All recruitments in the Company will be made
in the approved pay scales as may be in force from time to time
(the existing pay scales are given at Annexure 1 of this chapter)
as per the prescribed recruitment specifications, which may
be modified from time to time depending upon job requirements
(the specifications presently in force are given in reference
guidelines).
Grouping of Posts
All posts in the company will be identified in
the following Groups:-
Description of Posts
Grouping of Posts
(i)
Posts carrying a pay or a scale of pay with a maximum
of not less than Rs.14,600/-
Group 'A'
(ii)
Posts carrying a pay or a scale of pay with a maximum
of not less than Rs.9,710/- but less than Rs.14,600/-.
Group 'B'
(iii)
Posts carrying a pay or a scale of pay with a maximum
of not less than Rs.5,670/- but less than Rs.9,710/-.
Group 'C'
(iv)
Posts carrying a pay or a scale of pay with a maximum
of which Rs.5,280/- or less
Group 'D'
Trainees / Apprentices
The Company will recruit Apprentices / Trainees
both on technical and non-technical side depending upon the
requirement as per the Training Scheme as may be vogue from
time to time.
Appointing Authority
The power to recruit and appoint will reset with
the authorities to whom such powers are delegated from time
to time by the Board of Directors of the Company / Chairman
& Managing Director of the Company.
Sources of Recruitment
Recruitment to various posts will normally be
made from the following sources :-
Employment Exchange as per the provision
of the Employment Exchange.
(Compulsory Notification of Vacancies ) Act, 1959.
Zila Sainik Boards / Directors General
Resettlement.
Direct recruitment by advertisement.
Company's own trainees who have satisfactory
complete their training.
Employees on deputation from Government
/ Other Public Sector Undertakings.
By transfer, selection and / or promotion
from amongst the existing employees of the Company.
On Contract for a specified period.
By transfer from other Public Sector
Undertakings.
Apprentices recruited under the Apprenticeship
Act, 1961.
Persons as declared 'Surplus employees'
of the company or of other Public Sector undertaking.
Method and procedure of Recruitment
Subject to Rule 1.3 all posts will be filled
up by grade -to-grade promotion of personnel to the extent that
qualified and experienced hands are available in the appropriate
categories as per the approved grade - to- grade specifications
for promotion which may, if considered necessary, be modified
from time to time as per job requirements.
All posts in the scale of Rs. 6550-11350 and
above, will be considered as 'Corporate level' posts and recruitment
to these posts will be made on 'Corporate' basis. The responsibility
for recruitment to such posts will devolve on the Personnel
Department at the Corporate level.
All posts in Group 'B' (workers category) 'C'
& 'D' will be considered as 'Unit' level posts, and recruitment
to these posts will be done by the concerned Personnel Department
of the Unit / Corporate Officer, as the case may be.
Direct recruitment will be resorted to only when
in the context of a particular vacancy no suitable candidate
for promotions is available in the appropriate rank (i.e. in
the next below scale) in Unit or throughout the Company depending
on whether the post in question has to be filled on Unit - wise
or Company - wise. In former case i.e. when the post is to be
filled "Unit wise" and no suitable candidate is available in
the unit with grade-to-grade specifications the post will be
circulated in the Company as a whole with direct recruitment
specifications. When direct recruitment from outside is resorted
to, employees working in the organisation can apply for the
posts and will be given consideration along with outside candidates,
but in the event of their selection posts shall be offered after
they are actually confirmed in their existing posts.
Without prejudice to the general right of the
Competent Authority to recruit and appoint persons from Public
Undertakings / Government and other reputed firms and recognized
sources, the following will be the normal method and procedure
to be followed in the matter of recruitment to various posts
in the company.
All vacancies the maximum of the scale of which
is less than Rs.9500/- will be notified to the appropriate Employment
Exchanges under Employment Exchanges (Compulsory Notification
of Vacancies) Act, 1959.
In addition to notifying the vacancies to the relevant categories
to the Employment Exchange, the requisitioning authority / establishment
may, keeping in view administrative / budgetary conveniences,
arrange for the publication of the recruitment notice for such
categories in the "employment News" published by the Publication
Division of the Ministry Information & Broadcasting, Govt.
of India and then consider the cases of all the candidates who
have applied. In addition to above, such recruitment notices
should be displayed on the office notice boards also for wider
publicity.'
(Authority: govt. of India, Ministry of Industry, DPE No.24
(11) / 96
(EL. 010) GM dated 02.11.1998).
Advertisement for posts falling under Group 'A'
and 'B' will be issued on all India bases in English and one
in Hindi Newspapers.
Advertisement shall indicate job description
and job specifications, age limit, pay scale, allowances admissible,
application fee, eligibility of TA, details regarding reservation
for SC / ST community / Ex-Servicemen/ depends of Jawans killed
in action / disabled persons / handicapped persons and last
date of receipt of application which should normally be of month's
duration.
In respect of posts reserved for SC / ST candidates,
advertisement shall specifically indicate the number of posts
so reserved.
Candidates from government / Semi- Government
/ Public Sector Organisations shall be required to submit their
applications through proper channel, or no objection certificates
may be submitted.
Liability for Defence Services:
Graduate Engineers and Medical Graduates, if
any, recruited as full time employees of the Company shall be
liable to serve for a minimum period of four years (including
period spent on training) in the Defence Services or on work
relating to Defence efforts anywhere in India or abroad, if
so required. The liability to serve in the Defence Services
will be limited to first 10 years of service and will not ordinarily
apply to Graduate Engineer or Medical Graduates above 40 years
of age unless the Government of India decides otherwise.
The specifications regarding experience is relaxable
at the discretion of the Competent Authority in case of candidates
belonging to Scheduled Caste / Scheduled Tribe, if at any stage
of selection, the Competent Authority is of the opinion that
sufficient number of candidates from these communities possessing
the requisite experience are not likely to be available to fill
up the vacancies reserved for them.
Reservation of Posts & Preference in Appointments.
Brief Summary on
Reservation for Scheduled Castes/ Scheduled Tribe / Other Backward
Classes in appointment in PSEs:
Till June 1997, the prescribed reservation
for SC, ST and OBC was provided on the basis of vacancies
to be filled either by direct recruitment or by promotion.
However, in terms of Govt. of India's instructions of 2nd
July 1997, the system of vacancy-based roster was discontinued
and replaced by the post/ cadre based rosters w.e.f. 02.07.1997.
The position of prescribed percentage for SC, ST and OBC
and type of rosters to be implemented as provided in the
Presidential directives is given below.
S.No.
Mode
Prescribed % age for
Type of Roster
SC
ST
OBC
(Points)
1.
Direct recruitment on All India basis by open competition
15
7-1/2
27
200
2.
Direct recruitment on All India basis other than
by open competition
6-2/3
7-1/2
25.84
120
3.
Direct recruitment on Local / Regional basis (C&D)
through Employment Exchange (except in Delhi)
In proportion to population percentage
of SC/ ST / OBC in the State Region wise
100
4.
Promotion (all methods of promotion except promotion
by selection within Group 'A'
1
7-1/2
NIL
200
For the cadre strength upto 13 posts where
grouping of posts is not possible, mini roster as prescribed
in the instructions will be followed.
