€ iT n .-i in T ,i. Office of the Dy.
GM (P)Coordination & CPIO
& Rectt.
1`1¢ P.O.: Jagriti Vihar, Burla
Sambalpur, Odisha-768020
Ph: +91 (663) 2542853
{th##ife;Sdi#iquREGRESREth&£isae#ifeng Fax: +91 (663) 2542482
e-mail : [Link]@[Link]
Ref. No. MCL/SAME/Coordn./2018-19/ Lgt/ d? Date:28.03.2019
--,I '-` -\ ,
To
The General Manager(System) ,
-----. j\ MCL.
Sub : OIL Equal Opportunity Policy.
Dear Sir,
In compliance to the. Office Memorandum [Link]/C5A(PC)/Equal
Opportunity/83 Dtd.25.03.2019 issued by Sri PVKRM Rao, GM(P/Rectt/PC), GIL,
enclosed please find the OIL Equal Opportunity Policy for information and to
publish this in MCL website for wide circulation.
This is for your kind information and necessary action.
Yours faithfully
•i .-I
lrrfu4`
Encl. : As above.
(P. K. Mahapatra)
[Link] (P)/HOD(Co-ordn./CPIO/Rectt.)
MCL HQ.
Corporate office: Jagruti Vlhar, Burla, Sambalpur, Odisha -768 020, Phone: (PBX) +91 (663) 254 2461J35,
Telefax: +91 (663) 2541317, Website: [Link]
_ _ __ _ _ ---------------.----.------------.--------- t ------- _ _--_ _I-_ _ _ _ -
frnfisqrftrfrts PERSONNEL DIVISION
(qr{frg{fiTtiilgIlFrT) POLICY CELL
CIN:L23 1 09WB I 973GOI028844
COAL INDIA LIMITED
(A Govt. of India Enterprise) E-MAIL: [Link]@coalindia. in
TEL:033-7110 4282
otg rrrq "coAL BHAwAN' FAX:033-2324 4140
PREMISE NO: 04, MAR, PLOT NO: AF-llI
ACTION [Link], NEW TOWN, RAJHARHAT
qorrdrffitrft WEBSITE: [Link]
KOLKATA-70o156 (WB) A Maharatna Company
,lW
(An ISO 9001:2015,ISO 14001:2015 & ISO 50001:2011 Certified Company)
Ref : CIL/C5A (PC)/Equal Opportunity/$} Date:25.03.2019
OFFICE ORANDUM
Subject: CIL Equal Opportunify Policy
In accordance with the provisions of "The zughts of People with Disabilities Act,2016" and
"The Rights of People with Disabilities Rules, 2017", "CIL Equal Opportunity Policy" has
been formulated which is enclosed for information and compliance by all
This issues with the approval of the Competent Authority.
t1
(P
'{^4,,\
General Manager G/nectf Cf
Encl. as above.
Distribution through e-Mail:
l. D (P&rRy D (Fy D (Ty D (M), CL
2. CMD, ECL/ BCCL I CCLI NCL/ SECL I WCLI MCLI CMPDIL
3. CVO, CIL
4. FUNCTiONAI DirECtOrS, ECLIBCCLI CCLINCL/ SECL/ WCL/ MCL/ CMPDIL
5. CVO, ECL/ BCCLI CCL/ NCL/ SECL/ WCL/ MCL/ CMPDIL
6. GIU/TS to Chairman, CIL
7 . GIW HoD (P/EE), ClLl ECLI BCCLI CCL/ NCL/ SECL/ WCL/ MCL/ CMPDIL
8. GM/ HoD (Finance), CILI ECLIBCCL/ CCL/ NCL/ SECL/ WCL/ I|I{4CLI CMPDIL
9. GN{(CP), CIL
10. GM, New Delhi Office
11. GM/ HoD(IICM)
12. GM, NEC
13. GM (System), CIL - with a request to please upload the same in CIL website for information to
all concerned for implementation.
