air india dupe

8/13/2019 Air India Dupe

1/54

APPOINTMENTS, TRANSFERS & TERMINATION OF

SERVICE

The establishment strength including both the number and designation of

posts in the various categories and scales shall be determined by the

company from time to time.

Temporary additions to the number of posts may be made by such officers

as may be authorised by the company in this behalf.

Appointments to various posts shall be made by promotion or direct

recruitment or by deputation from the Government of Indian or any other

State Governments in accordance with such conditions as the company

determines from time to time.

Every person appointed to a service or post in the company shall undergo

a period of probation as shown below. This period may be extended or

relaxed in respect of employees upto the level of General Manager at the

discretion of the Managing irector. The period of probation of employees

in the level of irector and above may be extended or relaxed at the

discretion of the !hairman.

"or employees in erstwhile Grade # to $ % Six months

"or other employees % &ne year.

'o person shall be appointed to a post without a Medical !ertificate from a

Medical &fficer. The Medical !ertificate must be annexed to the first salary

bill of the person concerned. The form of the !ertificate is given in

Appendix ((.

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An employees of the company is liable to serve or undergo training)

anywhere in or outside India as may be re*uired.

An employee of the company is liable to service of the corporation on

attaining the age of +, years provided that the competent authority may

as- an employee to retire after he attains the age of ++ years on giving

months notice without assigning any reason.

a/ &n attaining the age of ++ years 0 or

b/ &n the completion of 12 years of continuous service%

May be giving months n$otice0 voluntarily retire from service.

3rovided that the voluntary retirement under clause 4b/ shall be

sub5ect to approval of the competent authority.

Note :'otwithstanding anything contained in 6egulation (1) the services of

an employee may) at the option of the Managing irector) and theemployee being found medically fit) be extended by one year at a time

beyond the age of retirement of +, years for an aggregate period not

exceeding two years.

The retirement of an employee shall ta-e effect from the afternoon of the

last day of the month in which the employee attains the age of

superannuation instead of the actual date of superannuation.

a/. The services of an employee may be terminated without assigning any

reason to him7her and without any prior notice but only on the following

grounds not amounting to misconduct under the standing orders)

namely.

4i/ If he7she is) in the opinion of the company 4the 8oard of

irectors of Indian Airlines/ incompetent and unsuitable for

continued employment with the company and such

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incompetence and unsuitability is such as to ma-e his7her

continuance in employment detrimental to the interest of the

company.

&6

If his7here continuance in employment constitutes) in the

opinion of the company 4the 8oard of irectors of Indian

Airlines/) a grave security ris- ma-ing/ his7here continuance

in service detrimental to the interests of the company.

&6

If in the opinion of the company 48oard of irectors in Indian

Airlines/ there is such a 5ustifiable lac- of confidence which

having regard to the nature of duties performed) would ma-e

it necessary in the interest of the company to immediately

terminate his7here services.

c/ 'o employee shall resign from the employment of the company without

giving six months notice in writing to the company of his7her intention to

resign.

3rovided that Managing irector of the !ompany may dispense with or

reduce the period of six months on grounds of continued ill 9 health of the

employee or such other compelling or extraordinary circumstances which in

the opinion of the Managing irector warrant such dispensing with or

reduction in the period of notice0

3rovided further that the company will be at liberty to refuse to accept

termination of his7here services by an employee where such termination is

sought in order to avoid disciplinary action contemplated or ta-en by the

Management.

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PROMOTION AND SENIORITY

An employee of the company will be eligible for promotion to the higher

scale in accordance with the regulations made by the company from time

to time..

The seniority of an employee shall be determined in accordance with the

regulations made by the company from time to time.

Current Charge

An employee when re*uired by the competent authority to hold current

charge of a higher post in addition to his own duties and when such charge

is held for a period of not less than 2 days) shall be entitled to a charge

allowance at the rate of 12 per cent of the minimum of the next higher scale

of pay.

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PAY AND ALLOWANCES

Pay

The scales of pay for various categories of employees are given in

Appendix (.

Alloan!e

The allowances are part of establishment orders and hence not included in

these regulations.

Regulat"on o# Pay an$ Alloan!e%

The pay and allowances of an employee are payable from the date from

which he ta-es charge of the post or service to which he is appointed. If the

charge is service to which he is appointed. If the charge is before (1.22

noon) the pay and allowances shall be admissible from the same day) if at

(1.22 noon or thereafter) they shall be payable from the following day.

In"t"al Pay on Ao"nt'ent

4i/ A new entrant on first appointment to a post on a scale of pay shalldraw the minimum pay of the scale prescribed for the post) unless

the appointing authority issues special orders regarding the fixation

of his initial pay at a higher stage. In cases of promotion or

appointment on a permanent basis) of serving employees to a

higher scale) the basic pay of an employees in the lower scale shall

first be raised by one increment in the scale applicable to the higher

post and then refixed at the corresponding stage in that scale.

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Pro("$e$ that

a/ If the pay so raised is below the minimum of the higher scale) the pay

shall be fixed at the minimum of the higher scale.

b/ If the pay so raised falls below the middle point between two stages the

fixation of pay in the higher scale shall be made at the nearest lower

stage and the difference between the pay so fixed and the pay raisedas above shall be allowed as personal pay to be absorbed in the next

increment.

c/ If the pay so raised falls at or above the middle point between two

stages the fixation in the higher scale shall be made at the next stage.

4ii/ The increment by which the present pay shall be raised under sub:

regulation 4I/) shall be the increment applicable to %

a/ The corresponding stage in the higher scale) if there is such a stage.

b/ The nearest lower stage) if there is no such corresponding stage0

c/ The initial stage) if the pay in the lower scale is below the initial stage of

the higher scale.

4iii/ &n reversion to his substantive post) the employee appointed to

officiate in a higher post) shall be entitled to the pay which would

have been admissible to him had he not been to promoted.