The representation of various categories has to be kept
within the prescribed percentage of reservation and that
these categories would get a point allocated to each category
only on earning a complete point. The roster is to be operated
on the principle of replacement. In other words, the points
at which reservation for different categories apply are
fixed as per the roster and vacancy caused by retirement
etc. of persons occupying those points shall be filled by
appointment of persons of the respective categories.
The reservation orders will not apply to -
Vacancies filled by transfer
or by deputation.
Temporary appointment of less
than 45 days.
Those work charged posts which
are required for emergencies like flood, accident
restoration and relief etc.
Scientific and Technical posts.
The prescribed reservation for OBC shall not apply to persons
/ sections belonging to creamy layer as mentioned in the
Govt. instructions.
Direct Recruitment
In all cases of direct recruitment to fill up vacancies
in posts/ services in Group A, B, C & D, if sufficient
number of suitable SC/ ST candidates are not available to
fill up vacancies reserved for them in the first attempt
then a second attempt shall be made for recruiting suitable
candidates belonging to the concerned category in the same
year of recruitment or as early as possible before the next
recruitment year to fill up the vacancies. If the required
number of SC/ ST candidates are not available even the vacancies
which could be filled up shall remain unfilled until the
next recruitment years which will be treated as back-log
vacancies.
When direct recruitment is made through examination, for
reserved as well as unreserved vacancies a single advertisement
will be issued indicating the number of vacancies reserved
for each category.
When direct recruitment otherwise than through examination
is to be made, the interview of SC/ ST candidates should
be held on day of a sitting of the Selection Committee other
than the day of sitting on which general candidates are
to be interviewed so that the reserved category candidates
are not judged in comparison with general candidates and
the interviewing authority is prominently aware of the need
for judging the SC/ST candidates by relaxed standard.
The maximum age limit for appointment to services or post
shall be increased by five year in the case of SC/ST candidates
and three years in the case of OBC candidates.
The candidates belonging to SC/ST will not be required to
pay any fee for admission to any recruitment, examination
or selection.
In respect of written examination and interview in order
to fulfill the quota, relaxation of standards may be provided
to SC/ST/OBC candidates.
Candidates belonging to SC/ST/OBC recommended on the basis
of merit in an open competition on the same standards prescribed
for the general candidates shall not be adjusted against
the reservation quota.
SC/ST candidates called for interview for appointment should
be given entitled Class fare from the normal place of residence
to the place of interview and back.
All vacancies will be notified to various agencies as mentioned
in the Presidential Directives and guidelines issued from
time to time. The provisions regarding relaxation and concession,
treating a reserved vacancy as UR being a single vacancy,
exchange of reservation, 50% criteria and zone of consideration
will also be taken into account while filling up the posts.
The ceiling of 50% on filling up of reserved vacancies would
apply on the reserved vacancies which arise in the current
year. The back-log / carry reservation for SC/ST of earlier
years would be treated as a separate and distinct group
and would not be subject to any ceiling.
If a candidate belonging to SC/ST is promoted to an immediate
higher post/ grade against a reserved vacancy earlier than
his senior general/ OBC candidate who is promoted later
to the said immediate higher post, the general/ OBC candidate
will regain his seniority over such earlier promoted candidate
of SC/ST in the immediate higher posts / grade.
For the purpose of implementing the reservation orders,
the grouping of posts i.e. A,B,C & D may be taken into
consideration as notification issued by the Corporate Office
from time to time.
Ban on deservation in Direct Recruitment
Where sufficient number of candidates belonging to SC/ST/OBC
are not available to fill up the vacancies reserved for
them in direct recruitment, the vacancies should not be
filled by candidates not belonging to those categories.
In other words, there will be a ban on dereservation in
direct recruitment except in certain circumstances as notified
in the Presidential directives in respect of posts reserved
for SC/ST. The reservation after dereservation of all level
posts i.e. Group A,B,C & D shall be carried forward
to subsequent three recruitment years. The posts reserved
for OBC not subject to deservation and due to non-availability
of OBC candidates, the posts are to be carried forward for
a period of 3 recruitment years or till the vacancies are
filled by OBC candidates whichever is earlier.
Procedure for dereservation in Promotion
Before any reserved vacancy is de-served and filled up by
promotion by a general candidate, prior approval of Board
of Directors for Group A &B posts and of C& MD for
Group C & D posts shall be obtained.
Procedure regarding exchange of reservation
and carry forward of reservation in promotion
In case of promotion by selection from Group C to B, within
Group B and from Group B to the lowest rung of Group A,
there shall not be carry forward of reservation and an inter-se
exchange will be permitted in the same year of recruitment
itself except when the vacancy to which promotion is being
made falls on a reserved point and the same has been treated
an unreserved during the previous year due to its single
vacancy during the year of recruitment and the reservation
was carried forward. In such cases the inter-se exchange
will be permitted in the third year of carry forward. The
reservation in the case of posts filled by promotion in
Group C & D both on selection and seniority basis and
also posts filled from Group C to B on seniority quota basis,
where dereservation of reserved posts has been allowed,
shall be carried forward to subsequent three recruitment
years.
Rule position on
filling up of posts within Group -A by Promotion through selection:
In promotion by selection to posts within
Group A which carry an ultimate salary of Rs. 20800/- per
month IDA pattern or less, there is no reservation except
a concession viz. that SC/ST officers who are senior enough
in the zone of consideration for promotion so as to be within
the number of vacancies for which the select list has to
be drawn up would be included in the list provided they
are not considered unfit for promotion. Their position in
the select list would however be the same as assigned to
them by the DPC on the basis of their record of services.
They would not be given for this purpose one grading higher
than the grading otherwise assignable to them on the basis
of their record of services.
The other provisions contained in the Presidential Directive
and instructions issued from time to time on the subject
matter will also be implemented.
Brief Summary on
reservation of posts for Physically Handicapped persons in Group
A,B,C, & D posts / Services:
As per Presidential Directives and provisions
regarding relaxation and concession provided in Persons
with Disabilities (Equal Opportunities, Protection of Rights
and Full Participation) Act. 1995, with reservation in recruitment
in Group A,B,C, & D posts / services of the Physically
Handicapped persons listed below should be made to the extent
indicated against each:
Category
% of reservation
i)
Blindness or Low vision
1%
ii)
Hearing Impairment
1%
iii)
Locomotor disability or cerebral palsy
1%
As per the guidelines, 3% of the vacancies
will be reserved for persons or class of persons with disabilities
with reference to total strength of the cadre in Group C
& D posts though the posts are to be filled up the identified
categories for PH persons. In so far as Group A & B
posts are concerned, 3% reservation will be with reference
to only in the identified posts in a cadre. The point Nos.
1, 34 & 67 in a cycle of 100 vacancies in the 100 points
roster will be earmarked for PH persons. However, it must
be ensured that there is proper rotation of reservation
among the categories of disabilities if the post is identified
for more than one category of disability.
The reservation of posts should be made separately
for each of the aforesaid three categories of the physically
handicapped persons but provisions may be made for inter-se
exchange of vacancies if candidates belonging to a category
of persons are not available or if the nature of vacancies
in an office is such that a given category of persons cannot
be employed. If any year, the vacancies reserved for PH
Persons are not filled, the reservation should be carried
over for a period of three recruitment years.
