3

Fees /other Expenses for Arbitration Assignments.

10.3.1 BHEL employees who are appointed as Arbitrators in

accordance with the Terms and Condition of contracts to
resolve disputes / differences between the Company (BHEL)
and the Contractors, will be eligible for the following
payments towards Fees/other expenses.
1.
Rs.200/- per hearing of more than one hour
duration, subject to a maximum of Rs.300/- per case.
2.

Expenses /costs as per actuals subject to a

Volume-I

Sub Section B:5

Page No.8

11.2 Reimbursement of Tuition Fees

Reimbursement of expenditure incurred on Tuition Fees will be
allowed to all the regular employees subject to a maximum of
two school going children studying in class I to XII on
production of the prescribed certificate. This will be applicable
w.e.f. the academic year 1997-98 and will be allowed only in
those cases where education of such children is not possible in
the Company aided schools
In cases where the tuition fees paid by the employee is more
than Rs.30/- p.m., the tuition fees paid over and above Rs.30/p.m. will be reimbursed subject to a maximum of Rs.260/- p.m.
per child subject to a maximum of two school going children
w.e.f the academic session 2005-2006 upto Class XII. The
employee should have actually incurred the expenditure before
claiming it in the prescribed format. However, the payment can
be regulated quarterly.
It is clarified that the existing scheme of educational assistance
as above continues. However, employees opting for the new
scheme will not be covered by the earlier scheme. In other
words, employee can be covered only under one scheme.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

11.3 The assistance/reimbursement is admissible for the same

children who fail in certain classes so long as the children
continue to study.
11.4 In respect of employees whose spouses get similar benefit
from other Government/Public Sector Undertaking, the
assistance/ reimbursement is not admissible as it will amount to
double payment to the same children. These cases may be
regulated based on the practice followed in Government.
12.

Subsidy to Apprentices
Subsidy will be paid to the Act Apprentices in addition to the
enhanced stipend rates at the rate of Rs.20/- p.m. as
announced by the Government of India vide Gazette
Notification No. G.S.R. 24(E) published in Part II Section 3
Sub-section (i) of Extra-ordinary Gazette of 25th January, 1982.

13.

Special Allowance to personal staff attached to CMD/Functional

Directors/EDs/GM-I/cs/GMs/AGMs

13.1 Special allowance to the personal staff in non-executive

categories1 attached to AGMs and above is payable depending
on the officer to whom they are attached as per the details
given below :
Personal Staff attached
to

Amount of special No. of

allowance p.m.
Persons
(Rs.) (wef salary
entitled
month starting
25.04.08)2

CMD

1600/-

Functional Directors

1250/-

EDs

1000/-

Group General
managers /General

825/-

Volume-I

Sub Section B:5

Page No.9

Volume-I

Section-A

13.2

13.2.1 The allowance is not admissible and will be withdrawn if the

employee is promoted/ redesignated as executive .
(Corporate Circular No.009/PPX/2006 dated 15/02/2006)

Section-B

Section-C

Payment of this allowance is further subject to the following

conditions :

13.2.2 The amount is not admissible for looking after the work during
the absence of regular staff.
13.2.3 No overtime will be paid to such employees who are in
receipt of this allowance.

Section-D

Volume-II

Section-E

Section-F

Search

E-Mail

Home

13.2.4 The allowance is not admissible if the employee is on leave

exceeding 30 days.
14

Service Weightage
The regular employees in the grades A1/B1 to A9/B9; S1 to
S3 who were on the rolls of the Company as on 31.12.2006
and continued to be on the rolls of the Company as on
30.12.2009 will be granted Service Weightage w.e.f. 1.1.2007
at the following rates for every completed years of service as
on 31.12.2006. (e.g. for 15 years of completed service as on
31.12.2006, an amount of Rs.375/- per month will be payable).
-----------------------------------------------------------------------------------Completed years of service as on 31-12-2006
Rate
(Rs./P.M.)
per
completed
year of
service
---------------------------------------------------------------------------------Upto 10 years
20
11 years to 15 years
25
16 years to 20 years
30
21 years to 25 years
35
Above 26 years
40

For reckoning the completed years of service, only the service

rendered in BHEL in regular salary grades would be counted.

The employees who have completed 6 months and more
service as on 31.12.2006 will be rounded off to one year and
less than 6 months service will be ignored.
The amount of Service Weightage will be paid every month
alongwith the monthly salary. The amount of Service
Weightage will not undergo any change once arrived at as on
31.12.2006 and as such, this amount will remain fixed till the
next wage revision. The amount Service Weightage shall
count for statutory payments such as Overtime Allowance,
Gratuity, Provident Fund.
Service Weightage allowed to Supervisors in S1 to S3 grades
and employees in A7/B7 to A9/B9 grades will continue to be
paid consequent upon their promotion to S4/E1 & A10/B10
grade till next wage revision.
(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to B:6

Volume-I

Sub Section B:6

Page No.1

B:6 TRAVELLING AND DAILY ALLOWANCE RULES

1.

The "BHEL Travelling and Daily Allowance Rules" will be

applicable to all regular full time employees of the Company
including stipendiary Trainees (unless specified otherwise) other
than Apprentices under the Apprentices Act, 1961.

2.

Definitions :

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

2.1 "Pay" in addition to basic pay includes special pay, personal pay,
deputation (duty) allowance, dearness pay, officiating pay and
non-practicing allowance.
'Dearness Pay' mentioned in this Rule will be treated as pay for
the purpose of entitlement under TA/DA Rules provided it counts
as pay for this purpose under the Company/Government Rules
as may be applicable.
2.2 "Stipend" paid to an Apprentice shall have the attributes of pay.

Section-E
Section-F
Search
E-Mail
Home

2.3 "Day" means a calendar day beginning and ending at midnight.

This is for general reckoning only. For the purpose of calculating
Daily Allowance, "Day" is to be taken as a period of 24 hours from
the scheduled/actual time of departure from the Headquarters in
respect of any particular tour/transfer.
2.4 "Travelling Allowance" means an allowance the employee draws
in connection with the company's work.
2.5 "Transfer" means the movement of the employee from the
Headquarters at which he/she is posted to another station to
which his/her former Headquarters have been changed or where
he/she is ordered to take up the post.
2.6 "Family" means an employee's spouse, legitimate children and
step children dependent on the employee, adopted child/children
in the case of an employee who has no child and the adoption is
legal and the child/children are residing with and wholly
dependent on the employee.
2.7 In respect of transfers, the family would also include parents,
unmarried brothers/ sisters who are entirely dependent on and
are residing with the employee. Further,the dependency criteria
as laid down under the LTC Rules will apply for determining
dependency of members of family.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.2

Volume-I

Sub Section B:6

Page No.2

3.

Travel Entitlements while on Tour, Transfer, LTC etc.

3.1. Travel entitlements while on tour/transfer:

Volume-I

Sl.No Mode

Category of Employee

3.1.1 By Air

GM I/C and above

Executive/"J" Class

E4 to E8

Economy/"Y" Class

Section-A
Section-B

3.1.2 By Rail A) E5 and above

Section-C
Section-D
Volume-II
Section-E

AC Ist Class

B) E4 & below,
excluding those in
category 'C'

Ist Class / AC IInd

Sleeper.

C) AI/BI & AII/BII with

less than 7 years
service as regular
employee in the
Company.

IInd Class / IInd

Class Sleeper.

Direct inductees /
those regularised in
AIII/BII with less than
3 years service as
regular employee in
the Company.

Section-F
Search
E-Mail
Home

Entitlement

3.1.3 By
Road

IInd Class / IInd

Class Sleeper.

A) E5 & above

Actual Taxi fare

limited to AC Ist.
Class Rail fare.

B) AVII/BVII/SI & above

Actual Taxi fare

limited to AC II-tier
Rail fare.

C) AVI/BVI & below

excluding those in in
category "C"
specified above
under. 3.1.2

Rs.1.50 per Km. or

cost of single seat in
Shared Taxi,
whichever is lower,
further limited to AC
II-tier Rail fare.

D) Employees in
Category "C" as
specified above
under 3.1.2

Actual Bus fare

limited to IInd Class
Rail fare.

upto & including E4

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.3

Volume-I

Sub Section B:6

Page No.3

3.2 Travel Entitlements while on LTC :

As per BHEL LTC Rules
Volume-I
Section-A

3.3. Travel Entitlements for journeys in connection with Medical

Treatment at outstations
Sl.No Mode

Category of Employee

3.3.1 By Rail A)
Section-B

E8 and above

AC Ist Class

B)

E7 & below,
excluding those in
category "C" as
specified under 3.1.2

Ist Class/AC II Tier

Sleeper

C)

Employees in
Category "C" as
specified under 3.1.2

IInd Class/IInd
Class Sleeper.

A)

E8 and above

Actual Taxi fare

limited to AC Ist.
Class Rail fare.

B)

AVII/BVII/SI to E7

Actual Taxi fare

limited to Ist.Class
Rail fare.

C)

AVI/BVI and below

excluding those in
category "D" below.

Rs.1.50 per km. or

cost of single seat in
shared taxi,
whichever is lower
limited to Ist. Class
Rail fare.

D)

Employees in
Actual Bus fare
category "C"as
limited to IInd Class
specified under 3.1.2 Rail fare.

Section-C
Section-D
Volume-II
Section-E

3.3.2 By
Road

Entitlement

Section-F
Search
E-Mail
Home

Deputationists in AIII/BIII and below will be entitled to travel by

IInd Class by Rail while on Tour/LTC etc. However, deputationists
with basic pay of Rs.5045/- p.m. and above in BHEL's 1997 pay
structure will be entitled to travel by Ist Class/ A.C. II Tier Sleeper.
In cases, where they are entitled to travel by Ist Class by Rail, the
reimbursement for Road journeys will be regulated as per rules,
subject to a maximum of Ist Class fare by Rail.
However, when the patient is referred to approved hospital at
outstation for hospitalization treatment and in case of emergency
the journey is performed one way by air/by train in a class higher
than the entitlement and the other way of journey by train in a
class lower than the entitlement, the reimbursement of
expenditure upto a maximum of fare by entitled class for both
outward and return journeys may be allowed. Where the entitled
class is first class by train, the reimbursement may be permitted
upto a maximum of twice the fare by AC II tier sleeper when
journeys are performed by air-rail combination. Wherever
concessional fares in respect of the patients suffering from cancer
are charged by the Indian Airlines/Railways the same should be
availed. In such cases only the concessional fares in respect of
the patient will be reckoned for reimbursement purpose.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.4

Volume-I

Sub Section B:6

Page No.4

3.4

Travelling Allowance will normally be admissible by the shortest

route. However, the Controlling Officer may relax this condition
in exceptional circumstances.

