HR_Manual_CIL 01112021

Policy Division CIL (HQ), KOLKATA HR Manual UPDATED AS ON 01.11.2021 Due efforts have been taken to prepare the HR Manual and update it on a monthly basis. However, in case any document/ Office Memorandum/ Office Order issued by CIL is found to be not included in the Manual, the same may kindly be brought to the notice of Policy Division, CIL (Hq), Kolkata to make the manual both comprehensive and accurate for ready reference by all concerned.

01.11.2020

01.11.2020

5 | P a g eTable of Contents 1 CIL Executive Pay Revision 2017 7 2 Creation of Posts & Standard Designations 40 3 Recruitment of Executives 43 4Decentralized Recruitment of Medical Executives 108 5 Cadre Schemes & Promotion Procedures 118 6 Determination of Inter-se Seniority 220 7 Performance Management System 234 8 CIL Executive Learning & Development Policy 290 9 Principles for fixation of pay of Executive cadre employees 336 10 Acting/ Officiating arrangements in respect of Executive cadre employees 342 11 CIL Executive Job Rotation & Transfer Policy 344 12 Forwarding of Application of Departmental Candidates 357 13 General Terms & Conditions of Services of Executives 361 14 Coal India Executives' Conduct, Discipline and Appeal Rules 366 15 Scheme for imparting practical training to the students who have passed the final examination of ICSI. 443 16 Conveyance Advance Rules 447 17 CIL Furniture and Household Goods Purchase Scheme 461 18 House Building Advance Rules 477 19 Coal India Executive House Rent Allowance Rules 2010 521 20 Knowledge Management Framework in CIL 536 21 Scheme for providing Laptop/ Tablet or Devices of similar categories to Executives of CIL & Subsidiaries 549 22 Coal India Executive Leave Rules 2010 557

6 | P a g e23 Coal India Executives Leave Travel Concession Rules 2010 583 24 Coal India Limited Medical Attendance Rules 594 25 CIL Executive Mentoring Scheme 626 26 Coal India Executives Overseas Site Posting Rules 2010 636 27 Coal India Travelling Allowance Rules 2010 650 28 CIL Equal Opportunity Policy 686 29 CIL Talent Management Policy 692 30CIL Executive Communication Policy 725 31 Retirement & Exits 729 32 Contributory Post Retirement Medicare Scheme for Executives of CIL & its Subsidiaries 747 33 CIL Executive Defined Contribution Pension Scheme 2007 765 34 CIL Policy for engagement of Medical Consultants 801 35 CIL's Policy for availing the services of retired CMDs/ Directors/ Sr. level Executives, etc. as full time/ part time Advisors. 817 36CIL Buy Back Scheme of Goods and Devices for board Level Executives 825 37 CIL Policy for engagement of Security Personnel on fixed tenure contract basis 831

7 | P a g eCIL Executive Pay Revision 2017 [1]Pursuant to the Presidential Directive issued by Ministry of Coal vide letter no. 49015/1/2016-CSR&W/PCA dated 26.07.2018/ 06.08.2018 for implementation of Executive Pay Revision 2017, the Management is pleased to revise the scale of pay, dearness allowances, etc. of both Board level and below Board level Executive cadre employees of Coal India Limited and its Subsidiary Companies w.e.f 01.01.2017 as per details given below: 1.0. Pay Scales The revised pay scales for Board level and below Board Level Executives of CIL & its Subsidiaries will be as under: Grade Present Scale of Pay (₹) Revised Scale of Pay (₹) CMD (Sch A) 80,000 1,25,000 –2,00,000 3,70,000 –Director (Sch A) 75,000 1,00,000 –1,80,000 3,40,000 –CMD (Sch B) 75,000 90,000 –1,80,000 3,20,000 –Director (Sch B) 65,000 75,000 –1,60,000 2,90,000 –E9 62,000 80,000 –1,50,000 3,00,000 –E8 51,300 - 73,000 1,20,000 2,80,000 –E7 43,200 - 66,000 1,00,000 -2,60,000 E6 36,600 62,000 –90,000 2,40,000 –E5 32,900 58,000 –80,000 2,20,000 –E4 29,100 - 54,500 70,000 2,00,000 –E3 24,900 - 50,500 60,000 1,80,000 –E2 20,600 46,500 –50,000 1,60,000 –E1 16,400 40,500 –40,000 1,40,000 –2.0. Fitment Benefit Since CIL complies with the Affordability condition for full fitment benefit, a uniform fitment benefit of 15% will be applicable to CIL and its subsidiaries. 1 As per Presidential Directive issued by Ministry of Coal vide letter No. 49015/1/2016-CSR&W/PCA dated 26.07.2018/ 06.08.2018. Communicated vide OM No. CIL/C5A(PC)/Pay Revision 2017/2972 dated 08.08.2018. Previous Pay revision was administered as per 2007 Pay Revision guidelines.

8 | P a g eSubsequent to implementation of Pay Revision, the profitability of the company should be reviewed after every 3 years and if the profitability of the company falls in such a way that the earlier pay revision now entails impact of more than 20% average PBT of last 3 years, then PRP/ Allowances will have to be reduced to bring down impact. 3.0. Methodology for Pay fixation The fitment methodology to arrive at the revised Basic Pay as on 01.01.2017 will be as under: A B C D (revised Basic Pay as on 01.01.2017)* Basic Pay + Stagnation increment(s) as on 31.12.2016 (Personal Pay/ Special Pay not to be included) (+) Industrial Dearness Allowance (IDA) @ 119.5% as applicable on 01.01.2017 (+) 15% of (A+B) (=) Aggregate amount rounded off to the next Rs.10/- * In case revised Basic pay as on 01.01.2017 arrived so is less than the minimum of the revised pay scale, pay will be fixed at the minimum of the revised pay scale. 4.0. Increment A uniform rate of 3% of Basic Pay will be applicable for both annual increment as well as promotion increment. The anniversary date of annual increment will be 1st April. In case of reaching the end point of pay scale, an Executive would be allowed to draw stagnation increment, one after every two years up to a maximum of three such increments provided the Executive get a performance rating of “Good” or above in the last 2 years. In all kinds of increments, the Basic Pay will be rounded up to the next multiple of Rs. 10. 5.0. Dearness Allowances (DA) 100% DA neutralization would be continued for all the Executives w.e.f 01.01.2017. Thus, DA as on 01.01.2017 will become zero with link point of All India Consumer Price Index (AICPI) 2001 = 100, which is 277.33 (average of AICPI for the months of September, October and November 2016) as on 01.01.2017. The periodicity of adjustment will be once in three months as per the existing practice. The quarterly DA payable from 01.01.2017 will be as per new DA which is as under:

