1.0 Short Title:
These Rules may be called SJVNL Leave Rules.

2.0 Commencement:
These Rules will be effective with immediate effect.

3.0 Scope of Application:
These Rules shall apply to:

• All regular employees of the Company;

• Probationers;

• Trainees/Apprentices, other than Apprentices under the Apprentices Act 1961;

• Employees engaged on contract but shall not apply to employees on deputation/Foreign Service to the Corporation or engaged on Daily/Casual, temporary or work charged basis.

4.0 Definitions:
In these Rules, unless there is anything repugnant in the subject or context:

1. "The Corporation"- means Satluj Jal Vidyut Nigam Limited.

2. "Board"- means the Board of Directors of the Corporation.

3. "Management" - means the Board of Directors of the Corporation, the Chairman/Director (Personnel) or any other Officer of the Corporation authorized by the Board to act on their behalf.

4. "Competent Authority"- with reference to the exercise of any powers under these Rules means the Officer or authority to whom such powers are delegated either in general or in particular.

5. "Employee" - means a person appointed to any position in the Corporation and will include a probationer.

6. "Regular Employee" -means an employee who has been engaged in a vacancy on the regular establishment of the Corporation and has been declared in writing to have satisfactorily completed probation period in one or the other post.     
    
   Wherever probation has not been closed pending receipt of police verification report from District Authorities/Intelligence Bureau or previous employers, the employee will be allowed the benefit of leave, leave encashment, sick leave/ commuted leave, special disability leave and maternity leave (in case of female married employees) on completion of one year's service, subject to the condition that the employee is otherwise eligible for closing of probation and written undertaking to the effect that in case verification reports received subsequently are found to be adverse, the employee shall refund the entire amount of leave encashment and apply for other kind of leave as admissible if commuted leave/ maternity leave etc. has been sanctioned earlier on completion of one year's satisfactory service.

7. "Probationer"- means an employee who is provisionally employed with a view to being considered for appointment on the regular establishment of the Corporation.

8. "Temporary Employee"-means an employee who has been engaged on temporary basis for a specified period or for work which is of an essentially temporary nature likely to be completed within a stipulated period.

9. "Apprentice/Trainee"-is a learner who is paid a stipend during the period of his apprenticeship/training.
   
   Note: The terms and conditions of employment and the period of training of all Apprentices/Trainees will be governed by the apprenticeship contract and/or any special rules or orders framed by the Corporation from time to time.

10. "Foreign Service"-when an employee of some other organization is deputed for service in the Corporation at its request, he is said to be on “foreign service”.

11. "Notice"-means a notice in writing required to be given or affixed on the Notice Board for the purpose of these Rules.

12. "Notice Board"-means the Notice Board specially maintained in a conspicuous place at or near the main entrance or entrances of the establishment or time office(s) for the purpose of displaying notices.

13. "Registered Medical Practitioner" and "Attending Medical Officer"-means, for these Rules, any MBBS/MD qualified doctor. However, the sickness certificate given by outside Registered Medical Practitioner shall not hold good at places where Company has its own hospitals and employee falls sick there.

14. “Authorized Medical Officer”-means a doctor authorized by Company to treat its employees.

15. "Government Hospital"-means any hospital established by any authority under the control of Central or State Government, Municipal Authorities, Autonomous Body, Public Sector Undertakings or a hospital recognized by Company as such.

16. "Executive"-means an employee who is employed mainly in a managerial and administrative capacity.

17. "Supervisor"-means an employee who is employed in a supervisory capacity, draws wages exceeding seven hundred fifty rupees per mensem or exercises, either by nature of his duties or by reason of powers vested in him, functions mainly of a managerial nature.

18. “Workmen"-means an employee other than a Supervisor or an Executive. Management will publish a list of posts categorized as Executives/Supervisors.

19. "Uniform Dates"-In these Rules would mean 1st January and 1st July of every year.

5.0 Exhibition of Leave Rules:
A copy of these Leave Rules shall be displayed on the Notice Board.

6.0 Amendments to and Interpretation of the Leave Rules:
6.1 These Leave Rules may be amended or modified from time to time by the Management and the same shall take effect in accordance with the orders issued by the Corporation.