Volume-I

The Apprentices, who are All India Gold Medal Winners in the
National Skill Competition, may be allowed to travel by first
class during their visit to Delhi to receive the President's Award.
The expenditure towards the difference in the amount of fare
between the first class and the second class rail fare (as the
Directorate of Employment and Training bears the expenses for
the second class travel only) may be met by the Company.

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

Other Conditions :

3.5 (a) The employees may be permitted to travel by Rajdhani

Express for tour journeys by the entitled/lower class. In such
journeys where the cost of ticket includes expenses for
providing breakfast, meals etc., full DA for the journey period
will be paid. Also, in respect of Shatabdi Express Trains, which
cover shorter distances and wherein employees travel by A.C.
Chair Cars, full DA will be admissible. .
3.5 (b) Employees not permitted to travel by air while on tour / transfer
as per rule, if perform journey by air on sector connected by
Rajdhani / Shatabdi Express trains, then amount of
reimbursement for traveling expenses would be upto the fare by
Rajdhani / Shatabdi Express, as applicable as per the entitled
class.
( Corporate HR circular No 018/PPX/2007 dated 27/04/07)
3.6
Charges for reservation and telegram charges for securing
reservation, if charged by the railways, will be reimbursed.
Agency charges paid to travel agents will be reimbursed
subject to a maximum of Rs.15/- against a voucher for each
journey, if the employee purchases tickets through travel
agents. When travel agent has been approved by the Company
and tickets are booked by the Company through such travel
agents, then actual charges for booking may be allowed.
Wherever bed roll charges are levied additionally the same will
be reimbursed on production of actual receipt.
3.6.1 If rail tickets are booked online by the employees directly
through Indian Railway Catering and Tourism Corporation
(IRCTC), then the charges towards the same including the
service charges levied by the banks for using credit cards/direct
debit facility will be reimbursed on submission of proof for
having paid the same. For claiming the service charges, levied
by IRCTC, the copy of I-ticket or I-ticket printout or Electronic
Reservation Slip (ERS in case of E-ticket) will have to be
enclosed. For claiming the charges for not carrying the ERS, the
receipt issued by the railway will have to be enclosed. For
claiming the charges for using credit card/direct debit facility, the
copy of credit card statement/bank account statement or copy of
pass book, as the case may be, will have to be enclosed.
(Corporate HR Circular No. 008/PPX/2006 dated 15-02-2006)
3.7
Non-availability of reservation by train is not an acceptable
reason for not performing the journey connected with official
work.
3.8

Employees who travel by rail should indicate the ticket number

in their TA claims.

Volume-I

Sub Section B:6

Page No.5

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail

3.13 In order to provide checks against unnecessary air travel, the

following may be ensured by all units/divisions
i Close scrutiny of the departmental travel expense budget during
the annual revenue exercise.
ii Ensuring strict adherence to travel expenditure by way of periodic
reports to the Unit Head by Unit Finance
iii Submission of half yearly report to Director Finance on actual
expenses vis--vis budget on this account and reasons for
variance above 5%.
iv Prior approval of Controlling Officer for all air travel proposals for
tours, except in emergency in which case the tour claim should
be counter signed by the Controlling Officer. However, in case of
GM and above, prior intimation to Controlling Officer and a
mention of this intimation in the claim form, will suffice.
v Tour report detailing the work accomplished be submitted to the
Controlling Officer immediately after the tour.
vi The expenditure on account of air travel for tours may be
maintained under a separate head for any analysis that may be
required at a later date.
3.14 Travel by Air on Foreign Tours on Official Business :
Category

Entitled Class of Journey

C.M.D.

First Class

G.M. & above

Business Class / Club Class / Intermediate

Class.

Others

Full fare Economy Class. However,excursion

tickets also known as economy class should be
availed, wherever possible.

Home

3.15 Employees in AVI/BVI and below excluding those in category "C"

under 3.1.2 specified above while on tour, may be reimbursed
actual taxi charges for movements between residence and
Railway station at Headquarters and Railway Station and
temporary residence at outstation.
3.16 Employees in category "C" as specified under 3.1.2 above, while
on tour may be reimbursed actual scooter/tonga/rickshaw
charges for movements between residence and Railway
Station/Bus Stand at Headquarters and Railway Station/Bus
Stand and temporary residence at outstations.
3.17 Journeys by road include journeys by steam launch or other sea
bound vessels. Where journeys are performed by road between
places connected by rail, the road mileage as calculated in para
3.1.3 above will be limited to rail fare as applicable. Where
journeys are performed by road between places not connected
by Rail, the road mileage as calculated above will be limited to
the notional fare by the entitled class. However, Head of Division
may relax these limits in special circumstances.
3.18 In case where journeys are undertaken while on tour/transfer by
the employees in their own cars/scooters/motor cycles,
reimbursement will be made at the rate of Rs.6/- per km. for car
and Rs.3 per km. for scooter/motor cycle limited to the rail fare
for points connected by rail.
( Corporate Circular No. 059/PPX/2005 dated 15/12/2005)
However, local journeys at the place of tour will not be counted for

Volume-I

Sub Section B:6

Page No.6

4.

Volume-I

LODGING CHARGES FOR STAY IN HOTELS :

Sl.
No.
Employee
category

Section-A
Section-B

Lodging charges subject to max. of

(Rs. per day)
Chennai/
Kolkata/
Others
Delhi/
Hyderabad
Mumbai/
Bangalore

1.

GM I/c, GGM &

above

14000

12000

9000

2.

GM

10500

8500

7000

Section-D

3.

E6,E6A & E7

7500

7000

5500

Volume-II

4.

E2 to E5,
SV to SVIII,
AXII/BXII

4800

4000

3000

5.

ET, E1,SIV,
AX/BX
&AXI/BXI

3200

2500

2100

S0(ST), SI to
SIIIA, JE,
AVII/BVII to
AIX/BIX

1700

1400

1100

7.

AVI/BVI and
below

1300

1100

900

Section-C

Section-E
Section-F
Search
E-Mail
Home

NOTE : Procedural Aspects of Hotel Empanelment and other

Conditions
( Vide Corporate HR Circular No. 56/PPX/2007 dated 23/11/2007)
( Corporate HR Circular No. 015/PPX/2011 dated 10/06/2011)
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.7

Volume-I

Sub Section B:6

Page No.7

4.1 Actual lodging charges paid by the employees for stay in the hotel
will be reimbursed subject to the applicable ceilings as specified
from time to time, on production of receipts.
Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F

4.2 In respect of CMD & Functional Directors, where it is not possible

to accommodate in designated hotels, they may be
accommodated in other hotels and in such cases they will be
entitled to the actual tariff charged by the hotel.
4.3 The applicable hotel tariffs will be regulated as per the circulars
issued on the subject from time to time by Corp. office. A list of
designated hotels along with the negotiated tariffs at various
places will be circulated by ROD/other BHEL offices to all BHEL
divisions.
4.4 The above rates of accommodation charges indicated in col (3),
(4) and (5) are exclusive of service and other similar
charges/taxes which are reimbursable.
4.5 Following provisions may also be kept in view while hiring hotel
accommodation:
(1)

Reimbursement of hotel charges will normally be

restricted to the tariff applicable for single room only.

(2)

In cases of short duration halts en route their destination

for catching rail/air connection, reimbursement of hotel
charges will be admissible only when night halt is
involved and is imperative.

(3)

Wherever Guest House Accommodation is available the

same shall be availed and the hotel accommodation will
be hired only if the Guest House accommodation is not
available.

(4)

Wherever ITDC Hotels are available, these should be

preferred. The concession in the tariff available in some
hotels including ITDC must be availed of by the
employees and reimbursement in such cases will be
made after taking into account the concessional rates
only.

Search
E-Mail
Home

5.

LODGING IN GUEST HOUSES :

5.1 Accommodation charges are payable by the employees when

they stay in the Company's Guest Houses and they will be paid
daily allowance as 'with lodging'. In case of stay at Govt. or other
public sector undertakings' guest houses with which BHEL has
reciprocal arrangements at identical rates, daily allowance will be
paid as 'with lodging'. Daily allowance for the period of stay at the
station where an employee (not being an employee covered
under Rule 17.1.3 of the TA Rules) has been allowed to retain
company/ company leased accommodation may be paid, if
otherwise admissible under the rules at 'with lodging' rates
applicable to the station.
5.2 Employees staying at Govt/Public sector undertaking's guest
houses with whom BHEL does not have any reciprocal
arrangements, will be paid daily allowance as applicable for the
station as per rules. In addition, they may be reimbursed the
actual lodging charges paid by them on production of bills.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8

Volume-I

Sub Section B:6

Page No.8

5.3 Room rent for stay in Company's Guest Houses while on

tour:
Employee

Volume-I

Grade Room rent per day

AC Room

Non AC Room

Section-A

AIII/BIII & below

Rs.100/-

Rs.50/-

Section-B

AIV/BIV to AIX/BIX/SI to
SIII

Rs.200/-

Rs.150/-

Section-C

AX/BX & AXI/BXI SIV to

SVII/E1 to E5

Rs.300/-

Rs.250/-

Section-D

E5 and above

Rs.500/-

Rs.450/-

Volume-II
Section-E
Section-F
Search
E-Mail
Home

5.4 The room rent for stay while on tour in Guest Houses maintained
by the Company if settled by the employee will be reimbursed on
submission of T.A claims along with the receipts of room rents. In
addition D.A as applicable for the station will be paid.
5.5 The room rent for the period of stay may be debited to the unit to
which the employee belongs.In such cases, the following
procedure will be followed:
5.6 The Guest House will prepare the bill towards the room rent in
triplicate and obtain the signature of the employee on the original
and the copies.The bill will indicate the employee's Division, Staff
No., period of stay and it will be recorded that the amount is being
debited to the specified unit. One copy will be retained by the
Guest House, second copy will be sent to the Unit Finance
Department and the original will be given to the employee
concerned. The employee will indicate in his T.A.claim the room
rent and record that the same will be debited to his Unit. The Unit
Finance will raise debit to the concerned Units once every month
along with the list of debits raised giving the requisite details.
5.7 Employees are not expected to stay in the Guest House of
commercial concerns other than public sector undertakings.
6.

Daily Allowance :

6.1 Daily Allowance is a uniform allowance intended to cover

incidental charges incurred on account of travelling and staying at
places other than at Headquarters.
6.2 Daily allowance is to be calculated for the period of absence from
Headquarters. The scheduled arrival/departure (and actual arrival
if there is a delay of more than 15 minutes from the schedule) of
the mode of transport used, shall be reckoned for the calculation
of daily allowance. In respect of journeys by road, the actual time
of arrival/departure as certified by the employee should be
adopted.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.9

Volume-I

Sub Section B:6

Page No.9

6.3 Rates of Daily Allowance per day :

Volume-I

Pay
Scale/
Level

Section-A
Section-B

D.A for food &

incidentals
with lodging
facility at
Hotels / Transit
Flats / Other
Guest Houses

D.A. for
food and
incidentals
with
lodging
facility at

Composite D.A. for

lodging food &
incidentals

(Rs.)

