INTRODUCTION

Oil and Natural Gas Corporation limited (ONGC) is a fortune global 500 company and the first ever Indian Corporate in Fortune list of Worlds Most Admired Companies 2007. It ranks 20th among leading global energy majors as per Platts Top 250 Global energy company ranking 2007. It leads all Indian corporate in Forbes Global 2000 and in financial times global 500. ONGC, through its subsidiary ONGC Videsh Ltd.(OVL), is Indias biggest Transnational Corporate with overseas investment of over 10 billion USD in 16 countries.

ONGC Videsh
ONGC Videsh is the international arm of ONGC. ONGC has made major investments in Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its investment in Vietnam.

International rankings
y

ONGC has been ranked at 198 by the Forbes Magazine in their Forbes Global 2000 list for the year 2007.

ONGC has featured in the 2008 list of Fortune Global 500 companies at position 335, a climb of 34 positions from rank of 369 in 2007.

ONGC is ranked as Asias best Oil & Gas company, as per a recent survey conducted by US-based magazine Global Finance

2nd biggest E&P company (and 1st in terms of profits), as per the Platts Energy Business Technology (EBT) Survey 2004

Ranks 24th among Global Energy Companies by Market Capitalization in PFC Energy 50 (December 2004). Economic Times 500, Business Today 500, Business Baron 500 and Business Week recognize ONGC as most valuable Indian corporate, by Market Capitalization, Net Worth and Net Profits.

COMPANY PROFILE ONGC Mission

World Class  Dedicated to excellence by leveraging competitive advantages in R&D and technology with involved people.  Imbibe high standards of business ethics and organization values.  Abiding commitment to health, safety and environment to enrich quality of community life.  Foster a culture of trust, openness and mutual concern to make working a stimulating & challenging experience for our people.  Strive for customer delight through quality products and services. Integrated in Energy Business  Focus on domestic and international oil & gas exploration and production business opportunities.  Provide value linkages in other sectors of energy business.  Create growth opportunities and maximize shareholder value. Dominant Indian Leadership  Retain dominant position in Indian Petroleum sector and enhance Indias energy availability.

HR Vision
To attain organizational excellence by developing and inspiring the true potential of companys human capital and providing opportunities for growth, well being and enrichment.

HR Mission
To create a value and knowledge based organization by inculcating a culture of learning, innovation and team working and aligning business priorities with aspiration of employees leading to a development of an empowered, responsive and competent human capital.

HR Objectives
o To develop and sustain core values. o To develop business leaders for tomorrow. o To provide job contentment through empowerment, accountability and responsibility. o To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job. o To foster a climate of creativity, innovation and enthusiasm. o To enhance the quality of life of employees and their families. o To inculcate higher understanding of Service to a greater cause. Core Values of the company A Task Force was constituted to identify 5 core values in ONGC along with their attributes and desired behaviour associated with them. S.No. Core Values Attributes/Desired Behaviour on the job Commitment, loyalty, sense of ownership of the job and company properties, improvements in personal work area as a self-starter, ensuring quality in individual work and value addition, sense of pride in company. Personal/Professional integrity by strictly abiding by rules & regulations, processing/deciding cases in an unbiased/dispassionate way, sense of ethics in behaviour and interpersonal & professional interaction. Working in groups, trust & openness, co-operation, communication, sharing knowledge and information, collective learning, target consciousness, cost and quality consciousness. Punctuality, work ethics, dress code, self-discipline as model to others, enforcing discipline in a fair and firm manner.

Sense of belonging 1

Integrity 2

Team Spirit 3

4 5

Discipline

Social Responsibility Caring of society & environment, projecting a lofty image of ONGC to society.

ORGANOGRAM ONGC

Standard Designations & Levels

Designations Executive Director Group General Manager General Manager Deputy General Manager Chief Manager/Chief Geophysicist/ Chief Geologist/Chief Chemist/Chief Engineer Manager/Superintending Engineer/Superintending Geophysicist/ Superintending Geologist/Superintending Chemist Deputy Manager/Deputy Superintending Geophysicist/ Deputy Superintending Geologist/Deputy Superintending Chemist/ Deputy Superintending Engineer Senior Officer/Executive Engineer/Senior Geophysicist/Senior Geologist/Senior Chemist Officer/Assistant Executive Engineer/Geophysicist/Geologist/Chemist Assistant Officer/Assistant Engineer Chief Superintendent/Senior Foreman Senior Superintendent/Senior Foreman Superintendent/Foreman Assistant Superintendent/Assistant Foreman Junior Engineer/Junior Superintendent/Junior Accountant Topman/Chargeman/Assistant Grade I Junior Technician/Rigman/Assistant Grade - II Assistant Technician/Assistant Rigman/ Assistant Grade - III Junior Assistant Technician/ Junior Assistant Level E-9 E-8 E-7 E-6 E-5 E-4

E-3

E-2

E-1 E-0 S-IV S-III S-II S-I A-V A-IV A-III A-II A-I

Head Worker Deputy Head Worker Senior Worker Attendant Grade I Attendant Grade II Attendant Grade III Junior Attendant

W-VII W-VI W-V W-IV W-III W-II W-I

SECTIONS VISITED:
y y y y y y y y y y y General Administration Department (GAD) Estates Loans and advances Hospitality and Welfare Lease and self lease Industrial relations Medical section Performance Appraisal (PAR) Recruitment and Promotions (R&P) Training and Development Establishments

1.GENERAL ADMINISTRATION DEPARTMENT (GAD)

All General Services required by ONGC are provided and taken care of by GAD.  Contract management  Event managements  Housekeeping management  Medical transit management  Central diary and dispatch  Procurement of capital or non capital items  Telephone charges reimbursement cases  Corporate citizenship policy cases  Management of invoice monitoring system Contracts:  Currently 7 contracts for providing different services like canteen, pest control services, potted plank, photo copying, engagement of term based messengers, drinking water, etc...

Term based employees- currently 17 people are there who are given with basic medical facilities even though they are term based employee.

Event Management:  Flag Day, Independence Day, ONGC day (14th august), vigilance awareness week (as instructed by main office), farewell awareness for retirees (month end retirement).  Arranging for all celebrations, sweet distributions, gifts, food arrangement, etc,.

