Iifcl Staff Service Regulations PDF

(For private circulation only)
INDIA INFRASTRUCTURE FINANCE COMPANY LIMITED
STAFF SERVICE REGULATIONS, 2007
INDIA INFRASTRUCTURE FINANCE COMPANY LIMITED

Office: 8th Floor, Hindustan Times House, 18 & 20, Kasturba Gandhi Marg, New Delhi
TABLE OF CONTENTS
CHAPTER I - PRELIMINARY
Regula Subject Page No.

tion
No.
Preamble 1
1. Short title and commencement 1
2. Application 1
3. Definitions 2
4. Board's power to change Regulations 4
5. Chairman's power to delegate 4
6. Power to interpret and implement Regulations 5
CHAPTER II - APPOINTMENTS, PROBATION AND

TERMINATION OF SERVICE
_______________________________________________
Section I - Appointments
7. Classification of staff 6
8. Temporary Staff 6
9. Authorities empowered to appoint 6
10. Other Appointments 7
11. Appointments to be made in minimum pay of grade 7
12. Re-employment in the IIFCL's Service 7
13. Commencement of service 8
i
Section II - Probation
14. Officers in Grade ‘C’ or above (Direct Recruits ) 8
15. Other Officers 8
16. Other employees 8
17. Discharge during probation 8
18. Appointing Auhtority’s Power to extend probation period 9
19. Confirmation 9
Section III - Termination of Service
20. Determination of service by notice 9
21. Superannuation and retirement 11
CHAPTER III - RECORD OF SERVICE, SENIORITY,

PROMOTION AND REVERSION
__________________________________________
22. Record of service 14
23. Seniority 14
24. Promotion 15
25. Reversion 15
CHAPTER IV - CONDUCT, DISCIPLINE AND

APPEALS
Section I - Conduct and Discipline
___________________________________________________
26. Scope of an employee's service 16
26 A. Duties of an officer in times of need 16
27. Liability to abide by the Regulation s and orders 16
28. Obligation to maintain secrecy 16
ii
29. Employee to promote the IIFCL's interests 16
30. Prohibition against participation in politics and contesting 16

elections
31. Prohibition against joining certain Associations, strikes etc. 16
31A. Prohibition against influencing 17
31B. Canvassing 17
31C. Prohibition against disparaging statement 17
32. Contribution to press, radio, television etc. 17
33. Employees not to seek outside employment or office 17
34. Employment after retirement 18
35. Part-time work for outside bodies 19
36. Employees not to absent from duty without permission or be 19

late in attendance
37. Absence from station 19
38. Acceptance of gifts 20
39. Giving and taking dowry 20
40. Restrictions on consumption of intoxicating drinks etc. 20
41. Private trading 20
42. Speculating in stocks, shares etc. and restrictions on 20

investments
43. Restrictions on borrowing and investment 21
44. Employees in debt 21
44A. Prevention of Sexual Harassment 22
45. Employees arrested for debt or on criminal charge 22
46. Penalties 23
iii
Section II - Appeals
47. Right to appeal 27
48. Appellate authorities 27
49. Conditions which an appeal should satisfy 27
50. When appeals may be withheld 27
51. Grounds for withholding the appeal to be communicated to the 27

appellant
52. Appeal must be forwarded to the Appellate Authority with due 28

despatch
53. No appeal lies against order withholding appeal 28
54. Appeals not to be addressed to the Directors of the Board 28
55. Appeal not to be addressed to outside authority or person 28
55(A) Time limit for disposal of Appeals 28
56. Joint petitions 28
CHAPTER V - PAY, ALLOWANCES AND OTHER

CONCESSIONS
Section I - Pay and Allowances
57. When accrue and payable 29
58. When not payable for a part of month 29
59. When ceases 29
60. All employees to be graded 29
61. Adjustment of pay and allowances on change of charge-when 29

takes effect
62. Two persons not to be appointed to a post at the same time 30
63. Employees on transfer 30
iv
64. Admissibility of allowances 30
65. Overtime allowances 30
66. Increments 30
67. Premature increments 32
68. Refixation of pay - on appointment, on probation, 32

- on confirmation
69. Officiating pay 32
70. Refixation of pay on transfer from one Scale of pay to another 33
Section II - Other Concessions
71. Leave and Retirement Travel Concession 34
72. Grant of honoraria, special pay, special increments or other 34

benefits
73. Domicile 34
CHAPTER VI - LEAVE AND JOINING TIME

Section I - General Regulations relating to leave
74. Kinds of leave 35
75. Authorities empowered to grant leave 35
76. Power to refuse leave or recall an employee on leave 35
76. Lapse of leave on cessation of service 35
78. Earlier return from leave 35
79. Commencement of termination of leave 35
80. Obligation to furnish leave address 36
81. Station to which an employee should report on return 36
82. When medical certificate of fitness may be demanded 36
83. Leave not admissible to an employee under suspension 36
v
Section II – ORDINARY LEAVE
____________________________________________
84 When applications should be submitted 36
85. Scale on which ordinary leave is earned 36
86. Ordinary leave due 37
87. Limits upto which ordinary leave may be earned or taken 37
88. Pay during ordinary leave 37
Section III– Casual, Special Casual, Sick, Special , Extra-

Ordinary, Maternity and Accident Leave
89. Casual Leave 37
90. Special Casual leave 38
91. Sick and special leave-limit upto which may be granted 39
92. When grant requires sanction of a higher authority 39
93. Pay during sick and special leave 39
94. Extra-ordinary leave 40
95. Maternity leave 40
96. Accident leave 41
Section IV - Joining Time
97. When may be granted 41
98. Pay and allowances during joining time 42
99. Period for which admissible 42
100. How calculated 42
101. Special casual leave in lieu of joining time 42
102. Overstayal after joining time 42
vi
CHAPTER VII – TRAVELLING & HALTING
ALLOWANCE
103 Travelling & halting allowance 43
CHAPTER VIII - FOREIGN SERVICE
104. Deputation of employees to join military service 43
105. Deputation of employees to other services 43
CHAPTER IX - MISCELLANEOUS
106. Obligation to subscribe to the Provident Fund 44
107. Obligation to subscribe to insurance scheme or fund instituted 44

by the IIFCL
108. Declaration to be signed by the employees 44
109. Delegation of Authorities 44
110. Power to implement Regulations 44
111 Revocation of Earlier Rules / Regulations 44
112. Interpretation 45
Form 'A' - Declaration of fidelity and secrecy 46
Form 'B' - Declaration to be bound by Staff Regulations 47
Form 'C' - Declaration of domicile 48
vii
INDEX TO APPENDICES
APPENDIX - I
Sl. No. Subject Page No.

Section I – Pay and Allowances (Officers) 1
1. Scales of Pay 1
2. Special Pay 1
3. Special Allowance 1
4. Increments 2
5. Stagnation Increments 2
6. Increments for CAIIB 2
7. CAIIB Allowance 2
8. Dearness Allowance 3
9. House Rent Allowance 3
10. Local Allowance 4
11. Family Allowance 4
12. Special Allowance on Promotion/Personal Promotion 4
13. Terminal Benefits 5
Section II - Perquisites
1 Medical Aid and reimbursement of Hospitalization Expenses 6
2. Residential /Leased Accommodation 7
3 Reimbursement of expenditure on curtains 7
4 Reimbursement of Conveyance Charges 7-8
5 Reimbursement of maintenance and repair charges 8
6 Reimbursement of Driver’s Salary 8
viii
7 Provision of company’s Car to Officers 8
8 Entertainment Expenses - Reimbursement thereof 9
9 Facility for residential telephone/mobile phone/broad band 9-10
10 Facility of Newspaper at the residence of officers 11
11 Household Help 11
12 Leave Fare Concession 12-15
13 Encashment of Ordinary Leave 15
14 Reimbursement of cost of briefcase/suitcase/executive bag 15
15 Halting Allowance 16
16 Lodging Expenses 16
17 Reimbursement of Tea, Lunch, Dinner (TLD) expenses 17
18 Provision of Lunch/Tea to Officers 17
19 Conversion of unavailed Casual Leave to Ordinary Leave 17
Section III – Loans and Advances
1 Festival Advance 18
2 Loans for purchase of conveyance 18-19
3 Loan for purchase/construction of house 19
4 Consumer Advance 19-21
5 PC Advance 22
6 White Goods Advance 22-23
ix
Appendix II – Pay and Allowances (Class III Employees)
Section I – Pay and allowances of Class III

Employees(Workmen Staff)
1. Scale of Pay 24
2. Category of Employees 24-25
3 Timebound upgradation in pay and designation 25
4 Additional Special Pay 26
5 Stagnation Increments 26-27
6 Special Pay(Functional) 27
7 Special Allowance (Functional) 27
8 Dearness Allowance 28
9 City Compensatory Allowance 28
10 Family Allowance 28
11 House Rent Allowance 28
12 Transport Allowance 29
13 Ex-Service Man 29
14 Advance Increment(s)/Honorarium/Special Pay etc. for 29

educational qualifications
15 Post Scale Special Pay 30-31
16 Subsistence Allowance 31
17 Terminal Benefits 31
x
Section II – Perquisites of Class III(Workmen Staff)
2. Facility for Mobile Phone 32
4 Leave Fare Concession (LFC) 32
5 LFC(Encashment) 33
6 Encashment of ordinary Leave 34
8 Provision of Lunch/Tea to Officers 34
5 PC Advance 39
xi
Appendix III – Pay and Allowances (Class IV Employees)
Section I – Pay and allowances of Class IV Employees(Sub-

Staff)
1. Scale of Pay 40
2. Category of Employees 40
3 Additional Special Pay 41
4 Stagnation Increments 41
5 Special Pay(Functional) 41
6 Special Allowance (Functional) 42
7 Dearness Allowance 42
8 House Rent Allowance 43
9 City Compensatory Allowance 43
10 Family Allowance 43
11 Transport Allowance 43
12 Washing allowance 43
13 Conveyance Allowance 43
14 Hours of Work and Overtime Allowance 43
15 Subsistence Allowance 43
16 Ex-Serviceman 44
17 Terminal Benefits 44
xii
Section II – Perquisites of Class IV (Sub Staff)
2. Facility for Mobile Phone 45
4 Leave Fare Concession (LFC) 45-46
5 Encashment of Ordinary Leave 47
8 Uniform and Shoes 47
5 PC Advance 52
xiii
Index of Medical Schedule-I (Reffered in Appendix-I)
Particulars Annexure Nos. Page No

Inadmissible Drugs Appendix 2
Reimbursement of Stoppage Charges in case of Annexure I 3-4
Hospitalization
Operations Charges Annexure II 5
Classification (surgeries) Annexure II(contd) 6-12
Physiotherapy charges Annexure III 13
Radiological charges Annexure III 13
Investigations (Nuclear, Sonography, Radiation Annexure IV 14-16
Oncology, Urodynamic Lab test, pulmonary function
test, artificial kidney unit Opthalmology tests and others)
CT scan, MRI, Surgical Investigations Annexure IV 16-17
(Contd )
Massage Treatment Annexure IV 17
(Contd)
Pathological Investigations Annexure IV 18-25
(Contd )
Visit and consultation charges Annexure V 26-27
Non-hospitalization/ Minor procedure Annexure VI 28-30
Administration of injection, cost of ordinary Annexure VII 31-33
mixtures/powder/ tablets supplied by General medical
practitioners (GMP _ Home
opathic/ Ayurvede / Unani treatment
Private Treatment Scheme (PTS ) Annexure VIII 34
Maternity. / sterilization operation / miscarriage/ abortion Annexure IX 35-36
family planning ect.
Dental Treatment Annexure X 37
Packages (Cardiac), kidney Annexure XI 38
xiv
INDIA INFRASTRUCTURE FINANCE COMPANY LTD.
(STAFF) SERVICE REGULATIONS, 2007
Preamble In supersession of India Infrastructure Finance Co.

Ltd.(Officers) Service Regulations, 2006, Officer
Employees’ (Discipline and Appeal )Regulations, 2006,
and Officer Employees’ (Conduct )Regulations, 2006, it
is felt necessary to frame consolidated regulations
defining the terms and conditions of service of the staff
of India Infrastructure Finance Company Ltd. In
exercise of powers conferred by section 161(s) of the
Article of Association of India Infrastructure Finance
Company Ltd. (IIFCL), the Board of Directors of the
IIFCL hereby makes the following regulations.
CHAPTER – I PRELIMINARY
Regulation
Number
Short title 1 (1) These Regulations may be called the INDIA

INFRASTRUCTURE FINANCE COMPANY LTD.
(STAFF) SERVICE REGULATIONS, 2007.
(2) Save as otherwise expressly provided in these

Regulations, these Regulations shall come into force
w.e.f.20th December, 2007.
Application 2 (1) These Regulations shall apply to
(i) Every whole time officer of the Company

appointed on and after the incorporation of the
company i.e. 5th January 2006.
(iii) (ii) Officers on deputation to IIFCL from Financial

Institution, Public Sector Banks and other
Organizations, if they opt for it. Officers on
deputation will have the option to adopt these
regulations /scales or continue with the
regulations/ scales of their parent organization.
Provided that they shall not apply, except as otherwise

provided in these Regulations or to such extent as may be
specially or generally prescribed by the Board, to -
1
a. the Chairman, Managing Director
b. Whole Time Directors
c. Staff employed temporarily or officers or other
staff recruited on special contracts, and
d. staff employed outside India and permanently
serving there.
(2) Nothing in these Regulations shall operate to

override any special agreement or agreements entered
into by the IIFCL with any of its employees.
Definitions 3. In these Regulations, unless there is anything

repugnant in the subject or context –
(a) the Board" means the Board of Directors of the

IIFCL and, in relation to any powers exercisable by it,
includes the Executive Committee and also any other
Committee of Directors;
(b) "the Chairman" means the Chairman and

Managing Director of the IIFCL ; and, in relation to the
powers exercisable by the Chairman and Managing
Director, includes a Whole Time Director and an
Executive Director;
(c) "the Chief General Manager” means an Officer,

who, for the time being holds the office of the Chief
General Manager in the IIFCL and in relation to any
powers exercisable by the Chief General Manager
includes:
(i) a General Manager or a Deputy General Manager in

the respective Department(s) of the IIFCL, who for the
time being, is the officer in charge of a division or a
department, as the case may be in which the employee
concerned is employed or to be employed; and
(ii) a General Manager or a Deputy General Manager,

who for the time being, is the officer in charge of an
office of the IIFCL and also such other officer of that
office in relation to the powers exercisable by such a
General Manager or a Deputy General Manager.
(d) “Compensatory allowance" means an allowance

granted to meet expenditure necessitated by the special
circumstances in which the duty is performed.
2
(e) "the Competent Authority" means :
(i) the Chairman in the case of Officers in Grade A
and also includes Executive Directors.
(ii) Whole-time Director or Executive Director in the
case of officers lower in rank than the Executive
Director but other than officers in Grade A; and
(iii) Chief General Manager in the case of other
employees.
(iv) It also includes in regard to any matter or power to
be dealt with or exercised by the Chairman under
these Regulations which has been delegated to any
other authority, the authority to whom the disposal
of the matter or the exercise of the power has been
so delegated.
(f) "duty" includes -
(i) service as a probationer ;

(ii) period during which an employee is on
joining time ;
(iii) period during which an employee is on casual
leave or special casual leave duly authorized by
a competent authority ;
and
(iv) any other period specifically classified as duty
by the Chairman.
(g) "family" means an employee's spouse and

children ordinarily residing with and wholly dependent
on the employee.
(h) IIFCL means India Infrastructure Finance Company
Limited.
(i) "leave pay" means the monthly pay which an
employee would have drawn while on duty but for
proceeding on leave.
Pay during leave shall be drawn at full, half or quarter

rate of leave pay, as the case may be, according to the
kind of leave availed of by the employee, no pay being
admissible during extra-ordinary leave ;
(j) "pay" means the amount drawn by an employee as -
(i) pay which has been sanctioned for a post held by

the employee substantively or in an officiating
capacity or to which the employee is entitled by
3
reason of the position of the employee in a cadre ;
(ii) special pay and personal pay ;
(iii) any other emoluments which may be specifically
classified as pay by the Board ;
(k) "personal pay" means an additional pay granted to
an employee –
(i) to save the employee from a loss of substantive

pay in respect of a permanent post due to revision
of pay or any reduction of such substantive pay
otherwise than as a disciplinary measure ; or
(ii) in exceptional circumstances, on other personal
considerations.
(l) “special pay” means an addition, in the nature of pay,

to the emoluments of a post or of an employee granted
in consideration of –
(i) the specially orduous nature of duties; or
(ii) a specific addition to the work or
responsibility.
(m) "substantive pay" means the pay to which an

employee is entitled on account of a post to which the
employee has been appointed substantively or by reason
of the substantive position of the employee in a
cadre/grade ;
Board’s Powers to 4. The Board reserves the right of changing these

change Regulations Regulations from time to time ;
Provided that no new Regulation or alteration in an

existing Regulation shall have any force until passed as
a resolution of the Board and issued in the form of a
circular by the Head Office of IIFCL.
Provided further that no new Regulation or an alteration

in an existing Regulation shall operate to reduce the
scale of pay of an employee on which he is entitled to
draw pay in the substantive capacity on the day the new
Regulation or alteration in an existing Regulation comes
into force.
Chairman's power 5. The Chairman may delegate to the Chief General

to delegate Manager, General Manager, Deputy General Manager,
or any other officer, subject to such conditions as the
Chairman may think fit to impose, all or any powers
4
conferred upon the Chairman by these Regulations with
the exception of the powers conferred by Regulations
20,21,46, and 48.
Power to interpret 6 (i) The power to interpret the Regulations vests in the
and implement Chairman and in his absence in the Board, who is
Regulations hereby empowered to issue such administrative
instructions, as may be necessary to give effect to
and carry out the purposes of the provisions of these
Regulations or otherwise to secure effective control
of the staff.
(ii) The powers exercisable by an authority under these

Regulations shall also be exercisable by any other
authority superior to that authority.
5
CHAPTER II
APPOINTMENTS, PROBATION
AND TERMINATION OF SERVICE
SECTION 1 - APPOINTMENTS
Regulation No.
Classification of 7 (1) The staff of the IIFCL shall be classified as
staff follows :
Class I Officers
Class III Clerical staff | Employees in workmen
Class IV Subordinate Staff) | cadre
(2) The Board shall specify from time to time the

pay of each post or group of posts. The
Chairman shall specify the number of posts of
officers in each group. The number of new posts
created in each grade shall be reported to the
Board from time to time.'
Temporary Staff 8 (1) Notwithstanding anything contained in these

Regulations, such officers as may be authorized by the
Board in this behalf, may appoint staff on temporary
basis subject to such general or special directions as may
be issued by the Chairman from time to time.
(2) The terms and conditions of service of the temporary

staff shall be prescribed by the Chairman but in no case
shall the terms and conditions so prescribed be more
favourable than those laid down in these Regulations for
an appointment carrying equivalent status or
responsibility.
Authorities 9 Appointment to the service of the IIFCL shall be made

empowered to as follows:
appoint
(a) to posts of officers in Grade ‘D’ and above by
the Chairman.
(b) to posts of officers in Grade ‘C’ and ‘B’ by the
Chief General Manager, HRDD, subject to the
approval of the Chairman.
(c) to posts of officers in Grade ‘A’ by the Chief
General Manager, HRDD, subject to such
general or special instructions as may be issued
from time to time by the Chairman.
6
(d) to any other post by the Chief General Manager,
HRDD, subject to such general or special
instructions as may be issued from time to time
by the Chairman.
Other 10 (i) Subject to such general or special instructions as may

Appointments be issued from time to time by the Board, all
appointments shall be made as hereinafter provided;
(a) If the post to which the appointment is made is the

lowest in the group to which it belongs, direct, and
(b) In other cases by promotion
Provided that the Chairman may, at his discretion,

authorize the appointment of candidates possessing
special qualification to a grade higher than the lowest
(ii) Appointment of Subordinate staff may be made

direct or by promotion as the Chief General Manager
may deem fit.
Appointments to 11 All first appointments shall be made on the minimum

be made on pay of the grade to which the appointment is made,
minimum pay of provided that the Chairman may authorize the grant of
grade not more than four initial increments in the scale of pay
fixed for the grade in which the appointment is proposed
to be made in the case of a candidate:
(a) who possesses good academic qualifications, or

(b) who was in the temporary employment of the
IIFCL prior to his appointment in one of the
posts covered by these Regulations, or
(c) who possesses special experience of value to the
IIFCL
Re-employment 12 (1) No person who has been removed or dismissed

in the IIFCL's or has otherwise ceased to be in the service of the IIFCL
service may be re-employed without the specific sanction of,
and on such terms and conditions as may be prescribed
by the Chairman, subject, in the case of appointments to
senior officers in Grade ‘D’ and above, to the approval
of the Board.
(2) Except as otherwise provided by the Chairman or
the Board at the time of his/her re-employment, these
Regulations shall apply to a person, who is re-employed
7
in the service of IIFCL, as if the person had entered the
service for the first time on the date of his re-
employment.
Commencement 13 (1) Except as otherwise provided by or under the
of service Regulations, "service" of an employee shall be deemed
to commence from the working day on which the
employee reports for duty in an appointment covered by
these Regulations at the place and time intimated to the
employee by the appointing authority
Provided that if the employee reports in the afternoon,

the service of the employee shall commence from the
next following working day.
Definition of (2) "Service" includes the period during which an

Service employee is on duty as well as on leave duly authorised
by a competent authority but does not include any period
during which an employee is absent from duty without
permission or overstays his leave, unless specifically
permitted by a competent authority.
SECTION 2 – PROBATION
Officers in 14 An officer in Grade ‘C’ or above directly recruited to the service

Grade ‘C’ or of IIFCL shall be required to be on probation for a period which
above (Direct shall not be less than one year but not more than two years, as
Recruits) may be fixed by the Chairman at the time of appointment of the
officer.
Other Officers 15 An officer other than an officer referred to in Regulation 14

shall, unless selected from the staff of the IIFCL, when the
probationary service may be dispensed with or curtailed at the
discretion of the Chairman, be on probation for two years .
Other 16 Employees not included in Regulations 14 and 15 shall, on their

employees first appointment in the service of IIFCL, be required to be on
probation for six months.
Discharge 17 (1) During the first month of probationary period, an employee

during shall be liable to be discharged at one day's notice and thereafter
probation at one month’s notice or by payment of substantive pay for one
day or one month, as the case may be, in lieu thereof.
(2) Without prejudice to the provisions of Regulation 25, an

officer selected from the staff of the IIFCL and appointed on
8
probation shall be liable to be reverted to the previous grade of
the officer without notice or pay in lieu thereof if, in the opinion
of the Competent Authority, the officer fails to show satisfactory
performance during the period of his probation.
Appointing 18 The period of probation of an employee, may be extended at the

Authority's discretion of the Appointing Authority, but in no case may this
power to extend period exceed -
probationary (a) 4 years in the case of officers, and -
period (b) one year in the case of other employees.
Confirmation 19 (i) An employee appointed on probation will be confirmed in the

IIFCL's Service on completion of his probation period, subject
to his otherwise being found suitable for confirmation. A
suitable office order/memorandum shall be issued to the
concerned officer by the Competent Authority.
SECTION – 3 Termination of Service
Determination 20 (1) Subject to provision of Sub-regulation 4 an employee shall
of service by not leave or discontinue his service in the IIFCL without first
notice giving notice in writing to the Competent Authority of his
intention to leave or discontinue the service. The period of
notice required shall be -
(a) three months in case of an employee in Class I, and
(b) one month in the case of other employees, and shall be
given to Chairman in case of an officer and to the Chief
General Manager in other cases, in case of breach by an
employee of the provisions of this sub-Regulation, he
shall be liable to pay to the IIFCL, as compensation, a
sum equal to his substantive pay for the period of notice
required of him.
Provided further that the payment of such compensation

may be waived at the discretion of the Chairman or the
Chief General Manager, as the case may be.
Notwithstanding anything contained in sub-regulation

(1), no employee will discontinue the employment with
the IIFCL unless the resignation is accepted by the
competent authority.
(2) The IIFCL may determine the service of any employee after
the expiry of the period of probation, on giving the employee
(a) three months’ notice or pay in lieu thereof, if the
employee is in class I, and
(b) one month’s notice or pay in lieu thereof, if the employee
is in any other class .
9
The power to determine the service of an employee shall be
exercised by the Chairman with the prior approval of the Board
in the case of an officer other than an officer in Grade 'A' and
by the Chief General Manager, subject to such general or special
instructions as my be issued by the Chairman in case of the
Officer in Grade ‘A” or any other employee.
(3) Nothing in sub-Regulation (2) shall affect the right of the

