abhishreshthaa
Abhijeet S
FERRO SCRAP NIGAM LIMITED
Ferro Scrap Nigam Limited is a joint sector company, incorporated on 28-3-1979. Presently it is "Mini Ratna II PSU" a Government of India company under Ministry of Steel. It is a wholly owned subsidiary of MSTC Limited and the share capital is INR 200 Million.
FSNL undertakes the job of recovery and processing of scrap from slag and refuse generated during iron and steel making at Steel Plants.
Ferro Scrap Nigam Limited Offers specialized services for Dig and haul of Blast Furnaces & Steel Melting Shop slag at slag yards, Processing of iron and steel skulls, mill rejects & maintenance scrapes per customer's requirement.
FSNL also offers Scaring of slabs, crushing and screening of LD slag to be used in sinter plant, blast furnace and rail ballast. It removes sludge & ash deposit from sludge compartments & ash ponds, too.
Ferro Scrap Nigam Limited has also diversified in to Marketing of Heavy Earth Moving Equipment products, R&D and Consultancy, Mining & Civil Structural Contracts, Central Workshop and Renewable Energy to make the company globally competitive
FSNL has been awarded language Policy and Indira Gandhi Rajbasha Shield (1st Prize) for Implementation of Official language. Steel Ministry's Rajbhasha Trophy (2nd Prize) for implementation of Official language Policy, Steel Ministry's Trophy (3rd Prize) for implementation of Official language for many years..
FSNL’S OPERATING UNITS
S.No. LOCATION STEEL PLANT COMMENCEMENT
1. ROURKELA SAIL-RSP 1962
2. BURNPUR SAIL-IISCO 1964
3. BHILAI SAIL-BSP 1983
4. BOKARO SAIL-BSL 1984
5. VIZAG RINL-VSP 1990
6. DURGAPUR SAIL-DSP 1991
7. DOLVI ISPAT 2000
8. DUBURI NINL 2002
Regional Offices:
Kolkata,
New Delhi and
Bengluru
Board of Directors
SHRI ANTONY CHACKO
MANAGING DIRECTOR, FSNL
FERRO SCRAP NIGAM LIMITED
FSNL BHAWAN, EQUIPMENT CHOWK,
CENTRAL AVENUE, BHILAI,
POST BOX NO.37
PIN : 490001
Fax-07882220423, 2223884 Ph.NO 07882223588
E-MAIL : [email protected]
SHRI L . SIDDHARTHA SINGH
DIRECTOR, FSNL
MINISTRY OF STEEL, UDYOG BHAWAN
NEW DELHI - 110107
Fax- 011-23061475 Ph.- 011-23062386
E-MAIL : [email protected]
SHRI ASHOK KUMAR
DIRECTOR, FSNL
30/31 JEEVAN VIKAS BUILDING
1 ST ASAF ALI ROAD
NEW DELHI - 110002
Fax- 011-23216713 Ph.- 011-23214201
E-MAIL : [email protected]
WAGE & SALARY ADMINISTRATION
PAY AND OTHER ALLOWANCES
SCALE OF PAY (EXECUTIVES):
DESIGNATION SCALE CODE SCALE OF PAY (Rs.)
Executive E-0 6550-200-11350/=
Jr.Manager E-1 8600-250-14600/=
Asst.Manager E-2 (B) 13000-350-18250/=
Dy.Manager E-3 14500-350-18700/=
Manager E-4 16000-400-20800/=
DEARNESS ALLOWANCE PAYABLE TO ALL EMPLOYEES :
DA installments are released 4 times a year with effect from 1 January, 1 April, 1 July and 1 October.
DATE OF ANNUAL INCREMENT :
The date of annual increment of an employee is either 1st January or 1st July of the year and is determined in the manner indicated below:-
i) An employee who is appointed or promoted on any date during the period, 1st January to 30th June of a year, will draw annual increment in the time scale applicable to him on 1st January every year.
ii) An employee who is appointed or promoted on any date during the period 1st July to 31st December of a year, will draw annual increment in the time scale applicable to him on 1st July every year.
FIXATION OF PAY ON PROMOTION
On promotion, a notional increment in the lower scale is added to the pay prior to promotion to arrive at notional pay and pay in higher scale is fixed at the stage immediately above the notional pay. Provided that such a notional increment is added even when one has been drawing thes maximum in the lower scale of pay. Provided further that if such pay fixed on promotion falls short of the pay which the employee would have drawn had he been promoted after drawing the next increment in the lower scale then his pay would be re-fixed at the next higher stage with effect from the date he would have drawn such increment.
EXAMPLE
1. IN CASE OF PROMOTION EFFECTIVE FROM 30TH JUNE
a) If date of Increment of employee : 1st January
Basic Pay as on 29th June may be taken and a notional increment of existing grade be added to this pay in order to arrive at notional pay and pay in higher scale be fixed at the stage immediately above the notional pay.
However, the individual will get monetary benefit from the date of take over charge of higher post.
The next date of annual increment of the individual will be 1st January, subject to confirmation.
b) In case of normal date of increment : 1st July
In case the normal date of increment of an employee is 1st July, then in that case, if such pay fixed as above on promotion falls short of the pay which the employee would have drawn had he been promoted after drawing the increment in the lower scale, then his pay would be re-fixed at the next higher stage with effect from the date he would have drawn such increment, i.e., 1st July. The next date of annual increment will be 1st July of next year, subject to confirmation. The monetary benefit will be given from the date of takeover of charge of the higher post. In case the pay fixed as per (a) above does not fall short of the pay fixed after drawal of increment, the pay fixed as per (a) above will be applicable with monetary benefit from the date of take over charge. The next date of annual increment will be 1st January.
ALLOWANCES
I) TRAVELLING ALLOWANCE RULES
A) TRAVELLING ALLOWANCE:
1) An employee will be eligible for traveling allowance, if journeys are undertaken for the following purposes:-
a) Tour;
b) Appearing in Departmental examination, interview or selection test conducted by the Company
c) Participation in sports/cultural events representing the company;
d) Participation in training programmes, seminars and Conferences as nominated participant/faculty
e) Receiving National Awards
2) Entitlement of employees in different groups for TA is as follows:-
a) Upto N-2 grade: 2nd Class by rail, Lower Class or middle class or 3rd class by Steamer, 0.36 paise per Km.by road at current rates or actual, whichever is lower.
b) N-3 to N-10/M-0 to M-5 : First class/ACC-II tier, sleeper by rail including Rajdhani Express, highest class by steamer 0.85 paise per Km by road at current rates or actual, whichever is less.
c) E-0 and above upto E-3 grade : First class/ACC-II tier Sleeper by Rail, including Rajdhani Express highest class by steamer, Rs.1.72 per Km.by road at current rates or actual whichever is lower
TRANSFER EXPENSES :
Travel Expenses
An employee on transfer shall be entitled to reimbursement as follows:
a) Travel for self and family by the entitled class/mode as on official tour.
b) Reimbursement of actual fare for journeys from residence/place of stay to Railway Station/Air-port and vice-versa.
B) TRAINING PROGRAMMES, SEMINARS AND
CONFERENCES:
1) Sponsoring of an employee for specialised long duration training of six months and above, will be treated as temporary posting. They will be entitled to HRA, as applicable and an amount of Rs. 500/- per month for the period as a special allowance.
2) Executives will be entitled to the following entertainment allowance for the duration of the external training programmes, seminar/conference (and not for in company training programme):
Upto
6 days – Rs. 200/-
7-14 days - Rs. 300/-
15 days & above - Rs. 400/-
II) CITY COMPENSATORY ALLOWANCE
CCA will be paid to employees working in different locations as per guidelines received from Government of India from time to time. As per the existing guidelines issued by Government of India, CCA will be granted as under (presently at Delhi, Burnpur, Vizag, C.O. and Bhilai unit):-
Human Resource Policy & Rules
I) PROMOTION POLICY&RULES FOR EXECUTIVES
1) INTRODUCTION:
In establishing and maintaining a dynamic organisational structure suited to meet present and future Company needs, FSNL is committed to developing its own human resources in such a manner as to integrate the aspirations for growth and development of the individual employees with the fulfilment of the Company’s objectives. The Company seeks to sustain high levels of performance from its executives by maintaining a working environment conducive to the efficient and effective functioning of each Executive.