Housekeeping:   Up keeping of office, sores, tape library, etc. Plans to fix contractors

Medical transit accommodation:  ONGC bears all medical expenses of its employee and their dependents. When a employee travel from his state to another for getting any medical service for a long period, then their accommodation are taken care of by ONGC at Cauvery basin Chennai.   2 bedroom flats is provided for accommodation of the employee and family as medical transit accommodation. This is provided on the request of the employee. Request letters and details of the case, medical reports are all sent to the medical team for inspection and the permission is granted on the basis of medical teams recommendation. Number of days of treatment hat may require is also specified in the recommendation.

Central Diary & Dispatch:  All posted services both incoming and outgoing are taken care of. Frequently the posts are from and to Delhi, Dehradun, Rajamundry & Karaikal file movements, receipts, speed posts, courier, etc., are provided.  ONGC has published 5Rs Stamps.

    

Sender has to request its specification like courier or speed post or register post, etc Pigeon hole system is used. Posts are segregated floor wise and wing wise and then distributed accordingly. ECS- Electronic Clearing System is not included in this. Franking machines are used. Approximately, it is filled for Rs 60000 every month. Minimum balance Rs 250 is required. Records like dispatch book are maintained.

Procurement of capital or non capital items:    Canteen, medical guest house centralized stationary and printing etc., their requirements (items) are all procured by GAD. Canteen 250 units electricity free, all facilities are procured and provided. Rs 100 is collected as rent from contractors.

Telephone charges reimbursement:   According to the levels in ONGC (grades) reimbursement varies. Claims and bills are forwarded to finance department.

Corporate Social Responsibility (CSR):    Corporate Citizenship policy Earlier 0.75% of net profit was spent on CSR and now 2% is spent for the same. Priority of services to the in and around area of ONGCs Operational sector (Karaikal, Nagapattinam) and minor share of donations and others given to administrative area (Chennai). Proposal screening committee:  Proposal screening committee is framed with members from HR, operation and finance. They scan the proposals, verify it and are to be served first. They screen the proposals.  Education, health camps, NGOs are main social work done by ONGC.

Virtual Corporate Board:    It is headed by chairperson most often basin manager. The board approves the allotment and proposals. CSR is accounted under 10 different heads as given by CCP. Project approach is maintained for serving each proposals.

Management of Invoice Monitoring System:   This system is about supplier relationship management. IMD- Invoice Managing System is processed through maintaining a website called e-tender, where Invoice status can be checked. Details of suppliers as required by this department are:   Vendors code, D.O.no, Invoice no, Invoice date, Invoice amount, Email id of supplier. 21 days is the processing time. If it takes more than 21 days Warning exists is pop-up or generated by the system.

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2.ESTATES
House Rent Allowance 1. The rate of HRA payable to executives/non-executives of ONGC is as under : For Executives & Unionised Categories of Employees:  At work centers in Delhi, Mumbai, Kolkata, Chennai and Ahmedabad, 30% of basic pay or actual rent paid, whichever is less.  At work centers in Baroda, Ankleswar, Mehsana, Surat, 22.5% of basic pay or actual rent paid, whichever is less.  At Jothpur, Goa, 17.5% of basic pay or actual rent paid, whichever is less.  At all work centers in North East, Cambay, Jammu, Karaikal, Rajahmundry & Dehradun, 15% of basic pay or actual rent paid, whichever is less. 2. Payment of HRA under different circumstances: Employees living in their own houses: a) Houses located in Municipal Limits, Cantonment, Local Bodies and Notified Areas: Ratable value of owned houses assessed by Authorities of Municipality, Cantonment, Local Bodies, Notified Areas or by Civil Engineering Department of the Corporation. b) Houses located in areas falling outside limits of Municipality, Cantonment, Local Bodies & Notified Areas. The ratable value of houses in cases falling under this category should be restricted to 75% of the ratable value of similar house situated within Municipal/Cantonment, Local Bodies and Notified area limits. Employees sharing Leased/Company owned accommodation with their serving family members: In case an Employee shares with his/her serving spouse/parents/children the leased/Company owned accommodation (including rent free accommodation) provided by ONGC/Central/State Government/ any Public Undertaking or Semi-Government Organization, the Employee other than the allottee will be eligible to draw HRA, provided such co-sharing is admissible under the Rules and permission is granted by the Competent Authority.

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Employees sharing hired/owned accommodation with other serving members including the accommodation owned by H.U.F. of which he/she is a member: a) On Production of House Rent Receipt/Rental Assessment In such cases one of the Employees as per choice may draw HRA as per his entitlement as admissible on production of rent receipt/assessment of rental as per procedure and other serving members of the family i.e. spouse/parents/son/daughter, who are Employees of the Corporation and are sharing accommodation with him/her may draw HRA restricted to the amount without production of rent receipt, or on self certification basis as the case may be. b) Without Production of Rent Receipt In case an Employee shares above type of accommodation with his/her

spouse/parents/son/daughter serving in the Corporation as the case may be, then such Employees may draw House Rent Allowance as payable without production of rent receipt, or on self certification basis as the case may be. Employees sharing allotted accommodation with another Employee An Employee of the Corporation, sharing above type of accommodation which may have been allotted to other person, may draw HRA as payable without production of rent receipt or on self certification basis, as the case may be, subject to the condition that such sharing is permissible under the relevant Rules of the organization and permission for sharing is granted by Competent Authority. Payment of HRA on transfer An Employee on transfer may draw House Rent Allowance as admissible at the place where he opts to keep his family on production of house rent receipt. 3. Payment of HRA during leave, joining time, deputation abroad/training abroad or in India and on suspension: During leave: An Employee will be eligible for HRA up to 180 days during all kinds of leave except EOL as per leave Rules of ONGC at the same rate at which he was drawing this allowance before he

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proceeded on leave. When holidays are combined with leave, entire period of holidays and leave shall be taken as one spell of leave. Joining time: During joining time, on transfer, an Employee shall be entitled to draw HRA at the same rate at which he was drawing it at the last station, from where he was transferred. In case of Corporation owned accommodation, the HRA will be admissible subject to vacation of the accommodation. Deputation/Training abroad or in India: HRA will be payable to an Employee as admissible for the station where the family resides. Suspension: a) During suspension, an Employee will be entitled to HRA in accordance with the provisions of Pay & Allowances Regulations of the Corporation subject to his furnishing a certificate that he actually retained the house. b) In case the headquarter of an Employee under suspension is changed in Corporations interest by the Competent Authority, he shall be entitled to HRA at the new station subject to furnishing of the requisite certificate. 4. RENTAL VALUE OF THE HOUSE/HOUSE RENT ASSESSMENT: Rent assessment done by the Civil Engineering Department of the Company in respect of the houses owned by the employees in the Company is accepted for regulating payment of house rent to the employees living in their houses. Such assessment in classified towns, however, is to be done by the Municipal or other local authorities. The revised plinth area rates for assessment of houses owned by the employees for the purpose of HRA are given below: a) Rs.3.00 per sq.ft. for the houses situated within the limit of Municipal Corpn./Cantonment Board.

