Page | 651 c)‘Employee’ means any person appointed to any service or post in connection with the affairs of the Company and shall include all persons of erstwhile colliery companies now under the management of the Company but excludes a casual employee. d)‘Family’ includes the employee’s husband or wife (one), residing with and wholly dependent upon him/her. Employee’s children (including step children and legally adopted children) are also included in the term “Family” i.e., unmarried son upto the age of 25 years or till he starts earning, whichever is earlier, student but unmarried son and unmarried & unemployed daughter. Married daughter(s) only in case divorced, abandoned or separated from the husband and financially dependent on and residing with the employee will also be included. (i) The spouse will be treated as dependent for the purpose of these rules irrespective of his/her official status as an employee elsewhere. This will be subject to submission of a declaration by the concerned employee as well as spouse that he/she(spouse) is not availing this facility/claiming reimbursement from his/her employer to avoid double claim for an individual and a certificate from his/her employer to this effect. (ii)However, till such time the company’s special facility of housing/HRA for retention of family at a place other than the place of posting of the employees is in existence, the condition of “residing with the employee” will not be essential for such employees as are allowed to retain their family under the provision of such special facility. (iii) Step children include the children of the spouse from a previous marriage, where the same was dissolved due to legal divorce or death of the other party to such marriage. e)‘Pay’ means the amount drawn monthly by an employee as:(i) Basic pay in the grade applicable to the post held by him. (ii) Deputation pay, personal pay, special pay which may be classified as pay by the Company for the purpose of TA Rules. [2](iii) In respect of retired re-employed persons, the pay will be the last pay drawn at the time of retirement. 5.0. Purpose Travelling allowance is meant to cover out of pocket expenses normally incurred on traveling on Company’s duty or on retirement/cessation of re-employment (to the extent admissible as specified in the rule) and is not intended to be a source of profit, on the whole. 2 Amended due to OO No. CIL/C-5A(PC)/Pay Revision (NPA)/39 dated 27.02.2012 & CIL/C5A(PC)/Pay Revision 2017/2972 dated 08.08.2018.
Page | 652 6.0. Duty Journeys Duty journeys are of two kinds: A. Journeys on temporary duties (tour); and B.Journeys on transfer.PART-A TEMPORARY DUTY (TOUR) 7.0. Headquarters on Tour 7.1.Headquarters of an employee in his station of posting will be the office where he normally performs his duty. If he holds more than one charge in more than one location in the station of posting the office where he holds the principal charge will be his headquarters. Travelling on official duty within a radius of 8 kms. from headquarters will not be treated as temporary duty (tour). 7.2.On tour at every outstation, there will be a notional temporary headquarter, which will be the place of temporary residence of the employee located at the out station. For journeys at such outstation from temporary headquarters, journey allowance will be paid as per Rule 10.2 and the note there under. 8.1.Normally all journeys on duty should be performed by rail or steamer, and by road where the places are not connected by rail or steamer. Journeys on duty between places connected by rail or steamer may, however, be performed by road by non-executive cadre employees below A-1 Grade with the specific approval of the competent authority. All Executive cadre employees and non-executive cadre employees of A-1 Grade may perform journeys on duty by road at their discretion 8.2.All the Executive cadre employees in E-2 &above grade are eligible to perform journeys on duty by air at their discretion. However, all executives while on tour, travelling from Mohanbari (Dibrugarh) or Guwahati to Kolkata and Kolkata to Mohanbari (Dibrugarh) or Guwahati, would be entitled to travel by air. NOTE: In cases of Executives who are not entitled to travel by air in accordance with above clause, if journey is performed by air to the places for which Rajdhani Express/Satabdi Express is available, the TA claim will be admissible to the extent of entitled class total fare of Rajdhani/Satabdi Express (including reservation/supplementary/ development charges etc., as applicable from time to time) and for places which are not connected by the Rajdhani/ Satabdi Express, to the extent of entitled class total Railway fare of Mail/Express train (including reservation /supplementary / development charges etc., as applicable from time to time).
Page | 653 9.0. Class of Accommodation [3]The class of rail or steamer accommodation to which an employee is entitled shall be as follows: EmployeesRailSea/River(a) Executives in E-5 grade & AC 1 class above stHighest class (b) Executives other than (a) as 1 above and non-executive cadre class AC/ 2 tier on the steamer, the higher employees drawing pay of sleeper ₹27712.84/- & above p.m stClass/2 If there be only two classes ndclass and if there be more than two classes, middle or 2 class. nd(c) Non-executive cadre Sleeper employees Drawing pay less AC 3 tier than ₹27712.84/- p.m. Class If there be only two classes [4]on the steamer, the lower class, in other cases the lowest class. 10.0 Travelling Allowance on tour is admissible as under 10.1Fare 10.1.1. By Rail or Steamer: Single fare by the shortest route of the class of accommodation to which the employee is entitled plus the charges incurred for reservation of accommodation including sleeping accommodation as well as Tatkal reservation/E-ticketing charges and travel agent’s charges. If, however, he travels in a lower class, the actual fare of the lower class and reservation charges as above. Note: a) When any employee is compelled by circumstances to travel by a higher class than to which he is entitled, he may be allowed the fare thereof under the order of the Competent Authority. b)The term ‘Shortest route’ has the normal meaning attached to it, viz. “The route by which the destination could be reached earliest by the ordinary modes of traveling.” It is within the powers of the competent authority to permit an employee to travel by other than the shortest route in the interest of the Company’s work.c) For reimbursement of the Tatkal reservation charges, the concerned employee will be required to submit photocopy of the railway ticket, as a proof. 3Amended vide OM No. CIL/C5A(PC)/TA DA/283 dated 23.10.2019. Earlier amended vide OO No. CIL/C-5A(PC)/ TA -2010/164 dated 03.10.2012 , Corrigendum No. CIL/C-5A(PC)/TA-2010/172 dated 11.10.2012 & OM No. CIL/C5A(PC)/TA DA/283 dated 23.10.2019. 4Amended vide Corrigendum No. CIL/C-5A(PC)/ TA -2010/172 dated 11.10.2012.
Page | 654 d) E-ticketing charges and Agency charges paid to travel agent for booking of ticket subject to the monetary limit as may be prescribed from time to time shall also be reimbursable on production of vouchers. The current monetary limit for reimbursement of agency charges for booking of rail ticket shall be Rs.20/- per ticket for each journey. 10.1.2. By Road: When an officer uses: (i) Own car he will be entitled to highest journey allowance under clause 10.2 (ii) Own Motor Cycle/Scooter/Moped he will be entitled to lowest journey allowance under clause 10.2.1. (iii) A taxi- where approved, he will be entitled to actual fare subject to the limit of journey allowance rate of (i) above. Note: An employee traveling by road in a stage carriage (e.g. a bus) will be paid the fare for a single seat there on and not the journey allowance. 10.1.3. Journey by Air:[5]The employee (Rule 8.2) will be entitled to actual air fare subject to the conditions mentioned below: When air services provide two classes of travel, viz. Ordinary and Executive class, the Board Level Executives of CIL & its Subsidiaries as well as Executives in E-9 Grade shall be entitled to travel by Executive Class during domestic travel. 10.2Journey Allowance (from Headquarter/ Temporary Headquarter as well as within the locality of Headquarters) 10.2.1 When the distance between the two places is more than 32 km: [6]Except where free transport is provided by the Company, an employee not using his own car or motor cycle/scooter/moped or stage carriage may draw journey allowance at the rates shown below: Non-executives Employees drawing pay of ₹42630.42/-& above per month ₹8.00 p/km Employees drawing pay of ₹27712.84/- & above but less than₹42630.42/- p.m. ₹4.00 p/km. Employees drawing pay below ₹27712.84/- p.m. ₹2.75 p/km 5Amended vide OM No. CIL/C-5A(vi)/CIL TA Rules’2010/1511 dated 29.10.2010. 6Amended Vide OM No. CIL/C5A(PC)/TA DA/283 dated 23.10.2019. Earlier amended vide OO No. CIL/C-5A(PC)/ TA -2010/164 dated 03.10.2012.
Page | 655 Executives Executives in E1 to E3 grade/Trainee ₹8.00 p/km Executives in E4 grade & above ₹12.00 p/km Note: It is clarified that where the two places are connected by rail, the reimbursement of actual would be limited to what the employee would have drawn, as per entitlement had he traveled by train. 10.2.2 When the distance between the two places is 32 km or less: [5]The amount reimbursable shall be the actual fare by stage carriage (e.g. a bus) for non-executive cadre employees drawing pay less than ₹39290.68/- per month and in cases of other non-executive & executive cadre employees including Management Trainees, the actual fare provided that the journey is performed by taxi, auto-rickshaws, deluxe buses, AC buses etc. Note: Non-executive cadre employees drawing pay ₹37064.15/- per month and above will be entitled to travel by the upper class in a stage carriage where more than one class is provided. They will be entitled to travel by deluxe buses also. 10.2.3Company vehicles (light vehicle only) used for private journey of the employees or his family will be charged at Rs.8/- per kilometer or as notified by CIL/subsidiary companies from time to time with the approval of Director (P&IR) and/or Chairman, CIL for CIL and of respective CMD for subsidiary companies. 10.2.4If an employee on outstation tour is provided with free transport he shall be entitled to claim the daily allowance as per a journey on tour. 10.2.5 Reimbursement of local traveling expenses (RLTE) to employees for attending duties on Sundays/Holidays or during odd hours on working days: Reimbursement at the rate specified in Rule 10.2.1/10.2.2 from residence to place of duty and back, will be allowed subject to following conditions: a) No such reimbursement will be allowed if Over Time Allowance has been paid or compensatory leave is allowed for duties performed. b) Odd hours for this purpose will be reckoned from 8-00 p.m. to 8-00 a.m. c) Where the journey by train is involved, reimbursement of Taxi/Auto fare or stage carriage charges will be limited to connecting distances between place of duty/place of residence and Railway station besides the Railway fare as per entitled class. d) No employees will be entitled for reimbursement of local travelling expenses (RLTE) for attending duties on Sundays, Holidays or during odd hours on working days from residence to office and back. However, Executives will be reimbursed RLTE if they are on official duty from office to any other place.
