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ONGC: Welfare Policy & Industrial Relations

EXECUTIVE SUMMARY
Oil and Natural Gas Corporation Limited (O.N.G.C.) is the premier Company in the Indian upstream of petroleum Sector and it constantly thrives to retain this position. Born in 1956, this Corporation produces more than 1 million barrels daily holding a reserve base of 6 billion tons of Oil and Oil- Equivalent Gas in India. The company undertakes various activities like drilling, discovering, producing, transporting, processing, and now refining, retailing and marketing of hydrocarbons. This project is a sincere effort towards understanding the Welfare facilities provided by ONGC in the real business scenario with changing environment day-by-day where competition is so tough among many players. A brief insight into the employees and workers work profile, needs, strengths & weaknesses helps us to comprehend the related grievances & problems proficiently and their solutions also. Further, this report gives us an idea about the various policies and strategies used to enhance the workers productivity by providing them healthy and trusty environment. Moreover, this report helps us to understand the Industrial-Relations that are very important from employees welfare point of view. This tells us about unions and their important role in the Industry for the workers rights and Employees-Relations.

ONGC: Welfare Policy & Industrial Relations

TEXT METHODOLOGY
Objectives To understand the Welfare and Industrial Relations in ONGC. Collection of Data Secondary data is used for the study. The data is taken from ONGCs Annual reports, internal Magazines, Intranet and Internet and HR Manual. Limitations The trainee had to contend with various constraints common in Training and Research. In spite of hard work and maintaining honesty in dealing with facts and figures, certain limitations remained. This project was done under the following limitations: 1. The data regarding future policies and internal disputes matters are confidential and cant be provided to summer trainees. 2. The data regarding Welfare and Industrial Relations is not very easily available. 3. The scope of the present study was restricted to ONGC limited therefore; the conclusions drawn should be valid for the chosen sample i.e. ONGC Sub Asset Cambay only. 4. Due to time constraint I havent carried out total benefit for study.

ONGC: Welfare Policy & Industrial Relations

Petroleum is the single largest source of energy used in the United States. The nation uses two times more petroleum than either coal or natural gas and four times more than nuclear power or renewable energy sources. Before petroleum can be used it is sent to a refinery where it is physically, thermally, and chemically separated into fractions and then converted into finished products. About 90 percent of these products are fuels such as gasoline, aviation fuels, distillate and residual oil, liquefied petroleum gas (LPG), coke, and kerosene. Refineries also produce non-fuel products, including petrochemicals, asphalt, road oil, lubricants, solvents, and wax. Petrochemicals (ethylene, propylene, benzene, and others) are shipped to chemical plants, where they are used to manufacture chemicals and plastics.

The United States is the largest producer of refined petroleum products in the world, with 25 percent of global production and 163 operating refineries. In 1997 refineries supplied more than 6 billion barrels of finished products and employed about 65,000 people. U.S. refineries are also the largest energy consumers in manufacturing and spend $5-$6 billion annually in pollution abatement costs. The broad Standard Industrial Classification (SIC) for refining is SIC 29; oil and gas exploration falls under SIC 13.

ONGC: Welfare Policy & Industrial Relations

CORPORATE PROFILE

PROFILE

ONGC: Welfare Policy & Industrial Relations

Oil and Natural Gas Corporation Limited

Type PSU Founded 1956 Headquarters Dehradun, India Key people R S Sharma, Chairman and MD Industry Petroleum and Gas Revenue US$ 16.6 billion (2006) Net income US$ 3.48 billion (2006) Employees 34,000 Website http://www.ongcindia.com

INTRODUCTION TO THE COMPANY


Oil and Natural Gas Corporation Limited (ONGC) (incorporated on June 23, 1993) is a public sector petroleum company based in Dehradun, India. It is a Fortune Global 500 company, and contributes
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77% of India's crude oil production and 81 % of India's natural gas production. It is the highest profit making corporation in India. It was set up as a commission on August 14, 1956. Indian government holds 74.14% equity stake in this company. ONGC is engaged in exploration and production activities. It is involved in exploring and exploiting hydrocarbons in 26 sedimentary basins of India. It produces about 30% of India's crude oil. It owns and operates more than 11,000 kilometers of pipelines in India. Until recently (March 2007) it was the largest company in terms of market cap in India.

HISTORY OF ORGANIZATION
1947 1960

ONGC: Welfare Policy & Industrial Relations

During the pre-independence period, the Assam Oil Company in the northeastern and Attock Oil company in northwestern part of the undivided India were the only oil companies producing oil in the country, with minimal exploration input. The major part of Indian sedimentary basins was deemed to be unfit for development of oil and gas resources. After independence, the national Government realized the importance oil and gas for rapid industrial development and its strategic role in defense. Consequently, while framing the Industrial Policy Statement of 1948, the development of petroleum industry in the country was considered to be of utmost necessity. Until 1955, private oil companies mainly carried out exploration of hydrocarbon resources of India. In Assam, the Assam Oil Company was producing oil at Digboi (discovered in 1889) and the Oil India Ltd. (a 50% joint venture between Government of India and Burmah Oil Company) was engaged in developing two newly discovered large fields Naharkatiya and Moran in Assam. In West Bengal, the IndoStanvac Petroleum project (a joint venture between Government of India and Standard Vacuum Oil Company of USA) was engaged in exploration work. The vast sedimentary tract in other parts of India and adjoining offshore remained largely unexplored. In 1955, Government of India decided to develop the oil and natural gas resources in the various regions of the country as part of the Public Sector development. With this objective, an Oil and Natural Gas Directorate was set up towards the end of 1955, as a subordinate office under the then Ministry of Natural Resources and Scientific Research. The department was constituted with a nucleus of geoscientists from the Geological survey of India. A delegation under the leadership of Mr. K D Malviya, the then Minister of Natural Resources, visited several European countries to study the status of oil industry in those countries and to facilitate the training of Indian professionals for exploring potential oil and gas reserves. Foreign experts from USA, West Germany, Romania and erstwhile U.S.S.R visited India and helped the government with their expertise. Finally, the visiting Soviet experts drew up a detailed plan for geological and geophysical surveys and drilling operations to be carried out in the 2nd Five Year Plan (1956-57 to 1960-61). In April 1956, the Government of India adopted the Industrial Policy
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Resolution, which placed mineral oil industry among the schedule 'A' industries, the future development of which was to be the sole and exclusive responsibility of the state. Soon, after the formation of the Oil and Natural Gas Directorate, it became apparent that it would not be possible for the Directorate with its limited financial and administrative powers as subordinate office of the Government, to function efficiently. So in August, 1956, the Directorate was raised to the status of a commission with enhanced powers, although it continued to be under the government. In October 1959, the Commission was converted into a statutory body by an act of the Indian Parliament, which enhanced powers of the commission further. The main functions of the Oil and Natural Gas Commission subject to the provisions of the Act, were "to plan, promote, organize and implement programmes for development of Petroleum Resources and the production and sale of petroleum and petroleum products produced by it, and to perform such other functions as the Central Government may, from time to time, assign to it ". The act further outlined the activities and steps to be taken by ONGC in fulfilling its mandate 1961 1990 Since its inception, ONGC has been instrumental in transforming the country's limited upstream sector into a large viable playing field, with its activities spread throughout India and significantly in overseas territories. In the inland areas, ONGC not only found new resources in Assam but also established new oil province in Cambay basin (Gujarat), while adding new petroliferous areas in the Assam-Arakan Fold Belt and East coast basins (both inland and offshore). ONGC went offshore in early 70's and discovered a giant oil field in the form of Bombay High, now known as Mumbai High. This discovery, along with subsequent discoveries of huge oil and gas fields in Western offshore changed the oil scenario of the country. Subsequently, over 5 billion tonnes of hydrocarbons, which were present in the country, were discovered. The most important contribution of ONGC, however, is its self-reliance and development of core competence in E&P activities at a globally competitive level. After 1990

ONGC: Welfare Policy & Industrial Relations

The liberalized economic policy, adopted by the Government of India in July 1991, sought to deregulate and de-license the core sectors (including petroleum sector) with partial disinvestments of government equity in Public Sector Undertakings and other measures. Therefore, thereof, ONGC was re-organized as a limited Company under the Company's Act, 1956 in February 1994. After the conversion of business of the erstwhile Oil & Natural Gas Commission to that of Oil & Natural Gas Corporation Limited in 1993, the Government disinvested 2 per cent of its shares through competitive bidding. Subsequently, ONGC expanded its equity by another 2 per cent by offering shares to its employees. During March 1999, ONGC, Indian Oil Corporation (IOC) - a downstream giant and Gas Authority of India Limited (GAIL) - the only gas marketing company, agreed to have cross holding in each other's stock. This paved the way for long-term strategic alliances both for the domestic and overseas business opportunities in the energy value chain, amongst themselves. Consequent to this the Government sold off 10 per cent of its share holding in ONGC to IOC and 2.5 per cent to GAIL. With this, the Government holding in ONGC came down to 84.11 per cent. In the year 2002-03, after taking over MRPL from the A V Birla Group, ONGC diversified into the downstream sector. ONGC will soon be entering into the retailing business. ONGC has also entered the global field through its subsidiary, ONGC Videsh Ltd. (OVL). ONGC has made major investments in Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its investment in Vietnam.

VISION AND MISSION

ONGC: Welfare Policy & Industrial Relations

To be a world-class Oil and Gas Company integrated in energy business with dominant Indian leadership and global presence. (1) World Class Dedicated to excellence by leveraging competitive advantages in R&D and technology with involved people. (a) Imbibe high standards of business ethics and organizational values. (b) Abiding commitment to safety, health and environment to enrich quality of community life. (c) Foster a culture of trust, openness and mutual concern to make working a stimulating and challenging experience for our people. (2) Integrated In Energy Business Focus on domestic and international oil and gas exploration and production business opportunities. (a) Provide value linkages in other sectors of energy business. (b) Create growth opportunities and maximize shareholder value (3) Dominant Indian Leadership Retain dominant position in Indian partnership in petroleum sector and enhance India's energy availability.

Stakes and Subsidiaries


MRPL known as Mangalore Refinery & Petrochemicals Limited (100.6% equity stake) ONGC Videsh Limited (ONGC's overseas arm)
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Indian Oil Corporation (9.6% equity stake) Mansarovar Energy Columbia Limited a 50:50 joint venture between OVL and SINOPEC of china

Global Ranking

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ONGC: Welfare Policy & Industrial Relations

Is Asias best Oil & Gas Company, as per a recent survey conducted by US-based magazine Global Finance. Ranks as the 2nd biggest E&P company (and 1st in terms of profits), as per the Plats Energy Business Technology (EBT) Survey 2004 Ranks 24th among Global Energy Companies by Market Capitalization in PFC Energy 50 (December 2004). [ONGC was ranked 17th till March 2004, before the shares prices dropped marginally for external reasons. Is placed at the top of all Indian Corporatism listed in Forbes 400 Global Corporates (rank 133rd) and Financial Times Global 500 (rank 326th), by Market Capitalization. Is recognized as the Most Valuable Indian Corporate, by Market Capitalization, Net Worth and Net Profits, in current listings of Economic Times 500 (4th time in a row), Business Today 500, Business Baron 500 and Business Week. Has created the highest-ever Market Value-Added (MVA) of Rs. 24,258 Crore and the fourth-highest Economic Value-Added (EVA) of Rs. 596 Crore, as assessed in the 5th Business TodayStern Stewart study (April 2003), ahead of private sector leaders like Reliance and Infosys. ONGC is the only Public Sector Enterprise to achieve a positive MV A as well as EVA. Is targeting to have all its installations (offshore and onshore) accredited (certified) by March 2005. This will make ONGC the only company in the world in this regard. Owns and operates more than 11000 kilometers of pipelines in India, including nearly 3200 kilometers of sub-sea pipelines. No

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other company in India operates even 50 per cent of this route length.

Crossed the landmark of earning Net Profit exceeding Rs.10,000 Crore, the first to do so among all Indian Corporates, and a remarkable Net Profit to Revenue ratio of 29.8 per cent. The growth in ONGC's profits is not solely due to deregulation in crude prices in India, as deregulation has affected all the oil companies, upstream as well as downstream, but it is only ONGC which has exhibited such a performance (of doubling turnover and profits). Has paid the highest-ever dividend in the Indian corporate history. Its 10 per cent equity sale (India's highest-ever equity offer) received unprecedented Global Investor recognition. This was a landmark in Indian equity market, establishing beyond doubt, the respect ONGC's professional management commands among the global investor community. According to a report published in 'The Asian Wall Street Journal (Hong Kong)', ONGC's Public Issue brought in 20 Foreign Institutional Investors (FIls) to India, as (it was reported), 'they could not ignore the company representing India's energy security'. The Market Capitalization of the ONGC Group (ONGC & MRPL) constitutes 10 per cent of the total market capitalization on the Bombay Stock Exchange (BSE). ONGC has an equity weightage of 5 per cent in Sensex; 15 per cent in the Nifty (the only Indian corporate with a two-digit presence there); ONGC commands a 7 per cent weightage in the Morgan Stanley Capital International (MSCI) Index. The growth in ONGC's Market Capitalization (from Rs. 18,500 Crore before May 2001 to Rs. 1, 25,000 Crore in January 2004) is unprecedented and except Wipro (who had a higher market capitalization temporarily), no other Indian company (either in public or private sector) has seen such a phenomenal growth. ONGC has come a long way from the day (a few years back) when India and ONGC did not figure on the global oil and gas map. Today, ONGC Group has 14 properties in 10 foreign countries. Going by the investments (Committed: USD 2.708

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billion, and Actual: USD 1.919 billion), ONGC is the biggest Indian Multinational Corporation (MNC).

ONGC ended the sectoral regime in the Indian hydrocarbon industry and benchmarked the globally- established integrated business model; it took up 71.6 per cent equity in the Mangalore Refinery & Petrochemicals Limited (MRPL), and also took up a 23 per cent stake in the 364-km-long Mangalore-HasanBangalore product Pipeline, connecting the refinery to the Karnataka hinterland. By turning around MRPL in 368 days, ONGC has set standards of public sector companies reviving joint (or private) sector companies, proving that in business, professionalism matters, not ownership.

ONGC Represents Indias Energy Security ONGC has single-handedly scripted Indias hydrocarbon saga by: (a) Establishing 6 billion tonnes of In-place hydrocarbon reserves with more than 300 discoveries of oil and gas; in fact, 5 out of the 6 producing basins have been discovered by ONGC: out of these In-place hydrocarbons in domestic acreage, Ultimate Reserves are 2.1 Billion Metric Tonnes (BMT) of Oil plus Oil Equivalent Gas (O+OEG). (b) Cumulatively producing 685 Million Metric Tonnes (MMT) of crude and 375 Billion Cubic Meters (BCM) of Natural Gas, from 115 fields.

Indias Most Valuable Company:

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With a market capitalization having exceeded Rs 1 trillion, ONGC retains its position as the most valuable company in India in various listings. As per 5th Business Today Stern-Stewart study, ONGC was the biggest Wealth Creator during 1998-2003 (Rs 226.30 billion). It was again the highest wealth creator during 1999-2004, as per Motilal Oswal Securities. ONGCs mega Public Offer (Indias biggest-ever equity offer worth more than Rs 100 billion was over subscribed 5.88 times. ONGC is the only Indian company to have earned a Net Profit of over Rs 10,000 crores (2002-03). The market capitalization of the ONGC group constitutes 8% of the market capitalization of BSE. ONGC added 49.06 MMT of ultimate reserves of O+OEG during 2003-04 (including overseas acquisitions), maintaining the trend of positive accretion for the third consecutive year.

ONGCs Pioneering Efforts

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ONGC is the only fully integrated petroleum company in India, operating along the entire hydrocarbon value chain:

Holds largest share (57.2 per cent) of hydrocarbon acreages in India. Contributes over 84 per cent of Indians oil and gas production. Every sixth LPG cylinder comes from ONGC. About one-tenth of Indian refining capacity. Created a record of sorts by turning Mangalore Refinery and Petrochemicals Limited around from being a stretcher case for referral to BIFR to among the BSE Top 30, within a year. Owns 23% of Mangalore-Hasan-Bangalore Product Pipeline (MHBPL), connecting MRPL to the Karnataka hinterland.

Competitive Strength

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All crudes are sweet and most (76%) are light, with sulphur percentage ranging from 0.02-0.10, API gravity ranging from 26-46 and hence attracts a premium in the market. Strong intellectual property base, information, knowledge, skills and experience. Maximum number of Exploration Licenses, including competitive NELP rounds. ONGC owns and operates more than 11000 kilometers of pipelines in India, including nearly 3200 kilometers of sub-sea pipelines. No other company in India operates even 50 per cent of this route length.