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b) Rs.2.25 per sq.ft. for the houses situated outside the limit of Municipal corpn./Cantonment Board. Colony accommodation 1. Methodology to determine the seniority for allotment of various types of residential / colony accommodations D Type i. The executives shall be placed in order of seniority as per effective date of promotion to the post of DGM (E-6). ii. In case, there is more than one executive having the same effective date of promotion, they shall be placed in order of seniority with respect to their date of joining in ONGC. iii. In case, the effective date of promotion and date of joining in ONGC are the same in respect of more than one executive then the seniority of executives shall be decided as per their date of joining in that project. iv. In case any executive has directly joined the post of DGM or the higher post, his seniority shall be considered from the date of joining on that post. C Type i. The executives shall be placed in order of seniority as per effective date of promotion to the post of E-3. ii. In case, there is more than one executive having the same effective date of promotion, they shall be placed in order of seniority with respect of their date of joining in ONGC. iii. In case, the effective date of promotion and date of joining in ONGC are the same in respect of more than one executive then the seniority of executives shall be decided as per their date of joining in that project. iv. In case any executive has directly joined the post of E-3 or higher upto E-5, his seniority shall be considered from the date of joining on that post.

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B Type i. Executives (E-0 to E-2) and the employees of the unionised category are entitled for B type accommodation, the seniority shall be determined on the basis of attaining the pay or Rs. 7000/- or effective date of promotion to E-0, whichever is earlier. ii. In case, there is more than one employee having the same effective date of promotion to E-0 or attainment of basic pay of Rs. 7000/-, they shall be placed in order of seniority with respect to their date of joining in ONGC. iii. In case, the effective date of promotion or attainment of basic pay of Rs. 7000/- and date of joining in ONGC are the same in respect of more than one employee then their seniority shall be decided as per their date of joining in that project. iv. In case any employee has joined directly the post of (E-0) or the higher post (E-2), his seniority shall be considered from the date of joining on that post. House Rent Recovery The revised rate of house rent recovery for colony accommodation with effect are as under:Type of

Rate of recovery (Rs. p.m) Outside municipal limits 85 200 300 450

Quarters Within municipal Limits A. B. C. D. 130 320 450 675

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3.LOANS AND ADVANCES

A) House Building Advance Amount of Advance: y First HBA: 75 months Basic Pay + D.A. OR approved estimated cost of construction including cost of land OR Rs.7.5 lakhs whichever is least. y Second HBA: Approved estimated cost for extension OR Rs.3 lakhs whichever is less.

Eligibility for HBA House Building Advance may be granted to the Employees of the Company, who have put in a minimum of 7 years continuous service or have completed 10 years total service including service rendered in Government/Public Sector Undertaking and have completed probation period satisfactorily. Rate of Interest:
Amount of HBA First Rs.30,000/30,001 - 3,00,000/3,00,001 7,50,000/Rate of Interest 5.5% 6% 8%

A rebate of % in the interest is admissible to the employees undergoing sterilization under small family norms scheme. Penal Interest: Penal interest @ 15% over and above the normal interest is charged in case of non-utilization of HBA within the stipulated period as required under ONGC HBA rules. Repaying Capacity:
No. of years of service Retiring after 20 years 10 - 20 years of service left Payable amount 50% of Basic pay + DA 60% of Basic pay + DA, additionally 80% of

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Less than 10 years of service left

Gratuity may be adjusted 66.67% of Basic pay + DA, additionally 90% of Gratuity may be adjusted

Disbursement of Loan:
a) 20% of total advance is released for purchase of plot b) The balance advance of 80%is released in three installments of 30%, 40% and 30% for construction. 3 installments of 30%, 40%, 30% In one lump sum installment Two installments of 50% each

Purchase of plot and construction of house

Construction of house on existing plot Outright purchase of house/flat Second Advance for extension of house.

Terms and Conditions for Grant of HBA: Insurance: Immediately on completion or purchase of the house/flat, the same is to be insured against fire, flood and lightening for a sum not less than the amount of advance and the policy is to be pledged to and deposited with the Company. The employee shall thereafter pay the premium regularly and produce the premium receipts to the Head of Office for verification. Time Limit: 1) Construction to be carried out exactly as per approved plan and specification based on which the advance was computed and sanctioned. 2) In case of advance for plot and house thereon, the construction is to be completed in 24 months. 3) In case of advance for house only, the construction is to be completed in 18 months. Extension of Time Limits: In case the construction of house is not completed within the stipulated period due to circumstances beyond the control of employee an extension of the time limit may be allowed.

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Conveyance Advance: Car Advance - 90% of actual cost of the car being purchased or 20 months basic pay with a ceiling of Rs.3, 50,000/- whichever is less. Scooter/ Motor Cycle Advance - 90% of actual cost of Scooter/Motor cycle being purchased with a cost ceiling of Rs.45000/- whichever is less. Moped Advance Actual cost of Moped with a ceiling of Rs.25, 000 Refund of Amount not spent: If the actual price paid for the purchase of the conveyance is less than the amount of the advance drawn the employee shall forth-with refund the balance in a lump-sum. Certification of Purchase: An employee, who takes an advance shall within one month after drawing the advance furnish to the competent authority with a certificate giving full particulars of the conveyance purchased with the advance and the cash receipt obtained for the amount actually paid for it. Refund of failure on purchase: (a)An employee who draws an advance for the purchase of a conveyance is expected to complete his negotiations for the purchase of the conveyance and pay finally there for within one month of the date on which he draws the advance; failing such completion and payment, the full amount of the advance drawn with interest thereon for one month shall be refunded to the company, unless the period regarding purchase in extended by the Company at the request of the employee. (b)Where an Executive draws an advance for purchase of a new car and he deposits the entire amount with the authorized dealer within 15 days, the time limit for purchase of a new car is extended to the actual date of delivery or six months which-so-ever is earlier; subject to:i) The actual interest earned on the amount drawn from the ONGC by depositing with the dealer will be passed on to ONGC

