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Transcript of Lafarge India `
CHAPTER – 1
INTRODUCTION-COMPANY
1
SONADIH AT A GLANCE
LARARGE INDIA PVT LTD
SONADIH CEMENT PLANT
(AN ISO-9001, ISO-14001 & OHSAS 18001 UNIT)
P.O. RASEDA, VIA-BALODA BAZAR
DISTT-RAIPUR, CHHATTISGARH (INDIA)
PIN-493332
2
COMPANY’S PROFILE
Sonadih Cement Plant is the first unit of LAFARGE in India. The plant is equipped with state of
art technology.
Sonadih Cement Plant is located in Raipur district of Chhattisgarh. The plant produces clinker as
well as PPC Cement. Majority of clinker produced is supplied to Jojobera Cement Plant located
near Jamshedpur, Jharkhand for production of Portland Slag Cement (PSC).
Both Sonadih Cement Plant & Jojobera cement Plant were taken over by LAFARGE (Largest
cement producer in the world) on 1st Nov 1999.
The Lafarge group is a world leader in construction material and holds leading positioning in
each of its four-core business area viz. Cement, Aggregates and Concretes, Gypsum and
Roofing. It operates in 75 countries and globally employs over 80000 people and generated
annual sale of Rs 9372 million in the year 2005.It expertise and best practices in efficient
industrial production and conservation of natural resources have been implemented around the
world.
The Lafarge group was set up in 1883, in southern France, between the cities of Lyon and
Marseille. In 1864, the group’s internationals operation received a fillip with the receipt of an
order for supplying 110000 tones of Cement for the construction of Suez Canal. Between 1900
and 1914 the group expanded in France North & South America. And then in all continents.
3
History of Lafarge
The Lafarge story began in 1833…
1833-1914 Solid Foundation
In 1833 Leon Pavin, launched an industrial lime production operation, having taken over a
business acquired by his family in 1749 with the purchase of the Lafarge domain in south eastern
France, an area known for generation for the quality of its limestone deposits.
The company signed its first major international contract in 1864, delivering 110000 tonnes of
lime for the construction of the Suez Canal. Lafarge opened its first central research laboratory in
1887, the Le Teil Laboratory, with which highly reputed scientists collaborated. In 1908, the
central laboratory filed a patent for the Cement Founder calcium aluminates, obtained by fusing
a mixture of bauxite and limestone
1914-1955 Growth on all fronts
International development began with the opening up of North American markets. Lafarge,
which had operated in Algeria over since 1866, now became the leading Portland cement
producer in Algeria, and set up operation in Morocco and Tunisia. Lafarge Continued to acquire
companies in mainland France. With a quarter of the domestic market, the company became
established as France’s number one cement producer. In 1926, Lafarge opened its first alumnus
cement plant in the United Kingdom .It diversified into Gypsum in 1931 and developed Super
blank, new cement, in1932. After 1945, Lafarge gained a new lease of life with the arrival of
Alfred Francois.
1955-1981 Mergers, acquisitions, Developments
In 1956, Lafarge constructed its North American cement plant, creating Lafarge cement of North
America with startup of the Richmond Plant in Canada. In 1959 Lafarge began operation in
Brazil. By the end of the 1960 Lafarge Canada has become the third largest cement producer in
the country, with the annual production capacity of 90,000 tonnes. In 1980, a merger agreement
was signed between Lafarge and coppee as the number one cement producer in North America.
The size of the group rose from 12000 to 17000 employees.
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1982-1990 The conquest of Europe
During the 1980s, with the construction of a single market representing more than 300 million
inhabitants the group chose to expand its business in Europe. Lafarge turned to Germany, raising
its stake in Portland Cementwerk at Wossingen to 83%. Through the purchase of Swiss
company, cementia in 1989, the group acquired interests in Ashland (Spain), Aslan(Turkey) and
Perlmooser (Austria). The followed investment in Eastern Europe, East Germany, the Czech
Republic (1991), then Poland ,Romania, Russia and Ukraine. The agreement with the East
Germany cement producer, Karsdorf, came even before German reunification had been mooted.
1992-2003 Lafarge becomes world leader in building materials
1994 saw Lafarge take a foothold in China. Today, all four of the groups division operate there
have been development throughout Asia (1998:Indonesia and the Philippines; 1999 India and
South Korea). The group’s expansion in Poland began in 1995 with the acquisition of a 75%
stake in Kujaway. Within six years, 4 entities representing all four divisions were active in the
country.
Lafarge acquired Redland in 1997, positioning itself more strongly in Aggregates and Concrete
and gaining entry into Roofing market.
Thanks to acquisition of Warren in Canada in 2000, Lafarge became one of the leading
Aggregates producers in North America. Lafarge focused on its main four divisions, and
divested its specialty product business, which became Materis.
Lafarge was the first industrial group to conclude a partnership agreement with WWF (World
Wildlife Fund for nature).
In 2001, following the acquisition of Blue Circle, Lafarge became the world’s leading cement
producer. Numerous acquisition and joint venture in all four divisions, and one every continent,
Particularly Asia have continued to consolidate its world leadership position. In July 2001,
Lafarge was introduced onto the New York Stock Exchange (NYSE).
Lafarge in India
5
Lafarge India Pvt Ltd commenced operation in India by acquisition of TISCO’s cement plants in
1999, and later in January 2001 further acquired cement business of Raymond Limited. Now the
Lafarge India CEO, Uday Khanna .The eastern India operation center is in Kolkata while head
office in Mumbai.
Plants in India
A brief description of Lafarge India’s existence facilities is as below ;
Location Facilities Rated capacities
Sonadih Clinkerisation unit 1.4 MTPA of Clinker
Cement grinding Unit 0.4 MTPA of OPC 43 Grade
Jojobera Cement Grinding Unit 3.0 MTPA of PSC & PPC
Aresmeta Clinkerisation unit 1.6 MTPA of clinker
Cement grinding Unit 1.6 MTPA of PPC
Group Division
Different division in the group are as under –
Cement-
Lafarge manufactures and supplies wide variety of Cement and Hydraulic binder to all those
involved in the construction industries viz. building and public works contractor, builders, whole
sellers, prefabricated concrete manufacturers, ready mix concrete producers, specifies etc.In
addition to qualities of stability, strength and durability.
Aggregates and Concretes-
Lafarge also manufactures a wide variety of concrete, including standard Concretes and specially
concretes, which offer specific advantage in terms of ease of application, economic utilization,
strength or appearance. Aggregates are used alone or in conjunction with a binder in building,
civil engineering and public works. Lafarge is the second largest manufacturer of Aggregates and
concrete in the world
6
Product –PROFILE
Lafarge India offers four exclusive products-
1. Portland Slag Cement (PSC) available in the markets of West Bengal, Bihar,
Orissa and the Northeastern states.
2. Portland Pozzolana Cement (PPC) available in the markets of West Bengal,
Bihar, Orissa and the Northeastern states.
3. Ordinary Portland Cement (OPC), 43 grade available in the market of Madhya
Pradesh, Chhattisgarh, and Vidharba (Maharashtra)
4. Clinker, available in the Indian states of West Bengal, Bihar and Andhra Pradesh
is exported to Bangladesh and Nepal.
Objectives of Lafarge India Pvt. Ltd.
To bring the profitability of our recently acquired operations to the highest level by using –
Our global know-how
Our benchmarking capability
Our continuing efforts in reducing the cost base and improving efficiencies.
Our experienced management Team
Introduce new ready mix products with higher value added
To continue exploring acquisition in Cement and Aggregates.
To strengthen further our concrete tiles leadership and increase our presence in clay tile.
Responsibilities
To anticipate and meet customer needs –
Create a perceived difference and be the supplier of choice.
7
Serve our customer better by knowing them better.
Contribute to the development and progress of the construction industries
To enhance the value of shareholders investment and gain their trust.
To provide shareholders with the competitive return on their investment.
To provide them with the clear information.
To respect the interest of companies partner and minority shareholders
To make the employees the heart of the company-
To base legitimate authority on the ability to contribute to the company s success.
To develop mutual respect and trust.
To provide employees with equitable compensation and fulfilling professional
environment.
To gain from increasing diversity-
To make company’s cultural diversity an asset.
To delegate responsibility with accountability and control
To develop an effective cross operational management approach
To make the use of synergies and share know-how.
8
CHAPTER-2
INTRODUCTION
EMPLOYEE WELFARE
9
EMPLOYEE WELFARE
The employee welfare schemes can be classified into two categories viz. statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.
STATUTARY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean
condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
10
6. Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.
NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are initiated
by employees and approved by management to meet business commitments while
supporting employee personal life needs
11
3. Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind, guidelines
are provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in the
organization.
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The welfare measures need not
be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for health, industrial
relation and insurance against disease, accident and unemployment for the workers and their
families. Employee welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or salaries.
12
OBJECTIVES
Employee welfare has the following objectives:
1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
The basic features of Employee welfare measures are as follows:
1. Employee welfare includes various facilities, services and amenities provided to
employee for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available
to employees due to legal provisions and collective bargaining
3. Employee welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of employee welfare is to bring about the development of the whole
personality of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make their
work life better and also to raise their standard of living. The important benefits of welfare
measures can be summarized as follows:
13
They provide better physical and mental health to workers and thus promote a healthy
work environment
Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Employees take active
interest in their jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies.
EMPLOYEE WELFARE AT LAFARGE
SCHOOL
School is also one of the welfare measures of Lafarge India Pvt.Ltd.The name of school is
D.A.V. public school. The school runs classes from nursery to class 12th .The school is run by
D.A.V. College Trust and Management Society. The D.A.V. College trust and Management
Society is already more than a hundred years old. This is now the biggest non-government
educational organization in India. It covers broadly the entire spectrum of education activity in
country. The society is running more than 600 educational institutions which includes Arts &
Science Colleges, College of Education, Commerce and Law, Technical Institutions and
Polytechnics,Ayurvedic College,Dental College,D.A.V. Pharmacy, Vedic Research institutes and
High Schools apart from D.A.V. Public Schools scattered all over the country and even in
foreign lands.
14
Aims and Objectives of D.A.V. School
1. To develop competence for effective participation in day-to-day situations
2. To develop basic mental abilities & skills.
3. To help in physical growth and proficiency in games.
4. To help learn how to establish good human relationships, imbibe virtues of moral courage
and social discipline.
5. To acquire economic understanding and efficiency in the management of expenditure.
6. To help in harmonious growth so that the child go through the ups and downs of life in an
optimistic and determined manner.
Facilities Provided At School
1. The school is equipped with Library facility where students can get important books to
read.
2. The school arranges for annual sports and cultural programmes for students.
3. The school arranges for Parent-Teacher Meeting on a day fixed by the school every
month.
4. The school lays great emphasis on physical fitness of students and tries to provide
facilities for games, sports, and recreational activities for all.
5. The programme includes rhythmic exercises,athletics,gymnastics,drills and sports and
games like hockey,football,cricket,volleyball,basket-ball,badminton,lawn-tennis,kho-kho
and table-tennis.