(Rs.)

(Rs.)

Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

(1)
GGM &
above
GM
E6,/E6A/
E7
E2 to E5,
SV to SVIII
& AXII/BXII
E1A/SIV
AX/BX/
AXI/ BXI

'A'
Class
Cities
(2)

Mfg.Div.&
Other
'A' Class Other
NOIDA
Places
Cities
places
G.Houses *
(3)
(4)
(5)
(6)

450

360

285

500

450

410

330

270

475

425

390

315

255

450

400

315

255

210

425

375

270

225

180

410

360

E1(ET)
250
200
165
400
350
SI to SIIIA,
JE,
225
180
150
375
335
AVII/BVII to
AIXA/BIXA
S0
(Supervisor 180
150
125
350
320
Trainee)
AIII/BIII to
165
135
115
325
300
AVI/BVI
AII/BII &
Below &
135
115
100
300
280
Art.
Trainees
Temp.
105
90
75
250
230
Employees
* Guest Houses located at Bhopal, Jhansi, Hardwar,
R.C.Puram Hyderabad, Jagdishpur, Trichy, BAP Ranipet &
NOIDA Township.
Daily allowance for the period of journey time will be paid as
per applicable rate as indicated under column (4) of the above
table.
In case boarding and lodging is provided free, 1/4th of the
daily allowance given under columns (2) and (3) as applicable
may be paid.
When an employee ( other than the employees posted at site)

Volume-I

Sub Section B:6

Page No.10

6.4

Daily Allowance may be drawn for the journey period, all halts on
duty and holidays occurring during the period of halt. As regards
stay at intermediate stations, only stay exceeding three hours
will be treated as part of the halt at that particular station and
daily allowance as applicable will be paid.

6.5

Daily Allowance may be drawn for broken periods of a "Day" on

the following scale:

Volume-I
Section-A
Section-B

For absence of less than 6 hours

: 1/4

Section-C

For absence of 6 hours and more but less than

12 hours.

: 1/2

For absence of 12 hours and above

: Full

Section-D

6.6

For period spent on journeys, rate of daily allowance as given in

Rule 6.3, column 4, will be applicable. For calculating daily
allowance admissible for the journey portion alone, the number
of days spent on halt at outstation (rounded off as per Rule 6.5 in
respect of each halt) shall be subtracted from the total number of
days of absence from headquarters rounded off for the last
broken period. If, however, the number of days for such halt
(calculated as per Rule 6.5), exceed the total number of days of
absence, then the time spent on journey shall be taken as nil
and D.A. for halts will be restricted for the total period of absence
from headquarters. Any excess over that may be disallowed from
the period of halt with lesser rate of D.A.

6.7

Employees who are deputed as escorts with the wagons/trains

carrying equipment/consignments from the units to other places
are eligible for Daily Allowance as per Rule 6.3 col. 4 for the
entire journey period. In cases of halts when the wagon/train is
parked in the yards and at wayside stations, employees may be
paid honorarium limited to the D.A. difference between 'with
lodging' rates and composite DA rates admissible for places
other than principal cities in addition to the daily allowance
admissible for the total journey period at 'with lodging rates'.

6.8

For prolonged halts full daily allowance may be drawn for a

period of 30 days and for a longer period upto 90 days half daily
allowance may be drawn. The limit of 30 days and 90 days
relates to stay at any one station only. Heads of Divisions have
powers to relax these conditions.

6.9

The period of stay away from the outstations for three

consecutive nights or more will constitute a break in continuity of
stay at outstation for the purpose of these rules.

Volume-II
Section-E
Section-F
Search
E-Mail
Home

6.10 No Daily Allowance is admissible for journey performed upto 30

kms. from headquarters. However, in case of these journeys,
actual conveyance charges as per entitlement may be
reimbursed.
6.11 Rates of Mileage Allowance for performing local journeys in own
vehicles on official work at the place of posting including local
journey at the place of tour are as follows:
Type of Vehicle
Rate (in Rs per KM)
Car
6.50
Scooter/ Motor cycle
3.50
When own vehicle is not available for valid reasons, claims for
journeys by Taxi / Autorikshaw as per entitlement may also be

Volume-I

Sub Section B:6

Page No.11

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

6.12 Employees using their own vehicle for performing local journeys
for official work at the place of posting, local journeys at the place
of tour and journeys on transfer in Company's interest are entitled
to reimbursement of the following charges if tokens/receipts are
enclosed:
i) Parking Charges at "paid parking lots"
ii) Toll charges for using toll roads
The above charges can be claimed along with local conveyance
charges.
( Corporate HR circular No. 067/PPX/2005 dated 22/12/2005)
( Corporate HR circular No. 018/PPX/2008 dated 16/05/2008)
7. Lunch/ Tea Allowance & Conveyance Reimbursement Etc :
7.1 Lunch/Tea allowance for journeys beyond 8 Kms. to 30 Kms. from
Head Quarters will be regulated as follows:
Category of Employee

Entitlement

SV/E2 and above

Rs.80/-

AVII/BVII to AXI/BXI SI to SIV/E1A

Rs.60/-

AVI/BVI and below

Rs.50/The employees would be entitled to Lunch/Tea allowance if their
absence from office is more than four hours inclusive of Lunch
Break
(Corporate HR Circular no. 014/PPX/2005 dated 25/05/2005)
7.2 In cases of journeys from headquarters to contiguous places like
Ramachandrapuram to Hyderabad /Secunderabad, Delhi to
Faridabad / Ghaziabad/ NOIDA, etc., no daily allowance is
admissible. In such cases only lunch/tea allowance at the
prescribed rate is admissible.
7.3 Wherever subsidised lunch is provided, lunch/tea allowance is not
admissible.
7.4 If any employee attends duty at a place other than the normal
place of work straight from his residence and returns to residence
without attending duty at normal place of work, conveyance
expenditure will not be reimbursable unless distance of the place
of temporary duty from his residence is more than the distance
from the residence to the normal place of work. In such a case
conveyance expenditure as per his entitlement may be
reimbursed only for the excess distance.
7.5 All employees who are in receipt of conveyance reimbursement
for using their own conveyance will normally use their
conveyance for attending office on Sundays/Holidays. However,
when their own conveyance is not available for valid reasons,
journeys by taxi/scooter can be undertaken with the approval of
the GMs and above or AGM where there is no GM. Further, all
employees in the rank of Managers and below, as a measure of
economy, will irrespective of their entitlement as defined in these
rules travel only by an Auto Rickshaw while performing local
duties or to attend office on Sundays/Holidays. Reimbursement of
conveyance expenses in such cases will be regulated as per
rules applicable to local journeys.
7.6 An employee is not eligible for reimbursement of expenditure
incurred on conveyance and cancellation of ticket if he does not
proceed on tour on the ground of not getting accommodation in

Volume-I

Sub Section B:6

Page No.12

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F

7.7 An employee will normally proceed on tour from his

Headquarters only. Where due to exigencies of work, the
Controlling Officer requires an employee to proceed on tour from
his leave station, it will be treated as compulsory recall from
leave and full Daily Allowance, Fare Etc. will be paid from the
station where the employee was spending his leave.
7.8 Leave (including casual leave) can be allowed to an employee
on tour under exceptional circumstances by the controlling
officer. No daily allowance or other charges will be admissible for
such periods of leave. The entitlement for the fare where an
employee makes a detour for his own convenience and with the
approval of the controlling officer may be determined in each
case on merits by the controlling officer subject to the condition
that TA in no case will exceed the amount admissible by shortest
route from the point of detour to the headquarters.
8.

Admissibility of TA for other journeys :

The rules regarding travelling and daily allowance will be
applicable for all official journeys undertaken :

Search

8.1 With the consent of the controlling officer.

E-Mail

8.2 To appear before a Departmental Selection Committee.

Home

8.3 To undergo obligatory medical examination.

8.4 To give evidence in a Court of Law in cases in which BHEL is a
party including those where the Company is not actually a party
but is interested in the case. If an employee has to attend a court
to depose about the facts coming to his knowledge during the
discharge of his official duties, the Company will be deemed to
be interested in the case.
8.5 To give evidence in a criminal case, a case before a court
martial, a civil case to which Government is a party or a
departmental enquiry held by a properly constituted authority
provided that the facts as to which he is to give evidence have
come to his knowledge in the discharge of his public duties. The
period of absence in complying with the summons of the Court in
such cases will be treated as duty. The travelling allowance as
admissible under the rules will be paid to the employee on the
basis of a certificate of attendance given by the Court or other
authority which summoned him provided he has not accepted
any payment of expenses on this account from the said Court or
authority. In cases where the Court in which the employee gives
evidence is situated within a distance for which no TA is
admissible, the employee, if he is not in receipt of Permanent
Travelling Allowance, or any other compensation in this regard,
may accept such payment of actual travelling expenses as the
Court or the summoning authority may pay.
8.6 An employee summoned to give evidence while on leave is
entitled to travelling allowance from and to the place from which
he is summoned as if he were on duty.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8

Volume-I

Sub Section B:6

Page No.13

In cases, where the services of Company's employees are

requisitioned by other organisations, for temporary
assignments of a short duration of a few days, the liability of
TA/DA will be borne by the borrowing organisation. Any
deviation that may be considered necessary in view of the
customer relationship or other considerations, will require the
specific approval of the Head of the Division. While submitting
the TA claim to the Company, the employee will indicate the
purpose of the journey specifically and also enclose a copy of
the approval.

Volume-I
Section-A
Section-B
Section-C

8.7
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail

For appearing in departmental examination/Interview,

Medical Treatment, Participation in Sports Etc :

8.7.1 Employees, appearing in the written test/interview for the posts

of Executive/Engineer Trainees/Junior Executives and other
posts against open advertisements of the Company, are
entitled only for train fare by the entitled class from
headquarters to the nearest examination/interview centre.
8.7.2 Daily Allowance is not admissible.
8.7.3 The period of absence, limited to the journey time plus day of
the test/interview in such cases will be treated as 'on duty'.
8.8

To obtain medical treatment on the advice of Chief Medical

Officer, train fare of the entitled class only will be admissible.
Additional fare for a person or dependent relative to
accompany the employee for medical treatment will also be
admissible if the CMO certifies that the patient is to be
escorted. In addition, the actual expenses from residence to
the rail head at the duty station and rail head to consulting
room/hospital at the outstation where the employee goes for
treatment and back will be admissible once only subject to the
maximum of ordinary taxi charges.

8.9

Outside candidates called for interview for the posts in E-2

Grade and above will be paid First Class railway fare while
others will be paid Second Class fare. The charges for sleeper
and reservation, if paid, will also be reimbursable.

