KINDS OF LEAVE ADMISSIBLE - CCS (Leave) Rules, 1972

KINDS OF LEAVE ADMISSIBLE - CCS (Leave) Rules, 1972

Leave Rules  - CCS (Leave) Rules, 1972

KINDS  OF LEAVE ADMISSIBLE •      Casual Leave •      Earned Leave •      Half Pay Leave •      Commuted Leave •      Leave Not Due •      Extra-ordinary Leave •      Study Leave •      Hospital Leave •      Special Disability Leave •      Maternity Leave •      Paternity Leave •      Child care Leave

General Conditions:- Leave •      Leave - no claim as a right; •      Can be refused/ revoked; •      Kind of leave applied can not be altered by sanctioning authority; •      Commutation of leave within 30 days; •      Can not be granted for more than 5 years at a stretch; •      Prefix / Suffix - Sundays/holidays; •      MC : Govt servants - from AMA/CGHS Dispensary; •      MC: NGOs - from RMP; •      Period of over-stayal  debited as HPL with no pay/allowances; •      Disc. Action on willful absence from duty after expiry of leave.

Casual Leave •      Not a recognised form ; •      Can be combined with special CL / vacation only; •      Sundays/holidays falling during a period of CL not counted; •      Sundays / holidays / restricted holidays can be prefixed/suffixed; •      Can be availed for half a day; •      Total 08 days admissible in a calendar year; •      Normally more than 5 days  at a time not allowed; •      Joining in middle of year-proportionately or full - at the discretion.

Earn Leave •      15 days on 1st January/July in advance; •      Credit reduced @ 1/10th of EOL& Dies non in previous half year; •      Rounding - fraction; •      Accumulation up to 300+15 days; •      Fresh appointment , Retirement /removal / dismissal / death in middle of half year - @  2½ days per completed month; •      180 days maximum can be availed at a time, exception •      Unavailed joining time credited in EL account. •      Encashment of E.L. during LTC (10 Days ) / On retirement ( Max 300 days) •

Half Pay Leave •      10 days on 1st January/July in advance; •      Credit reduced @ 1/18th of Dies non; •      Rounding - fraction; •      Accumulation – No limit; •      Fresh appointment - @ 5/3 days p.m.; •      Retirement /removal / dismissal / death in middle of half year •      Temp. Employee - grant subject to his return to duty; •      Can be on MC/without MC; •      On MC- Comm. Leave on full pay if applied for.

Commuted Leave •      Not exceeding half of HPL balance on medical certificate; •      up to 90 days during entire service –w/o MC for an approved course of study certified to be in public interest; •      up to 60 days to a female G.S. with less than 02 living children, on adoption of a child less than one year old; •      up to 60 days to a female G.S. w/o MC in continuation of maternity leave; •      Granted only if  reasonable prospects of the G.S. returning to duty on its expiry. •      If quits service- period treated as HPL; •      If quits on ill health/death - No recovery.

Leave not due •      To permanent GS with no HPL at credit; •      Only on MC; •      Limited to HPL – G.S. likely to earn in remaining service period;       •      Debited in HPL a/c; •      Temp. GS with min. 01 year of service - suffering from TB, Cancer or Mental illness can be granted . •      Not granted as LPR.

Leave not due-Exception •      To female GS w/o MC - in continuation of maternity leave; •      To female GS w/o MC - on adoption of a child less than one year old. •      Max. 360 days during entire service .

Leave Not Due [LND] •      Cancelled if GS does not return to duty – L.S. recovered; •      L.S. not to be recovered : •      - if resigns due to ill- health incapacitating  him for further service,  •      - if retired prematurely, •      -  in the event of death.

Extra Ordinary Leave (EOL) •      When no Other leave is admissible; or •      When Other leave admissible, but Govt. servant applies for EOL; Subject to maximum leave period of 05 years, EOL can be granted to a permanent Govt. servant up to any limit •      For temporary officials: -  - Up to 03 months with or w/o MC; •      with a minimum of 01 year’s service- - up to 06 months with MC for common ailments;  - Up to 18 months with MC for cancer, mental illness, pulmonary TB or Pleurisy of Tubercular origine;                                              •      With three or more year’s service  -  up to 24 months where the leave is required for studies certified to be in public interest.