9 | P a g eEffective Date Rate of DA (in %) 01.01.2017 0 01.04.2017 -1.1 01.07.2017 -0.2 01.10.2017 2.2 01.01.2018 3.4 01.04.2018 3.5 01.07.2018 3.8 6.0. House Rent Allowances (HRA) [2]The House Rent Allowances will be paid to the Executives at the following rates w.e.f the date of issue of the Presidential Directive (i.e., 06.08.2018): Classification of Cities Rate of HRA X- Class (Population of 50 Lakh and above) 24% of Basic Pay Y Class (Population of 5 Lakh to 50 Lakh) –16% of Basic Pay Z Class (Population below 5 Lakh) –8% of Basic Pay The rates of HRA will be revised to 27%, 18% & 9% for X, Y and Z class cities respectively when IDA crosses 25% and further revised to 30%, 20% and 10% when IDA crosses 50%. The classification of cities for the purpose of HRA will be as per the classification of cities as circulated by the Department of Expenditure vide its O.M No 2/5/2017-E.II(B) dated 07.07.2017 (Annexure A). 7.0. Leased Accommodation [2]i. The company shall provide leased residential accommodation to Executives in cities where the company is unable to provide residential accommodation in its own township. Leased accommodation will be provided to all grades of executives posted at different cities subject to ceiling, as mentioned below, on need basis. The ceiling of leased accommodation based on the classification of cities is as below: 2 Rates enhanced vide OM No. CIL/C5A(PC)/Pay Revision 2017/813 dated 28.10.2021.

10 | P a g eClassification of Cities Lease Rental ceilings If DA is up to If DA crosses 25% 25% If DA crosses 50% X- Class (Population of Pay 50 Lakh and above) 31.5% of Basic 34.5% of Basic Pay 37.5% of Basic Pay Y Class –(Population of 5 Lakh to 50 Lakh) 21% of Basic Pay 23% of Basic Pay 25% of Basic Pay Z Class –(Population below 5 Lakh) 10.5% of Basic Pay 11.5% of Basic Pay 12.5% of Basic Pay (The percentage has been arrived at by summing up the entitled percentage of HRA and House Rent Recovery rate). Any amount of lease rent in excess of the above ceiling will be paid by the Executive concerned. ii. If an Executive is staying in his/ her own house, then normally he/ she should be entitled to the HRA amount but if the said house is taken as lease accommodation for self-occupation purpose, the lease rental ceilings (after adjusting the House Rent Recovery amount) should not exceed the net applicable HRA amount. iii. The House Rent Recovery (HRR) in respect of the leased accommodation will be at the following rate, or the actual rent, whichever is lower: Classification of Cities Rates of HRR X-Class 7.5% of BP Y-Class 5% of BP Z-Class 2.5% of BP iv. For the company accommodation arranged by CIL & its subsidiaries in their own township, the HRR will be the standard rate fixed by the company (in line with the license fee based on plinth area as notified by the Ministry of Urban Development, Directorate of State vide its O.M No 18011/2/2015-PoI.III dated 19.07.2017 (Annexure B) and as revised from time to time or 7.5% of Basic (for X class cities)/ 5% of Basic Pay (for Y class cities)/ 2.5% of Basic Pay (for Z class cities) whichever is lower.

11 | P a g eThe above HRR will be recovered from the salary of the concerned Executive based on their accommodation provided by the Company. 8.0. Perks & Allowances (P&A) i.Perks & Allowance are admissible to different categories of Executives under the concept of Cafeteria Approach, subject to ceiling of 35% of Basic Pay. Under the Concept of Cafeteria Approach, the Executives are allowed to choose from the set of perks and allowances given at Annexure C. ii.The recurring cost incurred on running and maintaining infrastructure facilities like hospitals, colleges, schools, etc. would be outside the ceiling of 35% of Basic Pay. iii.As regards, Company owned accommodation provided to Executives, CIL would bear Income Tax liability on the ‘non-monetary perquisite’ of which 50% shall be loaded within the ceiling of 35% of Basic Pay of Perks & Allowances. iv.The individual Executives may choose perks & allowances, as per their requirement, from the perks listed at Annexure C and submit their option in the prescribed proforma (Annexure D). Executives may be permitted to change & resubmit their option afresh at the beginning of a financial year, if required. v.The perks & allowances as per option given by concerned Executive to the extent permissible will be paid along with monthly salary without production of any further documentary evidence. vi.The recovery of electricity charges to those Executives provided with Company Accommodation will be done on actual basis on domestic rate. Company shall install electricity meter in all Company accommodations, wherever not done. Till such time, 1% of the Basic Pay per month will be recovered as a flat rate from such Executives as Electricity expenses in cases where accommodations are provided by the Company without individual meters. vii.The ceiling of 35% of Basic Pay for Perks and Allowances shall be adhered for each individual employee and not CIL as a whole. 9.0. Other Allowances/ Perks The following allowances will be outside the purview of ceiling of 35% of Basic Pay under “Cafeteria Approach”. (a) Work based Hardship Duty Allowance The payment of work based hardship duty allowance up to 12% of Basic Pay per month will be admissible for the period of Executives performing duty in Underground mines as provided in Annexure E w.e.f the date of the issuance of Presidential Directive (i.e., 06.08.2018).