IIFCL to -
(a) retire or dismiss an employee without notice or pay in lieu
thereof in accordance with the provisions of Regulation 21
or Regulation 46 ; and
(b) determine the service of an employee without notice or

pay in lieu thereof on his being certified by its Medical
Officer to be permanently incapacitated for further
continuous service in the IIFCL.
(4) (a) Notwithstanding anything to the contrary contained in

sub-regulation (1), an employee against whom disciplinary
proceedings are pending, shall not leave or discontinue the
service in the IIFCL without the prior approval in writing of the
competent authority and any notice of resignation given by such
an employee shall not take effect, unless it is accepted by the
(b) Disciplinary proceedings shall be deemed to be pending

against an employee for the purposes of this sub Regulation if
the employee has been placed under suspension either under
Regulation 45 or sub-regulation 5 of Regulation 46 of these
Regulations or any notice has been issued asking the employee
to show cause as to why disciplinary proceedings should not be
initiated against the employee or any charge-sheet has been
issued to the employee under Regulations 46 and will be
deemed to be pending till final orders are passed by the
Competent Authority.
Explanation 1 - The expression "month" used in this

Regulation shall be according to the English calendar and shall
commence from the following that on which notice is given by
the employee or the IIFCL, as the case may be.
Explanation 2 - A notice given by an employee under sub

Regulation (1) above shall be deemed to be proper only if the
employee remains on duty during the period of the notice, and
10
an employee shall not be entitled to set off any leave earned but
not availed of against the period of such notice.
Explanation 3 - Not withstanding anything contained in

Regulation 77, where an employee, having given a proper notice
for resignation or compensation in lieu thereof as required under
sub-Regulation (1) above, has ordinary leave earned but not
availed of as on the date of resignation, may be permitted to
encash half of the Ordinary Leave to his/her credit, as on the
date of resignation, subject to a maximum of five months for
which he/she be paid lump sum amount equivalent to pay as
defined in Regulation 3 (j) of these Regulations as on the date of
resignation and all allowances normally admissible to the
employee concerned during ordinary leave.
Superannuation 21 (1) An employee shall retire at 60 years of age :

and retirement
Provided that an employee who attains the age of

superannuation on any day other than the first day during any
calendar month shall retire on the last day of that month.
Provided further that in the case of an employee in Class IV who

has reached 57 years of age, the IIFCL may, at its discretion,
retire the employee after giving two months' notice in writing, if
in the opinion of the Competent Authority the efficiency of the
employee is found to have been impaired ;
Provided further that the IIFCL may, at its discretion, retire in

public interest an employee, other than an employee in Class IV,
at any time after completion of 50 years of age.
Provided further in the case of an employee other than an

employee in Class IV who has attained the age of 55 years his
continuance in service upto the age of 60 years shall be subject
to his being found suitable to be retained in service.
(2) The power conferred by the provisos to sub-Regulation

(1) shall be exercised by the Chairman with the prior approval of
the Board in the case of officers other than officers in Grade ‘A”
and by the Chief General Manager, subject to such general or
special instructions as may be issued by the Chairman, in the
case of an officer in Grade ‘A’ and other employees.
(3) An employee who has attained the age of 50 years may

voluntarily retire after giving to the Competent Authority three
11
months' notice in writing.
(4) The notice of voluntary retirement given under sub-

regulation 3 shall not be valid unless it is accepted by the
Provided that where the Competent Authority does not
communicate its decision not to accept such notice before the
expiry of period specified in the notice, the retirement shall
become effective from the date of expiry of such period.
(5) The Competent Authority may, if so requested by the

employee retiring pursuant to sub-Regulation (3) ,waive the
notice of voluntary retirement with respect to its full period or
part thereof, if the Competent Authority is satisfied that such
waiver will not cause any administrative inconvenience.
(6) An employee who has elected to voluntarily retire

pursuant to sub-Regulation 3 and has given notice shall not be
entitled to withdraw the notice except with the permission of the
Competent Authority, provided that the request for such
withdrawal shall be made before the intended date of his
retirement.
(7) Notwithstanding anything contained in this Regulation,

where an employee has ordinary leave earned but not availed of
as on the date of retirement at option of the employee, the
employee may either :-
(a) be permitted to avail of leave subject to maximum of ten

months in respect of ordinary leave earned under these
Regulations and in that case the employee will be deemed to
have finally retired from the service on the expiry of the leave or
(b) be paid a lump sum amount which shall be equivalent to

pay as defined in Regulation 3(j) of these Regulations as on the
date of his retirement for the unavailed ordinary leave earned
subject to a maximum of ten months plus all allowances
normally admissible to the employee concerned during ordinary
leave.
Explanation : "Date of retirement" means the date on which the

employee attains the age of superannuation in accordance with
the provisions of this Regulation or the date on which the
employee is retired from the IIFCL under sub-Regulation (1) of
this Regulation, or the date on which the employee voluntarily
retires in terms of sub-Regulation (3), as the case may be.
12
(8) Not withstanding anything contained in this Regulation or
any other Regulation in case of disciplinary proceedings have
been initiated against an employee before the employee ceases
to be in the service of IIFCL the disciplinary proceedings may,
at the discretion of the Chairman , be thereafter continued by the
competent authority as if the employee continues to be in the
service, so however, that the employee shall be deemed to be in
service only for the specific purpose of the continuance and
conclusion of such proceedings.
Explanation: “Disciplinary Proceedings” shall include

suspension of an employee under regulation 45 or sub-
regulation 5 of regulation 46 of these regulations, or any notice
issued to an employee asking the employee to show cause as to
why disciplinary proceedings should not be initiated against the
employee, or any chargesheet issued to an employee under
regulation 46 of these regulation and will be deemed to be
pending till final order is passed by the competent authority.
13
CHAPTER III
RECORD OF SERVICE, SENIORITY,

PROMOTION AND REVERSION
Record of 22 A record of service shall be maintained by the IIFCL in respect of

service each employee at such place or places and the same shall be kept in
such form and shall contain such information as may be specified
from time to time by the Chief General Manager (HRD).
Seniority 23 An employee confirmed in the service of the IIFCL shall ordinarily

rank for seniority in the grade according to the date of confirmation
of the employee in the grade. An employee on probation shall
ordinarily rank for seniority among the employees selected along
with the employee in the same batch according to the ranking
assigned to the employee at the time of selection. The seniority of
two or more promotee employees having the same length of service
in the officiating grade shall be determined with reference to their
seniority in the immediate preceding grades. Where two or more
officers have the same length of service in such preceding
scale/grades, their seniority shall be determined with reference to
their date of birth.
The combined seniority of Direct Recruits vis-a-vis promotee

employees in a grade shall be fixed by placing the names of Direct
Recruits en-block at the appropriate place with reference to their date
of joining the Company.
Provided that such placement of Direct Recruits shall be

immediately below the name of the junior most officiating promotee
employee as on that date.
The inter-se departmental seniority of the officers on deputation

drawn from a department of the Central/State Government/institution
and subsequently absorbed in the service of the IIFCL shall be
protected. The inter-se seniority of deputationists drawn from
different departments/ Governments /institutions will be fixed after
taking into consideration the total length of service rendered by them
as deputationists in IIFCL and in their parent department in
analogous positions. The inter-se seniority of deputationists drawn
from different organizations/Governments having the same length of
service shall be fixed with reference to their dates of birth. The
inter-se seniority of the officers appointed on contract basis and
subsequently absorbed in the regular service of the IIFCL shall also
be fixed in the above manner.
14
Promotion 24 All appointments and promotions shall be made at the discretion of
the IIFCL and notwithstanding the seniority of an employee in a
grade/category, no employee shall have a right to be appointed or
promoted to any particular post or grade/category.
Reversion 25 1) An employee transferred or promoted from one appointment to

another shall be liable to be reverted without notice at any time
within one year of such transfer or promotion.
2) An employee who has been appointed to officiate in a higher

grade/category or appointment or whose confirmation in a
higher grade/category or appointment is subject to his
undergoing probation for any specified period or otherwise,
shall be liable to be reverted without notice at any time, when
the employee is so officiating or undergoing probation.
3) Nothing in sub-regulation (1) and (2) shall affect the provisions

of Regulation 46.
15
CHAPTER IV
CONDUCT, DISCIPLINE AND APPEALS
SECTION I - CONDUCT AND DISCIPLINE
Scope of an 26 Unless in any case it be otherwise distinctly provided, the whole time
employee's of an employee shall be at the disposal of the IIFCL, and the
service employee shall serve the IIFCL in its business in such capacity and at
such place as the employee may from time to time be directed.
Duties of an 26 A In times of need it shall be the duty of every officer to carry out
officer in times all such duties and actions as may be necessary to ensure the
of need carrying out of the normal work of every day including securing
access to the office premises, documents and equipment and
receipt handling, processing, movement and dispatch of
documents and records.
Liability to abide 27 Every employee shall conform to and abide by these Regulations and
by the shall observe, comply with and obey all orders and directions which
Regulations and may from time to time be given to the employee by any person or
orders persons under whose jurisdiction, superintendence or control the
employee may for the time being be placed.
Obligation to 28 Every employee shall maintain the strictest secrecy regarding the
maintain secrecy affairs of the IIFCL and the affairs of its constituents and shall not
divulge, directly or indirectly, any information of a confidential
nature either to a member of the public or the staff of IIFCL, unless
compelled to do so by a judicial or other authority, or unless
instructed to do so by a superior officer, in the discharge of duties.
To signify this, every employee shall subscribe to a declaration in
Form 'A' annexed.
Employee to 29 Every employee shall serve the IIFCL honestly and faithfully and
promote the shall use the utmost endeavours to promote the interests of the IIFCL
IIFCL's interests and shall show courtesy and attention in all transactions and dealings
with the officers of Government and the constituents of IIFCL.
Prohibition 30 No employee shall take an active part in politics or in any political

against demonstrations, or stand for election as member of a Municipal
participation in Council, District Board or any other Local or Legislative Body
politics and without specific approval in writing of the Board.
standing for
elections
Prohibition 31 (1) No employee who is not a 'workman' within the meaning of the
16
against joining Industrial Disputes Act, 1947 shall -
certain
Associations &
strikes etc.
(i) become or continue to be a member or office-bearer of or be
otherwise directly or indirectly associated with, any trade
union of the employees of the IIFCL who are 'workmen'
within the meaning of that Act, or a federation of such trade
unions ;
(ii) resort to, or in anyway abet, any form of strike or participate

in any violent, unseemly or indecent demonstration in
connection with any matter pertaining to the conditions of
service of the employee or the conditions of service of any
other employee of the IIFCL.
(2) In relation to an employee who officiates in a higher grade or post

which is not a grade or post of a 'workman' as aforesaid, this
Regulation shall also apply for so long as such employee is
officiating in such higher grade or post.
Prohibition 31A No employee of the IIFCL shall use his position or influence directly
against or indirectly to secure employment for any member of his family
influencing with the IIFCL or with any of its constituents or with any other
undertaking or body having regular official dealings with the IIFCL.
Canvassing 31B No employee shall bring or attempt to bring any political or other
influence to bear upon any superior authority to further interests in
respect of matters pertaining to his service in the IIFCL.
Prohibition 31C No employee shall in any broadcast over radio or television or in any
against published document or communication to the press or in public
disparaging utterance make any statement which has the effect of disparaging the
statement+ IIFCL or its management or bringing the same into disrepute.
Contribution to 32 No employee may contribute to the press or radio or television etc.

press, radio, anything relating to the affairs of the IIFCL without the prior
television etc. sanction of the Competent Authority or without such sanction make
public or publish any document, paper or information which may
come into the possession of the employee in an official capacity.
Employees not 33 No employee shall, without the previous sanction of the Competent
to seek outside Authority in writing, accept, solicit or seek any outside employment
employment or or office, whether stipendiary or honorary including that of the
office office-bearership of a trade union or association of employees not
17
belonging to the IIFCL, without the previous sanction of the
Employment 34 (1) No officer of the IIFCL who has ceased to be in the IIFCL's
after retirement service whether by retirement, resignation or otherwise, shall
within a period of two years from the date from which the
officer finally ceased to be in the service of IIFCL, accept or
undertake a commercial employment except with the previous
sanction in writing of the Chairman.
Provided that an officer who was permitted by the IIFCL to take
up a particular form of commercial employment during his
leave preparatory to retirement or during refused leave shall not
be required to obtain subsequent permission for the continuance
in such employment after ceasing to be in service of the IIFCL.
(2) For the purpose of this Regulation , "commercial employment"

means :
(i) an employment in any capacity, including that of an agent,

under a company, co-operative society, firm or individual
engaged in trade, commercial, industrial, financial or
professional business and also includes a directorship of such a
company and partnership of such firm but does not include
employment under a body corporate wholly or substantially
held or controlled by Government ;
(ii) setting up a practice either independently or as a partner of a

firm, as adviser or consultant in matter in respect of which the
officer who has ceased to be in the services of IIFCL. -
(a) has no professional qualifications and the matters in respect of

which the practice is to be set up or is carried on are relatable to
the official knowledge or experience of the officer, or
(b) has professional qualifications but the matters in respect of

which such practice is to be set up are such as are likely to give
clients of the officer an unfair advantage by reason of previous
official position of the officer, or
(iii) undertaking work involving liaison or contact with the offices
or officers of the IIFCL and/or Government.
Explanation- For the purpose of this Regulation "employment under

a co-operative society" includes the holding of any office, whether
elective or otherwise, such as that of President, Chairman, Manager,
Secretary, Treasurer and the like, by whatever name called in such
society.
18
Part-time work 35 No employee shall undertake part-time work for a private or public
for outside body or a private person, or accept any fee therefor, without the
bodies sanction of the Competent Authority, which shall grant the sanction
only in exceptional cases when it is satisfied that the work can be
undertaken without detriment to the official duties and
responsibilities of the employee. The Competent Authority may, in
cases in which it thinks fit to grant such sanction, stipulate that any
fees received by the employee for undertaking the work shall be paid,
in whole or in part, to the IIFCL.
Employees not 36 (1) An employee shall not absent from his duties without having
to be absent first obtained the permission of the Competent Authority, nor
from duty shall the employee be absent in case of sickness or accident
without without submitting a medical certificate acceptable to the
permission IIFCL;
Provided that in the case of temporary indisposition the

production of medical certificate may, at the absolute discretion
of the Competent Authority, be dispensed with.
(2) An employee who absents from duty without leave or overstays

leave, except under circumstances beyond the control of the
employee for which the employee must tender a satisfactory
explanation, shall not be entitled to draw any pay and
allowances during such absence or overstayal, and shall further
be liable to such disciplinary measures as the Competent
Authority may impose. The period of such absence or
overstayal may, if not followed by discharge under Regulation
17 or termination of service under Regulation 20 or dismissal
under Regulation 46, be treated as period spent on extra-
ordinary leave.
Absence from 37 An employee in Class I and an employee in any other Class, if so

station required by the Competent Authority, shall not absent from station
overnight without obtaining previous sanction from the Deputy
General Manager. Such permission in the case of Deputy General
Managers and other officers in higher grades shall be obtained from
the officer in the next higher grade.
19
Acceptance of 38 An employee shall not solicit or accept or permit any member of
gifts his family or any other person acting on his behalf to accept any
gift from a constituent of the IIFCL or from any employee of
subordinate grade or post.
Giving and 39 An employee shall not

taking dowry (i) Give or take or abet the giving or taking of dowry, or
(ii) demand, directly or indirectly, from the parents or guardians of a
bride or bridegroom, as the case may be, any dowry
Explanation: In this Regulation, the term ‘dowry’ shall have the same
meaning as in the Dowry Prohibition Act 1961.
Restrictions on 40 An employee shall :-

consumption of (a) strictly abide by any law relating to intoxicating drinks or drugs,
intoxicating in force in the area in which the employee may, for the time being,
drinks etc. happen to be posted or on duty.
(b) not be under the influence of any intoxicating drink or drug while
on duty and shall also take care that performance of duties by the
employee is not affected in any way by the influence of such
drink or drug ;
(c) refrain from consuming in a public place any intoxicating drink or

drug
(d) not appear in a public place in a state of intoxication.
(e) not use any intoxicating drink or drug to excess
Explanation : For the purpose of this Regulation, the term ‘public

place’ would include club(even exclusively meant for members
where it is permissible for the members to invite non-member as
guest) bars and restaurants, public conveyances and all other places
to which the public have or are permitted to have access, whether on
payment or otherwise.
Private trading 41 No employee shall engage in any commercial business or pursuit

either on account of the employee or as agent for others, nor act as
an agent for or canvass for business in favour of any person, nor shall
the employee be connected with the formation or management of a
partnership firm or a joint stock company.
Speculating in 42 An employee shall not speculate in stocks, shares or securities or

stocks, shares commodities or valuables of any description
20
etc. and
restrictions on
investments
Provided that nothing in this Regulation shall be deemed to prohibit

an employee from making bonafide investments of the own funds of
the employee in such manner as the employee may wish.
Explanation - Frequent purchase or sale of securities or both of

shares and securities and other investments shall be deemed to be
speculation for the purpose of this Regulation.
Restrictions on 43 (1) An employee shall not borrow money from or in any way place
borrowings and himself under a pecuniary obligation to a broker or an employee
Investments of the IIFCL subordinate in grade or post or any firm or persons
dealing with the IIFCL.
(2) No employee shall make or permit any member of the family of

that employee to make any investment which is likely to
embarrass or influence the employee in the discharge of official
duties.
Explanation: For the purpose of this regulation, the word family

includes any relative ordinarily residing with or dependent on
an employee.
Employees in 44 An employee shall so manage his private affairs as to avoid

debt insolvency or habitual indebtedness. An employee who is in debt
shall furnish to the Competent Authority a signed statement of the
position half-yearly on the 30th June and 31st December every year
and shall indicate in the statement the steps being taken by the
employee to rectify the position. An employee who makes a false
statement under this Regulation or who fails to submit the prescribed
statement or appears unable to liquidate his debts within a reasonable
time or applies for the protection of an insolvency court shall be
liable to dismissal.
Explanation 1 - For the purpose of this Regulation an employee

shall be deemed to be in debt if the total liabilities of the employee,
exclusive of those which are fully secured, exceed his substantive
pay of the employee for twelve months.
Explanation 2 - An employee shall be deemed to be unable to

liquidate his debts within a reasonable time if it appears that, having
regard to the personal resources of the employee and unavoidable
21
current expenses, the employee will not cease to be in debt within a
period of two years.
Prevention of 44 A No employee of the IIFCL shall indulge in any act of sexual

sexual harassment of any woman at the work place.
harassment
Explanation : For the purpose of this Regulation , sexual harassment
includes such unwelcome sexually determined behaviour, whether
directly or otherwise, as
a. physical contact and advances;
b. demand or request for sexual favours;
c. sexually coloured remarks;
d. showing any pornography; or
e. any other unwelcome physical or verbal or non verbal conduct of
a sexual nature.
Employees 45 (1) An employee against whom a case in respect of any criminal

arrested for debt offence is under investigation, inquiry or trial or who is arrested for
or on criminal debt or on a criminal charge or is detained in lcustody, whether on a
charge criminal charge or otherwise, for a period exceeding forty eight
hours. in pursuance of any process of law, may, if so directed by the
Competent Authority be considered as being or having been under
suspension from the date of his arrest or as the case may be, of his
detention, upto such date or during such other period, as the
Competent Authority may direct. In respect of such period, the
employee shall be allowed the payment admissible to an employee
under suspension under sub-Regulation s (5) of Regulation 46.
Explanation: The period of forty eight hours referred to above shall

be computed from the commencement of the imprisonment after the
conviction and for this purpose, intermittent period of imprisonment,
if any, shall be taken into account.
(2) Any payment made to an employee under sub-Regulation (1)

shall be subject to adjustment of pay and allowances of the
employee which shall be made according to the circumstances of the
case and in the light of the decision as to whether such period is to be
accounted for as a period of duty or leave ;
Provided that full pay and allowances will be admissible only if the
employee -
(a) is treated as on duty during such period ; and
(b) is acquitted of all blames or satisfies the Competent Authority

in the case of his release from detention or the detention
22
being set aside by a competent court, that the employee had
not been guilty of improper conduct resulting in his detention.
(3) An employee shall be liable to dismissal or to any of the other

penalties referred to in Regulation -46 if the employee is committed
to prison for debt or is convicted of an offence which in the opinion
of the Competent Authority, either involves gross moral turpitude or
has bearing on any of the affairs of the IIFCL or on the discharge by
the employee of duties in the IIFCL; the opinion in this respect of the
Competent Authority shall be conclusive and binding on the
employee. Such dismissal or other penalty may be imposed as from
the date of his committal to prison or conviction of the employee and
nothing in Regulation 46 shall apply to such imposition.
(4) Where an employee has been dismissed in pursuance of sub-

Regulation (3) and the relative conviction is set aside by a higher
court and the employee is honourably acquitted, the employee shall
be reinstated in service.
Explanation - In this Regulation, committal or conviction shall mean

committal or conviction by the lowest court or any appellate court.
(5) Where the absence of an employee from duty without leave or

overstayal is due to the employee having been arrested for debt or on
a criminal charge or to the employees having been detained in
pursuance of any process of law, the provisions of Regulation 36
shall also apply and for the purpose of that Regulation as so applied,
the employee shall be treated as having absented without leave or, as
the case may be, overstayed, otherwise than under circumstances
beyond the control of the employee .
Penalties 46 (1) Without prejudice to the provisions of other Regulations, an

employee who commits a breach of the Regulations of the IIFCL, or
who displays negligence, inefficiency or indolence, or who
knowingly does anything detrimental to the interests of the IIFCL or
in conflict with its instructions, or who commits a breach of
discipline or is guilty of any other act of misconduct, shall be liable
to the following penalties.
(a) Reprimand ;
(b) delay or stoppage of increment or promotion
(c) demotion to a lower post or grade or to a lower stage in the
incremental scale ;
(d) recovery from pay of the whole or part of any pecuniary loss
caused to the IIFCL by the employee ;
(e) compulsory retirement, provided the employee has reached the
age as specified in Regulation 21 of these Regulations.
23
(f) removal from service, which shall not be a disqualification for
future employment.
(g) dismissal.
(2) No employee shall be subjected to the penalties (b), (c), (d),

(e), (f) or (g) of sub-Regulation (1) except by an order in writing
signed by the Chairman in the case of an officer other than an officer
in Grade ‘A’ or the Chief General Manager in the case of an officer
in Grade ‘A’ and other employees and no such order shall be passed
without the charge or charges being formulated in writing and given
to the said employee so that the employee shall have reasonable
opportunity to answer them in writing or in person, as the employee
prefers, and in the latter case, the defence of the employee shall be
taken down in writing and read out to the employee ;
Provided that requirements of this sub-Regulation may be waived if

the facts on the basis of which action is to be taken have been
established in a court of law or Court Martial or where the employee
has absconded or where it is for any other reason impracticable to
communicate with the employee or where there is difficulty in
observing them and the requirements can be waived without injustice
to the employee. In every case where all or any of the requirements
of this sub-Regulation are waived, the reasons for so doing shall be
recorded in writing.
(3) Notwithstanding anything contained in sub-Regulation (2) or

in any other Regulation , if employees of IIFCL are involved jointly
in an incident and disciplinary proceedings are sought to be instituted
against them and the Chairman is of the opinion that having regard
to the facts and circumstances of the case, the Competent Authority
in respect of them should be the same, the Chairman may direct that
the Competent Authority in such a case shall be the competent
authority in relation to the highest ranking employee involved in the
incident and a common enquiry shall be held into the charges against
the employees concerned and the delegation under sub-Regulation
(4) of the enquiry under this Regulation and the procedure, with the
exception of the final order shall be in favour of the same enquiry
officer.
(4) The enquiry under this Regulation and the procedure with the
exception of the final order may be delegated in case the employee
against whom proceedings are taken is in Class I, to any employee in
Class I who is in a grade higher than such employee and in the cases
of other employees to any employee in Class 'I'..
Provided that if the competent authority, keeping in view the grade of
24
the employee in Class I against whom the proceedings are to be
initiated, considered it necessary to do so, the Inquiry under this
regulation and the procedure, with the exception of the final order,
may be delegated to an outsider from one of the following
categories:-
(i) A retired District or High Court Judge; or
(ii) a practicing Senior Lawyer having practiced law for not less
than 20 years; or
(iii) a retired senior officer of a public sector bank or financial
institution; or
(iv) an enquiry officer nominated by the Central Vigilance
Commission
(5) An employee may be placed under suspension by the Officers

empowered to pass the final order under this Regulation. During
such suspension, the employee shall receive subsistence allowance
equal to :
(i) the substantive pay of the employee plus fifty percent of
allowances thereon for the first six months of suspension : and
(ii) the substantive pay of the employee plus seventy five percent of
allowances thereon for the period of suspension beyond six
months :
Provided that the enhanced rate of subsistence allowance prescribed

under sub-clause (ii) shall be admissible only if the enquiry is not
delayed for reasons attributable to the concerned employee or any of
the representatives of the employee.
Provided further that if no penalty under clauses (b), (c), (d) , (e),(f)
or (g) of sub-Regulation (1) is imposed, the employee shall also be
paid the difference between the subsistence allowance and
emoluments which the employee would have received but for such
suspension, for the period the employee was under suspension and
that, if a penalty is imposed on the employee under any of the said
clauses, no order shall be passed which shall have the effect of
compelling the employee to refund such subsistence allowance. The
period during which an employee is under suspension shall, if the
employee is not dismissed from the service, be treated as period spent
on duty or leave as the Competent Authority who passes the final
order may direct.
(6) Notwithstanding anything contained in this Regulation or any

other Regulation , the following additional provisions shall apply
where it is alleged that an employee has been guilty of corrupt
practices, namely :
25
(i) Where it is alleged that an employee is possessed of
disproportionate assets or that he has committed an act of criminal
misconduct or where the investigation and proof of the allegation
would require the evidence of persons who are not employees of the
IIFCL or where in the opinion of the Chairman, the investigation into
the allegations cannot be conveniently undertaken by the IIFCL, the
investigation into the allegations may, with the approval of the
Chairman, be entrusted to the Central Bureau of Investigation or the
Central Vigilance Commission or any other such agency as may be
approved by the Chairman ;
(ii) if after considering the report on the investigation, the

