Duty & Office Archives - Page 6 of 8

Extra Ordinary Leave EOL

Extra-Ordinary Leave (EOL)

Extraordinary Leave shall always be without leave salary and may be granted when no other kind of leave is admissible, or when other leave being admissible, the staff concerned has specifically applied in writing for the grant of EOL.
The period of EOL shall not count for increment except when such leave is granted due to sickness on medical certificate or for prosecuting higher studies, provided that in case of any doubt as to whether the EOL taken was for prosecuting higher studies or not, the decision of the Board shall be final.
Except in the case of permanent staff, the duration of EOL on any one occasion shall not exceed the following limits:
. Three Months
. Six months, where the staff has completed 3 years continuous service on the date of expiry of the leave admissible to him/her under the rules and his/her request for such leave is supported by Medial Certificate.

c. Eighteen months, where the staff is suffering from TB, Leprosy, Cancer or Mental illness and undergoing treatment in a recognized clinic or under a sp

EOL may also be granted to regularized periods of absence with out leave retrospectively.

Depending upon the nature and purpose for which the period of leave is to be availed of, EOL without pay and allowances will be granted only after the completion of a qualifying minimum service of 5 years at this Institute. It may be availed of for any one of the following purposes:

EOL for regular appointment.

EOL along with or without leave at credit for carrying out research at higher levels in R & D organizations, universities, etc.

EOL with or without leave at credit for the purpose of availing of research fellowships and other similar activities.

EOL along with or without leave at credit for pursuing higher studies leading to the award of a degree.

At any given time EOL (including leave at credit) availed of will be for a minimum period of six mo However, for availing of academic fellowship, the Institute may permit EOL for a period of upto 90 days.

viii. The period of EOL availed for the purpose of prosecuting higher studies leading to award of degrees or for the purpose of research fellowships (not salaried jobs) will count for annual increments and qualifying service for terminal benefits as well. EOL availed of for all other purposes will not be counted for terminal benefits unless they are regulated on Foreign Service terms.

A staff member will be eligible to avail himself of a maximum of 5 years of EOL without pay and allowance during the entire period of his service at this Institute (including periods of service elsewhere if these are taken into account for retirement benefits).

On any single occasion a staff member can avail himself of EOL (including leave at credit that may be attached) for a maximum of 2 years or the eligible period as per 1:5 norms, whichever is less.

xii. There must be a minimum interval of 3 years between two consecutive periods of long leave.(i.e.) whose duration exceeds 6 months including sabbatical leave.

xiii. The eligible period of EOL (excluding leave at credit) shall be calculated as follows:

a. total period of service from the date of joining the Institute = n years

total period of Special Leave and Sabbatical Leave already availed of (excluding leave at credit = a years)

c. Total period of EOL availed of other than for higher studies and on medical grounds and excluding leave at credit = b years

EOL availed of for higher study = c years

e. Eligible period of EOL (excluding leave at credit) is [n-(7a – 6b – c )]/5 or 5 years whichever is less. The above period may be rounded off to a month.

Commuted Leave (half amount of half pay leave)

Commuted Leave:

Commuted Leave not exceeding half the amount of half pay leave due can be taken on medical certificate.

Commuted Leave can be taken without medical certificate:

a. upto a maximum of 180 days in the entire service if utilized for an approved course of study certified to be in public interest by the Direct

upto a maximum of 60 days by a female staff if it is in continuation of maternity leave.

c. upto a maximum of 60 days by a female staff with less than two living children if she adopts a child less than one year

1. Commuted Leave can be granted only when the leave sanctioning authority is satisfied that there is a reasonable prospect of staff returning to duty on its expiry. So it cannot be granted as leave preparatory to retirement.

If commuted leave is taken, twice the number of days availed should be debited in the HPL account.

Where the staff granted commuted leave quits service voluntarily without returning to duty, the commuted leave shall be treated as HPL and excess leave salary shall be recovered. If the retirement is by reason of ill-health incapacitating him for further service or in the event of death, no such recovery should be made.

Commuted leave may be granted at the request of the staff even when PL/EL is available.

Half Pay Leave HPL

Half Pay Leave (HPL):

The Half Pay Leave admissible to a member of the staff in respect of each completed year of service shall be 20 days. Service includes periods of duty and leave including extraordinary leave with or without Medical certificate, but does not include periods of suspension treated as dies non, overstayal of leave/joining time unless otherwise regularized.

HPL is credited in advance at the rate of 10 days on the 1st January and 1st July every year.

iii. The advance credit for the half-year in which a staff is appointed will be at the rate of 5/3 days for each completed calendar month of service.