Page | 656 11.0 Daily Allowance: Subject to the provisions of Rule 10.2.4 & 11.2.0 daily allowance for the period of absence from headquarters shall be paid to an employee, at the rates specified in Rule 11.3.11.1.1Daily allowance is a uniform allowance for each 24 hour of absence from headquarters or part thereof intended to cover all ordinary daily expenses incurred by an employee is consequence of such absence. 11.1.2Period of absence from headquarters shall be reckoned from the time an employee actually leaves his headquarters to the time he actually returns to his Headquarters. 11.1.3For all journeys by road/rail/air/steamer the period of absence begins when the employee actually leaves the Residence/office for Bus Stand/Railway Station/Air Port/Steamer station etc. and ends when he arrives at his residence/office, as the case may be. Where, however, the whole journey is by company’s or own conveyance the actual time of departure from office or residence as stated by the officer and accepted by the Controlling Officer shall be taken for the purpose. 11.1.4Daily allowance shall not be admissible during casual leave or any other types of leave availed of during tour. It will be admissible on Sundays and Holidays during halt on duty at outstation provided the employee certifies to the satisfaction of the Controlling Officer that he actually resided at the outstation on Sunday/Holiday. 11.2.0 Regulation of Daily Allowance 11.2.1Full daily allowance will be admissible for each completed period of absence of 24 hours to be reckoned from the time when an employee leaves headquarters.11.2.2Subject to the provision in the note below this rule, for any period in excess of the period referred to in 11.2.1 or for journey which involves an absence from Headquarters of less than 24 hours, daily allowance will be regulated as follows: (i) If the period of absence or the period in excess of completed 24 hours is 12 hours or less (provided it is more than 3 hours) Half Daily Allowance –(ii) If the period exceeds 12 hours but does not exceed 24 hours Full Daily –Allowance. Note: (i) When an employee travels on duty from his headquarters to an outstation and returns to his headquarters within a period of 24 hours, he will not be entitled to any Daily Allowance unless his period of absence from headquarters is more than 6 hours. (ii) The rate of daily allowance during entire tour period including journey period will be same as the rate applicable for stay in hotel/guest house or stay in own arrangement as the case may be. However, in case of stay in guest house/hotel where boarding and lodging is provided free, then concerned employee will be eligible for 1/3rd of D.A. which will be for the period of stay at temporary
Page | 657 headquarter and in such case the D.A. for journey period will be payable at full rate as applicable. (iii) When an employee returns to headquarter on the same day without staying either at guest house or hotel, the tour will be considered as tour in own arrangement and accordingly the rate of D.A. as applicable for “stay in own arrangement” will be applicable in such cases.11.2.3When an employee is treated as a guest of the Company or of Govt. or any other organization the daily allowance shall be granted at the following rates: (i) When board only is provided free 75% of DA (ii) When lodging only is provided free 75% of DA (iii) When board and lodging are provided free 1/3 of DA rd11.2.4When Daily allowance for halt at any one place will be admissible as under: (i) For halt upto 30 days Full DA (ii) For halt beyond 30 days &upto 180 days 1/2 DA (iii) For halt beyond 180 days NIL 11.3.0 Rate of Daily Allowance [ ] 711.3.1The rates of daily allowance will be as under: Pay range (Executives) Specified Localities for stay in Hotel/ Guest House/ Own arrangement arrangement Other localities for stay in Hotel/ Guest House/ Own Upto 62880/-₹900/- 700/- 62881-93580/- 1100/- 900/- 93581-116400/-1300/- 1050/- 116401/- & above1400/- 1100/- (Non-Exec.)Upto 27930.75/-₹600/- 500/- 27930.76/- to 31066.80/-700/- 600/- 31066.81/- & above800/- 650/- 7 Amended vide OM No. CIL/C5A(PC)/TA DA/283 dated 23.10.2019. Earlier amended Vide OO No. CIL/C-5A(PC)/TA -2010/164 dated 03.10.2012 & OM No. CIL/C-5A (PC)/ TA DA/2272 dated 01.09.2017.
Page | 658 11.4.0 For stay in Hotels [6]11.4.1The employees will be entitled to actual charges for lodging (bed & breakfast), on production of receipt and subject to the limits as follows:A. Executive cadre employees: GradeSpecified localitiesOther localitiesE1 to E3Actual for stay in any star hotel Actual for stay in any star hotel upto3 Star rating or actual limited upto 3 Star rating or actual to 1600/- per day ₹limited to 1300/- per day ₹E-4 to E-6Actual for stay in any star hotel Actual for stay in any star hotel upto 4 Star rating or actual limited upto 4 Star rating or actual to 2300/- per day ₹limited to 1900/- per day ₹E-7 Actual for stay in any star hotel Actual for stay in any star hotel upto 4 Star rating or actual limited upto 4 Star rating or actual to 2600/- per day ₹limited to 2100/- per day ₹E-8 & E9 Actual for stay in any star hotel Actual for stay in Star Hotels upto 5 star rating. But will not be but will not be entitled to stay entitled to stay in suite in 5 Star in suite in 5 Star Hotel or Hotel. Where star hotels are actual limited to 4000/- per available but stayed in non-star day hotel then actual limited to ₹5000/- per day. ₹Directors/ CMDsActuals Actuals Note: 1. In any specified localities where star hotels does not exist then reimbursement will be on actual basis for stay in any non- star hotels for all grades of executives i.e. E1 to E9 grade. 2. Considering the non availability of adequate no. of 3 star and 4 star hotels at various places company may make arrangements with other hotels, at a rate ceiling higher then prescribed in the rules depending on the local conditions and in such cases the officer will get reimbursement on the negotiated rate for stay in such hotels. The empanelment of such hotels will be done by CIL centrally and be circulated from time to time.
Page | 659 B. Non-executive cadre employees: 11.4.2For the purpose of above rule the following places shall be treated as specified localities. Asansol/All State Capitals/ Bhadravati/ Bhilai/ Bilaspur/ Bokaro Steel City/ Burnpur/ Delhi/ New Delhi/ Dhanbad/ Durgapur/ Howrah Municipality/ Jamshedpur/ Margherita / Nagpur/ Ranchi/ Rourkela/ Sanctoria/ Singrauli/ Sambalpur. Note:[8]All Capitals of Union Territories will be treated as Specified localities at par with State Capitals. 11.4.3The executive and non-executive cadre employees who stay in hotels will be paid applicable daily allowance for food & incidentals at full rates mentioned in Rule 11.3.1. Note: Employees will avail accommodation in hotel only when accommodation in the Company’s Guest House/Transit Flats is not available. A certificate regarding the non-availability of accommodation should be issued by the Officer-in-charge of the Guest House/Transit Flats, when hotel accommodation is availed by any employee, so that proper financial control is exercised while passing the hotel bills. 11.5.0Some Special Circumstances 11.5.1Where only actual fare but no daily allowance shall be admissible: Subject to such restriction as may be imposed by the Competent Authority the actual fare but no daily allowance shall be admissible to an employee in the following cases: a) Journey to appear for a medical examination under the orders of the ‘Competent Authority’b) Journey within a radius of 8 km. from the headquarters 11.5.2Where both TA/DA shall be admissible: The journey undertaken by an employee to appear before a departmental examination/interview/selection test under orders of Competent Authority be treated as journey on temporary duties (tours). 8 Incorporated due to letter No. CIL/C5A(PC)/TA/797 dated 19.10.2021. Pay rangeSpecified localitiesOther localitiesBelow 31066.80/- ₹₹1000/- or actuals, whichever is lower.₹800/- or actuals, whichever is lower. ₹31066.80/- & above₹1200/- or actuals, whichever is lower. ₹1000/- or actuals, whichever is lower.
Page | 660 12.0 Reimbursement of Taxi and Other Transport Expenses (i) The reimbursement of hire charges for taxies would be allowed for road journeys from residence to bus stop railway station or the air-port, as the case may be, and from bus stop, railway station or the air-port to residence or temporary head quarters as the case may be at the rate specified in Rule 10.2.1/10.2.2. (ii) An employee entitled to travel by taxi would also be entitled to use Company’s transport for official journeys from the place of temporary residence and back subject to availability of Company’s transport.PART B 13.0 Journey on Transfer 13.1.1An employee travelling by rail or road or steamer or air on transfer will be eligible for traveling allowance as indicated below:Note-I: Transfer TA will be admissible only in cases where a change of station on transfer is involved. “Station” means UNIT, where the employee is presently working. Note II–: In cases where both husband and wife who are company employees are transferred at the same time or within six months of his/her transfer from one and the same old station to one and the same new station, transfer travelling allowance will not be admissible to both of them as independent company employees. Either of them may claim transfer T.A., other being treated as a member of his/her family on furnishing the following certificate: “Certified that my wife/husband who is employed in the company and who has been transferred from …… to …… within six months of my transfer has not already claimed any Transfer T.A. in consequence of his/her transfer”13.1.2One rail or steamer fare or air fare for self and one for wife for the class of accommodation actually paid for limited to the fare of the class of accommodation in the mode of conveyance to which the employee is entitled (when on tour) from the old to the new station plus one rail or steamer or air fare (according to entitlement of the employee) for which dependent child over 12 year age and half fare for each dependent child whose age is between 3 and 12 year (in case of air fare for a child, the actual fare will be reimbursed as in case of the employee who is entitled to air travel). Note: If additional travel is actually undertaken by the employee (not the family) with prior approval in shifting the family and/or personal effects, two extra tickets by the entitled mode of class of travel for onward and return journey between the old and new Headquarters or actual.