Se!on$ary In!re'ent

An employee in erstwhile grade # to (27(1) shall on reaching the maximum

of this scale) be eligible for a further increment for every three years of

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service rendered after reaching the maximum. This increment shall be

granted beyond the maximum of the scale and at the rate last drawn in the

scale.

DELETED

A$(an!e o# %alary h"le ro!ee$"ng on lea(e

An employee proceeding on 3rivilege leave) Maternity ;eave and7or Sic-

;eave shall be eligible to be paid in advance against the salary due for thefull period of the leave sub5ect to the usual deductions e.g. on account of

provident fund subscription) Income 9 tax etc. In case in which the leave

granted to an employee extends beyond the next pay:day) the amount of

advance should also include the pay and allowance due to him) upto the

date of his proceeding on leave.

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TRNAFER AND TO)RS

4i/ As a necessary complement of the crew

4ii/ &n temporary duty 4tour/

4iii/ &n temporary transfer and

4iv/ &n permanent transfer.

above Air:conditioned class 4if available/

&therwise (st!lass

6s. (?(+ to 1=@ "irst !lass

8elow 6s. (?(+ Second !lass

4ii/ 8y sea

8asic pay 43re:6evised/

6s. 1=+ > above eluxe !lass

6s. (?(+ to 6s. 1=@ "irst !lass

All others Economy class

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4iii/ 8y 6oad

Employees will be eligible for mileage allowance at the rates

determined from time to time.

3rovided that no mileage allowance will be admissible when an

employee travels in a transport provided by the company at its own

cost.

In case of 5ourneys performed by Air where there is both a first andeconomy class) the entitlement of class of accommodation shall be as

indicated below%

: &fficers in Erst. "irst !lass

Grade (+ > above 4where available/

: All others Economy class

Te'orary Duty *tour + "th"n In$"a

The employees underta-ing duty tour will be eligible for payment of aily

Allowance7 otel Accommodation as per conditions laid down from time to

time 4Annexure B(C > BIIC/.

The payment of aily allowance shall be governed as under%

For E'loyee% reu"re$ to tra(el -y Ra"l.Roa$.Sea

aily Allowance shall be admissible for the period of stay at outstation. 'o.

.A. will be missible for the period of 5ourney.

"or the day of arrival at the outstation and the day of departure from the

outstation only half daily allowance shall be admissible.

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For e'loyee% reu"re$ to tra(el -y AIR

Employees will be entitled for the payment of daily allowance at the

applicable rates for each day of absence from Drs. The BayC in this case

shall mean a period of 1@ hours or part thereof from the time the outward

5ourney commences to the time the return 5ourney ends at the base station.

Note :A 5ourney is deemed to commence7end as per the scheduled flight

timings of the flight or actual timings of arrival and departure where the

flights are delayed beyond one hour.

Te'orary $uty tour a-roa$

The duty tour underta-en by an employee at a foreign station) will be

sub5ect to the following conditions%:

4i/ The employees going abroad for temporary duty

tour7training7conference) etc. are released foreign exchange by the

6eserve 8an- of India on the basis of the prescribed per diem rates.

The amount of foreign exchange released by 68I is all inclusive.

The employees are re*uired to meet all their expenses in the foreign

country) li-e boarding and lodging) transportation expenses)

incidental expenses and cash allowance from the amount of foreign

exchange so advanced to them. If the stay abroad is for the same

number of days for which foreign exchange had been released to an

employee) then the total expenses shall ) not be more than the

amount of foreign exchange released to him. The rates of cash

allowance may be seen at Annexure 4III/.

4ii/ In the unli-ely event of an employee having to extend his stay

abroad for official purposes) beyond the sanctioned period) he

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should contact his epartmental ead well in advance) so that

release of additional foreign exchange could be arranged for him.

4iii/ nder no circumstances) will payment be made in Indian 6upees)

except payment of Airport Tax in India.

4iv/ In the case of hotel expenditure being less than the amount of

foreign exchange released to an employee) the unspent amount has

to be refunded by the employee) the unspent amount has to be

refunded by the empl$oyee) to the company in foreign currency.

Similarly) in case the stay abroad is for less than the number of days

for which foreign exchange had been released by 6eserve 8an- of

Indian) the employee concerned has to deposits with the company

the untilised amount on foreign currency at the same per diem rates)

at which foreign exchange had been released to him.

In case in which the entitled class of accommodation is not available) the

competent authority may permit the employee to travel by a higher class.

Te'orary Tran%#er + Intern reg"on *E'loyee other than !o!/"t

!re an$ a"r!ra#t eng"neer%0

4i/ The period of temporary transfer shall not exceed ?+ days at a

time. The authority competent to order the transfer for the employee

and may review the posting from time to time. If the competent

authority decides to convert a temporary transfer into permanent

one) the decision will be communicated to the employee. Such an

employee will be allowed a free passage to return to his permanent

ead*uarters and then avail of the privileges and concessions

admissible to him on permanent transfer.

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4ii/ An employee proceeding on temporary transfer will be entitled to

draw travelling allowance in respect of the cost of transportation for

himself in the class of accommodation admissible to him under

regulation ,,.

4iii/ The employee will not normally be entitled to ta-e his family with him

at the companyCs cost) unless the Managing irector in his discretion

and on such conditions as the may deem fit to prescribe ) permits

him to do so.

Tran%ortat"on o# er%onal e##e!t%

The employees will also be reimbursed the actual cost of transpiration by

the goods train and where the two stations are not connected by train) by

the cheapest mode of surface transport of his personal effects not

exceeding the limits shown below%:

1a%"! Pay *Pre2Re("%e$0 Total 1aggage alloan!e hen

tra(ell"ng

W"th #a'"ly */g%0 W"thout #a'"ly*/g%0

6s. 1@+ and above =12 ?2

6s. (1,+ to 6s. 1@@ +@2 1=2

8elow 6s. (1,+ ?2 (,2

Pro("$e$ that

4a/ The competent authority may permit transportation of such effects in the

companyCs own services in which case the limits will be deemed to be

inclusive of free baggage allowance permissible under its tariffs and the

transportation will be made as and when and to the extent that space

and load are available in the aircraft.