6.2 All amendments or modifications made to these Leave Rules and any notices, orders or instructions issued thereunder shall be circulated from time to time and displayed on the Notice Board.

6.3 If any doubts arise relating to the correct interpretation of these Leave Rules, the decision of the Management thereon shall be final and binding.

7.0 Entitlement:
7.1 Entitlements to leave in respect of Casual Leave, Earned Leave, Half-Pay Leave, Sick Leave for various categories of employees will be as shown in Annexure -I.

7.2 Entitlement in respect of other kinds of leave, such as extra-ordinary leave, maternity leave/paternity leave and special disability leave etc. for various categories of employees shall, however, be as given in these rules below:

8.0 Casual Leave:
8.1 Casual Leave is intended to cover casual absence of the employees for personal reasons.

8.2 Casual Leave can be granted for half day also. If half day's leave is taken, the lunch interval will be taken as the dividing line.

8.3 The employees joining the service of the Corporation during the first quarter of the calendar year shall be entitled for full quantum of casual leave. In all other cases, casual leave entitlement would be calculated on prorata basis.

8.4 Unavailed casual leave would lapse at the end of each calendar year.

8.5 Sundays and holidays will not be debited to the casual leave account. While Sundays and holidays can be prefixed/suffixed to casual leave, the total absence including intervening Sundays and holidays should not exceed 10 days on anyone occasion.

9.0 Special Casual Leave
Special Casual leave falls outside the normal leave and can be granted to meet special situations but not for domestic or personal reasons as in the case of casual leave. Cases in which Special Casual Leave can be granted are mentioned below:

9.1 Periods spent in camp by employees permitted to join the Territorial Army, not exceeding 14 days, which can be combined with other leave, wherever necessary.

9.2 Special Casual Leave not exceeding 30 days in calendar year may be granted:

1. to employees selected to represent the Company in tournaments recognized by the State/National Associations for the game concerned;

2. to employee selected to represent the District or the State or All India in the recognized tournaments/expeditions;

3. to employees selected to participate in training/Coaching camps by State Associations;

4. to employees required to act as Umpires in tournaments of National/International importance;

5. to employees who wish to attend in their individual capacity meetings/ training courses organized by professional sports institutes of which they are members.

If the period exceeds 30 days in any calendar year, the employees can be permitted by the competent authority to combine special casual leave with earned leave as a special case, but not with casual leave.

9.3 Employees participating in inter-unit or inter-departmental tournament can also be granted special casual leave not exceeding 10 days at a time which can also be permitted by competent authority to be combined with earned leave.

9.4 Employees who donate blood on working days may be granted Special Casual Leave for that day.

9.5 Employees who undergo sterilization operation under the family welfare scheme may be granted special casual leave not exceeding six working days in case of male employees and 14 days in respect of female employees.

9.6 Employees who are ex-servicemen when called by Ministry of Defense to participate in the Republic Day Parade can be granted special leave for the period of their stay in Delhi and the minimum period spent on journey to and from Delhi by direct route.

9.7 Special Casual leave can be granted to an employee if he is called as witness by the courts towards the days of absence i.e. attendance day and minimum travelling time by shortest route. This leave will only be allowed to the employees when they are called as witnesses in cases where the Government is a party or Government calls the incumbent for evidence even when the Corporation has nothing to do in these cases, provided, however, that the employee himself is not a party being prosecuted or defended. Where the Corporation is a party and the employee is called for evidence by the Corporation, the said period will be treated as on duty and employee would be paid the usual TA/DA.

9.8 For an employee who is not permitted to avail of full joining time in Company's interest when transferred from one station to another, specific executive orders will be issued in this respect by Management converting joining time into special leave.

9.9 To regularize the absence on account of natural calamities and civil/political disturbances and infectious diseases. Each case will be considered on merits by competent authority.

10.0 Earned Leave:
10.1 Earned Leave means leave earned in respect of periods of service with the Corporation and granted on full pay or stipend in case of Trainees/Apprentices other than Act Apprentices.