The Physically Handicapped Persons are entitled
to relaxation of upper age limit up to 10 years for purpose
of appointment to Group C &D posts.
Medical examination of Physically Handicapped
persons are to be viewed with the utmost sympathy for a
medical examination. On nomination by the Employment Exchange,
PH persons should not be subjected to the usual medical
examination on first appointment and the question should
be decided on the basis of the reports of the Medical Board
attached to the Special Employment Exchanges for the Physically
handicapped.
The list of posts identified in Group A,
B,C, & D to be filled up by PH persons are given in
Annexure II & III of this chapter.
Similarly, 3% reservation in Group c &
D posts to be filled up by promotion will also be made available
for PH persons.
The reservation for SC/ST/OBC is called vertical
reservation and the provision of reservation for PH persons
is called horizontal reservation. Horizontal reservation
cut across vertical reservation. The physically handicapped
persons selected under the reservation provided for them
should be placed in the appropriate category viz. SC/ST/OBC/
General Category depending upon the category to which they
belong.
Reservation of posts
for Ex-Servicemen and dependants of those killed in action:
As per Presidential Directives and instructions
received from the Govt. from time to time, the reservation
in Group C & D Posts / Services for Ex-servicemen and
dependants of those killed in action listed below should
be made to the extent indicated against each:
Category
Percentage of reservation
Group -C
Group -D
i)
Ex-servicemen- disabled or otherwise & dependants
of personnel killed in action (including War Widows.
4 - 1/2%
4 - 1/2%
ii)
Ex-servicemen other than those disabled in service.
10%
20%
The reservation of SC/ST/OBC is called vertical
reservation. The reservation for Ex-servicemen is called
Horizontal reservation. The Horizontal reservation cut across
vertical reservation (in what is called inter -locking reservation).
The percentage for Ex-servicemen should remain the same.
An Ex-serviceman selected under reservation provided for
them should be placed in the appropriate category viz. SC/St/OBC
/ General Category depending upon the category to which
he belongs. For example, an Ex-Serviceman who is a SC will
be counted against SC reservation point, and ex-serviceman
who is ST or OBC will be counted against ST or OBC point
and ex-serviceman who belongs to general category, will
be plotted against general category point in the roster.
The list of posts identified in Group A,
B,C & D to be filled up by PH persons are given in Annexure
IV of this chapter.
Notification of vacancies reserved for
Ex-Servicemen:
All vacancies filled through
open market are required to be notified to the
appropriate employment exchange under the Employment
Exchange Compulsory Notification of Vacancies"
Act. 1959. Vacancies of technical and professional
nature in Group C & D are required to be
notified to the Central Employment Exchange,
2A/3, Kundan Mansion, Asaf Ali Road, New Delhi.
As regards other vacancies, requisitions are
to be placed on the appropriate Employment Exchange.
As soon as decision to fill a particular vacancy
is taken, a requisition is to be made to the
Surplus Cell in the Deptt. of Personnel &
AR in respect of Group C posts and to the Surplus
Cell of the DGE&T Ministry of Labour in
respect of Group-D posts endorsing a copy thereof
to the Directorate General Resettlement.
Clearance from the appropriate
Surplus Cell is obligatory; before a requisition
is placed on the appropriate employment exchange
/ Central Employment Exchange.
Vacancies reserved for ex-servicemen
are to be notified simultaneously to the Employment
Exchange as well as to the concerned Rajya Sainik
Board and the DGR. The concerned Rajya Sainik
Board means a particular Rajya Sainik Board
serving the State in which the vacancy occurs.
It is further calrified that the RSBs are required
to sponsor disabled ex-servicemen registered
with them in the first disabled ex-servicemen
registered with them in the first instance.
In case suitable disabled ex-servicemen are
not available, the RSB shall release the appropriate
ZSB in which jurisdiction the exact place of
work mentioned in the requisition is local.
The ZSB receiving such demand shall sponsor
normal ex-servicemen on the basis of their suitability
for the job (s) in question. Vacancies may be
circulated to the concerned Record on to the
ZSBs within the State of the RSB, or to a selected
number of ZSBs by the ZSB concerned.
Exact number of posts reserved
for ex-servicemen are to be clearly indicated
in the requisition
In the vent of suitable ex-servicemen
not being available, the RSB shall issue a non-availability
certificate (NAC) to the Employer under intimation
to the Directorate General Resettlement. However,
the SZBs should render advice to the RSB in
this respect.
The other provisions regarding
age relaxation, educational relaxation, medical
standards and definition Ex-servicemen etc.
as contained in the Presidential Directives
and instructions issued from time to time on
the subject matter will also be implemented.
Application Fee
Candidates applying against the advertised posts
will not be required to pay any application fee.
Screening and Issue of Call Letters
Scrutiny
Preliminary scrutiny of applications / particulars
of candidates furnished in the application against our requisition
/ advertisement will be done by the Personnel department
in terms of specifications laid down in the requisition
/ advertisements. In course of scrutiny, Personnel Department
shall see whether -
The qualifications and experience
of the candidate confirm generally to the prescribed
specifications.
His / her age is within the prescribed
limit.
The application wherever necessary
has been submitted through proper channel.
Whether belongs to SC/ST/OBC
XSM and a certificate in support thereof has
been attached with the application or not.
While scrutinizing the applications,
the Personnel Department shall ensure that all
applications received have been entered in the
prescribed scrutiny sheet, indicating (in the
proper column) whether the candidate fulfill,
the job specifications advertised or not. In
case a candidate does not fulfil the prescribed
job specifications, the reasons of rejection
should be indicated in the column provided.
Having done the Preliminary scrutiny, the scrutiny
sheets along with original applications, will
be sent to the concerned Departmental Head for
his recommendation. On receipt of recommendations,
the Personnel Department will take approval
of the competent authority for finalization
of list of candidates to be called for interview.
Note:
The applications received after the expiry
of last date specified in the advertisement should normally
be not entertained. However, a relaxation of 8 days from
the last date of receipt of applications may be allowed
in exceptional and in genuine cases. In respect of candidates
applying from Government or Public Sector Undertakings through
proper channel & maximum relaxation of 8 days may, however,
be allowed.
Issue of Call Letters
The candidates finally approved to be called
for interview / test shall be issued interview / test letters.
Candidates called for interview should be
required to produce on the date of interview the documents
in support of their following particulars as mentioned in
the application -
Age
Qualification
Experience
pay particulars
No objection Certification (if
employed in Government or Semi-Government or
Public Section Undertaking/ Enterprises and
in case of application has not been forwarded
through proper channel)
bio- data sheet in the prescribed
performs
Certificate in the prescribed
proforma of SC/St/OBC Ex-servicemen.
Selection of Personnel
Selection of personnel will be made by the Appointing
authority on the basis of the recommendations given by the Selection
Committee to be constituted by Appointing authority of the purpose.
Constitutions of Selection Committee
The selection Committee to be constituted by
the Competent Authority shall include at least 5 members out
of which at least two members shall be drawn from the discipline
for which recruitment is to be made. In addition an officer
of the Personnel Department will invariably be associated with
the Selection Committee as Member Secretary. Where the selection
is to be made for reserved category, an officer of appropriate
status belonging to SC/ST communities will be included as a
member. For a selection to the level of Rs.8600/- - 14,600 a
representative of appropriate status from other units will be
co-opted as a member and in addition a representatives of Corporate
Office. Reasons must be recorded for non-selection of Sc/ST
persons appearing before selection committee/ DPC. In case of
recruitment to Groups C&D posts a member representing minority
community will also be associated with Selection Committee as
per the procedure outlined in the instructions issued by the
Govt. of India from time to time. Selection should be made with
complete objectivity and the Selection Committee should be well
represented.