The advance credit will be reduced by 1/18th of the period of dies- non/suspension treated as dies-non during the preceding half-year, subject to a maximum of 10 days.

HPL credit for the half-year in which the staff retires/resigns/removed/dismissed or dies in service will be afforded at the rate of 5/3 days per completed calendar month up to the end of the calendar month preceding the last calendar month of service. While affording credit, fraction shall be rounded off to the nearest day.

HPL may be availed of either on medical certificate or on private affairs.

Return on Duty after leave

Rejoining duty on return from Leave on medical grounds

An employee who has been granted leave on medical certificate is required to produce a medical certificate of fitness before resuming duty.

Leave sanctioning authority may secure second medical opinion, if considered necessary.

Rejoining duty before the expiry of leave

Except with the permission of the authority, who granted leave, no member of the staff on leave may return to duty before the expiry of the period of leave granted to him.

Maximum period of absence from duty

No member of the Service shall be granted leave of any kind for a continuous period exceeding five years.
A member of the service who remains absent from duty for a continuous period exceeding five years other than on foreign service, whether with or without leave, shall be deemed to have resigned from the service.

Leaves – At a Glance

Leave is a provision to stay away from work for genuine reasons with prior approval of the authorities. It may be granted for a casual purpose or a planned activity, on medical grounds or in extra-ordinary conditions.

Leave cannot be claimed as a matter of right. Accordingly, leave rules and norms have been categorized under various heads.

(a) Casual leave –15/Year (12 in Probation), lapses at end of the year, treated as duty

(b) Privilege leave/Earned leave – EL/PL (30/Year, 15 on 1^st Jan. & 15 on 1^st July) can accumulate 300 PL in service, rest lapses. can surrender 15 PL of year and receive payment of it (Basic+NPA+DA)

(c) Half pay leave/ Sick leave – half pay leave of 20 days in respect of each completed year of service (can convert in 10 full day leaves) Maximum 180 Days.

(d) Maternity leave – 180 Days.

(e) Leave without pay/Extraordinary leave

(f) Quarantine leave

(g) Accident leave

(h) Study leave

(i) Paternity leave- 15 Days – Must finish these leaves within 90 Days from Delivery day.

(j) Sterilization leave – 6 Days/14 Days – From day of sterilization (Tubectomy-14/Vasectomy-6)

(k) Abortion leave

(l) Restricted holidays – 2 Days per year

(j) Adoption leave
(k) Leave not due LND

S.No.	Type of Leave		Duration		Purpose	Remark
1.	Casual Leave(It cannot be combined with any other leave).		15 days per year		Personal work etc.	Maximum 5 days at a stretch excluding intervening prefix. suffix holidays.
2.	Maternity Leave		Maternity: 180 daysMiscarriage: 45 days		Maternity/miscarriage	Not to be debited to Leave account.Can be combined with any other leave except CL.
3.	Adoption Leave		2 months to one year depending upon the age of child		Adopt the child	Only to female employees Not to be debited to Leave account.Can be combined with any other leave except CL.
4.	Paternity leave		15 days		Take care of the child andwife	Only to male member. Not to bedebited to Leave account.Can be combined with any other leave except CL.
5.	Half-Pay Leave(HPL)(20 days for each year of completed service)		10 days credit for every six months		Medical grounds / private affairs
6.	Commuted Leave(based on medical certificate)		—		Medical grounds Study purpose	Twice the amount of commuted leave granted will be debited against HPL.Commuted upto 180 days during the entire service.(EL and Commuted Leave together should not exceed 240 days).
7.	Earned Leave(can be combined with any leave and also can be prefixed and suffixed with holidays but Intervening holidays will be treated as EL).		EL can be availed up to a maximum of 180 days at a stretch.		Also called as Privileged Leave PL	Accumulated up to 300 days only.
8	Study Leave		Maximum 24 months, 28 months including vacation ,36 months for Ph.D .		To acquire higher qualification	Minimum 3/5 years of service
9.	Special Casual Leave for Family Planning		6 Days Male14 days Female		TubectomyVasectomy
10.	Extraordinary Leave (EoL) (eligible after 5 years continuous service) 1:5		5 years during the entire service and limited to 2 years on one occasion.		* assignments* Higher studies.* Research activities * Fellowship * Sickness / medical certificate	EOL of 1 year for 5 years of qualifying service.
		Formula for calculating eligible period of EOL:Total period of service fromDate of joining : n years Total period of Sab. Leave : a years (excluding leave at credit)Total period of EoL availed : b years(other than leave on medical, higher studies & leave at credit) EOL availed for study leave : c years Eligible period of EOL = (n – a x 7 – b x 6 – c) / 5 years or 5 years whichever is less (excluding leave at credit) (may be rounded off)
11.		Restricted Leave		2 Days per year
14.
15.
16.
17.

