(Mukul) SUMMER TRAINING PROJECT REPORT Iocl

SUMMER TRAINING PROJECT REPORT
on
‘’ EMPLOYEES WELFARE ”
Submitted for the partial fulfillment towards the award of the

degree in
Master of Business Administration
of
Dr. A.P.J. Abdul Kalam Technical University, Lucknow
By
MUKUL AGRAWAL
Roll Number: 1806570019
Session – 2019-20
At
Indian Oil Corporation Ltd.

Near Mathura Refinery Baad,Mathura-281005
PREFACE
As a part of the partial fulfillment of the MBA programme at B.S.A. College of
Engineering & Technology, Mathura, Summer Training done with the
Indian Oil Corporation Ltd. , Near Mathura Refinery , Baad ,Mathura.
In its broadest sense project report is necessary to make the students of
business school familiar with the industrial environment prevailing in the world.
To be competitive and work aggressive, students need to know the policies,
procedures and the trends going on in the present industrial world.

ACKNOWLEDGEMENT
At the onset I must bow down in reverence to the almighty that blessed us with
the understanding & prevalence that is needed in this kind of project report.
With great pleasure I express my heartiest thanks to MR. Naba Jyoti Das
DGM (HR) , for giving me an opportunity to work under their guidance in their
esteem organization and providing me necessary resources for my project. It
makes and feels me proud to be a part of IOCL , Mathura.
I also have the honor of drawing invaluable support of Mr. R.K. Pathak.
Senior Manager (A&W), without whose unrelated support and guidance, this
project would just not have been possible. He/She provided me all necessary
information regarding my project.
I would like to express my extreme gratitude to Mr. Gajendra Garg [HOD, MBA
Deptt.] and Mr. Gaurav Agrawal [Lecturer – MBA Department], for their
inspiring and supporting guidance during the course of this project. No words of
appreciation are good enough for the constant encouragement, which I have
received from them.
I would like to thank all the staff and the members of IOCL , Mathura.
At last I would like to extend my sincere thanks to all the respondents to whom I
visited for giving their support and valuable information, which helps me in
completing my project work.
Mukul Agrawal
MBA II Yr – III Sem
Roll No. 1806570019
TABLE OF CONTENTS
Preface…………………………………………………………………………... i
Acknowledgement……………………………………………………………… ii
Certificate from the Organization……………………………………………... iii
Certificate from the Institute…………………………………………………… iv
1.0 About the Company………………………….………………………...….. . 00

1.1 Mission and Vision of IOCL…………………………………………….. 00
1.2 Objectives of IOCL………………………………………………………. 00
1.3 Financial highlights of IOCL……………………………………………. 00
1.4 Introduction to Mathura Refinery………………………………………. 00
2.0 Introduction to Employees Welfare……………………………………….. 00

2.1 Features…………………………………………………………………. 00
2.2 Benefits/Objectives…………………………………………………….. 00
2.3 Types Of Welfare Schemes………………………………………….... 00
2.4 Welfare facilities in iocl Mathura………………………………………. 00
3.0 Need of the study………………………..……………………………..….. 00
4.0 Research Design…………………………………………………………… 00

4.1 Methodology Adopted………………………………………………….. 00
4.2 Objectives of the Study………………………………………………… 00
4.3 Tools & Techniques Used…………………………………………….. . 00
4.4 Geographical area covered………….……………………………….. . 00
5.0 Data Analysis & Interpretation…………………………………………….. 00

5.1 Graphical Presentation of Data……………………………………..… 00
5.0 Findings………………………………………………………………..…… 00
6.0 Conclusion……………………………………………………….………… 00
7.0 Recommendations & Suggestions…………………….………………… 00
Bibliography ……………………………………………………………………. 00
Appendix [Questionnaire] …………………………………………………….. 00
LIST OF TABLES
S. TABLE PAGE
REFERENCE DETAILS
No. No. No.
1 1.1 60 QUALITY OF FOOD
2 1.2 61 DRINKING WATER FACILITY
3 1.3 61 CATERING SERVICES
AVAILABILITY OF SPECIALISTS
4 1.4 62
5 1.5 63 NO. OF QUALIFIED DOCTORS
6 1.6 63 AVAILABILITY OF MEDICINES
7 1.7 64 OPD
8 1.8 65 MAINTAINANCE OF QUATERS
9 1.9 65 RATE OF ELECTRICITY AND WATER
10 1.10 66 ELIGIBILITY ALLOTMENT OF QUARTERS
11 1.11 67 RECREATION FACILITY
12 1.12 67 CULTURAL PROGRAMMES
LIST OF CHARTS
S. CHART PAGE
REFERENCE DETAILS
No. No. No.
1 1.1 60 QUALITY OF FOOD
2 1.2 61 DRINKING WATER FACILITY
3 1.3 62 CATERING SERVICES
4 1.4 62
5 1.5 63 NO. OF QUALIFIED DOCTORS
6 1.6 64 AVAILABILITY OF MEDICINES
7 1.7 64 OPD
8 1.8 65 MAINTAINANCE OF QUATERS
9 1.9 66 RATE OF ELECTRICITY AND WATER
10 1.10 66 ELIGIBILITY ALLOTMENT OF QUARTERS
11 1.11 67 RECREATION FACILITY
INDIAN OIL CORPORATION LIMITED
1.0 ABOUT THE COMPANY
INDIAN OIL CORPORATION LTD (MATHURA)
The Mathura Refinery, owned by Indian Oil Corporation, is the sixth refinery of
IndianOil located in Mathura, Uttar Pradesh.
The refinery processes low sulphur crude from Bombay High, imported low sulphur
crude from Nigeria, and high sulphur crude from the Middle East.
The refinery, which cost Rs.253.92 crores to build, was commissioned on 19th
January. Construction began on the refinery in October 1972. The foundation stone was
laid by Indira Gandhi, the former prime minister of India. The FCCU and Sulphur
Recovery Units were commissioned in January, 1983.
The refinery was commissioned with a refining capacity of 6.0 MMTPA and the
refining capacity of this refinery was expanded to 7.5 MMTPA in 1989 by
debottlenecking and revamping. A DHDS Unit was commissioned in 1989 for
production of HSD with low sulphur content of 0.25% wt. (max.). The present refining
capacity of this refinery is 8.00 MMTPA.
1.1 MISSION OF IOCL
 To achieve international standards of excellence in all aspects of energy
and diversified business with focus on customer delight through cost
reduction.
 To maximize creation of wealth, value and satisfaction for the stakeholders.
 To attain leadership in developing, adopting and assimilating state-of-the-
art technology for competitive advantage.
 To provide technology and services through sustained Research &
Development.
 To foster a culture of participation and innovation for employee growth and
contribution.
 To cultivate high standards of business ethics and Total Quality
Management for a strong corporate identity and brand equity.
 To help enrich the quality of life of the community and preserve ecological
balance and heritage through a strong environment conscience.
VISION OF IOCL
 Value exist in all organizations and are an integral part of any it. Indian Oil
nurtures a set of core values:
 CARE
 INNOVATION
 PASSION
 TRUST
1.2 OBJECTIVES OF INDIAN OIL
 IOCL has defined objectives for succeeding in its mission.

These objectives are:
 To serve the national interests in oil and related sectors in
accordance and consistent with Government policies.
 To ensure maintenance of continuous and smooth supplies of
petroleum products by way of crude oil refining, transportation
and marketing activities and to provide appropriate assistance to
consumers to conserve and use petroleum products efficiently.
 To enhance the country’s self-sufficiency in crude oil refining
and build expertise in laying of crude oil and petroleum product
pipelines.
 To further enhance marketing infrastructure and reseller network
for providing assured service to customers throughout the
country.
 To create a strong research & development base in refinery
processes, product formulation, pipelines, transportation and
alternative fuels with a view to minimizing/eliminating imports
and to have next generation products.
 To optimize utilization of refining capacity and maximize distillate
yield and gross refining margin.
 To maximize utilization of the existing facilities for improving
efficiency and increasing productivity.
 To minimize fuel consumption and hydrocarbon loss in refineries
and stock loss in marketing operations to effect energy
conservation.
 To earn a reasonable rate of return on investment.
 FINANCIAL HIGHLIGHTS OF IOCL:-
 First Indian Company to cross Turnover of Rs. 2,00,000 Crore.
 Highest ever profit of Rs. 7499 Crore
 Profit includes Rs. 3225 Crore from sale of ONGC/GAIL shares.
 Completion of projects over Rs. 9000 crore
 Government of India Oil Bonds of Face Value of Rs. 6503 Crore
(include of IBP Rs. 519 crore) were disposed off during the year.
 Financial of HBP has been merged with IOCL during the year.
 Holding of erstwhile IBP Co. Ltd. is to be vested in the Trust
and diminution in value of Rs. 1319 crore has been provided.
1.3 FINANCIAL HIGHLIGHTS
OF IOCL:-
 First Indian Company to cross Turnover of Rs. 2,00,000 Crore.
 Highest ever profit of Rs. 7499 Crore
 Profit includes Rs. 3225 Crore from sale of ONGC/GAIL shares.
 Completion of projects over Rs. 9000 crore.
 Government of India Oil Bonds of Face Value of Rs. 6503 Crore

(include of IBP Rs. 519 crore) were disposed off during the year.
 Financial of HBP has been merged with IOCL during the year.
 Holding of erstwhile IBP Co. Ltd. is to be vested in the Trust and

diminution in value of Rs. 1319 crore has been provided.
1.4 INTRODUCTION TO
MATHURA REFINERY
Mathura Refinery, the sixth refinery of IndianOil was commissioned in
1982 with a capacity of 6.0 MMTPA to meet the demand of petroleum
products in north western region of the country, which includes
National Capital Region. Refinery is located along the Delhi-Agra
National Highway about 154 KM away from Delhi. The major
secondary processing units provided were Fluidised Catalytic Cracking
Unit (FCCU), Vis-breaker Unit (VBU) and Bitumen Blowing Unit (BBU).
The original technology for these units was sourced from erstwhile
USSR, UOP etc. Soaker drum technology of EIL was implemented in
VBU in the year 1993. For production of unleaded Gasoline,
Continuous Catalytic Reforming Unit (CCRU) was commissioned in
1998 with technology from Axens, France. A Diesel Hydro
Desulphurisation Unit (DHDS) licensed from Axens, France was
commissioned in 1999 for production of HSD with low Sulphur
content of 0.25% wt (max). With the commissioning of Once Through
Hydrocracker Unit (licensed from Chevron, USA) in July 2000, capacity
of Mathura Refinery was increased to 8.0 MMTPA.
Diesel Hydro-treating unit (DHDT) & MS Quality Up-gradation Unit

