LEAVE RULES IN
REPECT OF OFFICERS
3. Granting
leave and Recalling from leave
6. Commencement
and termination of leave:
8. Station
of return from leave
10. No
leave during suspension
II General conditions/extent of application of different kinds of leave
(8)
Leave for Foreign Assignment
LEAVE RULES IN REPECT OF
OFFICERS
COVERED BY STAFF BYE-LAWS
1973 IN K.A.M.C LTD
Subject to the provisions of the staff Bye-Laws the following kinds of Leave may
be granted to an employee.
(a) Casual leave
(b)
Earned leave
(c) Half pay leave /commuted leave
(d) Maternity leave
(e)
Special leave
(f)
Extra Ordinary leave and
(g)
Leave for foreign
assignment
Except in the case of leave on medical grounds, an employee shall not avail himself of leave of any nature or absents himself from duty without prior sanction. If any employee absents himself on medical grounds, the sanctioning authority may refuse to sanction the leave unless a certificate from an authorized medical practitioner is produced showing a reasonable justification for the absence on medical grounds.
The Managing Director or any officer to whom this power has been delegated by him may grant leave to an employee and may also cancel it subsequently before the employee has proceeded on leave. An employee who has already proceeded on leave may be recalled by the authority competent to sanction the leave.
An employee shall, before proceeding on leave, intimate to the authority granting the leave his address while on leave, and shall keep the said authority informed of any change in the address previously furnished.
i) Application for Earned leave, Maternity
leave and Extra- ordinary leave shall be submitted at least 15 days before the
date from which leave is required (in the case of Maternity leave, the probable
date by which leave might be required), provided that the sanctioning authority
may sanction the leave not with standing the application being submitted late.
ii)
Application which do not satisfy the requirement of clause (i) of this
Bye-law may be refused without reason
being given.
i)
The first day of an
employee's leave is the working day on which he makes over charge if he does so
in the F.N and, if he makes over charge in the A.N., the succeeding working
day.
ii)
The last day of an
employee's leave is the working day on which he returns to duty if he does so
in the A.N., and, if he returns to duty in the F.N., the preceding, working
day.
iii)
A substitutes
appointed in a leave vacancy shall be considered to be on duty in that post
during the period of leave as define in clauses (i) and (ii) of this Bye- Laws.
Unless he is permitted to do so by the authority competent to grant his leave an employee on leave other than casual leave shall not return to duty before the expiry of the period of leave granted to him.
An employee on leave shall unless instructed to the
contrary, return for duty to the place at which he was last stationed.
The officer who sanctioned the leave may require an employee who has availed himself of leave for reasons of health, to produce a medical certificate of fitness before he resumes duty even if such leave was not actually granted on a medical certificate.
Leave may not be granted to an employee under suspension or against whom proceedings are pending under Part VII of the Bye -laws.
The leaves salary due to an employee for the period of Earned leave HPL or maternity leave properly sanctioned to him may be disbursed on the day on which he proceeds on leave or on any subsequent day.
(12) In the case of employees of the Corporation
selected by direct recruitment to higher posts, such employees may be allowed
the benefits of Casual leave, Earned leave and Half Pay Leave earned during
their past service as per the Bye-laws during their service to higher posts.
Leave cannot be claimed as a matter of right. When the exigencies of an employee 's service require, discretion
to refuse or revoke leave of any description is reserved to the authority
empowered to grant it. The nature of
the leave due and applied for by an employee cannot be altered at the option of
the sanctioning authority and while it is opened to the sanctioning authority
to refuse or revoke the leave due any applied for, it is not open to him to
alter the nature of such leave.
i)
Casual leave may be granted to an employee up
to a maximum of 12 days in each Calendar year and may be combines with Sundays
and other authorized holidays provided that the resulting period of absence
from duty does not exceed 5 days, except with the prior concurrence of the authority
competent to sanction his leave, employees in provisional service and
temporary/contract employees during their 1st year of service shall
avail of casual leave only after it is earned at the rate of one day for each
completed month of service, a month being reckoned from the date of joining
service to the corresponding date in the subsequent calendar month. Casual
leave cannot be carried over from one calendar year to the next.