8.10

An employee compulsorily recalled from leave to duty before

the expiry of leave will be paid travelling allowance etc. for the
journey from the place where the leave was being spent to the
station of recall at the discretion of the Controlling Officer.

8.11

Employees who participate in rallies etc. activities, which are

sponsored/organized by the Company will be entitled to the
TA/DA as given below:

Home

i)

Employees, who are selected for participating in such

activities at places other than headquarters, will be paid
traveling expenses as per their entitlement subject to the
maximum of 1st class/AC two tier train fare.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.14

Volume-I

Sub Section B:6

Page No.14

ii)

Volume-I
Section-A
Section-B

iii)
iv)

Section-C
Section-D

9.

In case where boarding and lodging is arranged by the

Company, the participants from outstations will be paid daily
allowance at 25% of the normal with lodging rates. This will
be applicable whether or not the participants avail of the
boarding/lodging facilities made available by the Company.
Where arrangement for lodging only is made by the Company,
the participants will be paid daily allowance at the normal with
lodging rates.
Where arrangement for boarding and lodging is not made by
the Company and they are required to make their own
arrangement, the payment of daily allowance will be regulated
under the normal T.A. Rules.
Conveyance Charges at outstations :
For journeys undertaken by road at outstations, conveyance
charges will be reimbursed subject to the ceilings as given
below. The limits as prescribed can be increased
proportionately when stay at outstations is longer than 7
days.

Volume-II
Section-E
Section-F

Mumbai/Kolkata/Chennai/
Delhi/B'lore/Hyd

Search

Other Places

Duration of tour upto

E-Mail

3 Days

5 Days

7 Days

3 Days

5 Days

7 Days

In Rupees

Home
Normal Ceiling

750

1000

1200

600

800

1000

Ceiling with
relaxation of Head
of Div. in
exceptional cases

1100

1300

1600

900

1100

1400

(Vide Corp. HR circular No. 059/PPX/05 dated 15/12/2005)

The limits prescribed are applicable to any one station at any
one time for a continuous halt not exceeding 3 days / 5 days/
7 days, as the case may be.
NOTE : For the purpose of the ceilings under this rule, the
conveyance charges spent at outstation for journeys
performed between airport/railway station to the temporary
residence and vice-versa will be excluded.
10.

Foreign Tours ( Rule 10 & 11 updated as on Feb 2005)

10.1

Consolidated Rates of Daily Allowance :

10.1.1

BHEL employees going on tours abroad are allowed foreign

exchange at the rates prescribed in this regard by the
Company from time to time to cover the DA and other
traveling entitlements abroad. The rate of DA in such cases
is 'all inclusive' rate in accordance with the rules laid down by
the Reserve Bank of India to regulate the release of foreign
exchange for such trips and as such is meant to cover
expenses on all items including boarding, lodging,
conveyance/taxi etc.

Volume-I

Sub Section B:6

Page No.15

Volume-I

The allowances payable to employees visiting abroad for different

nature of foreign visits is given in the Table below:

Section-A
Section-B
Section-C

Sl. Types of
No Abroad
Visit

Allow.
Payable
when no
facilities
are
provided

Section-D

Allow.
Payable
when all
facilities
are
provided

Volume-II

Section-E
Section-F

Search
E-Mail
Home

2
3
4

5
6

Allow.
Payable
when
boarding
&
Lodging
facilities
are
provided

Allow.
Payable
when
lodging
facility is
provided

Business Visit/Export
Promotion
/Study Tour/ Study
25% of CDA
CDA - (45%
Programme
Full Rate of as an out of
of CDA - DA
/Visit to countries where
45% of CDA
CDA
Pocket
as per MEA
Site office is available but
allowance
rates) **
when the tour is not in
connection with the
ongoing contract
Visit abroad for inspection/
witnessing equipment's
- do - do - do - do testing.
Conference/Seminar/
Workshop / Symposium
- do - do - do - do (other than training)
Visit to countries where site
office is available and the DA payable as per MEA circular no. Q/FD/695/3/2000
visit is in connection with dt. 01/12/2000 for different countries till further revision.
the ongoing contract
Visit to countries for Short
Will be decided on case to case basis for each of such
term projects where no site
projects by the Corporate office.
office is established.
Visit as an expert
sponsored by different
Nothing will be allowed by BHEL except the "special
bodies like CII, FICCI &
casual leave" on case to case basis. Such cases to
Exim Banks etc. (Without be referred to corporate office for approval of the
any direct benefit to the
competent authority.
company)
As per rule 10.3 at Page 17 of Sub Section B6,
Training Abroad
Volume-I of Personnel Manual

**

In other terms, allowance payable shall be arrived after

deducting proportionate lodging charges.
The cases not referred/defined in the above Table may be referred to
Corporate Office. CMD's prior approval will still be required for all
foreign visits.
Day for this purpose is reckoned on 24 hourly basis from the time of
arrival at an outstation abroad till the time of departure. Full DA is
admissible for the additional time if it exceeds three hours after
calculating DA on 24 hourly basis.
NOTE:Current per day rates at which the foreign exchange for visits
abroad from RBI/Blanket permit is released, are as follows:
Consolidated rates of DA , for visits in connection with Export
Promotion and other business purposes applicable to all countries for

Volume-I

Sub Section B:6

Page No.16

v)

In case the expenditure exceeds the prescribed percentage in

respect of (iv) a,b,c above, the officer will render account with
supporting bill/receipt.
vi) The present consolidated D.A. fixed in accordance with the
guidelines of Reserve Bank of India does not include expenditure
on entertainment.
vii) Approval of Competent Authority will be required for expenditure
on entertainment (if any). Account duly support by bill/receipt
shall be rendered on return.
viii) The employee concerned shall submit the consolidated bill on
return accounting for various expenses including Daily
Allowance. Any surplus amount, after calculation, shall be
refunded to the Company.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E

For tour from India/Abroad to Libya in connection with site work

and from Libya to other countries.

10.1.3

Section-F

The following rates of Consolidated DA will be applicable for employees

proceeding on tour from India/ Abroad to Libya and from Libya to other
Countries :-

Search

Sl Category
No

E-Mail

ED/ GGM

ConsolidatedHotel Component
DA in
Rate
(Voucher to US$
in US$ per be be
per
day
Attached) day
US$ per
per day
200
upto 100
45

GM/AGM

180

upto 100

45

35

SDGM/DGM 170

upto 100

45

25

Sr. Mgr. & below

160
upto Supervisors
Others
150

upto 90

45

25

upto 80

45

25

Home

Certification for
exp. on TF,
Conveyance,
contingencies,etc.
in US$ per day
55

Further reductions for longer stays beyond 7 days will not be applicable in
this particular case.
For officials proceeding to Libya , an advance of a minimum amount
of US$ 500 per trip will be given in accordance with Libyan
regulations and shall be accounted for by individuals as per above
rates upon his return to India.

10.2

For Visits to Sites Abroad :

Employees deputed to the overseas sites abroad on tour basis in

connection with the on-going contract will be entitled to DA as
prescribed by the Company from time to time comprising of the
following :
10.2.1 Lodging Charges :
At places where Company cannot make lodging arrangements, the

Volume-I

Sub Section B:6

Page No.17

(ii)

No reimbursement on account of tips in addition to Cash

Allowance shall be admissible.

(iii)

Where the hotel charges are inclusive of breakfast

charges, Cash allowance shall be reduced by 10%.

(iv)

In case an employee is provided with free

accommodation or chooses to make his own
arrangement for stay, his entitlement of DA will be
restricted to Cash Allowance as applicable with reference
to that station. If both boarding and lodging are provided
free or at company's cost the DA will be at 25% of the
Cash Allowance.

(v)

Incase the stay of an employee at an overseas site

exceeds 7 days, the cash allowance will be at the
following rates :

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

8th to 21st Day

@ 63% of full rate

22nd to 90th Day

@ 37% of full rate

10.3 Rate of maintenance allowance for visits abroad in

connection with training :*
Duration
of
Training

i)

Where
Hostel/
Guest
House
accommodation at
concessional rates
are not
available

Where
Hostel/
Guest
House
accommodation at
concessional rates
are
available

Where lodging
is provided
free by the
host
institution

Rate per
Day US$

Rate per
Day US$

Rate per Day

US$

78.75

100.00

78.75 per
day for first
15 days and
63.75 per
day for
remaining
period from
16th day to
30th day.

100 per day for

first 15 days
and thereafter
80 per day from
16th day to 30th
day.

Where
112.50
training
period is
for
15
days.

ii) Where
training
period is
for more
than
15
days but
upto
30
days.

112.50 per
day for first
15 days and
thereafter
93.75 per
day from 16th
day to 30th
day.

Volume-I

Sub Section B:6

Page No.18

Duration of
Training

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

Where
Where
Where lodging
Hostel/
Hostel/
is provided
Guest
Guest Housefree by the
House
accommo- host institution
accommo- dation at
dation at concessconcess- ional rates
ional rates are available
are not
available
Rate per
Rate per Day Rate per Day
Day US$
US$
US$
As above
As above
As above upto
upto first 30 upto first 30 first 30 days
days and
days and
and thereafter
thereafter 75 thereafter 45 57 per day.
per day.
per day

iii) Where
training
exceeds
30 days
but
upto
6
months.
(iv) Where
As at iii)
As at iii)
As at iii) above
training above upto 6 above upto 6 upto 6 months
exceeds months and months and and 38 per day
6 months. 37.5 per day 30 per day forfor period
for period
period
beyond 6
beyond 6
beyond 6
months.
months.
months.
If both boarding and lodging are provided free by the host
institutions, foreign exchange at the rate of US $37.5 per
day for a maximum of 30 days is payable.

Section-E
Section-F
Search
E-Mail
Home

* The rates of Maintenance Allowance have been reduced

by 25%

10.4 Payment of DA for tours abroad is to be regulated with

reference to the periods spent abroad excluding the time
spent on onward and return journey.
10.5 No DA shall be admissible during any period of travel by
air.
10.6 Foreign Exchange equivalent to Rs.200 which is normally
released at airport at the time of embarkation will not be
treated as part of traveling expenses for reimbursement
by the Company.
11.

Insurance Charges :

11.1 Reimbursement @ Rs.10/- per air journey is admissible

towards insurance subject to the certification of actual
expenditure in respect of journeys by air only to those
employees on tour who are not covered under the Annual
Insurance Policy, if any, taken by the Division.
11.2 Air insurance charge will also be admissible in respect of

Volume-I

Sub Section B:6

Page No.19

12.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E

On Transfer which is in Company's Interest

In case of inter-unit as well intra-unit transfers, TA will be paid
with reference to the grade of pay of the employee at the new
station of posting. TA will normally be admissible from the old
station of posting to the new station of posting. The family can
precede the employee by not more than one month and follow
him within 6 months from the date of transfer. This is relaxable
by Heads of the Divisions in special circumstances. However, if
the family of an employee travels to a station other than the
new place of posting, TA for the journey by the family restricted
to the distance between the new place of posting and the old
station of posting may be paid.