12 | P a g e(b) Location based Compensatory Allowance - for serving in North-East States and Ladakh Region 10% of Basic Pay per month will be payable for the Executives posted in North- East states such as Assam, Meghalaya, Manipur, Nagaland, Tripura, Arunachal Pradesh, Mizoram and Sikkim and Ladakh Region. (c) Non-Practicing Allowance (NPA) Non-Practicing Allowance up to 20% of Basic Pay per month would be paid to Medical Officers. NPA will not be considered as pay for the purpose of calculating other benefits. 10.0. Methodology for payment of Performance Related Pay (PRP) for the FY 2017-18 & onwards [3]The admissibility, quantum and procedure for determination of PRP under 2017 Pay Revision is as under: 1.The payment of PRP to the Executives of CIL & its Subsidiaries will be based on the corpus created by pooling a)the profits of CIL’s Subsidiary Companies duly setting off the losses of the loss-making Subsidiaries and b) standalone profits of CIL excluding the dividends received from its Subsidiary Companies, with the condition that the corpus for payment of PRP should be treated as a yearly corpus with no provision of carrying it forward to the subsequent years. 2.The overall profits for distribution of PRP shall be limited to 5% of the year’s profit (corpus) accruing only from core business activities (without consideration of interest on idle cash/ bank balances). 3.The ratio of break-up of profit accruing from core business activities for payment of PRP between relevant year’s profit (corpus) to Incremental profit (corpus) shall be 65:35 to arrive at the Allocable profits and the Kitty factor. 4.PRP differentiator components PRP payout is to be distributed based on the –addition of following parts/ components: I. Part-1: CIL’s performance componenta. Weightage = 50% of PRP payout b.Based on CIL’s MoU rating, the percentage eligibility of PRP is stipulated as under: 3 Incorporated vide OM No. CIL/C5A(PC)/PRP 2017/280 dated 18.10.2019.

13 | P a g eTable 1: MoU Rating %age eligibility of PRP Excellent 100% Very Good 75% Good 50% Fair 25% Poor Nil Note:For all Executives of CIL & its Subsidiaries, the CIL’s performance component will be based on the CIL’s MoU rating. II. Part-2: Team’s performance componenta. Weightage = 30% of PRP payout b. Based on Team rating, the percentage eligibility of PRP is stipulated as under: Table 2: Team Rating %age eligibility of PRP Excellent 100% Very Good 80% Good 60% Fair 40% Poor Nil c. The Team rating of CIL & its Subsidiaries: A ‘Team’ refers to the Subsidiary Companies having group of Mines, from where actual production of Coal takes place. The said Team ratings are derived across CIL & its Subsidiaries as under: i. For Subsidiary Companies The team rating of all Executives working under a Subsidiary Company will be the MoU rating of the concerned Subsidiary. The MoU ratings of all the Subsidiaries are decided by CIL on the basis of cascading MoU parameters which includes performance parameters of both Achievement (in which performance has to be maximized) and Control (in which control has to be maximized) areas among other parameters. ii. For CIL (HQ) & other Establishments directly attached to CIL(HQ) The Team rating of all Executives working under CIL(HQ) & other Establishments attached to the CIL(HQ) will be the weighted average of Team ratings of all the Subsidiaries of CIL. The weighted average

14 | P a g eshall be based on the Executive manpower strength of the respective Subsidiaries. Note: Establishments like NEC, RSOs, IICM, NDLO, Joint Ventures, Ministry, etc., are to be taken as part of CIL(HQ) for the computation of Team rating. III. Part-3: Individual’s performance componenta. Weightage = 20% of PRP payout b. Individual Performance rating of Executives of CIL & its Subsidiaries: For below Board level Executives, the individual performance rating would be based on their individual Performance Management System (PMS) scores as under: Table 3: PMS Rating Percentage of Executives in the Individual PMS rating Performance eligibility rating %age of PRPOutstanding First 15% of total population Excellent 1 100% Next 20% of total population Excellent 2 90% Remaining “Outstanding”Excellent 3 80% Very Good All 100% of “Very Good”Very Good 80% Good All 100% of “Good”Good 60% Fair All 100% of “Fair”Fair 40% Poor All 100% of “Poor”Poor Nil i.Procedure for distribution of first 15% & next 20% of total population with “Outstanding” rating in SubsidiariesAlike the approved PRP methodology under 2007 Pay Revision, the Subsidiary wise distribution of Executives in “Outstanding” group as provided in the Table 3, above, will be done in two segments in each Subsidiary: Segment 1: HQ & Segment 2: Field. a.HQ segment would include all Executives who have secured “Outstanding” rating and posted in Headquarters & other Establishments directly attached to the Headquarters as defined by the concerned Company as its part. b.Field segment would include all the rest of the Executives who have secured “Outstanding” rating and posted in Areas & Units who are not covered under HQ segment. In Field segment, a list of all Executives secured “Outstanding” rating in each grade of a discipline in field segment will be prepared in

15 | P a g edescending order of the final marks of PMS in the year under consideration and the first 15% & the next 20% cut-off of Executives as provided in the above Table 3 will be determined. While deciding the first 15% & the next 20% cut-off, if tie arises then the tie will be broken by applying the following criteria as per the order: (1) Score given by the Reviewing Authority, best score being the topper. (2) Score given by the Reporting Authority, best score being the topper. (3) Inter-se seniority of the Executive, senior being the topper. The Executives posted in HQ segment are very few in numbers in each discipline. Therefore, the descending order list as explained above will be prepared for all Executives in each grade, irrespective of their discipline, under a Functional Director/ CVO, as applicable, and the first 15% & the next 20% cut-off will be determined as per the above Table 3. ii. Procedure for distribution of first 15% & the next 20% of total population with “Outstanding” rating in CIL HQ Similar to Subsidiary Headquarters, the Executives posted in CIL(HQ) are very few in numbers in each discipline. Therefore, the descending order list will be prepared for all Executives in each grade, irrespective of their discipline, under a Functional Director/ CVO, as applicable, and the first 15% & the next 20% cut-off will be determined as per the above Table 3.Note: Establishments like NEC, RSOs, IICM, NDLO, Joint Ventures, Ministry, etc., are to be taken as part of CIL(HQ) for the computation of above mentioned distribution of Individual Performance rating. iii.Board level Executives for each discipline in a Subsidiary/ CIL excluding CVOs [4] are limited in numbers (either one or two). Therefore, it is practically not possible to derive any form of distribution in the case of Board level Executives. As such, the final rating of PMS (APAR) will be taken as final in the case of Board level Executives of CIL and its Subsidiaries. 5. Percentage ceiling of PRP (% of Basic Pay) The grade wise percentage ceiling for determination of PRP within the allocable profits will be as under: 4 Amended vide letter No. CIL/C5A(PC)/PRP/430 dated 04.06.2020.

