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The document provides an introduction and overview of the Indian railway system. It discusses what a railway is, the aims of railway management, landmarks in Indian railway history, and the organizational structure. The organizational structure is managed in a three-tier system with the Railway Board at the top level, zonal railways at the intermediate level, and divisions at the lowest level. It also outlines the roles and responsibilities of different members on the Railway Board.

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0% found this document useful (0 votes)

919 views

Saksham

Uploaded by

Suraj Prakash

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Download as PDF, TXT or read online on Scribd

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Introduction

INTRODUCTION TO RAILWAY & ITS WORKING

WHAT IS RAILWAY

Railways is a mode of transport which carries Passengers and Goods. For

smooth running of Railways, the power to constitute/make rules rests with Railway
Ministry (Railway Board). This ministry is headed by the Railway Minister who is of
Cabinet Rank and if required, assisted by Ministers of State & Deputy Ministers.

AIMS OF RAILWAY MANAGEMENT

1) Transportation of Passengers & Goods

2) To provide transportation at low Cost
3) To achieve the above aims & to use the Road and Water as a means of
transportation as and when required.
4) To develop a good and effective Organization in the interest of Public and
Nation.
5) To develop Railway as an effective management and effective Organization.

Landmarks of Indian Railways:

 The first Rail in India started on 16 April 1853 and ran between Mumbai
(CST) to Thane. It covered 34 Kms. (21 Miles), attached with 03 Powers, 14
Coaches and carried about 400 Visitors.

 The first Passenger Train ran on 15 August 1854 between Howrah to Hoogli,
it covered 24 Kms. Initial Rail route of 34 Kms. was increased about 53596
Kms. Upto year 1950-51 .

 First train in Kashmir Valley was inaugurated by Prime Minister Shri Man
Mohan Singh on 11.10.2008 which runs between Anantnag to Rajwasher with
total distance of 68 Km. and 9 Railway Stations.

 Similarly work has been started on 20.02.2010 to connect Sikkim with Rail
Route & in first phase construction work between Rangjo to Sivok (44.4km) is
in progress. (Ref: - Indian Railway wikipedia the free encyclopedias.)

 The first double decker train was 'Flying Rani' introduced in 2005 while the
first double decker AC train in the Indian Railway introduced in November
2010, running between the Dhanbad and Howrah stations having 10 coach
and 02 power cars.

-1- South Central Railway

Manpower Planning

Railway links to adjacent countries:-

(i) Samjhauta Express: - Started on 22.07.1976 between Delhi (India) to Lahore

(Pakistan) & running Via Wagah Atari on weekly basis.

(ii) Thar Express Started on 18.02.2006 between Jodhpur (India) to

Khokrapar (Pakistan) & running weekly basis.

(iii) Maitri Express: - Started on 14.04.2008 between Kolkata (India) to Dhaka

(Bangladesh) & running twice in a week.

Organisational structure

The work of Railway is managed in 3 Tier system.

(a) Railway Board Level (Ministry of Railway) [constituted on 18.02.1905]

(b) Zonal Railway Level (GM level)
(c) Division Level (DRM level)

Personnel Department -2-

Introduction

RAILWAY BOARD MEMBERS

CHAIRMAN

The Chairman, Railway Board is an Ex Officio Principal Secretary to Government of

India in the Ministry of Railways. He is solely is responsible under the Minister for
Railways for arriving at decisions on Technical matters and advising the Govt. of
India on matters of Railway policy. All policy and other important matters are put
up to the Minister through him. He has the power to overrule other Members of the
Board except the Financial Commissioner, if in any matter of finance, he does not
agree with the Chairman, has the right to ask to be referred to the Railway Minister
and Finance Minister.

FINANCE COMMISSIONER (RAILWAY)

He is a representative of Ministry of Finance in the Railways and looks in to the

work related to Finance in Railway Board as an Ex Officio Principal Secretary of
Government of India. If there is any dispute regarding finance between Rail Minister
and Chairman Railway Board than he has the power to forward the matter to
Finance Minister.

MEMBERS

(i) Member Traffic: He is responsible for the work related to Traffic

Departments (Operating &Commercial), CRIS & Safety
(ii) Member Staff: He is responsible for the work related to Personnel &
Training and Administrative Departments and its Policies, Health services &
Railway Protection Force.
(iii) Member Rolling Stock: He is responsible for the work related to Mechanical
Engineering (Carriage & Wagon), Mechanical Engineering Workshops &
Production units & Railway Stores.
(iv) Member Infrastructure: He is responsible for the work related to Civil
Engineering Department (like Rail Track& Const. works), Projects, Land
Management, He also controls the Budget.
(v) Member Traction.: He is responsible for the work related to Electrical
Engineering(like Power, Diesel& Electric locos, Crew, Over Head
Equipment, General Services ), Electrical Engineering Production Units and
Electrical Workshops, Railway Electrification, and Signal
&Telecommunication Engineering Department.
In addition to above members there are Addl. Members, Director, Additional
Director & Assistant Directors to assist the Members.

-3- South Central Railway

Manpower Planning

Railway Recruitment Board: Railway Recruitment Boards are situated at following

places which deals with recruitment of different categories of Group "C" in Rly.
S.
RRBs Railways Jurisdiction
No.
1. Ahmedabad (RRCB Western Rly. Vadodra, Rajkot, Bhavnagar, Ahmedabad
No. 08/03) Divn.
2. Ajmer North Western Rly. HQ office, Jaipur, Ajmer, Jodhpur, Bikaner
(RRCB No. 08/03)
3. Allahabad North Central Rly. HQ office, Allahabad, Jhanshi, Agra, Kota
(RRCB No. 08/03) & diesel Rail Karkhana
4. Bangalore South Western Rly. HQ office, Hubli, Bangalore, Mysore &
(RRCB No. 08/03) Rail Wheel Karkhana
5. Bhopal Western Rly. West Ratlam Divn.HQ office, Bhopal & Jabalpur
(RRCB No. 08/03) Central Rly. Divl.
6. Bhuvaneshvar (RRCB East Cost Rly. South HQ office, Khurda Road, Sambalpur Divn.
No. 08/03) Eastern Rly. Chakardharpur (Except ST Quota)
7. Bilaspur South East Central Rly. HQ, Raipur, Bilaspur & Nagpur Divn.
(RBE No. 77/07) Central Rly. Nagpur Divn.
8. Chandigarh (RRCB Northern Rly. HQ office, Delhi &Ambala Divn.
No. 08/03)
9. Chennai i) Southern Rly. HQ office Southern Rly
ii) ICF andTiruchchirapalli and Salem Divn. &
Integral Coach Factory, Chennai (RB No.
E(RRB)/2006/25/14 dt 27.1.2010)
10. Kolkota Eastern Rly. HQ Office, Howrah& Sealdah Divn.
(RRCB No. 08/03) South Eastern Rly. HQ office, Kharpur Divl. & Metro
Railway,Kolkatta
11. Gorakhpur (RRCB No. North East Railway HQ office, Lucknow, Varanasi,
08/03, 13/06 & 02/12 Izzatnagar Dvin., RDSO-Lucknow &
& RBE 64/12 ) RCF/Rae Bareli
12. Guwahati North East Frontier HQ office, Lumding, Tinsukhiya, Rangiya
(RRCB No. 08/03) Rly. Divn.
13. Jammu Northern Rly. Firozpur Divn, DMW- PTA RCF-
(RRCB No. 08/03) Kapurthala
14. Malda Eastern Railway Malda & Asansol Division
(RRCB No. 08/03) S E Railway Adra Division
15. Muzafarpur (RRCB E C Railway Samastipur & Sonepur Division
No. 08/03)
16. Mumbai Western Rly. Central HQ & Mumbai Central Divn.
(RRCB No. 08/03) Rly. South Central Rly. HQ, Bhusawal, Solapur & Pune Divn.
Nanded Divn.
17. Patna East Central HQ Office, Mugalsarai and Danapur
(RRCB No. 08/03) Wheel Projects Division Wheel Projects Organisation,
Organsiation. Patna
18. Ranchi S E Railway E C Ranchi, Adra for allcaste & Chakardhar
(RRCB No. 08/03) Railway N F Railway Division for ST only Danapur, Mugalsarai,
Dhanbad for ST only Katihar for ST only
19. Secunderabad (RRCB S C Railway East Cost HQ Offcie, Hyderabad, Secunderabad,
No. 08/03) Railway Guntakal, Vijaywada, Guntur and
Nanded Division Waltair
20. Trivandrum (RRCB Southern Railway Phalghat, Tiruvanantapuram & Madurai
No. 08/03) Division
21 Siliguri North frontier Katihar & Alipurduar Division (RBE No.
(RRCB No. 03/09) Railway 192/09)

Personnel Department -4-

Introduction

Centralized Training Institutes - Details of training Institutes, extending training to

officers of different department, are as under:-

1) National Academy of Indian Railways (Formerly Railway Staff College),

Vadodra : National Academy, Vadodra functions as the apex training institute
for the officers of all Department in general and Accounts, Personnel, Store
and Medical department in particular.
2) Indian Railway institute of Civil Engg. (IRICE) Pune : imparts training to the
officers of Civil Engg. Department.
3) Indian Railway Institute of Signal Engg. & Tele. Engg. (IRISET) Secunderabad
: impart training to the officers of Signal & Telecommunication Department.
4) Indian Railway Institute of Electrical Engg. (IRIEE) Nasik : imparts training to
the officers of Electrical Deptt.
5) Indian Railway Institute of Mechanical Engg. (IRIME) Jamalpur: imparts
training to the officers of Mechanical Engg. Deptt.
6) Indian Railway Institute of Transportation Management (IRITM) Lucknow:
impart training to the officers of Traffic Deptt.
7) Jagjeevan Ram Protection Force Academy; Lucknow: impart training to the
officers of Railway Protection Force (RPF).
Apart from above centralized Training Institutes, about 293 training Institutes also
exist on Indian Railway for the training of Non-Gazetted staff.
Zonal Railways and their Management:

For efficient & proper operation of Railway and its management, Railway has been
divided into Zones which are further divided into divisions. The number of Zones in
Indian Railways increased from six to eight in 1951, nine in 1952, sixteen in 2003 and
finally Eighteen (17 + 1 RDSO) in 2007/2010. Zones are headed by the General
Manager:-
Established
Sno. Zonal Railways Head Quarter Subordinate Divisions
on
1. Southern Railway Chennai 14.04.51 Chennai, Madurai, Palghat,
Trivandrum, Trichur, Selam
2. Central Railway Mumbai 05.11.51 Bhusawal, Mumbai, Nagpur, Pune,
(CSTM) Solapur
3. Western Railway Churchgate 05.11.51 Ahmedabad, Baroda, Bhavnagar,
Mumbai Mumbai, Rajkot, Ratlam
4. Eastern Railway Kolkata 14.04.52 Asansol, Hawara, Maldatown, Sialdah
5. Northern Railway New Delhi 14.04.52 Delhi, Firozpur, Lucknow,
Muradabad, Umbala
6. North East Railway Gorakhpur 14.04.52 Izatnagar, Lucknow, Varanasi
7. North East Frontier Maligaon 15.01.58 Alipurdwar, Katihar, Lumding,
Railway Guwahati Rangiya, Tinsukhiya,
8. South Eastern Garden reach 01.08.55 Adra, Chakradharpur, Kharagpur,
Railway Kolkata Ranchi
9. South Central Secunderabad 02.10.66 Guntur, Guntakal, Hyderabad,
Railway Nanded Secunderabad, Vijayawada

-5- South Central Railway

Manpower Planning

Established
Sno. Zonal Railways Head Quarter Subordinate Divisions
on
10. North Western Jaipur 01.10.2002 Ajmer, Bikaner, Jaipur, Jodhpur
Railway
11. East Central Railway Hajipur 01.10.2002 Danapur, Dhanbad, Mugalsarai,
Samastipur, Sonepur
12. South Western Hubli 01.04.2003 Bangalore, Hubli, Mysore,
Railway
13. West Central Jabalpur 01.04.2003 Jabalpur, Bhopal, Kota
Railway
14. North Central Allahabad 01.04.2003 Allahabad, Jhansi, Agra
Railway
15. South East Bilaspur 01.04.2003 Nagpur, Bilaspur, Raipur
16. East Coast Railway Bhubaneshwar 01.04.2003 Khurdaroad, Walter, Sambalpur
17 Kolkata Metro Kolkata 25.12.2010 Kolkata Metro
18 Research Design & Lucknow 01.01.2003 Established in 1930 but as RDSO in
Standard 1957 presently having status of Zonal
Organization Railway w.e.f. 01.01.03

To assist the General Manager in his administrative work, there are additional
General Manager, Senior Deputy General Manager, Deputy General Manager, Chief
Public Relation Officer, Chief Planning Officer and Head of Department of Each
Department.

Following are the Heads of Department of Different Departments:-

. Operating Principal Chief Operating Manager PCOM
2 Engineering Principal Chief Engineer PCE
3 Mechanical Principal Chief Mechanical Engineer PCME
4 Electric Principal Chief Electrical Engineer PCEE
5 Signal & Principal Chief Signal & PCSTE
Telecommunication Telecommunication Engg.
6 Account Principal Financial Advisor PFA
7 Commercial Principal Chief Commercial Manager PCCM
8 Personnel Principal Chief Personnel Officer PCPO
9 Store Principal Chief Material Manager PCMM
10 Medical Principal Chief Medical Director PCMD
11 Safety Chief Security Commissioner CSC

These Heads of Departments are assisted by Deputy, Senior and Junior scale Officers
for smooth functioning.

Other than Zonal Railways, there are Production Units also, which are as follows:-

(i) Chitranjan Loco Motive Works (CLW) Chitranjan : Established in 1950,

Electric Engines are manufactured.
(ii) Diesel Loco Motive Works (DLW) Varanasi : Diesel Engines are
manufactured.
(iii) Integral Coach Factory (ICF) Chennai : Passenger Coaches are manufactured.
(iv) Rail Wheel Factory (RWF) Bangalore : Established on 1984, Axil are
manufactured.

Personnel Department -6-

Introduction

(v) Rail Coach Factory (RCF) Kapurthala (Hussain Pur) : Established on

31.03.1988 Passenger Coaches are manufactured.
(vi) Diesel Loco Modernization Workshop (DMW) Patiyala : Diesel Components
are manufactured.
Apart from above units, following important organizations are also working for
the Railway –

1) Metro Rail Project.