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4b/ 'o costs other than those of actual transportation such pac-ing)

unpac-ing) storage) insurance) handling agent charges and the li-e will

be borne by the company.

Per'anent Tran%#er

An employee on permanent transfer will be entitled to draw travelling

expenses or free passages for himself and his family in the class of

accommodation admissible as per regulation ,, and ,$) sub5ect to the

conditions as given in regulations $+.

Travelling expenses or free passages and transportation of house:hold

effects in respect of the family of an employees who is transferred

permanently from one station to another will be admissible if the family

5oins the employee at the new station within a period not exceeding six

months from the date the employee is relieved from the old station. In

exceptional circumstances 6egional irector or Secretary in respect of staff

at head*uarters may extend this period by three months. Any extension

beyond $ months will re*uire prior approval of the y. Managing irector.

Tran%ortat"on o# Per%onal e##e!t%

The employee will be reimbursed the actual cost of transportation by the

goods train and where the two stations are not connected by train) by the

cheapes mode of surface transport of his personal effects not exceeding

the limits shown below.%:

S!ale o# Pay *Pre2Re("%e$0 Total 1aggage alloan!e hen

tra(ell"ng

W"th #a'"ly */g%0 W"thout #a'"ly*/g%0

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6s. 1=?+:,=+ (,=+ (122

All others (?22 (122

Tran%ortat"on o# Car. S!ooter on er'anent tran%#er%

An employee shall be reimbursed the actual cost of transporting Motor:

car7Scooter7Motor:cycle by goods train7EF wagons from the old to the

new station of posting on production of receipt 4a/.

'o cast other than f actual transportation such as pac-ing) unpac-ing etc.will be borne by the company. The expenditure incurred on pac-ing)

unpac-ing) etc. by an employee on permanent transfer) shall be

reimbursed as under%:

Tran%#er to In$"an #ro' a #ore"gn %tat"on

Actual expenditure incurred on pac-ing unpac-ing insurance) etc.) will be

reimbursed to employees on reporting to Indian from a foreign station) on

the expiry of permanent posting) sub5ect to the following limits.

: Employees in the pay scale of 6s. 1=?+:,=+ > above 6s. )2227:

All other employees 6s. 1),227:

Transfer from one station to another within Indian and to any foreign

station.

6eimbursement of expenses for the actual expenditure on pac-ing)

unpac-ing and insurance) etc. on transfer from one station to another

station in India and to any foreign station) on permanent transfer) sub5ect to

the following limits.

: Employee in the pay scale of 6s. 1=+?:,=+ > above. 6s. 1)2227:

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: All other employees 6s. ()?227:

The reimbursement of the actual expenditure will made on production of

receipt 4s/. In case receipts are not produced) the re:imbursement will be

restricted tot he 1+H of the above amount based on self:certification.

Out%tat"on Alloan!e

An employee on permanent transfer from one station to another will be

eligible for an Boutstation allowanceC follows%:

a/ "ull daily allowance for first @+ days at the rate applicable.

b/ (2 days daily allowance every month for months thereafter.

The payment of daily allowance for permanent transfer will be sub5ect to

the conditions as laid down in this regard.

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Re%ettle'ent Alloan!e

A resettlement allowance will be paid on the following rates%:

1a%"! Pay *Pre2re("%e$0 Rate o# Re%ettle'ent Alloan!e

pto 6s. (2=$ 6s. +27:

8etween 6s. (2?2 > 6s. (@($ 6s. =+7:

8etween 6s. (@12 > 6s. (=2+ 6s. (227:

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LEAVE

Ca%ual Lea(e 3An employee shall be eligible for casual leave to the extent

of (2 days in a calender year either for private affairs or on grounds of

sic-ness. This shall not be accumulated. 'ormally not more than three

days causal save will be granted at a time in two consecutive months.

!asual leave can be combined with extraordinary leave i.e. leave without

pay and allowances. Except as provided in 6egulation (+@) !asual ;eave

can not be combined with any other -ind of leave.

Pr"("lege Lea(e3An employee shall be eligible for 2 days privilege leave

for every (( months of service. This leave is cumulative upto 22 days.

The leave account of an employee will be written up in retrospect only once

for each period of eleven months service) by adding 2 days to the opening

balance as on the first day of the period and deduction therefrom total

leave availed of during the period.

En!a%h'ent o# Lea(e

Sub5ect to the provision of sub:regulation 41/) an employee on Indian scale

of pay shall be eligible to encash privilege leave in accordance with the

following conditions) namely%:

Regulat"on% 456A *I0

a/ The encashment of privilege leave shall be allowed at the option of the

employee.

b/ The maximum number of days for which less can be encashed shall be

half of the privilege leave lying at the credit of an employee on the date

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of encashment reduced by one yearCs entitlement to be retained at the

credit of the employee.

c/ Encashment of privilege 9 ;eave shall be allowed only once in a

financial year%

d/ "or the purpose of encashment of privilege leave) only pay as counting

for provident fund contribution and additional dearness allowance shall

be ta-en into account.

e/ The rate of encashment per day shall be calculated on the basis of the

emoluments specified in condition4d/ and drawn by an employee in the

month preceding the month in which the applies for encashment).

ivided by thirty.

f/ 'o encashment of privilege leave shall be permissible to an employee

during the period of his suspension from service.

g/ 'o deduction other than income:tax shall be made from the amount

payable if the encashment is for a period less than thirty days%

h/ The amount payable towards the privilege leave allowed to be

encashed shall no the rec-oned as pay for any purpose including

provident fund contribution.

i/ The period of privilege leave permitted to be encashed shall not be

rec-oned for the purpose of earning privilege leave or any other -ind of

leave.