Strategic Vision: 2001-2020

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Focusing on core business of E&P, ONGC has set strategic objectives of:

Doubling reserves (i.e. accreting 6 billion tonnes of O+OEG) by 2020; out of this 4 billion tonnes are targeted from the Deepwaters. Improving average recovery from 28 per cent to 40 per cent. Tie-up 20 MMTPA of equity Hydrocarbon from abroad. The focus of management will be to monetise the assets as well as to assetise the money. The focus of management will be to monetise the assets as well as to assetise the money

Sagar Sammriddhi: Biggest Global Deepwater Campaign ONGC launched Sagar Sammriddhi, the biggest deep-water exploration campaign ever undertaken by a single operator, anywhere in the world.

Strategic plan to accrete 4 billion tones of reserves by 2020. US$0.75 million per day investment. Integrated Well Completion approach. Plans to drill 47 deepwater wells up to water depths of 3 kms.

Leveraging Technology To attain the strategic objective of improving the Recovery Factor from 28 per cent to 40 per cent, ONGC has focused on prudent reservoir management as well as effective implementation of technologies for incremental recovery to maximize production over the entire life cycle of existing fields Improved Oil Recovery (IOR) and Enhanced Oil Recovery (EOR) schemes are being implemented:

In 15 fields including Mumbai offshore At a total investment exceeding US $2.5 billion.


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Yielding incremental 120 MMT of O+OEG over 20 years

Sourcing Equity Oil Abroad ONGC's overseas arm ONGC Videsh Limited (OVL), has laid strong foothold in a number of lucrative acreages, some of them against stiff competition from international oil majors. OVL has so far, acquired 15 properties in 14 foreign countries, and striving to reach out further. OVLs projects are spread out in Vietnam, Russia, Sudan, Iraq, Iran, Lybia, Syria, Myanmar, Australia, and Ivory Coast. It is further pursuing Oil and gas exploration blocks in Algeria, Australia, Indonesia, Nepal, Iran, Russia, UAE and Venezuela.

Production Sharing Contract in Vietnam for gas field having reserves of 2.04 TCF, with 45 per cent stake in partnership with BP and Petro Vietnam. Gas production has commenced from January 2003. 20 per cent holding in the Sakhalin1 Production Sharing Agreement. The US $ 1.77 billion investment in Sakhalin offshore field is the single largest foreign investment by India in any overseas venture and the single largest foreign investment in Russia. It is scheduled to go on production during 2005-06 Acquired 25 per cent of equity in the Greater Nile Oil Project in Sudan, the first producing oil property. ONGC Nile Ganga BV, a wholly-owned subsidiary, has been set up in the Netherlands to manage this property. Around 3 Million Tonnes of crude oil is coming to India annually from this project. This is the first time that equity crude of a group of companies in India is being imported into India for refining by the group. Discovered a world-class giant gas field Shwe in Block A1(where OVL has 20 per cent share) in Myanmar, with estimated recoverable reserve of 4 to 6 trillion cubic feet of gas. Besides taking equity in oil & gas blocks and looking for stakes in E&P companies, OVL is also bagging prospective contracts (like the refinery upgradation and pipeline contracts in Sudan, awarded to OVL on nomination basis due to its performance in
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that country), which will increase ONGCs equity oil basket. ONGCs strategic objective of sourcing 20 million tones of equity oil abroad per year is likely to be fulfilled much before 2020. In fact, OVL is now eyeing a long-term target of 60 MMT of Oil equivalents per year by 2025.

Going by the investments (Committed: US $ 4.3 billion, and Actual: US $ 2.75 billion), ONGC is the biggest Indian Multinational Corporation (MNC).

Frontiers of Technology

Uses one of the Top Ten virtual Reality Interpretation facilities in the world Rolled out ICE, one of the biggest ERP implementation facilities in the world

Best in Class Infrastructure and Facilities

ONGCs success rate is at par with the global norm and is elevating its operations to the best-in-class level, with the modernization of its fleet of drilling rigs and related equipment, at an investment of around US $ 400 million. ONGC has adopted Best-in-class business practices for modernization, expansion and integration of all Info-com systems with investment of around US $ 125 million.

ONSHORE

Production Installation :- 225


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Pipeline Network (km) :- 7900 Major Offshore Terminals (including Sweetening plants, Storage Tanks) :- 2 Drilling Rigs :- 75 Work Over rigs :- 66 Seismic Units :- 33 Logging Units:-35 CFU, LPG, Gas,

OFFSHORE

Well Platforms :- 131 Well-cum-Process Platforms :- 5 Process Platforms :- 28 Drilling/ Jack-up-Rigs :- 18 Pipeline Networks (km) :- 3200 Offshore Supply Vessels :- 32 Special Application Vessels :- 4

The Road Ahead

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ONGC is entering LNG (regasification), Petrochemicals, Power Generation, as well as Crude & Gas shipping, to have presence along the entire hydrocarbon value-chain. While remaining focused on its core business of oil & gas E&P, it is also looking at the future and promoting an applied R&D in alternate fuels (which can be commercially brought to market). These efforts in integration are basically to exploit the core competency of the organization knowledge of hydrocarbons, gained over the five decades. New Business ONGC has also ventured into Coal Bed Methane (CBM) and Underground Coal Gasification (UCG); CBM production would commence in 2006-07 and UCG in 2008-09. ONGC is also looking at Gas Hydrates, as it is one possible source that could make India selfsufficient in energy, on a sustained basis. Continuing On the Growth Trajectory The ONGC Group has doubled its turnover from 5 billion US dollars to 10 billion US dollars (from Rs 23,238 Crore to Rs 48,368 Crore) in the last 3 years (2001- 2004); and it aims to go to 50 billion US dollars in the next 5 years. As this implies a commendable annual growth rate (compounded) of 40-50 per cent, this objective of ONGC, when realized, would be an outstanding achievement, by any standards. ONGC Is Now Geared To Meet Its Vision To be an Indian Integrated Energy Multinational (PSU); Target: A Turnover of 50 Billion US dollars in 5 years.

ACHIEVEMENTS
Prime Minister hands over Public Sector Company of the Year Award to ONGC

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March 24, 2005, ONGC News ONGC has bagged the Business Standard Star Public Sector Company Award for 2004, in the Public Sector category. ONGC enters retail launches OVaL - completes integration March 19, 2005, ONGCNews March 19, 2005 will remain a red letter day for ONGC. The cycle Drilling to Dispensing was completed on this day by ONGC. Super CEO- Subir Raha - Business India March 19, 2005 Courtesy: Business India ONGC secures Award for its Safety Initiatives February 14, 2005, ONGCNews ONGCs high standards in Safety, both in its Offshore and Onshore petroleum operations, have got it the Safety Initiatives Award, constituted by the Institution of Engineers (India). ONGC receives Biggest Wealth Creator Award January 21, 2005, ONGCNews ONGC received Biggest Wealth Creator Award amongst all the companies listed on Indian Stock exchanges. C&MD Mr. Subir Raha accepted the award on behalf of 38004 ONGCians, colleagues from OVL, MRPL & ONGC Nile-Ganga BV, at an exclusive function organized in Mumbai on January 19, 2005. Mr. Subir Raha bags SCOPE Individual Excellence Award for his outstanding contribution to Public Sector Management ONGC News, 13th January, 2004 Mr. Subir Raha, ONGCs C&MD, has won the SCOPE Award for Excellence and Outstanding Contribution to the Public Sector Management Individual Category, for the year 2002-03. The award carries a gold plaque and a purse of 1 Lakh rupees. ONGC Bags NPMP Awards In Creativity And Finance
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ONGC News, 4th July 2003 ONGCs production engineers dominated the stage in the Creativity and Innovation category of NPMP awards for 2001-02, which were distributed by the Petroleum Minister Mr. Ram Naik on July 3, 2003. Awards And Accolades: ONGC Bags Three Greentech Foundation Awards ONGC News, 2nd July 2003 ONGC has bagged three Greentech Excellence awards for maintaining the highest standards of safety at its installations and operational areas. Dr J V S S Narayana Murthy Wins National Mineral Award 2001 ONGC News, 22nd January 2003 Harvesting the fruits of information technology needs two professionals one from software development, and another from the specialist knowledge domain. It is indeed rare to find someone who excels in both. Four ONGC Scientists Bag National Mineral Award-2001 ONGC News, 24th December 2002 Four ONGC geoscientists, Dr Anil Bhandari, DGM (Geology), Mr. Narendra Kumar Verma, Chief Geologist, Dr J V S S Narayana Murthy, Suptdg Geophysicist (S) and Mr. Partha Pratim Mitra, Suptdg Geophysicist (S) have bagged the National Mineral Awards 2001 for their outstanding contribution in the field of Fundamental/Applied Geosciences. AG Pramanik Elected Member Of European Academy Of Science ONGC News, 26th November 2002 ED, Chief, Geophysics Services, Mr. Anand Gopal Pramanik, ONGC has been elected as Member to the prestigious European Academy of Sciences, Brussels, Belgium, for his distinguished services to the Geosciences community. ONGC: India's First National Integrated Oil & Gas Corporate
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Drilling & Exploration World, Vol 11, No. 10, August 2002 With the acquisition of the equity held by the Aditya Birla Group in Mangalore Refineries and Petrochemicals Limited (MRPL), ONGC has become the first Indian integrated oil and gas corporate ONGC's Most Momentous Year 16th August 2002 In its eventful 46 years of existence, the Oil & Natural Gas Corporation (ONGC) Ltd. has achieved many a landmark. On the occasion of 46th ONGC Day, Mr. Raj Kanwar, a veteran journalist and a freelance writer, summarizes the highlights

CONTRIBUTION OF ONGC
-Introduction: ONGC is playing an important role in strengthening the fabric of society. This flagship Company in India's corporate world has a finely
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tuned sense of moral responsibility towards the community of people where it operates and the country at large. Local population is the one which is benefited most as a result of the ONGC operations in the region. It generates employment & business opportunities, which in turn improves the overall economy of the region and the living standards of the community. ONGC operations provide the necessary boost required for the industrial growth of the region. The requirement of the physical inputs for ONGC's operations results in setting of ancillary industries and vendors network, generating a lot of economic potential. Oil and gas production ushers an era of growth, many core sector industries like power, fertilizers and transport, thrive as a natural consequence of the oil and gas availability. Apart from this, grants-inaid help in building schools and hospitals. Villages are adopted and several health and community welfare programs are organized in the area around our activities. -Socio-Economic Development Programs: Apart from benefits accruing to the region from the primary function of the Corporation i.e. exploration and production of hydrocarbons by way of direct and indirect employment and fiscal contributions to the exchequer of both State and Central Governments. Since 1996-97, the execution of these programmes has been further streamlined. Work-centre-wise, allocations are made each year and programmes are being executed under the comprehensive guidelines issued on the subject. Major emphasis has been given for promotion of education, health, and community development and in times of natural calamities such as floods, cyclones, earthquakes, landslides, etc.

-Socio-Economic Priority Areas: Proactive approach towards socio-economic development is adopted i.e. projects are identified by ONGC at the plant level by involving the district administration, local representatives and recognized voluntary organizations. Priority is given to areas around the projects with the following themes:

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-Education: Promotion of literacy and higher education. Grant of scholarship & assistance to deserving young pupils of weaker sections of society. Facilities for constructing schools, renovation of school buildings, other infrastructure. -Healthcare & Family Welfare Medical camps, Mobile dispensaries supplementing the efforts of already existing health centers in the rural areas. -Community Development: Providing civic amenities: sanitation, clean drinking water facilities to panchatyas, Gram Sabhas etc. Development of agriculture and other cottage industries Environment protection & Animal husbandry Support to vocational training institutions for upgrading the skills of the local people Development of socially and economically weaker sections of society. -Promotion of art and culture -Development of infrastructure facilities-improvement of roads, bridges, street lighting, drainage systems, etc. -Calamity relief

STRATEGIES AND BEHAVIORS


The ONGC has no evident constraints on investment capital. In recent years, it has sought to increasingly expand its foreign investments. However, its record of success has not been exemplary. On a number of occasions, in the last two years, Chinese state owned entities have undercut the ONGC in its bids in Kazakhstan and Angola.
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Despite these setbacks, the ONGCs foreign arm, ONGC Videsh Limited (OVL) appears intent on seeking other foreign oilfields to invest in. ONGC Videsh Limited which is a wholly owned subsidiary of the ONGC, was formed in 1996 when its parent company decided to focus solely on managing its oil and gas assets in India, and founded the subsidiary to oversee the international E&P business. With a long term target of acquiring 1.2 million b/d of equity oil and gas overseas by 2025, OVL is currently working towards a goal of 400,000 b/d by 2010. OVL now has 25 oil and gas properties in fifteen countries. Through OVL, the ONGC has invested as much as $3 billion since 2000 in overseas exploration and energy projects. OVL has assets in Asia/Pacific, the Middle East, Africa and Latin America in the following countries: Myanmar; Vietnam; Australia; Russia; Iraq; Iran; Egypt; Syria; Qatar; Libya; The Ivory Coast; Sudan; Colombia; Brazil and Cuba. In 2006 alone, OVL secured a production sharing agreement with Cuba for operatorship of two offshore blocks, and it entered into a joint acquisition Sinopec for the Columbian oil and gas assets of Texas based Omimex Resources Inc. In addition, the Indian state oil subsidiary in 2006 signed Memorandums of Understanding with the state oil firms of Brazil, Venezuela and Ecuador for cooperation in E&P activities in the hydrocarbon sector, both in those respective countries and elsewhere.OVL considers one of its biggest achievements being its $1.7 billion investment in Russias Sakhalin1 project, making it the largest investment of its kind by an Indian corporation. Another impressive feat was securing a 25 percent share in the renowned Greater Nile Oil Project fields of Sudan via a one-time investment of $690 million, yet another record for any Indian corporation. It is important to note that typical financial investments are not based upon ordinary estimates of the rate of return on capital. Instead, they are seen as longterm investments based upon predictions of future prices. However, unlike Chinas state owned firms which have access to substantial foreign exchange and can thereby arrange side payments
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(as in the case of the acquisition of an Angolan oilfield in 2004), ONGC is forced to rely on any goodwill that Indias Ministry of External Affairs can muster OVLs principal competition stems from Chinas state owned oil firms which have consistently managed to outbid and undercut its efforts to obtain access to foreign oil and gas fields. In an attempt to dampen this seemingly relentless competition, the two national governments created a bilateral agreement. In January 2006, in an effort to contain the bidding wars between their respective state energy firms, India and China entered into an accord to cooperate in their efforts to secure overseas crude oil supplies. Despite this agreement, it remains to be seen if the process of outbidding actually stops. This agreement came in the wake of the successful joint bid on the part of ONGC Videsh and China National Petroleum Corporation (CNPC) to acquire a 38 percent stake in Al Furat Production Company, Syrias largest oil producer. On the other hand, as an Indian strategic analyst has underscored, China may be able to preempt India in its efforts to obtain natural gas from Burma/Myanmar. The ONGC does have access to international capital markets and the organizational structure of the firm does not inhibit raising funds in global markets. In late 2005, the ONGC was engaged in an effort to obtain a rating from Moodys to enhance its ability to raise funds from commercial sources. Oil prices have a significant impact on the ONGCs decision-making about upstream investment and oil sales levels. India still has a system of administered prices in a number of key areas. Consequently, the ONGC is forced to adhere to the expectations of the Petroleum Ministry. This remains a source of contention as it invariably has an adverse impact on the ONGCs revenue stream. Currently, the ONGC has to subsidize the Indian consumer to the tune of $1 billion annually. The bulk of the subsidies are directed towards kerosene, diesel, gasoline and home cooking gas. In 2006, the petroleum secretary, Indias highest ranking civil servant in the Ministry of Petroleum, indicated that the state owned oil marketing companies were losing as much as $51 million dollars a day. Certain problems of technology acquisition and human resources also dog the firm principally because of its status as a state owned
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ONGC: Welfare Policy & Industrial Relations

firm. One of the chief problems that the ONGC faces as opposed to private counterparts is in the acquisition of new technology. As a Government run firm, it has to purchase all cutting edge technology through a cumbersome and inefficient tendering process. Unfortunately, few firms wish to disburse cutting edge technologies through tenders. To obviate the tender process the company has to seek out negotiated contracts. Thanks to the tender process senior management at ONGC believe that the company is now facing at least a 5 to 10 year technology gap in particular sectors. The other significant issue that the ONGC confronts stems from the existing labor laws. It has no voice whatsoever in the appointment of its directors. Additionally, the firm is expected to recruit only at the induction level. Though there are no legal barriers to attracting midlevel talent, the existing, government-determined salary structure makes it exceedingly difficult to attract able and promising individuals. To compound matters, there is no scope for paying additional financial incentives. (The government has long mandated uniform salary scales across public sector firms). Finally, it is extremely difficult to remove individuals on the basis of incompetent performance and promotion rules virtually dictate that every few years individuals receive promotions regardless of their performance.

SWOT ANALYSIS OF ONGC


(1) STRENGTHS (A) O.N.G.C LTD is perceived to be the leader in oil production industry.

