This document outlines the terms of employment for Ahmed Elbaqary as a Project Manager for Chevron Dubai. Key details include a monthly basic salary of 25,950 AED plus allowances for housing, entertainment, car maintenance, leave and relocation. The contract is for 2 years and offers benefits such as accommodation, medical insurance, annual flights home, and 30 days of paid vacation. Elbaqary must maintain confidentiality, devote full attention to work duties, and comply with health and safety regulations.
Ahmed Elbaqary has been offered a position as a Project Engineer with National Petroleum Services in Abu Dhabi, UAE. The two-year contract will pay a monthly salary of 35,500 AED plus allowances for housing, transportation, and yearly bonuses. Elbaqary must contact the specified travel agency to obtain his work visa and permits, with all fees to be reimbursed upon arrival in Abu Dhabi. He is expected to begin work on January 25th, 2017 and will receive medical coverage, paid leave, and other benefits during the contract period.
It lists agency fees for hiring maids from Indonesia, Philippines, Myanmar and Sri Lanka, ranging from $380 to $530. It also outlines what the packages include, such as medical exams, documentation, lodging and airport pickup. Insurance plans ranging from A to D provide coverage including personal accident, medical expenses, hospital costs and liability. Fees for other services like counseling, documentation and cancellation are also stated.
The letter invites the applicant to an interview with Zengas Petroleum Company on January 16, 2017 at their conference center. It provides details on contacting their recruitment agency, HR-Expat, to arrange travel and have expenses reimbursed. An attached document describes the role of Architect, including responsibilities, compensation, benefits, and notes on employment terms.
1. The document is a notification from the Government of Andhra Pradesh revising the minimum wages of contract laborers effective January 17, 2012.
2. It outlines 9 categories of contract labor jobs along with their basic minimum wages and cost of living allowance calculations.
3. The notification also specifies the process for calculating and notifying cost of living adjustments every 6 months based on changes to the state's consumer price index.
Draft notification wages of contract labourkvjraghunath
Helper / Peon / Sweeper / Watchman / Beldar / Jamadar /
Mazdoor and other similar categories.
Definition: Unskilled employee who can do simple tasks
under supervision.
5.
Apprentice:
Apprentice under Apprentices Act, 1961.
6.
Trainee:
Trainee under any scheme of the Government.
7.
Part-time employee:
Part-time employee shall be paid wages on pro-rata basis
as per the number of hours worked.
8.
Piece Rated Workers:
The minimum wages payable to the piece rated workers
This document summarizes revisions made to wages of contract laborers in Andhra Pradesh. It references previous orders and notifications on the topic. The key points are:
1) It revises Service Condition No. 12 of the Andhra Pradesh Contract Labour Rules to update wage rates for various skilled, semi-skilled, unskilled, office staff categories.
2) Wage rates are set at minimum levels and must meet or exceed statutory minimum wages.
3) Cost of living allowance will be notified biannually based on consumer price index increases.
4) The Secretary to the Andhra Pradesh government orders publication of this final notification revising contract labor wages.
This document outlines the terms of employment for Ahmed Elbaqary as a Project Manager for Chevron Dubai. Key details include a monthly basic salary of 25,950 AED plus allowances for housing, entertainment, car maintenance, leave and relocation. The contract is for 2 years and offers benefits such as accommodation, medical insurance, annual flights home, and 30 days of paid vacation. Elbaqary must maintain confidentiality, devote full attention to work duties, and comply with health and safety regulations.
Ahmed Elbaqary has been offered a position as a Project Engineer with National Petroleum Services in Abu Dhabi, UAE. The two-year contract will pay a monthly salary of 35,500 AED plus allowances for housing, transportation, and yearly bonuses. Elbaqary must contact the specified travel agency to obtain his work visa and permits, with all fees to be reimbursed upon arrival in Abu Dhabi. He is expected to begin work on January 25th, 2017 and will receive medical coverage, paid leave, and other benefits during the contract period.
It lists agency fees for hiring maids from Indonesia, Philippines, Myanmar and Sri Lanka, ranging from $380 to $530. It also outlines what the packages include, such as medical exams, documentation, lodging and airport pickup. Insurance plans ranging from A to D provide coverage including personal accident, medical expenses, hospital costs and liability. Fees for other services like counseling, documentation and cancellation are also stated.
The letter invites the applicant to an interview with Zengas Petroleum Company on January 16, 2017 at their conference center. It provides details on contacting their recruitment agency, HR-Expat, to arrange travel and have expenses reimbursed. An attached document describes the role of Architect, including responsibilities, compensation, benefits, and notes on employment terms.
1. The document is a notification from the Government of Andhra Pradesh revising the minimum wages of contract laborers effective January 17, 2012.
2. It outlines 9 categories of contract labor jobs along with their basic minimum wages and cost of living allowance calculations.
3. The notification also specifies the process for calculating and notifying cost of living adjustments every 6 months based on changes to the state's consumer price index.
Draft notification wages of contract labourkvjraghunath
Helper / Peon / Sweeper / Watchman / Beldar / Jamadar /
Mazdoor and other similar categories.
Definition: Unskilled employee who can do simple tasks
under supervision.
5.
Apprentice:
Apprentice under Apprentices Act, 1961.
6.
Trainee:
Trainee under any scheme of the Government.
7.
Part-time employee:
Part-time employee shall be paid wages on pro-rata basis
as per the number of hours worked.
8.
Piece Rated Workers:
The minimum wages payable to the piece rated workers
This document summarizes revisions made to wages of contract laborers in Andhra Pradesh. It references previous orders and notifications on the topic. The key points are:
1) It revises Service Condition No. 12 of the Andhra Pradesh Contract Labour Rules to update wage rates for various skilled, semi-skilled, unskilled, office staff categories.
2) Wage rates are set at minimum levels and must meet or exceed statutory minimum wages.
3) Cost of living allowance will be notified biannually based on consumer price index increases.
4) The Secretary to the Andhra Pradesh government orders publication of this final notification revising contract labor wages.
1) The Government of Andhra Pradesh is revising the minimum wage rates for employees working in hospitals, nursing homes, clinics, and dispensaries.
2) The revised minimum wage rates consist of a basic wage as specified in the schedule and will apply to the categories of employees listed.
3) The minimum wage rates were previously published on April 30, 2011 and are being revised again after considering objections and suggestions received.
The Contract Labour (Regulation & Abolition) Act, 1970 aims to regulate the employment of contract labor and provide for its abolition in certain circumstances. Some key points covered in the document include: applicability of the Act to establishments employing 20 or more contract laborers, licensing requirements for contractors, obligations of the principal employer regarding welfare amenities, and provisions regarding registers, wages and notices for contract laborers. The Act also provides criteria for the abolition of contract labor by the Appropriate Government in certain cases.
This agreement is between a company and Savvy Staffing Pty Ltd, wherein Savvy Staffing will provide recruitment and consulting services to the company on an assignment basis. Key terms include Savvy Staffing acting as an independent contractor, maintaining confidentiality, and being paid hourly rates as outlined in assignment agreements plus additional costs. The agreement lasts until cancelled with 30 days notice, and Savvy Staffing guarantees to replace candidates who leave within 3 months.