Page | 661 13.1.3By road: Two road mileages at the rate to which the employee is entitled vide Rule 10.2 for self plus one additional mileage for each member of his family in respect of road journeys between places which are not connected by rail. 13.1.4Where on transfer an employee has to travel by road and then by rail, the TA of the two portions will be calculated as under 13.1.2 and 13.1.3 above separately and added up. 13.2.0 Conveyance of Personal Effects[9]13.2.1An employee on transfer is also entitled to reimbursement of actual expenses incurred on transportation of personal effects from the old to new station, limited to the cost of carriage, by goods train, of the personal effects upto the maximum indicated below: 13.2.2If the household effects are transported by truck, the actual expenditure for such transportation will be reimbursed subject to production of receipt from an established road transport agency. The reasonableness of the rate charged will have to be proved to the satisfaction of the Controlling Officer and reimbursement would be inconformity with the rates charged by the reputed transport agencies. 13.2.3In addition, actual cost of packing, loading and unloading of the household effects will be reimbursable subject to a maximum of Half month’s pay.9Amended vide OM No. CIL/C5A(PC)/TA DA/283 dated 23.10.2019. Earlier amended vide OM No.CIL/C-5A(PC)/ TA -2010/164 dated 03.10.2012. Pay Range : (i) In case of executives, drawing pay of ₹97490/- & above and in case of non-executives, containers by railway drawing pay of ₹43743.65/- & above. Full wagon or two container service. (ii) In case of executives, drawing pay of Full wagon ₹56600/- & above but less than₹97490/-and in case of non-executives, drawing pay of ₹31663.71/- & above but less than₹43743.65/- . (iii) Executive cadre employees drawing pay of 2500 kg. ₹40000/- and above but less than₹56600/- and non-executive cadre employees drawing pay of ₹27712.84/- and above but less than₹31663.71/-(iv) Non-executive cadre employees drawing pay 1250 Kg. of below₹27712.84/-.
Page | 662 13.2.4For transportation of own motor car/motor cycle/scooter/moped/cycle from the old station to the new station the following charges will be reimbursable: (i) If by goods train The actual cost of packing and freight. (ii) If by passenger train The actual freight. (iii) If by road Actual cost of transportation limited to passenger train freight. Reimbursement of such transportation charge shall be allowed for only one vehicle at the choice of individual. Note: Charges for transportation of personal effect from residence to railway station and vice-versa shall also be admissible at the rate of Rs.10/- per 40 kg. per km. by the shortest route. 13.3.1An employee on transfer from one station to another station unless otherwise stated in the transfer order shall be eligible to receive: Note: (i)In cases where both husband and wife are company’s employees posted at same place/nearby places and maintaining one establishment, if one is transferred to another station, such employee would be eligible for transfer grant equivalent to 1/3rd of one month’s pay. Further, after shifting of establishment, any one of them shall be eligible for settling-in allowance. (ii)In case of employees who have been provided with company’s accommodation, shifting of establishment means shifting of household belongings to the new place of posting/residence after vacating the old accommodation provided by the company. (iii)For the purpose of transfer TA including settling in allowance and transfer grant, the pay on the date of release of the transferee from the old station is to be taken into account. 13.4JETs/MTs who are required to move from one place to another during the course of training shall be eligible only for single traveling fare plus transport of luggage 10 Amended due to OO No. CIL/C-5A(PC)/Pay Revision (NPA)/39 dated 27.02.2012 & CIL/C5A(PC)/Pay Revision 2017/2972 dated 08.08.2018. Transfer Grant Equivalent to 1/3 rdof one month’s pay (Basic plus deputation/personal /dearness/special pay) [10] irrespective of whether such transfer involves shifting of establishment. Settling-in-allowance Equivalent to 2/3 rdof one month’s pay (Basic plus deputation/personal /dearness/special pay) [9] provided the transfer involves shifting of establishment by a distance of more than 32 Kms.
Page | 663 upto 250 kgs. and shall not be entitled to other transfer benefits. However, those departmental candidates who have been selected as JETs/MTs and move from one unit to another will be entitled to transfer benefits only once when they shift their establishment.PART C On Cessation of Employment –14.0 Retirement on Superannuation or on Cessation of Employment of the Re-employed Officer Subject to such restrictions as may be imposed by ‘Competent Authority’, an executive cadre employee on his retirement or on cessation of employment in cases of re-employed officer, may be granted actual fare of the class to which his pay entitles him (Rule9) for himself and his family proceeding to his home town or the place where he intends to settle. He will also be reimbursed the actual expenditure incurred on transporting his personal effects as in Rule 13.2. Note: Grant of TA on retirement or superannuation or on cessation of re-employment under Rule 14 may be regulated subject to inter-alia the following conditions: (i)TA under Rule 14 should be availed of within six months of the final retirement or on cessation of re-employment. It will not be admissible to executives who resign or who may be dismissed or removed from service. (ii)TA on retirement or on cessation of re-employment will be admissible by the shortest route to the executive’s home town in India, as declared by him for the purpose of leave travel concession, or to the new place of settlement, whichever is less. (iii)Chairman, CIL/CMDs of subsidiaries or any other officer duly authorized by him, at his discretion may extend further six months and on being satisfied as to the reason for mobility of the concerned retired executive to move to the place of settlement within six months. Note: Executives retiring on superannuation, or re-employed officer on cessation of employment shall be eligible to draw for meeting the travelling expenditure, an amount equivalent to 80% of the fare of the class to which the superannuated/re-employed executive was entitled to before superannuation/cessation of employment for himself and his family to his home town or the place where he intends to settle whichever is nearer to the place of last posting, No advance for transportation of personal effects is payable. The actual expenditure incurred on transporting the personal effect is reimbursable in accordance with the rules. PART D Miscellaneous –15.0 Admissibility of TA/DA to retired employees for attending Court Cases The retired employees who are to attend court cases on account of prosecutions instituted against them, by certain statutory bodies/institutions, in respect of matters
Page | 664 of which they are statutorily responsible in the day to day discharge of their official duties shall be eligible for payment of TA/DA at the scale and rates to which they were entitled, as per the provisions of the TA Rules, at the time of their retirement, subject to the approval of the CMD concerned of the Company. 16.0 Admissibility of TA/DA to retired employees against whom departmental proceedings were instituted while they were in service such proceedings are continuing after the retirement Traveling allowance will be allowed to such employees as on tour by the shortest route for the journey in connection with the enquiry from his ‘home town’ or from the place where he has settled after his retirement to the place of enquiry and back. If at the time of receipt of summons, the retired employee is at a place different from his homes town or place of residence, the traveling allowance should be restricted to the shorter of the two journeys between that place to the place of enquiry and home town or place of residence to the place of enquiry.TA shall be regulated in accordance with the pay of the post held by the retired employees immediately prior to his retirement. No advance of TA should be paid in connection with such journeys. No DA will be admissible for such journeys and halts. 17.0 Grant of TA to the family members of executives in the event of their death while in service. In the event of death of an executive while in service, TA shall be admissible to the family members of the said executive from the last headquarters of the executive to his home town or to the place where the family members intend to settle down in India on the following conditions: a)Train fare: Actual fare of the class of accommodation to which the deceased employee was himself entitled for each member of the family, but not exceeding the fare for AC 2-tier class Railway accommodation or the fare of the class of accommodation actually travelled, whichever is less. b)Transportation of Personal Effects: Actual expenses incurred on transporting the personal effects as in Rule 13.2. The TA should be availed of by the family members within six months of the death of the employee. The TA will be admissible by the shortest route, from the last headquarters of the employee to his home town in India as declared in his service book/service record or to the new place of settlement of the family members, whichever is less. 18.0Admissibility of TA/DA when an employee is sponsored for training/seminar/conference etc. by the Company When an employee is sponsored for training/seminar/conference etc. by the Company for a period of not more than 120 days, he will be entitled to TA and DA as below:
Page | 665 (a) Traveling Expenses Actual journey fare limited to entitled class. (b) Daily Allowance (i) First 60 days - (ii)Beyond 60 days and upto 120 days.Full Daily Allowance Half of the full Daily Allowance In case of the residential training where boarding and lodging expenses are not payable by the participant, he will be entitled to 1/3rd of full or half daily allowance, as the case may be. NOTE: In case an employee, sponsored for training/seminar/conferences etc., not entitled to travel by air as per clause 8.2 but travels by air, instead of Rail, the TA claim will be admissible to the extent of entitled class total fare of Rajdhani/Satabdi Express provided the place is connected by such train and for places which are not connected by the Rajdhani/Satabdi Express, to the extent of entitled class total Railway fare of Mail/Express train. 19.0 Admissibility of TA/DA to a retired employee for attending departmental enquiry The retired employee who is called to attend departmental enquiry as a witness in respect of matters which had come to his knowledge in the discharge of his official duties shall be eligible for payment of TA/DA at the scale and rates to which he was entitled to as per the provisions of the TA Rules at the time of his retirement subject to the approval of the Functional Director concerned of the Company. Traveling Allowance will be allowed preferably by train, if available, by the shortest route from his home town or from the place where he has settled after retirement to the place of enquiry and back. 20.0 Admissibility of TA/DA to a retired employee called to attend investigations conducted by CBI/Police authorities The retired employee who is called to attend investigations conducted by C.B.I./Police authorities in respect of matters which had come to his knowledge in the discharge of his official duties shall be eligible for payment of TA/DA at the scale and rates to which he was entitled to as per the provisions of the TA rules at the time of his retirement, provided he is called for the same by the Management. Travelling allowance will be allowed preferably by train, if available, by the shortest route from his home town or from the place where he had settled after retirement to the place of investigations and back. 21.0 Admissibility of TA/DA to ex-officers appointed as Enquiry Officer or Presenting Officer/Management Representative: Travelling Allowance will be allowed to such executives as on tour by the shortest route for the journeys in connection with the enquiry from their home town or from
Page | 666 the place where they have settled after their retirement to the place of enquiry and back. Payment of TA and DA shall be regulated in accordance with the pay of the post held by the ex-officer immediately prior to retirement. PART E - Reporting for joining on appointment in different grades 22.0Executives are appointed on selection in different grades and are advised to report to join which is subject to medical fitness. The candidates who are so advised will be eligible for reimbursement of cost of fare incurred for reporting for joining as proposed below: Sl. No Post / Grade Fare to be reimbursed 1 Management Trainee (E1)/ E2 AC 3 Tier (3 AC) rd2 E3 to E6 AC 2 Tier (2 AC) nd3 E7 & above Low cost/Apex Air fare or AC 2 Tier if Air facility does not exist. 22.1. Admissibility of transfer/ joining benefits in case of Board level appointments [11]Board level executives including CVOs in CIL & its Subsidiaries shall be eligible for Transfer/Joining Benefits in line with that of benefits in case of normal transfer within the Company as detailed in Annexure A in the following instances of appointment: 1. Upon appointment from Central Government/other CPSEs to CIL on immediate absorption basis. 2. Upon deputation or on lien from Central Government/other CPSEs to CIL. Precondition of reversion shall not be bar for allowing the transfer/ joining benefits in case of deputation and lien. However, in respect of deputation and lien of the executives joining CIL & its Subsidiaries, admissibility of transfer/joining benefits shall be as per their terms and conditions or as per the mutual consent between the lending and borrowing organization. In case the executive moves from CIL to Central Government/State Government and other CPSEs with the approval of the management, they may be allowed the benefit of carry forward of leave and gratuity. Transfer expenses shall be paid as per the rules of the organization to which the executive is going to join. 11 Incorporated due to OM No. CIL/C-5A(PC)/TA DA/366 dated 05.02.2020.