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ii) He will continue to pay normal interest on the conveyance advance as applicable to other cases, during the said period iii) In case the Executive fails to get delivery of a new car within a period of six months, he will be liable to pay penal interest for the period beyond six months. Children Education Assistance: Under the O.N.G.C. Children Education Assistance scheme the following benefits are extended to the wards of O.N.G.C. employees: Reimbursement of Tuition Fee: An employee shall be eligible for reimbursement of actual expenditure incurred on Tuition Fee (including compulsory charges paid to the school covering admission fee and examination fee) except charges for food, clothing, books and stationery. Conditions for reimbursement of tuition fee: i) The assistance shall be admissible for education in recognized institutions in India in PreUniversity classes, or the First Year classes of an Intermediate College or of a Technical College provided that the children in respect of whom the reimbursement of fees is claimed have passed the Secondary, High School, Matriculation or equivalent examination, but not the Higher Secondary or equivalent examination. ii) No assistance shall be admissible in respect of a child for more than two academic years in the same class. Reimbursement of Journey Fee: The children of the employees who are staying away from them for prosecution of their studies, will be allowed reimbursement of second class rail fare twice a Calendar year from the educational institutions, during approved vacation to join their parents, at the place of posting of the employee and back to the educational institutions. Hostel Subsidy: The children of employees who stay in a hostel or residential school for the purpose of their academic pursuits, are entitled to Hostel Subsidy. 19

Merit Scholarship: Merit Scholarship is granted to the wards of the employees who secure the following percentages of marks in the aggregate of the last examination passed: a) Wards studying in classes from Vth to Xth - 70% b) Wards studying in classes above Xth and who pass the qualifying examination in: (i) Science stream in Physics, Chemistry, Botany, Biology, Zoology, Geology and Mathematics 60% (ii) Commerce /Humanities stream - 60% The amount of scholarship for different courses is as under: i) Class Vth to Xth - Rs.125/- p.m. ii) Intermediate Classes - Rs.150/- p.m. iii) Degree Classes - Rs.200/- p.m. iv) Post Graduate Classes - Rs.225/- p.m. v) Professional Courses Rs.300/- p.m.

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4.HOSPITALITY AND WELFARE This department provides certain specified facilities to ONGC employees. The facilities include: o Ticketing o Hotel and related expenditure o Arranging banquets o Protocol duties o Guest house accommodation. The processing of bills takes 4 to 5 working days. Payment of bill is taken care by the finance department. Up gradation of entitlement must get the approval of Chairmen. Booking Tickets: (travel tickets)  Only E3 and above level employees of ONGC are eligible for Air traveling.  Full payment of ticket expenditure is available.  Only Economy and cheue fare is provided. Hotels and Eligibility: 5 star - E7 and above; 4 star - E5 and above; 3 star - E3 and above; 2 star below E3 and non classified category  Hotel stay near office area or sometimes near Air port is availed.  ONGC usually have 1 year contract with hotels and the rates are usually 10% to 15 % less than what the hotels charge general public. Protocol duties: It is assigned to E4 and E3 level officers. Guest house accommodation: Guest houses accommodations are provided on a short time basis. For this purpose Anna nagar flat is available.

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5.LEASE AND SELFLEASE 1. ONGC may take on lease houses/flats owned by executives and allot the same to them for residential purposes on a request received in writing from them subject to following provisions:2. ELIGIBILITY a) All executives at E-1 and above levels who are otherwise entitled for leased accommodations and own a residential house / flat at the place of posting may be allotted the self leasing facility provided the company owned accommodation is not available for allotment. b) The eligible executives who are transferred to NE States or who are working on On/Off pattern may also be allowed the facility, provided they chose to retain their family at the old station where they have owned houses/flats. 3. RENT ASSESSMENT The criteria for assessment of rent of the house for self leasing purposes shall be the same as for leased accommodation applicable to the place of posting. However, measurement etc. shall be made by the Civil Engineering Department in presence of the representatives of Admn. and the owner. No enhancement in rent so assessed will be made until further orders. 4. ENTITLEMENT The principles of entitlement for plinth area and rent ceiling will remain the same as in case of ordinary leased accommodation. 5. MONETARY CEILINGS a) Monetary ceilings for leased accommodations shall continue to be the house rent allowance percentage as applicable to the work centre plus 10 % with reference to the maximum of the revised pay scale. b) Effective date(s) in respect of revised monetary ceilings are with reference to the present practice in vogue and instructions issued from time to time.

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6. Lease and Self Lease Executive level E-0/E-1/E-2 E-3/E-4/E-5 E-6/E-7/E-8/E-9 Rate of recovery (Rs. p.m.) 640 900 1350

7. Maintenance, repairs The maintenance, repairs etc. including taxes and consumption charges like electricity and water etc. shall be the liability of the owner-allottee. 8. Self lease facility to E-0 level The facility of self leasing of residential accommodation has been extended to E-0 level officers on the same terms and conditions as to other executives. 9. Maintenance charges The maintenance charges equivalent to 2 (two) months actual lease rent is reimbursed to the executives residing in self-lease accommodation.The maintenance charges equivalent to 2 (two) months actual lease rent is reimbursed to the unionized category of employees residing in selflease accommodation. House Rent Recovery (HRR) in case of unionized category of employees availing self-leasing scheme is, as following: H R R per month Rs.260/Rs. 640/-

Basic Pay Basic Pay up to Rs.6,999/Basic Pay Rs.7000/- and above

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5.INDUSTRIAL RELATIONS ONGC is a multi-discipline and multi-location organization, having scenario of multiplicity of unions/associations. These executives are represented by Association of Scientific & Technical Officers (ASTO), whereas, the unionized categories of employees are represented by 9 unions, recognized under the Code of Discipline. Some of the recognized unions have affiliations with the Central Trade Unions Organizations, but a few are independent unions also. There are about 53 un-recognized unions, operating at various work centers of ONGC, who represent regular, contingent and contractual employees. Harmonious industrial relations are the result of well-considered policies and practices of industrial relations, which is responsible for creating mutual trust, confidence, collaboration and participation. The salient features of the practices and policies pursued by ONGC for maintaining harmonious industrial relations are mentioned below: i) ii) iii) Policy of collaboration and sorting out the issues in course of negotiations. Policy of periodic joint meetings at work centre level and apex level. Policy of recognition to the unions under the code of discipline by identifying bargaining agent through secret ballot, which is reviewed from time to time based on the experience and requirement, for making it more effective. iv) ONGC not only provides certain facilities to ASTO and its office bearers, but also decides the general terms and conditions, financial and retirement benefits to executives in course of negotiations with the said Association. v) ONGC also extends some facilities to recognized unions and their office bearers. It also decides the general terms and conditions, financial and retirement benefits of the unionized categories of employees in consultation with the recognized unions. vi) All policy decisions in respect of unionized categories of employees are taken preferably in JCM or in a small forum of unions & management. vii) Since the recognized unions have different affiliations and philosophies, the forums of such meetings look like a bargaining council, where they negotiate, raise issues in their own manner, but agree or disagree, taking a common stand. viii) There is a Grievance Management System since 1981 having formal and informal channels, with a provision for appeal for redressal of individual grievances of 24

employees, which is reviewed by the Management periodically for keeping it more effective. ix) There is smooth communication/interaction of Management with unions.