Selection Committee will recommend the names
of the candidates in order of merit keeping in view the vacancy
position who, in their opinion, are suitable for the post in
terms of the prescribed specifications and merit adjudged on
the basis of the interview and / or test conducted for the purpose.
However, the committee may at its discretion recommend names
of one or two more candidates for employment. The appointing
authority may make appointments for the posts on the basis of
the panel as recommended by the Selection Committee but the
decision of the appointing authority as to whether any or all
or none is to be appointed from out of the panel shall be final.
Note: The selection Committee will make
recommendations only for the post for which interviews are held
and not for any lower post on the performance of the candidate
interviewed.
The recruitment of apprentices / trainees will
be made by C.O.
Interviews
After the call letter are issued, Personnel Department
shall take the following steps immediately :-
Letters to the concerned department
of the candidates called for interview for getting
their Confidential Reports. Vigilance Reports in
the prescribed proforma for being placed before
Selection Committee at the time of interview, provided
the candidate is working in a Government / Semi
- Government organization / Public Sector Undertaking.
Preparation of Selection Sheet, in
the prescribed proforms, in respect of candidates
called for interview indicating therein detailed
particulars of the candidates which would be provided
to each member of the Selection Committee at the
time of interview.
List of candidates called for interview
indicating their address be supplied to the Accounts
Department for purpose of working out admissibility
of T.A. This intimation may be sent at least 5 days
before the date of interview.
At the time of interview and /or test, the following
steps will be taken by the Personnel Department :-
Attested copies of degrees, diploma
furnished and / or details of qualifications indicated
in the application blank, shall be checked with
the originals and it should be certified on the
copies and / or against the details such 'check'
has been carried out. The attested copies of Degrees/
Diploma etc. will also need signature of the candidate
on the copies itself.
Date of birth / age shall be checked
from the original Matriculation School Leaving Certificate
/ Municipal Birth Certificate or any other document
acceptable to the Company.
Where an application was required
to be sent through proper channel but has not been
done so, the original 'No objection Certificate'
from the employer should be checked and retained.
No candidate should be allowed to appear before
the Selection Committee in case of non-production
of 'No Objection Certificate'. However, at the discretion
of the Chairman of the Selection Committee, a candidate
can be provisionally interviewed subject to the
production of 'No Objection Certificate' within
a week in certain genuine cases but the travelling
expenses payable to the candidates shall be withheld
till he produces a 'No Objection Certificate'.
In case of candidates claiming to
belong to SC/ST community / OBC / PH/ XSM, necessary
verification shall be carried from the original
of the document issued by the Government Authority
and an attested copy thereof shall be retained.
The Personnel Department after completing
the above formalities, should apprise the Selection
Committee members of the position of verification
of any discrepancy noticed.
Before the interviews commencer, each member
of the Selection Committee shall be acquainted with the guidelines
delete issued by the Management for the purpose of interview.
After the interview is over the Chairman in consultation
with other members of the Selection Committee present, shall
record the Selection Committee proceedings, indicating clearly
names of the persons so selected (in order of their merit )
and the basic pay offered, keeping in view the guidelines outlined
in para 1.14.
The Selection sheet should invariably contain
the signature of all the members present in the Selection Committee.
On the basis of original selection sheet, the
Personnel Department shall prepare the minutes of the Selection
Committee proceedings which will be duly signed by the Chairman
and the Members present on the date of interview and such minutes
would be prepared in triplicate.
In respect of Scheduled Caste and Scheduled Tribe
candidates, separate selection sheets and Selection Committees
proceedings shall be prepared in the same manner as given in
paras 4, 5 and 6 above.
The Selection Committee shall prepare a combined
panel of general candidates as well as SC/ST so as to determine
their inter-se- seniority based on their performance before
the Selection Committee. Reasons must be recorded for non-selection
of SC/ST persons appearing before Selection Committee.
No Officer will sit on a Selection / Assessment
Committee if a relation of his happens to be a candidate for
interview / assessment before that Selection Committee.
Appointments
The approval of the Competent Authority shall
be obtained by the Personnel Department for placement of a selected
person against the requisition / demand received from the concerned
department.
In case of candidates belonging to Government,
State Govt., Semi-Government or Public Sector Undertakings,
Confidential / Vigilance reports shall be obtained from the
organisation concerned and checked to ensure that the reports
are satisfactory before issue of offer of appointment. Offers
for trainees / apprentices shall be issued in the prescribed
proforma. Appointment to posts other than trainees / apprentices
in the Company shall be made in the prescribed offer for appointment
in duplicate ( after prior verification of the character and
antecedents of the candidates as per procedure outlined in Rule
1.24); one copy of the offer would be required to be returned
duly signed by the candidate in token of acceptance of the offer.
Candidates who are selected for appointment will
be issued with an offer of appointment which, inter-alia, will
incorporate the following:-
Initial basic pay and grade to which
appointed.
Provision regarding probation and
confirmation.
Notice period for termination or
resignation.
In case of any of the particulars
furnished by the candidate in his application for
a post, as well as any information furnished in
the prescribed proforma at the time of appointment,
proved to be incorrect, his service would be liable
to be terminated forthwith / immediately when such
incorrectness comes to the notice of the Management.
Initial place of posting.
The following documents are required to be attached
along with offer of appointment, sent to the candidate and shall
be collected duly filled in at the time of joining.
History sheet form(in duplicate)
Gratuity Nomination Form
Attestation Form (6 Nos)
Two copies of Bio-data Form
Statement of Movable / Immovable Property
Medical Fitness Form
Provident Funds Declaration and Nomination Form
Home Town declaration Form
Nomination Form of Group Personal Accident Insurance
Scheme.
Form of Pension Scheme.
Fixation of Pay on Appointment.
Initial pay of the candidate selected for appointment
will ordinarily be fixed at the minimum of the grade of pay
of the post to which he is appointed. However, higher initial
pay may be given on specific recommendations by the Selection
Committee. In making the recommendation the selection Committee
should, however, take into consideration qualifications, experience,
merit, performance in the interview and existing emoluments,
including perquisites and other benefits already being enjoyed
by the candidate. It will not be within the competence of the
Selection Committee to recommend fixing initial pay of selected
candidate beyond 3 stages higher than the minimum on the sanctioned
time scale of pay. However, in special cases where further additional
stages are considered appropriate, special approval of General
Manager/ Head of Unit shall be obtained before formulating their
recommendations.
Note: As a corporate policy, no advance
increment beyond five stages shall be given in any case.
Pay of a departmental candidate selected against
open advertisement, will be fixed as on promotion.