Page | 667 PART F - FOREIGN TOUR [12] 23.CIL employees going on foreign tours in connection with business/ training/ attending conferences etc. will be governed by the following rules in respect of DA and other travelling entitlements abroad. 23.1. PURPOSE OF TOUR A. Board Level Executives The Board Level Executives of CIL and its Subsidiaries will be permitted foreign tour in the following instances: a) For discussion with foreign suppliers, collaborators, technology providers. b) To participate as a delegate in international conferences of repute pertaining to their area of operations. c) To participate in training programs of not more than 10 working days in reputed institute abroad. d) As part of delegation to visit other countries in connection with enhancement of various opportunities. e) Market survey and preliminary assessment of the business Environmental conditions in abroad in the interest of furthering business prospects of Coal India. f) As part of national delegation g) Official invitation of any agency related to Company’s businessB. Below Board Level Executives and Non-Executives a)Training, Conference, Seminar etc. as decided by the management 23.2. AUTHORITY TO APPROVE THE FOREIGN TOURS a) Secretary, Ministry of Coal for Chairman, CIL. b) With the specific recommendations of Chairman, CIL the tour proposals of CMDs of all subsidiaries of CIL will be forwarded to Secretary, Ministry of Coal for approval. c) Chairman, CIL for functional Directors of CIL and its subsidiary companies for not exceeding six foreign visits in a year and not exceeding 10 working days for each visit. If any amendment is made by DPE, it would come into effect immediately. 12 Amended vide OO No. CIL/C-5A(vi)/CIL TA Rules 2010 (Part-F)/1562 dated 28.02.2011.
Page | 668 d) If any tour abroad is outside the purview of the instances mentioned at Clause No.23.1 in respect of Board level executives the same would require the approval of Secretary Coal. Chairman, CIL for below Board Level Executives and Non-Executives of CIL and its Subsidiaries. 23.3. TRAVEL ENTITLEMENT The class of entitlement for travel in abroad for different categories of employees is detailed below: DesignationClass of TravelChairman, CIL First Class Schedule A company Directors , Schedule B company CMDs, Schedule B company Directors , E9 & E8 Grade executives of CIL Business Class Others Economy Class 23.4. CONSOLIDATED RATES OF DAILY ALLOWANCE (DA) CIL employees going on foreign tour are allowed foreign exchange at the rate prescribed by the Ministry of External Affairs from time to time. The present rate for the various countries is given in Annexure B. The entitlement of employees for foreign exchange rate is given below: Category of EmployeeDaily Allowance(a) E3 and aboveAt full rates as per the above circular(b) E1 & E2At 75% of (a) above(c) Non-ExecutiveAt 33% of (a) above The daily ceiling rates apply cumulatively for the period of the tour. 23.5. REGULATION OF DAILY ALLOWANCEThe entitlement of Daily allowance (DA) shall be regulated at the following rates: (a) When hotel charges are inclusive of breakfast 90% of DA (b) When treated as guest and meals provided 25% of DA (c) When accommodation is provided free of cost The admissible advance shall be limited to the daily allowance 23.6. HOTEL CHARGES When the accommodation abroad is booked by Indian Embassy or Company or Self, the entitlement towards accommodation will be actual basis as per the following entitlements
Page | 669 Category Entitlement i) Schedule A Chairman Actual in 5 Star Hotel - Suit Room ii) a) As team leader or alone- Schedule A Actual in 5 Star Hotel - Suit Directors and Schedule B CMD’sRoom b) Not as a team leader - Schedule A Directors, Schedule B CMD’s and Schedule B Directors Actual in 5 Star Hotel - Deluxe Room iii) Executive of E9 & E8 Grade Actual in 5 Star Hotel - Standard Room iv) Executive of E7 & E6 grade Actual in 4 Star Hotel - Standard Room v) Executive of E5 & Below grade Actual in 3 Star Hotel - Standard Room vi) Non-Executive Limited to entitlement as per the rate of DA 23.7. ADVANCE AGAINST HOTEL/ OFFICIAL TELEPHONE/ FAX/ CONTINGENCES EXPENSES In addition to the daily allowance, the employees will be entitled to draw an advance against Hotel/ Official Telephone / Fax/ Contingency expenses as under on daily basis: Category of EmployeesAmount of Advance admissibleBusiness Seminar/ Workshop/ Training etc.Sch. “A” Chairman & Sch. “A” Directors & Sch. “B” CMD’s500 US$ 375 US$ Sch.”B” Directors, Executives of E9 & E8 313 US$ 250 US$ Executives of E7 & E6 250 US$ 213 US$ Executives of E5 & Below 213 US$ 125 US$ Non-executives 150 US $ 125 US $ The employee shall be authorized to spend the excess amount, if any, between the entitled amount as per clause 23.6 above and the advance drawn as per clause 23.7 and the same shall be reimbursable subject to submission of documentary evidence of having made the payment. 23.8. TRANSPORTATION EXPENSES During foreign tour, the employees are entitled for incurring expenses on account of transportation within limits as detailed below: CategoryEntitlements (a) Schedule A Chairman Taxi Engagement on full day basis or Actual (b) Schedule A Directors and i. Taxi engagement on full day basis or Actual Schedule B CMD’s- if senior most or alone
Page | 670 ii. @ 120 US $ per day - In case member of delegation only. (c ) Schedule B Directors @ 100 US $ per day (d) Executive of E9 & E8 Grade @ 75 US $ per day (e) Executive of E7 & E6 Grade @ 60 US $ per day (f) Executive of E5 & Below Grade @ 45 US $ per day (g) Non-Executive @ 35 US $ per day Note: a)All the rates apply cumulatively for the period of the tour. b)For drawing advance against Sl. No (a) and (b) (i) above the amount will be 200 US$ per day c)Actual taxi fare from Airport to the place of stay will be reimbursed in full. Reimbursement in case of transport expenses shall be subject to rendering of accounts supported by documentary evidence. Wherever expenditure incurred on transport and contingency cannot be supported by documentary evidence, a declaration to that effect by the person who has been deputed on foreign tour will be accepted for admitting the claim within prescribed limit. 23.9.In case the stay of an employee at an overseas site exceeds 14 days, the Daily allowance will be at the following rates: 23.10.DA for foreign tours abroad is to be regulated with reference to the period spent in abroad i.e. landing in the country of duty, excluding the time spent on onward and return journey. Full DA is admissible for the additional time if it exceeds after calculating DA on 24 hourly basis. 23.11. ENTERTAINMENT ALLOWANCE In case of delegation only, the leader of the delegation or as his nominee in case where the leader is not a company official, the senior most company official in the delegation provided he is a Board member shall be entitled for an entertainment advance upto a maximum 2000 US $ only. Accounts of expenditure have to be rendered on return. (a) 15 to 28 Day thth@75% of full rate (b) 29 Day onwards th@ 60% of full rate
Page | 671 23.12. MISCELLANEOUS ADVANCE In case the foreign visit involves business promotion where CIL is to showcase its capabilities for attracting business from abroad, Chairman, CIL may sanction a reasonable advance in foreign currency for meeting the actual business promotion needs. The advance in foreign currency shall be issued to the team leader, preferably in the form of Corporate Credit Card, specifying the limit of expenditure and heads under which the expenditure will be permitted, as deemed fit. 23.13. INSURANCE CHARGES 23.13.1Reimbursement of insurance charges charged during air journey is admissible subject to the certification of actual expenditure on respect of journeys taken by air only to those employees on tour who are not covered under the Annual Insurance Policy, if any, taken by the Division. 23.13.2The employees visiting foreign countries on tour can avail the facility of overseas medical insurance provided by the nationalized insurance agencies on individual basis according to the likely duration of their stay abroad. The insurance premium paid will be reimbursed through their T.A Bills in Indian Currency on production of necessary vouchers in this regard. In cases where the employees are deputed for training abroad by the host company/Government, they will be allowed reimbursement of expenses incurred on taking medical insurance. 23.14. LEAVE WHILE ON TOUR ABROAD 23.14.1.Secretary (Coal), Ministry of Coal can grant leave to Chairman, CIL while on tour abroad, subject to the exigencies of work in the Company, grant leave for a period not exceeding 50% of the actual period of duty abroad or 15 days whichever is less, for personal reasons. Sanction of leave has to be obtained before proceeding on leave. 23.14.2.Chairman, CIL can grant leave to Schedule A company Directors, Schedule B Company CMDs, and Executives/Non-Executives posted in CIL, NEC, RSOs and CIL (New Delhi) subject to the exigencies of work in the Company, for a period not exceeding 50% of the actual period of duty abroad or 15 days whichever is less, for personal reasons. Sanction of leave has to be obtained before proceeding on leave. 23.14.3.CMDs of Subsidiaries of CIL can grant leave to Schedule B Company Directors & Executives/ Non-Executives of the respective subsidiaries, subject to the exigencies of work in the Company, for a period not exceeding 50% of the actual period of duty abroad or 15 days whichever is less, for personal reasons. Sanction of leave has to be obtained before proceeding on leave. 23.15. ENTITLEMENT DURING LEAVE WHILE ON TOUR ABROAD 23.15.1Entitlement of class of travel for the official journey shall remain unaffected. 23.15.2No hotel & transport charges would be paid on the days on leave.
