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LEAVE


     
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    LEAVE RULES
    .

    Right to leave
    1. Leave cannot be claimed as a matter of right and the leave sanctioning authority may refuse or revoke leave of any kind.
    2. Leave sanctioning authority cannot alter the kind of leave due and applied for.
    3. Leave will not be granted to staff under suspension

    Commencement and termination of leave
    1. Leave ordinarily begins from the date on which leave as such is actually availed of and ends on the day preceding the date on which duty is resumed.
    2. Saturdays, Sundays, Restricted Holidays and other Holidays or the Vacation may be prefixed as well as suffixed to any leave, subject to any limit of absence on leave prescribed under each category of leave.
    Combination of leave

    Except as otherwise provided any kind of leave under these provisions may be granted in combination with or in continuation of any other kind subject to any limits prescribed in such cases
    Conversion of one kind of leave into another kind 

    Leave of any kind taken earlier can be converted into leave of any other kind at a later date on an application within 30 days of joining duty after leave by the employee, and at the discretion of the leave sanctioning authority subject to adjustment of leave salary.
    Rejoining duty on return from Leave on medical grounds
    1. An employee who has been granted leave on medical certificate is required to produce a medical certificate of fitness before resuming duty.
    2. Leave sanctioning authority may secure second medical opinion, if considered necessary.
    Rejoining duty before the expiry of leave

    Except with the permission of the authority, who granted leave, no member of the staff on leave may return to duty before the expiry of the period of leave granted to him.
     
    Maximum period of absence from duty
    1. No member of the Service shall be granted leave of any kind for a continuous period exceeding five years.
    2. A member of the service who remains absent from duty for a continuous period exceeding five years other than on foreign service, whether with or without leave, shall be deemed to have resigned from the service.
    General
    1. Leave should always be applied for and sanctioned before it is taken, except in cases of emergency and for satisfactory reasons.
    2. Absence from duty after expiry of leave entails disciplinary action.
    3. Absence without leave will constitute an interruption in service
    4. A staff on leave should not take up any service or employment elsewhere without obtaining prior sanction of the competent authority
    Kinds of Leave

    The following kinds of leave shall be admissible to the employee of central govt.
    1. Casual Leave. (CL)
    2. Special Casual Leave.(SCL)
    3. Special Leave
    4. Earned Leave (EL)
    5. Vacation  (Only for academic staff)
    6. Half Pay Leave (HPL)
    7. Commuted Leave
    8. Leave Not Due (LND)
    9. Extra-ordinary Leave (EOL) 
    10. Maternity Leave
    11. Adoption Leave
    12. Paternity Leave
    13. Hospital Leave
    14. Study Leave
    15. Child Care Leave (only Female employee)
    1.  Casual Leave (CL)
    • Casual Leave is not earned by duty. 
    • A staff on CL is not treated as absent from duty. 
    • CL can not be claimed as of right and is subject to a maximum of 8 days in a calendar year. In addition each employee will also be allowed to avail himself/herself of any two holidays from the list of Restricted holidays declared by the Government of India.
    • CL can be combined with Special Casual Leave/Vacation/Restricted Holidays but not with any other kind of leave.
    • Saturdays, Sundays, restricted holiday and holidays, whether intervening, prefixed or suffixed, shall not be counted as Casual Leave.
    • CL should not be granted for more than 5 days at any time, except under special circumstances.
    • CL can be taken for half a day also.
    • LTC can also be availed during CL. 
    • CL cannot be combined with joining time.Officials joining during the middle of a year may avail of CL proportionately or to the full extent at the discretion of the competent authority.
    • Half-day’s CL should be debited to the CL account for each late attendance.  However, late attendance up to one hour for not more than two occasions in a month can be condoned by the competent authority, if convinced that it is due to unavoidable reasons.
    •  Employees who have got only half day’s leave at credit when applying for half-day CL for the afternoon of a day should ensure that they attend office the next day since CL can not be combined with EL.  However, if due to sickness other compelling grounds he/she is not able to attend the next day combining with EL can be permitted as an exception.
    2. Special Casual Leave (SCL) 
                  