In the case of persons selected from other Public
Sector Undertakings/ Central and State Governments, and in whose
cases on specific recommendations in regard to starting pay
is made by the Selection Committee, the starting pay would be
fixed at the level at which they have been drawing pay in their
parent Company/ Department if there is such a stage in the scale
of the post in NFL to which they are appointed. If there is
no such stage in the scale of the post, their starting pay would
be fixed at the next above stage in such scale. In case that
next date of annual increment in his parent department was falling
within six months from the date of issue of offer letter he
will be entitled to get one increment. In cases where the pay
in the parent Company / Department is below the minimum of the
scale of the post, the starting pay would be fixed at the minimum
of the scale of the said post.
In case of employees initially taken on deputation
and subsequently absorbed in the service of the company in public
interest, pay should be fixed on the deputation post by protecting
the deputation allowances and if pay + deputation allowances
do not fit in the scale of the deputationist post, the difference
should be treated as personal pay to be absorbed in future increment
on the prescribed grade of the deputation post.
Pay Fixation of Ex-servicemen
In terms of our existing rules on the subject
as communicated vide our IOM Nos. NFL/Pers/1(55)/3499 dated
29.07.82 and 18.12.1986 which are based on the instructions
issued by the Govt. of India, Deptt. of Public Enterprises from
time to time , the present ceiling of person which is to be
ignored in fixing of pay on re-employment of the ex-servicemen
is as under:-
In case of the service officers and
officers holding Group 'A' posts on the civil side
the first Rs. 500/- or pension is to be ignored.
In the case of personnel below Commissioned
Officer rank, the entire pension is to be ignored.
Pension for the purpose of pay fixation means
gross monthly pension and /or pension equivalent to death-cum-retirement
gratuity and /or pension equivalent to gratuity or Govt.'s contribution
to CPF and / or any other retirement benefits admissible under
the relevant retirement rules.
The question whether the pension equivalent of
gratuity could be ignored in fixing the pay on re-employment
of the officers holding Group 'A' posts who had retired before
attaining the age of 55 years has been considered in the light
of the Govt. guidelines and it has been decided that in fixing
the pay of re-employed pensioners, the pension equivalent of
gratuity may not be deducted from the pay fixed on re-employment.
These orders take effect from 01.06.1998 and
would also cover those who are already on re-employment on this
date.
Pay Fixation of Ex-servicemen
As per the existing practice, pension/ PEG (in
excess of what is to be ignored) is subtracted from the national
pay of the concerned individual and for making payment of house
rent allowance, Dearness Allowances, Bonus and for making contribution
to the CPF, the actual pay (plus D.A. where applicable) is taken
into consideration. Instead of deducting the pension / PEG from
the notional pay, as a process of fixation of pay, as at present,
this element will be shown as a separate component as one of
the deductions like others, and payment on account of the aforesaid
provisions would be regulated with reference to the notional
pay. To make it clear, for example, the basic pay of the post
on which an ex-servicemen is proposed to be re-employed is Rs500/-
(notional pay), and the actual pay after making deduction towards
pension / PEG comes to Rs.475/-. For purpose of making payment
of house rent allowances, dearness allowances, bonus and for
PF recovery and contribution Rs.500/- would be taken as the
base (instead of Rs. 475/- ) and the excess amount of Rs.25/-
towards pension / PEG would be shown as a separate deduction
with other deductions on various counts to be made in respect
of the concerned individual. This decision comes into effect
from 01.01.1983.
Fixation of Pay on Promotion under FR-22(c)
An employee has option for fixation of pay on
promotion from a subsequent date after accrual of annual increment
in lower post/ scale. This is also applicable in the case of
placement in the higher scale under Stagnation Scheme. In this
regard it has been decided to follow the underlying procedure:
Promotion orders of individual may,
in the first instance, be issued without specifying
the pay, the individual would get on promotion.
The individual should, however, be asked simultaneously,
to exercise option as to whether:
His pay be fixed in the higher post
on the basis of FR-22 (a) (I) straightway (from
the date of is promotion); or
His pay on promotion be fixed initially
in the manner as provided under FR-22(a) (I), in
which case he would become entitled for fixation
of pay on the basis of the provision of FR-22(C)
on the date of accrual of next increment in the
scale of the pay of the lower post the next, date
of increment will fall due on completion of 12 months
qualifying service from the date pay is refixed
on the second occasion as under (b) above.
Note: If the pay is fixed under (b) above,
the pay which he would have drawn on accrual of increment in
the prepromoted scale, would be taken into account.
On receipt of this option, regular
orders of pay fixation be issued.
Option could be exercised within
one month of the date of promotion, which shall
be final.
On promotion the concerned officers are to move
to other Units against whose vacancies they have been considered
fit for promotion by the DPC. Refusal to move to the appointed
place will not only be tantamount to refusal of promotion but
would also debar the officer concerned for promotion for a period
of two years. Thereafter his case for promotions will only be
considered when he makes a written submission to the effect
that he is prepared to move out on promotion to other Unit /
Offices.
In regard to merit quota posts upto and including
the scale of Rs.5550-160-8910 (W-7), no interviews will be held
for assessment for merit quota posts.
Trade test for assessments for promotion from
Helper Gr. I to Technician Gr. V / Operator V and also in all
other Technical and non-technical categories (like stenography
test), wherever applicable would continue to be conducted as
per the existing practice.
In regard to the assessments for promotion to
the posts in the scale of Rs. 6100-190-9710 (w-9) and above
interview (and trade test wherever applicable) would continue
to be conducted as to before and all the employees eligible
under grade to grade specifications would be assessed on merit.
Fixation of pay under FR-23 in respect of Foreman
when redesigned as AE on acquiring AMIE qualifications.
In terms of the existing policy, the pay of the
employees on promotion/ placement in the next higher scale is
fixed on the basis of FR22 (c) straighway from the date of his
promotion or his pay is fixed initially in the manner as provided
under FR 22 (a) (I) in which case he becomes entitled for fixation
of apy on the basis of provisions of FR 22 (c) on the date accrual
of next Annual Increment in the scale of pay of the lower post.
However, Foreman on acquiring AMIE qualifications are brought
over to the scale of Rs.8600-250-14600 (E-1) and designated
as Engineer in which case their pay is refixed under FR 23.
Under the said rule the pay of the incumbent is fixed at the
same stage, if any, in the new scale and if there is no such
stage, at the stage, at the stage next below in the new scale
and the difference is allowed as Personal Pay (PP) which is
absorbed in future increase of pay.
Instances have come to the Notice of the Management
where the PP in some cases gets absorbed in the future annual
increments and as a result these individuals start drawing lower
pay than their juniors.
In order to remove this anomalous situation,
the 'PP so granted to the individuals under FR 23 on re-designation
as Engineer after acquiring AMIE qualification, may be absorbed
only at the time of promotion or revision of pay scales whichever
is earlier so that the 'PP' does not get absorbed on accrual
of annual increments.
Fixation of Seniority on Appointment / Absorption.
Basics for fixation of seniority in a grade shall
normally be the date of appointment to the grade.
Where selection and appointment is made on the
basis of merit recommended by the Selection Committee, inter-se-seniority
of such employee will be fixed on the basis of respective positions
as given in the panel.
In case of employees of Public Sector undertaking
/ Government Departments initially taken on deputation and subsequently
absorbed in the service of the company in public interest, their
seniority will be counted from the date they have been appointed
on deputation post.
In order to discourage the employees to seek
transfer on compassionate grounds request of employees will
be considered under two categories:-
Employees whose services are of similar nature
and could be utilized in the area of transferee Unit / Office.
