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The Doaba Cooperative Milk Producers Union Limited (VERKA MILK PLANT JAL.

Company Profile
Considering Milk production potential in the Doaba region & increasing potential of demands for milk & milk products, The Doaba Cooperative Milk Producers Union Limited was established in the year 1972 covering Jalandhar & Kapurthala districts under its area of operation. The Doaba Milk Union has started its business on 5-9-1973 with financial assistance provided by state Govt. & National Co-operative development Corporation. The dairy plant of 50 TLPD was established in the year with a capital cost of Rs. 110 Lakhs. The Government of Punjab re-organized the revenue districts in the state in recent past with their milkshed area of union now comprise of Jalandhar, Kapurthala & Shaheed Bhagat Singh Nagar Districts. It started with 100 milk producers cooperative societies in year 1972, which has grown to 800 societies at present. The Doaba Milk Plant has also established three chilling centres namely at Khatkar Kalan, Shahkolt & Sultanpur Lodhi with a handling capability of 40, 30 and 20 TLPD respectively. The Union has an Elected Board of Directors & elected Chairman with nominated members of Govt. to urn the affairs of the union the Doaba Milk Plant supplies green fodder seeds of various fodder crops varieties recommended by Punjab Agriculture University to increase milk yield per animal. Quality Cattle Feed manufactured under new technology processing also given at the door step of the farmers. New technologies like Electronic Milk Tester, Automatic Milk Collecting Centre are also being introduced to collect Milk under Highly hygienic Conditions.

Mission Doaba Milk Plant Jalandhar Believes in total satisfaction of the customers. Vision To be Market Leader in Dairy Industry.

Objectives The Main Objective of Doaba Milk plant is to conduct the economic development of agriculturists by organizing the effective production processing & marketing commodities subdivided as:-

(i)

To provide regular & continuous market to the milk producers for the sale of milk in the villages through co-operative societies.

(ii)

To provide remunerative price to the producers & supply of milk to the consumers in the city/town at reasonable price.

(iii)

To save the milk producers from unfair trade practices of middleman Dodhies & milk contractors thereby improving their socio-economic condition.

(iv)

To provide wholesome consistent right quality milk at right time & good quality milk products to the consumers.

Values

(i)

Total commitment to consistent excellence in quality of products & services surpassing customers expectations.

(ii) (iii) (iv) (v)

Constant up gradations of processes procedures for better product quality & safety. Application of innovative techniques & the state of art technology. Application of eco-friendly operations & food safety management system. Development of motivated, dedicated & devoted work force.

Principal Product Services The milk producers are manufactured under the brand name VERKA of Milkfed, which is well known & popular for quality products namely:(i) (ii) Liquid milk for urban supply in pouches (DTM, STD, and FCM). Table butter (100g, 500g pack for general civil market, special 400g for defense & unique 10g blister pack for handy use especially for Shatabdi Airbus, Hotels, Restaurants and house hold.) (iii) (iv) Skim milk powder, whole milk powders & dairy whitener. Ghee packing ltr, 1 ltr, 2 ltr in tin, 1 ltr pouch, 15 kg tins, Ghee 1 kg tin ( Nitro gent gas flushed Ghee specially developed for defense.) (v) (vi) (vii) Malted Milk Food Vigor (which is enriched with Honey) Paneer Curd

Main Customers & Suppliers The plant has established its name in the defence services for the supply of milk products like butter milk powder skimmed milk powder, Verka vigour (malted milk food) & Ghee under Nitrogen Gas flushing (First time launched by Doaba Milk Plant in India.)

Other Institutional Customers are:(1) Mother Dairy, Delhi (2) Combed, Patna (3) Glaxo- Smithkline Becheme Nabha (4) Sister Unions (5) DMS Delhi (6) NDRI Karnal

ISO-900Z & ISO-15000 Certification An ISO-9002 & ISO-15000 (IIACCP) certification has been accredited to Doaba Milk union by the Bureau of Indian Standards on dated 16-05-2002.

Funds (1) The Punjab state Co-operative Milk Products Federation Ltd. Chandigarh provide financial assistance to carry on its day-to-day business in shape of short term loan along with financial assistance under head H.O. Account on nominal rates. (2) Besides the NDDB advanced loans in kind cash for purchase of machinery, vehicles, furniture and fixture & office equipment etc. to strengthen the financial position of the union. The repayment of loan & interest is made on monthly basis regularly. (3) Punjab Govt also provided financial assistance in the shape of share capital. Issue of share to registered milk producers, societies, entrance fees, grants & deposits from members and non- members are the other sources of raising funds.

Raw Material Sourcing The union obtains its raw material through the Dairy Co-operative Societies (DCS) & from other milk unions. The major players in milk procurement in the milkshed are unorganized local milk animal owner private vendors besides four major private diaries. Towards improvement in the milk production in the milkshed the milk union provides the service of supply of technical inputs viz. Cattle feed, fodder seed. The products ranges are ISI type, bypass protein Feed and Verka special feed. Infrastructure Facilities (1) Doaba Milk Plant has its own building facilities which have basic requirements. (2) It has its own transport facilities. Its transport is effectively monitored by transport section a wing of Engineering section. (3) Doaba Milk Plant provides all necessary tools & equipments required for effective functioning of the firm.