The benefits of encashment of privilege leave shall not be admissible to%:

a/ Employee on contract0

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b/ Temporary employee

c/ Apprentices and trainees

d/ Employees appointed for a specific pro5ect

e/ Employees who resign or whose services are terminated on

disciplinary grounds

f/ Employees on deputation.

A temporary employee) although he earns privilege leave from the

date of his appointment) shall be eligible to avail of the leave only

after he has completed one years service.

4i/ !asual leave

4ii/ Sic- leave

4iii/ Duarantine leave

4iv/ Special leave granted by the Managing irector to

count towards service

4v/ Accident and isability leave on full pay under

6egulation (+.

4vi/ Special leave for in5uries caused during sporting

activities.

4vii/ !ompensatory leave i.e. a day of in lieu of attending on

a normal duty Boff dayC.

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The leave salary admissible to an employee for the duration of privilege

leave) shall in addition to his 8asic 3ay and personal pay) include the other

allowance as decided from time to time.

S"!/ Lea(e

4i/ "lying crew% A member of flying crew shall be eligible for 1(

days sic- leave in a calendar year.

4ii/ &ther employees% All other employees 4except flying crew/shall be eligible for sic- leave of 12 days on half pay which

may be commuted to (2 days on full pay for each calendar

year.

A!!u'ulat"on o# S"!/ lea(e

4i/ "lying crew% The member of flying crew may carry over to the

next calendar year any unvailed portion of sic- leave not

exceeding $ days per calendar year sub5ect to the condition

that the leave thus accumulated shall not exceed ,2 days at

any time.

4ii/ &ther Employees% The sic- leave can be accumulated upto

(12 days with full pay and may be availed on half pay for

double the period i.e. 1@2 days. In the case of permanent

employees or temporary employees who have completed one

yearCs service may be granted 12 days sic- leave on half pay

and (2 days on full pay at any time during the year. A

temporary employee with less than a years service shall be

eligible for grant of sic- leave on pro:data basis.

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Me$"!al Cert"#"!ate

4I/ "lying !rew % Member of flying crew) who reports sic- and is

thus unable to report for duty at the appointed time) shall

furnish a certificate by the Medical &fficer in support of his

re*uest for sic- leaves. In places where there is no Medical

&fficer available) the !ertificate may be obtained from a

6egistered medical practitioner of Allopathic system of

medicine. The medical certification shall be submitted by thecrew as early as possible without avoidable loss of time.

4II/ &ther Employees% Sic- leave for a period exceeding 1 days

shall be supported by Medical !ertificate from either the

Medical &fficer of the company or a Medical practitioner 4or

Allopathic system of Medicine/ duly approved by the

company.

Se!"al S"!/ Lea(e

Special sic- leave will be admissible to employees at the rates and

in the circumstances specified below%%:

4i/ "lying !rew % The member of the flying crew shall for

ma5or or prolonged illness exceeding 2 days or where he has to

undergo a surgical operation) or in the event of an accident involving

personal in5ury be eligible for the grant of special sic- leave at the

rate of (+ days on "ull 3ay and allowances for each completed year

of service. This leave can be accumulated upto a maximum of (,o

days at a time.

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4ii/ &ther Employees % To all other employees at the rate

of 2 days on full 8asic 3ay for each completed year of service

sub5ect to a maximum of (,2 days during the entire period of

service) in cases where the employee is suffering from %:

a/ Tuberculosis

b/ ;eprosy

c/ !ancer

d/ &rganic heart diseases re*uiring hospitaliation and or

prolonged rest in bed.

e/ 3aralysis of vascular) ineffective or degenerative origin

affecting one or more limbs 4but not including minor paralysis li-e bells

palsy.

f/ Significant mental illness treated in a Government Mental

ospital 4in such cases a certificate from the ospital Superintendent or

any other competent authority of a Government Mental ospital

empowered to issue such a certificate shall be accepted by the

company) sub5ect to the approval of the same by the Medical &fficer of

the company.

g/ &n the recommendations of the Medical &fficer of the

company) special sic- leave may also be granted in cases where the

employee is suffering from the following diseases or ailments or in5ury

re*uiring hospitaliation or prolonged rest in bed.

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h/ Any other ma5or illness or in5ury re*uiring hospitalisation

continuously for a period of three months or more provided such

hospitalisation ha the approval of the Medical &fficer of the company.

Special sic- leave can be availed of%

a/ "lying crew% in case of flying crew only when the normal sic- leave)

casual leave and privilege leave in excess of =+ days are exhausted.

b/ &ther employees % In the case of other employees after all types oflease admissible to the employees on full pay are exhausted.

A!!"$ent an$ D"%a-"l"ty Lea(e

An employee sustaining a in5ury caused by an accident arising out of and

in the course of his employment) or by illness incurred 4I/ during the course

and in conse*uence of the due performance of the duties assigned to him)

or 4ii/ in the performance of any particular duty which has the effect of

increasing his liability to illness beyond the ordinary ris- of attending the

normal duties assigned to him% may on production of a medical certificate in

the prescribed form be granted accident and disability leave upto a

maximum of one hundred and twenty days.

uring the period of leave granted under sub:regulation 4I/ the employee

shall be entitled to his full pay % provided that an employee who is unable to

resume duty after the expiry of the leave granted under this regulation)

may be granted) at the discretion of the Managing irector) an extension of

such leave on full pay for a period not exceeding two hundred and seventy

four days) if a medical and constituted by the company for the purpose)

recommends such extension. The company shall meet the cost of medical

treatment of the employee as certified by the Medical &fficer) for an in5ury

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suffered by an employee in the due performance of his duties and not

arising out of his negligence or default.