Competent Authority is satisfied that there is a prima facie case for
instituting disciplinary proceedings against the employee, the
competent authority may send the investigation report to the Central
Vigilance Commission or such other authority as may be decided by
the Chairman from time to time in this behalf, for its advice whether
disciplinary proceedings should be taken up against the employee
concerned ;
(iii) if after considering the advice of the Central Vigilance

Commission or other authority, as the case may be, the Competent
Authority is of the opinion that disciplinary proceedings should be
instituted against the employee concerned, then, notwithstanding the
provisions of sub-Regulation (4), the enquiry under this Regulation
may be entrusted to a Commissioner for Departmental Enquiries or
any other person who may be nominated by the Central Vigilance
Commission for this purpose ;
(iv) the Enquiry Officer shall submit his report to the Competent
Authority and the report shall be forwarded by the Competent
Authority to the Central Vigilance Commission for its advice as to
whether the charge or charges, as the case may be, can be considered
to have been established and the penalty or penalties to be imposed
under sub-Regulation (1) hereof. The penalty or penalties to be
imposed shall be decided by the Competent Authority after
considering the advice of the Central Vigilance Commission.
Explanation – For the purpose of these regulations, an employee

shall be deemed to be guilty of corrupt practices if the employee has
committed an act of criminal misconduct as defined in Section 13 of
the Prevention of Corruption Act, 1988 or the employee has acted for
an improper purpose or in a corrupt manner or had exercised or
refrained from exercising his powers with an improper or corrupt
motive.
26
SECTION 2 - APPEALS
Right to appeal 47 An employee shall have a right of appeal against any order passed
by a superior authority which injuriously affects the interests of
the employee within 45 days from the date of receipt of such an
order.
Appellate 48 An appeal shall lie -

authorities (a) in the case of an officer other than an officer in Grade ‘A’ to
the Board not including the Executive Committee or any
other Committee of Directors
(b) in the case of an Officer in Grade 'A' and other employees to
the Chairman..
Conditions 49 Every appeal shall comply with the following requirements -

which an (a) it shall be written in English or Hindi or if not written in
appeal should English or Hindi, be accompanied by a translated copy in
satisfy English or Hindi and shall be signed;
(b) it shall be couched in polite and respectful language and
shall be free from unnecessary padding or superfluous
verbiage ;
(c) it shall contain all material statements and arguments relied
on and shall be complete in itself;
(d) it shall specify the relief desired ; and
(e) it shall be submitted through the proper channel.
When appeals 50 An appeal may be withheld by the Competent Authority if it –

may be (a) does not comply with the requirements of Regulation 49 ;
withheld or
(b) is illegible or is unintelligible ; or
(c) deals with a matter which does not concern the employee
personally ; or
(d) repeats an appeal already rejected by the authority to whom
the appeal is addressed and does not, in the opinion of the
Competent Authority, disclose any new points or
circumstances which afford grounds for reconsideration ; or
(e) is not preferred within six months of the date of the order
against which the appeal is made and no reasonable cause is
shown for the delay; or
(f) is addressed to an authority to which no appeal lies under
these Regulation s.
Grounds for 51 In every case in which an appeal is withheld the Competent

withholding the Authority shall inform the appellant the fact of withholding the
appeal to be appeal and the reasons for withholding it.
27
communicated
to the appellant
Appeal must be 52 An appeal which is not withheld under Regulation 50 shall be

forwarded to forwarded to the Appellate Authority with the comments of the
the Appellate Competent Authority as soon as possible.
Authority with
due dispatch
No appeal lies 53 No appeal shall lie against the withholding of an appeal by the
against order Competent Authority.
withholding
appeals
Appeal not to 54 Appeals shall not be addressed to the Directors of the Board
be addressed to personally and such action shall be deemed a breach of discipline.
the Directors of
the Board:
Appeals, 55 No employee shall address any appeal, representation or petition

representations to any outside authority or person in respect of a matter pertaining
and petitions to the service of the employee in the IIFCL. Addressing such
not to be appeals, representations or petitions shall be deemed a breach of
addressed to discipline.
outside
authority or
person
Time Limit for 55A An appeal shall be disposed of by the Appellate Authority at the
disposal of earliest opportunity but ordinarily not later than twelve months
Appeals from the date of receipt of the appeal.
Joint petitions 56 The provisions of Regulation s 49 to 55 shall also apply, to the

extent they are relevant, to petitions which concern more than one
employee and are preferred jointly by a class or Group of
employees or by an Association or Union of employees
recognized by the IIFCL. A joint petition shall not be entertained
if it relates to -
(a) a subject on which the Chief General Manager is competent
to pass orders and no application for redress has been made
to the Chief General Manager.
(b) a matter regarding the redress of which a specific procedure
has been prescribed under any Regulation or instruction
issued by the IIFCL ; or
(c) an individual and is not submitted by that individual..
28
CHAPTER -V
PAY, ALLOWANCES AND OTHER CONCESSIONS
SECTION 1 - PAY AND ALLOWANCES
When accrue 57 Subject to the provisions of these Regulations, pay and allowances
and payable shall accrue from the commencement of the service of an employee
and shall become payable on the afternoon of the last working day of
each month in respect of the service performed during the said
month.
Provided that an employee proceeding on any kind of leave other

than extra-ordinary leave for a period not less than one month shall
be paid in advance one month's pay and allowances, if the employee
applies therefor.
When not 58 Pay and allowances shall not be payable for a part of a month to an
payable for part employee who leaves or discontinues service during a month without
of a month due notice unless such notice has been waived by the competent
authority.
When ceases 59 Pay and allowances shall cease to accrue as soon as an employee
ceases to be in service. In the case of an employee who is dismissed
from the IIFCL's service, the pay and allowances shall cease from the
date of dismissal of the employee. In the case of an employee who
dies while in service, the pay and allowances shall cease from the
day following that on which the death occurs.
All employees 60 Every employee shall have a post in one of the grades fixed for each
to be graded of the categories of staff, which will be considered as the substantive
grade of the employee and to which the employee shall revert when
the employee is not -
(a) under suspension ; or
(b) on leave or deputation ; or
(c) holding a temporary or a probationary post or officiating in
another grade.
Adjustment of 61 An employee shall commence to draw the pay and allowances of a

pay and post to which he is appointed as from the date on which he assumes
allowances on the duties of the post if the charge of the post is taken before noon of
change of that day and from the following day if the charge is taken over in the
charge, when afternoon on any day.
takes effect
29
Two persons 62 Except as otherwise provided in these Regulations, no two persons
not to be may be appointed to, or draw the pay and allowances of, a post at the
appointed to a same time.
post at the same
time
Employees on 63 Where an employee is transferred from one post to another, the

transfer employee shall, during any interval of duty between the date of his
handing over charge of the old post and the date of his taking over
charge of the new post, draw the pay and allowances of the old or the
new post, whichever are less."
Admissibility of 64 Allowances shall be payable to employees only if the employees are

allowances actually at the time fulfil the conditions subject to which the
allowances are admissible. .
Overtime 65 (1) Notwithstanding the fact that the whole time of an employee
allowance is at the disposal of the IIFCL, the IIFCL may grant overtime
allowance, not counting as pay, to an employee who is not an officer,
if the employee is required to work on Sundays or holidays or to put
in extra hours on working days in connection with the IIFCL's work.
(2) The rate at, and the circumstances in which such allowance
may be drawn shall be determined by the Board.
Increments 66 (1) In an incremental scale, the increment shall accrue on the

when accrue completion of each specified period of service on each stage of that
scale, whether such service be probationary, officiating or
substantive.
Provided that an employee shall draw the increment on the first day
of the month in which it would fall due irrespective of the actual date
of accrual..
Provided further that –
(i) an increment accruing to an employee during leave of any kind

specified under Regulation 74 except casual leave shall be
granted only from the date of resumption of duty on return from
such leave.
(ii) the date from which an advance or enhanced increment is to be
granted to an employee due to passing of certain examinations
shall be determined in accordance with the relevant rules and
regulations.
(iii) an increment withheld as a measure of penalty shall be granted
only from the date on which the penalty ceases ; and
30
(2) Sanction to draw increments shall be given by the competent
authority.
(3) Where, consequent upon the grant of extra-ordinary leave

without pay and allowances and not counting for increment, the
normal increment is postponed, such postponed increment shall be
granted from the 1st day of the relevant month irrespective of the day
on which it actually falls due; and, in case of initial appointment or
promotion to a higher post, any increment in the substantive or the
officiating grade shall be granted from the first date of the month in
which it falls due even if thereby the normal incremental period of
twelve months is not completed. .
(4) Where an employee is appointed to officiate in a higher grade,

service in the higher grade shall count for increments under sub-
regulation (1) in the substantive grade as well as in the higher grade
and if in between the two grades there is an intermediate grade in
which the employee was officiating or would have been appointed to
officiate had the employee not been so appointed in the higher
grade, also in the intermediate grade.
(5) If an employee officiating in a higher grade proceeds on leave,

such period of leave, inclusive of the day preceding the day on which
the employee reports for duty, if such preceding day is not a working
day, shall count for purposes of increment in the same way as period
of duty in the higher grade, unless directed otherwise by the
competent authority, although in terms of Regulation 60 the
employee would have reverted to the substantive grade with effect
from the date of proceeding on leave.
Explanation: For purposes of this sub-regulation, leave does not

include extraordinary leave without pay and allowances and not
counting for increments.
(6) The period during which an employee is on leave without pay

shall not count for increments unless otherwise specifically
authorized by the competent authority for reasons to be recorded in
writing.
(7) No increment may be withheld except as a disciplinary measure

under Regulation 46 and each order withholding an increment shall
state the period for which it is withheld and whether the
postponement shall have the effect of postponing future increments ;
Provided that if in an incremental scale there is an efficiency bar, an
31
employee shall not draw increments above that bar until certified fit
to do so by the Chairman in the case of officers and by the Deputy
General Manager in other cases. On each occasion on which an
employee is allowed to pass an efficiency bar which has previously
been enforced, the employee shall be placed in the incremental scale
at such stage as the authority competent to remove the bar may fix
provided that such stage shall not be higher than that at which the
employee would have drawn his pay had the bar had not been
enforced and further that no increment granted on the removal of a
bar shall have a retrospective effect.
Premature 67 The Chairman may, in exceptional circumstances, and subject to

increments such general or special instructions as may be issued by the Board
grant premature increment or increments to an employee provided
that the grant of such premature increments to an officer shall
require the approval of the Board in each case.
Refixation of 68 (i) The pay of an employee on appointment on probation, from one

pay-on grade to another, shall be initially fixed at the minimum in the scale
appointment on of higher grade, the difference between the pay so fixed and
probation substantive pay of the employee in the old scale, if the latter be more,
being treated as personal pay;
On (ii) On confirmation in the higher grade, the pay of the employee

confirmation shall be fixed at the stage in the higher grade which is next above the
substantive pay the employee would have drawn in the old grade as
on the date of confirmation if such pay be higher than the pay drawn
by the employee at the time of confirmation in the higher grade.
Officiating pay 69 (1) Subject to such special or general instructions as may be

issued from time to time by the IIFCL, the officiating pay of an
employee shall be fixed in the manner indicated in sub-regulation (2)
and (3).
(2) An employee who is appointed to officiate in a higher grade shall,

on such appointment, draw an officiating pay equal to the difference
between the employee’s substantive pay in the old scale and the
stage in the scale of pay of the post in which the employee is
appointed which is next above the substantive pay in the old scale or
if the employee is already officiating in an intermediate grade, the
employee shall draw an officiating pay equal to the difference
between the pay obtained by the employee in the intermediate grade
and the stage in the scale of pay of the post in which the employee is
now appointed which is next above the pay in the intermediate grade;
provided that when the promotion is of a temporary nature and the
circumstances of the promotion so justify, the Chairman may fix the
32
pay of an employee at an amount less than that admissible under this
Regulation .
(3) If an employee reverts and is reappointed to officiate in that

higher grade, the earlier officiating service of the employee in the
higher grade will be taken into account for fixing the officiating pay
of the employee and for permitting the employee to draw increments
in the officiating grade in terms of sub-regulation (1) of Regulation
66 ;
Provided that the pay to be fixed on such reappointment shall

not be less than the pay drawn by the employee at the time of his
reversion immediately preceding his reappointment.
Refixation of 70 When an employee is transferred from one scale of pay to another

pay on transfer and such transfer does not involve the assumption of duties or
from one scale responsibilities of greater importance, the initial pay of the employee
of pay to on the new scale shall be at a stage which is equal to the substantive
another pay of the employee in the old scale, or if there is no such stage in
the new scale, the stage next below that pay and personal pay equal
to the difference, such personal pay to be drawn until such time as it
is absorbed by subsequent increments in the new scale.
33
SECTION 2 - OTHER CONCESSIONS
Leave and 71 The Leave and Retirement fare concessions shall be admissible to an
Retirement employee in accordance with the scheme as may be approved by the
Fare Board from time to time.
Concessions
Grant of 72 (1) The Board may determine the conditions under which
honoraria, honoraria, special pay or special increments may be granted to an
special pay, employee for graduation or for holding the National Diploma in
special Commerce or for passing the examinations held by an Institute of
increments or Bankers, or for holding or acquiring similar other qualifications.
other
concessions
(2) No concessions, which are not covered by these Regulations,
shall be granted except with the special sanction of the Board.
Domicile 73 (1) Every employee shall on appointment declare in Form C

referred to in Regulation 109, the domicile of the employee in writing
to the Chief General Manager if the employee is in Class I or to the
Deputy General Manager if the employee is in any other class and if
such domicile is not the place of birth, the employee must establish
the same to the satisfaction of the appropriate authority.
(2) No employee who has once indicated the place of domicile

shall be allowed to alter the same unless the employee satisfies the
appropriate authority that the change is necessitated by a bonafide
reason.
34
CHAPTER VI
LEAVE AND JOINING TIME
SECTION-1 GENERAL REGULATIONS RELATING TO LEAVE
Kinds of leave 74 Subject to the provisions of these Regulations, the following

kinds of leave may be granted to an employee ;
(a) Casual leave and special casual leave
(b) Ordinary leave
(c) Sick leave
(d) Special leave
(e) Extra-ordinary leave
(f) Maternity leave
(g) Accident leave
Authorities 75 The power to grant leave shall vest in the Chairman in the case of
empowered to employees in Class I, and, subject to such general or special
grant leave directions as may be issued by the Chairman, in the Chief General
Manager in the case of other employees and, except as provided
in these Regulation s or in any directions issued by the Chairman,
all applications for leave shall be addressed to the authority
empowered to grant leave.
Power to refuse 76 Leave cannot be claimed as of right. When the exigencies of the
leave or recall service so require, discretion to refuse or revoke leave of any
an employee on description is reserved with the authority empowered to grant it,
leave and an employee already on leave may be recalled by that
authority when it considers this necessary in the interests of the
service.
Lapse of leave 77 Leave earned by an employee lapses on the date on which he

on cessation of ceases to be in service.
service
Earlier return 78 Unless he is permitted to do so by the authority which granted the

from leave leave, an employee on leave may not return to duty more than
fourteen days before the expiry of the period of leave granted..
Commencement 79 (1) The first day of an employee's leave is the working day
and termination succeeding that upon which he makes over charge.
of leave
(2) The last day of an employee's leave is the working day
preceding that upon which he reports his return to duty.
Obligation to An employee shall, before proceeding on leave, intimate to the
35
furnish leave Competent Authority his address while on leave, and shall keep
address 80 the said authority informed of any change in the address
previously furnished.
Station to which 81 An employee on leave shall, unless otherwise instructed to the

an employee contrary, return for duty to the place at which he was last
should report on stationed.
return
When medical 82 The authority empowered to grant leave may require an employee
certificate of who has availed of leave for reasons of health to produce a
fitness may be medical certificate from the Medical Officer of IIFCL or any
demanded other qualified medical practitioner acceptable to the IIFCL
before the employee resumes duty even though such leave was
not actually granted on production of a medical certificate.
Leave not 83 Leave may not be granted to an employee under suspension or

admissible to an against whom proceedings are pending under Chapter IV of these
employee under Regulations.
suspension
SECTION 2 – ORDINARY LEAVE

When 84 (1) In the case of employees in Class I, applications for ordinary
applications leave shall be submitted as indicated below:
should be
submitted Period during which ordinary Date before which
leave is required applications should be
submitted
January to March September 30 of the preceding
year.
April to June December 31 of the
preceding year
July to September March 31 of that year
October to December June 30 of that year
In the case of employees other than employees in Class I,
applications for ordinary leave shall ordinarily be submitted at
least one month before the date from which leave is required.
(2) Applications which do not satisfy the requirements of sub-

regulation (1) may be refused without stating the reason.
Scale on which 85 (1) Ordinary leave shall be earned at one-eleventh part of duty.
ordinary leave is
earned. (2) In calculating ordinary leave earned by an employee, an
account shall first be taken of the complete periods of eleven
months during which the employee has been on duty since the
36
date of last return from leave and the employee allowed credit in
the leave account for one month for each period of eleven months
of duty as shall be admissible to the employee under sub-
regulation (1)l thereafter an account shall be taken of the balance,
if any, of the period of duty left over and the employee allowed
credit in the ordinary leave account with one day for every eleven
days of duty rendered.
Fractions of day or ordinary leave earned shall be taken as a full

day, if amounting to half a day or more and shall be ignored if
amounting to less than half a day.
Ordinary leave 86 The ordinary leave due to an employee is the period which the
due employee has earned, diminished by the period of leave actually
taken by the employee.
Limits upto 87 The period of ordinary leave which can be availed by an

which ordinary employee at one time is the actual balance of ordinary leave to the
leave maybe credit of the employee subject to a maximum of ten months.
earned or taken
Provided that if, at least three months before the date on which an
employee shall have earned leave for the maximum period, the
employee has formally applied for leave and the leave has been
refused or the employee has ascertained in writing that leave, if
applied for, will not be granted, such an employee may be
permitted to earn leave in excess of the maximum aforesaid, upto
the date specified by the Chairman.
Pay during 88 An employee on ordinary leave shall draw a pay equal to leave
ordinary leave pay of the employee.
SECTION 3- - CASUAL, SPECIAL CASUAL, SICK,

SPECIAL, EXTRA-ORDINARY, MATERNITY AND
ACCIDENT LEAVE
Casual Leave 89 Casual Leave may be granted upto a maximum of fifteen days in
each calendar year by the authority competent to grant such leave,
provided that not more than seven days of casual leave may be
taken continuously, that the state of work permits and that no
appointment is required to replace the employee on casual leave
and provided that public holidays may not be combined with
casual leave in such a way as to increase the total absence at any
one time beyond ten days, any casual leave which is extended
beyond these limits being treated as ordinary leave in respect of
entire period. Casual leave may not be granted in combination
with any other kind of leave except special casual leave.
37
(2) Notwithstanding anything contained in sub-regulation (1), the
Chairman may authorize the appointment of a substitute for an
employee on casual leave, when a substitute is necessary to carry
out the duties of the post during the absence, however short, of
the employee.
Special casual 90 Notwithstanding anything contained in Regulation 89, the

leave Chairman may permit the grant of special casual leave to an
employee when the absence from duty is necessitated by -
(1) (i) orders from the authorities empowered to issue quarantine
orders not to attend office in consequence of any infectious
disease in the family or household of an employee;
(ii) absence of an employee in Class IV from duty due to his
having sustained bodily injury while on duty and the absence is
supported by a certificate from the IIFCL's Medical Officer or
any other authorized Doctor approved by IIFCL.
(iii) reason of an employee who is a member of the Auxiliary
Force, India; Home Guards, ARP or other Civil Defense
Organization or any other official organization of a similar nature
having to attend an annual camp or a training course ; or
(iv) other exceptional circumstances necessitating the grant of
casual leave in excess of the prescribed limits.
(2) Upto 21 days in any one calendar year when the absence
is necessitated by reason of an employee having to attend as a
delegate a meeting of an Association recognized by the IIFCL.
(3) Upto 45 days in any one calendar year when the absence
is necessitated by reason of an employee participating in sporting
events of national or international importance or any other
sporting event approved by the Chairman.
Explanation 1 - Except in respect of special casual leave

sanctioned in terms of Regulation 90(1) (iv), the total period of
casual leave granted under Regulation 89(1) and the special
casual leave granted under Regulation 90(1) in any one calendar
year shall in no case exceed 30 days and if the grant of leave
under the said Regulations shall result in such total period being
extended beyond 30 days any period of absence in excess of 30
days shall be treated, subject to the provisions of Regulation
91(2) as ordinary, sick, special or extra-ordinary leave as the
employee concerned may request and as may be admissible to the
employee..
Explanation 2 - In computing casual leave under sub