10.2 Every employee's earned leave account will be credited in advance each year. This will be done in two installments namely 50% of the entitlement on 1st January and 1st July every year. The leave at credit of the employee at the close of the previous half year will be carried forward subject to the condition that the total credit at the beginning of each half year does not exceed the limit of accumulation as allowed under these rules.

10.3 In respect of an employee who joins the service of the Company at any time between the uniform dates i.e. 1st January and 1st July, earned leave account will be credited on pro-rata basis for every completed month of service till the close of the half year in which he is appointed. The period of earned leave so calculated will be rounded off to the next higher figure. From the next half year onwards, the employee will be governed by the Rules as above.

10.4 Intervening Sundays and Holidays falling within the spell of earned leave will be counted as earned leave. However, the holidays preceding and/or succeeding the leave period shall not be counted as leave.

11.0 Half-pay Leave:
(Not admissible to Trainees/Apprentices and employees on contract).

11.1 Half-pay Leave, means leave on half-pay earned in respect of service with the Company and can be granted to an employee for any reasons including on medical grounds. The half-pay for this purpose shall be treated as half of the basic pay. All other allowances would be paid in full.

11.2 Every employee's half-pay leave account will be credited in advance as in the case of earned leave.

11.3 In respect of those who join service at any time between the two uniform dates i.e. 1st January and 1st July, half-pay leave account will be credited in the same manner as in the case of earned leave.

11.4 Intervening Sundays and Holidays falling within the spell of HPL will be counted as HPL. However, the holidays preceding and or succeeding the leave period shall not be counted as leave.

12.0 Commuted Leave:
12.1 Half-pay leave can be commuted into full pay leave on medical grounds, subject to production of Medical Certificate from a Registered Medical Practitioner. The total commuted leave admissible in the entire service of the employee shall not exceed 240 days.

12.2 Total amount of earned leave and commuted leave taken in conjunction shall not exceed 240 days at a time.

12.3 Commuted leave will be allowed to regular employees only. It will not be admissible to Trainees/Apprentices/Probationers, temporary employees and employees engaged on contract.

12.4 When commuted leave is granted, the half-pay leave account of the employee will be debited with twice the period of such commuted leave.

12.5 Intervening Sundays and Holidays falling within the spell of commuted leave will be counted as commuted leave. However, the holidays preceding and or succeeding the leave period shall not be counted as leave.

13.0 Sick Leave:
(Not admissible to Executives and Supervisors & Workmen)

13.1 Sick leave will be admissible to the Trainees/ Apprentices at the rate of 10 days per year on full pay.

13.2 Sick leave account will be credited in advance with five days on 1st January and the balance five days on 1st July every year. The leave at credit of the trainee at the close of the previous half-year will be carried forward subject to the accumulation limit of 30 days.

13.3 In respect of those who join the service of the Corporation at any time between the two uniform dates sick leave account will be credited at the rate of 5/6 days for each complete month of service till the close of the half year in which he is appointed. The period of leave so calculated will be rounded off to the next higher figure, if the fraction is not less than half. From the next half year onward, five days of sick leave will be credited in advance.

13.4 The sick leave at the credit of a Trainee/Apprentice who is absorbed as an Executive/Supervisor/Workmen on the date of absorption will be doubled and credited as half-pay leave to his account.

13.5 Intervening Sundays and Holidays falling within the spell of Sick leave will be counted as Sick leave. However, the holidays preceding and or succeeding the leave period shall not be counted as leave.

14.0 Special Disability Leave:
14.1 Employees who are disabled and become temporarily unfit to work on account of injuries arising out of accidents in the course of duty shall be allowed Special Disability Leave with full wages/salary provided that such disability leave shall not be granted in respect of any injury, not resulting in death, caused by an accident which is directly attributable to:

• the employee having been at the time thereof under the influence of drink or drugs; or
• the willful disobedience of the employee to an order expressly given, or to a rule expressly framed, for the purpose of securing the safety of employees; or
• the willful removal or disregard by the employee of any safety guard or other device which he knew to have been provided for the purpose of securing the safety of employees.