Material Resources All Major packing material as well as other major stock items is maintained by its store. There is minimum & maximum stock position which helps the organization to timely re-order the material so that there should not be any shortage during utilization as well as optimum inventory investment is maintained. Technology (1) The Doaba Milk Plant installed highly sophisticated 500gm Verka vigor & diary whitener packing machine. (2) 10gm table butter, blister machine is also developed by the machine manufacturer under the guidance of milk plant & is installed with the view of futuristic demand & customers needs. It is unique in northern region. (3) First time in India the Doaba Milk Plant was able to develop & pack nitrogen blushed ghee under the special demand made by Army. The packing enhances the keeping quality to ghee. These advancements give additional benefit to the milk plant. Marketing The Jalandhar Dairy is primarily a product dairy. The major quantities of Butter, Dairy Whiteners, and Powder sold through consignment sales of Milkfed. The dairy also produces paneer & curd for sale in the local market. The union launched malted food product in 1992-93 & enter production was supplied to defence organization, product was exported. By the end of 2011 there are 300 exceeding retail outlets besides 4 owned milk bars for marketing of liquid milk & milk products. The union was also supplying milk to 12 institutions. The prices of the milk products such as Ghee, SMP, Dairy whitener, malted food & table Butter are main based on prevailing market prices & decided by federation.

Human Resources
Currently the union has manpower strength of 549. During 2007-08 the salary bill of the union was Rs. 911.95 Lakh, which is about 12% of union sales turnover. The Govt. of Punjab had constituted a committee to recommend manpower requirement for different dairies the state of Punjab. The committee comprises of representatives of RCS, Milkfed, different milk unions & the NDDB. The committed has finalized its report & suggested parameters to arrive at optimum manpower strength based on various levels of activities.

PROVIDENT FUND The employees shall be entitled to the benefits of Contributory Provident Fund as provided in employees Provident Fund Act,1952 and scheme framed there under. BONUS: The employees in the Common Cadre shall be entitled Bonus at the rate at which the Federation is required to pay under the Provisions of Bonus Act,1965 as modified from time to time. The Unions shall pay the amount of Bonus in respect of the employees working with them within the common cadre on the basis of bonus eligible to them according to the decision of the Board of Directors of the union. The difference in the amount of bonus paid to the employees, in the common cadre working with the Union, if any, shall be borne by the Federation. MEDICAL FACILITY Those employees borne on the Common cadre who are not covered under the ESI Act/Scheme shall be entitled to medical benefit/reimbursement as per Punjab Govt instructions from time to time (w.e.f.23.12.99) GRATUITY All the employees of the Milkfed irrespective of the posts held and salary drawn by them shall be entitled to gratuity as per the provisions contained in the Payment of Gratuity Act as may be amended from time to time w.e.f.24.5.94.

Provided that the gratuity payable to an employee against whom disciplinary/criminal proceedings are in process and pending on the date of his/her retirement, shall be withheld till completion of disciplinary/criminal proceedings & the matter regarding its payment shall be decided on the basis of final outcome of such disciplinary/criminal proceedings. LEAVE AND JOINING TIME SANCTION OF LEAVE No employee shall claim leave as a matter of right. EARNED LEAVE (a) Every employee shall be entitled to one day earned leave for every 18 complete days of service (for the purpose of calculation of days of service,period of earned leave & leave without wages shall not be counted). (b) In calculating leave, fraction of half day or more shall be treated as one day's leave & fraction of less then half day shall be ignored. (c) Accumulation of earned leave shall not be more than 300 days subject to other conditions for the grant of such leave as laid down in the Factories Act,1948 as amended from time to time.(w.e.f.1.9.98) (d) Encashment of earned leave upto a maximum of 30 days shall be allowed if the employee is discharged or dismissed from service or quits his employment whereas encashment of earned leave upto a maximum of 300 days shall be allowed on superannuation provided the balance of earned leave upto this extent is at his credit at that time (w.e.f.1.9.98) (e) The unavailed leave of an employee shall not be taken into consideration in computing the period of any notice required to be given before discharge, removal or dismissal. (f) Unless the extension of leave is sanctioned by the competent authority the wilful absence from duty after the expiry of leave originally sanctioned shall amount of misconduct and no salary shall be paid for the period of such unauthorised absence.

(g) Earned leave provided in Clause (a) shall, when applied for, be granted except for a valid reason to be communicated in writing by the employer to the employee within 15 days of the application. (h) Unless the extension of leave is sanctioned by the competent authority the wilful absence from duty after the expiry of leave originally sanctioned shall amount to misconduct and no salary shall be paid for the period of such unauthorised absence. LEAVE WITHOUT PAY MAY BE GRANTEDTO EMPLOYEE IN SPECIAL CIRCUMSTANCES : SALARY DURING LEAVE (a) During the period of earned leave allowed to employee under these rules,he shall be paid salary at the rate of monthly pay applicable to him on the day preceding the commencement of leave. (b) During the leave without pay, no salary shall be al- lowed.