Location release forms were created. These are extremely important documents – shown below, that authorise Vibe Productions to use our desired locations to film on/in. Land/ site owners were sent this document and either had to reply or physically sign in the designated areas. On the last page, is the email that we sent to the location manager of Hainault Forest, requesting to use their site for filming, as well as their response.
The document is a location release form granting permission to certain individuals to enter and use a property located at [address] for the purposes of photographing and recording scenes. It gives the producer the rights to use the property from certain dates and times, to photograph and record footage, and to own the rights to any resulting materials. It also covers crew and equipment access, restoration of the property, assignments of rights, liability, authority, and insurance.
The document is a location release form granting permission to certain individuals to enter and use a property located at [address] for the purposes of photographing and recording scenes. It gives the producer the rights to use the property from certain dates and times, to photograph and record footage on the property, and to own the rights to any resulting materials. It also covers crew and equipment access, restoration of the property, assignments of rights, liability, authority, and insurance.
Location release forms were created. These are extremely important documents – shown above, that authorize Vibe Productions to use our desired locations to film on/in. Land/ site owners were sent this document and either had to reply or physically sign in the designated areas. On the last page, is the email that we sent to the location manager of Hainault Forest, requesting to use their site for filming, as well as their response.
The CPAC at Camp Zama has implemented new operating procedures which require appointments to discuss personnel questions. CPAC will be available to discuss hiring actions at all times except Monday afternoons when specialists will be working on vacancy announcements and referral lists. Employees can call 263-3755 or make an appointment in person to schedule an appointment.
The document is a proposal from T.J Joseph, Junior Supdt. of the Collectorate in Malappuram, to amend the Kerala Building Tax Act. It summarizes decisions from a previous meeting and proposes 11 points of amendment to address issues with determining tax liability, exemptions, rates, timelines and penalties. Key proposals include requiring declarations before construction, assessing additional buildings like garages, separate assessment of residential and commercial building areas, revising tax rates, and strengthening timelines and penalties.
The document announces internal notifications for filling several regular executive grade A posts at an oil company. It lists 5 vacant positions - 2 for Land Officer, 1 each for Public Health Officer, Electrical Engineer, and Civil Engineer. Candidates must be confirmed workpersons of the company including those on extended grade or additional officers. The notification provides details on requisite qualifications and experience for the posts, describes key job responsibilities, and outlines the selection process of a written test and interview. Interested and eligible employees are requested to apply with required documents by a specified deadline.
The Supreme Court of the Philippines ruled that the Court of Appeals erred in discharging Ong King Guan from personal liability for monetary awards ordered by the Department of Labor and Employment (DOLE). The DOLE had found Kentex Manufacturing Corporation and Ong King Guan jointly liable after a fire at Kentex's factory killed 72 workers. While the Court of Appeals upheld most of the DOLE's orders, it released Ong from liability without evidence of wrongdoing. However, the Supreme Court held that the DOLE's order against Ong had already become final, as the defendants did not appeal in time.
MAB Housing Renovation & On Base First Policy Q&ANAF Misawa
This policy allows military families living on-base at Misawa Air Base in Japan who have a DEROS of 2013 and meet other criteria to voluntarily move off-base in order to free up on-base housing for incoming personnel during an aggressive renovation program. This is expected to save $8-17 million by reducing overseas housing allowances and making efficient use of the on-base housing inventory. Eligible members will be selected from a waiting list and given 48 hours to accept an offer to relocate off-base, where they will receive moving assistance and allowances.
The document provides information about training for smart revenue collection in Kerala land revenue department. It discusses topics like teamwork being important, communication as the lifeline, making goals specific, measurable, achievable, result-oriented and time-bound. It also outlines obstacles like poor teamwork and lapses in monitoring. Key aspects of building tax like the plinth area rules, forms used, authorities, assessment process, appeal and revision procedures are summarized according to the Kerala Building Tax Act 1975.
The document provides sample checklists for pre-audit of various types of expenditures including salary, travel, miscellaneous, pension, and works accounts. The miscellaneous expenditure section includes sample checklists for procurement of stock and stores, bills for repair/maintenance, and refund of securities. The checklists provide a list of key items to verify for each type of expenditure such as appropriate approvals, adherence to rules and policies, accurate calculations, and supporting documentation.
New Rental Real Estate Recordkeeping Practices For Property OwnersRea & Associates
Historically, it hasn’t been easy to determine whether a rental real estate enterprise is considered a “trade or business” for the purposes of Section 199A. So the IRS came out with Notice 2019-7 to make this determination a little clearer.
The new safe harbor rule allows individuals and entities that own rental real estate directly or through a disregarded entity to treat the rental real estate enterprise as a trade or business for purposes of claiming the Qualified Business Income (QBI) deduction as long as certain requirements are met. During this hour-long presentation, Dana Lee, CPA, a senior manager on Rea & Associates’ tax team will walk you through the requirements while providing a few tips to make your life easier along the way.
If you own rental real estate, be sure to register for this hour-long webinar to learn:
What requirements you must now meet to claim the QBI deduction.
How to ensure that your logs comply with the IRS’s “contemporaneous records” mandate.
Which rental activities are allowed to make up your annual 250 hours (minimum) worth of services related to your rental real estate enterprise and which activities no longer apply.
Additional new safe harbor provisions related to your rental real estate property to consider when filing your 2019 tax return.
The industrial plots available on a freehold basis are serviced with all necessary infrastructure utilities. Plots will be available for development in standard sizes of 1000 sqm, 2000 sqm, 1 acre, 2.5 acres & 5 acres. Model Economic Township at Gurgaon Jhajjar Road. Freehold Industrial Plots for development. Industrial Plots of Sizes – 1000 sqm, 2000 sqm, 1 acre, 2.5 acres & 5 acres. Industrial Plot Near Delhi. Footwear Park Plots. Industrial Plots Near KMP.Call Now:-9650389757, Website:- https://www.aquarock.in/properties-details?id=reliance-met-industrial-plots-60
The New India Assurance Company Ltd is inviting applications from Indian citizens for 25 vacancies of Administrative Officer (Scale I). The positions are open to candidates from scheduled castes, scheduled tribes, other backward classes, and persons with disabilities. Shortlisted candidates will be interviewed and selected based on the interview. Selected candidates will be on probation for 1 year and will be posted to the company's head office or regional centers across India.
This document provides details about employment opportunities for Group C posts in the Military Engineer Services. It lists 480 tentative vacancies across various categories and locations in India. The key information provided includes:
- Written examinations will be tentatively held on 14 February 2016. Location and other details will be provided in call letters.
- Vacancies are reserved for candidates from various categories including UR, OBC, SC and ST according to government rules.
- The pay scale is Rs. 5200-20200 with a grade pay of Rs. 1800.
- The age limit is 18-27 years as of the closing date for all applicants. Relaxations are provided to candidates from reserved categories as per government rules.
This document establishes the procedure for OC Animal Care personnel to follow regarding jury duty fees. It states that employees will be compensated for their regular pay for hours served on jury duty that fall within their normal working hours, as long as they deposit any jury fees received, excluding mileage reimbursement, with the County Treasurer. It notes that since August 2004, government employees are no longer eligible for jury fees. The document provides instructions that if an employee receives a jury fee check in error, they must endorse it to the County or draw a check to the County for the fee amount and give it to Accounting.