2) SCOPE :
The policy shall cover all promotion made in executive posts (other than promotion from non-executive posts to executive posts) and shall apply to all units of FSNL.
The policy will not cover those executives who are appointed for a limited tenure, superannuated persons reappointed in the Company’s service, and to other executives appointed on a purely casual or temporary basis or whose terms of appointment stipulate coverage under different rules.
3) CLUSTERS OF SCALES :
For the purpose of promotion and career planning of executives, scales of pay will be grouped in the following clusters:-
CLUSTER SCALE CODE SCALE OF PAY (Rs.)
A E-0/E-1/E-2A & E-2B 6550-200-11350/=
8600-250-14600/=
B E-3 & E-4 14500-350-18700/=
16000-400-20800/=
4) PROMOTION SYSTEM :
There will be two systems of promotion within the executive positions in FSNL
i) Promotion within clusters of scales of pay.
ii) Promotion between clusters of scales of pay.
5) CREDIT POINTS FOR APPRAISAL RATINGS :
The final ratings of the executive performance appraisal system provide categorization of executives in terms of different levels of performance. To link performance appraisal ratings with the promotion policy, the following credit points shall be adopted:-
Appraisal Ratings Approx.% Credit points
Earned for the year of Executives earned
O 10 50 points
A 20 40 points
B 45 30 points
C 25 15 points
6) PROMOTION WITHIN A CLUSTER OF SCALES OF PAY :
a. Within a cluster of scales of pay promotion shall be linked to performance as reflected in the Performance Appraisal Reports, subject to Policy para
b. Promotion from one scale of pay to another in the same cluster will be decided on collection of certain specified credit points, subject to Policy para
• PROMOTION WITHIN CLUSTER ‘A’ (E-1 TO E-2A & E-2A to E-2B)
The executives will be promoted from E-1 to E-2A & E-2A to E-2B scales on acquiring 120 credit points/100 credit points (as prescribed in the rules) based on their appraisal ratings. An employee in the E-0 grade will be promoted to E-1 grade on acquiring minimum 90 credit points subject to a minimum of two years of service in the E- 0 scale.
• FOR PROMOTION WITHIN CLUSTER ‘B’ AND ‘C’ (E-3 TO E-4)
An executive will be promoted, if found suitable by DPC, on his earning 100 credit points on the basis of his appraisal ratings subject to his having minimum of 2 years’ service in the existing scale of pay.
7) PROMOTION BETWEEN clusters:
Between clusters, promotion will depend on availability of vacancies in the next higher cluster.
Promotions will be based on total points earned by an executive on the basis of the following factors :-
a) Average Credit Points (ACP) in the current scale of pay- Sum of the credit points earned in the last three years
b) Points for qualification- Points will be awarded for different levels of educational qualifications
c) Length of service - Points for number of years spent in the current scale of pay- 2 points for every completed year of service in the scale upto a maximum of 15 points shall be regulated as prescribed in the rules.
d) Points obtained in the interview/Assessment by Departmental promotion committee - There will be a maximum of 15 points for interview, which will be regulated as prescribed in the Rules.
8) SERVICE AND PERFORMANCE LINKED PROMOTION SCHEME
Executives with 7 years of service in E-2B or E-4 scale will be considered for personal promotion depending on a specified minimum level of performance.
The Service Linked Promotion Scheme will be as prescribed in the Rules.
9) CAREER PLANNING
In addition, the Company adopts a development oriented approach to performance shortcomings/strengths which will ensure a more relevant and precise input in terms of Company efforts to improve performance of the executives.
In order to achieve this objective, each Unit will prepare a list of executives with high potential and a list of identified low performers.
EXECUTIVES WITH HIGH POTENTIAL
a) JOB ROTATION
These executives may be rotated to other Departments, not necessarily in their
lines of promotion in order to groom them to occupy senior posts at a later date.
b) TRAINING
Training plan for executives oriented to their specific requirements and to enhance potential will be prepared every year.
C) CAREER ADVANCEMENT
To motivate these executives to maintain high levels of performance as well as to meet the organisational needs for utilizing their services effectively, it is required to plan for smooth career advancement for executives with high level of performance.
EXECUTIVES WITH LOW PERFORMANCE
Executives with minimum service of 3 years in the Company and having an ACP of 10 or less will be included in this list. In the month of June, every year, this list will also be updated and the Units will plan job rotation and training for such executives. Units will also arrange to counsel these executives to improve their performance. The names of the executives will be deleted from this list if their ACP rises to 15 or beyond in any year or if ACP remains above 10 for four consecutive years.
10) RESERVATION FOR SCs/STs
Reservation for SCs and STs will be provided as per the Presidential
Directives on the subject.
11) PROBATION
The executives promoted under this policy will be kept on probation for a period of six months.
The probation will be regulated as prescribed in the Rules.
12) RULES AND PROCEDURE
Chairman-FSNL/Board is authorized to frame and issue rules and procedures under this policy.
13) TRANSFER
a) PARALLEL TRANSFER
If an executive is transferred parallely to another Section/Department/Zone/Function/Unit and if upon his request to reconsider the transfer, he is permitted by the competent authority to continue in his present post or place of posting, he will not be considered for promotion for a period of one year if he is already eligible for promotion or if he is not eligible for promotion, from the date he becomes eligible for it.
b) TRANSFER ON PROMOTION
A period of one month will be given to an executive to join his new place of posting on transfer. if the executive does not assume charge of the higher post within two months of issue of the order, his promotion order will stand cancelled and he will be treated at par with executives refusing to accept transfer.
QUALIFICATION RATING
Category of posts Qualification Points
1. TECHNICAL a) Doctorate in Engg. 20
b) Post-graduate Degree 18
c) B.Sc./Diploma 10
2. NON-TECHNICAL a) Doctorate Degree with 20
Recognized professional
qualification
b) Hons./Masters’ Degree 16
c) Graduate 8
3. FINANCE & ACTS. a) CA/ICWA. 20
b) Pass in the Departmental 10
Examination for Accounts
Or SAS Accountants Exam.
II) EXECUTIVE PERFORMANCE APPRAISAL
STAGES OF APPRAISAL
With these objectives in view, the appraisal system has been bifurcated into two parts :
Stage-I - Reporting Phase
(a) Self Appraisal
The self Appraisal to be filled in by the appraisee, has been structured to give the appraisee. An opportunity for reporting on his performance, his outstanding achievements, the difficulties faced and his suggestions for improving performance. The appraisee can also comment upon his developmental needs.
To remove the effect of recency, the self appraisal will be conducted twice in a year, a mid year review in October and an annual review in April.
B) Review Discussion
In the new system, Perfromance Review discussion between the appraisee and the reporting officer are envisaged both during the mid-year review in October and the annual review in April.
The discussions should cover :-
(a) Fulfilment of Tasks/Targets
(b) Action plans for improvment of Target/Tasks achivement, and
(c) Strength and developmental needs of the appraisee.
C) Performance Assessment
To improve objectivity of assessment performance will be assessed on the basis of following broad factors :-
(a) Job performance factors
(b) Managerial ability factors
(c) Development Plan
Stage-II - Evaluation Phase
A) Final Assessment
Final assessment will be done by the Higher Authority.
III) GRIEVANCE REDRESSAL PROCEDURE FOR STAFF
AND OFFICERS/PUBLIC (FOR UNITS AS WELL AS FOR CORPORATE OFFICE)
• FSNL shall place boxes viz., “Grievance/Suggestion
Box”, which will be kept at the reception counter of the Units/Corporate Office, keeping in view the easy accessibility of these boxes to the Public in general and the staff.
• The Suggestions/Grievances so received, shall be endorsed in a register called “Suggestion/Grievance Register”, on every Friday
• Under Stage-I, if an employee/public has some grievance, he will get an opportunity to meet the Public/ Staff Grievance Officer nominated for this purpose, who will patiently hear the grievance,
• Under Stage-II, in case the employee/Public is not satisfied with the answer given by the Staff Grievance Officer, or if he does not get any reply within 3 working days’ time, the complainant may meet the Unit Heads at the Units and General Manager(Opr.) at Corporate Office, who will patiently hear the grievance,
IV) OCCUPATIONAL SAFETY AND HEALTH POLICY
A) SAFETY ORGANIZATION
1. The Company will have a Safety Cell at Corporate Office, headed by the Head of Operations Department, to co-ordinate, monitor, promote and enhance the safety, occupational health, fire service and pollution control activities of the units.