(MSQU) was installed with world class technology from Axens and
UOP respectively in 2005 for production of Euro-III grade HSD & MS
w.e.f. 1st April 2005 as per Auto Fuel Policy of Govt. of India. Project
for FCC Gasoline Desulphurization (FCCGDS) and Selective
Hydrogenation Unit (SHU), the Prime-G technology of Axens, France
was commissioned in February 2010 and supply of Euro-IV grade MS
and HSD started on continuous basis from February 2010.
Mathura Refinery is having its own captive power plant, which was
augmented with the commissioning of three Gas Turbines (GT) and
Heat Recovery Steam Generator (HRSG) in phases from 1997 to 2005
using Natural Gas (NG) as fuel to take care of environment.
For upgrading environmental standards, old Sulphur Recovery Units

(SRU) were replaced with new Sulphur Recovery Units with 99.9 %
recovery in the year 1999. Additional Sulphur Recovery Unit is under
implementation as a hot standby. Mathura Refinery had also set up
four nos. of continuous Ambient Air Monitoring Stations far beyond
the working area before commissioning of the Refinery in 1982 as a
mark of its concern towards the environment and archaeological sites.
Its close proximity to the magnificent wonder Taj Mahal adds extra
responsibility towards maintaining a cleaner environment.
Mathura Refinery has planted 1, 67,000 trees in surrounding areas

including refinery & township and 1, 15,000 trees in Agra region
around Taj Mahal. The Ecological Park which is spread across 4.45
acres, is a thriving green oasis in the heart of sprawling Refinery.
At Mathura Refinery, technology & ecology go hand in hand with

continuous endeavour for Product Quality up-gradation, Energy
Conservation and Environment Protection. Mathura Refinery is the
first in Asia and third in the world to receive the coveted ISO-14001
certification for Environment Management System in 1996. It is also
the first in the World to get OHSMS certification for Safety
Management in 1998 and 50001 certification for Environment
Management System in 2018.
With the incoming of modern technologies, Mathura Refinery

witnessed progression in its production capacity and keeping pace
with the new Government policies of clean fuels, it became the pioneer
in production and supply of Bharat Standard VI MS and HSD to Delhi/
NCR. Although, the refinery had produced BS VI fuel in 2016 and given
some barrels to Honda and Mahindra- the auto giants for their engine
testing purposes, the full fledged supply of these clean fuels started
from January 2018.
Mathura Refinery has followed the vision of Prime Minister Narendra

Modi towards "Make in India" and has commissioned a new Unit
OCTAMAX, the breakthrough technology developed by IOC's R&D
Centre that converts C-4 streams from Catalytic Cracker unit to high-
octane gasoline (petrol) blending stream, thereby enabling compliance
with stringent fuel quality norms.
Other future endeavours that underline the Refinery's commitment

towards the environment include conservation of Yamuna river
ecology. As part of this, Mathura Refinery recently entered into an
agreement with the National Mission for Clean Ganga for using treated
effluent (20 MLD) from a proposed Sewage Treatment Plant in
Mathura - Vrindavan area, instead of fresh river water, for refinery
operations in the next two years. Thus, from 2020-21, Mathura
Refinery will stop drawing fresh water for industrial use from raw
water sources and will instead use treated sewage water.
PRODUCTS MANUFACTURED BY
MATHURA REFINERY
 Liquefied Petroleum Gas
 Propylene
 Naphtha
 Motor Sprit
 Aviation Turbine Fuel
 Superior Kerosene
 High Speed Diesel
 Light Diesel Oil
 Heavy Petroleum Stock
 Bitumen
 Sulphur
 Fuel gas
 Furnance oil
 Residual Furnance oil
 Heavy petroleum stock
STRUCTURE OF MATHURA
REFINERY
Broadly Mathura Refinery apart from its Headquarter

governed by following departments namely:
 Personnel and Administrative Department

 Training Department
 Management Services Department
 Vigilance Department
 Finance Department
 Internal Audit Department
 Medical Department
 Production Department
 Fire and Safety Department
 Power and Utilities Department
 Maintenance Department
 Process Project Department
 Technical service Department
INTRODUCTION
 HUMAN RESOURCE DEVELOPMENT
A QUALITATIVE APPROACH
 A new wind is blowing through management literature nowadays

which fast driving out the traditional term personnel
management and subsituting a new term human resource
development. This new term seems to emphasize two things,
one, the human beings are the most important resource of an
organization. They are unlikely other resources in that ther have
the unlimited potential for investment.
 Since the early 1970’s when the concept of HRD first began to
be recognized by some organization in India, a large number of
organizations in the country have began to display an interest in
HRD. While many organizations appear to have simply
relabeled their personal departments to keep up the fashions of
the times, there are some which seem to have done
considerable work in setting up HRD Systems. On the basis of
some studies done on this subject it can be inferred that the
main factors behing the setting up of a separate HRD function in
any organization are the philosophy of its top management and
the nature of business.
2.0 EMPLOYEE WELFARE
Acc. To Factories Act 1948, in chapter v from section 42 to

49, folllowing welfare facilities are provided to employess.
They are:-
Canteen, sheletr and rest room, washing facilities, ambulance,
first aid, lunch room, leaves, ect.
EMPLOYEE WELFARE:
After employees have been hired, trained or remunerated,
they need to be retained & maintained to serve the
organization better. Welfare facilities are designed to take
care of the well being of the employees.
MEANING AND DEFINITION:
Labour Welfare means anything done for control &

improvement (intellectual or social) of the employees over &
above the wages paid which is not a necessity of the industry.
ACC. To Oxford Dictionary:

Emplyee Welfare/Labour Welfare means the efforts to make a
life worth living for a workmen.
However The IOCL at its Asian Regional Conference

defined Employee Welfare as:- A term which is understood,
to include such services and facilities as may be established
in or in the undertaking condensate to high morale.
2.1 FEATURES OF
EMPLOYEE
WELFARE:
 Labor welfare includes various facilities, services and
amenities provided to workers for improving their health,
efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other
economic benefits available to workers due to legal provisions
and collective bargaining
 Labor welfare schemes are flexible and ever-changing. New
welfare measures are added to the existing ones from time to
time.
 Welfare measures may be introduced by the employers,

government, employees or by any social or charitable agency.
 The purpose of labor welfare is to bring about the

development of the whole personality of the workers to make
a better workforce.
 Improvement in material, intellectual and cultural conditions of

life protects the workers from social evils like drinking,
gambling, prostitution etc.
2.2 BENEFITS/OBJECTIVES
OF EMPLOYEES WELFARE
 It helps to improve recruitment. As the job becomes more

attractive, more efficient employees can recruited.
 It improves the morale and loyalty of worjers by making them

happy and satisfied.
 It reduces labour turnover and absenteeism, thereby building

a stable workforce.
 Welfare measures helps to improve the goodwill & public

image of the enterprise.
 Voluntary efforts for the welfare of workers reduce the threat

of further govt. intervention.
 Improvement in material, intellectual & cultural conditions of

life protects the workers from social evils like drinking,
gamblins, etc.
2.3 TYPES OF WELFARE
SCHEMES:
It may be classified into 2 broad categories:
1. Statutory-welfare schemes: The services are provided

within the establishment.
 Drinking Water
 Facilities for sitting
 First Aid appliances
 Latrines and Urinals
 Canteen facilities
 Spittoons
 Lighting
 Washing Places
 Changing Rooms
 Rest Rooms
2. Non-Statutory-welfare schemes: These services are

provided outside the establishment.
 Housing accomodation
 Transport
 Maternity benefits
 Children’s education
 Family planning & child welfare
 Holiday homes
 Leave travel facilities
 Interest free loans etc.
2.4 WELFARE FACILITIES IN
IOCL, MATHURA
IOCL carried out many welfare facilities for the betterment of the
employees and for Community Development. IOCL continued to
follow & upgrade its efforts at promoting welfare of employees.
In the directors various welfare activities are done with addition
to basic pay.
I have enlisted all the welfare activities of Mathura Refinery as

follows:
1) Residential Accommodation
2) Health & Medical care
3) Canteen
4) Education Facilities to Employees Children
5) Transport Facility
6) Loans & Advances
7) L.T.C. Facility
8) Provision of Furniture/ Household items
(Furniture hire & loan schemes)
9) Financial Assistance to Clubs
(Staff Institutes/ employees club & Officers Club)
10) Awards (for employees & their children as meritorious

students)
11) Uniform Policy
12) Leaves
13) Facilities to CISF, MR Unit.
14) Insurance Schemes, Gratuity, Provident Fund & other
Benefits
Some other welfare activities are:

Hobby classes
Job Performance
IOC Culture
Monthly remuneration
Latest Technology
1. RESIDENTAL ACCOMMODATION
Township is maintained in Mathura Refinery. In general it is maintained in all

refineries. Employees/Officers are allotted quarters on the basis of their grades for
which house rent recovery is made which is very nominal (5% of their basic pay),
free electricity & water sully is also provided by corporation to its employees in
township.
I.O.C.LTD RESIDENTIAL ACCOMMODATION
Company constructed own accommodation near by the refineries installation and

allotted the accommodation to the employees working in the refinery as per their
entitlement.
QUARTER’S ALLOTMENT
The employee shall be entitled to the allotment of accommodation according to

the classification and type of quarter shown, depending mainly upon the priority
date and pay groups.
FOR REFINERY TOWNSHIP
The priority date for the purpose of allotment of quarters in the marketing,
refineries & pipelines will be considered separately in respect of the quarters so
earmarked.
GRADE: A----I
GRADE TYPE
A C/IV
B C/IV
C D/V
D D/V
E D/V
F D/V
G D/V
H D/V
I D/V
GRADE: I----VIII
GRADE TYPE
I A/I & II
II A/ I & II
III A/ I & II
IV A/ I & II
V A/ I & II
VI B/ III
VII B/ III
VIII B/ III
IF EMPLOYEES FAILS TO ACCEPT ALLOTMENT

If any employee fails to accept the allotment of the quarter within 3 days from the
date of receipt of the allotment order or fails to take possession of that quarter
within 7 days of the date of the allotment. He shall not be eligible for another
allotment until the last person on the waiting list on that date has been allotted a
quarter.
OTHER CHARGES AND COMPENSATION

The rent compenation the employee shall be required to pay electricity, water and
service charges as may fixed by the corporation from time to time for various units of
the corporation. The liability for rent shall commence from the date of occupation or
the eighth day from the date of allotment whichever is earlier.
2. HEALTH & MEDICAL CARE

This corporation maintained its hospital in township attached to Mathura Refinery,
which is having all the facilities in it. Employees along with their eligible dependence
with them in township are entitled to get the medical attendance from the corporation’s
hospital.
FOR COMMUNITY’S WELFARE

 Family Welfare campus through Mathura Refinery hospital &
District hospital at Swarn Jayanti Hospital.
 Sponsoring Campus for physically Disabled people in the District.
a. KALYAMAN KAROTI
b. VIKLANG SAHARAK SANSTHAN
In all these three hospitals, artificial limps, shoes, crutches, wheel chairs, etc are given.
 Eye Camps
 First Examining & then Wind up of those who have to be
operated.
On last day they are provided by a kit and and those who are in need they are provided
with spectacles.
FOR EMPLOYEES OF MATHURA REFINERY:-