2) Metropolitan transport project.
3) Indian Railway Catering and Tourism Corporation Limited. (IRCTC) -
Established in 2001
4) Rail India Technical & Economic Services Limited (RITES) - Established in
1974.
5) Indian Railway Construction Company (IRCON) - Established on 28.04.1976.
6) Indian Railway Finance Corporation Limited (IRFC) - Established in Dec.
1986.
7) Centre for Railway Information System (CRIS) - Established in 1986.
8) Container Corporation of India Limited. (CONCOR) - Established in Nov.
1988
9) Konkan Railway Corporation Limited (KRCL) - Established in 1990.
10) Delhi Metro Railway Corporation (DMRC) - Established on 05.03.95
11) Rail Vikas Nigam Limited (RVNL) - Establish in 2003
12) Railway Land Development Authority (RLDA) - Established in 2005
13) Railtel Corporation of India Limited (RCIL) - Established in 2000

-7- South Central Railway

Manpower Planning

MANPOWER PLANNING ON INDIAN RAILWAYS

Definition
 Manpower Planning is also called as Human Resource Planning. It consists of
putting
 right number of people,
 right kind of people at the right place,
 right time,
 doing the right things for which they are suited for the achievement of goals
of the organization.

Encompasses all the essential functions of Personnel department. Right from

recruitment to retirement of an employee, his payment, promotion, DAR, transfers,
pension etc. etc. Providing maximum output with minimum manpower can be done
by providing latest technology, creation of new posts and surrender of posts in
obsolete categories.

Sanctioned Strength/Cadre Number of Posts Operated Strength/On-Roll Number of

employees Surrender of posts Reduction of Cadre Creation of posts Increase of
Cadre

Creation of posts

Creation is required when

 new technology is introduced
 Increase in workload
 Improvement in the existing works like gauge conversion, laying additional
tracks etc.

Normally the following posts can be created

 Permanent
 Temporary
 Supernumerary
 Work-charged Private sidings Six monthly review.

Surplus Bank:

 Operative from 1989 at HQ Office

 Accountal maintained by CPO’s Office.
 Money value can be retained only of surrendered permanent and temporary
revenue posts
 Maintained department-wise and grade-wise
 Matching surrenders can be drawn from this bank irrespective of the
department to which they pertains

Personnel Department -8-

Manpower Planning

Money value [RBE 133/2016]

For the purpose of working out the monetary value of the post being surrendered,
only the mean pay of the same in a particular level in 7th CPC mentioned in the
Matrix and Dearness allowance as on date should be taken into account for
calculation of mean value”.

The above is explained with the following illustration of surrender of a post in level -
7 of the 7th CPC matrix:-

Level as Per 7th Pay Structure as

Mean Pay of the level
CPC Pay Matrix per Level
Level – 7 44900-142400 (44900+142400/2)=93650

Money Value = Mean Pay+ DA as on relevant date

Creation of permanent revenue posts

Dealing – Concerned PO (To initiate the proposal)
PHOD – Administrative Approval
FA&CAO - Concurrence GM- Sanction

Pre - requisites
 Justification (a)Quantitative (b)Qualitative
 Non-availability of vacancies in the category proposed for creation
 Confirming to All India Benchmark for the proposed activity
 Provision of equivalent matching surrenders

Procedure

DRMs may be allowed to create posts required in Safety and Operational categories
on 1:1 basis, i.e. by surrendering one post in a particular grade, a fresh post can
simultaneously be created in the same/ lower grade, with the approval of GM
DRMs may be allowed to create posts in higher grades by surrendering equivalent
money value for the same with the approval of General Manager

(a) Powers for creation of NG posts, required in Safety and Operational categories
and those for operation and maintenance of new assets delegated to DRMs (b) DRMs
are to operate a Vacancy Bank wherein they were permitted to retain 50% of the
money value of posts surrender by them (c) Matching surrenders on 1:1 basis from
divisional vacancy bank (d) Associate Divisional Finance concurrence (e) ‘in
principle’ approval of the General Manager

For obtaining ‘in principle’ approval of the GM => a D O letter from DRM to CPO
(A) Justification of Branch Officer. (B) Sr. DPO’s certification regarding availability of
equivalent matching surrenders in divisional surplus bank. (C) Associate Finance
concurrence.

-9- South Central Railway

Manpower Planning

“All creation proposals forwarded to HQ office for ‘in principle’ approval of the
General Manager will henceforth be dealt by Dy.CPO(HRD)”.

Creation of temporary revenue posts

Procedure same as for creation of permanent revenue posts. As the name suggests
these posts are created only for a specified period of time and if required, can be
further extended. Matching surrender is required only at the time of creation, can be
made permanent

Creation of posts due to six monthly review

 Created for Running categories viz. Loco Pilots, Guards etc.
 Matching surrenders not required.
Created based on a specific formula set by Railway Board
 Slack season – April to September
 Busy season – October to March
 Approvals at divisional level (i) Branch Officer (ii) divisional finance (iii)
DRM
 Approvals at HQ level (a) PHOD (b) GM

Creation of Work-charged posts

As per SOP Part “A” (Establishment Matters) – “PHODs/ HODs are empowered to
sanction creation/ extension of all temporary non- gazetted posts for which
provision has been made in ESTIMATE SANCTIONED by competent authority
subject to prior Finance concurrence”.

Creation of posts for Private Sidings

Board’s instructions circulated vide PS No. 71/92 dt. 24/7/1992 Where the cost of
the staff is realized from a private party, matching surrender need not be insisted
upon. Similarly, any savings from surrender of post being paid for by Private Party
should not be utilized for creating posts on the Railways chargeable to Railway
revenue.

Temporary in nature.

Procedure same as for creation of revenue posts. However, it should be ensured that
staff costs are being paid by the party concerned prior to further extension.

Creation of Supernumerary posts

Created for (a) surplus staff whose post has been surrendered till the person vacates
the posts on redeployment or through normal attrition. (b) Medically de-categorized
staff. (c) Out of turn promotion of sportsperson. Personal to the incumbent.
Temporary in nature.

Personnel Department -10-

Manpower Planning

Matching surrenders required only in case of Out of turn promotion of sportsperson,

to the extent of difference between the Supernumerary post and the lower grade post
in monetary value.

May be created provisionally at the divisional level with accounts concurrence and
sanction at DRM level. The proposal will then be sent to HQs with full details for ex-
post facto sanction of the General Manager. Procedure for dealing is same at HQ as
for revenue posts.

Surrender of posts

 Essential part of Manpower Planning.

 Wage bills make up to 40% of total expenses. Together with pension
payments, almost 60 % of the total expenditure.
 Constant review required to weed out posts in redundant categories due to
operational improvements, system changes, mechanization, computerization,
change in technology, and so on

Under Manpower Planning 1% target is set for reduction of cadre in every financial
year by Railway Board. For e.g. 1% target for Division was 284 posts for the year
2017-18, based on their cadre as on 01.04.2017. The division created 110 posts during
the year. This enhanced their target to 284 + 110 =394 posts to be surrendered by
31.03.2018. The division had to offset their creations of 110 posts by surrendering
equivalent number of posts.

Various ways to identify surplus post

(A) Work- study (B) Benchmarking (C) Departmental review

Surrender of posts can be done with concerned PHODs approval by concerned

Personnel Officer in HQ office.

In divisional office posts can be surrendered by Personnel Officer with the concerned
Branch Officer’s and DRM’s approval.

 Direct recruitment surplus posts should be straight away surrendered.

 For vacant surplus posts in intermediate grades, equal numbers of immediate
lower D/R grade or next lower D/R grade should be identified and
surrendered.
 For live surplus posts in intermediate grades, an equal number of vacant
posts of the accepting department in the immediate lower direct recruitment
grade should be frozen temporarily, to be restored on vacation of the higher
grade posts by the re-deployed staff due to any reason.

-11- South Central Railway

Manpower Planning

In cases of surrender, of large percentage of posts in a particular category and where

the safeguard, in regard to promotional prospect of employees, are likely, to be
infringed, the recognized unions should be explained the reasons and rational for
such surrender of posts.

Sanction letter of creation of posts/ creation and surrender of posts under six
monthly review/ extension of currency of posts are to be issued by Dy.CPO(HRD).

Re-deployment of Surplus Staff

Definition of Surplus Staff. Total or partial closure of activities. Total or partial re-
engineering of work processes / work methods. Introduction of modern technology.
Outsourcing of some activities – totally or partially.

Re-deployment of Surplus Staff should be given the highest priority and their
absorption will have precedence over all modes of recruitment including screening
of casual labour and direct recruitment for filling up of vacancies. Surplus Staff
should be re-deployed in any department, by imparting necessary training as
required and without insisting on prescribed educational qualification as applicable
to those posts.
This relaxation will not apply for surplus steam maintenance staff for their
absorption/ redeployment in running categories. Normally the junior most of the
employees should be rendered surplus irrespective of the manner in which they had
entered the grade.

Surplus Staff working against grades in which an element of direct recruitment

exists, should be straight away re-deployed against direct recruitment vacancies
including those in other departments after necessary screening. Whenever it is not
possible to re-deploy Surplus Staff as indicated alongside, they should be re-
deployed in alternative vacancies against even lowest grade vacancies. Vacant posts
in lower grades set aside for the purpose should be frozen and kept aside till cadre
balancing is achieved.

Surplus staff in intermediate grades should be transferred/ re- deployed in the

accepting department along with the post, after training as necessary, on
establishment/ acceptance of the need for additional manpower. While issuing
orders as above, an equal number of vacant posts of the accepting department in the
immediate lower direct recruitment grade should be frozen temporarily, to be
restored on vacation of the higher grade posts by the re- deployed staff due to any
reason.

In case vacant posts in immediate lower direct recruitment grade are not available in
the accepting department, even next to next direct recruitment grade vacant posts
may be located and frozen. If no vacant posts are available in any of the lower direct
recruitment grades, the transferred/ re-deployed posts shall be surrendered as and
when they are vacated by the re- deployed staff due to any reason in due course The

Personnel Department -12-

Manpower Planning

process of re-deployment of surplus staff working against intermediate grade posts

should be finalised preferably within six months from the date an incumbent is
declared surplus.

The surplus employees are not entitled for benefit of the past service rendered in the
previous unit/ department for the purpose of their seniority in the new unit /
department. Such employees are to be treated as fresh entrants in the matter of their
seniority, promotions etc. Seniority on being rendered surplus. When surplus staff
are redeployed in a post carrying a lower scale of pay, the surplus employee shall be
permitted to carry his current pay scale along with him to the alternative post in
which he is so redeployed.

A team of officers (JS/ SS or JAG) should be deputed for an on the spot assessment
of options from the surplus staff and suitable transfer orders be issued after this. In
case where large number of Surplus Staff are involved, and where promotional
prospects are likely to be affected in any way, recognized unions are to be consulted
for expeditious redeployment.

“Pool of Surrendered Posts” [Board’s letter No. E (MPP)/2003/1/88 dated 5.4.2006,

RBE No. 127/2016]

Manpower planning requires continuous review of sanctioned strength in view of

changes in technology, working systems and redundancies. It is also necessary to
plan judiciously to meet the requirement of posts for manning and operating new
assets, especially in safety categories. Hence in respect of currently identified
redundancies, there is a need to identify and maintain a “Pool of Surrendered Posts”.
This will help avoid initiating any recruitment action, even inadvertently, for the
posts put in this surrendered pool. Existing instructions provide for creation of posts
through matching surrender and by utilizing the money value available in the
Vacancy Bank with the Zonal Railways/PUs etc. In cases, where the Zonal
Railways/PUs are unable to provide money value on their own, proposals are
required to be sent to the Railway Board.
Powers had already been delegated to DRMs to meet the requirement of posts
in safety and operational categories for new assets on a 1:1 basis, with the approval
of the General Manager vide letter No.E(MPP)/2003/1/88 dated 05.04.2006 (RBE
No.45/2006).In order to empower the Zonal Railways to meet the requirement of
additional posts for new assets and for safety and operational activities within their
own resources and taking recourse to the above new concept of “pool of surrendered
posts’, the following instructions are issued. These powers are to be exercised by
judicious review of existing and required manpower.

(A) Identification of “Pool of Surrendered Posts”

i. At the beginning of every financial year, each GM/DRM shall carry out a
Zero Based Review of all posts appearing in the Book of Sanctions, the total
workload and decide in consultation with PHODs/Branch Officers, as the
case may be, the posts which are required to be operated and the posts which

-13- South Central Railway

RECRUITMENT & TRAINING

Recruitment to Group "A" Railway Service

[IREM Vol .I - Revised Edition 1989 Sec. "A" Para 101 to 110]

All first appointment to Group "A" posts in Railway Service shall be made by the
President, after they are found suitable in the Government competitive examination
held by UPSC for Engineering, Medical, and Civil Services. UPSC also conduct
competitive examination for Special Class Railway Apprentice.

The probationers are recruited to the 09 Organized Services:

1. Indian Railway Service of Engineers (IRSE)
2. Indian Railway Service of Mech. Engineers (IRSME)
3. Indian Railway Service of Elec. Engineers (IRSEE)
4. Indian Railway Service of Sig. Engineers (IRSSE)
5. Indian Railway Stores Service (IRSS)
6. Indian Railway Traffic Service (IRTS)
7. Indian Railway Personnel Service (IRPS)
8. Indian Railway Accounts Service (IRAS)
9. Indian Railway Medical Service (IRMS)
Training Programme:

Probationers of all services except Indian Railway Medical Services shall undergo
two years probationary training as per schedules of training laid down by the
Ministry of Railways (Railway Board) from time to time.

During first two years of the probations the sandwich type of training conducted on
line and at the various Railway Institutes and Institute of repute outside the
Railways.
The probationers of all the services other than Indian Railway Medical Service shall
undergo 08 weeks foundational course at National Academy of Indian Railway,
Vadodara at the 1st available opportunity after joining the Railways in which they
will be introduced to various facts of Railway working. The foundation course will
be common to probationers of all services. After attending the foundation course, the
probationers shall undergo field training in Sheds, Depots, Yards, Workshops,
Divisional Office, Hqrs. Office, and Production Units etc. and specialize training in
other Railway Training Institutions and Institutes of repute outside the Railways.

After adequate field training probationers of all services except Medical Service shall
undergo 06 weeks Induction Course which shall be different for probationers of
different services. In this course, they shall be given detailed knowledge regarding
working of their own department, interaction with allied department & financial
roles, procedures etc. While probationers of IRSE, IRTS, IRPS, IRSS, IRAS shall
undergo Induction course during two years probationary training, the probationers

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Recruitment & Training

of IRSME, IRSSE, IRSEE shall undergo Induction course from working post in the
3rd year of their probation.

For probationer of Medical service the period of training shall be 03 months only. [3
days in Central Hospital, 45 days in Divisional HQ's Hospital, 10 days in Health
Unit, 2 days for final assessment at CMD's / CMO's of the Zonal Railway, one
month at the National Academy of Indian Railway Vadodara for orientation course
whenever the same is arranged.]