2. This Safety Cell will comprise a multi-disciplinary team of relevant specialists for technical guidance, advice and direction to the units.
INCENTIVE / MOTIVATIONAL SCHEME
I) INCENTIVE SCHEME FOR ACQUIRING PROFESSIONAL QUALIFICATIONS
1. OBJECTIVE
To encourage employees to improve their knowledge and professional competence by undertaking advance studies relevant to their function in the Company.
2. POLICY
Employees shall be given increments when they acquire additional qualifications, as specified and relevant to the area of responsibility, during their service in the Company.
3. SCOPE
This Scheme shall cover all employees of the Company below the Board level including Management Trainees.
4. ENTITLEMENT
Increments under this Scheme shall be granted not more than twice during the tenure of the service of an employee.
II) INCENTIVE SCHEME FOR PROMOTION OF PROGRESSIVE USE OF HINDI IN DAY TO DAY OFFICE WORK
1. OBJECTIVE
To encourage employees acquire qualifications in the Hindi Language and use Rajbhasha Hindi in their official work.
2. POLICY
To ensure increasing use of Hindi in the official work in FSNL.
To provide training to English Stenographers/PAs/EPSs in Hindi Stenography & Hindi Typewriting.
.
3. FACILITIES
No fee will be charged towards tuition or for examination conducted under the Hindi Teaching Scheme.
Text books for Prabodh, Praveen and Pragya examinations will be supplied free of cost.
Classes will be held during office hours.
Cash awards and Lump-sum awards granted on passing the Hindi Examinations are income tax free.
4. EXAMINATION AWARD
i) Prabodh examination of Rs.500.00 (Rupees Five
the Hindi Teaching Scheme. hundred only)
ii) Praveen examination of the Rs.500.00 (Rupees Five
Hindi Teaching Scheme. hundred only)
iii) Pragya examination of the Rs.600.00 (Rupees Six
Hindi Teaching Scheme. hundred only)
III) SUGGESTION SCHEME
1. AIMS AND OBJECT
(A) To encourage and support constructive and innovative thinking in any phase of the Companies operation within the sphere of the employees work or outside of it.
(B) To develop and foster closer relationship between the workers and management.
2. ELIGIBILITY FOR OFFERING SUGGESTION
The Scheme will apply to all employees below the managerial level except those employees who are in a privileged position of having at their disposal information obtained from special investigations or research, or those who have been assigned to carry out or assist on work connected with special problems or projects by the Company.
IV) REWARD
a) After correct assessment of the saving effected by adoption of a suggestion, the Committee may recommend a reward upto a maximum of Rs.500/- provided of course that the benefit and savings are of a lasting nature to the Company or for very many years.
b) If however, the suggestion results in the saving of lumpsum only, then maximum reward will be Rs.250/- only, depending of course on the lumpsum saving effected.
C) The minimum reward for any accepted suggestion will be Rs.50/-.
After examining all recommendations, the committee will obtain approval of Managing
Director for the decision, for awarding following Puraskars :-
1. Ferro Scrap Platinum Puraskar Rs.500/-
2. Ferro Scrap Hirak Puraskar Rs.400/-
3. Ferro Scrap Swarn Puraskar Rs.300/-
LEAVE RULES / LTC /LLTC RULES
A. APPLICATION FOR LEAVE
1. Application for leave (including Casual leave) should be submitted sufficiently in advance.
2 If an Executive, while at Headquarters, suddenly falls sick, then he shall inform the Santioning Authority immediately regarding his illness followed by a leave application together with the unfit certificate issued by the authorised Medical Attendant and at the time of joining his duty, must produce the fit certificate from the authorised Medical Attendant concerned.
B. CASUAL LEAVE
An Executive shall be eligible for 15 days leave in a calendar year. The sanctioning authority is empowered to refuse or revoke Casual Leave at any time due to exigencies of company’s work.
C. EARNED LEAVE
1. An executive who is in the permanent employment of the company shall be entitled for 30 days of Earned Leave for every completed year of service or 2-1/2 days for every completed month of service.
2. An executive can accumulate his Earned Leave upto 240 days.
3 The maximum Earned Leave that can be granted at a time to an Executive shall be 120 days.
D. HALF PAY LEAVE
1. An executive shall be entitled to Half-pay leave @ 20 days for each completed year of service. Employees who put in 6 month or more than 6 months of qualifying service in the calendar year of superannuation, are given credit for HPL, as if they worked for the whole calendar year and the employees who put in less than 6 months of qualifying service, get credit of HPL on pro-rata basis.
E. COMMUTED LEAVE
An Executive shall be entitled to commute leave not exceeding half the amount of Halfpay leave due on medical ground only (duly supported by medical certificate issued by a Registered Medical Practitioner).
F. CLOSED HOLIDAY/NATIONAL HOLIDAY
1 Republic Day, Independence Day and Mahatma Gandhi Jayanti shall be the national Holidays and May Day and Co.’s Foundation Day (in lieu of 1st August) shall be the closed holidays for Executives working in Works Deptt.
2. Executives working in Non-works Deptt including Corporate Office will observe 18 days closed holidays including 17th Sept. which is in substitution of Co.’s Foundation Day.
G. FESTIVAL HOLIDAY/OPTIONAL HOLIDAY
H. SPECIAL DISABILITY LEAVE
I. SPECIAL CASUAL LEAVE
J. LEAVE TO APPRENTICES/TRAINEES
K. LEAVE TO SUBSTITUTE AND CASUAL EMPLOYEES
WELFARE SCHEMES
I) MEDICAL REIMBURSEMENT SCHEME FOR EXECUTIVES
1. SCOPE :
The FSNL Medical Scheme shall apply to all regular employees working in executives category, trainees and apprentices their families
2. DOMICILIARY TREATMENT :
a. In the cases of investigation by the Pathologist and Radiologist, where hospitalizations is not needed, reimbursement will be regulated under Domiciliary treatment.
b. In case of dental treatment, charges for denture, cleaning, polishing of teeth, filling of teeth with gold, orthodental treatment on account of cosmetics will not, however, be reimbursed.
3. HOSPITALISATION :
In cases of hospitalizations of employee and entitled family members, the reimbursement of expenses will be full restricted to the charges prescribed by AIIMS, without limit.
4. MEDICAL TREATMENT IN SPECIAL CIRCUMSTANCES :
Reimbursement of medical expenses incurred at outstation will be allowed if an employee and members of his family normally residing with the employee goes on sanctioned leave/ tour (applicable in case of employee only). Reimbursement will, however, be in accordance with the rules applicable for domiciliary treatment.
5) In cases of serious diseases like Cancer, Heart disease, Leprosy, Kidney failure, if the employee or his dependants as defined under these rules, is referred to outside hospitals by the Specialist/Hospital, the expenses on in-door treatment like bed charges, medicine charges, doctors charges, pathology, radiology and other tests will be reimbursed by the company on actual basis. However, prior approval of the M.D. for such treatment will have to be obtained.
6. MISCELLANEOUS
1. B.J.Wadia Hospital, Mumbai
2. G.T.Hospital, Mumbai
3. Tata Memorial Hospital, Mumbai
4. Madras General Hospital, Chennai
5. Railway Hospital, Chennai
7. Patna Medical College Hospital, Patna
8. Ranchi Medical College Hospital, Ranchi
10. Indira Gandhi Institute of Medical Science,Patna
14. B.M.Birla Heart Research Centre, Kolkata
II) RULES FOR GRANT OF SCHOLARSHIPS TO THE CHILDREN OF EMPLOYEES WHO DIE WHILE IN SERVICE
1. OBJECTIVE
To provide encouragement to and facilitate education of meritorious children of
employees, who die on duty and while in service.
2. AMOUNT OF SCHOLARSHIP
(a) Scholarship of Rs. 250/- per month each will be awarded to students who join degree courses in Engineering/Architecture, Medical, Veterinary and Agricultural Sciences.