Recognised Trade Unions in ONGC: y ONGC Purbanchal Employees Association is recognized for Nazira/Sivasagar & Jorhat y ONGC Employees Mazdoor Sabha is recognized for Baroda, Ahmedabad, Mehsana, Cambay & Jodhpur. y ONGC Employees Association (INTUC) for Ankleshwar.

Criteria for Recognition of Trade Unions: y Where there is more than one union, a union claiming recognition should have been functioning for at least one year after registration; where there is only one union, this condition would not apply. y The membership of the union should cover at least 15% of the workers in the establishment concerned. Membership would be counted only of those who had paid their subscriptions for at least three months during the period of six months immediately preceding the reckoning. y A union may claim to be recognized as a representative union for an industry in a local area if it has a membership of at least 25% of the workers of that industry in that area. y When a union is recognized, there should be no change in its position for a period of two years. y Where there are several unions in an industry or establishment, the one with the largest membership should be recognized. y A representative union for an industry in an area should have the right to represent the workers in all the establishments in the industry. y Only those unions which observed the Code of Discipline would be entitled for recognition.

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Rights of Recognized Unions under the Code of Discipline: y To raise issue and enter into collective agreements with employers on general questions concerning the terms of employment and conditions of service of workers in an establishment or in the case of a Representative Union, in an industry in a local area. y To collect membership fees payable by members to the union within the premises of the undertaking. y y To nominate its representatives on Joint Management Councils. To nominate its representatives on non-statutory bipartite committees like production committees, welfare committees, canteen committees, house allotment committees, etc. The recognized unions will not resort to or endorse the following actions: y y y y y Any form of physical duress. Permit demonstrations which are not peaceful and permit rowdyism in demonstrations Any union activity during working hours unless permitted in law or by agreement. Negligence of duties. Careless operations, damage to property, interference with or disturbance to the normal work and insubordination. y Serve strike notices during the tenure of LTS or any other matter on which there has been an agreement.

Meetings and negotiations with the unions: The levels for negotiations are identified as under: 1. unit level 2. ONGC level 3. Consultative/Advisory forum at ONGC level At local level, the meeting should be held accordingly. In order to make the Joint Negotiating Machinery more effective, the following guidelines are to be followed: 1. Agenda should be prepared and circulated in advance. 26

2. Necessary home work should be done by all concerned before meeting. 3. All meetings should commence at scheduled time. 4. Minutes and Record notes should be prepared and issued within a fortnight. 5. All the outstanding IR issues, status of implementations of agreements, settlements and awards should be made available online by the work centers and the concerned department at corporate level.

GRIEVANCE MANAGEMENT SYSTEM Objectives: The objective of the Grievance Management System is to provide easily accessible machinery to the employees of the Corporation for redressals of their grievances and for this adopt such measures as would ensure expeditions redressal of grievances of employees leading to increased satisfaction on the job which result in improved productivity and efficiency of the organisation. Scope: A grievance for the purpose of this Grievance Management System would only mean a complaint relating to any individual employee arising out of the interpretation/implementation of Company policies, rules, regulations, management decisions, etc. It can include matter relating to wages/salary, leave, promotion increment, transfer, seniority, work assignment, working conditions, interpretation of service rules etc. affecting the said individual employee but shall not relate to: y Disciplinary action taken under the Conduct, Discipline and Appeal Rules of the Corporation. y General issues requiring policy decision in respect of pay scales, dearness allowance, fringe benefits, etc. y y y y y Performance Appraisal Report. Past employees of the Commission. Promotion to the post of E5 level. Training either in India or abroad. Cases where the prescribed procedure has been invoked once will not be reopened. 27

Grievance Procedure: The Grievance Management System consists of two channels-informal and formal. The informal channel includes Open Hearing Day and Counselling. The formal channel is called Grievance Procedure which includes three stages namely Departmental Head, Grievance Committee and Appeals Committee. An employee may take recourse to this system, if he has any grievance before raising an industrial dispute on the issue. Depending upon his choice he may opt for formal channel but preferably he should exhaust informal channel before taking recourse to the formal channel. However, in case of formal channel he has to approach Stage I first, then Stage II & finally Stage III. No short-cutting or by-passing would be permissible. Informal Channel: Open Hearing Day: Every fortnight on a pre-fixed day or any other day as he considers fit in accordance with his convenience, aspirations of the employees of the work centre or requirement an Open Hearing Day will be conducted by the Head of the Work centre where efforts may be made for the settlement of the grievances. An individual can discuss his/her grievance with the Head of the Work centre on this day. If he/she does not get a reply within 7 days he/she may go to formal channel if he/she so desires. Counselling: Counsellors will be nominated by the Head of the Work centre whom the aggrieved individual may approach for discussing his/her grievance for guidance and advice. Formal Channel: Stage-I: Departmental Head: An employee who is aggrieved shall take up his grievance with his Departmental Head as a written grievance in duplicate pro forma available in HR/ER Section and in other Departments. One copy will be retained by the Departmental Head and the duplicate copy will be endorsed by them to the concerned HR/ER Section for verification of facts and comments. The concerned Personnel Executive will verify the facts and record his comments within 3 working days and 28