16 | P a g e Table 4: Grade Ceiling (%age of Basic Pay) E1 to E3 40% E4 & E5 50% E6 60% E7 70% E8 80% Director (A&B) 125% CMD (A&B) 150% 6. Kitty factor After considering the relevant year’s profit, incremental profit and the full PRP payout requirement (computed for all Executives based on Grade-wise ceilings, CIL’s MoU rating, Team rating & Individual Performance rating), there will be two cut-off factors worked out based on the PRP distribution of 65:35. The first cut-off shall be in respect of PRP amount required out of year’s profit and the second cut-off factor shall be in respect of PRP amount required out of incremental profit, which will be computable based on the break-up of allocable profit (i.e., year’s 5% of profit bifurcated into the ratio of 65:35 towards year’s profit and incremental profit). The sum of first cut-off factor applied on 65% of Grade PRP ceiling and second cut-off factor applied on 35% of Grade PRP ceiling will result in Kitty factor. The Kitty factor shall not exceed 100%. 7.Based on the PRP components specified above, the PRP pay-out to the Executives will be computed upon addition of the following three elements: I. Factor X (% of Basic Pay) –Weightage of 50% multiplied with Part-1 (CIL’s MoU rating) multiplied with Kitty factor. II. Factor Y (% of Basic Pay) –Weightage of 30% multiplied with Part-2 (Team’s performance) multiplied with Kitty factor. III. Factor Z (% of Basic Pay) –Weightage of 20% multiplied with Part-3 (Individual’s performance) multiplied with Kitty factor. IV. Net PRP = Factor X + Factor Y + Factor Z = Net %age of Annual Basic Pay (i.e., actual drawn Basic Pay).

17 | P a g e8. Other general guidelines for payment of PRP The general operational guidelines for payment of PRP are as under: i. 31 March of the Financial year would be the cut-off date for determining stthe distribution of “Outstanding” rating as explained in clause (4) (III) (c) i.e., Executives on the rolls as on 31 March who have secured st“Outstanding” rating will be considered for determining the segments in their grade as on the date. ii. Executives separated by way of superannuation/ death/ resignation, etc. during the year will also be considered to determine the distribution of “Outstanding” rating along with the Executives who are on the rolls as on 31st March. iii.While determining the number of Executives in “Excellent” groups for 100%/ 90%/ 80% PRP benefit under Individual Performance rating, the fraction will be rounded to the nearest integer value i.e., if the fraction comes below 0.50, then it will be rounded down to the next lower integer value & if it comes to 0.50 & above, then it will be rounded up to the next higher integer value. iv. In case of promotion to higher grade in a financial year, the payment of PRP is to be made on pro-rata basis for the period rendered in the relevant grades. Similarly, in case of Non-Executives promoted to the Executive cadre in a financial year, the payment of PRP is to be made on pro-rata basis for the year. v. As regards Executives transferred from one Subsidiary Company to another, billing of pro-rata PRP will be done from the Company, where the salary was paid. However, the disbursement of PRP will be done by the current Company on receiving the bill from the previous Company/ Companies. vi. In the event of death of Executives of upto E7 grade (PRIDE System) during the financial year, “PMS average of the grade of the concerned Company” may be taken as PMS rating for the year for computation of pro-rata PRP. Whereas, in case of death of Executives of E8 & above grade (PAR System) during the financial year, they will be entitled for pro-rata PRP as per DPE OM No. 2(68)/II-DPE dated 31.12.2012 (Annexure I) and amendments issued from time to time. vii. In the case of Non Executives promoted to the Executive cadre & lateral recruits where they had only 4 months or less service in the promoted/ appointed post in the year of promotion/ appointment, the “PMS average of the grade of the concerned Company” may be taken as PMS rating for the year for computation of pro-rata PRP. viii. In case of Executive who retire from the Company and spend less than 3 months in the financial year, he/ she will be entitled for PRP as per DPE

18 | P a g eOM No. 2(68)/II-DPE dated 31.12.2012 (Annexure I) and amendments issued from time to time. ix. In case of Executives whose rating is not available due to non-submission of goal setting and/ or self-appraisal under PRIDE/ PAR, the rating for the purpose of PRP is to be considered as “Poor”. x. Management Trainees are also eligible for payment of PRP. Their performance in the probation closure examination will be taken as the performance rating for computation of PRP in their first financial year. In the event of delayed closure of probation, the PMS score, if available irrespective of the period, will be taken as the performance rating for the subsequent years, else, the score of the probation closure examination will be considered as the rating for the delayed period of closure as well, for computation of PRP. xi. PRP will not be admissible for the following Executives: a)Those who have secured “Poor” rating in their PMS for the relevant year. b) Executives who have voluntarily resigned from the Company and have spent less than 6 months in the financial year. c) Executives who have been awarded punishment, under CDA Rules of the Company, during the Financial year.d) Executives remained under suspension during the entire financial year. e) Executives who are on deputation to other Organization will not be entitled to receive PRP from CIL. xii. To be eligible for PRP, concerned Executive should have worked for a minimum period of 3 months in a financial year. The PRP benefit will be limited to only pro-rata basis for Executives who are on authorized leave/ absence for more than 3 months. xiii. For Executives whose disciplinary proceedings are not completed at the time of their superannuation, the PRP of the retiring financial year will be retained by the Company till the conclusion of the proceedings and the same will be settled based on the outcome of the proceedings. xiv. Executives remained under suspension during the financial year will be eligible for only pro-rata PRP based on the regular service period rendered by the Executives. However, the entire PRP benefit is applicable for Executives who are exonerated through disciplinary proceedings and are eligible for full benefits. xv. In case of any doubt in interpretation of any of the provisions of the PRP, the clarification/ interpretation of the D(P&IR), CIL based on the DPE guidelines will be final and binding. xvi. Cases not adhering to the general guidelines due to certain special/ specific circumstances shall be brought to the CIL Board through Nomination & Remuneration Committee on consolidated basis once in a year for consideration and decision.