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ONGC: Welfare Policy & Industrial Relations

(B) O.N.G.C has a very efficient and professional management team. (C) O.N.G.C being an international company has sufficient resources and capital to invest. (D) O.N.G.C has ISO-9001 & ISO 14001 registration. (2) WEAKNESSES O.N.G.C facing difficulties to produce oil from aging reservoirs. (3) OPPORTUNITIES (A) Energy utilization of buried coal resource (700 -1700M), estimated 63BT Equivalent to 15000 BCM. (B) O.N.G.C facing difficulties to produce oil from aging reservoirs. (4) THREATS (A) Security of personnel & property especially crude oil continues to be a cause of concern in certain area. (B) In some exploration Campaign Company involves high technology, high technology, High investment and high risks.

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ONGC: Welfare Policy & Industrial Relations

MANAGEMENT PROFILE

ONGC OFFICES

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ONGC: Welfare Policy & Industrial Relations

DRILLING MAP OF ONGC


ONSHORE (ON LAND)

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ONGC: Welfare Policy & Industrial Relations

Northern:

Dehradun-(Head Quarter) Corporate office Delhi: Regional Office Himachal Pradesh Jammu Kolkata: - Regional Office West Bengal

Central:

North East: Assam Tripura Western: Baroda- : Regional office Khambhat (Cambay) Mehsana Ahmedabad Ankleshwar Rajahmundry (Andhra Pradesh) Karaikal (Tamil Nadu) OFFSHORE (IN WATER) Several regions in Mumbai where drilling on in shallow waters fields:# Mumbai High # Heera / Ratna # Neelam # Basin # Marginal / satellite fields Exploratory drilling work is in progress in deep water basin of rivers such as Krishna, Kaveri & Godavari.

Southern:

WESTERN ONSHORE- BASIN

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ONGC: Welfare Policy & Industrial Relations

Western Onshore Basin was the part of the erstwhile Western Regional Business Centre (WRBC) before April 1999. In view of the OTP implementation, where Basins and Assets have been made independent entities, Western Onshore Basin came into existence on 01/04/1999 with five of its Forward Bases, which monitor the exploratory drilling activities; they are Cambay Forward Base, Jodhpur Forward Base, Ankleshwar Forward Base, and Ahmedabad Forward Base & Mehsana Forward Base. All these Forward Bases extends necessary support to the Head Office at Baroda to fulfill the exploratory targets for the Western onshore. Cambay Forward Base activities in Cambay Basin were initiated in the year 1958 with the drilling of the first discovery well Lunaj-1 in the Cambay Project. As on 01/04/2003, 262 structures/prospects have been drilled, out of which 90 structures have been found to be oil/ gas bearing. The exploration in this basin is still at active stage with a production rate of approximately 6.0 MMt oil per annum.

ORGANISATION CHART- ONGC ORGANOGRAM

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ONGC: Welfare Policy & Industrial Relations

ONGC CAMBAY SUB ASSET (KHAMBHAT)


INTRODUCTION
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ONGC: Welfare Policy & Industrial Relations

The Cambay Basin is a narrow elongated rift graben located on the west north west margin of Indian platform. This Basin is flanked by Saurashtra craton in the west, Aravalli Swell in the northeast and Deccan craton in the east and south east. The northern limits of the basin extend up to Sanchar, while in the south it extends in to GULF OF CAMBAY. The thick pile of sediments is mainly Tertiary in age except for a few marginal parts where thin layers of merozoic sedimentary are encountered below Deccan Trap. An extensive geophysical and geological survey in the Cambay Basin has been carried out. The pale depositional environments, study and correlation of sedimentary sequences provided important cues for the probable locales of source and reservoir rocks in the basin. Based on these studies, the historical well LUNEJ-1 spudded on 25th July 1958 and drilled to the depth of 2191 meters and produced oil. This well drilled near village Lunej about 7 km from Cambay city was the first well drilled in the Cambay Basin. This historic well was visited by the Prime minister of India Pandit Jawaharlal Nehru in 1960. It has been decided recently to dedicate it to the Nation as a monument by our Director Exploration Shri Y. B. Sinha. After this well, a project was established in Cambay city situated SE of Ahmedabad at a distance of around 90 kms and at a distance of 80 km in the west of Baroda. Further in the NE District Head Quarter, Anand is situated at a distance of 55 km from Cambay. Lothal, the city of Dead is situated at distance 60 km form Cambay. The Oil & Gas fields under the project are Akholjuni, Anklav Chaklasi, Kathana and Padra which are located within a distance of 25 to 70 km area. Under CRC set up of O.N.G.C. the Cambay project was redesignated as Cambay Forward Base under Ahmedabad Cambay Tarapur Block (Block-II) of Cambay Basin. Till today Cambay Project / Forward Base has drilled a total of around 150 exploratory and development wells, covering Akholjuni, Kathana, & Padra Oil & Gas fields and Chaklasi gas field. Outl of the three oil fields, Akholjuni is the major contributor and in total presently the average production is around 365 tons of Oil per day. STATUS OF CAMBAY BASIN

Prospective Area: 27100 Sq. Km


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ONGC: Welfare Policy & Industrial Relations

Drilling of the First well: 1958 Discovery well: Cambay-1 /Lunej-1 (1958) No. of Structures/ Prospects drilled: 262 No. of Oil / Gas Fields: 90, with O.N.G.C. = 68 With Private Companies = 22 Total No. of wells Drilled: 5201 Exploratory wells: 2217 Development Wells: 2984 Initially In place Hydrocarbons: 1290.12 (O + OEG) Oil: 1064.32 MMt Condensate: 18.13 MMt Gas: 207.66 BCM

EXPLORATION ACTIVITIES Concerted exploration efforts in the area started as early as midfifties. However, efforts to it received enormous boost with the
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ONGC: Welfare Policy & Industrial Relations

discovery of oil in Lunej (Cambay-1). At present Cambay have 3 producing fields: # Akholjuni # Kathana # Padra The Cambay Forward Base also looks after the Production & workover operations in addition to drilling activity. RIGS 1. IPS 700M-9 (CARDWELL) 2. AK-50-XIII 3. BAK-XI - DRILLING RIG - WORK OVER RIG - WORK OVER RIG

BROAD FUNCTIONS OF CAMBAY PROJECT


Following are the broad functions of Cambay Forward Base under CRC Structure:

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ONGC: Welfare Policy & Industrial Relations

1.

Stacking of released locations and Handing over Drilling & Oil Mining.

2. Land acquisition.
3. Preparation of approach roads and drill sites. 4. Preparation of GTO (Geological Technical Order) and

other related technical data.


5. Collection of subsurface geological data during drilling. 6. Monitoring of day to day drilling operations for health/

timely well completion.


7. Planning, provisioning and inventory control of casing, well

heads, floating equipments, centralizers etc. 8. Co-ordination with other services such as Logging, WSS, Cementing, Logistics. 9. Planning and monitoring production testing 10. Planning and execution of work over jobs. 11. Documentation of data for each jobs 12. Budget preparation 13. Well Completion reports 14. Cost reduction planning

PRODUCT DETAILS
O.N.G.C. has following product profile:
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ONGC: Welfare Policy & Industrial Relations

- Crude Oil - Gas - L.P.G. - Naphtha - Electricity wheeling & Sale - Crude Oil Processing & Transportation - Gas compression O.N.G.C. Ltd., Cambay involve in production of Crude Oil, Natural Gas and Crude Oil processing and Transportation. Their customers are:- IOCL (Crude Oil) - GAIL (Natural Gas) - GSPC/NIKO RESOURCES (Processing of Crude Oil) - HERAMEC Ltd. (Processing of Crude Oil)

ORGANOGRAM OF CAMBAY SUB ASSET

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ONGC: Welfare Policy & Industrial Relations

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ONGC: Welfare Policy & Industrial Relations

ORGANOGRAM - HR of ONGC

ORGANOGRAM-HR

DIRECTOR (H.R)

CHIF.(E.R)

CHIEF. (HRD)

CHIEF. (MED)

CHIEF SEC.

HD. (IMD)

CORP. ADMN. CORP. EST.

CORP. R&P CORP. R&P FUNC.(HR) FUNC. (HR) CRC HR HR INITIATIVES INITIATIVES HRG

FIRE SERVICES

CHIEF LEGAL RTI

CORP. POLICY DISC&APPEAL HQR GRIEVANCE CORP. IR CPF/PRBS OFF. LANGUAGE SC/ST CELL CSSS

CORP. COMM

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ONGC: Welfare Policy & Industrial Relations

ORGANOGRAM OF PERSONNAL DEPARTMENT OF CAMBAY SUB ASSET

SUB ASSET MANAGER

ASSET SUPPORT MANAGER

CHIEF MANAGER I/C HR-ER

MANAGER

SR. P&A OFFICER

ASST. P&A OFFICER

STAFF

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ONGC: Welfare Policy & Industrial Relations

MAN POWER PROFILE IN ONGC, CAMBAY (As on 04-06-2007) There are total of 238 employees and 29 employees are working on tenure basis. S. No. 1. 2. 3. 4. Class I II III IV No. of posts filled in 122 27 60 29

Personnel Department in ONGC, Cambay There are 56 employees in Personnel Department. The Head of the Department is Mr. Brij Mohan Sunarthi who is Incharge HR-ER (Employee-Relations).

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ONGC: Welfare Policy & Industrial Relations

WELFARE POLICY

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ONGC: Welfare Policy & Industrial Relations

WELFARE SCHEMES
As a welfare measure, O.N.G.C. provides the following welfare facilities:-

1. HOUSING FACILITIES
The Corporation provides the following types of Housing facilities: COLONY ACCOMMODATION: CLASSIFICATION OF RESIDENCES AND ELIGIBILITY CRITERIA FOR ALLOTMENT The Corporation has approved the following scales of residential accommodation for its employees: For Executives:Type of Quarter B C D Plinth area Entitlement 600 Sq. ft Executives of E-0 to E-2 level 900 Sq. ft Executives of E-3 to E-5 level 1500 Sq. ft Executives of E-6 & above

(200 Sq. ft servants room and WC) For Non Executives:A385 Sq.ftBasic pay up to Rs.6999/- p.m. B600 Sq.ftBasic pay of Rs.7000/- p.m. or above NOTE: The Corporation may from time to time add any residence to or remove any residence or change the classification of any residence specified above.

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ONGC: Welfare Policy & Industrial Relations

METHODOLOGY TO DETERMINE THE SENIORITY FOR ALLOTMENT: The methodology to determine the seniority for allotment of various type of residential / colony accommodation will be followed by all regions/work centers as under:D TYPE: (i) The executives shall be placed in order of seniority as per effective date of promotion to the post of DGM (E-6). (ii) In case, there is more than one executive having the same effective date of promotion, they shall be placed in order of seniority with respect to their date of joining in ONGC. (iii) In case, the effective date of promotion and date of joining in ONGC are the same in respect of more than one executive then the seniority of executives shall be decided as per their date of joining in that place. (iv) In case any executive has directly joined the post of DGM or the higher post, his seniority shall be considered from the date of joining of that post. C TYPE: (i) The executives shall be placed in order of seniority as per effective date of promotion to the post of E-3. (ii) In case, there is more than one executive having the same effective date of promotion, they shall be placed in order of seniority with respect of their date of joining in ONGC. (iii) In case, the effective date of promotion and date of joining in ONGC are the same in respect of more than one executive then the seniority of executives shall be decided as per their date of joining in that place. (iv) In case, any executive has directly joined the post of E-3 or higher up to E-5, his seniority shall be considered from the date of joining of that post.

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ONGC: Welfare Policy & Industrial Relations

B TYPE: (i) Since executives (E-0 to E-2) and the employees of the unionized category are entitled for B type accommodation, the seniority shall be determined based on attaining the pay of Rs.7000/- (pre-revised) or effective date of promotion to E-0, whichever is earlier. (ii) In case, there is more than one employee having the same effective date of promotion to E-0 or attainment of basic of Rs.7000/they shall be placed in order of seniority with respect to their date of joining in ONGC. (iii) In case, the effective date of promotion or attainment of basic pay of Rs.7000/- and date of joining in ONGC are the same in respect of more than one employee then their seniority shall be decided as per their date of joining in that place. (iv) In case any employee has joined directly the post (E-0) or the higher post (E-2), his seniority shall be considered from the date of joining of that post. The percentage of B type residential accommodation to be allotted to the executives and unionized category of employees may be decided by Project/Asset/Office according to the demand and availability of the accommodation. Regional Directors will have full powers to change the entitlement of residential accommodation in exceptional circumstances.

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ONGC: Welfare Policy & Industrial Relations

ALLOTMENT PROCEDURE Every employee who desires to have an allotment shall apply to the Estate Officer in the prescribed format to reach the Estate Officer not later than 30th June of the year. The seniority list for the purpose of allotment of house will be drawn on 1st July of the year. RESERVATION IN ALLOTMENT OF ACCOMMODATION TO SC/ST EMPLOYEES: Type of Accommodation A type B type C type D type % Age Ratio SC/ST 10% 2:1 10% 2:1 5% 2:1 5% 2:1

No backlog is to be carried forward to next allotment year. In case, in a particular allotment year, the number of applicants belonging to SC category is less or nil, the reserved quota of SC category may be transferred to ST applicants and vis--vis. If there are no applicants either from SC or ST category, fresh applications are to be invited from SC/ST employees. Reservation is to be based on actual acceptance of allotment offer and actual occupation thereon and not based on allotment order both for general as well as reserved categories. LEASING SCHEME: COMPANY LEASE SCHEME: 1. This scheme shall cover all work centers of the Oil and Natural Gas Corporation Ltd., 2. This scheme shall apply to all executives of E-0 level and above to whom the company is unable to provide entitled class of residential accommodation in its own colony at their place of posting.

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ONGC: Welfare Policy & Industrial Relations

Provided: (a) The executive or his/her dependent family members do not own a residential accommodation at his/her place of posting. (b) The executive does not reside with his/her parents in a house owned by them. NOTE: Executive means an officer of the company at the E-0 level and above. 3. The scheme shall also cover deputationists to the company in accordance with the terms and conditions of their deputation. RENTAL VALUE ENTITLEMENT: The maximum rental value entitlement of an executive for leased accommodation in HRA admissible plus 10% both counted at the maximum of his/her scale of pay. RENTAL VALUE OF A HOUSE: The Housing Committee constituted by the Assets/Basins/Regions/Institutes for the purpose shall determine rental Value of the area. The committee shall consist members each from P&A, Finance, Civil, and representative from ASTO/Union. The companys authorized civil engineer along with representative of P&A shall inspect every house intended to be taken on lease and its rental value assessed in terms of plinth area offered/taken on lease. The rental value of the premises shall be determined by multiplying the assessed plinth area by the square foot rental rate prevailing as on the date of occupation. Respective Regional Heads based on prevailing market rates at a place decide the square foot rate. ADMISSIBLE RENT: The admissible rent, at which the company may hire a residential house on lease, shall be:(a) the rental value of the house, or

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ONGC: Welfare Policy & Industrial Relations

(b) the rent entitlement of the allotted officer, on date of occupation/allotment, Or (c) the rent demanded, whichever is least. In case the admissible rent is lower than the demanded rent, the house shall be hired at the admissible rent. The allotted officer shall pay the difference directly to the property owner and the Corporation shall have no liability whatsoever. RENT REVISION: The lease rent of house may be reviewed only on express request of the house owner and after expiry of 3 years from the date of previous fixation of rents; it shall not be earlier than the date of applicable for revision of rent. The revised rent shall be lease of: (a) 30% over existing rent. (b) Rental value of the house as on the effective date of revision. (c) Rent entitlement of the allotted officer as on the date of effective revision. LEASE AGREEMENT: The owner of a house to be taken on lease shall have to enter an agreement with the Company on the prescribed agreement form. The agreement shall be made on non-judicial stamp paper of requisite value at house owners cost. Initially it shall be valid for a period of 11 months, after which the agreement may be extended by mutual consent. REIMBURSEMENT OF MAINTENANCE CHARGES TO THE OCCUPANT OF LEASED ACCOMMODATION MAINTENANCE AND REPAIRS: Ordinarily, maintenance and repairs including white washing etc. of the house shall be the liability of the owner. However, if the owner given his consent or fails or neglects to carry out the necessary work,
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ONGC: Welfare Policy & Industrial Relations

an amount not exceeding one months rent per lease year may be adjusted from the rent bill towards such work, carried out by the allotted officer. A clause to this effect shall be included in the Agreement with the property owner. NOTE: Lease year shall be taken as the 11 months lease period. REIMBURSEMENT: Executives who are residing in the leased accommodation and incurring expenditure from time to time on minor repairs and maintenance are reimbursed the maintenance charges equivalent to two month entitled lease rent or the actual lease rent to be paid to property owner whichever is less after completion of one-year stay in leased accommodation. (i) The period of one year stay shall be taken into account w.e.f. the actual date of taking over leased accommodation. (ii) The reimbursement of maintenance charges will be made on the basis of self-certificate supported along with details of expenditure incurred during the year subject to the following:(a) Reimbursement will be admissible only where ONGC or any other agency or the lessor and his agent do not do maintenance. (b) The expenditure is incurred on minor repair and maintenance only excluding white washing and painting. (c) Any expenses incurred on major type of jobs and limited to one months rent entitlement shall not be allowed for reimbursement. (d) If the house is occupied for less than a year prorates reimbursement will be allowed. (e) The conditions of prorate reimbursement shall apply to the cases of resignation, Voluntary retirement, superannuation, transfer etc. The period of stay for 15 days or more in a month shall be counted as one full month for the purpose of calculation and period of stay less than 15 days in a month will be ignored.