Page | 672 23.15.3No daily allowance on the day(s) of leave. 23.15.4Insurance coverage for the full period of stay abroad shall be borne by the company. 23.16. PROCEDURE TO BE FOLLOWED IN CASE OF TOUR ABROAD 23.16.1.Approval should be obtained from the Authority mentioned above at Clause 23.2 for tours abroad. 23.16.2.On receipt of approval an office order will be issued communicating the tour by TS to Chairman for Business Tours and HoD (HRD) for training / seminar. 23.16.3.The individuals seeking the tour will seek permission of Chairman, CIL as per the format at Section A (Annexure C), except Chairman, CIL. 23.16.4.The individual will also apply for Foreign Exchange and passage money for travelling as per the format at Section B (Annexure D). 23.16.5.The Finance Division of CIL would sanction Foreign Exchange and other expenditure on recommendation of Administration Division of CIL as per the format at Section C (Annexure E). 23.16.6.The individual on return from abroad has to settle the account within 15 days as per format at Section D (Annexure F).
Page | 673 Annexure -A List of Transfer/ Joining Benefits in case of Board level appointments of CIL & its Subsidiaries including CVOs. Board level executives including CVOs in CIL & its Subsidiaries shall be eligible for Transfer/Joining Benefits in line with that of benefits in case of normal transfer within the Company in the following instanc.es of appointment: 1. Upon appointment from Central Government/other CPSEs to CIL on immediate absorption basis. 2. Upon deputation or on lien from Central Government/other CPSEs to CIL. Details of Transfer/ joining benefits that will be admissible in the above cases is as under: 1) Joining time/Transit leave 2) Joining time pay 3) Joining time-TAIDA (applicable when executive joins immediately and avail joining time later) 4) Transfer TA- for both self and family 5) Conveyance of Personal effects including transportation of motor vehicle 6) Other benefits viz. Transfer Grant & Settling-in allowance 1)Joining Time/ Transit Leave: ln cases of appointment involving transfer from one station to another: a) Six days for preparation b) One day for each 500 Km of journey by rail or 150 km by motor vehicle or in case of air journey, actual time occupied in the journey in each case; part of the day in the case of air journey should be treated as one day; a day allowed for fractional portion of any distance prescribed above in the case of the journey by rail/ motor vehicle or by air. 2) Joining time pay: An executive on joining time shall be regarded as on duty and shall be entitled to be paid as follows;a) If he joins a new post without availing himself of any leave on relinquishing charge of his old post, he shall draw the lower pay and allowances between the post to which he has been transferred or from which he has been transferred. b) If he joins a new post after availing leave with full pay, he shall draw the leave salary which he last drew. But if the joining time is in continuation of leave which did not include a period of leave on full pay, he shall draw the joining time salary as if he had been on leave with full pay.
Page | 674 3) Availing of Joining Time -TA/DA: When executive joins duty immediately and avails the joining time later on, the entitlement of TA/DA and joining time will be as follows:a) Journey from new station to old station for the purpose of permanent shifting to new station treated as journey on duty and the concerned officer entitled for TA and DA as per CIL Travelling Allowance Rules. b) Journey Time commence immediately on arrival at the old station and the concerned officer entitled to transfer TA as per CIL Travelling Allowance Rules for permanent shifting for self and family. Note- Definition of 'Family' as per CIL Travelling Allowance Rules. 4) Transfer TA- Eligible for travelling allowance when employee travels by rail or road or steamer or air on appointment as stated above (TA applicable only in cases where change of station on appointment is involved).Rail/steamer/air fare eligibility as follows for the class of accommodation in the mode of conveyance to which the employee is entitled (when on tour) from old to new station; a) One for Self b) One for Wife c) One for each dependent child over 12 years of age d) Half fare for each dependent child whose age is between 3 and 12 years (in case of air fare, actual to be reimbursed) e) If additional travel undertaken by employee (not the family) with prior approval in shifting the family and personnel effects, two extra tickets by entitled mode of class of travel for onward and return journey. Note- Class of accommodation to which Board level executives including CVOs shall be entitled is as under: i. Entitlement for rail- AC 1 class stii. Entitlement for steamer- Highest class iii. Entitlement for air services- When air services provide two classes of travel viz. Ordinary & Executive class, the Board level executives of CIL & its Subsidiaries shall be entitled to travel by Executive class during domestic travel. 5) Conveyance of Personal effects- a) Reimbursement of actual expenses incurred on transportation of personal effects from old to new station limited to the cost of carriage, by goods train of the personal effects will be as per CIL Travelling Allowance Rules.
Page | 675 b) If transported by truck, the actual expenditure for such transportation will be reimbursable subject to production of receipt from established road transport agency. The reasonableness of the rate charged and reimbursement would be in conformity with the rates charged by the reputed transport agencies. c) In addition, actual cost of packing, loading and unloading of the household effects to be reimbursed subject to maximum of half-months' pay. d) For transportation of own motor vehicle from old to new station, the following charges will be reimbursable: i. If by goods train- the actual cost of packing and freight ii. If by passenger train- the actual freight iii. If by road- actual cost of transportation limited to passenger train freight e) Charges for transportation of personal effect from residence to railway station and vice versa also admissible @ Rs 10/- per 40 kg per km. 6) Other benefits: Unless otherwise stated in the appointment order of the Board level executives including CVOs, executive shall also be eligible for the following: a) Transfer Grant- 1/3 of one month's pay (Basic plus deputation/ personal/ rddearness & special pay) irrespective of whether such transfer involves shifting of establishment. b) Settling-in-allowance- 2/3 of one month's pay (Basic plus deputation/ personal/ rddearness & special pay) provided the transfer involves shifting of establishment by a distance of more than 32 kms. Note: For the purpose of Transfer TA including Transfer Grant and Settling-in allowance, the pay on the date of release of the transferee from old station is to be taken into account. Saving clause: The power to interpret these guidelines shall be as per CIL Travelling Allowances Rules and/or CIL Executive Leave Rules. Other conditions if any, shall be as per CIL Travelling Allowances Rules and/or CIL Executive Leave Rules. The cases settled prior to the date of approval of these guidelines shall not be reopened.
Page | 676 Annexure B –Copy of Ministry of External Affairs, FD section Order No.Q/FD/695/3/2000 dated 21.09.2010 ORDER Sub: Restoration of Daily Allowance (DA) rates 1.In supersession of this Ministry’s order of even dated 1st December 2000 conveying reduced rates of Daily Allowance (DA) in pursuance of Ministry of Finance, Department of Expenditure’s Office Memorandum No.7 (4) E-Coord/2000 dated 24.09.2000 regarding guidelines on expenditure management and enforcement of austerity measures, sanction of the President is hereby accorded to withdraw the 25% cut imposed on per diem allowances for journeys on duty abroad. DA rates in various countries/ territories are given in the Annexure2. This order takes effect from September 21 , 2010. st3. All other terms and conditions on DA for journeys on duty abroad will remain unchanged. 4. This issues with the concurrence of the Ministry of Finance (Department of Expenditure) vide I.D.No.19053/1/2010 E.IV dated 10 September, 2010, and –thInternal Finance division of this Ministry vide Dy.No.197/AS (FA)/10 dated 15.09.2010. Sd/- (Ajay Swarup) Joint Secretary to the Govt. of India.