CASUAL AND SICK LEAVE (a) Every employee shall be entitled to 12 days casual leave during the Calendar year. (b) Every employee shall be entitled to 14 days sick leave in a Calender year. Those employees,who are covered by the ESI Act/Scheme shall be entitled for 7 days sick leave instead of 14 days in a year. JOINING TIME (a) Joining time may be granted to an employee to enable him to join a new post at a new station on relinquishing charge of his old post; (b) To join a new post in a new station on return from leave.

DURATION OF JOINING TIME The duration of joining time admissible to an employee shall be 6 days and actual number of days spent in travelling. However, competent authority may reduce the joining time keeping in view the interest of the Institution and nature of assignment of the employee. INTERPRETATION : AUTHORITY TO IMPLEMENT THESE RULES: If any doubt arises at any time as to the interpretation of these rules of their application the matter shall be referred to Board of Directors whose decision shall be final. RULES REGARDING DISCIPLINE, PUNISHMENT AND APPEAL: (i) In the matter of Discipline, Punishment and Appeal, the Punjab Civil Services (Punishment & Appeal) Rules, 1970 as amended from time to time shall apply to the employees covered under these rules. ii) In the matter of discipline, punishment and appeal, the Punjab Civil Services (Punishment & Appeal) Rules, 1970 as amended from time to time shall apply to the employees covered under these rules. However, inquiring authority to be appointed for holding inquiry shall include retired judicial officers in addition to retired Punjab Govt. Officers. (iii) (a) The Managing Director may suspend any employee against whom action is proposed to be taken, if in his opinion the attendance of the employee on duty during the period the charges are under investigation against him is likely to effect such proceedings. (b) During the period of suspension an employee shall be paid subsistence allowance equal to 50% of his salary with usual allowances shall be paid by the Federation if the employee is working in the Federation at the time of suspension, and if he is working in the by the Union concerned. Provided that the M.D. may direct the Federation or Union other than with which an employee was working at the time of suspension to pay subsistence allowance by recording the reasons in writing.

(c) If the employee, placed under suspension, is subsequently completely exonerated of the charges, he shall be eligible to full salary and allowance for the period of suspension and the entire period will be treated as duty, if however, he has not been completely exonerated of the charges, the competent authority shall specify in the order of reinstatement as to how the period of suspension should be treated and also the amount of pay and allowance to be paid to him for such period. Salary and allowance payable under this provision shall be paid by the Federation if the employee is working in Federation at the time of suspension and by the Union concerned if he is working in a Union.

PAY AND ALLOWANCES 1. Except as provided otherwise in these rules, an employee appointed to a post shall be allowed to draw the basic pay at the minimum of the pay scale of the post to which he is appointed. Provided that Managing Director may in special cases allow higher initial basic pay for reasons of higher qualifications or better experience of the employee with the approval of RCS Pb. in all such cases. 2. If an employee is promoted from a post in a lower category to a post in higher category, his initial basic pay in the pay scale of higher post shall be fixed at the stage next above the basic pay, he was getting in the pay scale of the lower post. In case, the pay so allowed is less than the minimum of the pay scale of higher post then he shall be allowed the basic pay at the minimum of the pay scale of the higher post. 3. The annual increment in the pay scale shall accrue normally to an employee after he has completed one year's service at a stage in the pay scale unless it has been withheld for reasons of unsatisfactory work or conduct by the appointing authority or any other officer authorised to sanction annual increment. The competent authority may withhold the annual increment provisionally in case where any charges with regard to the unsatisfactory work or conduct are under investigation

4. The following period shall count for computing the period of one year for the purpose of grant of annual increment:

Period of duty on the post. Period of all kinds of leave which is sanctioned with wages. Period of suspension in case it is treated as duty period.

5. The annual increment above the efficiency bar stage in the pay scale shall not be allowed to an employee without the specific sanction of the competent authority i.e. appointing authority. 6. The annual increment shall be allowed to an employee from the first day of the month in which it falls due.

RETIREMENT 1. Every employee of Milkfed shall retire on attaining the age of 58 years. Provided that in the case of pendency of any criminal or disciplinary proceedings against any employee on the date of attaining the age of 58 years such proceedings shall continue beyond the said date of superannuation and he or she shall be subject to decision thereof.

2. Any employee may be permitted at his own request to retire from the service of Milkfed on attaining the age of 50 years or after 20 years of service at any time by the appointing authority provided that three months notice in writing shall be required to be given by the employee in this regard provided further that where the three months notice is not given by an employee or it fall short of three months, the employee shall be required to deposit salary in lieu thereof.

3. The appointing authority shall, if it is of the opinion that it is in the interest of Milkfed to do so, have the absolute right, by giving an employee prior notice of three months in writing to retire that employee on the date on which he completes 20 years of service or attains 50 years of age or any date thereafter to be specified in the notice.

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