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ONGC: Welfare Policy & Industrial Relations

(f) The claim of reimbursement in the prescribed format will be entertained once in a year i.e. after completion of one year. The claim shall not be carried over to the next year. (g) No reimbursement will be made in the absence of prescribed certificate and details of expenditure incurred duly signed by the employee. . SELF- LEASE SCHEME: SELF-LEASE SCHEME FOR EXECUTIVES ELIGIBILITY: All executives who are otherwise entitled for leased accommodation and own a residential house/flat at the place of posting may be allowed the self-leasing facility provided the company has owned accommodation is not available for allotment. Self-leasing facility can also be extended to the employees at the place where they own their house and operating on On/Off pattern. Houses having joint ownership can also be taken on self-lease by an employee provided he is one of the owners of the house. In such cases the employee has to furnish a NO OBJECTION CERTIFICATE from other co-owner. RENT ASSESSMENT: The criteria for assessment of the rent of the house for self-leasing purposes shall be the same as for leased accommodation applicable to the place of posting. However, the Civil Engineering department shall make measurement etc. in presence of the representatives of Admn. In addition, the owner. No enhancement in rent so assessed will be made until further orders. ENTITLEMENT: The principles of entitlement for plinth area and rent ceiling will remain the same as in case of ordinary leased accommodation.

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ONGC: Welfare Policy & Industrial Relations

RETENTION OF LEASE IN CASE OF TRANSFER ETC.: Executives who are residing in their own houses under Self Lease Scheme may also be allowed to retain the accommodation for a period of two months or up to the end of academic session provided they do not avail Companys residential accommodation or leased houses or claim HRA at their place of posting during that period. OTHER TERMS AND CONDITIONS: (a) Payment of rent will be made to the individual through crossed cheque; (b) Only one family member will be entitled for self-leasing; RENTAL VALUE ENTITLEMENT: The maximum rental value entitlement of an executive for leased accommodation in HRA admissible plus 10% both counted at the maximum of his/her scale of pay. RENTAL VALUE OF A HOUSE: The Housing Committee constituted by the Assets/Basins/Regions/Institutes for the purpose shall determine rental Value of the area. The committee shall consist members each from P&A, Finance, Civil, and representative from ASTO/Unions. The companys authorized civil engineer along with representative of P&A shall inspect every house intended to be taken on lease and its rental value assessed in terms of plinth area offered/taken on lease. The rental value of the premises shall be determined by multiplying the assessed plinth area by the square foot rental rate prevailing as on the date of occupation. Respective Regional Heads based on prevailing market rates at a place decide the square foot rate.

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ONGC: Welfare Policy & Industrial Relations

ADMISSIBLE RENT: The admissible rent, at which the company may hire a residential house on lease, shall be:(a) the rental value of the house, or (b) the rent entitlement of the allotted officer, on date of occupation/allotment whichever is less. RENT REVISION: The lease rent of house may be reviewed only on express request of the house owner and after expiry of 3 years from the date of previous fixation of rents it shall also not be earlier than the date of applicable for revision of rent. The revised rent shall be lease of : (a) 30% over existing rent. (b) Rental value of the house as on the effective date of revision . (c) Rent entitlement of the allotted officer as on the date of effective revision. LEASE AGREEMENT: The owner of a house to be taken on lease shall have to enter an agreement with the Company on the prescribed agreement form. The agreement shall be made on non-judicial stamp paper of requisite value at house owners cost. Initially it shall be valid for a period of 11 months, after which the agreement may be extended by mutual consent. REIMBURSEMENT OF MAINTENANCE CHARGES TO SELF LEASED ACCOMMODATION: The reimbursement of maintenance charges for self leased accommodation shall be as per the norms fixed for Company Lease by ONGC.

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ONGC: Welfare Policy & Industrial Relations

SELF LEASE SCHEME FOR NON-EXECUTIVES The Company has introduced the self-leasing scheme of residential accommodation owned by unionized categories of employees of ONGC subject to the following: The Unions will not insist or demand for construction of any additional quarters or colony in future except for the approved proposals or where no colony exists. ELIGIBILITY: All unionized category of employees, who own a residential house/flat at the place of posting and for the employees at the place where they are owing their house and operating on On/Off pattern may be allowed the Self-Leasing Facility on written request subject to the following conditions: (a) The worker, who opts for availing the scheme, will give an undertaking that:(i) he would not be eligible or considered for allotment of ONGC accommodation; (ii) he would either refund the different benefits (up to the maximum period of 5 years) availed on account of self leasing in case he desires to be considered for allotment of ONGC accommodation in normal course. Or Alternatively, he will be placed in the lowest priority i.e. at the bottom of seniority list. (b) The worker, if applies for ONGC accommodation and is affected due to unforeseen circumstances, such as civil disturbances, flood or extreme medical case subsequent to exercising the option for self leasing, the condition stipulated at a (ii) will not apply. For the work centers, where there is no colony at present, clause (a) (ii) will operate from the date of first allotment of colony accommodation.

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ONGC: Welfare Policy & Industrial Relations

RENT ASSESSMENT: The criteria for assessment of the rent of the house for self leasing purpose shall be the same as applicable for leased accommodation for the place of posting. Measurement etc. shall be made by Civil Engineering in presence of the representative each of Administration and the owner. ENTITLEMENT: The entitlement of the rent under Self Leasing Scheme will be worked out @ HRA applicable for the work-centers + 10% of the pay derived notionally after adding 35% increase to their initial scales instead of working out on present pay being drawn by the unionized category of employees or as fixed by the Corporation from time to time. RENTAL VALUE OF A HOUSE: The Housing Committee constituted by the Assets/Basins/Regions/Institutes for the purpose shall determine rental Value of the area. The committee shall consist members each from P&A, Finance, Civil, and representative from ASTO/Union. The companys authorized civil engineer along with representative of P&A shall inspect every house intended to be taken on lease and its rental value assessed in terms of plinth area offered/taken on lease. The rental value of the premises shall be determined by multiplying the assessed plinth area by the square foot rental rate prevailing as on the date of occupation. Respective Regional Heads based on prevailing market rates at a place decide the square foot rate. ADMISSIBLE RENT: The admissible rent, at which the company may hire a residential house on lease, shall be:(a) the rental value of the house, Or (b) the rent entitlement of the allotted officer, on date of occupation/allotment whichever is less.

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ONGC: Welfare Policy & Industrial Relations

LEASE AGREEMENT: The owner of a house to be taken on lease shall have to enter an agreement with the Company on the prescribed agreement form. The agreement shall be made on non-judicial stamp paper of requisite value at house owners cost. Initially it shall be valid for a period of 11 months, after which the agreement may be extended by mutual consent. REIMBURSEMENT OF MAINTENANCE CHARGES TO SELF LEASED ACCOMMODATION: The reimbursement of maintenance charges for self-leased accommodation shall be as per the norms fixed for Company Lease by ONGC in case of executives. BACHELOR ACCOMMODATION SCHEME APPLICABILITY: This Scheme shall apply to employees of the company on their transfer/posting from one work centre to another as also to fresh appointees, until such time they arrange family accommodation at the new place of posting under any of the company scheme on accommodation. NOTE: The facility will not be available if an employee is posted at a place, which is his/her declared home town. ENTITLEMENT: The facilities to be made available will be as under: The employees in the pay scale of Rs.7000/- and above will be entitled to one cot, one chair, one small table and a cupboard where cupboards/wardrobes are not built in.

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ONGC: Welfare Policy & Industrial Relations

RECOVERY: The employees provided with Bachelor Accommodation will be charged a nominal rent of 3% of basic pay subject to maximum of Rs.25/-p.m. Generally no Electricity charges for normal consumption are recovered from the occupants of Bachelor Accommodation. However, in cases where the occupants use heavy electricity appliances shall pay actual electricity consumption charges. In such cases, such occupant for which installation charges of energy meter shall be borne by such occupant shall provide separate energy meter. HOUSE RENT ALLOWANCE: Considering non-availability of family accommodation at the place of posting, the employees proceeding on transfer/posting from one work centre to another will be eligible for drawal of house rent allowance for the family left behind as per the companys HRA Rules which will be regulated as under: (a) at the rate applicable to the work centre if the company has an office/establishment there. (b) up to the rate applicable to the employee at the new place of posting, if the family resides at a third place i.e. neither the place of posting nor the work centre, where the company has an Office/Establishment. HOUSE RENT RECOVERY (a) Colony Accommodation No House Rent Allowance will be paid to the employees who have been provided Companys accommodation. Additionally standard recovery shall be made in respect of colony accommodation as per details given below:-

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ONGC: Welfare Policy & Industrial Relations

Type of Quarters

Colony Accommodation Outside Municipal Limits 85 200 300 450

A B C D

Within Municipal Limits 130 320 450 675

(b) Leased Accommodation: The officers provided with unfurnished leased accommodation shall be liable to house rent recovery at the rates prescribed from time to time. The existing rates are as under (Rs. /month) Executive level E-0 E-1 E-2 E-3 E-4 E-5 E-6 E-7 E-8 E-9 Rate of recovery 640 640 640 900 900 900 1350 1350 1350 1350

The House rent recovery for self-leased accommodation for nonexecutives shall be made as under: Non executives eligible for A type accommodation Rs.260/Other non executives Rs. 640/-

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ONGC: Welfare Policy & Industrial Relations

The liability for house rent shall commence on the date of occupation of the accommodation or from the 8th day of allotment of the accommodation whatever is earlier; Besides the rent, the allotted shall be liable to pay charges for electricity, water and other services, rates of which are subject to revision from time to time. (c) PENAL RENT: Rate of penal rent should not be less than the rate calculated twice the admissible House Rent percentage at the respective location plus twice of 7.5 percentage of basic pay. NORMSELIGIBILITY: All employees may apply for Colony Accommodation including those who have constructed their houses out of HBA. OUT OF TURN ALLOTMENT: No out of turn allotment of residential accommodation on the grounds other than exigencies of work, may be made unless the case is of extra-ordinary nature. ACCEPTANCE OF ALLOTMENT: If an employee fails to accept the offer of an allotment of a residence made to him within seven days after the date of issue of offer or fails to move into that residence within eight days after the date of allotment or fails to accept alternative accommodation offered to him:(a) He shall not be eligible for another accommodation during the remaining period of that allotment year and; (b) Any previous allotment of a residence in his favor shall be deemed to have been cancelled with effect from the said date and he shall vacate the residence forthwith;

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ONGC: Welfare Policy & Industrial Relations

CHANGE OF ALLOTMENT: No change for Colony Accommodation shall be entertained before three years from the date of allotment/ previous change; With the approval of competent authority, a change of residence within the same class may be given on grounds of health or other valid reasons; The employee to whom residences have been allotted may, with the written approval of allotment officer, exchange residences within the same class provided that:(a) The houses as exchanged shall be re-allotted to the employees concerned; (b) Mutual exchange shall be allowed only to relieve hardship, and (c) Both the employees are normally expected to continue in occupation of residences of thus exchanged for at least six months and that neither of them is likely to shift to a residence of his entitled class or surrender the accommodation immediately after such exchange is approved. SUBLETTING AND SHARING: No employee shall share the accommodation allotted to him or any portion thereof or any of the out houses, garage etc. thereto except with Corporations employees eligible for allotment of company accommodation, with the prior permission of Allotment Officer. Not -withstanding that the permission of allotment officer has been obtained for sharing residence, the allotted shall remain personally responsible for any rent payable in respect of the residence and for any damage caused to the premises or services beyond fair wear and tear. No employee shall sublet the company accommodation allotted to him.

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ONGC: Welfare Policy & Industrial Relations

2. MEDICAL FACILITIES:
REIMBURSEMENT: (i) Employees taking treatment as outpatient/inpatient in Government, ONGC Authorized Hospitals/Dispensaries are reimbursed their medical claims as per admissibility and counter signature by ONGC Medical Officer; All medical claims for reimbursement (irrespective of the amount involved) must be submitted supported with reference slip, prescription slip, cash voucher and essentiality certificate if applicable to In charge, Medical Section, ONGC for scrutiny and counter signature before the bills are passed by the controlling officer and forwarded to Finance for preaudit and payment; Employees and their dependent family members are eligible to avail treatment from the empanelled AMAs/Specialists/Hospitals/Nursing Homes, wherever such facilities are being made available near their residence. In exceptional and emergency circumstances, relaxation can be granted for reimbursing the medical expenses of the treatment availed from the Hospitals/AMAs who are not in the panel of ONGC. Cases involving large amount of reimbursement of medical expenditure pertaining to operative treatment relating Kidney transplantation; open-heart surgery; installation of pacemakers etc. The proposal should contain self-contained note requesting for approval of the competent authority interalia specifying the date of joining of the employee in the Company, his date of birth; his medical history. The Companys employee or a member of his family if receives treatment from his authorized medical attendant at a place where he falls ill, whether it be his permanent residence or place of his casual stay or the place where he may be spending leave, can be allowed reimbursement of the medical expenses. But so far as confinement is concerned, medical expenses are refundable irrespective of place provided the wife of the Company employee receives

(ii)

(iii)

(iv)

(v)

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ONGC: Welfare Policy & Industrial Relations

medical attendance and treatment for confinement in a government recognized hospital or other authorized sources. (vi) Reimbursement of charges to the employees and their dependent members who undergo treatment in private hospitals, in emergency, at the rates approved by the Company at that place instead of restricting these to Government rates. (vii) Special Sanction: Special sanctions are to be considered only in very exceptional case where treatment has to be undertaken in emergency to save a life or in case of an accident etc. In such exceptional circumstances, the Controlling Officer of the employee should certify that the circumstances of the case were such that the employee was forced to take treatment from unauthorized / unrecognized Doctor / Hospital. The claim should also accompany a certificate from the attending Doctor that immediate treatment was necessary and there was no time for the patient to be taken to a recognized Hospital or the facilities for the treatment was not available in recognized Hospital. In such cases, the employee concerned has to intimate his controlling officer at the earliest. Claims for special sanction in relaxation of the Medical Attendance Rules will be entertained only in emergencies or if there are no empanelled Hospitals/AMAS in the areas where such employees are residing. Claims will be restricted to Government Hospital rates at that place. Hence, employees are advised to avail medical facilities from the empanelled Hospitals/Nursing Homes/AMAS/Specialists. Wherever ONGC Hospital/Dispensary is not available, employees can avail medical facilities as per CSMA rules.

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ONGC: Welfare Policy & Industrial Relations

EMERGENCY: In case of emergency, the employee admits himself or their dependent family members the following procedure is to be adopted: (1) Emergency certificate from AMA mentioning the nature of disease, position at the time of admission/report of the concerned doctor; (2) Claims must be supported with Certificate A or B and the case may be having all relevant by the concerned Doctor/Hospital; (3) All prescription slips in original with legible details of the Medicine/Pathological tests etc. with charges paid be attached; (4) OPD booklet in cases of Surgery and ANC card in cases of obstetrics is made available for scrutiny; (5) Dental treatment relating to (I) Prosthetic Dental Work (ii) Orthodontia - correction of Malocclusion (iii) Crown & Bridge work and (iv) Dentures - full or partial TIME LIMIT: Medical bills for reimbursement should be preferred within three months from the date of completion of treatment. In case where three months are already over, the reasons for late submission is to be furnished by, the respective controlling head condone the individual and the delay before sending the claims for special sanction. REIMBURSEMENT OF EXPENSES ON PURCHASE/REPLACEMENT/ REPAIR, ADJUSTMENT OF HEARING AID (i) The cost ceiling of reimbursement will be Rs.10,000/- on purchase/replacement/ repair, adjustment of hearing aid for body worn/pocket/behind the ear type/ in the canal type conventional), as per requirement of the patient for one sided Hearing Aid. Any patient requiring a bilateral Hearing Aid on the basis of his/her hearing loss and its attendant disability/ speech training requirement rehabilitation, specially in child/ job requirement in adult may be permitted up to a maximum ceiling of Rs.20,000/-

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ONGC: Welfare Policy & Industrial Relations

(ii) The facility may be extended to the employees and their dependent family members. (iii) Hearing Aid shall be allowed on the recommendation of the Medical Officer In charge of ONGC Hospital / Dispensary or by the Specialist concerned supported by audiometric evidence and the level of approving authority should not be less than E-6/7. (iv) The reimbursement of cost of Hearing Aid shall be restricted to three times only in the whole lifetime. REIMBURSEMENT OF COST OF ARTIFICIAL APPLIANCES AND LIST OF APPROVED CENTRES AND AGENCIES FOR PROCURING THESE APPLIANCES The following centers have also been approved for the purpose:(i) All Govt. Institutions. (ii) Endolite India Limited A-4, Naraina Industrial Area, Phase-I, New Delhi-110078 (iii) Endolite India Limited C-3 Pink Rose (GF) MMC Road, Mahim (W) Mumbai-400016 (iv) Endolite India Limited 422-A Kilpark Garden Road, Chennai-600010

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ONGC: Welfare Policy & Industrial Relations

(v) Otto bock Orthopedic India Pvt. Limited 301, Nirma Kendra, Dr.E.Moses Raod, Mahalaxmi, Mumbai-400016

(vi) Mohana Orthotics and Prosthetic Centre, No.154, MTH Road, Villivakkam Chennai-600049 (vii) Ottobock Orthopaedic India Pvt. Limited 1, Masjid Moth, New Delhi. NOTE:(a) The reimbursement may be allowed only when the artificial limb has been prescribed as per category wise specification physically verified and certified as essential by a qualified orthopedic surgeon or any equivalent. (b) Full reimbursement in respect of employees is admissible only in cases of injury while ON DUTY. For all other cases, reimbursement may be limited to 80% of the cost fixed or the actual expenses incurred by the individual, whichever is less. (c) The frequency of reimbursement will be as under:(i) Adults- every 10 years for a maximum of 3 times; (ii) Children- every 5 years upto 12 years of age.