Maternity Leave- Female Employees •      Admissible to married/unmarried female G.S.; - Pregnancy: 135 days;  - Miscarriage / abortion: total 45 days in the entire service. •      Leave is not debited to leave account. •      It is granted on full pay. •      It may be combined with leave of any other kind. •      Any kind of leave (i/c 60 days of Comm. Leave/LND w/o MC) up to one year can be sanctioned in continuation of Maternity Leave; •      Not admissible for ‘threatened abortion’

Paternity Leave-Male Govt. Servant •      To male Govt. servant with less than two surviving children. •      It is not debited in leave account. Leave salary equal to last pay drawn is admissible

Study Leave •      Five year’s service (I/c period on probation) •      For higher studies/specialized training in a professional/technical subject capable of widening his mind in a manner likely to improve his ability as a civil servant; •      Study leave can be :  - Granted for maximum 24 months in the entire service and may be granted at a stretch or in different spells;    - not debited to the leave account;  - Requisite Bonds in the prescribed forms are required to be executed •      Finance Ministry’s agreement for release of foreign exchange is necessary for study leave outside India; •      Leave Salary:       - Pay plus DA, HRA, CCA & study allowance admissible outside India;     - No study allowance admissible for course in India.

Special Disability Leave •    When disabled by injury intentionally inflicted or caused in due performance of official duties; •    When disabled by illness incurred in performance of any duty, which has the effect of increasing liability to illness or injury beyond the ordinary risk attached to civil post; •      Period of leave to be certified by AMA; •      Maximum 24 months; •       Not be debited to the leave account; •      First 120 days on full pay , after that on HPL; •      Period counts for pension.

Hospital Leave •      Gr ‘C’ whose duties involve handling of dangerous machinery, explosive material, poisonous drugs or performance of hazardous tasks; and •      Gr ‘D’ while under treatment in a hospital or otherwise for illness or injury directly due to risks incurred in the course of official duties. •      Certificate of AMA necessary; •      Period of leave considered necessary by authority; •      Total period combined with any other kind not exceeding  28 months; •       Not be debited to the leave account; •      First 120 days on full pay , after that on HPL. •      Period counts for pension.

Child Care Leave           Who are entitled for Child Care Leave? •   Child Care Leave can be granted to women employees having minor children below the age of 18 years, for a maximum period of 2 years (i.e. 730 days) 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. Child Care Leave shall not be admissible if the child is eighteen years of age or older. •    Child Care Leave shall not be debited against the leave account. Child Care Leave may also be allowed for the third year as leave not due (without production of medical certificate) •      No. CCL is not applicable to third Child. •   The Conditions regarding spell of CCL, imposed upon by the Government are that it may not be granted in more than 3 spells in a calendar year and that CCL may not be granted for less than 15 days. •      No. As per the OM of even number dated 7.9.2010, Child Care Leave may not be granted in more than 3 spells. Hence CCL may not be allowed more than 3 times irrespective of the number of days or times Child Care Leave has been availed earlier.

Sources: Visit : http://sapost.blogspot.in/

വള്ളിക്കുന്ന് : ഇനി പ്രാർത്ഥിക്കാം. മോഡിക്ക് നല്ല ബുദ്ധി കൊടുക്കണമ...

വള്ളിക്കുന്ന് : ഇനി പ്രാർത്ഥിക്കാം. മോഡിക്ക് നല്ല ബുദ്ധി കൊടുക്കണമ...: കത്രീന ചുഴലിക്കാറ്റിന്റെ പതിന്മടങ്ങ്‌ ശക്തിയിലാണ് ഇന്ത്യയിൽ മോഡി കൊടുങ്കാറ്റ് ആഞ്ഞ് വീശിയിരിക്കുന്നത്. തകർപ്പൻ വിജയമെന്ന് പറഞ്ഞാൽ പോര.....

Happy Budha Poornima

Finance Minister clears CBEC Cadre restructuring

Finance Minister clears CBEC Cadre restructuring

Chairperson's note regarding implementation of the Cadre restructuring

Implementation of the Cadre Restructuring of the department has been approved by Hon’ble FM on 10.05.2014- Chairperson’s note regarding implementation of the Cadre restructuring

Greetings to the IC&CE family. It is my pleasure to inform you that implementation of the cadre restructuring of the department has been approved by the Hon’ble FM on 10.5.2014. Months of hard work and waiting have finally paid off. The cadre restructuring is late by 7 years, even so there is a cause for happiness as a large number of promotions in different grades can now take place.

However, we have no time to rest as the implementation of the CR requires focus and a lot of hard work.

