Nagpur: Serious questions have been raised over the enforcement of rules at the Nagpur headquarters of Western Coalfields Limited (WCL). While employees are entitled to an annual advance of ₹12,500 for uniforms, no inspection team, committee or flying squad has been appointed at the headquarters to ensure a ban on smoking, alcohol, gutkha and paan masala on office premises. This has emerged from an official response received under the Right to Information (RTI) Act.
Nagpur resident Rajiv Ranjan Kushwaha filed an RTI application on September 3, 2026 (letter number: WCL/RTI/SUKAA/2026/6719). Documents provided by WCL’s Industrial Relations Department in response have raised questions over the implementation of the company’s rules.
Five questions in the RTI and WCL’s response
The response was prepared on the basis of a September 16, 2026, note from WCL’s Senior Manager (HR/IR/SE) (number: WCL/IR/2026/346) and sent to the Public Information Officer on September 17.
WCL provided the following information in response to the five key questions raised in the RTI:
1. SOP/GR related to uniforms: WCL provided Coal India Limited’s (CIL) revised order.
2. Ban on intoxicants at office and mine premises: The management said the ban is covered under the company’s certified Standing Order, which is available on the website.
3. Penalty for violations: According to WCL, provisions for action are also contained in the Standing Order.
4. Monitoring and inspection committee: In its RTI response, the management clearly stated that no inspection team, committee or flying squad is currently appointed at WCL headquarters in Nagpur.
5. Details of annual inspections and punitive action: Since no inspection committee or team has been appointed, the requested details of action in this regard were also not provided.
The most significant aspect of the response is that, despite the existence of rules and punitive provisions, no special inspection mechanism has been appointed at the headquarters to monitor compliance with them.
Coal India’s new dress code: ₹12,500 annual advance
The CIL office memorandum attached to the RTI response, dated April 28, 2026 (CIL/C-5B/JBCCI-XI/Uniform Dress-Code/20), provides details of the revised uniform arrangement.
The earlier order dated June 6, 2025, was amended following Coal India’s 490th board meeting.
The key provisions of the revised arrangement are:
Advance for uniforms: Each employee is to receive ₹12,500 annually for three pairs of uniforms.
Deadline for submitting bills: Previously, bills had to be submitted within one month. Under the revised arrangement, GST bills must be submitted within two months.
Failure to submit bills: If bills are not submitted within the prescribed period, the amount may be recovered from the employee’s salary.
Employees due to retire: They must submit their bills within two months or before the release of their final salary, whichever is earlier.
What will the new dress code look like?
According to Annexure A of the revised order, the uniforms will be as follows:
Male employees
Three grey formal shirts.
Three black formal trousers.
Female employees
Female employees may choose a uniform from among three options:
Black trousers with a grey or maroon shirt.
Grey or maroon kurta with black salwar and dupatta.
Grey or maroon sari with a black blouse.
Female employees must have at least three pairs of uniforms in accordance with the prescribed options.
The designated colour codes are grey — PMS 444, maroon — PMS 209, and black — PMS 426.
Rules on paper, questions over implementation
Despite the orders concerning uniforms and a substance-free workplace, questions are being raised over their effective implementation.
According to sources, employees who do not wear the prescribed uniforms are also seen entering and leaving offices at various regional headquarters, including the Nagpur headquarters. Allegations have also emerged that smoking takes place openly in some office rooms.
If these allegations are confirmed, questions would naturally arise over how effective the monitoring system is when the company already has rules and punitive provisions to ensure compliance.
In particular, the management’s official response that no inspection team or flying squad has been appointed to prevent smoking and other prohibited activities on office premises raises questions about accountability.
Questions over the role of the CMD and vigilance department
Several questions now require answers in connection with the matter:
Is uniform compliance being ensured uniformly at the WCL headquarters?
Who monitors action on complaints of violations related to smoking and intoxicants?
If the rules provide for penalties, why has no special inspection mechanism been appointed for their effective monitoring?
Will the CMD review the matter and clarify the status of rule compliance at the headquarters?
Based on the facts of the matter, should the vigilance department or another competent authority consider an inquiry?
Management accountability in focus
The information obtained through the RTI has intensified discussion about the gap between the existence of rules at WCL headquarters and their effective implementation. However, the absence of an inspection committee does not by itself mean that no action has ever been taken; the available records and the actual situation require separate verification.
It remains to be seen what steps WCL management takes to enforce the rules on uniforms and the ban on smoking and intoxicants. The key question is whether a monitoring system will be established to ensure a disciplined and smoke-free workplace at the headquarters, or whether the answers will remain limited to written orders.
Following the facts revealed through the RTI, attention is now focused on WCL management’s transparency, accountability and uniform implementation of its rules.
