25 leave rules

8/11/2019 25 Leave Rules

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LEAVE RULES


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LEAVE RULES

INDEX

Page No

1.0 Applicability 2:25:3

2.0 Definitions 2:25:3

3.0 Discretion to grant/refuse leave 2:25:4

4.0 Leave Codes 2:25:4

5.0 Earned Leave and Sick Leave 2:25:4

6.0

Casual Leave 2:25:10

7.0 Maternity Leave 2:25:12

8.0 Paternity Leave 2:25:12

9.0 Quarantine Leave 2:25:13

10.0 Leave Without Pay 2:25:13

11.0 Leave on medical grounds - requirement of

Medical & Fitness Certificates 2:25:14

12.0 Leave Salary 2:25:14

13.0

Study Leave 2:25:16

14.0 General 2:25:17

15.0 Relaxation 2:25:17

Annexure:

I. Special provisions in respect of CDA employees

II. Earned Leave Encashment ApplicationIII. Undertaking/Declaration on applying for leave to go abroad

IV. Request for permission to go abroadV. Undertaking to serve the Company on conclusion of Study Leave

VI. Casual Leave Application-cum-RecordVII. Earned Leave Application Form


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LEAVE RULES

1.0 APPLICABILITY

1.1 These rules apply to all employees of the Company other than those -

(i) Engaged on daily rates of wages;

(ii) Engaged on contract basis;

(iii) Engaged as apprentices/trainees;

(iv) Employees of the Government/Public Sector Undertakings who havejoined the Company (i) on deputation, or (ii) on being selected on the basis

of his application for appointment to the Company, his lien in his parentorganization having been allowed to be retained, and remains subject to theleave rules of his parent department, provided that such an employee will

be governed by the provisions regarding Casual Leave contained in these

rules; and

(v) Whose terms of appointment exclude the benefit of leave.

2.0 DEFINITIONS

(i) 'C&MD' means Chairman and Managing Director of the Company.

(ii) 'Company' means Engineers India Limited.

(iii) 'Duty' includes -

(1) Period of work -

(a) at headquarters;(b) on tour; and

(c) in another organisation where the employee has proceeded(i) on deputation, or (ii) on being selected on the basis of hisapplication for appointment to that organisation, his lien in

the Company having been allowed to be retained, andremains subject to the leave rules of the Company.

(2) Joining time

(iv) 'Leave' includes Earned Leave, Sick Leave, Casual Leave, MaternityLeave, Quarantine Leave and Leave Without Pay, Paternity Leave

(wherever applicable), etc.


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(v) 'Month'means calendar month, provided that for reducing credit of EarnedLeave or Sick Leave on account of Leave without Pay availed of (vide Rule5.5), every month shall be deemed to have 30 days.

(vi) Sanctioning Authority means an authority including HOD who approvesthe time sheet of the employee concerned except otherwise specifically

indicated in these Rules.

(vii) 'Year' means financial year (April to March).

3.0 DISCRETION TO GRANT/REFUSE LEAVE

3.1 Leave cannot be claimed as a matter of right. Discretion is reserved to the authorityempowered to sanction leave, to refuse or revoke leave at any time according to the

exigencies of the Company's work.

4.0 LEAVE CODES

102

Restricted Holiday201 Casual Leave202 Earned Leave203 Sick Leave204 Maternity Leave/ Paternity Leave205 Abortion Leave

206 Quarantine Leave207 Special Leave208 Study Leave

209 Leave Without Pay301 Compensatory Off

500 Other absence

5.0 EARNED LEAVE AND SICK LEAVE

5.1 An employee will be entitled to Earned Leave and Sick Leave as under:

Earned Leave (EL) Sick Leave (SL)

If requiredto observe

5 days/40 hrs a

week

22 days in a year to be credited tothe leave account on 30

th

September & 31st

March @ 11days each i.e for the period April

to September of a year, EL will

be credited @ 11 days on 30

th

September. Similarly, for the

period October to March of ayear, EL will be credited @ 11

days on 31st

March subject toother conditions being fulfilled.


th

September & 31st March @ 6

days each i.e for the period April

to September of a year, SL will

be credited @ 6 days on 30

th


period October to March of ayear, SL will be credited @ 6

days on 31st March subject to

other conditions being fulfilled.


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If requiredto observe6 days/48hrs a week


th

September & 31st March @ 13days each i.e for the period April

to September of a year, EL will becredited @ 13 days on 30

th


period October to March of ayear, EL will be credited @ 13days on 31st March subject toother conditions being fulfilled.

14 days in a year to be creditedto the leave account on 30

th

September & 31 st March @ 7days each i.e for the period April

to September of a year, SL willbe credited @ 7 days on 30

th


period October to March of ayear, SL will be credited @ 7days on 31st March subject toother conditions being fulfilled.