In the case of an employee who is governed by the wor-menCs

compensation act and7or the 'ational ealth Insurance Scheme) the pay

and allowances paid to him during such leave shall be sub5ect to

ad5ustment of any compensation or benefit admissible under the aforesaid

act and7or scheme.

Study leave % An employee may be granted study leave by the Managing

irector at his discretion on the merits of each case) on such terms and

conditions as he may deem necessary.

Duarantine leave % An employee may) on a *uarantine certificate issued by

a medical authority approved by the Managing irector) be granted leave

of absence from duty for a period not exceeding 2 days.

Duarantine leave is to be granted in cases of cholera) smallpox) plague)

diphtheria) typhus fever) cerebrospinal meaning it is and measles.

Maternity leave % A female employee shall be eligible for the grant of

maternity leave on full pay for a period which may extend upto + days.

Extraordinary leave %In exceptional circumstances to be recorded by the

sanctioning authority and when (2 leave of any other -ind is admissible

under these regulations to a permanent employee or a temporary

employee who has completed one years continuous service) he may be

granted Extraordinary leave i.e. leave shall not exceed $2 days at a time.

3rovided that the Managing irector may on compassionate grounds

permit any part or whole of such leave to be treated as leave with pay

debatable to employeeC future leave account.

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A temporary employee with less than one years service is eligible for the

grant of extraordinary leave under the above circumstances upto a

maximum of (+ days.

Any employee suffering from the illness7diseases as mentioned hereunder)

may in addition tot he leave referred to in regulation (@ or (@@ as the case

may be). Granted extra ordinary leave i.e. leave without pay and

allowances at the rate of 2 days for every year of services. The period of

this extra ordinary leave shall however) not exceed 1=2 days in the entireperiod of service.

a/ Tuberculosis

b/ ;eprosy

c/ !ancer

d/ &rganic heart diseases re*uiring hospitalisation and or prolonged rest

in bed.

e/ 3aralysis of vascular) ineffective or degenerative origin affecting one or

more limbs 4but not including minor paralysis li-e bells palsy/.

f/ Significant mental illness treated in a Government Mental ospital 4in

such cases a certificate from the ospital Superintendentor any other

competent authority of a Government Mental ospital empowered to

issue such a certificate shall be accepted by the company) sub5ect to

the approval of the same by the Medical office of the company.

g/ &n the recommendations of the Medical &fficer of the company)

special sic- leave may also be granted in cases where the employee is

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suffering from the following diseases or ailments or in5ury re*uiring

hospitalisation or prolonged rest in bed.

h/ Any other ma5or illness or in5ury re*uiring hospitalisation continuously

for a period of three months or more provide such hospitaliation has

the approval of the Medical &fficer of the company.

Se!"al Ca%ual Lea(e

A permanent employee or a temporary employee who has completed oneyears service) who is a sportsman of All 9 India repute and who ta-es part

in sporting events) tournaments and matches of national or international

importance held either in Indian or abroad shall be eligible for the grant of

special casual leave sub5ect to the conditions mentioned in clauses 4I/ and

4ii/ below%:

The total period of special casual leave shall not exceed 2 day in any one

calendar year. Any period of absence in excess of 2 days should be

treated as regular leave of the -ind admissible under the service

6egulations. This leave can be combined with regular leave but not with

ordinary causal leave.

The special casual leave may be allowed only.

"or participation in sporting events of national or international importance0

and


27/54

circle basis and the employee concerned ta-es part in the event in a team

as a duly nominated representative on behalf of the state) one or circle as

the case may be) or.

In respect of an event in a recognised sport in a tournament organised

under the authority of the Indian Airlines or

In respect of any other event or tournament in which the Indian Airlines

decides to enter its official team.

Employee who undergoes steriliation operation under family planning

scheme will be granted special casual leave with pay not exceeding six

days. A woman employee who has I..!.. insertion may be granted

special leave on the day on insertion.

A woman employee who undergoes non:puerperal steriliation operation

maybe granted special casual leave not exceeding (@ days at a stretch.

7eneral !on$"t"on% regar$"ng all /"n$% o# lea(e

'o -ind of leave be claimed as of right. The authority empowered to grant

leave has the discretion to refuse or revo-e leave according to the

exigencies of the companyCs wor-.

All leave shall be applied for in writing addressed to the appropriate

authority within the time prescribed by the relevant regulation.

Sunday7wee-ly off day or a holiday falling at the beginnign or at time end

of the leave period or both shall not be counted as part of the leave. A

Sunday7wee-ly off day or a holiday falling between the first and the last day

of the leave period shall be counted a part of the leave ta-en.

27


28/54

If leave is refused) postponed or revo-ed) the reason thereof shall be

communicated to the employee concerned.

Sub5ect to the provisions of sub regulation 41/ all leave at the credit of an

employee shall lapse on the date of retirement or termination of service or

when his resignation is accepted by the authority.

An employee retiring on superannuation or voluntarily retiring under

clauses 4a/ or 4b/ or regulation (1 shall be eligible to encash the unutilised

privilege leave and sic- leave standing to his credit at the time of his

retirement sub5ect to the conditions) as specified against each%

PRIVILE7E LEAVE

The leave salary which an employee is entitled to encash shall be limited

to 22 days and shall be paid in one lump sum as one time settlement.

The authority competent to grant leave shall also be authorised to grant

encahsment of privilege leave at the credit of an employee on the date of

his retirement.

S"!/ Lea(e

a/ Encashment of sic- leave will be permitted upto a maximum number of

days for which the accumulation is allowed i.e. (12 days.

b/ The encashment of sic- leave will only be permitted if the employee

has a minimum balance of +2 H of the permissible ceiling i.e. ?2 days

standing to the credit of the employee at the time of his retirement. In

other words if the accumulated sic- leave is less than ?2 days at the

time of retirement no encashment will be allowed and such leave will

lapse.