submit the same to the Departmental Head. A decision will be conveyed to the aggrieved employee within fifteen working days in writing. Stage-II: Grievance Committee: If an aggrieved employee is not satisfied with the decision of the Departmental Head or does not get a reply within 15 days, he may present his grievance to the Grievance Committee in the prescribed from through proper channel to the Member Secretary of the Grievance Committee clearly stating the reasons for which he is not satisfied with the decision, if taken at Stage-I. The Departmental Head will also enclose the duplicate form duly verified by the HR/ER Section and record his comments on the reasons mentioned by the aggrieved employee. Grievance received by the Grievance Committee shall be examined/heard within 30 working days from the date of its receipt by the Grievance Committee. The Secretary of the Grievance Committee shall convey the decision of the Grievance Committee. If the request of the employee is acceded to, a copy of the decision will be sent to the concerned P&A Executive by the Secretary of the Grievance Committee for its speedy implementation within 15 working days from the date of its issue by the Secretary of the Grievance Committee. An aggrieved employee may present his case in person and/or with the assistance of any other employee in the service of the Corporation for this purpose. However, if the Committee is of the opinion, on the basis of the documents so submitted by the employee that there is no need for hearing, the committee may arrive at the decision without hearing. In case the committee is of considered opinion that hearing is required an aggrieved employee will get prior information at least 7 working days in advance regarding hearing of his grievance by the Grievance Committee and he shall seek permission from his supervisor for appearing before the Grievance Committee. Total time taken in redressal of a grievance from the date of its receipt by the Grievance Committee to the date of its redressal i.e. communication of decision to the employee or to the concerned P&A Executive for implementation by the management shall not exceed 60 working days. In the event of any delay beyond 60 working days, an aggrieved employee shall have the option to straight-away submit his appeal to the Appeals Committee.

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Stage-III: Appeals Committee: An aggrieved employee whose grievance has not been settled at Stage-II within 60 days from the date of receipt of his grievance by the Grievance Committee or who is not satisfied with the decision given by the Grievance Committee, may appeal to the Appeals Committee located at Headquarters clearly stating the reasons for his dissatisfaction. He/she will submit his/her appeal in a prescribed pro forma, available in the HR/ER Section or with the Secretary of the Appeal in a prescribed pro forma, available in the HR/ER Section or with the Secretary of the Appeals Committee at Headquarters along with all documents/papers of the 2nd stage through proper channel. A copy thereof shall also be given to the HR/ER Section at the

Asset/Basic/Services/Institution/RO/HQ. SOCIO-CULTURAL DEVELOPMENT ONGC Mahila Samiti are actively involved in various activities for meeting the social objectives of the Corporation like running crches and nursery schools, organising health camps, fete, visiting neighbouring villages to teach the rural folk about health care and cleanliness, helping the handicapped, the poor and needy children. They are also arranging Vocational Training Programmes in knitting, tailoring etc., Adult Education Programmes for removal of illiteracy among rural youth and maintaining homes for the aged persons are other focus areas. They also organise cultural programmes from time to time. Employee Welfare Committee: Employee Welfare Committees are set up in various offices/work centres of the Corporation. These Committees are responsible for provision of following types of amenities: Indoor games Outdoor games Sports, annual sports and other athletic activities Cultural activities, like dramas, variety shows, etc. 30

 Audio-visual activities Library-cum-reading room. The Committee consists of a President (ex-officio), a Vice President, and ten other Members. The Head of the Project or Office functions as the Ex-Officio President. The Vice President and seven of the Members are elected bi-annually from amongst the employees. The remaining three Members are nominated by the Ex-Officio President. For meeting its day-to-day expenditure, the EWC receives:(i) Contributions from Members (not less than Rs.3/- per head per year) (ii) Following grants from the Corporation: (a) Grant-in aid: Rs.4/- per head per annum for the entire strength of employees in case they are members of the Employee Welfare Committee. (b) Matching Grant: Rs.3/- per annum for each member of the Employee Welfare Committee (including Officers) who subscribe at the same rate towards membership and, (iii) Donations and other miscellaneous receipts.

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7.MEDICAL SECTION
Reimbursement: (i) Employees taking treatment as outpatient/inpatient in Government, ONGC Authorized Hospitals/Dispensaries are reimbursed their medical claims as per admissibility and counter signature by ONGC Medical Officer. (ii) All medical claims for reimbursement must be submitted supported with reference slip, prescription slip, cash voucher and essentiality certificate if applicable, to In charge, Medical Section, ONGC for scrutiny and counter signature before the bills are passed by the controlling officer and forwarded to Finance for pre-audit and payment. (iii) Employees and their dependent family members are eligible to avail treatment from the empanelled AMAs/Specialists/Hospitals/Nursing Homes, wherever such facilities are being made available in the vicinity of their residence. In exceptional and emergency circumstances, relaxation can be granted for reimbursing the medical expenses of the treatment availed from the Hospitals/AMAs who are not in the panel of ONGC. (iv) The Companys employee or a member of his family if receives treatment from his authorized medical attendant at a place where he falls ill, whether it be his permanent residence or place of his casual stay or the place where he may be spending leave, can be allowed reimbursement of the medical expenses. Time Limit: Medical bills for reimbursement should be preferred within three months from the date of completion of treatment.

Medical Facilities For Employees on 14 Days on/off: i) The employees and their dependent family members are allowed to avail medical facilities from ONGC Hospitals/Dispensaries, AMA, Government Hospitals in case if these facilities are available in the station where employees are staying with their family members. 32

ii)

Before availing medical facilities employees are to take permission from the local Establishment where their personal files are maintained. In case of their place of posting and place of availing medical facilities are different, permission from Establishment is to be drawn with photo identity card system.

Unauthorized Admission: Employees admitting themselves or their dependent family members in a private nursing home without intimation/prior permission from the competent authority will be treated as unauthorized admission into such Hospital. Reimbursement of cost of expenditure on such treatment will not be made. Medicines prescribed by such hospitals are also not issued. In case of emergency, a certificate to this effect is to be obtained from Head of Office/BG/Project for regularizing the admission. Issue of medicines: i) Medical Officers of ONGC are authorized to issue medicines prescribed by Authorized Medical Attendants of ONGC and Government whenever any patient is referred for outside treatment. ii) Employees are issued medicines for a period which will be decided by the ONGC Authorized Medical Officer; as he is the best judge in prescribing the medicine and duration. iii) No medicines will be issued against the prescription of Private Medical Practitioners.

Transit Accommodation for Medical Treatment: Transit Accommodation for escorts of ONGC employees coming for medical attendance to Chennai is available. On arrival at Chennai, the Authorized Medical Attendant (Escort) not exceeding two would be given accommodation on the recommendations of the DGM (Medical), Chennai. Preference would be given to ONGC employees coming from remote areas: North-East and allotment would be given on first-come-first basis. The General Administration of P&A, ONGC, Chennai will make arrangements.