12.1 Journey by rail :

Employees and members of their families shall be entitled to
travel by the same class of accommodation as on tour and will
be entitled to the following:

Section-F

For employees

l rail fare

Search

For husband/wife dependent parents each

l rail fare

E-Mail

For each dependent child, brother, sister of 12

years and above.

l rail fare

Home

For each dependent child/brother/sister below 12 One half

years but above 5 years.
rail fare
12.2 For journeys by Air :
An employee who is entitled to travel by air on tour can also
undertake journeys by air on transfer in which case he/she is
entitled to draw the air fare actually paid for himself/herself and
members of his/her family. The used jacket of the air ticket
along with counterfoils of boarding cards should be submitted
along with the claim. In case, the counterfoils of boarding cards
are lost, the same should be mentioned on the claim and the
employee should certify that no free or concessional ticket
under the frequent flier or such other similar schemes has been
availed.
12.3 For journeys by Road :
For journey by road between places connected by rail, actual
expenses limited to rail fare will be reimbursed. For places not
connected by rail the employees may be reimbursed actual
expenditure limited to his entitlement of notional railway fare
incurred against reasonable evidence of expenditure for mode
of conveyance appropriate to the category of employee.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.20

Volume-I

Sub Section B:6

Page No.20

12.4

Volume-I

DA and pay advances.

12.4.1 An employee will draw one DA for self, each adult member of
family and l/2 DA for each child between 5-12 years, as
incidentals in accordance with Rule 6.3 above.

Section-A

12.4.2 Employee on transfer can draw one month's basic pay as

advance recoverable in three equal monthly installments.

Section-B

12.5

Request Transfer :
Transfer TA and other entitlements like Transfer Grant,
Disturbance Allowance and Baggage Allowance are not
admissible to the employees who seek transfer at their own
request.

Section-C
Section-D
Volume-II

13.

Transfer Grant & Disturbance Allowance.

Section-E

13.1

Transfer Grant :
A lumpsum amount equivalent to one month's basic pay is
payable subject to the conditions laid down.

Section-F
Search

13.2

Rates of Disturbance Allowance :

Disturbance Allowance is payable subject to the conditions as
laid down, as per the following rates :

E-Mail
Home

13.3

Category of Employees

Disturbance
Allowance

AVI/BVI & Below

Rs.1500/-

AVII/BII to AIX/BIX/SI to SIII

Rs.2000/-

AX/BX/AXI/BXI/SIV to SVII &

E1A to E4

Rs.2500/-

E5 & Above

Rs.3000/-

Conditions for payment of Transfer Grant and

Disturbance allowance:
1.
The transfer/posting involves the change of
station of posting.
2.
The employee has put in not less than six
months service at the place from which he/she is
transferred/posted.
3.
The employee has shifted to the new place of
posting and the posting involves dislocation of
employee's residence.
4.
The transfer is not a case of "Request
Transfer".
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.21

Volume-I

Sub Section B:6

Page No.21

14.

Baggage Allowance :
Employees can draw actual cost of transportation of baggage
by goods train upto the following maxima:

Volume-I
Section-A

Mode

Category of
Employees

Entitlement

Section-B

By Goods Train

SV/E2 and above

8 wheeler wagon
(120 quintals)

AVIII/BVIII/SII to
AXI/BXI/SIV/E1

4 wheeler wagon
(60 quintals).

AIV/BIV to
AVII/BVII/SI

3000 Kgs.

AIII/BIII and below

1500 Kgs.

By Passenger

As above

Actual freight
charges Train
limited to amount
chargeable for loads
given against
"Goods Train".

By Road

As above

Actual freight
chargeslimited to
1.5 times the
amount admissible
for transportation of
maximum baggage
as per entitlement
by"Goods Train".

By Container
Service.

E5 and above

Double Container.

AVIII/BVIII to E4

Single Container.

Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

14.1

In view of the special difficulties in the North Eastern States

and Assam, it has been decided to increase the baggage
allowance restricted to twice the amount normally admissible
under the T.A. Rules. However, the choice of the Transporter
will be left to the individual but it should be the one out of the
approved Transporters. The Company will not take any
responsibility of providing/arranging the
Transporter/Transportation or any consequence thereof.

14.2

In addition, the employee would also be entitled to the cost of

transportation of his conveyance (motor car, motor cycle or
scooter) provided the same is necessary for the performance
of duties.

14.2.1 If an employee transports his conveyance on its own power

and whether the employee and/or family members travel by
the same conveyance or not an allowance of Rs.6/- per km.
for car & Rs.3/- for scooter/motorcycle to cover the expenses
of the transportation of conveyance, and/or the members of
the family, including the employee, will be paid limited to the
amount of train fare for the transportation of the conveyance.
(Vide Corp. HR Circular 059/PPX/2005 dated 15/12/05)

Volume-I

Sub Section B:6

Page No.22

by passenger train and amount of fare by the entitled class for

the employee and/or his/her family members who have
travelled by the same conveyance. Further the employee
and/or members of the family who have not travelled by the
same conveyance are eligible to travel by the entitled class to
the new place of posting separately within the permissible
period. The daily allowance will be paid as per rail journey for
the shortest route.

Volume-I
Section-A
Section-B
Section-C
Section-D

14.2.2 The employee can transport his/her conveyance by road,

goods train/passenger train at his/her option but the
reimbursement for transport by road will be claimed to the
cost of transport by passenger train.
14.3

Volume-II
Section-E
Section-F
Search
E-Mail
Home

Charges for carriage of personal effects from Residence to

Railway Station and from Railway Station will be payable for
loading/unloading and transport at each end on certification by
the employee that he/she has incurred subject to the ceilings
as given below:
Category of Employees

Entitlement on certification

E5 and above

Rs.3000/-

SV/E2 to SVII/E4

Rs.2250/-

AVIII/BVIII to AXI/BXI
SII to SIV/E1A

Rs1500/-

AIV/BIV to SI

Rs.1000/-

AIII/BIII and below

Rs.750/(Vide Corp. HR circular no. 059/PPX/2005 dated 15/12/05)
14.4

Octroi duty on house-hold effect and conveyance etc, if any,

paid by the employees on transfer will be reimbursed subject
to the production of receipts, vouchers etc. Octroi duty on
conveyance is payable if it is certified by the Controlling
Officer that the same was necessary for the performance of
official duties.

14.5

In cases where both the husband and wife are employees of

the Company and are transferred from the same old station to
the same new station either at the same time or within six
months of his/her transfer, Transfer Grant, Disturbance
Allowance and Baggage Allowance will be admissible to only
one of them as per the entitlement of the person who claims
and not to both as independent employees.

15.

Transfer TA on Retirement/Death :
Air/rail fare, cost of transportation of baggage, transfer grant
and incidental TA etc to a retiring Company employee from
place of duty to any other place may be paid on the same
terms as for serving employees on transfer. These
concessions mutatis mutandis will also be admissible to the
family of any employee who dies while in service. However,
no disturbance allowance is admissible.
The retiring employees will be allowed some charges towards
carriage of personal effects even when they settle down in the
last station of duty/contiguous place. The payment (at one end

Volume-I

Sub Section B:6

Page No.23

15.1

The cost of transportation of conveyance viz. motor car,

motor cycle, scooter etc. will not be admissible for retirement,
as the conveyance cannot be deemed to be required for the
performance of official duties after retirement. However, the
expenditure on transportation of conveyance will be allowed if
the same is covered within the baggage allowance as
stipulated in Rule 14 and 14.1

15.2

The concession under this rule can be availed of within one

year of retirement/death of the employee. The concession is
also admissible in respect of retired employees who die
within one year from the date of retirement before availing
this benefit.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

15.2.1 The term 'any other place' occurring in Rule 15 is to be

construed as the home town of the employee or any other
place where he wants to settle after retirement. In case such
a place happens to be out of India, TA is to be paid upto the
last port of embarkation in India.
15.2.2 Where a retiring employee avails the facility of transfer TA
under this Rule for going to home town or to any other place
where he wants to settle after retirement, the benefits
admissible under the BHEL Retired Employees' Contributory
Health Scheme of the Personnel Manual will be admissible to
him only with reference to that place at least for a period of
two years.
15.2.3 Such of the retiring employees who avail above mentioned
transfer TA facility will not be entitled to Medical, LTC etc.,
facilities as dependents of their wards who may also be
employees of BHEL if the place chosen for settlement after
retirement by the retiring employees happens to be a place
other than the one where their wards are serving. Even if they
subsequently shift to reside with their wards, they will not be
entitled to these benefits as dependents of the wards at least
for two years from the date of retirement.
16.

Entitlement of TA for joining duty on fresh Appointment.

16.1

Central/State Government/Public Sector Undertaking

employees :
Air/rail fare, daily allowance and baggage allowance as
admissible under BHEL rules, according to the grade and pay
offered in BHEL will be paid.

16.2

Other Employees :
They will be paid train fare for self and members of their
family as per the entitled class governing the grade and pay
offered in BHEL. In addition, excess baggage allowance
equal to the free baggage given by the carrier will also be
admissible. Provided that, where a fresh appointee who has
availed himself of the benefit of these provisions, resigns
within one year of his joining duty in BHEL, he will be liable to
refund the amount paid to him by way of TA, baggage
allowance, fare etc.
NOTE: For entitlement of TA under the above rule the

Volume-I

Sub Section B:6

Page No.24

17.

Entitlement for long duration assignment :

A) Package for employees posted at site in India
B) Entitlement for operational staff of SAS & Others

Volume-I

17.1
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F

Employees deputed to outstations in connection with

erection, commissioning, and other work assignments for a
period of less than 180 days will be entitled to the normal
DA at full rates as admissible under Rule 6.3 of the TA
Rules.
Entitlement in case of long duration assignments for similar
purposes extending over a period of 180 days or more
following terms and conditions and special provisions.

17.1.1(A) For the period of actual stay when assignment is of 180

days or more at the outstations inclusive of leave and
holidays daily allowance will be paid at the following rates
effective from 25/04/2008.
Grade

Site Category / D.A.