It is in the interest of the department to have a committed and largely satisfied work force. Stagnation is one of the de-motivating factors in this regard. While CR resolves some of the issues leading to stagnation. it does not address some of the root causes of stagnation. For this we have to take other actions such as amending the RRs, raising the matter before the next Pay Commission etc. Addressing the root of the problem also takes clarity of mind, time, patience and persistence since other Ministries & agencies are involved. It also requires that we remain united at all times. We should be cautious that divisiOns & differences do not derail/side track the process of CR which is in the larger interest of the entire department. Just as a motivated work force is important, credibility of the higher bureaucracy in the department is also equally important and must not be undermined.

Promotions to Group B gazetted and lower posts are to be done by the CCA’s. I hope that ACRs/rosters and vigilance clearances etc. are up to date. I urge all officers, staff and associations of the department to be united and face the challenges of implementation with patience, persistence and a spirit of cooperation. I again thank all of you for your support in carrying through this important work.

sd/-

(J.M.Shanti sundharam)

Chalperson

Source : www.cbec.gov.in

[http://www.cbec.gov.in/deptt_offcr/cadre-restruct/chairpn-note.pdf]

Children Education Allowance - Frequently asked questions (13.05.2014)

Children Education Allowance - Frequently asked questions  (13.05.2014)

Government of India

Ministry of Railways

Railway Board

No.E(W)2008/ED-2/4 

New Delhi, Dated:09/05/2014

The General Manager (P),
All Indian Railways &
Production Units.

Sub: Children Education Allowance - Frequently asked questions.

Please refer to Railway Board’s letter of even number dated 01.10.2008 followed by subsequent letters regarding revised policy instructions / clarification on Children Education Allowance admissible to Railway Servants, based on the recommendations of Sixth Central Pay Commission.

2. Now, DOP&T has inter-alia issued clarification on reimbursement of Children Education Allowance in the form of frequently asked question (FAQ) in terms of their Office Memorandum No.I-11010/1/2014-Estt(AL). These FAQ are in supplement to FAQS issued vide Board’s letter of even number dated 07-06-2013. The same is being circulated herewith for guidance of all concerned.

Please acknowledge receipt.

sd/-

(Debasis Mazumdar)

Director Estt.(Welfare)

Railway Board

No.I-11020/1/2014-Esst.(AL)

Government of India / Bharat Sarkar

Ministry of Personnel, Public Grievances and Pensions

Department of Personnel & Training

The following FAQa supplement the FAQs in respect of Estt.(Allowances) Section already placed in public domain vide F.No.21011/08/2013-Estt.(AL)

Establishment (Allowance) Section

Children Education Allowance Scheme (CEA)

SI. No.	Frequently Asked Questions	Answer
1.	Whether the examination fees as charged by the school is reimbursable?	“Examination fee” has been included as part of reimbursable items as indicated in para 1(e) of O.M. dated 2nd September, 2008, subject to the fulfillment of other existing conditions vide) OM No.12011/01/2012-Estt.(AL) dated 31-07-2013. The said orders do not have a retrospective effect.
2.	Whether reimbursement of amount of fee paid during 1st and 2nd quarter could be claimed in 3rd or 4th quarter, without the fee receipts of the 3rd and 4th quarter?	No. As it is reimbursement for the whole year, original receipts for the fee paid for the 3rd / 4th quarter has to be submitted to ensure that the child has not dropped out of the school in the mid-session. O.M. No.12011/01/2013-Estt. Allowances dated 23.04.2013 refers.
3.	Whether a Government servant is required to give a certificate that the spouse, if earning, has not claimed CEA?	Yes. In terms of O.M. No.12011/01/2013-Estt.(Allowances) dated 23.04.2013, the claimant Government servant is required to furnish an undertaking that reimbursement of CEA has not been claimed in respect of the child by the spouse of the claimant.

HONORARIUM

S.No.	Frequently asked Questions	Answer
1.	What are the rates of honorarium admissible to MTS/Group 'D' officials when they are appointed to work as Dispatch Rider/Scooter Driver?	The rate of such honorarium is pegged at Rs.10/- per day in terms of this Department's OM No. No.17011/01/2011-Estt.(AL) dated 17-04-2013
2.	What are the rates of honorarium admissible to MTS/Group 'D' officials/ Dispatch Riders/Scooter Drivers when they are appointed to work as Staff Car Drivers?	The rate of such honorarium is pegged at Rs. 20/- per day in terms of this Department's OM No. No.17011/01/2011-Estt.(AL) dated 17-04-2013