1) The Government of Andhra Pradesh is revising the minimum wage rates for employees working in hospitals, nursing homes, clinics, and dispensaries.
2) The revised minimum wage rates consist of a basic wage as specified in the schedule and will apply to the categories of employees listed.
3) The minimum wage rates were previously published on April 30, 2011 and are being revised again after considering objections and suggestions received.
The Contract Labour (Regulation & Abolition) Act, 1970 aims to regulate the employment of contract labor and provide for its abolition in certain circumstances. Some key points covered in the document include: applicability of the Act to establishments employing 20 or more contract laborers, licensing requirements for contractors, obligations of the principal employer regarding welfare amenities, and provisions regarding registers, wages and notices for contract laborers. The Act also provides criteria for the abolition of contract labor by the Appropriate Government in certain cases.
This agreement is between a company and Savvy Staffing Pty Ltd, wherein Savvy Staffing will provide recruitment and consulting services to the company on an assignment basis. Key terms include Savvy Staffing acting as an independent contractor, maintaining confidentiality, and being paid hourly rates as outlined in assignment agreements plus additional costs. The agreement lasts until cancelled with 30 days notice, and Savvy Staffing guarantees to replace candidates who leave within 3 months.
Location release forms were created. These are extremely important documents – shown below, that authorise Vibe Productions to use our desired locations to film on/in. Land/ site owners were sent this document and either had to reply or physically sign in the designated areas. On the last page, is the email that we sent to the location manager of Hainault Forest, requesting to use their site for filming, as well as their response.
The document is a location release form granting permission to certain individuals to enter and use a property located at [address] for the purposes of photographing and recording scenes. It gives the producer the rights to use the property from certain dates and times, to photograph and record footage, and to own the rights to any resulting materials. It also covers crew and equipment access, restoration of the property, assignments of rights, liability, authority, and insurance.
The document is a location release form granting permission to certain individuals to enter and use a property located at [address] for the purposes of photographing and recording scenes. It gives the producer the rights to use the property from certain dates and times, to photograph and record footage on the property, and to own the rights to any resulting materials. It also covers crew and equipment access, restoration of the property, assignments of rights, liability, authority, and insurance.
Location release forms were created. These are extremely important documents – shown above, that authorize Vibe Productions to use our desired locations to film on/in. Land/ site owners were sent this document and either had to reply or physically sign in the designated areas. On the last page, is the email that we sent to the location manager of Hainault Forest, requesting to use their site for filming, as well as their response.
The CPAC at Camp Zama has implemented new operating procedures which require appointments to discuss personnel questions. CPAC will be available to discuss hiring actions at all times except Monday afternoons when specialists will be working on vacancy announcements and referral lists. Employees can call 263-3755 or make an appointment in person to schedule an appointment.
The document is a proposal from T.J Joseph, Junior Supdt. of the Collectorate in Malappuram, to amend the Kerala Building Tax Act. It summarizes decisions from a previous meeting and proposes 11 points of amendment to address issues with determining tax liability, exemptions, rates, timelines and penalties. Key proposals include requiring declarations before construction, assessing additional buildings like garages, separate assessment of residential and commercial building areas, revising tax rates, and strengthening timelines and penalties.
The document announces internal notifications for filling several regular executive grade A posts at an oil company. It lists 5 vacant positions - 2 for Land Officer, 1 each for Public Health Officer, Electrical Engineer, and Civil Engineer. Candidates must be confirmed workpersons of the company including those on extended grade or additional officers. The notification provides details on requisite qualifications and experience for the posts, describes key job responsibilities, and outlines the selection process of a written test and interview. Interested and eligible employees are requested to apply with required documents by a specified deadline.
The Supreme Court of the Philippines ruled that the Court of Appeals erred in discharging Ong King Guan from personal liability for monetary awards ordered by the Department of Labor and Employment (DOLE). The DOLE had found Kentex Manufacturing Corporation and Ong King Guan jointly liable after a fire at Kentex's factory killed 72 workers. While the Court of Appeals upheld most of the DOLE's orders, it released Ong from liability without evidence of wrongdoing. However, the Supreme Court held that the DOLE's order against Ong had already become final, as the defendants did not appeal in time.
MAB Housing Renovation & On Base First Policy Q&ANAF Misawa
This policy allows military families living on-base at Misawa Air Base in Japan who have a DEROS of 2013 and meet other criteria to voluntarily move off-base in order to free up on-base housing for incoming personnel during an aggressive renovation program. This is expected to save $8-17 million by reducing overseas housing allowances and making efficient use of the on-base housing inventory. Eligible members will be selected from a waiting list and given 48 hours to accept an offer to relocate off-base, where they will receive moving assistance and allowances.
The document provides information about training for smart revenue collection in Kerala land revenue department. It discusses topics like teamwork being important, communication as the lifeline, making goals specific, measurable, achievable, result-oriented and time-bound. It also outlines obstacles like poor teamwork and lapses in monitoring. Key aspects of building tax like the plinth area rules, forms used, authorities, assessment process, appeal and revision procedures are summarized according to the Kerala Building Tax Act 1975.
The document provides sample checklists for pre-audit of various types of expenditures including salary, travel, miscellaneous, pension, and works accounts. The miscellaneous expenditure section includes sample checklists for procurement of stock and stores, bills for repair/maintenance, and refund of securities. The checklists provide a list of key items to verify for each type of expenditure such as appropriate approvals, adherence to rules and policies, accurate calculations, and supporting documentation.
New Rental Real Estate Recordkeeping Practices For Property OwnersRea & Associates
Historically, it hasn’t been easy to determine whether a rental real estate enterprise is considered a “trade or business” for the purposes of Section 199A. So the IRS came out with Notice 2019-7 to make this determination a little clearer.
The new safe harbor rule allows individuals and entities that own rental real estate directly or through a disregarded entity to treat the rental real estate enterprise as a trade or business for purposes of claiming the Qualified Business Income (QBI) deduction as long as certain requirements are met. During this hour-long presentation, Dana Lee, CPA, a senior manager on Rea & Associates’ tax team will walk you through the requirements while providing a few tips to make your life easier along the way.
If you own rental real estate, be sure to register for this hour-long webinar to learn:
What requirements you must now meet to claim the QBI deduction.
How to ensure that your logs comply with the IRS’s “contemporaneous records” mandate.
Which rental activities are allowed to make up your annual 250 hours (minimum) worth of services related to your rental real estate enterprise and which activities no longer apply.
Additional new safe harbor provisions related to your rental real estate property to consider when filing your 2019 tax return.
The industrial plots available on a freehold basis are serviced with all necessary infrastructure utilities. Plots will be available for development in standard sizes of 1000 sqm, 2000 sqm, 1 acre, 2.5 acres & 5 acres. Model Economic Township at Gurgaon Jhajjar Road. Freehold Industrial Plots for development. Industrial Plots of Sizes – 1000 sqm, 2000 sqm, 1 acre, 2.5 acres & 5 acres. Industrial Plot Near Delhi. Footwear Park Plots. Industrial Plots Near KMP.Call Now:-9650389757, Website:- https://www.aquarock.in/properties-details?id=reliance-met-industrial-plots-60
The New India Assurance Company Ltd is inviting applications from Indian citizens for 25 vacancies of Administrative Officer (Scale I). The positions are open to candidates from scheduled castes, scheduled tribes, other backward classes, and persons with disabilities. Shortlisted candidates will be interviewed and selected based on the interview. Selected candidates will be on probation for 1 year and will be posted to the company's head office or regional centers across India.