Exceptions :

(i) In the case of an employee on tour, his entitlement will continue to be at hisheadquarters irrespective of the type of work-week that he is required toobserve during tour.

(ii) In the case of an employee who has proceeded to another organization (a)on deputation, or (b) on being selected on the basis of his application for

appointment to that organization, his lien on his post in the Companyhaving been allowed to be retained, the rate of entitlement of Earned Leaveand Sick Leave during the period of deputation etc. will continue to be the

same as on the date of his relief in the Company.

5.2 An employee, who is appointed in the middle of a half- year, will be eligible for

Earned Leave and Sick Leave for the completed calendar months of service he islikely to render in that half- year, any broken month's service being ignored.Entitlement of leave will be worked out pro-rata on the basis of the applicable ratein Rule 5.0 and credited to the leave account accordingly.

5.3 An employee whose appointment is terminated in the middle of a half-year will beeligible for Earned Leave and Sick Leave for the completed calendar months of

service he has rendered in that half-year, any broken months service being ignored.Entitlement of leave will be worked out pro-rata on the basis of the applicable rate

in Rule 5.0 and necessary adjustment carried out in the leave account on the date oftermination.


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5.4 If an employee's assignment changes from one involving 5 days/40 hrs a week to6 days/48 hrs a week or vice-versa on account of his being sent on transfer, leavewill be regulated as under:

TRANSFER OF EARNED LEAVE TRANSFER OF SICK LEAVE

(a) Where transfer is effected from office observing 5 days/40 hrsa week to 6 days/48 hrs a week

Total EL standing to the creditof an employee in encashable &non encashable leave account

at the time of transfer X 2622

Total SL standing to the creditof an employee in encashable &non encashable leave account


(b)Where transfer is effected from office observing 6 days/48 hrs a

week to 5 days/40 hrs a week

Total EL standing to the creditof an employee in encashable &non encashable leave account


Total SL standing to the creditof an employee in encashable &non encashable leave account


NOTES:

(1) In respect of employees transferred from offices observing 5 days/40 hrs a

week to 6 days/48 hrs a week and vice-versa prior to 1.4.2003, the aboveconversion formula will not be applicable on their transfer back after1.4.2003 to their place of posting.

(2) Where the change of assignment takes place in the middle of a month, no

adjustment, as above, will be made for that month.

5.5 Credit of Earned Leave or Sick Leave will not be admissible for the period of leave

without pay. For this purpose, the total period of leave without pay availed ofduring the half-year will be divided by 30 to arrive at completed months, any

fraction of a month being ignored, and in respect of such completed months, creditwill be made pro-rata on the basis of the applicable rate in Rule 5.0.

Provided that the leave without pay, availed of in a broken calendar month forwhich credit of Earned Leave and Sick Leave has not been given under Rule 5.1 or

5.2 shall not be taken into account for computing the total period of leave withoutpay.

5.6 In these rules, fraction of a day will be rounded off to the nearest day, i.e. 1/2 orabove will be taken as 1 day and fractions below 1/2 will be ignored.


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5.7 Earned Leave (EL) at the credit of an employee at the end of the previous half-yearwill be carried forward to the next half-year, subject to the condition that the totalof (a) leave so carried forward, (b) earned during the previous half- year, and (c) any

addition to or deduction from credit, does not exceed 300 days.

5.8

EL in excess of the ceiling limit credit of 300 days, not availed at the end of the halfyear i.e. on September 30

th or March 31

st, shall be encashed automatically, under

intimation to the concerned employee when another installment of EL is due.

5.9 This facility of automatic encashment of EL shall be available only for regular IDAemployees.

5.10 Sick Leave (SL) at the credit of an employee at the end of the previous half- year

will be carried forward to the next half-year, subject to the condition that the totalof (a) leave so carried forward, (b) earned during the previous half-year, and (c) anyaddition to or deduction from credit, does not exceed 180 days. However, while

limiting the maximum of 180 days, where the net balance as on March 31st , or

September 30th is such that by granting the credit of SL, would exceed 180 days,the credit of SL admissible as on March 31

st /September 30

th shall be kept

separately and set off against the SL availed during the half year i.e. April 1 toSeptember 30

th or October 1

st to March 31

st.

Provided, however, that the maximum limit of accumulation of Earned Leave and

Sick Leave in respect of the employees belonging to Field Categories 8(a), 8(b), 9and 10 shall only be 60 days each.

5.11 Earned Leave will not normally be granted for more than 30 days in one spell.

5.12 An employee on IDA scales of pay may be allowed to encash upto 50% of EarnedLeave to his credit as on the date on which he applies for encashment, once in ayear, provided that he has at least 30 days Earned Leave to his credit as on the date

of such application (Application for encashment of Earned leave Annexure-II).The provision of encashment of EL with regard to CDA employees is annexed

separately at Annexure-I.