6. Inter-class and Inter-house competition are conducted as scheduled.
7. The school arranges frequent visits to places of interest.
8. The school helps each child to develop his/her capacity and inborn talent to the fullest
extent for which co-curricular activities are an indispensable part of school life.
15
9. The school helps each child to develop his/her work experience. Work experience is part
of educational programme.
10. It helps children get closer to the community and makes them conscious of their social
commitment and develops in them respect for manual work and a desire to contribute
their best for the common good.
HOSPITAL (SANJEEVANI)
Company’s profit or target achievement depends upon the production of the company.
While this production totally lies in the hands of the workers. It depends on the workers
health conditions, which allows him to contribute totally to the production. This is a
necessary facility which is to be provided by every company and therefore every company
has its own hospital and at LAFARGE it’s better known as SANJEEVANI.
The main objective of SANJEEVANI is to provide primary treatment to the people. At
hospital regular check up of employees, their family and their dependents takes place. There
are currently a total of nine people working. Their are two doctors, one pathologist, one
pharmacist, one lab technician and four nurses. There are different wards for gents and
ladies. There is a separate room for VIP category officers with good facilities
16
The SANJEEVANI at LAFARGE provides only preliminary treatment while cases like
cancer; diabetes is being referred to Bilaspur, Raipur and some other places.
The diseases which frequently occur to people of here and are also curable here only are as
follows
1. Viral fever
2. Malaria
3. Acid peptic diseases
4. Urinary tract infection
5. Upper respiratory tract inspection
6. Snake/any insect bite
The night shifts are managed either by nurses or by pharmacist alternatively. Hospital
comprises of two ambulances, which are available round the clock for 24 hrs.
CLUBS OF EMPLOYEES AND LADIES.
EMPLOYEES CLUB
1. Employees club comprises of officers and non-officers category. The officers club has 267
members and non-officers have 200 members enrolled
2. They organize twice in a month officers gathering with family and their friends.
3. The functions organized by club are the following:
a) Card games
b) Picture screening
c) Fun games
d) Quiz competition etc.
4. Also they organize recreation and sports facilities like
17
a) Table-tennis
b) Badminton
c) Card
d) Carom
e) Family cricket
5. Twice in a month mouth watering dinner is organized by club authority.
6. Club is a registered body having its own employees
7. They also celebrate big events like New Year, holi etc in club.
LADIES CLUB
Total enrolled ladies club members are more than 70 and are fully active in area of organizing
competitions, staffing cultural events and contributing to the Corporate Social Responsibility
through knitting and sewing and the alike.
1. Monthly games and card games
2. Flower decoration.
3. Haryali and Teej festivals and also Anand mela is organized.
CANTEEN
Some organizations have statutory obligation to provide such facilities as Section 46 of the
Factories Act, 1948, imposes a statutory obligation to employers to provide canteens in factories
employing more than 250 workers. Others have provided such facilities voluntarily. Foodstuffs
are supplied at subsidized prices in these canteens. Some companies provide lunchrooms when
canteen facilities are not available.
In Lafarge Industrial canteen has been provided inside the plant for the benefits of the
employees. The canteen is run by the contractor. There are 19 members in all. The subsidy given
to the employees are as follows:
Items Coupon Rate
Meal 2.67
Tea 0.43
Snacks 2.54
18
Privilege Leave (PL)
I. SCOPE
All confirmed officers.
II. PURPOSE
To establish guidelines on availing Privilege Leave by the officers, allowing them the
necessary time-off from the work.
III. POLICY
a) A confirmed officer is entitled to 25 days of Privilege Leave in a Calendar year.
b) Privilege Leave will accrue in advance on the 1st day of January of each year.
c) An officer joining after 1st January in a particular calendar year, shall be entitled to
Privilege leave accrued on pro-rata basis w.e.f his respective DOJ, but the same can be
availed only after his service gets confirmed in the Company.
d) Privilege leave (PL) can be accumulated up to a maximum of 90 days. Any accrual in
excess of 90 days shall lapse automatically.
e) An officer must obtain prior sanction from his superior at least two weeks in advance,
unless there is an emergency, before proceeding on leave.
f) All officers must avail a minimum 10 (ten) days Privilege Leave in a year, so as to take a
break from the job and come back rejuvenated.
g) Privilege Leave may be availed for maximum of 3 (three) occasions in a year and it can
neither be clubbed with Casual Leave (CL) nor with Sick Leave (SL) at any point of time.
In case of medical exigency, clubbing with Sick Leave (SL) may be considered at the sole
discretion of Sr. VP – HR, however, in such cases, the leave application has to be
supported by a Medical Certificate.
19
V. PROCEDURE
a) Officers would be required to submit their provisional leave plan to their respective
departmental heads in the beginning of each year, for advance information. This would
allow the HODs / HOFs to schedule the leave in their respective department to ensure
minimal interruption of work. Failure to give a provisional leave plan may lead to non-
sanction of leave due to exigencies of work.
b) Officers planning to avail leave are required to fill the prescribed Leave Application Form
and submit the same to their respective departmental heads for approval at least 2 (two)
weeks before proceeding on leave.
c) The approved leave application form must be submitted to the Local HR before the
concerned officer proceeds on leave.
VI. ABSENCE / OVERSTAY
If an officer remains absent for more than 8 consecutive days without due
sanction/approval of leave or beyond the period of leave originally granted or subsequently
extended, it shall be deemed that, the officer is no longer interested in continuing with the
services of the company and accordingly, appropriate action shall be initiated.
Casual Leave (CL)
I. SCOPE
All confirmed officers.
II. PURPOSE
20
To enable officers to take necessary time-off to meet unforeseen personal exigencies.
III. POLICY
a) All Officers are entitled to 5 days of Casual leave (CL) in each calendar year.
b) Officers joining after the 1st January of a calendar year shall be entitled to Casual Leave on
pro-rata basis for the year.
c) CL can be taken for a minimum of half-a-day and a maximum of consecutive 3 days at a
time.
d) CL cannot be clubbed with Privilege leave (PL) or Sick leave (SL).
e) CL can be prefixed or suffixed with weekly offs or public/flexible holidays, however, both
prefix & suffix of CL with weekly offs and public/flexible holidays are not admissible at
any point of time.
f) Probationers may be granted CL to for genuine reasons, by the immediate superior in
consultation with the local HR.
g) CL cannot be carried forward & shall lapse, if not availed during the year.
h) CL is not encashable at any point of time.
i) In the event of separation / termination of employment during a calendar year, excess leave
availed, if any, by the officer shall be adjusted against his full & final settlement.
IV. PROCEDURE
a. Officers availed CL due to an emergency must submit the leave application form duly
approved by his HOD, to the local HR department immediately upon returning to work.
b. Officers availing CL are required to inform the immediate superior or the local HR within
24 hours of availing such leave.
V. ABSENCE / OVERSTAY
21
Officers remaining absent for more than 8 consecutive days without due sanction/approval
of leave or beyond the period of leave originally granted or subsequently extended, it shall
be deemed that, the officers are no longer interested in continuing with the services of the
company and accordingly, appropriate action shall be initiated.
Sick Leave (SL)
I. SCOPE
All officers, including those undergoing probation.
II. PURPOSE
To ensure that the officers have sufficient time to take rest and recuperate from an illness.
III. POLICY
a) All officers including those undergoing probation are entitled to 15 days of Sick Leave
(SL) in a calendar year.
b) Officers joining after 1st January of a calendar year shall be entitled to sick leave on pro-
rata basis for the year.
c) SL can be taken for a minimum of half-a-day at a time.
d) SL cannot be carried forward & shall lapse, if not availed during the year.
e) SL is not encashable at any point of time.
f) For any chronic disease requiring prolonged medical treatment, additional sick leave may
be granted to the concerned officer at the sole discretion of the Management, considering
the criticality of the disease and his past leave record.
22
IV. PROCEDURE
a. Officers absent from work on medical grounds must inform their immediate superior or the
local HR department within 24 hours of such absence and the leave application form duly
filled up & approved by the respective HODs must be submitted to the local HR
department immediately after resuming duties.
b. Officers availing sick leave for more than 2 consecutive days at a time need to submit a
medical certificate issued by a medical practitioner registered under Indian Medical
Association (IMA).
c. If the period of leave exceeds 5 days, a fitness certificate, signed & issued by a medical
practitioner registered under Indian Medical Association (IMA) has to be submitted too.
V. ABSENCE / OVERSTAY
Officers remaining absent for more than 8 consecutive days without due sanction/approval
of leave or beyond the period of leave originally granted or subsequently extended, it shall
be deemed that, the officers are no longer interested in continuing with the services of the
company and accordingly, appropriate action shall be initiated.
Maternity Leave (ML)
23
I. SCOPE
All female officers, who have worked for a period of not less than 80 days in the 12
months immediately preceding the date of the expected delivery.
II. PURPOSE
To ensure the well being of female officers during the period before & after the childbirth.
III. POLICYEligibility & Entitlement:
a) Female officers, who have worked for a period of not less than 80 days in the 12 months
immediately preceding the expected date of delivery, is entitled to maternity benefit leave
with pay, for the first two children only, as mentioned below –
In case of Normal Delivery, 6 weeks upto, including the day of delivery and 6 weeks
immediately following the delivery.
In case of Miscarriage, 6 weeks immediately following the date of such miscarriage.
In case of Illness of newly born child, certified by a registered medical practitioner and
arising out of pregnancy, delivery, premature birth or miscarriage, Maximum period of 1
month, in addition to the period of leave allowed under clause i or ii, provided that the
officer shall forfeit her claim to maternity leave with pay, if she works in any establishment
during such period of leave.
b) The officers shall also be entitled to other benefits as applicable under the Maternity
Benefits Act, 1961.
c) The grant of maternity leave has to be preceded by a thorough medical examination and
certification by a registered medical practitioner, indicating the tentative date of delivery.
d) In case, an officer, on the advice of a medical practitioner, proceeds on a maternity leave of
6 weeks prior to confinement, and the actual delivery does not take place within the
stipulated pre-natal period, the officer concerned would be entitled to leave up to the actual
date of confinement and the period comprising the entire pre-natal period & the post-natal
6 weeks would be treated as the period of maternity leave.
24
However, if the actual delivery takes place any day before the completion of the stipulated
pre-natal period of 6 weeks, the officer would be entitled to maternity leave upto the actual
date of confinement, in addition to the post-natal maternity leave of 6 weeks.
e) Any leave in excess of the stipulated period (as mentioned above) may be granted to the
officer as leave without pay (LWP) at the sole discretion of the Management.
f) An officer on maternity leave would be paid salary, for the period of such leave, calculated
on the basis of the existing rate of basic pay & house rent allowance (HRA), as applicable,
only. No other allowances/benefits would be considered while calculating such salary.
g) In case, an officer entitled to maternity benefit dies during the period of such entitlement,
she would be entitled to receive the benefit, calculated for the period upto the date of her
death.
h) In case, an officer, having delivered a child, dies during the delivery or during the period of
6 weeks immediately following the date of the delivery, leaving behind in either case the
child, the officer concerned shall be entitled to receive maternity benefit for the entire
period of 6 weeks immediately following the date of her delivery, but in case, the newly
born child too dies along with during this period, the officer concerned will be entitled to
receive maternity benefit only for the days up to & including the day of the death of the
child.
i) No officer shall, during the period of 1 month immediately preceding the period of 6 weeks
before the date of her expected delivery, on her request, be required to do any job, which is
arduous in nature, involving long hours of standing, &/or may adversely affect the
pregnancy &/or the normal development of the foetus, &/or may cause a miscarriage or
otherwise adversely affect her health.
j) Officers, resuming to duty after having delivered a child, would be entitled to have 2
breaks, of 15 minutes each, during the course of her daily work, to take care of the newly
born child, until the child attains the age of 15 months.
k) Every woman officer delivered of a child who returns to duty after such delivery shall, in
addition to the interval for rest allowed to her, be allowed two breaks of 10 minutes each in
the course of her daily work for nursing the child until the child attains the age of fifteen
months.