This document provides details about employment opportunities for Group C posts in the Military Engineer Services. It lists 480 tentative vacancies across various categories and locations in India. The key information provided includes:
- Written examinations will be tentatively held on 14 February 2016. Location and other details will be provided in call letters.
- Vacancies are reserved for candidates from various categories including UR, OBC, SC and ST according to government rules.
- The pay scale is Rs. 5200-20200 with a grade pay of Rs. 1800.
- The age limit is 18-27 years as of the closing date for all applicants. Relaxations are provided to candidates from reserved categories as per government rules.
This document establishes the procedure for OC Animal Care personnel to follow regarding jury duty fees. It states that employees will be compensated for their regular pay for hours served on jury duty that fall within their normal working hours, as long as they deposit any jury fees received, excluding mileage reimbursement, with the County Treasurer. It notes that since August 2004, government employees are no longer eligible for jury fees. The document provides instructions that if an employee receives a jury fee check in error, they must endorse it to the County or draw a check to the County for the fee amount and give it to Accounting.
This document provides information on recruitment services for temporary and permanent labour. It details quality assurance processes, background checks, training requirements, payment terms, health and safety policies, and references for client projects. Volume discounts are offered based on number of workers supplied, with larger volumes receiving higher discounts. Fees are charged for permanent placements and refunded if a temporary worker becomes permanent based on the length of engagement.
This document provides information and guidance about land revenue and building tax collection in Kerala. It discusses smart and team-based revenue collection, building tax rules and rates, assessment procedures, exemptions, forms and registers, appeal processes, and challenges in achieving collection targets. Key points include how building tax is assessed based on plinth area, exemption criteria, roles of various authorities, importance of forms and registers, appeal windows, and obstacles to target achievement like poor teamwork and file processing lapses.
Declared Services (Section 66E of Finance Act, 1994)Rajat Agrawal
A presentation on Section 66E of Finance Act, 1994 - Declared Services. The presentation was made in an attempt to be simple, yet comprehensive for seminar purposes.
Join Jim Paille as he talks about payroll tax compliance going into the new year. In this session, you will understand the latest tax reform items that affect payroll. He will cover new IRS initiatives to be mindful of entering 2021. Then, Jim will discuss topics related to the 2020-2021 W-4’s impact at both the federal and state levels. Finally, he will cover some tips you can leverage to make your year-end processing more efficient and effective.
The document is a form for requesting a shift in the PRAN (Permanent Retirement Account Number) association under the National Pension System (NPS) in India. It contains the following key information:
1) Sections for providing general subscriber information such as name, existing and proposed PRAN association details, and PAN (Permanent Account Number).
2) Additional sections for subscribers shifting between government and other sectors for providing employment details, KYC documents, and scheme preference information.
3) Instructions for filling the form, explaining the various sections and requirements such as mandatory fields, documents needed, and process followed after form submission.
1. The document announces a New Amnesty Scheme 2014 for the Employees' State Insurance Corporation to withdraw criminal cases filed against insured persons and employers, and settle court cases filed by employers.
2. The scheme provides opportunities to withdraw prosecution cases filed under sections 84, 85 and 85A of the ESI Act, and settle court cases filed under sections 75 and 82, subject to payment of contributions and other conditions.
3. Regional directors, directors and joint directors of the ESIC regional and sub-regional offices are empowered to sanction withdrawals and settlements under the scheme, and are asked to widely publicize the scheme by the end of January 2015.
Similar to Employment Satisfaction on Health and Housing (20)
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
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Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
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12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
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Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
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A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
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1. EmploymentSatisfaction on Health and Housing
Page 1
Housing Policy
Introduction:
Thismanual pertainstothe estate sectionof personal &administrationdeptt.Anddealswith
variousaspectsof takingoverof quartersfromthe constructiondeptt.Allotmentof quartersto
employeesof SAILunitsatRanchi (RDCIS,CET, MTI). The manual incorporate procedure inrespectof
periodical inspectionof the company’sestate andreportingandencroachmentandalsoinitiationof
suitable remedial measuresforremoval of the encroachmentitalsodealswiththe allotmentof un-
attachedcar garage/scooter,hostel andSAILapartment
The land,estate andrevenue functionare interrelatedanddeptt.Incertainareaof workand
processingof casesat differentstages.
FUNCTIONS:
A. ESTATE FUNCTION:-
1. Participate inthe jointinspectionof quartersbefore takingthe custodyof
them.
2. Takingcustodyof newlyconstructedquartersfromconstructiondeptt.After
inspectionandapproval bymaintenanceservicedeptt.
3. Allotmentof quartersonthe basisof laiddownrulesconsideringthe
eligibility,seniorityandrecommendationof house allotmentadvisory
committeesforthe purpose fromtime totime.
4. Anyotherfunctionassignedbymanagementtime totime.
B. LAND FUNCTIONS:-
1. Acquisitionof land
2. Correspondence withstate govt.
3. Processingof land
4. Finalisationof agreement.
5. Paymentof cost of landpremiumetc.
TAKING OVER OF QUARTERS FROM CONSTRUCTION:
The maintenance service deptt.Will initiate actionfortakingoverthe quartersonlyon
receiptof the intimationfromsr.Manager.All suchintimationwillbe receivedone monthin
advance and indicate type of quarters,blocksandthe numberof quarterswhichare
proposedtobe handedover.
The processof takingoverof new quarterswill involvethe followingagencies:-
a. Estate section.
b. Maintenance service deptt.
c. Constructiondeptt.
d. Contractor
2. EmploymentSatisfaction on Health and Housing
Page 2
TYPES OF QUARTERS:
In RDCIS,Ranchi there are basicallyfive majortypesof quarterthese are:-
QUATERS
400 sq. Ft. 600 sq. Ft 900 sq. Ft. 1500 sq. Ft. & above
A. 400 sq. Ft. Quarters:
The 400 sq. Ft quartersare further dividedinseveral categorieslike roomtype,
hostel type andso on these are:-
House type Area (Sq. Ft)
D-III A 365
D-III B 365
D-III NEW 385
D-III NEW 400
D-II NEW 400
2-ROOM HOSTEL 450
A-TYPE SATELLITE 400+ SG
TOWNSHIP
B. 600 sq. Ft. Quarters:
The 600 sq. Ft quartersare of five types:
HOUSE TYPE AREA (sq.Ft.)