Employees whose services are of such nature
which cannot be utilised in the area of transferee Unit/
Office.
Requests from employees for transfer on compassionate
grounds, in respect of above two categories will be considered
by the concerned Unit / Office. The concerned Unit / Office,
after consideration of the request, will forward the same
to CO, along with their recommendations. Pers. Deptt. CO
will examine and submit the proposal to C&MD, after
obtaining consent of the Unit where the transfer is sought.
Condition for Transfer
Category (i)
Seniority :
The concerned employee will have to forgo his
old seniority in such a case and seniority shall
be determined denovo from the date he joins
new unit / office on transfer.
Pay:
Protection of pay enjoyed by the concerned employee
at the time of transfer will be allowed.
Eligibility for promotion:
The period of service rendered
in the cadre in the old Unit will not be counted
for further promotion and he will be treated
afresh, in the new Unit, for the purpose of
eligibility for promotion under any Scheme,
but for SG , the service rendered in the cadre
in the old unit will be counted. In other words,
his seniority as well as eligibility for promotion
will be determined denovo in the new Unit for
regular promotion..
Category (ii)
Seniority :
The concerned employee will have to forgo his
old seniority in such a case in seniority shall
be determined denovo from the date he joins
new Unit / Office on transfer.
Pay
Protection of pay enjoyed by the concerned employee
at the time of transfer will be allowed.
Eligibility for promotions:
The period of service rendered in the cadre
in the transferee Unit will not be counted for
determining his eligibility for further promotion.
However, the period of service in the cadre
prior to transfer to new Unit / Office will
be considered for promotion, when the concerned
employee goes back to the Parent Unit / Office.
Job to be assigned
Such of the employees will attend to whatever
job is assigned to them at new station.
Diversification of employees from one discipline to another
:-
The policy / procedure of diversification of
employees from one discipline to another as had been notified
vide this office IOM N.
NFL/Pers/1(162)/5165 dated 06.10.1983 has been
reviewed and in super session of all the instruction issued
on the subject, it has now been decided to follow the following
policy / procedure :-
Request from individual employees
for diversification from one post / discipline to
another post / discipline will not be entertained
as it is basically the prerogative of the Management
to decide whether or not there is need to diversify
an employee from and post / discipline to another
in the interest of work.
The management, however, in view
of operational/ organizational and administrative
consideration has an inherent right to utilize the
services of every employee in any job/ post, wherever,
considered expedient. Accordingly, if the Management
is of the view that a particular employee is suitable
and capable of satisfactorily performing the duties
of a post in another discipline, the Management
may at its discretion straightway transfer the concerned
employees on lateral transfer basis to such a post
in that discipline in the interest of work. In such
cases the individual transferred from his parent
discipline / post to another discipline / post on
lateral basis shall carry the seniority eligibility
of the post held by him in the parent discipline
but in the matter of all future promotions, his
career advancement will be only in the diversified
discipline.
In some cases where it is found that
the right type of individuals / employees matching
the job requirements of a particular post are not
available or likely to become available in the near
future in the concerned discipline in the next below
scale and it is absolutely essential to fill up
such a post for organizational requirements, then
the Management at its discretion instead of filling
up such a post from open market, may, as a measure
of 'Job Rotation' and 'Job Redesign' incidental
to Human Resources Development, invite application
from employees working in other disciplines on 'lateral
transfer' basis who are 'attitudinally' keen to
diversify to such a post in the new discipline and
who possess the qualifications and experience as
may be prescribed by the Management. Such employees
who might apply with reference to the said departmental
notification, will, however, be assessed by a duly
constituted committee to determine their potential,
expertise and suitability for the post in the diversified
discipline. On their being found suitable for appointment
their performance would be watched for one year
in the diversified discipline during which period
they would retain their lien on their parent post
which would not be filled up till the concerned
employee is confirmed in the diversified post /
discipline. This course of action for filling up
posts by inviting applications from employees under
the scheme of diversification from one discipline
to another will be treated as direct recruitment
limited to employees within the organization (both
for Unit level as well as for Corporate level posts
) and such posts will be required to be plotted
on relevant direct recruitment rosters
being maintained at units or corporate office as
the case may be; all the formalities relating to
reservation which are observed in direct recruitment
will mutatis mutandis be observed in filling up
posts as per the procedure outlined above.
Authority
NFL/PERS/1(162)/1889 DT, 08.05.1986.
Grant of advance increments vis-a-vis Inter-se-Seniority
The inter-se-seniority of candidates selected
as a result of the same interview for a particular scale shall
be determined strictly in accordance with the order of merit
drawn by the Selection Committee on the basis of their relative
performance.
Inter-se-seniority so determined shall have no
relevance with the pay fixation of a candidate if by virtue
of his higher starting pay in his previous assignment, his pay
is protected and he is offered a higher start in the post for
which he is interviewed.
Where as candidate is recommended a higher starting
salary by virtue of his performance or merit by the Selection
Committee, then in such cases candidates who are recommended
higher start shall rank higher in the panel, vis-a-vis those
who are recommended lesser starting or the minimum of the scale,
as the case may be.
Where the pay of a candidate is recommended to
be protected because of his having drawn / drawing higher pay
than the minimum pay of the scale offered, in such cases their
placement of such candidates in the panel will be entirely on
the basis of merit assessed. The candidate who has been offered
the minimum of the scale but adjudged higher on the basis of
merit will rank higher to a candidate who has been offered higher
start of pay in order to protect his last pay drawn in the Government
Department or sister Public Sector Undertaking.
Where a candidate is offered advance increments
over and above the protection of this last pay drawn in Government
Department or sister Public Sector Undertaking in such cases
his position in the panel will be with reference to the relative
merit of the candidates and with reference to the higher start
being offered.
Validity of panel
All panels will be valid normally for one year
but the validity period can be extended by the Managing Director
/ Chairman & Managing Director or the Head of the Unit / Division
concerned, at his discretion, for the post to which Managing Director
/ Chairman & Managing Director or Head of Unit / Division
is competent to make appointments, for a period not exceeding
six months at a time, the total extension not exceeding a period
of one year. While extending the validity of panels, the authorities
concerned will also record, in writing, the reasons for such extensions.
The panel will be deemed to have become valid from the date of
proceedings are approved by the Competent Authority and these
instructions regarding validity of panel will apply both in respect
of panels constituted against open selection or as a result of
departmental promotions.
Age
No persons will be employed in the Company unless
he attains 18 years of age. Minimum age for recruitment of Trainees/
Apprentices will be as is prescribed from time to time by the
Management. However, maximum age limit for each post will be
as prescribed in 'Direct Recruitment' specifications but will
be relaxable by 5 years in case of SC/ST candidates. For appointment
to reserved vacancies every Ex-Servicemen who has put in not
less than six months continuous service in the Armed Forces
of the Union shall be allowed to deduct the period of such service
from his actual age and if the resultant age does not exceed
the maximum age limit prescribed for the post / service for
which he seeks appointment by more than 3 years, he shall be
deemed to satisfy the condition regarding are limit.
Every employee must declare, on his first appointment
or when the Company so requires, his date of birth according
to the Christian Era and produce confirmatory evidence like
Matriculation or School Leaving Certificate or Birth Certificate
or such evidence as may be acceptable to the company. The date
of birth so recorded with the Company shall be final.