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ONGC: Welfare Policy & Industrial Relations

(d) The payment may preferably be made directly to the supplying Agency. (e) The level of approving authority would be as per powers delegated in the BDP. (f) There is no upper limit/ ceiling for reimbursement of artificial appliances for employee patients who sustained permanent disability following injury on duty. Relaxation for Apollo Hospital, ChennaiClass III and Class IV employees in the level of W-4 scale and above who are otherwise entitled for multiple shared accommodation in the centrally A/C Hospitals/Nursing Homes can avail the twin shared accommodation/ restricted to semi-private, if they are recommended for admission in Apollo Hospital, Chennai. (a) Normal existing limit for expenditure on medical reimbursement in one year is three times of current monthly emolument of the individual; (b) If the medical charges exceed this maximum limit, and it is foreseen by the Head of Regions that this would not exceed a further three times of monthly emolument of the individual; (c) Such cases shall be reviewed by the Regional Heads and in such cases the reimbursement on medical accounts would be upto six months as hitherto plus one more month i.e. reimbursement on medial expenditure upto seven months emoluments can be approved. (f) The restrictions for three months, six months and seven months emoluments of the Individual will comprise of the following ingredients: (i) Pay, (ii) Dearness Allowance, (iii) Interim relief / ad-hoc if any, (iv) City Compensatory Allowance / DSCA.

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ONGC: Welfare Policy & Industrial Relations

TRAVELLING ALLOWANCE: The employees of the Company and their families shall be entitled to traveling allowance at the rate and conditions specified below, for journeys undertaken by them to obtain appropriate medical attendance and treatment for which they are entitled under the rules and orders issued by the Company. Journey by Rail: (i) For the employees: Fare of the entitled class or of the lower class by which they actually travel plus daily allowance at ordinary rate for the journey period shall be admissible as provided in TA rules but no daily allowance shall be admissible during the period of halt. (ii) For the members of their families: Fare of the class by which the employee is entitled to travel on tour under these regulations or the lower class by which they actually travel. Journey by road: (i) For the employees : For the road portion of the journey or for journeys between stations connected by road only actual fare paid for the journey by Bus or other Public conveyance or road mileage as on tour admissible under these regulations whichever is less. (ii) For the members of their families : Actual fare paid for the journey by Bus or other Public conveyance or road mileage at the rates admissible to the employee on tour under these regulations, whichever is less, but no daily allowance would be admissible to the members of the family for the period of journey/halt. Journey by Air: Traveling Allowance by air is not admissible for the journeys undertaken to receive medical attendance and treatment authorized under the rules, However, the Company may consider refund of air fare paid in individual cases on merits provided they are satisfied that
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ONGC: Welfare Policy & Industrial Relations

air travel was absolutely essential and that travel by any other means, i.e., rail or road etc., would have definitely endangered the life of the patient or involved risk of serious aggravation of his/her condition. In any case, an employee or a member of his family traveling by air for the purpose at his/her discretion is entitled to claim traveling allowance. The officers entitled to travel by air or by 1st class ACC (Train) on tour, or/their family members who are referred by the competent Medical Authority, for medical Consultation/treatment to outstation, can travel by their entitled class of travel. Journey by other means of conveyance: If the patient travels by means of conveyance other than specified in these regulations or by his/her private conveyance, traveling allowance shall be admissible to the extent otherwise admissible under this sub-regulation. Conveyance charges: When the journeys are undertaken within the same City-Municipal or Corporation Area, Military Station and Cantonment Board area etc., and the distance traveled is more than 8 Kms. each way, the employees and members of their families will be entitled to conveyance allowance only at the following rates provided it is certified by the Authorized Medical Attendant in writing that it was necessary for the employee or members of his/her family to travel by a conveyance: (i) For the employee: Actual conveyance charges limited to mileage allowance at tour rates (without daily allowance); and (ii) For the members of their families: Actual conveyance charges limited to half mileage allowance at tour rates (without daily allowance) admissible to employees themselves.

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ONGC: Welfare Policy & Industrial Relations

Special concessions to T.B. & Cancer Patients: The employees or their family members suffering from these unfortunate diseases should invariably avail of the rail concessions granted by the Ministry of Railways (Railway Board) to T.B. and Cancer patients. At present, the Ministry of Railways (Railway Board) have granted the following concessions to all T.B. and Cancer patients for their journeys for admission to or on discharge from a Hospital/Sanatorium/Institute/Dispensary in connection with their reexamination or periodical check-up: For whom available (1)Patient traveling accompanied by an attendant. Nature of concession A combined blank paper ticket for the journey of the patient and his attendant on payment of single journey fares for the patient in the class occupied. Single journey ticket on payment of 1/4th the normal fare due.

(2) Patient traveling alone

TA FOR ATTENDANT/ESCORT: An attendant/escort will be entitled to traveling allowance both way at the rates admissible to a member of the family of the employee concerned provided it is certified in writing by the AMA that it is unsafe for the patient to travel unattended and that an attendant/escort is necessary to accompany him/her for the place of treatment. TRAVELING ALLOWANCES TO THE MEMBERS OF THE FAMILY OF AN EMPLOYEE WHO DIES WHILE IN SERVICE: (a) In case an employee dies while in service of the Company, the members of his family shall be paid traveling allowance as on transfer to proceed to their Hometown or the place where they want to settle, subject to the amount being limited to an amount admissible for hometown. The amount may be worked out based on the entitlement of the deceased employee and paid to the widow/widower or any
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ONGC: Welfare Policy & Industrial Relations

other member of the family, who is major and of sound mind. The decision of the sanctioning authority as to whom payment may be made shall be final. (b) In case an employee dies at work place and the body is to be cremated at the station of death, the entire expenses for burial etc. are to be borne by the Company. His family members who wish to attend the funeral/cremation from any third station are paid TA. (c) In case an employee dies at work place / Hospital and his family member wishes to cremate his body at a place other than workstation, his body is to be transported to that place at the cost of Company. (d) No adjustment bill for the amount paid shall be insisted and the amount charged to the final head of account after obtaining an undertaking from the payee that the journey will be performed in the class of accommodation for which the fare has been claimed. The above facility is, however, not admissible to the dependent family members of the employee. MEDICAL FACILITIES FOR EMPLOYEES ON 14 DAYS ON/OFF: (i) The employees and their dependent family members are allowed to avail medical facilities from ONGC Hospitals/Dispensaries, AMA, Government Hospitals in case if these facilities are available in the station where employees are staying with their family members; (ii) Before availing medical facilities employees are to take permission from the local Establishment where their personal files are maintained. In case of their place of posting and place of availing medical facilities are different, permission from Establishment is to be drawn with photo identity card system; (iii) In case of availment of medical facilities from AMA/District/Government Hospitals and their medical claims for reimbursement shall be entertained as per provisions of the Medical Attendance Rules. (iv) If family members have to avail medical facilities at a place where Corporations own arrangement does not exist, they should go to

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ONGC: Welfare Policy & Industrial Relations

Government Hospitals/Doctors and special sanction cases should arise only in extreme emergencies. Unauthorized Admission: Employees admitting themselves or their dependent family members in a private nursing home without intimation/prior permission from the competent authority will be treated as unauthorized admission into such Hospital. Reimbursement of cost of expenditure on such treatment will not be made. Medicines prescribed by such hospitals are also not issued. In case of emergency, a certificate to this effect is to be obtained from Head of Office/BG/Project for regularizing the admission. TREATMENT OUTSIDE INDIA: (i) Having regard to the improved medical facilities available in India, the managerial personnel should obtain specialized treatment abroad only in exceptional and deserving cases. All proposals for reimbursement on special medical treatment abroad must invariably be accompanied by an essentiality certificate issued and signed by Director General of Health Services of the concerned State Government./ Union Territory; (ii) The ceiling on reimbursement of medical expenses on specialized medical treatment abroad (inclusive of airfare, boarding/lodging for the patient and the attendant, where the DGHS considers it necessary that the attendant should accompany the patient) is Rs.9.00 lakhs only. (iii) The proposal for increase in the remuneration by way of reimbursement of medical expenses on specialized treatment abroad is considered in respect of the managerial personnel himself/herself and not his/her family members or dependents; (iv) Employees are permitted to obtain medical treatment outside India for himself or for a member of his family for any treatment specified below:-

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ONGC: Welfare Policy & Industrial Relations

(1) Cardio Vascular Surgery; (2) Kidney transplant; (3) Other organ transplants; (4) Joint replacements and surgery; (5) Bone marrow transplant; (6) Certain types of medical and ontological disorders such as Leukemia and neoplastic conditions; (7) Micro vascular surgery and Neuron surgery; (8) Treatment with Laser, which obviates the need of open surgery; (9) Treatment with Argon, Krypton, and Yag Laser in Ophthalmic cases; (10) Extra corporeal stone disintegration by Ultrasonic shock waves. (v) CHECK-LIST FOR TREATMENT OUTSIDE INDIA: Since the cases of treatment outside India involve lot of back-up data of the patient, the following checks should be exercised while examining and recommending the cases of the employees and their dependent family members for treatment in a country other than India:(1) Whether it is a case of employee, he or it is for the dependent family members; (2) Post history of the case; (3) Since when detected; (4) Medical expenditure already incurred;

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ONGC: Welfare Policy & Industrial Relations

(5) Whether thorough medical examination was done at the time of entry to the Company in case it is for employee himself; (6) Whether the employee concerned has been periodically medically examined. If so, whether the ailment was detected or not. If yes, what treatment/counseling was given? (7) Whether the ailment could be attributed due to any negligence in spite of affording treatment; (8) Age of the patient; (9) Whether outside treatment being afforded is in the interest of the Company or in the interest of patient or for the sake of humanity; (10) Whether with rapid advancement of medic-science the treatment is prescribed within the country. (vi) HEALTH INSURANCE COVERS: (i) The Officers proceeding abroad may take out health insurance cover on their arrival abroad; (ii) Premium/fee paid in this regard is reimbursable to the individual; (iii) Any special case involving major sickness going beyond insurance cover, may be considered on merits, on the recommendations of appropriate authority including Indian Embassy / High Commission / Consulate concerned. (vii) IMPORTED MEDICINES & REIMBURSEMENT THEREOF: Reimbursement of imported medicines essentially required for life saving and other purposes where cash memo/cash receipts are not issued by the chemists, has to be made as below in relaxation of CSMA Rules:

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ONGC: Welfare Policy & Industrial Relations

(i) A certificate from the employee that the purchase of medicine was tried from the Chemist possessing Import License of the relevant Act, but either medicine was not available or the cashmemo is not being issued. (ii) The prescription of such medicine should be from specialist/authorized Medical attendant in the respective specialty in Hospital/Institute/specialist in ONGC Hospital/Dispensaries in direct need only. (iii) The dosage and the stipulated period of administration of the medicine is also to be clearly certified by the AMA (Specialist). (iv) The claim should invariably be supported by a certificate from the AMA (Specialists) that the use of imported medicine is unavoidable for saving the life of the patient and that no substitute having equal therapeutically value are available in the country. (v) The M.O. In charge at the Hqrs. / Regional Office has to certify the responsibility of the cost of drug/ medicine after confirming it from the available sources in the centre. (vi) All such cases are to be maintained/entered in the ledger separately for special sanction of competent authority. (vii) The employee should also produce empty phial, cartons etc. to AMA (Specialist) who should destroy them, and record a certificate to this effect, on the claim papers. REFERENCE TO A PLACE OTHER THAN PLACE OF POSTING: Procedure/formalities to be observed in the case of treatment on referral basis in Delhi, Mumbai, and Chennai etc. (1) Employees and their dependent family members needing medical attention/treatment at the reputed hospitals in metropolitan cities are required to carry a reference from the M.O.Incharge (ONGC) to M.O.Incharge (ONGC) at the referred place not only to decide the further mode of treatment but also to see that admission.

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ONGC: Welfare Policy & Industrial Relations

If necessary, is arranged in a specialty hospital with which credit system has been established. It has, however, been noticed that in many a case, references are being given directly for the specialty hospitals, instead of referring the cases to the M.O.Incharge (ONGC) of that work centre. As a result, neither any record of referred cases can be maintained properly nor can the expenditure be monitored. This is violation of the existing instructions. (2) Keeping the above in view, it is reiterated that the following guidelines are followed strictly while referring the medical cases of outstation treatment:(i) The M.O.Incharge (ONGC) should refer the case to nearest centre where the specialized treatment facilities are available, except in the follow-up cases and the cases requiring reference to a distant place for specialized treatment based on advanced technology ground. The referred case that could be treated in OPD should never be hospitalized on insistence of the patient/escort. If perchance it is done, M.O.Incharge (ONGC) should not authorize hospital payments in such cases. These cases could subsequently be reimbursed the admissible expenditure depending upon the merit of the case. The choice of specialty hospital should be left to the discretion of the M.O.Incharge (ONGC) of the respective station except in the follow-up case. The patient has to get admitted to the specialty hospital through M.O.Incharge (ONGC) at that place in order to avail the credit facility. Employee carrying reference for outstation treatment should also necessarily carry an authority letter from his/her. Controlling officer to ensure proper accounting and debiting. Cases requiring specialized medical consultation / treatment at such of those hospitals / Institutes, which are not centrally recognized but have been recognized by other Region / Work centers, shall also be referred to

(ii)

(iii)

(iv)

(v)

(vi)

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ONGC: Welfare Policy & Industrial Relations

these Hospitals / Institutes looking to the seriousness / nature of each individual case. ISSUE OF MEDICINES: (i) Medical Officers of ONGC are authorized to issue medicines prescribed by Authorized Medical Attendants of ONGC and Government whenever any patient is referred for outside treatment; (ii) Employees are issued medicines for a period, which will be decided by the ONGC Authorized Medical Officer; as he is the best judge in prescribing the medicine and duration; (iii) No medicines will be issued against the prescription of Private Medical Practitioners. TRANSIT ACCOMMODATION FOR MEDICAL TREATMENT: (I) Wherever Company employees are referred for medical treatment to a station where ONGCs Guest House exists, priority to allot him is to be given to accommodate them subject to availability; (II) CHENNAI: Transit Accommodation for escorts of ONGC employees coming for medical attendance to Chennai is available. On arrival at Chennai, the Authorized Medical Attendant (Escort) not exceeding two would be given accommodation on the recommendations of the DGM (Medical), Chennai. Preference would be given to ONGC employees coming from remote areas: North-East and allotment would be given on first-come-first basis. The General Administration of P&A, ONGC, Chennai will make arrangements.

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ONGC: Welfare Policy & Industrial Relations

INSTRUCTIONS TO EMPLOYEES & ONGC MEDICAL OFFICERS [CASES ADMITTED IN EMPANELLED HOSPITALS/NURSING HOMES] (i) PHOTOGRAPHS ON MEDICAL BOOKLET: (a) Employees and their family members availing medical facilities from ONGC have to affix their photographs on the medical booklet. (b) The photographs so affixed shall be verified by the respective Controlling Officer in the concerned Business Group. One copy of the photograph shall be kept in the personal file of the concerned employee and one will be sent to ONGC Hospital along with Index card. (c) In case of children below 3 years, affixing of photographs is not necessary. (d) Reimbursement of cost of photographs @ Rs.15/- for 3 photographs of each beneficiary will be made to the employee on application when he joins on first appointment. (e) In case of transfer when fresh medical booklets are required to be issued at the new place of posting of an employee, reimbursement as above will also be made. (f) Reimbursement is allowed to(i) Regular and Retired ONGC employees; (ii) K.V. employees; (iii) CISF Personnel (iv) Government Audit Party (g) However, booklet lost or mutilated by the Employee, reimbursement of photographs will not be allowed. (h) In case of lost of medical booklet by the employee, a penalty of Rs.10/- is to be borne by the employee for issue of a duplicate Medical booklet.