ii)
In computing
casual leave, intervening
Sundays and holidays shall not be reckoned as days of casual leave subject to
the provisions of clause (i) of this Bye-Law.
iii)
Casual leave will be
treated as duty and an employee may draw pay and allowance during days spent on
casual leave in the same manner as duty.
iv)
Casual leave can take for 1/2 day or
multiples of half day.
v)
Casual leave cannot be combined or connected
with any form of leave.
i)
Earned leave means leave earned in respect
of periods spent on duty.
ii)
Earned Leave shall
accrue at the rate of 1 day for every 11days of service spent on duty or one
Casual leave or on special leave. Earned Leave shall cease to accrue when the
leave in credit aggregates to 300 days.
iii)
An employee on Earned
leave is entitled to leave salary equal to the basic pay,
deputation allowance, special pay, charge/acting allowance, adhoc increase in
pay, dearness allowance and house rent allowance (but not including overtime,
batta etc.) of the post which he holds on the day before the day on which the
leave commences.
iv)
An employee will be allowed to surrender
earned leave to his credit only once in a financial year the maximum of which
shall not exceed 20days in a year and he will be paid to cash emoluments for
the leave so surrendered equal to the leave salary admissible to him for the
period of leave so surrendered as on the date of surrender. The surrender of Earned Leave either
retrospectively or prospectively cannot be permitted. An employee under suspension is not entitled to surrender earned
leave salary while under suspension in respect of the leave earned by him prior
to the date of suspension.
v)
An employee leaving
the service of the Corporation otherwise than on a disciplinary measure will be
entitled to draw an amount equivalent to leave salary for the period of earned
leave at this credit.
vi)
An employee who has a temporary or contract
or officiating service only earns earned leave at the rate of 1/22 of the
period spent on duty for the first year of service and for the remaining period
of service at the rate of 1/11 of the period spent on duty.
vii)
The earned leave of an officer appointed, as
a probationer (for a certainperiod before confirmation of his appointment) will
be regulated under the rules prescribed for permanent employee.
viii)
Earned leave cannot
be taken for 1/2 a day or multiples of 1/2 a day.
a. 'Half Pay Leave' means
leave earned in respect of completed year of service.
b. Completed year of
service and 'One year' 'Continues service' mean continues service of the
specified duration under rule 3(0) of Part 1 of the staff Bye-Laws.
c. Half pay leave can be
taken for 1/2 a day or multiples of half a day.
d. Half pay
leave as provided under the rule may be availed of on private affairs
or on medical certificates.
e.(1) During the full period of service, a permanent
employee may be granted Half Pay Leave in lieu of sick leave for a period
calculated at the rate of twenty days for each completed year of service.
(2)
An employee on Half
Pay leave is entitled to lave salary equal to half of the basic pay and full
allowances entitled to him on the day before the day on which the leave
commences, provided that where an
employee has served the Corporation for at least a period of five years, he may
if he so requests, be permitted to avail himself of Half Pay leave at full pay
for a period not exceeding half of the number of days of Half Pay leave already
earned by him. Such leave being entered
as twice the period of leave taken in his Half Pay leave account. When commuted
leave is granted, twice the amount of such leave shall be debited against Half
pay leave due.
i)
Maternity leave may
be granted to a married female employee of the Corporation (Other than the
employee covered E.S.I scheme) not being one in provisional service, for a
maximum period of 90 days at one time. Such leave may be availed f for a period
extending to 90 days from the date on which the leave commences or to the end
of 60 days from the date of confinement whichever is earlier.
ii)
An employee on
maternity leave shall draw leave salary equal to the basic pay deputation
allowance, allwance (but not including over time, batta etc.) of the post which
she holds on the day before the day on which the leave commences.
iii)
A women employee may
be granted leave of any other kind admissible to her in combination with or in
continuation of maternity leave, if the request for it is supported by a
certificate from an authorized medical practitioner to the effect that such
continued absence from duty is necessary.