Authenticity in determining the date of birth
Secondary School Leaving Certificate / School
Leaving Certificate Matriculation / High School / Higher Secondary
is the authentic document required for the verification of the
date of birth.
Where the minimum qualification prescribed for
the pot is below the secondary School standard / Matriculation
/ High School / Higher secondary, the School Leaving Certificate
shall be accepted as the proof of age subject to the condition
that such certificate should be counter - signed by the Inspector
of Schools / District Education Officer of the jurisdiction.
Discharge certificate from the Army, Navy, Air
Force and Certificate of age issued by the Government Department
or Public Sector Undertakings there the candidates were working
may also be accepted as a proof of age in the absence of Secondary
School Leaving Certificate / School Leaving Certificate.
If none of the documents specified above are
available, the assessment by the Medical Officer of the Company
shall be taken as the basis for determining the age of candidate.
No change will be accepted once the age has been
verified / determined and admitted in the personal record of
the Company at the time of appointment.
Medical Examination
No person shall be appointed in the service of
the Company unless he is medically examined, certified and declared
as fit for employment by the Medical Officer of the Company
or any other authority who may be prescribed by the Management.
An employee of the Government Department or any
other Public Sector Undertaking who joins or gets absorbed in
the company will be deemed to be medically fit for employment
if he had undergone at the time of joining the services of the
government or Public Sector Undertaking, an appropriate medical
test to determine his fitness. An attested copy of the Medical
Fitness Certificate will be obtained from his previous employer.
Actual expenses incurred on medical examination
including clinical and pathological tests will be re-imbursed
on production of money receipts from the recognised Hospitals
/Clinics as approved by Management from time to time.
Every employee continuing in employment in the
Company is subject to his remaining medically fit to discharge
his duties. At any time while in employment the employee may
be required to appear for medical examination before a Medical
Officer designated for the purpose and if he is found medically
unfit, his services may be terminated.
Travelling Allowance to Candidate called for Interview
T.A. at the following rates from the nearest
Railway Station of the place indicated in the interview letter
to the nearest Railway Station of the Place of interview by
the shortest route and back will admissible:-
a
For the post the maximum of whose scale is Rs.18700/-
and above
Single return air fare / first class ACC / road mileage
at prescribed rates for the journey by road/ by one's
own conveyance.
b
For the post of maximum of whose pay scale exceeds Rs.18700/-
but less than Rs.14600/-
First class return rail fare.
c
For the post of maximum of whose pay scale does not
exceeds Rs.14600/-
Second Class return rail fare.
Candidates who reside at places which are not
connected by rail/ railway station, shall for the portion road
journey is performed by them be paid the actual amount of ordinary
bus fare for the road journey.
Candidates shall be required to fill up the prescribed
TA form for claiming TA. The claim submitting by the candidates
shall be scrutinized and signed by the representative of the
Personnel Department. After verifying the claim, the same shall
be passed on to the Accounts Department for payment.
Payment of TA will be subject to the production
of money receipt issued by the Railway authorities or Ticket
Number, in case money receipt has not been issued by the Railway
authorities.
T.A. in respect of departmental candidates appearing
at the interview along with outsiders will be paid as to the
outside candidates. The departmental candidates, if they are
called for trade test (other than date of interview) TA will
also be paid to them for appearing Trade Test. However Departmental
candidates, who appear in written examination of Management
Trainee in various centres would not be paid T.A. In case ,
where candidates called for interview could not be interviewed
on the date fixed and the interviews are postponed to the next
date, an all inclusive halting allowance minimum of the D.A.
as per T.A./ D.A. rules will be paid to the candidates. Such
TA will paid in the following circumstances:
If the date of the interview is on
a National Holiday.
if the competent authority postpones
the date of interview for reasons beyond the control
of the management.
Travelling / Daily Allowance to outside Experts co-opted as Member
of Selection Committees.
Outside exports co-opted as members to various
Selection Committees will be entitled for the payment of honorarium
of Rs.600/- per day for Board level posts, Rs.500/- per day for
Sr. Officers of level of Principals, Head of Deptts, Sr. Professors
etc and Rs.400/- per day for others. They will also be entitled
TA /DA as per rules. In case they are treated as Company's guests,
no DA will be admissible.
Travelling Allowance on joining the company
Travelling Allowance to candidates belonging to
Government Department / Public sector undertakings on their initial
appointment will be admissible as per rules of the company.
Verification of character and Antecedents
The Character and antecedents of all candidates
selected from outside shall be verified and in this regard the
procedure prescribed in terms of instructions issued by the
Govt. of India from time to time will be followed. No appointment
order is to be issued to an outside candidate unless satisfactory
report of verification is received; the prescribed verification
form will be sent to the authorities concerned for the purpose.
In case of candidates selected from Central State/
Government , Semi-Government and Public Sector Undertaking,
an attested copy of the verification report regarding character
and antecedents may be obtained before issue of offer of appointment
Reporting for Duty
When a candidate reports for duty , the Personnel
Department shall verify the original certificates regarding
age, qualifications, experience, obtain medical certificate,
release order (in case a candidate is coming from Central /
State government Department and Public Sector Undertaking )
and other relevant documents. After verification of the required
documents, the joining report will be accepted in the prescribed
Proforma.
The candidates would be directed to report to
the Head of Department concerned against whose requisition he
has been appointed along with the Joining report ( in duplicate).
The Head of Department concerned, on reporting of the candidate
would sign the Joining Report in token of the employee having
reported for duty and a copy of the same would be returned to
the Personnel Department for record. On acceptance of the Joining
report, an Office Order in the prescribed Proforma will be issued
with a copy to the individual and the concerned departments.
Allotment of Employee Code Number
All appointees joining the Company shall be allotted
Employee code Number.
Probation and Confirmation.
All appointees on initial appointments, except
transfer / deputation from the Government or Public Sectors
shall be on probation for a minimum period of 6 months, to adjudge
their suitability for confirmation. The period may be extended
in the case of non-satisfactory performance of the individual
during the prescribed probationary period. However, the period
of probation shall not be extended by more than 6 months except
for exceptional reasons to be recorded in writing. Unless confirmation
order is issued, the probationer will continue to be on probation.
During the period of probation, an employee shall
be liable to be discharged from the service of the Company without
notice or without assigning any reason at the sole discretion
of the Management.
An employee shall be confirmed in service with
effect from the date following the date of which he completes
the probationary period satisfactorily, and increment will not
be released pending confirmation.
The period of probation followed by confirmation
will count as a qualifying service for all purposes.
The seniority of persons selected at the same
interview shall be determined according to the order of merit
drawn by the Selection Committee but in case of persons who
are confirmed from different dates from their juniors, the date
of confirmation will follow the order of seniority.
Notice Period for Termination of Employment.
In the case of employees working in the pay scale
upto and inclusive of Rs.8500-14500, their services will be
terminable on one month's notice or pay in lieu thereof on either
side. In respect of employees in executive cadre, over and above
the scale of Rs.6550-10350 their services will be terminable
by three months' notice or pay in lieu thereof on either side.