Monitoring/Co-ordination of Probationary Training

Two years probationary training of the following services to be centrally Co-

ordinated / monitored by the Institute/Railway as indicated against each. :-

S Service Institute / Railway for centrally co-ordination /

N monitoring Of probationary training.
1. IRSE Indian Railway Institute of Civil Engineering, Pune
2. IRTS Indian Railway Institute of Transportation Management, Lucknow
3. IRAS Railway Staff College, Vadodara
4. IRPS Railway Staff College, Vadodara
5. IRSS Railway Staff College, Vadodara
6. IRSME Indian Railway Institute of Mechanical Engineering, Eastern Railway, Jamalpur
7. IRSSE Indian Railway Institute of Signal Engineering & Telecommunication,
Secunderabad
8. IRSEE Indian Railway Institute of Electric Engineering, Nasik

Confirmation after Probationary Training

No probationer shall be confirmed in junior scale unless he/she has successfully

passed all the examinations prescribed after completion of Institutional training as
well as all the departmental Examinations prescribed. Departmental Examinations

Departmental Examinations:

All the three departmental examinations will be conducted by the Institute where
the probationary training has been centralized.

Note: The department Examination will consist of written test and Viva voce
examination.

Number of chances for Passing Institutional or Departmental Examination

No probationer shall be allowed to re-appear in any institutional or departmental

examination except:-

(a). Sickness or any other reason beyond control may be allowed within 03
months for special examination.

Personnel Department -18-

Recruitment & Training

(b). In case of prob. does not pass any institutional or departmental examination
in the 1st attempt, he may be allowed to sit for re-examination in the papers in
which he/she has failed. But in that case, marks awarded in such re-
examination shall not be taken into account in determining the seniority
(his/her score in the original examination only shall be counted).

If a probationer fails to pass second examination (b) above his/her services are likely
to be terminated.

Extension of Probationary Period

The Ministry of Railway may, if it so deem fit, in any case extend the period of
probation for a maximum period of one year. However, if during the period of
probation, investigation, enquiry or trial relating to criminal charge against him/ her
is pending or disciplinary proceedings which are contemplated or started against
him/her, probation may be extended for such period as Ministry of Railway may
think fit in the circumstances of the case.

Minimum Percentage of Pass Marks

The minimum marks to pass in examination after completion of institutional

training (fundamental course, induction course, phase-I and II etc.) and
departmental examinations will be 60% in aggregate as well as in each individual
paper.

Training for Group "B"

As a matter of fact there is no initial training prescribed for Group "B" officers as
various vacancies of Group "B" are filled by promotion of Group "C" staff after
proper selection for which selection board is constituted of Head of Department
where written and oral examination is prescribed.

However, they have to undergo a training course at National Academy of Indian

Railway, Vadodara and pass the examination at a later date.

Rules for the Recruitment & Training of Group "C", Group "D" & Workshop Staff
[IREM Vol.I: Revised Edition 1989. Sec. "B", sub sec. 1, para 102 to 120]

Recruitment

Recruitment on Railways will be to the lowest grade of the category concerned.

Direct recruitment to intermediate grades will be made where specifically provided
for and in the other cases as and when considered necessary by the Railway
Administration with the approval of the Railway Board.

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Recruitment & Training

Definitions

(i) A "Group" means a series of classes which form a normal channel of

promotion.
(ii) A "Class" comprises all appointments in the same branch or department
bearing the same designation.
(iii) Illustration
(iv) All station masters form a class by themselves. Similarly all ASMs are in one
class, Guards, Pilots are other instance of class.
(v) "Grades" are sub division of a class, each bearing of different scales of pay.
(vi) "Intermediate grade" is any grade in a class higher than the lowest.
(vii) "Direct recruitment" means the recruitment to the Group "C" service of any
person not already in the service of the railway or any person in railway who
may be permitted to apply for appointment subject to possession of requisite
qualifications along with outsiders according to the procedure laid down for
recruitment.

Period of Probation

All appointments will be made on probation for 02 years.

Health Certificate

No person shall be appointed to railway service or sent to training school without

the production of a health certificate. The rules for the medical examination of
candidate for employment and for the periodical examination of railway servants are
prescribed separately.

Date of birth

Every person on entering Railway service shall declare his date of birth which shall
not be different from any declaration expressed for any public purpose before
entering in Railway service.

Special representation of certain communities

In filling vacancies by direct recruitment or by promotion, the instructions in regard

to the special representation of certain communities shall be strictly followed.

Reservation for OBC /Minorities

It has been decided by the govt. to carve out a sub-quota of 4.5% for minorities, from
within the 27% reservation for OBCs.(RBE 02/12)

Personnel Department -20-

Recruitment & Training

Nationality
(i) A candidate for appointment to Railway service must be:-
(ii) A citizen of India; or
(iii) A subject of Nepal or Bhutan; or
(iv) A Tibetan refugee who come to India before 01.01.1962 with the intention of
permanently settling in India, or
(v) A person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka,
the EastAfrican countries of Kenya, Uganda and the United Republic of
Tanzania or from Zambia, Malawi, Ethiopia & Vietnam with the intention of
permanently settling in India.
Persons having more than one wife or husband

(i) No person who has more than one wife living or who having a spouse living,
marries in any case in which such marriage is void by reason of its taking
place during the life time of such spouse, shall be eligible for appointment to
service.
(ii) No woman whose marriage is void by reason of the husband having a wife
living at the time of such marriage or who has married a person who has a
wife living at the time of such marriage shall be eligible for appointment to
service;
Provided that the GM may if satisfied, that there are special grounds for so, can
exempt any person from the operation of this rules.

Knowledge of Hindi

It is obligatory for all trainees to acquire an elementary knowledge of Hindi.

Trainees whose stay at the Training School for over six months are required to pass
Prabodh Grade Hindi examination before completion of their training in all railway
training schools. Trainees who qualify in all other subjects but fail to qualify in Hindi
test should not be debarred from entering railway service. Such staff should be
required to pass the same Hindi test within a year of leaving the training school. If
they fail to pass the test they will be given a second chance to pass the test in another
year failing which they will not be retained in service.
Method of making appointments

Direct recruitment to fill group "C" posts on the Indian Railway will be made
through Railway Recruitment Boards setup at various places in the country.

All vacancies in post and services whose scale of pay as directed by Railway Board,
recruitment for which is made through the Railway Recruitment Board or by the
Railway Adm. and are treated as "by open competition and on All India basis" will
be advertised in the list of newspapers approved by the Department of Personnel for
advertisements issued by the UPSC. All the other posts in the lower grades will be

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Recruitment & Training

advertised at the direction of the RRB's or Railway Administration. In the English,

Hindi and Regional Language newspapers, commonly read in the area where such
vacancies exists.

The employment notices will also be supplied to the nearby employment exchange
for exhibition. Such advertisement will indicate the category of the posts and the
division/unit/region of the railway where vacancies exists and also other general
conditions for appointment to the posts. It should also be clearly indicated in the
advertisement for categories like stenographers, typist, draftsman etc. Which do not
involve out door work or inconvenient hours in the night that women are equally
eligible.

With a view to given wider publicity to the recruitment of nurses, copies of

employment notices should also be sent to relevant nursing training schools in the
areas concerned.

With regard to artisan categories, a copy of employment notice will be supplied to

the resettlement directorate of The Ministry of Defense and the Rajya and Zila Sainik
Board for the purpose of employment of ex-service man. The ex-serviceman
nominated by the resettlement directorate will be considered for employment on
Railways along with other candidate. [RBE 121/97, 215/98, 07/07]
Mode of dispatch of call letters to applicants Since department of posts has
discontinued the systems of UPC, Rly. Bd. have decided for dispatching the letters
to candidates & following mode of dispatch should be adhered (RBE 06/12)

S. No. Mode of Dispatch Type of Communication

1 Business Post (ordinary) For dispatch of written examination call letters & Rejection
2 Registered Post For dispatch of letters to candidates for 2 nd stage
3 Speed Post exam/Aptitude test/Skill Test/Typing Test/Interview/
Documents verifications/Information for empanelment etc.

Date of reckoning of age -

 Date of reckoning of age of candidates for appointment to the railway service

for Gr. 'C' & 'D' are as under.
 Employment notice issued between January to June - 1st July.
 Employment notice issued between July to December -- 1st January of next
year [RBE 224/99]

Relaxation in the Upper Age limit [Para 115]

The maximum relaxations in upper age limit are as under:-

(1) By 5 years in the case of SC/STs.

(2) Up to 3 years (including app. Categories) in respect of serving Railway
employees applying for Direct Recruitment to initial categories and up to 5
years for posts in Intermediate categories.

Personnel Department -22-

Recruitment & Training

(3) Group "D" employees applying for recruitment to Group "C" posts, or as
apprentice being allowed relaxation to the extent of service in Group "D" but
in any case not exceeding 10 years. And also subject to a ceiling limit of 30
years for apprentice categories.
(4) For direct recruitment to all Groups "C" and Group "D" posts: serving
employee who have completed 3 years continuous service will be given age
relaxation subject to upper age limit of 40 years in case of general candidate
and 45 years in case of SC/ST candidates. [RBE 5/99]
(5) For direct recruitment to all Groups "C" and Group "D" posts, the upper age
limit in case of widow, divorced women & women judicially separated from
their husbands, who are not remarried, shall be relaxed upto the age of 35
years. In such cases, there will be further relaxation upto the age of 38 years
for OBC candidates, & upto 40 years for SC/ST candidates. [RBE 154/2K1]
(6) Existing age concessions allowed by specific instructions of the RBd's for
specified category/categories of the posts will continue to apply.
(7) By 3 years in the case of OBCs.
(8) Relaxation of 03 years in the prescribed age limit upto 03.02.2015 for
recruitment to all group „C' & „D' posts including engagement of substitutes
[RBE 24/2012] The matter has further been reviewed & it has been decided
by the Rly Bd. to provide relaxation in the following manner above the
prescribed upper age limit for requirement to all non-gazetted posts
including engagement of substitutes as under :-
S.No. Period Relaxation(in years) in upper age timed
i 04.02.15 to03.02.17 02 years
ii 04.02.17 to 03.02.19 01 years
iii Beyond 03.02.19 No relaxation
(9) A candidate who is within the minimum and maximum age limit on a
particular date mentioned in the employment notice issued by a Railway
Recruitment Board may be treated as eligible for appointment against a post
on the Railway concerned even though the person concerned may have
exceeded the maximum age limit on the date of actually joining an
appointment.
(10) NOC for application to serving Rly. employees applying against the
notification of RRB
Employment of Physically Handicapped persons [MC 13]

Recruitment of physically handicapped persons in identified Group "C" & "D" posts
will be made by RRB & RRC respectively along with others regulated in terms of
separate instructions issued by the Railway Board from time to time.

There will be a reservation of vacancies in Group-C & D @ 3% each, out of which

 1% reserved for Deaf & Dump

 1% reserved for Blind
 1% reserved for Orthopedically Handicapped
 Upper Age relaxation

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Recruitment & Training

 For General candidates = 10 years

 For SC/ST candidates = 10+5 years
 For OBC candidates = 10+3 years

Guide lines for providing various concessions/facilities including scribes to person

with disabilities while conducting examination for their recruitment against 3%
quota and issuing of physically handicapped certificate.
[RB letter No. E(NG) II/2006/RC-2/13 dated 17.09.2007 & 27.04.12]
Employment of Ex-serviceman

 Quota reserved in Group "D" = 20%

 Quota reserved in Group "C" = 10%

Recruitment of Ex- Servicemen persons in Group "C" & "D" posts will be made by
RRB & RRC respectively along with others regulated in terms of separate
instructions issued by the Railway Board from time to time

Upper Age relaxation - period of defense service and 3 years [who have put in not
less than 6 months defense service]

For apprentice categories - upto 40 years age

Benefit of upper age relaxation to ex-servicemen may also be extended when they
apply against unreserved post. [RBE 236/89]

Note : 20% of erstwhile Group "D" vacancies against ex-serviceman quota will be
filled by zonal Railway through open advertisement in pay band-1 of Rs 5200-20200
with grade pay of Rs 1800/- and panel will be formed on the basis of their length of
military service, keeping in view the following :-

(i) Physical efficiency test followed by written test be dispensed with for this
recruitment;
(ii) The recruitment shall be on the basis of scrutiny of applications ;
(iii) Ex-service men who has retired after putting in 15 years of service and has
passed ArmyClass-1 certificate or equivalent will be considered eligible.
[RBE 130/10 & R.B.L.No. 2009/E(NG)11/RR-1/10 dt. 8.2.11 [NWR PS 23/11]
Same Day Examination : It has been decided by the Board to hold the examination
for a particular post on the same date simultaneously by all the RRBs. All the RRBs
shall advise to the nodal RRB the number of vacancies to be filled up, category wise
together with community breakup, Nodal RRB will issue Centralized Employment
Notice on behalf of all participating RRBs clearly indicating the vacancies to be filled
up by each participating RRB along with other details. Individual RRBs will issue
indicative Employment Notice(s) in the regional newspapers.

Simultaneous Examination will be held once in year, Centralized Employment

Notice by Nodal RRB and Indicative Employment Notice(S) by individual RRBs will

Personnel Department -24-

Recruitment & Training

be issued in consultation with Chairmen of participating RRBs. Examination for

more than one category may also be held simultaneously based on administrative
convenience. [RRCB No. 04/2009]

Setting of Question Papers in Local languages:

In addition to Hindi, Urdu and English, Question Papers shall be set in local
languages listed in the Eighth Schedule of the Constitution of India, falling within
the jurisdiction of that RRB. For this purpose, the first official language(s) of the
State(s) in which all the Divisions / Units of that RRB are located, will be taken as
the local language(s). Since the official work is done in Hindi / English, only to test
the working knowledge level of the candidates, 10% weightage of marks will be
given for testing Hindi / English language as per details given in Board's letter No.
E/RRb/2007/25/14 dated 04.03.2008. [RRCB No. 04/2009]

Relaxation in educational qualification -

For NTPC categories, other than ASM & Goods Guard, the minimum of 50% marks
in matriculation need not be insisted upon for SC/ST, Handicapped, Ex servicemen
& sports persons.(Rly. Bd. L.No. E(NG) III-81/RSE/25 dated 25.08.82 & RBE 125/09)

Elimination of Viva -voce (Interview) in RRB Recruitments

W.E.F. 18.3.99 It has been decided to eliminate viva- voce (interview) in RRB
recruitments, accordingly, following procedure should be followed:-
NTPC- Under graduate
Two stage written examination (No interview)
categories & Graduate categories
Safety category posts Single written examination followed by Psycho test (No
Interview)
Hindi Asstt Single written examination plus qualifying translation
test with minimum of 90% marks (No interview)
Law Assistant, Teachers, Single written examination followed by Interview
Telephone Operator,
Physiotherapist
Remaining categories Single written examination (No Interview)

Where interview as part of selection, the allocation of marks shall continue to be as

per existing procedure, i.e. 85% marks for written examination & 15% marks for
interview.