(i) Earned Leave due to an employee on the date of termination of employment

may be allowed to be encashed.

Provided that in the case of termination as a disciplinary measure, theauthority imposing the penalty shall pass orders as to whether such

encashment may be allowed.

(ii) Employee on attaining the age of superannuation is, inter alia, allowed the

benefit of encashment of Sick Leave lying to his/her credit on the date ofretirement, subject to a maximum of 120 days.


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(iii) In the case of death of an employee while in the service of the company, thenext of the kin of the deceased employee may be allowed the benefit ofencashment of SL that may be admissible to the deceased employee

immediately before his death upto a maximum of 120 days.

5.13 To the extent an employee is obliged to take leave without pay on medical grounds,there being no leave with pay due to him, Sick Leave and/or Earned Leave may beallowed to be encashed half-yearly, against subsequent credit (on March 31 and

September 30) or on the date of termination of employment, as the case may be, onhis applying for the same.

NOTE:Depending on the total period of leave without pay taken, the employeewill be free to encash the whole or a portion of Sick Leave and Earned

Leave at his credit on the due date as above. Where the period of leavewithout pay is less than or equal to 50% of the total of Sick Leave andEarned Leave due, he must seek sufficient encashment to cover the entire

period of leave without pay. Where the period of leave without pay is

more than 50% of the total Sick Leave and Earned Leave due, he mustseek encashment of at least 50% of the total of Sick Leave and EarnedLeave due. If encashment to this extent is not sought or if encashment isnot applied for within two months of the earliest due date, it will bedeemed that he does not intend to avail himself of the facility; encashmentif applied for subsequently will not be allowed.

5.14 Earned Leave may be granted for the working days involved, any Saturday (whereit is not a working day)/Sunday or any other weekly off day applicable to the

employee concerned/Company's holiday (including a restricted holiday permitted tobe availed of) which intervenes not being counted towards leave.

5.15 Sick Leave may be taken in terms of 1/2 day, for the first or the second half of aday, the first half ending with the conclusion of the lunch interval and the second

half beginning with the commencement of the lunch interval.

5.16 Application for Sick Leave for more than 2 days in one spell or Earned Leave dueto reason of sickness for more than 2 days in one spell will be accompanied by amedical certificate from a registered medical practitioner, any fee payable for the

medical certificate being borne by the employee concerned.

5.17 Transfer of earned leave in respect of persons joining EIL from Government/Public Sector organization will be regulated as under:

5.17.1 Persons who join EIL on deputation/Foreign Service terms (after retaining their lienin the parent office) or on resignation, may be allowed the benefit of carry forward


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of their earned leave provided that:-

(i) The incumbent joins with the consent of the other organisation, and

(ii) The organisation from which he comes agrees for transfer of such carry

forward leave and makes payment of leave salary to EIL in respect of suchleave.

5.17.2 The amount of earned leave transferred from the other organisation will be creditedto the employee's account in EIL as under :

(i) If the employee joins in an office = X x 22of EIL observing 40 hour week 30

(ii) If the employee joins in an office = X x 26of EIL observing 48 hour week 30

(X) above denotes the number of days of leave transferred by the previousorganisation to be credited to the employee's account in EIL and for whichleave salary is received by EIL.

5.17.3 In no case, the total of earned leave credited under the EIL rules and that transferredfrom the previous organisation as computed above, shall exceed the ceiling laid

down under the Leave Rules i.e. 300 days.

5.18 Leave Blank will be used for all kinds of leave, except Casual Leave for which

separate Casual Leave Application-cum- Record Card has been prescribed.

5.19 Transfer of accumulated Sick/Half Pay Leave standing to the credit of persons at thetime of their joining EIL from Government/Public Sector Organisations, with theconsent of the previous organisation or under orders of Government/Public

Enterprises Selection Board, will be accepted, provided the organisation from whichthey come agrees for transfer of such leave and makes payment of leave salary in

respect of such leave to EIL. The transfer of leave will be regulated as under:

(i) The number of days of Sick Leave on full/average pay or 50% of the

number of days of Half Pay Leave transferred from the previousorganisation, in respect of which payment of leave salary is made to EIL by

the previous organisation, will be credited to the employee's Sick Leaveaccount in EIL.

Provided that in no case, the total of Sick Leave credited under the EILRules and that transferred from the previous organisation, as computed

above shall exceed the ceiling laid down under the Leave Rules, i.e. 180days.


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(ii) No separate account for crediting carry forward Sick/Half Pay Leavereceived from the previous organisation shall be opened, and only one

account for Sick Leave as above shall be maintained.