However, the Management may, at its discretion, not accept the
resignation of an employee if the Competent Authority has decided
to initiate disciplinary proceedings against him or if such
proceedings are already pending and this should also be included
in the offer of appointment of each employee.
Intimation to Individual candidate not considered / found suitable
for posts advertised in NFL.
The candidate not found suitable by the Selection
Committee may be informed in writing of the result. The following
clause may also be incorporated in the press advertisement :-
"In case no intimation received by the candidate
within 90 days from the date of issue of advertisement, it should
be presumed by him that his application was not considered."
Forwarding of Applications and Retention of Lien
Application from employees for higher posts outside
the Company will not be forwarded until the concerned employee
has completed at least one year of service in the Company.
On completion of one year service in the Company,
not more than two applications (including foreign assignments)
in a year will ordinarily be forwarded for employment outside
the Company (Registration of names of NFL employees for foreign
assignment will, however, not be counted towards normal quota
of forwarding of applications for outside employment). The stipulation
of one year service in the company for forwarding of applications
for outside employment is not applicable in case of SC/ST candidates
and their application will be forwarded regardless of the fact
whether they are meeting or not meeting the specifications.
In case of employees who have already completed
more than 5 years service in the same scale of pay, their applications
would be forwarded for outside employment without any restriction
on number of application in a particular calendar year.
Application of employees who have been promoted
and have not completed one year service in the post on which
promoted would not be forwarded for outside employment and also
they would not be issued a "No Objection Certificate" for applying
for a job in any outside organisation.
Those employees whose applications for employment
are forwarded to outside organisations, or to whom 'No Objection
Certificate' are issued in the event of their selection in an
outside organization, would be required to resign from their
posts in the Company. On acceptance of their resignations, they
will be required to give three months / one months' notice,
as per the terms and conditions of their appointment. Any short-
fall in the notice period will be adjusted against Earned leave,
if any, due to the concerned employee, or, he will have to pay
a sum equivalent to the short - fall in the notice period.
Retention of lien.
The retention of lien of officer / employees
of NFL in the event of their selection in Govt. / Public Sector
Undertaking / Semi-Govt. etc. will be regulated as under :-
Lien will be considered to be granted
only to such of the employees who have a good record
of service and have completed a minimum of 10 years
of service in this organization.
The maximum period of lien will be
until the new employer confirms the employee's appointment
or one year, whichever is earlier. In case of selection
in PESB, the period of lien will be governed by
the stipulations of PESB.
NFL should get leave salary, gratuity
and pension contributions for the period the employee
desire to keep a lien. It is for the employee to
arrange such contribution either personally or from
the new employer.
During the period of lien, leave
salary and gratuity will continue to remain with
the Company, and the benefit of encashment / transfer
of full leave will be given only after the lien
is terminated. Similarly, the gratuity will be transferred
in respect of such of the employees joining any
other Government or Public Sector Undertakings only
after the expiry of the lien period, subject to
extant rules.
Such employees will be entitled to
the benefit of encashment of leave salary during
the period of lien as per the rules for encashment
to the regular employees while in service to the
extent of leave due at the time of employee proceedings
on lien.
In the case of confirmed employees of the Company,
who are seconded for the foreign assignments on the basis of
selection / nomination made through the Department of Personnel
& Administrative Reforms or the concerned Department which
functions as the focal point in the Govt. of India for the finalisation
of selection for such assignment, there should not be any objection
to the retention of lien for the limited purpose i.e. the privilege
of returning to the appointment which he held in the organization
before proceeding on the foreign assignment. The period of retention
of lien in such cases will be limited to the actual duration
of the foreign assignments or a maximum period of one year whichever
is less.
This will, however, be subject to the condition
that in case the concerned officer who is seconded by the Department
of Personnel & Administrative Reforms for Foreign Assignments
wished to change the organization and enter into the employment
of another organization, other than the one to which he was
recommended, he would be required first to come back to India
to resume his previous post in the organization before submitting
his resignation. This measure is necessary so as to abviate
cases where the employees use foreign assignments to which they
have been sent by the Government as 'spring board' for bettering
their prospects with no regard to overall interest of the parent
organization.
For implementing the aforesaid policy decision,
the concerned employee would be required to give an undertaking
before forwarding for foreign assignments that :-
he would return to India after the
expiry of his tenure abroad; and
he would be willing to forego the
gratuity payable under the Company's Gratuity Scheme
& also Company's share of contribution to the
CPF in case he failed to observe the service conditions
of the Company, including the condition relating
to his Company return to India, from the foreign
country where he might have gone in connection with
foreign assignments before he can be allowed to
assign his appointment for taking up employment
in any other organization.
While forwarding the applications for foreign
assignments, which would be done invariably through Head Office,
an undertaking on the above lines shall be obtained from the
concerned employee and forwarded along with such applications.
On resumption of duty on their posts in the Company at the expiry
of the foreign assignment, such employees will not be entitled
to claim any promotions during their stay abroad under the 'Next
Below Rule' on account of the promotions of their juniors to
the next higher scale and their period of stay on foreign assignment
will not be taken into consideration for computation of their
eligibility for promotion to the next higher grade.
Application from employees for a post advertised
by U.N. and its allied agencies and International organization
(e.g. Asian Development Bank, Common-wealth Fund for technical
Co- operation, etc.) in newspapers, periodicals, etc., may be
forwarded subject to the conditions / procedure stipulated in
the Ministry of Home Affairs letter dated 1.12.1984.
Following guidelines would also be adhered to
while processing applications for foreign assignments:-
Cases of employees, who are under
suspension or against whom departmental proceedings
are pending:
Application of such employees should
not be forwarded nor should they be released for
any assignment, scholarship, fellowship, training
etc. under an international agency, organization
or a foreign Government. Such employees should also
not be sent or allowed to go on deputation or foreign
service to posts under an authority in India.
Cases of employees on whom the penalty
of with - holding of increments or reduction to
a lower stage in a time scale or to a lower time
scale, or to a lower service, grade or post has
been imposed:
Application of such employees should not be forwarded
nor should they be released during the currency of the penalty,
for any assignment under an International Agency / Organization
or a foreign Government. Such employees should also not be sent
or allowed to go during he currency of the penalty on deputation
or foreign service to posts under an authority in India. Even
after the expiry of the penalty it will have to be examined,
having regard to the nature of the offence and the proximity
if its occurrence whether the employee should be permitted to
go on foreign assignment / deputation to another Department
/ Foreign service to an authority in India.
To give effect to the aforesaid decisions / instructions
in proper perspective, it would be necessary that while forwarding
application to Head Office for processing, it is clearly indicated
by Units that vigilance clearance has been obtained and that
no departmental proceeding are pending against the concerned
individual. It would be equally necessary to indicate whether
or not any penalty had been imposed on the concerned individual.
Where it has been done, complete details of the nature of penalty
so imposed will also need to be indicated.
Superannuation
An employee of NFL shall retire from the service
of NFL on attaining the age of 58 years. A notification will
be issued at least 3 months in advance by the concerned Pers.
Deptt. to this effect for information of the employee concerned
with a copy to Finance Deptt. to enable them to take timely
action for settlement of dues.
Note: if an employee's date of birth falls
on the 1st of the month, he will attain superannuation on the
last date of preceding month and if the date of birth falls
between 2nd and last date of the month, he will attain superannuation
on the last date of the month.