25
l) Male officers may avail a maximum leave of 7 days (from the date of delivery of the child)
to facilitate necessary post-natal care of their spouse.
IV. PROCEDURE
a) An officer intending to go on maternity leave is required to fill up the leave application
form and submit it along with a medical certificate signed by the attending medical
practitioner (registered with IMA) to her superior for approval, one week before proceeding
on leave.
b) On obtaining the necessary approvals, the officer should submit the completed & approved
leave application form to the local HR before proceeding on leave.
Public & Flexible Holidays
I. SCOPE
All officers working in offices other than JCP, SCP & ACP
II. PURPOSE
To enable officers to avail holidays to enjoy the local, regional or religious festivals.
III. POLICY
a) Public Holidays: All officers, including probationers, are entitled to a holiday on the below-mentioned 4
days -
Sr. Occasion Date
1 Republic Day 26-Jan
2 May Day 1-May
3 Independence Day 15-Aug
26
4 Mahatma Gandhi’s birthday
2-Oct
Officers who are required to work on these holidays due to exigencies of work are
entitled to have a compensatory off, to be availed during the year, with prior approval of
their respective HODs.
b) Flexible Holidays:
In addition to the above-mentioned 4 holidays, all officers, including probationers, are
eligible for 8 days of holidays in a year (January to December) and officers may choose
those depending upon their individual work exigencies.
IV. PROCEDURE
At the end of each calendar year, HR/HO will circulate a list of public holidays to be
observed in the year ahead.
Leave Travel Allowance (LTA)
I. SCOPE
All confirmed officers.
II. PURPOSE
To provide leave travel benefits to all officers and their family members.
III. POLICY
a) Confirmed officers completing one-year of continuous service (including probation
period) in the company are eligible to claim LTA.
b) Officers have the option to avail the entire amount of LTA once in a block of two years
(commencing from the 1st Jan to the 31st of Dec) only in the second year.
27
c) LTA can be claimed for visiting any place in India on approved Privilege Leave (PL)
only.
d) The period of such leave should not be less than 3 (three) days and can be prefixed or
suffixed with weekly offs, Public holidays or restricted holidays.
e) Family for the purpose of this policy is defined as mentioned under the existing Income
Tax Rules.
f) Payment of LTA is subject to deduction of Income Tax as per the Income Tax Act
applicable from time to time.
g) LTA shall be paid as per the individual entitlement as mentioned below. In case the
actual expenditure is less than the individual entitlement, the balance amount would be
paid to the concerned officer, subject to necessary Tax deduction.
h) At the end of each block of two years, un-availed LTA, if any, would be encashed and
paid to the officers. No carry forward of un-availed LTA is permissible.
Hay Level
LTA (PA)
21 200000
20 150000
19 120000
18 90000
17 60000
16 40000
15 30000
14 20000
A 18000
B 15000
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C 12000
D 9000
E 7800
F 6000
i) Advance against LTA can be paid upto a max. of 80% of the individual entitlement and
such advance can be paid upto 2 months prior to the commencement of the journey, on
submission of the leave application form, duly approved by the respective HOD.
IV. PROCEDURE
a) To claim LTA, officers should submit the LTA claim form in prescribed format to local
HR within 15 days from the date of completion of journey.
b) While submitting the claim for LTA, officers need to submit the railway tickets or used
air ticket jacket(s) (as the case may be) in original.
c) To avail an advance against the LTA, the concerned officer needs to submit the LTA
Advance Application form duly filled up, along with the approved leave application form
to local HR dept. HR would verify & send the application to Finance for issuing the
payment.
Company Car
I. SCOPE
Officers in Hay level 17 & above & other officers having been provided with company
cars.
II. PURPOSE
To provide & govern the usage of the company cars.
III. POLICY
29
a. Eligibility: All officers in Hay level 17 & above shall be eligible for having a company
car. The hay level-wise entitlements are shown below –
Hay Level Car Eligibility
Hay-21 Honda City EXI (Base Model) 'or' any other equivalent model (*)
Hay-20 Accent 1.6 GLS (Base Model) 'or' any other equivalent model (*)
Hay-19 Ford 1.6 EXI (Base Model) 'or' any other equivalent model (*)
Hay-18 Maruti Esteem VXI (Base Model) 'or' any other equivalent model (*)Hay-17 Maruti Zen VXI (Base Model) 'or' any other equivalent model (*)
Note: (*)
Equivalent models are defined as those cars with comparable showroom cost (as
observed in Mumbai) as the base model.
The Administration dept in Mumbai would maintain the list of equivalent models for
each category on a quarterly basis (for the subsequent quarter) and the list shall be
circulated to Administration Managers at all locations.
While enlisting the equivalent models for any base model, Administration department
should exclude those models with low resale value, or high maintenance & other costs.
Officers eligible for this benefit may choose the base model or any equivalent models
listed for the quarter as applicable at their respective Hay level.
Discounts, if any, will not be considered while comparing the cost of equivalent
models
b. Eligible officers with proper driving license shall only be eligible to operate company
provided vehicles.
c. Officers, provided with company cars are expected to take adequate care towards the
maintenance of the cars.
d. Expenses incurred towards repairs, maintenance, insurance, road taxes, parking etc. will
be borne by the Company and cannot be carried forward/adjusted with next month.
30
e. Officers, provided with company cars are expected to use it for official purpose only. The
monthly fuel limit to be used for company cars shall remain unchanged as stated in the
respective office / appointment letters.
f. The company cars shall be replaced after 36 months and the officers will retain the
existing cars until their replacement period.
g. Car Disposal: A specific panel will be formed to handle the disposal of Company cars at
the end of the lease period.
IV. PROCEDURE
a. While applying for a company car as per their respective entitlement, officers eligible are
required to submit copies of their driving license/Personal driver’s license to the respective
Administration department.
b. All the bills, wherever applicable, have to be submitted to the Finance department for
claiming the fuel reimbursement.
House Rent Allowance (HRA)
I. SCOPE
All officers in Hay-17 & below (w.e.f 1st April’2003 onwards) and officers (MCM &
Excom members) in Hay–18 & above (w.e.f 1st April’2006), who are not provided with
company accommodation, are covered under this policy.
II. PURPOSE
To have a uniform, equitable & easily administered House Rent Allowance (HRA) policy
for the officers, who are not provided with company accommodation.
III. POLICY
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a) The monthly HRA entitlement of an officer is a part of his annual compensation
package and shall be paid with his monthly Salary.
b) Any Income tax liability arising out of the HRA component shall be borne by the
concerned officer only.
A. Company leased accommodation
a) The Company will not enter into a lease agreement on behalf of an officer, except in
very special case, at the sole discretion of the management.
b) Officers currently staying in Company leased accommodation, will continue to do so,
on the existing terms & condition, until the expiry of the current lease tenure, and
thereafter, they will be covered under this policy.
B. Self Leased accommodation
a) In case of self-leased accommodation, the lease / rent agreement shall be between the
officer and the respective lessor.
b) With a view to assist the individual officer to pay the security deposit to avail an
accommodation in the primary posting location, the Company shall provide a one-
time Rent advance on actual subject to a maximum of his 12 months HRA, which
would be adjusted from the concerned officer’s monthly salary in 18 equal
installments.
To avail the rent advance, the officers need to make a written application to Sr. VP -
HR for the required approval & once it is approved, the advance would be paid by
accounts through an account payee cheque drawn in the name of the employee.
The officers availing the rent advance also need submit the copy of the Rent
agreement to HR/HO within 7 days of availing the advance.
c) The officers will also be entitled for a reimbursement of brokerage payment @ 1
month’s rent, as negotiated & mutually agreed, subject to a maximum amount
equivalent to his one months HRA, on completion of 30 days from the days of
occupying the new premises.
32
This brokerage will be paid once in every 3 years, if the officer shifts to a new
accommodation in the same place of posting. A valid receipt is required from the
property dealer for payment of such brokerage.
C. Own Accommodation
Newly joined officers residing in their own accommodation at their respective primary
location of posting, will not be entitled for HRA, except otherwise mentioned in their
appointment letters
Company Housing Policy
I. SCOPE
All officers located at plants, where company provided housing facility are available.
II. PURPOSE
To provide accommodation facilities to the officers, as per their individual grade or level
-wise entitlements, subject to availability.
III. POLICY
a) Officers in each of the existing plants shall be allotted company provided housing based
on the availability and allotment would be done as per the procedure designed for the
purpose.
b) Officers, who have been allotted company accommodations, shall not be entitled for
House Rent Allowance (HRA) as a part of their monthly salary.
c) The fixtures / utilities provided in the quarters will be as per the existing policies of the
individual plants.
d) Officers having been allotted company’s accommodation need to strictly follow the terms
& conditions mentioned in the respective house allotment letter.
e) Officers would be eligible for the payment of monthly House Rent Allowance (HRA),
once they vacate the company’s accommodation & shift to their own accommodation.
f) No such HRA would be payable to officers who would vacate the company
accommodation and shift to the rented accommodation
33
g) In ACP & SCP, where company’s quarters are available, the officers based there are
expected to stay in the company’s quarters only, especially those who are required for the
essential services.
h) The full & final settlement of the officers separated from the company would be done,
only after they surrender the company quarters.
Interest Subsidy on Housing Loan
I. SCOPE
All confirmed officers, who have completed minimum 3 years of continuous service with the
company.
II. PURPOSE
To facilitate subsidy on housing loan interest to enable the officers to acquire an asset in the
form of a residential accommodation at the respective place of employment or at any other
locations in India.
POLICY
A. Eligibility:
Interest Subsidy on housing loan will be granted to all officers who have completed min. 3
years of continuous service, at the discretion of the management. For computation of the
eligibility period of 3 years, the previous continuous service in the acquired company will
also be considered.
However, if an officer has already availed the interest subsidy on housing loan before the
completion of 2 years of continuous service with the company, he will become eligible for
interest subsidy prospectively, after completing 3 years of continuous service only.
Interest subsidy on housing loan will not form a part of the terms & conditions of
employment with the Company at any point of time.
34
Interest subsidy on housing loan will be provided for constructing or acquiring suitable
housing facilities by the officer and the registration of such housing should be in the name of
the officer or his spouse, either individually or jointly.
Exceptions to the Eligibility Criteria:
As the only case of exception, new recruits, who were entitled to interest subsidy on housing
loans in their previous organizations, could be allowed to avail benefits under this scheme, at
the sole discretion of the management.