(b) Scholarship of Rs. 125/- per month each will be awarded to students who join diploma courses in the areas mentioned in (a) above and degree/diploma courses in pure science, social science, commerce, business/Personnel Admn. And humanities or higher secondary course in general or vocational course (i.e. 10+2 course etc).
(c) Scholarship of Rs. 50/- per month each will be awarded to students studying in High School.
3. ELIGIBILITY
The scholarships are open to one of the children of employees who die on duty and while in service. Students who are prosecuting higher/professional studies in the following courses in any recognised College/University/Technical Institute, Higher Secondary School and High School are eligible for the award of scholarship:
III) FAREWELL BENEFITS TO RETIRING EMPLOYEES
1) As a token of the management’s appreciation of the service of the retiring employee, the value of Gift to the retiring employee will be as follows:
a) Gift worth Rs. 750/- in case of Non-executive employees.
b) Gift worth Rs. 1000/- for officers of E-0 to E-2 level.
c) Gift worth Rs. 1500/- for officers of E-3 & E-4 level.
d) Gift worth Rs. 2000/- for officers of E-5 and above.
2) A well designed Service Certificate will be presented to the retiring employee commemorating the service of the employee to the company.
3) A copy of the group photograph taken on the occasion of farewell, will be properly laminated and presented to the retiring employee on Co.’s cost.
4) High Tea party @ Rs. 15/- per employee will be hosted by company on the occasion of farewell.
IV) STANDARD NORMS FOR PROVIDING SAFETY APPLIANCES TO THE EMPLOYEES OF FERRO SCRAP NIGAM LIMITED
SAFETY APPLIANCES TO BE SUPPLIED WITH SPECIFTCATION FREQUENCY CATEGORY
1. BATA Industrial Shoe 1 Pair per year
2. Hannd gloves, all leather 18" long Once in a month Lancer/G.C./ or as required
3) Canvas Handgloves with leather palm Once in a month Helper/Mechanic
4)Safety Goggles, with Plain glass with 1 no. per year or Crane, Dozer,
side protection. as required, if DPL, Sep. Opr., damaged Turner/Machnst.,
Helpers & Mechanics.
V) 'EMPLOYEES’ FAMILY BENEFIT SCHEME
VI) WORKMEN’S COMPENSATION BENEFITS
RETIREMENT BENEFITS
I) VOLUNTARY RETIREMENT SCHEME – EXECUTIVES
1. OBJECTIVE
To provide certain benefits to:
i) The employees of the Company who may opt to retire voluntarily for personal reasons after 25 years of service in the Company.
ii) The employees of the Company who may be considered for pre-mature retirement by the Management.
2. SCOPE
The Scheme shall apply to all regular/permanent employees of the Company.
3. ELIGIBILITY
An employee who has completed 10 years of service in the company and who is atleast 50 years of age or an employee who has completed 25 years of service in the Company (with no age limit) will be eligible.
II) GRATUITY RULES
1. SCOPE
These rules shall apply to all employees of the company except casual employees, Government Servants and others employed on deputation terms, Apprentices and Foreign Technicians.
2. DECISIONS
These rules are applicable to all employees of the company except in so far as they may be inconsistent with the provisions of the payment of Gratuity Act and Rules framed there under and the provisions of the Memorandum of Agreement, which are reproduced:
3. PAYMENT OF GRATUITY
a) Gratuity shall be granted to the employees of the Company for good, efficient and faithful service and shall be admissible on termination of his employment after he has rendered qualifying service for not less than five years on:
(i) Superannuation
(ii) Discharge on abolition of post
(iii) Retirement or resignation after five years qualifying service in the company;
(iv) Death or permanent incapacity due to bodily or mental infirmity as to which the opinion of the authorised medical officer nominated by the company shall be final and binding. In this case the condition regarding completion of qualifying service of five years shall not be necessary.
CONDUCT, DISCIPLINE & APPEAL RULES, 1982 (CDA) / STANDING ORDERS
• These rules may be called Ferro Scrap Nigam Limited Conduct, Discipline and Appeal Rules, 1982.
• These rules came into force with effect from 7.12.1982.
Rule 1. GENERAL:
(1) Every employee of the Company shall at all times -
(i) Maintain absolute integrity;
(ii) Maintain devotion to duty; and
(iii) Conduct himself at all times in a manner which will enhance the reputation of the Company.
Rule-2 MISCONDUCT:
1) Theft, fraud or dishonesty
2) Taking or giving bribes;
3) Furnishing false information
4) Habitual late or irregular attendance or wilful absence from duty;
5) Damage to any property of the Company;
6) Drunkness
7) Gambling within the premises of the establishment.
8) Smoking within the premises
9) Sleeping while on duty.
10) Sexual harassment of the working women
Rule-3 EMPLOYMENT OF NEAR RELATIVES
No employee shall use his position or influence directly or indirectly to secure employment for any person related, whether by blood or marriage to the employee or the employee's wife or husband, whether such a person is dependent on the employee or not.
Rule-4 CONNECTION WITH PRESS OR RADIO
No employee of the Company shall, except with the previous sanction of the competent authority, or in the bona fide discharge of his duties, participate in a radio broadcast or write or publish a book or contribute an article or write a letter either in his own name or
Rule-5 : UNAUTHORIZED COMMUNICATION OF INFORMATION
No employee shall, except in accordance with any general or special order of the Company, directly or indirectly any official document or any part thereof of information to any person to whom he is not authorized to communicate such document or information.
Rule-6 PRIVATE TRADE OR EMPLOYMENT :
No employee of the Company, shall, except with the previous sanction of the competent authority, engage directly or indirectly in any trade or business or undertake for taking an employment.
Rule-7 MOVABLE, IMMOVABLE AND VALUABLE PROPERTY :
No employee of the company shall, except with the previous knowledge of the competent authority, acquire or dispose of any immovable property by lease, mortgage, purchase, sale, gift or otherwise, either in his own name or in the name of any member of his family.
Rule-8 BIGAMOUS MARRIAGES
(1) No employee shall enter into, or contract a marriage with a person having a spouse living;
(2) No employee, having a spouse living, shall enter into, or contract, a marriage with any person;
MISCELLANEOUS
I) RULES REGARDING CHANGE OF NAME
1. OBJECTIVE
To regulate matters concerning change of Name of employees and matters connected there with.
2. COVERAGE
These rules shall be applicable to all employees of Ferro Scrap Nigam Limited.
3. SCOPE
These rules shall be followed in respect of change in Name whether consequent to change of religion or otherwise.
EXPLANATION
i) “Name” shall be construed as include in Surname.
ii) ”Change” in Name shall mean addition, alteration or deletion in the Name of an employee.
iii) Alteration in spellings shall also constitute a change in Name
II) PROCEDURE FOR WEEDING OUT OF OLD RECORDS,
RECORD RETENTION & DESTRUCTION
I. OBJECTIVE:
The objective of the procedure is to transfer records to the Central Records Room, preserve them for specified time and weed them out successively and systematically so that the offices are not cluttered with dead records.
II. SCOPE :
The procedure for record retention/ destruction will be applicable to all the Departments of Corporate Office & Units.
III. PRESERVATION OF FILES/RECORDS :
(a) Record notes of all discussions & minutes of meetings, negotiations etc., which ultimately lead to the finalization of contracts, agreements and such other important documents, should be properly attested and maintained preferably in the same manner in which the minutes of the Board Meetings are recorded and maintained under the Companies Act.
(b) Vouchers, records, papers, etc., on the basis of which the books of account
(pertaining to receipts and expenditure) are prepared, should be preserved for 8
years, i.e., "as long as a book of account to which they are related are required to be kept."
(c) The following shall be preserved for not less than the period specified against each:-
(i) Files, papers and documents leading and relating to contracts and agreements
etc. - 5 years after the contract/agreement is fulfilled or terminated.
(ii) In case where Audit OR Vigilance objections have been raised - the relevant
files and documents shall not, in any circumstances, be allowed to be
destroyed till such time as the objections have been cleared to the satisfaction
of the audit authorities or Vigilance authorities, as the case may be, or have
been reviewed by the Committee on Public Undertakings.
(iii) In the case of disputed contracts - till the dispute is settled either mutually or through a court of law or arbitration, whichever is later.