CIL Equal Opportunity Policy
Table of Contents
l. Title and Commencement 2
2. Overview of the Policy 2
3. Scope & Applicability 2
4. Facilities & Amenities 2
a
5. List of positions identified J
6. Manner of selection J
7. Post Recruitment & Pre-promotion training J
a
8. Career gio*tt J
9. Transfer & Posting 4
10. Provision for Special Casual Leave 4
11. Preference in allotment of residential accommodation 4
12. Providing Aids/ Assistive devices 4
13. Accessibility and Barrier free environment at Work place 4
14. Liaison Officer 5
15. Grievance Redressal Officer 5
16. Responsibility 5
17. Interpretation 6
18. Savings 6
Page | 1
CIL Equal Opportunity Policy
1.0. Title and Commencement
This policy shall be called the 'CIL Equal Opportunity Policy'. It shall come into force
with immediate effect.
2.0. Overview of the Policy
CIL recognizes the value of a diverse workforce. It is committed to provide equal
opportunities in employment and creating an inclusive workplace and work culture in
which all employees are treated with respect and dignity.
CIL is also committed in eliminating all forms of unlawful discrimination and harassment
of people with disabilities. The Company continuously strives to ensure that all our
facilities, technologies, information and privileges are accessible to people with
disabilities.
CIL encourages candidates with different disabilities to apply against notified vacancies
from time to time as per their eligibility and PwD category. Any information shared by
employee on disability/ medical condition will remain confidential and will be used only
for internal purposes.
This Equal Opportunity Policy is in accordance with the provisions of "The Rights of
People with Disabilities Act,20l6 (RPWD Act20l6)", hereinafter referred as the Act and
"The Rights of People with Disabilities Rules, 2017", hereinafter referred as the Rules.
3.0. Scope and Applicability
The Policy covers all persons with disabilities. They could be job applicants, employees
of CIL & its Subsidiaries, trainees and employees engaged by CIL on contract basis/ fixed
term basis. It also covers those employees who acquire disability during their work tenure.
This policy also applies to all aspects of employment, be it recruitment, training, working
conditions, compensation, transfers, employee benefits and other service related matters.
4.0. Facilities and Amenities
a) Physicallnfrastructure
CIL &, its Subsidiaries aims to ensure that its physical infrastructure (buildings,
furniture, facilities and services in the building/ campus and transportation) adheres
to the accessibility standards as prescribed by the Government of India. Wherever
possible, any new facility that is built or renovated or leased or rented will be
Page | 2
evaluated for compliance with accessibility standards as per requirement. Any
employee facing accessibility issues should report to the Civil Department at their
location or write to the Liaison Officer.
b) Digitallnfrastructure
It is CIL & its Subsidiaries' continuous endeavour that the Company's documents,
communication and information technology systems adhere to the accessibility
standards as per requirement. Any employee facing accessibility challenges can reach
out to the local System Department or write to Liaison Officer.
5.0. List of positions identified
The list of positions identified for Persons with disabilities in CIL will be as per the
Ministry of Social Justice and Empowerment's Gazette Notification No. 16-15/2010-DD
III dated 29.07.2013. The Gazette Notification along with detailed list of identified Group
A, B, C & D posts is available at [Link] and also accessible from the website of
Office of the Chief Commissioner for Persons with Disabilities
(http ://[Link]. in/).
6.0. Manner and process of selection
As per the guidelines issued by Govt. of India from time to time
7.0. Post Recruitment & Pre- promotion Training
Induction training prograrnme for the persons with disabilities will be imparted together
with the other employees as and when conducted.
Job specific post-recruitment as well as pre-promotion training programmes whenever
conducted in case of Non-Executive employees for selection to Executive cadre will be
organized in an inclusive manner by the respective HRD Department of CIL & its
Subsidiaries.
Wherever possible, training contents will be finalized in consultation with the National
Institutes under the Department of Disability Affairs, Ministry of Social Justice &
Empowerment. Training programmes will also be conducted at the time of change in job,
introduction of new technology, etc. The venue of the training may be fixed as considered
suitable for conducting such training for people with disabilities.
8.0. Career growth
CIL &, its Subsidiaries will not deny promotion to any employee merely on the ground of
disability. If an employee acquires a disability during his/ her service, he/ she will not be
dispensed with or reduced in rank/ grade. If such employee after acquiring disability is
Page | 3
not suitable for the post he/ she was holding, will be shifted to some other post with the
same pay scale and iervice benefits. If it is not possible to adjust the employee against any
other post, he/ she will be kept on a supernumerary post until a suitable post is available
or he/ she attains the age of superannuation, whichever is earlier.