Rs. per day

Search

Category
'A' sites

E-Mail
Home

Category
'B' sites

Category
'C' sites

E6 and above

238

293

369

E2 to E5

200

255

332

165

221

293

SI to SIIIA, JE
AVII/BVII to
AIXA/BIXA, S0
( including
Sup./Acct
Trainee /Dip
Trainee)

146

183

238

AIII/BIII to AVI/
BVI

111

146

183

AII/BII & below

&Artisan
Trainees /
Temp
employees
recruited
against regular
vacancies

94

127

148

SV to SVII
E1A,E1(ET),
SIV, AX / BX
AXI / BXI

( Vide Corporate HR Circular No 017/PPX/2008 dated

06/05/2008)
Site Employees proceeding on tour to another site will also
be paid site DA for the period of such tour in addition to

Volume-I

Sub Section B:6

Page No.25

Volume-I

17.1.1 The rate of daily allowance for operational staff (as defined
(B) i)
below) of SAS and other employees directly engaged on
operational duties for the purpose of repairs and renovation at
the site, where the halt is for less than 180 days will be as
shown hereunder:D.A. for food and
incidentals with
lodging facility at
Hotel/Transit
flats/other Guest
Houses at:-

Composite D.A.
for lodging, food
and incidentals

'A'
class
cities

Other
places

'A'
Other
class places
cities

(1)

(2)

(3)

(4)

(Rs.)

Section-F

E6,E6A &E7

(Rs.)
490

(Rs.) (Rs.)
565
500

SV to SVII & E2
to E5

395

320

535

470

Search

AX/BX/AXI/BXI /
SIV/E1A
ET/E1

340

285

515

450

315

250

500

440

AVII/BVII/SI to
AIXA/BIXA/SIIIA,
JE
S0( Supervisory
Trainee)
AIII/BIII to
AVI/BVI

285

225

470

420

225

190

440

400

210

170

410

375

Section-A

Category

Section-B
Section-C
Section-D
Volume-II
Section-E

E-Mail
Home

395

(5)

170
145
375
350
AII/BII & below &
Artisan Trainees
Temp.
135
115
315
290
Employees
Operational Staff refers to BHEL employees upto and
including the level of AGMs, (including from manufacturing
Divisions) who are deputed on tour basis (as distinct from site
posting basis) to sites (where Daily Allowance is payable in
Indian Rupees) and who are directly engaged at site on
following types of work relating to equipment (Power/
Transmission/ Industry) :
(a) Inspecting with a view to diagnosing the problem
(b) Trouble shooting
(c) Carrying out repairs
(d) Carrying out modifications/ Renovations
(e) Maintenance/ Servicing/ Overhauling
The TA claims of such operational staff (i.e. where this higher
DA is claimed) should be countersigned :
(i) By at least a Manager level executive in the case of Nonexecutives
(ii) By at least an AGM level executive in the case of
executives upto SDGM level.
(iii)
By at least a GM in the case of AGMs

Volume-I

Sub Section B:6

Page No.26

Volume-I
Section-A
Section-B

The facility of keeping their family at the place of their

convenience may be allowed to the operational employees of
the SAS (Services) Division, irrespective of the duration of their
work assignment at the sites viz. even if the duration of their
work assignment is less than 90 days.
17.1.3 Where an employee exercises his option under (a) of Rule
17.1.2 above, he will be entitled to the following:
i)

House rent allowance and city compensatory allowance,

if any, as would be admissible to him at headquarters.
Where such an employee is provided leased
accommodation or accommodation at the Company's
township as the case may be, such facilities will continue
to be extended to him so long as he remains posted at
the outstation with recovery of license fee as applicable.

ii)

Free bachelor accommodation at site/outstation,

Section-C
Section-D
Volume-II
Section-E

(Corporate HR Circular No. 020/WLX/2007 dated 16-0507)

Section-F

iii))

The above provisions are applicable to an employee who

is posted to a project/erection site from any Division of
BHEL. Accordingly, in this case the term 'Head Quarters'
will refer to 'previous station where he has been posted'
and 'outstation' will refer to a 'Project/erection site'.

iv)

Further even if an employee who is posted to the

project/erection site has to be stationed at the PSHeadquarters of the Project Division initially for a short
period, he will be deemed to be posted to the erection
site for that period, but during that period he will be
treated as on tour only.

v)

The housing facility or HRA in lieu thereof and CCA as

mentioned in clause (1) above is admissible to an
employee only if he opts to keep his wife and children
away from the work site. It is not admissible if only
dependent parents have to stay back; nor even for
children alone when the wife stays with the employee at
the work site.

vi)

In the case of an employee who retains his establishment

with proper approval at a place other than the previous
headquarters, housing facility or HRA in lieu thereof and
CCA as mentioned in clause (1) above will be with
reference to the actual place of residence of the family
limited to his entitlement with reference to the regional
headquarters, on whose rolls the employee is borne.

vii)

The employees who are posted to the project sites

including the service sites under SAS (Services) Division
are permitted to keep their families at the previous
headquarters or any place of their choice will be entitled
to the Medical and LTC facilities for their families
including dependent parents with reference to the actual
place of residence of the families. The dependent parents
of the bachelor employees will also be entitled to medical
and LTC facilities even if they are not staying with the
employees at the sites. These facilities will be regulated

Search
E-Mail
Home

Volume-I

Sub Section B:6

Page No.27

17.1.4 Where an employee exercises his option under clause (b) of

Rule 17.1.2 above, he will be entitled to the following:
Volume-I
Section-A

i)

Travelling allowance etc. for self and members of the

family as in the case of transfer.

ii)

Free family accommodation at site/outstation.

( Corporate HR circular No.020/WLX/07 dated 16-052007)
. Where it is not feasible to provide such accommodation,
daily allowance will be paid at the rates mentioned in the
preceding paragraphs. However, where the outstation
falls within or in the proximity of an 'A' class city, the
Company will either;

Section-B
Section-C
Section-D
Volume-II

a.
Pay house rent allowance rates
applicable to the Company employees posted in
'A' class cities, or
b.
Provide free accommodation for which
the ceiling limit of House Rent will be applicable
to Company employees posted in 'A' class cities.

Section-E
Section-F
Search
E-Mail
Home

17.1.5 The employees who are deputed/posted to the project sites in

the North Eastern Regions comprising the State of Assam,
Meghalaya, Nagaland, Tripura, Arunachal Pradesh, Mizoram
will be entitled to the following additional facilities:i)

In case of employees who proceed on sanctioned leave

from a place of duty in North Eastern Region to any place
outside that Region the period of travel in excess of 2
days will be treated as joining time.

ii)

While availing LTC from the place of duty in North Eastern

regions all the executives will be permitted to travel by air
upto Calcutta from the airport nearest to the Site and
back. From Calcutta to the place where they have been
permitted to keep their family/Home Town and back they
will be required to travel as per their normal entitlement
under the rules. The other conditions will remain
unchanged.

The special concessions at Rule 17.1.5 (i) are also, admissible

to employees posted in Andaman & Nicobar Islands. The
facility under 17.1.5(ii) is allowed upto Calcutta or Chennai in
respect of Executives posted at the sites in Andaman &
Nicobar islands.
17.1.6 The operational employees of SAS who are posted at
Services Centres will be entitled to the facility of two visits per
year of stay at the site/service centre to meet their family
subject to the following conditions:(i)

The visit will be permitted (a) once in three to six months

and (b) twice including (a) for the above six months but
upto 12 months stay away from the stations.

(ii)

The entitlement cannot be carried forward to the next year

of stay, if it is not availed in the permissible period.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8

Volume-I

Sub Section B:6

Page No.28

Volume-I

(iii)

The employee will be required to take his leave as due

and admissible to visit his family with the prior permission
of his Controlling Officer.

(iv)

The Company will reimburse the fare to and fro incurred

on the journey, as per LTC Rules from the site of posting
or the Regional Service Centre as the case may be to the
place where the employee has opted to keep his family.

(v)

The definition of 'family' for the purpose of such visits to

meet the family will be the same as stipulated in LTC
rules. In the case of bachelor employee the 'family' refers
to 'dependent parents' provided they were residing with
the employee at the time of posting at site/Regional
Service Centres.

(vi)

In the case of SAS, the employee covered by the facility

are those engaged on operational duties for the purpose
of repairs and renovation at sites. In case of doubt, the
decision of GM (Services) shall be final.

(vii)

The controlling officer may refuse to grant leave to avail of

this facility in the exigencies of work.

(viii)

Employees who are on the rolls of the Regional

Headquarters of Power Sector and posted at sites will be
paid HRA/CCA at rates applicable to the station where the
family is permitted to stay limited to the rates at Regional
Headquarters on whose rolls the employees are borne.

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

In cases where the family is not retained at the Regional

Headquarters, the employee will be paid normal TA/DA while on
tour to Regional Headquarters.
17.2 Payment of TA/DA to persons deputed for training and long term
assignment from one BHEL Division to another should be
regulated as below:(i)

Entitlement for training/long term assignments upto

90 days:The employees may be treated as on tour and
their cases regulated in accordance with para 6.8 of the
TA rules i.e., for the first 30 days they may be paid DA at
full rates and for the next 60 days DA at half the rate.

(ii)

Entitlement for training/work assignment for period

above 90 days :The employees may be treated as on
transfer and paid TA accordingly . However, no DA will be
admissible for any part of duration of training or work
assignment in such cases.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.29

Volume-I

Sub Section B:6

Page No.29

18.

Volume-I
Section-A

Entitlement for training/refresher courses at outstations

(other than BHEL Divisions).

18.1 Classification of Courses:

Training/refresher courses are classified into the following
categories depending upon whether :
(a)

Training fee includes cost of boarding and lodging.

Section-B

(b)

Training fee does not include cost of boarding or lodging

but accommodation is provided at nominal rates.

Section-C

(c)

Training fee included lodging charges or lodging is

provided free of cost.

Section-D

(d)

Employees make their own arrangements for lodging and

boarding.

Volume-II

18.2 Entitlement for courses upto 90 days :

The entitlement for DA etc. will be as under:

Section-E
Section-F
Search

(a)

In the cases falling under 18.1(a) above, the employees

will be paid DA at 25% of rate specified under Col.4 under
Rule 6.3 of these rules.

(b)

In the cases of 18.1 (b) above, DA will be paid at the rate

specified under Col.4 under rule 6.3 of these rules. In
addition, reimbursement for accommodation at actuals will
be made.

(c)

In the cases of 18.1 (c) above, DA will be paid at the rate

specified under Col.4 under Rule 6.3 of these rules.

(d)

In the cases of 18.1(d) above, Composite DA as

admissible under TA rules will be made.

E-Mail
Home

NOTE: The employees participating in the local residential

programmes where the boarding and lodging is compulsory and
is provided free will also be entitled to DA as per rates indicated
in clause (a) above.
18.3 Entitlement for courses above 90 days duration:
In cases where the training/refresher course is for a period of
more than 90 days, the entitlement will be governed as per Rule
18.2 above for the first 90 days. As regards the period beyond 90
days except in the cases covered by Rule 18.1(a) DA will be paid
at half the rates referred to in Rule 18.2 above. However, in
respect of cases covered under 18.1 (a) and in cases of
reimbursement for accommodation, the provisions of Rule 18.2
will continue to be applicable even for the period beyond 90
days.
NOTE: The above provisions will not apply to employees
sponsored for courses /training programmes which lead to
acquiring of additional qualifications.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.30

Volume-I

Sub Section B:6

Page No.30

19.