Regulation (1) of Regulation 89 and special casual leave under
38
Regulation 90, intervening public holidays shall not be reckoned
as days of casual leave or special casual leave as the case may be.
Sick and special 91 (1) During the full period of his service an employee may be
leave - limit granted special leave on private affairs for a period not exceeding
upto which may twelve months and sick leave on medical certificate for a period
be granted not exceeding eighteen months and, if considered advisable in the
interest of IIFCL, the Board may grant additional sick leave in
special cases. Special leave shall not ordinarily be sanctioned to
an employee if ordinary is admissible ;
Provided that an employee may be granted special leave if

suffering from a disease requiring prolonged treatment and no
ordinary leave or sick leave is due to the employee and the
employee is also not eligible for advance sick leave ;
Provided further that in the case of an employee, other than an

employee in Class I, the production of medical certificate shall
not be insisted upon if sick leave to be granted does not exceed
four days and the Competent Authority is satisfied with the
bonafide of the reasons for grant of such leave.
(2) In case an employee is absent from duty on account of a

quarantine, the IIFCL may, at the request of the employee, treat
such absence upto a maximum of three months as ordinary, sick
or special leave if such leave is otherwise permissible. Special
leave admissible under sub-Regulation (1) may be availed of even
if ordinary leave is admissible.
When grant 92 The grant of sick or special leave to an employee, other than an
requires sanction employee in Class I, who has already exhausted sick or special
of a higher leave, as the case may be, proportionate to his length of service of
authority the employee, and the grant of special leave to undertake a special
course of study shall require the sanction of the Chief General
Manager. .
Pay during sick 93 Sick and special leave shall be on half leave pay, which in case of
and special leave special leave, shall be reduced, except with the special sanction of
the Board, to one quarter of leave pay after six months.
Provided that where an employee has served the IIFCL for at least
a period of three years, the employee may, on request, be
permitted to avail of, during the full period of service of the
employee, sick leave on leave pay upto a maximum of nine
months, such leave on leave pay being entered in sick leave
account of the employee as twice the period of leave availed of by
39
the employee.
Explanation - For the purpose of this proviso, service includes
continuous temporary service rendered by an employee prior to
confirmation.
Extra-ordinary 94 (1) Without prejudice to the provisions of sub-regulations (2)

leave and (3) of Regulation 36, Extra-ordinary leave may be granted to
an employee by the competent authority when no ordinary leave
is due and when, having regard to the length of service of the
employee, sick or special leave is not considered justified by the
Competent Authority. Except in exceptional circumstances, the
duration of extra-ordinary leave shall not exceed three months on
any one occasion and twelve months during the entire period of
service of an employee.
(2) The Competent Authority may grant extra-ordinary leave

in combination with, or in continuation of, leave of any other kind
admissible to the employee and may commute retrospectively
periods of absence without leave into extra-ordinary leave.
(3) No pay and allowances shall be admissible during the

period of extra-ordinary leave and the period spent on such leave
shall not count for increments :
Provided that, in cases where the sanctioning authority is satisfied

that the leave was taken on account of illness or for any other
cause beyond the control of the employee, it may direct that the
period of extra-ordinary leave may count for increments.
Maternity leave 95 (1) Maternity leave which shall be on leave pay may be
granted to a female employee for a period not exceeding six
months on any one occasion and twelve months during the entire
period of service of the employee.
(2) Maternity leave on leave pay shall also be granted to a

female employee for a period not exceeding six weeks on each
occasion in cases of miscarriage, abortion or medical
termination of pregnancy or for undergoing hysterectomy
operation including the stay at the hospital, provided such
leave is recommended by the attending Physician/Company's
Medical Officer. However, the total period of maternity leave
granted to a female employee shall not exceed twelve months
during her entire service.
(3) The Competent Authority may grant leave of any other

kind admissible to the employee in combination with, or in
40
continuation of maternity leave if the request for its grant is
supported by a certificate from the Medical Officer of the IIFCL
or any other medical practitioner acceptable to the competent
authority.
Accident leave 96 (1) Accident leave may be granted to an employee who

sustains an injury in the course of the performance of duties, for
the period for which leave is certified by the Medical Officer of
IIFCL or any other medical practitioner acceptable to the
competent authority to be necessary for recovery from the injury.
(2) Accident leave would also be admissible to an employee,

who is on official tour in connection with the work of the IIFCL.
Provided that the grant of such leave shall be limited to the

period, which is necessary for recovery from the injury as
certified by the Medical Officer of IIFCL or a Government or
Municipal Doctor, or, any other doctor acceptable to the
(3) The Competent Authority may, at the option of the

employee, grant any other kind of leave as admissible to the
employee for the period so medically certified and also in
combination with or in continuation of any accident leave.
(4) An employee on accident leave shall draw a pay equal to

leave pay for the first four months thereof and half leave pay for
the rest of the period.
SECTION 4 - JOINING TIME
When may be 97 (1) Joining time may be granted to enable an employee to -

granted
(a) join a new post to which the employee is appointed
while on duty in the old post; or
(b) join a new post on return from leave of not more than
four month's duration or, although the duration of leave exceeds
four months, the employee has not had sufficient notice of his
appointment to the new post.
(2) Joining time shall not be granted when no change in the

headquarters of an employee is involved.
41
Pay and 98 The pay and allowances of an employee on joining time shall be
allowances determined in accordance with Regulation 63.
during joining
time
Period for 99 Joining time which may be allowed to an employee shall not
which exceed ten days, exclusive of the number of days spent on
admissible traveling.
How calculated 100 In calculating joining time admissible to an employee, the day on
which the employee is relieved from his old post and Saturday,
Sunday and public holidays following the day of relief, shall be
excluded but the intervening public holidays shall be included in
joining time.
Special casual 101 Where an employee on transfer from one centre to another does
leave in lieu of not avail of the joining time or his joining time has been
joining time curtailed due to exigencies of service of the IIFCL, the
employee may be allowed to avail of the special casual leave in
lieu of joining time to the extent of the unavailed joining time
subject to a maximum of ten days, at any time after reporting at
the new centre but before the completion of a period of six
months from the date of reporting at the new centre or such
extended periods as may be agreed to by the IIFCL provided the
employee had advised the Company to this effect before
proceeding on transfer. Sundays/holidays prefixed to special
casual leave in lieu of joining time shall be excluded but
Sundays/holidays intervening in such special casual leave shall
be reckoned as special casual leave.
Overstayal after 102 An employee who does not join his post within the joining time
joining time allowed to the employee shall be deemed to have committed a
breach of Regulation 36.
42
CHAPTER VII
TRAVELLING AND HALTING ALLOWANCE
Travelling & 103 Travelling & Halting Allowance shall be paid to the employees
Halting according to such rates and such terms and conditions as may be
Allowance approved by the Board from time to time.
CHAPTER VIII
FOREIGN SERVICE
Deputation of 104 The terms & conditions subject to which an employee may be
the Employees permitted to join military service shall be determined by the Board
to join Military
Service
Deputation of 105 Without prejudice to the provisions of Regulation 105 :-
employees to (1) No employee of the IIFCL may be deputed to serve under
other services any other employer without the approval of the Chairman, who shall
determine the duration of such deputation and the terms and
conditions on which the deputation shall take effect;
Provided that no employee may be transferred to foreign service

against the will of the employee.
Provided further that this sub-Regulation shall not apply to the

transfer of an employee to the service of a body, incorporated or not,
which is wholly or substantially owned or controlled by the IIFCL.
43
CHAPTER IX
MISCELLANEOUS
Obligation to 106 Unless otherwise directed by the Board or the Chairman, every
subscribe to the employee shall become a member of the IIFCL Employees'
Provident Fund Provident Fund and shall agree to be bound by the Regulations of
the Fund.
Obligation to 107 It shall be incumbent on every employee bound by these Regulation

subscribe to s to subscribe to any insurance scheme or fund that may be instituted
insurance by the IIFCL for the benefit of its employees and their families, and
scheme or fund to be bound by the Regulations of the said scheme or fund ;
instituted by the
IIFCL Provided that nothing contained in this Regulation shall serve to
curtail any superannuation benefits which may otherwise be
admissible to an employee ;
Provided further that nothing contained in this Regulation shall

require an employee to subscribe to the said scheme or fund if the
employee is exempted from so doing under the rules s of the said
scheme or fund.
Declaration to 108 (1) Every employee to whom these Regulation s apply, or who
be signed by exercises his option to come under them shall subscribe to
the employees declarations in Form ‘A’ and ‘B’ appended.
(2) The declaration referred to in Regulation 73 shall be made by an

employee in Form C appended.
Delegation of 109 In the absence of Chief General Manager, the Competent Authority
Authority shall be Chairman or such other authority as may be appointed by
the Chairman.
Power to 110 The Chairman & Managing Director, or in his absence such
implement authority as may be approved by the Board. may, from time
regulations to time, issue such instructions or directions as may, in his
opinion, be necessary for giving effect to or carrying out the
provisions of these regulations.
Revocation of 111 Any rule, regulation, order, agreement, resolution or other

earlier instrument, or any usage, custom, convention, or practice, governing
rules/regulation any matter dealt with in any of these regulations including
s etc allowances, perquisites and facilities, shall, on the date when such
44
regulations come into force and unless the contrary is provided in
these regulations, shall cease to have effect in regard to such matter.
Provided that these shall not affect the validity of anything done or
any claim arising, prior to that date in pursuance of such agreement
rule, regulation, resolution, other provision or usages, custom,
convention or practice.
Interpretation 112 If any question arises as to the application or

interpretation of any these regulations, it shall be referred
to the Chairman or in his absence to such authority as may
be approved by the Board.
45
FORM 'A'
DECLARATION TO BE BOUND
BY THE STAFF REGULATION S
(See Regulation 108)
Place :- _________________
Date :- __________________
I hereby declare that I have read and understood the India Infrastructure Finance
Company Limited (Staff) Regulations, 2007 and I hereby subscribe and agree to be bound by the
said Regulations.
Name in full :
Designation and
nature of appointment :
Date of appointment :
Signature :
Witness :
Name and Designation :
Signature :
Date :
46
FORM 'B'
DECLARATION OF FIDELITY AND SECRECY
(See Regulation 108)
Place :- ____________________
Date :- _____________________
I do hereby declare that I will faithfully, truly and to the best of my skill and ability
execute and perform the duties required of me as employee of the India Infrastructure Finance
Company Limited (IIFCL) and which properly relate to the office or position held by me in the
said IIFCL.
I further declare that I will not communicate or allow to be communicated to any person
not legally entitled thereto any information relating to the affairs of the IIFCL or to the affairs of
any person having any dealing with the said IIFCL nor will I allow any such person to inspect or
have access to any books or documents belonging to or in the possession of the IIFCL and
relating to the business of the said IIFCL or the business of any person having any dealing with
the said IIFCL.
_____________________
(Signature)
Signed before me
____________________
(Signature)
Name :- Name in full :-
Designation :- Designation :-
47
FORM 'C'
DECLARATION OF DOMICILE
(See Regulations 73 & 108)
Place : _______________
Date : _______________
I, the undersigned, having been appointed to the service of the India Infrastructure Finance
Company Limited (IIFCL), hereby declare _________________________
(Place)
in _____________________ as my place of domicile.
(District)
2. *The above is my place of birth.

or
*The above is not my place of birth. My place of birth is _________________
(Place)
in _______________________ but _______________________ has been declared
(District) (Place)
as my place of domicile for the reasons given below :
__________________________________________________________________
__________________________________________________________________
Name in full : - ________________________________________________________________

Designation and
nature of appointment : _________________________________________________________
Date of appointment : - __________________________________________________________
Signature :- ____________________________________________________________________
* Strike out whichever is not applicable
48
APPENDIX - I
Section – I
PAY AND ALLOWANCES (Officers)
(1) Scales of Pay

There shall be following grades with designations and scales of pay specified against each:-
Sr.
Grade Designation Scale of Pay
No.
1 ‘A’ Assistant Rs.11250–700(11)–18950–EB-700(4)-21750-750(1)-
Manager 22500 (17 years)
2 ‘B’ Manager Rs.13700 – 700(9) – 20000 – EB-700(2) -21400-
750(4)-24400 (16 years)
3 ‘C’ Assistant Rs. 17525 – 700(5) – 21025-800(4) 24225– EB-
General 800(3) -26625 (13 years)
Manager
4 ‘D’ Deputy General Rs.24875 – 800(5) – 28875 (6 years)
Manager
5 ‘E’ General Rs. 26500 – 800(3) – 28900 – 900(3) -31600-
Manager 1000(1)-32600 (8 years)
6 ‘F’ Chief General Rs. 28900 – 900(3) -31600 -1000(4) -35600 (8 years)
Manager
Note: Nothing in these regulations shall be construed as requiring the Company to have at all
times, officers serving in all these grades / scales.
(2) Special Pay

An amount equivalent to the last increment of the scale of pay will be paid as ‘Special
Pay’ to officers in all grades on completion of one year after reaching the maximum of the
respective Scale. The amount of Special Pay will be as under and it will rank as pay for all
purposes (e.g. Dearness Allowance, Superannuation benefits etc.) and will be taken into account
for fixation of pay on promotion.
Sl. No. Grade of the officer Amount

(i) A/B Rs.750/-
(ii) C/D Rs.800/-
(iii) E/F Rs.1000/-
(3) Special Allowance

(i) Private Secretaries in Grade ‘B’ Rs.500/- per month
(ii) Private Secretaries in Grade ‘A’ Rs.400/- per month
1
(4) Increments
The increments specified in the Scales of Pay at (1) above, shall, subject to the sanction
of the Competent Authority, accrue on an annual basis and shall be granted on the first day of the
month in which these fall due.
(5) Stagnation Increment/s
i) Officers in Grades `A’, ‘B’ and `C’ shall draw first stagnation increment, equivalent to
the last increment in their respective scale of pay, after reaching the maximum of the respective
scale of pay and on completing three years of service.
ii) The second stagnation increment will be admissible on completion of three years from
the date of receipt of the first stagnation increment, as above, subject to normal rules.
(6) Increment for CAIIB
(i) An additional increment each shall be granted in the scale of pay for passing Part I of
CAIIB / JAIIB and Part II of CAIIB /CAIB
(ii) Directly recruited Officers who had passed the CAIIB Examination before joining the
Company may be allowed the increment(s) as per para 6(i) above.
(7) CAIIB Allowance
Officers who possess CAIIB/CAIB/JAIIB qualifications shall be granted CAIIB Allowance as

under –
After reaching the maximum of the pay scale and one year after drawl of Special
Pay
i) For Part I Rs. 600/-p.m.

ii) For Part II –Rs. 800/-p.m. (i.e Rs.1400/-p.m. in all)
Entire CAIIB Allowance shall rank for Dearness Allowance and superannuation benefits.
If an Officer who is in receipt of CAIIB Allowance is promoted to next higher scale, he shall be
granted, on fitment, in such higher scale, additional increment(s) for passing JAIIB/CAIIB to the
extent increments are available in the Scale, and if no increments are available in the scale, the
Officer shall be eligible for CAIIB Allowance in lieu of increment(s).
2
(8) Dearness Allowance
(i) Dearness Allowance is linked to the All-India Working Class Consumer Price Index.
Dearness Allowance upto 2288 points of the All-India Working Class Consumer
Price Index (Base 1960=100) stands merged in the pay scales prescribed for the
employees of the IIFCL.
(ii) The employees shall be paid Dearness Allowance for every rise or fall of 4 points
over 2288 points in the quarterly average of the All-India Working Class Consumer
Price Index (Base 1960=100) @ 0.18% of pay.
(iii) Dearness Allowance may be drawn during leave, not being extra-ordinary leave
without pay, provided that the duration of leave does not exceed ten months. The
allowance shall cease after leave for ten months has been availed of. In reckoning the
period of ten months, the intervening period of extra-ordinary leave without pay shall
be excluded.
(iv) For the purpose of calculating dearness allowance ‘quarter’ shall mean the period of 3
months ending on the last day of March, June, September and December. Quarterly
revision in the Dearness Allowance shall be made effective from May, August,
November and February respectively.
Note: There shall be no ceiling on Dearness Allowance.
‘Pay’ for the purpose of Dearness Allowance shall mean basic pay including special pay, and
stagnation increments, increments for CAIIB and CAIIB Allowance and such other pay /
allowance as may be indicated in the Regulations.
(9) House Rent Allowance

House Rent Allowance shall be paid uniformly @ 8.5 % of pay, rounded off to the next higher
rupee, without any ceiling
Note: (i) Officers who have been provided residential accommodation by the Company shall not
be paid House Rent Allowance. The License Fee will be recovered from them @ 1.75 % of pay
at starting stage of the revised incremental scale of pay as applicable to their Grade (viz. Grade
‘A’, ‘B’, ‘C’, ‘D’, ‘E’, ‘F’), rounded off to the next higher rupee. Additional Rent/License Fee
will be recoverable in respect of earning relatives/friends as per the rules to be stipulated by the
Company from time to time.
(ii) Officers staying in their self owned accommodation shall be eligible for House Rent
Allowance to the extent of 150 % of the normal rate of House Rent Allowance, (rounded off to
the next higher rupee)
3
(10) Local Allowance
In addition to any other pay and allowance to which an officer may be entitled to, an officer shall
be eligible for Local Allowance @ 5% of pay (rounded off to the next higher rupee), subject to
maximum as under: -
Officers in Grades ‘A’ to ‘C’: Rs.1000/-p.m.
Officers in Grades ‘D’ to ‘F’: Rs.1200/-p.m.
Local Allowance during Leave

The allowance may be drawn during leave, not being extraordinary leave, provided that the
duration of the leave does not exceed ten months. If the duration of the leave exceeds ten
months, the allowance shall cease after leave for ten months has been availed of. In reckoning
the period of ten months, any intervening period of extraordinary leave shall be excluded.
(11) Family Allowance

Family Allowance shall be admissible at the rate of 4% of pay (rounded off to the next higher
rupee), subject to a maximum of Rs.900/-p.m. for Officers in Grades ‘A’ to ‘C’ and
Rs.1000/-p.m. for Officers in Grades ‘D’ to ‘F’.
(12) Special Allowance on Promotion/Personal Promotion

On promotion from Class III cadre to the post of Officer in Grade ‘A’ or on promotion from a
lower grade to a higher grade in Officers’’ cadre, an officer will be entitled to Special Allowance
as under, from the date of promotion (including personal promotion):
Officers in Grades A, B, C and D Rs.1000/- p.m.

Officers in Grades E & F Rs.2500/- p.m.
On an Officer’s promotion from the present grade to the next higher grade, he will be
eligible for the Special Allowance at the higher rate applicable to the higher grade. In other
words, he will be eligible for only the incremental difference between the lower rate of Special
Allowance applicable to the lower grade and higher rate of Special Allowance applicable to the
higher grade.
The Special Allowance as above will be reckoned for Dearness Allowance and also for
superannuation benefits.
4
(13) Terminal Benefits
(i) Provident fund
Every officer shall become a member of the Provident Fund constituted by the Company,
unless he is already a member of that Fund and shall agree to be bound by the rules
governing such fund. Contribution to Provident Fund by the officer and a matching
contribution by the Company shall be made at the rate of 10% of pay.
(ii) Gratuity
Every officer shall be eligible for gratuity on:-

(a) Retirement;
(b) Death;
(c) Disablement rendering him unfit for further service as certified by a medical
officer approved by the Company;
(d) Resignation after completing ten years of continuous service; or
(e) Termination of service in any other way except by way of punishment after
completion of 10 years of service.
as per the provisions contained in the IIFCL (payment of gratuity) Rules.
Note: If the fraction of service beyond completed years of service is 6 months or more, gratuity
will be paid pro-rata for the period.
5
Section – II
PERQUISITES(Officers)
1. Medical Aid and Reimbursement of Hospitalization Expenses
(i) Medical Aid

Reimbursement of Medical Expenses on declaration basis for outdoor treatment
Officers in Grades A, B, and C Rs.2500/- per annum.

Officers in Grades C+ Rs.3000/- per annum.
Officers in Grades D, E & F Rs.3500/- per annum
Note: Any misuse of this facility by the officer will render the officers ineligible for
reimbursement under the scheme.
(ii) Comprehensive Health Check up Scheme (CHC):-
All Officers in the age group of 40-50 shall be eligible for comprehensive health check up
once in two years and those above 50 years shall be eligible to avail of this facility once in a
year. This facility shall also be available to the spouse of officers in Grade ‘F’ and to
spouses of all the officers above the age of 50 years. The comprehensive health check up is
to be carried out at approved medical centres/hospitals. Maximum ceiling shall be Rs.3000/-
for male employees and Rs.3200/- for female employees. Further it is clarified that spouses
of Grade F officers and of all officers who are themselves above 50 years shall be allowed
CHC.
(iii) Reimbursement of Charges for Medical Treatment / Hospitalization
Room Charges A,B & C 2250/- per day

D&E 3250/- per day
F 4250/- per day
A schedule indicating maximum admissible charges along with medical reimbursement for out
door treatment and hospitalization in respect of Officers and Staff for reimbursement of charges
for medical treatment is at Schedule I.
6
2. Residential / Leased Accommodation
The company may purchase / take on lease accommodation and give the same to the officer or
permit the officer to take accommodation on lease and reimburse the amount to him upto
specified amount and subject to such terms and conditions as may be laid down by the CMD
from time to time. The reimbursement limits for leased accommodation shall be as under:-
Grade Reimbursement Limit per month (Rs.)

A&B 8,000/-
C 9,000/-
C+ 10,000/-
D 11,000/-
E 13,000/-
F 15,000/-
An amount of 1.75 % of initial basic will be deducted as License fee against reimbursement.
3. Reimbursement of Expenditure on Curtains
Category of Officers(Grade) Eligible Reimbursement Amount (Rs.).

F 12,000
E (staying in Company’s / 10,000
Leased accommodation)
These limits are inclusive of all taxes etc. but after allowing discount, if any, on the price of
curtains.
The reimbursement will be due after a period of 3 years from the date of previous purchase /
reimbursement.
4. Reimbursement of Conveyance Charges

(i) Officers maintaining own Motor Car.
Category of Officers(Grade) Litres of Petrol (p.m.)

A&B 110 ltrs
C 120 ltrs
C+ 125 Ltrs
D 130 ltrs
E 140 Ltrs
F 225 Ltrs
(ii) Officers maintaining own Two Wheeler:

Category of Officers(Grade) Litres of petrol p.m.
All officers irrespective of grade 50 ltrs
7
(iii) Officers not Owning / maintaining own Vehicle
Category of Officers(Grade) Amount (Rs. p.m.)

A&B 600/-
C 800/-
C+ 1200 /-
D&E 1200/-
F 2000/-
In addition to (i) and (ii) above, the cost of annual comprehensive insurance of vehicle may be
reimbursed as per actuals, subject to production of documentary evidence.
5. Reimbursement of Maintenance and Repair Charges

Officers who own and maintain a Motor Car may be reimbursed maintenance and repair charges
as under:-
Category of Officers(Grade) Amount (Rs. p.m.)

C 600/-
C+ Rs.1200/-
D, E & F 1500/-
6. Reimbursement of Driver’s Salary

Officers in Grade ‘C+’ (Maintaining own Car): Maximum Rs. 3000/- per month.
Officers in Grade ‘E’ & ‘F’ (Maintaining own Car): Maximum Rs. 3500/- per month
7. Provision of Company’s Car to Officers:

The Officers in Grade ‘D’ and above may be provided with Company’s car and expenses
may be reimbursed as under:-
(i) Reimbursement of Petrol Expenses on Actual Basis subject to maintenance of Log
Book and production of Bills.
(ii) Reimbursement of Maintenance Expenses on Actual Basis subject to production of
Bills.
(iii)Reimbursement of Driver’s Salary on actual basis, with maximum limit of Rs.4000/-
p.m.
(iv) The Officers may be allowed to use the car for personal purposes upto 500 Kms per
month against which Rs.150/- per month may be deducted from their salary.
There shall be ceiling of Rs.4 lakh, Rs. 5 lakhs and Rs. 6.5 lakhs for the cars to be purchased for
officers in Grade ‘D’, ‘E’ and ‘F’ respectively.
8
8. Entertainment Expenses and Club Membership fees-
Reimbursement thereof:
Reimbursement of Official Entertainment Expenditure

Eligibility All officers in the senior management cadre
Limits Category Amount (Rs.)
Grade C+ 3500/- p.a.

Grade D 5,000/- p. a.
Grade D on personal promotion to Grade 10,000/- p.a.
E, Grade E
Grade F 10,000 p.a.
Periodicity Paid on a monthly basis.
Procedure The officer is required to seek reimbursement from the
Company by declaring under regular claims at the beginning
of each calendar year (i.e. in the month of January).
Other Features Limits given above relate to calendar year and thus in case of
promotion of an officer to higher grade, the annual limit at
enhanced rate for the whole year will be allowed instead of on
pro-rata basis, irrespective of the date of promotion.
Further, in the event an officer avails himself of the entire
entitlement and thereafter resigns from the service of the
Company during the course of the year, no recovery on pro-
rata basis need be effected.
9. Facility for Mobile phone / Residential Telephone / Broad Band
Officers / Staff Members may be provided Mobile Phones / Residential Telephone / Broad Band
Facility and reimbursement of Monthly expenses as per requirements subject to following
ceilings:-
Mobile Phone (Call Charges)
Officers in Grade ‘F’ Rs.2500/- per month

Officers in Grade ‘E’, Officer handling Public Relations Rs.2000/- per month
(PR) and EA to CMD / CEO
Officer in Grade ‘A’ to ‘D’ Rs.1200/- per month
9
Residential Telephone (including Broadband)
Broadband
Rentals and taxes for Call Charges Total Limit per
Grade charges per
telephone connection per annum (Rs.) annum(Rs.)
annum (Rs.)
31,200 + Actual
‘F’ Actual 20, 000 11, 200 * Telephone rentals and
taxes
22,200 + Actual
‘E’ Actual 15, 000 7, 200 * Telephone rentals and
taxes
15, 000 + Actual
‘D’ Actual 15, 000 -- Telephone rentals and
taxes
Rentals- Maximum
permissible for 6 bi-
3000 ---
monthly bills @ Rs.
500/- pm
Call charges -@ Rs.
A, B & C Rs. 6174
1.20 per call for the
2880 -----
maximum permissible
2400 calls per annum
Service Charges- @
294 ------
5% of Bill amount
*In addition, additional one time cost toward installation, registration, etc. and service tax
will be paid extra by the Company.
The Claim for reimbursement of telephone charges shall be settled on half yearly basis as
per IIFCL format.
The first claim in the nature of interim reimbursement may be submitted for the purpose,
in the month of October for the half year April- September and for half Year October-
March in April on the basis of declaration to be submitted by the officer as per prescribed
formats.
At the most, 50% of the overall annual limit fixed will be disbursed against the first half
yearly claim.
Submission of original / copy of telephone bills along with reimbursement claim is not
required.
The Officer is required to preserve the bills for a period of two years and the Company
reserves the right to verify the bills wherever considered necessary.
Officers should have Fixed Telephone / WILL based fixed Telephone by DOT / MTNL /
Private Company in his/her own name or in his/her family members name i.e. Spouse,
Parents and Children. In case of married female Officers, the telephone connection could
be in the name of Parents-in-law.
10
10. Facility of Newspaper at the Residence of Officers
All Officers
Eligibility
Limits Category Eligible Amt. (Rs.) p.m.
Officers Gr. - F 900/-
Officers Gr. - E & Grade – D on personal
800/-
promotion to Grade- E
Officers Gr. - D 600/-
Officers Gr. – C+ 550/-
Officers Gr. - C 500/-
Officers Gr. - A & B 400/-
Periodicity The reimbursement is made monthly on a declaration basis.
Each eligible officer is required to give declaration at the beginning of each
Procedure financial year i.e. in the month of April.
11. Household Help
Officers in the Company would be reimbursed an amount to the extent indicated hereunder
towards expenditure incurred for Household help / cleaning at their residence.
Grades of Officers Amount (Rs. p.m.)