B. Entitlement:
Loan amount, on which the interest subsidy will be paid by the Company shall be subject to
limits specified below –
Category Interest Subsidy LimitHay - 18 & above On loan upto a max of Rs. 8 lakhs
Hay - 17 & below On loan upto a max of Rs. 6 lakhs
These limits are subject to revision from time to time.
The agreement of housing loan should be between the individual officer and the Institution /
Bank from which the loan has been procured.
The company will not enter into any such loan arrangement with any Institution / Bank,
except for deducting the Equated Monthly Installment (EMI) and remitting to the concerned
Institution/ Bank, as long as the borrower is on the payroll of LIPL.
Officers availing these benefit shall be entitled to an interest subsidy @ 7% p.a. (on reducing
balance) or the actual rate of Interest payable by the officer, which ever is less, on the eligible
loan amount.
The maximum period of payment of Interest Subsidy by the Company to the concerned
officer on the housing loan acquired from Institution/ Bank shall be 240 months or the actual
time frame agreed by the Institution/ Bank, which ever is less.
35
The Interest subsidy payable shall be only upto and till the period of payment of last
installment or 240 months or upto the separation of the officer from the company, whichever
is earlier.
In case, an officer who is availing the interest subsidy is sent on expatriation to another
country, the payment of interest subsidy will be discontinued with immediate effect.
The amount payable as Interest Subsidy to the officers shall not be a part of the total
compensation package, on ceasing to avail this benefit.
The Interest subsidy paid to the officers as above will be subject to Income Tax rules as
applicable from time to time.
Necessary Processing fees to be paid to the Institution/Bank to get the housing loan will be
borne by the individual officer only.
Officers will be eligible for interest subsidy on such loan under the scheme only once during
the entire tenure of their services with the company, even in cases where the maximum
eligible limits are not availed by the officers.
Existing Interest subsidies on housing loans, if any, will continue as per their existing terms.
IV. PROCEDURE
A. Application Formalities:
An application in the prescribed format along with the necessary approvals should be
submitted to the local HR dept. through the respective HOD.
Once the loan is sanctioned by the Institution/Bank, a copy of the below-mentioned
documents have to be deposited with the local HR dept., preferably before 15 th of the current
month for incorporation in the payroll –
i. Agreement of the house/ flat purchased or proposed to be purchased.
ii. A copy of the Interest subsidy application form and the loan sanction letter from the
Institution/Bank specifying amount of loan availed, the rate of interest charged, EMI
payable and the repayment tenure.
iii. Authorization letter from the officer for deducting the EMI from his monthly salary.
36
Officer’s Temporary Advance - OTA
I. SCOPE
All confirmed Officers.
II. PURPOSE
To enable officers to purchase consumer goods for personal use, with an aim to enhance
the quality of life.
III. POLICY
a. Each year, during August/September, application shall be invited from officers for OTA,
against the following items -
Item
Val
ue
Max. Permissible Limit (Rs.)
Car
@ 7
5% o
f th
e co
st
150000Scooter/Motorcycle 30000Moped 10000Refrigerator 8000Air Conditioner 18000Car Air Conditioner 12000Air/Desert Cooler 3500Cycle 1500Portable Generator 10000
37
Household Article 30000PC with Printer 40000
b. The advance will be allowed upto a max. @ 75% of the cost of the item or the maximum
permissible limit, whichever is less.
c. No officer shall be allowed OTA for more than Rs. 150000/- at any point of time.
d. Interest will be charge @ 7% per annum on such advances on reducing balance.
e. The amount with interest shall be recovered from the officer’s salary in consecutive
monthly installments for max. 60 months effective from the date of payment. Installment
period in no case shall exceed beyond 60 months.
f. An officer is eligible to apply for a second advance, only after the entire amount of the
first advance is recovered against his salary.
However, in case, an officer still applies for more than one advance at a time, the
disbursement of such advance would purely be at the discretion of the Management.
IV. PROCEDURE
a) The applications shall be invited through a notification in the respective locations and the
advance shall be disbursed based on first come first serve basis.
b) All applications should be addressed to the local head of P & A of the respective
locations.
c) Sanctioning Authority: Personal loan applications would be sanctioned by the concerned
authorities as mentioned below -
38
Unit Authority
Plants Local HR head & Plant ManagerEOO VP – P & IR & Sr. VP –
ManufacturingHO Sr. VP – HR
d) Officers availing the personal loans should furnish the necessary receipt from the seller
/vendor as proof that the advance has been fully utilized for the purpose, for which it was
granted to him, for within 30 days from the date of receipt of the advance.
e) Failure to submit the necessary receipt within stipulated time frame would enable a 100%
recovery of the entire amount of advance along with the interest on it calculated @
prevailing bank interest rate, from the salary of the concerned officer immediately.
Employee Healthcare Policy
I. SCOPE
All officers.
II. PURPOSE
To provide health care benefits to officers and their family members.
III. POLICY
A. Domiciliary Treatment:
Sonadih (SCP)a) Officers transferred from TISCO and their family members will continue to avail the free
health care benefits from the local Medical center as mentioned in their terms of
employment.
b) Though under normal circumstances, the treatments would be carried out in the local
medical center, any referral for specialized treatments required elsewhere in the country
will be based on the recommendation of the Company Doctor.
In such cases, the Company shall bear the entire amount of medical expenses incurred on
actual, including the following -
39
i. Traveling expenditure of the concerned officer or any of his family members and an
escort would follow the same level-wise eligibility mentioned in the domestic travel
policy.
ii. An officer, as a patient or as an escort, shall be paid to a daily maintenance allowance as
mentioned below.
iii. This allowance is payable for the period, the officer/patient remains without getting
admitted to the referred hospital / nursing home / medical clinic at the outstation location,
or is undergoing out door treatment including the waiting period .
B. Hospitalization Treatment:
a) All officers and their family (upto a max of self & five dependents) members are covered
under a mediclaim policy procured by the company and the annual mediclaim coverage
are as follows –
Hay level
Annual Coverage (Rs.)
18 & above 500000
17 & below 350000
‘Year’ for the purpose of mediclaim coverage shall be from 26th July to 25th July of the
following year.
40
Metros Rs. 200
Other Cities Rs. 150
b) The officers undergoing treatment during hospitalization shall submit their
hospitalization expenses on prescribed format to local HR for claiming reimbursement
from the insurance company.
c) The officers shall be guided by the terms and conditions of the Mediclaim policy and
may contact local HR for any support.
IV. PROCEDURE
a) An officer on joining the Company need enroll himself under the Mediclaim Insurance
coverage. Local HR would ensure that it is done on the first day of joining itself.
b) Officers are required to submit the relevant details of his family members to the local HR
to enable this coverage on DOJ itself.
c) In case of referral, the officer should inform the local HR within stipulated time (as
mentioned in the Policy doc) so as to make a claim as per the individual entitlement for
the reimbursement of such expenditure under the Mediclaim coverage.
Group Personal Accident Insurance Policy
I. SCOPE
All officers.
II. PURPOSE
To provide financial security to the officers, by way of insurance coverage against any kind
of legal disability or death, due to accident at anywhere in the world, during their employment
with the company.
IV. POLICY
a) The officers will be covered under Group Personal Accident Insurance Policy as
under –
41
Band / HaySum Assured (Rs. in lakhs)
Hay -18 & above 50 Hay -15 to 17 20 Hay -14 10 Band - C to A 10 Band - D & Below 7.5
b) Under this coverage, in the event of death or Permanent total disability, an officer /
nominees will be eligible for compensation as stated above as per the insurance
regulations & guide-lines of the Insurance company.
c) Intentional self-injury, suicide or attempt to suicide or any adventurous activities etc. will
not be covered under this policy.
IV. PROCEDURE
a) Intimation of fatal or serious accident should be intimated to HR dept. based at EOO,
within 24 hours of its occurrence.
b) In the event of any fatal or serious accident, the claim form duly filled up, along with all
the necessary documents i.e. death certificate, permanent partial disability or permanent
total disability evidence, police FIR, panchnama, doctor certificate, as the case may be,
should be submitted to the HR Dept. at EOO as soon as possible for processing the claim.
Accident Insurance
(For Units only)
I. SCOPE
All officers, working at various units of the Company.
II. PURPOSE
42
To provide financial security to the officers, by way of insurance coverage, against any
kind of accidents caused during the course of employment.
III. POLICY
a) Officers based at the plants are covered under the accident insurance plan for 24-
hours.
b) Officers covered under the Workmen’s compensation Act will also be covered under this
scheme.
c) Every case of accident should be reported immediately to the concerned departmental
head and failure to do so shall render the injured person’s absence accountable to causes
other than accident and the time lost will not be paid for.
d) Some injuries appear to be trivial at the initial stage, & therefore, do not get reported &
attended to, but later proved to be serious and may result in permanent, total or partial
disablement. Therefore, whenever there is an injury, officers should immediately inform
the concerned HOD and get the first-aid done.
e) In case of death, the heir of the deceased officer will be paid a funeral grant of Rs. 2000/-
as per the scheme.
IV. PROCEDURE
For any accidents within Company premises
a) In case of serious injury / fatal cases inside the plant, due to an accident or otherwise,
the departmental supervisor on duty should immediately inform to the Safety Officer
in writing, in the format prescribed by the Safety Officer. The HOD, HR and
Company’s Medical officer should also be informed of the occurrence within 2 hours.
b) Company’s Medical officer should examine the injured officer and recommend the
treatment to be provided to him.
c) Where the accident results in death or injury preventing the injured officer to work for
48 hours or more, a notice in the prescribed format should be sent to the Inspector of
Factories.
43
d) Owing to the accident arising out & in the course of employment, the absence of
officer will be treated as accident leave & full salary will be paid to the officer
concerned as if he is on duty.
e) Procedure regarding treatment of injured officers including escort’s arrangement and
related expenses shall be regulated in accordance to the Health Care policy guidelines
decided at the local plant level.
f) Sr. VP - HR based at HO, Mumbai should be informed of this accident within 48
hours of its occurrence.
g) Safety officer will prepare a detailed report on the occurring of the accident within 48
hours of its occurrence. However, in case of fatal accident, the Safety officer will
inform the local authorities as required under the Factories Act.
h) In case the accident involving the Safety officer, the concerned supervisor, a
representative from the local HR dept. and any other agency involved should be
present on the sit
Transfer & Relocation Assistance Policy
I. SCOPE
All officers, including probationers.
II. PURPOSE
a) To facilitate & support an officer relocating from one location to other with maximum
ease and ensure that he gets settled in the new location smoothly.
b) To provide financial assistance to meet the increased liability or expenditure, if any, in
the transferred location.
c) To define the various limits for reimbursement of expenses applicable to officers at
different bands & levels.
44
III. POLICY
As per the basic terms of employment, an officer is liable to get transferred / relocated to
any department / location / establishment of the company, currently having or may have
in near future, depending upon the business exigency.
Officers relocating from one place to another are eligible for certain Relocation benefits
payable only when the expenses are actually incurred by the concerned officer.