Ferro Scrap Nigam Limited is a joint sector company, incorporated on 28-3-1979. Presently it is "Mini Ratna II PSU" a Government of India company under Ministry of Steel. It is a wholly owned subsidiary of MSTC Limited and the share capital is INR 200 Million.
FSNL undertakes the job of recovery and processing of scrap from slag and refuse generated during iron and steel making at Steel Plants.
Ferro Scrap Nigam Limited Offers specialized services for Dig and haul of Blast Furnaces & Steel Melting Shop slag at slag yards, Processing of iron and steel skulls, mill rejects & maintenance scrapes per customer's requirement.
FSNL also offers Scaring of slabs, crushing and screening of LD slag to be used in sinter plant, blast furnace and rail ballast. It removes sludge & ash deposit from sludge compartments & ash ponds, too.
Ferro Scrap Nigam Limited has also diversified in to Marketing of Heavy Earth Moving Equipment products, R&D and Consultancy, Mining & Civil Structural Contracts, Central Workshop and Renewable Energy to make the company globally competitive
FSNL has been awarded language Policy and Indira Gandhi Rajbasha Shield (1st Prize) for Implementation of Official language. Steel Ministry's Rajbhasha Trophy (2nd Prize) for implementation of Official language Policy, Steel Ministry's Trophy (3rd Prize) for implementation of Official language for many years..
FSNL’S OPERATING UNITS
S.No. LOCATION STEEL PLANT COMMENCEMENT
1. ROURKELA SAIL-RSP 1962
2. BURNPUR SAIL-IISCO 1964
3. BHILAI SAIL-BSP 1983
4. BOKARO SAIL-BSL 1984
5. VIZAG RINL-VSP 1990
6. DURGAPUR SAIL-DSP 1991
7. DOLVI ISPAT 2000
8. DUBURI NINL 2002
Regional Offices:
Kolkata,
New Delhi and
Bengluru
Board of Directors
SHRI ANTONY CHACKO
MANAGING DIRECTOR, FSNL
FERRO SCRAP NIGAM LIMITED
FSNL BHAWAN, EQUIPMENT CHOWK,
CENTRAL AVENUE, BHILAI,
POST BOX NO.37
PIN : 490001
Fax-07882220423, 2223884 Ph.NO 07882223588
E-MAIL : [email protected]
SHRI L . SIDDHARTHA SINGH
DIRECTOR, FSNL
MINISTRY OF STEEL, UDYOG BHAWAN
NEW DELHI - 110107
Fax- 011-23061475 Ph.- 011-23062386
E-MAIL : [email protected]
SHRI ASHOK KUMAR
DIRECTOR, FSNL
30/31 JEEVAN VIKAS BUILDING
1 ST ASAF ALI ROAD
NEW DELHI - 110002
Fax- 011-23216713 Ph.- 011-23214201
E-MAIL : [email protected]
WAGE & SALARY ADMINISTRATION
PAY AND OTHER ALLOWANCES
SCALE OF PAY (EXECUTIVES):
DESIGNATION SCALE CODE SCALE OF PAY (Rs.)
Executive E-0 6550-200-11350/=
Jr.Manager E-1 8600-250-14600/=
Asst.Manager E-2 (B) 13000-350-18250/=
Dy.Manager E-3 14500-350-18700/=
Manager E-4 16000-400-20800/=
DEARNESS ALLOWANCE PAYABLE TO ALL EMPLOYEES :
DA installments are released 4 times a year with effect from 1 January, 1 April, 1 July and 1 October.
DATE OF ANNUAL INCREMENT :
The date of annual increment of an employee is either 1st January or 1st July of the year and is determined in the manner indicated below:-
i) An employee who is appointed or promoted on any date during the period, 1st January to 30th June of a year, will draw annual increment in the time scale applicable to him on 1st January every year.
ii) An employee who is appointed or promoted on any date during the period 1st July to 31st December of a year, will draw annual increment in the time scale applicable to him on 1st July every year.
FIXATION OF PAY ON PROMOTION
On promotion, a notional increment in the lower scale is added to the pay prior to promotion to arrive at notional pay and pay in higher scale is fixed at the stage immediately above the notional pay. Provided that such a notional increment is added even when one has been drawing thes maximum in the lower scale of pay. Provided further that if such pay fixed on promotion falls short of the pay which the employee would have drawn had he been promoted after drawing the next increment in the lower scale then his pay would be re-fixed at the next higher stage with effect from the date he would have drawn such increment.
EXAMPLE
1. IN CASE OF PROMOTION EFFECTIVE FROM 30TH JUNE
a) If date of Increment of employee : 1st January
Basic Pay as on 29th June may be taken and a notional increment of existing grade be added to this pay in order to arrive at notional pay and pay in higher scale be fixed at the stage immediately above the notional pay.
However, the individual will get monetary benefit from the date of take over charge of higher post.
The next date of annual increment of the individual will be 1st January, subject to confirmation.
b) In case of normal date of increment : 1st July
In case the normal date of increment of an employee is 1st July, then in that case, if such pay fixed as above on promotion falls short of the pay which the employee would have drawn had he been promoted after drawing the increment in the lower scale, then his pay would be re-fixed at the next higher stage with effect from the date he would have drawn such increment, i.e., 1st July. The next date of annual increment will be 1st July of next year, subject to confirmation. The monetary benefit will be given from the date of takeover of charge of the higher post. In case the pay fixed as per (a) above does not fall short of the pay fixed after drawal of increment, the pay fixed as per (a) above will be applicable with monetary benefit from the date of take over charge. The next date of annual increment will be 1st January.
ALLOWANCES
I) TRAVELLING ALLOWANCE RULES
A) TRAVELLING ALLOWANCE:
1) An employee will be eligible for traveling allowance, if journeys are undertaken for the following purposes:-
a) Tour;
b) Appearing in Departmental examination, interview or selection test conducted by the Company
c) Participation in sports/cultural events representing the company;
d) Participation in training programmes, seminars and Conferences as nominated participant/faculty
e) Receiving National Awards
2) Entitlement of employees in different groups for TA is as follows:-
a) Upto N-2 grade: 2nd Class by rail, Lower Class or middle class or 3rd class by Steamer, 0.36 paise per Km.by road at current rates or actual, whichever is lower.
b) N-3 to N-10/M-0 to M-5 : First class/ACC-II tier, sleeper by rail including Rajdhani Express, highest class by steamer 0.85 paise per Km by road at current rates or actual, whichever is less.
c) E-0 and above upto E-3 grade : First class/ACC-II tier Sleeper by Rail, including Rajdhani Express highest class by steamer, Rs.1.72 per Km.by road at current rates or actual whichever is lower
TRANSFER EXPENSES :
Travel Expenses
An employee on transfer shall be entitled to reimbursement as follows:
a) Travel for self and family by the entitled class/mode as on official tour.
b) Reimbursement of actual fare for journeys from residence/place of stay to Railway Station/Air-port and vice-versa.
B) TRAINING PROGRAMMES, SEMINARS AND
CONFERENCES:
1) Sponsoring of an employee for specialised long duration training of six months and above, will be treated as temporary posting. They will be entitled to HRA, as applicable and an amount of Rs. 500/- per month for the period as a special allowance.
2) Executives will be entitled to the following entertainment allowance for the duration of the external training programmes, seminar/conference (and not for in company training programme):
Upto
6 days – Rs. 200/-
7-14 days - Rs. 300/-
15 days & above - Rs. 400/-
II) CITY COMPENSATORY ALLOWANCE
CCA will be paid to employees working in different locations as per guidelines received from Government of India from time to time. As per the existing guidelines issued by Government of India, CCA will be granted as under (presently at Delhi, Burnpur, Vizag, C.O. and Bhilai unit):-
Human Resource Policy & Rules
I) PROMOTION POLICY&RULES FOR EXECUTIVES
1) INTRODUCTION:
In establishing and maintaining a dynamic organisational structure suited to meet present and future Company needs, FSNL is committed to developing its own human resources in such a manner as to integrate the aspirations for growth and development of the individual employees with the fulfilment of the Company’s objectives. The Company seeks to sustain high levels of performance from its executives by maintaining a working environment conducive to the efficient and effective functioning of each Executive.