A patient may be referred to an outside hospital, in any of the Metropolitan City, by the
C.M.O. only in case where treatment cannot be done in MR hospital.
These are as follows:-
(I) LIST OF NOMINATED HOSPITALS
MATHURA:-
1. Methodist Hospital, Mathura
2. Nayati Hospital, Mathura
AGRA:
1. Asopa’s Hospital, Agra
2. G.G. Hospital, Agra
DELHI:
1. All India Institute of Medical Sciences
2. Anand Hospital
3. Kalara Hospital
4. Shanti Mukund Hospital
5. Sant Paramanand Hospital
6. Dharamshila Cancer Hospital and Research Centre
7. Indo-Italian Spinal Injury Centre
8. St. Stephen’s Hospital
9. Holy Family Hospital
10. Sunderlal Jain Charitable Hospital
11. Mata Channan Devi Hospital
12. Jaipur Golden Hospital
13. Mahendra Hospital
14. Kailash Medical and Research Hospital
15. Metro Hospital & Heart Institute
16. Dr. B.L. Kapur Memorial Hospital.
MUMBAI:
1. Dr. Balabhai Nanavati Hospital.
2. Bombay Hospital & Medical Research Centre
3. Jaslok Hospital & Research Centre
4. Tata Memorial Hospital
5. Bhatiya Arogya Nidhi
6. P.D. Hinduja National Hospital & Medical Research Centre
CHENNAI:
1. Vijaya Hospital
2. National Hospital
3. Devaki Hospital
4. G.G. Hospital
5. Apollo Hospital Enterprise Ltd.
6. CSI Rainy Hospital
7. St. Isabella Hospital
8. Tamil Nadu Hospital
KOLKATA:
1. Calcutta Medical Research Institute
2. Ramakrihna Mission Seva Pratithan
3. Woodland Nursing Home
4. Seba Nursing Home
5. Kothari Medical Centre
6. Behala Balanand Brahmachari Hospital
7. Thakurpukur Cancer Research Centre
8. Assembly of God Church Hospital & Research Centre
II. ROOM-BED ENTITLEMENTS FOR
HOSPITALISATION/ NURSING HOME
TREATMENT – CEILING LIMITS
Sir Ganga Ram Nominated Non-nominated
Hospital, New Delhi Hospitals Hospitals
( Model Hospital)
WORKMEN
Grade I & II Semi paying (4/6 Rs. 525 Rs. 395
bedded Non-A/c)
Grade III TO Semi paying (4/6 Rs. 525 Rs. 395
VII bedded Non-A/c)
Grade VIII Semi paying (4/6 Rs. 655 Rs. 500
bedded Non-A/c)
OFFICERS
Grade A A/C Semi Nursing Rs 875 Rs 600
Home
Grade B & C A/C Semi Nursing Rs. 1180 Rs. 895
Home
Grade D, E & F Nursing Home Rs. 1840* Rs. 1400**
(Single A/C room)
Grade G and Above Nursing Home Actual for A/C Limited to A/C
Deluxe Room Single room Single room
charges in the
Model
Hospital
Functional Actuals Actuals Actuals
Directors/Chairman
 *Limited to monetary ceiling or A/C

single roomcharges whichever is lower.
 **Limited to monetary ceiling or actual
A/C single room charges whichever is
lower.
Besides this IOCL does reimbursement upto certain extent, of the:-

 Consultation Fee (under Allopathic & Homeopathic system)
 Injection Charges & Dressing Charges.
 Dental Treatment & Physiotherapy charges.
 Eye Sight Testing Charges ( for glasses & Intra- Ocular lenses).
 Hearing Aid Charges Advance against Medical Expenses applicable to all
stations in India.
3. CANTEEN
As per factory act 1948 welfare facilities such as canteen check & changes will be
provided to the workmen those who are performing rotataing shift duty by the factory
owner. The canteen facilities availed by 200 employees ( Refineries, CISF, Railways, P
& T, Excise & Customs)
The canteen being run the contract basis period of 23 months.
PROVISION:
There are 2 types of canteens have been provided to the employees
1. Meals Canteen
2. Snacks Canteen
On canteen basis, a Contractor is paid & 2 types of coupons are issued to the employees
once in a month:-
I. Meals coupon ( vegetarian & non-vegetarian)
II. Snacks coupons
COST OF COUPONS
Cost of 1 veg. coupon = 80paise
There are 25 coupon in one coupon book, so it cost comes to Rs. 20
Cost of 1 non-veg coupon =Rs 1
There are 25 coupons in one coupon book, so it cost comes to Rs 25
I. MEALS CANTEEN
(a)
Timings
1.00 to 2.00 P.M. LUNCH
3.00 P.M. OVER TIME
LUNCH
8.00 P.M DINNER
10.30 P.M OVER TIME
DINNER
Menu of Meals Canteen

1) For Tiffin/Thali system
One green vegetable, Dal rice, chapatti, curd/rayta, curry (chole or ramas, pakora
curry)
a) For Dry lunch packets

2 slices of bread, pulav/puri, dry chole/sabji, packed fruit jam, sauce, two
seasonal fruits and packed pickel.
b) Fruit packet
2 seasonal fruits ( 4 pieces of each type), 1mithai, boiled chana , salad
c) Other type of dry lunch packet
Chapatti, dry sabji, 2 fruits , salad
II. SNACKS CANTEEN:-

Timings
1:30 A.M. I Service for rotating shift
6: 30 A.M. II Service for rotating shift
9: 00 A.M III Service for general shift
2: 30 P.M IV Service for rotating shift
5 : 30 P.M V Service for rotating shift & overtime
10 : 30 P.M VI Service for rotating shift
Menu: Tea, namkeen, bread, pakora, biscuit, vada,samosa, namkeen misture & sweets.
LEAVE TO CANTEEN WORKERS

 Earned Leave ---- 18 days
 Sick Leave ---- 10 days.
 Gazette Holidays ---- 9 days
 National holidays ---- 26 Jan, 15 Aug, 2 Oct.
Facilities To Canteen Contractors

Some Infrastructure facilities have been provided to canteen contractor for smooth
& trouble free services. These are as follows:
A. CANTEEN BUILDING:- It will be charged @ 1 Rs. Per month as a

coupon of monthly license fre i.e. Rent
B. ELECTRICITY & WATER:- It will be charged @ 1 Rs. Per month as a
token of monthly license fee.
C. EQUIPMENT & UTENSILS: These are provided by the management to
the contractor without any rent.
D. RESIDENTIAL ACCOMMODATION: The contractor has been
provided two B type & two A type quarters in township on market rent.
PAYMENT:
Fixed Subsidy---- The fixed subsidy is providing catering services on
monthly basis for preparation and supply of eatables in different location inside/
outside battery area (i.e. based on minimum wages)
BASE FOR CALCULATION:

1. Minimum wages ----- Semi skilled & unskilled
2. Provident Fund ----- At the rate of 12% minimum wages
3. Bonus ----- At the rate of 12% minimum wages
4. Medical Allowance ----- At the rate of Rs.90 Per months.
5. Shift Allowance ----- At the rate of Rs 55 Per months.
6. Transportation allowance ----- At the rate of Rs. 75 Per months.
7. Leave encashment ----- It is based on attendance.
8. Uniform ----- Rs. 900 Per annum in summer, Rs 150 Per annum
In winter
9. Washing Allowance ----- Rs.50 Per month.
4. EDUCATION FACILITIES TO EMPLOYEES

CHILDREN
BOARD POLICY:
Since education is a specialized field requiring specialist exprrience and know how, the
refinery management will, as far as possible, entrust the responsibility of developing
educational facilities to some educational institutions ( Government and non-
Governmental) in the respective states. To attract such institutions, the corporate will
provide the school building and initial expenditure on furniture and other necessary
equipments. If such educational institutions are not available or if their services cannot
be obtained on reasonable terms, the Corporation alone should undertake the
responsibility of running the schools.
Primary education through the sum of national language ( Hindi) and/or the regional
language should be made available to children of employees free of cost.
The Corporation may start a secondary/ high school entrusting its management to
outside educational institution, through the medium of national or regional language if
that is the need and introduced English as one of the subjects from any standard,
depending upon the practice in the respective state. No fee will be charged from the
children of employees belonging to SC/ST community.
The corporation may grant subsidy to such a school to a reasonable extent, which may
be decided from time to time.
No fees may be charged from the children in the Nursery Class, if the Nursery class is a
part of the primary school with the medium of National or regional language. If the
Nursery class is run through the medium of English then adequate fees should be
charged so the 50% of the rumming expenses of such school will be on commercial
basis so that it can be self- supporting in respect of running expenses.
EDUCATION ALLOWANCE
IOCL provides education allowance to the employee’s children. Before 3rd July, 1998
this facility was given to all the children of an employee but after that only two child of
an employee will get this facility.
AMOUNT OF ALLOWANCE
Rs. 200 per child per month
Rs. 500 per child per month (children doing professional
courses)
SCHOOL IN TOWNSHIP
Mathura refinery is also running two schools look after by Deputy Manager of
Corporate Communication Dept. These schools are Delhi Public School governed by
DPS Society and Kendriya Vidyalaya governed by KVS society. The recruitment of
teachers over there is looking after by their Sagathan . In the management of these
schools there are two members from the concerned society and two members from the
Refinery Management.
All the expenses of these schools are bore by the Refinery. They charge nominal fees
from employees and rent are paid by Refinery.
5. TRANSPORT FACILITIES
Transport facility is provided in the corporation to its employees to bring them at duty
places and drop them back. Time to time buses are provided for their children as well,
for going to DPS or KVS school and drop them back to their residential places. Buses
for marketing division are also there which provides facility for the wives of IOC’s
Employees if they want to go to market. Stops and points are decided.
TRANSPORTATION OF EMPLOYEES
Mathura Refinery is having 2 years contract on round the clock basis, 9 No. of Buses
have been deployed for transportation of employees from city to Refinery & back. The
timing of shifts are as under:
‘A’ --------- 06.00 A.M TO 02.00 P.M
‘B’ --------- 02.00 P.M TO 10.00 P.M
‘C’ --------- 10.00 P.M TO 06.00 A.M
‘General Shift’ ---- 08.00 A.M TO 05.00 P.M
‘Admn. Staff’ ---- 09.45 A.M TO 05.30 P.M
The above 9 No. of buses are further utilized for welfare trips such as Schools,
Colleges, Marketing duites for the dependant of the employees as well as CISF
ELIGIBILITY
a. Those employees who are not getting transport allowance subsidy will be
eligible for transport facility.
b. Employees drawing transport allowance subsidy wiil not eligible for company’s
transport facility.
6. LOANS AND ADVANCES
The employee of corporation are entitle to various types of loans & advances like
House Loan Advances, Conveyance Advances, Conveyance Repair Advances,
Festival advances, Emergency Advances, Medical Advances, T.A. advances & P.F.
Advances.
As per the Rule, the Corporation may grant Conveyance Advance, subject to
availability of funds in the budget, for purchase of conveyance provided the competent
authority is satisfied that the possession of a vehicle by an employe will be in the
interest of the corporation. The sanction of advance can be for purpose of a motot/car (
which expression shall include Maruti van/Gypsy/Jeep also) Motor cycle/scooter/
Moped/,etc.
ELIGIBILITY
Conveyance Advance can be granted by the Corporation to permanent employees for
purchase of Motor Car/ Motor cycle/ Scooter/ Moped. The employees who have
completed their probation period satisfactorily shall be treated as permanent employees
for this purpose. Uniform rules shall be applicable in respect of conceyance advance as
purchased is a motor Car, Motor Cycle, Scooter/ Moped or a Bicycle.
MOTOR CAR FOR OFFICERS IN GRADE ‘A’