Psychological test/skill test/typing test, as applicable, shall continue as hitherto. For

NTPC categories all candidates, whose applications are considered valid, shall be
called for preliminary examination. Based on the merit positions in the preliminary
examination, candidates equal to 10 times the number of vacancies shall be called for
final examination alone. [RBE 56/99]

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Recruitment & Training

Candidates, 30% over & above the number of vacancies, will be called for documents
verification by RRB in case of selection against group „C posts. (RRCB 89/08)

While holding recruitment to Group „C posts from open market & conducting of
screening of substitutes in Group „C" & pay band - 1(G.P. 1800/-) to ensure
adequate representation of women members on various interviews/viva - voce
committees & it should be mandatory to have one women member in the selection
Boards/committees for making recruitment to ten or more vacancies & lady
candidates are expected to be available for the service/post. (RBE 29/12)
Recruitment against Sports quota (RBE 189(B)/10,52/12&95/12 )

(1) Recruitment of sport persons, both in Group-C & Group-D, shall be done
through Talent Scouting & Open Advertisement, 60% of the total quota,
including the share of Railway Sports Promotion Board (RSPB) shall be
through Talent Scouting & balance 40% shall be filled up by Open
Advertisement. This has been amended & from the year 2013-14, i.e. 01.04.13
onward 30% of the total sports quota, including the share of RSPB shall be
through Talent scouting & the balance 70% shall be filled up through open
advertisement. All recruitment from 2012-13 against sports quota in G.P.
1800/- shall be only through the process of open advertisement. Distribution
of quota amongst Zonal Railways, Production Units, RSPB & Workshops
having staff strength of 4,000 or more, from the year 2013-14 shall be as
under:-RBE 07/12
SPORTS QUOTA ALLOTTED TO A ZONAL RAILWAY/PRODUCTION UNIT FOR
RECRUITMENT OF SPORTSPERSONS IN A FINANCIAL YEAR
Quota Allotted for a
Pay Corresp-
Pay Bands/ Financial Year
Band/ onding
Para Zonal Railway/ Scales Open Total
Scale GP Talent Scouting
No. Production Unit Advt. Quota
ZR/PU ZR/PU RSPB
[In Rupees]
Quota Quota Quota
2.1.1 CR,ER,ECR, PB-2 9300-34800 4200 …. … 1 1
ECOR,NR,
NCR,NER, NFR, PB-1 5200-20200 2800 5 1 1 7
NWR PB-1 5200-20200 2400
SR,SCR,SER,
SECR, SWR, PB-1 5200-20200 2000 16 4 2 22
WR,WCR
PB-1 5200-20200 1900
Total Quota Per Railway 21 5 4 30

2.1.2 CLW,DLW,DM PB-2 9300-34800 4200 …. … 1 1

W,ICF, RCF,
RWF, RDSO, PB-1 5200-20200 2800 2 1 … 3
Metro Railway/ PB-1 5200-20200 2400
Kolkata
PB-1 5200-20200 2000 8 2 1 11

PB-1 5200-20200 1900

Total Quota Per Unit 10 3 2 15

2.1.3 Headquarter of PB-1 5200-20200 1800 10 … … 10

each Zonal
Railways

Personnel Department -26-

Recruitment & Training

Quota Allotted for a

Pay Corresp-
Pay Bands/ Financial Year
Band/ onding
Para Zonal Railway/ Scales Open Total
Scale GP Talent Scouting
No. Production Unit Advt. Quota
ZR/PU ZR/PU RSPB
[In Rupees]
Quota Quota Quota
2.1.4 Each Division of PB-1 5200-20200 1800 5 … … 5
Zonal Railways
2.1.5 DLW,ICF,RCF, PB-1 5200-20200 1800 15 … … 15
CLW
2.1.6 DMW,RWF, PB-1 5200-20200 1800 5 … … 5
Metro Railway/
Kolkata
2.1.7 RDSO PB-1 5200-20200 1800 3 … … 3

2.1.8 Workshops PB-1 5200-20200 1800 3 … … 3

(having the staff
strength of 4000
or more)

 The quota allotted as above, is for a financial year and unused quota shall
lapse on the expiry of financial year.
 Final approval of the competent authority in all cases of recruitment against
sports quota is to be obtained by the 31st March of the given financial year.
 The competent authority for recruitment of sportspersons against sports
quota, shall be the same as mentioned, in the relevant paras of Indian
Railways Establishment Code, Vol.-I
 Appointment orders should be issued within one month from the date of
approval of the competent authority.
 The recruitment shall be done in the 31 games as mentioned in (Bd's letter dt.
31.12.10 & 07.01.11) RBE 189(B)/10,08/11 & 43/13 or as recognized by RSPB
for this purpose. (Judo & Karate have been deleted from the recognized
games vide RBE 42/12)
 Recruitment of sportspersons both through Talent Scouting and Open
Advertisement shall be to a Grade where there is an element of direct
recruitment and shall be counted against that quota.
 In exceptional cases Railway Board can consider the recruitment of
outstanding sportspersons, fulfilling the norms, in the intermediate grades.
Zonal Railways/Units may send the proposals of eligible sportspersons to
Railway Board for prior approval after the recommendation of General
Manager.
 Talent Scouting Quota of RSPB Pool shall be operated by RSPB. However, the
requests of Zonal Railway/Production Units etc., duly recommended by the
President of their Sports Association for release of berths from RSPB Pool,
may be considered by RSPB on merit. Railways/Units may send proposals in
this regard, only after complete utilization of their Talent Scouting and Open
Advertisement quota, along with all relevant information and documents, at
least one and half months before the completion of the financial year, i.e. by
15th February.
 Railway Board may re-allocate the Talent Scouting quota from one Railway /
Unit to another Railway / Unit and from one Grade Pay & Pay Band to
another Grade Pay and Pay Band, as and when required.

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Recruitment & Training

 General Manager may re-allocate the Talent Scouting quota allotted to their
Railway for appointment against the posts in Grade Pay Rs. 1,800 in Pay Band
Rs. 5,200-20,200 from one Division/Workshop/Headquarter to another
Division/Workshop/Headquarter, as and when required. However, other
quota i.e. Open Advertisement Quota cannot be transferred.
 General Manager is competent to transfer Talent Scouting Quota of their
Railway for recruitment of sports persons in G.P. Rs. 1900 to Rs. 4200 to open
advertisement, in case suitable sports persons are not found. (RBE 52/12)
Categorization of International Championships:

For recruitment propose, international championships/events are categorized as

under:-

Category - A Senior categories of Olympic Games

Category - B Junior / Senior categories of World Cup /World Championships
Senior categories of Asian Games & Common Wealth Games
Category - C Junior / Senior categories of Common Wealth & Asian
Championships / Asia Cup
Senior categories of South Asian Federation (SAF) Games & USIC
(World Railways ) championship
Sports norms for recruitment of sportspersons in different Grade Pay & Pay
Bands:

 The minimum sports norms for recruitment of sportspersons against sports

quota, both through Talent Scouting and Open Advertisement, in different
Grade Pay and Pay Bands, for both team and individual events, shall be as
given in RBE 189(B)/10 . Sportspersons having the sports norms for higher
Grade Pay & applied against the vacancies for the lower Grade Pay, can be
considered for rectt. against sports quota both through open advertisement &
talent scouting.(RBE 102/11 & 09/12)

Period of reckoning sports Achievements:-

 For recruitment against sports quota, recognized sports achievements should

be in the current and/or immediate previous one financial years for Talent
Scouting and in the current and /or immediate previous two financial year in
the case of Open Advertisement and sportspersons shall be an active player.
For this purpose period shall be counted from the date of receipt of
application in the case of talent scouting & from the date of notification in the
case of open advertisement. (RBE 52/12 & 75/12)

 Activeness in sports shall be adjudged as per his/her performance during the

trials. It is, therefore, not necessary that the sportsperson must have sports
achievement during current/previous financial year to see his/her activeness
in sports.

Personnel Department -28-

Recruitment & Training

Age Limit:
Talent Scouting & Open Advertisement -
 The age limit for recruitment through Talent Scouting Quota & Open
Advertisement quota shall be 18-25 years.

 The lower and upper age relaxation for recruitment of sportspersons through
Talent Scouting shall be granted only by the Railway Board to the
outstanding sportspersons. In exceptional cases, Railway Administration may
send the proposals to Board, along with all relevant information and
documents, after the recommendation of the General Manager but no age
relaxation shall be permissible for open advertisement.

 The date of reckoning of the age for recruitment of sportspersons through

Talent Scouting shall be the date of Trials, conducted by the Trial Committee
whereas for open advertisement shall be 1st July for the posts for which
notifications are issued between January to June of that year and 1st January
of the next year, for the posts for which notifications are issued between July
to December.

Minimum Educational Qualification:

Sportspersons recruited through Talent Scouting and Open Advertisement must
possess the minimum educational qualification, as applicable to the post to which
the sportsperson is to be appointed.

No relaxation in minimum educational qualification shall be permissible in the case

of recruitment through Open Advertisement.

In the case of recruitment through Talent Scouting, if a sportsperson is having

outstanding sports achievements, but does not possess the minimum educational
qualification; he/she may be appointed after the prior approval of the GM for
relaxation in minimum educational qualification, subject to acquiring the same
within a period of four years from the date of his/her appointment. [RBE
No.02/2016 -]

However, for considering the case of relaxation in educational qualification, the

sportsperson must have the minimum educational qualification required for
recruitment in the Railways, as per the extant rules.

He/she shall also not be entitled for any promotion till acquiring the minimum
educational qualification.

If the sportsperson recruited by granting relaxation in the minimum educational

qualification in accordance with Para 6.3 above, is not able to acquire the minimum
educational qualification within four years from the date of his/her appointment,
he/she may be terminated from service, immediately after the completion of four
years period.

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Recruitment & Training

As a special case, outstanding sportspersons who are class VIII passed can be
considered for recruitment in 1S pay band. Such sportspersons will be given the
regular pay band PB -1of Rs. 5200 - 20200 alongwith grade pay of Rs. 1800/- only on
acquiring the minimum educational qualification under the recruitment rules or
passing the requisite training test. This will be applicable in all cases for recruitment
of sportspersons of Zonal Rlys & Production units (RBE 181/10 & 51/11)

In this connection it has been clarified vide Bd's letter dt. 02.12.11(RBE 162/11) that :-

As per Bd's letter dt 21.12.10 (RBE 181/10) only the sportspersons having
outstanding sports achievement and who are only cl VIII pass, can be considered for
recruitment in 1S pay band and the sportspersons having the sports norms for
recruitment in grade pay Rs. 1900/2000 or above as per Bd's policy letter dt. 31.12.10
(RBE 189(B)/10), shall only be considered as 'outstanding'.

Sportspersons recruitment against sports quota in 1S pay band in scale Rs. 4400-
7440, shall not carry any Grade Pay.

The exemption as granted to sportspersons from obtaining 50% marks in

matriculation for their recruitment against sports quota as per Bd's letter dt. 11.07.01
& 10.07.09 (RBE125/09) shall remain continued. (RBE 162/11)

Proficiency in Typing Skill:

 The sportspersons recruited as Clerk or Senior Clerk against sports quota,
should pass the requisite type-writing test within a period of four years from
the date of their appointment, as per instructions as contained in Railway
Board's letter No. E(NG)- II/2004/RR-1/48 dt. 09.02.2005 [RBE 25/2005]

 If a sportsperson is unable to pass the type writing test within the period of
four years, then, his /her appointment will be treated as provisional till such
time that he/she passes the type written test & no promotion /increment will
be granted. However, in case of outstanding sportspersons exemption for
grant of promotion will be with the approval of Rly. Bd. (RBE 143/11)

Procedure for Recruitment:

Talent Scouting:
Appointments against sports quota under Talent Scouting shall be given only after
trials, except:

 When a sportsperson represented the country in individual event in any of

the Category-A or Category-B International Championships concluded within
last six months;
OR

Personnel Department -30-

Recruitment & Training

 When a sportsperson obtained up to third position in the individual event in

the Senior National Championships, concluded within last six months.
However, in team games and in all other cases, trial is necessary.

Trial committee for Talented Scouting for open advertisement are as under:

 For the purpose of trials for recruitment through Talent Scouting, a Trial
Committee shall be nominated by the President of concerned Sports
Association at Headquarter level and by the DRM at Divisional level.
 The Trial Committee shall comprise of 4/5 and 3/4 officials with experience
of sports. Four / Three members of Trial Committee shall be from the
railways. Railways/Units may incorporate an outside expert of that game, as
a fifth /fourth Member, if they so desire. The fourth /third Members from the
Railways shall be :-
(i) Junior Administrative Grade (JAG) Officer for Talented scouting & except
JAG officer for open advertisement ;
(ii) Coach of respective game (National/Railway/NIS qualified);
(iii) Senior National/International player of the respective game; and
(iv) Assistant Sports Officer/Sports Officer [RBE 11/2011]
(v) Applications for all eligible sports persons for the nominated games should be
collected by Personnel Department [R.B.Letter No.-2010/E(sports)/4(I)/1
Policy dt. 11.03.11(NWR PS 19/A/11) ]

 Assistant Sports Officer/Sports Officer in the Trial Committee should be from

the approved panel of Railway Board.

For Talented Scouting & Open Advertisement

 For performance in Trials, Trial Committee shall give its recommendation in

terms of either FIT or NOT FIT by giving the marks (maximum 40 Marks) to
the candidates, as per the criteria given below:-
(i) For game skill, physical fitness & : 40 Marks Coach's observations during
Trials
(ii) FIT Candidate : Candidate securing 25 Marks or more
(iii) NOT FIT Candidate : Candidate securing marks below 25.
 Trial Committee shall also give marks for recognized sports
achievements, educational qualification and general intelligence etc. The
distribution of marks shall be as under:-
Description Maximum Marks
i For assessment of recognized Sports 50 Marks
ii For game skill, physical fitness & coach's 40 Marks
Observations during Trials
iii Educational Qualification 5 Marks
iv General Intelligence, personality trials & 5 Marks
Physiological make up
Total Marks 100 Marks

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Recruitment & Training

Note: For educational qualification, three marks shall be given to the candidate
fulfilling only the minimum educational qualification, to the post against which
he/she is being considered for appointment Candidate having higher educational
qualification shall be give higher marks. It is applicable for talent scouting only.