2) SCOPE :
The policy shall cover all promotion made in executive posts (other than promotion from non-executive posts to executive posts) and shall apply to all units of FSNL.
The policy will not cover those executives who are appointed for a limited tenure, superannuated persons reappointed in the Company’s service, and to other executives appointed on a purely casual or temporary basis or whose terms of appointment stipulate coverage under different rules.
3) CLUSTERS OF SCALES :
For the purpose of promotion and career planning of executives, scales of pay will be grouped in the following clusters:-
CLUSTER SCALE CODE SCALE OF PAY (Rs.)
A E-0/E-1/E-2A & E-2B 6550-200-11350/=
8600-250-14600/=
B E-3 & E-4 14500-350-18700/=
16000-400-20800/=
4) PROMOTION SYSTEM :
There will be two systems of promotion within the executive positions in FSNL
i) Promotion within clusters of scales of pay.
ii) Promotion between clusters of scales of pay.
5) CREDIT POINTS FOR APPRAISAL RATINGS :
The final ratings of the executive performance appraisal system provide categorization of executives in terms of different levels of performance. To link performance appraisal ratings with the promotion policy, the following credit points shall be adopted:-
Appraisal Ratings Approx.% Credit points
Earned for the year of Executives earned
O 10 50 points
A 20 40 points
B 45 30 points
C 25 15 points
6) PROMOTION WITHIN A CLUSTER OF SCALES OF PAY :
a. Within a cluster of scales of pay promotion shall be linked to performance as reflected in the Performance Appraisal Reports, subject to Policy para
b. Promotion from one scale of pay to another in the same cluster will be decided on collection of certain specified credit points, subject to Policy para
• PROMOTION WITHIN CLUSTER ‘A’ (E-1 TO E-2A & E-2A to E-2B)
The executives will be promoted from E-1 to E-2A & E-2A to E-2B scales on acquiring 120 credit points/100 credit points (as prescribed in the rules) based on their appraisal ratings. An employee in the E-0 grade will be promoted to E-1 grade on acquiring minimum 90 credit points subject to a minimum of two years of service in the E- 0 scale.
• FOR PROMOTION WITHIN CLUSTER ‘B’ AND ‘C’ (E-3 TO E-4)
An executive will be promoted, if found suitable by DPC, on his earning 100 credit points on the basis of his appraisal ratings subject to his having minimum of 2 years’ service in the existing scale of pay.
7) PROMOTION BETWEEN clusters:
Between clusters, promotion will depend on availability of vacancies in the next higher cluster.
Promotions will be based on total points earned by an executive on the basis of the following factors :-
a) Average Credit Points (ACP) in the current scale of pay- Sum of the credit points earned in the last three years
b) Points for qualification- Points will be awarded for different levels of educational qualifications
c) Length of service - Points for number of years spent in the current scale of pay- 2 points for every completed year of service in the scale upto a maximum of 15 points shall be regulated as prescribed in the rules.
d) Points obtained in the interview/Assessment by Departmental promotion committee - There will be a maximum of 15 points for interview, which will be regulated as prescribed in the Rules.
8) SERVICE AND PERFORMANCE LINKED PROMOTION SCHEME
Executives with 7 years of service in E-2B or E-4 scale will be considered for personal promotion depending on a specified minimum level of performance.
The Service Linked Promotion Scheme will be as prescribed in the Rules.
9) CAREER PLANNING
In addition, the Company adopts a development oriented approach to performance shortcomings/strengths which will ensure a more relevant and precise input in terms of Company efforts to improve performance of the executives.
In order to achieve this objective, each Unit will prepare a list of executives with high potential and a list of identified low performers.
EXECUTIVES WITH HIGH POTENTIAL
a) JOB ROTATION
These executives may be rotated to other Departments, not necessarily in their
lines of promotion in order to groom them to occupy senior posts at a later date.
b) TRAINING
Training plan for executives oriented to their specific requirements and to enhance potential will be prepared every year.
C) CAREER ADVANCEMENT
To motivate these executives to maintain high levels of performance as well as to meet the organisational needs for utilizing their services effectively, it is required to plan for smooth career advancement for executives with high level of performance.
EXECUTIVES WITH LOW PERFORMANCE
Executives with minimum service of 3 years in the Company and having an ACP of 10 or less will be included in this list. In the month of June, every year, this list will also be updated and the Units will plan job rotation and training for such executives. Units will also arrange to counsel these executives to improve their performance. The names of the executives will be deleted from this list if their ACP rises to 15 or beyond in any year or if ACP remains above 10 for four consecutive years.
10) RESERVATION FOR SCs/STs
Reservation for SCs and STs will be provided as per the Presidential
Directives on the subject.
11) PROBATION
The executives promoted under this policy will be kept on probation for a period of six months.
The probation will be regulated as prescribed in the Rules.
12) RULES AND PROCEDURE
Chairman-FSNL/Board is authorized to frame and issue rules and procedures under this policy.
13) TRANSFER
a) PARALLEL TRANSFER
If an executive is transferred parallely to another Section/Department/Zone/Function/Unit and if upon his request to reconsider the transfer, he is permitted by the competent authority to continue in his present post or place of posting, he will not be considered for promotion for a period of one year if he is already eligible for promotion or if he is not eligible for promotion, from the date he becomes eligible for it.
b) TRANSFER ON PROMOTION
A period of one month will be given to an executive to join his new place of posting on transfer. if the executive does not assume charge of the higher post within two months of issue of the order, his promotion order will stand cancelled and he will be treated at par with executives refusing to accept transfer.
QUALIFICATION RATING
Category of posts Qualification Points
1. TECHNICAL a) Doctorate in Engg. 20
b) Post-graduate Degree 18
c) B.Sc./Diploma 10
2. NON-TECHNICAL a) Doctorate Degree with 20
Recognized professional
qualification
b) Hons./Masters’ Degree 16
c) Graduate 8
3. FINANCE & ACTS. a) CA/ICWA. 20
b) Pass in the Departmental 10
Examination for Accounts
Or SAS Accountants Exam.
II) EXECUTIVE PERFORMANCE APPRAISAL
STAGES OF APPRAISAL
With these objectives in view, the appraisal system has been bifurcated into two parts :
Stage-I - Reporting Phase
(a) Self Appraisal
The self Appraisal to be filled in by the appraisee, has been structured to give the appraisee. An opportunity for reporting on his performance, his outstanding achievements, the difficulties faced and his suggestions for improving performance. The appraisee can also comment upon his developmental needs.
To remove the effect of recency, the self appraisal will be conducted twice in a year, a mid year review in October and an annual review in April.
B) Review Discussion
In the new system, Perfromance Review discussion between the appraisee and the reporting officer are envisaged both during the mid-year review in October and the annual review in April.
The discussions should cover :-
(a) Fulfilment of Tasks/Targets
(b) Action plans for improvment of Target/Tasks achivement, and
(c) Strength and developmental needs of the appraisee.
C) Performance Assessment
To improve objectivity of assessment performance will be assessed on the basis of following broad factors :-
(a) Job performance factors
(b) Managerial ability factors
(c) Development Plan
Stage-II - Evaluation Phase
A) Final Assessment
Final assessment will be done by the Higher Authority.
III) GRIEVANCE REDRESSAL PROCEDURE FOR STAFF
AND OFFICERS/PUBLIC (FOR UNITS AS WELL AS FOR CORPORATE OFFICE)
• FSNL shall place boxes viz., “Grievance/Suggestion
Box”, which will be kept at the reception counter of the Units/Corporate Office, keeping in view the easy accessibility of these boxes to the Public in general and the staff.
• The Suggestions/Grievances so received, shall be endorsed in a register called “Suggestion/Grievance Register”, on every Friday
• Under Stage-I, if an employee/public has some grievance, he will get an opportunity to meet the Public/ Staff Grievance Officer nominated for this purpose, who will patiently hear the grievance,
• Under Stage-II, in case the employee/Public is not satisfied with the answer given by the Staff Grievance Officer, or if he does not get any reply within 3 working days’ time, the complainant may meet the Unit Heads at the Units and General Manager(Opr.) at Corporate Office, who will patiently hear the grievance,
IV) OCCUPATIONAL SAFETY AND HEALTH POLICY
A) SAFETY ORGANIZATION
1. The Company will have a Safety Cell at Corporate Office, headed by the Head of Operations Department, to co-ordinate, monitor, promote and enhance the safety, occupational health, fire service and pollution control activities of the units.