(iii)

In the matter of carry forward of leave in the case of an employee movingfrom EIL to another public sector organisation, with the consent of both themanagements or under orders of the Govt./Public Enterprises Selection

Board, the Company will transfer the Earned Leave and/or Sick Leave tothe credit of the employee at the time of his release from EIL, by makinglump-sum payment for such leave as per the Company's rules to the

transferee organisation.

6.0 CASUAL LEAVE

6.1 Every employee will be eligible for 10 days Casual Leave in a financial year. Any

Casual Leave not availed of on or before March 31st will lapse.

6.2 Casual Leave will not be granted in combination with any other kind of leave withpay.

Provided that in a case involving the employees sic kness, when no other kind ofleave is due, such combination may be permitted.

6.3 Casual Leave may be granted for the working days involved, any Saturday (whereit is not a working day)/Sunday or any other weekly off day applicable to the

employee concerned/Company's holiday (including a restricted holiday permitted tobe availed of) which intervenes, not being counted towards leave.

6.4 Casual Leave may be taken in terms of 1/2 day, for the first or the second half of aday, the first half ending with the conclusion of the lunch interval and the second

half beginning with the commencement of the lunch interval.

6.5 When an employee attends office late or leaves office early and the late attendanceor early leaving as the case may be is not condoned/permitted by the competentauthority as may be specified in this behalf, for each such occasion of late

attendance etc. the Casual Leave account of the employee concerned may bedebited in the manner laid down in the rules.

6.6 The entitlement of Casual Leave to a new employee, who joins the service of the

Company, during the first year of his employment, will be determined pro-rata tothe period of service from the date of his joining.


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6.7 The following procedure will be followed for grant of and maintenance of recordsof Casual Leave:-

(i) The "Casual Leave Application-cum- Record Card" will be issued by theHRP&M Department to each Unit/Division in respect of each employee.

(ii) The "Casual Leave Application-cum-Record Card" will be maintained byDivisional Manager/Manager/Section Head for respective section(s)/

group(s) of employees by nominating one or more employees who will beresponsible for maintaining such leave record.

In the Field Office/Procurement Offices/Branch Offices etc., records maybe maintained by secretary to the RCM/Location Incharge or the Time

Sheet coordinator, or the accountant, etc. as may be nominated by theRCM/Location Incharge.

Name of all employees so nominated for maintaining the Casual Leave

record will be intimated to the HRP&M Department. Any change will alsobe promptly informed.

(iii) An employee desirous of availing of Casual leave will fill in the request inColumns 1 to 3 besides signing in column 4 of the "Casual LeaveApplication-cum-Record Card". The Supervisor (competent to grant casual

leave) will sign in column 5 in token of grant of casual leave applied for andwill also ensure/certify that the leave for such period has been properly

booked in the ATSR/Adjustment sheet.

(iv) Only such cases, which do not fall in the ambit of normal grant of casual

leave as per the rules will be referred to the Dy General Manager(HRP&M).

6.7.1 The Audit of the "Casual Leave Application-cum-Record Card" will be done by theInternal Audit from time to time, as usual.

6.7.2 In case an employee is transferred from one Group/Section/Project/Office to anyother Group/Section/Project/Office, his "Casual Leave Application-cum- Record

Card" will be forwarded to such Group/Section/Project/Office under intimation toHRP&M Deptt.

6.7.3 At the close of the financial year, the "Casual Leave Application-cum- Record

Card" will be maintained in the department concerned at least for a period of threeyears for the purpose of audit etc.

6.7.4 Record of leave other than casual leave shall continue to be maintained as hitherto.


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6.7.5 Employees deputed on foreign assignment will be entitled for 10 days CasualLeave in a year. However, such leave can be availed only in India (during R&R orotherwise) and will not be accumulated/carried forward to next financial year.

7.0 MATERNITY LEAVE

7.1 A female employee to whom these Leave Rules apply may be granted MaternityLeave for a period of 135 days from the date of its commencement. Such leave

would, however, be admissible only upto two children.

7.2 Maternity Leave may be granted in case of miscarriage, including abortion, subject

to the conditions that -

(i) The leave does not exceed six weeks; and(ii) The application for the leave is supported by a medical certificate from a

registered medical practitioner, any fee payable for the medical certificate

being borne by the employee concerned.

7.3 Maternity leave may be combined with leave of any other kind excluding CasualLeave, but any leave applied for in continuation of the former may be granted onlyif the request for the grant of the other leave is supported by a medical certificatefrom a registered medical practitioner, any fee payable for the medical certificate

being borne by the employee concerned.