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8.PERFORMANCE APPRAISAL REPORT

Performance Appraisal Report is an index of an employee or executives works performance over a given period of time. It is crucial for his or her career growth as it indicates the strengths, weakness, training needs, nature of job being performed, problems faced in work situation. Objectives: y To set norms and targets of Work Performance, as well as to monitor the work progress of employees. y To facilitate placement of employees in accordance with the suitability for different types of assignment. y To provide an objective basis for determination of merit, efficiency and suitability for the purpose of promotion. y To identify areas requiring expose for training and development.

Evaluation: y The work performance of the employee on the present job in relation to the expected levels of performance, both qualitative and quantitative. y y y Coverage: The appraisal shall cover: I. II. Performance during the period from 1st April to 31st March of every year. All regular employees of the company. There shall, however, be 5 different formats for class 3 & 4, E-0, E-1 to E-3, E-4 to E-6, E-7 and above. The appraisal form PAR will have to be filled in respect of all such employees who have served for a period of at least 4 months in the organization during the relevant year. The extent of development achieved by the employee during the period under review. Evaluation of behavior attributes, attitudes and abilities. Evaluation of potentials for assuming higher responsibility.

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Appraisal Year: The appraisal period is 12 months of financial year between 1st April of a year to 31st March of succeeding year. Appraise: An appraise is an executive who has worked under the direct control and supervision of another executive for a min period of 4 months within the time span of 1stApril to 31st March in a appraisal year. Reporting Authority: Executive under whose direct control and supervision the appraise operates. Review Authority: Senior executive who oversees the activities of the appraise and who offers professional advice to or controls, the first appraiser. Co-Reviewing Officer: Senior Officer located in projects take professional guidance from their professional seniors posted in the regional officer. Procedure: y y PAR is required to be assessed by reporting officer and by reviewing officer. The reporting officer for writing PAR of a employee of Class 3 or 4 and E-0 level category will be the executive under whose control the employees is working. y y The reviewing officer will be of one grade above the grade of Reporting Officer. PAR of E-0 & E-6 level executives are being maintained in PAR department at headquarters. y PAR of E-7 and above are maintained at chairman and managing director office.

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Accepting Authority: A senior officer who is designated to relook at the performance of the Appraisee and review the observations of reporting officer and reviewing officer. Appellate Authority: Project GM, Group GM, executive director, director, chairman & MD would be appellate authorities to take decisions on representations of different levels of appraise. PAR Officer: PAR activities are a part of personnel function, but the PAR system is essentially based on support of various departments. Senior officer is not less than E-4 level. Grading System: The overall rating in grading areA+ - Exceptional A - Top Performance B - Very Good C - Adequate D - Inadequate

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9.RECRUITMENT AND PROMOTION

Recruitment and promotion department takes care of recruiting the resources and the Promotion of ONGC employees.  Recruitment at ONGC takes place only at 2 levels E1 & E5 (at executor level) and class III (at Staff level)  E1 and E5 level people are inducted from the market and the recruitment at this level is done by the Corporate Office (Headquarters). At E5 level people with more competencies are inducted.  Class III Staff level recruitment is done by the Regional office R & P department. They are inducted at A1 level.  Recruitment is done through 2 streams: o Campus recruitment o Open Advertisement  Essential qualifications that are looked into during the recruitment are: o Age o Qualification o Employment registration (employment exchange) for staff level alone.  Rosters: A system through which SC/ST community and Backward community people are given privilege and their interests are taken care of. Age relaxation: Age limit for those who are applying for a vacancy at ONGC. o General 30 years, o OBC 33 years, o SC/ST 35 years [ Non creamy OBC Parents annual income should not be more than 5lakhs for getting the above relaxation. Otherwise they fall under the general category. ] % o recruitment: o 19% - SC, 1% - ST, 27% - OBC in Tamilnadu o 16% - SC, 1% - ST, 27% - OBC in Andarapradash 37

o 3% - Physically handicapped for notified jobs.  Central board of recruitment Selection Committee consists of the following: o One compulsory ST/SC member o People from respective department. o Chairman

PROMOTION: To motivate and give a scope for carrier growth and to reduce employee turnover, the promotion policies are being formulated. Executive level promotions: o After first 4 years of service and latter on after every 6 years of service at ONGC. o Class I executive level promotions and the issue of promotion orders are done by the Corporate Office (Headquarters). o Appointing authority is the concerned director. o E1 E5 level promotions are not vacancy based. (i.e whether there is a vacancy for the next level or not, Promotion will be given) o Promotion is done on Jan 1st every year. o Selection Committee gives the recommendations regarding the promotions.

Class III and IV level promotions: (Staff level) o Promotion is after every 6 years of service. Appointing authority is the Basin Manager o Promotion and issue of orders are done by Regional level R&P department. E0 level Assistant officer (supervisor) Transit period from class III to class II level. Top of class III level people has to write an online test called JLT Job Linked Test. After every 5 years there is a compulsory job rotation.

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10.TRAINING AND DEVELOPMENT

Objectives              To develop entrepreneurship and expertise par excellence through training and retraining. To prepare executives to meet the strategic business goals in the fast changing environment. To create a learning environment in order to achieve a competitive edge through leveraging HR. To develop training tools and technique to facilitate effective learning. To organize interactive workshops in upstream industry areas. To strive for continuous improvement in all aspects of R & P activities through training in the emerging technologies. To inculcate quality consciousness. To promote IT as an instruments of organizational transformation. To cultivate creative and innovative thinking. Reducing gap between current and expected level of performance through systematic enrichment of knowledge, skills and attitudes. Developing multi-craft skills. Preparing executives for career advancement. To impart training to all employees to motivate them towards actualization of their potential.

ONGC Training Institutes: Training & development in the company is imparted through the following institutes: 1) 2) 3) 4) 5) 6) Institute of management development RTI, Vadodara RTI, Chennai RTI, Mumbai RTI, Assam RTI, Rajahmundry

Functions of Training: y To survey existing work force to identify present and future training requirements for professional and management excellence. 39

To prepare career linked training plans for officers keeping in view the job rotations in ONGC.

To prepare the annual training calendar for the company *** consultation with the assets with respect to the organizational requirement and individual perception.

To prepare common training syllabi for program to be conducted by IMD in association with RTIs and R&D institutes.

y y y

To conduct induction training and training for officer riser from *** To develop SC/ST and women personnel through special programs. To conduct training related to technology transfer including initial screening of such requirements.

y y

To coordinate training abroad. Induction training and management training, long term training course.

Certifying the employee who have undergone the training. Procedure for training:  Identify the needs for training.  Plan and implement the training program  Evaluate the effectiveness of the training (test to trainees), for practical training practical training or evaluation is done.  Evaluating the employee after 2-3 months (feedback), in order to access any improvement in the performance of employee. Trainings, where the expenditure is below or up to % lakh does not require any approval. Basin Manager, RTI head and national level schools head can approve any training. RTI, Chennai is accredited as recognized training center by the Government of Tamilnadu in Multiskiling Training Center. Training can be:  A Need based training  For Statutory requirements  Training on new software or program  Training for outsiders 40

 Repetitive training programs (Annual calendar) Need based training: Line mangers may require training to certain employees. This would be to improve their performance and job knowledge. Statutory Requirements: Training on - Carrying out fire fight activities. - Safety drills - ONGC holds International Accreditation of drilling training. o Drilling Man 2 days + 5 days modules o Production Man 2 days + 5 days + 2 days modules

Training on new software or program: Whenever there is a new software or program being introduced the concerned department may raise the need for training to their employee. Experts from outside may be called for such trainings. Training For Outsiders: ONGC trains outsiders either on Profit basis or for Collaborating with new teams and concerns. Goa institute trains outsiders on Profit basis. RTI, Chennai trained Sweden Security people GNPOC on community development. Implant training for students. Repetitive training program (Annual calendar): Annual training calendar is prepared on January of every year and distributed to various departments. Various departmental heads specify any other training requirements to the RTI. RTI, Chennai initially trained only staff level employees and for the past one year it also trained executive level employees too. 41

10.ESTABLISHMENT
Unique department to take care of the status, facilities, processes, transfers, etc., of current employees of ONGC. Its functions are wide and starts right from an employee are recruited till his retirement. y y y y y y y Immediately after the recruitment of an employee. During probation period. Claims that an employee can make during his employment period. Promotion orders. Permission for abroad visits. Transfer procedures and orders. Separation (during the retirement and quit)

Immediately after recruitment of an employee: y Collecting all personal details like their educational information, hometown, address, community details, etc., and record them in the database. y y Verification of degree certificates. Providing and collecting the filled nomination forms(nomination for various benefits like gratuity, CPF, PRBS, CSSS, etc.,) y y y Dependency details for facilitating issue of medical cards, etc., Posting of newly hired employee. Police commissioner verification (for the new employees).

Probation period: y y Probation period - one year. Preparation of first report about the employees performance at the end of first 6 months and final report at the end of next 6 months. y Probation clearance To decide whether to continue probation period for the next 6 months or to conclude it with 1 year for a particular employee. y The executive levels E0 E9 needs basin level approval for probation clearance.

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Claims during employment: y Claims on children education, membership fee, proforma, EL, loans, LS availing encashment of leave, briefcase, mobile phone, spectacles,etc., y Proformas prior permission from the management of ONGC for buying any immovable properties. y y y y y Permission for accruing immovable property from HR/ER manager before the accrual. Permission for the movable properties can be even after accruing the property. Transactions costing more than Rs.25000 are to be recorded. One way fair is paid or availed. If availed, then no inclusion of taxes and if encashed, the amount becomes taxable.

Leaves : y y y y y y Casual leave Earned leave 90 days (or less) Half paid leave Committed leave needs submission of medical certificate and fitness certificate. Maternity leave fully paid leave (upto 6 months) Child care leave for 2 years with pay(without any earned leave or casual leave and at the discretion of management) y y Study leave Conference leave

Allowances: y y y y Issuing promotion orders as per the headquarters instruction. Transfer orders are issued from the month of September to December. The orders are sent through controlling officers. A person is eligible for mining allowance only if he is being posted or transferred to mining area or field.  Field leave : 1 = 1.5 (days)

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During the separation of an employee: y y Collecting the list of retiring employees of that particular year. Involves collection of no due certificate from all departments. The departments include loans & advances, asset & accounts, telecommunication, legal, DNA, PCS, material management, etc .,

Leave Account:  A leave account shall be maintained for every employee, for the various types of leave and the leave due and the balance at credit shall be worked out therein on each occasion when leave is granted.  The order sanctioning earns leave / half pay leave to an employee shall indicate the balance of such leave at his credit. Leave Fare Assistance:  LFA will be admissible to employees, only if they have completed one years

continuous service in the corporation on the date of journey performed by him or his family as the case may be.    LFA is admissible during leave including casual leave. LFA will cover the employee and his family. LFA for a particular calendar year will stand lapsed if not availed by 31st December

of that year. Separation policy:  Superannuation age at ONGC is 60 years.  HR Executives serve all retired employees and their family members who have settled down in and around Chennai.  The time for any complaints or claims under this department generally takes 2 3 days of processing. The following benefits are provided to retiring employees.  Earned leave encashment is allowed up to a maximum of 300 days. 44

 Good health reward  Gratuity 31.03.09 3.5 lakh 31.03.10 10 lakh (Fully received at a single pay then it is fully taxable) or If 3.5 lakh is received now and remaining 6.5 lakh is agreed to receive latter, then 3.5 lakh taxable and 6.5 lakh is non taxable. (Basic + DA + Higher quality incentive) * 15.26% * Number of completed years Whichever is less is paid to the employee under Gratuity.  Contributory Provident fund amount: Employee and employer equally contribute 12.5% of salary. Salary here includes Basic + DA. Interest is compounded every month on the accumulated amount of this contributory fund.  PRDS Post Retirement Death in Service.  CSSS Composite Social Security Scheme the amount varies from level to level. Contribution: Union category RS 470 Per Month Supervisory level RS 525 Per Month Executive level RS 560 Per Month

Interest @ 5 % interest is compounded.  EPS 95 Employee Pension Scheme 95. this amount is contributed by Government.  Medical Fee According to their respective levels the employees pay life membership and they are provided with all medical facilities with par to the current employees.

If Employee died while in service: The family of the employee who expired during his service receives the following benefits:  Gratuity, Casual Leave Encashment, CPF, PRDS, etc  Spouse will get pension at high rate.  CSSS on death of an employee: 45

Union category 15 lakh  EPS Widow + Child

Supervisor - 17.3 lakh

Executive 20 lakh

 Medical Facility On payment of respective membership fee, The SP, eligible children and their dependent parents can avail medical facilities from ONGC hospitals both as In Patient and Out Patient.

CONCLUSION
A thorough assessment was made through this internship in the field of Human resource. ONGC, which is a public sector has several policies and facilities pertaining to welfare of employees. HR department takes responsible for all the development actitives of the organisations employee.

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