D-II OLD 545
D-I NEW 600
D-I OLD 665
B-TYPE SATELLITE 600+SG
TOWNSHIP
3. EmploymentSatisfaction on Health and Housing
Page 3
C. 900 sq,Ft. Quarters:-
The 900 sq. Ft. Quartersare of six typesthese are:-
HOUSE TYPE AREA (sq.Ft)
C-IIIA 891
C-IIIB 900
C-IIINEW 900
C-II 1198
C-TYPESATELLITE 900+CG
TOWNSHIP
D. 1500 sq. Ft. & Above:
The 900 sq. Ft.quartersare of eighttypesthese are:-
HOUSE TYPE AREA (Sq.Ft)
C-IA 1265 + 115 S$
C-IB 1242 + 340 S
C-IC 1230 + 340 S & G#
C-ID 1500 + 415 S & G
C-IINEW 1500 + 415 S & G
B-III 1750 + 422 S & G
D-TYPE SATELLITE 1500 + S&G
TOWNSHIP
* SCOOTER GARAGE
$ SERVENT QUARTERS
@ CARGARAGE
# SERVENTQUARTERS& CARGARAGE.
QUARTER LOCATION:
RDCIS,Ranchi provideshousingfacilitytoitsemployeesforwhichithasno. Of quartersin two
differentlocationsof Ranchi.These are:
1. SHYAMALI COLONY:
House Type Numberof House
400 sq. Ft. 24
600 sq. Ft. 64
900 sq. Ft. 163
1500 sq. Ft. 115
2200 sq. Ft. 31
Bungalow 11
4. EmploymentSatisfaction on Health and Housing
Page 4
2. SATELLITE COLONY:
House Type Numberof House
400 sq. Ft. 72
600 sq. Ft. 216
800 sq. Ft. 6
900 sq. Ft. 130
1500 sq. Ft. 84
Note:- 800 sq.Ft. and 900 sq.Ft are consideredassame category.
ALLOTMENT OF QUARTERS:
B. SAILdoesnot recognise anyobligationonitspart to provide residential
accommodationforitsemployees.
C. The allotmentof quartersare done on the basisof basic pay,seniorityandwhentwo
employeeshavingsame eligibilitythendate of birthaswell asdate of joiningis
considered.
Category 1.1.1980-
22.12.1983
23.12.1983-
22.10.1992
w.e.f. 23.10.1992
400 sq. Ft. Up to 620 Up to 810 Up to 1710
600 sq. Ft. 621- 920 811- 1350 1711- 2500
900 sq. Ft. 921- 1600 1351- 2200 2500- 4750
1500 sq. Ft. 1600- above 2201-above 4750- above
D. Consistentwiththe availabilityof residentialaccommodationallotmentmaybe
made to employeesintermsof the ruleslaiddown.
E. Anyemployee of the companywhodesire tohave anallotmentof residential
accommodationmade inhisfavourshouldapplytomanager(admn) throughhis
controllingofficedullyverifiedbypersonal deptt.Inthe prescribedfrom.He/shewill
be eligibleforallotmentof accommodationfrom30 daysafterthe date of
applicationforallotment.
F. Allotmentof quarterswillbe done consideringthe date of vacationof the house as
the seniorityof the quarter.
G. No employee shallbe allottedaquarterif wife orthe husbandasthe case may be of
the employee hasalreadybeenallottedaquarterandunlesssuchquarterisagreed/
undertakentobe surrendered.
H. The above shall notapplywhere the husbandandwife are residingseparatelyin
pursuance of an orderof judicial separationgrantedbyanycourt.
I. Employee joiningSAILunitsatRanchi ontransfertermswill be providedwith
companyquarteras per theirentitlementandtermsof transfer/appointment.
J. For eligible toparticularcategoryof accommodationseniorityshallcome fromthe
date of entryintothe pay range of the category.In case date of entryissame,date
5. EmploymentSatisfaction on Health and Housing
Page 5
of joininginservice (HSL/BSL/SAIL) will be the determiningfactor.Where these are
alsosame date of birthwill be the determiningfactor.
Procedure for Allotment:-
1. Estate sectionwill checkthe update senioritylistinrespectandeligibility.
Estate sectionwouldthenrefertothe listof vacant quarterswitha view to
take action inrespectof allotment of the quarter.Allotmentwill be done
consideringthe date of vacationof quartersinparticularcategory
irrespectiveof facultythereinafterithasbeendecidedtoallotaquarterto
a particularemployee,adraftallotmentorderwill be preparedandputup
to competent officerforhisapproval the approveddraftallotmentorder
will thenbe typedonthe allotmentorderfromincase of allotmentof
quarters in satellitetownshipandcheckedthoroughlybefore the same is
put upto the officerforhissignature.The various copiesof the dulysigned
allotmentorderwill be distributedasunder
2. Individual concerned
3. Sr. Mgr /supdt.(MSD).
4. Sr. Mgr /(admin)-CET/MTI
5. Estate supervisor.
6. Manager (F&A)- RDSIC/CET/MTI.
7. Office copy.
K. 1. Allotmentmade once bythe companywill be final.
2. The companymay also,for reasonstobe recorded,make outof turn allotment.
C. If employee failstoaccept/complywiththe allotmentwithin7(seven) daysafterthe
date of allotment:
A. The allotmentinquestionshall standcancelledandthe accommodationshallbe allottedtothe
nextentitledemployees.
B. He/she maynot be consideredforanotherallotmentforaperiodof 6 (six) monthsfromthe date
of allotment.Hiscase mayhoweverbe considered afteraperiodof six monthsonreceiptof the
freshapplicationasperseniority.
MUTUAL CHANGE OF QUARTERS:
1. Onlytwomutual changeswill be allowed.The secondchange willbe allowed
afterfive yearsof firstmutual change.
2. An employee towhomthe quarterhasbeenallottedmayapplypermission
for the mutual change of quarter withanotheremployee inthe same
categoryof house inprescribedPerforma.
6. EmploymentSatisfaction on Health and Housing
Page 6
TEMPORARY ALLOTMENT OF QUARTERS:
a. Company’squarterscanalsobe allottedontemporarilytothe employeesof SAILunits
at Ranchi forthe social functions
b. The temporaryallotmentwillbe made forthe marriage of self,son,daughter,brother
or sister.
c. For any othersocial function,temporaryallotmentcanalsobe done withthe approval
of Chief of Personnel &Administration,RDCIS.
d. Quartersin onlyone categoryabove the entitledcategorywillbe consideredfor
temporaryallotment.
e. Temporaryallotmentwill be done foramaximumperiodof 10 days andnot more than
twoquarter will be allowedtoanemployee foranoccupation.
f. House rent and electricity charges are:
Category of
Quarter
Satellite township Shyamali colony
House rent Electricity House Rent Electricity
Hostel 10/- 2.01/-
400 Sq. Ft. 6/- 10/- 15/- 2.68/-
600 Sq. Ft. 10/- 10/- 20/- 3.35/-
900 15/- 10/- 35/- 4.02/-
1500 20/- 10/- 50/- 4.69/-
Higher Type 75/- 7.50/-
PROCEDURE FOR TEMPORARY ALLOTMENT:
a. Employee seekingtemporaryquarterhastoapplyChief of
Personnel &Admin,RDCISmentioningthe categoryof quarter,
periodof allotmentandreasons.
b. On allotmentof quarter,employee hastobe depositinadvance,the
house rentas well aselectricitycharges.