Officers in Grade A B & C Rs 1000/- p.m.
Officers in Grade C+ Rs. 1250/- p.m.
Officers in Grade D & E Rs 1500/- p.m.
Officers in Grade F Rs 2000/- p.m.
The amount reimbursable, as above, would be paid on a quarterly basis i.e. January,
April, July and October each year on the basis of the declaration made by the officer to this
effect as per the form prescribed by the Company.
11
12. Leave Fare Concession (LFC)
(i) The officers of the company shall be eligible for Leave Fare Concession on Actual basis
once in two years as per the following rates:-
Travel by rail
Category Entitled class of Distance ceiling (other than place of

travel by Rail domicile
Officers drawing pay of AC Ist class 3900 Kms
Rs 23250/- p.m. and above
Officers drawing pay upto AC IInd class 3900 Kms
Rs 23249 /- p.m.
Travel by Air
(i) Officers in Grade A drawing pay of Rs 23,250/-/- and above and all officers in Grade B
and above will be eligible for visit to any place in India and back by air (economy class) once
in two years. Officers traveling partly by Air and partly by other modes of transportation viz rail
/ road etc. will be eligible for reimbursement of the total amount spent within the limit of
entitlement to be decided on the basis of shortest route from the place of posting to the farthest
point visited i.e. point to point Airfare by Air India (economy class) from the place of posting to
the airport nearest to the farthest place visited and the entitled class rail fare from such airport to
the farthest place visited.
ii) This scheme of air travel will be alternative to travel by rail by their respective entitled
class upto a distance of 3900 kms each way.
1 An officer can claim reimbursement of fares only if he has undertaken at least a

part of the journey by Air for visit to a place in India. The entitlement under this
facility will be to the extent of economy class airfare by the shortest route by
Air India from head quarter to the airport nearest to the farthest place of visit in
India and back plus rail fare by the class of entitlement for further journey by
rail / road etc to the farthest place of visit and back.
2 Where farthest place of visit in India is partly connected by Air India and partly
by any other airlines, the air fare entitlement may be reckoned on the basis of
the Air India economy class air fare by shortest route for the part of the journey
for which Air India is operating flights / services and fare by the economy class
of the other airline concerned for the remaining part of the journey by shortest
route.
12
3 Where the farthest place of visit is not connected by Air India but is connected
by any other airline, the air fare entitlement may be reckoned on the basis of
economy class air fare by shortest route of the airline concerned
4 Air fare entitlement should be determined only by the economy class fare by the
shortest route in terms of serial no. (1), (2) and (3) above, and the air fare for
special services viz., (a) Helicopter service (b) Chartered flight service, (c)
Special Air services fares should not be taken as the basis for determining the
entitlement.
5 An officer may visit the farthest place by any / circuitous route by undertaking
the journey by air / rail / road / provided major part of the claim ( i.e. more than
50% ) is for air travel and the bill will be settled within the entitlement fixed in
terms of serial no (1), (2) and (3) above.
6 An officer may visit the places abroad but his entitlement will be decided on the
basis of the farthest place actually visited by him / her in India. The officer may
travel by any mode in India or abroad provided major part of the journey ( in
India or may be abroad ) is by air.
7 If the officer visits places abroad without undertaking a part of the journey by
air in India, the entire claim of the officer should be settled under the eligibility
for travel by rail for a visit to a place other than place of domicile, i.e. to the
extent of rail fare entitlement for the prescribed distance limit by class of
entitlement.
8 Incidental expenses to the extent upto 25% may be permitted within the total
entitlement to be reckoned as explained in serial no. (1),(2) and (3) above.
9 An officer may perform the journey to the farthest place by shorter / longer
route and / or by different modes of transport by availing of the apex /
concession / discounted air fare facilities offered by the airlines concerned,
within the prescribed limit of entitlement for air fare / rail fare as indicated in
serial no. (1), (2) and (3) above.
10 In case request for grant of advance is received from any officer intending to
avail of LFC by air and to any further place not connected by air as indicated in
his / her advance application, advance may be granted to the extent of
entitlement specified in terms of serial no. (1) (2) or (3) above.
13
As an alternative to Leave Fare Concession Scheme on actual basis, Officers will be eligible for
payment of lump sum fixed amounts towards LFC once in two years as under on declaration
basis:
Grades Lumpsum Amount
Grade A Rs.20,000
Grade B Rs.40,000
Grade C Rs.40,000
Grade C+ Rs. 42,500
Grade D Rs.45,000
Grade E Rs.50,000
Grade F Rs.60,000
i) The scheme on declaration basis will be applicable to all the officers, who have
completed one year of service, including continuous temporary service.
ii) Under the alternate scheme, claims will be settled as per the lump sum fixed amount
indicated against each grade, irrespective of the size of the family. For this purpose the
grade to which an officer has got personal promotion will not be reckoned.
iii) The officers will be eligible to avail the facility once in two years. For this purpose, the
existing LFC Sets of the Officers will continue to be reckoned.
iv) The rules regarding currency of sets, extension of period, combination of two sets, the
requirement of proceeding on leave, applicability to both the spouses working in the
Company etc. under the normal scheme will be applicable, mutatis-mutandi to this
Scheme.
v) Since under the alternate LFC Scheme, claims will be settled without verification of
receipts / evidence for having undertaken the journey, Income-Tax as applicable will be
deducted at source in terms of the relevant provisions of Income-Tax Act, 1961, and the
Rules framed there under and only the net amount will be paid.
vi) The alternate LFC Scheme will run concurrently with the normal LFC Scheme - on
reimbursement basis which is subject to production of bills / evidence. The scheme will
cover claims for journey to any place as per the normal scheme.
14
vii) Officers will have option on each occasion to claim LFC either under the normal
reimbursement scheme or under the alternate scheme. The option once exercised in
respect of a set or two sets, or in combination, will be irrevocable for that / those set /s.
In other words, availment of LFC set partly under the normal scheme and partly under the
alternate scheme is not permissible.
viii) Officers availing of LFC under the alternate scheme will not be eligible for grant of
advance towards LFC incidentals.
13. Encashment of Ordinary Leave:
All the officers shall be eligible for encashment of Ordinary Leave for 15 days once in a
financial year. Encashment of ordinary leave under the modified scheme is not linked to LFC set
period and availment of OL by the officer.
For the purpose of calculating the encashment amount, pay and allowances drawn by the
officer as on the date of receipt of application for encashment of OL will be reckoned.
In the case of Officers, who are not drawing House Rent Allowance, HRA on notional
basis at the normal rate i.e. 8.5% of pay shall be included for encashment of ordinary leave.
Amount of reimbursement made to any officer on probation who has resigned from the service
before his confirmation may be recovered along with other dues before he / she is relieved from
the services.
The amount of encashment will be added to the yearly income and applicable income tax will be
deducted.
14. Reimbursement of Cost of Briefcase / Suitcase / Executive Bag

All officers may be reimbursement, on production of Bill/Cash memo, an amount to the extent
indicated hereunder towards expenditure incurred for purchase of. Briefcase / Suitcase /
Executive Bag.
A,B & C 2000/-
C+ 2500/-
Once in 3 yrs.
D&E 3000/-
F Actuals
The above limits are inclusive of all taxes etc. but after allowing discount, if any, on the price of
Briefcase/suitcase/executive bag. The reimbursement will be made after a period of 3 years from
the date of earlier purchase and after the existing one has become unserviceable.
15
15. Halting Allowance:
All the officers will get Halting Allowance at the following rates:-
Delhi, Mumbai, Kolkutta , Chennai ,Hyderabad & Bangalore - Rs. 1200/- per diem
Other Centers - Rs. 1000/- per diem
If in case, lodging is provided by the company or any other Institution, he will be eligible for
¾ th of the Halting allowance; where both lodging and boarding are provided free of cost, he
shall be entitled to ¼ th of the Halting Allowance.
16. Lodging Charges

Reimbursement shall be made to officers while on tour for stay in Hotels, subject to following
ceilings:
Centre Grade Limit(Rs.) per diem

Lodging Charges - Metros A &B 2500/-
C 3000/-
C+ 3500/-
D 4000/-
E 4000/-
F 4500/-
Other Major Centres * A &B 2000/-

C 2500/-
C+ 3000/-
D 3500/-
E 3500/-
F 4000/-
Other Places A &B 1250/-

C 1750/-
C+ 1850/-
D 2000/-
E 2500/-
F 3000/-
*Other major centres are Ahmedabad, Kanpur, Nagpur, Faridabad, Pune and Capitals of all
States and Union Territories.
16
17. Officers - Reimbursement of Tea, Lunch / Dinner (TLD) Expenses
Reimbursement of expenses incurred by officers on tea, lunch/dinner for working

before/beyond office hours on working days and attending office on Saturdays/ Sundays/
Holidays shall be made asunder (irrespective of working days/holidays) :
a. Minimum 2 hours and upto 3 hours - Rs.75/-
b. Beyond 3 hours and upto 6 hours - Rs.105/-
c. More than 6 hours - Rs.200/-
The consolidated claim may be submitted on monthly basis by 10th of following month
18. Provision of Lunch / Tea to officers
Total Cost (Rs.) ceiling per day Employees contribution under

Annual Membership (AMS) per
month
Officer’s Lunch 40.00 72.00
Tea/ Coffee 4.00 20.00
19. Conversion of unavailed Casual Leave to Ordinary leave:-
The unavailed casual leave (UCL) lying to the credit of the employee at the end of every
calendar year will be converted to ordinary leave in the following manner:-
No. of days of UCL in a calendar year No. of days of credit to Ordinary Leave Account
4 days or less Nil
5 to 10 days Equal Number of days
11 days or more 10 days
17
SECTION – III
LOANS AND ADVANCES
1. Festival Advance
Eligibility All employees having minimum 6 months service.

Entitlement Category Eligible Amount (Rs.)
All full time officers Maximum of Rs.20,000/-
Periodicity The advance is admissible only once in a calendar year for the notified festivals.
Procedure Each eligible officer who desires to avail the advance is required to apply in the
prescribed format
Interest Rate Interest free Advance.
Security Unsecured Advance.
Recovery In ten (10) equal monthly installments commencing from the month followed by the
month in which disbursement is made.
Other Features • The employee will become eligible for drawl of the advance only after the
earlier advance has been paid in full as per its repayment schedule. In case of
prepayment, the next advance shall be due only in the following month after the
month of last (10th) installment of repayment schedule of earlier advance.
• List of notified Festivals, will be circulated by the company
2. Loans for Purchase of Conveyance:
(i) Eligibility: All confirmed officers with minimum of 3 years service in the
Company are eligible for advance for purchase of motor car.
(ii) Quantum: The officers will be eligible for advance equivalent to 35 months’ pay
(pay reckoned as per the existing instructions) subject to ceiling limits as under:
Officer Grade Ceiling Amount

A,B,C Rs.3.00 lakh
D Rs.4.00 lakh
E Rs.5.00 lakh
F Rs.6.00 lakh
(iii)The advance would cover 100% of the cost of the car including insurance, taxes
accessories etc.
(iv) Rate of Interest: The advance will carry interest at 7% p.a.
18
(v) Repayment
a) The recovery of the advance will be made in not more than 200 equal monthly
installments, amount of each installment (excepting the last installment) being
not less than as indicated below:
Loan Amount (Rs. lakh) Monthly Installment Amount

Upto 3.00 Rs.1500/-
Upto 4.00 Rs.2000/-
Upto 5.00 Rs.2500/-
Upto 6.00 Rs.3000/-
b) Interest accrued on advances will be recovered after the principal amount of

advance is fully recovered, as in the case of the existing scheme.
3. Loans for Purchase / Construction of House:
Quantum of Loan 80 times of basic pay maximum.

(All Officers) Rs. 15 lac.
Rate of interest 5% p.a.
Aggregate ceiling i.e. Housing Loan plus Rs. 25 lac.
withdrawal from PF
Period of recovery 360 installments (240 for principal and 120 for
interest amount
4. Consumer Advance:
Eligibility All full time officers with minimum 2 years of service.

The spouse of the employee working in the Company shall also be eligible for
the advance under the scheme, provided it is for different article/s and the
spouse is otherwise eligible for the advance.
Retirement from the Company's service is not due within one year.
Recovery for consumer article advance together with deduction towards
unsecured loans/. Credit Society [excluding membership subscription] does
not exceed 25% of monthly gross emoluments.
All full time officers Maximum of Rs.1,20,000/-
19
Periodicity No second advance shall be granted to an employee unless the previous
advance availed of by the employee has been fully repaid.
In case of prepayment of the previous advance, the second advance will be
admissible only after the normal repayment period of the previous advance is
over.
The advance can be availed of either in one lump sum or in two installments.
Procedure Each eligible officer who desires to avail the advance is required to apply in
the prescribed format
The advance is paid on declaration basis. Employees, however, need to
preserve receipts of goods (bills/cash memo) purchased during the currency of
the advance as the Company would have the right to call for such receipts for
verification.
Interest Rate Bank rate prevailing on the date of disbursement.
Interest is on day-to-day reducing balance basis.
Security The article/s purchased with the assistance of an advance from the Company
under these Rules shall not be pledged, sold, disposed of or parted with,
without the previous approval of the Company in writing, so long as any
portion of the advance received from the Company for it's purchase and/ or the
interest thereon remain outstanding. The article/s acquired from the advance
given by the Company shall stand hypothecated to the Company till the
repayment of advance together with interest thereon is made in full.
The items purchased out of consumer advance are allowed to be maintained by
the officer at the residence where he/she or his/her family members are staying
which may or may not be the same as his/her place of posting and company
reserves the right to inspect the items. In case, an employee is desirous of
keeping the items purchased at a place where the Company does not have an
office, he/she shall necessarily take permission from the Company for doing so
and based on the merits of the case, the competent authority may decide on
granting such permission.
Repayment Principal
• In equal monthly installment from the next month in which the advance is
drawn.
• Recovery is to be made @ Rs. 1700/- p.m.
Interest
• Recovered every month alongwith the Principal instalment from the salary.
• Interest Recovered every month = Total Interest / Number of Instalments.
• Interest for the broken period of the previous month would be recovered
along with the first interest recovery of the loan.
Interest is calculated as under :
Interest = A-(N-1)I x N x R
20
2 100 12
where A = Amount of Advance
N = No. of installments
I = Amount of Installment
R = Rate of Interest
• Weighted Average Rate is calculated where the advance is drawn in steps

if there is a difference in the bank rate at the time of each disbursement.
• In case the employee is due to retire earlier than the normal repayment
period of the advance, the amount of installments will be higher depending
upon the remaining service in the Company.
• In case of prepayment of consumer advance, actual interest is to be
calculated afresh and difference between the aggregated interest already
recovered and the actual interest so worked out is to be collected from the
employee.
• In case there is a change in rate of interest at the time of disbursement /
second installment / further advance, the earlier repayment schedule will
become redundant and recovery shall be effected according to the revised
interest amount worked out.
• If the salary for any month is insufficient to meet the amount of installment
of Principal and Interest, for any reason, the shortfall would then be paid
by the employee separately in that month.
Other Features • Only purchase of new item is eligible.
• There is no restriction on the number of items to be purchased at a time out
of the consumer advance but the cost of each item should not be below Rs.
2,500/-.
• Items eligible for purchase :
Fridge, TV, Tape recorder, Inverter (with battery), Domestic Generator,
VCP, VCR, Personal computer, Air conditioner, Electric /Gas cooking
range, Washing Machine, Steel Cupboard, Essential furniture items like
Sofa-set, Dining Table and Chairs, Vacuum cleaner, Stereo System,
Sewing Machine, Desert Cooler etc.,
Ineligible items : Curtains, musical items like Yamaha / Casio Synthesiser
[ Keyboard], Web Camera, CD writer, Car Stereo, etc.
Note : The items indicated in the list are merely illustrative and not
exhaustive.
• DD Charges incurred, if any, by the Company for making the DDs in
favour of Dealer/ Supplier is to be borne by the employee.
21
5. PC Advance
All confirmed officers of the Company shall be eligible for advance for purchase of PC
once in a career time on the terms and conditions laid down hereunder:
Amount: 90% of the cost of PC and peripherals, subject to maximum of Rs.75,000/-
Rate of Interest: Bank Rate prevailing on the date of disbursement of advance.
Recovery: Not more than 100 monthly installments each being not less than Rs.750/-
6. White Goods Advance
The scheme is for meeting the cost of providing furniture and consumer durables at residence of
the Officers. The salient features are as under:-
(i) Applicable to officers in regular service only. Officers, who are on deputation from
Government / Other institutions to the company and / or contract basis, are not
eligible under the scheme.
(ii) The Company will sanction the amounts to the extent mentioned below to the eligible
officers for purchase of furniture and consumer durables articles. (Articles which are
not durable such as curtains will not be eligible for acquisition under the scheme),and
for the use of articles, the Officers shall pay the Company, the amounts as mentioned
in the recovery column below:-
Grade of Officers Limit(Rs) Recovery *(Annual)(Rs

A&B 40,000 1,380
C 50,000 1,740
D 60,000 1,800
E 60,000 1,800
F 80,000 2,400
* The recovery as aforesaid shall be effected until the book value of the item/s comes down to
Re. 1/-.
(iii) In case of items of furniture, the officers may get the items made by engaging
carpenters. Receipt Bills, etc. shall be produced for having acquired the articles
within 30 days from the date of receiving the amount. Any unutilized amount shall be
refunded promptly.
22
(iv) Further, in order to avail the scheme, the eligible officer will have to undertake to
acquire the items and pay to the Company amount provided under the Scheme.
(v) The Company will take the items acquired under the Scheme by the officers into its
inventory. The items will be taken as having been made available to the Officers
concerned for their bonafide use at their residence.
(vi) The Company may undertake physical verification of the items of furniture as and
when considered necessary.
(vii) The responsibility for proper maintenance and upkeep of the items shall be of the
Officers and no charges or expenses incurred would be reimbursed by the Company
in this regard.
(viii) The items acquired under the scheme shall be required to be purchased by the
Officers, at the book value after adjusting the amount recovered as aforesaid, on their
retirement or otherwise ceasing to be in the service of the Company.
(ix) An Officer shall be entitled to avail of this benefit only once during his entire service.
However, on promotion from one grade to another, an officer will be eligible to avail
of the difference in his entitlement as mentioned above.
(x) Tax liability, if any, under the scheme shall bee born by the officer concerned.
The above allowances, perquisites, and loans / advances are further subjected to such terms
and conditions as may be laid down by the Company from time to time with the approval
of the CMD.
23
APPENDIX - II
Section – I
PAY and ALLOWANCES of Class III Employees in IIFCL
(1) Scale of Pay:
Rs. 5450(1)-220(3)-6110-320(4)-7390-430(4)-9110-530(3)-10700-700(5)-14200 (20 years)
(2) Category of Employees

The employees in Class III shall have the following four categories:
I. Development Assistant (Word Processing/Tel. Operator/Receptionist/ Asstt. Care Taker)

II Care Taker Gr. II
III Development Assistant (Secretarial Services)
IV Industrial Finance Assistant
(i) Category I - Development Assistant

The employees in Category I shall consist of the following posts:
(a) Development Assistant (Clerk)

(b) Development Assistant (Word Processing)
(c) Development Assistant (Word Processing bilingual)
(d) Development Assistant (Tel. Operator/Tel. Operator-cum-Receptionist/)
(e) Asstt. Care Taker
Note: All employees belonging to Clerical Service in Category I (Development Assistant) will
be granted a Special Pay of Rs.600/- p.m. on completion of 9 years of service in Class III.
(ii) Category II - Care Taker Gr. II

Notes:
a) The starting pay of the employees in Category II will be the 5th stage of the scale of pay
i.e.Rs.6430.
b) After reaching the maximum of the scale of pay and on completion of one year thereafter,
employees in Category II will be granted a Special Pay of Rs.910/- p.m. and on
completion of one year thereafter, a further special pay of Rs.1090/- p.m. will be granted
taking the total Special Pay to Rs.2,000/- p.m.
24
(iii) Category III - Development Assistant (Secretarial Services)
Notes
(a) The starting pay of the employees in Category III will be the 6th stage of the scale
of pay i.e.Rs.6750.
(b) The employees in Category III, on completion of specified period(s) after

reaching the maximum of pay scale be granted Special Pay as under:
(i) On completion of one year Rs.910/- per month.

(ii) On completion of two years Rs.2000/- (in all) per month
(iii) On completion of three years Rs.2700/- (in all) per month
(iv) On completion of four yeas Rs.3400/- (in all) per month
(v) On completion of five years Rs.4100/- (in all) per month
(iv) Category IV – Industrial Finance Assistant

Notes
1. The starting pay of the employees in Category IV will be the 10th stage of the scale of
pay i.e.Rs.8250.
(a) The employees in Category IV, on completion of specified period(s) after reaching the
maximum of pay scale be granted Special Pay as under:
(i) On completion of one year Rs.600/- per month.

(ii) On completion of two years Rs. 1300/- (in all) per month
(iii) On completion of three years Rs.2000/- (in all) per month
(iv) On completion of four yeas Rs.2700/- (in all) per month
(v) On completion of five years Rs.3400/- (in all) per month
(vi) On completion of six years Rs.4100/- (in all) per month
(3) Time Bound up gradation in pay and designation:-

(i) The Employee in category I belonging to clerical service i.e. Development Assistant
will be granted timebound upgradation from Category I to Category IV on
completion of 25 years of full time service in Class III.
(ii) The Employee in non clerical service in category I, other than assistant care takers
will be granted timebound upgradation from Category I to Category IV on
completion of 28 years of full time service in Class III.
(iii) On upgradation to Category IV the employees will be designated as Industrial

Finance Assistant.
25
(4) Additional Special Pay
Additional Special Pay would be granted depending upon the pay stage and will vary from
Rs.135 to Rs.575/-.
Pay Stage Additional Special Pay (Rs.)