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ONGC: Welfare Policy & Industrial Relations

(i) Penalty will be accepted by the F&AO concerned, on the recommendations and verification by the Medical Officer In charge at that station. (ii) Employees of the Company and their family members referred from outstation for medical treatment to a hospital (with whom ONGC has credit facilities) located at a work centre in any other Region, the hospital and other bills towards medical treatment shall be admitted on the basis of verification by the Medical Head of the Region where the patient has obtained the treatment. If any recovery is advised, the same shall be made from the employee concerned based on details, which would be provided by the recommending Medical Authority. Reimbursement for such authorized treatment can be also is made on the certification by regional P&A In charge concerned. (iii) The employee/patient as and when admitted in the empanelled Hospital/Nursing Home should invariably check and sign the bill at the time of discharge; (iv) Proper and careful scrutiny and verification of bills be made before releasing payment to the empanelled hospitals/Nursing Homes; (v) Any empanelled Hospital/Nursing Home/AMA, if indulges in overcharging should be viewed seriously and strict action be taken, including de-empanelling; (vi) While recommending relaxation for emergency cases, the Medical Officers of ONGC should satisfy them and judiciously use their discretion in certifying emergencies and should not solely depend upon the emergency certificate issued by non-empanelled Hospitals/Doctors. MEDICAL ADVANCE: In case of emergency, in charges of Medical branches have been authorized to sanction medical advance of Rs.4, 000/- in each case. However, such advance shall be deposited directly with the hospital based on the recommendations of the concerned doctor of the hospital. The Head of Regions/Institutes/Business Groups and the GGM (Admn.) at HQ shall sanction such advance.

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ONGC: Welfare Policy & Industrial Relations

AVAILING MEDICAL FACILITIES BY A NON-BENEFICIARY: In case of a non-beneficiary impersonating, as a beneficiary whenever noticed, should be brought to the notice of Vigilance Branch directly the Medical Officer concerned suggesting disciplinary action against the employee concerned. The medical facilities to such employees should also be permanently stopped if they are found guilty. PERIODICAL MEDICAL EXAMINATION (PME) OF EMPLOYEES: Guidelines on PME are: (i) Frequency of PME up to 45 years of age should be once in 5 years, between 45-51, once in 3 years, between 51-55 once in 2 years and above 55 years of age once in every year; (ii) Each work centre is required to make age wise grouping of employees and prepare dates for PME as per the above frequency cycles (I); (iii) Employees appearing for PME to be treated on duty; (iv) All PME data is given for IBM PC for programming and maintaining the records in IBM compatible PC in the respective work centre; (v) The data shall be transferred to the new work centre along with transfer documents of the employees; FIRST AID TRAINING: As per the statutory provisions of Mines Rules, the First Aid Training is a basic training which should be given to all employees, especially those employed in Drilling, Mechanical Workshops, Laboratories, Transport, Production installations and those working with movable machinery. The Company has decided to impart the First-Aid Training to the employees posted at all work-centers by a Medical Officer of the Company in association with the local branch of St.John Ambulance Association, in the manner as provided under:-

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ONGC: Welfare Policy & Industrial Relations

(a) The training should be imparted in a class room of sitting in batches of 20-25 employees at a time. (b) The training course should consist of 8-10 lectures with demonstration as specified in the First Aid Manual of St.john Ambulance Association of India. As per procedure laid down in the Manual, maximum of 2 lectures may be given in a week and the total period of the course shall be 4 weeks. (c) On completion of course, tests shall be conducted by another doctor. The attendance and test answer copies of the employees concerned with prescribed shall be sent to the St.John Ambulance Association Office for evaluation and issue of First Aid Certificates to the successful candidates. Thereof refresher courses, after interval of two years shall be arranged for the trained First Aid Personnel. INFERTILITY TREATMENT: Treatment of Infertility will be admissible if it is taken on the advice of concerned Specialist with due recommendation of the Medical Officer In charge of ONGC. Such proposal shall be initiated by Head of Medical Services in the Region and shall require prior approval of Regional Director of the respective Region and Director (Personnel) at Headquarters. Conditions for referring any beneficiary for availing infertility treatment are: (i) A minimum of 2 years period of cohabitation of the couple after marriage shall be essential before the infertility treatment is advised; (ii) Production of a Certificate from the concerned Specialist confirming that all the other methods of fertility treatment have failed. (iii) Such treatment will be availed from the ONGCs recognized Hospitals/Nursing Homes and in the absence of such facility in a particular Station; the expenditure should be restricted to Govt./Govt.recognised Hospitals of respective Regions/States. (iv) A maximum of 3 Cycles of treatment only will be admissible.

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ONGC: Welfare Policy & Industrial Relations

HEPATITIS - B: Since it is an alarming disease with drastic consequences, the vaccine for immunization is required to be administered selectively to Pediatric age group and to the vulnerable group like Doctors, Para Medical Staff: (i) The immunization against Hepatitis - B should be given priority and initially the arrangement should be made in all workcenters for immunization of children up to 12 years of age group. (ii) The full course of vaccination comprising of 3 doses should be completed as per the schedule recommended by the authorized Medical Attendants. (iii) The children below 10 years of age are to be given Pediatrics dose (1/2 ml) and children between the age group of 10 to 12 years are to be given adult dose (1 ml). (iv) For the employees working on 14 days ON/OFF duty or on similar pattern and are operating from a station other than their place of posting, the reimbursement may be allowed subject to following conditions:(a) The recommended schedule of 3 doses is to be adhered to for proper immunization. Any default in completing the full course as per schedule is not to be considered for reimbursement and the vaccination cost in that cost is to be borne by the employees concerned. (b) The prescription obtained from authorized medical attendants; preferably a child specialist should invariably be attached with the reimbursement claim. (c) Reimbursement to be permitted after completion of the full course of vaccination. Part payment is not allowed. (d) The detail/record of vaccination is to be maintained by the concerned employee and cop of the vaccination record is to be submitted along with the bill for reimbursement.

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ONGC: Welfare Policy & Industrial Relations

3. LOANS AND ADVANCES


(A) HOUSE BUILDING ADVANCE AMOUNT OF ADVANCE: (a) First HBA: 75 months Basic Pay + D.A. Or approved estimated cost of construction including cost of land Or Rs.7.5 lakhs whichever is least. (b)Second HBA: Approved estimated cost for extension Or Rs.3 lakhs whichever is less. NOTE: The first HBA and second HBA together should not exceed 75 months basic pay+ D.A. Or Rs.7.5 lakhs whichever is less. ELIGIBILITY FOR HBAHouse Building Advance may be granted to the Employees of the Company, who have put in a minimum of 7 years continuous service or have completed 10 years of total service including service rendered in Government/Public Sector Undertaking and have completed probation period satisfactorily. Provided that the above stipulation shall not be applicable in respect of such employees of Government/Public Sector Undertaking/Statutory Corporations/ Quasi-Government Bodies, who in continuation of their deputation/lien service in the company are absorbed in the services of the company or joined the company afresh from such organization after applying through proper channel and agreed by ONGC for repayment of the balance amount of House Building Advance drawn from their parent organization/department and interest accrued thereon. The period of training in respect of all those employees who are absorbed in the Companys regular service immediately after successful training will be counted for the purpose of eligibility of the advance provided there is no break in training/ service.

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In respect of ad-hoc employees who have been appointed in the Companys regular service, their period of ad-hoc employment will be counted for the purpose of eligibility for the advance provided there is no break in their ad-hoc appointment and their regular appointment is in continuation of their ad-hoc appointment without any break. In case both husband and wife are employed in the Company, and are otherwise eligible for the grant of advance, only one of them shall be eligible for the grant of advance, at their option. House Building Advance may be granted to the Employees of the Company, who have put in a minimum of 7 years continuous service or have completed 10(ten) years total service including service rendered in Government/Public Sector Undertaking and have completed probation period satisfactorily. Provided that the above stipulation shall not be applicable in respect of such employees of Government/Public Sector Undertaking/Statutory Corporations/ Quasi-Government Bodies, who in continuation of their deputation/lien service in the company are absorbed in the services of the company or joined the company afresh from such organization after applying through proper channel and agreed by ONGC for repayment of the balance amount of House Building Advance drawn from their parent organization/department and interest accrued thereon. The period of training in respect of all those employees who are absorbed in the Companys regular service immediately after successful training will be counted for the purpose of eligibility of the advance provided there is no break in training/ service. In respect of ad-hoc employees who have been appointed in the Companys regular service, their period of ad-hoc employment will be counted for the purpose of eligibility for the advance provided there is no break in their ad-hoc appointment and their regular appointment is in continuation of their ad-hoc appointment without any break. In case both husband and wife are employed in the Company, and are otherwise eligible for the grant of advance only one of them shall be eligible for the grant of advance, at their option.

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RATE OF INTEREST: Amount of HBA First Rs.30,000/30,001 - 3,00,000/3,00,001 - 7.5 lakhs Rate of Interest 5.5% 6% 8%

PENAL INTEREST: Penal interest @15% over and above the normal interest is charged in case of non-utilization of HBA within the stipulated period as required under ONGC HBA rules. REPAYING CAPACITY: No. of years of service Retiring after 20 years 10 - 20 years of service left Payable amount 50% of Basic pay + DA 60% of Basic pay + DA, additionally 80% of Gratuity may be adjusted

Less than 10 years 66.67% of Basic pay + DA, additionally 90% of of service left Gratuity may be adjusted against interest only NOTE: DA includes interim/ad-hoc relief, if any. REPAYMENT OF ADVANCE: Nature of Amount First HBA Principal Interest Second HBA Principal Interest No. of Installments (Max.) 120 60 90 30

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DISBURSEMENT OF LOAN: is made in installments as per details given below: (i) Purchase of plot and construction of house thereon for (a) 20% of total advance is released purchase of plot; and (b) The balance advance of 80%is released in three installments of30%, 40%and30% for construction. (ii) Construction of house on existing plot (iii) Outright purchase of house/flat (iv) Second Advance for extension of house 3 installments of 30%, 40%, 30% in one lump sum installment Two installments of 50% each

PROCEDURAL FORMALITIES: (i) The employee who intends to avail HBA will submit application for grant of HBA in prescribed Performa in duplicate through proper channel to the concerned HBA section along with requisite documents. (ii) On receipt of application from employee, the concerned dealing section will scrutinize the application with reference to the conditions of eligibility as provided under HBA Scheme as well as priorities etc. if any laid down for dealing with such cases so as to satisfy themselves that all conditions have been fulfilled. The HBA sanctioning authority will also satisfy himself of the correctness of the facts stated in the application as well as examine the title deeds and other documents in consultation with the Legal and Civil Engineering Department to make sure that the property in question is free from all encumbrances and estimated cost of construction is in accordance with the relevant Schedule of Rates (SOR); (iii) The loaned employee already holding a marketable title to the land on which the house is to be constructed, will deposit the aforesaid Title deed of land and other document with the Authorized Officer of

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ONGC with a covering letter The Authorized Officer will confirm the transaction . (iv) On receipt of Title Deed(s) and other documents, which are called for, the authorized officer will record the creation of Equitable Mortgage by delivery and deposit of Title Deed by signing the Memorandum of Entry. (v) A copy of Memorandum of Entry will be pasted on the Register of HBA maintained by the concerned section and also confirm the creation of Equitable Mortgage to the employee. (vi) After creation of Equitable Mortgage, the employee will make a declaration on non-judicial stamp paper of requisite value; (vii) The loaned employee purchasing ready built house will be required to deliver and deposit the registered sale deed of apportioning land, in the same manner and observe all the formalities, documentation, and registration of the Declaration etc. TERMS AND CONDITIONS FOR GRANT OF HBA (a) MORTGAGE OF HOUSE: On purchase of land, the plot and house to be built thereon should be mortgaged to Company House/Property acquired through HBA is to be mortgaged to Company by equitable mortgage under 58(F) of Transfer of Property Act, 1982 by depositing the title deed with the authorized officer of the Company along with a declaration in the prescribed from on a non-judicial stamp paper of appropriate value. (b) INSURANCE: Immediately on completion or purchase of the house/flat, the same is to be insured against fire, flood, and lightening for a sum not less than the amount of advance and the policy is to be pledged to and deposited with the Company. The employee shall thereafter pay the premium regularly and produce the premium receipts to the Head of Office for verification.

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(c) TIME LIMIT: (1) Construction to be carried out exactly as per approved plan and specification based on which the advance was computed and sanctioned. (2) In case of advance for plot and house thereon, the construction is to be completed in 24 months. (3) In case of advance for house only, the construction is to be completed in 18 months. (d) EXTENSION OF TIME LIMITS: In case the construction of house is not completed within the stipulated period due to circumstances beyond, the control of employee an extension of the time limit may be allowed as under: (e) LIST OF DOCUMENTS REQUIRED FOR HOUSE BUILDING ADVANCE: FOR CONSTRUCTION OF HOUSE 1. Title Deed in the name of the applicant in Original. 2. Non-Encumbrance Certificate for more than twelve years. 3. Proposed plan of house construction duly approved by the authorities concerned (Municipality/Development Board/Panchayat). 4. Permission from ONGC for the purchase of land and construction of house. 5. Estimate prepared by the Government approved Architect. 6. Permission from the concerned authorities for construction of house (Municipality/Development Board/Panchayat). 7. Indemnity Bond on non-judicial stamp paper of requisite value as per relevant Stamp Act to be got typed and submitted duly signed by Notary public) & Agreement bond.

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FOR PURCHASE OF LAND AND CONSTRUCTION OF HOUSE 1. Title deed in original or Photostat copy in the name of seller. 2. Negotiation letter from seller about selling of the House/Land. 3. Non-Encumbrance Certificate for more than twelve years. 4. Permission from ONGC for the purchase of land. 5. Proposed plan of the house construction duly approved by the concerned authority. (Municipality/Development Board/Panchayat) 6. Proposed estimate of the house construction. 7. Indemnity Bond on non-judicial stamp paper of requisite value duly signed by Notary Public. 8. Agreement Bond. FOR PURCHASE OF READY BUILT HOUSE FROM GOVT. AGENCIES 1. Allotment Letter in original. 2. Initial Deposit Receipt in Original (if any). 3. No objection certificate from Government Agency for mortgaging the house in the name of Corporation. 4. Non-Encumbrance Certificate for more than 12 years. 5. Approved plan of the house. 6. Approved Layout of the area. 7. Brochure indicating payment plan. 8. Detailed Estimate .

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9. Indemnity Bond on non-judicial stamp paper of requisite value duly signed by Notary public. 10. Surety from two employees of equal or higher status. 11. Agreement bond FOR PURCHASE OF READY BUILT HOUSE FROM PRIVATE PARTIES 1. Title Deed in original or Photostat copy in the name of seller. 2. Negotiation letter from seller about selling of the House. 3. Non-Encumbrance Certificate for more than 12 years. 4. Permission from ONGC for purchase of house. 5. Approved plan of house by Authority concerned Municipality/Development Board/Panchayat 6. Valuation Report from Government approved assessors. 7. Indemnity Bond of requisite value duly signed by Notary (public). 8. Surety from two employees of equal or higher status. 9. Agreement executed with the seller/party for sale of house. (f) PROHIBITION: HBA may not be granted for purchase of land falling under section 21(1) of Urban Land Ceiling Act and construction of house thereon.