And provided further that no additional compensation for the absence from duty due to accident as may be admissible under Workmen Compensation Act or GPAIS will be payable. However, the employees covered under the Workmen Compensation Act can choose between the two benefits given under the rule and allowed under this Act.

14.2 For this purpose, wages/salary shall consist of the following:

• Basic Pay, Special Pay and Personal Pay, if any;
• Dearness Allowance;
• House Rent Allowance, City Compensatory Allowance, Special Compensatory Allowance, Non- Practicing Allowance and Deputation Allowance, if any.

All the above payments would be regulated in a manner as if the employee was not out of duty because of the injury due to accident and accordingly usual increment, variable DA etc. would be taken into account while calculating wages/salary in terms of the above provisions.

15.0 Extra-ordinary Leave:
15.1 Extra-ordinary leave means leave sanctioned under special circumstances without any pay and allowances to the following extent when no other kind of leave is due, or when the employee specifically applies for extra-ordinary leave:

• Upto three months on any one occasion other than on grounds of illness.
• Upto six months on any one occasion on Medical Certificate for disease other than T.B., Leprosy and Cancer.
• Upto eighteen months on anyone occasion in Cases of treatment for T.B., Leprosy and Cancer.

15.2 Entitlement of extra-ordinary leave in respect of Trainees/ Apprentices (other than Act Apprentices) and employees engaged on contract shall not exceed 20 days on any one occasion.

15.3 The Director (personnel)/ Chairman may sanction extra- ordinary leave in excess of the above mentioned limits by three months in exceptional cases.

15.4 In no case the total extra-ordinary leave admissible to an employee during the entire service period shall exceed five years.

15.5 Where an employee fails to resume duty on the expiry of the period of extra-ordinary leave granted to him or where an employee who is granted a lesser amount of extra-ordinary leave than the maximum admissible, remains absent from duty for any period which together with the extra-ordinary leave already granted exceeds the limit up to which he could have been granted such leave under the above provisions he, shall, unless the Director(personnel)/Chairman in view of the exceptional circumstances of the case otherwise determines, be deemed to have abandoned/resigned his appointment and shall accordingly, cease to be in the service of the Company automatically.

15.6 Intervening Sundays and Holidays falling within the spell of EOL will be counted as EOL. However, the holidays preceding and or succeeding the leave period shall not be counted as leave.

15.7 The period of sanctioned EOL is not to be treated as break in service. However, for the period of EOL, the employee is not entitled any EL or HPL as he has not earned the same.

15.8 When an employee proceeds on EOL either on medical ground or otherwise he/she is not eligible for probation/increment for the period of EOL, and thus, direct postponement of probation/increment for the period he/she remains on EOL for whatever reasons.

15 (A) STUDY LEAVE
15(A)1.1 Study Leave is admissible for a maximum period of three years only once during the entire service of the employee, subject to the exigencies of work.

15(A)1.2 Study Leave may be granted to an employee to enable him to undergo a special course of study as notified as prescribed qualification for the purpose of Promotion Policy. In addition to above, employee in the field of Engineering & Medical may be granted leave for Post Graduate Degree in respective line.

15(A)1.3 Study Leave shall not be granted to an employee unless :

1. It is certified by the HOD that the proposed course of study or training shall be of definite advantage from the point of view of Corporation’s interest, with reasons thereof.

2. It is for prosecution of studies in subjects other than academic or literary subjects;

3. He/She has rendered minimum five years of service under the Corporation. However, Study Leave may be granted after rendering minimum two years in the Corporation for pursuing of PG/M. Tech/M.S.(Tech.) Programme in respective discipline/ stream relevant to the business of Power sector.

4. He/She is not due to retire, or does not have the option to retire from the Corporation within five years of the date on which he is expected to return to duty after the expiry of the leave.

15(A)1.4 Study Leave will not be debited to the regular leave account of employee. This leave may be combined with any other kind of leave. However, total leave under Sub Rule 1.1 and Sub Rule 1.4 will not exceed three years.

15(A)1.5 The employee will not be entitled to any pay or allowances during the period of study leave.

1. The employee who is granted study leave to pursue his/her study either in India or abroad will not be paid any kind of travel expenses.

