1.0 Objective:
The scheme is introduced with a view to encouraging the employees of the Company to pursue small family norms, consistent with National Population Policy.

2.0 Scope & Coverage:
2.1 The scheme will cover all full time employees of the Company other than lien holders, deputationists, workcharged, apprentices/trainees, muster roll, daily rated, casual, badli or substitute employees.

Notwithstanding the above, lien holders/ deputationists will be entitled to the medical facilities as provided in this scheme for the purpose of pursuing small family norms.

2.2 The incentive(s) will be admissible to the eligible employee(s) who themselves or whose spouses undergo sterilization operations; (i) in case of female employees, who takes recourse to IUCD insertion; and (ii) in case of male employees, whose spouses undergo such IUCD insertion.

3.0 Eligibility for grant of increments:
The incentive(s) shall be admissible to the employees subject to the fulfillment of the following conditions of eligibility:

3.1 The employee must be within the reproductive age group. In case of a male employee, this would mean that he should not be over 50 years of age and his wife should be between 20 to 45 years of age. In the case of a female employee, she must not be above 45 years of age and her husband must not be over 50 years of age.

3.2 The employee should not have more than three living children to be eligible for the Incentive of Special Increment. However, there will be no such condition as to the number of living children for the grant of other incentives/benefits under the scheme.

3.2.1 Where a couple has twins after the birth of their first two children, he/she will be eligible for the grant of special increment notwithstanding the fact that the number of children becomes four.

3.3 Only one of the couple will be eligible for the grant of financial incentive(s) at their option, even when both of them undergo sterilization operation. This is notwithstanding the fact that both are working in the Company or one of them is working either in the Company or one of them is working in a Government Department/Public Sector Undertaking/ Autonomous body/Local Body or any other organization where similar incentive (s) are admissible. In such a situation the grant of incentive (s) will be further subject to certificate to the effect that the spouse of the employee has not claimed and will not claim the same from the spouse’s employer organization, duly endorsed by the employer, wherever possible.

4.0 Nature of Financial Incentives:
The following two kinds of financial incentives are admissible:

4.1 Cash (Lump sum):
A. For Sterilization operations:

B. For I.U.C.D. (Intra-Uterine Contraceptive Device) Insertion:
Rs 10/- to the acceptor female employee or spouse of male employee (to be claimed by the employee concerned).

4.1.1 The cash (lump sum) incentive is inclusive of the incentive admissible, if any, under the appropriate State/Central Government Schemes.

4.2 Special Increment:
A special increment would be allowed to the various categories of employees who himself or his spouse undertakes sterilization operation as detailed below:

The rate of annual increment to be taken into account for the above purpose would be the incremental rate next due at the time of grant of the incentive.

The above special increment would be treated as personal pay and would remain fixed and paid to the employee as a separate element of pay, during his/her entire service in the Company, irrespective of his /her change in pay /rank for any reason whatsoever.

4.2.1 In case of an employee drawing pay at the maximum of/beyond the scale of pay held by his/her, the annual increment referred to above would mean the last incremental rate of the pay scale held.

4.2.2 If an employee qualifies for the special increment during leave period, the benefit of increment would not be admissible to him during the leave period.

However, if he had qualified for the same before proceeding on leave, the special increment would be taken into account for the computation of leave salary.

4.2.3 If an employee is deputed for training and he is allowed to draw the pay and allowances of the post from which he proceeded for such training, the benefit of special increment would be admissible to him during such training period.

4.2.4 If an employee qualifies for the special increment during the suspension period, the same would not be taken into account for the purpose of computation of subsistence allowance. However, if he had qualified for the benefit before being placed under suspension, the increment would be taken into account for the computation of subsistence allowance payable to him.

4.2.5 If an employee qualifies for the special increment during the period of his deputation/foreign service to another organization, the rate of special increment to be allowed in the form of personal pay would be equivalent to the amount of increment to which he would have been entitled to but for his proceeding on deputation/foreign service. However, no deputation allowance would be admissible on such personal pay.