SPECIAL CASUAL LEAVE – GENERAL PRINCIPLES

3.1 Special casual leave is not a recognized form of leave and a Government servant on special casual leave is not treated as absent from duty.

(MHA OM No.46/1/58-Estt.(A), dated 17th December, 1958)

3.2 Special casual leave must not be granted so as to extend the term of leave beyond the time admissible under the rules or to cause evasion of rules regarding date of reckoning pay and allowances, change of office, commencement and end of leave, or return from duty.

(MHA OM No.46/7/50-Estt.(A), dated 5^th April, 1954)

3.3 Special casual leave can be combined with regular leave or casual leave, but not with both.

(DP&AR OM No.28016/4/77-Estt.(A), dated 5^th April, 1954)

3.4 Where the maximum permissible limit of special casual leave is in terms of days as distinct from working days. Sundays and closed holidays intervening in a period of special casual leave are not to be ignored for determining the maximum entitlement of special casual leave for a specific purpose.

(Clarification contained in DP&AR OM No. 28016/4/77-Estt.(A),46/7/50-Estt.(A), dated 18.5.78 and DP&AR OM No. 28016/1/80-Estt.(A), 30^th April, 1981)

3.5 Leave travel concession can be availed of during special casual leave.

(DP&AR OM No. 35011/3/76-Estt.(A), dated end May, 1977)

SPECIAL CASUAL LEAVE FOR FAMILY WELFARE SCHEMES

4.1 The extend of special casual leave admissible to the Central Government servants under the Family Welfare Programme for various operations is as follows:-

Nature of Operation		Maximum Duration
Male Government servants
(i)	Vasectomy		6 working days
(ii)	Vasectomy for second time		6 working days
Female Government servants
(i)	Puerperal/non-puerperal tubectomy		14 days
(ii)	Puerperal/non-puerperal tubectomy for second time		14 days
(iii)	Salpingectomy after Medical termination of pregnancy (MTP)		14 days
(iv)	IUCD insertion/reinsertion		Day of insertion/reinsertion.

Grant of special casual leave for undergoing tubectomy by female Government servants will be permissible even when the operation is under laproscopic method. The grant of special casual leave for undergoing sterilization i.e. vasectomy/tubectomy for the second time will be subject to production of a medical certificate from the prescribed medical authority to the effect that the second operation was performed due to failure of the first operation. The special casual leave connected with sterilization can either be prefixed to or suffixed with regular leave or casual leave and not both.

(DP&AR OM No. 28016/3/78-Estt(A), dated the 6^th August, 1979, OM No. 28016/1/80-Estt.(A), dated the 30^th April, 1980 and OM No. 28016/5/83-Estt.(A), dated the 25^th January, 1984)

4.2 Additional special casual leave over and above the limits mentioned in para 4.1 above can be granted to Government servants, who development post-sterilisation operation complications and are hospitalized. The grant of additional special casual leave covering the period of hospitalization is subject to the production of a medical certificate from the hospital authorities concerned/authorized Medical Attendant. The same benefit is also admissible to those who do not remain hospitalized but are not found fit to go to work, on the production of a medical certificate from the above authorities but the grant of extra special casual leave will be subject to the following ceilings in these cases:-

Post-vasectomy complications	–	7 days
Post-tubectomy complications	–	14 days

(DP&AR OM No. 28016/3/75-Estt(A), dated 6^th August, 1979 and OM No. 28016/1/80-Estt(A), dated 30^th April, 1981)

4.3 Special casual leave upto a maximum period of 7 days can be given to a male Government servant, whose wife undergoes puerperal/non-puerperal tubectomy including sterilization performed through laproscopy for the first or the second time. The same amount of special casual leave is admissible to him even if his wife undergoes tubectomy /salpingectomy operation under MTP. The grant of special casual leave in both the cases will be subject to production of a medical certificate certifying that his wife has undergone the particular sterilization operation.

(DP&AR OM No. 28016/3/75-Estt(A), dated 6^th August, 1979)

4.4 Central Government servants who undergo operation of recanlisation may be granted special casual leave upto a period of 21 days or the actual period of hospitalization as certified by the authorized medical attendant whichever is less. Besides, special casual leave may also be granted for the actual period of journey performed (to and fro) for undergoing the operation. The grant of special casual leave is subject to the following conditions:-

(i)	The operation should have been performed in an hospital/medical college/institute where facilities for recanalisation is available. If the operation is performed in a private hospital, it should be one nominated by State/Central Government for performing the recanlisation operation.