2. During the period of study leave, the employee will not earn any Earned Leave, Half Pay Leave and any other kind of leave for the period of his study leave duration.

3. The study leave shall be granted only once during the total service tenure of the employee in the Corporation.

15(A)1.6 Acceptance of any part time scholarship honorarium or any other payment during this period without prior approval of the Competent Authority is prohibited.

15(A)1.7 No study allowance shall be paid during study leave for courses of study in India and abroad.

15(A)2 Execution of Bond

1. The employee is required to execute a Bond (Annexure – V) immediately before proceeding on study leave to serve the Corporation for a period of five years after completion of the course. In case of default, he is liable to pay to the Corporation a sum of Rs.30,000/-, 60,000/-, 1,00,000/- as Bond Money for one year, two years and three years study leave respectively. However, employee who has been granted study leave after serving 2 years but before rendering 5 years service in the corporation will require to pay sum of Rs.2 Lakhs in case of default.

2. In case the employee leaves the services of the Corporation during the period of study leave itself, the entire bond amount is recoverable from him. The entitlement of Gratuity & Provident Fund in such cases will be dealt with in accordance with the rules of the Corporation from time to time.

3. If, however, the employee leaves the service of the Corporation during the bond period, the bond amount will be payable by him, as per the Rules of the Corporation, as in vogue from time to time. If he joins Public Sector undertaking/Government Service with the Corporation’s concurrence, the bond may be transferred.

15(A)3 Effect of Study Leave on promotion & seniority
15(A)3.1 During the study leave period, the employee shall not be considered for promotion. However, the period will count for eligibility for promotion. The employee will be considered for promotion, as per the Corporation’s Policy, after rejoining duties on expiry of study leave.

15(A)3.2 The duration of study leave availed without completing the study will not be reckoned for the purpose of eligibility for promotion. The employees will also not be eligible for grant of study leave again.

15(A)3.3 Leave period will be counted to determine eligibility for advances/loans as per SJVNL rules.

15(A)4 Employee is required to vacate corporation’s accommodation/leased accommodation provided to him, if any, within six months of his proceeding on study leave, failing which market rent will be charged.

15(A)5 The employee is entitled to the benefit of continuity of service for CPF and Gratuity and if the employee chooses to contribute to his Provident Fund account, the Company will not make a matching contribution.

15(A)6 Procedure for grant of Study Leave
15(A)6.1 The employee will apply through proper channel to his head of Department/Project for permission, to join the course as soon as the advertisement/notification is issued by the concerned Institution, in the prescribed format (Annexure –VI). This will be examined by the Head of Department/Project and forwarded to the concerned personnel Department with recommendation for onward transmission to Corporate Personnel Department. Wherever possible, a copy of the application form prescribed by the Institution must also be attached.

15(A)6.2 The sanctioning authority for study leave shall be CMD/Director (Personnel).

15(A)6.3 On completion of the course, the employee shall submit to the sanctioning authority a certificate/ degree/ paper in support of his having passed the examination, which should indicate the dates of commencement and completion of the course, with the remarks, if any, of the authority in-charge of the course.

15(A)6.4 The Chairman/Director(Personnel) have power to interpret/modify/amend the rules pertaining to study leave. The decision of Chairman/Director(Personnel) shall be final and binding.

16.0 Maternity Leave:
This may be granted to regular married female employees (excluding Apprentices/ Trainees), with less than two surviving children in accordance with the following rules:

16.1 The Leave may be granted on full pay for a period which may extend up to the end of three months from the date of its commencement or to end of six weeks from the date of confinement, whichever is earlier, subject to production of medical certificate from the Attending Medial Officer.

16.2 It may be combined with leave of any other kind, but only if the request for such leave is supported by a medical certificate from the Medical Officer.

16.3 Maternity Leave will also be allowed in case of miscarriages/abortion subject to the condition that the leave does not extend beyond six weeks from the date of miscarriage or abortion. Request for leave must be supported by a medical certificate from Authorized Medical Officer of Govt. Hospital.