However, Relocation benefits will not be applicable in the below-mentioned cases –
i. Where, the transfer is requested by the officer, and
ii. Where, the compensation package of officer had already been restructured
considering the proposed transfer / relocation and had already been communicated
to him. The place of transfer in such cases, would be considered as the place of
primary posting.
Therefore, officers in such cases will not be eligible to claim any such relocation
assistance mentioned under this policy.
The various benefits applicable to transfer / Relocation are as under -
1. Traveling Expenses
a) Mode of Travel: Officers proceeding on transfer will be allowed to claim actual rail / air
fare for self & the family who are actually residing with the officer. The mode & class of
travel would be the same, as mentioned in the Travel (Domestic) policy.
b) Travel by own car: In case, the officer travels in his own car, he would be eligible to
claim reimbursement @ Rs. 6/- per km for the distance covered by the shortest route and
the officer shall not be entitled to claim fare by and other mode of transport.
If any of his family members travels in his car, the officer shall not be entitled to claim
fare by any other mode of transport for that respective member(s) of his family.
45
2. Lodging & Boarding Expenses in scouting trip
a) The officers considered for transfer are allowed to undertake a scouting trip with his
family (*) with prior sanction from his respective HOD, to the proposed transferred
location for a maximum period of 15 days for the purpose of identifying suitable
accommodation, initiating children’s school admission etc. However, the period can
be extended with necessary approval of the concerned HOFs.
b) The officers are also expected to initiate the basic handholding process in the new
locations.
c) The expenses incurred in this trip would be reimbursed by the company as per the
same band / level-wise entitlements mentioned in the Travel (Domestic) policy. Any
tax burden arising has to be borne by the concerned officer.
3. Relocation Allowance
a) Officers transferred from one location to another shall be entitled to a monthly Relocation
allowance payable per month, as per the Matrix shown below -
From
Mumbai Kolkata ACP JCP SCP
State capitals & other A & B cat cities To
Mumbai - 2000 5000 5000 5000 5000
Kolkata - - 3000 3000 3000 3000
JCP - - 2000 - 2000 -
SCP - - - - - -
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ACP - - - - - -
4. Security Deposit & Brokerage (for getting accommodation in new location): In order to
pay the security deposit & brokerage to avail a new accommodation in the transferred
location, employees transferred would be entitled to receive an adjustable advance as per
the eligibility Plan mentioned in the HRA policy.
IV PROCEDURE
a) All the expenses related to the transfer / Relocation would be borne by the Transferee
unit, on receipt of Transfer letter issued by the respective HOF & VP – P & IR / Sr. VP -
HR.
b) Officers getting transferred / relocated from one place to other should get the necessary
clearances from all the concerned departments of the transferor units in the prescribed
‘Transfer Docket’ and ensure that the docket is sent to the local HR dept. of the transferee
units.
c) All claims for reimbursement of expenses incurred by the officer must be submitted to
local HR (Transferee) along with all the original bills,
Domestic Travel
I. SCOPE
All officers including probationers & Trainees, undertaking domestic travel on company
business.
47
II. PURPOSE
To lay down the level-wise entitlements of various expenses incurred by the employees
while traveling on Company’s business within India.
III. POLICY
a) All travels on official purpose have to be approved in advance by the respective
HODs in the prescribed ‘Travel Requisition form (TRF)’ and all expenses incurred on
travel will be reimbursed on actual basis, subject to the limits prescribed in the policy.
b) A Travel advance can be drawn upto 2 days prior to the date of departure on tour. No
second Travel advance shall ordinarily be granted unless the earlier one has been
cleared.
c) ‘Travel Requisition form (TRF)’ form should be made in duplicate. Original form
should be retained by the officer and submitted along with the Travel Expenses Claim
Form. The 2nd copy should be forwarded to the Finance Department for drawing
advance.
IV. Entitlements related to domestic travels:
1. City categorization :
Cat Cities
Metro Mumbai, Delhi, Kolkata & Chennai
‘A’Other state capitals and Pune, Nagpur, Ahmedabad, Baroda, Surat, Siliguri, Darjeeling, Dhanbad, Jamshedpur, Muzaffarpur, Puri, Cuttack Dimapur & Silchar.
48
‘B’ All other cities not covered under the above-mentioned 2 categories
2. Mode of Travel :
a. The specific mode of travel applicable to employees in various bands / levels are
mentioned in the attached matrix –
Band / HAY
Mode of Travel
Air Train Road
C & Below N/A AC - II Shared Taxi / AC BusA & B AC - II 14 – 16 Eco AC - I Taxi / AC Bus17 Eco AC - I Hired / AC Car18 Eco AC - I
b. Deviation or exception in the mode of travel would not be considered in normal
scenarios, however, in case of business exigency & under special circumstances, the
same may be approved by the concerned Ex-com member on specific recommendation of
the concerned HODs / Unit Head.
c. In case of travel by train, actual fare shall include the reservation charges and Travel
Agent’s service charges, as the case may be.
d. Non-availability of reservation while traveling in train is not an acceptable reason for not
undertaking the journey connected with official work. Expenses incurred in confirming
the tickets may be approved on case-to-case basis by the concerned Plant
Managers/HOFs.
e. Officers using own vehicles for official outstation travel, would be reimbursed as under –
4 wheeler (run on petrol) - Rs. 6.00/- per km
Two Wheeler - Rs. 2.00/- per km
49
The officers concerned are required to maintain the log book & get it approved by the
concerned HODs on time to time.
3. Lodging & Boarding Expenses:
i. The band/level-wise entitlements of daily lodging & boarding expenses are specified in
below-mentioned matrix.
Staying at Hotels
Band / HAY
Lodging / day Boarding / day
Metro A B Metro A B
C & 1400 900 750 250 150 125A & B 1500 1000 800 300 250 20014 – 16 3000 2000
Actual17 Actual18
Staying at own arranged places
50
Band / HAY
Own Arrangement
Metro Other City
C & Below
300 200
A & B 200 125
14 – 16 500 300
17N/A
18
ii. Officers while traveling on official purpose should stay in company’s Guest House or
Company provided accommodation, wherever available and in these cases, the officers
would be eligible for a reimbursement of out of pocket expenses @ 25% of the normal
boarding charges, on production of bills.
iii. When a team comprising officers of different bands/levels, is traveling together for a
common assignment, the stay of the entire team could be approved in the same hotel
(specified for higher bands/levels) on Twin sharing basis, in order to maintain the spirit &
moral of the team.
iv. In case of 2 officers staying in the same room on Twin sharing basis, the entitlement for
each of them would become @75% of their individual maximum eligibility.
6. Other Expenses:
i. Actual postage, telephone & e-mail expenses incurred in connection with official work
would be reimbursed against submission of supporting bills.
ii. Actual charges incurred in carrying Company’s material/papers/documents etc. shall be
reimbursed.
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iii. Whenever officers in Band A & below are deputed to attend Seminars/conferences,
where the participation fee includes an one-time meal and lodging facility, the eligibility
to claim reimbursement of boarding expenses will be @ 60% of the actual entitlement.
V. Procedure of Reimbursement of Travel Expenses:
i. While traveling on official purpose, employees are advised to incur all the expenses
themselves and submit the expenses statement in the appropriate format along with all the
bills, receipts etc., in original, within 7 (seven) days of the completion of tour.
ii. However, for sales personnel, travel bills should be submitted fortnightly. The bills shall
be reimbursed once those are approved by the concerned HOD/HOF.
iii. While submitting the Travel Expense Reimbursement claim form, it should be
accompanied with the below-mentioned documents in original –
For, Travel by Train: Tickets checked by Railways.
For, Travel by Air: Travel ticket jacket
Supporting Hotel bills for lodging and boarding.
International Business Travel
I. SCOPE
All officers.
II. PURPOSE
To lay down the guidelines & level-wise entitlements of various expenses incurred by the
employees in international travel on Company business.
III. POLICY
a) All international travel for conducting company business must be approved in advance by
the respective HOF / Sr. VP - HR for all officers, except the members of Ex-com.
International travels of Ex-com members need to be approved by Chief Executive Officer
(CEO).
52
b) Officers traveling for interviews/reconnaissance visit will be covered by the Expatriation
policy of the Group.
c) All travel arrangements should be made through the Administration dept. based at
EOO/HO, who would organize the entire travel plan through the already identified travel
agencies.
d) Officers planning for international business travel should provide a copy of their itinerary
to the respective supervisors before leaving for the tour.
IV. Entitlements related to International travels:
1. Expenses incurred while traveling (En-route):
Officers are entitled to use taxis for transfers from the airport to respective destinations of
overseas locations.
2. Lodging & Boarding Expenses:
i. Officers must stay in the Company specified hotels as arranged by the organizers of the
event / seminar / meeting / training etc.
ii. Where boarding & lodging expenses are to be allocated and invoiced to the Company
directly, an advance of US $ 20/- per night per trip will be allowed to the officers to meet
various incidental expenses, for which no bills/receipts/voucher are required.
iii. Where the boarding and lodging expenses are to be borne by the officer himself, the
approximate Travel advance needs to be computed as per the Cash advance table
mentioned herewith.
An advance of US $ 20/- per night per trip will be allowed to the officers to meet various
incidental expenses, for which no bills/receipts/voucher are required.
iv. In case, an officer on international trip extends his stay for personal reasons, expenses
pertaining to boarding, lodging & all incidental expenses, related to that extension, have
to be borne by the concerned officer and should not be clubbed with official expenses.
53
v. Officers accompanied by their spouse on an International business tour have to bear the
cost of traveling, boarding, lodging & other incidental expenses of the spouse and all
these expenses should be settled separately.
3. Cash Advance
i. To avail cash advance, officers undertaking international business travel need to have
written approvals from VP – Accounts & Control / Sr. VP - HR. Cash advance would be
provided as per the details mentioned in the table below.
Type of Expense
Per Night
Expenses
One time
Expenses
Lodging As per the details received
from the organizers
Boarding (Per meal) (*) 25 N/A Local Conveyance 25 Airport Tax N/A 10 Incidental Expenses 20 N/A
ii. Cash advance will be provided after calculating only those expenses the traveling officer
is expected to pay himself.
iii. Officers provided with credit cards, would be eligible for cash advance, only for the local
conveyance, incidental expenses and airport tax expenses.
iv. A one-time reimbursement of Rs. 7500/- is paid to an officer going on an International
Business tour for the first time, to enable the officer to buy baggage, woolens, clothes etc.
V. PROCEDURE
a. All expenses incurred by an officer during International business travel should be
properly documented in the specified Expense sheet (International Travel Expenses
statement), get it approved by the respective HOF and then, to be submitted to the
Accounts dept within two weeks of returning from the trip.
54
b. Necessary bills/receipts/vouchers etc. for the expenses incurred on tour need to be
submitted attached with the Expense sheet.
c. Any balance money out of the Cash advance provided to the officer before tour should be
returned to the Company along with the Expenses sheet duly approved by the concerned
HOF.
d. Officers are required to submit the Tour Report along with the Time sheets to the
respective HOD
Mobile Phone Policy
I. SCOPE:
All officers.