4.5 The concession of special casual leave for recanalisation operation is admissible to central Government servants who –

(a)	are unmarried, or
(b)	have been less than two children; or
(c)	desire recanalisation for substantial reasons, e.g. a person has lost all male children or all female children after sterilization operation performed earlier.

4.6 Special casual leave connected with recanalisation may be prefixed or suffixed with regular leave or casual leave and not both.

SPECIAL CASUAL LEAVE FOR REGULARISING ABSENCE ON ACCOUNT OF BANDH ETC.

While the Government may issue specific instructions regarding treatment of the period of absence of employees during any particular bandh, ordinary a Government servant may be granted special casual leave as explained below, if the competent authority is satisfied that the absence of the individual concerned was entirely due to reasons beyond his control, e.g. due to failure to transport, or disturbances or picketing or imposition of curfew etc. If the absence was due to failure of transport facilities, the special casual leave may be granted if the Government servants had to come from a distance or more 3 miles (5 kms.) to their places of duty.

If the absence was due to picketing or disturbances or curfew, the special casual leave may be granted without insisting on the condition that the distance between the place of duty and residence of the Government servant should be more than 3 miles (5 Kms).

Special casual leave in these cases may be granted by the Head of the Department.

(DP&T OM No. 27/6/71-Estt(B), dated the 1^st Nov. 1971

DP&T OM No. 28016/1/79-Estt(A), dated the 28^th May,1979

DP&T OM No. 3011/(S)/87-Estt(B), dated the 16^th Feb., 1987)

Casual Leave CL

2.1 Casual leave is not a recognized form of leave. The Government servant on casual leave is not treated as absent from duty and his pay is not intermitted. Casual leave must not, however, be given so as to cause evasion of the rules regarding:-

(i)	Date of reckoning allowances
(ii)	Charges of office
(iii)	Commencement and end of leave.
(iv)	Return to duty

Or so as to extend the term of earned or other leave beyond the time admissibility by rule.

(Article 308 Civil Services Regulations)

2.2 The maximum amount of casual leave admissible to the staff serving in civil offices of the Government of India is 12 days in a calendar year, subject to the condition that no more than 8 days casual leave may be allowed at any one time. The Head of the office may, however, relax the limit of 8 days in individual cases of he considers that there are exceptional circumstances justifying a relaxation in this regard.

(MHA OM No, 6/3/59-Estt(A), dated 23^rd December, 1959)

2.3 The maximum amount of casual leave in a calendar year in respect of Government servants, who are entitled to less number of public holidays in a year that the number allowed to the office staff in administrative offices, will be 15 days.

(DP&AR No. 28016/1/77-Estt(A) dated the 17^th Sept., 1977)

2.4 Sundays and closed holidays can be prefixed or suffixed to the casual leave. Public holidays and weekly offs falling within a period of casual leave should not be counted as part of the casual leave.

(MHA OM No.6/3/59-Estt(A) dated 23^rd December, 1959 and 20^th August, 1960)

2.5 Restricted holidays can also be prefixed or suffixed to casual leave.

(MHA OM No.20/37/60-Pub.I, dated 7^th October., 1960)

2.6 Persons who join Government service in the middle of the year, can be allowed to avail of casual leave proportionately or the full maximum period in a year, at the discretion of the authority competent to sanction the leave.

(MHA OM No.6/3/59-Estt.(A), dated 23^rd December, 1959)

2.7 Casual Leave can be combined with Special Casual leave, but where it is permissible to grant regular leave in combination with special casual leave, casual leave should not be granted in combination with both special casual leave and regular leave.

(OM No.46/8/67-Estt.(A), dated 22nd July, 1967)

2.8 Casual leave cannot be combined with joining time.

(Rule 6(2) of the GGS (Joining Time) Rules, 1979)

2.9 Casual leave can be taken while on tour.

(M/O Finance OM No. 1(14) E.IV(B)/66, dated 7.2.67)

2.10 Grant of half a day’s casual leave to a Government servant is permissible. The lunch interval will be the dividing line for the grant of half a day’s casual leave. The balance at credit in the casual leave account of Government ser ants can, therefore, be in terms of full day or full days and half a day.

(MHA OM No.60/17/64-Estt.(A), dated 4^th August, 1965)

2.11 If a Government servant having only half a day’s casual leave at his credit avails it in the afternoon of a day and is unable to resume duty on the next working day due to sickness or other compelling grounds, he may be permitted to combine half-a-day’s casual leave with regular leave by way of exception in the principle laid down in paragraph 2.1 above. However, a Government servant having only half a day’s casual leave at his credit who has applied for regular leave shall not be permitted to avail of the half a day’s casual leave on the afternoon on the day preceding the commencement of his leave.