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29/54

c/ In case of a deceased employee) the condition of minimum balance of

+2H shall not apply. The legal heir 4s/ of the deceased maybe paid the

amount of encashment of sic- leave irrespective of the number of days

at the credit of the deceased employee.

'ote % "or the purpose of encashment of privilege leave and sic- leave pay

counting as pay for the purpose of provident fund only shall be ta-en into

account.


30/54

COMPENSATION

Regulat"on% *48924:50

6egulations (+$ to (?1 of Indian Airlines EmployeesC Service 6egulations

dealing with payment of compensation to the employees have been

recasted as under %:

7eneral Con$"t"on

Any compensations payable by the company under these 6egulations will

be sub5ect to deduction to the extent of any insurance amount) damages or

compensation recoverable by an employee or his legal representatives)

heirs or successors as t he case may be from any air transport carrier or

other surcease or under the wor-menCs compensation Act) Employees

State Insurance Act) or other laws) enforced in India or outside. Any

amount recoverable by an employee on his own or his legal

representatives) heirs or successors as the case may be under any

personal insurance policy ta-en out by an employee will not be ta-en into

account while computing the compensation payable by the company.

Fly"ng Cre2 A!!"$ent In%uran!e an$ !o'en%at"on

For Death

In%uran!e3Members of flying crew are insured for a sum of 6s. +.22 la-hs

against ris- of death or personal in5ury by accident on a world:wide 1@

hours basis.

!ompensation % If death is caused whilst on duty by an accident in any of

the circumstances specified below vi.%:

30


31/54

a/


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irrecoverable loss of sight of one eye or of one limb by physical

separation at or above the wrist or an-le as the case may be.

4iii/ If such in5ury shall be the sole and direct cause of the employeeCs

temporary disablement) then) so long as he is totally disabled from

following his usual employment and attending to business of any

-ind) the company shall pay per wee- decimal point ? per cent

42.?H/ of the said sum for a period not exceeding +1 4fifty two/

wee-s.

4iv/ If such in5ury) whilst not falling under sub:clause 48/ 4iv/ above be

the sole and direct cause of the employee becoming permanently)

totally and absolutely incapacitated from following his usual

employment and attending to business of any -ind) then so long as

he is so totally and absolutely incapacitated the company shall) on

satisfactory proof) pay five per cent 4+H/ of the said sum per annum

for a period not exceeding 12 years provided that the company may)

at its option commute such payments by paying the employee a

lump sum not exceeding one hundred per cent 4(22H/ of the said

sum.

E


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4iii/


34/54

7RO)P INS)RNACE SC=EME

The Group Insurance Scheme envisages payment of lump sum

compensation to the nominee or in its absence to legal heirs of the

employees in case of death of the employee while in service) at the

following scales%:

7rou Pre2re("%e$ %!ale% A'ount o#

In%uran!e !o(er

I Employees drawing a basic pay below

6s. 122+

6s. +2)2227:

II Employees drawing a basic pay of 6s.

122+:1=2+

6s. ,2)2227:

III Employees drawing a basic pay of 6s.

1=2+:2+

6s. ()(2)2227:

IF Employees drawing a basic pay of 6s.

2+ above.

6s. ()+2)2227:

The payment of compensation under this scheme shall be sub5ect to the

following conditions%:

4i/ In the event of death of an employee covered under the wor-menCs

compensation Act) or the employees State Insurance Act) or any

other applicable law in force in India) his7her nominee7heirs as the

case may be shall be entitled for payment of the amount due under

the applicable act or the amount under the scheme) whichever is

higher.

4ii/ This scheme will be applicable to the permanent employees on

Indian scales of pay who dies while in service irrespective of

34


35/54

whether he dies on duty or off duty. Employees under contract

service7deputation to IA will not be covered under this scheme.

4iii/ In the event of death of an employee the Insurance amount will be

paid to his7her nominee7nominees or in the absence of valid

nomination to his7her legal heirs.

35


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MADICAL FACILITIES

(?.Medical facilities will be provided for the employees of the !omponent

as laid down un 6ules (?@ to (=2. 'o member of the employeeCs family is

eligible for any of these facilities for whom a !ontributory "amily Medical

Scheme has been laid down separately.

Me$"!al Atten$an!e An$ Treat'ent

a/ Employees are entitled to free medical con solution at the !ompanyCs

ispensary during such consulting hours as may be notified from time to

time.

b/ An employer desirous of consulting a Medical officer at his 4employeeCs/

residence shall have to pay the transport expense for 5ourneys to and

from the employeeCs residence.

c/ All medicines prescreens prescribed by the !ompanyCs Medical officer

shall be dispensary where maintained will be -ept open for the duration

of the shifts and a *ualified pharmacist will be -ept open for the duration

of the shifts and a *ualified pharmacist will be on duty throughout.

d/ In exceptional cases when it is not possible to dispense the prescription

at the !ompanyCs ispensary due to non:availability of medicines or

company dispensary being closed) an employee may) with the perior

approval of the Medical officer get the prescriptions dispensed at a local

!hemistCs shop) approved for the purpose. The cost of such medicines

will be reimbursed to the employee) who will present the !ash Memo

duly counter signed by the Medical officer to the "inance eptt.

36


37/54

Note: The !ompany shall not provide such patent medicines as tonecs)

cough drops etc. The cost of such medicines when prescribed by the

employee.

=o%"tal">at"on

As far as possible arrangements will be made with the local

hospitals7institutions recognised by the !ompany for %:

(/ Indoor treatment including surgical operations)

1/ 3athological or J:ray examinations

/ !onsultation with specialists.