Volume-I
Section-A
Section-B

Miscellaneous:

19.1 Rates of recovery for private use of Company's car will be at the
rate of Rs 4.00 per Kilo meter
( Corporate Circular No. 059/PPX/2005 dated15/12/2005).
19.2 Where Company Rules are silent, Government rules may be
followed, subject to review and approval.
LIST OF SITES

Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8

to Sub Section B7 Page No.1

Volume-I

Sub Section B:7

Page No.1

Volume-I

B:
7

PAY FIXATION RULES

1.

These rules may be called BHEL Pay Fixation Rules.

2.

Pay on initial Appointment

The initial (basic) pay of an employee appointed to a post will be
fixed normally at the minimum of the time scale of the post to
which he is appointed. Exceptions to this rule are given in
Annexure -I. Higher initial pay may, however, be granted at the
discretion of the Management in deserving cases.

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

3.

Pay fixation on Promotion

On promotion to a higher post/grade, the initial pay of an
employee
in the new time scale shall be fixed at the stage next above the
pay notionally arrived at by increasing his pay in respect of the
lower post by one increment. In case this happens to be lower
than the minimum of the scale, the pay may be fixed at the
minimum of the scale. The first increment will be drawn after
completion of 12 months service from the date of such fixation of
pay and subsequent increments will be preponed to one of the
standard dates as per rules.
If an employee is drawing pay at the maximum of the scale and is
promoted, his pay will be increased notionally by adding one
increment (last increment in the existing scale) and then fixed at
the next above stage in the higher scale.
In case an employee in receipt of Stagnation Increment(s) is
promoted to the next higher grade, he/she would be entitled to
One Notional Increment (3%) on his Basic Pay + Stagnation
Increment(s), if any, and pay would be fixed (rounded off to the
next Rupees Ten) in the promoted scale. However, on promotion,
the pay so fixed shall not exceed the maximum of the scale to
which the employee is promoted. In case his/her pay so arrived at
is less than the minimum of the promoted scale, he/she would be
entitled to get the minimum of the scale.
The above will be made effective for promotions effective from
June, 2011.
Note:(1) The rule may be applied irrespective of the period of
service in the lower grade and the grades of the posts.

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.2

Volume-I

Sub Section B:7

Page No.2

Volume-I
Section-A

3.1 Pay Fixation of internal candidates on selection as Trainees/

Apprentices against open advertisements, internal circulars and
also on absorption will be governed by the relevant Rules on the
entitlements allowed to internal candidates.
Note: See sub-section 6.2 of these rules.
4.

Where special pay has been given in lieu of higher grade, it

should be taken into account for the purpose of fixation of pay.
Special pay which is granted as an incentive for specific purposes
under the Company Rules (other than Family Planning) and
which forms part of basic pay under these rules is also similarly
taken into account for the purpose of fixation of pay on promotion
subject to rules prescribed there for. In other cases, pay including
special pay and personal pay may be protected and personal pay,
where necessary, granted in the higher post to be absorbed in
future increments.

Section-B
Section-C
Section-D
Volume-II
Section-E

5.
Section-F
Search
E-Mail
Home

Treatment of Special Pay/Personal Pay on Promotion

Drawal of Increment

5.1 Annual increment will be drawn in a time scale on completion of

one year's satisfactory service. It shall ordinarily be drawn as a
matter of course unless withheld by a specific order in writing to
that effect.
5.2 No increment will be allowed during period of probation. The first
increment will be drawn with effect from the date of completion of
probation or on the anniversary date of joining the post,
whichever is later. All subsequent increments will, however, be
given on the standard date determined with reference to the
anniversary date of joining.
Where the period of probation is extended, no increment will be
given till the probation is successfully completed. The increment
will, however, be given with retrospective effect from the date of
completion of 12 months of service in the post although no
arrears would be paid on that account. Subsequent increments
will be regulated from the standard date in accordance with the
principles stated above.
5.3 On Promotion to higher grade or where no probation is
stipulated in case of initial appointment
The first increment on promotion/appointment shall be allowed to
be drawn on completion of one year in the grade. All subsequent
increments will, however, be given on the standard date
determined with reference to the anniversary date of
promotion/appointment.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.3

Volume-I

Sub Section B:7

Page No.3

Volume-I
Section-A
Section-B
Section-C
Section-D

5.4 The date of increment will not be changed due to an employee

being on authorised leave (full pay/half pay) of any kind or on
Company sponsorship for higher studies or availing joining time
on transfer. Monetary benefit of increment falling due during such
period will also accrue from the due date.
(Vide Corporate HR circular No 066/PPX/2005 dated 22/12/2005)
5.5 Leave without pay exceeding 6 months if it is not on medical
grounds, period of suspension where the orders of disciplinary
authority state so, period of overstayal of sanctioned leave, period
of over- stayal of joining time and period of study leave where the
employee is allowed to rejoin duty without successfully
completing the course of study for which leave was granted will
not count for increment.

Volume-II

5.6 The standard date of drawal of increment will be 25th June/25th

December.

Section-E

6.

Removal of anomalies in Pay Fixation

6.1

Where an employee promoted to a post draws a lower rate of

pay in that post than another employee promoted subsequently to
the same or identical higher post, the pay of the senior employee,
in the higher post, should be stepped up to a figure equal to the
pay fixed for the junior employee in that higher post. This should
be done with effect from the date of promotion of the junior
employee and will be subject to the following conditions:

Section-F
Search
E-Mail
Home

(a)

Both the junior and the senior employees should belong to

the same cadre (line of promotion) and the posts in which
they have been promoted should be identical and in the
same discipline/channel of promotion.

(b)

The scales of the lower and the higher posts in which they
are entitled to draw pay should be same.

(c)

The anomaly should have arisen directly as a result of the

application of normal pay fixation rules. If in the lower post
a junior employee drew a higher rate of pay than a senior
by virtue of grant of advance incentive increments,
provisions contained in these rules will not be invoked to
step up the pay of the senior employee.

(d)

The employee whose pay is to be stepped up should be

senior in the higher grade and should not be junior in the
lower grade.

(e)

Comparison of pay has to be made first in the lower post

when an anomaly arises in the higher post. A notional
figure for the senior employee is to be arrived at in the
lower post and then compared with the junior in the lower
grade just before the promotion. The benefit of stepping
up can be allowed to the senior employee only if he was
not drawing or would not have drawn less pay in the lower
post than the junior.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.4

Volume-I

Sub Section B:7

Page No.4

Note:
Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

1. For the purpose of rectification of pay anomaly the

principle of seniority of the employee has to be first
satisfied which presupposes that the two employees
should belong to the same unit and function/discipline.
It cannot be extended to cover inter-unit comparisons.
2. The pay anomaly, if any on "redesignation" of a DGM
(E6) as a Sr. DGM (E6A) will be rectified in accordance
with the above Rule.

6.2 In respect of employee going into certain apprenticeship or

training by positive selection with a view to being considered for a
higher post or otherwise, his notional progress in the original post
and scale has to be proforma protected vis--vis his juniors
who have not been so selected. This will be done till the senior
selected for such apprenticeship or training is appointed in a
different post pursuant to such apprenticeship or training. In case
he reverts to his original post he should then be restored to his
original position.
6.3 In cases where the pay has been stepped up under the above
rule, the first annual increment subsequent to the date on which
pay is so stepped up, be drawn only after the completion of one
year's service from the date of such stepping up and not from the
original date of increment. Subsequent increments will be
governed by the normal rules of preponement.
7. Employees on Deputation.
7.1 Government servants on deputation to BHEL will have the option
of either getting their pay fixed in the Deputation Post or to draw
pay in their parent department scale plus deputation (duty)
allowance in accordance with the Government Orders as
amended from time to time.
7.2 Deputation to top posts in BHEL will be governed by the orders
issued by Government from time to time.
7.3 Rules relating to the pay fixation of the deputationists absorbed in
the Company or those who joined the Company from the Central
Government on immediate absorption basis, the treatment of their
PDA etc., will be regulated as per the orders of Corporate Office.
7.4 Detailed rules governing deputations and normal standard
deputation terms as prescribed by GOI will form part of the
Handbook of Deputation which will be brought out separately.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.5

Volume-I

Sub Section B:7

Page No.5

Volume-I

8.1

Section-A
Section-B
Section-C
Section-D

8.2
8.3

Volume-II
Section-E

8.4

Section-F

Employees joining BHEL from other Public Sector

Undertakings/Central Govt./State Govt./Semi-Govt. Institutions on
lateral recruitment
In the case of persons who are already in employment with a
Public Sector Undertaking, the Central Government, any State
Government, Semi-Government Institutions, the pay on
appointment to a post under the Company through lateral
recruitment will be fixed in such a manner that the total
emoluments (comprising of Pay and DA) drawn in the parent
organization is protected
Basic pay fixed as per the above Clause shall not be below the
minimum of the pay scale of the salary grade in which lateral
induction has been done
The fixation of basic pay can not exceed the maximum of the pay
scale of the salary grade in which the employee has been
laterally recruited.
Pay protection initially granted, shall not be granted any further,
based on comparison drawn with the notional pay progression of
the employee in his parent organization.
(Vide Corporate HR IOM AA/HR/IR/521 dated 20.8.10)

Search

9.

Reversion to lower grade/post on disciplinary grounds

E-Mail

9.1

In case of reversion of an employee from higher grade/post to a

lower grade/post, the fixation of pay will be done in the manner
decided by the authority ordering such reversion and based on
Government rules framed from time to time.

9.2

These rules inter-alia, provide that the disciplinary authority may

allow the concerned employee to draw any pay not exceeding
the maximum of the lower grade or post which it may think
proper; provided that the pay so allowed to be drawn should not
exceed the pay that would have been fixed by counting the
service rendered in higher grade or post as service in the lower
grade or post.

10.

Miscellaneous

Home

10.1 In the case of employees who are given alternative appointment

due to medical disqualification, the pay last drawn by them
should be protected subject to the condition that it should not
exceed the maximum of the scale applicable to the post to which
they are appointed on medical advice.
10.2 No charge allowance will be paid for holding additional charge of
higher or equivalent post.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
to Page No.6

Volume-I

Sub Section B:7

Page No.6

ANNEXURE - I

Volume-I

Cases in which Pay above the Minimum of the scale can be

allowed
1.

Pay of departmental candidates selected against open

advertisement for appointment to regular posts will be fixed as on
promotion. This is not applicable to the departmental candidates
selected for appointment as Jr. Executives, Trainees/Apprentices
or in other posts for which separate set of rules regulate fixation
of pay.

2.

The pay of the employees joining from other sources will be fixed
as approved by the competent authority in each case.

3.