16.4 In respect of matters, not specified above, the provisions of Maternity Benefit Act, 1961 shall apply.

Maternity leave may be granted to a female married employee for a period upto 135 days with effect from the date of commencement (before delivery but not earlier than 6 weeks from the expected date of delivery) subject to the condition that prior permission is obtained by the employee and she fulfils other prescribed criteria. The condition for restriction of maternity leave to six weeks from the date of confinement can, therefore, be relaxed with the prior approval of sanctioning authority.

In view of the provisions at Section 5(2) of the Maternity Benefit Act, 1961, Maternity Leave may be granted to a female married employee who has actually worked in the Company for period of not less than 160 (One hundred and sixty) days in the twelve months immediately preceding the date of her expected delivery. In other words, a married female employee with less than one year's service may be granted Maternity Leave provided she has actually worked for minimum period of 160 days before her expected delivery date; and in case of a married female employee with one year's service or more in the Company, Maternity Leave may be granted provided she has actually worked for 160 days in the 12 months immediately preceding her expected delivery date. For the purpose of calculating the number of days actually worked, the number of days on which an employee has physically worked only are to be taken into account. In other words the days on which she might have been on leave and holidays (including Sundays), of whatever nature, are to be treated as days not actually worked. However, the days, if any, on which she might have been laid off during the period under consideration are to be deemed as days actually worked by her.

16 (A) Paternity Leave:
16(A)1 A male employee of the Corporation with less than 2 surviving children may be granted “Paternity Leave” for a period of 15 days, which can be availed 15 days before or within six months from the date of delivery of the child.

16(A).2 Paternity Leave shall not be debited against the leave account and may be combined with any other kind of leave (as in case of Maternity leave).

116(A).3 Subject to the above, it shall be granted only twice in the entire period of service.

17.0 Quarantine Leave:
17.1 Quarantine Leave is leave of absence from duty necessitated as a consequence of the presence of certain infectious diseases in the family or household of the employees. Such leave may be granted by the leave sanctioning authority on the certificate of the Authorized Medical Officer for a period not exceeding 21 days, or in exceptional circumstances, 30 days. Any leave necessary in excess of this period shall be treated as leave of the type that may be available to the credit of the employees. Quarantine leave can also be granted in continuation of any other kind of leave other than casual leave. An employee on quarantine leave will not be treated as absent from duty and his pay will not be affected.

17.2 Cholera, Small-pox, Plague, Diptheria, Typhus fever and Cerebro-spinal meningitis may be treated as infectious disease for which quarantine leave can be granted.

17.3 Quarantine leave can be granted to an employee at a place other than his Headquarters also provided that he had gone there on duty or authorized leave with permission of competent authority.

18.0 Refused Leave:
When an employee has applied for earned leave in time and is refused leave in the interest of the Corporation work, he will be allowed to accumulate leave beyond the prescribed maximum limit to the same extent provided that the total earned leave at credit does not exceed 300 days at any time in the case of Executives, Supervisors, Workmen & Trainees Apprentices (other than Act Apprentices).

19.0 Terminal Leave:
Earned Leave to the extent due and admissible may be granted to any employee at the discretion of the sanctioning authority on termination of his service on medical ground certified by Authorized Medical Officer or in the case of Executives & Supervisors on account of retrenchment on abolition of posts. In the latter case, it will run concurrently with the notice period required to be given under the contract of appointment, if any. Such leave may be granted even when it has not been applied for and refused in Company's interest.

20.0 Compensatory Offs:
Regular non-executive employees if required to work on weekly holidays or a closed holiday, may be granted compensatory off within the next three months. Compensatory off will not be accumulated. The procedure for availing and maintaining record of Compensatory Off is detailed at Annexure-VII.

21.0 Setting off of Leave towards Notice Period:
Where an employee resigns his post of his own volition and is required to give notice under terms and conditions of his appointment or deposit pay and allowances for the specified period in lieu thereof, the employee may be permitted, at the discretion of the Company to set off the earned leave at his credit on the date of leaving service towards the notice period.

22.0 Transfer of Leave:
22.1 "Earned Leave" transferred from other Public Undertaking/Government Department/Semi –Government /Autonomous Body by virtue of service put in by the employee in the Organization shall be kept as a separate credit to be availed by him provided a lump-sum equivalent of leave salary is paid to this Corporation by the Organization concerned.