1st 135
2nd 135
3rd 135
4th 150
5th 150
6th 150
7th 150
8th 170
9th 170
10th 170
11th 210
12th 225
13th 225
14th 245
15th 325
16th 345
17th 365
18th 435
19th 475
20th and above 575
(5) Stagnation Increment:
The employees in Class III shall be eligible for stagnation increment(s) subject to the conditions
as stated hereunder:
A. Employees in Category I
All employees in Category II shall draw five stagnation increments, each equivalent to the last
increment in the scale of pay, for every two completed years of service after reaching the
maximum of the incremental scales of pay and sixth stagnation increment equivalent to the last
increment in the scale of pay on completion of three years after earning the fifth stagnation
increment. The increments will run concurrently with the period applicable for grant of post
scale Special Pay for educational qualifications.
26
B. Employees in Category II
All employees in Category II shall draw first two stagnation increments, each equivalent to the
last increment in the scale of pay, for every two completed years of service after reaching the
maximum of the incremental scale of pay and after drawal of post scale special pay in full. They
shall also draw the third and fourth stagnation increments each equivalent to the last increment in
the scale of pay for every three years of service after earning the second stagnation increment.
C. Employees in Category III & IV
1. A Special Allowance of Rs.700/- p.m. will be payable to all employees in Categories III
& IV on completion of two years after reaching the maximum of the scale of pay and grant of
post scale Special pay in full. 75% of this amount of Rs.700/- will be reckoned for Dearness
Allowance and also for Superannuation Benefits.
2. All employees in Category III & IV shall draw two stagnation increments, each
equivalent to the last increment in the scale of pay, for every three completed years of service
after drawal of Special Allowance, as per the provisions contained above. They shall also draw
the third stagnation increment equivalent to the last increment in the scale of pay on completion
of three years of service after earning the second stagnation increment.
(6) Special Pay (Functional)
Category of Staff Quantum of Special Pay (per mensem)

Development Assistant (Word Processor) Rs.350/- p.m.
Development Assistant (Word Processor) Rs.550/- p.m.
(Bilingual)
(7) Special Allowance (Functional)
Category of staff Quantum of Special Pay (per

mensem)
Development Assistant (Telephone and Reception Services) Rs.210/-
Assistant Care Taker
Care Taker Gr.II
Note: The Special allowance is functional and not admissible during the period an employee is
on leave other than casual leave.
27
(8) Dearness Allowance
(i). Dearness Allowance may be drawn during leave, not being extra-ordinary leave without
pay, provided that the duration of leave does not exceed ten months. The allowance shall cease
after leave for ten months has been availed of. In reckoning the period of ten months, the
intervening period of extra-ordinary leave without pay shall be excluded.
(ii). Dearness Allowance is linked to the All-India Working Class Consumer Price Index.
Dearness Allowance upto 2288 points of the All-India Working Class Consumer Price Index
(Base 1960=100) stands merged in the pay scales prescribed for the employees of the IIFCL.
(iii). The employees shall be paid Dearness Allowance for every rise or fall of 4 points over
2288 points in the quarterly average of the All-India Working Class Consumer Price Index (Base
1960=100) @ 0.18% of pay.
months ending on the last day of March, June, September and December. Quarterly revision in
the Dearness Allowance shall be made effective from May, August, November and February
respectively.
‘Pay’ for the purpose of Dearness Allowance shall mean basic pay including stagnation
increments, Professional Qualification Pay/Allowance and such other component as may be
included in pay as per service regulations.
(9) City Compensatory Allowance:
An employee in Class III shall draw City Compensatory Allowance @ 5% of pay (rounded off to
the next higher rupee), subject to maximum of Rs. 800/- per month.
(10) Family Allowance
rupee), subject to a maximum of Rs.700/-p.m.
(11) House Rent Allowance
House Rent Allowance shall be payable @ 8.5 % of pay, (rounded off to the next higher rupee),
without any ceiling.
28
(12) Transport Allowance:-
S.No. Categories Quantum of Transport Allowance (per

mensem) Rs.
1. Employees in Category I to III 450
2. Employees in Category IV 750
This provision by itself will not preclude the payment of existing allowance of this nature paid as
a result of Government guidelines for blind and physically handicapped employees.
Conveyance allowance to the blind and physically handicapped employees will be reviewed
from time to time on the basis of Government of India guidelines in the matter as applicable to
the Company.
(13) Ex-Servicemen
Fixation of Pay of ex-servicemen employees on appointment in the Company will be done in

accordance with Government guidelines.
(14) Advance Increment(s)/Honorarium/ Special Pay etc. – for Educational

Qualifications
An employee in Class III shall be eligible for grant of advance increment(s) for
graduation, JAIIB/CAIIB/CAIB, PHD Degree etc. as under:-
For passing Graduation - 2 increments

For Passing JAIIB / Part-I of CAIIB - 1 increment
For Passing CAIIB / Part – II of CAIIB - 2 increments
However, at the option of the employee, honorarium as under may be paid in lieu of
increment(s). Option once exercised shall be final.
• JAIIB / Part-I of CAIIB – Rs. 1200/-

• CAIIB / Part – II of CAIIB – Rs. 2000/-
• Ph.D Degree – Rs. 3000/-
29
(15) Special Pay (Post Scale)
1) Employees in Category I
a) After reaching the maximum of the scale of pay an employee in Category I shall be
eligible for Special Pay as under:
Rs.240/- after one year

Rs.480/- after two years
Rs.720/- after three years
Rs.960/- after four years
Rs.1200/- after five years
b) The payment of Special Pay as above is subject to the following limits:
Rs.480/- for graduation

Rs.240/- for JAIIB/Part I of CAIIB or CAIB
Rs.480/- for CAIIB/Part II of CAIIB or CAIB
Rs.720/- for graduation and JAIIB/Part I of CAIIB or CAIB
Rs.1200/- for graduation and Part II of CAIIB or CAIB
The first installment of post scale special pay as above is granted on completion of one year after
reaching the maximum of the incremental scale of pay. The second and subsequent installment
of post scale Special Pay will be granted for intervals of one year each as indicated in Sub-
Clause (a) above.
Note: Graduation will include National diploma in Commerce / Diploma(s) recognized by the
Government of India as equivalent to Graduation.
1. An employee in Class III who becomes Graduate and/ or acquires the qualification of
National diploma in Commerce and/or JAIIB/CAIIB (either or both parts) at a time when he/she
does not have requisite number of increments in the sale of pay to be earned as advance
increments, he/she shall, in the first instance, be granted increments(s) for such qualification(s)
acquired, to the extent available in the scale of pay and in lieu of the remaining increment(s) not
available for being so granted as advance increments he/she shall be granted the first installment
of the Post Scale Special Pay for educational qualifications. Grant of subsequent installment of
Post Scale Special Pay for educational qualifications shall be with reference to the date of grant
of first Post Scale Special Pay for educational qualifications.
30
Provided that in the case of an employee acquiring such qualifications after reaching the
maximum of scale of pay, he/she shall be granted from the date of acquiring such qualifications,
the first installment of Post Scale Special Pay for educational qualifications and the grant of
subsequent installment of Post Scale Special Pay for educational qualifications shall be with
reference to the date of grant of first Post Scale Special Pay for educational qualifications under
this clause.
2. Employees in categories other than Category I.
After reaching the maximum of the scale of pay and drawal of post scale Special Pay in full, an
employee will be granted Special Allowance as under:-
Qualifications Quantum of Special

Allowance (per month)
For Graduation / National diploma in Commerce/ 480
Diplomas recognized by the Government of India as
equivalent to Graduation.
For Part I of CAIIB/CAIB/ JAIIB 240
For Part II of CAIIB/ CAIB 480
Note: Special allowance payable for educational qualification/s as above shall rank for Dearness
Allowance and shall also rank for Superannuation benefits to the full extent (100%).
(16) Subsistence Allowance

An employee placed under suspension is paid subsistence allowance as under:
First 6 months of suspension: Substantive Pay plus 50 % of allowance thereon

Beyond 6 months: Substantive Pay plus 75 % of allowance thereon,
(17) Terminal Benefits
(i) Provident Fund

Every employee shall become a member of the Provident Fund constituted by the
Company, unless he is already a member of that Fund and shall agree to be bound by the
rules governing such fund. Contribution to Provident Fund by the employee and a
matching contribution by the Company shall be made at the rate of 10% of pay.
(ii) Gratuity
Every employee shall be eligible for gratuity as per the provisions contained in the
IIFCL (Payment of Gratuity to Employees) Rules.
31
Section – II
PERQUISITES – Class III (Workmen Staff)
1. Medical Aid and reimbursement of Hospitalization Expenses
(i) Medical Aid (under Private Treatment Scheme)
Reimbursement of Medical Expenses on declaration basis for outdoor treatment

With family Rs.1500/- per annum.
Without family Rs.1300/- per annum
Note: Any misuse of this facility by the employee will render the employee ineligible for
(iii) Reimbursement of charges for medical treatment / Hospitalization
2. Facility for Mobile phone
Staff Members may be provided Mobile Phones Facility and reimbursement of Monthly expenses
as per requirements subject to maximum of Rs.600/- per month.
3. Facility of Newspaper at the residence of Employees Rs.125 per month.
(i) The employees shall be eligible for Leave Fare Concession on Actual basis once
in two years as per the following rates:-
Travel by rail
AC II Tier (excluding Rajdhani & Shatabdi Express trains)
2500 Kms each way (other than place of domicile) once in two years.
32
As an alternative to Leave Fare Concession Scheme on actual basis, employees will be eligible
for payment of lump sum fixed amount of Rs.15,000/- towards LFC once in two years on
declaration basis:
i) The scheme on declaration basis will be applicable to all the employees, who have
indicated above irrespective of the size of family.
iii) The employees will be eligible to avail the facility once in two years. For this purpose,
the existing LFC Sets of the employees will continue to be reckoned.
Scheme.
vii) An employee will have option on each occasion to claim LFC either under the normal
viii) Employees availing of LFC under the alternate scheme will not be eligible for grant of
33
All the employees shall be eligible for encashment of Ordinary Leave for 15 days once in
a financial year. Encashment of ordinary leave under the modified scheme is not linked to LFC
set period and availment of OL by the employee.
employee as on the date of receipt of application for encashment of OL will be reckoned.
Amount of reimbursement made to any employee on probation who has resigned from
the service before his confirmation may be recovered along with other dues before he / she is
relieved from the services.
The employees shall be eligible for Halting Allowance at the following rates:-
Delhi, Mumbai, Kolkata, Chennai, Hyderabad & Bangalore – Rs. 700/- per diem
If in case, lodging is provided by the company or any other Institution, the employee shall be
eligible for ¾th of the Halting allowance; where both lodging and boarding are provided free of
cost, the employee shall be entitled to 1/4th of the Halting Allowance.
7. Provision of Lunch / Tea to employees
Total Cost (Rs.) ceiling Employees contribution under

per day Annual Membership (AMS) per
month
Lunch 26.00 40.00
Tea/ Coffee 4.00 20.00

No. of days of UCL in a calendar year No. of days of credit to Ordinary Leave
Account
4 days or less Nil
34
SECTION – III
LOANS AND ADVANCES
1. Festival Advance
All full time employees Maximum of Rs.15,000/-
Procedure Each eligible employee who desires to avail the advance is required to apply in
Other Features • The employee will become eligible for drawl of the advance only after the
earlier advance has been paid in full as per its repayment schedule. In case of
i) Eligibility: All confirmed employees with minimum of 5 years service in the Company
are eligible for advance for this loan.
(ii) Quantum
Two Wheelers 100% of the cost of vehicle or
Rs.40,000/- whichever is lower.
Motor Car 80% of the cost of the vehicle or Rs.1.60

lakh, whichever is less.
(iii) Recovery
(a) Principal
Two Wheeler Not more than 100 equal monthly

installments, the amount of each installment
(excepting the last installment) being not less than Rs.400/-
35
Motor Car Not more than 200 equal monthly
installments, the amount of each
installment (excepting the last
installment) being not less than Rs.1500/-
ii) Interest Equal monthly installments not

exceeding the amount of installment of
principal repayment, only after the principal is fully repaid.
(iv) Rate of interest:
The advance will carry interest at 7% p.a. -Interest accrued on advances will be recovered
after the principal amount of advance is fully recovered, as in the case of the existing
scheme.
Quantum of Loan 80 times of basic pay minimum 4.50 lac and maximum.
(All Officers) Rs. 10 lac.
Rate of Interest 5% p.a.
Aggregate ceiling i.e. Housing Loan Rs. 25 lac.
plus withdrawal from PF
Period of recovery 360 installments (240 for principal and 120 for interest
amount
Eligibility All full time employees with minimum 7 years of service..

unsecured loans/. Credit Society [excluding membership subscription] does
not exceed 25% of monthly gross emoluments.
36
over.
verification.
portion of the advance received from the Company for it's purchase and/ or
the interest thereon remain outstanding. The article/s acquired from the
advance given by the Company shall stand hypothecated to the company till
the repayment of advance together with interest thereon is made in full.
The items purchased out of consumer advance are allowed to be maintained
by the officer at the residence where he/she or his/her family members are
staying which may or may not be the same as his/her place of posting and
company reserves the right to inspect the items. In case, an employee is
desirous of keeping the items purchased at a place where the Company does
not have an office, he/she shall necessarily take permission from the Company
for doing so and based on the merits of the case, the competent authority may
decide on granting such permission.
Repayment Principal
drawn.
• Maximum Number of Installments : 67
• Minimum amount of Monthly Installment :
Rs. 600/- p.m. for 66 installments & last 67th installment of
Rs. 400/-.
37
Interest
• Recovered every month alongwith the Principal installment from the
salary.
• Interest Recovered every month = Total Interest / Number of Installments.
2 100 12

period of the advance, the amount of installments will be higher
depending upon the remaining service in the Company.
employee.
• If the salary for any month is insufficient to meet the amount of
installment of Principal and Interest, for any reason, the shortfall would
then be paid by the employee separately in that month.
• There is no restriction on the number of items to be purchased at a time
out of the consumer advance but the cost of each item should not be below
Rs. 2,500/-.
38
Ineligible items: Curtains, musical items like Yamaha / Casio Synthesiser
[Keyboard], Web Camera, CD writer, Car Stereo, etc.
Note: The items indicated in the list are merely illustrative and not
exhaustive.
5. PC Advance
Eligibility Minimum 10 years service and retirement is not due within 1

year.
Amount 90% of the cost of PC (inclusive of peripherals and software),

subject to maximum of Rs.75,000/-.
Rate of Interest Bank Rate prevailing on the date of disbursement of advance.
Recovery Not more than 100 monthly installments each being not less than
Rs.750/- from the first salary drawn after the disbursal of advance.
Interest to be recovered in monthly installments of not less than
Rs.750/- (except the last month) from the month following the
month in which repayment of principal has been completed.
Security The PC is hypothecated to the company.
of the CMD.
39
APPENDIX - III
Section – I
PAY and ALLOWANCES of Class IV (Sub Staff) Employees
(1) Pay:
Rs. 4550(1)-110(1)-4660-150(3)-5110-190(3)-5680-240(3)-6400-300(2)-7000-360(3)-8080-
480(4)-10000 (20 years)
(2) Category of Employees
The employees in Class IV shall have the following five categories:
Post
Sl.No. Group
Office Attendant/Office cum Maintenance Attendant

1 I
No Post
2 II
Senior Office Attendant

3 III
Special Office Attendant

4 IV
Driver-cum-Office Attendant
5 V
Note: Time bound upgradation in pay and allowances and designation
(a) Office-cum-Maintenance Attendant (20 years of service) to Senior Office-cum-

Maintenance Attendant (27 years of service) to Special Office-cum-Maintenance Attendant.
(b) Office Attendant (20 years of service) to Senior Office Attendant (27 years of service) to
Special Office Attendant.
(c) Driver –cum-Office Attendant (15 years of service) to Senior Driver-cum-Office

Attendant (25 years of service) to Special Driver-cum-Office Attendant.
40
3. Additional Special Pay
Additional Special Pay would be granted depending upon the pay stage and will vary
from Rs.135 to Rs.240/-.
Pay Stage Additional Special Pay (Rs.)

1st 135
2nd 135
3rd 135
4th 135
5th 150
6th 150
7th 150
8th 150
9th 165
10th 165
11th 165
12th 165
13th 165
14th 180
15th 180
16th 210
17th 210
18th 240
19th 240
20th and above 240
4. Stagnation Increment:
Six stagnation increments, each equivalent to the last increment in the scale of pay for every two
completed years of service after reaching the maximum of the scale of pay.
5. Special Pay
Special pay of Rs.225/- p.m. to be paid to all the employees in Group I after completion of 9
years of service.
Special pay of Rs.300/- p.m.(in all) and Rs.400/- (in all) to be paid to employees in Senior and
Special categories respectively under the time bound upgradation scheme.
Further, the employees placed in Senior and Special categories to be paid Special Allowance
(ranking in full for DA and superannuation benefits) of Rs.250/- (in all) and Rs.600 (in all)
respectively.
41
6. Special Allowance (Functional)
Special allowance Quantum of Special Allowance

Cycle Allowance Rs. 120/- per month
Split Duty Allowance A class IV employee who is placed on split duty or has to attend duty
in different locations on regular basis will be paid a split duty
allowance of RS. 270/- per month which will be in lieu of conveyance
charges for attending to such duties.
Lunch Tea Allowance Rs. 40/- per day (Rs. 25/- for lunch and Rs. 15/- for tea)(for each
working day)
Note: The above Special Allowance is functional and not admissible during the period an
employee is on leave other than casual leave.
7. Dearness Allowance:
(i). Dearness Allowance may be drawn during leave, not being extra-ordinary leave without pay,
provided that the duration of leave does not exceed ten months. The allowance shall cease
after leave for ten months has been availed of. In reckoning the period of ten months, the
intervening period of extra-ordinary leave without pay shall be excluded.
(ii).Dearness Allowance is linked to the All-India Working Class Consumer Price Index.
Dearness Allowance upto 2288 points of the All-India Working Class Consumer Price Index
(Base 1960=100) stands merged in the pay scales prescribed for the employees of the IIFCL.
(iii) The employees shall be paid Dearness Allowance for every rise or fall of 4 points over 2288
points in the quarterly average of the All-India Working Class Consumer Price Index (Base
1960=100) @ 0.18% of pay.
months ending on the last day of March, June, September and December. Quarterly revision
in the Dearness Allowance shall be made effective from May, August, November and
February respectively.
‘Pay’ for the purpose of Dearness Allowance shall mean basic pay including stagnation
increments. Profession Qualification Pay/Allowance and such other component as may be
included in pay as per service regulations.
42
8. House Rent Allowance
House Rent Allowance shall be payable @ 8.5 % of pay, (rounded off to the next higher rupee),
without any ceiling
9. City Compensatory Allowance:

An employee in Class IV shall draw City Compensatory Allowance @ 5% of pay (rounded off to
the next higher rupee), subject to maximum of Rs. 460/- per month.
10. Family Allowance

rupee), subject to a maximum of Rs.435/-p.m. or at the rate of Rs.145/- per child with a
maximum of Rs.435/-p.m.
11. Transport Allowance:

Transport Allowance shall be payable to the employees in base level category/senior category
and special category at the rate of Rs.250/-, Rs.350/- and Rs.450/- respectively.
12. Washing Allowance

Washing Allowance shall be paid to all Class IV employees entitled to supply of liveries at the
rate of Rs.200/- per month.
13. Conveyance Allowance

Conveyance allowance to the blind and physically handicapped employees will be reviewed
from time to time on the basis of Government of India guidelines in the matter as applicable to
the Company.
14. Hours of work and Overtime Allowance
On week days from Monday to Friday 175 % of hourly emoluments

and Saturdays
On Sundays and Holidays 200 % of hourly emoluments
The term “hourly emoluments” for the purpose means Pay (inclusive of Basic Pay, Special Pay,
Personal Pay, Officiating Pay, if any) and Dearness Allowance.
(15) Subsistence Allowance
An employee placed under suspension is paid subsistence allowance as under:

First 6 months of suspension: Substantive Pay plus 50 % of allowance thereon
Beyond 6 months: Substantive Pay plus 75 % of allowance thereon
43
16. Ex-Servicemen
Fixation of Pay of ex-servicemen employees on appointment in the Company will be done in
accordance with Government guidelines.
17. Terminal Benefits
(i) Provident fund

Every employee shall become a member of the Provident Fund constituted by the
Company, unless he is already a member of that Fund and shall agree to be bound by the
rules governing such fund. Contribution to Provident Fund by the officer and a matching
contribution by the Company shall be made at the rate of 10% of pay.
(ii) Gratuity
Every employee shall be eligible for gratuity as per the provisions contained in the IIFCL
(Payment of Gratuity to Employees) Rules.
44
Section - II
PERQUSITES (Class IV)
1. Medical Aid and reimbursement of Hospitalization Expenses
(i) Medical Aid
Reimbursement of Medical Expenses on declaration basis for outdoor treatment,

under Private Treatment Scheme.
With family Rs.1550/- per annum.
Without family Rs.1300/- per annum
Note: Any misuse of this facility by the employee will render the employee ineligible for
(iii) (i) Reimbursement of charges for medical treatment / Hospitalization
2. Facility for Mobile phone
Staff Members may be provided Mobile Phones Facility and reimbursement of Monthly expenses
as per requirements subject to maximum of Rs.600 per month.
3. Facility of Newspaper at the residence of employees Rs.100 per month.
(i) The employees shall be eligible for Leave Fare Concession on Actual basis once in two
years as per the following rates:-
Travel by rail
AC III Tier (excluding Rajdhani & Shatabdi Express trains) 1800 Kms each way
45
As an alternative to Leave Fare Concession Scheme on actual basis, employees will be eligible
for payment of lump sum fixed amount of Rs.6,000/- towards LFC once in two years on
declaration basis:
i) The scheme on declaration basis will be applicable to all the employees, who have
indicated above irrespective of the size of family.
iii) The employees will be eligible to avail the facility once in two years. For this purpose,
the existing LFC Sets of the employees will continue to be reckoned.
Scheme.
vii) An employee will have option on each occasion to claim LFC either under the normal
viii) Employees availing of LFC under the alternate scheme will not be eligible for grant of
46
All the employees shall be eligible for encashment of Ordinary Leave for 15 days once in
a financial year. Encashment of ordinary leave under the modified scheme is not linked to LFC
set period and availment of OL by the employee.
employee as on the date of receipt of application for encashment of OL will be reckoned.
Amount of reimbursement made to any employee on probation who has resigned from
the service before his confirmation may be recovered along with other dues before he / she is
relieved from the services.
The employees shall be eligible Halting Allowance at the following rates:-
Delhi, Mumbai, Kolkata, Chennai, Hyderabad & Bangalore – Rs. 400/- per diem
If in case, lodging is provided by the company or any other Institution, the employee shall be
eligible for ¾th of the Halting allowance where both lodging and boarding are provided free of
cost, the employee shall be entitled to 1/4th of the Halting Allowance.