Actual cost/ or Rs. 2.00 lakhs, whichever is less for purchase of Car is admissible.
MOTOR CAR ( FOR OFFICERS IN GRADE ‘B’ AND

ABOVE)
Actual cost limited to and the road controlled price of a new air conditioned/ non- air
conditioned Car.
MOTOR CYCLE/ SCOOTER/ MOPED

For Officers: Actual price paid for the vehicle or on the road- controlled price of the
new vehicle whichever is less.
FOR NON-OFFICERS (GRADE—VIII): Actual price paid for the vehicle or on the
road- controlled price of the new vehicle or Rs. 80,000/- (for four wheeler) whichever
is less.
FOR NON- OFFICERS (UPTO GRADE VII): Actual price paid for the
vehicle or on road-controlled price of the new vehicle.
PRIORITIES FOR OFFICERS:

1. Officers applying for car advance for the first time or had availed of the advance
seven years ago and are entitled to draw car maintenance expense shall be given
first priority. Similarly, those who apply for motor car/ scooter advance for the
first time or had availed of Motor Cycle/ Scooter advance seven years ago shall
alo be given first priority.
2. Officers promoted from in Grade ‘A’ are entitled to draw car maintenance
expenses shall be given second priority if they want to switch over from
Scooter/Motor Cycle to Car.
3. Third priority shall be given to those who are applying for conveyance advance
for the second time.
AUTHORITY COMPETENT TO SANCTION CONVEYANCE
ADVANCE:
In case of Headquarters: DGM (A & W)
In case of units DGM (HR)
INSTALLMENTS AND RECOVERY
MOTOR CAR :
The advance sanctioned for the purchase of motor car shall be recovered in not more
than 120 equal monthly installments.
MOTOR CYCLE :
The advance sanctioned for the purchase of motor/ cycle/scooter/moped shall be
recovered in not more than 92 equal monthly installments.
FESTIVAL ADVANCE :
An advance to Rs. 4000/- is admissible to all non-officer employees on the eve of
important festival, which is interest free and recoverable in not more than 10 equal
monthly installments. The advance is admissible only once in calendar year provided
the advance taken in the earlier year has been repaid in full.
REPAYMENT OF ADVANCE :
The advance shall be interest free and shall be recovered in not more than 10 equal
monthly installments.
IMPORTANT FESTIVALS :
Any such festival as the head of establishment may declare in respect of establishment
under his Administrative control.
APPLICATION FORMS :
The application form for the festival advance should be submitted in the prescribed
Performa.
ELIGIBILITY :
Festival advance amounting to Rs. 4000/- to an non- officers employee shall be
admissible only once in a calendar year provided the advance taken in the earlier year
has been repaid in full.
The advance shall be disbursed and drawn before the commencement of the festival for
which the advance is sanctioned.
NON-UTILITIES OF ADVANCES :
In cases where any of the advances, including HBA have not been utilized for the
purpose for which they were granted and have not been refunded within the permissible
period and thereby have been misused, they will be charged interest at a rate of 1%
above the Corporation’s borrowing rate per day. In addition, they shall debarred from
grant of any advance/ loan except PF, medical and TA for any purpose for a period
five years from the dtae of refund of the loan.
HOUSE BUILDING ADVANCE

SCHEME
The rules and regulations as set out hereunder are framed and laid down entirely
as a welfare measure and do not confer any claim, right or benefit to any
employee, nor impose any liability, responsibility or obligation on the
Corporation, and shall not be deemed to be a condition of service between the
Corporation and any such employee.
The grant of HBA under this scheme shall be at the absolute discretion of the
Corporation and subject to availability of funds and priorities for various
categories of employees as may be determined and decided from time to time.
The Corporation reserves, to itself, the right to totally suspend or abrogate the
scheme or add, alter or in any other manner modify the rules and regulations at
any time and from time to time without assigning any reason whatsoever.
It shall be the responsibility of the employee to ascertain for himself and ensure,
on behalf of the Corporation, that the purpose for which HBA is sought from
the Corporation is in accordance with the scheme and that the various
conditions, stipulations, obligations and requirements, under this scheme, can be
fully met, discharged and complied with by the employee in relation to the HBA
via-a-via the piece of land/house/flat purchased /constructed with the aid of
such HBA.
It shall be the responsibility of the employee to ensure and satisfy that the piece
of land/house/flat proposed to be purchased with the aid of HBA from the
Corporation has clear, marketable title; is free from any kind of charges,
liabilities or encumbrances and that vacant and peaceful possession is available
immediately, and above all, that the ownership can be legally transferred
immediately.
It shall be ensured by the employee that throughout the entire period of service,
the piece of land/house/flat purchased/constructed with the aid of HBA is
owned, registered and maintained in his own sole name or jointly in his/her and
his/her spouses’ name, and not in the name or in favour of an HUF or any other
legal person or corporate body
ELIGIBILITY
(a) The employee is in continuous service of the Corporation, in one of its
regular scales of pay and has completed a minimum of 3 years of such
service.
(b) The service put in by the employee in other PSU/Govt. Deptt. in

continuation of service in IOC will be counted for this purpose. The
break in service equivalent to normal joining time as admissible to an
IOC employee while on transfer from one location to another shall be
allowed for reckoning continuity of service.
(c) The service put in by an employee in other PSU/Government
Department, even though not in continuation of the service in IOC, will
be counted, provided the employee has put in a minimum of 3 years’ of
continuous service in IOC and that by age he is 35 years or more.
PURPOSE FOR WHICH HBA CAN BE GRANTED

With a view to own a residential accommodation for his own use, HBA may be
granted to an employee for any of the following purposes:
(a) Outright purchase of a complete house/flat, which is ready for

possession and occupation.
(b) Instalment purchase (not being hire purchase) of a house/flat, which is

yet to be constructed/completed, from a Government/Semi-Government
Housing Board/Authority.
(c) Instalment purchase (not being hire purchase) of a house/flat, which is

under construction/completion from a limited company or from an
existing/proposed Co-operative Society, or from a registered private
Builder/Promoter.
(d) Purchase of a piece of land (freehold or leasehold), and construction of

house thereon.
(e) Construction of a house on a piece of land (freehold or leasehold),

owned by the employee exclusively.
(f) Purchase of a partly finished house (provided the complete plan is
approved by the Competent Authority for a single unit) and completion
of construction of the house.
(g) Extension, enlargement and/or modification of a house/flat owned by the

employee.
(h) Provision of additions and alterations, and/or fixtures and fittings.
Sl. Purpose Extent upto HBA HBA HBA Time

No. for which which HBA Disbursement Utilization Recovery schedule for
HBA can can be Schedule Schedule Schedule execution of
be availed sanctioned initial
from the charge(if
Corporati permissible
on vide clause
3.10.6(b) or
final
mortgage of
the property
(1) (2) (3) (4) (5) (6) (7)
1 Outright 100% of 100% Purchase to be From 2nd Within 3
purchase HBA sanctioned HBA completed month months of
of a entitlement, in one lump within two following the disbursement
complete or cost of sum months from month in of HBA.
house/flat purchase, disbursement which HBA (Surety to
which is whichever is of HBA is disbursed. continue till
avail-able less. execution of
for ready Mortgage)
possession
and
occupatio
n
2. Installmen 100% of Actual Disbursed From the Within 3

t purchase HBA installment HBA to be month months of
of a entitlement or amount as immediately following the disbursement
house/ cost of demanded by paid over to the month in of full/ final
flat, which purchase, the Housing vendor & which Installment of
is yet to whichever is Board/Authority purchase to be possession is HBA. (Surety
be less. completed available and to continue
constructe within 60 in any case till execution
d/ months from from the of I/c or final
completed the date of 60th month mortgage.
, from a disbursement prior to the
Govt./Sem of initial month in
i Govt. installment of which the
Housing HBA.(can be employee
Board/ extended by 6 superannuate
Authority. months at a s.
time on merits
of each
individual case
by Functional
Directors).
3. Installmen 100% of Actual Disbursed From the Within 3

t purchase HBA installment as HBA to be month months of
of house/ entitlement or demanded by immediately following the disbursement
flat, which cost of the Ltd. Co/Co- paid over to the month in of full/final
is under purchase/ Op. Society/ vendor and which installment of
constructi construction/ Registered Pvt. purchase to be possession is HBA (Surety
on/ estimated Builder/ completed available or to continue
completio cost Promoter to be within 36 the 36th till execution
n from a whichever is released as per months from month from of I/c or final
Ltd. Co. less contractual the date of the month in mortgage)
or from an . obligation but disbursement which initial
existing/pr restricted to the of initial installment
o-posed percentage of installment of of HBA has
Cooperati completed work HBA been
ve Society as certified by disbursed
or from a Govt. approved whichever is
registered valuer or by the earlier.
Pvt, Builder’s/Promo
Builder ter’s architect or
by the
Corporation’s
engineer.
4. Purchase 100% of HBA  40% of Purchase and From the Within 3

of a piece entitlement or sanctioned construction to month months of
of land estimated cost HBA for be completed following the purchase of
and of purchase of within 18 month in land and prior
constructi purchase/const land. months from which to
on of a ruction,  20% of the date of construction disbursement
house whichever is sanctioned disbursement is completed, of second
there on less. HBA after of initial or the 18th installment of
completion of installment of month HBA (Surety
mortgage for HBA(can be following the to continue
commenceme extended by six month in till execution
nt of months on which the of final
construction. merits of each initial mortgage).
 Additional individual case installment
20% of by Functional of HBA has
sanctioned Directors). been
HBA after disbursed,
completion of whichever is
construction earlier.
of plinth
level.
 Balance 20%
of the
sanctioned
HBA after
completion of
construction
of roof level.
5. Constructi 100% of  30% of Construction to From the Prior to