22.2 In case any employee of the Corporation joins another Public Sector undertaking/ Semi-Government/Govt. Organization or Autonomous Body, earned leave at his credit alongwith the amount of leave salary may be transferred at the discretion of this Corporation if acceptable to the new employer provided he has forwarded his application through proper channel.

22.3 In respect of regular SJVNL employees leaving the services of the Corporation and joining another Public Sector Undertaking/Govt. Organization, transfer of the accumulated Half Pay Leave standing to the credit of the employee in SJVNL/to the borrowing organization shall be permitted, provided the application of the employee for employment in the concerned PSU was forwarded through proper channel/a No objection certificate was issued to the employee for his employment in the said organization. The procedure for transfer of HPL shall be the same as for Earned Leave.

23.0 Leave Salary:
An employee on earned leave shall be entitled to leave salary on full pay. Full pay for purpose of these Rules shall be the pay drawn immediately prior to proceeding on leave. Regular employees proceeding on earned leave for more than 30 days will be entitled to draw leave salary advance limited to one month.

24.0 Over-stayal of Leave:
An employee who remains unauthorizedly absent and does not report for duty within 15 days (8 days for workmen) from the date of expiry of leave granted to him shall lose lien on his post and shall be deemed to have voluntarily left the service of the Corporation, without notice. However, if the employee is subsequently able to account for his unauthorized absence to the satisfaction of the Management, the latter may regularize the period of absence in manner deemed fit and covered by Rules.

25.0 Combination and Conversion of Leave:
Subject to the other relevant provisions, any kind of leave other than casual leave and Compensatory off may be granted in combination with or in continuation of any other kind of leave.

26.0 General Conditions for Grant of Leave:
26.1 It shall be the endeavor of the Management to grant all reasonable requests for leave which should be submitted well in time. However, leave cannot be claimed as a matter of right. The sanctioning authority, may at his discretion revise, curtail or revoke leave at any time according to the exigencies of service.

26.2 In a case where an employee on leave is recalled to duty in the interest of the Corporation's work, single railway fare of the entitled class will be paid from the station of leave to station of duty. The leave in such case shall end on the day the return journey commences.

26.3 Except when leave is taken on medical grounds duly supported by medical certificate issued by Registered Medical Practitioner, the number of times leave (other than casual leave) may be availed by an employee during a calendar year shall not exceed three and the employees must proceed on leave only after it has been sanctioned provided that there is no restriction as regards the number of times in a year an employee can avail of Earned Leave.

26.4 The limit as to how many employees may be granted leave at one time in each section/department shall be fixed or decided by the competent authority from time to time.

26.5 An employee returning from leave shall ordinarily report back to the post wherefrom he/she proceeded on leave, unless otherwise intimated by the competent authority.

26.6 All applications for leave for three days or less shall be made at least 24 hours before the time from which leave is required. Applications for leave for more than three days shall be made at least 7 days before the date from the day the leave is required, except in special cases.

26.7 Request for extension of leave in all cases may be considered only if the same has been received from an employee giving reason for such extension, sufficiently in advance of the expiry of the leave granted to him. Extension of leave so requested by an employee shall not be considered as sanctioned unless a communication to that effect is received by that employee from the Competent Authority.

26.8 If the request for extension of leave is on grounds of illness of the employees, it shall be accompanied by medical certificate from a Registered Medical Practitioner.

26.9 The sanctioning authority on receiving the application for extension of leave may at its discretion, grant the extension asked for, or grant it for a lesser period or refuse the extension. Decision so arrived at, shall be communicated to the employees as soon as possible.

26.10 Where the extension of leave has been granted once, on the grounds of illness, second or subsequent requests for further extension on grounds of illness shall be accompanied by a certificate from a medical officer of Government Hospital.

26.11 Where an employee has been sanctioned leave or an extension of leave on medical grounds the employee will be required to produce FITNESS CERTIFICATE from the Authorized Medical Officer at the time of resuming duty.