2. This Safety Cell will comprise a multi-disciplinary team of relevant specialists for technical guidance, advice and direction to the units.
INCENTIVE / MOTIVATIONAL SCHEME
I) INCENTIVE SCHEME FOR ACQUIRING PROFESSIONAL QUALIFICATIONS
1. OBJECTIVE
To encourage employees to improve their knowledge and professional competence by undertaking advance studies relevant to their function in the Company.
2. POLICY
Employees shall be given increments when they acquire additional qualifications, as specified and relevant to the area of responsibility, during their service in the Company.
3. SCOPE
This Scheme shall cover all employees of the Company below the Board level including Management Trainees.
4. ENTITLEMENT
Increments under this Scheme shall be granted not more than twice during the tenure of the service of an employee.
II) INCENTIVE SCHEME FOR PROMOTION OF PROGRESSIVE USE OF HINDI IN DAY TO DAY OFFICE WORK
1. OBJECTIVE
To encourage employees acquire qualifications in the Hindi Language and use Rajbhasha Hindi in their official work.
2. POLICY
To ensure increasing use of Hindi in the official work in FSNL.
To provide training to English Stenographers/PAs/EPSs in Hindi Stenography & Hindi Typewriting.
.
3. FACILITIES
No fee will be charged towards tuition or for examination conducted under the Hindi Teaching Scheme.
Text books for Prabodh, Praveen and Pragya examinations will be supplied free of cost.
Classes will be held during office hours.
Cash awards and Lump-sum awards granted on passing the Hindi Examinations are income tax free.
4. EXAMINATION AWARD
i) Prabodh examination of Rs.500.00 (Rupees Five
the Hindi Teaching Scheme. hundred only)
ii) Praveen examination of the Rs.500.00 (Rupees Five
Hindi Teaching Scheme. hundred only)
iii) Pragya examination of the Rs.600.00 (Rupees Six
Hindi Teaching Scheme. hundred only)
III) SUGGESTION SCHEME
1. AIMS AND OBJECT
(A) To encourage and support constructive and innovative thinking in any phase of the Companies operation within the sphere of the employees work or outside of it.
(B) To develop and foster closer relationship between the workers and management.
2. ELIGIBILITY FOR OFFERING SUGGESTION
The Scheme will apply to all employees below the managerial level except those employees who are in a privileged position of having at their disposal information obtained from special investigations or research, or those who have been assigned to carry out or assist on work connected with special problems or projects by the Company.
IV) REWARD
a) After correct assessment of the saving effected by adoption of a suggestion, the Committee may recommend a reward upto a maximum of Rs.500/- provided of course that the benefit and savings are of a lasting nature to the Company or for very many years.
b) If however, the suggestion results in the saving of lumpsum only, then maximum reward will be Rs.250/- only, depending of course on the lumpsum saving effected.
C) The minimum reward for any accepted suggestion will be Rs.50/-.
After examining all recommendations, the committee will obtain approval of Managing
Director for the decision, for awarding following Puraskars :-
1. Ferro Scrap Platinum Puraskar Rs.500/-
2. Ferro Scrap Hirak Puraskar Rs.400/-
3. Ferro Scrap Swarn Puraskar Rs.300/-
LEAVE RULES / LTC /LLTC RULES
A. APPLICATION FOR LEAVE
1. Application for leave (including Casual leave) should be submitted sufficiently in advance.
2 If an Executive, while at Headquarters, suddenly falls sick, then he shall inform the Santioning Authority immediately regarding his illness followed by a leave application together with the unfit certificate issued by the authorised Medical Attendant and at the time of joining his duty, must produce the fit certificate from the authorised Medical Attendant concerned.
B. CASUAL LEAVE
An Executive shall be eligible for 15 days leave in a calendar year. The sanctioning authority is empowered to refuse or revoke Casual Leave at any time due to exigencies of company’s work.
C. EARNED LEAVE
1. An executive who is in the permanent employment of the company shall be entitled for 30 days of Earned Leave for every completed year of service or 2-1/2 days for every completed month of service.
2. An executive can accumulate his Earned Leave upto 240 days.
3 The maximum Earned Leave that can be granted at a time to an Executive shall be 120 days.
D. HALF PAY LEAVE
1. An executive shall be entitled to Half-pay leave @ 20 days for each completed year of service. Employees who put in 6 month or more than 6 months of qualifying service in the calendar year of superannuation, are given credit for HPL, as if they worked for the whole calendar year and the employees who put in less than 6 months of qualifying service, get credit of HPL on pro-rata basis.
E. COMMUTED LEAVE
An Executive shall be entitled to commute leave not exceeding half the amount of Halfpay leave due on medical ground only (duly supported by medical certificate issued by a Registered Medical Practitioner).
F. CLOSED HOLIDAY/NATIONAL HOLIDAY
1 Republic Day, Independence Day and Mahatma Gandhi Jayanti shall be the national Holidays and May Day and Co.’s Foundation Day (in lieu of 1st August) shall be the closed holidays for Executives working in Works Deptt.
2. Executives working in Non-works Deptt including Corporate Office will observe 18 days closed holidays including 17th Sept. which is in substitution of Co.’s Foundation Day.
G. FESTIVAL HOLIDAY/OPTIONAL HOLIDAY
H. SPECIAL DISABILITY LEAVE
I. SPECIAL CASUAL LEAVE
J. LEAVE TO APPRENTICES/TRAINEES
K. LEAVE TO SUBSTITUTE AND CASUAL EMPLOYEES
WELFARE SCHEMES
I) MEDICAL REIMBURSEMENT SCHEME FOR EXECUTIVES
1. SCOPE :
The FSNL Medical Scheme shall apply to all regular employees working in executives category, trainees and apprentices their families
2. DOMICILIARY TREATMENT :
a. In the cases of investigation by the Pathologist and Radiologist, where hospitalizations is not needed, reimbursement will be regulated under Domiciliary treatment.
b. In case of dental treatment, charges for denture, cleaning, polishing of teeth, filling of teeth with gold, orthodental treatment on account of cosmetics will not, however, be reimbursed.
3. HOSPITALISATION :
In cases of hospitalizations of employee and entitled family members, the reimbursement of expenses will be full restricted to the charges prescribed by AIIMS, without limit.
4. MEDICAL TREATMENT IN SPECIAL CIRCUMSTANCES :
Reimbursement of medical expenses incurred at outstation will be allowed if an employee and members of his family normally residing with the employee goes on sanctioned leave/ tour (applicable in case of employee only). Reimbursement will, however, be in accordance with the rules applicable for domiciliary treatment.
5) In cases of serious diseases like Cancer, Heart disease, Leprosy, Kidney failure, if the employee or his dependants as defined under these rules, is referred to outside hospitals by the Specialist/Hospital, the expenses on in-door treatment like bed charges, medicine charges, doctors charges, pathology, radiology and other tests will be reimbursed by the company on actual basis. However, prior approval of the M.D. for such treatment will have to be obtained.
6. MISCELLANEOUS
1. B.J.Wadia Hospital, Mumbai
2. G.T.Hospital, Mumbai
3. Tata Memorial Hospital, Mumbai
4. Madras General Hospital, Chennai
5. Railway Hospital, Chennai
7. Patna Medical College Hospital, Patna
8. Ranchi Medical College Hospital, Ranchi
10. Indira Gandhi Institute of Medical Science,Patna
14. B.M.Birla Heart Research Centre, Kolkata
II) RULES FOR GRANT OF SCHOLARSHIPS TO THE CHILDREN OF EMPLOYEES WHO DIE WHILE IN SERVICE
1. OBJECTIVE
To provide encouragement to and facilitate education of meritorious children of
employees, who die on duty and while in service.
2. AMOUNT OF SCHOLARSHIP
(a) Scholarship of Rs. 250/- per month each will be awarded to students who join degree courses in Engineering/Architecture, Medical, Veterinary and Agricultural Sciences.