on of HBA sanctioned be completed month disbursement
house on a entitlement or HBA for within 18 following the of initial
piece of estimated commence of months from month in installment of
land cost of construction. the date of which HBA.
already construction,  Additional disbursement construction
owned by whichever is 30% of of initial is completed,
the less. sanctioned installment of or the 18th
employee. HBA after HBA. (Can be month
completion of extended by six following the
construction months on month in
of plinth merits of each which the
level. individual case, initial
 Balance 40% by Functional installment
of sanctioned Directors). of HBA has
HBA after been
completion of disbursed,
construction whichever is
of roof level. earlier.
6. Purchase 100% of
Actual Purchase and From the Within 3
of partly HBA installment construction to month months of
finished entitlement or
amount as be completed following the purchase of
house for estimated demanded by within 18 month in house and
completio cost of
the vendor months from which prior to
n and purchase and
50% of balance the date of construction disbursement
constructi construction
HBA for disbursement is completed, of second
on of whichever is
commencement of initial or the 18th installment of
house less. of work. installment of month in HBA.
provided Remaining HBA (can be which the
the sanctioned HBA extended by six initial
complete on certification months on installment
plan is by an authorized merits of of HBA has
approved representative individual case been
by the of the by Functional disbursed. .
Competen Corporation that Directors.
t 50% of work
Authority. has been
completed.
7. For 50% of HBA 50% of HBA The work on From the Prior to
extenuatio entitlement or entitlement for extension/ month disbursement
n, estimated commencement enlargement/m following the of initial
enlargeme cost of of construction odification to month in installment of
nt and/or extension/enl work. be completed which HBA.
modificati argement/mo Balance 50% of within 12 construction
ons dification sanctioned HBA months from is completed,
whichever is on certification the date of or the 18th
less. by an authorised disbursement month
representative of initial following the
of the installment. month in
Corporation that which the
50% of the initial
work has been installment
completed. of HBA has
been
disbursed,
whichever is
earlier.
8 Provision Supplementar 100% of The work of From the Prior to

of y advance of supplementary additions and month disbursement
additions, maximum of advance in one alterations/or following the of
alterations Rs.1, lump sum fixture and month in supplementar
, 00,000/- or immediately fittings to be which y advance
modificati 25% of the prior to or soon completed supplementa
on and/ or HBA after taking within 6 ry HBA has
fixtures sanctioned possession of months from been
and towards the house/flat. the date of disbursed.
fittings. cost of house/ disbursement
flat,
whichever is
less, within
the total HBA
entitlement.
9. For 100% of Actual amount Disbursed From the Within 3

repaying HBA as demanded by HBA to be following the months of
the entitlement or HDFC or Govt. immediately month in disbursement
outstandin the amount Financial paid over to which HBA of full and
g loan payable to Institutions in HDFC or Govt. has been final
drawn HDFC or one lump sum. Financial disbursed. installment of
from other Govt. Institutions. HBA (surety
HDFC or Financial to continue
other Institutions till execution
Govt. whichever is of mortgage).
Financial less
Institution
s
7. LEAVE TRAVELLING CONCESSION (L.T.C)
BASIC PRINCIPLES :
 To afford assistance to employee serving and places distinct from their homes
for journey to their home town.
 Now, facility extended to anywhere in India or outside India.
 Including family & his dependant parents apart from self.
 LTC block year starts from odd year e.g. 2001-2002
 Employees posted to Assam & other North Eastern State but whose declared
hometown is outside any of these states are entitled to the liberalized LTC/home
travel facility.
 While availing LTC, such women who are currently entitled to 2nd class rail
travel, will be allowed reimbursement of 3- tier AC fare for rail travel actually
undertaken by the shortest route. Their basic entitled however, will not undergo
any change.
ELIGIBILITY :
 Employees and their family are allowed only once in a block period of 2 years
with option of availing the L.T.C. for any place in India or outside India.
 Employees while availing L.T.C. are also reimbursed for local travel actual taxi
fare or at twice the entitled rate of local conveyance under TA rules at the
sections of commencement and termination o foutward and inward journeys,
whichever is less.
 LTC admissible to all employees in the approved scales of pay.
 Employee must complete 1-year continuous service from the date of availing
LTC.
 LTC is admissible to an employee during regular or casual leave without any
minimum limit on the leave to be taken.
 If husband and wife are in service then LTC facility can avail either husband or
wife.
FAMILY INCLUDES :
 Spouse
 Legitimate children who joined before July 88 and who joined after July 88
only, two eldest chldren.
 Dependent Parents
LIBERTIES :
 Need not accompany the employee during travel.
 May visit separate places.
 May avail different modes of transport.
SALIENT FEATURES :
Frequency- once in 2 year block (odd year)
Destination- anywhere in India or outside India.
Class of accommodation
--Non- officer Based On BP
-- Grade A B C AC two tier
-- Grade G and above Flight
Auto extension by 1 year.
Local conveyance, at commencement and terminating stations.
100% DA limited to 10 days for every member.
Holiday homes facility in all four regions of the country.
Northern region— Dalhousie, Shimla
Eastern region ---- Puri, Darjeeling
Southern region--- Mahabaleshwar, Goa.
Staff holiday home --- Mussorie, Manali
HOLIDAY HOMES :
 It can be booked for maximum of 10 days except Manali ( maximum 15 days)
 @ Rs 5/-per day for officers.
@ Rs. 2/per day for non-officers.
 Boooking can be done 3 months in advance.
 Booking controlled by Lgtg. Division for officers.
 Booking controlled for non- officers by their respective Dvisions &
Headquarters.
8. PROVISION OF FURNITURE/ HOUSEHOLD ITEMS

AT THE RESIDENCE OF OFFICERS
ELIGIBILITY :
All officers shall be eligible for provision of furniture/ household items may be
specified by the corporation from time to time at their residence on hire basis except
officers working on deutation with the corporation and who have not put a minimum
five year service in officers grade.
COST OF FURNITURE AND HOUSEHOLD ITEMS:
The total cost of the items inclusive of cost of packaging/ loading/ unloading/ transport
for various categories of officers shall not exceed the maximum ciling as may be fixed
by the corporation from time to time.
HIRE CHARGES:
Monthly hire charges for the items provided under the scheme shall be recovered as
indicated here under:
GRADE FURNITURE ON HIRE TO

OFFICERS
“A” 40,000
“B” 50,000
“C” 60,000
“D” 75,000
“E” 1,00,000
“F” 1,15,000
“G” 1,40,000
“H” & “I” 1,50,000
Director/ Chairman 2,00,000
ELECTRONIC ORGANIZER/ DIGITAL DIARY

Grade ‘A’ to ‘G’ (4 yrs) 2,500
Grade ‘H’ to ‘I’ (3 yrs) 5,000
BRIEF CASE FACILITY

Briefcase shall be issued to those officers in whose case the Departmental Heads certify
that the user has to visit other offices or proceed on tour frequently with
documents/cash etc. on official business.
 Replacement of the Briefcase shall be allowed only after three years
 The maximum cost of briefcase, including taxes shall be as under:
Grade ‘A’ & ‘I’ in (3 yrs) 850

Grade ‘C’ to ‘F’ in (3 yrs) 1,250
Grade ‘G’ & Above in (3 yrs) 1,650
 Briefcase can be kept in each Department for the use of staff members who may
be required to go out on official work with documents/ papers. No btiefcases
will be issued to individual staff members.
 The used briefcase shall not be taken back from the officer when he issued a
new one.
 An officer leaving the corporation on superannuation shall be allowed to retain
the briefcase with him.
REPAIR & MAINTENANCE OF OFFICERS PER YEAR

10% of the sanctioned cost.
FURNITURE LOAN OF EMPLOYEES

Grade ‘I’ to ‘III’ 10,000
Grade ‘IV to ‘VI’ 14,000
Grade ‘VII to ‘VIII’ 18,000
CALCULATOR FACILITY
Mathura Refinery is also providing calculator facility to its staff members and officers.
 STAFF LEVEL
The maximum amount for calculator is provided as under:-
Grade ‘I’ to ‘III’ 300
Grade ‘IV to ‘V’ 450
Grade ‘VI to ‘VIII’ 650
 OFFICER LEVEL:
The officer’s grade (‘A to ‘G’) shall be provided Rs. 2500/- for digital calculator. The
digital calculator can be replaced after 4 years.
PURCHASE OF FURNITURE AT THE TIME OF

SEPARATION FROM SERVICE
An officer shall have to purchase the furniture and household items provided on hire at
his residence at the time of superannuation or on cessation from employment or after
expiry of 7 years from date of purchase, at the book value of 5% as per the
Corporation’s Rules.
RECOVERY :
Within 72 installments & it is interest free.
NOTE:
If non-officer promotes in officer grade then whole outstanding/ balance amount will
be recovered.
9. FINACIAL ASSISTANCE TO THE STAFF

INSTITUTES & OFFICER’S CLUB
(FOR Recreation & cultural programs)
A. VARIABLE FINANCIAL ASSISTANCE TO:-
1. STAFF INSTITUTES: The formula for working out the

corporation’s assistance will continue to be applicable.
2. OFFICER’S CLUB: The formula for working out the
corporation’s assistance will continue to be applicable. However,
the maximum contribution is enhanced from the existing Rs. 3.00
per member per month to Rs. 4.50 per member per month subject to
a minimum of Rs 13,000/- per annum instead of the existing Rs.
8,500.
10. AWARDS AND INCENTIVES:
 LONG TERM AWARDS FOR IOCL EMPLOYEES:-
IOCL distributes awards to the employees who serves IOCL wih loyalty & their
best, for not less than 15 years.
Different types of awards are there for completion of different number of years
like 25 years, 20 years or 15 years, by these employees.
Regular employees of the Corporation are eligible for the following awards for
rendering good and satisfactory service.
Period Of Service Award

15 yrs An item of value of 5 gm Gold Coin (24 ct)
25 yrs An item of value of 10gm Gold Coin (24 ct)
30 yrs An item of value of 20gm Gold Coin (24 ct)
35 yrs An item of valuee of 20 gm Gold Coin (24ct)
At the time of superannuation

Superannuating employees shall be entitled to a gift, an item of value of 25 gm Gold
coin (24 ct) as Long Service Award provided they have actually rendered 10 years of
good and satisfactory service in the Corporation.
NOTE:
 In tha case of deputations from Govt. agencies and other organisations who
have worked with the Corporation and were subsequently absorbed in the
service of the Corporation in continuation of the deputation tenure, the
deputation service will be counted for the purpose of determining the eligibility
for the award.
 The period of training or apprenticeship in respect of a trainee or apprentice
who has been appointed in the regular service of the Corporation in continuation
of such training/ apprenticeship period will not be counted for the purpose of
determining eligibility for the award.
 An employee granted voluntary retirement under IOC’s Voluntary Retirement
Scheme can also be eligible for long service award as in the case of
superannuation.
 PROCEDURE FOR PRESENTATION OF