Page | 677 Annexure-B1 S. No. Name of the country Daily Allowance (US$) S. No. Name of the country Daily Allowance (US$) 1 Afghanistan 75 108 Liberia 60 2 Albania 75 109 Libya 60 3 Algeria 75 110 Lithuania 100 4 American Samoa 60 111 Luxembourg 100 5 Angola 75 112 Macao 100 6 Anguilla 75 113 Madagascar 60 7 Antigua 75 114 Malawi 60 8 Argentina 75 115 Malaysia 75 9 Armenia 75 116 Maldives 60 10 Australia 100 117 Mali 60 11 Austria 100 118 Malta 100 12 Azerbaijam 75 119 Malonique 75 13 Aruba 75 120 Macedonia 75 14 Bahamas 75 121 Mauritania 60 15 Bahrain 75 122 Mauritius 60 16 Bangladesh 60 123 Mexico 75 17 Barbados 75 124 Micronesia 100 18 Belgium 100 125 Moldova 75 19 Belize 60 126 Monaco 60 20 Belarus 75 127 Montenegro 75 21 Benin 60 128 Mongolia 60 22 Bermuda 75 129 Montserrat 75 23 Bhutan 60 130 Morocco 60 24 Bolivia 75 131 Mozambique 60 25 Botswana 75 132 Myanmar 60 26 Bosnia Herzegovina 75 133 Namibia 75 27 Brazil 75 134 Nauru 60 28 British Virgin Islands 60 135 Nepal 60 29 Brunei 100 136 Netherland 100 30 Bulgaria 75 137 Nether Antille 75 31 Burkina Faso 60 138 New Caledonia 60 32 Burundi 60 139 New Zealand 100 33 Cameroon 60 140 Nicaragua 75 34 Canada 100 141 Niger 60 35 Cape Verde Islands 60 142 Nigeria 60 36 Cayman Islands 60 143 Niue 60 37 Central African Rep. 60 144 Norway 100 38 Chad 60 145 Oran 75 39 Chile 75 146 Pacific Islands(Trust Territory) 75 40 China 100 147 Pakistan 60 41 Colombia 75 148 Panama 75 42 Comoros 60 149 Papua New Guinea 100 43 Congo 60 150 Paraguay 75 44 Cooks Islands 60 151 Puerto Rico 75 45 Costa Rica 75 152 Principality of Liechtenstein (Vadu) 100 46 Croatia 75 153 Peru 75 47 Cuba 75 154 Philippines 75 48 Cyprus 100 155 Poland 75 49 Czech Republic 75 156 Portugal 100 50 Denmark 100 157 Qatar 75 51 Djibouti 60 158 Reunion 60 52 Dominica 75 159 Republic of Palau 75 53 Dominican Rep. 75 160 Republic of Slovenia 100 54 Ecuador 75 161 Republic of San Marino 100 55 Egypt 75 162 Romania 100 56 El Salvador 75 163 Rwanda 60 57 Eritrea 60 164 Samoa 60 58 Equatorial Guinea 60 165 Sao Tome & Principe 60
Page | 678 59 Estonia 75 166 Saudi Arabia 75 60 Ethiopia 60 167 Senegal 60 61 Fiji 100 168 Serbia 75 62 Finland 100 169 Seychelles 75 63 France 100 170 Sierra Leone 60 64 French Guinea 75 171 Singapore 75 65 Gabon 60 172 Slovak Republic 75 66 Gambia 60 173 Solomon Islands 60 67 Gaza (PNA) 75 174 Somalia 60 68 Georgia 75 175 South Africa 75 69 Germany 100 176 Spain 100 70 Ghana 60 177 Sri Lanka 60 71 Gibraltar 100 178 St. Kitts & Nevis 60 72 Greece 100 179 St. Lucia 60 73 Grenada 75 180 St. Vincent & Grenadines 60 74 Guadeloupe 75 181 Sudan 60 75 Guam 60 182 Surinam 75 76 Guatemala 75 183 Swaziland 60 77 Guinea 60 184 Sweden 100 78 Guinea Bissau 60 185 Switzerland 100 79 Guyana 75 186 Syria 75 80 Haiti 75 187 Tajikistan 75 81 Honduras 75 188 Tanzania 60 82 Hong Kong 100 189 Thailand 75 83 Holy See(Vatican) 100 190 Togo 60 84 Hungary 75 191 Tonga 60 85 Iceland 100 192 Trinidad & Tobago 75 86 Indonesia 75 193 Tunisia 60 87 Iran 75 194 Turkey 100 88 Iraq 75 195 Turkmenistan 75 89 Ireland 100 196 Turks & Caicos 75 90 Israel 75 197 Tuvalu 60 91 Italy 100 198 Uganda 60 92 Ivory Coast 60 199 U.A.E. 75 93 Jamaica 75 200 U.K 100 94 Japan 100 201 U.S.A. 100 95 Jordan 60 202 Russian Federation 75 96 Kampuchea (Cambodia) 75 203 Ukraine 75 97 Kazakhstan 75 204 Uruguay 75 98 Kenya 60 205 U.S. Virgin Islands 60 99 Kiribati 60 206 Uzbekistan 75 100 Korea(North) 60 207 Vanautu 75 101 Korea(South) 100 208 Venezuela 75 102 Kuwait 75 209 Vietnam 60 103 Kyrgyzstan 75 210 Yemen 60 104 Laos 60 211 Wallis Fortune Islands 60 105 Latvia 75 212 Zaire 60 106 Lebanon 60 213 Zambia 60 107 Lesotho 60 214 Zimbabwe 75
Page | 679 Annexure-C Section A –The Chairman Coal India Limited Calcutta. Sub: Permission for tour abroad Sir, I have been nominated/ advised to undertake travel abroad to……….. …...…for the purpose mentioned in the enclosed office order/ advice. Permission for travel abroad from……………….to…………….(excluding journey time) may please be granted. Enclosure - as above. Signature of the employee Name Designation Company Passport no. Contact address Telephone no. Fax no. CC: CGM (HRD), CIL, Calcutta
Page | 680 Annexure-D SECTION B –Application for foreign exchange and passage money Director (Finance) Coal India Limited 10, NS Road Calcutta 700 001. –Through Administration Divn. CIL Ref.: Office order no………………………………………………….dated……………Sub: Application for sanction of per diem allowance and Air tickets for training/ visits to (country)………………..from (date)…………………….…(date).Sir, I have been nominated for training/ study tour/ visit to (country)…………..from (date)…….. to (date)…….As per the office order, I should be leaving India on (date)………..and return on (date)………….The proposed visit during training/ study tour/ visit would require foreign currency and also money in rupee value towards accommodation and daily allowances, as per entitlement, and for purchase of air ticket and other travel formalities. With reference to the office order no……..….dated…………..following advance may be sanctioned. A(i) Air ticket from……….to……….Rs. (ii) Miscellaneous expenses (such as airport tax, visa fee etc.) Rs. Total (A) Rs. B(i) Registration fee/ course fee Rs. =US$ (ii) Expenditure towards hotel/ transport/ office telephone/ contingency Rs. =US$ (iii) Daily allowance for…..daysRs. =US$ Total (B) Rs. =US$ Grand total (A+B) Rs. =US$ A COPY OF THE OFFICE ORDER/ ADVICE AND PERMISSION FOR TOUR ABROAD IN FORMAT ‘A’ ARE ENCLOSED.*Strike out whichever is not applicable Name Designation Company Passport no. Contact address Telephone no. Fax no. CC: CGM (HRD), CIL, Calcutta
Page | 681 Annexure-E Section C –Recommendation for foreign exchange and purchase of ticket for travel abroad The following expenses in respect of Sri_____________________(designation)_____is recommended as advance for training/ study tour/ visit to (country)_____from______to_ A(i) Air ticket from……….to……….Rs. (ii) Miscellaneous expenses (such as airport tax, visa fee etc.) Rs. Total (A) Rs. B(i) Registration fee/ course fee Rs. =US$ (ii) Expenditure towards hotel/ transport/ office telephone/ contingency Rs. =US$ (iii) Daily allowance for…..daysRs. =US$ Total (B) Rs. =US$ Grand total (A+B) Rs. =US$ A copy of the brochure and itinerary, based on which per diem allowance has been calculated and confirmation on acceptance, in case of nomination, are enclosed. CGM/GM (Finance) may kindly obtain sanction and release foreign exchange and provide budget for expenditure. Signature CGM/GM/ (Administration) Date: Coal India Limited, Calcutta. _______________________________________________________________________ Sanction for foreign exchange and purchase of ticket for travel abroad The advance of Rs…………and US$............. would be required to be sanctioned in respect of…………………………………..Shri (designation)……………………..for attending………in (country)……from……to………. as per office order no……..dated ……………………, the break-up is given below: A(i) Air ticket from……….to……….Rs. (ii) Miscellaneous expenses (such as airport tax, visa fee etc.) Rs. Total (A) Rs. B(i) Registration fee/ course fee Rs. =US$ (ii) Expenditure towards hotel/ transport/ office telephone/ contingency Rs. =US$ (iii) Daily allowance for…..daysRs. =US$ Total (B) Rs. =US$ Grand total (A+B) Rs. =US$
Page | 682 C.The amount of Rupees…………….. and US$..........................may, therefore, kindly be approved for travel abroad of Sri…………………….with reference to office order no.……………dated …………A copy of Chairman’s approval is enclosed.Signature CGM (finance) / GM (Finance) Coal India Limited Kolkata. Dated: Approved as recommended at para “C” of section by CGM/ GM (Finance), CILSignature Director (Finance) Coal India Limited Kolkata. Cc: Chief General Manager (HRD), CIL, Calcutta
Page | 683 Annexure-F Section D –Final settlement of travelling allowance (Foreign travel) (To be submitted within fifteen days on return to HQ) Name …………………..Designation ………Department ……………Colliery/ unit …………………… Company ………Passport no ……………Purpose of journey …………………………………..…………………Office order no. …………………… Dated ……….Issued by ……………Place of visit (country)…………………………………………………………………….1. A) Description of journey: within country Departure Arrival Mode of conveyance Station Date Hrs. Station Date Hrs. Mode Class Km Amount B) Description of journey: in abroad Departure Arrival Mode of conveyance Station Date Hrs. Station Date Hrs. Mode Class Km Amount 2. Period of absence from HQ for which Daily Allowance (DA) is claimed: Departure from HQ Departure from country Arrival in country Arrival in HQ Date Time Date Time Date Time Date Time Total days……..hrs………within the country rate @ Rs…………….Total ……………..Total days……..hrs………in foreign country rate @ US$………….Total US $………...3. Expenditure towards hotel/transport/office telephone/contingency Rs. …………... US $............... Detail of other expense claimed (Airport tax, visa fee etc.) Total Rs.…………….. Total US $.................. Total claimed in Rs. …………….