19 | P a g eExplanation: [5]Board level Executives who have spent less than 3 months in a FY will be eligible for payment of pro-rata PRP as per the appraised APAR rating and in case the rating is not available for the concerned period, then the same will be governed as per DPE OM No. 2(68)/II-DPE(WC) dated 31.12.2012 and amendments issued from time to time. Illustration cases on the above methodology is enclosed as Annexure II. 11.0. Superannuation Benefits i. The existing provisions regarding superannuation benefit have been retained as per which CIL and its subsidiaries can contribute up to 30% of Basic plus DA towards Coal Mines Provident Fund, Gratuity, Post-Superannuation Medical benefits (CPRMSE) and Superannuation Pension Scheme as under: [6]ii. The ceiling of gratuity of the Executives and non- unionized supervisors will be raised from ₹10 lakhs to ₹20 lakhs with effect from 01.01.2017 and the funding for the entire amount of gratuity would be met from within the ceiling of 30% Basic Pay +DA. Besides, the ceiling of the gratuity shall increase by 25% whenever DA rises by 50%. Explanation: [8] Transfer of gratuity on movement from one Public Enterprises to another: 1.If an Executive of CIL whose application was forwarded through proper channel, joins another Public Sector Organization, the accrued gratuity amount of the concerned executive be transferred to the new Organization provided he/ she completes five years of service in CIL & 5 Incorporated due to letter No. CIL/C5A(PC)/PRP/491 dated 13.10.2020. 6 Incorporated due to OM No. CIL/C5A(PC)/Superannuation/341 dated 01.01.2020. 7Employer contribution towards Superannuation pension will be governed as per Cl. 3.1 of CIL EDCPS 2007. 8 Incorporated due to letter No. CIL/C5A(PC)/Gratuity/669 dated 07.06.2021. Sl. No. Superannuation Benefit Revised Contribution w.e.f 01.10.2017 1 Contributory Provident Fund (CMPF) 12% of Basic & DA 2 Coal Mines Pension Scheme (CMPS) 7% of Basic & DA 3 Gratuity 2.01% of Basic & DA 4 Post Superannuation Medical Benefit 2.0% of Basic & DA (CPRMSE) 5 Superannuation Pension Benefit (CIL 6.99% of Basic & DA EDCPS 2007) [7]Total 30% of Basic & DA

20 | P a g eother PSE and the new Organization agrees to give credit of such gratuity amount along with the continuity of the past service to the Executive concerned. 2.In the case of an Executive joining CIL from another Public Sector Organization on having received the application through proper channel, credit of the gratuity amount along with the continuity of the past service will be given to him/ her provided the executive concerned completes five years of service in other PSE & CIL and the previous Organization transfers such accrued gratuity amount to CIL. iii. The existing requirement of superannuation and of minimum of 15 years of service in the CPSE has been dispensed with for the Superannuation Pension. iv. The existing Post-Retirement Medical Benefits will be linked to requirement of superannuation and minimum of 15 years of continuous service for other than Board level Executives. The post-retirement medical benefits shall be allowed to Board level Executives (without any linkage to provision of 15 years of service) upon completion of their tenure or upon attaining the age of retirement, whichever is earlier. 12.0. Corpus for Medical benefits for retirees of CPSEs The corpus for post-retirement medical benefits and other emergency needs for the employees of CIL who have retired prior to 01.01.2007 would be created by contributing the existing ceiling of 1.5% of PBT. It will be governed as per the existing CPRMSE Scheme. 13.0. Club Membership Corporate Club membership up to maximum of two clubs will be provided to Board level Executives, co-terminus with their tenure. 14.0. Periodicity The next Pay Revision would take place in line with the periodicity as decided for Central Govt. employees but not later than 10 years. 15.0. Miscellaneous a. The revised pay scales will be effective from 01.01.2017 except the allowances mentioned at paras VI (HRA), VII (Leased Accommodation) & IX (Other Allowances). The above mentioned allowances will be effective from the date of the issuance of the Presidential Directive of Pay Revision 2017 (i.e., 06.08.2018). Till the date of issuance of Presidential directive of Pay revision 2017 (i.e., 05.08.2018), the existing House Rent Allowance, North East Allowance, Underground Allowance, Special Allowance (as per para 10 (ii) of the CIL OM dated 02/07.05.2009) and Non-Practicing Allowance would continue to be paid at the pre- revised pay scales of 2007.

21 | P a g eb. The revision of pay will be applicable only for Executives who were on the rolls of the Company as on 31.12.2016 and continued thereafter Executives . who joined the Company on or after 01.01.2017 would be deemed to have been appointed in the revised scale of pay and benefits as applicable. c. The pay of the Executives separated on account of superannuation, resignation, VRS & death on or after 01.01.2017 will also be fixed in the revised pay and arrears will be payable as applicable to such Executives. d. In case of any doubt in interpretation of any of the provisions of the pay revision, the clarification/ interpretation of the Chairman, CIL based on the DPE guidelines will be final and binding.

22 | P a g e

23 | P a g e

24 | P a g e

25 | P a g e

26 | P a g e

27 | P a g e

28 | P a g e

29 | P a g e

30 | P a g e

31 | P a g e

32Explanation: [4]The payment of Underground Allowance which is being made separately, may be made along with monthly salary of the Executives against the separate claims submitted by the concerned Executive in the previous month. 4 Clarified vide letter No. CIL/C5A(PC)/Pay Revision 2017/407 dated 08.04.2020.













Page | 39 References 1 2007 Pay Revision guidelines. 2 OM No. CIL/C5A(PC)/Pay Revision 2017/2972 dated 08.08.2018. 3 OM No. CIL/C5A(PC)/PRP 2017/280 dated 18.10.2019. 4 OM No. CIL/C5A(PC)/Superannuation/341 dated 01.01.2020. 5 Letter No. CIL/C5A(PC)/Pay Revision 2017/407 dated 08.04.2020. 6 Letter No. CIL/C5A(PC)/PRP/430 dated 04.06.2020. 7 Letter No. CIL/C5A(PC)/PRP/449 dated 06.07.2020. 8 Letter No. CIL/C5A(PC)/PRP/491 dated 13.10.2020. 9 Letter No. CIL/C5A(PC)/Gratuity/669 dated 07.06.2021. 10 OM No. CIL/C5A(PC)/Pay Revision 2017/813 dated 28.10.2021.