iv)
A woman Employee
shall not be entitled to maternity leave under the Bye-Laws if she has three or
more living children or if she is covered under E.S.I enactment.
i)
Special leave, not
counting against any other leave may b granted to an employee by the Managing
Director under the following circumstances.
a)
When the absence from
duty is necessitated by orders not to attend office on account of the presence
of infectious disease in the house of the employee.
b)
When the absence is
necessitated by reason of an employee who is a member of the N.C.C Auxiliary
Force, Home Guard, Lok Sahayak Sena or
other Civil Defence Organization or any other official organization of a
similar nature, having to attended an Annual Camp or be on training.
c)
When the absence is
necessitated by reasons of the employees having to participate, in a
representative capacity, in sporting events, tournaments, and matches held
either in India or abroad or to participate in the Republic Day parade in New
Delhi or similar events.
d)
When the employee is
bitten by a rabid animal and has to be absent from duty for undergoing
antirabic treatment.
e)
When the employee is
summoned to serve as a jury or assessor or to give evidence before a Court as a
witness in a Civil or Criminal case, in which his private interests are not at
issue, or when he is required to attend the meeting of a University or to
undertake any other work connected with a University and
f)
When there are other
exceptional circumstances which necessitate the grant of special leave.
ii) Special leave is
treated as duty and an employee on special leave may draw pay and allowances as
on duty.
iii) Special leave may be
granted to an employee of the Corporation who actually donate blood for a
maximum number of 2 days in a Calendar year subject to production of the
certificate from the authority concerned
iv) Employees
of the Company who attend to various programs relating to 'Peoples Campaign' of
the Govt. shall be eligible for a maximum of 30 days 'duty leave' during a
Calendar year so long as the ' Peoples Campaign' linked with 9th
Five year plan exists in Govt. provided necessary certificate is produced from
competent authority. It is further
provided that the employees who desires to attend the peoples Campaign program
should obtain prior permission from the Company.
i)
Extra ordinary leave
may be granted to an employee when no other kind of leave is admissible to him.
ii)
An employee may be
granted extra-ordinary leave in combination with or in continuation of leave of
any other kind admissible to him.
iii)
No pay and allowance
are admissible during the period of extra- ordinary leave.
Employees covered by the Bye- laws will be granted leave without pay not exceeding 5 years for foreign assignment. This will be granted to the employees that concerned subject to availability of substitutes and capability of the Corporation to spare the service of these employees and that too subject to rules issued from time to time.
Sub:- Grant of
leave without Allowances for taking up employment abroad or
elsewhere in
India and Leave without Allowances for joining husband / wife
abroad
or elsewhere in India to the employees
of the Corporation –
Revised Orders issued.
Ref:- 1. M.D.’s
Order No.31/87 dated 14-12-1987 as amended.
2. M.D.’s
Order No.07/96 dated 04-05-1996.
3. Govt. Circular
No.13818/BPE.2/02/Plg. dated 04-12-2003.
4. Board Resolution No.2335 dated
05-03-2004.
5. M.D.’s
ORDER NO.05/2004 DATED
24-03-2004.
Govt. as per Circular No.10432/BPE-1/95/Plg. dated
20-01-1996 had issued guidelines for granting leave without allowances for
taking up employment abroad or elsewhere in India to the employees of the State
Public Sector Undertakings which was incorporated in the Foreign Assignment
Leave rules of this Corporation vide M.D.’s Order No.07/96 dated 04-05-1996.
But, there is no provision in the said Circular for granting leave without allowances to a husband or wife employed
in a Public Sector undertaking to join his wife or her husband as the case may be
working abroad or elsewhere in
India. Govt. found it not desirable to
adopt as such and enforce the provisions in this regard prevailing in Govt.
Service for extending leave up to 20 years in the State Public Sector
Undertakings where the service
conditions, job contents, etc. vary
from Public Sector undertaking to Public Sector Undertaking in contra-distinction with Govt. Service where
the service rules are uniform. Moreover, most of the employees in Public
Sector Undertakings will be either
professional or technical hands like Engineers, MBA’s, Chartered
Accountants, etc. whose absence for longer periods is very likely to affect the
smooth functioning of the concerned
organisation.