II. PURPOSE:
To enable the employees to improve the communication, accessibility and to have a
better response & turn around time (TAT)
Drawing a set of guidelines for issuing Mobile Phones and keeping a track of its usage.
III. ELIGIBILITY:
Mobile phone handset: All officers in Band ‘B’ & above Sonadih Plants shall be provided
with mobile phones of model, which is selected & approved by the company based on its
cost & quality of reception.
IV. PROCEDURE:
A. Issuing Mobile phone:
All such approvals for issuing mobile phones to officers in Band ‘B’ & above
based at the plants would be done by the respective Plant Manager.
55
For all others not covered above, the same would be approved by Sr. VP –
Manufacturing / Sr. VP - HR. The issue of mobile phones would be approved on a
case-to-case basis & absolutely based on the business exigency.
Upon receiving the necessary approvals, Local HR & Admn dept shall procure
the mobile phones as per the approved models applicable from time to time.
All matters related to warranty, repairs etc. of the handsets would be dealt with
directly by the officer with the supplier/vendor etc.
Replacement of mobiles, in case of failure of spare parts / instrument would be
done at the discretion of the Plant Manager, after exploring the options of
repairing the damaged / malfunctioning instrument.
B. Monthly usage & Billing:
Service Provider:
Local HR & Admn dept. will take the necessary initiative to identify the best service
provider, both in terms of quality & rate and/or special schemes available in the market.
Monthly Limit:
Officers are requested to ensure that the monthly billing does not exceed Rs. 1500/-
Officers are expected to use the mobile phone facility for official work only.
Personal calls should be identified and a separate cheque carrying the cost of those
personal calls have to be submitted, while forwarding the monthly bills to Accounts dept
for clearing. Accounts dept. will clear the bills, only after obtaining the payment for
personal calls.
Any excess billing in special cases would be cleared as per the approval of the respective
Plant Managers only.
C. On Separation
In case of officers leaving the organization at any point of time during the year, the below-
mentioned steps to be followed –
56
i. Officers should handover the mobile phone handset along with the SIM card to the local
Administration dept. on their respective last day of working.
ii. Local Administration dept. would indicate the surrender of the mobile phone handset &
the SIM card in the ‘No dues certificate’ and would also advise the respective service
providers to cancel the connection with immediate effect.
Educational Assistance Policy
I. SCOPE
All officers.
II. PURPOSE
To provide financial assistance to the officers, who desire to enroll for higher education,
which will mutually be beneficial for the officer as well as for the company.
III. POLICY
a) The Company recognizes the value of self-initiated efforts to enhance knowledge
instrumental to career development. The Company may, at its discretion, provide
financial assistance to an officer desiring to pursue higher education, which shall create a
positive impact on his day-to-day performance in the Company.
b) The company reserves the right to approve the education assistance to officers at its
discretion.
c) The company also reserves the right to reject the education assistance application by an
officer at its discretion.
d) The program selected by an officer must be from universities recognized by AICTE &/or
Dept of HRD, Govt. of India and should lead to a Professional qualification
(diploma/degree) upon successful completion.
57
e) Officers availing the educational assistance have to serve the company for a min. period
of 2 (two) continuous years after completion of such course, failing which, total amount
of Educational Assistance paid by the company would stand recoverable from the officer.
IV. PROCEDURE
A. Application for Assistance:
Officers wishing to avail Educational Assistance need to apply to Sr. VP - HR through
the respective HOF.
Sr. VP – HR, after reviewing the application, may approve the same and the decision in
this regard would be communicated to the officer and the concerned HOF.
B. Payment of Assistance:
1. On successful completion of the course, the officer will be reimbursed full course fees.
2. In order to avail the reimbursement, the officer needs to submit the original money
receipts, passing certificate / mark-sheet and the copy of the approved application to local
Finance to claim the reimbursement.
3. In case, the course is of more than one semester / year and the course fee is payable on a
semester/yearly basis, the officer shall be reimbursed the semester/year–wise course fees,
on submission of original money receipts, passing certificate / mark-sheet for the
semester/year.
C. Examination Leave:
Officers may be granted additional leave at the discretion & prior approval of the
respective HODs on the dates of the examinations. This leave would be treated as ‘Leave
Without Pay (LWP)’ for a specified period of time as may have been agreed upon
between the officer & the concerned HOD and un-availed leave will not be carried
forward or encashed at any point of time.
58
Long Service Awards
I. SCOPE
All Officers
II. PURPOSE
To recognize the contribution made by an officer towards the growth of the Company
through his dedicated services for a considerable period of time.
III. POLICY
a) Long service awards will be presented to those officers who have completes 15 & 25
years of services respectively with the Company. The length of service shall be
computed from the date of joining.
b) While calculating the no. of years of service of the officers transferred from TISCO &
Raymond, the past services with their respective erstwhile employments are also
considered. However, to become eligible for the long service awards, 15th or 25th year
of service of an officer should fall during his present employment with Lafarge India
Pvt. Ltd.
c) Awards
IV. PROCEDURE
Local HR will identify the officers eligible for long service awards on a yearly basis and
forward the list to HR at HO by 5th March every year.
The awards will be procured by HR at HO / Local HR
59
Yrs of Service Awards
15 Silver coin weighing 500 gms25 Gold coin weighing 20 gms
The awards will be presented in April every year.
Retirement Benefits
I. SCOPE
All officers.
II. PURPOSE
To ensure that the officers enjoy financial security after they retire from the services of
the company.
III. POLICY
All officers shall be covered under the existing social security schemes of the company as
per the brief details mentioned below –
III.1. Provident Fund
The Company is covered under the Employees Provident Fund & Miscellaneous
Provisions Act, 1952. The Act enables both the employer as well as the officers to
contribute to employee’s provident fund on a monthly basis, which would ensure the
social & financial security of the employees after they retire from the services of the
company.
In the event of premature death of the officers, the deposits made in the fund ensures the
financial security of the dependants of the officers.
Contribution to the Fund:
Every month, both the individual officer and the Company contribute @ 12% of monthly
basic each. Out of the company’s contribution of 12%, 8.33% is deposited in Employee
Pension scheme subject to a maximum of Rs. 541/- and the remaining 3.67%, along with
the entire contribution of 12% by the individual officer is deposited in the Provident
Fund, maintained with the Regional Provident Fund Commissioner
60
The amount contributed in every month by both the employer and the officer are
accumulated & accrued in the PF account of the officer and the officer may withdraw the
amount after his superannuation. In case of transfer or changes of his services, he can
either withdraw the same or may get it transferred to his new PF account. An officer can
avail non-refundable PF loan from the amount deposited in his PF account for the
purpose of House Building, Children’s education, marriage, sickness etc. subject to
fulfillment of specific norms to be followed under PF rules in this respect.
III.2. SUPERANNUATION
The ‘Lafarge India Ltd. Superannuation’ scheme extends to all the confirmed officers
below 60 years of age. Officers who has either been appointed or whose services had
been extended by the company after they had attainted the age of 60 years are also
covered under this scheme, up to 65 years of age.
Contribution to the scheme:
Annual Contribution @ 15% of the basic salary is made by the company in
respect of each eligible officer. However, the contribution made by the Company in a
year in respect of an officer under this scheme, along with the contribution made towards
Provident Fund in respect of the same officer, for the same year, shall not exceed @ 27%
of the basic salary paid to the officer in that year.
New Recruits:
The benefit is applicable to the new recruits once their services with the Company are
confirmed, with effect from their respective date of joining.
Contribution from past services:
In respect of an officer who at the time of his entry into the Scheme has past Service to
his credit, lump sum contribution relating to his past Service not exceeding the aggregate
15% of the total Salary received by the officer in the course of such past Service may, at
the sole discretion of the Company be transferred to this scheme on the date as the
Company may decide.
61
Pension
The benefits under the superannuation scheme shall be paid only in the form of pension
payable in monthly or quarterly or annual installments, as desired by the officer or the
nominees appointed by the officer, provided that the amount payable in either of these
cases is not less than Rs. 1000/-.
However, if the officer or the nominees, as the case may be, so desire and the Trustees of
the superannuation fund agree, a part of the pension may be paid to the officer through a
single lumpsum payment, provided that the payment shall not exceed –
(a) In case the officer receives gratuity, the value of 1/3rd of the pension, which the
officer is normally entitled to receive, and
(b) In other cases, the value of ½ of the pension payable.
In the event of retirement before attaining the normal age of superannuation, or in case of
premature death or voluntary or involuntary termination of service, Pension under this
scheme, shall be payable to the officer or the nominees appointed by the officer, as the
case may be.
III.3. GRATUITY
Gratuity is a statutory retiral benefits payable to an officer having worked for minimum 5
years of continuous service with the company. Officers are entitled to benefits as
applicable under the Payment of Gratuity Act, 1972.
Gratuity is payable to an officer along with the full and final settlement., subject to a
maximum of Rs. 350000/-
62
Gratuity Calculation:
Gratuity = 15 days wages X No. of Completed years of Service
Note:
i. While calculating the no. of continuous years of service, any part-year of
continuous service in excess of 6 months is considered as one year.
ii. 15 days wages is calculated as = 15 X last drawn Monthly Wages
26
III.4. Other Retirement Benefits: On retirement, the officers shall be entitled for other
benefits as under -
I) Farewell
A formal farewell shall be organized by the respective unit/offices in co-ordination with
HR for the retiring officer on his last day of working.
A farewell gift worth Rs. 3000/- shall be awarded to the retiring officers on be-half of the
company.
A service certificate shall be issued to the retiring officer.
II) In case the officer is posted at a location far away from his native place, he is also
provided with the below-mentioned benefits on retirement -
Transportation of household articles
Company will bear the cost of transporting the household articles of the retiring officer
from his place of posting to the native place (as mentioned in the personal record) and in
all such cases, the procedure to be followed shall be same as specified in the Transfer &
Relocation Assistance policy.
Traveling Expenses
63
Company will also take care of the traveling expenses of the retiring officer and his
family members from his place of posting to the native place and in all such cases, the
entitled limit as well as the procedure to be followed shall be same as specified in the
Travel (Domestic) policy.
IV. PROCEDURE
a) Officers on joining the company need to fill the declaration & nomination forms as
required under the PF, Superannuation & Payment of Gratuity Act, on their first day of
joining itself.
b) The retiring officers need to surrender the company quarters / company provided
accommodation within 3 (three) months from the date of his retirement.
c) The full and final settlement of the officer will be carried out subject to surrender of the
quarters / company provided accommodation and getting the necessary clearances.
REVIEW OF LITREATURE
I. Using employee volunteering programs to develop leadership skills
Author(s): Christine Bell
Journal: Development and Learning in Organizations
64
The purpose of the paper was to examine the use of employee volunteering programs to develop
leadership skills.
During the study it was found that employee volunteering programs provide a potentially rich
source of learning for team leaders and other volunteers. Such a strategy can encourage
employees to recognize learning opportunities for their own leadership skills.
II. Moving towards a “learning-based organization”
Journal: Development and Learning in Organizations
The purpose of the paper was to explore employee perceptions of the development of a learning
culture in a medium-sized manufacturing company aspiring to become a learning organization.