P a g e | 40Creation of Posts and Standard Designations [1]1.1. Creation of Posts [2]The delegation of powers in regard to creation of posts has been revised/ approved by the CIL Board from time to time. The existing powers are as under: - Coal India In terms of specific Board resolution. Power to create Board posts vests with the Board. 1.2. Standard Designations [ ] 3Grade Designation All Disciplines (except Medical) Medical E-1 Officer (In case of Dept. candidates) E-2 Management Trainee (In case of Fresh Recruitment) Sr.Officer (In case of Dept. candidates) E-3 Asst. Manager Specialist/ Sr.Medical Officer E-4 Deputy Manager Sr.Specialist/ Dy.Medical Supdt. E-5 Manager Medical Supdt. E-6 Sr. Manager Dy.Chief Medical Officer E-7 Chief Manager/ If designated HoD then Dy. General Manager Chief Medical Officer E-8 General Manager Chief of Medical Services / Executive Director E-9 Executive Director (i)The above mentioned designations in each grade which will be followed by the discipline to which the executive belongs. For eg. Sr.Officer (Finance), Asst.Manager (Survey), Manager (Personnel), Sr.Manager (Mining)/Agent. 1 As per 2 edition of Common Coal Cadre (Chapter II) bearing amendments upto 30.11.1984. nd2 Amended as per revised DoP communicated vide letter No. CIL/XI(D)/04027/2019/22941 dated 30.05.2019. Previously, it was amended vide OM No. CIL/C-5A(vi)/CCC/204 dated 06.01.1995. 3 Amended vide OM No. CIL/C-5A(vi)/CCC/1458 dated 01.07.2010 Subsequently amended due to OO No. .CIL/C-5A(PC)/CCC/42 dated 22.03.2012, OO No. CIL/C-5A(PC)/CCC/43 dated 22.03.2012 & Corrigendum No. CIL/C-5A(PC)/CCC/503 dated 12.11.2013.

P a g e | 41(ii)In case of statutory designation, the executive holding the said post will carry the said statutory designation along with the organizational designation. For eg. Asst. Manager (Mining)/ Safety Officer. (iii)Deleted. [4]4 Amended due to OM No. CIL/C5A(PC)/2098 dated 18.05.2017.

P a g e | 42References 1 Chapter II of the Common Coal Cadre Amendments upto 30.11.1984 –2 OM No. CIL/C-5A(vi)/CCC/204 dated 06.01.1995. 3 OM No. CIL/C-5A(vi)/CCC/1458 dated 01.07.2010. 4 OO No. CIL/C-5A(PC)/CCC/42 dated 22.03.2012 5 OO No. CIL/C-5A(PC)/CCC/43 dated 22.03.2012 6 Corrigendum No. CIL/C-5A(PC)/CCC/503 dated 12.11.2013. 7 Letter No. CIL/XI(D)/04027/2019/22941 dated 30.05.2019.

43 | P a g eRecruitment of Executives [1]1.1. Scope In terms of para 12 of the Government of India. Ministry of Energy Department of Coal letter no. 380011/1/74CAF, dated 27th Sept. 1975 , recruitment of all personnel at the [2]level of executives would be made by Coal India Limited, on behalf of the subsidiary companies. The subsidiary companies will indicate their specific requirement of executives in a proforma given at Annexure 1. On receipt of such requisition, Coal India Headquarters will initiate necessary recruitment action. 1.2. Initial Recruitment Normally recruitments will be made at the executive entry level grade in different disciplines as indicated below: (a) All disciplines except medical Management Trainees in E2 Grade [3](b) Entry level recruitment for Medical Discipline [4]Sr. Medical Officer (E3 Grade) Medical Specialist (E3 Grade) Sr. Medical Specialist (E4 Grade) Recruitment at senior level may also be resorted to at the discretion of the management, if qualified and experienced executives are not available departmentally in requisite number. 1.3. Qualification etc. for Recruitment [5]The qualifications, experience, etc. for outside recruitment will normally follows the cadre rules of the respective discipline. In respect of Management Trainee, the following age will be observed: Age Below 28 years for graduate and 30 years for candidates with post graduate qualification. Age limit relaxable by 5 years for candidates belonging to scheduled castes/ scheduled tribes, ex-service men and exceptionally meritorious candidates. 1.4. Recruitment Action Coal India Headquarters will issue necessary Press advertisement full details on the job specifications etc. for publication in important national newspapers. Simultaneously with the release of the Press Advertisement, a vacancy notice will also be sent out to all subsidiary companies for giving publicity to enable the eligible internal candidates to apply for the same. 1 As per 2 edition of Common Coal Cadre (Chapter III) bearing amendments upto 30.11.1984. nd2 Letter No. 380011/1/74CAF dated 27.09.1975. 3 Amended due to OO No. CIL/C-5A(PC)/CCC/42 dated 22.03.2012. 4 Amended due to OO No. CIL/C-5A(PC)/CCC/43 dated 22.03.2012. 5 Amended due to OM No. CIL/C-5A(vi)/CCC/1458 dated 01.07.2010.

44 | P a g e1.5. Departmental Candidates Applications received from the department candidates will be considered on the following guidelines: (1) Applications received from the departmental candidates who fulfil the advertised qualifications in response to the Press Advertisement will be forwarded to the Coal India Headquarters. These will be scrutinized on the same lines as outsiders. In the case of departmental candidates there will be no age bar. (2) Departmental candidates who fulfil the advertised norms with regard to both qualifications and experiences may be called for Written Test/ Interview and if selected may be appointed to the post. (3) For the purpose of selection of departmental candidates against the Press Advertisement, the criteria laid down in the cadre rules will not apply instead, only the criteria stipulated in the Press Advertisement will be the guiding factor. (4) Departmental candidates who do not full fill the stipulations in the advertisement would not be considered. Whenever relaxation is required, it shall be with specific approval of the Chairman or any authority delegated with such powers. (5) All the applicants both outsiders as well as departmental candidates, would be interviewed by one single selection committee and the ranking of the departmental candidates will be strictly on the basis of merit as determined by the selection committee after interview. (6) Departmental candidates selected for posts against Press Advertisement shall be relieved for posting at the place where vacancies exist. Replacements at the entry level will be provided by CIL 1.6. Reservations of vacancies to Schedule Caste/ Scheduled Tribe candidates (1) In terms of the Presidential directive, the requisite number of posts advertised for outside recruitment will be reserved for Schedule Castes/ Schedule Tribes candidates and the number of such reserved vacancies will be notified. The percentage of posts reserved for Schedule Castes/ Schedule Tribes is indicated in Annexure 2. (2) In order to attract sufficient number of Schedule Castes/ Schedule Tribes candidates, a separate clause in the advertisement will also be inserted indicating that “other things being equal, preference will be given to the candidates belonging to Schedule Castes/Schedule Tribe . s”(3) The prescribed age limit will be relaxed by 5 years in their case and where possible, relaxation in educational qualifications and experience may also be given. (4) Where necessary, advertisements inviting applications exclusively from the candidates belonging to the Scheduled Casts/Scheduled Tribes will be issued.