7.4 Leave other than Casual Leave may be granted in continuation of Maternity Leavein case of illness of a new-born baby, subject to the employee producing a medical

certificate from a registered medical practitioner to the effect that the condition ofthe ailing baby warrants the mother's personal attention and her presence by the

baby's side is absolutely necessary, any fee payable for medical certificate beingborne by the employee concerned.

7.5 The total number of occasions on which Maternity Leave will be admissible to afemale employee dur ing her entire service will be as follows:

(i) In case of delivery Not more than 2 occasions, provided that the leaveof living child will not be admissible in connection with delivery

beyond that in respect of the second living child.(ii) In case of miscarriage Not more than three occasions.

including abortion

8.0 PATERNITY LEAVE

A male CDA employee with less than two surviving children may be granted

Paternity Leave for a period of 15 days during the confinement of his wife. Duringthe period of such leave, he shall be paid leave salary equal to the pay drawn


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immediately before proceeding on leave. Paternity Leave shall not be debitedagainst the leave account and may be combined with any other kind of leave (otherthan Casual Leave).

9.0 QUARANTINE LEAVE

Where in consequence of the presence of an infectious disease, referred to in Rule9.1, in the family or household of an employee at his place of duty, residence or

sojourn, his attendance at his office is considered hazardous to the health of otheremployees, such employee may be granted Quarantine Leave by the Head of theOffice on the certificate of a Medical Officer or Public Health officer for a period

not exceeding 21 days or, in exceptional circumstances 30 days, any period ofabsence in excess of this period being regularised by the grant of any other kind of

leave (other than Casual Leave) admissible and due.

NOTE: In this Rule and Rule 9.0 the term "Medical Officer" or "Public Health

Officer" includes a Medical Officer in charge of any Government (Civil or

Military) or a Municipal Hospital or dispensary of the place where theemployee is stationed, or where there is no such hospital or dispensary atthat place, the Medical Officer in charge of any Government or MunicipalHospital nearest to that place.

9.1 For the purpose of Rule 9.0, infectious diseasemeans -

(i) Cholera, Small Pox, Plague, Diphtheria, Typhus Fever and CerebrospinalMeningitis;

(ii) Chicken Pox, if the Medical Officer or Public Health Officer considersthat because of doubt as the nature of the disease (for example Small Pox),

there is reason for the grant of Quarantine Leave; and(iii) In the case of an employee stationed in an area under the administration of a

State Government, such other disease as may have been declared by that

Government as infectious for the purpose of Quarantine Leave rules in forcein that State.

10.0 LEAVE WITHOUT PAY

10.1 Leave without pay will not be granted if any kind of leave with pay admissible forthe purpose is due to the employee.

10.2 Leave without pay on any one occasion will not normally be granted for more than

3 months. The Chairman & Managing Director may, at his discretion, grant suchleave up to 6 months on any one occasion to an employee suffering from aprotracted illness. In exceptional cases, the Chairman & Managing Director may

consider requests for grant of leave without pay beyond these limits.


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10.3 Where leave without pay both precedes and follows Saturday (where it is not aworking day)/Sunday or any other off day applicable to the employee concerned/Company's holiday, such Saturday, etc. will be treated as leave without pay.

10.4 Leave without pay will not count towards service qualifying for increment if the

total period of such leave availed of during the period between the date ofappointment/promotion/last increment and the normal date of the increment underconsideration exceeds 90 days.

Explanation: In a case involving leave without pay exceeding 90 days as above,for the purpose of arriving at the date of increment without taking

into account such leave, the period of such leave will be added to thenormal date of increment.

10.5 Requests for grant of leave without pay on medical grounds will be supported by amedical certificate from a registered medical practitioner, any fee payable for the

medical certificate being borne by the employee concerned.

11.0 LEAVE ON MEDICAL GROUNDS - REQUIREMENT OFMEDICAL AND FITNESS CERTIFICATES

11.1 An employee, who is granted leave on the basis of a medical certificate (ofunfitness) will be required to produce a medical certificate of fitness from a

registered medical practitioner before he/she is permitted to resume duty.

11.2 The Company may, at its discretion, require an employee, who applies for leave on

medical grounds or who reports for resuming duty after such leave, with a medicalcertificate in support of sickness or fitness, as the case may be, to appear before a

medical practitioner nominated by it, for the following purposes :

(i) to have the employee medically examined and obtain medical opinion -

(a) both as regards the facts of the illness and as regards the amount of

leave applied for;(b) as regards the employee's fitness for resuming duty;

(ii) to have the medical certificate reviewed and commented upon.

12.0 LEAVE SALARY

12.1 For the period of any leave other than leave without pay granted to an employee,the leave salary payable will be the salary which he would have drawn from time totime while on duty, subject to the conditions governing the admissibility of special

pay and allowances.