Page | 684 Total claimed in US $…………….Advance taken in Rs. …………....Advance taken in US $……………Net amount claimed/ refund in Rs.…………………………… Net amount claimed/ refund in US$…………………………I, hereby, certify that the expenditure claimed during my travel in India & Abroad is correct and as per criteria. I have undertaken journey as mentioned above. Signature of claimant of TA Signature of controlling officer Signature of concerned director (For use in Accounts department) 1.Coat of air ticket from........................to……………… .Rs. US$ 2. Registration fee/ course fee Rs. US $ 3. Amount admitted Rs. US $ 4. Less Advance taken Rs. US $ 5. Net Amount payable/refundable Rs. US $ Dealing assistant: Examined by Name: (concerned officer) Designation: Name: Designation: Net amount passed:US $......................................…………………..Under Head of Accounts: US $..............................…………………..Passing authority Name: Designation: (Office seal) Cc: CGM (HRD), CIL, Calcutta
Page | 685 References 1 Traveling Allowance Rules 1972 2 Coal India Traveling Allowance Rules 1983 3 Coal India Traveling Allowance Rules 2008 4 OO No. CIL/C-5A(vi)/TA/1459 dated 01.07.2010 5 OO No. CIL/C-5A(vi)/CIL TA Rules/1502 dated 28.09.20106 OO No. CIL/C-5A(vi)/CIL TA Rules’2010/1511 dated 29.10.20107 OO No. CIL/C-5A(vi)/CIL TA Rules’2010 (Part F)/1562 dated 28.02.20118 OO No. CIL/C5A(PC)/Pay Revision (NPA)/39 dated 27.02.2012 9 OO No. CIL/C-5A (PC)/TA-2010/164 dated 03.10.2012 10 Corrigendum No. CIL/C-5A (PC) / TA-2010 /172 dated 11.10.2012 11 OO No. CIL/C-5A (PC)/ TA DA/2272 dated 01.09.2017 12 OM No. CIL/C5A(PC)/Pay Revision 2017/2972 dated 08.08.2018 13 OM No. CIL/C5A(PC)/TA DA/283 dated 23.10.2019 14 OM No. CIL/C-5A(PC)/TA DA/366 dated 05.02.2020 15 Letter No. CIL/C5A(PC)/TA/797 dated 19.10.2021
Page | 686 CIL Equal Opportunity Policy 1.0. Title and Commencement This policy shall be called the ‘CIL Equal Opportunity Policy’[1]. It shall come into force with immediate effect. 2.0. Overview of the PolicyCIL recognizes the value of a diverse workforce. It is committed to provide equal opportunities in employment and creating an inclusive workplace and work culture in which all employees are treated with respect and dignity. CIL is also committed in eliminating all forms of unlawful discrimination and harassment of people with disabilities. The Company continuously strives to ensure that all our facilities, technologies, information and privileges are accessible to people with disabilities. CIL encourages candidates with different disabilities to apply against notified vacancies from time to time as per their eligibility and PwD category. Any information shared by employee on disability/ medical condition will remain confidential and will be used only for internal purposes. This Equal Opportunity Policy is in accordance with the provisions of The Rights of “People with Disabilities Act, 2016 (RPWD Act 2016) , hereinafter referred as the Act and ”“The Rights of People with Disabilities Rules, 2017”, hereinafter referred as the Rules. 3.0. Scope and Applicability The Policy covers all persons with disabilities. They could be job applicants, employees of CIL & its Subsidiaries, trainees and employees engaged by CIL on contract basis/ fixed term basis. It also covers those employees who acquire disability during their work tenure. This policy also applies to all aspects of employment, be it recruitment, training, working conditions, compensation, transfers, employee benefits and other service related matters. 4.0. Facilities and Amenitiesa) Physical Infrastructure CIL & its Subsidiaries aims to ensure that its physical infrastructure (buildings, furniture, facilities and services in the building/ campus and transportation) adheres to the accessibility standards as prescribed by the Government of India. Wherever 1 Communicated vide OM No. CIL/C5A(PC)/Equal Opportunity/83 dated 25.03.2019.
Page | 687 possible, any new facility that is built or renovated or leased or rented will be evaluated for compliance with accessibility standards as per requirement. Any employee facing accessibility issues should report to the Civil Department at their location or write to the Liaison Officer. b) Digital Infrastructure It is CIL & its Subsidiaries’ continuous endeavour that the Company’s documents, communication and information technology systems adhere to the accessibility standards as per requirement. Any employee facing accessibility challenges can reach out to the local System Department or write to Liaison Officer. 5.0. List of positions identifiedThe list of positions identified for Persons with disabilities in CIL will be as per the Ministry of Social Justice and Empowerment’s Gazette Notification No. 16-15/2010-DD III dated 29.07.2013. The Gazette Notification along with detailed list of identified Group A, B, C & D posts is available at egazette.nic.in and also accessible from the website of Office of the Chief Commissioner for Persons with Disabilities (http://www.ccdisabilities.nic.in/). 6.0. Manner and process of selection As per the guidelines issued by Govt. of India from time to time. 7.0. Post Recruitment & Pre- promotion Training Induction training programme for the persons with disabilities will be imparted together with the other employees as and when conducted. Job specific post-recruitment as well as pre-promotion training programmes whenever conducted in case of Non-Executive employees for selection to Executive cadre will be organized in an inclusive manner by the respective HRD Department of CIL & its Subsidiaries. Wherever possible, training contents will be finalized in consultation with the National Institutes under the Department of Disability Affairs, Ministry of Social Justice & Empowerment. Training programmes will also be conducted at the time of change in job, introduction of new technology, etc. The venue of the training may be fixed as considered suitable for conducting such training for people with disabilities. 8.0. Career growth CIL & its Subsidiaries will not deny promotion to any employee merely on the ground of disability. If an employee acquires a disability during his/ her service, he/ she will not be
Page | 688 dispensed with or reduced in rank/ grade. If such employee after acquiring disability is not suitable for the post he/ she was holding, will be shifted to some other post with the same pay scale and service benefits. If it is not possible to adjust the employee against any other post, he/ she will be kept on a supernumerary post until a suitable post is available or he/ she attains the age of superannuation, whichever is earlier. 9.0. Transfer & Posting Unless in sensitive posts and warranted by Vigilance to be transferred, the persons with disabilities will be exempted from the rotational transfer and be allowed to continue in the same job, where they would have achieved the desired performance. Further, preference in place of posting at the time of transfer/ promotion will be given to the persons with disability subject to the administrative constraints. 10.0. Provision for Special Casual LeaveIt will be governed for employees with disabilities in CIL & its Subsidiaries as per the provisions of the RPWD Act 2016 and DPE guidelines issued in this regard from time to time. 11.0. Preference in allotment of residential accommodationTo the extent possible, CIL & its Subsidiaries will give preference to the persons with disabilities for providing them accessible accommodation along with disable friendly toilets/ bathrooms preferably at ground floor near their place of posting. 12.0. Providing Aids/ Assistive devices As far as feasible, CIL & its Subsidiaries will assist the persons with disabilities by providing them assistive devices (including low vision aids, hearing aids with battery), special furniture, wheel chairs (motorized if required by the employee), computer and other hardware, etc. for use in connection with the work assigned and use in Office premises in accordance with their requirements, which would improve their efficiency. CIL will try to provide such devices in consultation with various National Institutes working in the sphere of disability. 13.0. Accessibility and barrier free environment at Work place CIL & its Subsidiaries will take steps to provide barrier free and accessible work stations to disabled employees, access from main building entrance to their concerned departments and access to common utility areas such as Toilets, canteens etc. in addition to providing disable friendly toilets. Lifts/ elevators will be made accessible by providing Braille signage and audio outputs. Wherever required, suitable colour contrast will also be made available in buildings, utilities, staircases, etc. for the benefit of low vision employees.
Page | 689 14.0. Liaison OfficerThe Liaison Officer appointed by CIL & its Subsidiaries to look after reservation matters for SCs, STs will also act as the Liaison Officer for reservation matters relating to persons with disabilities. The Company will make arrangements for training the Liaison Officer on “Disability Equality and Etiquettes” in consultation with the Office of the Chief Commissioner for Persons with Disabilities. The Liaison Officer would also look after the issues relating to providing of amenities for the persons with disabilities, reservation matters relating to the recruitment of persons with disabilities and also maintains records and submit returns as per the Act read with the Rules. 15.0. Grievance Redressal OfficerCIL & its Subsidiaries will appoint a senior Officer as a Grievance Redressal Officer for looking after the grievances of people with disabilities. The appointment of the Grievance Redressal Officer will have to be communicated to the Chief Commissioner for Persons with Disabilities as per the provisions of the Act. Any person aggrieved has the right to file a complaint concerning any discrimination with the Grievance Redressal Officer. Any policy violation i.e. when any person with disability is discriminated against or not provided reasonable accommodation or denied access to any Company facility will be regarded as a grievance. The Grievance Redressal Officer so appointed would receive and try to redress the grievances of persons with disabilities within a reasonable time frame. However, every complaint will have to be enquired within two weeks of its registration. The Grievance Redressal Officer will maintain a register of complaints in the manner as prescribed under the Rules. 16.0. Responsibilitya. Every employee of CIL & its Subsidiaries is responsible for giving effect to this Policy. b. In association with Liaison Officer, IR Department and Civil Department of CIL & its Subsidiaries will have the functional responsibility of assuring compliance with Company Policy, developing action plans, coordinating and monitoring with all relevant programmes, in reporting findings and progress of the implementation of the Policy, etc. c. Any employee who violates this Policy, or in any manner discriminates with any person with disability or renders any harassment to such person will be considered as a misconduct and shall be dealt as per the CDA Rules/ Standing Orders of CIL & its Subsidiaries, as the case may be.
Page | 690 17.0. Interpretation The power to interpret the Policy is reserved with the Director (P&IR), CIL and his interpretation will be final. 18.0. Savings Chairman, CIL reserves the right to relax, alter, amend or withdraw partly or fully any of the provisions of this policy as and when needed.
Page | 691 References 1 OO No. CIL/C5A(PC)/Equal Opportunity/83 dated 25.03.2019.
P a g e | 692CIL Talent Management Policy1.1. Title and Commencement This policy will be called the ‘CIL Talent Management Policy ’[1]. This policy will come into effect with immediate effect. 1.2.Scope and Applicability Talent Management plan will be done for all critical positions in the company, identified from time to time. It is a grooming intervention and not linked to Promotion Policy. 1.3. Talent Management Philosophy CIL will develop talent management plans for all critical positions within the organization to ensure that the positions that are critical to the core activities of a function are occupied by Executives ready for it and thereby a leadership pipeline is created through accelerated development process. 1.4. Key Objectives The following are the specific objectives of the talent management: a)To identify a pool of high performing and high potential Executives and to groom them for occupying critical positions. b)To ensure that an Executive is ready to assume the responsibilities of the next higher level critical role. c)To groom the next set of leaders occupying critical positions, especially given the significant number of retirements slated in the immediate future, through a process of accelerated development interventions. d)To put in place a systematic development plan to provide comprehensive leadership development opportunities to Executives. e)To put in place a continuous monitoring and development tracking mechanisms to realize time bound results. f)To develop a leadership pipeline for all levels across the organization. 1.5. Critical Positions ‘Critical positions are those positions which are: ’1 Approved by CIL Board in principle in its 347 meeting held on 25.09.2017 and communicated vide OM thNo. CIL/C5A(PC)/Talent Mgmt/399 dated 20.03.2020 along with Operational guidelines.