 Minimum qualifying marks for recruitment through Talent Scouting & Open
Advertisement in different Grade Pay and Pay Bands, observing the criteria
as mentioned in Paras above, shall be as follows:-

S. No. Name of Min. Qualifying Marks

Grade Pay Pay Band
Pay Talent Open
(In Rupees)
Band/Scale Scouting Advertisement
i PB-2 4,200 9,300-34800 75 Marks -
ii PB-1 2,800 5,200-20,200 70 Marks 70 Marks
iii PB-1 2,400 5,200-20,200
iv PB-1 2,000 5,200-20,200 65 Marks 65 Marks
v PB-1 1,900 5,200-20,200
vi PB-1 1,800 5,200-20,200 60 Marks* 60 Marks

(*w.e.f. 01.04.12 all recruitment in 1800/- G.P. shall be only through the process of
open advertisement only - RBE 52/12)

 Merit list of all the qualified candidates shall be prepared by the Trial
Committee. Recruitment shall be done on the basis of merit and availability of
vacancies. In case more than one sportsperson scores the same marks,
preference shall be given to younger candidate to decide the merit.

 The validity of trials shall be for one month. Therefore, if a candidate is found
fit during trials and eligible for recruitment as per merit, the approval of the
competent authority for such recruitment shall be obtained within one month
from the date of trials. The one month validity period of trials may be counted
from the date of trials of the candidate to date of obtaining approval of the
competent authority, within Rly./Unit, for sending proposal to Bd’s office
(RBE 12/12)

 The target date for completing all formalities for recruitment against talent
Scouting, shall be three months from the date of receipt of application from
the candidate or from Rly. Bd./RS PB.(RBE 121/11)

 Trial Reports by trial committee should be submitted to the President of

Divl/H.Q. Sports Association, within next three working days, after the day
of trials in the case of recruitment of sportspersons against sports quota
through talent Scouting. In case of delay in submission of trail reports within
the prescribed time limit of three days, accountability should be fixed &
action taken must be reported to Board along with proposal for relaxation in
the time limit.(RBE 38/12)

Personnel Department -32-

Recruitment & Training

Open Advertisement:

 The recruitment of sportspersons through Open Advertisement shall be done

by respective Railway Administrations.

 Advertisement in this regard must be issued by 30th June and recruitment

process should be completed latest by 31st October of the year. However,
powers have been delegated to General Manager of the concerned Rly/Unit,
for extension of dates, maximum upto three months i.e. upto 30th Sep. for
advertisement & upto 31st Jan. of the financial year for completion of
recruitment process. Any further extension shall only be granted by Rly.
Bd.(RBE 116/11)

 A Recruitment Committee shall be constituted to look after the recruitment

process.

Note: - No open advertisement quota should be converted to Talent Scouting quota.

[R.B.Letter No.-2010/E(sports)/4(I)/1 Policy dt. 11.03.11(NWR PS 19A/11)] 8.3.

Recruitment Committee:

 Recruitment Committee shall comprise of three members who shall be

nominated by GM at Headquarter Level and by DRM at Divisional level.
 A Personnel Officer along with another officer should be nominated by the
Recruitment Committee to verify the documents of applicants appearing in
Trials to avoid impersonation : [RBE No.189/17]
 At Headquarter level, all the three members of the Recruitment Committee
shall be of the rank of Senior Administrative Grade (SAG). These members
shall be :
(i) Personnel Officer(SAG);
(ii) President/Secretary of Sports Association (SAG); and
(iii) Co-opted Member (SAG)
 At Divisional level, the members of the Recruitment Committee shall be of the
rank of Junior Administrative Grade (JAG)/Senior Scale Officer. These
members shall be:
(i) Personnel Officer(JAG)/Sr. Scale;
(ii) President/Secretary of Divisional Sports Association (JAG / Sr. Scale) ;
and
(iii) Co-opted JAG / Sr. Scale Officer from the Division.
 Recruitment Committee shall constitute a Trial Committee to conduct trials of
the candidates.
 Recruitment Committee shall take interviews and award the marks (out of 60
Marks) only to the FIT candidates for their sports achievement, educational
qualifications, general intelligence etc.
 Interviews of the candidates shall invariably be held on the same day, just
after trials or at the most next day of the trials.

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Recruitment & Training

 Recruitment Committee is to add the marks given by the Trial Committee to

the FIT candidates (i.e. out of 40 Marks), in order to make the final merit list
(out of 100Marks). All the three members of Recruitment Committee shall
jointly sign the recommendation to put up to GM at H.Q. level and to DRM at
Divisional level, for final approval.
Note: The offer of appointment shall be given purely on the basis of merit.

Fee:
 The processing fee for recruitment of sportspersons through Open
Advertisement shall be equivalent to the examination fee as prescribed for
recruitment through RRBs, from time to time.

Probation Period for persons recruited against Sports Quota:

 All the candidates getting appointment through Sports Quota will undergo
Probation Period of two years.
 Probation period of a sportsperson shall not be completed till he /she acquire
the minimum educational qualification, if recruited by granting relaxation in
minimum educational qualification, as per Para 6.3 above.
 Before completion of the probation period, the performance of the
sportsperson shall be reviewed at the Railway / Unit level by a three
members Committee comprising :-
(i) President / Hon’ble General Secretary of the Sports Association of Zonal
Railway / Unit;
(ii) A Personnel officer of Sr. Scale / JAG level; and
(iii) Captain / Coach of the particular discipline.

 If the performance of a person recruited on sports account is considered to be

unsatisfactory, the probation period will be extended maximum up to two
years and the person will have to improve his /her performance to get
confirmed in appointment. Even after extended probation, if the performance
is found unsatisfactory, then normal procedure will be followed for
termination, before completion of extended probation.

"Service Bond" for persons recruited against Sports Quota;

 The "Service Bond" period for the persons recruited against sports quota shall
be of five years. At the time of his / her appointment, the sportsperson shall
fill and sign the bond.

Medical Examination:

 The sportsperson (male/female) appointed through Talent Scouting or Open

Advertisement, shall fulfill the minimum medical norms for the post, for
which he / she is being appointed.

Personnel Department -34-

Recruitment & Training

Sportsperson recruited against sports quota shall be terminated from service, if the
information and documents furnished by him / her for recruitment, are found
incorrect / fake at any stage; observing requisite procedure for such termination.

Transfer:

 Transfer cases of sportspersons, recruited against sports quota, from one Rly
/Unit/Division to another Rly /Unit/ Division can be considered only :-

(i) After completion of 5 years’ service on the Rly including probation

period. In this connection it is clarified by the Rly. Bd vide RBE No.
75/2011 that for considering the transfer cases of sportspersons recruited
against sports quota, from one Division/Unit to another Division/Unit
within the same Rly; the same be decided exclusively by the General
Manager Concerned.(RBE 28/11)
(ii) Person should be a regular employee. Exceptions to the above conditions
can be made with the approval of the competent authority [Rly. Bd. (MS)]
in the specific cases RBE 23/11,75/11]
(iii) Rly. Bd has decided that henceforth the cases of own request transfer of
sportspersons recruited against sports quota, from one Rly./Unit to
another Rly/Unit shall be decided exclusively by the General Manager
subject to fulfilling the conditions as mentioned in para 2(i) of Bd's letter
dt. 17.02.11 (RBE 23/11) [RBE 30/12]
Rly. Administration can grant incentive increments, only for the sports achievements
in the championships/Events concluded on or after the date of policy letter dt.
31.12.10 (RBE 189(B)/10) [RBE 26/12, 50/13 & 114/13]
Recruitment against cultural/Scout & Guides Quota [RBE 201/03]

The annual recruitment against this quota shall be done as per the following:-
S.No. Quota Group "C" Group "D"
a) Scout & 2 per Rly per year 2 Div. per year
Guides 1 per Production Unit per year 2 per Production Unit per Year
b) Cultural 2 per Rly per year Nil
2 per Production Unit per Year Nil

Note: Persons appointed against this quota as Clerk/Sr.Clerk will be required to

acquire proficiency in typing within a period of two years. [RBE 37/99]

Instructions regarding recruitment of Scout/Guide [RBE 110/2015]

Recruitment should be done at the Zonal Administration level. For this, each zone
should conduct the recruitment by clubbing the requirement / quota fixed for all
their respective divisions as well as Production Units [which are also districts under
their respective zones], falling within their territorial jurisdiction. This should be
done by way of open advertisement following the procedure laid down vide this
Ministry’s letter No. E[NG]II/96/RR-1/62 dated 17.09.98.

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Recruitment & Training

The recruitment will be done only in Group ‘C’ [Pay Band-1 of 5200-20200/- having
Grade Pay of 1900] and erstwhile Group ‘D’ [Pay Band-1 of 5200-20200/- having
Grade Pay of 1800]. The educational qualification and age limit for consideration
for appointment against the quota will be the same as applicable for direct
recruitment to Group ‘C’ and erstwhile Group ‘D’ categories respectively.
Examination Fee may be charged @ 100/- [Rupees One Hundred] per candidate.
However, no such fee shall be charged from SC/ST candidates and also from those
candidates as stipulated in this Ministry’s letter No. E[NG]II/96/RR-1/62/Vol.II
dated 08.12.2010 [RBE No. 179/2010].

The annual quota for recruitment will be as under:

G P 1900: 02 per Railway per year

01 per Production Unit per year
G P 1800: 02 per Division / Production Unit per year.

[Note: Northern Railway will recruit additional 1 per year in G P 1900 and 2 per
year in GP 1800 who will be posted in RDSO, not to be utilized elsewhere].

Powers for recruitment of Scouts & Guides quota shall lie with the General Manager.
Application shall be called for separately for Pay Band 5200-20200/- Grade Pay
1900/- and Pay Band 5200-20200/- Grade Pay 1800/-. The selection shall also be
conducted separately. A candidate may apply both for Grade Pay 1900/- and
Grade Pay 1800/-.

The following qualification would apply for recruitment of Scouts &Guides to posts
in Grade Pay 1900/- and Grade Pay 1800/-:

(a). A President Scout/Guide/Rover/Ranger OR Himalayan Wood Badge

[HWB] holder in any section;
(b). Should have been an active member of a Scouts organization for the last 5
Years. The ‘Certificate of Activeness’ should be as per Annexure-I; and
(c). Should have attended two events at National level OR All Indian Railways’
level AND Two events at State level.

The candidates, who apply in response to the Notification and are found eligible for
consideration for appointment against Scouts & Guides quota, should be assessed on
the basis of following criteria:

[A] Written Test 50 Marks

The written test will consist of 40 objective questions [ 40 marks] & 1 essay
type question [10 marks] relating to Scouts and Guides Organisation and its
activities and General Knowledge for Grade Pay 1900/- and Grade Pay
1800/-. The syllabus for this will be as per Annexure-II.

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Recruitment & Training

[B] Scouting Skill Assessment 10 Marks

A Skill Assessment Committee will assess the practical ability of the
candidates.
[C] Marks on certificates 40 Marks

[i] Participation /Service rendered in National Events /National Jamboree

[including All Indian Railway Events]: 10 Marks
• First two certificates [i.e. minimum eligibility qualification Nil
• One additional event 07 marks
• Two or more additional events 10 marks
[ii] Participation / Service rendered in State Events / Rallies: 10 marks
• First two certificates [i.e. minimum eligibility qualification] Nil
• One additional event 07 marks
• Two or more additional events 10 marks
[iii] Specialised Scout /Guides course organized at National /State /All
Indian Railways level: 10 marks
• One Course 07 marks
• Two or more Courses 10 marks
[iv] Participation in District Rallies: 10 marks
• One certificate Nil
• Two certificates 07 marks
• Three certificates 10 marks
TOTAL 100 MARKS

For selection in Grade Pay 1900/-, the Recruitment Committee shall consist of three
Senior Administrative Grade [SAG] officers to be nominated by the General
Manager, whereas for selection in Grade Pay 1800/- the committee shall consist of
three Junior Administrative Grade [JAG] Officers. One of them should be an officer
holding honorary post of Commissioner in Scouting / Guiding organisation in the
committee of a Zone /Division / Unit other than the one conducting the
recruitment. One of the three members should necessarily be from Personnel
department.

For Scouting Skill Assessment Committee, one Advance Leader Trainer [ALT]/
Leader Trainer [LT] and HWB should be nominated by the General Manager. If
ALT/LT is not available in the Division / Production Unit, necessary assistance may
be taken from zonal railway/ state headquarter / other Divisions /District for the
nomination of ALT/LT/HWB.

A written declaration will be obtained from all the candidates who finally qualify for
appointment as per Annexure-III. If the candidate violates any of the said
declarations furnished by him/her, he/she should be taken up under D&AR by the
concerned CPO/Senior DPO on the recommendation of State Chief Commissioner /
District Chief Commissioner, as the case may be.

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Recruitment & Training

Higher fixation of pay will not be admissible to a person appointed against Scouts &
Guides quota.

The persons appointed against Scouts & Guides quota to the category of clerks will
be required to possess proficiency in typing within a period of two years from the
date of appointment, and their appointment will be provisional subject to the
prescribed typing qualification within the stipulated period. In case of non-
acquisition of typing skill within the prescribed period, no additional time will be
given and services of such candidate[s] will be summarily terminated.

The candidates selected for appointment under the Scouts & Guides quota should be
posted by the competent authority in consultation with the concerned State Chief
Commissioner /District Chief Commissioner.

It may be noted that instead of notifying the posts against this quota as unreserved
[UR], this should be mentioned as open to all candidates and candidates belonging
to SC/ST/OBC categories who apply against notification published for this quota be
extended relaxation in age limit as admissible in a general open market recruitment.
However, in case of being selected with any relaxation on account of being a
candidate from the above categories, he/she will be taken against reserved roster
point.

The field units are directed that they should finalise and fill up the posts against this
quota during the respective financial year without fail.