    Special Casual Leave, not counting towards ordinary Casual Leave, may be granted to a member of the staff when he/she is:
    • Summoned to serve as Juror or Assessor or to give evidence before a court of law as a witness in a civil or a criminal case in which his/her private interests are not at issue.
    • Deputed to attend a reference library of another Institute or conferences and scientific gatherings of learned and professional societies in the interest of the Institute.
    • Required to be absent for any other purpose approved by the Board of Governors.
    • SCL may also be granted for other purposes, as approved by the Board from time to time. The Special CL can be granted up to a maximum of 15 days in a calendar year.  In case it exceeds the 15 days’ limitation, the cases of those staff have to be placed before the Board for further consideration. SCL may be granted for donating blood to recognized Blood Banks on working day (for that day only).
    • The Director is empowered to examine the purposes for which absence can be treated as “ON DUTY” and purposes for which SCL can be granted. 
    • Combination of Casual Leave or regular leave (ex. EL, HPL, etc.) with SCL is permissible but combination of both CL and regular leave with SCL is not permissible. 
    • LTC can also be availed of during special casual leave.

      For Family Planning

      Male Employee
      • Maximum of 6 working days admissible for vasectomy operation.  If he undergoes the said operation for second time due to failure of the first, another 6 days will be admissible on the production of medical certificate.
      • Maximum of 21 days for undergoing recanalization operation.
      • Maximum of 7 days if his wife undergoes tubectomy , laproscopy  or salpingectomy operation. The leave should follow the date of operation.
      Female Employee:
      • Maximum of 14 days admissible for tubectomy / laproscopy.  If she undergoes the said operation for a second time due to failure of the first, maximum of 14 days will be admissible for the second time.
      • Maximum of 14 days admissible for salpingectomy operation after Medical Termination of Pregnancy (MTP).
      • Admissible for one day on the day of IUCD/IUD insertion/re-insertion.
      • Maximum of 21 days admissible for undergoing re canalisation operation.
      • Admissible for one day on the day of operation when her husband undergoes vasectomy operation.
      3. Special Leave

      Special leave may be granted when a staff member wishes to attend conferences/seminars/symposia/practical training etc. in or out of India upto 15 days in a calendar year
      4. Earned Leave (EL)
      • The EL admissible to a member of the staff shall be 30 days in a calendar year. 15 days of EL is credited in advance on the first January and first July every year.
      • The credit will be reduced by 1/10th of EOL and or period of dies non during the previous half-year, subject to a maximum of 15 days.
      • The advance credit for the half-year in which a staff is appointed will be at the rate of 2½ days for each completed calendar month of service.
      • EL credit for the half-year in which the staff retires/resigns/removed/dismissed or dies in service will be afforded at the rate of 2½ days per completed calendar month up to the end of the calendar month preceding the last calendar month of service.  While affording credit, fraction shall be rounded off to the nearest day.
      • EL can be accumulated up to 300 days in addition to the number of days for which encashement has been allowed along with LTC.
      • When the credit of EL at the start of any half year, results in the total accumulation of EL being more than 300 days, the 15 days EL for that half year shall be kept separately and set off against the leave availed during that half year.  Any portion of this separately credited leave not availed within the half year, shall be accumulated with the previous EL to the credit of EL account, provided the total accumulated EL does not exceed 300 days. Such procedure may be restored to in cases where the earned leave at the credit of the CGE on the last day of December or June is 300 days or less but more than 285 days.
      • The maximum amount of Earned Leave that can be granted to a member of the staff at a time shall be 180 days. 
      • EL may be taken at a time up to 300 days as leave preparatory to retirement.
      • EL upto 300 days at a time may be granted to Group A and B Officers, if at least the quantum of leave in excess of 180 days is spent outside India, Bangladesh, Nepal, Bhutan, Burma, Sri Lanka and Pakistan. 
      • Encashment of EL while availing LTC upto 10 days on each occasion and a maximum of 60 days in the entire service are permissible. 
      • For leave encashment HRA, CCA and special increment for small family norms are not taken into account.
      5. Vacation Department
      • The leave entitlements of employees of Vacation Departments (i.e.Teachers including Librarians and Physical Directors ) are the same as those serving in non-vacation Departments except in respect of 'earned leave'. No earned leave will be admissible to a government servant of a vacation Department in any year in which he avails of the full vacation. The vacation can be combined with casual leave.
      6. Half Pay Leave (HPL)
      • The Half Pay Leave admissible to a member of the staff in respect of each completed year of service shall be 20 days. Service includes periods of duty and leave including extraordinary leave with or without Medical certificate, but does not include periods of suspension treated as dies non, overstayal of leave/joining time unless otherwise regularized.
      • HPL is credited in advance at the rate of 10 days on the 1 January and 1 July every year.
      • The advance credit for the half-year in which a staff is appointed will be at the rate of 5/3 days for each completed calendar month of service.
      • The advance credit will be reduced by 1/18th of the period of dies-non/suspension treated as dies-non during the preceding half-year, subject to a maximum of 10 days.
      • HPL credit for the half-year in which the staff retires/resigns/removed/dismissed or dies in service will be afforded at the rate of 5/3 days per completed calendar month up to the end of the calendar month preceding the last calendar month of service. While affording credit, fraction shall be rounded off to the nearest day.
      • HPL may be availed of either on medical certificate or on private affairs
      7. Commuted Leave:
      • Commuted Leave not exceeding half the amount of half pay leave due can be taken on medical certificate.
      • Commuted Leave can be taken without medical certificate: \
         (a)  upto a maximum of 180 days in the entire service if utilized
               for an approved course of study 
      certified to be in public
               interest by
      the Director.
        (b)  upto a maximum of 60 days by a female staff if it is in
              continuation of maternity leave.