P a g e | 693a)leadership roles critical for the operations of a department/ unit/ team etc. b)have a direct impact on the top and bottom line. c)are of strategic value to the organization and core to the function. 1.6. Creation of success profilesThe success profiles of the identified critical positions would include: a)A list of business/ functional responsibilities, typically the KRAs, key success factors and KPIs of the role. b)A dictionary of behaviours that the incumbent is supposed to display in that position.1.7. Talent Management process Planning would be done and coordinated by the HR team at the subsidiary/ CIL corporate office through different Talent Management Committees and will involve: 1.7.1. Identification of Critical Positions/ Roles The critical positions/ roles in the organization have been identified through value chain analysis and based on the criticality of the roles/ positions to the core functions. A list of critical positions and their success profile are provided in Annexure I. The company would review the list from time to time for addition/ deletion depending on the business imperatives. 1.7.2. Creation of Talent Pool A talent pool will be identified for the critical positions as follows: a)All Executives upto the promotion of E5 level shall be given equal opportunity for grooming initiatives under this Scheme as a talent pool. b)A pool of high performing and high potential Executives from among E5 & above will be selected from all disciplines for accelerated grooming as defined in para (c) below. c)The selection of Executives of E5 & above grade would be done, by applying the following norms, from among Executives who acquired a minimum average of 75% marks in the preceding 4 years PMS rating with at least two ’‘Outstanding ratings. ’
P a g e | 694Candidate assessment criteria for Talent ManagementElements of assessmentE5 & E6E7 & E8PMS rating for 4 years 40 40 Field Experience20 15 Corporate Experience NA 5 Additional qualification (Post appointment)5 5 Potential assessment25 30 Trainings undergone in the preceding 4 years10 5 Total100100i. PMS rating: While computing the PMS rating, an aggregate of last 4 years PRIDE/ PAR rating would be considered. Example If the ratings for the last 4 years are 4.6, 4.5, 3.8, 3.6 The aggregate score = 4.6 + 4.5 + 3.8 + 3.6 = 16.5 out of 20 Percentage = (16.5/20) * 100 = 82.5 % PMS rating score out of 40 = 82.5 % of 40 = 33.0ii. Field/ Corporate Experience: For computing field/ corporate experience, 1 mark will be awarded for every completed six months of service in the field/ corporate HQs. In any case the marks awarded on this account will not exceed maximum marks as per the table above. Any lesser period is to be ignored.The Corporate Experience means working experience of an Executive in ‘’Corporate Hd. Qtrs. of CIL and/or Subsidiaries or other establishments directly attached to such Hd. Qtrs. as defined by the Subsidiaries. ‘Field experience’ means working experience in Field other than the Corporate offices as defined above.iii.Additional Qualification is a recognized qualification (degree/ diploma or short term courses of duration not less than three months) acquired by an
P a g e | 695Executive, post appointment, either in his own field or cross functional qualification. They can be acquired from any registered body, either through full time, part time, correspondence, virtual classes etc. A degree will carry full marks, a diploma course 4 marks and a short term course 3 marks.iv. Potential Assessment: Potential Assessment shall be done through 360 degree method internally and through Assessment Development Centers through external agency/ resource persons once in four years. 40% weightage will be given for internal score and 60% weightage for the external score. The aggregate score shall be valid for 4 years. Till the time potential assessment is done through an external agency, the talent management may be conducted on the basis of the internal assessment. The Competency framework for potential assessment is provided at Annexure II.v. Trainings undergone in the preceding 4 years: An Executive is expected to complete 90 training hours in a training cycle of 4 years. The score on training undergone in a training cycle would be as below:Training hours Score % 90 hours100 75 to 89 hours80 50 to 74 hours50 25 to 49 hours30 Less than 25 hours20 1.8. Development interventions The Executives selected for the talent pool will be put through rigorous development process for accelerating their learning. Some of the development interventions are as below: a) Training The Executives in the talent pool would be subjected to accelerated development program under the 4 tier learning and development as defined in CIL Leadership Competencies and CIL Strategic Capabilities as provided in Annexure III. b) Junior Boards They would be given wider exposure on the functioning of higher roles through the development intervention described under the head Junior “Boards as provided in ”Annexure IV.
P a g e | 696c) Cross-Functional Exposure Opportunities for cross-functional experience would be provided to the selected pool by deploying them in cross functional areas for a duration up to 1 year. Applications may be invited from the pool for deployment in cross functional areas such as HR, Finance, Material Management, Community Development/ CSR, Environment & Forest, Marketing & Sales and Public Relations, Project Planning Dept., IED, IICM, Contract Management Cell, Corporate Planning cell, etc. Such deployment will be preceded by a class room training of appropriate duration. d) Individual Development Plan Individual Development Plan (IDP) would be created for all the selected pool of Executives. An IDP would contain the Key Success Factors; KRAs; Competencies; Areas of strength, Improvement areas and Areas of weakness (as identified through Assessment/ Development centre); Training plan etc. e) Exposure to Innovative Projects They would be assigned or allowed to undertake projects in the new initiatives in the company, case development, R&D projects etc. f) Mentoring Where ever needed, they would be allowed to have a Mentor in the organization under the Mentoring scheme of the company. 1.9. Selection of Candidates for Critical Roles For critical positions, selection of candidates will be done through Talent Management Committees as below: Sl. No Grade Chairman of Committee Members Level 1 For E8 [2](Subsidiary) Subsidiary or CMD of Director nominated by him a) One Independent Director of Subsidiary Board. b) Concerned Functional Director of Subsidiary. c) External Expert Subsidiary level 2 For E8 (CIL Concerned Hq) [2]Functional Director a) One Independent Director of CIL Board. b) Two Functional Directors c) External Expert CIL level 2 Amended due to CIL OM No. CIL/C5A(PC)/ED Post/441 dated 25.06.2020.
P a g e | 6973 For E5-E7 (Subsidiary) Functional Concerned Director a) Two Functional Directors of Subsidiary Subsidiary of other disciplines b) External Expert level 4 For E5-E7 (CIL (Hq) Concerned Functional Director a) Two Functional Directors of Subsidiary of other disciplines b) External Expert CIL level All the nominations of members to the Committees are to be made by the Chairman, CIL in case of CIL (Hq) and in case of Subsidiaries by CMD, Subsidiary. Assessment of Executives for critical positions shall be done objectively by the Talent Management Committee on the basis of parameters such as PMS, Technical Competencies, Managerial Competencies, and Behavioural Competencies using internal and external resource persons through interviews. 1.10. Talent Management plan and its validity period A Talent Management plan for a critical role would consist of a pool of Executives selected and proposed development plan for each or group of candidates. This plan will remain valid for a period of 4 years. 1.11. Interpretation Interpretation of the provisions of this policy will be reserved with the Chairman, CIL and he is empowered to make minor modifications in the policy for operational requirements. 1.12. Savings CIL reserves the right to relax, alter, amend or withdraw partly or fully any of the provisions of this policy at its discretion without assigning any reasons thereof.
P a g e | 698Annexure I (Clause 1.7.1)Leadership levels in CIL and their success profile Critical rolesKey success profileKey result areaKey success factorsShift In-charges/ unit functional heads/ Area level functional associates/ corporate functional associates etc. (Generally executives in E1 to E 4 level)a) Enhance production b) Improving machine availability/ productivity c) Improving Power factor d) Improving yield e) Reduction in accident rate f) Improving Ventilation coefficient g) Improving manpower productivity h) Executing new initiatives i)Quality improvementj)Enhance out putk) Improve systema) Technical and professional skills b) Result orientation c) Planning and organizing ability d) Execution excellence e) Ability to set clear standards of performance f) Understanding of cost/ revenue impact of decisions g) Ability to collaborate with othersColliery managers/ Sub area level functional heads (Generally executives in E5 to E 7 level)a) Profit/ loss variance b) Coal production c) Man productivity d) Cost per tonne e) Cycle time reduction f) Manpower availability on job g) Skill development h) Mine environment management i)Machine availability j) Safety improvementa) Ability to make others productive b) Ability to motivate c) Project management skills d) Ability to drive results e) Ability to anticipate and avoid problems/risk f) Ability to implement changes g) Demonstrate execution excellence
P a g e | 699Project officers/ Area level functional heads (Generally Executives in E7/ E8 level)a) FSA compliance level b) Production/ Off take c) Customer grievance handling d) General & administrative/ overhead expenses e) Project expansion/ commissioning f) Industrial relations Initiatives g) Material availability h) Up-skilling & engaging i)Land acquisition/R & R j) Environment/ forest clearancesa) Ability to set own team goals and metrics b) Financially intelligent c) Ability to bring improvements to processes, operations, systems etc. d) Ability to demonstrate Execution excellence e) Ability to contribute to the business planning process f) Ability to develop high performing teams g) Ability to retain and develop talentSubsidiary level functional heads/ CIL level functional heads (Generally Executives in E8 level)a) Contract award for OB removal, Coal and mine development, Transportation etc. b) Infrastructure development c) Forest/ environment clearances d) Strategic Planning e) Risk management plan monitoring f) Budget utilization g) Resource acquisition h) Land acquisition/ R& R i)Automation of processes/ service deliveriesa) Ability to create business aligned functional strategies b) Ability to work collaboratively with line managers c) Ability to develop organizational capabilities d) Promoting innovative practices e) Ability to build leadership pipeline and succession f) Ability to foster creativity and change g) Financial intelligence
P a g e | 700Area general managers/ Executive Directors/ Heads of washeries, central workshops/ GM, NEC/ GM, DCC/ Regional Directors of RIs (Generally Executives in E8 / E9)[2]a) Coal production b) Off take c) Value added per employee d) CSR expenditure e) Profit/ loss variance f) Capital investment g) E-auction of coal h) Infrastructure development i) Operating profit margin j) System improvement/ automation k) Strategic Planning a) Proficient at developing strategic business planning (3-5 years) b) Cross functional thinking c) Ability to make hard decisions d) Ability to anticipate problems and avoid risk e) Ability to think in terms of profitability and sustainability f) Business intelligence g) Risk management ability
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