(MHA OM No.60/45/65-Estt.(A), dated 4.2.66)

2.12 Half-d-day’s causal leave should be debited to the casual leave account of a Government servant for each late attendance but late attendance up to an hour, on not more than two occasions in a month may be condoned by the competent authority, if it is satisfied that the late attendance is due to unavoidable reasons. Similarly a Government servant, leaves office early before the time for closing of office without permission, half-a-day’s casual leave should be debited to his casual leave account for each such early departure from office.

2.13 If a Government servant having no casual leave to his credit comes late without sufficient justification and the administrative authority is not prepared to condone the late coming but does not at the same time propose to take disciplinary action, it may inform the Government servant that he will be treated as on unauthorized absence for the day on which he has come late and leave it to the Government servant himself either to fall the consequences of unauthorized absence or apply for earned leave or any other kind of leave due to admissible for the entire day and sanction the leave.

(DP&AR OM No.28034/3/82-Estt.(A), dated 5^th March, 1982)

2.14 For the purpose of maintaining the account of casual leave, a register is to be maintained. Only one page should be used for a whole year for all the employees in one section (Group) appropriate indication being given in the relevant column against the date on which casual leave or restricted holiday is availed of by an individual and the entry should be attested by the sanctioning office promptly by means of dated initials.

(OM No.46/3/61-Estt.(A), dated 17^th July, 1961)

12.1 Government servants who donates blood on a working day casual leave for that day.

(MHA OM No. 46/11/56-Estt(A), dated the 8^th Oct., 1956)

Fixation of Probationer

Mobility Support

This Mobility support is provided to Medical Officer for Visiting Sub Centre and Monitoring of MCHN Vaccination day or any Flagship scheme !
Guidelines are updated time to time many times MO have to visit 4 Days per Month, Some times 7 Days per Month and Some times 8 Days Per Month.
If Medical Officer visits out of his Sector area (Block office/CMHO office/ Training) than hi gets Travelling allowance and Daily Allowance but if He visits his Sub centre and Monitoring of MCHN Vaccination day or any Flagship scheme than He can hire a vehicle for it.
Medical Officer have to pay the Taxi Fare to Its Owner/Driver by Cash payment and MO will receive this paid amount from Government.
Must use Vehicle Log Book for confirming Route plan and Kilometers counting for calculating the Taxi Rent.This is called MO Mobility !!

Rules –

# Medical Officer must send his ”Tentative Tour Plan” to BCMO/CMHO on first day of Month.
# At end of month MO should make ”Tour Diary” of visited trips and should make Actual Tour he done in Month and its called ”Revised tour Plan” and submit it to BCMO/CMHO.
Now every thing completed and you are entitled for receiving MO Mobility Support from Government which is already paid by MO to Taxi owner.
Important :-
* On first day of Month – Send ”Tentative Tour Plan” to BCMO/CMHO
it should contain 8 Tours in month covering all MCHN Days (Thursday”s).
* On each tour day fill ”Tour Diary” & ”Vehicle Log Sheet” and pay to Driver/Owner from Your Pocket 😛
* If MO is busy in other work (Leave) on Tentative tour day than he can Fix this on Other Date and he should mention it in ”Revised Tour Plan” at end of month.
* At end of Month collect all ”Vehicle Log sheets” + ”Revised Tour Plan”.
* Make sum of all money paid by you to Taxi owners and now you can get it 🙂
# Vehicle Hiring Rule –
680 Rupees till 60 KMs of Travel and after that Pay 6.50 Rupees per Kilo meter.
Example –
(a) Total 39 KMs trip = Pay 680 Rupees
(b) Total 78 KMs trip = Pay 680 + (78-60)x6.50 = 680+117 = 797 Rupees

Uniform is compulsory for medical staff

Dress Code is Universal for all Medical Staff !

Also For Information Assistant. Peon, Drivers (Also for 104,108) & Contract Employees
(Also for Placement Agency Employees) ..
Be Clean.. Be In Uniform.. Be Healthy and Smart !
Make this world Awesome

# Rule – If Any Staff comes without proper uniform than mark his 1/2 CL
(In this case he have to complete his duty also)

After Half time if again he comes without uniform than again mark 1/2 CL and he is also liable to complete his duties.
if comes with uniform after half time than now give him 1/2 P for that and appreciate and encourage him for coming next day in proper uniform otherwise he will lose casual leave again.

Tata !