Source: AIRF

APAR - A GLANCE

APAR -

i) The APAR is an important document. It provides the basic and vital inputs for assessing the performance of an officer and for his/her further advancement in his/her career. The officer reported upon, the Reporting Authority, the Reviewing Authority and the Accepting Authority should, therefore, undertake the duty of filling out the form with a high sense of responsibility. The columns in the APAR should be filled with due care and attention and after devoting adequate time. Also please refer DoPT O.M. No.21011/1/2005-Estt(A)(Pt.II) dt. 23.07.2009 and 14.05.2009. For further details, DoPT website at www.performance.gov.in can be viewed.

ii) (a) Please also refer the Website of DoPT and the instructions contained in on preparation and maintenance of APAR for Central Civil Services. Section 2.11 and 5.2, 5.3 wherein the importance of writing/reviewing of the APAR within time frame which is also herewith attached. The right to write the APAR will lapse after that time frame.

(b) If any APAR, duly completed in all respects, of the previous financial year is not received in the concerned Custodian Office upto 31st December of the next financial year or received thereafter, that APAR will not be kept in the APAR Dossier of the concerned officer and the period of such missing APARs will be treated as NO APAR YEAR for that officer and in this regard necessary Certificate will be recorded by the concerned Custodian Office of APAR after 31st December of the next financial year without waiting the receipt of APAR of the previous financial year and that Certificate will be kept in the APAR Dossier of the concerned officer.

iii) Performance appraisal through APAR should be used as a tool for human resource development.Reporting Officer should realise that the objective is to develop an officer so that he/she realizes his/her true potential. It is not meant to be a fault-finding process but the developmental one. TheReporting Officer and the Reviewing Officer should not shy away from reporting shortcomings in performance, attitudes or overall personality of the officer reported upon.

iv) Pen Picture of the official in about 70 words should include any special characteristics or any exceptional merits or capability justify his/her selection for special assignments or out of turn promotion. It may include comments on the overall qualities of the officer including areas of strengths and lesser strength or weaknesses.

v) Numerical grading are to be awarded by reporting and reviewing authorities for the quality of work output, personal attributes and functional competence of the officer reported upon. These should be on a scale of 1-10, where I refers to the lowest grade and 10 to the highest. The guidelines given in Annexure-I shall be kept in mind while awarding numerical gradings. It is expected that any grading of 1 or 2 (against work output or attributes or overall grade) would be adequately justified in the pen-picture by way of specific failures and similarly, any grade of 9 or 10 would be justified with respect to specific accomplishments. Grades of 1-2 or 9-10 are expected to be rare occurrences and hence the need to justify them. In awarding a numerical grade the reporting and reviewing authorities should rate the official against a larger population of his/her peers that may be currently working under them.

vi) APARs graded between 8 and 10 will be rated as ‘outstanding’ and will be given a score of 9 for the purpose of calculating average scores for empanelment/ promotion.

vii) APARs graded between 6 and short of 8 will be rated as ‘very good’ and will be given a score of 7.

viii) APARs graded between 4 and 6 short of 6 will be rated as ‘good’ and given a score of 5.

ix) APARs graded below 4 will be given a score of zero.

x) All attributes under Section 3.1, 3.2, 3.3 carry equal weightage in their respective sections.Cutting and over writing to be avoided, if unavoidable to be initiated.

xi) In case of any aptitude not applicable in 3.1, 3.2, 3.3, a remarks to this effect may be given and no numbering be assessed.

xii) Reporting Officer shall prior to the commencement of the reporting year i.e. April, fix assignments and tasks with targets and objectives for the reported officer in consultation with each of the officers with respect to whom he is required to report upon. Performance appraisal should be a joint exercise between the officer reported upon and the Reporting Officer.

xiii) Although performance appraisal is a year-end exercise, in order that it may be a tool for human resource development, the Reporting Officer and the officer reported upon should meet during the course of the year at regular intervals to review the performance and take necessary corrective steps, as warranted.

xiv) Some posts of the same rank may be more exerting than others. The degree of stress and strain in any post may also vary from time to time. These facts should be borne in mind during appraisal and should be commented upon appropriately.

xv) From the financial year 2012-2013, Annual Medical Examination in the prescribed proforma as given in Annexure-III should be got conducted from the approved Medical Centres/Hospitals as given in Annexure-II by Group ‘A’ officers, who have attained the age of 40 years and above, and the summary report of medical examination in the prescribed proforma as given in Annexure-III should be attached with the APAR Form. The cost of the medical examination will be got reimbursed by the officer from his concerned office as per CGHS Rules and the latest circulars in this regard.