45 | P a g e1.7. Receipt of Applications and Screening (a)Normally, one month’s time will be given for submission of applications against Press Advertisements both for external and internal candidates. (b) Candidates belonging to General (UR)/ OBC (Creamy Layer & Non Creamy Layer)/ EWS category are required to pay a non-refundable fee of 1000 ( One Thousand ₹₹only). SC/ ST/ PwD Candiates/ Employees of Coal India Limited and its Subsidiaries are exempted from the payment of application fee. Application fee will be paid through online mode only. [6] (c) In case of departmental candidates no charges will be made. (d) Coal India Headquarters will undertake initial screening of the applications so received with reference to the advertised norms. After initial screening the selection will be based, wherever necessary, on written test followed by an interview. (e) Candidates recommended by the screening committee will be individually informed to appear for interview. Efforts will be made that adequate notice, say about fifteen days, is given to the candidates so as to enable them to make necessary travel arrangement. Those who are not recommended by the screening committee will also be simultaneously informed of the position. (f) Where, however, bulk recruitment of Management Trainees is resorted to and where test will be conducted, there will be no elaborate screening of applications, but all candidates who fulfil the prescribed qualifications will be allowed to appear at the written examination. (g) The candidates who fulfil the eligibility criteria will be invited for a written examination which may consist of general knowledge and test of reasoning and technical knowledge. Only those candidates who qualify in the written examination will be called for interview by the selection committee. The final selection will be made on the basis of the candidate’s performance in the written examination and the interview. (h) Maximum number of candidates that would be called for interview for each vacancy will be decided from time to time depending upon the vacancies. (i) Candidates who are not recommended for appointment by the Selection committee will be individually informed by issue of a regret letter. 1.8. Selection of candidates and composition of Selection Committee Normally, interviews will be arranged either at Coal India Headquarters or at the Headquarters of Subsidiary Companies in rotation, where possible, with a view to giving 6 Amended due to MT Recruitment 2019 notification.

46 | P a g ethe prospective employees an idea of the Coalfield Areas where they will be deployed if selected. 1.9.The Selection Committee for recruitment of executives will normally be chaired by Chairman-cum-Managing Director of one of the Subsidiary Companies (or an Officer designated by name by him in case the CMD is unable to preside over the deliberations). Other members of the Selection will be as follows: - (a) Two officers designated by name from other subsidiary companies and belonging to the discipline for which the officers are being recruited. (b) An outside expert. This will be a person of renown who has specialized in the subject for which the selection is being made. (c) Chief of Personnel Division, Coal India or his representative. (d) One Officer of appropriate status belonging to SC or ST Community to be nominated by the Director (P&IR), CIL. [7](e) One Member belonging to OBC category, one Member belonging to Minority community and one lady Member belonging to general category or minority or SC/ ST/ OBC community. [8]1.10.AC3 tier (3 AC) train fare to and fro will be paid to the candidates called for interview for the posts of Management Trainees in E2 [9][10] grade. [11] 1.11.AC 2 tier (2AC) train fare, to and fro, will be paid to the candidates called for interview in respect of the posts of E3 to E6 grade. [11]Apex Air fare / or AC 2 tier (2A), to and fro, will be paid to the candidates called for interview in respect of the posts E7 and above grade. [11]1.12.In case outside experts are invited for participating in the Selection Committee they will be paid Air/ ACC fare, to and fro, plus the hotel/ guest house charges. They will also be paid an honorarium per sitting as may be decided from time to time. 1.13.The Selection Committee may recommend higher initial starting pay, normally not exceeding 5 advance increments in deserving cases. On the basis of the marks awarded or grading given by the selection committee, a final selection list in order of merit will be prepared by Coal India Headquarters. On the basis of the recommendations of the selection committee, a panel of candidates for filling the posts will be drawn up and on approval by the Chairman, Coal India Limited, the panel will be valid for one year unless extended specifically by the Chairman, Coal India or any competent authority, after which the panel lapses. 7 Incorporated vide OM No. CIL/C5A(vi)/50729/135 dated 25.09.1989. 8 Incorporated as per DoPT OM No. 42011/2/2014-Estt.(Res) dated 13.02.2014. 9 Amended due to OM No. CIL/C-5A(vi)/CCC/1458 dated 01.07.2010. 10 Amended due to OM No. CIL/C-5A(PC)/CCC/42 dated 22.03.2012. 11 Amended vide OM No. CIL/C5A(vi)/CCC/1252 dated 28.07.2009.

47 | P a g e1.14. Advance Increments In respect of Medical Officers possessing Post Graduate qualifications and/or long experience, recommended for appointment in E3/E4 grade [12], the following advance increments may be given: (a) Post Graduate Degree 4 Advance Increments (b) Post Graduate Diploma 2 Advance Increments (c) Experience over 2 years and upto 5 years 1 Advance Increment (d) For every 3 additional years 1 Advance Increment 1.15. Quota Reserved for Direct Recruitment, Departmental & Campus Recruitment [13](a) In order to encourage non-executive employee to provide impetus to them and avenues for growth certain percentage of posts are reserved for departmental employees to be filled in a financial year at the executive entry level, viz. E-1 and E-2 grades and the quota reserved for direct and departmental recruitment is indicated below: 12 Amended vide OO No. CIL/C5A(PC)/CCC/43 dated 22.03.2012. 13 Amended vide OM No. CIL/C5A(PC)/Rect_Dept/537 dated 07.01.2021. Earlier amended vide OO No. CIL/C-5A(PC)/CCC/04 dated 01.01.2014 & OM No. CIL/C-5A(vi)/CCC/380 dated 07.03.2007. Sl. No. Discipline Direct Recruitment Departmental Selection/ Promotion 1 Mining 65% 35% 2 Finance & Accounts 80% 20% (15% Qualified CA & ICWA/ 5% Semi Qualification i.e., Inter-CA & ICWA or CIL Part II Accounts Examination) 3 Materials Management 75% 25% 4 Engineering 75% 25% 5 Personnel 75% 25% 6 Marketing & Sales 75% 25% 7 Survey NIL 100% 8 Medical 100% NIL 9 Drilling 65% 35% 10 Secretarial NIL 100% 11 Community Development 100% NIL 12 Company Secretary 75% 25% 13 Other Disciplines 75% 25%