4.3 Debarring:
4.3.1 If a male employee/the spouse of a male employee, having three living children undergoes vasectomy operation at a time when his wife/the female employee was pregnant, he/she would not be eligible for the special increment.

4.3.2 If a female employee/the spouse of a male employee undergoes hysterectomy operation, she/he would not be eligible for the special increment.

4.3.3 If an employee/the spouse of an employee, who had undergone sterilization before the effective date of the scheme, undergoes sterilization again after such effective date due to the earlier operation turning out to be a failure, the employee would not be eligible for the special increment.

4.4 Effective Date:
4.4.1 The special increment would be admissible with effect from the first of the month following the date of sterilization.

4.5 Procedure for grant of financial incentive(s):
4.5.1 An eligible employee may apply on the prescribed application form as at Annexure-I through proper channel, for the grant of the financial incentive(s) to the Head of Personnel and Administration of the concerned unit/division along with requisite certificate(s) from the prescribed authority as mentioned in clause 6.0. The application will be processed in the concerned Personnel Department and put up to the General Manager/Head of the Unit or any other officer nominated by him in this behalf for his consideration and sanction of the grant of financial incentive (s). Thereafter the sanction order will be issued by the concerned Personnel Department.

4.6 The grant of the special increment will be subject to the condition that the employee/spouse of the employee for whom the benefit has been claimed, if takes resort the recanalisation for by reason whatsoever, the fact would be reported to the concerned Head of Personnel & Administration forthwith. For this purpose, an undertaking as set out in Annexure-I shall be obtained from the employee concerned before granting him the benefit of special increment. In case of such recanalisation, the special increment shall stand withdrawn from the date of recanalisation.

5.0 Special Casual Leave:
5.1 The employee/the spouses of the employees perusing small family norms would also be entitled to special casual leave as detailed hereunder:

5.2 There is no objection to an employee combining the special casual leave with casual leave alone or other kind of regular leave as may be due to him/her but not both (casual leave & regular leave).

5.3 In such circumstances where first vasectomy operation performed on a male employee or the first tubectomy operation performed on a female employee was a failure and the concerned person has to undergo a second sterilization operation, the above benefits of special casual leave would also be admissible for a second time provided the authorized doctor certifies to the effect that the first operation was a failure and subject to counter signature of such certificates by the Company's Authorized Medical Officer.

6.0 Authorities competent to issue the required certificates:
6.1 In order to be eligible for the benefits under this scheme, the sterilization operation/the insertion of IUCD must be conducted in and the certificate issued by the Company's own dispensary/hospital or any Govt. hospital/clinic or any other hospital/clinic notified (by name) by the Management for medical attendance and treatment of its employees. For this purpose, the term “Government Hospital” includes a military hospital, a hospital maintained by a local authority, a hospital run by railway administration/ other public sector undertakings and any other hospital with which the Central/State Governments have arrangements for treatment of the Government servants. Where this may not be possible, such a certificate from a voluntary institution getting grants from the Government of India/State Governments for conducting the operations or any other institution approved/recognized by the Central Government for the purpose, will also be acceptable subject to the same being duly countersigned by a (Government) Civil Surgeon or District (Government) Medical officer.

6.1.1 In case of vasectomy operation the authority issuing sterilization certificates must also certify the complete absence of sperms and that the operation has been completely successful.

7.0 Medical facilities:
7.1 The facility of sterilization operation/IUCD would be available free of cost to the employees/their spouses in the Company's dispensary/hospital.

7.2 Where the facility cannot be availed of in the Company's dispensary/hospital either due to lack of such facilities or due to non-existence of such dispensary/ hospital, the expenses incurred in connection with sterilization operation or insertion of IUCD will be reimbursed to the employees as if it were medical attendance and treatment under the relevant Medical Attendance Rules, provided the facility is availed of in one of the hospitals/institutions mentioned in clause 6.0.

8.0 General:
1. In case of any doubt with regard to any provisions of the scheme and also in respect of cases/matters not covered herein, the same should be referred to Corporate Personnel Department for decision/ clarification.

2. General Manager of the Project and in case of Corporate Centre, Director (Personnel) will be competent to sanction benefits under these Rules.