In$oor Treat'ent & Ioeratu"n%

A medical officer) may) when he considers it necessary refer an employee

to a local hospital or recognied institution for indoor treatment or surgical

operation. The cost shall be berne by the !ompany.

The type of accommodation to be provided in the hospital7institution is

given below and it re*uires the prior approval of the !ompanyCs Medical

officer

1a%"! Pay *Pre2re("%e$0 Roo' Charge% *In!lu%"(e o# $"et

!harge% er $ay0

pto 6s. (@($ 6s. 1+

"rom 6s. (@12 to1(2@ 6s. @+2

"rom 6s. 1(2+ to 1$?@ 6s. ++2

6s. 1$?+ and above 6s. =22

37


38/54

In case the employee has been hospitalied in any of the following

hospitals7institutes) he will be allowed an additional 1+H enhancement over

and above rates) if need be%

!ity 'ame of the ospital

elhi (/ Sir Ganga 6am) 1/ Mool !handa ospital)

/ 8atra ospital0

8ombay (/ 3.K. indu5a) 12 Kaslo-) / 'anavati) @/ 8reach !andy

ospital0

!alcutta (/ !alcutta Medical 6esearch Institute) 1/ 8elle Falue

'.&me) /


39/54

employee at his own expense. The !ompany will bear the consultation fee

or examination charges or the cost of dental treatment. The dental

treatment as authoried in these rule covers only the extraction of teeth

and gum treatment.

The company will however reimburse the cost of spectacles 4including the

cost of lens/ to the extent of 6s. 227: sub5ect to the following conditions0 :

(/ The reimbursement shall be allowed sub5ect to ceiling of 6s. 227: on

production of receipt.

1/ The expenditure will be reimbursed only when it is recommended and

certified by I.A. Medical officer.

/ The benefit will be admissible only once in three years.

In the cash of an employee suffering or suspected to be suffering from any

of these diseases) the Medical officer will send him either full particular

field for expert opinion and treatment. If the specialist or the ospital thus

constituted recommends ambulatory treatment) such treatment will be

given by the Medical officer of the !ompany on the periodical advice given

by the Specialist7Institution. The company shall on the advise of its Medical

officer and to the extent of the period of leave due and7or authoried)

endeavour to provide the patient with free hospitaliation in a Government

ospital or an approved Sanatorium as the case may be.

Annual Me$"!al E


40/54

view/ and an Electro !ardiogram. other radiological or pathological

examinations can also be underta-en if according to the Medical officer

specific indications warrant so) during such a chec-:up.

I''un">at"on Aga"n%t D"%ea%e%

3eriodically the company arranges at its various dispensaries for the

immuniation of etc employees against diseases lo-e Small pox) !holera

and Typhoid.

Me$"!al Fa!"l"t"e% For Te'orary E'loyee%

The Medical facilities applicable to permanent employees of the company

are also applicable to temporary employees.

Me$"!al Fa!"l"t"e% For Ca%ual An$ Da"ly Rate$ E'loyee%

Service 6egulations do not apply to casual and daily rated employees.

ence the medical facilities as provided in the Service 6egulations cannot

be availed of by the casual and daily rated staff. owever) they may be

given) when necessary) emergency first aid treatment.

The above is sub5ect to the Award of the 'ational Industrial Tribunal

according to which the casual and daily rated staff on will become eligible

for the same benefits to which a permanent employee of the !ompany is

entitled as per the Indian Airlines 6egulations.

Me$"!al Fa!"l"t"e% For E'loyee% Co(ere$ )n$er The E@S@I@ S!he'e

An employee for whom the company as also the employee pays

contribution to the EmployeesC State Insurance Scheme) should invariably

avail of the medical facilities provided by the E.S.I. authorities irrespective

of the nature of the disease. The Medical officer of the company can

40


41/54

provide only first aid treatment) which re*uires immediate attention. 4ow

ever) it has now been decided that Indian Airlines staff covered by the

E.S.I. Scheme of the Government of India) who are exposed in their normal

course of duty to Industrial haards can have their chest J:rayed once a

near at the expense of the Indian Airlines. Such an investigation however

should be underta-en only with the permission of the Medical &fficer of the

Indian Airlines/.

41


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DISCIPLINE AND APPEALS

Any one or more of the following punishments may) for god and sufficient

reasons and as hereinafter provided) be imposed on an employee of the

company %

a. !ensor) to be conveyed in writing with reasons for the same.

b. "ine) as provided in the 3ayment of wages act and applicable to

employees governed by the factories act.

c. "orfeiture of employments payable for a period not exceeding three

days and applicable to employees up to and including grade (1 only.

d. 6ecovery for the pay of the whole or part of any pecuniary loss caused

to the company by the default or breach of orders or negligence of the

employee himself or of another employee for whom he has stood

surety.

e.


43/54

E


44/54

If an employee is arrested by the police on a criminal charge and bail is not

granted) he shall be deemed to be under suspension automatically from

the date of his arrest and suspension orders should issue accordingly.

An employee who has been suspended) is not entitled to any salary during

the period of suspension. e may) however) be granted) at the discretion of

the competent authority) a subsistence allowance not exceeding 1+ per

cent of his basic pay plus dearness allowance last drawn.

An employee) who has been suspended) except in cases covered by 6ule

11) shall not absent himself from the station during the period of

suspension) except with the written permission of the authority that ordered

the suspension.


45/54

b. The charges should be communicated to the official concerned in the

form at Appendix I) along with the order of suspension if any) and he

should be as-ed to put in) by a prescribed date) a written statement of

his defiance) and to state whether he desires to be heard in person)

cross:examine witnesses appearing against his and to adduce oral

evidence in his decency. &ne wee- at least should be allowed for

submitting written statement at least should be allowed for submitting

written statement of defiance) including details about cross in person.