No. of days of UCL in a calendar year No. of days of credit to Ordinary Leave Account
4 days or less Nil
8. Uniforms & Shoes

Particulars Ceiling on reimbursement Period/eligible items
3 sets of full Raymond’s No.11048501 for shirts and Every two year
shirts & pants No.302824 suitings
Winter Raymond’s Terywoolen in Navy Blue colour. Once in two years one safari type suit.
Shoes Rs.900/- (inclusive of taxes) Once in two years, towards cost of one
pair of shoes and four pairs of socks and
one pair of sandals / chappal to female
employees..
Note: In case quality mentioned is not available, any other similar product available in market
may be purchased. Ceiling of expenditure on certain items shall be decided on year to year
basis.
47
SECTION – III
LOANS AND ADVANCES
1. Festival Advance
Procedure Each eligible employee who desires to avail the advance is required to apply in the
prescribed format
Other Features • The employee will become eligible for drawl of the advance only after the earlier
advance has been paid in full as per its repayment schedule. In case of

i) Eligibility: All confirmed employees with minimum of 5 years service in the Company
are eligible for advance for this loan.
ii) Quantum
Two Wheelers 100% of the cost of vehicle or Rs.40,000/- whichever is lower.
Motor Car 80% of the cost of the vehicle or Rs.1.60 lakh, whichever is less.
iii) Recovery
(a) Principal
Two Wheeler Not more than 100 equal monthly installments, the amount of each
installment (excepting the last Installment) being not less than
Rs.400/-)
Motor Car Not more than 200 equal monthly installments, the amount of each
installment (excepting the last installment) being not less than Rs.1500/-
(b) Interest Equal monthly installments not exceeding the amount of

installment of principal repayment, only after the principal is fully
repaid.
48
iv) Rate of interest: The advance will carry interest at 7% p.a. -Interest accrued on advances
will be recovered after the principal amount of advance is fully recovered, as in the case
of the existing scheme.
Quantum of Loan 80 times of basic pay minimum 4.25 lac and maximum.
Rs. 10 lac.
Rate of interest 5% p.a.
Aggregate ceiling i.e. Housing Rs. 25 lac.
Loan plus withdrawal from PF
Period of recovery 360 installments (240 for principal and 120 for interest
amount
Eligibility All full time employees with minimum 7 years of service..
unsecured loans/. Credit Society [excluding membership subscription] does not
exceed 25% of monthly gross emoluments.
with minimum 7 years of
service.
over.
verification.
49
portion of the advance received from the Company for it's purchase and/ or the
interest thereon remain outstanding. The article/s acquired from the advance
given by the Company shall stand hypothecated to the company till the
repayment of advance together with interest thereon is made in full.
The items purchased out of consumer advance are allowed to be maintained by
the officer at the residence where he/she or his/her family members are staying
which may or may not be the same as his/her place of posting and company
reserves the right to inspect the items. In case, an employee is desirous of
keeping the items purchased at a place where the Company does not have an
office, he/she shall necessarily take permission from the Company for doing so
and based on the merits of the case, the competent authority may decide on
granting such permission.
Repayment Principal
drawn.
• Maximum Number of Installments : 67
• Minimum amount of Monthly Instalment :
Rs. 600/- p.m. for 66 instalments & last 67th installment of
Rs. 400/-.
Interest
• Recovered every month alongwith the Principal installment from the
salary.
• Interest Recovered every month = Total Interest / Number of Instalments.
2 100 12
50
period of the advance, the amount of installments will be higher depending
upon the remaining service in the Company.
employee.
• If the salary for any month is insufficient to meet the amount of installment
of Principal and Interest, for any reason, the shortfall would then be paid by
the employee separately in that month.
• There is no restriction on the number of items to be purchased at a time out
of the consumer advance but the cost of each item should not be below Rs.
2,500/-.
Ineligible items : Curtains, musical items like Yamaha / Casio Synthesiser
[ Keyboard], Web Camera, CD writer, Car Stereo, etc.
Note : The items indicated in the list are merely illustrative and not
exhaustive.
51
5. PC Advance
Eligibility Minimum 10 years service and retirement is not due within 1 year.
Amount 90% of the cost of PC (inclusive of peripherals and software), subject to

maximum of Rs.75,000/-.
Rate of interest Bank Rate prevailing on the date of disbursement of advance.
Recovery Not more than 100 monthly installments each being not less than Rs.750/-
from the first salary drawn after the disbursal of advance. Interest to be
recovered in monthly installments of not less than Rs.750/- (except the last
month) from the month following the month in which repayment of
principal has been completed.
Security The PC is hypothecated to the Company.
of the CMD.
52
MEDICAL SCHEDULE – I
(Reffered in Appendix-I)
1
APPENDIX
INADMISSIBLE DRUGS
Note: - The items indicated in this list are merely illustrative and not exhaustive.
Aloevera preparations lodex

Arovix Liv 52(admissible only in
Hepatitis)
Almond oil Milk of Magnesia
Anacin Moov
Arrowroot powder Mouth paint
Baby Oil Mouth wash
Boroline Nebuliser
Bournvita Neko Soap
Burnol Nivea Cream
Caladryl Lotion Nycil powder
Catheter (admissible only in Hospitalised Olive Oil
cases)
Ovaltine
Protein
Chyavanprash Protein powder
Clearasil Sacharine
Complan Saridon Tabs
Septdillin
Corn cap. Shampoo
Dental paste Sloan’s Ointment
Dettol Spacer
Diapers Speman Forte
Dietary supplements Spuriline
Elasto Crepe bandage / Collar/ Knee Sunscreen cream of any
Cap/ Anklet prescribed by GMP Brand
Eno Fruit salt Tentex Forte
Eskamel skin Ointment Threptin Biscuits
Glucosamine & chondroitin Uni Salt
Gasex Urosac bag (admissible
only in
Gelusil Hospitlisation cases)
Gensug
Ginkone capsule
Glucose powder (admissible only in Vicks Formula 44
Jaundice) Vicks Vaporub
Gripe Water Any Advertisement Product
2
ANNEXURE – I
Schedule Of Reimbursement Of Stoppage

Charges In The Case Of Hospitalisation
For the treatment taken in any public Trust, Selected Charitable,

Municipal, Government Approved Hospitals or any Private Nursing Home
at all Centres
(A) FOR OFFICERS:
Maximum admissible per day (Rs)
Category of officers Room charges Narration
Grade ‘F” 4250 First Class
Grade ‘D & ‘E’ 3250 Special II
Grade ‘A” B’ &C’ 2250 Ordinary II
(B) FOR EMPLOYEES IN CLASS III & IV:

1. Rs. 1200/- per diem. Under MAF 75% of the difference upto
the next higher grade is applicable (i.e. Rs 1987/-)
2. ICCU/ICU and other charges will be reimbursed at actual,

subject to Company’s approval. Stoppage charges include
Administration registration charges, room rent, service
charges, nursing charges, ward boy charges, injection
administration charges.
3. Letter of admission:
Letter will be issued for admission of Approved Hospitals. However,
in case, inadmissible amount of earlier for hospitalization is not paid
3
to the company, the company reserves the right of not issuing LOA
for further treatment
4. Special Nursing Charges:

The charges for engaging a special nurse are reimbursed only when
their services are considered essential by the attending physician/
surgeon of the hospital/ nursing home where the treatment is taken.
Special Nursing charges may be reimbursed for a period upto four
weeks. But prior approval of Company should be obtained in case
the period of engaging special nurse extends beyond one week.
Special nursing charges may be reimbursed upto a maximum of:
(i) Officers: Rs. 220 per shift

(ii) Workmen Employees: Rs. 160 per shift
5. Surcharge (for all categories of hospitals):

(i) Officers : Upto 20%
(ii) Workmen Employees: : Upto 20%
4
ANNEXURE –II OF MEDICAL REIMBURSEMENTS
Schedule of Reimbursement of Charges

for the various categories of operations classified below
(Operation charges includes surgical fees + theatre charges + anesthesia

charges + consumables used in theatre except Joint Replacement
Surgery)
Amount in Rs.
Category of Officers/ Supra Major Major Operation Less Major Minor Operation
Workmen Employees * Operation
Officers in Grade F 1,00,000 50,000 45,000 20,000
Officers in Grades D;&”E’ 78,000 39,000 30,000 10,000
Officers in Grades ‘A; B &’ C 62,000 31,000 23,000 8,000
Class -III & IV 34,400 17,200 11,200 5,300
Particulars : R.G. Stone Officers “D, E, & F’’ Officers Class III/IV
Urological Institute A,B & C
Operation Charges 33, 000 31,000 24,000
(ESWL)*
Stoppage 3,000 2,000 700
*Prostrate charges will be reimbursed as per supra Major Opera
5
ANNEXURE II (contd.)
CLASSIFICATION
Supra Major Major Less Major Minor Operation

Operation Operation Operation
Cancer
surgeries
HEAD Brain surgeries, Exploration NIL Scalp injuries of
Intra borehole, R.F. nature requiring
cranial Lesion for stitches under
Lesions, trigeminal general anaesthesia,
Elevation neuralgia, big size dermodcyst
of facial nerve requiring excision
depressed decompression under general
fracture, anaestesia.
cranioplasty, Application of skull
steotaxic traction, removal of
Biopsy , shunt, nerve muscle
Surgery for biopsy tenotomy,
plasticity, isertion of central line
(including excision scalp
laproscopic dermold under G.A
Surgery ) lumbar drain.
EYES Enucleating of Cataract with IOL Correction of
eye-Ball. Major implant ectropion and
squint Decryocystectomy, entropion
Corneoplasty cataract surgery
including cost (either Pheco or
of Donor conventional),
cornea. Retinal squint correction
tear, surgery for ptosis,
Keratoplasty or surgery for corneal
corneal tear suturing
grafting, simple enucleation,
retinal removal of silicon
detachment fol, Iridectomy.
(buckling,)
simple
vitrectomy for
vitreal infection
hemorrhage,
glaucoma
surgery.
6
ANNDXURE II (contd.)
CLASSIFICATION
Supra Major Major Operation Less Major Minor

Operation Operation Operation
ENT Parathyroidectomy Radical Tonsil & Turbinectomy
Mastoidectomy, adenoid under general
Fenistration, Removal anaesthesia,
Laryngectomy, Deviated Nasal
Thyroidectomy, Cald Nasal Septum Polypectomy,
Wel Luck Operation, Resection, Nasopharyngos
Harelip, Cleft Palate S.M.R/ copy, Posterior
repair, Functional Tracheostomy, nasalpacking
endoscope sinus Microlaryngosc under GA.
surgery (FESS), opy/vocal cord
Tympanoplasty,Stap biopsy.
edectomy,Septoplast
y.Wide excision of lip
for basal
cells/squameous cell
carcinoma, operation
for hair lip, operation
for cleft palate,
partial
Laryngectomy,
partial
Thyroidectomy
(Hemi), partial
glossectomy, partial
Mandibulectomy,
parotid gland
removal, surgery for
temperomandibular
joint, mastoidectomy,
Raddical neck
dissection.Submandi
bular lymph or
slavery,gland
excision.
7
CHEST Vascular surgeries, Mastectomy in Gynecomastia Pleural tapping
Oesophagus, woman, mastectomy in males. under general
Heart, (all type), anaesthesia,
Pneumonectomy, Thoracotomy, Temporary
Lobectomy, Mediastinal Surgery, pacemaker
Thorecoplasty, Lung biopsy (Open implantation,
Lung Abscess, cyst Thoracotomy), Intercoastal
in the lungs, Embolectomy. drainage,
Permanent Lumpectomy,
pacemaker Lymphnode
implantation (PPI) biopsy from the
excluding cost of neck under GA,
pacemaker. Excision of
Congenital H.D, lymph nodes
Valve replacement, from axilla/neck
Open Heart surgery
except By-Pass
surgery.
8
CLASSIFICATION
Supra Major Operation Less Major Minor

Major Operation Operation
Operatio
n
ABDOMEN Surgery Pilonidul sinus Appendix, Stretching of
on liver, surgery, surgery on Intpiles Fistula in anal canal/Anal
spleen, gall bladder, stomach, ano, sphinterotomy
pancreas, duodenum , intestine, Fistulectomy, (for piles,
any colon, rectum, and Haemorrhoidect fissure),Lord’spr
cancer laprotomy, exploratory omy, (piles ocedure for
surgery laparotomy, operation), piles operation,
colostomy, closure of liver biopsy,
cholecystectomy colostomy, rectal biopsy,
including laprascopy, excision of excision of
suturing of fissure, polyp, excision
pepticular/intestinal operationfor of breast lump-
perforation, drainage varicose vein, lumpectomy.
of subphrenic skin grafting,
abscess,excision of excision for
tumors with skin thyroglossal
grafting, repair of fistula/cyst,
faecal fistula, surgery A.V.Fistula.Unila
for pyloric stenosis teral Inguinal
(Operation gastro hernia.
jejunostomy or jejuno-
jejunostomy), surgery
for achalasia cardia,
surgery for rectal
prolapse, Groine node
dissection, Inguinal
hernia operation–
bilateral (including the
cost of mesh)-
strangulated Hernia.
9
CLASSIFICATION
Operation
GYNAECO Any Hysterectomy, Ovarian Diagonostis D & C with
LOGICAL Cancer Cyst. Myomectomy for laproscopy biopsy report. D
surgery Fibroids, for pelvic & C with
viz. Ectopicgestation, Total inflammatio polipectomy
Radical Hysterectomy (Vaginal n and cervical
Hysterecto or Abdominal) with or Endometrio polypectomy/
my without bilateral sis, cervical biopsy
salphingo Cystoceole + Diathermy
oopgerectomy, with anterior cautary under
Myomectomy(for repair, GA, vagina cyst
Fibroids) surgery for rectoceole removal,
ectopic pregnancy, with cervical biopsy,
V.V.F. repair (vasico posterior fenton
vaginal fistula repair), repair, operation,
ovarian cyst removal, ovariancyst perineal
surgery for chocolate with abscess.
cysy of ovary bigger cytology of
than 2 inches diameter fluid,
supported by previous conebiopsy
sonography, operative of cervix of
laparoscopy- e.g. suspected
Adhesionolysis. Any carcinoma
abdominal gynaec in Situ. ,
surgeries done by operation
laproscopy. Surgery for third
charges include cost degree
of laproscopy and perinean
material used in OT. abscess
due to low
fistula in
ano.
Laproscopic
steralisation
with or
without
MTP.
10
ANNEXURE II (contd.)
CLASSIFICATION

Operatio
n
ORTHOPAEDIC Knee Major amputation Open Internal Simple
replaceme Method surgery for fixation fractures which
nt, Open Compounded fractures, (small requires
Joint Slip disc, fracture neck bone), reduction,
surgery Femor, internal fixation synovial plaster under
on Hip, long bone with or biopsy, GA (including
Shoulder, without bone grafting, psoas plaster cost),
elbow, external fixation of long abscess manipulation
ankle, bone (lizarov) including drainage, under GA,
Pelvic cost of plates, screws, skin trigger finger
bones, etc., limb amputation, grafting, release, carpal
cranium surgery for contracture tunnel release,
Spinal disarticulation of any release, dedridement
cord etc. joint (hip, knee, elbow, bone and suturing
(excluding wrist, ankle, etc.), grafting, under GA,
cost of congential deformity – Diagnostic removal of
implant) correcective surgery arthroscopy implant, plates,
(CTEV), polio surgery screw, under
with tendon transfer, GA,
high tibial osteotomy/ amputation of
corrective osteotomy, digit, closed
bone tumor excision reduction and
(non-malignant), plastering
patellectomy. Any under GA
arthoroscopic surgery including cost
of plaster
material
supplied by the
doctor, incision
and drainage
under GA,
excision of
ganglion, K-
Wire fixation.
11
Classification Annexure II (contd)
Supra Major Major Less Major Minor

Operation Operation Operation Operation
SKIN Lipoma of big
size, deep,
dermoid cyst,
deep perianal
abscess-all
requiring to be
done under
GA
Note: GA – General Anesthesia.
12
ANNEXURE III OF MEDICAL REIMBURSEMENTS
CHARGES FOR Grade Grade Workmen

PHYSIOTHERAPY D, E, F A, B, C Employees
TREATMENT
Ultrasonic therapy 240 120 96
Pelvic or cervical traction 150 120 96
Pelvic or cervical exercises per 150 120 96
sitting
Cervical traction with Short- 210 150 120
wave diathermy +exercises
Wax bath with exercises 210 120 96
Postural drainage with 150 120 96
Exercises
Paradic foot bath with Exercises 150 120 96
Paradic Galvanic or Sinusidal 240 150 120
Stimulation
Plain Exercises (Passive) for 150 90 72
orthopaedic and
paralytic cases
SWD (short wave Diathermy) 270 180 144
cum exercise per sitting
SWD (short wave Diathermy) – 150 120 96
per sitting
RADIOLOGICAL CHARGES
X-Ray per film (large film) 300 250 160
Portable X- Ray 450 300 240
IVP including cost of contrast 3,100 2,300 1,840
Radium treatment / to be reimbursed in full as the same
Chemotherapy is for treatment of cancer
Mammogram [Cost of 8 X-Ray 2,400 1,600 1,280
plates admissible (maximum) ]
Barium meal follow-up 2,400 1,200 960
treatment (including cost of dye)
13
ANNEXURE IV OF MEDICAL REIMBURSEMENTS
Grade Grade Workmen

D, E, F A, B, C Employees
NUCLEAR INVESTIGATION
Ria T3 & T4 1,200 800 640
Cardiac Scan (MUGA) 2,100 1,450 1,160
RIA-TSH 650 450 360
Liver Dynamics 1,575 1,050 840
Lung Scan 1,125 750 600
Bone Scan 1,750 1,250 1,000
Thyroid Scan 550 450 360
OTHER INVESTIGATION
ECG (Electro-cardiogram) 200 150 120
EEG (Electro-encephalogram) 1,275 850 680
EMG/BAER/VEP/SSEP 2,175 1,450 1,160
Speech Therapy 150 100 80
Audiogram with chart 300 200 160
2D Echo Cardiography with 1,950 1,500 1,200
colour Doppler
Holter Monitor 1,900 1,300 1,040
Stress & Strain Test 1,400 950 760
Stress Thellium 8,500 5,500 4,400
CT Angio 10,000 10,000 8,000
Electrophysiology study 30,000 28,000 22,400
Radiofrequency Ablation (scan) 44,000 40,000 32,000
Grade Grade Workmen

D, E, F A, B, C Employees
SONOGRAPHY : (Except for
pregnancy)
Upper Abdomen / KUB / Chest / 1500 850 680
Any single site
Whole Abdomen including Pelvic 2000 1400 1120
Thyroid/pelvis sonography 1200 600 480
Portable sonography 1800 1000 800
Color Doppler Single limb (artery 2500 1600 1280
/ vein)
Urinary Tract with Prostratic 2000 1400 1120
Prob. Exam. Routine
RADIATION ONCOLOGY :
14
Radiation Therapy (per sitting) Full reimbursement in case of
cancer treatment
Cobalt Tandam Full reimbursement in case of
cancer treatment
Cobalt Bomb Full reimbursement in case of
cancer treatment
URODYNAMIC LABORATORY
TEST
Uroflometry 800 550 440
Gas Cystometry 1800 1200 960
Sphincteromygraphy 1500 1000 800
Profilometry 800 550 440
Sacral Evoked Response 1800 1200 960
PULMONARY FUNCTION TEST
:
Spirometry / Bronchodilator 750 500 400
Lung Volume (TLC, FRC, RV) 525 350 280
Complete PFT 1300 900 720
Diffusion Capacity 400 300 240
Bronchial Provocation Test 1500 1000 800
ARTIFICIAL KIDNEY UNIT :
Haemodialysis 2000 1250 1000
Peritoneal Dialysis 4000 2100 1680
OPTHALMOLOGY
PROCEDURES
Orthoptic Clinic Charges :
Fluorescien angiography 2250 1500 1200
Yag Laser 2250 1500 1200
Argan Laser 2250 1500 1200
Visual field /Perimetry 450 300 240
Eye Tension (each sitting) 150 100 80
A Scan 750 500 400
Optical Coherence Tomography 3750 2500 2000
[OCT] [Per Eye]
Fluroscopy 750 500 400
Spectacles / lens 500 350 280
Others
Hearing aid [per ear] ONLY for 6000 5000 4000
employees, dependent spouse &
children
Nebulisation (per session) 80 70 56
Pleural Tapping* (new) 2800 1600 1280
15
Peritonial tapping* (new) 1000 800 640
Bone marrow aspiration & biopsy 900 800 640
*
Lumber puncture 1000 600 480
Electro Convulsive Treatment 780 650 520
[ECT] – per sitting
* Includes doctor’s charges, procedure charges and
materials used
ANNEXURE IV (contd.)
Grade Grade Grade Workme

F D, E A, B, C n
Employe
es
C.T.SCAN*
Head 3350 2850 2300 1840
Body Region (Chest/Abdomen) 3800 3100 2700 2160
/HRCT
Extended Study of each Body 2200 1800 1600 1280
Region
I.V. Contrast for Head 450 450 450 360
Enhancement Study
I.V. Contrast for Body 700 700 700 560
Enhancement Study
I.V. + Oral Contrast 1000 1000 1000 800
Enhancement
Study (Abdomen/Pelvis)
Brain Spect Study 4000 4000 3000 2400
For Planning :-
Densitometry Bone 1500 1500 1200 960
C.T. Guided Biopsy (incl CT 5200 4200 3000 2400
scan)
C.T. Guided Biopsy (excl CT 2200 1950 1500 1200
scan)
MAGNETIC RESONANCE
IMAGING (MRI)
Head & other region 7300 6300 5300 4240
Bone Joints 7000 5500 5000 4000
MRI Angio/ Cardiac Study/ 7300 6300 5300 4240
16
Chest
Abdomen / Spine 7300 6300 5300 4240
Contrast 2600 2600 2600 2080
SURGICAL INVESTIGATION : Endoscopy :- (includes theatre,

Anaesthetist doctor’s Charges and use of endoscope)
Bronchoscopy/Colonoscopy 4000 3000 2100 1680
Colonoscopy Polypectomy 6000 4500 3000 2400
Gastroscopy 3725 2500 1700 1360
Sigmoidscopy (Rigid) 1450 1450 1000 800
(including theatre)
Cystoscopy 5200 5200 3600 2880
MASSAGE TREATMENT
Facilities for the massage treatment both for an officer and his family
members will be made available subject to the following conditions:-
a) The massage treatment is undertaken on the advice of the Company’s
Medical Officer or other attending physician who is a qualified Medical
practitioner.
b) To be carried out by a trained masseur. (CMO/ Company to clarify
whether qualified or trained)
c) The progress of such treatment is reported, at stated intervals, along
with the report of the attending physician, to the Company’s Medical
Officer, where the treatment is taken at the instance of a Doctor other than
the Company’s Medical Officer.
d) At the time of claiming reimbursement it is certified by the Company’s
Medical Officer or other attending physician that the treatment has been
completed and that the case has reached the stage of maximum benefit
from the treatment.
17
(NOTE: - Each case of this kind will be examined in consultation with the
Company’s Medical Officer, on merits. Reimbursement exceeding Rs.50/-
per visit of the masseur should not ordinarily be allowed.)
ANNEXURE IV (contd.)
PATHOLOGICAL Grade Grade Workmen