The company was using learning to develop its competitive edge, and employees were at various
stages of understanding and accepting the need for learning and competence development on the
job to sustain and develop the company. During the study a tension was detected between the
company's objectives and the aspirations of some employees, but the majority appeared to accept
the overt learning policy as good for them and the company. This study contributes towards a
better understanding of the perceptions of employees in the development of a learning
organization, rather than from the organizational or management perspectives that tend to
dominate the literature.
III. The impact of downsizing on employees' affective commitment
Author(s): Jaewon Lee, J. Martin Corbett
Journal: Journal of Managerial Psychology
To examine the mechanisms through which downsizing affects employees' affective commitment
to the organization
The results show that the more severe the extent of downsizing, the lower employees'
affective commitment to the organization. Moreover, downsizing has an impact on employees'
affective commitment to the organization through several of the daily work experiences of
65
employees. Thus, downsizing affects employees' affective commitment to the organization both
directly and indirectly. However, its indirect impact is much stronger.
Sympathetic management of downsizing can minimize the negative impact on the affective
commitment of surviving employees.
IV. How employers can ease pain of job losses
Journal: Development and Learning in Organizations
The purpose of this paper is to examine how employers can ease the job loss situation for
employees.
The paper finds that job counseling and training programs may influence different
levels in the labor market. At the macro level, such programs can be vehicles shifting human
resources to where they are needed in the labor market. On the organizational level, they can
enhance human resource utilization, decrease perception of psychological contract breach, and
minimize internal strains and organizational conflict. On the individual level, they appear to be
an efficient way for dealing with the dismissed or remaining workers and helping them in their
quest for a new job or retraining. Consequently, many of the psychological, familial, and social
disturbances brought on by the dismissals, or the organizational crisis, may be avoided.
RESEARCH METHODOLOGY
a) Database:
This study is based on both primary and secondary data. A structured interview
schedule would be used to collect the primary data from the employees of
LAFARGE. The secondary data for the study would be collected from annual
reports and records of LAFARGE including published material on the topic.
66
b) Sample design:
Stratified random sampling procedure would be followed to select the respondents.
A required data would be collected through a schedule. The sample size is 50 and
the schedules had been given to the employees in LAFARGE ramachandrapuram
branch.
c) Data Analysis:
Appropriate but simple analytical methods like cross tabulation, pie-charts, bar
charts, chi-square tests, etc would be employed to analyze and interpret the data
collected.
Limitations
The limitations in this study are:
1. The research cannot be generalized because findings are relevant to LAFARGE.
2. Details regarding monetary remuneration by the respondents may not be
accurate.
3. The respondents were not very interested in filling the schedules
Expectations from the study
To study and learn more about the welfare measures and how they are utilized in
the organization
To know and understand to what level the performance is affected by the welfare
measures
To gain an insight into the legal provisions for welfare measures and how well
they have been followed by LAFARGE.
67
Data collection:
Primary data:
Collected through responses of employee related to the topic with the help of the
structured questionnaire.
Secondary data:
Collected through brochures and web site
Sampling:
Population-Employees of LAFARGE, Hyderabad
Sample size-50
Data Analysis & Interpretation 1) How would you rate your satisfaction level with regard to the following welfare
measures?
a) ‘Rest room facilities given to the respondent’
Satisfaction level Number of Percentage
68
respondents
Highly Satisfactory 2 4%
Satisfactory 16 32%
Not aware 0 0
Not satisfactory 27 54%
Highly not satisfactory 5 10%
Total 50 100
Source —Primary data
Analysis: The table shows that 54% of the respondents are not satisfied with the rest room facility given to them. And only 4% is highly satisfied with the rest room facility.
HS S NA NS HNS0
10
20
30
40
50
60
No of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
The analysis shows that the respondents are not at all satisfied with the rest room facility provided to them. As rest room is one of the main and important facilities in an organization.
b) ‘Opinion about the drinking water facility’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 1 2%
69
Satisfactory 48 96%
Not aware -- --
Not satisfactory -- --
Highly not satisfactory 1 2%
Total 50 100%
Source —Primary data
Analysis:
The table shows that 96% of the respondents are very much satisfied with the drinking water facility provided to the respondents.
HS S NA NS HNS0
102030405060708090
100
no of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
Drinking water facility provided by LAFARGE is mostly satisfied by the respondents.
c) ‘Opinion about Medical and first aid facilities provided to the respondents’
Satisfaction level Number of
respondents
Percentage
70
Highly Satisfactory -- --
Satisfactory 46 92%
Not aware -- --
Not satisfactory 4 8%
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis:
The table shows that 92% if the respondents are satisfied with the medical and first aid facilities provided by the company but there are 8 % of the respondents who are not satisfied with the medical facilities given to them.
HS S NA NS HNS0
102030405060708090
100
no o respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
The analysis shows that most of the respondents are satisfied with the medical facilities provided by the company but the company also has to verify why the other 8% of the respondents are not satisfied and verify them.
D) ‘The opinion regarding the canteen facilities provided to the
71
respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 5 10%
Satisfactory 25 50%
Not aware -- --
Not satisfactory 15 30%
Highly not satisfactory 5 10%
Total 50 100%
Source —Primary data
Analysis:
The table shows that 50% of the respondents are satisfied about the canteen facility in the organization and 30% of the respondents are not satisfied with the canteen facility.
HS S NA NS HNS0
102030405060708090
100
no o respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference: As I have been a part of the organization for a month during the project I found out that the canteen in the organization provides good services and good quality food.
e) ‘Opinion about the crèche facility provided to the respondents’
72
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory -- --
Satisfactory -- --
Not aware 44 88%
Not satisfactory 5 10%
Highly not satisfactory 1 2%
Total 50 100%
Source —Primary data
Analysis:
The table shows that 88% of the respondents are not aware of the crèche facility and 10% of the respondents are not satisfied with the facility.
HA S NA NS HNS0
102030405060708090
No of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
LAFARGE do not provide crèche facility to the respondents and if they provide it would be of great help to the female employees in the organization.
73
f) ‘Opinion about the occupational safety provided to the respondent’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory -- --
Satisfactory 46 92%
Not aware -- --
Not satisfactory 3 6%
Highly not satisfactory 1 2%
Total 50 100%
Source —Primary data
Analysis: The table shows that 92% of the respondents are satisfied with the occupational safety provided by LAFARGE. Only 4 respondents are not satisfied with the occupational safety.
HS S NA S HNS0
10
20
30
40
50
60
70
80
90
100
no of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
74
Inference:In the analysis it is shown that most of the employees except a few are satisfied with the occupational safety. So it means most of the employees are very secure about their job and very comfortable with that.
2) How would you rate your satisfaction level with regard to the following welfare measures?
a) ‘Opinion about earned leave given to respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 11 22%
Satisfactory 39 78%
Not aware -- --
Not satisfactory -- --
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis:The table shows that 78% of the respondents are satisfied with the earned leave provided to them and 22% of the respondents are highly satisfied with the earned leave.
HS S NA NS HNS0
10
20
30
40
50
60
70
80
No of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
75
Inference:
There are no respondent who is not satisfied with the earned leave. Every employee is very much satisfied with the earned leave provided to them.
b) ‘Opinion about Sick leave given to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 6 12%
Satisfactory 44 88%
Not aware -- --
Not satisfactory -- --
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis:
The table shows that 88% of the respondents are satisfied with the sick leave provided by the company. And none of the respondents are not satisfied with the facility. It shows that most of the respondents are satisfied with the sick leave.
HS S NA NS HNS0
10
20
30
40
50
60
70
80
90
No of respondent
percentage
76
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
Most of the respondents are satisfied with the sick leave, so it shows that LAFARGE is very liberal in giving the sick leaves and they just have to inform the company with the leave notice.
c) ‘Opinion about the paternity leave provided to the male respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 2 4%
Satisfactory 13 26%
Not aware 35 70%
Not satisfactory -- --
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis:
The table shows that 26% of the respondents are satisfied with the paternity leave provided by the company. And 70% of the respondents are unaware about this facility.
77
HS S NA NS HNS0
10
20
30
40
50
60
70
no of respondent
percentage
. HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
The male respondents are not satisfied with the paternity leave provided to them.
d) ‘Opinion about the casual leave provided to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 6 12%
Satisfactory 44 88%
Not aware -- --
Not satisfactory -- --
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis :
In the table it shows that 88%of respondent are satisfied with the
78
casual leave provided to them and 12 % of respondent are highly satisfied with the casual leave provided to them.
HS S NA NS HNS0
102030405060708090
no of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
None of the respondents are dissatisfied with the casual leave; this is a great achievement to the organization.
e) ‘Opinion about the medical benefits given to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 9 18%
Satisfactory 38 76%
Not aware -- --
Not satisfactory 3 6%
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis: In the table 76% of the respondents are satisfied with the medical
79
benefits provided to them. And 6% of the respondents are not satisfied with the medical benefits given to them.
HS S NA NS HNS0
10
20
30
40
50
60
70
80
no of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference: As medical benefits are very important to any employee in the organization, the employer has to give any medical benefits, which is required to be given to them. The company has to just verify the dissatisfied employees with the medical benefits.
f) ‘Opinion about leave travel allowance provided to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 1 12%
Satisfactory 28 56%
Not aware 3 6%
Not satisfactory 18 36%
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
80
Analysis: In the table it is shown that 56% of the respondents are satisfied with the leave travel allowance provided to them, but 36% of the respondents are not satisfied with the allowance provided to them and 6% of the respondents are not aware of this allowance.
HS S NA NS HNA0
10
20
30
40
50
60
No of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
The analysis shows that most of the respondents are really satisfied with the allowance and this is a very good allowance and it motivates the employees to go out of station and take a break from the work pressure and can work better in the future.
g) ‘The opinion regarding the facilities provided to the physically handicapped respondent’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory -- --
Satisfactory 1 2%
Not aware 49 98%
Not satisfactory -- --
Highly not satisfactory -- --
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Total 50 100%
Source —Primary data
Analysis: In the table it is shown that 98% of the respondents are not aware of the facilities provided to physically handicapped, only 2% of the respondents are satisfied with the facilities given to them.
Inference:
As there is only one person who has agreed that they are satisfied, may be they are physically handicapped and they are satisfied with the facilities provided to them.
There are no charts shown for this data as it is understood from the above table.
h) ‘Opinion about the personal accident scheme’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 7 14%
Satisfactory 37 74%
Not aware 1 2%
Not satisfactory 5 10%
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis: In the table it is shown that 74% of the respondents are satisfied with the accident scheme given to them and 10% of the respondents are not satisfied with the scheme provided to them.
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HS S NA NS HNS0
10
20
30
40
50
60
70
80
No of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
As the analysis shows that nearly 88% of the respondents are very much satisfied with the personal accident scheme, which is really good to the organization as it helps the employees during their bad times.
3) How would you rate your satisfaction level with regard to the following extra-mural facilities provided by LAFARGE?
a) ‘opinion regarding the social insurance’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 7 14%
Satisfactory 38 76%
Not aware -- --
Not satisfactory 5 10%
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
Analysis: In the table, it shows that 76% of the respondents are satisfied with
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the social insurance provided to the employees and 10% of the respondents are not satisfied with the social insurance given to them.