Instructions regarding recruitment of Cultural quota

1. The recruitment against this quota should be done by the Railway

Administration through Open Advertisement.
2. The educational qualification & age limit for consideration for appointment
against the quota will be the same as applicable for recruitment to Group- "C"
& "D" categories respectively.
3. The recruitment will be done in initial grades of Group- "C" and Group -"D".
Higher fixation of pay will not be admissible.
4. The quota allotted shall be for the financial year & unused quota shall lapse
on the expiry of financial year.
5. Other conditions of Recruitment will be the same as applicable to recruitment
to other equivalent categories.
6. Candidates belonging to SC/ST/OBC categories who apply against
notification published for Scouts & Guides quota & Cultural quota be
extended relaxation as admissible in a general open market rectt. However, in
case of being selected with any relaxation on account of being a candidate
from above categories, he/she will be taken against reserved roster point.
(RBE 127/11)

Personnel Department -38-

Recruitment & Training

7. Selection committee for Scout & Guide:

For Group- C 3 SAG officer out of these one from Personnel Dept. &
another one officer holding honorary post of Commissioner (Scout & Guide)
For Group-D 3 JAG officer out of these one from Personnel Department
8. Selection committee for Cultural quota:
For Group- C 3 SAG officer out of these one from Personnel Dept. & second
from any other deptt. & third an outside member of appropriate standing in
relevant field or a faculty member of any recognized University/Cultural
Institute or a representative from Doordarshan /AIR etc.
9. System of videography of assessment of talents in the relevant field on the
basis of practical demonstration in open market recruitment against Cultural
quota, has been introduced on trial basis for a period of three financial years
i.e. for 2013-14, 2014-15 & 2015-16 (RBE 124/13)

Essential: Possession of degree/diploma/certificates in Music/

Dance/Drama etc. from Govt. recognized institutes

Desirable:
1. Experience in the field & performance given on AIR/ Doordarshan etc
2. Prizes won at National level.

Candidate assessed on the following basis

S.
Subject Marks
No.
1 Written test (Consists of object. type question) 50
2 The basis of practical demonstration 35
3 Testimonies/ Prize etc 15

Appointment of Group "D" posts [RBE 121/05,164/06, 37/07]

 Appointment to all group "D" posts will be done directly by the Zonal
Railways.

 A 'Recruitment Cell' should be established at the HQ Office for handling this

work. The chairman of the cell should be Dy CPO (Recruitment) in JA Grade
or S.Grade. General Manager may delegate powers to Dy CPO/CPO
(Recruitment) to ensure smooth functioning.
Recruitment Unit

 Unit of Recruitment shall be Zonal Railway. Requirement of all

Divisions/ workshops/production unit & other organization falling within
the territories/ jurisdiction of the Zonal Railway will be clubbed together for
the purpose of Recruitment.

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Recruitment & Training

Periodicity of Recruitment.
 Periodicity of recruitment to erstwhile gr. 'D' posts now in G.P. Rs. 1800, has
been modified & it has been decided to initiate recruitment process annually
as following time schedule: (RBE 164/11)
S.No. Item Month
1 Issue of Notification July
2 Last date of receipt of application 30th Sept.
3 Scrutiny of application Jan./Feb.
4 Issue of call letter for Written Test March/April
5 Written Test May /June
6 (PET) Physical efficiency Test Sept/Oct.
7 Medical Test/Document Verification Nov./Dec.
8 Declaration of Final panel December

 This schedule will be effective from July 2012 & vacancies accruing during the
year will be taken into account. (RBE 164/11 & 76/12)

Criteria for Eligibility

 The educational qualification for recruitment to all posts in Group 'D' in
Grade Pay 1800/- the railway shall be 10th class passed or ITI or equivalent. [
Rly. Bd. L.No. E(NG)-II/2009/RR-1/10/pt dt. 9.12.2010]

 The age limits for recruitment shall be as per extant instructions, with
relaxation for specified categories as admissible under specified orders issued
by the Ministry of Railways from time to time.

Employment Notice
 A detailed employment notice shall be published in leading local
newspapers& an 'Indicative Notice' be published in the 'Employment News/
Rozgar Samachar & National News Papers' giving preference of the
advertisement given in the local newspapers. A detailed vacancy notification
shall also be sent to the nearby employment exchange & recognized
association of SC & ST & local MLA/MPs, Resettlement Directorate of the
Ministry of Defence & the Rajya & Zila Sainik Boards for ex-servicemen &
copy of the notice should also be exhibited in notice boards outside Railway
offices situated in the area of recruitment, a detailed notification shall be
advertised in the local dailies giving the following details:-
 Recruitment Unit, Name & Number of posts with reservation detail,
Qualification, Age limits, (including relaxation provisions) Scale of pay,Name
of Div./W.Shops/PU's & Other Org .for which recruitment is being held,
Examination Fee, Procedure for submission of application, Closing date for
submission of application, Choice of language for question papers (Hindi,
English or Regional), Official language as specified in the 8th schedule of the
Constitution of India and question paper shall be set accordingly.[Urdu has
been added as an additional language for setting up of question paper for
rectt. of candidates from open market in pay band - 1 of Rs. 5200-20200 (G.P.
1800/- (RBE 37/11)], Physical Efficiency Test standard,
 Any other relevant information.

Personnel Department -40-

Recruitment & Training

How to apply

 Candidate shall apply on plain paper, as per format indicated in the

employment notice, directly to the Dy.CPO /CPO (Recruitment). Fee may be
charged @ Rs. 40/- per candidate, however, no fee is to be charged from the
candidates belonging to SC/ ST/ Ex Serviceman /handicapped categories.
 The recruitment procedure for group 'D' posts on the Railway will now
consists of a Physical Efficiency Test (PET) followed by a written test of the
successful candidates found fit in the PET.
 These instructions have been partly modified and recruitment procedure will
now Consist of written test followed by Physical Efficiency Test (PET) of
Candidates found successful in written test. [RBE 16/11]

A. PET will be qualifying in nature & criteria for the same will be as under :-
(RBE 11/2018)

Male Candidates
(i) Should be able to lift and carry 35 kg of weight for a distance of 100 metres
in 2 minutes in one chance without putting the weight the weight down;
(ii) Should be able to run for a distance of 1000 metres in 4 minutes and 15
seconds in one chance.

Female Candidates
(i) Should be able to lift and carry 20 kg of weight for a distance of 100 metres
in 2 minutes in one chance without putting the weight the weight down;
(ii) Should be able to run for a distance of 1000 metres in 5 minutes and 40
second in one chance.

Pass marks for trainees undergoing initial, promotional, refresher or specialized

courses in training centers are as under:-
1. For safety categories including running staff -60 % marks i.e. staff must secure
60% marks in written test & 60% in practical/ viva. No relaxation for SC/ST.
It is immaterial whether safety category staff appears in a Safety or non -
Safety subject.
2. Pass marks for non-safety category should be 50% marks
3. Question papers in the initial & promotional courses should content only 40%
as objective. & balance subjective. Question papers in refresher course should
have 70% objective & balance subjective
Messing charges for trainees:
1. The charges for training should be fixed by Zonal Railway in consultation
with FA &CAO.
2. 20% of the Daily Allowance admissible to an employee should be paid to him
for incidental expenses, if boarding & lodging facilities are available at
training center.

EDUCATIONAL QUALIFICATIONS FOR DIRECT RECRUITMENT:

GENERAL PRINCIPLES OF OFFICE PROCEDURE

OPENING & MAINTENANCE OF FILE, DRAFTING OF LETTERS

The basic principle of transacting work in each branch is one file for one subject. The
work in each branch can be divided into appropriate subject and accordingly
appropriate number of major heads can be identified. The major head will cover as
many as possible subjects likely to be dealt in each branch.

A register bearing details of all files maintained by dealing clerk will be opened and
kept by the Chief Office Superintendent. Any new file opened or new volume
opened will be entered in this register. The dealing clerk will maintain running
record of paper received and dealt with and also cases received with back reference
or for further action.

The movement of file may be normal or may need immediate attention. Where
prompt action is required label "Immediate" should be used and where prompt
action is not required but disposal in short span of time is required then label
"Priority" be used.

Normally a dealing clerk should not take more than two days in routine cases and in
complicated cases not more than 4 days to examine and put up any correspondence.
The Chief Office Superintendent should further not take more than 1 or 2 days,
similarly officer should further not take 1 or 2 days in disposal of file. The maximum
time required to dispose the matter should not take more than 07 days.

FILE DETAILS:

Each file is distinct and connected with particular subject. The main constituents of
file are Noting Side and Correspondence side. The noting side will be right side and
correspondence side will be left side. When main file is in transit and matter requires
urgent action, a pilot file can be opened.
NOTING SIDE:

An ideal noting should basically contain four parts:

i. Subject
ii. Introduction
iii. Body
a. Requirement of correspondence with supporting rules.
b. Previous recorded references.
c. Factual position with rules.
iv. Suggestion, if any and decisions required to be taken.

Personnel Department -54-

Office Procedure

The dealing clerk will give a detailed note whereas the office superintendent and the
officer concerned will confine to actual point without reiterating the whole case. If
higher authorities agree with the above note then they will append the signature
only, but the authority who is to give the decision will pass speaking orders.

CORRESPONDENCE SIDE:

Correspondence side includes communication received or office order issued i.e.

office copy. Each paper is marked with its number. Blank page will not given the
number. The number will be marked on top right side.

FORMS AND PFOCEDURE OF COMMUNICATION

Written communications issuing from the office shall be in one or the other of the
following forms:-

(i) Letter
(ii) Office Memorandum
(iii) Memorandum
(iv) Demi Official Letter
(v) Un-Official Memorandum/ Note
(vi) Endorsement
(vii) Notification
(viii) Resolution

Letter: Letter is the most common form used for all formal communications. A
letter is composed to the following parts:-
(1) Letter head bearing the name of the office and address
(2) Number and date of communication
(3) Name and / or designation of the addresse
(4) Subject
(5) Main text of the letter
(6) Subscription and
(7) Signature and designation of the sender

Office Memorandum:- This form is used for correspondence between the Ministries
of the Government of India. It is written in the third person and bears no salutation
or subscription except the signature and designation of the officer signing it. The
name of the Ministry to which the communication is addressed is shown below the
signature on the extreme left of the page. The use of this form in correspondence
with attached and subordinate office should be avoided.

Memorandum: This is used (a) in replying to petitions, applications for appoints,

etc., (b) in acknowledging the receipt of communications; and (c)for conveying
information not amounting to an order of Government to subordinate authorities.
This is also written in the third person and does not contain a salutation of a

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Office Procedure

subscription, except the signature and designation of the officer who signs it. The
name and / or designation of the addressee is indicated below the signature on the
left side of the page.

Demi-Official Letter:-
(a) This form is used in correspondence between Government Officers for an
interchange or communication of opinion or information without the
formality of the prescribed procedure and also when it is desired that a matter
should receive the personal attention of the individual addressed or when it is
intended to bring to the personal notice of an officer a case on which action
has been delayed and official remainders have failed to elicit a suitable reply.
(b) Communications to non-officials may be in the form of demi-official letters,
but should not be referred to as such.
(c) A demi-official communication is addressed personally to an officer by name,
it is written in the first person singular in a personal and friendly tone with
the salutation “My dear ………….” Or “Dear………………” and terminating
with “Yours sincerely” It is signed by the officer generally without
mentioning his designation.

Un-official References:- Un-official references can be made in two different ways,

namely:-
(i) By sending the file to a office with a note recorded thereon; or
(ii) By sending a self-contained note or memorandum.
This method is generally employed in Office (or between an Office and its
attached Departments) for obtaining the views, comments etc., of other
Departments on a proposal, obtaining a clarification etc., of the existing
instructions or requisitioning papers of information etc. No salutation of
complimentary closing words are used in this form.
Endorsement:-
(i) This form is made use of when paper is returned in original to the sender
or is referred to another department or to an attached or subordinate office
(either in original or by sending a copy thereof) for information, remarks
or disposal, or where a copy of communication is to be forwarded to other
in addition to the original addressee. In the last case the endorsement may
take one or other of the following forms:
“A copy (with copy of the letter to which it is a reply) is forwarded to
…….. for information/for information and guidance/for necessary
action/for favour of a reply / for early compliance.”
(ii) Copies of financial sanctions issued where required to be communicated
to the audit authorities are also sent by means of an endorsement.

Notification: This form is used for notifying by publication in the Gazettee of India
the promulgation of rules and orders, delegation of powers, appointments, leave and
transfers of gazette officers, etc

Personnel Department -56-

Office Procedure

Resolution:- This form of communication is used for making public announcements

of decisions of Government on important matter of policy, appointments of
committees or commissions of enquiry and of the results of the review of important
reports of such bodies. Resolution are also usually published in the Gazette of India.

Office order: This form is generally used for issuing administrative/procedural

instructions.

Order: This form is generally used for issuing certain types of financial and
administrative sanctions.

Drafting of letter -

When to be prepared:
Except when the line of action on a case is obvious, a draft of the communication
proposed to be sent out will be prepared after orders have been passed by the
competent officer indicating the terms of the reply to be sent.

A Branch officer or a higher officer who has formulated his ideas on a case may
himself prepare a draft and authorize its issue or submit it to the next higher officer
for approval, as the case may be. In other cases a draft will be prepared by office.

Words of a Draft: A draft should convey the exact intention of the orders passed.
The language used should be clear, concise and incapable of misconstruction
Lengthy sentences, abruptness, redundancy, circumlocution, superlatives and
repetitions, whether of words, expression or ideas, should be avoided.
Communications of some length or complexity should generally, conclude with a
summary. Whenever the notes and orders admit of it, they should be incorporated
verbatim in the draft. Where this is not possible or adequate discretion must be used
in condensing or expanding the notes.

General Instructions: A draft will be prepared on and written or typed with double
spacing in half margin and on both sides of paper. Sufficient space should e left
between successive lines so as to admit of a word or phrase being inserted, if
necessary.

A slip bearing the words “Draft for Approval” should be attached to the draft. If
two or more drafts are put up on a file, the drafts as well as the D.V.A slips will be
numbered “D.F.A.I”, D.F.A.II”. D.F.A.III” and so on.

The number and date of the communication replied to or of the last communication
in a series of correspondence on the same subject should always be referred to. The
endorsement on a communication should also always refer to the last
communication on the subject received from, or sent to, the office to which the
endorsement is addressed. Where it is necessary to refer to more than one
communication or a series of communication or a series of communications, this

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Office Procedure

should be done in the margin of the draft. The subject should be mentioned
invariably in all communications including reminders.

A draft should show clearly the enclosures which are to accompany the fair copy.
The number and description of enclosures should also be indicated at the end of the
draft on the left bottom of the page thus “Encls: 1 Memorandum, letters, 2
confidential reports, 2 service books, 1 chart, etc.,“ If there are no enclosures to the
letter, the word “Nil” should be indicated thus –“ Encl: Nil.

All drafts put up on a file should bear the number of the file. When two or more
letters, notifications, etc are to issue from the same file on the same date to the same
address the serial number should also be given in addition in order to avoid
confusion in reference thus 55G15/3-I, 55G15/3-II, and so on.

Addressing communications to Officers by Name: No communication, other than

a D.O letter, should be addressed or marked to an officer by name unless it is
intended that the matter raised therein should receive the personal attention of the
officer concerned either because of its special urgency / importance or because some
ground has already been covered by personal discussion and the officer to whom the
paper is being marked should be in a position to record his view or decisions
straightway. When a paper is no marked to an officer by name, remainders
pertaining thereto should also be went to the same officer (or if he has since been
transferred to another charge, to his successor) by name.