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(g) SURETY: The employees are required to furnish surety bond ( in the prescribed format)from two employees of equal or higher status having sufficient length of service up to the period of recovery of HBA with interest from loanee, in following cases:(i) HBA for purchase of ready built house from private parties; (ii) HBA for purchase of ready built house from Government agencies/Cooperative Societies; (iii) Repayment of balance amount of House Building Advance taken by an employee from parent organization / department and interest accrued thereon. (h) NON-ENCUMBRANCE CERTIFICATE AND INDEMNITY BOND: NEC for more than 12 years required to be submitted from subregistrar. Further, the loanee employee must furnish an indemnity bond indemnifying ONGC against any liability/compensation in the event of any of the certificates so produced being found to be inaccurate or not true or contain discrepancies or false information on any account whatsoever. The bond must indemnify ONGC against any fault/discrepancies committed with the transaction. MODE OF RECOVERY: (a)The advance for the purchase of a motorcar and motor cycle shall be recovered a stated below:(a) Car (i) First Occasion (i) Second 200 equal installments 150 equal installments 100 equal installments

(b) Scooter/Moped (i) First (i) Second

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REFUND OF AMOUNT NOT SPENT: If the actual price paid for the purchase of the conveyance is less than the amount of the advance drawn the employee shall forth-with refund the balance in a lump-sum. INTEREST RATE:The interest chargeable on the advance shall be at the rate decided by the Company for such advances from time to time and shall be recovered in one or more installments after the advance has been recovered in one or more installments in full, each such installment being not appreciably greater than the installment by which the Principal was recovered. The recovery of interest shall be made from the month following that in which the repayment of the Principal has been completed. The existing rate of interest on conveyance advance is 5 % per annum. However, in case an employee does not purchase the vehicle within one month from the date of withdrawal of the advance and fails to refund the total amount, the panel interest @ 18% (over and above the applicable rate of interest) will be charged. CONDITIONS: An employee of the Company may be granted an advance for the purchase of a conveyance provided(i) He submits an application in the prescribed form; (ii) He completes his probation period successfully on initial appointment; (iii) The Competent Authority shall satisfy himself that the employee is likely to continue in service till such time as the advance is completely recovered; (iv) In the event of an employee being discharge ed before the advance s completely recovered, the balance of the advance including interest shall be recovered in one lump sum.
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AVAILABILITY OF FUNDS: A Certificate that necessary funds are available out of the sanctioned budget estimate for the year, shall be obtained from the appropriate financial authorities by the sanctioning authority on every application for an advance for the purchase of Conveyance. PRIORITY OF DISBURSEMENT of conveyance advance for purchase of car will be as under:(i) E-4 and above level officers (ii) E-1 to E-3 level officers with at least 5 years of service left. (iii) E-0 level officers (iv) Officers drawing second advance. EMPLOYEES ON DEPUTATION EX-INDIA The grant of an advance for the purchase of car/motor cycle/scooter to an employee who proceeds on deputation out of India is not admissible. CERTIFICATION OF PURCHASE: An employee, who takes an advance under these instructions, shall, within one month after drawing the advance furnish to the competent authority with a certificate giving full particulars of conveyance purchased with the advance and the cash receipt obtained for the amount actually paid for it. TRANSFER OF CAR/SCOOTER/ MOTOR CYCLE TO ANOTHER EMPLOYEE: If an employee wishes to transfer the car/ scooter / motor cycle purchased with the aid of an advance sanctioned by the Company, which, with the interest accrued, has not been fully repaid, to another employee, who performs the duties of a kind that renders the possession of the conveyance necessary, he may be permitted by the
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Competent Authority to transfer the liability attaching to the car/ scooter / motor cycle to the latter employee provided the transferee records a declaration that he accepts that the conveyance transferred to him remains subject to the mortgage bond and that he is bound by its terms and provisions and that he undertakes the liability to repay the balance of advance outstanding together with interest accrued thereon. RESALE OF CAR/SCOOTER / MOTOR CYCLE: The car/ scooter / motor cycle purchased with the aid of an advance shall not be sold/transferred, mortgaged or other wise disposed of without the written permission of the authority sanctioning the advance before the advance with interest accrued has been fully repaid. In cases where the sanctioning authority has permitted the sale, the sale proceeds must be applied, so far as may be necessary, towards the repayment of such outstanding amounts, provided that when vehicle is sold only in order that another similar vehicle may be purchased, the authority sanctioning the sale may permit the application of sale proceeds to such purchase, subject tot the following conditions:(i) The cost of new car / scooter/motor cycle shall not be more than the balance of the advance, unless employee is himself prepared to pay additional cost; (ii) The amount outstanding shall continue to be repaid at the rate previously fixed. (iii) In the case of a car/ scooter / motor cycle, the new vehicle shall be insured as required under these instructions and in all cases the new vehicle shall be mortgaged to the Company. REFUND ON FAILURE OF PURCHASE:
(a)

An employee who draws an advance for the purchase of a conveyance is expected to complete his negotiations for the purchase of the conveyance and pay finally there for within one month of the date on which he draws the advance; failing such completion and payment, the full amount of the advance drawn with interest thereon for one month shall be refunded to the company, unless the period regarding purchase is
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extended by the Company at the request of the employee. (b) Where an executive draws an advance for purchase of a new car and he deposits the entire amount with the authorized dealer within 15 days, the time limit for purchase of a new car is extended to the actual date of delivery or six months which-so-ever is earlier; subject to:(i) The actual interest earned on the amount drawn from the ONGC; (ii) He will continue to pay normal interest on the conveyance advance as applicable to other cases, during the said period; (iii) In case the Executive fails to get delivery of a new car within a period of six months, he will be liable to pay penal interest for the period beyond six months. (c) The terms and conditions mentioned at clause (b) above are also applicable for purchase of new scooter/motor cycle but it will not be applicable to the cases, where there is no waiting period in the delivery of Scooter / Motor Cycle.

AGREEMENT AND MORTGAGE DEEDS:(1) At the time of drawing an advance, the employee shall be required to execute an agreement on stamp paper and on completing the purchase he shall be further required to execute a mortgage bond, hypothecating the vehicle to the Company as security for the advance. The cost price of the vehicle shall be entered in the schedule of specification attached to the mortgage bond. A surety bond will be required to be executed by employees seeking advance before completion of three years of service from an officer of equal or senior rank who has completed more than three years of service.

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(2)The loanee employee shall be required to get the endorsement of hypothecation of vehicle in favor of company under section 31(a) of MV Act by applying to the Regional Transport Authority on prescribed form duly countersigned by the Sanctioning Authority and by making payment of prescribed fee. The fee so paid shall be reimbursable on production of receipt or Registration Certificate book. CERTIFICATE OF COMPETENT AUTHORITY: When an advance is drawn, the competent authority shall record a certificate that the agreement in the prescribed form has been signed by the employee drawing the advance and that it has been examined and found to be in order. The competent authority shall ensure that the vehicle is purchased within one month from the date, on which the advance is drawn and shall send the mortgage bond to concerned finance for scrutiny before final record. INSURANCE:(1) The vehicle purchased with the advance must be kept insured by taking a policy covering Third party with theft risk. The loanee employee shall be required to get endorsement of hypothecation of vehicle in favor of ONGC and the vehicle should also be insured. The insurance policy should be renewed every year until the advance has been fully repaid. Such insurance should be affected within one month from the date of purchase of the conveyance. (2) The amount for which the vehicle is insured during the period shall not be less than the outstanding balance of the advance and interest. If at any time, for any reason the amount insured is less than the outstanding balance of the advance including the interest already accrued the employee shall refund the balance in not more than 3 installments. INTERPRETATION: In case of any doubt regarding interpretation of any of the provisions of these Rules, the matter shall be referred to the Head of Administration at Hqrs. who shall decide the same in consultation with Corporate Finance.

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(C) LUMP-SUM INTEREST FREE ADVANCE: EXECUTIVES: A lump sum advance is granted to all Executives on annual basis. All executives having one year service in ONGC will be eligible for payment of Lump sum advance of Rs. 7,500.00 per annum which shall be recoverable in 10 equal monthly installments. Incase where both husband and wife are employees of ONGC and are stationed at same place, the advance shall be granted to only one of them on the certification that the facility has not been availed by the other. Subsequent advance shall be admissible only after the earlier advance has been fully recovered and after 12 months of payment of the previous advance. NON-EXECUTIVES: A lump sum interest free advance of Rs.7,500/- is granted to the nonexecutives once in a calendar year, upon their request. The Advance is recoverable in ten consecutive equal monthly installments. Subsequent advance is admissible only after the previous advance is fully recovered. The advance may also be granted to fresh appointees during their probation period on furnishing a surety bond from a regular employee of equal or higher rank.

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4. CHILDREN EDUCATION ASSISTANCE


Under the O.N.G.C. Children Education Assistance scheme, the following benefits are extended to the wards of O.N.G.C. employees: REIMBURSEMENT OF TUITION FEE An employee shall be eligible for reimbursement of actual expenditure incurred on Tuition Fee (including compulsory charges paid to the school covering admission fee and examination fee) except charges for food, clothing, books and stationery subject to a maximum of Rs.250/- per child per month, and covering admission fee and, further subject to a maximum of Rs.625/- (maximum three children) per employee per month, to those employees who joined the Commission/Company prior to 11.9.87, and Rs.500/- (maximum two children) per employee per month to those employees who joined the Commission/Company on or after 11.9.87. MULTIPLE BIRTHS/TWINS: If the number of children exceeds two because of second childbirth resulting in multiple births, then all such children would be considered as dependent on the employee and benefits admissible to dependent children would be available to them. However, if after first confinement itself multiple children/twins are born then the facilities for dependent children will be limited to such multiple number of children i.e. twins / triplets etc. only. Conditions for reimbursement of tuition fee: (i) The assistance shall be admissible for education in recognized institutions in India in Pre-University classes, or the First Year classes of an Intermediate College or of a Technical College if the children in respect of whom the reimbursement of fees is claimed have passed the Secondary, High School, Matriculation or equivalent examination, but not the Higher Secondary or equivalent examination. Provided that the assistance would also be allowed in all classes up to the stage which makes the child eligible for entry into the 3 years degree course, for example, in Kerala, where the S.S.L.C. course consists of 10 classes and Pre-University course consists of 2 classes; the reimbursement will be admissible for 2 years of Pre100

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University course similarly, in States like Uttar Pradesh where the degree course is of two years duration reimbursement will be restricted to first year of the Intermediate classes. (ii) No assistance shall be admissible in respect of a child for more than two academic years in the same class. REIMBURSEMENT OF JOURNEY FARE The children of the employees, who are staying away from them for prosecution of their studies, will be allowed reimbursement of second class rail fare twice a Calendar year from the educational institutions, during approved vacation to join their parents, at the place of posting of the employee and back to the educational institutions. ELIGIBILITY: The concession will be admissible only:to employees posted within India in respect of their children studying within India; in respect of those children who are residing for their studies at a place away from the residence of the employee or his family. If the children are residing at a place where the family is residing, they will not be eligible for the concession even if such a place is away from the place of posting of the employee; in respect of children studying in recognized educational institutions. ENTITLEMENT: (a) The reimbursement of the Journey fare will be limited to second class fare by train at students concessional rate from the Railway Station nearest to the place where the children are studying to the Railway station nearest to the place of posting of the employee by the shortest route and back provided the distance involved is more than 150 kms. Each way, no reimbursement shall be made. (b) The reimbursement of journey fare is also admissible from place of study to the place where the family of the employees is residing at other than the place of posting. However, the reimbursement of journey fare in such cases shall be restricted to 2nd class rail fare at
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students concession rate from the Railway station nearest to the place of study to the nearest Railway Station where the family is residing, limited to the fare of the nearest Railway station where the employee is posted, whichever is less. (c) In cases where the employees posted in the North Eastern States are staying at their place of posting with spouses, and their wards are studying at places other than the place of their posting, the wards may be allowed AIR travel once in a calendar year from the place of study to the place of posting of any employee and back. HOSTEL SUBSIDY The children of employees, who stay in a hostel or residential school for the purpose of their academic pursuits, are entitled to Hostel Subsidy, subject to the following conditions. Rates of Hostel Subsidy: The rates of hostel subsidy would be as under:(a) For children studying in I st to IV class Rs.325/- p.m. per child (b) For children studying in class V to XII, I.T.I. and Diploma of recognized Instt. Rs.450/- p.m. per child (c) For children studying in Degree, Post Graduate & Professional courses like Medical Engineering etc. Rs.570/- p.m. per child. Actual charges are admissible in cases where total monthly charges of the hostel are less than the amount specified above. Condition for grant of hostel subsidy:(a) The Hostel Subsidy is admissible only when the child/children of an employee studies/study in a school/college away from the station at which he/she is posted and/or is residing. (b) The Hostel subsidy is admissible in respect of the child/children who is/are admitted in hostel, or a residential school for any of the following reasons:

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Employees are obliged to keep their child/children in a hostel on account of their transfer because adequate facilities for education do not exist at the place to which they have been transferred; Employees are not able to secure admission for their school/college/institute, because of restrictions placed by the Educational authorities of the area or State Government. Employees are obliged to keep their child/children in school/college/institute, which insists on the stay of the child/children in the hostel. (c) The Hostel subsidy may be paid when the child of the employee is admitted to a residential school/college/institution, as also to a school/college/institution that does not have its Hostel and the child is compelled to stay in a Hostel run by Private parties. (d) In cases where the child is admitted to hostel where messing arrangement is not available and the child is forced to run own mess, hostel subsidy may be paid on the basis of a certificate by the Educational Institution/Hostel Authorities for the lodging charges actually paid by the child and a certificate by the parent employee that the amount spent by the child on his lodging and boarding is not less than the amount of Hostel Subsidy being claimed. (e) The Hostel Subsidy may be paid in cases where the child of the employee is admitted to a school/college/institute allotted by the Selection Boards for Professional Courses, and stays in hostel of such college/institute even if such college/school/institution happens to be situated at the station on posting of the employee concerned. (f) If any employee dies, retires or is discharged in the middle of an academic year the allowance i.e. CEA, Merit Scholarship, Hostel Subsidy, Transport Subsidy will be admissible until the end of that academic year.

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MERIT SCHOLARSHIP Merit Scholarship is granted to the wards of the employees who secure the following percentages of marks taken together of the last examination passed: (a) Wards studying in classes from Vth to Xth 70% (b) Wards studying in classes above Xth and who pass the qualifying examination in: (i) Science stream 60% marks obtained in Physics, Chemistry, Botany, Biology, Zoology, Geology and Mathematics would be taken into account (ii) Commerce / Humanities stream 60% Provided that merit scholarship shall also be admissible in respect of wards of the employees who are admitted to medical and engineering courses only through competitive examinations, even if they do no secure requisite percentage for the last qualifying academic examination. The amount of scholarship for different courses is as under: (i) Class Vth to Xth Rs.125/- p.m. (ii) Intermediate Classes Rs.150/- p.m. (iii) Degree Classes Rs.200/- p.m. (iv) Post Graduate Classes Rs.225/- p.m. (v) Professional Courses Rs.300/- p.m. Conditions for grant of Merit Scholarship: (i) Only those wards of the employees would be eligible for considerations who secure, in the first qualifying examination, required percentage of marks taken together. Fresh sanction will be issued for cash academic year.

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(ii) Merit scholarship will be payable for full duration of the academic year, as certified by the Head of the school/Institute, irrespective of the month of admission subject to good progress in studies. (iii) The amount of scholarship will be in addition to the Reimbursement of Tuition Fee, and/or other assistance if any, the employee is receiving for the ward concerned. (iv) If a ward is in receipt of any other scholarship or stipend from any other source or under any other Rules, he/she will be entitled only to the amount equal to the difference of the amount, if any, between the amount under this Rule and received from any other source. (v) Last date for the receipt of applications for the grant of Scholarship is 31st August. In case any delay is anticipated, due to late declaration of results, late admissions etc, the employees should get the names of their children registered by 31st August (vi) Merit scholarships shall be sanctioned/renewed Business Group wise by the authorities empowered in this behalf, in the Book of Delegated Powers. REIMBURSEMENT OF ADMISSION FEES: In view of the difficulties being faced by ONGC employees, who are transferred from one station to another in the interest of ONGC, are eligible for reimbursement of admission charges, as per actual, subject to a maximum of Rs.1,500/- per child limited to two children, per employee. Such charges are to be reimbursed to the officers and staff who are transferred/posted to another station in the interest of ONGC work and after joining at new place of posting only. TRANSPORT FACILITY TO SCHOOL GOING CHILDREN: Provision of Transport by the Company: Bus/transport facilities are provided to school going children of the employees at concessional rates. School bus charges in respect of awards of employees availing school bus facilities provided by the company will be charged as below:

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FOR WARDS OF ONGC EMPLOYEES: Category of employees Rates for first two wards (per child per month) Rs.10.00 Rs.15.00 Rates beyond two wards (for each additional ward per month) Rs.20.00 Rs.30.00

Class IV Class III

FOR KENDRIYA VIDYALAYA (K.V.) TEACHERS AND THEIR WARDS For Teacher Rs.30.00 per teacher per month Rates for first two wards Rs.30.00 per child per month Rates for beyond two wards Rs.50.00 per child per month

FOR WARDS OF CISF PERSONNEL & OTHER STUDENTS OF K.V. Rs.100.00 per child per month subject to the availability of seats in the buses after accommodating the wards of ONGC employees, teachers of K.V. and their wards. TRANSPORT SUBSIDY: THE TRANSPORT SUBSIDY will be limited to a maximum of Rs.250/per month, (@RS.125/- PER MONTH) per employee. Wards availing free/subsidized transport facility provided by O.N.G.C. WOULD NOT BE ELIGIBLE for reimbursement of transport subsidy.