xvi) NOTE : The following procedure should be followed in filling up the column relating to Integrity :

1. If the Official’s integrity is beyond doubt, it may be so stated.

2. If there is any doubt or suspicion, the column should be left blank and action taken as under :

a) A separate secret note should be recorded and followed up. A copy of the note should also be sent together with the Performance Assessment Report to the next superior officer who will ensure that the follow up action is taken expeditiously. Where it is not possible either to certify the integrity or to record the secret note, the Reporting Officer should state either that he had not watched the officer’s work for sufficient time to form a definite judgment or that he has heard nothing against the officer, as the case may be.

b) If, as a result of the follow up action, the doubt or suspicions are cleared, the officer’s integrity should be certified and an entry made accordingly in the Performance Assessment Report.

c) If the doubts or suspicions are confirmed the fact should also be recorded and duly communicated to the officer concerned.

d) If as a result of the follow up action, the doubts or suspicions are neither cleared nor confirmed, the officer’s conduct should be watched for a further period and thereafter action taken as indicated at (b) and (c) above.

xvii) Where a Reporting officer/Reviewing officer retires, he may be allowed to give the report on his subordinates within one month of retirement.

xviii) Atleast 3 months experience of Supervising the work and conduct of Govt. servant reported upon should be there before assessing APAR.

xix) If the Reporting/Review officer is under suspension when the annual APAR has become due to be written/reviewed, it may be written/reviewed within 2 months from the date of his having placed on suspension or one month from the date on which the report was due, whichever is later.

xx) Where an officer has taken Earned Leave for a period of more than 15 days, the total period spent on leave can be deducted from the total period spent on any post, for the purposes of computing the period of 3 months which is relevant for writing of entries in the APAR. Leave taken for short term duration need not be treated as relevant for the purpose.

xxi)After the expiry of the first week of the time-schedule (15th April), if the self appraisal is not received by that time, Reporting Officer should take it upon himself to remind the officer to be reported upon in writing, asking him to submit his self-appraisal. If no self-appraisal is received by the stipulated date, the reporting officer can obtain another blank APAR form and proceed to write the report on the basis of his experience of the work and conduct of the officer reported upon. While doing so, he can also point out the failure of the officer reported upon to submit his self-appraisal within the stipulated time.

xxii) If the APAR is not initiated by the Reporting Officer for any reason beyond 30th June of the year in which financial year ended, he shall forfeit his right to enter any remarks in the APAR of the officer reported upon and he shall submit all APAR held by him for reporting to the reviewing officer on the next working day.

xxiii) The controlling officer has been directed to call for explanation of the concerned officers for not having perform the public duty of not writing the APAR within due date and his absence of justification direct that a written warning for delay in completing the APAR be placed in the APAR folder of the defaulting officer concerned.

xxiv) The full APAR including the overall grades and assessment of integrity shall be communicated to the concerned officer after the report is complete with the remarks of the reviewing officer and the accepting authority, wherever such a system is in vogue.

xxv) The assessment in Part-IV is descriptive only and no grading is to be provided.

TIME SCHEDULE FOR PREPARATION/COMPLETION OF APAR

(Reporting year- Financial year)

S.No.	Activity	Date by which to be completed
1	Distribution of blank APAR forms to allconcerned (i.e., to officer to be reported uponwhere self-appraisal has to be given and toreporting officers where self-appraisal is not to begiven)	31st March.(This may be completed even aweek earlier).
2.	Submission of self-appraisal to reporting officer by officer to be reported upon (where applicable).	15th April.
3.	Submission of report by reporting officer to reviewing officer	30th June
4.	Report to be completed by Reviewing Officer and to be sent to Administration or CR Section/Cell or accepting authority, wherever provided.	31st July
5.	Appraisal by accepting authority, wherever provided	31st August
6.	(a) Disclosure to the officer reported upon where there is no accepting authority	01st September
	(b) Disclosure to the officer reported upon where there is accepting authority	15th September
7.	Receipt of representation, if any, on APAR	15 days from the date of receipt of communication
8.	Forwarding of representations to the competent authority
	(a) where there is no accepting authority for APAR	21st September
	(b) where there is accepting authority for APAR	06th October
9.	Disposal of representation by the competent authority	Within one month from the date of receipt of representation.
10.	Communication of the decision of the competent authority on the representation by the APAR Cell	15th November
11.	End of entire APAR process, after which the APAR will be finally taken on record

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