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12.2 For the period of leave without pay granted to an employee, no pay or allowanceswill be payable except as indicated below:

12.2.1 Compensatory (City) Allowance and House Rent Allowance at the rates applicableimmediately before commencement of leave without pay may be paid for the first

30 days of such leave on any one occasion, subject to the conditions governingpayment of the allowances:

Provided that in exceptional cases, the Managing Director may, at his discretion,allow payment of these allowances for a longer period on compassionate grounds.

12.2.2 Field Allowance (where admissible) at the rate applicable to the employee while heis on duty may be paid for a period not exceeding 15 days of leave without pay

granted on any one occasion.

12.3 When encashment of Earned Leave is allowed to an employee, salary payable for

the period of leave encashed will be computed as under :

(a) In the case of employees posted in Company's offices/locations

observing 5 days/40-hour a week

Salary payable Basic Pay + DA + Special Pay +for the No. of Stagnation Pay + CCA applicabledays Earned Leave to the employee on the date

isencashed = encashment is applied for x No. of days

22 debited from leaveaccount

(b) In the case of employees posted in Company's offices/locations

observing 6 days/48-hour a week

Salary payable Basic Pay + DA + Special Pay +for the No. of Stagnation Pay + Field Allowance

days Earned Leave applicable to the employee on theis encashed = date encashment is applied for x No. of days

26 debited fromleave account

12.3.1 Either of the above provision (a) or (b) will be applied for payment of salary

payable for the period of Earned Leave encashed, depending on the place of postingof the concerned employee on the date of his application for encashment.

12.3.2 In a case of retirement or termination of employment, the quantum of encashmentadmissible in respect of Earned Leave shall be on the basis of the place of posting

of the concerned employee.


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12.4 When encashment of Sick Leave is admissible to an employee (whether posted inCompany's offices/locations observing 40-hour week or 48-hour week), salary

payable for the period of such Sick Leave encashed will be computed as under :

Salary payable Basic Pay + DA + Special Pay +

for the No. of Stagnation Pay + CCA or Fielddays Sick Leave is Allowance, as the case may be,allowed to be encashed = applicable to the employee on the

date encashment is applied for x No. of days30 debited from

leave account

12.5 Field Allowance, if admissible to the employee on the date encashment is applied

for, will be taken into account in computing amount of encashment if the number ofdays of leave encashed does not exceed 60 on any one occasion; if number of daysof leave encashed exceeds 60 on any one occasion, Field Allowance will not be

taken into account for the whole period.

12.6 Where Earned Leave is allowed to be encashed on termination of employment bythe employee, any amount due from him in lieu of any shortfall in the period ofnotice of termination will be adjusted against the salary payable for the period ofleave encashed, computed with reference to Rule 12.3 (a) or 12.3 (b) above, as may

be applicable to the concerned employee.

13.0 STUDY LEAVE

13.1 For undertaking, in India or abroad, higher studies and/or specialised training in aprofessional or technical subject, employees may be granted study leave, which

will be without pay, provided:

(i) the subject has relevance to the sphere of duties of the employee concerned;

(ii) the proposed course of study/training would be of distinct advantage from

the point of view of the Company's interest and would enhance significantlythe efficiency of the employee; and

(iii) the exigencies of the Companys work permit release of the employee forthe period involved.

13.2 Study Leave will be granted to those employees who have completed at least 2

years service in the Company; however, it will not be granted to an employee (a)who has joined the Company on deputation or lien basis or (b) against whomdisciplinary proceedings are in progress or intended to be initiated.


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13.3 The period of leave will depend upon the course of study to be undertaken but willnot exceed 3 years in the entire service of an employee. Earned leave due to theemployee may be granted over and above the study leave.

13.4 The employee who has been granted study leave shall give an undertaking

(Annexure-V) to serve the Company for a period of 3 years from the date ofrejoining duty after the completion of study leave.

13.5 The Company will not have any financial liability in connection with thestudy/training for which study leave is granted.

13.6 The period of study leave will not be considered for promotion or merit award.However, the employee may be considered for these purposes after he rejoins the

Company in accordance with the policy then in force. Such period of study leavewill however, count for seniority in the employee's existing grade.

13.7 Normal increment falling due within the period of study leave may be granted

solely at the discretion of the Company and benefit of payment of such incrementmay be allowed from the date from which the employee rejoins the Company afterthe completion of study leave, provided he has satisfactorily completed the courseof study undertaken.

13.8 During the period of study leave the employee may be allowed to retain the amount

of scholarship/stipend that may be awarded by any other organisation including aGovernment agency.

13.9 These provisions will not apply to cases in which employees are deputed/sponsoredby the Company for a course of study/training.