9.0. Transfer & Posting
Unless in sensitive posts and warranted by Vigilance to be transferred, the persons with
disabilities will be exempted from the rotational transfer and be allowed to continue in the
same job, where they would have achieved the desired performance. Further, preference
in plate of posting at the time of transfer/ promotion will be given to the persons with
disability subject to the administrative constraints.
1.0.0. Provision for Special Casual Leave
It will be governed for employees with disabilities in CIL & its Subsidiaries
as per the
provisions of the RPWD Act2016 and DPE guidelines issued in this regard from time to
time.
11.0. Preference in allotment of residential accommodation
To the extent possible, CIL & its Subsidiaries will give preference to the persons with
disabilities for providing them accessible accommodation along with disable friendly
toilets/ bathrooms preferably at ground floor near their place of posting.
12.0. Providing Aids/ Assistive devices
As far as feasible, CIL & its Subsidiaries will assist the persons with disabilities by
providing them assistive devices (including low vision aids, hearing aids with battery),
ipecial furniture, wheel chairs (motorized if required by the employee), computer and
other hardware, etc. for use in connection with the work assigned and use in Office
premises in accordance with their requirements, which would improve their efficiency.
CIL will try to provide such devices in consultation with various National Institutes
working in the sphere of disability.
13.0. Accessibility and barrier free environment at Work place
CL & its Subsidiaries will take steps to provide banier free and accessible work stations
to disabled employees, access from main building entrance to their concerned departments
and access to common utility areas such as Toilets, canteens etc. in addition to providing
disable friendly toilets. Lifts/ elevators will be made accessible by providing Braille
signage and audio outputs. Wherever required, suitable colour contrast will also be made
available in buildings, utilities, staircases, etc. for the benefit of low vision employees.
Page | 4
14.0. Liaison Officer
The Liaison Officer appointed by CIL & its Subsidiaries to look after reservation matters
for SCs, STs will also act as the Liaison Officer for reservation matters relating to persons
with disabilities. The Company will make arrangements for training the Liaison Officer
on "Disability Equality and Etiquettes" in consultation with the Office of the Chief
Commissioner for Persons with Disabilities. The Liaison Officer would also look after the
issues relating to providing of amenities for the persons with disabilities, reservation
matters relating to the recruitment of persons with disabilities and also maintains records
and submit retums as per the Act read with the Rules.
15.0. Grievance Redressal Officer
CL & its Subsidiaries will appoint a senior Officer as a Grievance Redressal Officer for
looking after the gdevances of people with disabilities. The appointment of the Grievance
Redressal Officer will have to be communicated to the Chief Commissioner for Persons
with Disabilities as per the provisions of the Act.
Any person aggrieved has the right to file a complaint concerning any discrimination with
the Grievance Redressal Officer. Any policy violation i.e. when any person with disability
is discriminated against or not provided reasonable accommodation or denied access to
any Company facility will be regarded as a grievance.
The Grievance Redressal Officer so appointed would receive and try to redress the
grievances of persons with disabilities within a reasonable time frame. However, every
complaint will have to be enquired within two weeks of its registration.
The Grievance Redressal Officer will maintain a register of complaints in the manner as
prescribed under the Rules.
16.0. Responsibility
a. Every employee of CIL & its Subsidiaries is responsible for giving effect to this
Policy.
b. In association with Liaison Officer, IR Department and Civil Department of CIL &
its Subsidiaries will have the functional responsibility of assuring compliance with
Company Policy, developing action plans, coordinating and monitoring with all
relevant programmes, in reporting findings and progress of the implementation of the
Policy, etc.
c. Any employee who violates this Policy, or in any manner discriminates with any
person with disability or renders any harassment to such person will be considered as
a misconduct and shall be dealt as per the CDA Rules/ Standing Orders of CIL & its
Subsidiaries, as the case may be.
Page | 5
17.0. lnterpretation
The power to interpret the Policy is reserved with the Director (P&IR), CIL and his
interpretation will be final.
18.0. Savings
Chairman, CIL reserves the right to relax, alter, amend or withdraw partly or fully
any of
the provisions of this policy as and when needed'
Page | 6