The correct designation of the Head of each railway administration should be

indicated in the circular letters as follows:-
(1) General Manager, Western Railway
(2) General Manager, Chittaranjan Locomotive Works
(3) General Manager and Principal Chief Engineer – Ganga Bridge Project
(4) Chief Administrative Officer – Integral Coach Factory.

IMPORTANT TERMS GENERALLY USED:

“FILE" - Means a collection of papers on specific subject matter assigned a file

number. File consists of one or more of the following parts. :-
A. Top Sheet
B. Constituents of file
i. Correspondence.
ii. Notes

'Paper Under Consideration' (PUC) - Means a receipt on a case, the consideration

of which is the subject matter of the case.

'Fresh Receipt' (FR) - Means any subsequent receipt on a case which brings in
additional information to aid the disposal of the paper under consideration.

Personnel Department -58-

Office Procedure

*Routine note or papers - Notes or casual discussion on points of secondary

importance, routine correspondence like reminders, acknowledgements etc. purely
routine matter should be recorded separately and not on the main file.

*Running summary of facts in relation to a case means a summary of the facts of the
case up-dated from time to time to incorporate significant developments as and
when they take place.

*For quick and easy acquaintance of case by Sr. Offices.

'Section' means the basic work unit within a Department, responsible for attending
to items or work allotted to it.

Dealing clerk–Clerk/Sr. Clerk /O.S. entrusted with initial examination and noting
upon the case.

Current file - Means a file, action on which has not been completed.

Final disposal - Means completion of all action there on culminating, where

necessary, in issue of final order reply or final reply to the party from whom original
communication emanated.

Indexing - In relation to file means indicating its title under appropriate catch word
arranged in their alphabetical order with a view to facilitated its location in the event
of need.

Index slip - Means a card or paper slip displaying a title of a file under catch work
followed by reference to its file no.

'Standing note' in relation to a subject means a continuing note explaining, among

other things, the history and development of the policy and procedure.

'Standard process sheet' - means a standard skeleton note developed for repetitive
item of work, indicating pre-determined points of check or aspects to be noted upon.
Numbering of pages –

1. Preci paper every page in each part of the file should be consecutively
numbered in separate series at center of the page. Blank intervening pages, if
any should not be numbered but a line should be drawn diagonally across
such pages.
2. Serial Numbers - Every communication, whether receipt or issue together
with its enclosures kept in the "Correspondence", Will be given a serial
number on its first page, preferably on he right-top corner. The first
communication will be marked, "Serial No. I" and the subsequent one will
bear consecutive serial numbers in single series. Enclosure or enclosures to a
communication will be treated as a part of the communication and should be

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Office Procedure

given same serial number e.g. enclosure with s.no. 1 will be numbered, 1/1,
1/2, 1/3 and so on.

Note: If any case the notes or correspondence portion of file becomes bulky i.e.
exceeds (preci paper) 75 to 100 pages and (correspondence side) 150 to 250,
respectively then file should be closed & new file be opened and marked as 'Volume
II'.

Punching of Papers - Every paper shall be punched at the left hand side with the
correct gauge (3/4 of an inch from either side) before it is tagged to the
correspondence or notes.

Docketing - Docketing is the process of making entries in the notes portion of a file
about each serial number (Receipt or Issue) in the "Correspondence" for its
identification. A communication will be docketed by writing in across the page, its
Serial Number e.g. "S.No. 4 (Receipt)" "S.No.5 (Issue)".

Colour of Ink to be used - With regard to communication being sent to Board's

office & others that only black or blue ink is to be used for all types form of
communication upto Junior Administrative Grade Officer Black & Blue SAG &
above Green & Red in rear cases. (R. Bd's letter no. 2006/O&M/21/2, dt. 7.9.96)

Personnel Department -60-

Selection/Promotion

SELECTION / PROMOTION

Group 'B' Posts [Para 201 to 209 of IREM - I]

All vacancies in Group 'B' are filled by promotion on the basis of selection of eligible
Group 'C' employees and also on the basis of Limited Departmental Competitive
Examination, wherever the scheme is in force. Where the scheme of LDCE is in force,
selection is held to fill 70% of the vacancies and LDCE is held to fill the remaining
30% of the vacancies. [RBE 02/06]

Frequency of Selection.—Selection for promotion to Group 'B' posts should be held

once in two years. Where due to unforeseen developments, such as creation of new
posts, up gradation etc., the panel drawn gets exhausted and the biennial selection is
away by more than six months a fresh selection may be held. The need for
conducting such selections should however, be rare.

Composition of Selection Committee.—Selection Committee will be constituted

under the orders of the General Manager and should consist of 3 Heads of
Department or Additional Heads of Department including the Chief Personnel
Officer or Additional Chief Personnel Officer and the Head of the Department
concerned. The Senior Deputy General Manager or the Additional CVO of the
Vigilance Organization should not be nominated to serve on the Committee. If none
of the officers constituting the Departmental Promotion Committee belongs to either
Scheduled Caste or Scheduled Tribe than officer holding the rank not lower than the
Junior Administrative Grade may be nominated.

Assessment of vacancies - Vacancies for a selection period of 24 months + vacancies

that are due to arise in the next six months (total 30 months) should be assessed
taking into account the vacancies in regular cadre (both permanent and temporary)
including construction reserve and the panel should be formed for the total number
of vacancies. [RBE 129/06]

Reservation in favour of SCs/STs — Rules of post-based reservation apply in filling

the vacancies in Group 'B' on the basis of selection. Only those eligible SCs/STs who
are in the zone of consideration should be called for the selection. If either SCs/STs
are not available in the zone of consideration or the available SCs/STs have not
qualified for appointment against the reserved vacancies, then the reserved
vacancies will remain unfilled and the same will be filled up through future
selections.[RBE 194/05, 200/05 & 129/06]

Conditions of eligibility:-
 For Group "B" selections (except Accounts Department)(70% quota), Group
"C" employees working in Pay Band PB-2 (Rs. 9300-34800) with Grade Pay of
Rs. 4200 and above with 3 years of non-fortuitous service in the grade
(including non-fortuitous service rendered in the corresponding pre-revised
grades) will be eligible.

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Selection/Promotion

 For Group "B" selections (30% LDCE quota), Group "C" employees working in
Pay Band PB-2 (Rs. 9300-34800) with Grade Pay of Rs. 4200 and above with 5
years of non-fortuitous service in the grade (including non-fortuitous service
rendered in the corresponding pre-revised grades) will be eligible.

 In the integrated seniority of Group "C" employees eligible for Group "B"
selections (70% quota), employees in Pay Band PB-2 (Rs.9300-34800) with
Grade Pay of Rs. 4600 will be placed above those in Pay Band PB-2 (Rs.9300-
34800) with Grade Pay of Rs. 4200, in either category, the relative seniority of
employees coming from different streams will be determined with reference
to length of non-fortuitous service in the Scale of PB-2 + 4600 or PB-2 + 4200
as the case may be. [RBE 02/06 & 46/10]

 In case a junior employees is considered for selection (70%) by virtue of his

satisfying the relevant minimum service conditions all persons senior to him
shall be held to be eligible, notwithstanding the position that they do not
fulfill the requisite minimum service conditions.

 For the purpose of determining eligibility of the candidates for

promotion/selection to Group 'B' posts, the grades of running staff may be
equated with those of the stationary staff as indicated below :-[RBE 53/11]

S.No. Category of running staff Scale of pay applicable (VI Scale of stationary post to which
CPC) should be equated (VI CPC)
1 (1) Loco Pilot (M/Exp.)
(2)Sr. Loco Pilot PB- 2 + GP 4200 PB-2 +GP 4600
(Pass)./Senior Motor Man
2 (1)Loco Pilot (Pass.) /
Motor Man PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Goods Loco Pilot
3 (1) Goods Driver
PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Shunter
4 (1) Shunter
PB- 1 + GP 2400 PB-2 +GP 4200
(2) Sr. Asstt. Loco Pilot
5 (1) Asstt. Loco Pilot PB- 1 + GP 1900 PB-1 +GP 2400
6 (1) Guard (M/Exp.) (2)Sr.
PB- 2 + GP 4200 PB-2 +GP 4600
Pass./Sub Guard
7 (1) Passenger/Sub Guard
PB- 2 + GP 4200 PB-2 +GP 4600
(2)Sr. Goods Guard
8 (1) Goods Guard PB- 1 + GP 2800 PB-2+ GP 4200

Zone of consideration.—The number of employees to be called for the selection will

be in accordance with the sliding scale in the order of seniority as shown below
 If one vacancy —5 employees is to be called.
 If two vacancies—8 employees is to be called.
 If three vacancies—10 employees is to be called.
 Four vacancies and above—employees equal to three times the number of
vacancies.

Personnel Department -62-

Selection/Promotion

If adequate number of SCs/STs are not available within the field so determined for
consideration against reserved vacancies the field should be extended to five times
the number of vacancies and only those SCs/STs coming in the extended field (and
not the others) should be considered.

In respect of selections for the Group 'B' posts of Assistant Personnel Officer
employees working in Pay Band PB-2 (Rs. 9300-34800) with grade pay of Rs. 4200/-
and in higher group "C" scales will be eligible to appear for group "B" selection
against 70% quota, provided they have rendered not less than 3 years non fortuitous
service in the grade and all employees who are eligible and who volunteer for the
selection should be considered, without any limitation of number.
[RBE 203/08]

Selection Procedure.—The selection is based on a written test to adjudge the

professional ability, viva-voce and assessment of record of service by the Selection
Committee. The marks allotted and the qualifying marks under the different heads
are as follows:- [RBE 02/06]

Max. Qualifying
Prescribed papers Remarks
Marks Marks
One paper on 150 90 Out of 150 marks, the
Professional subject and professional subject will
Estt. And Financial Rules carry atleast 100 marks.

 The question paper for the written test should have a practical base i.e. it
should be designed to test the ability of candidates to tackle the practical
problems they are likely to face rather than their theoretical knowledge. It is
in view of this that no syllabus has been prescribed for the written
examination except, the written examination for the post of Assistant
Personnel Officer and the Railways depending on the local
conditions/practices should set the paper.

 Ten percent of the total marks allotted for testing the professional ability
should be set apart for questions on official language policy and official
language rules. While the employees should be encouraged to attempt the
questions on official language policy and official language rules the questions
should not be compulsory.

 The setting of the question paper and evaluation of answer books should be
done by different officers of SA grade Level I who need not necessarily be a
member of the Selection Committee. Questions on official language policy
and official language rules may be set by or in consultation with the Mukhya
Raj Bhasha Adhikari.

 Personality, Address and Qualities of Leadership should be assessed at the

viva-voce test. Marks for record of service should be given on the basis of

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Selection/Promotion

Confidential Reports and relevant service records as under in respect of all

selection and LDCE:

The successful candidates shall be arranged as follows:—

1. Those securing 80% marks and above graded as 'Outstanding'.

2. Those securing between 60% marks and 79% marks graded as 'Good'.
Employees securing the gradation 'Outstanding' will be placed on top followed by
those securing the gradation, 'good' inter-se -seniority within each group being
maintained.

The recommendations of the Selection Committee should be put up to the General

Manager for approval. If he does not approve of the recommendations he will record
his reasons in writing there for and order a fresh selection. Once a panel is approved
by the General Manager no amendment or alteration in the panel should be made
except with the prior approval of the Railway Board.

Currency of Panel.—The panel will be current for a period of 2 years from the date
of approval of the competent authority or till a fresh panel on the basis of next
selection becomes available whichever is earlier. If the operation of an approved
panel has been held in abeyance either wholly or partly as a result of injunction from
the Court of Law, the currency of the panel should be reckoned after excluding the
period covered by the Court's directive. Before operating the panel after the vacation
of the junction/after disposal of the case by the Court of Law, the personal approval
of the General Manager should be taken.

Consideration of Employees on deputation—

In cases where employees eligible to take the selection are abroad on
deputation/secondment and are not likely to return in a few months’ time, the
selection held in their absence should be finalized without waiting for their return.
On their return they should be called for the first selection held thereafter and on the
basis of their performance in the selection they should be considered for proforma
inclusion in the panel framed during their absence abroad. If an employee is thus
included in the panel no arrears would be payable to him and entitlement to pay in
Group 'B' would commence only from the date of his actual officiating promotion for
the panel thus enlarged Board approval should be obtained. In respect of eligible
employees who are on deputation to offices/establishments, within the country, it
should be ensured that adequate advance notice is given to such employee and they
are considered at the selection without fail.

Medical fitness of employees selected for promotion to Group 'B'.—Employees

selected for promotion to Group 'B' service should be fit in all respects, including
physical fitness, for the duties assigned to the particular category of posts to which
the promotion is made. The Group 'C' employees qualifying in the selections for
promotion to Group 'B', posts but not passing the prescribed medical standard
should not be promoted to Group 'B' even on adhoc basis. [RBE 02/06]

Personnel Department -64-

Selection/Promotion

Supplementary Selection - Not more than one supplementary selection should be

held to cater to the absentees.

Selection should not be held separately for the Group 'B' posts in the different
branches with a department except in the case of Mechanical Engineering
Department and T(T)&C departments where selections for the Gr. 'B' posts in each of
the following streams, should be held separately.

Mechanical Engg. Deptt. - 1. Carriage and Wagon

2.Loco (open line)
3.Workshops
T(T) & C Deptt. 1. Commercial
2. Operating

Promotion to Group 'B' shall be made by the General Manager except security
department. Such promotion are made in the strict order of panel recommended by
the selection board.

Refusal of Promotion.—An employee empanelled for promotion to Group 'B'

refusing promotion, when his turn arises should be debarred for promotion for one
year and if after one year, he refuse promotion again, his name should be deleted
from the panel, when promoted, after the period for which he is debarred, seniority
will be as from the date of effect of promotion and he will be junior to all employees
promoted earlier than him on regular basis from the same panel but will be senior to
employees from the subsequent panel, if any formed.

Adhoc promotion.—In the event of an empanelled officer not being available due to
the absence of a panel, ad hoc promotion of the eligible Group 'C' employee may be
made subject to his suitability being assessed by a screening Committee. The
occasion for ordering adhoc promotion should be rare.

Selection / Promotion of Group "C" Staff

[Para 210 to 228 of IREM - I]

Declaration of posts as 'selection' or 'non-selection posts'—The posts are declared as

selection' or 'non-selection' for the purpose of promotion by the Railway Board
depending upon the requirement of the service.