13.10 Study leave will be granted by the Chairman & Managing Director and/or any otherofficer specifically authorised by him in this behalf. Sanctioning of the leave shall,

however, be at the sole discretion of the Company.

14.0 GENERAL

14.1 An employee desirous of spending a period of leave granted in a station other than

the last duty station shall indicate the leave address on the leave application andalso notify the Company of any change in the leave address thereafter as soon as

the change occurs.

15.0 RELAXATIONS

15.1 The Chairman & Managing Director may, at his discretion, allow relaxation of any

of these rules which is not of a major nature.

..........


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LEAVE RULES

JUL Y 2005

2:25:18

ANNEXURE-I

SPECIAL PROVISIONS IN RESPECT OF CDA EMPLOYEES

1. Earned Leave can be accumulated upto 300 days.

2. For the benefit of encashment of EL, a total of 300 days can be accumulated inrespect of:

(i) Retirement on attaining age of superannuation;(ii) Voluntary/Premature retirement;

(iii) Termination by notice or by payment of salary in lieu of notice, orotherwise in accordance with the terms and conditions of appointment;

(iv) In case of death while in service, to the family of deceased employee;(v) In the case of leave preparatory to retirement; and

3. Absorption of Govt./PSU emplo yee in the Company.

(i) An employee on CDA, who resigns or quits service, shall be entitled toleave salary in respect of 50 percent of EL at credit on the date of cessationof service, subject to a maximum of 150 days.

(ii) Similarly in case of Sick Leave an employee who retires or in case of hisdeath, payment of leave salary shall be upto 120 days of SL at his credit.

(iii) An employee may encash 10 days EL at the time of availing of LTC subjectto the conditions that:

(a) The total leave so encashed during the entire career does not exceed

60 days in the aggregate;(b)

Earned Leave of at least an equivalent duration is also availed ofsimultaneously by the employee;

(c) A balance of at least 30 days of EL is still available to the credit ofthe employee after taking into account the period of encashment as

well as leave;(d) The period of leave encashed shall be deducted from the quantum of

leave that can be normally encashed by him at the time of

superannuation;(e) The total encashment of EL allowed to an employee alongwith LTC

while in service and as per the provisions of applicable Leave Rulesshould not exceed the maximum limit/ceiling of 300 days or 150

days, as the case may be;(f)

If an employee avails himself of EL of 30 days or more onany one occasion, he shall be a llowed to encash any number of days

of EL from the encashable leave account within the same financialyear.


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LEAVE RULES

JUL Y 2005

2:25:19

ANNEXURE II

Engineers India Limited

New Delhi

EARNED LEAVE ENCASHMENT

Name _____________________________________________ Emp No_______________

Designation_______________________________________ Department _____________

On ____________(Date) Earned leave due are ______________ days. Earned leave to beencashed ________________ days.

Date _________________ Signature _________________________

FORWARDED TO THE HR MAINTENANCE DIVISION

Date _________________ Signature _______________________

(Head of the Department)

FOR HR MAINTENANCE DIVISION

On _______________(Date) Earned leave due are ___________ days. Earned leave to beencashed ________________ days.

Remarks:-

Date: ____________ HR MAINTENANCE DIVISION

To,

ACCOUNTS DEPARTMENT

Mr/Mrs ________________________________ Emp. No. ___________ has been allowed

from ________ to encash __________ Days Earned leave. His/Her leave ledger has been

accordingly updated. Please arrange payments for the amount due to him/her.

2:25:19


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JUL Y 2005

2:25:20

ANNEXURE III


New Delhi

D E C L A R A T I O N

I, __________________________________ (Emp. No.________) working as_______________________ in Engineers India Limited, hereby declare that I am required

to visit ____________________________________________________________________________________________________________________________________________________________________________________________________________________

_________________________________________________________________________

(Address abroad) from ________________ to ____________________ in connection with__________________________________________________________________________________________________________________________________________________

I undertake not to extend my leave under any circumstances and to produce my passport to

the Company for verification immediately on my return to duty after expiry of thesanctioned leave.

I also undertake not to take up any assignment for monetary consideration while abroad asabove and in case it subsequently comes to Companys notice that I have violated my

undertaking in this regard. I shall be liable for severe disciplinary action.

Signature _______________________

Place : _______________________

Date : _______________________


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LEAVE RULES

JUL Y 2005

2:25:21

ANNEXURE IV

The Executive Director (P&A)Engineers India Limited,

New Delhi.

RE: Request for permission to travel abroad

I, along with the following members of my family, plan to travel to visit_______________

_________________________________________________________________________(Address abroad)

during the period from ____________ to ________________.

Name Relationship

1. _________________________________________ ____________2. _________________________________________ ____________3. _________________________________________ ____________

4. _________________________________________ ____________

I also plan to visit ______________. * / I have no plan to visit any other place (Country) *

Kindly permit me to visit the above country/countries.