Under the above
circumstances, certain additional guidelines have been issued by Govt. vide Govt.
Circular dated 04-12-2003 referred as item (3) above for granting leave without allowances to the Employees of State
Public Sector undertakings for taking up employment abroad or elsewhere in
India and also for leave without allowances for joining husband or wife, as the case may be employed abroad or
elsewhere in India. In line with the above Govt. Circular leave without allowances for taking up
employment abroad or elsewhere in India will be granted to the employees of
this Corporation also up to a maximum
period of 20 years subject to the following conditions as laid down in the above Govt. Circular.
(a)
Leave without
allowances for taking up employment abroad or elsewhere in India will be granted up to three years, at a time if the Company
is satisfied that it can manage its affairs without the appointment of a substitute from outside in the resultant
vacancy.
(b)
Extension of the
leave shall be granted beyond three
years and up to 20 years with the prior
approval of Government, if the Management is satisfied that the person applying
for leave can be allowed to continue on leave without having a substitute
appointed in his place and that such an
extension of the leave will not in any way affect the operations of
the Corpn.
(c)
The Corporation will
have the discretion not to sanction the leave or to sanction the leave only for
a shorter period and also to recall the employees on leave before the
completion of the period of the
sanctioned leave.
(d)
The employees can
proceed on leave only after the leave
is duly sanctioned by the Competent authority.
(e)
Employees who absent
themselves without getting the leave duly
sanctioned will be treated as on unauthorised absence and action will be
taken to terminate their service.
(f)
For and during the
currency of the period of leave, the employees will lose all service benefits, such as
the earning of leave including half pay leave,
gratuity, increment, etc.
and also promotion chances which may arise with reference to their seniority in the posts
from which they proceeded on leave. They will also lose seniority in the higher
grade / grades as against their juniors
who may get promoted to such higher grade / grades before they rejoin duty.
(g)
Probationers,
trainees, temporary employees, etc. will not be entitled to apply for this
leave.
(h)
Those who are under
contractual / bonded obligation to serve the
Corporation for a prescribed period will not be granted this leave till
the period covered by the contract / bond is over, unless they settle the contractual / bonded obligations before the
grant of leave. The amount remitted on that account will not be refunded under any
circumstances. Similarly, employees against
whom disciplinary action or vigilance
enquiry is pending will not be eligible for this leave.
(i)
Those who had availed
themselves of any loan such as house building
advance, conveyance advance, etc. will clear the dues before the grant of leave.
(j)
If an employee,
availing himself of the leave without allowances does not return to duty
immediately on the expiry of the leave, he will be treated as on
unauthorised absence and action
will be taken to terminate his service.
Leave without allowances will be granted to the employees of this Corporation for the
purpose of joining husband or wife, as the case may be, employed abroad or elsewhere in India subject to the following
conditions:
(i)
Leave without allowances for the above purpose will be granted
up to two years at a stretch, in the first instance, and subsequently, for another two years by ensuring that there is an interval
of one year between the expiry date of
the first leave and the commencing date
of the second leave, and again for
another two years with such an interval
as the one mentioned above, after
obtaining a written undertaking from the employee concerned that he / she will not take up any
employment at the place where he /
she joining his / her wife / husband
without prior permission of the management.
This leave will be granted only if the Corporation is satisfied that it
can manage its affairs without the
appointment of a substitute from outside in
the resultant vacancy.
(ii)
Any leave subsequent
to and beyond the three spells
mentioned above, but up to a
maximum of 20 years, shall be granted
only with the prior permission of the
Government, provided the Management is
satisfied that the person applying for leave can be allowed to continue on leave without having a substitute appointed in his place and that such granting of leave
will not in any way affect the operations of the Corporation.
(iii)
The other conditions
will be the same as those contained in clauses (c ) to (j ) above.
The amendment to Foreign Assignment
Leave rules incorporated in this Corporation as per M.D.’s Order No.07/96 dated
04-05-1996 is, hereby cancelled.