(b) Scholarship of Rs. 125/- per month each will be awarded to students who join diploma courses in the areas mentioned in (a) above and degree/diploma courses in pure science, social science, commerce, business/Personnel Admn. And humanities or higher secondary course in general or vocational course (i.e. 10+2 course etc).
(c) Scholarship of Rs. 50/- per month each will be awarded to students studying in High School.
3. ELIGIBILITY
The scholarships are open to one of the children of employees who die on duty and while in service. Students who are prosecuting higher/professional studies in the following courses in any recognised College/University/Technical Institute, Higher Secondary School and High School are eligible for the award of scholarship:
III) FAREWELL BENEFITS TO RETIRING EMPLOYEES
1) As a token of the management’s appreciation of the service of the retiring employee, the value of Gift to the retiring employee will be as follows:
a) Gift worth Rs. 750/- in case of Non-executive employees.
b) Gift worth Rs. 1000/- for officers of E-0 to E-2 level.
c) Gift worth Rs. 1500/- for officers of E-3 & E-4 level.
d) Gift worth Rs. 2000/- for officers of E-5 and above.
2) A well designed Service Certificate will be presented to the retiring employee commemorating the service of the employee to the company.
3) A copy of the group photograph taken on the occasion of farewell, will be properly laminated and presented to the retiring employee on Co.’s cost.
4) High Tea party @ Rs. 15/- per employee will be hosted by company on the occasion of farewell.
IV) STANDARD NORMS FOR PROVIDING SAFETY APPLIANCES TO THE EMPLOYEES OF FERRO SCRAP NIGAM LIMITED
SAFETY APPLIANCES TO BE SUPPLIED WITH SPECIFTCATION FREQUENCY CATEGORY
1. BATA Industrial Shoe 1 Pair per year
2. Hannd gloves, all leather 18" long Once in a month Lancer/G.C./ or as required
3) Canvas Handgloves with leather palm Once in a month Helper/Mechanic
4)Safety Goggles, with Plain glass with 1 no. per year or Crane, Dozer,
side protection. as required, if DPL, Sep. Opr., damaged Turner/Machnst.,
Helpers & Mechanics.
V) 'EMPLOYEES’ FAMILY BENEFIT SCHEME
VI) WORKMEN’S COMPENSATION BENEFITS
RETIREMENT BENEFITS
I) VOLUNTARY RETIREMENT SCHEME – EXECUTIVES
1. OBJECTIVE
To provide certain benefits to:
i) The employees of the Company who may opt to retire voluntarily for personal reasons after 25 years of service in the Company.
ii) The employees of the Company who may be considered for pre-mature retirement by the Management.
2. SCOPE
The Scheme shall apply to all regular/permanent employees of the Company.
3. ELIGIBILITY
An employee who has completed 10 years of service in the company and who is atleast 50 years of age or an employee who has completed 25 years of service in the Company (with no age limit) will be eligible.
II) GRATUITY RULES
1. SCOPE
These rules shall apply to all employees of the company except casual employees, Government Servants and others employed on deputation terms, Apprentices and Foreign Technicians.
2. DECISIONS
These rules are applicable to all employees of the company except in so far as they may be inconsistent with the provisions of the payment of Gratuity Act and Rules framed there under and the provisions of the Memorandum of Agreement, which are reproduced:
3. PAYMENT OF GRATUITY
a) Gratuity shall be granted to the employees of the Company for good, efficient and faithful service and shall be admissible on termination of his employment after he has rendered qualifying service for not less than five years on:
(i) Superannuation
(ii) Discharge on abolition of post
(iii) Retirement or resignation after five years qualifying service in the company;
(iv) Death or permanent incapacity due to bodily or mental infirmity as to which the opinion of the authorised medical officer nominated by the company shall be final and binding. In this case the condition regarding completion of qualifying service of five years shall not be necessary.
CONDUCT, DISCIPLINE & APPEAL RULES, 1982 (CDA) / STANDING ORDERS
• These rules may be called Ferro Scrap Nigam Limited Conduct, Discipline and Appeal Rules, 1982.
• These rules came into force with effect from 7.12.1982.
Rule 1. GENERAL:
(1) Every employee of the Company shall at all times -
(i) Maintain absolute integrity;
(ii) Maintain devotion to duty; and
(iii) Conduct himself at all times in a manner which will enhance the reputation of the Company.
Rule-2 MISCONDUCT:
1) Theft, fraud or dishonesty
2) Taking or giving bribes;
3) Furnishing false information
4) Habitual late or irregular attendance or wilful absence from duty;
5) Damage to any property of the Company;
6) Drunkness
7) Gambling within the premises of the establishment.
8) Smoking within the premises
9) Sleeping while on duty.
10) Sexual harassment of the working women
Rule-3 EMPLOYMENT OF NEAR RELATIVES
No employee shall use his position or influence directly or indirectly to secure employment for any person related, whether by blood or marriage to the employee or the employee's wife or husband, whether such a person is dependent on the employee or not.
Rule-4 CONNECTION WITH PRESS OR RADIO
No employee of the Company shall, except with the previous sanction of the competent authority, or in the bona fide discharge of his duties, participate in a radio broadcast or write or publish a book or contribute an article or write a letter either in his own name or
Rule-5 : UNAUTHORIZED COMMUNICATION OF INFORMATION
No employee shall, except in accordance with any general or special order of the Company, directly or indirectly any official document or any part thereof of information to any person to whom he is not authorized to communicate such document or information.
Rule-6 PRIVATE TRADE OR EMPLOYMENT :
No employee of the Company, shall, except with the previous sanction of the competent authority, engage directly or indirectly in any trade or business or undertake for taking an employment.
Rule-7 MOVABLE, IMMOVABLE AND VALUABLE PROPERTY :
No employee of the company shall, except with the previous knowledge of the competent authority, acquire or dispose of any immovable property by lease, mortgage, purchase, sale, gift or otherwise, either in his own name or in the name of any member of his family.
Rule-8 BIGAMOUS MARRIAGES
(1) No employee shall enter into, or contract a marriage with a person having a spouse living;
(2) No employee, having a spouse living, shall enter into, or contract, a marriage with any person;
MISCELLANEOUS
I) RULES REGARDING CHANGE OF NAME
1. OBJECTIVE
To regulate matters concerning change of Name of employees and matters connected there with.
2. COVERAGE
These rules shall be applicable to all employees of Ferro Scrap Nigam Limited.
3. SCOPE
These rules shall be followed in respect of change in Name whether consequent to change of religion or otherwise.
EXPLANATION
i) “Name” shall be construed as include in Surname.
ii) ”Change” in Name shall mean addition, alteration or deletion in the Name of an employee.
iii) Alteration in spellings shall also constitute a change in Name
II) PROCEDURE FOR WEEDING OUT OF OLD RECORDS,
RECORD RETENTION & DESTRUCTION
I. OBJECTIVE:
The objective of the procedure is to transfer records to the Central Records Room, preserve them for specified time and weed them out successively and systematically so that the offices are not cluttered with dead records.
II. SCOPE :
The procedure for record retention/ destruction will be applicable to all the Departments of Corporate Office & Units.
III. PRESERVATION OF FILES/RECORDS :
(a) Record notes of all discussions & minutes of meetings, negotiations etc., which ultimately lead to the finalization of contracts, agreements and such other important documents, should be properly attested and maintained preferably in the same manner in which the minutes of the Board Meetings are recorded and maintained under the Companies Act.
(b) Vouchers, records, papers, etc., on the basis of which the books of account
(pertaining to receipts and expenditure) are prepared, should be preserved for 8
years, i.e., "as long as a book of account to which they are related are required to be kept."
(c) The following shall be preserved for not less than the period specified against each:-
(i) Files, papers and documents leading and relating to contracts and agreements
etc. - 5 years after the contract/agreement is fulfilled or terminated.
(ii) In case where Audit OR Vigilance objections have been raised - the relevant
files and documents shall not, in any circumstances, be allowed to be
destroyed till such time as the objections have been cleared to the satisfaction
of the audit authorities or Vigilance authorities, as the case may be, or have
been reviewed by the Committee on Public Undertakings.
(iii) In the case of disputed contracts - till the dispute is settled either mutually or through a court of law or arbitration, whichever is later.