27.0 Other Employment during the Leave:
An employee on leave shall not take up any service or accept any employment.

28.0 Return to Duty:
No employee on leave shall return to duty before the expiry of the period of leave granted to him except with the permission of the authority competent to grant leave.

29.0 Encashment of Earned Leave:
29.1 Encashment of earned leave will be allowed to all regular employees and Trainees/Apprentices (other than Act Apprentices). Employees under suspension will not be eligible for encashment of earned leae.

29.2 Encashment of earned leave will be allowed only once in a calendar year. Earned Leave account will be maintained in two sections (a) Encashable (b) Non-encashable. Encashable portion of earned leave can also be availed of as leave and it is not necessary that it must be encashed. 75% of the total earned leave to the employee’s credit is to be treated as encashable, remaining 25% as no-encashable.

29.3 In case of deputationists from Government Department who are permanently absorbed in the Corporation, 75% of earned leave at their credit on the date of absorption rounded off to the nearest number will be transferred to the Encashable portion of the earned leave account. Likewise, in the case of persons whose earned leave is transferred to the Corporation, 75% of the leave transferred will be treated as encashable. This will be in addition of the leave of the two types accrued in the Corporation after absorption for which separate account will be maintained.

30.0 Procedure and Amount of Encashment:
30.1 Encashable Leave as due on 30th June or 31st December of the preceding half year can be encashed.

30.2 On receipt of an application from the employee for encashment in the form at Annexure-II the earned leave admissible for encashment subject to the limits laid down in the preceding paras, will be debited to his leave account and sanction issued by the Competent Authority.

30.3 For the period of leave encashed an amount equal to the total of the following elements of emoluments admissible on the date of application will be payable of the basis of 30 days a month.

-Basic pay, including special pay, personal pay and non-practicing allowance
-Dearness Allowance
-Interim relief or any other allowance which is counted as DA or Basic pay.

30.4 Encashment shall be allowed in full including unencashable portion at the time of retirement or termination of employment (except by disciplinary proceedings) or retrenchment or death of an employee. In case of death, the encashment shall be allowed to heirs of the employees, as nominated by him for the purpose of CPF, gratuity or Group Life/Accident Insurance. In the case of employees who resign their appointment, the total amount of earned leave at their credit worked out as on the date of resignation shall also be allowed to be encashed.

30.5 Employees who are given further extension of service beyond the age of superannuation can also carry forward the encashable as well as non- encashable portion of earned leave to the extended period of service.

30.0-A Encashment of Half Pay Leave/Sick Leave:
30(A)1 Encashment of HPL/Sick Leave subject to a maximum of 240 days HPL/120 days Sick Leave standing to the credit of the employees shall be permitted in the following events.

• Separation on superannuation.
• Death while in service/permanent disablement.

30(A)2 HPL shall be commuted into full pay for encashment by considering the following:

• Basic Pay, including special pay, personal pay and;
• Dearness Allowance.
• Ad-hoc/Interim relief, if any.

30(A)3 Encashment of EL under Clause 30.0(4) shall be in addition to 240 days HPL/ 120 days Sick Leave.

31.0 Deductions:
No deduction other than income tax and over payments, if any, will be made from the amount of leave encashment payable to a serving employee. In cases of retirement/ Retrenchment/ resignation or death, Company's dues if any, should be recovered from the amount of encashment.

32.0 Application for Leave:
32.1 Employees will be required to submit applications on Leave Book (Annexure – III) for Earned Leave, Half-pay, Commuted, Sick Leave, EOL, Maternity Leave/ Paternity Leave and for CL on Casual Leave Card (Annexure-IV)

32.2 Establishment Deptt./time Office will issue on 1st of every year Casual Leave Card to each employee and Leave Book at the time of joining.

32.3 For entry into the Leave Book each employee will submit Leave Book to Establishment Deptt/time Office on 30th June and 31st December each year for advance recording of leave.

32.4 Every time leave, other than casual leave sanctioned, the employee will present the card to Estt./Time Office for entry and for purposes of drawing pay. Procedure for presentation of card and making entry is detailed at Annexure-VIII.

32.5 Estt. Deptt/time Office will keep account of all leave except casual leave which will be kept by concerned Head of the Departments section wise.