In the case of Emergency Commissioned/Short Service

Commissioned Officers as also other categories of employees for
whom special orders are issued by Government, the same shall
be kept in view while fixing the pay of such employees in the
Company's scale of pay.

Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

3.1 "The pay (but not the seniority) of the Emergency Commissioned
Officers/Short Service Commissioned Officers who joined precommission training or were commissioned to the Army on or
after 1-11-1962 and were appointed against unreserved
vacancies, shall be fixed by granting advance increments equal to
the completed years of service (including the training) rendered
by them in Armed Forces on a basic pay (inclusive of deferred
pay but excluding other emoluments) equal to or higher than the
minimum of the scale attached to the civil post. The pay arrived at
should not, however, exceed the basic pay (including the deferred
pay but excluding other emoluments) last drawn by them in
Armed Forces.
In respect of those Officers commissioned between 1-11-1962
and 10-1-1968, and who have joined the Company before 7-41980, the notional benefit may be given from the date of joining
the Company but no arrears will be paid prior to 7-4-1980.
Similarly, in case of those commissioned after 10-1-1968 though
notional benefit is to be given from the date of joining the
Company, actual monetary benefit is to be allowed only from 111-1984.
4.

The pay of departmental candidates selected as Junior

Executives will be fixed at the minimum of the grade where their
pay is below the minimum or at the same or next higher stage
where pay is above the said minimum. In cases where the
notional pay in previous post/grade becomes higher than the pay
fixed in the Junior Executive grade due to notional normal
increment in the previous post, the pay in the Junior Executive
grade could be refixed from the date the notional increment would
have fallen due in the previous post, with the next increment to be
drawn after one year from the date of such refixation.

5.

In the case of Ex-servicemen re-employed in BHEL, their fixation

of pay will be governed by the Government Orders on the subject.

6.

The pay of the departmental candidates on their appointment as

Probationary Accountants (SI) after passing the Centralised
Accounts Examination of the Company will be fixed at the
minimum of the grade where their pay is below the

Volume-I

Sub Section B:7

Page No.7

Volume-I
Section-A

minimum or at the same or next higher stage where their pay is

above the said minimum. In cases where the notional pay in the
previous post/grade becomes higher than the pay fixed in the SI
grade due to notional normal increment in the previous post, the
pay in SI grade may be refixed from the date the notional
increment fell due in the previous post with the next increment to
be drawn after one year from the date of such fixation.

Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8

Volume-I
Page 1

Sub Section B:8

Page No.1, 2, 3, 4
Sub Section C:1

B:8

Volume-I

B:8A ENTITLEMENTS OF DEPARTMENTAL TRAINEES

The Rules relating to the protection of pay and allowances and
other entitlements admissible to departmental candidates
selected as Trainees/Apprentices against open
advertisements/internal circulars, (other than those covered
under the Apprentices Act, 1961) are as under:-

Section-A
Section-B
Section-C
Section-D

Stipend:

1.1

Such departmental candidates will be entitled to the stipend/pay

as admissible to other candidates who are selected as
Apprentices/ Trainees.

1.2

Provided that those employees who have been on the regular

establishment of the Company for a minimum period of two
years before their selection as Apprentices/Trainees, shall be
entitled to the protection of their Basic Pay + Dearness
Allowance as drawn on the date of their joining training.

1.3

Provided further that in such cases annual increments accruing

during the period of training shall be regulated as per normal
rules of the Company in this regard.

House Rent Allowance:

2.1

During the period of training, HRA will be governed by the rules

applicable to the previous station of posting or the place of
training where he keeps his family. If the employee has no
family, then payment of HRA will be governed by the place of
actual posting.

2.2

In any case, HRA/House cannot be claimed at both places.

Family for the purpose of this rule includes spouse & children
only and not other dependents.

3.

City Compensatory Allowance:

Volume-II
Section-E
Section-F
Search
E-Mail
Home

ENTITLEMENTS OF DEPARTMENTAL TRAINEES &

TRAINEE OFFICERS

CCA will be paid in accordance with the rules applicable to the

station where the employee is posted for training.
4.

Leave:

4.1

During the period of training the employees will be entitled to

Earned Leave/Half Pay Leave/Casual Leave as admissible to
the Trainees/Apprentices under the BHEL Leave Rules. The
employees having Earned Leave (both encashable and nonencashable) and Half Pay Leave at their credit at the time of
their joining the training will be allowed to carry forward the
same on their absorption to the regular posts.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
Page No.1, 2, 3, 4
Sub Section C:1

Volume-I
Page 2

Sub Section B:8

Page No.1, 2, 3, 4
Sub Section C:1

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II

4.2 Normally, the departmental trainees should not be permitted to

avail any kind of leave that stood to their credit before joining the
training as long spells of leave are likely to adversely affect their
training schedules. However, in cases of hardships due to
sickness and when no other kind of leave is due, they may be
permitted to avail of leave out of the balance leave standing to
their credit before joining training. This is also subject to the
condition that request for leave is supported by the Medical
certificate issued by the Company's Medical Officer and that
leave is sanctioned by an authority not lower than the General
Manager.
5.

The training period will count for payment of Gratuity.

6.

Profit sharing bonus and Plant Performance Payment:

The employees will be entitled during the period of training to the
profit sharing bonus and plant performance payment, if any, at the
rates admissible in the Unit where they were working prior to their
selection as trainees/apprentices.

Section-E
Section-F
Search

Treatment of training period for Gratuity:

7.

Travelling Allowance etc. on transfer:

The trainees/apprentices who are posted for
training/apprenticeship to a place other than the place of their
earlier posting will not be treated as on transfer. They will,
however, be paid travelling expenses as admissible under the
T.A. Rules except transfer grant and disturbance allowance. In
case the employees shift their families also to the place of
training, the travelling expenses for family and transportation of
baggage etc. will also be admissible provided they vacate the
company/ accommodation in their possession, if any, at the place
of their earlier posting.

E-Mail
Home

8.

Joining Time:
No joining time as in the case of transfer will be admissible for
joining training. However, actual travel time from the place of
previous posting to the place of training will be admissible.

9.

Pay Fixation on absorption:

Pay is to be normally fixed at the minimum of the pay scale. In
case the minimum of the pay sale is less than the basic pay
drawn in the previous grade, the same will be protected and the
basic pay fixed at the corresponding stage. If there is no such
stage, then the basic pay will be fixed at the next higher stage. In
cases where the notional pay in the previous grade becomes
higher than the basic pay fixed in the higher grade due to notional
increment in the previous grade, the pay in the higher grade will
be refixed from the date when the notional increment would have
fallen due in the previous grade, with the next increment to be
drawn after one year from the date of such refixation. This
provision came into effect from 25.5.1984.
to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
Page No.1, 2, 3, 4
Sub Section C:1

Volume-I
Page 3

Sub Section B:8

Page No.1, 2, 3, 4
Sub Section C:1

B:8B ENTITLEMENTS OF TRAINEE OFFICERS

1.

All Trainee Officers who joined BHEL on or after 1.10.79 are

placed at the minimum of E1 grade from the date of their joining
BHEL. In addition, they are entitled for Dearness Allowance,
CCA, HRA and Transport Subsidy where admissible under the
normal rules applicable to regular employees. However HRA will
not be admissible where hostel accommodation is provided but
not availed. Hostel accommodation wherever provided will be
free of charge (including water/electricity/conservancy).

2.

Married Trainee Officers living with their families in rental

accommodation at the place of their training will be eligible for
grant of HRA at applicable rates.

3.

Trainee Officers will be entitled to the leave benefits, LTC facility,

Medical facility, Gratuity and Provident fund at par with regular
employees of the company as per details given below :

3.1

Leave Benefits
Half pay leave and encashment of Earned Leave is admissible
to Trainees as per normal rules. As regards commutation of
leave, it is admissible to Trainee Officers after satisfactory
completion of training and probation.

3.2

LTC facilities
The Trainee Officers are eligible for LTC facilities after
completion of one year's service as in the case of other
employees.

3.3

Gratuity
The training period will be reckoned for purpose of calculating
Gratuity payment.

3.4

Provident Fund
The Trainee Officers are eligible to become the members of the
Provident Fund Scheme as per Provident Fund Rules. For this
purpose service from the date of joining as a Trainee Officer will
count for purposes of calculating eligibility under PF Rules.

3.5

Reimbursement of Conveyance Expenditure

The Trainee Officers are not entitled for reimbursement of
conveyance expenditure during their training period in case they
utilise their own conveyance. However, they are entitled after
absorption in the regular service of the Company.

3.6

Grant of Second increment

The second increment will be drawn only with effect from the
date of completion of probation as per the extant rules. The next
increment i.e., the third increment will be given on the standard
date under the normal rules.

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E
Section-F
Search
E-Mail
Home

to Section

B1

B2

B3A

B3B B4 B5 B6 B7 B8
Page No.1, 2, 3, 4
Sub Section C:1

Volume-I
Page 4

Sub Section B:8

Page No.1, 2, 3, 4
Sub Section C:1

B:8C

ENTI
TLE
MEN
TS
OF
SUP
ERVI
SOR
Y
TRAI
NEE
S IN
S-0
GRA
DE

Volume-I
Section-A
Section-B
Section-C
Section-D
Volume-II
Section-E

1.

Section-F
Search
E-Mail
Home

3
3.1

All Supervisory Trainees who join BHEL in S-0 grade will be

placed at the minimum of the grade from the date of their
joining BHEL. In addition, they will be entitled for Dearness
Allowance, CCA, HRA and Transport Subsidy where
admissible under the normal rules applicable to regular
employees. HRA will not be admissible where hostel
accommodation is provided but not availed. Hostel
accommodation wherever provided will be free of charge
(including water/electricity/conservancy).
Married Trainee Supervisors living with their families in rental
accommodation at the place of their training will be eligible for
grant of HRA at applicable rates.
Trainee Supervisors will be entitled to the leave benefits, LTC
facility, Medical facility, Gratuity and Provident fund at par with
regular employees of the company as per details given below :
Leave
Benefits
Half pay leave and encashment of Earned Leave is admissible
to Trainees as per normal rules. As regards commutation of
leave, it is admissible to Trainee Supervisors after satisfactory
completion of training and probation.

3.2

LTC
facilities
The Trainee Supervisors are eligible for LTC facilities after
completion of one year's service as in the case of other
employees

3.3

Gratuity
The training period will be reckoned for purpose of calculating
Gratuity payment.

3.4

Provident
Fund
The Trainee Supervisors are eligible to become the members
of the Provident Fund Scheme as per Provident Fund Rules.
For this purpose service from the date of joining as a Trainee
Supervisors will count for purposes of calculating eligibility
under PF Rules

3.5

Reimbursement
of
Conveyance
Expenditure
The Trainee Supervisors are not entitled for reimbursement of
conveyance expenditure during their training period in case
they utilise their own conveyance. However, they will be eligible