HANDING OVER OF ALLOTTED QUARTER TO THE ALLOTTEE:
a. On the receiptof AllotmentOrderinrespectof the quarterof satellite township,
employeewillcontact(supervisorestate) fortakingthe possessionof the allotted
quarter. On the pre-scheduledtime,supervisorestate will handoverthe possession
of vacantquarter aftergettingfilledupthe “QuarterOccupationReport”.A copyof
occupationreport,dulysignedbySupervisorEstate will be handedovertothe
allottee.
b. For the allotmentsmade inthe Shyamali colony,allottee willcontactcaretaker
officer,Estate section,MECON andon giventime of quarterwill be handedover.
7. EmploymentSatisfaction on Health and Housing
Page 7
ALLOTMENT OF UN-ATTACHED CAR-GARAGE:
The un-attachedcar-garage facilityisonlyavailable insome of the 900 Sq.Ft. Quartersand
these quartersare allottedtothe employeeswho are entitledi.e.onthe basisof seniority,
date of occupationof 900 sq.Ft. Categoryof house inthiszone and date of purchase of car
whichislater. 15/- permonthwill be chargedas car garage rent.
LIABILITY OF THE ALLOTTEE FOR THE QUARTER ALLOTTED:
a. An allottee shallbe remainliable topayrentandother chargesfor the
accommodationallottedtohim/hertill he/she formallyhandsoverthe same tothe
authorisedrepresentativeof the companyinthe mannerprescribed.
b. Where an allotmentof quarterhasbeenmade,the liabilityforrentshall accrue
fromdate of occupationof the house.
c. House rentto be realisedfromthe employeesforresidentialaccommodation
allottedtotheminthem.
1. House ofShyamali colony and Satellite Township.
Category of House Standard House Rent
(permonth)
400 sq. Ft. 90/-
600 sq. Ft. 127.50/-
900 sq. ft. 185/-(+ 15/- forgarage allotted)
1500 sq. Ft. 300/-
Higher Type 365/-
Director’s Bungalow 515/-
2. Hostel Accommodation:
Hostelsare only available forthe new traineesandmanagementtrainees.
Category of Houses Standard House Rent ( per month)
Single Room Hostel 90
d. ElectricityissuppliedbyJSEB(JharkhandState ElectricityBoard) atfactoryrate but
RDCIS chargesonly@ 1.50/- perunitup to 200 unitsandabove it 2/- per
unit.
e. Water issuppliedbyPHD,Ranchi and RDCISis notresponsiblefortime andduration
of watersupply.
PERIOD FOR WHICH ALLOTMENT EXISTS AND EXTENSION:-
A quarterallottedtoan employee maybe allowedtoretainonnormal renton the
happeningof anyof the eventsspecifiedbelow forthe periodspecifiedagainsteach
8. EmploymentSatisfaction on Health and Housing
Page 8
providedthatthe quarterisrequiredforthe bonafide use of the employee ormemberof
the family.
S.NO. Event Permissible periodfor
retentionof Quarter
1. Resignation,dismissal orremoval from
service,terminationof service
One month
2. Retirement Till the endof presentacademic
3. Deathof an allottee --do--
4. Transferto place outside Ranchi --do--
5. On proceedingon traininginoroutside India For the entire periodof training
6. Studyleave inor outside India For the entire periodof study
7. Leave on Medical Ground For full periodof leave.
9. EmploymentSatisfaction on Health and Housing
Page 9
HealthPolicy:
STANDARD WELFARE FACILITY PROVIDED BY RDCIS ARE AS FOLLOWS:
The standard facilities provided to an employee joining RDCIS is entitled for includes:-
Medical facility:-
SAIL provides medical facility toall regular and retired employees. Each employee is eligible to
use the medical facility. By establishing ISPAT Hospital, SAIL provides medical treatment to
employees and their entitled family members.
Retainer Doctor:-
In ISPATHospital,Ranchi,Allopathicmedical facilityisavailable.Thatpersonwhoisnotinterestedto
use Allopathic facilities can consult other Doctors who provide Homeopathic or Ayurvedic
medicines. All expenses for consulting Doctors fees and getting medicines is reimbursed by the
Company.
REIMBURSEMENT OF EXPENSES TOWARDS MEDICAL TREATMENT NOT AVAILABLE AT THE HEAD
QUARTER OF THE EMPLOYEES:-
RDCIS,SAIL regulate medical claims towards specialized treatment obtained from outside the
headquartersof the employees.Itisapplicable toall employeesof the SAILandtheir entitled family
members including Management Trainees.
Under certain rules and regulation, patient can go for special medical treatment in such hospital
whichissituatedatoutside the headquarter.Inseriouscaseswhere immediate medical attention is
not expectedtobe providedinSAILHospital/GovernmentHospital/Medical College Hospital either
for want of accommodation or non-availability of the Specialist and/or such treatment is not
available in such hospital, then any other hospital as per list attached may be preferred for
immediate medical attention.
REIMBURSEMENT OF MEDICAL EXPENDITURE:-
As agreedinNational jointCommittee forthe SteelIndustry(NJCS), attempts will be made to make
directpaymenttothe hospital whereverfeasible.If sucharrangementsare made to make payments
direct to the hospital, the cost of non-reimbursable items will recovered from the employees.
The amount of advance in each case is Rs.4000/- as recommended by the Head of Medical
Department/Medical Institution.
10. EmploymentSatisfaction on Health and Housing
Page 10
SAIL MEDICLAM SCHEME(FOR RETIRED EMPLOYEES)
Objective of scheme:-
To extend the medical benefittothe retiredemployeesof SAILandtheirspouse.
Person recovered:-
1. Retiredemployeesof SAILandtheirspouses.
2. The employeeswhohave takenvoluntary retirementandtheirspouse.
3. The employeeswhocease tobe inemploymentonaccountof permanenttotal disablement
and theirspouses.
4. The spouse of an employee whodiesinservice.
Scheme:-
Thisscheme isoptional.The memberwill be coveredthroughGroupInsurance MediclaimPolicyof
the Insurance Companyandwill be operatedthroughthe UnitedIndiaInsurance Co.Ltd.
As perarrangementwithSAIL,all retiringemployeesshall be givenenrollmentformbythe
respective officesof Plant/Unitshandlingthe mediclaimscheme.The enrollmentfeeisRs667/- per
memberforthe policyperiod.
Benefit:-
Reimbursementof actual chargesupto RS.1,50,000/- per memberperpolicy(withclubbingfacilities
betweenemployeeandspouse) periodspentonroom, ICUnit,Nursingexpenses,Surgeon,
Anesthesia,medical practitioner,Consultant,SpecialistFees,Blood,Oxygen,OperationTheatre
Charges,Surgical appliances,MedicinesandDrug, DiagnosticMaterials,X-rays,Dialysisandsimilar
otherexpenses.
11. EmploymentSatisfaction on Health and Housing
Page 11
Health
1. How many times you visited hospital?
Findings / Survey:
None Once Twice Thrice More than Thrice Total
0 2 6 8 14 30
Analysis:
Hospital facility is being utilised by all the employees. About 46% of the employees avail this facility
more than thrice a year, and about 27% of the employees visit hospital thrice a year. 7% & 20% of
employees visits once to twice a year at least. And therefore, we can conclude that the Hospital
facility is being readily appreciated by all the employees as because 0% of the employees visit none
times.