After the written statement of the employee has been received the in*uiring

officer shall give him a personal hearing if the employee has re*uested the

same. In case the employee has desired in his written statement or the

in*uiry officer considers it necessary witnesses will be called and examined

on such of the allegations as are not admitted in the explanation. The

person charged shall be allowed to produce documentary evidence in his

defense) to cross:examine the witnesses appearing against his and to

examine any witnesses in his defense. All the proceedings will be recorded

by the in*uiring officer. 8ut the encoring officers may in his discretion

refuse to call any witness for sufficient reasons which should be recorded

in writing.

The competent authority shall have the power to exclude any evidence

which in his opinion is irrelevant or is intended to delay and7or defeat the

proceedings.

The en*uiring officer shall draw:up a report containing his findings with

grounds thereof and the penalty proposed to be imposed) and in case b

himself is not the competent authority) shall submit his report to he

competent authority unless the punishment proposed is dismissal) removalor reduction in ran- the competent authority will pass final orders on the

45


46/54

report of the en*uiring officer awarding such of the punishments specified

in rule (= as may be 5ustified in his opinion. If however he is of the opining

that the case deserves a punishment higher than what the is competent to

award) he shall forward the case to the higher competent authority for

orders which shall dispose of the case without further preliminaries and as

if the entire proceedings had been carried out by that authority.


47/54

with him) the competent authority may) after full scrutiny of all the available

evidence bearing on the case) pass such orders as he may deem fit.

An employee may be permitted) if he so desired to have under his owned

arrangements the assistance of a NfriendN during the course of the en*uiry.

Such a NfriendN must be an employee of company. 'o outside

representation shall be permitted in any circumstances.


48/54


49/54

WORIN7 =O)RS

All employees except the member of flying crew will) according to the

nature of duties assigned to and performed by them) be classified) from

time to time into the following two categories %

a. Those observing , hours wor- per wee- including a daily brea- of half

an hour on all wor-ing days except Saturdays.

b. Those observing @@ hours wor- per wee- including a daily brea- of half

an hour on all wor-ing days 4except Saturdays for non:shift employees/.

The actual hours of daily wor- shall be such as are notified from time to

time by the regional director at region.

RETIREMENT 1ENEFITS

Every employee who has completed one years continuous service shall)

sub5ect to the regulations to be made hereafter in this behalf) contribute to

the contributory provident fund each month a minimum of (2 per cent and a

maximum of 12 per cent of his provident fund pay. The companys

contribution to the fund shall) however) be limited to (2 per cent of his

provident fund pay.

The companys contribution to the fund is payable to the employee after

five years of membership of the fund. Sub5ect to this an the other

regulations to be made hereafter in this behalf) all the accumulated balance

to the credit of an employee on the day he ceases to be an employee of

the company) is payable to him or his nominee or nominees or executors.

49


50/54

7RAT)ITY

Co''en!e'ent an$ %!oe

This chapter shall be deemed to have come into force on the ( stKanuary)

($,?) and accordingly the benefit thereunder shall) sub5ect to the other

provisions of this chapter be admissible to employees who have ceased to

be in the service of the company on or after that date.

The provisions of this chapter shall not apply and the benefits thereunder

shall not be admissible to or in relation to %

a. !asual) temporary) non:regular and part time employees.

b. Government servants and other employed on deputation terms.

c. Employees on contract basis

d. Apprentices and trainees

e. 6e:employed persons.

f. Employees appointed for a specified pro5ect.

Con$"t"on%

Sub5ect to the conditions hereinafter mentioned) an employee or his

beneficiary) as the case may be) shall be eligible for gratuity upon the

employees ceasing to be in the service of the company in any of the

following circumstances) namely %

a. &n Superannuating.

b. &n : 4i/ retirement under regulation (10

50


51/54

4ii/ resignation) dismissal or removal from services0 or

4iii/ ischarge on abolition of post0 after completion of + years

continuous service excluding periods of leave without pay.

c. eath whilst in service or termination of services on grounds of

permanent incapacity due to holiday or mental infirmity.

d. Service of 12 years and more half a months emoluments for complete

half year of *ualifying service sub5ect to a maximum of times theemployments provided the account of death gratuity shall in no case

exceed on la-hs rupees.


52/54

No'"nat"on%

Every employee shall as soon as may be after appointment in the

company) ma-e a nomination in such from as may be prescribed by the

managing 3irector conferring on one or more persons of his family the right

to receive any gratuity that may be sanctioned under these regulations) in

the event of his death while in the service or before it has been paid. In the

case of employee have in family) the nomination may be made in favour of

person or persons) or a body of person corporate or incorporate. 3rovided

that if at the time of ma-ing the nomination) the employee has the family)

the nomination shall not be in favour of any person or persons other than

the member of his family.

If a member nominates more than one member under sub:clause 4(/ he

shall specify in the nomination the amount of share payable to each of the

nominees in such manner as to cover the whole of the amount payable as

gratuity.

An employee may at any time cancel) or modify a nomination by notice in

writing0 3rovided that the employee shall) alongwith such notice) send a

fresh nomination made in accordance with the provisions of this regulation.

An employee may provide in the nomination %

i/ that in the event of any nominee producing the employee) that right

conferred upon that nominee shall pass to such other person or

persons as may be specified in the nomination0

ii/ That the nomination shall become invalid on the happening of a

contingency specified therein. 3rovided that if at the time of ma-ing

the nomination the member has no family) the nomination shall

52


53/54

automatically become invalid in the event of is subse*uently

ac*uiring a family.

E


54/54

i/ "irstly) to one or more surviving members of the family as specified

in clauses 4a/ to 4d/ of the explanation to sub:regulation 4@/) in e*ual

shares0

ii/ Secondly) if there is no surviving member as specified in clauses $a/

to 4d/ than to one or more surviving member of the family as

specified in clauses 4e/ to 45/ of Explanation to sub:regulation 4@/) in

e*ual shares.

air india dupe

Documents