AWARDS
The Long Service Award will be presented in a function to be
organized as per datails given below:
Long Presentation on occasion Employees
Service completing requisite
period of service
15 years 15th August Between 1st August of the
previous year and 31st
July of the current year
25 years 26th January Between 1st January and
31st December of the
previous year
30 years 1st September (Indian Oil Day) Between 1st September of
the previous year and 31st
August of the current
year
35 years -do- -do-
All the employees who are due to receive the award will be invited to the function.
Heads of the departments, senior managers, representatives of the local Unit Officer’s
Association and Worker’s Union may also be invited to attend the function.
 MERITORIOUS STUDENTS AWARDS FOR THE

CHILDREN OF IOCL EMPLOYEES :
Employees of IOCL also enjoy this benefit too. Yheir children are
conferred according to their percentage every year from 10th till Post
Graduation.
11. UNIFORM- POLICIES

UNIFORM/ PROTECTIVE CLOTHING:
With the introduction of superannuation benefit fund scheme for employees, the issue
of uniform made applicable in 1984 has been discontinued and the pre-1984 practice is
to be followed as far as the issue of uniform/ protective clothing is concerned. For the
purpose, the scale for issue of uniform and the periodicity prevalent in each unit prior to
1984 will continue.
ELIGIBILITY:
Employees who have completed three months service in a regular grade will be eligible
for this faciliy.
SHOES :
Employees who are performing 48 hours duty and have to work in the battery area are
eligible for one pair of safety shoes & regular shoes every year. Regular shoes ceiling is
fixed by head office. Safety shoes will be provided. Amount cannot be reimbursed.
RAINY WEAR:
With regard to issue of rainy wear the following policy will be followed:
 RAIN COAT & GUM BOOT :
To be issued once in three years.
WASHING ALLOWANCE :
Employees who are eligible for protective clothing/ uniform shall be entitled to
washing allowance at the rates fixed by the corporation from time to time.
STITCHING CHARGES :
The Stitching Charges fixed time to time by the corporation will reimburse to the
employee.
PROCUREMENT :
Procurement of uniform/ protective clothing will be made at unit level.
12. LEAVES
LEAVE RULES
a. Leave is not a matter of right.
b. Sanctioning authority. Controlling Officer.
c. Basically there are three types of leave:
(a) Casual Leave (C.L.)
(b) Earned Leave (E.L.)
(c) Special Sick Leave ( S.L.)
(A) CASUAL LEAVE :

 Maximum 10 C.L. in a calendar year with full pay and allowance.
 Given proportionately for middle of year joining.
 Max. of 6 C.L. at a time.
 Will lapse at the end of calendar year.
 Can be prefixed, suffixed & sandwiched with public holidays/ weekly offs/
C.C.L
 Cannot be combined with any other type of leave.
(B) EARNED LEAVE :
Total of 32 earned leave ina year.
Earned @ 8 days for each completed quarter of service.
Credited on 1st April, 1st July, 1st October & 1st Jan.
3/4 th encash and 1/4th non encashable.
Accumulated upto a maximum of 300.
Accrual/ reduction @ 1 day for every 11 day of LWP/Duty.
Not granted more than 4 times in a year.
ENCASHMENT OF E.L.
 Encashable portion can be encashed:
(a) Any time
(b) Either in part or in full in multiples of five.
(c) Minimum 5 days and maximum 90 days.
 All E.L. (Max. 300) can be encashed at the time of
Death/V.R./Resignation/Retirement.
 EL encashed = BP+DA.
(C) SPECIAL SICK LEAVE (S.L.)

 Total of 20 HP or 10 FP in a year.
 Earned @54 days on halg pay per quarter.
 Credited at the end of each quarter.
 No ceiling on accumulation.
 Can be availed upto 2 days withput medical certificate.
 For> 2 days S.L. medical certificate has to be given.
 Can be encashed at the time of super annuation/VR/Death.
OTHER TYPES OF LEAVE
o CCL: Payable for extended hours of duty and in lieu of off days.
o STUDY LEAVE: 2 years without pay, after minimum 5 years of
service.
o MATERNITY LEAVE: 120 days.
o CHILD CARE LEAVE: 2 years without pay.
o SPECIAL LEAVE TO JOIN HUSBAND AT
OUTSTATION/ABRAOD: 3 years without pay.
13. FACILITIES FOR CISF, MR UNIT

Ministry of home affairs Govt. of India has approved CISF for protection of Industrial
Security for public sector undertakings. In Mathura Refinery sanctioned strength is 389.
The unit is headed by a Commandant, followed by Assistant Commandant, followed by
inspector then sub-inspector further followed by Assistant sub- inspector and then
followers. Their salary & allowances are reimbursed to them as per Govt. norms and
conditions.
ACCOMMODATION:
Family type accommodation and bachelor type accommodation is provided to CISF as
per Govt. norms and conditions.
CLOTHING AND UNIFORM:
The cost of clothing and uniform is also reimbursed to them as per Govt. norms and
conditions.
EDUCATION:
Cost of the above is also reimbursed as per Govt. norms and conditions. Children
education is provided to them at par IOC employees in Kendriya Vidyalaya.
MEDICAL:
At par with IOC, as per Central Govt. norms.
TRANSPORT:
13 No. Vehicles have been provided to them for transportation of CISF personnel on
their duty points. Their shifts starts one hour before IOC shifts timings. The list of
vehicle provided to CISF is as under:
 1 Ambassador car for commandant.
 2 Gypsy for Assistant Commandant.
 1 Jeep for Mobile Patrolling.
 1 Minibus for transportation of Force.
 1 Minibus for transportation of Material.
 7 Motor Cycles.
 37 No. Bicycles
Round the clock they are on alert ED/DGM (H.R) reviews daily security situation.
14. INSURANCE
SCHEMES,GRATUITY,PROVIDENT FUND &
OTHER BENEFITS
INDIAN OIL EMPLOYEES WELFARE COOPERATIVE SCHEME

An employee who is confirmed or has completed 1 year of service in the cooperation,
may become a member under this scheme. He is required to pay an entrance fee of Rs.
1/- and should pay for one share of Rs. 10/-, which is refundable on cessation of
effective membership. July 1988, the rate of contribution is Rs. 10/- p.m.In the event of
death of an employee while in service , the society shall pay to the legal family member
of that employee, a sum of Rs. 500/- p.m. for a period of 5 years.
SCHEME OF SELF INSURANCE

Upon an employee suffering death or permanent total disability due to an accident
arising out of and in the course of employment, a compensation equivalent to 60
months pay subject to a minimum of Rs. 90,000/- is payable to the workmen under.
GROUP SAVING LINKED INSURANCE SCHEME (GSLIS)
A Group Saving Linked Insurance Scheme under the ageis of lic, which provides for
twin benefir of risk covering and savings, is in operation.Initially, the scheme was
optional for officers and workmen on roll as on 20.07.86 respectively where after
compulsory for all new entrant employees. The amount of monthly contribution & the
benefits under the scheme are admissible to the reitred employees, his/her dependent
spouse and dependent parents. The reimbursement ceiling limits for consultation fee,
room charges, charges for various tests/investigation etc. are applicable from time to
time under the Medical Rules to a serving employee of similar rank.
GRATUITY
The provision of the said Act cover employees under the payment of Gratuity Act,
1972. Other employees are entitled to payment of gratuity under the provision of the
company’s Gratuity scheme, as per following datails:
QUANTUM OF GRATUITY
Gratuity is paid @15/26 of the monthly emoluments for each completed year of service
or part thereof in excess of 6 months subject to maximum of 16.5 times of the monthly
emoluments of Rs. 1,00,000/- whichever is less, provided the service rendered in the
corporation of 5 years or more.
a. During 1 year of service: Gratuity equal to 2 months emoluments.
b. After 1 year before 5 years of service: Gratuity equivalent to 6 months
emoluments.
c. After completion of 5 years but before 20 years of service: Gratuity
equal to 12 months emoluments.
d. Service of 20 years or more : Half a month’s emoluments for
completed half year of qualifying service subject to a maximum of 33
times the emoluments provided the amount of gratuity shall in no case
exceed 1 lakh rupees.
PROVIDENT FUND
The eligible employee is required to contribute at the rate of 10% of their basic
pay and the company pays DA & matching contribution. Interest is payable on
the accumulation at the rate prescribed from time to time. At present the rate of
interest is 12%. Member employees are allowed refundable & non-refundable
loans in certain given contingencies. PF accumulation as on the date of making
the request is permissible incase of member retiring from the service of the
corporation on Super Annuating within next 12 calendar months or after
completion of 54 years of age, whichever is later.
OTHER BENEFITS
 Membership of Professional Bodies.
 Children’s Educational ASSISTANCE Scheme.
 Incentive Scheme for acquiring higher Education.
 Scheme for provision of furniture/Household items
3.0 NEED OF THE STUDY
 This study was chosen as it is of recurrent improvement

and need fresh analysis. The term WELFARE refers to
the physical,mental,moral & emotional need of an
employess with various amenities and facilities, which
helps to motivate and retain them. But the question that
comes in one’s mind is that:-
 Are the employees really satisfied?
 Welfare programs are aimed at promoting the physical,

psychological and general well being of the working
population.
 Welfare can be observed, experienced and enjoyed but

its effectiveness may be more diffcult to measure. The
present study is an analysis of the effectiveness of the
employee welfare programs and this serves as an
effective feedback to the management.
 Or middlemen enjoy the resources kept aside for

Welfare?
 METHODOLOGY ADOPTED.
 OBJECTIVES OF THE STUDY.
 TOOLS AND TECHNIQUES USED.
 GEOGRAPHICAL AREA COVERED

4.0 RESEARCH DESIGN
Research in common parlance refers to search of knowledge. In other words,
research means a search for facts-answers to questions and solution to the
problem. It is a purposive investigation. It is an organized inquiry. The
advanced learner’s dictionary of current English lays down the meaning of
research as “a careful investigation or inquiry especially through search for new
facts in any branch of knowledge”.
Research Design is the framework or plan for a study that is used as a guide in
collecting and analyzing the data. It is blueprint that is followed in completing a
study. In other words, it is the framework of the project that stipulates what
information is to be collected from which sources by what procedures.
Designing is preliminary step in every activity. It provides a picture for the whole
before starting of the work.
RESEARCH PROCESS FOLLOWED…
FF
Review the Literature

Review
concepts Design
& theories Formulate research Collect Analyze Interpret &
Define
research hypothesis (including Data Data Report
Review sample Writing
problem previous design
research
findings
Where F = feed back [Helps in controlling the sub-system to which it is

transmitted]
FF = feed forward [Serves the vital function of providing criteria
for
evaluation]
4.1 METHODOLOGY ADOPTED
Research methodology may be understood as all those methods/techniques
that are used for conduction of research. Thus it refers to the methods the
researchers use in performing research operations. In other words, all those
methods, which are used by the researchers during the course of studying his
research problem, are termed as research methods. Since the object of
research is to arrive at a solution for a given problem, the available data and
the unknown aspects of the problem have to be related to each other to make a
solution possible.
The research design used in the study is descriptive in nature. The data were
collected from both primary and secondary sources.The primary data were
collected from the employees of Small Scale Industries at Hosur through
structured questionnaire and the secondary data were collected from the
books, journals and
websites.The researcher collected 150 samples from the universe. The
researcher adopted systematic strati ed random sampling technique for the
study. After collecting the data, through the questionnaire the researcher
transferred the data into coding master sheet and tabulated later.
4.2 OBJECTIVES OF THE
STUDY
 To check whether employees are satisfied with other
facilities provided by IOCL, Mathura Refinery.
 To find out if employees are satisfied with their jobs.
 To check whether employees are satisfied with the

monthly remuneration, they are getting.
 To check whether employees enjoy the food provided

by the canteen.
 To check whether employees enjoy degree of

autonomy.
 To identify and study the welfare measures being

undertaken at IOCL, Mathura Refinery, for its
employees.
 To suggest improvement in Mathura Refinery, if any.