2. Are you satisfied with doctors and hospital staff behaviour?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
16 5 4 3 2 30
Once
7% Twice
20%
Thrice
27%
More than
Thrice
46%
12. EmploymentSatisfaction on Health and Housing
Page 12
Analysis:
The majority of Employees of RDCIS are satisfied with the behaviour of the Doctors and Hospital
staff. As 53% of the employees are satisfied and about 17% of the employee are Very Satisfied with
the behaviour of Doctors and staff. But 7% of the Employees are Very Dissatisfied and 10% of them
are dissatisfied. This may be a Warning to the management, as the Dissatisfaction of the nos.
Employees may increase in the near future if importance is not given to the grievances.
3. Hygienic Environment of Hospital:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
20 6 3 1 0 30
Analysis:
This is a very good feedback as maximum number of the employees thinks that the hospital has a
Hygienic Environment. As analysis shows us that the 67% of the mass of the employees are satisfied
and agrees to the fact. And the better part is that 20% of the employee are Very Satisfied with the
Hospital’s Hygienic environment. 10% of them are neutral and still need more better environment
than it has. But still a negligible amount of 3% of the employees not satisfied and expect more
Hygienic environment in the hospital.
Satisfied
53%
V. Satisfied
17%
Neutral
13%
Dissatisfied
10%
V.
Dissatisfied
7%
Satisfied
67%
V. Satisfied
20%
Neutral
10%
Dissatisfied
3%
13. EmploymentSatisfaction on Health and Housing
Page 13
4. Are you satisfied with the health policy of SAIL?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
10 18 1 0 1 30
Analysis:
Employees of RDCIS are Very happy with the Health Policy, as 60% of them are Very Satisfied and
34% of the mass are Satisfied with it. And 3% of them are Neutral, as they are not against the policy
but not too much happy with it. But again 3% of the employees are not Happy rather are Very
dissatisfied with the policy and want some changes in it.
5. Is prescribed hospital, equipped with latest devices and well trained doctors as well as staff members?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
14 3 4 5 4 30
Analysis:
Satisfied
34%V. Satisfied
60%
Neutral
3%
V.
Dissatisfied
3%
Satisfied
47%
V. Satisfied
10%
Neutral
13%
Dissatisfied
17%
V.
Dissatisfied
13%
14. EmploymentSatisfaction on Health and Housing
Page 14
Here we got some mixed reaction as we could see the Pie-chart and we could find out that many are
satisfied and some are dissatisfied with the issue of well equipped hospital and trained staff and
doctor. As we could see that maximum numbers of employees i.e. 47% are satisfied with the issue and
10% of them are Very Satisfied with the issue and they belief that, they are in good set hands, who is
looks after their health. But 13% of the employees are Very dissatisfied with the issue and they want a
definite change or enhancement of the hospital’s equipment with latest devices and well trained
doctors as well as staff members. And again 17% of the employees are Dissatisfied with the same
issue and they would also like to have changes done on status of issue. 13% of them are Neutralas
they are neither satisfied nor dissatisfied with the issue, as their satisfaction level fluctuates with time
to time.
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
10 0 4 14 2 30
Analysis:
Over here the number of employees is more dissatisfied with the issue, i.e. 47% of them are
dissatisfied and 7% of them are Very dissatisfied with the issue of availability of medicine in ISAPT
hospital. And only 33% of the employees are satisfied with the issue and 13% of them are neutral.
Therefore,almost more than half the employees of RDCIS are not happy and satisfied with the
availability of medicine and this is an important factor when it comes to the employees. As medicine
which are not found in the hospital are being reimbursed by RDCIS.
7. Ambulance facility 24x7:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
Satisfied
33%
Neutral
13%
Dissatisfied
47%
V.
Dissatisfied
7%
6. Medicines prescribed by doctors are available in a ISPAT hospital:
15. EmploymentSatisfaction on Health and Housing
Page 15
16 2 7 5 0 30
Analysis:
Findings suggest that 60% employees are pretty much happy with the Ambulance Facility. About 7%
of them are Very much satisfied with the facility and about 53% of them are satisfied with the subject.
And that they have no grievance about it. But 17% of the employees are Dissatisfied with the facility
and require a prompt and quick response when require, and also with the necessary equipments install
in it. About 23% of the employees have no response regarding the matter as they didn’t have availed
the facility.
8. SAIL policy for treatment outside the ISPAT hospital:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied Total
9 16 2 1 2 30
Analysis:
Satisfied
53%
V. Satisfied
7%
Neutral
23%
Dissatisfied
17%
Satisfied
30%V. Satisfied
53%
Neutral
7%
Dissatisfied
3%
V. Dissatisfied
7%
Q-A.8
16. EmploymentSatisfaction on Health and Housing
Page 16
As we could see the pie-chart, more than 80% of employees are happy and are satisfied with the
policy of RDCIS that deals with the issue of treatment outside the ISPAT hospital. 53% of the
employees are Very Satisfied with the policy and about 30% of them are Satisfied, which means they
want and are happy with the policy, as ISPAT hospital is not a Multi-speciality clinic and if
recommendation (IF TREATMENT IS NOT POSIBLE IN ISPAT Hospital) is given to an Patient for
treatment outside the ISPAT hospital, then the reimbursed can be obtained by patient when claimed it
to the proper authority. And again when pie-chart is viewed we could see about 10% of the employees
are not satisfied with the policy, and they need more flexibility in the policy. And about 7% of the
employee are neutral and are confused with their satisfaction level, and had never exercise the policy.
Housing
1. Are aware of the house allotment policy Of RDDCIS?
Findings / Survey:
Yes No Total
24 6 30
Analysis:
Employees of RDCIS are aware of the house allotment policy. About 80% of them are aware of the
policy. And 20% of them are not aware of the policy, as because they are not availing the facility and
are not staying in the sail Township and Mecon Colony where the houses/quarter are situated.
Yes
80%
No
20%
17. EmploymentSatisfaction on Health and Housing
Page 17
2. In which Quarter Are You Residing now?
Findings / Survey:
400 SqFt 600 SqFt 900 SqFt 1500SqFt None Total
0 7 12 4 7 30
Analysis:
As we could see that maximum i.e. number of the employees are staying in 900 Sq. Ft. Quarter
because they all belong to middle level management and the scale for 900 Sq. Ft. Is larger than other.
And again 23% of the employees are staying in the 600 Sq. Ft. Quarter,as the number of employees
in lower level manager are lesser in number. And only 14% of the employees are in 1500 Sq. Ft.
Quarter. So we could say that could say that top level manager are lesser in number. Therefore we
could say that middle level managers are in larger number as compared to any other level. And a large
number of employees i.e. 23%, are not availing the quarter facility.
3. Are you Stisfied with the House (Quarter) alloted to you?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
10 4 6 2 1 7
600 SqFt
23%
900 SqFt
40%
1500SqFt
14%
None
23%
18. EmploymentSatisfaction on Health and Housing
Page 18
Analysis:
Firstly 25% of employees are not staying in the quarter give by the SAIL As we can see that 36% of
the employees are satisfied with the accommodation provided by the SAIL, RDCIS. And 14% are
very Satisfied with the accommodations facility, and are very Happy with the facility. A very little,
14% of employees are not satisfied with the and are not happy with the accommodation provided by
the SAIL, RDCIS.