The required undertaking in the prescribed form along with leave application form duly

samctioned for the above period of personal visit abroad is enclosed herewith.

To & fro travel cost for me and my family members will be borne by _________________

* Strike out whichever is not applicable

Signature _______________________Encl: (i) Duly filled in undertaking form Name__________________________

(ii) Duly approved leave application Emp. No. ______________________

Designation ____________________Deptt. ________________________

Location_______________________I. Com. No. ____________________

HOD ( )

GM ( )ED ( )

Director ( )Director (Personnel)


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LEAVE RULES

JUL Y 2005

2:25:22

ANNEXURE V


New Delhi

UNDERTAKING

I, ___________________________________ s/o _________________________________Resident of _______________________________________________________________

Have been granted study leave from ___________________ to ____________________vide IOM No. _______________________ dated ______________________. In terms ofthe conditions stipulated therein. I agree to serve the Company for a minimum period of

three years after expiry of study leave sanctio ned or on completion of my studies,

whichever is earlier.

Place: __________________________ Signature _______________________Date: __________________________ Name__________________________

Emp. No. ______________________

Designation _____________________Deptt. _________________________Location________________________

I. Com. No._____________________WITNESS

Present Address ________________1. Signature____________________ _______________________________

Name _____________________ _______________________________

Emp. No. ___________________ _______________________________

1. Signature____________________ Permanent Address _______________Name _____________________ _______________________________Emp. No. ___________________ _______________________________

______________________________________________________________


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LEAVE RULES

JUL Y 2005

2:25:23

ANNEXURE-VI

ENGINEERS INDIA LIMITED(A Govt. of India Undertaking)

CASUAL LEAVE APPLICATION -CUM-RECORD CARD FOR 1-4-200 TO 31.3.200

Emp.No.________________Name of Employee _____________________________________________________________________________________________

Designation ___________________________________________________________________________________________________

Division/Department ____________________________________________________________________________________________

Name of General Manager/Departmental Head _______________________________________________________________________

NOTE: Each employee is eligible for not more than 10 days Casual Leave in a financial year.

NOTE : Guidelines on grant of Casual Leave are Printed overleaf.

Casual

Leave

applied for

Fro

m

Dat

e

To

Date

Total No. of

days keave

applied for (if

CL is applied

for day,

please state

FN or AN as

the case may

be)

Signature

of the

applicant

employee

Signature of

recommend-

ing authority

Signature

of

Sanctioning

authority

Casual Leave

due to applicant

at the time of

application

Balance

Leave due

(7-3)

Signature of

Supervisor/Sectio

n Head

confirming that

the CL granted

has been reflected

in the related

ASTR/

Adjustment sheet

1 2 3 4 5 6 7 8 9


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LEAVE RULES

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2:25:24

Guidelines for Grant of Casual Leave

1. Every employee to whom the company's Leave Rule apply is eligible for ten day's Casual Leave in a financial year (1st

April to 31 stMarch of next year). Any Casual Leave not availed of on or before 31 st March will lapse. Employees

joining in between the year are eligible for leave on pro-rata basis.

2. Casual Leave

(a) Shall not be claimed as a matter of right.

(b) shall not be granted in combination with any leave with pay except in case of sickness when no other kind of leave

with pay is due.

(c) may be granted for working days involved Saturday (if a holiday) and Sunday/Weekly off day/Company holiday

(s) and restricted holiday(s) permitted to be availed of not being counted.

(d) may be taken in terms of half day the first half ending with the conclusion of the lunch Interval and the 2nd

half

beginning with the commencement of the lunch interval.


25/25

LEAVE RULES

JUL Y 2005

ANNEXURE-VII

ENGINEERS INDIA LIMITED(A Govt. of India Undertaking)

LEAVE BLANK

I.COM__________________

EMP.NO

LOCATION

NAME DESIGNATION

DEPARTMENT

FROM TO

LEAVE

CODE

FROM

DATE

F/A TO DATE F/A DAYS

FROM TO REASON FOR LEAVEPREFIX CERTIFIED THAT I HAVE NOT TAKEN ANY

CASUAL LEAVE IN COMBINATION WITH

ABOVE LEAVE .

PERMISSION TO LEAVESUFFIX STATION REQUIRED: YES/NO

LEAVE ADDRESS (IF GOING OUT OF STATION)

SIGNATURE____________________

RECOMMENDING AUTHORITY SANCTIONING AUTHORITYPROCESSED

Signature ___________________Name _________________________

Designation __________________________

Signature ________________Name _____________________

Designation ______________________

PERSONNELDEPARTMENT

25 leave rules

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