4.3 TOOLS AND TECHNIQUES USED
Tools & Techniques means the methods & ways that how the data for the
research is collected and analyzed in order to fulfill the objective of the
research work.
In this project work, the tool used for collecting the data is questionnaire. The
technique used to fill up this questionnaire is personal interview.
On the other hand, the collected data has been analyzed through tabulation
and percentage analysis and the technique used for graphical representation is
either pie chart or bar graph.
For collection of required information we adopt two method:-
A) Schedule Method
In this method we attended Lectures of various Officers. In these
Lectures they provided us information about each activity being
conducted at “ Mathura Refinery”.We were also provided information
about its working process, previous history, as well as future plans.
B) Interview Method
In case certain queries arises after the lecture we take interviews of
concerned officer of pertaining Deptt.
4.4 GEOGRAPHICAL AREA
COVERED
The survey for this project was conducted in following places:
 MATHURA REFINERY in various divisions like-
i. Contract Lacbour Cell
ii. DHDS
iii. DHDT
iv. Production plant
v. Purchase department
vi. Finance department
vii.Training and Development Cell
viii.Corporate Communication
ix. Human Resource Department
5.0 DATA ANALYSIS AND
INTERPRETATION
The data, after collection, has to be processed and analyzed in accordance
with the objective laid down for the purpose of the research work. This is
essential for ensuring that we have all relevant data for making contemplated
comparisons and analysis. The term analysis refers to the computation of
certain measures like editing, coding, classification and tabulation of collected
data so that they are amenable to analysis along with searching for patterns of
relationship that exist among data-groups. The term interpretation refers to the
task of drawing inferences from the collected data after an analytical and/or
experimental study. In fact, it is a search for broader meaning of research
findings.
There are various methods of analyzing the data. But in this project work, I
used Bar charts & Pie charts for analyzing the collected data, which is prepared
by using Excel Sheet. In this project work, Pie charts & Bar charts are prepared
with the help of collected data, which is being collected through [the different
sources]. The graphical presentation of the data is helpful in understanding the
each & every aspect of the collected data very easily.

5.1 GRAPHICAL PRESENTATION
OF DATA
1. CANTEEN
 QUALITY OF FOOD
Options NO. OF
OFFICERS
Fully Satisfied 6
Semi- Satisfied 9
Neutral NIL
Somewhat Dissatisfied NIL
Extremely Dissatisfied NIL
(1.1)
QUALITY OF FOOD
10
9
8
7
6
5
4
3
2
1
0
fully satisfied semi satisfied neutral somewhat extremely
dissatisfied dissatisfied
fully satisfied semi satisfied neutral somewhat dissatisfied extremely dissatisfied

(1.1)
 DRINKING WATER FACILITY

OPTIONS NO. OF
OFFICERS
Fully Satisfied 2
Semi- Satisfied 6
Neutral 4
Somewhat Dissatisfied 3
(1.2)
DRINKING WATER FACILITY
0
(1.2)
 CATERING SERVICES
OPTIONS NO. OF
OFFICERS
Fully Satisfied 5
Semi- Satisfied 3
Neutral 4
(1.3)
CATERING SERVICES
fully satisfied semi satisfied neutral
somewhat dissatisfied extremely dissatisfied
5
3
3

(1.3)
2. MEDICAL FACILITIES RENDERED AT MATHURA

REFINERY
OPTIONS NO. OF
OFFICERS
Fully Satisfied 5
Semi- Satisfied 3
Neutral 4
(1.4)
5
4
3
0
(1.4)
NO. OF QUALIFIED DOCTORS
OPTIONS NO. OF
OFFICERS
Fully Satisfied 3
Semi- Satisfied 4
Neutral 4
(1.5)
NO. OF QUALIFIED DOCTORS
0
(1.5)
AVAILABILITY OF MEDICINE
OPTIONS NO. OF
OFFICERS
Fully Satisfied 4
Semi- Satisfied 3
Neutral 4
Extremely Dissatisfied 1
(1.6)
Availability of Medicine
4.5 somewhat dissatisfied extremely dissatisfied
4
3.5
3
2.5
2
1.5
1
0.5
0
(1.6)
OPD
OPTIONS NO. OF
OFFICERS
Fully Satisfied 3
Semi- Satisfied 4
Neutral 2
(1.7)
OPD
5
4
3
2
1
0
satisfied dissatisfied
fully satisfied semi satisfied neutral somewhat satisfied extremely dissatisfied
(1.7)
3. RESIDENTIAL ACCOMODATION
 MAINTAINENCE OF QUARTERS
OPTIONS NO. OF
OFFICERS
Fully Satisfied 2
Semi- Satisfied 4
Neutral 4
(1.8)
MAINTENENCE OF QUARTERS
5
4
3
2
1
0
(1.8)
 RATE OF ELECTRICITY & WATER

OPTIONS NO. OF
OFFICERS
Fully Satisfied 8
Semi- Satisfied 5
Neutral 2
(1.9)
RATE OF ELECTRICITY & WATER
9
8
7
6
5
4
3
2
1
0
fully satisfied semi satisfied neutral somewhat extermely
fully satisfied semi satisfied neutral somewhat dissatisfied
(1.9)
 ELIGIBILITY ALLOTMENT OF QUARTERS
OPTIONS NO. OF
OFFICERS
Fully Satisfied 5
Semi- Satisfied
4
Neutral
3
Extremely Dissatisfied
NIL
(1.10)
ALLOTMENT OF QUARTERS
6
5
4
3
2
1
0
fully satisfied semi satisied neutral somewhat extremely
fully satisfied semi satisied neutral

(1.10)
4. RECREATION FACILITY
 Recreation Facility at Employees/ Officers Club
OPTIONS NO. OF
OFFICERS
Fully Satisfied 3
Semi- Satisfied 5
Neutral 3
(1.11)
RECREATION FACILITY
6
0
(1.11)
 CULTURAL PROGRAMMES
OPTIONS NO. OF
OFFICERS
Fully Satisfied 3
Semi- Satisfied 5
Neutral 2
(1.12)
CULTURAL PROGRAMMES
6
5
4
3
2
1
0
(1.12)
5. TRANSPORT
 AVAILABILITY OF BUSES
OPTIONS NO. OF
OFFICERS
Fully Satisfied 6
Semi- Satisfied 5
Neutral 4
Availability of Buses
7
0

 SCHEDULE & ROUTE
OPTIONS NO.
OF OFFICERS
Fully Satisfied
6
Semi- Satisfied
6
Neutral
3
Somewhat Dissatisfied
NIL
NIL
SCHEDULE & ROUTE

7
6
5
4
3
2
1
0
6. EDUCATION
OPTIONS NO. OF
OFFICERS
Fully Satisifed 4
Semi- Satisfied 3
Neutral 5
EDUCATION
6
5
4
3
2
1
0
7. LEAVE FAIR ASSISTANCE (LFA)
OPTIONS NO. OF
OFFICERS
Fully Satisfied 4
Semi- Satisfied 5
Neutral 4
LFA
5
4 4
2
0


8. HOBBY CLASSES
OPTIONS NO. OF
OFFICERS
Fully Satisfied 2
Semi- Satisfied 5
Neutral 3
HOBBY CLASSES
6
5
4
3
2
1
0
9. CONVEYANCE ADVANCE & ALLOWANCE
OPTIONS NO. OF
OFFICERS
Fully Satisfied ( Series 1) 6
Semi- Satisfied ( Series 2) 4
Neutral ( Series 3) 5
Somewhat Dissatisfied ( Series 4) NIL
Extremely Dissatisfied ( Series 5) NIL
Chart Title
7
0
10. FURNITURE LOAN/FURNITURE HIRE
OPTIONS NO. OF
OFFCIERS
Fully Satisfied ( Series 1) 7
Semi-Satisfied ( Series 2) 5
Neutral ( Series 3) 3
Somewhat Dissatisfied ( Series 4) ----
Extremely Dissatisfied ( Series 5) ----
Furniture Loan
8
0
11. WORKING CONDITIONS AT OFFICE PLACE

 Office Accomodation
OPTIONS NO. OF
OFFICERS
Fully Satisfied 4
Semi- Satisfied 6
Neutral 2
6
4
3
2
0
 OFFICE EQUIPMENTS AND TOOLS

OPTIONS NO. OF
OFFICERS
Fully Satisfied 3
Semi- Satisfied 4
Neutral 4
OFFICE EQUIPMENT & TOOLS
4.5 4 4
4
3.5 3 3
3
2.5
2
1.5 1
1
0.5
0

 WORKING ATMOSPHERE
OPTIONS NO.
OF OFFICERS
Fully Satisfied
3
Semi- Satisfied
5
Neutral
2
Somewhat Dissatisfied
3
2
WORKING ATMOSPHERE
5
4
3
2
1
0
12. JOB
OPTIONS NO.OF
OFFICERS
Fully Satisfied (Series 1) 3
Semi-Satisfied (Series 2) 6
Neutral (Series 3) 2
Somewhat Dissatisfied (Series 4) 2
Extremely DIissatisfied ( Series 5) 2
Total 15
Chart Title
7
6
5
4
3
2
1
0
13. MONTHLY REMUNERATION

OPTIONS NO. OF OFFICERS
Full Satisfied (Series 1) 5
Semi-Satisfied ( Series 2) 4
Extremely Dissatisfied (Series 5) NIL
Chart Title
6
0
14. ADOPTION OF LATEST TECHNOLOGY

OPTIONS NO. OF OFFICERS
Full Satisfied ( Series 1) 5
Semi-Satisfied (Series 2) 3
Extremely Dissatisfied (Series 5) 1
Chart Title
6
5
4
3
2
1
0