48 | P a g eNote: In case adequate number of suitable departmental candidates are not available or not likely to be available in the next cycle of Departmental selection/ promotion, the unfilled vacancies under Departmental quota may be diverted to the direct recruitment quota with the approval of Cadre Controlling Authority i.e., Chairman, CIL. (b) Deleted. 1.16.Promotion of non-executive to executive cadre would also be centrally controlled and appointment orders issued to such employee by Coal India Headquarters as such promotees will be entering into the executive cadre. Method of selection and procedures to be adopted for appointment of non-executive to the executive posts against departmental quota will be laid down by Coal India Headquarters. 1.17. Probation (a) Executives recruited from outside will be on probation for a period of one year which may be extended at the discretion of the cadre controlling authority. (b) Procedure with regard to closure of probation or otherwise: (i) Issue of formal confirmation orders to the executives who have successfully completed probationary period: Executives, who have initially been appointed in a particular post, will be confirmed in that post on successful completion of the probationary period. Confirmation of an executive after successful completion of the probationary period will be issued after obtaining written approval of the competent authority in each case. For this purpose, Chairman, Coal India will be the competent authority. [14](ii) Management Trainee will not be confirmed unless and until he has successfully completed the probationary period after his appointment in a regular scale which will be after his successful completion of the training period. (iii)Before confirming an officer against a particular post, it must be ensured that the executive has submitted all documentary evidence to the satisfaction, of the competent authority in respect of his age, education, qualification, experience etc. (iv)Whenever it is considered necessary to extend the probationary period of an executive beyond one year, the executive concerned should be informed of the reasons for such extensions in order to provide him adequate opportunity to improve. (v) The recommendation for closure of probation or otherwise may be forwarded to the Coal India headquarters supported by reasons for extension wherever recommended so that Coal India headquarters can communicate to the executive 14 Amended due to OO No. CIL/C5A(ii)/52100(2)/RC/792 dated 06.09.1993.

49 | P a g econcerned the reasons for extending the probation period appropriately. [14]1.18. Recruitment of Management Trainees of all Disciplines through Open advertisement and through Campus will be in E2 grade in 1 year & subsequently placed in E3 stgrade after successful completion of 1 year training [15](i) Recruitment of Management Trainee of all disciplines (either through open advertisement or through campus) will be in E-2 grade in 1st year and they will be placed in E-3 grade after successful completion of 1 year training. (ii) Management Trainees who are at present in E-1 grade or those Management Trainees who have been appointed on or after 01.01.2007 would be deemed to have been appointed in E-2 grade and after successful completion of the requisite training, they would be deemed to have been placed in E-3 grade and their pay will be appropriately fixed. (iii)All those Management Trainees who have been placed in E2 grade on successful completion of training between 01.01.2007 to 31.12.2010 will be placed in E3 grade from the date they were placed in E2 grade with appropriate pay fixation. (iv)No arrears will be paid on account of such re-gradation or notional fixation. (v) A specimen appointment letter for the Management Trainee is enclosed as Appendix 3. (vi)Management Trainee recruited for Mining/ Electrical/ Mechanical/ Civil/ Industrial Engineering are registered under the Apprenticeship Act. The Management Trainees who join the company after obtaining MBA degree are not required to be registered under the Apprentice Act. (vii) No engineering graduate, who had training or job experience for a period of one year or more after the graduation, shall be eligible for being engaged as an apprentice under the Apprentices Act. In such cases the entire period of training would be under the Company’s Scheme and the trainees would not be required to execute any contract of apprenticeship. They will, however, have to execute the usual bond in favour of the Company. (viii) A person, who has been a graduate apprentice under the Apprentices Act and in whose case the contract of apprenticeship was terminated for any reason whatsoever shall also not be eligible for being engaged as an apprentice under the said Act without the prior approval of the concerned Apprenticeship Adviser. 1.19. Recruitment of Medical Officers as Sr. Medical Officer & Specialist in E3 Grade and Sr. Specialist in E4 grade respectively [16](i) Recruitment of Medical Officers who are MBBS/ BDS & who possess specialist qualifications with less than 3 years experience as Sr. Medical Officer will be in E3 grade; recruitment of persons having Post-Graduate qualification/ Specialization with 15 Amended due to OO No. CIL/C-5A(PC)/CCC/42 dated 22.03.2012.16 Incorporated due to OO No. CIL/C-5A(PC)/CCC/43 dated 22.03.2012.

50 | P a g e3 years experience will be in E4 grade. (ii) Specialist doctors without any experience who join in E3 grade, will be kept in Specialist Cadre; their career progression will be in the same grade. (iii) Medical Officers & Specialists who were appointed on or after 01.01.2007 in E2 and E3 grade shall be deemed to have been notionally appointed in the E3 & E4 grades respectively and their pay will be fixed appropriately. (iv) Medical Officers & Specialists who were on the rolls on 01.01.2007 in E2 and E3 grade will be deemed to have been in E3 & E4 grade respectively w.e.f. 01.01.2007. They will be entitled for notional seniority and notional pay fixation accordingly. (v) No arrears will be paid on account of such upgradation and/ or notional fixation. 1.20. Security Deposit and Bond [17]a) In the Terms and Conditions of the appointment letter in respect of Management Trainees following clause will replace the existing provisions relating to security deposit and introduction of Bond: On being appointed to the company, you will have to serve a minimum of 60 months during which a deduction @ Rs.5000/- per month as retention amount from the stipend/ salary will be made. The amount will be subject for deduction of PF etc. Failure on your part to serve the company for a minimum of 60 (sixty) months would result in forfeiture of the retention amount. However, on completion of minimum period of service of 60 months, the said amount shall be refunded to you without any interest. [18] In addition, to the above, you have to execute the Bond for Rs.3 (three) Lakhs for serving the company for a minimum period of 60 months. Note: [19]1) The resignation cases of all those executives who tender resignation without completing their bond period and whose cases are yet to be approved by competent authority will be processed with inclusion of GST on applicable rate on the remaining portion of Bond Money to be paid by them.2) The closed cases of resignation will not be re-opened.b) The amount of Rs 1000/- being deducted presently from the Management Trainees/ Senior Officers as per present provisions will now be regulated as per the above provision i.e. those Management Trainees/ Senior Officers who are undergoing training or have not yet served 60 months, Rs 5000/- will be deducted from their stipend/ salary for the balance period upto 60 months. 17 Incorporated vide OO No. CIL/C-5A(PC)/CCC/44 dated 22.03.2012. 18 Amended due to OM No. CIL/C5A(PC)/Sec.Deposit/473 dated 02.09.2020. 19Incorporated due to OM No. CIL/C-5A(PC)/GST/Bond Money/647 dated 13.05.2021.