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5. WELFARE COMMITTEE
Employee Welfare Committees are set up in various offices/workcentres of the Corporation. These Committees are responsible for provision of following types of amenities:(a) Indoor games (b) Outdoor games (c) Sports, annual sports and other athletic activities (d) Cultural activities, like dramas, variety shows, etc. (e) Audio-visual activities (f) Library-cum-reading room. The Committee consists of a President (ex-officio), a Vice President, and ten other Members. The Head of the Project or Office functions as the Ex-Officio President. The Vice President and seven of the Members are elected bi-annually from amongst the employees. The remaining three Members are nominated by the Ex-Officio President. For meeting its day-to-day expenditure, the EWC receives:(i) Contributions from Members (not less than Rs.3/- per head per year) (ii) Following grants from the Corporation: (a) Grant-in aid: Rs.4/- per head per annum for the entire strength of employees in case they are members of the Employee Welfare Committee. (b) Matching Grant: Rs.3/- per annum for each member of the Employee Welfare Committee (including Officers) who subscribe at the same rate towards membership and, (iii) Donations and other miscellaneous receipts.
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6. WOMEN DEVEOPMENT FORUM


Women Empowerment is given great importance in the organization. All efforts are made to provide a level playing field to women employees. Though they constitute about 5% of the total manpower, through Women Development Fora, efforts are made to provide a conducive and comfortable work environment to the women employees. WDF ONGC is giving special focus to the various facets of Women Development plans and programmes. Women development Forum has been set up in all Work Centers of ONGC for the professional development, redressal of individual and general grievances, and to discuss matters like improvement of working conditions etc. of women employees. Structure (i) The senior most lady executive of the work centre is appointed as Chairperson of WDF. (ii) The other office bearers of WDF are (a) Secretary (b) Treasurer and (c) 2 or 3 other Executive Members (d) All the above office bearers are elected by the women employees of the work centre for 2 year tenure.

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FUNCTIONS: WDF holds meeting every quarter and sends the report to Head of Work centre/Region for information. -Welfare of Women Employees It creates awareness among all women employees regarding their rights as well as responsibilities and also maintains Data Bank of the women employees. -Improvement in Working Conditions It strives to create certain facilities like rest room/ladies common room in offices/workcentres subject to feasibility and also try to ensure to get equal opportunities to women employees at work place for allround development of women employees at all levels. -Training and Development WDF is organizing at least one programme every year on Awareness of Legal Rights of Women, Managing Multiple Roles etc. -Redressal of Grievances All cases of individual/group discrimination in any sphere being faced by women can be brought to the notice of the WDF. Besides, Complaint Committees have been set up at all workcentres to seek redressal of cases of any sort of discrimination and sexual harassment at the work place.

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7. MAHILA SAMITI
ONGC Mahila Samitis are actively involved in various activities for meeting the social objectives of the Corporation like running crches and nursery schools, organizing health camps, fete, visiting neighboring villages to teach the rural folk about health care and cleanliness, helping the handicapped, the poor and needy children. They are also arranging Vocational Training Programmes in knitting, tailoring etc., Adult Education Programmes for removal of illiteracy among rural youth and maintaining homes for the aged persons are other focus areas. They also organize cultural programmes from time to time. The spouse of the senior most officers at work centre is the Ex-Officio President of Mahila Samiti and if Asset/Basin/RO is located at one place, the spouse of the senior most among Heads of Asset/Basin/RO shall be the Ex-Officio President of the Club at that place. Other Office bearers are elected by members.

8. OFFICERS CLUB
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Officers Clubs are functioning at all workcentres and providing avenues for recreation and quality of life to all Officers and their families. They extend facilities of indoor and outdoor games to all members and their families besides organizing several activities on occasions like New Year, Republic Day, and Independence Day etc. The Officers Clubs collect nominal membership fee from members and ONGC provides 100% matching grant to all the clubs at all workcentres. The senior most Officer available at a particular place/work centre will be Ex-Officio President of the Club and incase the Asset/Basin/RO are located at one place, the senior most among Heads of Asset/Basin/RO shall be the Ex-Oficio President. Other Office bearers of the Club namely Vice President, Secretary, Joint Secretary and Treasurer are elected by respective members of the Clubs bi-annually.

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INDUSTRIAL RELATIONS

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INDUSTRIAL RELATIONS
1. INTRODUCTION OF TRADE UNIONS:ONGC confers recognition to the union, commanding majority, on the basis of verification of membership by Central Industrial Relations Machinery of the ministry of Labour, Govt. of India. Considering the complex nature of the organization, there is a tendency on the part of almost all the unions to claim recognition to have bargaining rights with the management. In view of this, after consultation with recognized unions in meeting held with Presidents & General Secretaries, the recognition has been conferred to the unions in ER, CR, MR & WR. 2. ELIGIBILITY CRITERIA FOR THE UNIONS:The unions will be eligible for the recognition only ifa. They have been registered under Trade Union Act,1926 and whose registration is valid for last one year and represents regular unionized categories of ONGC employees; b. Such trade unions which observed the Code of Discipline and has not violated the same during the last 3 years; c. The Constitution of such union is not in any manner whatsoever deemed detrimental to ONGC and its growth; 3. PERIOD OF RECOGNITION:A union recognized on the basis of result of secret ballot either as a Representative Union or a Local Union shall enjoy its recognized status for a period of 2 years from the date of conferment of the recognition.

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DE-RECOGNITION The violation of the Code of Discipline by a recognized union if confirmed and allowed by the Implementation Committee of Code of Discipline, may lead to de-recognition of the union. However, appeal, if any, by such de-recognized union may be made to Implementation Committee, whose decision will be binding both on ONGC and the union. RIGHTS, PRIVILEGES AND DUTIES OF THE UNIONS A. RECOGNISED UNIONS:
1. In accordance with the decision taken in the 20th session of

Indian Labor Conference (August, 1962), the recognized unions of ONGC will have the following rights:i. to raise issue and enter into collective agreements with employers on general questions concerning the terms of employment and conditions of service of workers in an establishment or in the case of a Representative Union, in an industry in a local area; to collect membership fees/subscription payable by members to the union within the premises of the undertaking; to put or cause to be put up a notice board on the premises of the undertaking in which its members are employed and affix or cause to be affixed thereon notices relating to meetings, statements of accounts of its income and expenditure and other announcements which are not abusive, indecent or inflammatory or subversive of discipline or otherwise contrary to the Code; for the purpose of prevention or settlement of an industrial dispute: a. to hold discussions with the employees who are members of the union at a suitable place or places within the premises of office/factory/establishments as mutually agreed upon;

ii.

iii.

iv.

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b. to meet and discuss with an employer or any person appointed by him for the purpose, the grievances of its members employed in the undertaking; c. to inspect, by prior arrangement in an undertaking, any place where any member of the union is employed; v. to nominate its representatives on the Grievance Committee constituted under the Grievance Procedure in an establishment; to nominate its representatives on Joint Management Councils; and to nominate its representatives on non-statutory bipartite committees, e.g. production committees, welfare committees, canteen committees, house allotment committees, etc., set up by the management.

vi. vii.

2. In view of various unions recognized in Region/Projects, if a

recognized union of the Region/Project raises a general question of terms of services of employees, which has relevance and implications in other Regions and Projects, the same shall be negotiated in JCM and not at the Regional and Project level for taking suitable decision; 3. If a local union raises a question of general terms of service, which has its implication in different projects of the Region, such issue will also be taken up either in JCM or at the Regional level for negotiations and decisions;
4.

In addition to above, the recognized unions and its office bearers shall continue to get: e. the rental subsidy for the office accommodation, as contained in Office Order No. 1/16/79-EH dated 17.3.1993; recognized unions shall also get the telephone facility, as contained in OM No. 9(137)/76-IR dated 3.11.81. The expenses for local calls etc. shall be governed in accordance with the existing criteria;
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g.

TA/DA to the office bearers of the recognized unions, who are not the employees of ONGC, shall be governed vide Office Order No. 17(49)/88-Reg./EP dated March 2, 1988 and revised on May 19, 1988.

5. The recognized unions will not resort to or endorse the following actions: a. any form of physical duress;

b. permit demonstration which are not peaceful and permit rowdyism in demonstrations; c. any union activity during working hours unless permitted in law or by agreement; d. negligence of duties;

e. careless operations, damage to property, interference with or disturbance to the normal work and insubordination; f. serve strike notices during the tenure of LTS or any other matter on which there has been an agreement.
6. The recognized unions shall contribute and cooperate in

furtherance of organizational interest. B. UN-RECOGNISED UNIONS: The management of ONGC will not respond or entertain to any other right and role of un-recognized unions except the following: 1. (i) raising individual grievances relating to dismissal or discharge of individual workmen; (ii) raising other disciplinary matter affecting their members; (iii) raising disputes of local nature other than the matters pertaining to general terms & conditions of service of the workmen, before the local authorities. 2. The un-recognized unions will not resort to or endorse the actions mentioned in Item No. 5 under the head of recognized Unions above.

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TRADE UNIONS & COLLECTIVE BARGAINING


Trade union is formed under the act 1926. Any 7 person may join together and form a union and get it registered before the registrar of Trade Union. It is always formed by the staff. Trade union is formed to safeguard the interest of workers regarding working condition, facilities, environment etc. There are 3 unions formed by workers in CAMBAY SUB ASSET:1. EMS2. BMSEmployee Majdur Sabha Bhartiya Majdur Sangh.

3. INTUC- Indian National Trade Union Congress. The union which has majority at the project level gets recognition by management. After getting recognition the union gets the status of a bargaining agent and can get the matter solved. EMS is recognized union at Sub Asset Cambay. Union gives their demand or points for discussion in agenda form at bilateral meeting. When both the parties i.e. management and workers bargain is called collective bargaining. At the time of bargaining the representative of the worker gets right to sit before the management and discuss their matters. In ONGC there are 10 recognized unions. In order to take any kind of policy decisions such as wage revision and agreements Joint Committee Meeting is held and MOU is signed at this level. In Joint Committee Meeting representative of all unions are present and CMD, Directors and Key executives are present. Joint Committee Meeting is held at All India Level.

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GRIEVANCE MANAGEMENT
1. OBJECTIVES:The objective of the Grievance Management System is to provide easily accessible machinery to the employees of the corporation for redressal of their grievances and for this adopts such measures as would ensure expeditions redressal of grievances of employees leading to increased satisfaction on the job which result in improved productivity and efficiency of the organization. 2. PROCEDURE:The Grievances Management System consists of two channelsinformal and formal. The informal channel includes Open Hearing Day and counseling. The formal channel is called Grievance Procedure which includes three stages namely Departmental Head, Grievance Committee & Appeals Committee. (Including the right to appeal) An employee may take resources to this system, if he has any grievance before raising an industrial dispute on the issue. Depending upon his choice, he may opt for formal channel, but preferably he should exhaust informal channel before taking recourse to the formal channel. In the informal channel, two stages are there Open Hearing Day and Counseling. Every fortnight on a pre fixed day or any other day as he considers fit in accordance with his convenience, Open Hearing Day will be conducted by the Head of the work centre where efforts may be made for the settlement of the grievances. If he does not get a reply within 7 days he may go to formal channel. In formal channel, two stages are there:In the first stage, employee shall take up his grievances with his Departmental Head as a written grievance. A decision will be conveyed to the employee within 15 working days in writing.

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In stage two, if employee is not satisfied with the decision, he may go to the Grievances Committee. Thus, this procedure is applicable to all regular employees. CONDUCT, DISCIPLINE AND APPEAL RULES 1. APPLICABILITY1. These rules shall apply to all the employees including deputationists, except workers for contingent employees; 2. Where it is considered necessary to make provisions in respect of an employee, the Authority making the appointment with the prior approval of the company may by agreement with such employee, make such provision and these rules will not apply to such employee to the extent to which the provisions so made are inconsistent. 2. GENERAL1. Every employee shall at all times:(a) maintain absolute integrity; (b) maintain devotion to duty; and (c) do nothing which is unbecoming of an public servant. 2. (a) Every employee holding a supervisory post shall take all possible steps to ensure the integrity and devotion to duty of all employees for the time being under the control. (b) No employee shall in the performance of his official duties or in the exercise of powers conferred, act otherwise than in his best judgment, except when he is acting under the direction of his official supervisor and shall obtain the written direction whether practible or not.

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(c) Every employee shall at all times conduct himself soberly and temperately while on official premises and show proper respect and civility to all concerned and shall use his utmost endeavor to promote the interest of the company and to promote and maintain good reputation.

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SAP in ONGC
Founded in 1972 as Systems Applications and Products in Data Processing. SAP is the recognized leader in providing collaborative business solutions for all types of industries and for every major market. Serving more than 38,000 customers worldwide, SAP is the world's largest business software company and the world's third-largest independent software provider overall. ONGC has a rich history of innovation and growth that has made us a true industry leader. Today, SAP employs more than 39,300 people in more than 50 countries. Our professionals are dedicated to providing the highest level of customer service and support. Knowledge, Experience, and Technology for Optimizing Business SAP has leveraged extensive experience to deliver a comprehensive range of solutions to empower every aspect of business operations. By using SAP solutions, organizations of all sizes -- including small business solutions and solutions for midsize companies -- can reduce costs, improve performance, and gain the agility to respond to changing business needs. SAP has also developed the SAP Net Weaver platform, which allows our customers to achieve more value from their IT investments. To ensure SAP's position as a technology leader, SAP Ventures invests in emerging entrepreneurial companies that are advancing exciting new technologies. In addition, through SAP Research, we introduce new ideas for future solutions. At SAP, quality awareness and best practices are at the heart of everything we do. SAP's commitment to quality is manifested through annual quality awards

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ICE PROJECT IN ONGC


The acronym of this transformation Project is ICE - Information Consolidation for Efficiency. It was conceived by ONGCs C&MD Mr. Subir Raha in July 2001, to provide a comprehensive IT solution encompassing end-to-end business process requirements through a globally-reputed ERP package in which all the previous de-centralized (sectoral) IT solutions were to be merged. It planned to address the expectations of the total Business transaction needs of ONGC, enabling tactical and strategic decision-making based on On-line information, henceforth accessible from a single platform. The ICE Project has been created in order to provide Ipswich and the local area with a greater understanding of its own multicultural aspects. Through capturing personal accounts - whilst they are still able to be recorded first-hand - of local residents who experienced migration from the Caribbean to Suffolk, the ICE Project provides a valuable and lasting insight into the feelings, thoughts, and memories of those people who took the first step. The valuable data from the ICE Project will be presented as an exhibition. Local schools, colleges, libraries, and other learning institutions will have access to the collated information in the relevant formats suitable for both historical research on all levels and contemporary social analysis. Workshops and exhibitions will also be made available as a convenient platform on the wider community will be able to access and participate in. Through preserving these tales of demographic, social, and cultural change, it is hoped that local areas will be able to appreciate all the elements that were involved in the forming of their communities. The ICE Project will help ensure that they will be able to learn from the past to build for the future. Oil and Natural Gas Corporation Limited (ONGC) has rolled out its ambitious Project ICE, one of the worlds biggest ERP (Enterprise Resource Planning) packages, across its 400 locations. This is the first major ERP exercise in the Indian Oil & Gas industry. Apart from being one of the largest in size the world (with around 10,000 end-users spread over all locations of ONGC), the project was
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very challenging in terms of complexity also. ONGCs Exploration and Production (E&P) business is unique, different in many ways from other businesses of manufacturing, trading and services. This large and complex exercise has been completed within 30 months (from July 2002 to December 2004), which is a record of sorts. The various business processes of the petroleum major, to enable their mapping into this ICE, have also been optimized and standardized as a part of this enterprise-wide exercise which has, now, achieved One organization - One database". The single database will now be utilized by all in ONGC, individually and collectively, to achieve its business goals. The state-of-the-art Data Center is one of the biggest in Asia.

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CONCLUSION
I have studied Welfare Policy of the Company very profoundly with a learning point of view. It can be concluded that overall policy framework of the company is very good. ONGC, since 1956, exploring and fulfilling the Energy needs of India. Energy that brings progress. Energy that propels growth. Energy that supports the dreams and aspirations of tomorrow. Energy that keeps India ahead. For 50 years, ONGC has strived and achieved in taking India closer to Energy-security. The company is having good Industrial relationship. It has also entered into many foreign markets, which has increased the market share of the company. So employees are well paid and satisfied with their job responsibilities. Moreover, ONGC has a unique welfare policy that gives employees environment of trust and safety. By working on this project, I come to know that ONGC is the company that has its concern for all the employees, but time to time counseling of employees is very necessary so as to keep the relations healthy between employees and management. At last I would like to conclude that the future of the company is very bright and performance of this company as a team is very satisfactory.

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BIBLIOGRAPHY
BOOKS HR Manual of ONGC ONGC Reports (Monthly)

WEBSITES www.google.com www.ongcindia.com www.ongcreports.net www.domainhelp.search.com

INTRANET OF ONGC

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GLOSSARY
ASSET = Consist of department of, Surface team + Sub Surface team + security & fire. BASIN = Department of Forward Base Khambhat Sub Asset. CEMENTING = A department which works for cementing works for the wells and platforms and here the word cementing shows figures of cementing department of Cambay Sub Asset. DRILLING = A department or service which working for digging of Wells. E&C (Engineering and Construction) = It works for the construction of major project. WORK SHOP =This department is to maintain and repairs of motors and machinery. INFORMATION = This department works for telecommunication and information system. LOGGING = Work of this department is to major the depth of the well. Mudd Engg. = This works for cleaning of mud from the drill side. COMMON MM = This department procure all material and capital item. WSS = Well Stimulated Service Department. LOGISTICS = To maintain departmental and contractual vehicles. VIGILANCE = This department checks work activities.

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Gen. Adm. = This department works for human resource and employee relations.

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