         (c) upto a maximum of 60 days by a female staff with less than
             two living children if  she adopts a child  less than one year old.
      • Commuted Leave can be granted only when the leave sanctioning authority is satisfied that there is a reasonable prospect of staff returning to duty on its expiry.  So it cannot be granted as leave preparatory to retirement.
      • If commuted leave is taken, twice the number of days availed should be debited in the HPL account.
      • Where the staff granted commuted leave quits service voluntarily without returning to duty, the commuted leave shall be treated as HPL and excess leave salary shall be recovered.  If the retirement is by reason of ill-health incapacitating him for further service or in the event of death, no such recovery should be made.
      • Commuted leave may be granted at the request of the staff even when EL is available.
      9. Leave Not Due (LND)
      • Leave Not Due may be granted only on medical grounds to a permanent staff with no HPL at his/her credit.
      • Temporary staff with minimum of one year service and suffering from TB, Leprosy, Cancer or Mental illness may also be granted LND if the post from which the staff proceeds on leave is likely to last till his/her return.
      • LND is granted only if the leave sanctioning authority,  is satisfied that there is a reasonable prospect of the staff returning to duty on expiry of the leave.
      • LND may be granted without medical certificate to a female staff in continuation of maternity leave, or for adoption of a child.
      • The amount of leave should be limited to the half pay leave that the staff is likely to earn subsequently.
      • LND during the entire service is limited to a maximum of 360 days.
      • LND will be debited against the half pay leave that the staff earns subsequently and infact LND is HPL taken in advance..
      • LND cannot be granted in the case of Leave preparatory to retirement
      • When a staff granted LND resigns from the service or is permitted to retire voluntarily without returning to duty, the LND should be cancelled. The resignation/retirement will take effect from the date on which such leave had commenced and the leave salary should be recovered.
      10. Extra-Ordinary Leave (EOL)
      • Extraordinary Leave shall always be without leave salary and may be granted when no other kind of leave is admissible, or when other leave being admissible, the staff concerned has specifically applied in writing for the grant of EOL.
      • iThe period of EOL shall not count for increment except when such leave is granted due to sickness on medical certificate.
      • Except in the case of permanent staff, the duration of EOL on any one occasion shall not exceed the following limits: 
            a.  Three Months

            b  Six months, where the staff has completed 3 years continuous service on the date of  expiry of the leave admissible to him/her under the rules and his/her request for such leave is supported by Medial Certificate.