4. Water supply?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatisfied None
14 2 3 3 1 7
Satisfied
36%
V. Satisfied
14%
Neutral
21%
V. Dissatified
4%
None
25%
Q-B.3
Satisfied
47%
V. Satisfied
7%
Neutral
10%
Dissatisfied
10%
V. Dissatified
3%
None
23%
Q-B.4
Total 30
19. EmploymentSatisfaction on Health and Housing
Page 19
Analysis:
More than 50% of the employees are happy with the water supply. Therefore 47% are satisfied and
7% of them are Very satisfied with the water supply. And mealy 10% of them are unhappy with the
issue. And they defiantly need their water supply to be regularised and volume of water supply at their
home/Quarter should increase. And 10% have no grievances with it as they are good with what thay
are getting.
5. Electricity Supply?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
16 5 2 0 0 7
Analysis:
Regarding Electricity supply, all most 70% are happy and satisfied. As they don’t have any grievances
with the supply of electricity. And 7% are good with what they are getting. And 23% of them don’t
stay in facility so they are not aware with the issue.
Satisfied
53%
V. Satisfied
17%
Neutral
7%
None
23%
Q-B.5
Total 30
20. EmploymentSatisfaction on Health and Housing
Page 20
6. Security facility:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
16 2 3 4 0 5
Analysis:
All most 60% of the employees are satisfied and happy with the security facilityas they don’t hav any
complain against the security facility. 13% are not satisfied with the security facility as their
experiences are not so good with it.
7. Co-operative Facility:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
17 9 2 0 0 2
Satisfied
53%
V. Satisfied
7%
Neutral
10%
Dissatisfied
13%
None
17%
Q-B.6
Total 30
Total 30
21. EmploymentSatisfaction on Health and Housing
Page 21
Analysis:
Co-Operative facility is some of the facility which are not been given by every organisation and is
being very much liked by the employees. 30% of the employees are Very satisfied and 56% are
satisfied. That is 86% of the employees are happy and this facility is very much liked by the
employees. And only 7% of them are neutral, as they also have no problem.
8. Parks and play ground:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
15 7 3 1 0 4
Analysis:
As we can see that Satisfaction level of the employees of SAIL, RDCIS,and it seems that they are
satisfied in this issue. As statistics suggest that 23% are Very much satisfied and 50% are satisfied,
Satisfied
56%
V. Satisfied
30%
Neutral
7% None
7%
Satisfied
50%V. Satisfied
23%
Neutral
10%
Dissatisfied
3%
None
14%
22. EmploymentSatisfaction on Health and Housing
Page 22
this means that more than 70% of the employees are satisfied with the Parks and play ground facility
provided by the company. As 14% don’t stay in the facility provided by the company so they don’t
have anything to say on this issue. 10% of employees have no issues regarding the matter or rather the
facility and have no grievances. 3% of the employees are unhappy and are dissatisfied, as the number
if very few so it is no problem to the company or the organisation.
9. Garage facilities for parking of car and bike:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
12 5 5 3 0 5
Analysis:
More than 60% of the employees are satisfied with the facility of Garage facilitiesforparkingof car
and bike providedby RDCIS
10. Cafeteria and food quality
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
15 5 4 4 2 0
Satisfied
40%
V. Satisfied
16%
Neutral
17%
Dissatisfied
10%
None
17%
23. EmploymentSatisfaction on Health and Housing
Page 23
Analysis:
11. Are you satisfied with the repair & Maintenance of houses (Quarters) done by SAIL?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
13 2 4 3 1 7
Analysis:
Satisfied
50%
V. Satisfied
17%
Neutral
13%
Dissatisfied
13%
V. Dissatified
7%
Satisfied
44%
V. Satisfied
7%
Neutral
13%
Dissatisfied
10%
V. Dissatified
3%
None
23%
Q-B.11
24. EmploymentSatisfaction on Health and Housing
Page 24
12. Security Facility:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified None
16 0 3 2 1 8
Analysis:
All most 60% of the employees are satisfied and happy with the security facilityas they don’t hav any
complain against the security facility. 13% are not satisfied with the security facility as their
experiences are not so good with it.
13. Community hall:
Findings / Survey:
Satisfied
V.
Satisfied Neutral Dissatisfied
V.
Dissatified None
18 4 3 2 0 3
Satisfied
53%Neutral
10%
Dissatisfied
7%
V. Dissatified
3%
None
27%
Q-B.12
25. EmploymentSatisfaction on Health and Housing
Page 25
Analysis:
14. Power backup facility:
Findings / Survey:
Satisfied
V.
Satisfied Neutral Dissatisfied
V.
Dissatified None
14 5 4 0 0 7
Analysis:
Satisfied
78%
Dissatisfied
9%
None
13%
Q-B.13
Satisfied
47%
V. Satisfied
17%
Neutral
13%
Dissatisfied
0%
None
23%
Q-B.14
26. EmploymentSatisfaction on Health and Housing
Page 26
15. Is the colony’s environment hygienic:
Findings / Survey:
Satisfied
V.
Satisfied Neutral Dissatisfied
V.
Dissatified None
18 6 0 1 0 5
Analysis:
18
6
0 1 0
5
Satisfied V. Satisfied Neutral Dissatisfied V.
Dissatified
None
Q-B.15
27. EmploymentSatisfaction on Health and Housing
Page 27
Job Environment
1. Are 1. Are you satisfied with your job: ?
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified Total
16 9 5 0 0 30
Analysis:
This question is being the star of all questions as because 100% employees are satisfied and in which
nearly 40% of them are very satisfied with their job. A organisation is run by people and they need to
be satisfied, as because to earn maximum profit for the organisation, their employees needs to be
satisfied at work and at different levels of life. And as Sail, RDCIS,is providing facilities to their
employees, they are happy and very much satisfied with their Jobs.
2. Are your fellow colleagues motivatetive and supportive?
Findings / Survey:
Yes No Total
30 0 30
Satisfied
64%
V. Satisfied
36%
Dissatisfied
0%Q-C.1
28. EmploymentSatisfaction on Health and Housing
Page 28
Analysis:
Chart says all !! The employees of RDCIS supports and motivates each other and are very happy and
are obelised to each other, these proves that there is an health environment in the work place.
3. Are you satisfied with the Final Settlement policy (for retirement) by RDCIS?
Findings / Survey:
Satisfied
V.
Satisfied Neutral Dissatisfied
V.
Dissatified Total
12 18 0 0 0 30
Analysis:
Yes the employees are all are very satisfied with the Final Settlement Policy of RDCIS. And its
proven. Therefore SAIL, RDCIS’s policy is very good and is very beneficial to the employees, thats
Yes
100%
No
0%
Q-C.2
Satisfied
40%
V. Satisfied
60%
Dissatisfied
0%
Q-C.3
29. EmploymentSatisfaction on Health and Housing
Page 29
why they are so happy with the policy. 100% employees are satisfied and out of which 60% of them
are Very Satisfied with The policy.
4. Are you satisfied with the retirement policy of your RDCIS:
Findings / Survey:
Satisfied V. Satisfied Neutral Dissatisfied V. Dissatified Total
16 12 2 0 0 30
Analysis:
Everybody is happy with the retirement policy of The Organisation
Satisfied
53%
V. Satisfied
40%
Neutral
7%
Q-C.4