HS S NA NS HNS0
10
20
30
40
50
60
70
80
no of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
The analysis shows that more than 80% of the workers are satisfied with the social insurance provided to them.
b) ‘Opinion regarding the recreation facilities’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory -- --
Satisfactory 34 64%
Not aware 9 18%
Not satisfactory 6 12%
Highly not satisfactory 1 2%
Total 50 100%
Source —Primary data
Analysis:
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In the table, it shows that 68% of the respondents are satisfied with the recreation facility provided to the employees and 12% of the respondents are not satisfied with the recreation facility given to them.
HS S NA NS HNS0
10
20
30
40
50
60
70
No of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
The analysis shows that more than 80% of the workers are satisfied with the recreation facility provided to them.
4) How would you rate your satisfaction level with regard to the following non-statutory welfare measures provided by LAFARGE?
a) ‘Opinion regarding the education facilities provided to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 2 4%
Satisfactory 40 80%
Not aware -- --
Not satisfactory 6 12%
Highly not satisfactory 2 4%
Total 50 100%
Source —Primary data
85
Analysis In the table it shows 80% of the respondents are satisfied with the education facilities to the respondent’s children.
HS S NA NS HNS0
10
20
30
40
50
60
70
80
No of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference: From the analysis it shows that most of the employees are satisfied with the education facilities provided to the respondents. It will be of great help for the respondents but the company will give only the standard allowance for education facilities that is the reason 12% of the employees are not satisfied.
b) ) ‘Opinion regarding the vehicle benifts provided to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 5 10%
Satisfactory 35 70%
Not aware -- --
Not satisfactory 6 12%
Highly not satisfactory 4 8%
Total 50 100%
Source —Primary data
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Analysis In the table it shows 70% of the respondents are satisfied with the vehicle benefits provided by the organization.
HS S NA NS HNS0
10
20
30
40
50
60
70
No of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference: From the analysis it shows that most of the employees are satisfied with the vehicle benefits provided to the respondents
c) ) ‘Opinion regarding the house building advance provided to the respondents’
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 6 12%
Satisfactory 38 76%
Not aware -- --
Not satisfactory 4 8%
Highly not satisfactory 2 4%
Total 50 100%
Source —Primary data
Analysis
In the table it shows 76% of the respondents are satisfied with the
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house building allowance provided by the organization.
HS S NA NS HNS0
10
20
30
40
50
60
70
80
no of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
From the analysis it shows that most of the employees are satisfied with the house building advance provided to the respondents.
5) How would you rate the overall employee welfare measures and benefits provided by the company?
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory -- --
Satisfactory 48 96%
Not aware -- --
Not satisfactory 2 4%
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
88
Analysis:
In the table it is shown that 96% of the respondents are satisfied with the over all employee welfare in the company.
HS S NA NS HNS0
102030405060708090
100
No of respondents
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
Out of 50 respondents only 2 respondents are not completely satisfied with welfare measures provided to them.
6) How would you rate the relationship with the supervisor and to the other workers?
Satisfaction level Number of
respondents
Percentage
Highly Satisfactory 20 40%
Satisfactory 30 60%
Not aware -- --
Not satisfactory -- --
Highly not satisfactory -- --
Total 50 100%
Source —Primary data
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Analysis:
The table shows that 60% of the respondents are satisfied with the relationship between their employees and supervisors, and 40% of the respondents are highly satisfied.
HS S NA NS HNS0
10
20
30
40
50
60
no of respondent
percentage
HS-highly satisfied S- satisfied NA- not aware NS-not satisfied HNS- highly not satisfied
Inference:
This analysis shows that all the employees in the organization are satisfied with their employees as well as their supervisors.
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CHAPTER – 3
91
FINDINGS, CONCLUSIONS AND RECOMMENDATION
The study was conducted at LAFARGE to make the analysis of the statutory and
non-statutory employee welfare measures provided by the company. A schedule
was administered to the respondents comprising of 50 employees of the company.
The data collected was tabulated and analyzed. On evaluation of the primary data
collected from the respondents the following findings, conclusion and
recommendation are recorded.
FINDINGS
LAFARGE has a vast infrastructure to support all needs.
LAFARGE is one of the dynamic manufacturing industries.
Most of the employees are rewarded or promoted only according to their performance
and very few are promoted through seniority based rewards.
Nearly 50% of the respondents are not at all satisfied with the rest room facilities
provided to them. The company has to provide a better rest room facility.
Most of the respondents are satisfied with the drinking water facility provided by the
company.
The medical and first aid facility provided should also be improved in a great extent.
The respondents are very well satisfied with the casual leave, sick leave and earned leave
provided by the organization.
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Majority of the respondents are satisfied with working environment health, security,
safety, welfare measures and leave and holidays facilities.
Workers are satisfied with the vehicle benefits and it should be improved a little.
Most of the respondents are satisfied with the leave travel allowance but there are some
employees who are not satisfied.
Most of the respondents are satisfied with the personal accident scheme provided to them.
Most of the employees are satisfied with the over all employee welfare provided to them.
Though they are not satisfied with some of the facilities provided to them but mainly they
are looking for job security which they are provided
All the employees are satisfied with the relationship between the employees and their
supervisors
CONCLUSION
Employee welfare refers to taking care of the well-being of the workers by
employers, trade unions and by the governmental and non-governmental agencies.
Recognizing the unique place of the worker in the society and doing good for him/her
retaining and motivating employees, minimizing social evils, and building up the local
reputation of the company are the arguments in favor of employee welfare.
The project was basically done to find out the present satisfaction level of the
employees regarding the welfare measures provided to them, with this also to make the
company aware about the employee’s dissatisfaction with certain welfare measures and give
them appropriate suggestions to it.
The feedback on the subject matter when evaluated threw light on the level of
satisfaction of the company is more then average and maintained according to the industrial
specifications.
Doing my project with LAFARGE has been a great experience as I got to learn
the new welfare measures which are in the corporate field and also the way the government
firm works
Finally I would like to conclude hoping LAFARGE to excel in the years to come
and to reach greater heights and to have an entrenched presence in the global market.
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RECOMMENDATION
Management should reduce the work load of the employees. .
It will be more effective if the management take the steps to introduce
suggestion scheme system for the employees.
The training and instructions provided to the employees on occupational
health and safety aspects should be enhanced.
The quality of education should be improved and better educational
amenities are to be provided.
To enhance the provision for the rest rooms and lunch rooms with clean
ambience.
Some employees are not satisfied with the promotion policy. They
complained against the diplomatic behavior of their seniors. Thus they
suggest that promotions should be given only in genuine and fair cases and
not on the basis of references of the respective heads or on the basis of liking
towards any specific employee.
Plant safety inspection is essentially needed for the safety of employees.
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REFERENCES
To give a complete shape of summer project report, the research has gone through the following
books, journals and websites.
BOOK NAME: Human Resource Management.
AUTHOR: P Subba Rao & V.S.R Rao.
PUBLISHER: Konark Publishers.
FINDINGS: Researcher mainly referred this book because it provides:
It enables the researcher to know about HR.
BOOK NAME: Aspects of Employee Welfare.
AUTHOR: A.N. Sharma.
PUBLISHER: Himalaya Publications Bombay.
FINDINGS: It enables the researcher to know about the Welfare measures of
Employees and benefits provided to them.
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BIBLIOGRAPHY
1. Human resource and Personnel Management
By K. Aswathappa
Published by Tata McGraw-Hill Publishing Company limited (2005)
2. Human Resource Management
By V S P Rao
Published by Excel Books (2000)
3. Personnel Management & Industrial Relations
By Prof. P. C Tripathi
Published by Sultan Chand & Sons (1991)
The website for Employee Welfare
1. www.goggle.com
2. www.yahoo.com
3. employee welfare.doc
4. employee welfare.pdf
5. employee welfare.ppt
LAFARGE (documents)-
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1. Brochure of LAFARGE.
2. Internet website : www.lafarge
ANNEXURE
Analysis of Employee Welfare in Lafarge
Dear sir/madam
I HONEY MANDIL, pursuing my MBA from ITM. I am
conducting a study on the analysis of employee welfare at Lafarge.
Can u please spare few min to answer the following questions?
1) How would you rate your satisfaction level with regard to the following welfare measures?
a. Highly Satisfied [HS] b. Satisfied [S] c. Not Aware [NA]d. Not Satisfied [NS] e. Highly Not Satisfied [HNS]
HS S NA NS HNS
Rest Rooms [ ] [ ] [ ] [ ] [ ] Drinking water facility [ ] [ ] [ ] [ ] [ ]
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Opinion regarding Medical and First aid facilities [ ] [ ] [ ] [ ] [ ]
Opinion regarding food and other services provided by canteen [ ] [ ] [ ] [ ] [ ]
Crèche [ ] [ ] [ ] [ ] [ ] Occupational Safety [ ] [ ] [ ] [ ] [ ]
2) How would you rate your satisfaction level with regard to the following welfare measures?
a. Highly Satisfied [HS] b. Satisfied [S] c. Not Aware [NA]
d. Not Satisfied [NS] e. Highly Not Satisfied [HNS]
HS S NA NS HNS
Earned leave [ ] [ ] [ ] [ ] [ ]
Sick leave [ ] [ ] [ ] [ ] [ ]
Paternity leave [ ] [ ] [ ] [ ] [ ]
Casual leave [ ] [ ] [ ] [ ] [ ]
Medical benefits [ ] [ ] [ ] [ ] [ ]
Leave travel allowance [ ] [ ] [ ] [ ] [ ]
Physically handicapped [ ] [ ] [ ] [ ] [ ]
Personal accident scheme [ ] [ ] [ ] [ ] [ ]
3) How would you rate your satisfaction level with regard to the following extra-mural facilities provided by lafarge?
a. Highly Satisfied [HS] b. Satisfied [S] c. Not Aware [NA]d. Not Satisfied [NS] e. Highly Not Satisfied [HNS]
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HS S NA NS HNS
Social Insurance
(Gratuity, Pension, PF etc) [ ] [ ] [ ] [ ] [ ]
Recreation facilities [ ] [ ] [ ] [ ] [ ]
4) How would you rate your satisfaction level with regard to the following non-statutory welfare measures provided by lafarge?
a. Highly Satisfied [HS] b. Satisfied [S] c. Not Aware [NA]d. Not Satisfied [NS] e. Highly Not Satisfied [HNS]
HS S NA NS HNS
Vehicle benefits [ ] [ ] [ ] [ ] [ ]
House building advance [ ] [ ] [ ] [ ] [ ]
Education allowance [ ] [ ] [ ] [ ] [ ]
5) How would you rate the overall employee welfare measures and benefits provided by the company?
I. Highly Satisfactory [ ] II. Satisfactory [ ] III Not Aware [ ]
IV. Not Satisfactory [ ] V. Highly Not Satisfactory [ ]
6) How would you rate the relationship with the supervisor and to the other workers?
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I. Highly Satisfied [ ] II. Satisfied [ ] III. Not Aware [ ]
IV. Not Satisfied [ ] V. Highly Not Satisfied [ ]
100