INVESTIGATIONS D, E, F A, B, C Employees
Examination Blood
Complete Blood Count (CBC) 300 200 160
RBC & Hb. with indices 180 120 96
RBC & Hb. without indices 150 100 80
Total WBC & Differential Count 150 100 80
Erythrocyte Sedimentation Rate 150 100 80
(ESR)
Reticulocyte Count 180 120 96
Haemoglobin Electrophoresis 675 450 360
Abnormal Haemoglobin Studies/ 1200 800 640
Thallassemia Study
G-6P.D. (Glucose 6-Phosphate- 640 425 340
Dehydrogenase)
Acidified Serum Test (Ham’s Test) 265 175 140
Bone Marrow Studies 600 400 320
Aspiration (Doctor’s fees) 300 200 160
Platelet Count 225 150 120
Bleeding & Clotting Time (BTCT) 195 130 104
Prothrombin Time (PT) 265 175 140
Serum Thromboplastin Time (STT) 330 250 200
Partial Thromboplastin Time (PTT) 345 230 184
Clot Retraction Test 150 100 80
Malarial Parasites (MP) 165 110 88
Falciparum (Rapid) 480 320 256
Coagulation Study 1500 1000 800
LE Cells $ { BH Schedule } 225 150 120
MP Rapid Optimal 575 480 384
Blood Gas Analysis
1st Sample 690 460 368
2nd Sample 540 360 288
3rd Subsequent Samples 500 330 264
18
Oxygen (02) Saturation Test (Each) 135 90 72
MICROBIOLOGY :
Microscopic Examination 180 120 96
Culture /Sensitivity (urine, Faeces, 900 600 480
Sputum, Pus, CSF, Swabs and other
body fluids
Blood Culture/ Sensitivity 900 600 480
Vaginal Swab/ Mitral Valve /Pleural 900 600 480
Fluid / Clot
Culture/ Sensitivity (each)
Fungus/ Cholera/ CO2 Culture/ 900 600 480
Sensitivity (each)
Culture/ Sensitivity of Kala Azar 540 360 288
Anaerobic Culture/ Sensitivity 1440 960 768
T.B. Culture/ Sensitivity (each 1580 1050 840
sample)
Throat Swab for Diphtheria Culture/ 900 600 480
Sensitivity
Nasal Swab or Ear Swab for Culture/ 900 600 480
Sensitivity (each)
Microscopic Examination for Fungus 140 95 76
Treponema Pallidium
Haemagglutination (TPHA)
Fluid Routine (Any body- fluid)/ 450 300 240
Asitic, Pleural
Pus. For Microscopic Exam. 140 95 76
Prostate Massage (Routine Exam.) 275 185 148
Urethral discharge (microscopic 200 130 104
exam.)
Stone for Culture/ Sensitivity 900 600 480
Fluid for Bilirubin Spectrophometry 225 150 120
Cervical Smear, Vaginal Smear, 165 110 88
Microscopic Exam. (Pap Smear)
Doctor’s Procedure charges 350 300 240
Leptospira Antibody 1125 750 600
Nasal Scraping for Leprosy 126 84 67
Conjuctivital Smear & Culture 400 270 216
Hair Scraping for fungus Culture/ 990 660 528
Sensitivity
Skin Scraping for Hansen’s Bacilli 140 95 76
Serum for Seitz Filter 320 215 172
Listeria Culture/ Sensitivity 990 660 528
19
Pyogenic Menigitis Antigen (PMA) 1050 700 560
Tuberculin Test/ Mentoux Test (MT) 150 100 80
PPD (Perifel Protein Derivetry Test)
BIO-CHEMISTRY :
S.proteins Electrophoresis 675 450 360
S.Lipo-Proteins & Electrophoresis 750 500 400
Sulpha hemoglobin, Carboxy 260 170 136
Haemoglobin
(each)
S.Cryogobulin, Pyroglobulin, 150 100 80
Macroglobulin
(each test)
S.Lipid Studieswith HDL Cholestrol 1650 1100 880
(Lipid
Profile)
Total Lipid Profile (10 tests) 2700 1800 1440
Phenytoin 675 450 360
Serum Prostatic specific antigen 825 550 440
(PSA) Test
HDL Cholestrol 375 250 200
LDL Cholestrol 450 300 240
S.Triglycerides 375 250 200
Blood Sugar (Single Sample) 225 150 120
Blood Sugar Fasting and P.P. 375 250 200
GTC. Blood Sugar Curve or Fasting 675 450 360
1,2 &3 Hrs.
after Glucose
GTC. ( 5 Hours ) 825 550 440
Glyosylated Haemoglobin 750 500 400
Glucose Tolerence Test 695 460 368
S. Insulin 1260 840 672
S.Peptide 600 360 288
S.Proteins, Albumin, Globulin, A/G 240 180 144
Ratio
Van den Bergh Reaction (Bilirubin 240 180 144
Total &
Indirect)
SGOT 300 200 160
SGPT 300 200 160
S.Alkaline Phosphatase 300 200 160
Gamma Glutamyl Transpetidase 300 200 160
S.Phospholipids 200 130 104
20
Hippuric Acid Test 260 175 140
Augmented Histamine Test 550 365 292
Ammonia 675 450 360
Serum Lectic Acid 600 400 320
Blood Urea Nitrogen (BUN), Blood 225 150 120
Urea, Serum
Creatinine, Blood Non- Protein
Nitrogen (Blood
NPN), S.Uric Acid, Inorganic
Phosphorus,
Serum Calcium, Serum Sodium,
Serum
Potassium, Serum Chloride (each)
Adenosine Deaminase EST (ADA) 600 400 320
Electrolytes (Package Deal) 600 400 320
HCO3 255 175 140
S.Lithium 270 180 144
S.Ionic Calcium 300 200 160
S.Albumin Only 195 130 104
S.Magnesium 330 220 176
S.Acid Phosphatase (Prostatic 375 250 200
Fraction), S.Lipase
(each)
S.Amylase 375 250 200
Gastric Analysis 450 300 240
Plasma Haemoglobin 200 130 104
S. Cortisol Level (each sample) 720 480 384
Fluorescent Treponemal Antibody 1290 900 720
Absorbtion
(FTA-Abs)
Formal Gel Test (Napier Aldehyde 120 80 64
Test for Kala
Azar)
S.Iron 345 230 184
S.Iron Studies (including Iron Binding 825 550 440
Capacity)
S.Acid Load Test 270 180 144
Vitamin B-12 / Folic Acid 1050 700 560
Vitamin 3D-Level 1425 950 760
S.Creatinine Phospho-kinase (CPK) 525 350 280
S.Lactic Dehydrogenase (LDH) 300 200 160
Fluid amylase or lipase 450 300 240
21
Stone for Chemical Analysis 600 400 320
(Qualitative)
S.Acetone or Ketone Bodies (each) 180 120 96
CPK MB 900 600 480
Homocysteine 1200 1100 880
Troponin-1 /T 1800 1200 960
SEROLOGY/IMMUNOLOGY:
VDRL Test 240 160 128
Widal Test 330 220 176
Brucella Agglutination Test 525 350 280
Cold Agglutination Test 360 240 192
Mono Spot Test 525 350 280
“C” Reactive Protein (CRP) 375 250 200
R.A. Test 375 250 200
S.Heptoglobin 550 365 288
Antistoroptolysin “O” (ASO) Titre 600 450 360
Alpha-Feto-Proteins (AFP) 1425 950 760
Alpha Antitrypsin 600 400 320
Test for Toxoplasmosis (Fluorescent 790 525 420
Antibody
Test ) IgG/ IgM
Anti Nuclear Antibody (ANA) 1125 750 600
Dengue virus IgM Antibodies 1125 750 600
Native Anti-Doxyribonucleic Acid 1275 850 680
(ANTI-DNA)
Anti-Smooth Muscle Antibody 1200 800 640
(ASMA)
Anti-Mitochondrial Antibody (AMA) 975 650 520
C-3 Complement Level 675 450 360
C-4 Complement 640 425 340
Immunoglobulin Studies (IgG, IgA, 1350 900 720
IgM)
TB – Antibodies IgG 825 550 440
Immunoglobulin (IgE) 1560 1020 816
Immunoglobulin (IgD) 845 560 448
Anticardiolipin Antibodies (IgG, IgM) 1800 1200 960
Carcino Embryonic Antigen (CEA) 1350 950 760
CA 199/CA 125/CA 153 1350 900 720
Beta HCG Bassay 1200 800 640
Serum Lanoxin (Digoxin) 675 450 360
Cyclosporine Level 2100 1400 1120
Indirect Heamglut Test for 965 640 512
22
Ameobiasis
CMV , IgG 720 475 380
CMV , IgM 790 525 420
Rubella IgG 790 525 420
Rubella IgM 660 440 352
Total Body Profile 6000 4000 3200
Liver Profile 2100 1400 1120
Renal Profile 1800 1200 960
Metabolic Profile 1350 900 720
Cardiac Profile 1800 1200 960
SMA 12/60, 12/2 3000 2000 1600
Ferritin Level 1125 750 600
TSH 675 450 360
T3/T4 375 250 200
HLA B 27 1200 800 640
Urethral Discharge 230 125 120
Semen Analysis 270 180 144
Stone Analysis 600 400 320
Endo Material for PCR for TB Test 2160 1800 1440
Myco 3 Plex/PCR Koch’s 2160 1800 1440
Testoterin 800 525 420
LH, FSH 550 400 320
Prolactin / Estradrill 750 500 400
Thyroid Antibody 800 525 420
Thyroglobulin Antibody 800 525 420
Thyroglobulin 900 600 480
URINE EXAMINATION:
Urine Routine 150 100 80
Urine Electrophoresis (for B.J.P.) 600 400 320
Urine Sugar 90 60 48
24 Hours Urine for ketosteroid 525 350 280
Urine for cortisol 825 550 440
Urine for benze-jones protein 675 450 360
Albumin (Morning Sample) 160 110 88
Urine Albumin (24 Hours)/Urine for 450 300 240
Micro
Albumin
Urine VMA (24 Hours) 900 600 480
Urobilinogen, Chyluria (each) 150 100 80
Urine Chyle 165 110 88
Pheny-Ketonuria, Alkaptonuria 165 110 88
(each)
23
Prophalin Urea, Prophobilinogen, 180 120 96
Prophirin (each)
Urine Sodium, Potassium, Chloride, 225 150 120
Calcium,
Phosphorus, Urea, Urine Creatinine
Urine Uric Acid 225 150 120
Diastase, Amylase, Iron (each) 225 150 120
Urea Clearance Test, Creatinine 375 250 200
Clearance Test
(each)
AAFB Smear Only 180 145 116
FAECES(STOOL) EXAMINATION
Faeces Routine 150 100 80
Lactic Acid 375 250 200
SPUTUM:
Sputum Routine 210 140 112
Sputum for AAFB 150 140 112
Bronchial Aspiration for Tubercle 135 90 72
Bacilli
Gastric Aspiration for Blood Test 85 55 44
C.S.F. EXAMINATION
CSF for Microscopic Examination 180 120 96
(new)
CSF Routine / Quantitative (new) 825 550 440
CSF for V.D.R.L. Test 270 180 144
CSF for Culture / Sensitivity (new) 900 600 480
CSF for Immunoglobulin IgG 825 550 440
CSF for Protein Electrophasis 675 450 360
CSF Smear (new) 165 110 88
HISTOPATHOLOGY:
Histopathological Exam. Of Tissue
(i) Large Specimen 1950 1300 1040
(ii) Small Specimen 1275 850 680
Cystological Exam. for Malignant 750 600 480
Cells
Cytology 360 240 192
Fluid & FNAC 1200 800 640
Frozen Section 1950 1300 1040
Doctor’s Procedure charges (Frozen 85 55 44
Section
Charges)
DRUG LEVELS :
24
Serum Theophylline 870 580 464
Serum Antiepileptic (Each Drug) 545 365 292
Serum Valporic Acid 675 450 360
TEST :
Sputum for Fungus Culture 900 600 480
Nasal Smear for Eosinophils 150 100 80
Serum IgE 825 550 440
Skin Test for Allergy 2000 1325 1060
Patch Test for Allergy 980 650 520
Vac+AI4cine (Per Vial) Allergy 480 315 252
Charges for giving vaccine (per 30 20 16
Injection)
BLOOD BANK :
Grouping and RH Factor 225 150 120
Grouping and Cross-Matching 750 500 400
Coomb’s Test (direct) 375 250 200
Coomb’s Test (indirect) (for Rh 600 400 320
Antibody)
Coomb’s Test (indirect) (for Auto 975 650 520
Antibody)
Transfusion Service Charges 1500 1200 960
Pack Cell & Plasma & PRP 1500 1100 880
Australia Antigen by RIA/HbSAG 565 375 300
Cell Separator/Platelet 12600 8500 6800
HEV IgM /Anti HBS / Anti HAV IgM 1050 700 560
HIV 990 660 528
HIV I & II 825 550 440
HIV +ve (Western blot) 4800 3200 2560
CD 3/4/8 [each] 935 780 624
HIV viral load 2590 2160 1728
Anti HCV (new) 1275 850 680
Plasma Separator (new) 225 150 120
Hepatitis Virus A. Antibody 1200 780 624
25
ANNEXURE V OF MEDICAL REIMBURSEMENTS
Practitioner (GMP) and Specialist’s Consultation fees. Rs.

FOR OFFICER’S ONLY :
1. For Visits of BMO or GMP to the residence of Officer: upto 250

2. Consultation Charges at the clinics of BMO or 100
GMP. Upto
NOTE: For 4 day’s treatment (Repeat consultation within the four days of treatment
will not be admissible). When consultation by GMP is charged separately, charges
for medicines supplied by the GMP are not admissible and vice-versa
3. Specialist Consultation Charges:
(A) In case prior permission from BMO/GMP is
taken
i) First Consultation: up to 800
ii) Second Consultation (i.e. First Follow up) 600
upto
iii)Third Consultation (i.e. 2nd Follow up) 450
upto
iv) Fourth and subsequent consultation (i.e. 4th and subsequent follow- 250
ups) upto
v) Reimbursement of consultation charges for workmen employees – 1 450
consultation, and 2 follow-ups per illness at the OPD of
Govt./Municipal/Approved hospitals per financial year.
NOTE: The original reference letter from the GMP/BMO should be attached along
with claim for consultations and each subsequent follow up.
(B) When prior permission from BMO/GMP is not
taken
For first and all the subsequent consultations (per 100
consultation)
4. Visit cum consultation charges of Specialists
at the residence of the officer:
i) First visit and consultation : upto a maximum of 2000
ii) Second visit for the same illness: 75% of the first 1500
visit/ consultation charges or Rs1500/-, whichever is
less.
iii) Subsequent visits fot the same illness : 50% of 1000
the first visit/ consultation charges or Rs.1000/-,
whichever is less.
5. Visits made by Grade Grad Grade Workmen Employees
Specialists at the F e A, B & C
Hospital : D&
26
E
A) Routine Visits : 600 450 350 280
Medical /Surgical
ICCU/ICU
B) Special Visit
i) During Day time (6.00 700 550 450 NA
a.m. to 11.00 p.m.)
ii)During Night time per 850 750 650 NA
visit (11.00 p.m. to 6.00
a.m.)
(NOTE:- Psychiatrists routine visit charges Rs. 500/- per visit )
27
ANNEXURE – VI OF MEDICAL REIMBURSEMENTS
SCHEDULE FOR NON HOSPITALIZED PROCEDURE CASES

(FOR OFFICERS ONLY)
In non hospitalized cases (categorized below), specific consultation

opinion is not required except for the surgical work. Therefore,
separate charges for consultation are not reimbursable, but the unit
proposed below includes consultation charges + surgical fess +
theatre charges + local anesthesia charges etc.
For all categories of non hospitalized cases involving minor
procedures listed below, the reimbursement will be admissible upto
maximum of:
Minor procedure by Minor procedure by
a specialist a GMP
Officers in Grade D, 2000 750

E, F
Officers in Grade A, 1500 600
B, C
Class III / IV 1125 450
CATEGORIES
SCALP SKIN Superficial and wound stitching, Simple

cystssebacious dermoid, limpomas etc. Abscess
opening, Simple gluteal or perinal etc.
NECK-AXILLA Excision of superficial lymph glands for biopsy or
otherwise.
EYES Removal of foreign body (deep) sty-abscess
opening, probing of lachrymal duct. Minor
procedures (chalazion eye operation)
28
ENT
i) Furuncle, lancing,
ii) Hydrocortisone Injection – Nasal
iii) Follow-up of (ii)
iv) Cauterisation of litter area
v) Puncture nasal sinuses
vi) Follow up per sitting of (v)
vii) Direct Lryngoscopy,
ORTHOPAEDIC PLASTER
i) Figure of eight bandages for fracture clavicle
ii) Simple fracture like Colles’s fracture without anesthesia
iii) Follow up of (ii)
iv) Fracture of small bones of fingers or toes
v) Strapping of ribs
GYNAECOLOGICAL Cautery for cervical erosion

UROGENTIAL
i) Dilatation of urethra for Nonveneral cases:- 1st time
ii) Follow Up of (i)
NOTE:- No separate charges are paid for proctoscopy or indirect

laryngoscopy or removal of wax from ears except consultation.
JOINTS ORTHOPAEDIC -
Scraping of sinuses e.g. Osteomyelitis Very small amputation,excision of
avulsion etc.
a) Inj. of steroide for fibrocitis neuritis etc.
29
b) Follow up of (a)
c) Inj. By hydrocortisone for intra dermal for fibrocitis etc. ‘
(d) Follow up of ©
(e) Inj. By hydrocortisone intra-articular in operation theater including
theater anaesthesia charges.
f) Follow up per sitting of (e)
ABDOMEN Buccal mucosa biopsy, removal of mucocele form from oral

mucosa, external abscess drainage or cyst removal, bio lipoma / subceous
cyst excision.
Artificial Limbs / Artificial Aids:-
(For Officers& Workmen Employees)

The Cost of crutches, cervical collar, corset belt and other artificial aids at
the discretion of CMO may be reimbursed to a reasonable extent as
recommended by CMO provided they have been advised by specialists in
the field. Further, cost of artificial limbs & replacement/ repair/ adjustment
thereof my also be reimbursed to a reasonable extent provided the same is
advised by the orthopaedic surgeon/ physician and the reimbursement is
recommended by CMO. Such reimbursed can be made to officers as well
as to workmen employees.
30
ANNEXURE VII OF MEDICAL REIMBURSEMENTS
Reimbursement of charges for administration of injection cost of

Ordinary Mixtures/ Powder/ Tablets / Tablets Supplied By General Medical
Practitioners (GMP)
& Homeopathic / Ayurvedic/ Unani Treatment.
FOR OFFICERS ONLY
1. Miscellaneous Charges :
(a) Administration Charges
(IM, SC, ID): Rs.40/ per injection+cost of injection for IM
(intramuscular)
(b) Administration for IV: Rs.50/ perinjectio+cost of injection for
IV (venous)
(c) Charges of vaccines: Rs.
1 Booster Polio or Triple 50(each
Vaccine dose)
2 BCG 80
3 HIR 400
4 MMR 67
5 Enjerix B Adult 324
6 Enjerix B Paediatric 181
7 Hepatitis A (harvix) 1553
8 Paediatric (Harvix) 906
9 Chicken Pox (Varilix) 1345
10 Tritarix (HepB+DPT) 225
11 Typhin IV 295
Consultation for giving vaccination not admissible. Pushing charges are payable
separately.
31
(d) Cost of ordinary Medicine Rs.50/ per day for medicines
administered by GMP for a
maximum of 7 days.
No separate reimbursement
towards consultation is to be
allowed.
Class III / IV -75% of Grade A eligibility or of claimed
amount, whichever is lesser.
2. Treatment taken under Homeopathic/ Ayurvadic/ Unani treatment:
(a) Consultation charges: Rs.100/ only 1 consultation during 2 months
(b) Cost of medicine supplied by Doctor: Rs.40/- per (including future

consultations within 6 months)
3. Prolonged treatment
In respect of Homeopathic / Ayurvedic/ Unani system of treatment,

reimbursement will be made up to a maximum period of 3 month for short
term treatment & up to 1Year (for all illnesses during the year) for long
term treatment subject to CMO’s recommendation. However, for such
treatment reimbursement for the period beyond 1Year may be considered
only on special cases, on the basis of the attending Physician’s certificate,
CMO’s recommendation and approval of Competent Authority.
4. Dog / Animal bite & T.B. treatment:

Officers as well as Workmen employees are entitled for reimbursement of
the entire cost of medicines/ injections etc. in connection with the treatment
32
for dog bite and T.B. In the case of workmen employees, these
reimbursements will be outside the scope of Private Treatment Scheme
(PTS).
33
ANNENXURE VIII OF MEDICAL REIMBURSEMENTS
Rate of Reimbursement of Medical Expenses under Private Treatment

Scheme (PTS) (Calendar Year)
1. OFFICERS: The maximum amount reimbursable to an officer shall

not exceed:
Rs.2500/- for Grade A/B/C
Rs.3500/.-for Grade D and above
2. CLASS –III EMPLOYEES-:

Reimbursement of Medical Expenses on declaration basis for outdoor
treatment
Employees with family Rs.1500 per
annum
Employees without family Rs.1300 per
annum
Note: Any misuse of this facility by the officerse will render the employee
ineligible for reimbursement under the scheme.
3. CLASS –IV EMPLOYEES-:

Reimbursement of Medical Expenses on declaration basis for outdoor
treatment
Employees with family Rs.1550 per
annum
Employees without family Rs.1300 per
annum
Note: Any misuse of this facility by the employee will render the employee
ineligible for reimbursement under the scheme.
34
ANNEXURE IX OF MEDICAL REIMBURSEMENTS
Schedule of Reimbursement of expenses incurred in connection with

Maternity/ Sterilization Operation / Miscarriage / Abortion / Abortion /
Family Planning Etc.
NOTE: - All expenses (except pregnancy test in connection with maternity)

is an one-time settlement package deal as per the admissibility shown below.
Employees are supposed t submit the entire bills once only.
Grade F Grade D Grades Workmen

A,B,C
A. Maternity 36,000 27,000 18,000 13,500
B. Caesarian 25,000 22,000 20,000 15,000
Operation includes
theatre charges,
surgeon’s fees,
anesthetist fees,
disposable, and
consumables in
addition to Maternity.
C.Miscarriage/ # 10,000 8,000 6,000 4,500
Abortion/ MTP/ D&C
for incomplete $ 7,000 5,000 3,00 0 2,250
abortion
D. Family Planning 1200 1600 800 600
(includes cost of
copper-T loop,
procedure,
consultation. To be
reimbursement once
in two years).
E. Sterilization also 18,000 12,000 10,000 7,500
compensation
incentive received
from government or
the allied agencies i.e.
Lump sum reward of
Rs. 500/ scopic
ligation (cost of
operation +
compensation form
35
Government).
F. Pregnancy test (test 350 350 250 185
should be carried out
only in a laboratory.
Cost of pregcolour
veloct, etc. is not
admissible)
# By degree holder
$ By diploma holder
NOTE:-
i) Maternity benefits include medical expenses in respect of
prenatal, actual delivery Charges & post-natal treatment
upto six weeks after delivery considered collectively. No
separate reimbursement to be made for pathological
investigation, ultrasound tests, regular checkups,
medicines etc. taken during this period.
ii) Claims in respect of the treatment of new born child may

be reimbursed separately outside the maternity schedule
even when the treatment is taken within the post natal
period of six weeks after delivery, provided.
a) a separate bill of charges for the treatment of the child is

submitted, and
b) the BMO is satisfied that considering the nature of

ailment there is a need for separate treatment of the
child.
iii) Incubator charges to be allowed upto 8 days at applicable

stoppage rate i.e. in case of Class - III & IV @Rs.600/-
per day and in case of all officers 8 times stoppage charges
as per grade. No other charges to be reimbursed.
36
iv) Reimbursement of blood transfusion to be allowed at actuals.
ANNEXURE X OF MEDICAL REIMBURSEMENTS
DENTAL TREATMENT Grade Grade Workmen

D,E,F A,B,C Employees
1.Consultation : For self or 150 100 80
dependent family Members
(on prior permission from
CMO/GMP)
2.X-RAY:
(i) Intra Oral / Inteoval( per 150 100 80
film) maximum 4 films only,
(ii) Full month Intra Oral / 450 400 320
Inteoval if more than 4 films
(iii) Cephalogram / 500 400 320
Orthopentogram
3. Extraction under local
anaesthesia
(i) extraction of non-molar- 250 200 160
tooth ( non impacted)
(ii)Extraction of molar (non 350 300 240
impacted)
(iii)Extraction of molar 2500 2000 1600
(impacted)
(iV) Extraction of Deciduous 300 200 160
tooth
4. Extraction under general
Anaethesia
Extraction charges (per 1500 1000 800
tooth)max 4 teeth a
5. Minor Oral Surgeries
(i) Lancing abscess for all 250 200 160
sittings together
(ii) Alveolectomy for all sitting 4500 4000 3200
of flap operation and removal
of cyst Etc.
(iii) Full mouth Gingiveectomy 4000 3000 2400
(iv) apicetomy for all work 2500 2000 1600
(total) **
(v) Gingivectomy Partial 2000 1500 1200
(vi) Chemical cauterization of 120 90 72
gums /dressing when root
37
canal treatment is done,
Apicetomy charges are not
reimbursable separately.
** When root canal treatment is done, apicetomy charges are not
reimbursable seperately
6. Conservative Treatment 800 500 400
(i) One surface filling per tooth
(ii) Two surface filling per tooth 1000 800 640
(iii) Root canal treatment for all 3000 2500 2000
sitting together per tooth Not
more than 3 at time.
(iv) Scaling Prophylaxis 1200 1000 800
(v) Sub-Gingival curettage for all 1500 1000 800
sitting together
(vi) Deep curettage 1500 1000 800
(vii) Cap/ Bridge / Crown / 4000 3000 2400
Maximum three scaling charges
are not reimbursable separately,
when Deep curettage is done,
* Scaling charges are not reimbursable separately, when deep curettage is done.
38

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(For private circulation only)

INDIA INFRASTRUCTURE FINANCE COMPANY LIMITED

STAFF SERVICE REGULATIONS, 2007

INDIA INFRASTRUCTURE FINANCE COMPANY LIMITED

Regula Subject Page No.

1. Short title and commencement 1

4. Board's power to change Regulations 4

5. Chairman's power to delegate 4

6. Power to interpret and implement Regulations 5

CHAPTER II - APPOINTMENTS, PROBATION AND

9. Authorities empowered to appoint 6

10. Other Appointments 7

11. Appointments to be made in minimum pay of grade 7

12. Re-employment in the IIFCL's Service 7

13. Commencement of service 8

14. Officers in Grade ‘C’ or above (Direct Recruits ) 8

15. Other Officers 8

16. Other employees 8

17. Discharge during probation 8

18. Appointing Auhtority’s Power to extend probation period 9

Section III - Termination of Service

20. Determination of service by notice 9

21. Superannuation and retirement 11

CHAPTER III - RECORD OF SERVICE, SENIORITY,

22. Record of service 14

CHAPTER IV - CONDUCT, DISCIPLINE AND

26. Scope of an employee's service 16

26 A. Duties of an officer in times of need 16

27. Liability to abide by the Regulation s and orders 16

28. Obligation to maintain secrecy 16

30. Prohibition against participation in politics and contesting 16

31. Prohibition against joining certain Associations, strikes etc. 16

31A. Prohibition against influencing 17

31C. Prohibition against disparaging statement 17

32. Contribution to press, radio, television etc. 17

33. Employees not to seek outside employment or office 17

34. Employment after retirement 18

35. Part-time work for outside bodies 19

36. Employees not to absent from duty without permission or be 19

37. Absence from station 19

38. Acceptance of gifts 20

39. Giving and taking dowry 20

40. Restrictions on consumption of intoxicating drinks etc. 20

41. Private trading 20

42. Speculating in stocks, shares etc. and restrictions on 20

43. Restrictions on borrowing and investment 21

44. Employees in debt 21

44A. Prevention of Sexual Harassment 22

45. Employees arrested for debt or on criminal charge 22

47. Right to appeal 27

48. Appellate authorities 27

49. Conditions which an appeal should satisfy 27

50. When appeals may be withheld 27

51. Grounds for withholding the appeal to be communicated to the 27

52. Appeal must be forwarded to the Appellate Authority with due 28

53. No appeal lies against order withholding appeal 28

54. Appeals not to be addressed to the Directors of the Board 28

55. Appeal not to be addressed to outside authority or person 28

55(A) Time limit for disposal of Appeals 28

56. Joint petitions 28

CHAPTER V - PAY, ALLOWANCES AND OTHER

57. When accrue and payable 29

58. When not payable for a part of month 29