         c . Eighteen months, where the staff is suffering from TB, Leprosy, Cancer or Mental illness  and undergoing treatment in a recognized clinic or under a specialist.
      • EOL may also be granted to regularized periods of absence without leave retrospectively.
      • Depending upon the nature and purpose for which the period of leave is to be availed of, EOL without pay and allowances will be granted only after the completion of a qualifying minimum service of 5 years
      11. Maternity Leave
      • Maternity Leave may be granted to a female staff with less than two surviving children, for a period of up to 135 days from the date of its commencement.
      • Maternity Leave may also be granted on full pay in cases of miscarriage including abortion, subject to the condition that the leave applied for does not exceed 45 days in entire service and the application for leave is supported by a medical certificate.
      • .Maternity Leave shall not be debited to the leave account.
      • Maternity Leave may be combined with leave of any other kind except
      • Casual Leave. Any leave (including commuted leave up to 60 days and leave not due) may be taken without medical certificate up to one year in continuation of Maternity leave.
      • During maternity leave, leave salary equal to last pay drawn is admissible.
      12. Adoption Leave


      A female member of the service on her adoption of a child may be granted leave of the kind due and admissible(including commuted leave without production of medical certificate for a period not exceeding 60 days and leave-not-due) upto one year subject to the following conditions:
      • The facility will not be available to an adoptive mother already having two living children at the time of adoption
      • The maximum admissible period of leave of the kind due and admissible will be regulated as under. 
          a.   If the age of the adopted child is less than one month, leave
               up to one
      year may be allowed;

         b.  If the age of the child is six months or more leave up to
              six months may be allowed.

         c.  If the age of the child is nine months or more leave up to three
              months
      may be allowed.
      13. Paternity Leave
      • Male staff with less than two children may be granted 15 days Paternity Leave during the confinement of his wife for childbirth.
      • The Paternity Leave can be availed upto 15 days before or up to six months from the date of delivery of the child.
      • Paternity Leave shall not be debited to the leave account.
      • During paternity leave, leave salary equal to last pay drawn is admissible.
      14. Hospital Leave:
      • Hospital Leave is admissible to Group C staff whose duties involve handling of dangerous machinery, explosive materials, poisonous drugs and the like or performance of hazardous tasks and all Group D staff.
      • Hospital Leave may be granted to staff under medical treatment for illness or injury, if such illness or injury is directly due to risks incurred in the course of his official duty.  This concession will be available to such staff, the nature of whose duties exposes them to such illness or injury and whose appointing authority is director.
      • Hospital Leave may be granted on leave salary, either average or half average, as the authority granting it may consider necessary.
      • The staff eligible for Hospital Leave will be entitled to such leave without any restriction on the quantum of leave and the leave can be granted for such period as is considered necessary by the authority competent to grant it.
      • Hospital Leave is not debited against the leave account and may be combined with any other leave, which may be admissible, provided that the total period of leave after such combination shall not exceed 28 months.
      • Leave salary for the first 120 days will be pay last drawn and for the remaining period, it will be equal to leave salary during half-pay leave. 
      15. Child Care Leave


      Woman employees having minor children may be granted Child Care Leave by an authority competent to grant leave for a maximum period of 730 days (2 years) during their entire service for taking care of up to two children., whether for rearing or to look after any of their needs like examination, sickness etc. subject to the following conditions:
      • Child care leave shall not be admissible if the child is eighteen years of age or older equal to the pay drawn immediately before proceeding on leave.
      • It can not be debited against the leave account.
      • During the period of such leave, the female employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.
      • It may not be granted in more than 3 (three) spells in a calendar year.
      • It may not be granted for less than 15 days in a spell.
      • Child Care Leave shall not be debited against the leave account.
      • It may be combined with leave of the kind due and admissible.



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