15. IOC/ORGANIZATION CULTURE
OPTIONS NO. OF
OFFICERS
Fully Satisfied (Series 1) 4
Semi- Satisfied (Series 2) 6
Extremely Dissatisfied (Series 5) 0
TOTAL 15
Chart Title
7
6
5
4
3
2
1
0
fully satisfied semi satisfied

neutral
5.0 FINDINGS
After analyzing & interpreting the data received from the respondents, following
findings have been drawn:
During the research done by me on this topic I asked the employees about the
welfare facilities they are provided by IOCL and found that most of them are
satisfied by the welfare facilities provided by IOCL but very few employees
found eager for more facilities. My findings are:
CANTEEN:-
In this most of the employees are satisfied but there are some employees who
are of the opinion for modernisation of canteen & its infrastructure for further
improvement in catering services, quality & cooking of food. (like roti maker
machine, etc)
MEDICAL :
In this facility, most of the employees are satisfied but some are dissatisfied
regarding non-availability of medicines sometimes, in the Mathura Refinery
Hospital.
RESIDENTIAL FACILITIES:
In this employees are satisfied with the rate of electricity & water, but in some
facilities like maintenance of Quarters, they need some improvement.
RECREATION FACILITIES:
In this some employees are satisfied like indoor facilites and cultural games &
programmes.
TRANSPORT:
In this most of the employees are semi-satisfied. They want some more
improvement in number and schedule of buses.
EDUCATION:
In this we can say that facilities provided for employees children, according to
them, are satisfactory, but still some employees are there who want some more
facilities to be added like internet facilities and provision for books.
HOBBY CLASSES:
Most of the people can’t say about this.
CONVEYANCE:
Many employee are satisfied with this facility.
WORKING CONDITIONS:
Most of the employees can’t say about this & some are semi-satisfied by the
office quipments, tools and check and change room.
IOC CULTURE:
In this, most of the employees are satisfied.
MONTHLY REMUNERATION:
Most of the employees are satisfied with this facility also.
6.0 CONCLUSION
On the basis of the findings obtained from the study we may conclude that-
Mathura Refinery is providing good welfare facilities for the employees but some of
the employee who are still shown there dissatisfaction may be counseled and their
grievances must be redressed to achieve 100% satisfaction level.
So it is concluded that MR is providing most of the Welfare facilities to its employees

in a satisfactory manner, which helps in motivating the employees and getting good
work done by the employees.
7.0 RECOMMENDATIONS & SUGGESTIONS
There is requirement of some changes for the betterment of welfare
facilities which I would like to suggest and they are as follows:-
CANTEEN:
There is scope for improvement in the infrastructure facilities
in canteen by installing modern gadgetries like automatic roti
maker, eco-friendly packing material time etc.
MEDICAL:
Availability of medicine in the MR hospital may be ensured.Some more

visiting consultants may be engaged of different specialities which are
presently not available.
RESIDENTIAL FACILITIES:
In this employees are satisfied with the rate of electricity & water,
but in some facilities like maintenance of Quarters, they need some
improvement.
TRANSPORT:
In this most of the employees are satisfied. They want some improvement
particularly for school children and shopping trips for employee and their
wards.
EDUCATION:
Some improvement can be done in this field like provision of internet

facilities and more books in the library.
WORKING CONDITIONS:
There is scope for improvement in check & change room, office

equipment etc.
LATEST TECHNOLOGY:
In this, some emphasis must be given on advanced technology and to

make employees familiar with it.
COMPANY NAME
BIBLIOGRAPHY
 Kotler Philip, ”Marketing Management”, 11th edition, 2003, Pearson

Education Inc., P. 8-9.
 Ramaswamy V S, ”Marketing Management”, 3rd edition, 2002, Macmillan

India Ltd., P. 5-10
 Kothari C. R., “Research Methodology”, 2nd edition, 2002, New Age

International Pvt. Ltd., P. 11, 130.
 Robbins Stephen P., “Organizational Behaviour”, 10th edition, 2004,

Pearson Education Inc., P. 425-432.
 Company Documents.
 Internet
 http://www.google.com
REFERENCES :
 Mr. R.K. Pathak-SM (A & W)

 Mr. Ashwini- Manager (A & W)
 Mr. R.K. Dubey- CC (HINDI Implementation)
 Ms. Lily- Officer ( Employee Relation)
 Ms. Pankhuri Bahadur- HR ( HRO)
 Mr. Vikas Jhajharia- Legal ( Law Officer)
 Mr. J.P Sen- OFFICIAL ( S.O.S)
 Mr S.K. Mehta – CM ( A& W)
 Mr. Vijay Tandon- CTRM
 Mr. Dalip Singh, Officer – Training
HR Training Coordinator;- Mr. Naba Jyoti Das- DGM (HR)

QUESTIONNAIRE:
(A study of welfare Facilities for the Employees in IOCL, Mathura)
Personal Profile:
NAME:
AGE:
NATURE OF JOB:
DESIGNATION:
You are requested to give your opinion on each question on s point basis, by
encircling your option:
A.ExtremelyDissatisfied
B. Somewhat Dissatisfied
C. Neutral
D. Semi- Satisfied
E. Fully Satisfied
1. CANTEEN
 QUALITY OF FOOD A B C D E
 DRINKING WATER FACILITY A B C D E
 DISTRIBUTION OF COUPONS A B C D E
 CATERING SERVICES A B C D E
 TIME SCHEDULE OF SERVICES A B C D E
 VARIETY OF FOOD A B C D E
2. MEDICAL FACILITIES RENDERED AT MATHURA

REEFINERY
 AVAILABILITY OF SPECIALISTS A B C D E
 NO. OF QUALIFIED DOCTORS A B C D E
 AVAILABILITY OF MEDICINE A B C D E
 OPD A B C D E
 INDOOR ACTIVITIES A B C D E
 HOUSE KEEPING HOSPITALS A B C D E
3. RESIDENTIAL ACCOMODATION
 MAINTAINENCE OF QUARTERS A B C D E
 RATE OF ELECTRICITY, WATER & rent A B C D E
 LOCATION AVAILABLE IN QUARTERS A B C D E
 GRADE BASIS ALLOTMENT OF QUARTERS A B C D E
4. RECREATION
 RECREATION FACILITY AT EMPLOYEES CLUB A B C D E
 INDOOR & OUTDOOR GAMES A B C D E
 CULTURAL PROGRAMMES A B C D E
5. TRANSPORT
 CONDITION OF BUSES A B C D E
 NO. OF BUSES A B C D E
 SCHEDULE & ROUTE A B C D E
6. ARE YOU SATISFIED WITH THE EDUCATION PROVIDED

TO THE EMPLOYEES CHILDREN IN TOWNSHIP?
A B C D E
7. ARE YOU SATISFIED WITH THE L.T.C FACILITY PROVIDED

BY IOCL?
A B C D E
8. ARE YOU SATISFIED WITH THE HOBBY CLASSES

PROVIDED TO THE LADIES & CHILDREN DURING THE
SUMMER VACATIONS?
A B C D E
9. CONVEYANCE
 CONVEYANCE ADVANCE & ALLOWANCE A B C D E
10. ARE YOU SATISFIED WITH THE FURNITURE LOAN OR

FURNITURE HIRE?
A B C D E
11. WORKING CONDITIONS PROVIDED TO YOU AT IOCL

 OFFICE ACCOMODATION A B C D E
 CHECK & CHANGE ROOM A B C D E
 SUPPORT/GUIDANCE FROM SENIORS A B C D E
 OFFICE EQUIPMENTS & TOOLS A B C D E
 WORKING ATMOSPHERE A B C D E
12. ARE YOU SATISFIED WITH YOUR JOB PERFORMANCE?
A B C D E
13. ARE YOU SATISFIED WITH THE MONTHLY

REMUNERATION YOU GET IN IOCL?
A B C D E
14. ARE YOU SATISFIED WITH THE Adoption of LATEST

TECHNOLOGY
A B C D E
15. ARE YOU SATISFIED WITH THE I.O.C CULTURE?

A B C D E

(Mukul) SUMMER TRAINING PROJECT REPORT Iocl

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(Mukul) SUMMER TRAINING PROJECT REPORT Iocl

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SUMMER TRAINING PROJECT REPORT

Submitted for the partial fulfillment towards the award of the

Dr. A.P.J. Abdul Kalam Technical University, Lucknow

Roll Number: 1806570019

Indian Oil Corporation Ltd.

As a part of the partial fulfillment of the MBA programme at B.S.A. College of

Engineering & Technology, Mathura, Summer Training done with the

Indian Oil Corporation Ltd. , Near Mathura Refinery , Baad ,Mathura.

In its broadest sense project report is necessary to make the students of

To be competitive and work aggressive, students need to know the policies,

procedures and the trends going on in the present industrial world.

esteem organization and providing me necessary resources for my project. It

makes and feels me proud to be a part of IOCL , Mathura.

information regarding my project.

received from them.

completing my project work.

1.0 About the Company………………………….………………………...….. . 00

2.0 Introduction to Employees Welfare……………………………………….. 00

3.0 Need of the study………………………..……………………………..….. 00

4.0 Research Design…………………………………………………………… 00

5.0 Data Analysis & Interpretation…………………………………………….. 00

7.0 Recommendations & Suggestions…………………….………………… 00

 IOCL has defined objectives for succeeding in its mission.

 First Indian Company to cross Turnover of Rs. 2,00,000 Crore.

 Highest ever profit of Rs. 7499 Crore

 Profit includes Rs. 3225 Crore from sale of ONGC/GAIL shares.

 Completion of projects over Rs. 9000 crore.

 Government of India Oil Bonds of Face Value of Rs. 6503 Crore

 Holding of erstwhile IBP Co. Ltd. is to be vested in the Trust and

Diesel Hydro-treating unit (DHDT) & MS Quality Up-gradation Unit

For upgrading environmental standards, old Sulphur Recovery Units

Mathura Refinery has planted 1, 67,000 trees in surrounding areas

At Mathura Refinery, technology & ecology go hand in hand with

With the incoming of modern technologies, Mathura Refinery

Mathura Refinery has followed the vision of Prime Minister Narendra

Other future endeavours that underline the Refinery's commitment

Broadly Mathura Refinery apart from its Headquarter

 Personnel and Administrative Department

 HUMAN RESOURCE DEVELOPMENT

 A new wind is blowing through management literature nowadays

Acc. To Factories Act 1948, in chapter v from section 42 to

MEANING AND DEFINITION:

Labour Welfare means anything done for control &

ACC. To Oxford Dictionary:

However The IOCL at its Asian Regional Conference

 Welfare measures may be introduced by the employers,

 The purpose of labor welfare is to bring about the

 Improvement in material, intellectual and cultural conditions of

 It helps to improve recruitment. As the job becomes more

 It improves the morale and loyalty of worjers by making them

 It reduces labour turnover and absenteeism, thereby building

 Welfare measures helps to improve the goodwill & public

 Voluntary efforts for the welfare of workers reduce the threat

 Improvement in material, intellectual & cultural conditions of

1. Statutory-welfare schemes: The services are provided

2. Non-Statutory-welfare schemes: These services are

I have enlisted all the welfare activities of Mathura Refinery as

10) Awards (for employees & their children as meritorious

Some other welfare activities are: