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PAY FIXATION RULES

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207
CONTENTS
RULE TITLE PAGE
1.0 Title and commencement 209
2.0 Applicability 209
3.0 Fixation of pay on initial appointment 209
4.0 Fixation of Pay on Promotion 212
5.0 Fixation on pay on reduction to lower post\scale of pay 213
6.0 Drawl of Increment 213
7.0 Removal of anomalies in pay fixation 217
8.0 General 218
Appendix-I Fixation of pay of deputationists from central government 219
PAY FIXATION RULES
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209
PAY FIXATION RULES
1.0 TITLE AND COMMENCEMENT
These rules will be called SJVN Pay Fixation Rules.
2.0 APPLICABILITY:
The rules shall be applicable to all employees appointed to posts in the regular
establishment of the Company including:
i) Probationers;
ii) Lien Holders;
iii) Deputationists on foreign service terms; and But shall not be applicable to:
a) Apprentices engaged under the Apprentices Act, 1961.
b) Muster roll, Daily rated, Casual, Badli or Substitute employees;
c) Apprentices/Trainees on fixed stipend/remuneration engaged under
Companys own Training Schemes
d) Those appointed on consolidated salary.
3.0 FIXATION OF PAY ON INITIAL APPOINTMENT
3.1 Direct Recruitee
The initial basic pay of an employee newly appointed to a post under the Company
shall be fixed at the minimum of the scale of pay to which he is appointed, except
in the following cases:
i) After carrying out due process of selection if departmental candidates are
selected for higher posts which involves higher responsibilities and pay
scales, thier Pay will be fixed as on promotion.
ii) In the case of person who are already in employment with the Central
Government, State governments, Public sector Undertakings or other Public
bodies, pay on appointment to a post under the Company will be fixed at the
stage in the scale that total emoluments (comprising of pay and DA) being
drawn in the previous employment are protected and if there is no
corresponding stage in the scale, at the next higher stage. Herein pay includes
Basic Pay, Interim Relief/Adhoc pay, NPA and Personal Pay.
iii) Over and above to para (ii) above maximum 5 increments may be granted
with the approval of Appointing Authority by considering following:
a) One increment if next increment is due within three months.
b) Abundance/Scarcity in a discipline viz-a-viz the requirement of
Company.
c) Recommendation of Selection Committee on the basis of performance
in the interview.
d) Any other aspects.
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3.2 Re-employed Pensioners
3.2.1 No protection of the scales of pay of the post held by them prior to retirement shall
be given.
3.2.2 In all cases where the pension is fully ignored, the initial pay on reemployment
shall be fixed at the minimum of the scale of pay of the reemployed post.
3.2.3 In cases where the entire pension and pensionary benefits are not ignored for pay
fixation, the initial pay on reemployment shall be fixed at the same stage as the
last pay drawn before retirement. If there is no such stage in the reemployed post,
the pay shall be fixed at the stage below that pay. If the maximum of the pay scale
in which a pensioner is reemployed is less than the last pay drawn by him before
retirement, his initial pay shall be fixed at the maximum of the scale of the
reemployed post. Similarly, if the minimum of the scale of the pay in which a
pensioner is reemployed is more than the last pay drawn by him before retirement
his initial pay shall be fixed at the minimum of the scale of pay of the reemployed
post. However, in all these cases, non-ignorable part of the pension shall be reduced
from the pay so fixed.
3.2.4 The reemployed pensioner will in addition to pay as fixed under Rule 3.2.3 above
shall be permitted to draw separately any pension sanctioned to him and to retain
any other form of retirement benefits.
3.2.5 In the case of persons retiring before attaining the age of 55 years and who are
reemployed, pension (excluding pension equivalent of gratuity) shall be ignored
for initial pay fixation to the following extent:
i) In the case of Service Officers and officers holding Group A posts on the
civil side, the first Rs. 1500/- of pension; and
ii) In the case of service personnel below Commissioned officer rank and Officer
holding Group B or lower post on the civil side at the time of retirement,
the entire pension.
3.2.6 Re-employed Pensioners means a pensioner who have superannuated or voluntary
retired or discharged before appointment in SJVN but does not include separation
on account of resignation.
3.3 FOR DEPUTATIONISTS:
3.3.1 For deputationists from Central government
Pay of the employees of central government appointed in the corporation on
deputation to posts carrying same / higher scale of pay shall be fixed in accordance
with the deputation/ Foreign Service rules of the Central Government as amended
from time to time. The present rules regarding pay fixation of the Govt. are detailed
at Appendix-I.
3.3.2 For deputationists from other than Central government
3.3.2.1 The terms and conditions of deputation will be decided by mutual agreement
between the lending organization, employee concerned and the SJVN. On the
basis of agreement, if an employee opts for pay scales of SJVN within one month
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of deputation, the pay will be fixed in the following manner.
Basic pay in the grade of the post held in the parent
department/organization immediately before transfer to SJVN.
A
Dearness Pay + DA + Interim relief or adhoc relief + Personal Pay. B
5% of A subject to maximum of Rs. 500/- C
Gross= A+B+C D
DA as admissible in the SJVN on the appropriate stage. E
Total Pay D(-)E
3.3.2.2 The pay in the scale of pay under SJVN will be fixed at a stage equal to Total
Pay. If there is no such stage the pay will be fixed at the stage in the scale
immediately next higher stage. In no case, the pay thus fixed should exceed the
maximum of the pay scale. Total pay falling short of the minimum of the scale, the
pay will be fixed at the minimum.
3.3.2.3 Special pay and local/compensatory allowance, house rent allowance, project
allowance, conveyance allowance or any other allowances or perquisites of any
nature shall not be taken into account.
3.3.2.4 When an employee on deputation to the Company gets a promotion in his parent
department/organization or if the scale of pay of the post in his parent department/
organization or SJVN undergoes a change, the pay of the employee shall berefixed
in the scale of the Company with effect from that date in accordance with the
formula given above by taking into account his basic pay and other elements
mentioned above in his parent department/organization on that date, if however,
such refixation of pay is not beneficial to the employee, he may continue to draw
his existing pay and allowances in the SJVN scale.
3.3.2.5 However in case of promotion from one grade to another in SJVN, made with the
prior concurrence of the parent department/organization pay will be refixed in
accordance with the pay fixation rules of SJVN, taking into account the pay drawn
by him in the SJVN before promotion. In the event of a reduction in rank of the
employee in the parent department/organization while on deputation to SJVN the
employee shall continue to draw the pay and allowances already fixed in the SJVN
scale, so long as he continues to hold a post in the same grade in SJVN
3.4 Lien Holder
3.4.1 For employees who keep a lien in their parent Department:-
a) In the case of incumbents who join the corporation from Central government
after retaining their lien their pay shall be fixed initially as per Government
of India Orders. However, on termination of lien with the parent organization
their pay will be refixed from the date of their joining the Corporation with
reference to the recommendation of the Selection committee as approved by
the Appointing authority but no arrears shall be paid for the period unto the
date of termination of lien in the Parent Department.
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b) In the case of employees drawn from State Governments, Central / State
Government Undertakings, where there is no objection from the concerned
parent departments / organizations, they will be allowed the Pay as
recommended by the Selection Committee (and approved by the Appointing
authority) at the time of Selection, from the date of joining the Company,
irrespective of the fact whether they retain a lien or not, in their parent
department. Where however, the parent department objects, to the fixation
of pay as above, the principle detailed in para (a) above will be followed.
3.5 Deputationists on absorption.
3.5.1 At the time of absorption the pay of an employee who had opted for his parent pay
scale while on deputation to SJVN shall be fixed in the similar manner as indicated
in rule 3.3.2.1 to3.3.2.2. However, in cases where such fixation of pay on permanent
absorption results in drop in the emoluments drawn by the employee, the difference
between the pay so fixed and pay plus Deputation (Duty) Allowance drawn prior
to absorption may be allowed as Personal Adjustment out of which first 500 will
be absorbed in future increases in pay. In case, an employee absorbed after 4 years
of deputation (when no Deputation Allowance is admissible) pay be fixed by
restricting to Pay + Deputation Allowance which the employees would have got
immediately before permanent absorption had it not been discontinued at the end
of 4
th
year of deputation. Here pay means basic and or DA.
4.0 Fixation of Pay on Promotion:
4.1.1 When an employee is promoted to the next higher post, his basic pay in the promoted
post shall be fixed after allowing one notional increment @ 3% of basic pay in the
pre-promoted scale of pay and rounding off to next multiple of Rs. 10.
Provided that if an employee is promoted from S4 to E2 level before completing
3 years period at S4 level, no promotional benefit shall be allowed and only
placement in higher post/scale of pay shall be considered by protecting pay drawn
by the employees at S4 level. Similarly, employees at W7 and above level is
promoted to S1 level before completing eligibility period, no promotional benefit
will be allowed and pay fixation will be done by protecting pay.
4.1.2 If an employee is drawing pay at the maximum or higher than the maximum of the
pre-promotional scale, his pay will also be fixed in the manner indicated above by
adding one notional increment at the rate of last increment in the pre-promotion
scale. If pay fixed in such a manner happens to be more than the maximum of the
promoted pay scales, the pay shall be fixed at the maximum of the promoted scale
of pay and difference shall be allowed as Personal Pay which will be treated as
Basic Pay for all purposes to be absorbed in future promotion/revision.
4.1.3 If the date of annual increment in the pre-promotion scale of an employee happens
to coincide with his date of promotion, his pay in the pre-promotion pay scale, to
be reckoned for the purpose of pay fixation referred to in rule 4.1.2 above, will be
the pay which would have been his pay after drawl of increment.
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4.1.4 In case pay fixed in above manner happens to be lower than minimum of
Promotional Scale, the pay scale be fixed at the minimum of the Promotional
Scale.
4.1.5 In case of proforma promotion, pay shall be fixed in manner as specified under
Clause 4.1.1, 4.1.2, 4.1.3 & 4.1.4 from the date of promotion. However, no arrear
shall be paid for deputation period.
4.2 Provision regarding departmental trainees:
4.2.1 A departmental trainee i.e. serving employee of the company subsequently selected
as Trainee/Apprentice under the Companys own Training Scheme will be allowed
the same stipend as admissible to other trainees of his category.
Provided, however, that where the stipend is less than the sum total of his pay and
dearness allowance which he would have drawn, the same will be protected.
4.2.2 The pay of a departmental trainee, on successful completion of his training, will
be fixed at the minimum of the pay scale of the post in which he is regularized.
Provided, however, that where the basic pay which he would have drawn in the
lower post/scale is more than the minimum of the pay scale, the pay will be fixed
at the corresponding stage if it coincides with a stage in the higher pay scale and at
the next higher stage if it does not so coincide.
5.0 Fixation of pay on reduction to lower post/scale of pay.
In case of reduction to a lower post/scale of pay as a measure of penalty, transfer to
a lower post/scale of pay on written request of the employee, re-employment in a
lower post/scale of pay as a measure of rehabilitation on account of being declared
medically unfit for holding/discharging the duties of the previous post or otherwise,
the pay of an employee will be fixed in the lower scale of pay in such a manner that
pay drawn in the previous post is protected subject to the condition that it would
not exceed the maximum of the pay scale of the lower post. If there is no appropriate
stage in the lower scale of pay, the pay will be fixed at next lower stage and the
difference will be paid as Personal Pay, not to be absorbed in future increments.
6.0 Drawal of Increment.
6.1 The following will count for increment.
i) service rendered in a post in equivalent or higher grade;
ii) all kinds of leave other than Extra Ordinary Leave.
iii) joining time in continuation of duty;
iv) joining time in continuation of leave if the last day of the leave immediately
before the commencement of joining time counts for increment in the
post; and
v) foreign service.
6.2 The following shall not count for increment:
i) EOL for (3) three months or more on any account including on Medical ground.
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ii) Period for suspension unless ordered otherwise by the disciplinary/appellate/
reviewing authority;
iii) Period of overstay of sanctioned leave unless regularized by grant of
leave; and
iv) Period of overstay of joining time unless regularized by grant of leave.
6.3 The first increment in a scale of pay shall be drawn from the first date of the
quarter (referred to as standard dates hereinafter) falling in the next calendar year
as detailed below:
Employees appointed or promoted between Standard dates.
i) 1
st
January and 31
st
March 1
st
January.
ii) 1
st
April and 30
th
June 1
st
April
iii)1
st
July and 30
th
September 1
st
July.
iv) 1
st
October and 31
st
December 1
st
October.
Provided that where the appointment/promotion is subject to probation for a
specified period, the increment shall be granted only after satisfactory completion
of probation, but from the dates as applicable and as indicated above.
Provided further that where completion of probation period is held up due to want
of satisfactory reports about character and antecedents and/or medical examination
reports, an employee may be granted annual increment at the discretion of the
management if the delay in getting medical/character and antecedents reports is
not directly attributable to the employee concerned.
6.3.1 In case of extension of the period of probation, no increment shall be granted till
probation is satisfactorily completed. In case probation has been extended for three
months or more but less than 6 (six) months, the date of increment will be shifted
from 1
st
January to 1
st
April, 1
st
April to 1
st
July, 1
st
July to 1
st
October and 1
st
October to 1
st
January as the case may be. The same principle will be followed for
the period of Probation Extension in excess of three months of six months, nine
months or one year and so on.
6.3.2 In respect of a departmental trainee who is allowed protection of basic pay and
dearness allowance in terms of rule 4.3 annual increments(s) occurring during the
period of training will be regulated in a manner as if he continues to hold his
previous post.
6.3.3 EOL taken on any account including on medical ground will not count for increment.
In case, where the Extra-ordinary Leave is 3 (three) months or more but less than
6(six) months during incremental year to which the increment pertains, the date of
increment will be shifted from 1
st
January to 1
st
April, 1
st
April to 1
st
July, 1
st
July to
1
st
October and 1
st
October to 1
st
January as the case may be. The same principle
will be followed for the period of EOL in excess of three months of six months,
nine months or one year and so on.
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6.3.4 In case of stoppage/withholding of increment as a measure of penalty for a specified
period, no increment will accrue during such period, on the expiry of the specified
period, the employee will draw the pay which would have been drawn by him had
no such penalty been imposed unless the punishment order states that the penalty
will have a cumulative effect. If the punishment order states that it will have
cumulative effect, then on the expiry of the period of penalty, the employee shall
not be allowed the increment which he would have drawn. In other words, he will
be allowed the increment at the rate next to the pay drawn by him, after the expiry
of the period of penalty.
6.3.5 In case of reduction to a lower post/ scale of pay as a measure of penalty, the next
increment in the lower post/scale of pay will be drawn on his usual increment
date. In other words the pay of the employee will be raised by one increment from
the stage to which his pay had been reduced due to imposition of penalty on his
usual increment date in the time scale.
6.3.6 In case of reduction to a lower post/scale of pay for a specified period as a measure
of penalty, the next increment will be drawn as per rule 6.3.5. However at the time
of restoration Disciplinary Authority may decide to fix the pay in the following
manners.
i) The Pay of employee be fixed at the same stage to which he would have
been entitled to had no such penalty been imposed.
Or
ii) The pay of the employee be fixed by not treating the period of reduction
for notional increment of restored post/scale of pay subject to protection
of pay drawn by employee in lower post/scale of pay at the time of
restoration. If there is no appropriate stage in the scale of pay to which he
is restored, the pay will be fixed at next higher stage.
6.3.7 If an order of penalty of stoppage/withholding or increments or reduction to lower
stage in a time scale or reduction to a lower post/scale of pay is modified by the
competent/appellate/reviewing authority on appeal or review the period from the
effective date of imposition of such penalty by the disciplinary authority to the
date on which the order of penalty is modified will count for the purpose of
increment in the post/scale of pay which he was holding immediately before
imposition of the penalty or in other post which he would have held but for the
order of penalty, to the extent the modified order permits of such counting.
6.3.8 If an order of penalty of stoppage/withholding of increments or reduction to a
lower stage in a time scale or reduction to a lower post/scale of pay is set aside by
the Appellate/Reviewing Authority on appeal or review, service rendered by an
employee at the stage the increment was stopped/withheld or in the lower stage in
the time scale or in the lower post/scale of pay from the effective date of imposition
of such penalty to the date on which the order of penalty is set aside will count for
increment in the post/scale of pay which he was holding immediately prior to
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imposition of the penalty provided that he would have continued to hold that post/
scale of pay but for the order of penalty.
6.4 Notwithstanding anything contained hereinbefore, the first increment in case of
deputationists, in whose case the pay fixation on absorption is done on the basis of
pay drawn in parent pay scale immediately before the date of absorption, shall be
drawn from the relevant standard dates with reference to their respective date of
drawl increment in the parent pay scale immediately prior to their effective date of
absorption.
6.4.1 If an employee at the time of absorption has already drawn increment in the Parent
Pay in respect of quarter as specified in Column No. 1 of the table under Rule 6.3,
in such cases next increment will be drawn as per Rule 6.3.
6.4.2 Further at the time of absorption the increment is due in Parent Pay within the
quarter in which employee absorbed in SJVN in such cases the increment may be
allowed at the time of joining and the next increment will be drawn in SJVN as per
Rule 6.3.
6.4.3 The second and subsequent increments in a scale of pay shall be drawn on
completion of one years service from drawl of the last increment from either of
the four standard dates as mentioned earlier.
6.5 An employee who stagnates at the top of his pay scale will be allowed one increment
at the rate of last increment in his pay scale on completion of two occasions on
which he would have been entitled for increments provided the employee gets a
performance rating of Good or above. The number of increments to be so granted
shall be limited to the maximum of 3 in a particular scale of pay provided the
employee is otherwise eligible for grant of such increment but for his stagnating at
the maximum of the pay scale. Stagnation increments shall be treated as basic pay
for all purposes except for grant of further stagnation increment(s).
6.5.1 In respect of Executive if Basic Pay and Special Pay reach the maximum of the
pay scale, the employee will be allowed stagnation increments at the rate of last
increment, subject to following conditions:
a) Stagnation increment shall be released on the anniversary date of increment
and will be paid as Stagnation Pay which shall be treated as Basic Pay
for all purposes except for promotion benefit.
b) Grant of such increments shall be limited to maximum of three occasions
only.
c) The due date of increments should fall within the pay revision period of
1.1.97 to 31.12.2006.
6.5.2 Provided further that his stagnation does not arise out of his reduction to a lower
post/scale of pay for any reason whatsoever or due to his refusal to accept the
promotion offered to him.
6.6 Annual increments wherever applicable will be drawn as a matter of course by the
concerned Finance and Accounts Department unless it is withheld by specific
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order in writing of the competent authority. In the case of probationers the first
increment shall be granted only on a specific order/communication from the
concerned Personnel Department.
6.7 Treatment of Special Increment for promoting Small Family Norms
The Special Increment drawn by the employees in parent/previous organization
cadre for promoting Small Family Norms before absorption to SJVN/appointment
shall be paid at the same rate as drawn by employee in parent/previous organization.
However, SJVN shall consider revision in rate of special increment in case same
is revised in parent/previous organization of the employees.
7.0 Removal of anomalies in pay fixation
7.1 If an employee promoted to a post draws a lower rate of pay in that post in relation
to another employee junior to him in the lower grade and promoted subsequently
to the same higher post, the pay of the senior employee in the higher post will be
stepped upto a figure equal to the pay fixed for the junior employee in that higher
post. This will be done with effect from the date of promotion of junior employee
and shall be subject to the following conditions.
i) the anomaly has arisen directly as a result of the application of normal
pay fixation rules;
ii) the scales of pay of the corresponding lower and the higher posts of both
the senior and junior employees are identical.
iii) Both the junior and the senior employees should belong to the same cadre
and line of promotion and the posts in which they have been promoted
are identical and in the same line of promotion:
iv) The employee whose pay is to be stepped up is senior both in the higher
as well as the lower posts/scale of pay; and
v) The benefit of stepping up can be allowed to the senior employee only if
he was not drawing or would not have been drawn less pay in the lower
post than his junior. For this purpose, comparison of pay has to be made
first in the lower post when an anomaly arises in the higher post. A notional
figure for the senior employee is to be arrived at in the lower post and
then compared with his junior in the lower grade just before the promotion.
Provided that provision contained in these rules shall not be invoked if in
the lower post the junior employee drew a higher rate of pay than his
senior.
7.2 If any employee promoted to a post draws a lower rate of pay in that post in
relation to the pay he would have drawn in the lower post but for his promotion,
his pay will be stepped up by one increment in the higher post/scale of pay. This
will be done with effect from due date of his increment in the lower post/scale of
pay.
7.3 In cases where the pay is stepped up under the above rules or under the provisions
contained elsewhere under these rules, the next annual increment subsequent to
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the date of which pay is so stepped up shall be drawn only from the relevant
standard date falling in the next calendar year and not from the original due date
of increment.
8.0 General
8.1 Fixation of pay shall be the responsibility of the concerned Personnel Department.
However, in cases of pay fixation on a deputationist/lien holder and appointment
of re-employment pensioners, the concerned Personnel Department will fix the
pay in consultation with Corporate Personnel Department
8.2 Incase of any doubt in regard to interpretation of any provision of these rules and
also in respect of cases not covered by these rules, the matter will be referred to
CMD/D(P) whose decision shall be final and binding.
********
PAY FIXATION RULES
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Appendix-I
FIXATION OF PAY OF DEPUTATIONISTS FROM CENTRAL GOVERNMENT
1.0 Exercise of option:
1.1 An employee appointed on deputation may elect to draw either the pay in scale of
pay SJVN or his basic pay in the parent cadre plus Deputation (Duty) Allowance
thereon plus personal pay, if any.
1.2 The SJVN should obtain the option of the employee within one month from the
date of joining in SJVN unless the employee has himself furnished the option.
1.3 The option once exercised shall be final. However, the employees may revise the
option under the following circumstances which will be effective from the date of
occurrence of the same:-
a) When he receives proforma promotion or is appointed to non-functional
selection grade in his parent cadre;
b) When he is reverted to a lower grade in his parent cadre;
c) When the scale of pay of the parent post on the basis of which his
emoluments are regulated during deputation/foreign service or of the ex-
cadre post held by the employee on deputation/foreign service is revised
either prospectively or from a retrospective date;
d) Based on the revised/same option of the employees, in the event of
proforma promotion/appointment to non-functional Selection Grade,
revision of scales of pay in the parent cadre, the pay of deputationists
will be refixed with reference to the revised entitlement of pay in the
parent cadre. However, if the initial option was for the pay scale of the
deputation post and no change in option already exercised is envisaged,
the pay already drawn in deputation post will be protected if the pay
refixed is less.
Note:- Revision in the rates of DA, HRA or other allowances either in the
parent or borrowing organization shall not be an occasion for revision of the
earlier option.
1.4 If the pay of an employee in his cadre post undergoes downward revision, the pay
in the SJVN post is also liable to be refixed on the basis of revised pay and in
accordance with the revised option or existing option, if the employee does not
revise his option.
2.0 Pay fixation.
2.1 When an employee on deputation elects to draw pay in the scale of pay of SJVN,
his pay shall be fixed as under:
a) When the pay scale of the post in the parent cadre and that attached to
ex-cadre post are based on same index level and the DA pattern is also
same, the pay may be fixed under the normal fundamental rules.
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b) If the appointment is made from a post whose pay structure and/or DA
pattern is dissimilar to that in the parent organization, pay may be fixed
by adding to his grade pay, one increment in his scale of his regular
parent post (and if he was drawing pay at the maximum of the scale, by
the increment last drawn) and equating the pay so raised plus dearness
allowance (and additional or adhoc dearness allowance, interim relief,
etc., if any) with emoluments comprising of Pay plus DA, ADA, Interim
Relief, etc., if any, admissible in the borrowing organization and the pay
may be fixed at the stage in the pay scale of the ex-cadre post at which
total emoluments admissible in ex-cadre post as above equal the
emoluments drawn in the cadre and if there is no such stage, the pay may
be fixed at the next higher stage;
c) Pay fixed under (i) and (ii) shall neither be less than the minimum of the
scale of the ex-cadre post nor shall it exceed the maximum of that scale.
3.0 Deputation (Duty) Allowance.
3.1 The deputation(duty) allowance admissible shall be at the following rates w.e.f.
1st Sept., 2008:-
a) 5% of the employees basic pay, subject to a maximum of Rs. 2,000 p.m.
when the deputation is with in the same station;
b) 10% of the employees basic pay, subject to a maximum of Rs. 4,000/-
p.m. in all other cases.
The Deputation (Duty) Allowance as above shall be further restricted as under-
i) Pay plus Deputation (Duty) Allowance does not exceed the maximum of
scale of pay of ex-cadre post;
ii) In the cases where pay scales are dissimilar, then pay plus Deputation
(Duty) Allowance plus DA/ADA/IR etc., does not exceeds the pay at the
maximum of Ex-cadre post plus DA and IR, etc., thereon.
iii) Pay plus Deputation (Duty) Allowance as above shall at no time exceed
Rs. 22,400 p.m.
3.2 Whenever extension of the period of deputation for the fifth year or the second
year in excess of the period prescribed in the Recruitment Rules is granted, it
would be on the specific understanding that the officer would not be entitled to
draw Deputation( Duty) Allowance. The officers who opted to draw pay in the
scale of the ex-cadre post shall, however, continue to draw pay in that scale during
the extended tenure also.
3.3 In cases where a person on deputation/foreign service is transferred by the
borrowing authority from one station to another without any change in the post
held by him, the rate of Deputation (Duty) Allowance will remain the same as was
decided at the time of initial posting and will not undergo any change.
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Note:- The provisions contained in the Annexure are the summary of Central
Government Rules regarding fixation of pay of deputationists during the period of
deputation. These may be considered only as a guide. Detailed rules and regulations
on the subject are contained in Appendix-5 of FRSR Part-1 (15
th
Edition of
Swamis Compilation) as amended from time to time which may be referred to for
further guidance.
*****
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223
PAY AND ALLOWANCES
224
225
CONTENTS
RULE TITLE PAGE
1. Pay Scales 227
2. DA Pattern 229
3. Cafeteria of Perks and Allwoances 231
4. Location Based Allowances 243
5. House Rent Allowance Rules 247
6. Dress Code Allowance 253
7. Incentive Scheme for Serving at Non-family Stations 259
8. Nightshift Allowance 266
9. Non-Practicing Allowance 267
10. Cash Handling Allowance 267
11. Free Electricity 267
12. Perks and Benefits to Executive/Engineer Trainees 269
PAY AND ALLOWANCES
226
227
PAY SCALES
1. Executive
levels Provisional pay scales w.e.f.
01.01.97
Notional Scales
from 01.01.97
Revised Scales
w.e.f. 1.1.2007
E2 8600-330(2)-350-370-380-
400-420-430-450-470-490-
510-530-540-14600
8600-250-14600 20600-3%-46500
E2A 10750-420-430-450-470-
490(2)-530-540(3)-550(2)-
16750
10750-300-16750 24900-3%-50500
E3 13750-550-575-600-610-620-
625-685(2)-18700
13750-350-18650 29100-3%-54500
E4 16000-660-685(4)-700(2)-
20800
16000-400-20800 32900-3%-58000
E5 17500-630-685(2)-700(4)-
22300
17500-400-22300 36600-3%-62000
E6 18500-700(2)-730-750-780-
850-890-23900
18500-450-23900 43200-3%-66000
E7 19000-730-740-750-760-
770-800-850-24400
19000-500-24000 51300-3%-73000
E7A 19500-750-810-845-880-
910-945-960-25600
19500-500-25500 51300-3%-73000
E8 20500-670(2)-850-900-950-
980(2)-26500
20500-500-26500 51300-3%-73000
E9 20500-670(2)-850-900-950-
980(2)-26500
20500-500-26500
plus Rs. 1000 as
Special Allowance
Pay
51300-3%-73000
plus Rs. 3500 as PP
which will be treated
as basic pay for all
purposes
62000-3%-80000*
* Effective from September, 2010
a. Induction of Executives including Executive Trainees will be made in the
scale of Rs. 20600-46500. On regularization, ETs will be placed in the pay
scale of 24900-50500.
b. On promotion to the Executive cadre, Supervisors will be placed in the pay
scale of Rs. 20600-46500.
PAY AND ALLOWANCES
228
2) Supervisor
Grade Pay Scales (w.e.f. 01.01.1997) Pay Scales (w.e.f. 01.01.2007)
S-1 7300-12660 16000-35500
S-2 7900-13700 17000-37000
S-3 8600-14920 18500-40000
S-4 9300-15590 20000-42500
3) Workmen
Grade Pay Scales (w.e.f.
01.01.1997)
Pay Scales (w.e.f.
01.01.2007)
W1 4400-8430 10500-23000
W2 4700-9010 11000-24500
W3 5000-9580 11500-26000
W4 5400-10350 12500-27500
W5 5800-10790 13500-29500
W6 6200-11200 14500-32000
W7 6700-11750 15500-34500
W8 7300-12660 16000-35500
W9 7900-13700 17000-37000
W10 8600-14920 18500-40000
RATE OF ANNUAL INCREMENT
Grade Rate of Increment
Workmen/Supervisors 3%
In all the categories viz Executive/Supervisor/Workmen the amount of each
increment shall be rounded off to the next Rs.10/- (Rs. Ten).
********
PAY AND ALLOWANCES
229
DA PATTERN
a) The Industrial DA at AICPI-126.33 as on 01.01.2007 admissible in the pay scale
would be nil as the amount of IDA as on 01.01.2007 has been merged in the pay
scale. The first installment of DA would become due on 01.04.2007 over and
above of AICPI-126.33.
b) DA installments would be released 4 times a year w.e.f. 1
st
January, 1
st
April, 1
st
July and 1
st
October.
c) The percentage increase in the quarterly average of the AICPI for the period ending
February, May, August and November over index 126.33 would be taken upto
one decimal point.
d) The rate of compensation over the basic pay at index average of 126.33 is also in
whole numbers with fractions carried forward.
e) The percentage neutralization in different pay ranges would be 100%.
********
PAY AND ALLOWANCES
230
231
CAFETERIA OF PERKS & ALLOWANCES
1.0 Introduction:
As per DPE guidelines Cafeteria approach shall be adopted for other perquisites
& allowances allowing employees to choose from a given set or cafeteria of
perquisites and allowances.
2.0 Admissibility
2.1 Cafeteria will be applicable to the following:
a) Employees on regular rolls of SJVN.
b) Executive Trainees.
c) Employees posted at Nepal/Bhutan.
e) Deputationists as on 26.11.08.
f) Employees sponsored for higher studies by the Company.
2.2 Following categories of employees will not be entitled for Cafeteria
a) Employees under suspension.
b) Employees on Study Leave,
c) Employees on EOL on any grounds.
3.0 Ceiling for Cafeteria
3.1 Based on the expenditure incurred on maintaining and running of infrastructure
facilities such as schools, hospitals, clubs etc. and amount protected on account of
Location Based Allowance, the value of monetisation will be reviewed every year
and accordingly the ceiling of cafeteria will be determined.
3.2 For the period from 26.11.08 to 31.03.2011 the applicable ceiling for Cafeteria
will be 47% of revised basic pay
4.0 Option for Cafeteria:
4.1 Employees will be required to exercise their option under Cafeteria once at the
beginning of every financial year. Payment shall be made as per option exercised
subject to the prescribed ceiling. On transfer, employee will have discretion to
change the option.
4.2 Details of Cafeteria applicable to Executives is enclosed at Annexure-I whereas
Cafeteria applicable to Non-Executive is detailed at Annexure-II.
4.3 Formats for exercising option by Executives & Non-Executives are placed at
Appendix-I & II.
PAY AND ALLOWANCES
232
5.0 Within the applicable/prescribed ceiling of Cafeteria, Sodexo Meal Vouchers of
Rs.1500/- shall be provided to employees posted at Shimla/NJHPS/RHEP/LHEP/
DSHEP/Delhi/Parwanoo/Dehradun, and the procedure of the same is detailed at
annexure-III:.
6.0 Payments under Cafeteria shall be subject to Income Tax. Vouchers/documentary
evidence, if required, can be submitted for claiming exemption under IT Act.
7.0 D(P)/CMD will be competent to make any change in cafeteria including the
ceiling of cafeteria so arrived at within the prescribed ceiling of DPE guidelines.
*****
PAY AND ALLOWANCES
233
Annexure-I
CAFETERIA IN RESPECT OF EXECUTIVES
Sr.
No.
Perks & Allowances % of revised
Basic Pay
1 Canteen Allowance/Meal Vouchers viz. Sodexho
etc.
7.5%
2 Children Education Reimbursement 10%
3 Hostel Subsidy 10%
4 Professional Updation Allowance 10%
5 Conveyance/Transport Allowance 5%
6 Washing Allowance 5%
7 Reimbursement of expenditure on vehicle repair &
maintenance.
5%
8 Domestic Help Allowance 10%
9 Newspaper/Professional Literature Reimbursement 5%
10 Driver Allowance 10%
11 House Upkeep Allowance 5%
12 Self Development Allowance 15%
13 Club Membership 10%
14 Gardener Allowance 10%
15 LTC 15%
16 Other Allowances 10%
PAY AND ALLOWANCES
234
235
Annexure-II
CAFETERIA IN RESPECT OF NON-EXECUTIVES
Sr.
No.
Perks & Allowances % of revised Basic
Pay (upto)
1. Canteen Allowance/Meal Vouchers 7.5%
2. Children Education Reimbursement
Child 1
Child 2
Hostel Subsidy
Child 1
Child 2

5%
5%

5%
5%
3. Conveyance/Transport Allowance 5%
4. Washing Allowance 5%
5. Reimbursement of expenditure on vehicle repair
& maintenance.
5%
6. Electricity Reimbursement 10%
7. Newspaper/Professional Literature
Reimbursement
5%
8. Internet Allowance 5%
9. House Upkeep Allowance 5%
10. Self Development Allowance 15%
11. Furnishing Allowance 10%
12. Gas/Fuel Allowance 10%
13. LTC 15%
14. Computer Allowance 10%
15. Patient Care Allowance 10%
16. Other Allowances 10%

PAY AND ALLOWANCES
236
237
Appendix-I
OPTION BY EXECUTIVES UNDER "CAFETERIA"
A. Name of the employee :
B. Designation/Deptt. :
C. Employee No. :
D. Period :
Sr. No. Perks & Allowances % of revised
Basic Pay
1. Canteen Allowance/Meal Vouchers viz. sodexho etc. 7.5%
2. Children Education Reimbursement 10%
3. Hostel Subsidy 10%
4. Professional Updation Allowance 10%
5. Conveyance/Transport Allowance 5%
6. Washing Allowance 5%
7. Reimbursement of expenditure on vehicle repair &
maintenance.
5%
8. Domestic Help Allowance 10%
9. Newspaper/Professional Literature Reimbursement 5%
10. Driver Allowance 10%
11. House Upkeep Allowance 5%
12. Self Development Allowance 15%
13. Club Membership 10%
14. Gardener Allowance 10%
15. LTC 15%
16.

Other Allowances 10%

I hereby opt for the above perquisites and allowances for the financial year___________
restricted to 47% of Basic Pay.
Date Signature of Employee
For use in F&A Deptt.
1. Maximum entitlement of Perks & Allowances of employee:..
2. Total amount opted by the employee:
********
PAY AND ALLOWANCES
238
239
Appendix-II
OPTION BY NON-EXECUTIVE UNDER "CAFETERIA"
A. Name of the employee :
B. Designation/Deptt. :
C. Employee No. :
D. Period :
I hereby opt for the above perquisites and allowances for the financial year___________
restricted to 47% of Basic Pay.
Date Signature of Employee
For use in F&A Deptt
1. Maximum entitlement of Perks & Allowances of employee:..
2. Total amount opted by the employee:
********
Sr. No. Perks & Allowances % of revised Basic
Pay (upto)
1. Canteen Allowance/Meal Vouchers 7.5%
2. Children Education Reimbursement
Child 1
Child 2
Hostel Subsidy
Child 1
Child 2

5%
5%

5%
5%
3. Conveyance/Transport Allowance 5%
4. Washing Allowance 5%
5. Reimbursement of expenditure on vehicle repair &
maintenance.
5%
6. Energy Conservation Allowance 10%
7. Electricity Reimbursement 10%
8. Newspaper/Professional Literature Reimbursement 5%
9. Internet Allowance 5%
10. House Upkeep Allowance 5%
11.

Self Development Allowance/Personality
Encashment
15%
12.

Furnishing Allowance 10%
13. Gas/Fuel Allowance 10%
14. LTC 15%
15.

Computer Allowance 10%
16. Patient Care Allowance 10%
17. Other Allowances 10%

PAY AND ALLOWANCES
240
241
Annexure-III
Sodexo Meal Vouchers
Under Cafeteria of Perks and Allowances Sodexo Meal Vouchers of (Max. Rs. 1500/-)
shall be provided to employees posted at Shimla/ NJHPS/RHEP/ LHEP/ DSHEP/ Delhi/
Parwanoo /Dehradun, within the existing ceiling of 47%, as per the following procedure:

1) Sodexo Meal Vouchers shall be extended only to those employees, who select the
option of Canteen Allowance/Meal Voucher under Cafeteria.
2) Sodexo Meal Voucher will be paid (in multiple of Rs. 50) as per the option
exercised, and the percentage indicated in the cafeteria @ Rs. 50 per working day
subject to a maximum of Rs. 1500/-. The balance amount as per the percentage
opted under Cafeteria for meal vouchers shall be paid as canteen allowance. In
case of absence of any employee on account of unauthorized leave, leave without
pay, study leave, EOL, Maternity leave and child care leave, the payment under
the account of Meal Voucher shall not be payable.
3) As one time dispensation employee shall be allowed to change their option already
exercised under cafeteria w.e.f. May, 2011.
4) As the cafeteria options are being maintained by F&A Deptt., and the deductions
made on account of Sodexo Meal Voucher as per admissibility shall be effected
by this Deptt., the employee wise details of deductions made shall be forwarded
by respective F&A Deptts, to Nominated Representatives (responsible for placing
the order to Sodexo).
SJVN nominated representatives (P&A Officers as listed at Sr. No. 7 below) will
place the order to Sodexo on the scheduled date i.e. by 20th of each month
mentioning the following details:
(a) Number of Booklets required (Deptt. wise or as decided by the nominated
representatives).
(b) Value of Booklets as per applicability.
A copy of this communication shall also be marked to respective Nodal Officers
(F&A) as mentioned at Sl.No. (4) below.
5) The order be sent by email to: order.delhi@sodexo.com
or arvind.kumar@sodexo.com (phone no. for any reference is 98186-88788 &
Contact Person is Mr. Arvind Kumar).
6) Based on the order Sodexo will send the performa invoice to SJVN (to the
nominated representative) who shall forward it to the respective F&As for the
release of payment. On receipt of this invoice related F&A Deptts. shall
electronically transfer the payment to Sodexo by 25th of every month (CITI Bank-
Account No. 0007351003) and also confirm by email of the money transfer to
Sodexo.
PAY AND ALLOWANCES
242
7) The following are the Nominated Representatives/ Nodal Officers:
a) Nominated Representatives
SN Project/
Location

Nominated Representatives for Placing/
receiving of order and distribution of
meal vouchers
Placing Order : Sr. Manager (Estt.),Shimla 1. Corporate office
(Shimla/
Parwanoo)
Receiving/Distribution : Dy. Manager
(Procurement)/Sr. Engineer (Procurement)
2. Corporate office (Delhi) Sr. Manager (P&A), Delhi.
3. NJHPS DGM (P&A)/Sr. Officer (P&A), NJHPS
4. RHEP DGM (P&A)/SM (P&A), RHEP
5. LHEP AGM (P&A)/Manager (P&A), LHEP
6. DSHEP Officer (P&A), DSHEP
7. Dehradun Manager (P&A)/ Manager (PR), Dehradun
Office

b) Nodal Officers

SN
Project/Location


Nodal Officers for release of
payment to Sodexo for the purchase
of meal vouchers
1. Corporate office (Shimla /
Parwanoo/Delhi)
AGM (F&A), Shimla
2. NJHPS SM (F&A), NJHPS
3. RHEP DGM (F&A), RHEP
4. LHEP Manager (F&A), LHEP
5. DSHEP Dy. Manager(F&A), DSHEP
6. Dehradun AGM (F&A), Shimla

8) Sodexo will deliver the vouchers in sealed packets. Consignment if not found in
sealed cover should not be received and intimation of the same to be sent to Sodexo
office immediately.
9) The consignment will be containing one copy of invoice and two copies of delivery
chalan. A copy of the delivery chalan is required to be signed, stamped and should
be sent back to Sodexo office at Delhi as a proof of the receipt of the consignment
by respective stores.
10) The Vouchers shall be collected by each Deptt. for its employees for distribution
amongst them. The delivery of meal vouchers to all the employees by 5th of every
month shall be ensured by the respective Nominated Representatives.
11) Sodexo Meal Voucher Scheme shall become applicable from May, 2011 onwards.
12) Scheme shall be initially implemented for the employees posted at Shimla /Delhi
/Parwanoo / NJHPS / RHEP / LHEP / DSHEP / Dehradun.
********
PAY AND ALLOWANCES
243
LOCATION BASED ALLOWANCES
1. DIFFICULT AREA ALLOWANCE(DAA)
1.1 Difficult Area Allowance(DAA) at the rates given below will be paid
w.e.f. 26.11.2008
Area Part A Part B Part C Part D
Rs. per month (% of Basic pay)
DAA 10% 8% 6% 4%

1.2 Classification of areas shall be as per the notification of GOI for Special
Compensatory(Remote Locality) Allowance.Accordingly the different locations
of SJVN fall as under
Part A Part B Part C Part D
Khab, Nathpa and entire
Chamoli, Pithoragarh &
Uttarkashi Distrits

-------
Shimla, Jhakri,
Jeori, Kotla, Luhri,
Bayal
Sunni,
Parwanoo,
Dhaulasidh

1.3 Existing Green Field/Project Allowance and SCA shall be restricted as per para
2 .1(a) below.
2. OTHER LOCATION BASED ALLOWANCES
2.1 The following Location Based Allowances shall be paid:
a) Balance of Green Field Allowance, Project Allowance/SCA drawn as on
26.11.2008, in the pre-revised pay-structure, if any, after adjusting DAA
drawn.
b) Special (Duty) Allowance at Non-family Station shall be continued as
per extant rules operative as on 26.11.2008.
2.2 The amount of Location Based Allowances under Para-2.1 has been monetised
(alongwith recurring expenditure on maintaining/running infrastructure facilities
such as schools, hospitals, clubs) and subsumed within the overall ceiling of 50%
prescribed for cafeteria of perks and allowance
PAY AND ALLOWANCES
244
3.0 In case of Promotion/transfer/new joining to such locations after 26.11.08, the
balance under 2.1 (a) above shall be worked out by considering following.
(a) Executives
Level Green field
Allowance
Project
Allowance
Special Compensatory (Remote/Hill
area) Allowance
Rs. per month
Part A Part B Part C Part D
E2 2580 600 1000 800 600 300
E2A 3230 750 1300 1050 750 300
E3 4130 750 1300 1050 750 300
E4 4800 750 1300 1050 750 300
E5 5250 750 1300 1050 750 300
E6 5550 750 1300 1050 750 300
E7 5700 750 1300 1050 750 300
E7A 5850 750 1300 1050 750 300
E8 6150 750 1300 1050 750 300
E9 6150 750 1300 1050 750 300
(b) Non-Executives
Level
Green
field
Allowance
Project
Allowance
Special Compensatory (Remote/Hill
area) Allowance
Rs. per month
Part A Part B Part C Part D
W1 1320 300 500 400 300 140
W2 1410 300 500 400 300 140
W3 1500 300 500 400 300 140
W4 1620 450 700 550 450 240
W5 1740 450 700 550 450 240
W6 1860 450 700 550 450 240
W7 2010 600 1000 800 600 300
W8/S1 2190 600 1000 800 600 300
W9/S2 2370 600 1000 800 600 300
W10/S3 2580 600 1000 800 600 300
W11/S4 2790 600 1000 800 600 300
Notes:
a. SCA is applicable to Shimla, Parwanoo, NJHPS & RHEP
b. Green field allowance and SCA are applicable to DSHEP & LHEP.
c. Project Allowance & SCA are applicable to UK Projects.
PAY AND ALLOWANCES
245
3.1 On Promotion to next higher grade if the Balance worked out under Para- 3 above
is less than the allowances drawn at pre promoted post than in such cases employee
will have the option to continue with the such higher amount.
4. Admissibility
4.1 Location Based Allowances will be applicable to the following:
a) Employees on regular rolls of SJVN, on and after, 26.11.08.
b) Executive Trainees, on and after, 26.11.08.
c) Deputationists as on 26.11.08.
d) Employees sponsored for higher studies by the Company.
4.2 Following categories of employees will not be entitled for Location Based
Allowances:
a. Employees under suspension.
b. Employees on Study Leave,
c. Employees on EOL on any grounds.
5.0 General Terms & Conditions applicable to DAA and Green Field/ Project
Allowance:
5.1 The allowance will not be admissible during the period of transfer outside the
place of posting exceeding two months or during leave for a period exceeding two
months provided that the allowance may be paid for another period not exceeding
two months if the extended period of leave is on medical certificate.
5.2 During the period of training of the employees away from the headquarters, they
would be allowed to draw the allowance at the admissible rate for a period upto
two months until the headquarters have been changed during such period. For the
period beyond two months during training, the payment of the allowance would
be continued by the employees furnishing certificate to the effect that their family
continued to reside at the headquarters for the period for which the allowance is
claimed.
5.3 During the period of suspension, the allowance would be admissible only so long
as the headquarters of the employee under suspension continues to be located in a
place which qualifies for payment of this allowance subject to the employee
furnishing certificate to the effect that he or his family members continued to
reside at the headquarters for the period for which the allowance is claimed.
5.4 Family for the above purpose would mean the employees wife/husband, children
and other persons residing with and wholly dependant upon him/her. The husband/
wife/children/person having an independent source of income would not be treated
as a member belonging to the family of the employee except when such income
including pension (exclusive of temporary increase in pension) and pension
equivalent of death cum retirement benefits does not exceed Rs.2500/-
PAY AND ALLOWANCES
246
5.5 In case of those employees who are in receipt of House Rent Allowance/leased
accommodation, the amount of Project/Green Field Allowance would be reduced
to 50% of the rate/amount specified above. The aforesaid reduction shall not
apply in case of employees drawing HRA or leased accommodation for retention
of family at a place other than their place of posting under the special facility of
HRA for retention of family (spouse and dependent children)/ retention of leased
accommodation at previous place of posting/rules relating to Non-family Station
with respect to HRA/Lease.
5.6 The Project/ Green Field Allowance is admissible to only such employees who are
residing within the Project area. However, the allowance may also be granted to the
employees residing outside the Project area due to non availability of residential
accommodation and not because such an arrangement is more convenient to them.
5.7 On commissioning of the Projects, Green Field/Project Allowance will cease to exist.
********
PAY AND ALLOWANCES
247
HOUSE RENT ALLOWANCE RULES
1. Title & Scope
The rules shall be called the SJVN House Rent Allowance Rules.
2. Definitions:
In these Rules, unless the context otherwise requires:
2.1 Company means the SJVN LIMITED, including the Projects/Offices under its
management.
2.2 Local employee means an employee who has got his residence within a radius of
8 Kms. from the concerned project or the office of posting, which is owned either
by himself and/or by his dependant family members. If any employee who was a
land oustee and/or his family member has been given plot/plots of land or built in
residence or any other facility for purpose of rehabilitation by the Company, then
he will also be deemed as a local employee for the purpose of these rules.
2.3 Employee means a person appointed against a regular post and includes
probationers and deputationists, but excludes Apprentices, Temporary, Casual,
Muster Roll, Daily rated employees.
2.4 Family means the wife or husband, as the case may be, parents, children, step
children, legally adopted children, wards taken under the Wards Act, brothers or
sisters as ordinarily may reside with and are dependant on the employee.
2.5 Government/Government Agency means Central Government, State Government,
Autonomous Public Undertakings or semi-Government Organization such as
Municipality, Port Trust, Nationalized Banks, Life Insurance Corporation of India,
etc.
2.6 Pay means Basic Pay drawn by the employees and any other pay specified for
this purpose.
2.7 Non-family station means such site/place which due to inadequacy of basic
facilities/harsh climatic conditions is declared as non-family station with the
approval of the Board. Nathpa in HP and Project location of Uttrakhand have
been declared as Non-family station.
3. Rate of HRA:
The rates of HRA as per classification of cities shall be as under :-
Class of cities Rate of HRA
X 30% of the basic Pay
Y 20% of the basic Pay
Z 10% of the basic Pay
PAY AND ALLOWANCES
248
4. Eligibility:
4.1 The House Rent Allowance (HRA) will be admissible to:
a) An employee who has not been allotted accommodation (including lease
accommodation) by the Company
b) Both husband & wife, who are employed by the Company/Government/
Government Agencies and living in hired/owned accommodation.
c) Employee living in a house owned/rented by him or his family.
d) Employees posted at project and who have not been allotted family
accommodation and in lieu is living in shared/bachelor accommodation,
for retaining family, subject to approval by Head of Project. The rate of
HRA in such cases will be the rate applicable to the place where he is
allowed to retain family. In case employee is not claiming HRA for
retaining his family in such cases HRA will be paid at the rate as applicable
to the place of posting.
e) Employee posted at non-family station has discretion to retain his family
at a place of his choice. The rate of HRA in such cases will be the rate
applicable to the place where he is allowed to retain his spouse and
dependant children.
The employee shall furnish a certificate in the prescribed form given in Annexure
for claiming HRA.
4.2 The employee shall not be entitled for HRA, if:
a) He/she shares the Companys accommodation allotted to any other
employee of the Company on his own.
b) He/She resides in the accommodation (including lease accommodation)
allotted to his/her family member by the Company, Government or other
Govt. Agency.
c) If both the spouse are posted at the same station and one of the spouse
has been allotted accommodation (including lease accommodation) at
the same station by Company, Govt. or other Agencies whether he/she
resides in that accommodation or not.
5.0 Conditions:
5.1 The employees posted at places where the Company accommodation is available
and who are eligible for Companys accommodation, the HRA will be admissible
only if he/she has applied for such accommodation but same has not been
provided.
5.2 While the Company shall always endeavor to provide entitled accommodation to
the employees, however, in case of non-availability of entitled accommodation,
employees will have to accept accommodation one category below his entitlement
and in case the accommodation so offered is not accepted for any reason, the HRA
shall not be admissible.
PAY AND ALLOWANCES
249
5.3 The HRA at Project will not be payable when an employee (except local employees)
chooses to live in private accommodation for his own convenience or because the
accommodation offered is not acceptable.
6.0 HRA on Suspension:
HRA will be admissible in full to the employees during suspension provided the
disciplinary authority is satisfied that the employee is not engaged in any other
employment/business/profession/vocation.
7. HRA to Deputationist:
The House Rent Allowance in case of employees who are in continued occupation
of accommodation allotted to them by lending organisations before their deputation
to the Company will be regulated as follows:
House rent allowance will be paid as actual, limited to the rates and subject to the
conditions contained in rule 3 subject to further production of proof of payment of
rent.
8. HRA on Transfer:
Employees who are not in occupation of Company leased accommodation and are
drawing HRA at admissible rates will, in the event of their transfer from one place
to another, be entitled to house rent allowance as under, provided they retain the
accommodation at the previous place of posting.
(i) During the first two months from
the date of assumption of charge
At the same rate as it was drawn at
the previous place of posting.
(ii) For the period thereafter At the rate applicable to place of
posting.

In either case, the grant of the allowance under this provision shall not be admissible
beyond the date on which an employee is allotted Companys accommodation for
family at the new place of posting.
9. HRA on Superannuation:
An Employee on his superannuation shall be entitled to HRA for a maximum
period of three months subject to the following conditions:
a) The employee should have served the Company continuously for at least
10 years on the date of superannuation, in case the continuous service is
less than 10 (ten) years, HRA will be paid for 2 months.
b) No House Rent Allowance as aforesaid shall, however, be payable if
such an employee has been living in the accommodation owned by him
or any member of his family.
c) House Rent Allowance on superannuation, to such employees shall be
payable only if such employees, on the date of superannuation, vacate
the company accommodation, if occupied.
PAY AND ALLOWANCES
250
10. HRA on Death:
a) If an employee in receipt of house rent allowance expires, the allowance
may be paid up to a period of four months to the family members who
were residing with the deceased employee, provided they continue to
reside in the same residential accommodation.
b) The amount of HRA shall not exceed that last drawn by the employee
immediately before his death.
c) HRA would not be admissible if the family resides in a house owned by
the deceased employee or any member of his family.
11. Director (P)/CMD is empowered to interpret/clarify the above rules.
********
PAY AND ALLOWANCES
251
ANNEXURE
CERTIFICATE TO BE FURNISHED BY EMPLOYEE FOR CLAIMING HRA
1. I certify that I have not been allotted residential accommodation by the Company/
Government/any Government Agency.
2. I certify that I am not residing with my family members to whom residential
accommodation has been allotted by the Company/Government/any Government
Agency.
3. I certify that I have applied for company accommodation, but the same has not
been allotted to me (For Project Employees )
4. I certify that I /my spouse and dependant children am/are living in a house hired/
owned by me/family located at
.
..

5. I certify that residential accommodation has not been allotted to my spouse by

Company/Government/any Government Agency at the place for which HRA is
being claimed.
Signature:.......
Name.....
Designation........
Employee No.........
PAY AND ALLOWANCES
252
253
DRESS CODE ALLOWANCE RULES
1.0 Applicability:
These Rules shall be applicable to all the regular employees of the Corporation
including Board Level, Deputationists & Trainee appointed against regular post.
2.0 Amount:
2.1 Employees will be entitled for Rs. 7,500/- per annum for purchasing and Stitching
of liveries.
3.0 Dress Code:
3.1 All employees are required to observe the Dress Code, while on official duty, as
detailed below:-
GENTS
GreyPant (Cotton/Woollen ) as per sample
Shirt Off white (Full Sleeves/half sleeves) as per sample
Socks
Leather Shoes (Black)
Tye/Cravat in winter (optional)
LADIES
Salwar Kameez with Chunni/Sari with Blouse (Pista Green) as per sample
Sandles/Shoes
3.2 Employees may wear warm cloth as per requirement in winter. Employees working
at Project, apart from the above, will have the option to wear navy blue overall
and suitable shoes at site. While in offices at project the shoes as prescribed will
have to be worn. However, the safety norms prescribed from time to time are to be
observed.
3.3 Medical Staff will observe Dress Code as notified from time to time.
3.4 All employees are required to strictly adhere to the dress code, as above, while on
official duty. Failure to wear dress can result in the employee being marked absent
on that day.
3.5 Employees are not required to observe dress code on the last working day of every
week.
PAY AND ALLOWANCES
254
4.0 OTHER TERMS AND CONDITIONS:
4.1 Employees will be eligible to draw the advance on 1
st
day of every January.
4.2 Employee joining later in the year shall be eligible to draw the advance immediately
on joining.
4.3 Employee joining the organisation after 1
st
October in a particular calendar year
will not be eligible for liveries in respect of that year. However, he/she is entitled
to draw the advance immediately for ensuing calendar year and will required to
observe the dress code within two months.
4.4 All the employees shall be required to submit a certificate within one month of
taking an advance with respect to utilization of advance. However, employee will
be responsible for production of bills/cash memo/documental evidence towards
expenditure, if so required by Income Tax or any other authorities. Tax liability, if
any, will be responsibility of employees and in no case company will be held
responsible for the same.
4.5 If employee leaves the organization within 3 months of advance he will be required
to refund 30% of the amount taken towards liveries
4.6 No deduction shall be made in case the employee ceases to be in employment due
to superannuation or death.
4.7 Employees shall apply for advance in the prescribed format as detailed at
Annexure-I. Employees is required to submit certificate as per Annexure-II.
********
PAY AND ALLOWANCES
255
Annexure-I
APPLICATION FOR ADVANCE FOR LIVERIES FOR THE CALENDAR
YEAR......................
Name: _______________________ Employee No.:________________
Designation: __________________________ Department: _________________
Date of Joining:___________________________
Amount of Advance required : Rs.________________________
I,_________________________ do hereby undertake to utilize the advance for purpose
of purchase and stitching of liveries and observe the Rules/Dress Code as enforced from
time to time.
I also undertake to submit the Certificate of utilization within one month of taking the
advance.
(Signature)
Date: ___________________
Place:___________________
PAY AND ALLOWANCES
256
257
Annexure-II
CERTIFICATE FOR UTILISATION OF ADVANCE OF LIVERIES FOR THE
CALENDAR YEAR ................................
Name: __________________________ Employee No.:________________
Designation: __________________________ Department: _________________
Date of Joining:___________________________
Amount of Advance required: Rs.________________________
I, ___________________ do hereby certify that I have spent Rs.___________ towards
purchase/stitching of liveries.
I further certify that bills/cash-memo/documental evidence against expenditure incurred
towards purchase/stitching of liveries are being retained by me and same will be produced,
if so required by Income Tax Department or any other Authorities.
(Signature)
Date: __________________
Place:__________________
PAY AND ALLOWANCES
258
259
INCENTIVE SCHEME FOR SERVING AT NON-FAMILY STATIONS
1. Applicability:
This scheme will be applicable to the employees posted at following stations.
a. Nathpa
b. Project Location in Uttrakhand
The above stations will be Non-family stations for the purpose of HRA/Lease.
2. Special (Duty) Allowance:
2.1 An employee will be entitled for Special Duty Allowance as under.
Category Nathpa Jakhol Sankri
HEP (UK)
Naitwar Mori /
Devsari HEP (UK)
1 2 3 4
Workmen
Rs. 1740/- PM
Rs. 58/- PN
Rs. 4920/- PM
Rs. 164/- PN

90% of Column-3
Supervisors/W8
W11
RS. 2820/- / PM
Rs. 94/- PN
Rs. 7860/- PM
Rs. 262/- PN

90% of Column-3
Executives
E2-E5

E6 & above.

Rs. 5010/- PM
Rs. 167/- PN
Rs. 7080/- PM
Rs. 236/- PN

Rs. 13980/- PM
Rs. 466/- PN
Rs. 19830/- PM
Rs. 661/- PN

90% of Column-3

2.2 The above will be payable on the basis of actual night stay (including night stay
during holidays & weekly off) at above Stations irrespective of whether they are
residing with family in company/leased Accommodation or drawing HRA for the
same station.
2.3 An employee posted at any particular Non-family Stations and while on Official
Duty to other Stations, will draw the incentives of the Station where the night is
spent in addition to TA/DA as per Rules.
2.4 The incentive will not be payable to employees while on any kind of leave and
suspension.
2.5 The night stay will be certified by Concerned Divisional Head and countersigned
by Head of the Station. Proper monitoring of night stay is to be ensured. The
procedure for monitoring is detailed at Annexure.
3.0 Tenure of Posting
3.1 Normal tenure of posting at these stations will be as under:
a) Executives 3 years.
b) Non-Executives 5 years
3.2 Employees after completion of tenure as above may be considered for transfer to
family station. In case the employee opts to stay at the non-family station for
personal reasons, in such event he will be entitled for 25 % of the incentive as
PAY AND ALLOWANCES
260
applicable to the concerned station. However, Management on administrative /
exigency of work may require the services of the employee beyond the tenure
period.
4.0 Accommodation
4.1 The employee will be provided free-shared bachelor accommodation. If Companys
own accommodation is not available, the same may be provided by hiring from
outside. List of the items to be provided in bachelor accommodation alongwith
life span etc. is detailed at Appendix-I.
4.2 Proper inventory of the items provided in the Bachelor Accommodation shall be
maintained by concerned P&A Deptt. At the time of relieving, employee shall
handover above items to P&A.
4.3 In lieu of free electricity units extended to employees posted in projects locations
at Uttrakhand, charges against water & electricity for bachelor accommodation
provided to them in hired buildings will be borne by the Company.
5.0 Facility of Mess
5.1 The company will provide following facilities for running the mess:
a) Building/Space.
b) Manpower.
c) Utensils.
d) Fuel/Gas for cooking the meals.
5.2 There will be a separate mess for Executive and Non-executives.
5.3 There will be one mess for every 75 members/employees.
5.4 Employees will bear the charges towards foodstuff and no subsidy will be extended.
5.6 Running & maintenance of the mess will be the responsibility of the members/
employees.
6. This Scheme will be applicable to all employees including deputationists. However,
the employees working in design / contract etc. pertaining to above Project will
not be entitled for benefit under this Scheme unless their headquarters is Nathpa
or beyond.
7. On expiry of every 12 months of posting at Uttrakhand Projects,one Home Leave
Passage will be allowed to the employees to himself/herself to visit either the
place where family is residing or Home Town. Home Leave Passage will lapse
after 6 months of its accrual.
8. Management reserves the right to modify / amend and revoke the Scheme. The
scheme will be reviewed when facilities are upgraded.
9. For any doubt/clarification proposal be forwarded to Corporate Centre.
********
PAY AND ALLOWANCES
261
ANNEXURE
PROCEDURE FOR MONITORING INCENTIVE SCHEME FOR
NON-FAMILY STATIONS
For regulating payment of Special Duty Allowances to employees spending night at Non-
family Station the following procedure shall be followed:
1. The Scheme will be applicable to all employees who resides within a radius of 8
Kms. from the concerned Non-family Station.
2. P&A Department will issue Night Attendance Register to concerned Divisional
Head for maintaining night records pertaining to the employee under his control.
Separate Night Attendance Register shall be maintained for Executives and Non-
executives/Supervisors.
3. All employees posted at Non-family Stations and spending night will have to sign
on subsequent date on the Night Attendance Register to be maintained separately
for this purpose. In case the employee proceeds on tour/ leave immediately after
spending night, the attendance should be marked immediately on return. All blank
columns are to be crossed clearly to discourage subsequent signature and
corrections if made will have to be approved by Concerned Divisional Head.
4. Executives not below the rank of E3 shall be nominated for countersigning the
night register of Supervisors and workmen. Concerned Divisional Head not below
E-6 shall countersign night register of Executives.
5. An extract of Night register maintained for above shall be sent to Head of Station
or checking on weekly basis.
6. A weekly report by concerned Divisional Head in enclosed format shall be sent to
P&A Deptt. on every Monday for records and compilation.
7. P&A Department will compile the records and send the consolidated list department
wise on monthly basis to F&A Department after getting it duly countersigned by
Head of the Station.
8. The Special Duty Allowance will be released along with salary. The cycle for
authentication of night stay for the purpose of Special Duty Allowance will coincide
with the absentee cycle.
9. Head of Station shall ensure atleast one surprise check every week. Wrong claim/
certification, if detected, will make the employee liable for disciplinary action.
10. Incase, it is observed that counter signing officers are not exercising proper check
before countersigning or are deliberately allowing wrong claims, they will also be
liable for action.
11. In case of any doubt regarding the interpretation, decision of Director (P) shall be
final.
PAY AND ALLOWANCES
262
263
FORMAT
WEEKLY ATTENDANCE RECORD FOR NON-FAMILY STATIONS
NAME OF THE DEPARTMENT:
MONTH:
LOCATION OF THE DEPARTMENT:
SI. No. Name of the
Employee &
Designation
Employee No. Date of Night
Stay








Certified that the above employees have spent nights at ...................................... (Nathpa/
Tharali etc.) as detailed above.
Signature of Divisional Head
HOD P&A Deptt.
Head of the Station
PAY AND ALLOWANCES
264
265
Appendix-I
ITEMS TO BE PROVIDED IN BACHELOR ACCOMODATION
AT PROJECT LOCATIONS
Sl.
No.
Description No. of
Items

Life Span Remarks
1. Cot (Wooden Bed) 1 After damage
2. Mattress 1 5-7 yrs.
3. Quilt 1 5 yrs.
4. Blanket 1 -
5. Pillow with cover 1 2 yrs.
6. Bed Sheet 2 -
7. Study table
(wooden)
1

After damage

8. Chair (wooden) 1
9. Molded Chair 1
10. Bed side rack
(wooden)
1
11. Water Jug 1
12. Dustbin 1
13. Towel (Big) 1 6 month
14. Towel (Small) 1 6 month
15. Center table 1 After damage
16. Mirror 1
17. Steel Almirah (Full
size)
1 After damage In case two
employees are
sharing one room
then one almirah for
each employee.
18. Colour TV (14") 1 10 yrs.
19. Heater (Single rod) 1 4 yrs. Upto E4 level
20. Heater Convector 1 4 yrs. E5 and above level
21.

Immersion rod 1 3 yrs. In case bath room is
provided with geyser
then immersion rod
will not be provided

PAY AND ALLOWANCES
********
266
NIGHTSHIFT ALLOWANCE
1.0 Applicability:
Night Shift Allowance will be applicable to all regular employees in Executive,
Supervisor and Workmen category including employees on deputation.
2.0 Definition:
Night Shift means 8 hours shift beginning in the evening and continuing beyond
mid-night, or 8 hours shift beginning at Mid-night.
3.0 Eligibility:
Employee (including trainees) rostered for duty in three shifts throughout the month
and working in the night shift will be eligible for night shift allowance.
4.0 The Rates of Night Shift Allowance
4.1 Night Shift Allowance shall be paid at the rate as given below:
Category of employees Rate Rs./P.M. Amount payable
Rs. (per Night
Shift.)
1 2 3
A. Executives
i) E2 & E2A
ii) E3 & E4
iii) E5 & E6

900/-
1200/-
1500/-

115/-
150/-
190/-
B. Supervisors/Supervisor
Trainee
S1-S4 / W8 & above

1170/-

167/-
C. Workmen /Workmen
Trainee
W1-W7
720/- 103/-

4.2 In case an employee rostered for night shift does not attend the same, the shift
allowance will be reduced as per column no.3 of table under Clause 4.1. Conversely,
an employee (normally rostered for duty in three shifts including night shift) who
attends night shift duty in place of such employee who remains absent on his
rostered night shift shall be allowed extra payment of shift allowance to the same
extent.
4.3 For employees, who are not rostered for three-shift duty, but are called for night
shift duty only, the allowance shall be paid as per column (3) of table, under
Clause 4.1 for each night shift worked.
********
PAY AND ALLOWANCES
267
NON-PRACTICING ALLOWANCE
NPA @ 25% of Revised Basic pay w.e.f. 26.11.2008 will be paid to the Qualified
Doctors.
CASH HANDLING ALLOWANCE
1.0 Cash Handling Allowance is payable to the employees in the workmen & Supervisory
category who are on the regular rolls of the Company, discharging the duties of
Cashier at the rates indicated below:

Amount of average monthly
cash handled (Rs.)
Rate of
Allowance
(Rs. Per
month)
Upto 75000 50
75001 to 200000 75
200001 to 500000 100
500001 & Above 125

1.1 The rate of Cash Handling Allowance to be granted to the employee concerned
shall depend upon the average amount of monthly cash disbursed but excluding
payments made by cheques. The amount of monthly cash disbursed shall be certified
by the Head of Finance & Accounts Department of Corporate Centre/Project, on
the basis of the previous Financial years average.
1.2 The rate of Cash Handling Allowance sanctioned, as above, to the employees
concerned shall be reviewed at the commencement of each Financial year, keeping
in view the amount of average monthly cash disbursed in the previous Financial
Year.
1.3 The Cash Handling Allowance shall be admissible only till such time the employees
concerned continue to discharge the duties of Cashier; and will cease to be payable
on their promotion/appointment to the appropriate prescribed pay scale for Cashier.
FREE ELECTRICITY
1. With effect from 01.08.2004, employees posted at Project will avail free electricity
units as under:
Accommodation Occupied by
the Employees
Free Units per Month
0 Type first 60 units
A- Type first 80 units
B- Type first 100 units
C- Type first 120 units
D- Type first 140 units
PAY AND ALLOWANCES
268
2. Units consumed, over and above the first free units, as indicated at clause 1, will be
charged on the basis of slab wise tariff declared by HPSEB/Government from
time to time for domestic consumption. If accommodation is shared by employees,
the electricity charges will be recovered on pro-rata basis.
3. If employees posted at project site and not staying in project colony may be allowed
reimbursement of electricity charges as per the slab indicated at clause-1 as per
tariff declared by HPSEB from time to time on the basis of entitled accommodation.
4. Clause 3 will be applicable to employees residing in rented/leased/owned
accommodation within a commutable distance from Project site/place of work.
********
PAY AND ALLOWANCES
269
PERKS AND BENEFITS TO EXECUTIVE/ENGINEER TRAINEES
Following perks and benefits shall be admissible for E2 level w.e.f. 26.11.08 in respect of
Executive/Engineer (Trainees) appointed on or after 27.08.2003.
1. Perks and Benefits to ETs:
a) Subject to other terms and conditions of SJVN Rules the perks and benefits
will be paid as under:
Sl.
No.
PERKS & BENEFITS AMOUNT
i) Cafeteria of Perks &
Allowances
@ 47% of the basic pay per month or / as per
the notified precentage.
ii) Difficult Area Allowance As per extant rules.
iii) Liveries As per extant rules.
iv) DAA and Other Location
Based Allowances
As per extant rules.
v) Night Shift Allowance Rs. 900/- per month or as per the notified rate
applicable to E2 level executives.
vi) Reimbursement of
Expenditure on Local
Travel for official
purposes.
At par with E2 level Executives.
vii) HRA/Company Leased
Accommodation
1. Free furnished bachelor accommodation
will be provided.
2. If same is not possible HRA/Lease will
be extended for the place of posting only.
3. Further if an Executive Trainee is married
may be considered for family
accommodation as per the entitlement of
E2 level, if available.
4. The rate and criteria for HRA/Lease will be
similar to that applicable to other
employees.
5. On the basis of above principles the lease
entitlement of the Executive Trainees shall
be at par with E2 level Executives.
6. Recovery for House Rent including for
Leased Accommodation shall be equal to
E2 level.
PAY AND ALLOWANCES
270
b) Following Perks/Benefits will be regulated as per SJVN Rules:
i) Provident Fund
ii) TA/DA
ii) Group Personal Accident Insurance
iv) Group Insurance
v) Medical Reimbursement.
vi) Leave.
c) Following will not be admissible to Executive Trainees.
i) LTC
ii) Allotment of Accommodation (except that mentioned on pre-page.)
iii) Incentive for Small family norms
iv) HBA
v) Multi-purpose Advance
vi) Computer Advance
vii) Conveyance Advance
viii) Furniture Advance
ix) Reimbursement of Briefcase
2. The benefits at Sl. No. 1(a) & 1(b) will be subject to revision if the same is/are
revised in respect of other employees.
3. The Executive/Engineer Trainees appointed prior to 27.08.2003 will not be entitled
for above benefits and will draw the consolidated stipend as stipulated in their
offer.
********
PAY AND ALLOWANCES
271
SCHEME OF
REIMBURSEMENT
OF EXPENDITURE ON
LOCAL TRAVEL
FOR OFFICIAL PURPOSE
272
273
CONTENTS
RULE TITLE PAGE
1.0 Objective 275
2.0 Scope and Coverage 275
3.0 Eligibility 275
4.0 Rates 275
5.0 Terms and Conditions 276
6.0 Procedure 277
7.0 Reimbursement on Certification 277
8.0 Cancellation 277
9.0 General 278
10.0 Power to relax, amend and modify 278
Appendix-I Application for Reimbursement of Expenditure on Local 279
Travel for official purpose
Appendix-II Claim for Reimbursement Expenditure on Local Travel for 281
official purpose
REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
274
275
SCHEME OF REIMBURSEMENT OF EXPENDITURE ON LOCAL TRAVEL
FOR OFFICIAL PURPOSE
1.0 Objective
1.1 A Scheme of reimbursement of expenditure on Local Travel for official purposes
is introduced with a view to encourage employees of the Company to own and
maintain their own vehicle and to use such vehicle for journey undertaken for
official purposes thereby reducing demand for use of Companys vehicle.
2.0 Scope and Coverage
2.1 The Scheme shall cover all employees of the Corporation in Executive, Supervisory
& Workmen pay scales including deputationists.
3.0 Eligibility
3.1 The reimbursement shall be admissible to the employees subject to fulfillment of
the following conditions:
i) The ownership and maintenance of the vehicle of the employee is required
for official purposes in the interest of the company and it will be useful
in efficient and effective discharge of his official duties.
ii) Reimbursement shall be allowed for one vehicle only provided it is owned
and registered in the name of the eligible employee and he holds a regular
and valid license (including a learner license) to drive the vehicle so
registered. The employees in possession of a Learners Driving License
shall on expiry of the term of the Learner Driving License, furnish a
copy of the regular Driving License, failing which reimbursement
sanctioned to him /her shall be withdrawn.
iii) In case the vehicle is to be driven by a person other than the employee
(only in case of four wheelers i.e. motorcar), the said person should hold
a valid driving license.
4.0 Rates
4.1 The rates of reimbursement of expenditure on local travel for official purposes
shall be as circulated from time to time.
The rates of reimbursement w.e.f. June, 2011 shall be as under:
Executives
Grade Rate in Rs. per month
E2 3220
E2A-E4 4400
E5-E6 5270
E7 & above 5860
REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
276
Supervisors
Vehicle Grade Rate in Rs. per month
Car S1 & above 1900/-
Motorcycle/Scooter/other
two wheeler
Spl. Grade(S4) 1700/-
S1 to S3 1400/-
Workmen
Grade Rate in Rs. per month
Upto W7 600
W8 & above 850

4.2 The rates of reimbursement shall be revisited after every 02 years from the date of
effect of the revised rates.
5.0 Terms and conditions
Grant of reimbursement of expenditure on Local Travel for official purposes will
be governed by the following terms and conditions.
5.1 The employee will use his own vehicle for official journey within the municipal
limit of the Headquarters or within the radius of 30 kms from the Headquarters,
whichever is more for which he will not be allowed to claim any local travel
allowance.
5.2 For the purpose of this Scheme, journey from and to residence shall not be treated
as official.
5.3 Employee, who is in receipt of reimbursement of expenditure on local travel for
official purposes, shall not be eligible to avail of the Companys Staff/Hired Car
facility. Provided that Clause No. 5.1 & 5.2 will not be applicable to official
journey to and from Railway Station/Airport/Bus Stand at the commencement of
and on return from official tours to outstations.
5.4 Provided further that keeping in view the fact that some of the work places/sites
may not be accessible by motorable roads owing to places located at virgin land
with difficult terrain in the new project, Head of the project, wherever he is satisfied
that it will be unreasonable to expect the employee to travel to such work place/
sites in their own vehicle, may declare, depending on the stage of the development
of the roads etc. from time to time that the employee in receipt of reimbursement
of expenditure on local travel for official purposes posted in such work places/
sites may be permitted the use of company transport for official journeys in
relaxation of this rule.
5.5 Employees who usually travel to and from the place of work in staff vehicles by
reasons of such vehicle being parked in their residence or otherwise shall not be
eligible for reimbursement under this scheme.
5.6 Reimbursement of expenditure on local travel will be admissible only on
proportionate basis where a employee is absent from Headquarters/place of duty
REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
277
on leave/on tour/temporary travel or otherwise or where the vehicle is not utilized
for official purposes owing to the same not being maintained in running condition
for a period in excess of 15 working days in any calendar month.
6.0 Procedure
6.1 An employee who satisfies the conditions of eligibility laid down herein may
apply in the prescribed from (Appendix-I) through proper channel to his Head of
the Department for the grant of reimbursement of expenditure for local travel for
official purposes. If the Head of the Department is prima facie satisfied that it is
necessary for the applicant (Employee) to maintain and use his own vehicle in the
interest of company work, he will recommend for the grant of the reimbursement
and refer the application for consideration of the Competent Authority, viz. Sr.
Manager (Estt.) for Corporate Office and HOD (P&A) for respective Projects/
Power Stations/Units. If the Competent Authority is satisfied, approval to the
grant of the reimbursement of expenditure on Local Travel for official purposes
shall be accorded with effect from the first day of the month following the date of
application or the date of registration of the vehicle, whichever is later.
6.2 However, in cases where the Competent Authority is satisfied that the registration
of the vehicle in the name of the applicant if likely to be delayed because of
reasons beyond his control. Reimbursement may be granted provisionally with
effect from the first day of the month following the date of application provided
that the applicant produces satisfactory documentary evidence in support of the
purchase and ownership of the vehicle from the date specified in the application.
6.3 In case of transfer, the employee will have to apply afresh for sanction of
reimbursement of expenditure for local travel for official purpose. However, he/
she will have to submit documents, only if there is change in status of registration
of the vehicle.
7.0 Reimbursement on Certification
In pursuance of the sanction issued under Rule-6.0 above, the reimbursement may
be made on the basis of following certification to F&A Department to be submitted
by the employee (Appendix-II):
i) That I have maintained Moped/Scooter/Motercycle/Car registration no.
in proper running condition and utilized the same
in the performance of official journey.
ii) That he/she certifies to the effect that Companys/Hired vehicle was not
used by him/her during the calendar month for the purpose of official
journey to any of the place/sites.
8.0 Cancellation
The employee entitled to reimbursement under this rule will, if he/she is no longer
in possession of the vehicle through loss, sale, theft etc., immediately report the
matter to the concerned Personnel Department for cancellation of the earlier order
sanctioning reimbursement of expenditure for local travel for official purposes.
REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
278
9.0 General
Reimbursement of expenditure on local travel for official purpose under this scheme
being on a purely functional basis and not expected to be a source of profit and
thus taxable under Income Tax Act, 1961, it shall be expected of each employee to
maintain full records of their official journeys in their vehicles for production, if
and when required to establish that what is paid under the scheme is by way of
reimbursement of actual expenses on travel in performance of official duties in
connection with Companys business.
10.0 The powers to relax, amend and modify this rule will vest with CMD.
********
REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
279
Appendix-I
APPLICATION FOR REIMBURSEMENT OF EXPENDITURE ON
LOCAL TRAVEL FOR OFFICIAL PURPOSES
Name Emp.No......
Design Pay Scale with grade code.....
Deptt/Division/Office......
Type of vehicle car/scooter/motor cycle/moped
(tick the type of vehicle)
Vehicle No. : .
Date & Registration no. of
Vehicle (enclose a photocopy) : ..
Date & license no.
(enclose a photocopy) : .
Signature of Employee (Signature of HOD)

For use in HR Department

Registration Book and License verified and found to be in order
Reimbursement of expenditure for local travel for official purpose as per entitlement from
time to time may be allowed to Sh. . Emp. No. ..
for the vehicle (Type) Registration No. ......... W.e.f.
.
Authorized officer of HR
Sanctioned
(Signature of Competent Authority)

Ref.No. Date:
Forwarded to Finance Department for necessary action

REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
280
281
Appendix-II
CLAIM FOR REIMBURSEMENT OF EXPENDITURE ON LOCAL TRAVEL
FOR OFFICIAL PURPOSES
Name of Employee: Employee No:
Designation: Department:

Period of non-
utilisation
(tour, all types of
leave including
CL)
Total days of
utilisation
Claim Month Amount
claimed ( In Rs.)
From To






Certificates-
i) That I have maintained Moped/Scooter/Motercycle/Car registration no.
in proper running condition and utilized the same in the
performance of official journey.
ii) That I certify to the effect that Companys/Hired vehicle was not used by me
during the calendar month for the purpose of official journey to any of the place/
sites.
Signature of Claimant
Date
For Use in Accounts Department
Passed for payment of Rs. Received Rs. (In
words)
Account Code: Amount Rs. Cash Code:
Accountant A.O./Sr.A.O.
Date Date Signature of Employee

REIMBURSEMENT ON LOCAL TRAVEL FOR OFFICIAL PURPOSE
282
283
PERFORMANCE
RELATED
PAY
284
285
CONTENTS
RULE TITLE PAGE
1.0 Introduction 287
2.0 Objectives 287
3.0 Short Title 287
4.0 Scope 287
5.0 Applicability 287
6.0 Parameters of PRP Payment 288
7.0 Grade Entitlements 289
8.0 BSC Performance Centers 289
9.0 BSC Process and Finalization 290
10.0 General Conditions 290
Annex. - 1 Process of BSC 291
PERFORMANCE RELATED PAY
286
287
SCHEME FOR PERFORMANCE RELATED PAY
1.0 Introduction
1.1 DPE guidelines on pay revision interalia envisage Performance Related Pay to
Executives and Non-unionized supervisors. Performance Related Pay has been
linked to the profits of CPSEs and Performance of the Executives. 60% of PRP is
to be paid from 3% of PBT and 40% of PRP from 10% of incremental profit.
Also for implementation of PRP a Robust and Transparent Performance
Management System (PMS) is to be developed.
2.0 Objectives
2.1 Through the above scheme SJVN aims at achieving the following objectives:
i) Reward the employees for achieving the pre-determined targets within a
scheduled time frame.
ii) Motivate the employees to achieve desired level of performance.
iii) Integrate working of different departments and projects to achieve the
pre-determined results.
iv) Focus on non-core activities which positively influence sustainability of
an organisation.
v) Strengthen inter departmental relationships.
3.0 Short Title
3.1 The Scheme shall be called SJVN Scheme for Performance Related Pay.
4.0 Scope
4.1 Scheme shall cover Power Stations, Construction Projects, Investigation Projects,
all regional offices and corporate office.
5.0 Applicability
5.1 Scheme will cover the following:
i) Employees on regular rolls of SJVN/Deputationists.
ii) Employees posted at Nepal/Bhutan.
iii) Employees who separate on account of resignation, death, repatriation
and superannuation upto the date of separation.
iv) Employees sponsored for higher studies by the Company.
v) Trainees appointed against regular vacancies.
PERFORMANCE RELATED PAY
288
5.2 For Workmen & Supervisor Trainees the payment shall be governed as under:
For Supervisory Trainees PRP will be paid considering the minimum
basic of the revised scale of S1 grade
For Workmen Trainees PRP will be paid considering the minimum basic
of the revised scale of the level at which the Workmen Trainee shall be
confirmed after completion of the training period.
5.3 Scheme will however not be applicable to :
a) any Apprentice including Apprentices under the Apprentices Act.
b) Casual employees
6.0 Parameters of PRP Payment
6.1 From the Financial Year 2009-10 & onwards the various parameters for payment
of PRP applicable to Board level/below Board level employees will be as under:
Parameter Weightage
Board Level
MOU 50%
Weighted Average of PRP of Performance
Centers
50%
Below Board Level
MOU Rating 40%
BSC Rating of Performance Centre 50%
AAR Rating 10%

6.2 The weightage of Performance Center in respect of Board level employees shall
be in the same ratio in which they figure in Dynamic, Sector Specific & Enterprises
Specific Parameters of MOU. Whenever there is no MOU targets of a center in
such cases minimum 5% weightage shall be given. Same will also be applicable
incase the weightage of center is worked out less than 5%.
6.3 All the above parameters will be independent to each other.
6.4 There will be no payment for poor rating in AAR/BSC/MOU.
6.5 PRP on AAR will be payable on the basis of rating for the Appraisal Year coinciding
with the commencement of the financial year.
PERFORMANCE RELATED PAY
289
7.0 Grade Entitlements
7.1 The grade entitlements for PRP payout are as under:
Grade % of Revised Basic Pay
E2 to E2A/Non-Executives 40
E3 to E4 50
E5 to E6 60
E7 & above 70
Directors 150
CMD 200

7.2 PERFORMANCE VIS-A-VIS Matrix is given below:
8.0 BSC Performance Centres
8.1 The whole company has been divided into 12 Performance Centres for the purpose
of BSC as under:
i) NJHPS (HP)
ii) RHEP (HP)
iii) LHEP (HP)
iv) DSHEP (HP)
v) DHEP (UK)
vi) JSHEP & NMHEP (UK)
vii) Arun-III HEP (Nepal)
viii) Bhutan Projects
ix) Corporate Civil Engineering Centre
x) Corporate Electrical Engineering Centre
xi) Corporate Centre I (C&SO, BDG, CP, CM&C, CS, IA, Environment,
IT&C, BD & MS Delhi &, Dehradun office)
xii) Corporate Centre II (All Corporate P&A Sections, Corporate F&A Deptt
and P&A Delhi)

Gr.
Gr.
Ent
MOU (40% wtg.) BSC (50% wtg.) AAR (10% wtg.)
% of Basic Pay
Ex VG G Avg Ex VG G Avg Ex VG G Avg
E2/E2A/Non-Exe. 40 16 12.8 9.6 6.4 20 16.0 12.0 8.0 4 3.2 2.4 1.6
E3-E4 50 20 16.0 12.0 8.0 25 20.0 15.0 10.0 5 4 3 2
E5-E6 60 24 19.2 14.4 9.6 30 24.0 18.0 12.0 6 4.8 3.6 2.4
E7-E9 70 28 24.4 16.8 11.2 35 28.0 21.0 14.0 7 5.6 4.2 2.8
PERFORMANCE RELATED PAY
290
8.2 The number of Performance Centre are subject to change with the approval of
D(P)/CMD.
9.0 BSC Process and Finalisation
9.1 BSC of all Centers will be finalized by the committee of Functional Directors
headed by CMD duly supported by a committee of EDs/GMs. Process of BSC is
detailed at Annexure-I.
9.2 Evaluation of BSC at the end of the FY will also be approved by the committee of
Functional Directors headed by CMD.
10.0 General Conditions
10.1 The employees will be entitled to PRP on pro-rata basis for actual period of
attendance. All types of leave (except Study Leave other than indicated at 5.1 (iv)
and Extra Ordinary Leave) will be counted towards actual attendance. The period
of Foreign Training and of Training in India will be treated as actual attendance.
10.2 PRP amount will not count for any service benefits i.e. computation of House
Rent Allowance, Compensatory Allowance, Encashment of Leave, Pay Fixation,
Provident Fund, Pension or Gratuity etc.
10.3 In case of transfer from one performance centre to another the entitlement of PRP
will be determined on pro-rata basis as per the entitlement of the Centre in which
Executive has actually worked. Similarly in case of promotion pro-rata PRP will
be paid on promoted post.
10.4 On separation/death employee will be entitled for PRP on the basis of basic pay
drawn by him before separation/death in the relevant Financial Year on pro-rata
basis.
10.5 CMD/D(P) will be the Competent Authority to interpret any doubt under this
scheme and their decision shall be final and binding.
********
PERFORMANCE RELATED PAY
291
Annexure-I
PROCESS OF BSC
1. All Performance Centres to submit their proposals in the month of December for
ensuing financial year.
2. Performance Centres to also submit achievement status against previous years
targets within 15th days of the end of the current financial year.
3. A Committee of Sr. Executives (GMs/EDs) to be constituted with the approval of
D(P) with Corporate Policy as Member Secretary.
4. Committee to necessarily have HOD Corporate Monitoring as one of the members.
5. Committee to hold discussions with all HOPs/HODs and arrive at agreed targets
for the ensuing financial year.
6. Weightages to be assigned to all targets in terms of their strategic importance
keeping the overall weightage of a performance centre as 100.
7. Targets to be finalised in a meeting where all Functional Directors are present
together with HOPs, HODs and BSC Committee Members.
8. Committee to submit final targets for approval of Committee of Functional
Directors headed by CMD.
9. Approved targets to be circulated to all Performance Centres.
10. Random Audit of achievements submitted against previous years targets to be
carried out by Internal Audit Deptt.
11. Corporate Policy to evaluate previous years targets and submit the Evaluation
report to Committee of Functional Directors headed by CMD.
12. Scoring System shall be as under:
Level Score
Excellent 100-150
Very Good 151-250
Good 251-350
Average 351-450
Poor More than 450
13. On receipt of approval Corporate Policy to issue orders for release of PRP in
consultation with finance.
********
PERFORMANCE RELATED PAY
292
293
RULES FOR POSTING IN
BHUTAN/NEPAL
294
295
CONTENTS
RULE TITLE PAGE
1.0 Pay, Perks and Allowances 297
1.1 Pay 297
1.2 FCA (Foreign Compensatory Allowance) 297
1.4 Perks and Allowances 298
2.0 Medical Facilities 299
3.0 Housing 299
4.0 Travelling Allowance 299
5.0 Transfer Benefit 300
6.0 Joining Time 300
7.0 TA/DA in Respect of Family and Transportation of Baggage 300
8.0 Payment of Allowance for the First 30 Days of Posting 300
9.0 Entitlement on Tour within Bhutan/Nepal/India 301
10.0 LTC/Home Leave Passage/Children Holiday Passage 302
11.0 Telephone Expenses 303
12.0 Leave 303
13.0 Encashment of Leave 304
14.0 Foot Allowance 304
15.0 Enhanced Insurance Cover for the Site Employees 304
16.0 Recovery of Contributory Provident Fund on Indian 305
Pay plus D.A.
RULES FOR POSTING IN NEPAL/BHUTAN
296
297
RULES FOR POSTING IN BHUTAN/NEPAL
1.0 PAY, PERKS AND ALLOWANCES
1.1 PAY
Employee shall be entitled to draw Basic Pay, Dearness Pay, Special Pay, Stagnation
Pay and Personal Pay (also PP on account of small family norms). However no
Dearness Allowance (DA) will be payable.
1.2 Foreign Compensatory Allowance (FCA)
1.2.1 For posting in Nepal :
a) FCA will be paid @ 80% of Foreign Allowance payable to MEA Officials
from time to time at Nepal.
b) The equivalence of SJVN Grades/Levels vis--vis MEA Designation is
as under:
Sr. No. Grade/Level in SJVN Equivalent level of MEA
i. E8 Minister
ii. E7A/E7 Counsellor
iii. E6/E5 First Secretary/Sr. PPS
iv. E4/E3 Second/P. Pvt./Third Secretary
v. E2A & E2 90% of FCA payable to E4/E3 level
of Executives
vi. S4-S1/W11-W8 Non-Rep. Gazetted Officer
vii. W7-W1/JO & JE (Trainees) Non Gazetted Officer
c) The conversion rate of US$ shall also be the same as notified by MEA in this
regard.
d) Slab deduction will not be applicable for posting at Nepal.
1.2.2 For posting in Bhutan :
a) Rate of FCA w.e.f.01.04.2010 is as under :
Sl.No. Category of Post Rate of FCA
E7 & above 92167
E-6 88521
E-5/E-4 84574
E-3 75758
E2/E2A 75807
S4/S3/W11/W10 49410
S2/W9 42361
S1/W8 42556
W7 & Below/JO & JE (Trainees) 42608
RULES FOR POSTING IN NEPAL/BHUTAN
298
b) The above rates of Foreign Compensatory Allowance (FCA) will be revised
from time to time on the basis of GOI notification regarding Bhutan Compensatory
Allowance for posting of Govt. servant on deputation to Bhutan.
c) The rate of Foreign Compensatory Allowance in respect of E4 & above levels
interalia includes necessary provision on account of the employment of the
complement of two full time local servants @Rs.5456.00 per month each.
Whereas, same includes provision on account of two full time local servants
@ Rs.3410.00 per month each for E3 level. Payment of servants wages will
however be subject to certification by concerned employees.
d) Slab deduction for posting at Bhutan shall be made as under:
Sl.No. Category of Post Rs. per month
a) E8 6660
b) E7/E7A 6549
c) E6 5661
d) E5/E4/E3 5180
e) E2A/E2 4588
f) S4 4070
g) S3/W11/W10 3360
h) S2/W9 2960
i) S1/W8 2627
j) W5/W6/W7 2398
k) W4 1862
l) W3 1499
m) W2 1443
n) W1 1251
e) Provision regarding slab deduction & engagement of servants shall remain
same as notified by NHPC/Govt. of India for deputation of the employees to
Royal Govt. of Bhutan.
1.2.3 On extension of FCA to JO/JE (Trainees), the DA component of Stipend will cease
to exist.
1.4 PERKS AND ALLOWANCES
In addition to Pay & FCA reimbursement towards Livery shall be allowed alongwith
admissibility of 47% of perks & allowances under the Cafeteria. PRP will also be
payable. These benefits shall be payable as per extant rules of Company and notified
from time to time.
1.5 Personnel Income Tax applicable in Nepal will be borne by the Company in respect
of employees posted in Nepal, over and above, the extent applicable in Bhutan.
RULES FOR POSTING IN NEPAL/BHUTAN
299
The Indian income tax, if any shall however be borne by the employee.
2.0 MEDICAL FACILITIES
2.1 Project Authorities will empanel the hospitals and appoint authorized Medical
Attendants.
2.2 Nevertheless employee and his family will be entitled to take treatment in India
and claim will be settled as per extant rules.
2.3 The family members left behind in India will be entitled to medical attendance and
treatment (both out-patient and in-patient treatment) as per SJVN Medical
Attendance Rules applicable to regular employees of the Company posted in India.
3.0 HOUSING
3.1 Bachelor accommodation will be provided at project site.
3.2 Employees who are in occupation of Company accommodation will be permitted
to continue to occupy the same, for the bonafide use of their families.
3.3 Executives shall be entitled to claim Company Leased Residential Accommodation
at a place as per his/her choice for retaining his/her family in India or Nepal/
Bhutan. Monthly ceiling of rent shall be the same as prevalent at the place where
family resides in India. Whereas for Nepal and Bhutan same will be notified
separately.
3.4 If Company/Lease accommodation is not availed of, House Rent Allowance will
be paid as payable in India with reference to the actual place of residence of the
employees family within India.
3.5 HRA will be paid to the employees posted at Bhutan @ 10% of the basic pay (i.e.
at par with un-classified cities in India) while staying in Transit/Rented
Accommodation at Bhutan. In this situation Company Leased Residential
Accommodation/HRA will not be admissible for family either staying in India or
in Bhutan.
4.0 TRAVELLING ALLOWANCE
4.1 For onward journey
4.1.1 Employees will be allowed to travel by entitled Class of Air Journey as per extant
TA/DA Rules of the Company. Actual charges of entitled class charged by the
Airlines will be paid.
4.1.2 Any Tax/VISA charges incurred by the employee at the port of embarkation/
disembarkation shall be reimbursed in full.
4.1.3 Reimbursement/payment towards additional baggage towards personal effects
limited to airfreight shall be allowed as under:
(i) 1,000 kgs, if individual is accompanied by family, or
(ii) 500 kgs, if not accompanied by family.
RULES FOR POSTING IN NEPAL/BHUTAN
300
4.2 TA for journey upto the point of Embarkation/Disembarkation
4.2.1 For journey upto the point of embarkation/de-embarkation (including boarding on
Aircraft) employees shall travel as per entitled class/mode under TA Rules of
Company.
5.0 TRANSFER BENEFIT
5.1 Transfer Grant and Transfer pay Advance
Transfer Grant and Transfer pay Advance shall be admissible as per Extant TA/DA
Rules of the company.
5.2 Foreign Compensatory Allowance Advance
5.2.1 An amount equivalent to one months Foreign Compensatory Allowance shall be
admissible as Interest free advance on reporting for duty abroad, which is
recoverable in 12 equal monthly installments from the following month. In case
initial posting is for a period less than 12 months, the recovery shall be so regulated
to ensure that the advance is recovered, in full, before the individual concerned is
transferred back. However, if at the time of initial posting no period is stipulated
and subsequently same has been curtailed to a period which is less than 12 months
in such cases recovery will be made in 12 equal monthly installments.
6.0 JOINING TIME
6.1 Employees who are posted abroad will be allowed joining time as per T.A. Rules
of the Company. No Foreign Compensatory Allowance will be paid for joining
time.
7.0 TA/DA IN RESPECT OF FAMILY AND TRANSPORTATION OF BAGGAGE
7.1 In case employee shifts his family to Nepal/Bhutan, TA entitlements shall be
governed as per rule 4.1 & 4.2.
7.2 No allowance/reimbursement for transportation of baggage shall be allowed.
However in lieu of Baggage Allowance, Furnishing Assistance shall be paid as
notified from time to time in consultation with Corporate F&A.
8.0 PAYMENT OF ALLOWANCE FOR THE FIRST 30 DAYS OF POSTING
8.1 Till accommodation is not provided and the employee is forced to stay in a hotel,
claim will be settled as per extant Guidelines on foreign visit as applicable for the
country of posting for 1st 30 days. No Foreign Compensatory Allowance will be
paid for the above period in such event.
8.2 At the initial stage of project the period of 30 days may be relaxed by CMD on the
recommendation of HOP. Alternatively HOP may make the arrangement of
accommodation by hiring rooms in hotel or at other suitable places.
RULES FOR POSTING IN NEPAL/BHUTAN
301
9.0 ENTITLEMENT ON TOUR WITHIN BHUTAN/NEPAL
9.1 Daily Allowance on tour within the Nepal/Bhutan shall be as under:
Sl.No. Category Rates in US$
a) E2A and above 45
b) E2 and Supervisors 33.75
c) All others 15
The above entitlements shall further be restricted as under:
Days Entitlement
1st 7 days Full Entitlement as indicated in Col-3 of above table.
Next 7 days 75% of Col-3 of above table.
Thereafter 50% of Col-3 of above table.
9.2 The other entitlement shall be same as applicable to employees posted in India for
tour with in the territory of India. Any modification/amendment in the entitlements
during foreign posting shall be carried out with the approval of CMD on the basis
of the requirement of Project(s) and recommendation, if any, of HOP. Revised
entitlements will be notified by Corporate HR Department. Modifications/
amendments carried out under this Para from time to time are as under:
a) Executives posted in Nepal will be entitled for Air journey within the
territory of Nepal
b) In respect of employees posted at Bhutan, the entitlement of Executives
below E5 level on official tour from Airport (India) to Project site (Bhutan)
and vice-versa will be full taxi.
9.2.1 Employees at level of E4 (E6 in case of Home Leave Passage) and below posted in
Nepal/Bhutan Projects will be entitled to travel by air (Economy Class) from/to
Guwahati/Bagdogra to/from Airport (in India) nearest to place of official visit/
residence of family/ hometown either on official duty or availing Home Leave
Passage.
9.2.2 Above will also be applicable to official visits at the time of new joinings/transfers
and inter projects visits in Bhutan.
9.2.3 However entitlement from New Delhi to Shimla/Chandigarh and vice-versa will
be regulated as per CPC No. 210/2010 dated 14.06.2010.
9.2.4 Tours outside the country of posting and also tours to India, shall be governed by
the rules as applicable to employees working in India. All foreign tours (except
tours to India) must have prior approval of CMD. For undertaking tours to India
by HOP, the prior approval of CMD is required. Whereas in other cases prior
approval of concerned Director is required.
RULES FOR POSTING IN NEPAL/BHUTAN
302
9.2.5 The accommodation entitlement of SJVN employees on tour to/at Nepal/Bhutan
shall be regulated as under:
S.N. Location/Place Entitlement
a) Kathmandu (Nepal)
Thimpu & Paro (Bhutan)
As per the notified rates of cities
of Mumbai, Delhi & Bangalore.
b) Phuentsholing (Bhutan) As per the notified rates of other
Principal Cities.
c) Other locations in
Nepal/Bhutan
As per the notified rates of
ordinary cities.

10.0 LTC/HOME LEAVE PASSAGE/CHILDREN HOLIDAY PASSAGE
10.1 LTC
10.1.1 During the period of posting abroad, LTC shall continue to accrue to the employee
as per LTC Rules. Employee and his Family members (including those left behind
in India) will be entitled to avail Leave Travel Concession.
10.2 Home Leave Passage
10.2.1 Employee will be allowed 3 Home Leave Passages in a year.
10.2.2 After expiry of every 4 months, employee shall be entitled for one Home Leave
Passage for himself only.
10.2.3 HOP shall ensure minimum cooling off period of 60 days at Project while allowing
Home Leave Passage.
10.2.4 The Home Leave Passage will lapse after 5 months of its accrual.
10.2.5 Home Leave Passage can be availed either to visit a place where family is residing
or the Home town in India.
10.3 Family Holiday Passage or Home Leave Passage for the Family Members
10.3.1 On completion of every 12 months of posting abroad,spouse and dependant children
whether residing in Bhutan/Nepal or in India shall be entitled for Family Holiday
Passage to visit employee in Bhutan/Nepal or Home Leave Passage to visit Home
Town, as the case may be. Family Members shall be entitled either for Home
Leave Passage or Family Holiday Passage.
10.4 Home Leave Passage/ Family Holiday Passage shall be in addition to LTC.
10.5 Save the para 9.3, Journey within India shall be governed as per LTC rules. Whereas
journey from place of posting abroad to Airport in India nearest to place of residence/
hometown and vice versa shall be permitted to be performed by Air. However
reimbursement of expenditure on fare shall be restricted to Economy Class of
National Carrier.
RULES FOR POSTING IN NEPAL/BHUTAN
303
11.0 TELEPHONE EXPENSES
11.1 Monthly ceiling towards reimbursement of expenditure on Mobile phone/ Data
Card/Residential Landline and Broadband etc. will be as under.
Sl.No. Level/Designation Monthly Ceiling (INR)
a. AGM/DGM 5000/-
b. Sr. Mgr./Mgr./Dy. Mgr. 3000/-
c. E3/E2A/E2 2000/-
d. Supervisors 1500/-
11.2 Reimbursement of expenditure within entitled ceiling towards one residential
telephone in India where family is residing shall be allowed to the Executives
posted in Nepal/Bhutan. This will be applicable to those Executives who are
otherwise entitled for residential telephone as per extant policy.
11.3 For Telephone at office, extant entitlements/practice will remain operative.
12.0 LEAVE
12.1 Employees posted abroad shall continue to be governed by Leave Rules of the
company. The leave accrued during the foreign posting will be kept in a separate
account for availing, setting off & encashment etc.
12.2 Normally no employee posted abroad shall be permitted to avail any portion of
leave which has not accrued abroad. In exceptional circumstances like sickness
(of self/family member) leave earned in India can be sanctioned. However, no
Foreign Compensatory Allowance will be payable on such leave but notional DA
of the applicable date shall be paid.
12.3 Foreign Compensatory Allowance will be paid in full on the leave earned including
HPL in the foreign country and availed thereof. Foreign Compensatory Allowance
will also be payable on CL & RH availed during the posting in foreign country.
12.4 Leave availed in foreign country before its accrual under clause 12.2 will be set
off on accrual of leave in future in the foreign country. Foreign Compensatory
Allowance will become payable after adjusting the amount of notional DA so paid.
12.5 Save the above no Foreign Compensatory Allowance will be admissible on any
kind of leave availed during posting abroad. However, DA of applicable rate shall
be paid in such cases.
12.6 Special Casual Leave
a) 15 days Special Casual Leave will be granted in a calendar year.
b) In case an employee joins later in the calendar year, Special Casual Leave
will be allowed on pro-rata basis.
c) Special Casual Leave cannot be encashed/accumulated.
RULES FOR POSTING IN NEPAL/BHUTAN
304
12(A) PUBLIC/WEEKLY HOLIDAYS IN NEPAL
12(A).1 HOP of Arun-III HEP will decide 14 Public Holidays (in lieu of 8 Closed and 6
Restricted Holidays) to be observed at project site with prior approval of Director
(Personnel). While doing so he has to ensure compliance of statutory provisions.
12(A).2 Saturday will be weekly holiday in Nepal at SJVN Establishments in place of
Sunday in India.
13.0 ENCASHMENT OF LEAVE
13.1 Employees may be allowed to encash Earned leave earned in India in accordance
with the extant rules of the company and the payment will be made on the basis of
Basic Pay, Dearness pay, Special Pay, Personal Pay and notional Dearness
Allowance which they would have drawn had they been serving in India.
13.2 EL earned during the foreign posting can also be encashed after setting off the EL
availed during foreign posting as per extant rule. If Earned leave is encashed during
the posting abroad, Foreign Compensatory Allowance payable on the date of
encashment shall be considered.
13.2.1 In case Leave earned abroad are encashed/availed after posting in India or encashed
at the time of superannuation, Foreign Compensatory Allowance for the post held
by the employee at the time of repatriation shall be paid at the rate applicable on
the date of encashment or applicable DA as on the date of encashment whichever
is more.
13.2.2 Encashment of HPL will be allowed at the time of superannuation only as per
extant rule. Foreign Compensatory Allowance for the post held by the employee at
the time of repatriation shall be paid at the rate applicable on the date of encashment
or applicable DA as on the date of encashment whichever is more.
14.0 Foot Allowance
Foot Allowance @ INR 30/- per km will be paid to undertake official journey at
project locations where other mode of transport is not available. This will also be
applicable to the employees on tour to project location at Nepal/Bhutan and will
be claimed by the employees in their TA Bills.
15.0 ENHANCED INSURANCE COVER FOR THE SITE EMPLOYEES
Employees will be provided additional Group Personal Accident Insurance coverage
to the extent mentioned below:
Sr. No. Category Coverage Amount of Rs
a) Executives/Executive Trainee 15.00 lacs
b) Supervisors/Supervisor Trainee/ 12.00 lacs
W8-W11
c) Others 10.00 lacs
RULES FOR POSTING IN NEPAL/BHUTAN
305
The Group Personal Accident policy will be taken in India and would include
coverage for death as well as disability arising out of accident, act of terrorism and
mob violence. Payment to nominee shall be made in Indian Rupees in India.
16.0 PF CONTRIBUTION
16.1 Contributory Provident Fund recoveries will be made on the Indian Pay plus notional
DA, which the employees would have drawn had they been serving in India.
Accordingly equal amount will be contributed by the Company.
17.0 D(P) will be Competent Authority for Minor Modification/amendment/ relaxation
and interpretation under these Rules.
********
RULES FOR POSTING IN NEPAL/BHUTAN
306
307
TRAVELLING AND
DAILY ALLOWANCE
RULES
308
309
CONTENTS
RULE TITLE PAGE
1 Scope 311
2 Definitions 311
3 Travel Entitlement 313
4 Conveyance Charges 315
5 Daily Allowance & Lodging Charges 316
6 Entitlement outside India 320
7 Admissibility of TA for other journeys 322
8 Insurance Charges 322
9 On Transfer which is in Company's interest 322
10 Transfer Grant 323
11 Package Charges 324
12 Baggage Allowance 324
12.A Transfer Pay Advance 326
13 Joining Time 326
13.A Transfer TA on Retirement /Death 328
14 Entitlement on joining on fresh appointment 328
15 Admissibility of Travelling Allowance for other Journeys 330
16 Advance 334
17 Claim 335
18 Local Journeys 335
19 Definitions 335
20 Entitlement 336
21 Muster Roll/Casual Employees 338
22 General 339
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310
23 Amendment of the Rules 339
Annexure I Tour Advance Form 341
Annexure II Request For Transfer Pay Advance 343
Annexure III Tour TA Claim Form 345
Annexure IV Transfer/Joining T A Claim Form 347
Annexure V Local Travelling Expenditure Claim Form 351
Annexure VI Guidelines Relating to Daily Allowance during Foreign 353
Visit under Para 6.3.2 of the TA/DA Rules.
TRAVELLING AND DAILY ALLOWANCE RULES
311
TRAVELLING AND DAILY ALLOWANCE RULES
1.0 Scope
The SJVN Travelling and Daily Allowance Rules will be applicable to all regular
full time employees of the Company including Stipendiary Trainees (unless
specified otherwise) other than Apprentice under Apprentices Act, 1961,
deputationists, if deputation terms specifies, persons appointed on contract basis
unless otherwise specified, candidates called for interview/test and other persons
to whom the appointing authority extends these rules.
These Rules will also be applicable to HPSEB employees on deputation and to
daily waged employees in the event of performing official journeys on outstation
tours, training and transfers. In addition, the HPSEB employees on deputation
shall also be paid Transfer T.A. under these Rules in the event of their repatriation
to HPSEB from SJVN.
2.0 Definitions
In these rules, unless the context otherwise requires:
2.1 Corporation means the SJVN Ltd. including the projects/offices under its
management.
2.2 Controlling Officer means the officer empowered to approve and/or countersign
the Travelling Allowance claim (including advance) in respect of employees
working under him, in accordance with the powers delegated from time to time
for specified purposes under these rules.
2.3 Day means a calendar day beginning and ending at midnight. This is for general
reckoning only.
2.3.1 For the purpose of calculating Daily Allowance, Day is to be taken as a period of
24 hours beginning from the actual time of departure from the Headquarters or
residence, as the case may be, in respect of any particular journey.
2.4 Family means an employees spouse residing with the employee and legitimate
children (including step children and legally adopted children) residing with and
wholly dependent upon him. In case of transfer, the term family would also include
parents, unmarried/widowed sisters and minor (i.e. below 21 years of age) brothers
provided that the concerned member is residing with and wholly dependent upon
the employee.
2.4.1 However, till such time the Companys special facility of retention of family at a
place other than the place of posting of the employees is in existence, the condition
of residing with the employees will not be essential for such employees as are
allowed to retain their family under the provisions of such special facility.
2.4.2 Only one wife is included in the term family for the purpose of these rules.
2.4.3 Legitimate children do not include adopted children except those legally adopted.
TRAVELLING AND DAILY ALLOWANCE RULES
312
2.4.4 Step children include the children of the spouse from a previous marriage, where
the same was dissolved due to legal divorce or death of the other party to such
marriage.
2.4.5 The criterion for judging the dependency or otherwise of a family member of an
employee will be the monthly income of the concerned family member. A family
member will be deemed to be dependent upon the employee if his/her income
from all sources is not more than Rs. 2500/- p.m. In case of parents, the income of
both father and mother jointly will be taken into account for this purpose.
2.4.6 Where both husband and wife are employed in the Company, the dependent parents
of either of the spouses may be treated, at their option, as parents for the purpose
of these rules.
2.5 Headquarters means the normal place of duty of an employee. In case of an
employee deputed for Training in India or abroad, the Headquarters will means
the place of duty from where he proceeded on Training, unless the same is changed
in respect of an employee sent on long-term training or assignment by a specific
order of the Head of the Division.
2.5.1 In respect of an apprentice/a trainee, the Headquarters shall means the place of
training at which he is posted for undergoing long duration (more than 30 days)
apprenticeship/ training.
2.6 Head of Division means the concerned Functional Director/Executive Director/
General Manager or any other Executive to whom the power is delegated for the
purpose of these rules.
2.7 Management means the Board of Directors and if authorized by the Board, the
Chairman/Managing Director/Director of the Company for the purpose of these
rules.
2.8 Official Tour means absence on duty of an employee from his Headquarter.
2.9 Pay means basic pay together with personal pay, special pay, deputation (duty)
allowance, dearness pay and officiating pay, if any and any other allowance which
is specified to be counted as pay.
2.9.1 In case of a re-employed pensioner, pension and pension equivalent of retirement
benefits will also be considered as pay provided and to the extent the same has
been taken into consideration for fixation of his basic pay. In such a case, if the
sum of his pay plus pension exceeds the pay of the post, if it is on a fixed rate of
pay or the maximum pay of the post, if it is on a time scale of pay, such excess
shall be ignored.
2.9.2 For muster roll, daily rated, casual, badli or substitute employees, pay means the
amount arrived at by multiplying their daily rate of wages by 26 (twenty six) or 30
(thirty), as the case may be, depending upon the manner of calculation of their
daily wage-rates.
2.10 Shortest Route means the route which is shortest in terms of distance.
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313
2.10.1 The route by which the destination can be reached most speedily by rail/air as per
entitlement, even if longer will be deemed to be the shortest route for the purpose
of these rules. In respect of a road journey, it means the route which is shortest in
point of time by entitled mode of travel.
2.10.2 Keeping in view the locations of various destination, availability of various means
of transport and other relevant factors, the Chairman/Managing Director/
Director(Personnel) may declare from time to time specific routes, which though
not shortest, will be deemed to be shortest routes for the purposes of all or any of
the journeys mentioned in these rules.
2.11 Transfer means the movement of an employee from one HQ station at which he
is posted to another station to which his former Headquarters have been changed
or where he is ordered to take up the post.
2.11.1 Notwithstanding the above definition of transfer, the movements of an apprentice/
a trainee, engaged under the Companys own training scheme, during the period
of training as well as that for joining his duties at the place of posting in consequence
of final appraisal and placement etc. shall not be treated as transfer.
3.0 Travel Entitlement
3.1.1 The reimbursement of fares for journeys performed between the headquarter station
and tour station by the employees of various levels by different means of transport
shall be as per the following entitlement, subject to actuals.
3.1.2 Nature of entitlement
a) By Rail
Sr.
No.
Level Ordinary Trains Rajdhani
Express
Shatabdi
Express
1. Dy General Manager and
above
I Class / AC I Class AC I Class Executive
Class
2. Sr. Manager / Manager I Class / II Class AC
Sleeper
AC II Tier AC Chair Car
3. Asstt. Engr. / Officer upto Dy.
Mgr.
I Class / II Class AC
Sleeper
AC II Tier AC Chair Car
4. Executive Trainees/
Supervisors/Supervisor
Trainees and employees in
W/men category drawing basic
pay Rs. 14,673/- or more.
I Class / II Class AC
Sleeper
AC III Tier AC Chair Car
5. W6 upto W1. III Class AC Sleeper N.A. AC Chair Car
6. All other employees Sleeper Class N.A. N. A.
TRAVELLING AND DAILY ALLOWANCE RULES
314
b) By Air & Road
Sl.No. Category of Employees Entitled mode & Class of travel
Air Road
1 2 3 4
1. DGM & above Admissible* Actual
2. Sr. Manager/Manager Admissible Actual Taxi fare.
3. Asstt. Engr./Officer upto
Dy. Mgr.
Not
Admissible
Fare of single seat in taxi,
where availed, limited to
Rs. 4.00/- KM**
4. Executive Trainees &
Supervisors
Not admissible Fare of single seat in taxi,
where availed, limited to
Rs. 3.00 per km or actual
bus fare.
5. Employees in the Workmen
category.
Not admissible Actual Bus fare.
6. All other employees
including DR/MR of all pay
ranges and also non-
executive trainees.
Not admissible Actual Bus fare.

* Executives in the rank of General Manager and above may travel by Executive
Class. Claim shall be supported by Boarding Pass in case journey is performed
by Air. In exceptional cases Historical Ticket duly verified by the employees
can be entertained in place of Boarding Pass.
** Provided further that between Shimla and Jhakri, the entitlement of Sr. Engg./
Officer and Dy. Manager shall be for actual taxi fare and for Asst. Engg./
Officer and Engg./Officer, the same shall be for actual bus fare, in case shared
taxies are not available.
3.1.3 Where journeys are performed by road between places connected by rail, the
reimbursement as per sub- rule 3.1.2 will be restricted to rail fare as per entitlement,
subject to actuals. The above restriction will not be applicable to General Manager,
ED & Directors and Chairman.
3.1.4 For journeys, performed by road between places not connected by rail and where
road travel is customary the reimbursement will be allowed in full as admissible
under column(4) of sub-rule 3.1.2. In terms of clause 2.11.2, the Kalka-Shimla
and Shimla-Dehradun via Nahan road route has been declared as the shortest
route. Accordingly, the journeys performed by the employees by these road routes
in their own vehicles/taxi/bus etc. will not be restricted to the rail fare and
reimbursement of journey fare will be regulated as per the entitlements of the
employees for road journey.
3.1.5 In case where journeys is undertaken by the employee in his own Car/Scooter/
Motor-cycle reimbursement will be made @ Rs. 6.00/- per Km for a Car and Rs.
TRAVELLING AND DAILY ALLOWANCE RULES
315
2.30/- per Km for Scooter/ Motorcycle subject to restriction as contained in Sub-
rule 3.1.3. When journey is performed by an executive in his/her own car,
reimbursement will be allowed at the rate of Rs. 6.00/- per Km for travel by car if
entitled for Reimbursement of Expenditure on local travel for official purpose of
car.
3.1.6 Charges for reservation, sleeper accommodation, Super Fast Train surcharge,
Telegram charges for securing reservation charged by Railways as well as airlines
will be reimbursed. In exceptional cases cancellation charges may be reimbursed
at the discretion of the Controlling Officer where journey is not undertaken due to
natural calamities or any mishap in the family. Agency charges paid to travel agents
will be reimbursed subject to a maximum of Rs. 20/- against vouchers for each
journey.
3.1.7 Non-availability of reservation by train is not an acceptable reason for not
performing the journey connected with official work.
3.1.8 Employees deployed on temporary duty including Non-Family Stations will be
eligible for TA/DA as under:
a) TA will be admissible in actuals as per entitlement.
b) DA will be admissible as per Clause 5.4 of TA/DA Rules, which stipulates
full DA for first 30 days and 50% thereafter upto 90 days.
c) Accommodation in Guest House as per Transit Camp Rules of the station.
d) If an Employee who is deployed for temporary duty to non-family station
for a minimum period of 15 days may be given choice to draw either DA
as applicable to such stations or Special Duty allowance.
e) TTA, Disturbance Allowance etc. as permitted in normal transfer shall
not be payable.
3.2 Travel by Air
Manager and above can travel by air while on duty. In other cases, sanction of the
Head of the Department not less than General Manager should be obtained.
4.0 Conveyance Charges
4.1 For local journeys undertaken by road at out station, conveyance charges will be
reimbursed as per the following entitlements subject to a maximum of Rs. 1500/-
for a continuous halt not exceeding seven days. The limit of Rs. 1500/- can be
relaxed in exceptional cases by the Controlling Officer upto Rs. 2000/-. For halt
exceeding 7 days, amount will be proportionately increased.
TRAVELLING AND DAILY ALLOWANCE RULES
316
Sr.
No.
Level Entitlement
1. All Executives Actual Taxi fare
2. Supervisors &
Executive Trainees
Cost of single seat in a taxi or three wheeler
charges restricted to Rs.2.60/- per K.M.
3. Others Actual bus fare. Where no bus plies, actual
charges by other means like Tonga, Rickshaw,
etc., restricted to Rs.1.00/- per K.M.

4.2 For the purpose of Rule 4, of the conveyance charges spent at outstation for
journeys performed between airport/railway station to the temporary residence
and vice-versa will be excluded from the ceiling prescribed under the above rules.
4.3 In respect of Key Officials of the Corporation (General Manager & above), the
restrictions of Rs. 1500 will not apply and they will be reimbursed the actual cost
of conveyance charges incurred by them at tour stations
4.4 Employees when arranges accommodation on his own thus not claiming
expenditure for accommodation, can claim reimbursement of following additional
amount of local journey conveyance expenditure by specifying the place of visit
after exhausting the ceiling of Rs. 1500/-.
Levels Amount
Executives upto E7A Rs. 150/- per day.
Sup.&Exe. (Trainees) Rs. 100/- per day.
Sup. (Trainees) & Workmen Rs. 75/- per day.
Tech. (Trainees) Rs. 50/- per day.
4.5 However, no relaxation will be allowed in respect of local Journey if an employee
is claiming additional local Journey expenditure under para 4.4. above.
5.0 Daily Allowance & Lodging Charges
This is an allowance intended to cover charges incurred on account of travelling
and staying at places other than at headquarters.
5.1 Daily Allowance is to be calculated for the period of absence from headquarters.
The scheduled arrival/departure (and actual arrival if there is a delay of more than
15 minutes from the schedule) of the mode of transport used shall be reckoned for
the calculation of daily allowance. In respect of journeys by road, the actual time
of arrival/ departure as certified by the employee should be adopted.
TRAVELLING AND DAILY ALLOWANCE RULES
317
5.2 Accommodation Charges & Daily Allowance shall be paid as under :
a) Accommodation charges
Sl.No. Category Accommodation charges ( Rs./day)
1 2 3 4 5
A. EMPLOYEES Mumbai, Delhi
& Bangalore
Principal
Cities
Ordinary
Cities
1. CMD & Functional Directors As per actual
2. ED 14000
78.57% of
rates at
Col.No.3
80% of
Column
No.4
3. GM 9800
4. E7/E7A 9800
5. E5 to E6 5600
6. E3 to E4 4200
7. E2 to E2A & Executive Trainees 3150
8. W8/S1 & above but below E2 1680
9. W4 & above but below W8/S1 1260
10. W3 & below & Dip/Artisan
Trainee
630
b) Daily Allowance Charges.
Sl.No. Category Daily Allowance &
Incidental
Composite Daily
Allowance.
A. EMPLOYEES P O P O
1 2 3 4 5 6
1. CMD & Functional
Directors
As per actual against proof
subject to ceiling of Rs.3000/-
per day inclusive of taxes. In
case same is not claimed on
actual expenditure DA @
Rs.370/- per day will be paid.

470
80 %
of
Column
No.5

2. Executive Directors 370
80 % of
Column
No.3
470
3. For GM, AGM &
DGM
320 410
4. Those in the level of :
E6, E5, E4 & E3
260 370
5. Those in the level of:
E2A, E2
220 320
6. Those in the level of:
W7 to S1 & above but
below E2
180 260
7. Those in the level of:
W4 & above but below
W7/S1
120 210
TRAVELLING AND DAILY ALLOWANCE RULES
318
8. Those in the level of:
W3 & below
110

180

B.TRAINEES

1. Executive Trainee 155 230
2. Supervisor/ Diploma
Trainee
110 180
C. DAILY RATED/ MUSTER
ROLL ETC. EMPLOYEES
35@ 45
P - Means Principal City. O - Means Other Places. @ Daily Allowance for
Journey Period.
Important Notes:
a) The rate of Ordinary city for Daily Allowance will be applicable for journey
period.
b) Bombay, Calcutta, Delhi, Madras, Bangalore, Hyderabad, Ahamedabad, Pune,
Kanpur, Surat, Nagpur, Jaipur & Lucknow are treated as Principal Cities for
the purpose of these rules.
c) The hotel tariffs are inclusive of service charges. Hotel & Statutory Taxes if
levied, will be reimbursed.
d) In case of short duration halts en route their destination, reimbursement of
hotel charges will be admissible only when night halt is involved subject to
the following:
i) For one-way reimbursement of hotel charges shall be restricted to
one-day tariff of entitled accommodation in a particular station.
ii) Employee will be reimbursed local conveyance of entitled class as
indicated under Clause 4.0.
iii) The tour should be planned in such way that the duration of en-
route halt at a particular station should not exceed 15 hours. Beyond
this it will be private halt.
iv) In case night halt is not involved local conveyance as per entitlement
under Clause 4.0 shall be reimbursed from place of arrival to the
place of departure for a duration upto 3 hours. When the halt is
more than three hours, local conveyance expenditure shall be
reimbursed from place of arrival to place of refreshment (as arranged
by employee for which no reimbursement shall be allowed) and
from the place of refreshment to place of departure.
e) When the family member of the employees accompany him while he is on tour
and the accommodation is hired for lodging of the employee as well as his family
members, the actual accommodation charges may be reimbursable to him in
full without any proportionate reduction subject to his entitlement ceiling indicated
in para 5.2 (a).
TRAVELLING AND DAILY ALLOWANCE RULES
319
f) In absence of proper dormitory facilities as per entitlement in TCs at parwanoo/
Delhi, composite DA will be allowed to the Drivers, while on official tour.
5.2.1 Accommodation charges are payable by the employees when they stay in the
Companys /Govt./PSUs guest houses and they will be paid daily allowance as
with lodging as indicated in columns 3 or 4 under Rule 5.2(b) as the case may
be.
5.2.2 Following provisions may also be kept in view while hiring hotel accommodation:
a) Wherever Guest House Accommodation is available, the same shall be availed
of and the hotel accommodation will be hired only if the Guest House
Accommodation is not available.
b) Wherever ITDC Hotels are available, these should be preferred.
c) The concession in the tariff available in some hotels including ITDC must be
availed of by the employees and reimbursement in such cases will be made
after taking into account the concessional rates only.
5.2.3 If an employee is provided both boarding and lodging free of cost, he can draw 1/
4th of the daily allowance as in column 3 or 5 under Rule 5.2 (b)
5.2.4 An employee who has been allowed to retain his family at a place other than his
place of posting will be allowed TA if he visits that place on tour as under
rule 5.2.3.
5.2.5 For period spent on journeys, rate of daily allowance as given in Rule 5.2(b),
column 4 will be applicable. For calculating daily allowance admissible for the
journey portion alone, the number of days spent on halt at outstations (rounded
off as per Rule 5.3 in respect of each halt) shall be substracted from the total
number of days of absence from headquarters rounded off for the last broken
period. If, however, the number of days for such halt (calculated as per Rule 5.3)
exceeds the total number of days of absence, then the time spent on journeys shall
be taken as nil.
5.2.6 Daily allowance may be drawn for journey period, all halts on duty and holidays
occurring during the period of halt. As regards stay at intermediate stations, only
stay exceeding three hours will be treated as part of the halt at that particular
station and daily allowance as applicable will be paid.
5.3 Daily Allowance may be drawn for broken periods of a Day on the following
scale:
Period Rate
Less than 6 hours One forth
6 hours and more but less than 12 Half
12 hours & above Full
5.4 For prolonged halts full daily allowance may be drawn for a period upto 30 days
and for a longer period upto 90 days, half daily allowance may be drawn. The
limit of 30 days and 90 days relates to stay at anyone station only. General Manager
have powers to relax these conditions.
TRAVELLING AND DAILY ALLOWANCE RULES
320
5.4.1 The period of stay away from the outstation for three consecutive nights or more
will constitute a break in continuity of stay at outstation for the purpose of these
rules.
5.5 For journeys within a radius of 30 kms from headquarters no daily allowance will
be admissible. In the case of journeys within a radius of 30 kms the actual
conveyance charges may be reimbursed.
5.5.1 If any employee attends duty at a place other than the normal place of work straight
from his residence and returns to residence without attending duty at normal place
of work, conveyance expenditure will not be reimbursable unless distance of the
place of temporary duty from his residence is more than the distance from the
distance to the normal place of work. In the latter case conveyance expenditure
may be reimbursed only for the difference according to his entitlement under the
rules.
5.6 An employee will normally proceed on tour from his headquarters only. Where
due to exigencies of work an employee is required to proceed on tour from his
leave station, it will be treated as compulsory recall from leave and full daily
allowance, fare, etc. will be paid from the station where the employee was spending
his leave.
5.6.1 Leave (including casual leave) can be allowed to an employee on tour by the
controlling officer. No daily allowance or other charges will be admissible for
such periods of leave. The entitlement for the fare where an employee makes a
detour for his own convenience and with the approval of the controlling officer
may be determined in each case on merits by the controlling officer subject to the
conditions that TA in no case will exceed the amount admissible by shortest route
from the point of detour to the headquarter.
5.7 The following tour incidental expenses if actually incurred will also be reimbursed
on production of receipt:
i) The excess baggage charges for carrying official records;
ii) The expenses on account of official telephone calls (local and trunk) and
telegram phonogram if specifically sanctioned by the Controlling Officer;
iii) Insurance charges in respect of journeys by air at the rate of Rs. 10/- per
air travel; and
iv) Any other expenses, not covered hereinbefore, incidental to and incurred
during the course of tour, at the discretion of the concerned Head of
Division.
5.8 In exceptional cases, on merits, General Manager or any other officer delegated
such powers may permit employees to travel by a class/mode higher than their
entitlement.
6.0 Entitlement outside India
6.1 The entitlement of Travelling Allowance, Daily Allowance etc. in connection with
official tours outside India will be regulated in accordance with the provisions
TRAVELLING AND DAILY ALLOWANCE RULES
321
contained hereinafter except for the portion of the journey including halts if any
within India upto the point of embarkation/disembarkation in India, which will be
regulated in accordance with the provisions contained in rule 5.0.
6.2 Travelling Allowance
6.2.1 The entitlement of Journey shall be as under:
Level Entitlement.
CMD Ist Class.
ED & above Business/Club Class
Other Executives. Economy Class.
6.2.2 Statutory levies as paid in connection with tour will also be reimbursable.
6.2.3 The payment of Travelling Allowance for official tours abroad will be subject to
the instructions/guidelines of the Government of India as adopted by the Board
from time to time.
6.3 Daily Allowance and other Travelling Entitlements:
6.3.1 The payment of Daily Allowance for tour abroad will be made on the basis of
actual time spent outside India including journey time by shortest route.
6.3.2 The Daily Allowance and other travelling entitlements in respect of the employees
deputed abroad will be as per the scale of release of foreign exchange prescribed
by the Reserve Bank of India from time to time for employees of public sector
undertakings. Based on RBI norms, internal guidelines will be issued. Guidelines
relating to Daily Allowance during Foreign Visit are detailed at Annexure-VI.
6.3.3 Where the stay abroad is extended for official reasons with the approval of an
authority competent to approve the foreign tour beyond the period for which foreign
exchange was released, the employee will be paid additional Daily Allowance in
foreign exchange for such extended period of halt provided it is released on time
by the Reserve Bank of India, failing which the Company will pay an equivalent
amount in Indian currency.
6.3.4 Where the duration of stay abroad is curtailed/reduced, the employee shall refund
the Daily Allowance in foreign exchange for the number of days so curtailed/
reduced.
6.4 Foreign exchange which is normally released at the airport at the time of
embarkation will not be treated as part of travelling expenses reimbursable by the
Company.
6.5 Foot Allowance @ INR 30/- per km will be paid to undertake official journey at
Project locations in Nepal/Bhutan where other mode of transport is not available.
TRAVELLING AND DAILY ALLOWANCE RULES
322
6.6 The accommodation entitlement on tour to Nepal/Bhutan shall be as under :
S.N. Location/Place Entitlement
1. Kathmandu (Nepal) As per the Notified rates of cities of
Thimpu & Paro (Bhutan) Mumbai, Delhi & Bangalore.
2. Phuentsholing (Bhutan) As per the Notified rates of other
Principal Cities.
3. Other Locations in Nepal/ As per the Notified rates of Ordinary
Bhutan cities
7.0 Admissibility of TA for other journeys
7.1 To obtain medical treatment on the advice of AMA as notified under Medical
Attendance Rules, reimbursement limited to train fare of the entitled class only
will be admissible. Additional fare for a person or dependent relative to accompany
the employee for medical treatment will also be admissible if the AMA certifies
that the patient is to be escorted. In addition, the actual expenses from residence to
the rail head at the duty station and rail head to consulting room/hospital and back
will-be admissible once only subject to the maximum of ordinary taxi charges.
7.2 An employee compulsorily recalled from leave to duty before the expiry of leave
will be paid travelling allowance etc. for the journey from the place where the
leave was being spent to the station of recall at the discretion of the Controlling
Officer.
8.0 Insurance Charges:
8.1 In respect of journey by air, reimbursement of premium for an insured amount of
Rs. 1,00,000/- is admissible towards insurance subject to the certification of actual
expenditure.
8.2 Air insurance charges will also be admissible in respect of members of family in
case of transfer.
9.0 On Transfer which is in Companys interest
In case of inter-unit as well as intra-unit transfers, TA/DA will be paid as per these
rules with reference to the grade of pay of the employee at the new station of
posting. TA will normally be admissible from the old station of posting to the new
station of posting. The family can precede the employee by not more than one
month and follow him within 6 months from the date of transfer. This is relaxable
by Head of the Divisions in special circumstances.
9.1 On transfer at his own request
In case of transfer of an employee at his own request, benefits admissible on
transfer will be journey fare, conveyance charges, daily allowance, transfer pay
advance and journey time. Provided that if the employee has put in at least three
years of service at his existing place of posting, he shall also be entitled to baggage
allowance, package charges, transfer grant and preparation time in addition to the
TRAVELLING AND DAILY ALLOWANCE RULES
323
above transfer benefits. Family members will be entitled for T A as per entitlement
of the employee.
9.2 Journey by Rail
Employees and members of their families shall be entitled to travel by the same
class of accommodation as on tour and will be entitled to the following:
Detail of Family Members Entitlement
For Employee 1 rail fare
For husband/wife/dependent parents 1 rail fare for each
For each dependent child/brother /sister of 12
years and above
1 rail fare
For each dependant child/brother/sister below
12 years but above 5 years
1 half rail fare


9.3 For Journey by Air
An employee who is entitled to travel by air on tour can also undertake journeys
alongwith his family member by air on transfer in which case, he/she is entitled to
draw the air fare actually paid for himself /herself and members of his /her family.
9.4 For journeys by road
For journey by road between places connected by rail actual expenses limited to
rail fare will be reimbursed. For places not connected by rail the employees may
be reimbursed actual expenditure limited to his entitlement of notional railway
fare incurred against reasonable evidence of expenditure for mode of conveyance
appropriate to the category of employee.
9.5 An employee will draw one daily allowance for self, each adult member of family
and half for each child between 3-12 years, as incidentals in accordance with Rule
5 above.
10.0 Transfer Grant
An employee will be entitled to a lumpsum payment of one month basic pay plus
DA restricted to Rs. 10,000/- in case of Executives and 6000/- for Non-Executives
to cover the expenses for breaking and setting up establishments etc. including
transport to and fro from Railway Station and Airport on fulfillment of the following
conditions:
i) the transfer is for a period of not less than one year.
ii) the transfer involves change of station of posting and residence.
iii) the transfer involves actual breaking and setting up of establishment.
iv) Companys accommodation in possession of the employee at the old
station of his posting is vacated; and
TRAVELLING AND DAILY ALLOWANCE RULES
324
v) The employee is neither in receipt of HRA nor has been provided
companys leased accommodation for keeping his family at a station other
than the new place of posting.
11.0 Package Charges
The employee will be entitled for reimbursement of the expenditure incurred on
package of personal effects as under:
Category Amount
i) Executives in the Grade of E6 and above Rs. 5,000/-
ii) Executives in the Grade of E0-E5 Rs. 3,500/-
iii) All employees in the Supervisory Cadre Rs. 2,500/-
iv) All employees in W/Men Cadre Rs. 2,000/-
Note: Packing charges and Baggage charges are independent to each other.
12.0 Baggage Allowance
12.1 An employee will also be entitled to reimbursement of actual expenses of the
following kind subject to the limits as specified herein:
i) Cost of transportation of his baggage by goods train upto the following maxima:
Employees in the category Entitlement.
Deputy Manager (E4) &
above
Full eight wheeler wagon or two containers,
wherever available or if transported by road,
actual fare charges for truck or twice the
amounts as admissible for goods train
whichever is less.
E3 and E2A Full eight wheelers wagon/two containers
wherever available. If transported by road
actual hire charges for truck or amount
admissible for goods train, whichever is
less.
Asstt. Engr./officer (E2A) to
employees in the grade of
W9/S3
Full four wheeler wagon/one container,
wherever available. If transported by road,
limited to cost of transportation of 6,000
kgs. by Goods train.
Those employees in the grade
of W8/S2 to W4
4000 kgs.
Those employees in the grade
of W3 and below
2000 kgs.

ii) Cost of transportation of his conveyance (one motor car or motor cycle or
scooter/Moped/bicycle as per entitlement under conveyance advance rule)
by passenger train provided the same is necessary for the performance of
duties is payable limited to passenger train fare.
TRAVELLING AND DAILY ALLOWANCE RULES
325
12.1(a) If an employee has been allowed to keep his family at place other than place of
posting in such cases employee can draw cost of transport for his personal effects
as under by Goods Train.
Category Entitlement
Employee Grade Without Family
E4 and above 2000 kg
E2A & E3 1000 kg
E2 and below upto and including W6 750 kg
W5 and below 250 kg

12.1(b) In case the employee shifts his family from the previous place of posting to any
other place, he shall be entitled to journey fare by entitled class for his family and
baggage allowance as per clause 12.1 from the earlier place of posting to the place
where the family is shifted. In such cases expenses on account of aforesaid shall
be restricted to expenses that would have been incurred, had the employee shifted
his/her family from previous place of posting to new place of posting.
12.1(c) In case the employee initially decides to keep his family at the previous place of
posting and subsequently decides to shift family either at any other station or the
place of posting, he shall be entitled to journey fare by entitled class for his family
and baggage allowance as per clause 12.1. subject to restriction under clause
12.1(b).
12.1(d) Employee can claim TA under clause 12.1(b) or 12.1(c) only once during entire
period of tenure at new place of posting. The above facility shall be available only
when transfer is made in the interest of the Corporation. In case of transfer on self
request, the aforementioned facility shall not be allowed
12.2 In case of transfer of employees for the places not connected by rail (i.e. places
like Kalka to Nathpa/Jhakri, etc ) the entitlement of baggage allowance shall be
regulated as under :
Category of Employees Entitlement
E2A and above Actual fare charges for truck
W9/S3 to E2 Limited to cost of transportation of 6000 kgs by truck.
W4 to W8/S2 Limited to cost of transportation of 4000 kgs by truck.
W3 & below Limited to cost of transportation of 2000 kgs. By truck.
The reimbursement of the fare charges for transporting luggage by truck would be
made on the basis of the freight charges notified by the Registered Transport Union
near to place of posting or residence.
TRAVELLING AND DAILY ALLOWANCE RULES
326
12.3 If an employee transports conveyance on its own power an allowance at the rate
of Rs. 6.00 per k.m. for car (if the employee is working in the Grade of E2 and
above) and Rs. 2.30 per k.m. for scooter/motor cycle for other employees will be
paid, to cover the expenses for transportation of conveyance limited to the cost of
transportation of conveyance by passenger train.
12.3.1 In case an employee transports conveyance on its own power and the members of
the family also travel in the conveyance to cover the expenses of transport of
conveyance allowance, reimbursement at the above specified rate will be paid.
However, reimbursement of the amount shall be limited to the cost of transportation
of conveyance by passenger train and the train fare by the entitle class in respect
of the members of the family/employee himself who may travel in the conveyance.
Daily allowance will be paid as for rail journey for the shortest route and duration.
Wherever stations are not connected by Rail, DA shall be paid for journey by bus
by the shortest route and duration.
12.4 Mileage Allowance @ 50 paise per quintal per km subject to a minimum of Rs.
50/- each way for carriage of personal effects (on the basis of actual weight) from
residence to railway station and vice-versa, provided that railway container service
has not been utilized or no reimbursement of hire charges for truck has been allowed
as the case may be.
12.5 Octroi duty, entry taxes, terminal taxes and insurance charges on household effects
and conveyance etc. subject to production of receipts will be reimbursed.
12.6 An employee, who is not entitled to reimbursement of hire charges by truck, may
carry his personal effects by passenger train/road instead of goods train between
the points connected by rail, but the reimbursement will be restricted to the amount
admissible had he taken the maximum permissible baggage by goods train, subject
to actuals.
12.A Transfer Pay Advance
An employee on transfer for a period of not less than one year may be allowed in
addition to the advance towards TA/DA etc. an interest free advance not exceeding
two months pay which will be recovered in twelve equal monthly instalments.
The recovery will start from the month following the month of joining the post at
the new Headquarters or the month following the month in which the advance is
paid, whichever is earlier. The request for advance should be made on the Prescribed
form, duly countersigned by the Controlling Officer.
13.0 Joining Time
13.1 An employee on transfer will be allowed joining time comprising of preparation
time and journey time, at the following rates:
a) Preparation time of 7 (seven) days including Sundays and Holidays; and
b) Journey time of one day for each 800 kms. or part thereof in case of rail
journey/one day for each 300 kms or part thereof in case of road journey
where travel by rail is not customary/actual time in case of air journey, subject
to a minimum of one day in either case, in case of posting within India. For
TRAVELLING AND DAILY ALLOWANCE RULES
327
posting abroad, actual journey time by the commonly used shortest route will
be admissible. Besides any enforced stay that will also be admissible at the
discretion of the Head of Department provided, however, travel by road not
exceeding 30 kms. to and from the railway station/airport at the beginning or
at the end of journey will not count for joining time.
13.2 Joining time is to be calculated by the shortest route. In exceptional cases, it may
be relaxed by the concerned Head of Division depending upon the merits of each
case upto a maximum period of two days.
13.3 If an employee received the transfer order while availing leave at a place other
than his headquarters, he will be entitled to joining time as admissible for transfer
from his headquarters, unless the authority sanctioning the transfer, for special
reasons which should be recorded, allows joining time, as admissible, for transfer
from his leave station.
13.4 Where due to exigencies of Companys work, an employee cannot be granted
joining time in full, he may be allowed to carry forward the unavailed portion of
the same. This period should be treated as special casual leave and must be availed
within the same calendar year or six months of joining at the new station, whichever
is later.
13.5 Notwithstanding anything mentioned above, employees will not be entitled to any
preparation time in the following cases:
i) Local transfers whether these are inter-unit or intra- unit;
ii) If the transfer is at the request of an employee except when he has
completed 3 years at a particular station; and
iii) Temporary transfer for a period not exceeding three months.
In these cases, employees will be entitled to bare journey time under these rules.
13.6 If an employee overstays the joining time admissible to him under these rules, the
period of overstay will be treated as extraordinary leave. However, the concerned
General Manager may grant him leave of the kind due in such cases on the merits
of individual cases.
13.7 An employee on transfer, during the period of joining time, will be entitled to pay
and allowances which he would have received had he continued in his old post or
pay and allowances which he will receive on assuming charge of the new post,
whichever is more. This is irrespective of the fact whether he joins a new post
either at the same or a new station on relinquishing charge of his old post.
13.8 If both husband and wife employed in the Company and working at the same
headquarters, are transferred within six months to the same new headquarters,
only one of them shall be entitled to the benefits of Baggage Allowance, Transfer
Grant and Transfer Pay Advance. If the transfer of one of the spouses takes place
after six months of the others, the entitlements on transfer will be regulated in
accordance with rule or depending upon whether the transfer is at the instance of
the Company or at the employees own request.
TRAVELLING AND DAILY ALLOWANCE RULES
328
13.9 Where a transfer initially made for a period of one year or more is subsequently
reduced to a period of less than one year, the transfer benefits allowed under the
foregoing provisions will not be changed to the disadvantage of the employee. In
such a case when the employee is transferred again either to his old headquarters
or a new headquarters, his entitlement to transfer benefits will be regulated in
accordance with the foregoing provisions subject to the condition that no Transfer
Pay Advance shall be admissible to him:
13.10 Where the transfer of an employee initially made for a period of less than one year
is subsequently extended to a period of one year or more, he will be entitled to
Transfer Grant, but not Transfer Pay Advance, in addition to the transfer benefits,
if not already availed of by him.
13.A Transfer TA on Retirement/Death
Air/rail fare, cost of transportation of baggage, transfer grant and incidental TA
etc. to a retiring company employee from place of duty to any other place may be
paid on the same terms as for serving employees on transfer. These concessions
mutatis mutandis will also be admissible to the family of any employee who dies
while in service. In case of Directors, they will be entitled for such benefits on
completing the term of appointment.
13.A.l The cost of transportation of conveyance viz. motor car, motor cycle, scooter, etc.
will not be admissible on retirement as the conveyance cannot be deemed to be
required for the performance of official duties after retirement. However, the
expenditure on transportation of conveyance will be allowed if the same is covered
within the baggage allowance as stipulated in rule.
13.A.2 The concession under this rule can be availed of within one year of retirement/
death of the employee. In cases where the employee has been re-employed on
whole-time assignment with SJVN after retirement, the concession can be availed
of within one year of final retirement from SJVN service.
14.0 Entitlement of Travelling Allowance for joining on fresh appointment
14.1 Air/rail fare, daily allowance and baggage allowance as admissible under SJVN
TA/DA Rules, according to the grade and pay offered in SJVN will be paid.
Provided that, where a fresh appointee who has availed himself of the benefit of
these provisions, resigns within one year of his joining duty in SJVN, he will be
liable to refund the amount paid to him by way of travelling allowance, fare etc.
14.2 For entitlement of TA under the above rule, the families of the fresh appointee
should join them at the place of posting within a maximum period of six months
reckoned from the date of joining duty in the Company. The family status of the
employee and their entitlement to TA/DA will, however, be determined with
reference to the date of the offer of appointment. :
14.3 The entitlement of Travelling Allowance and Joining Time in respect of a new
appointee, who is required to report at Corporate Centre for briefing etc. or is
temporarily posted for a period of less than six months at Corporate Centre, before
he is finally posted to any of the projects/offices of the Company at an out-station,
will be regulated as hereunder:
TRAVELLING AND DAILY ALLOWANCE RULES
329
14.3.1 Travelling Allowance:
a) If family already brought to
Corporate Centre.
Journey fare, Conveyance Charges, Daily
Allowance from the last duty station
residence to Corporate Centre and from the
latter to the place of regular posting.
OR
b) If family still at the last
station or at some other
place where retention of
family has been permitted.
Journey fare, Conveyance Charges, Daily
Allowance and Baggage Allowance from
such place to the place of regular posting.
14.3.2 Joining Time:
Only bare journey time from Corporate Centre to the place of regular posting shall
be allowed. In case the employees has to undertake subsequent journey for the
purpose of shifting his family from Corporate Centre to project office, he will be
allowed actual travel time plus two days preparation time inclusive of Sundays
and holidays.
14.4 A new appointee, who is required to report at Corporate Centre for briefing etc. or
is temporarily posted for a period of six months or more at Corporate Centre,
before he is finally posted to any of the project(s)/offices of the Company at an
out-station, will be entitled to normal Transfer Travelling Allowance benefits
including joining time.
14.5 Unless otherwise mentioned in the terms of deputation, a person selected for
appointment on deputation in the services of the company will be entitled for self
and members of his family to the benefits in accordance with rule 14.1 & 14.2 for
his joining duties in the Company. On reversion to his parent department, he will
be entitled to similar benefits with reference to his rank and pay at the time of
reversion as on transfer.
14.6 The entitlement of Travelling Allowance and Joining Time in respect of a
deputationist who is required to report at Corporate Centre for briefing etc. or is
temporarily posted for a period of less than six months at Corporate Centre, before
he is finally posted to any of the projects/Offices of the company at an out- station,
will be regulated as mentioned in rule 14.3 with the exception that he shall be
allowed only one joining time as if he had joined directly from the last duty station
while in parent department to the place of regular posting in the Company via
Corporate Centre.
14.7 The entitlement of Transfer Travelling Allowance benefits including joining time
in respect of a deputationist, who is required to report at Corporate Centre for
briefing etc. or is temporarily posted for a period of six months or more at Corporate
Centre, before he is finally posted to any of the project/ offices of the company at
an out-station, will be regulated as mentioned in rule 14.4.
14.8 If the family of a new appointee/deputationist do not accompany and he has to
undertake a subsequent journey for shifting his family, he will have the option to
TRAVELLING AND DAILY ALLOWANCE RULES
330
claim TA for self either for the first journey or subsequent journey undertaken
subject to the condition that the subsequent journey is performed within six months
of his joining. Provided that aforesaid limitation of six months will not apply in
case of a new appointee/deputationist who is compelled to keep his family away
from the place of posting because of non-availability of family accommodation at
such place or due to his temporary posting at Corporate Centre for a few months
before he is finally posted to the Project/Offices of the Company, where it is
specifically so mentioned in the offer of appointment/deputation.
14.8.1 The above time limit of six months may be extended by the concerned Head of
Division, in consultation with concerned Personnel Department, in individual cases
attendant with special circumstances, such as due to reasons of education of children
or illness of family members.
15.0 Admissibility of Travelling Allowance for other Journeys:
15.1 The admissibility of Journey fare, Conveyance Charges and Daily Allowance for
journeys performed by the employees for the following purposes shall be regulated
as under:
Sl.
No.
Purpose of Journey Admissibility of Remakrs
Journey
Fare
(Refer Rule
3.1)
Conveyance
Charge
(Refer Rule
4.0)

Daily
Allowance &
Accommoda
tion
(Refer Rule
5.0)
1 2 3 4 5 6
i) To appear in
interview/departmental
examination or selection
test conducted by the
company
Admissible Admissible Admissible -
ii) To participate in
sports/cultural events
representing the
company
Admissible Admissible Admissible -
iii) To attend training
programme, seminar or
conference for which
the employee is
sponsored by the
company
Admissible Admissible* Admissible* *Subject to
training
package.
iv) To receive National
Awards or Awards by
the company
Admissible Admissible Admissible -
v) For obligatory medical
examination
Admissible Admissible Admissible -

TRAVELLING AND DAILY ALLOWANCE RULES
331
vi) To appear in Court or
departmental enquiry as
jury, assessor or
witness, only for
Companys work or
where Companys
interest is involved.
Admissible Admissible Admissible Subject to note
below.
vii) Recall from leave before
expiry of leave
Admissible Admissible Admissible No
accommodation
charges allowed.
viii) To proceed on tour from
leave station
Admissible Admissible Admissible Subject to note
below.
ix) For medical treatment of
employee or his family
members who are
entitled to free medical
facilities
Admissible Between
railway
station/bus
stand/airport
and residence
at headquarters
as well as
outstation,
including
journey to
Consulting
Room/Hospita
l & back.
Not
Admissible
-do-
x) To attend training
programme, seminar or
conference for which
the employee is not
sponsored by the
company
Admissible Between
railway
station/bus
stand/airport
and residence
at
headquarters
as well as
outstation.
Not
Admissible
-do-
xi) Outside candidates
called for interview:

a) For the post in the scale
of E8-GM & above
Admissible as
for Company
Employees at
Sl. Nos. 1 of
sub rules
3.1.2(a),
3.1.2 (b) &
3.1.4
Not
Admissible
Not
Admissible
From the place
of posting /
residence in
India to the
airport/railhead
to the place of
interview.

TRAVELLING AND DAILY ALLOWANCE RULES
332
NOTES TO RULE 5.1
SI.No. Remarks
(vi) a) Amount if any received from the court for attendance or board and lodging
etc. is required to be refunded to the company.
b) For the posts in
Executive Cadre
Admissible as
for Company
Employees at
Sl. No. 2 of
sub rules
3.1.2 (a) &
3.1.2(b)
-do- -do- --
c) For the posts in
Supervisory /Workmen
cadre
Admissible as
for Company
Employees at
Sl. No.6 of
sub rule 3.1.2
(a) & 3.1.2(b)
-do- -do- -
d) SC/ST candidates called
for written examination
tests for the post of
Company Trainees
-do- -do -do-
a) Executive As under
xi(c) above
-do- -do-
b) Non-Executives As under xi (
c) above
-do- -do- -
xii) To appear in interview
conducted by PSEB
Admissible Admissible Admissible In case of
interview is
conducted for
other PSUs,
Finance Deptt.
shall forward the
claim to
respective
organization for
settlement.
If the claim is
not settled with
in period of one
month same
shall have to be
borne by the
Concerned
Executive.

TRAVELLING AND DAILY ALLOWANCE RULES
333
b) If departmental or vigilance enquiry is held at an outstation at the request
of an employee, no travelling allowance shall be admissible to him.
(vii) & (viii) a) Subject to specific approval of the concerned Head of Division.
b) From the place of leave station within India. In case of leave station
being outside India, the travelling allowance will be admissible from the
rail head/port of disembarkation within India nearest to the country visited.
(ix) a) Only on the advice of Companys Authorized Medical officer.
b) In addition, TA for one escort will also be admissible if so recommended
by Companys Authorized Medical Officer.
(x) At the discretion of the concerned Head of Division provided the employees
participation is considered useful to the Company by him.
(xii) Executive will be treated on tour for all purposes.
15.2 Where non-employees are required to attend departmental enquiry or depose before
a Court in connection with cases relating to the Corporation, TA etc. in such cases
would be regulated as under:
15.2.1 TA etc. to employees of Government of India/State Government/Autonomous Body/
other Public Sector Undertaking (Central Public Sector or State Public Sector);
15.2.2 The entitlement of TA-DA /conveyance charges etc. in case of such persons shall
be the same as their entitlement in the Organization where they are working.
15.2.3 For summoning any such persons, the Corporation shall take up the matter directly
with the concerned Organization for deputing the employee in connection with
domestic enquiry or court case, as the case may be.
15.2.4 While requesting the concerned Department, the Corporation shall request them
to define the TA entitlement of the concerned employee so that the TA bill of the
person can be passed by the Corporation.
15.2.5 In case of any such person is to be summoned for domestic enquiry or court case
in connection with the work of the Corporation, no TA advance shall be granted to
the person concerned. The Corporation when taking up the matter with the
concerned Organization, where the person is employed, shall request them to grant
TA advance which shall be settled directly by the Corporation to the concerned
Organization in accordance with the entitlement furnished by the concerned
Department.
15.2.6 Competent Authority for summoning such persons to attend the enquiry/court
shall be the Enquiry Officer.
15.2.7 The TA Bills of such persons shall be countersigned for payment by the Enquiry
Officer. However, in case of Court etc., after verification of records the
countersignature will be done by the Head of Personnel Department.
15.3 TA/DA of people who are not working in any of the Organization/Agencies
mentioned above will be regulated as under:
TRAVELLING AND DAILY ALLOWANCE RULES
334
15.3.1 TA and other entitlement shall be decided on case to case basis by the Enquiry
Officer depending upon the status of the persons who is being summoned to depose
before the departmental enquiry or court. Entitlement for travelling between stations
connected by rail, however, shall be restricted to 1
st
class (non-AC) rail fare.
15.3.2 TA Advance, if necessary, may be granted and necessary arrangement for stay, if
required, may be made by the Corporation.
15.3.3 The Enquiry Officer shall approve the grant of TA and other associated facilities
on case to case basis.
15.3.4 Competent authority for summoning such persons to attend the enquiry/court shall
be the Enquiry Officer.
15.3.5 TA bills of such persons shall be countersigned for payment by the Enquiry Officer.
However, in case of Court etc., after verification of records the countersignature
will be done by the Head of Personnel Department.
16.0 Advance
16.1 An employee proceeding on official tours and other journeys may be granted an
advance to meet the expenses towards travelling allowance as per his entitlement
to the tune of 100% of the anticipated expenditure on hotel, taxi, etc. and 90% of
DA for a duration not exceeding 30 days at one time. The request for advance
should be made on the prescribed form, duly countersigned by the Controlling
Officer.
16.2 An employee proceeding on transfer may be granted an advance to meet the
expenses on transfer to the extent of 100% of the anticipated fares for journey of
the employee and his family members, transfer grant and transfer pay advance
and 90% of the amount towards daily allowance, conveyance charges and baggage
allowance. The request for advance should be made on the prescribed form
(Annexure-IV), duly countersigned by the Controlling Officer.
16.2.1 In cases of employees under transfer, no TTA, Transfer Pay Advance, Transfer
Grant or any other advance relating to the transfer of an employee from one unit/
office to another may be paid till formal intimation of date of relieving of the
employee concerned is received by the F&A Department. In case of revocation of
transfer orders or the employee not joining the new place of posting within the
permitted period after his release from his old place of posting, the employee shall
be required to refund the entire amount of advance, drawn by him for the purpose
within one month of drawing of the advance, failing which the same shall be
recovered from his salary without prior notice.
16.3 In case of advances covered under rules 16.1 and 16.2, the advance towards journey
fare, conveyance charges and daily allowance may be drawn within a period not
exceeding 30 (thirty) and 60 (sixty) days respectively before the proposed date of
journey but shall have to be refunded forthwith if the employee is not able to
produce documentary evidence to show that the amount of advance has been utilized
for the purchase of tickets within 15 days of the drawal of the advance. For advances
TRAVELLING AND DAILY ALLOWANCE RULES
335
covered under Rule 16.2, the advance towards Transfer Grant, Transfer Pay
Advance and Baggage Allowance may he drawn within a period not exceeding 10
(ten) days before the proposed date of journey.
16.4 An account of advance under this rule shall be rendered by the employee
immediately after the completion of the journey and in no case later than 30 (thirty)
days from the date of completion of return journey, wherever applicable.
16.5 An employee shall not be granted an advance towards travelling allowance under
these rules, if he has failed to render the account of advance(s) earlier drawn by
him except with the approval of Head of Division in each case.
16.6 In case of failure to produce the documentary evidence/ account of advance as
required under rule 16.3/ 16.4, the advance sanctioned shall be recovered from the
employees salary and/or otherwise and this will also be construed as an act of
misconduct.
17.0 Claim
17.1 Claims for reimbursement of travelling allowance in all cases will be entertained
only on completion of the return journey, wherever applicable.
17.2 Claims for reimbursement of journey fare (other than IInd class rail fare) and
baggage allowance, wherever applicable, must be supported with adequate proof
of the amount of expenditure incurred such as ticket number/ticket folder (in case
of air journey). However, in genuine cases where adequate proof cannot be
submitted by the employees, the Head of Division may approve such claims on
the merits of each individual case.
17.3 All claims for journeys undertaken under these rules should be preferred in the
prescribed proforma within the time limit of 30 (thirty) days as prescribed in
rule 16.4 duly countersigned by the Controlling Officer.
17.4 Claims for reimbursement travelling allowance not preferred within three months
from the date of completion of return journey, wherever applicable, will not be
entertained normally except with the special approval of Head of Division, when
he is satisfied that non-submission of the claim on the part of an employee was
due to reasons beyond his control. No claim submitted after the expiry of the
period of six months from the date of completion of return journey, wherever
applicable, will be entertained and the same shall stand forfeited and dues recovered
without prejudice to taking disciplinary action.
18.0 Local Journeys
18.1 The provisions of this rule shall apply to local journeys performed by the employees
in connection with the Companys work as provided hereinafter but shall not apply
to local journeys performed by Companys Trainees in connection with their
training at their headquarter.
19.0 Definitions
Unless the context otherwise requires:
TRAVELLING AND DAILY ALLOWANCE RULES
336
19.1 Local Journey means any journey performed by an employee in connection with
Companys work within a radius of 30 kms from the headquarters or within municipal
limits of the headquarters, whichever is more.
19.2 Local Travelling Expenditure means the expenses incurred by an employee on
local journeys and includes conveyance charges and expenditure on lunch, snacks,
tea etc.
19.3 The other terms used in this chapter will have the same meaning as assigned to
them under rule 2.0.
20.0 Entitlement
20.1 All employees will be entitled to the reimbursement of local travelling expenditure
as per grade/level laid down below.
20.2 Conveyance Charges:
20.2.1 The reimbursement of conveyance charges for journeys performed by the
employees by different means of transport shall be as per the following entitlement,
subject to actuals.
20.2.2 Nature of Entitlement:
Sl N. Levels Entitled mode & Class of travel
Rail Road
1 2 3 4
1. Directors 1
st
Class/ACC 1
st
Class Companys Car or
Actual taxi.
2. Level E2 to E8 1
st
Class Actual taxi fare.
3. Supervisors &
W7 to W11
IInd Class Three Wheeler
4. W1 to W6 IInd Class Bus fare/Tonga
Rickshaw
20.2.3 Charges for waiting/halting of taxi/three wheeler, where unavoidable, will also be
reimbursable at the discretion of concerned head of department.
20.2.4 When journey is performed by an employee in his own car/scooter/motor cycle
reimbursement will be allowed @ Rs. 6.00 per KM for travel by car, if entitled for
full taxi; otherwise Rs. 2.30/- per KM for travel by scooter/motor cycle. Provided,
however, an employee who is in receipt of reimbursement of expenditure under
the scheme of Local Travel for Official Purposes or any other assistance/
reimbursement under the rules of the company, shall not be entitled for
reimbursement under this rule.
20.2.5 When the journey, performed within municipal limits, commences from and/or
terminates at the residence of an employee, he will be reimbursed actual conveyance
charges or the charges which would have been payable from the office/place of
work to the place visited and back to office.
TRAVELLING AND DAILY ALLOWANCE RULES
337
Provided, however, if an employee is deputed to a place other than the office/place
of work on a holiday and the Journey commences from and ends at the residence
of the employee, he will be allowed conveyance charges from his residence to the
place where deputed and back.
20.2.6 If an employee is required to attend to his duties on any holiday, he would be
reimbursed with the approval of the concerned Head of the Division, conveyance
charges from his residence to the office/place of work and back as admissible
provided he is not in receipt of assistance/compensation of any nature whatsoever
for working on such holidays and/or coming to and going back from the office/
place of work.
20.2.7 If an employee is detained for official work beyond 9 p.m., he would be reimbursed,
with the approval of the concerned Head of the Division, conveyance charges
from the office/place of work to residence as admissible provided he is not in
receipt of assistance/compensation of any nature whatsoever for working beyond
normal duty hours and/or coming to and going back from the office/place of work.
20.2.8 The concerned Head of Division may permit travel by a mode higher than the
entitlement of an employee in the following exceptional cases:
i) In case of journeys commencing from the office/place of work -outward
journey only, when an employee is required to perform the same on an
urgent basis;
ii) In case where an employee is directed to perform the official work on
urgent basis on his way from residence to office/place of work, for the
portion of the journey from the place of visit to office/place of work; and
iii) When the journeys are performed during odd hours and the public
transport/entitled mode of transport is not available during such hours.
20.2.9 The concerned Head of Division shall have the powers to permit an employee to
travel by a mode higher than his entitlement in other special circumstances on
merits of individual cases.
20.3 Reimbursement of expenditure on lunch, snacks, tea etc.:
20.3.1 An employee who performs local journey in connection with the Companys work
to places beyond a radius of 8 kms from his office/place of work will be entitled to
reimbursement of expenditure on account of lunch, snacks, tea, etc. @ Rs. 30 per
day, provided such absence is for more than 5 hours on a day.
20.3.2 An employee who performs local journey shall return to the Headquarters on the
same day immediately after the work is over. However, in exceptional cases if the
employee is required to stay overnight, due to lack of availability of transport or
the nature of work being such that it could not be completed on the same day, he
will be paid daily allowance in accordance with the relevant provisions subject to
the approval of the concerned Head of Division.
20.4 The reimbursement for road journey as indicated in sub-rules 20.2.2 and 20.2.4
on account of lunch, snacks and tea, etc. as indicated in sub-rule 20.3.1 may be
TRAVELLING AND DAILY ALLOWANCE RULES
338
reviewed once in two years by the Chairman Managing Director, who shall have
the powers to increase/decrease in prices of eatable and other relevant factors.
20.5 Advance
20.5.1 No advance shall be admissible to meet the likely expenditure in connection with
the local journeys.
20.6 Claim
20.6.1 For all the journeys performed in a week, a single claim for reimbursement should
be preferred.
20.6.2 Every claim should be preferred in the prescribed proforma, duly countersigned
by the Controlling Officer, within a period not exceeding two months from the
date of completion of the journey(s) beyond which it will not be entertained
normally. However, the concerned Head of Division may relax the time limit for a
further period of one month at his discretion in deserving cases. No claim shall be
entertained after expiry of the period of three months from the date of completion
of the journey(s) and the same shall stand forfeited.
20.6.3 If employee, who is not entitled to travel by Air, performs the journey by Air,
Claim shall be settled as under:
i) Where Rajdhani Express plies the fare shall be settled as per fare of
entitled Class of Rajdhani Express.
ii) Where the Rajdhani Express does not ply the fare will be restricted to
fare of Entitled Class of Mail/Express Train.
iii) Where Rajdhani plies en-route partially claim will be settled as per fare
of Entitled Class of Rajdhani Express upto such station and fare of Entitled
Class of Mails/Express train for the rest of the journey.
iv) In all the cases the reimbursement will be restricted to actual expenditure.
21.0 Muster Roll/Casual Employees
21.1 The extent of application of the provisions contained above in relation to muster
roll, daily rated, casual, W.C., badli or substitute employees shall be as follows:
21.1.1 Muster roll, daily rated, casual, workcharged, badli or substitute employees shall
not be sent on official tours except under special and unavoidable circumstances
and with the approval of concerned Head of Division in each individual cases.
21.1.2 When the employees referred to in rule 21.1 are sent on tour as above, the provisions
contained in rules 3.0 will apply mutatis mutandis.
21.1.3 If an employee covered in rule 21.1 is selected for appointment at another unit of
the Corporation at outstation, he will be entitled to journey fare, conveyance
charges, daily allowance and bare journeys time for joining his post at the new
station. No baggage allowance, transfer grant, transfer pay advance and preparation
time shall be admissible to him.
TRAVELLING AND DAILY ALLOWANCE RULES
339
21.1.4 If an employee covered in rule 21.1 (including those transferred from HPSEB to
SJVN) is transferred/ deployed to a post in another unit in companys interest, the
entitlement for Transfer Travelling Allowance etc. shall be as under:
a) Journey Fare: In terms of clauses 9.2, 9.4 & 9.5
b) Transfer Grant: In terms of clause 10
c) Package Charges: Rs.1000/-
d) Baggage Allowance: Cost of transporting personal effect upto 2000
kgs. (limited to cost of transportation by goods
train) and mileage allowance in terms of clause
12.4
e) Transfer Pay Advance: In terms of clause 12.A
f) Joining Time: In terms of clause 13
21.1.5 However, if an employee covered in rule 21.1 (including those transferred from
HPSEB to SJVN) is transferred/ deployed to a post in another unit on his own
interest, he will be entitled to journey fare, conveyance charges, daily allowance
and bare journeys time for joining his post at the new station. No baggage allowance,
transfer grant, transfer pay advance and preparation time shall be admissible to
him.
22.0 General
22.1 Unless otherwise specified, relaxations of any nature as provided under these rules
can be approved by the next higher authority only, in respect of self Controlling
Officers.
22.2 All claims for travelling allowance/local travelling expenditure under these rules
are to be preferred with respect to the material facts as regards rank existing at the
time when Journeys were undertaken.
22.3 In no circumstances, arrear payment/recovery will be made/effected due to increase/
decrease in pay for any reason whatsoever subsequent to the submission of claims.
22.4 The Chairman/Managing Director/Director (Personnel) shall be empowered to
make changes in procedure and amendments of these rules or any relaxation which
is of a minor nature.
22.5 In case of any doubt in regard to interpretation of any of the provisions of these
rules, the matter will be referred to the Director (Personnel)/Managing Director/
Chairman.
23.0 The Management will have right to add, cancel, modify, withdraw all or any
provision of these rules without assigning any reason whatsoever.
********
TRAVELLING AND DAILY ALLOWANCE RULES
340
341
Annexure I
REQUEST TOUR ADVANCE
iii ,Total Journey Fare >- i 2 i 90 lnin, 90% of Sl. No. 2).
Rs........................... Rs...........................

TRAVELLING AND DAILY ALLOWANCE RULES
ii-
Name
-ii i
Employee No.
i-
Designation
l(ii^
Deptt.
li i
Project/Location

li
Date of request
iii i i niii
Tour Commencement Date
i
Destination
ii i
Tour No.


ii i ,Purpose of Tour :


l^- i(ni i l((i / Detail of Advance Required :
1. Journey Fare/ ii lii
iii
Journey
lii
Fares From
n
To
-i-
Mode
ii
Class
ili,
Amount (Rs. )
i.
ii. ,
iii.
iv.
v.

i^ Total

2. nSfud HkRrk] LFkkuh; ;k=kk O;; / Daily Allowance ,Conveyance Charge etc.
>-..
SI. No.
-ii
Place
li i
i
No. of
Days
i(ii
Accommodation
Charges
ii ( i l^

Food & incidental
charges
-iii iii
Conveyance Charges

,
Rate
ili
Amount
,
Rate
ili
Amount
,
Rate
ili
Amount
i.
ii.
iii.
iv.
v.
ili,Total Amount


3. l^- i i(ni , Total Advance Required : Rs..
342
4. -ilin li ini r,Certified that :
a) - i- i; ii li l^- ii ri r
No previous advance is outstanding against me.
b) l^- ....................... -ii l l l(-i ( ii l(ii^ - li .......................
i -i i li r
Adjustment bill for advance of Rs. has been forwarded to accounts on
. (date)
c) l^- . .................................................... - i ii r
Advance of Rs.. is outstanding against me.
-ii r-ni-i
Signature of Employee.
li
l-ii
i) i i i^ ri ri i lii ^i| / Please tick which ever certificate is applicable.
ii) l i i^ r ni i l(ii^ i -(iln | /If C is applicable please obtain Head of
Divisions approval.
ln li . Passed for Rs................................ (
Rs............................ ................... .............................. (
only)

in li :- Received
Rs........................... (
Rs....................
.................. ( only)
ii i ,Account
Code

ii i,Account
ili,Amount

..,(. ..
AO/Sr.Ao

i
Cash\Ban
k Code

li - ii r-ni-i
Date Sig. of Employee

TRAVELLING AND DAILY ALLOWANCE RULES
-i ln,-(iln Recommended/Sanctioned :-
Rs.
-(in Sanctioned
Rs.


l i liii r-ni-i Signature of the
Controlling Officer



l(ii^ - i r-ni-i Signature of Head of Div.
i-,Name............................................................ i-,Name...........................................
,Designation........................................................... ,Designation.................................

For the use of Account Department
343
Annexure-II
REQUEST FOR TRANSFER PAY ADVANCE
(FOR THE USE OF ACCOUNTS DEPARTMENT)
DEBIT CODE ....................................
Passed for Rs ......................................
.......................................................... only.

Voucher No.. Date

Accountant Accounts Officer/ Sr. AO

Received Rs .............................
................................................ only.

Signature of Employee :

Date :..

TRAVELLING AND DAILY ALLOWANCE RULES
Name of Employee

Emp. No.

Designation

Present Place of Posting

New Place of Posting:

Relieving Order No. & Date

Scale of Pay

Pay

Date of Commencement of Journey

Advance required(Not exceeding two
months pay)

Signature of the employee
Date

Signature of Controlling Officer
Name
Designation with Seal


344
345
TRAVELLING AND DAILY ALLOWANCE RULES
346
TRAVELLING AND DAILY ALLOWANCE RULES
347
TRAVELLING AND DAILY ALLOWANCE RULES
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348
TRAVELLING AND DAILY ALLOWANCE RULES
D
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349
TRAVELLING AND DAILY ALLOWANCE RULES
I
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350
TRAVELLING AND DAILY ALLOWANCE RULES
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351
SJVN LOCAL TRAVELLING EXPENDITURE CLAIM
CC CR
No
VR-Date

SC NA Project Deptt.
Code
Name Employee No. Designation
Scale of Pay Basic Pay Place of Duty


Department.
SECTION - I
Note: Admissible if duration of stay from place of duty exceeds 5 hours and distance traveled is not less than 8 kms.

Date(s) Time of

Total Stay Date(s) Time of

Total Stay
Departure Arrival
Departure Arrival



SECTION-II : Journey Expenditure:
i) Means of travel will be Taxi, three wheeler, Rail, Bus, Single seat in taxi or own scooter/car
whichever, is applicable.
ii) Indicate the names of places with their location.
iii) For all the Journeys performed in a week, a single claim should be preferred.
Place(s) visited
From To
Date (s)
of visit
Distance in
KMs
Means of
Travel
Amount
Rs. P.
Purpose of
Journey
Remarks.







Section I No. of days @ ..

Total 1+2

Rs..
.only..
For use in Accounts Department)
Passed for payment of Rs.
In words..
.
Received Rs.
..
only
Account Code

Amount

Cash Code

Received Rs

. Only.

Dt. Signature of Emp.


Acctt. AO/Sr. AO.

TRAVELLING AND DAILY ALLOWANCE RULES
Annexure-V
352

Certified that :

i) I am not in receipt of assistance/ compensation
of any nature for working on holidays/beyond
duty hours and/or for coming to and going back
from the office to work.





Date Sig. of Employee


Countersigned



Controlling Officer

Name
Designation & Seal

Note: In case of Journeys from residence to office and
back or after office hrs. beyond 9 pm the bill should be
countersigned by Head of Deptt.
Certificate for payment of conveyance higher than the entitled mode of travel:

Certified that the journey(s) was permitted to be undertaken by a mode higher that the entitlement of the employee
because of the following exceptional situation.

i) The outward journey from the office/place of work was required to be performed on an urgent basis.
ii) The employee was directed to perform official work on urgent basis on his way from residence to
office/place of work.
iii) The journey was performed during odd hours and the public transport/entitled mode of transport was not
available during such hours.

Signature of Head of the Department.
Name
Designation & Seal.
1. Certified that the employee was permitted to travel by a mode of higher than his entitlement both sides due to
special circumstance.
2. Sanction for submission of claim after two months from the date of journey is accorded.


Signature of Head of the Department.

Name

Designation & Seal.
TRAVELLING AND DAILY ALLOWANCE RULES
353
ANNEXURE-VI
GUIDELINES RELATING TO DAILY ALLOWANCE DURING FOREIGN VISIT
UNDER PARA 6.3.2 OF THE TA/DA RULES
The Daily Allowance and other travelling entitlements in respect of employees deputed
abroad under para 6.3.2 of SJVN TA/DA Rules shall be as follows
1.0 FOREIGN EXCHANGE ON BUSINESS TRAVEL ABROAD.
1.1 For business travel including meetings, inspections & delegations etc., the per
diem ceiling is as under: -
Sl. No LEVEL RATE (US $ PER DAY)
i) CMD/Directors 500
ii) ED/GM 350
iii) Others 300
The amount indicated in Column 3 of above table is a consolidated amount to
cover room rent, DA for food, taxi charges/local conveyance, entertainment (If
any), Official Telephone calls and other contingency expenditures.
1.2 While deputed for duty abroad DA will be restricted to the period of effective
duty only and not for the journey period. Period of effective duty in the country of
the deputation will be deemed to commence on the date on which he/she reaches
there and ends on the date on which he/she departs from there. However, stopovers
etc, in case of visits to more than one country during the foreign deputation shall
be duly considered based on the information available/furnished while obtaining
approval of the Competent Authority.
2.0 EXCHANGE FOR DEPUTATION FOR INTERNATIONAL
CONFERENCES/SEMINARS/WORKSHOPS.
The release of DA for attending international conferences/seminars/workshops is
to be regulated on the same rates as indicated at Para 1.1 above.
3.0 FOREIGN EXCHANGE FOR SPECIALISED TRAINING/STUDY TOURS.
3.1 The per day diem ceiling for attending specialized training/study tour for all
employees including CMD will be as under :-
Sl. No PERIOD RATE (US $ PER DAY)
i) For 1
st
14 days 300
ii) For next 14 days 250
iii) For balance period of training duration
subject to RBI approval.
200
TRAVELLING AND DAILY ALLOWANCE RULES
354
The amount indicated in Column 3 of above table is a consolidated amount to cover
room rent, DA for food, taxi charges/local conveyance, entertainment (If any),
Official Telephone calls and other contingency expenditures.
4.0 FOREIGN EXCHANGE DURING BUSINESS TOURS/TRAINING/
WHERE BOARDING/LODGING IS FULLY BORNE BY THE SPONSOR/
AGENCY ABROAD.
4.1 Incidentals @ US $ 50 per day for a maximum period of 45 days in case of Business
visits/Conferences/Seminars and for a maximum period of 30 days in case of
Specialized Training/Study tour.
5.0 FOREIGN EXCHANGE WHEN EITHER LODGING OR BOARDING IS
BORNE BY THE SPONSOR/AGENCY ABROAD.
5.1 DA rates for Visits when Lodging is borne by Foreign Sponsor.
Employee will be entitled for Daily Allowance (for food) as stipulated in Para 8.2
plus incidentals @ US $ 50 per day.
5.2 DA rates for Visits when Boarding is borne by Foreign Sponsor.
5.2.1 Only Daily Allowance (for food) as indicated in para 8.2 shall be reduced by 50%.
6.0 The permitted period for various deputations shall be governed as per the ceilings
prescribed by RBI guidelines issued from time to time.
7.0 FOREIGN EXCHANGE FOR VISITS TO NEPAL.
7.1 The DA rates for visit to Nepal & Bhutan on assignment other than consultancy
assignments shall be as follows:-
a. Hotel & Transport
Sl.No. Level Hotel Transport
1. CMD & Directors As per entitlement in
India


Actual
2. ED & GMs
3. Below GM Limited to US $ 10 per day

b. DA for food
Sr.No. Level DA Rates
1 E2A & above Full Rate prescribed by GOI
2 E2 and Supervisors 75% of Sl.No.1
3 All others 33% of Sl.No.1

7.2 All payments shall be released in Indian Rupees. No foreign exchange will be
arranged/released.
TRAVELLING AND DAILY ALLOWANCE RULES
355
8.0 PROCEDURE OF RENDERING OF ACCOUNT ON RETURN FROM
VISIT ABROAD.
8.1 The employees will get per diem in terms of Para 1.1 and Para 3.1.
8.2 The daily allowance (For food) would be in accordance with the Ministry of External
Affairs Order, issued from time to time, for various countries. This rate of DA
does not include any element towards cost of transport for official journey, room
rent, entertainment, official calls and other contingency expenditure. The employee
shall not be required to submit bill/receipt against this.
8.3 Daily Allowance as stipulated in Para 8.2 shall be applicable up to 14 days, 75% of
full Daily Allowance for the next 14 days and 60% of full Daily Allowance thereafter
in case of long tours/temporary duties. However, for training/study tour the DA
rate shall be 75% of full Daily Allowance.
8.4 Expenses on hotel accommodation incurred by the employee abroad, will have to
be supported by Bill/receipt.
8.5 The account of the other expenses like local conveyance, communication and
other contingent expenditure will be rendered and settled on the basis of expenditure
incurred supported by bill/receipt by the employee.
8.6 On return the employee concerned would submit a consolidated account for various
expenses as admissible under Para 8.2 to 8.5. Any surplus after calculation of
expenditure incurred would be refunded to Company.
9.0 Government of India has introduced new ceiling for releasing of Foreign Exchange
up to US $ 25,000 for a business trip which includes visits in connection with
attending an international conference, seminars, specialized trainings, study tours,
apprentice trainings etc. Releasing of foreign exchange exceeding US $ 25,000
for travel abroad (other than Nepal and Bhutan) for business trips, irrespective of
period of stay, requires prior permission from Reserve Bank of India. Accordingly
consolidated Foreign Exchange in respect of Para 1, 2, 3, 4, 5, 6 & 8 shall not
exceed US $ 25,000 per visit.
10.0 Where the hotel charges includes breakfast charges Daily Allowance (Food) shall
be reduced by 10%.
11.0 If the period of Foreign Visit is more than 7 days and less than 3 months the
excursion air fare, wherever is available, may be availed under clause 6.2.1 of
SJVNL TA/DA Rules.
12.0 The release of foreign exchange shall be made by Corporate Finance in all cases
of foreign deputation after approval of Competent Authority. The travel formalities
shall be arranged by Corporate Administration Group.
13.0 These guidelines shall be subject to the instructions of DPE/MOP/MOF/RBI and
other regulatory bodies issued from time to time.
*****
TRAVELLING AND DAILY ALLOWANCE RULES
356