Assessment of vacancies:

The calculation of vacancies for promotion to non-selection posts should be made on

the basis of the number of existing vacancies plus those anticipated to arise during
the next 6 months.

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Selection/Promotion

The concept of anticipated vacancies can notes the following type of vacancies:

a. Vacancies on account of normal wastage, viz. retirement or superannuation,

b. Vacancies likely to be caused as a result of staff having given notice for
voluntary retirement provided the same are likely to be accepted.
c. Vacancies in higher grades in the channel, the filling of which will result in
the need to make consequent appointments from the proposed panel,
d. Vacancies likely to be caused due to staff approved to go on deputation to
other units,
e. Number of staff already empanelled for ex-cadre, posts,
f. Vacancies likely to arise due to creation of additional posts in higher grades
and also in the same grade. This may include only those proposals which
have been concurred in by the accounts and approved by the competent
authority, and
g. The vacancies arising out of the cases where staff are likely to go out on
transfer to other Railways/Divisions during the period under consideration.

Eligibility conditions:

1. The minimum period of service for eligibility for promotion within Group "C"
should be two years in the immediate lower grade irrespective of whether the
employees belong to reserved community or not.
2. The condition of two years minimum service has to be satisfied at the time the
promotion is actually made. Thus employee, who are regular in the relevant
lower grade can be considered according to the procedure laid down but a
person, who is empanelled, can actually be promoted only when he completes
two years’ service in the immediate lower grade.
3. If by virtue of operation of the above, a junior is eligible for promotion to the
relevant next higher grade, his/her senior also will be eligible for promotion
even though he/she might not have put in a total of two years’ service in the
immediate lower grade.
4. If a person is selected for and appointed in another cadre to a post in the same
grade as that held by him in his parent cadre and he has to seek further
promotion in the new cadre, he has to render two years’ service in the new
cadre before being promoted therein.

Promotion

 A Railway servant may be promoted to fill any post whether a selection post
or a non-selection post only if he is considered fit to perform the duties
attached to the post. The General Manager or the Head of Department or
Divisional Railway Manager may prescribe the passing of specified
departmental or other tests as conditions precedent to a Railway servant
being considered fit to hold specified post.

Personnel Department -66-

Selection/Promotion

 Promotion of persons with disability:- There shall be no discrimination in the

matter of promotion merely on ground of physical disability. Such staff will
be considered for promotion in their turn based on their eligibility and
suitability along with others in the selection/suitability/trade test, for
promotion to higher grade post. [RBE 86/99]

In respect of promotions to non-selection post, the following principles should be

followed:-

1. Staff in the immediate lower grade with a minimum service of two years in
that grade will only be eligible for promotion, unless a longer length of
service in the lower grade has been stipulated as a condition of eligibility for
promotion in any particular category. The Service for this purpose includes
service, if any, rendered on adhoc basis followed by regular service without
break. The condition of two years' service should stand fulfilled at the time of
actual promotion and not necessarily at the stage of consideration. If by virtue
of the above rule, a junior is eligible for such promotion, his senior will also be
eligible for such promotion, even though he might not have put in a total
service of two years, or more (if stipulated in a particular category in the
lower grade).[RBE 175/98]

2. The number of eligible staff called for consideration should be equal to the
number of existing vacancies plus those anticipated during the next six
months due to normal wastage. However, in the case of promotion by trade
test, the vacancies should be calculated on the basis of existing vacancies plus
those anticipated to occur during the next four months.

3. Where non-selection posts are filled from different categories of staff, no hard
and fast limits need be prescribed as to the number of the candidates to be
admitted from each eligible category. In cases where posts are to be filled on
the quota basis it should be ensured that each category is adequately
represented within the overall number of candidates called up. Employees
passing the suitability test should only be placed in the select list. Employees
not qualifying in the test should not be taken merely to make up the quota
fixed.

4. An employee who has passed a suitability test once need not be called for the
test again and should be eligible for promotion as and when vacancies arises.

5. A suitability test should be held at the interval which should not be less than
six months. All the eligible candidates as per their seniority including those
who failed at the last test should be called. The period of six months is
reckoned from the date of announcement of the result.

6. If an employee fails in a suitability test but is called up again, a suitability test,

after a time lag of six months and he passes the same, he should be given

-67- South Central Railway

Selection/Promotion

preference over his junior who had passed the suitability test earlier than him
but is still waiting to be promoted for want of a vacancy.

Selection Post

Selection is the process of screening of eligible employees for filling up post which
has been classified as selection post by railway board. Selections are to be conducted
in a regular manner, however holding of next selection become in minimum time
gap of six month from the date of last panel.

Selection post shall be filled by a positive act of selection made by Selection Boards,
from amongst the staff eligible for selection. The positive act of selection shall
consist of only written test to assess the professional ability of the candidates, for
which reasonable advance notice should be sent, except in the case of selection for
promotion to posts in the categories of Teachers, Law Assistants, Physiotherapists,
Telephone Operators, Instructors in Zonal Training Schools etc., Stenographers,
Chief Typists, Protocol Inspectors, Receptionists, Publicity/Advertising Inspectors,
Photographers/Cameramen and Hostel Superintendents, where the positive act of
selection shall consist of both written test and viva-voce test. The staff in the
immediate lower grade with a minimum of two years’ service in that grade only will
be eligible for promotion, unless a longer length of service in the lower grade has
been stipulated as a condition of eligibility for promotion in a particular category.
The service for this purpose includes service, if any, rendered on ad hoc basis
followed by regular service without break. The condition of two years’ service
should stand fulfilled at the time of actual promotion and not necessarily at the stage
of consideration. If by virtue of the above rule, a junior is eligible for promotion, his
senior will also be eligible for such promotion, even though he might not have put in
a total service of two years, or more, (if stipulated in particular category in the lower
grade).

Provided that the positive act of Selection for promotion to the post of Loco Pilot
(Passenger) will consist of viva-voce only to assess the professional ability of the
candidates, after passing the prescribed promotional course. [RBE 137/03 & 154/05]

Eligible staff upto 3 times the number of staff to be empanelled will be called for the
selection. The staff employed in the immediate lower grade on fortuitous basis will
not be eligible for consideration. [RBE 149/99]

Note

1. Persons who have expressed their unwillingness should not be reckoned for
determining the zone of consideration and additional persons in lieu thereof
may be called for the selection.
2. If a candidate without giving unwillingness, does not appear in the selection,
he has to be taken in the reckoning and therefore has to be called for
supplementary selection. If he gives his unwillingness on a subsequent date

Personnel Department -68-

Selection/Promotion

after the selection has commenced, additional persons will not be called to
compensate for him.[RBE 149/99]
i. The assessment of vacancies for selection posts within the cadre will include
the existing vacancies and those anticipated during the course of the next 15
months & all the vacancies, if any, existing and reported upon by a
construction organisation including Railway Electrification and other projects
should also be taken into account. For selection for ex-cadre posts actual
vacancies plus those anticipated in the next two years should be taken into
account.[RBE 141/97]

ii. The concept of anticipated vacancies referred above should be deemed to

connote the vacancies due to normal wastage (i.e. retirement or
superannuation), likely acceptance of notice for voluntary
retirement/resignation; the vacancies in the higher grade in the channel, the
filling up of which will result in the need to make consequent appointment
from the proposed panel, staff approved to go on deputation to other units,
staff already empanelled for ex-cadre posting, creation of posts already
sanctioned by the competent authority, and due to staff likely to go on
transfer to other Railways/Divisions during the period under
consideration.[RBE 38/98]
In regard to selection posts, it is essential that all the selections are conducted
annually in a regular manner. However, where holding of the next selection
becomes necessary before a gap of one year on account of the panel getting
exhausted, the earlier selection not throwing up adequate number for
empanelment/promotion, etc., the same may be held after a minimum time gap of
six months from the date of approval of the panel finalised as a result of the first
selection. This condition of six months restriction between selections will not,
however, apply to general selections which are conducted by calling options from
serving employees fulfilling the prescribed eligibility conditions.[RBE 94/97 &
279/98]
Revised classification and mode of filling up of non gazetted posts in merged
grades in VI CPC structure:

1) For promotions in the merged grades the under mentioned benchmark is to

be followed:
i. The bench mark for promotion to the posts carrying the Grade Pay Rs.
4200/level-6 on seniority-cum-suitability basis is prescribed as 6 marks out
of 15, while for posts with Grade Pay Rs. 4600 &above, the benchmark is 8
marks out of 15.

The existing methodology and benchmarks for filling up promotional

vacancies in merged grades has been extended till further orders as per
Board’s RBE No. 20/2017.

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Selection/Promotion

Adhoc Promotions:-
1) Selection/Suitability tests/trade tests should be conducted timely as per
provisions in Indian Railway Establishment Manual [IREM] so as to obviate
the need for making ad hoc promotions which should be avoided both in
selection and non-selection posts. However, whenever ad hoc promotions are
found inescapable in selection posts in the exigency of service, the same
should be ordered only from amongst the senior-most eligible staff strictly in
accordance with the existing guidelines. As a rule, a junior should not be
promoted, ignoring his senior unless the competent authority ordering the ad
hoc promotion, considers him unsuitable. In any case no second ad hoc
promotion should be allowed under any circumstances.
2) The following guidelines should be adhered while considering ad hoc
promotions:-
a. Adhoc promotion in non-selection posts:- In the case of non-selection posts
including posts filled on the basis of trade tests, the vacancies shall be filled
after following the prescribed procedure quickly. There shall thus be no ad
hoc promotions in non-selection posts.
b. Adhoc promotion in selection posts:- Adhoc promotions may be made in
leave vacancies and short duration vacancies upto 4 months beyond which
period the FA &CAO should not draw the pay of concerned employee
unless the Chief Personnel Officer has personally approved the
continuance.
c. Normally no adhoc promotion should be made against regular vacancies. If
it becomes inescapable to make ad hoc promotion against regular vacancies
warranted by such circumstances as Court's orders etc. such promotion
should be allowed only with the prior personal approval of the Chief
Personnel Officer who should satisfy himself with the reasons for non-
finalisation of the selection before according his sanction. In any case such
arrangements should not be allowed to last over six months save in
exceptional circumstances like where a panel cannot be formed because of
stay orders from Courts etc. [RBE 279/98]
d. The adhoc promotion in construction organization should be restricted & in
no case, second adhoc promotion should be allowed. [RBE 86/11]
e. All promotions shall be done with the approval of the cadre controlling
who is competent to issue regular promotions. The need for adhoc
promotion should be personally approved by the cadre controlling
authority of the open line before any such adhoc promotion is granted by
Construction organization. [RBE 86/11]

Selection Boards

a. Selection Boards shall be constituted for the purpose of making

recommendations to the competent authority in respect of the Railway
servant considered by it as suitable for filling a selection post.
b. Selection Boards may be constituted under the orders of the General Manager
or Head of the Department or other competent authority, not lower than a

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Selection/Promotion

Divisional Railway Manager/Addl. Divisional Railway Manager/Chief

Workshop Manager. [RBE 92/2000]

Constitution of Selection Boards

a. Selection Boards shall consist of not less than three officers, one of whom
should be a Personnel Officer and one of the Members should be from a
Department other than that for which selection is held. The presence of a
Personnel Officer in the Selection Boards along with two officers from the
Department for which selection is held would meet the requirement of an
officer being from a Department other than that for which selection is
held.[RBE 52/98]
b. When a Selection Board consist of only three Officers, none of the members be
directly subordinate to any other.
c. For selection posts in scale of pay Rs.5500-9000(RSRP) (Pre VI PC) and above,
the Selections Boards will consist of officers of Junior Administrative Grade.
For all other selection posts the Selection Board will consist of officers not
lower in rank than senior scale. In either case, except in the case of selection
for Personnel Department, the Selection Board may include a Personnel
Officer in the next lower rank who shall nevertheless be an equal member of
the Selection Board.
d. After the implementation of VIth PC, the selection Board, will now consist of
Junior Administrative Grade officers for selection to the posts carrying grade
pay Rs. 4200/- & above, whereas officers in the rank of senior scale may be
nominated for selection to the post carrying grade pay Rs. 2800/- &
below.[RBE 38/11]

Note: In Divisions where JA Grade officers are not available in the concerned
Department, JA Grade Officers of any other Department may be nominated as the
members of the Selection Board, the senior scale officer in independent charge of the
concerned Department, who will not be subordinate to any other Member of the
Selection Board, being nominated as the fourth Member who will also sign the
selection proceedings. In the case of selection for Personnel Department if there is no
JA Grade officer in the Personnel Department of a Division and the post is
Divisionally controlled, in addition to the senior scale personnel officer of the
Division, a JA Grade officer of the adjoining Division or of the Headquarters may be
included in the Selection Board.[RBE 52/98 & 45/99]

e. Every effort should be made to include a SC/ST Officers on the Selection

Board whether of the same Department, if available or the other
Department/Railway/Production Units or a non-Railway Department.
Associating an officer belonging to SC/ST in the selection Board is mandatory
not only when the vacancies are reserved for these communities, but also
where candidates belonging to SC/ST communities are in the Zone of
consideration for filling up unreserved vacancies.

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f. (i) To make the selection more transparent & fool proof, instructions
contained in Rly. Bds letter dt. 20.10.99 (RBE 272/99) read with other related
instructions should be followed scrupulously.
(ii) Specific acknowledgement should be obtained from the selection
Committee members that they have gone through these instructions and have
followed these in the particular selection for which the proceedings are
being drawn. (RBE 57/13)

Training of SC/ST candidates - Pre selection / promotional training for safety

categories for candidates belonging to SC/ST communities should be arranged. This
training should cover the entire syllabus prescribed for the written examination.

Confidential Report - Average marks of the last two ACR's be taken into account for
the purpose of ACR for the third years, where minimum residency period for
promotion to the next higher grade is two years& the ACR for the third year is not
available.[RBE 84/13]

Procedure to be adopted by Selection Board

a. (i)In the written test held as part of the selection for promotion to the posts
classified as' Selection', objective type questions should be set for about
50%(in the range of 45% to 55%)of the total marks for the written test except
Account department. [RBE 137/03 & 123/06]

(ii) 10% question on Raj Bhasha.

(iii) The question paper for the written test should have practical bias i.e. it
should be designed to test the ability of the candidates to tackle the practical
problems they are likely to face rather than their theoretical knowledge.[RBE
No. 114/05]

(iv) In the answer to objective question, no correction of any type may be

permitted. In case any correction is made, that answer shall not be evaluated
at all. The correction may be any one of the following types-

(a)Cutting, (b) Overwriting, (c) Erasing (d) Scoring off a ticked answer in
multiple-choice and ticking another answer, and, (e) Modifying the answer in
any way. [RBE 29/09]

b. Moderation of results by way of awarding grace marks to candidates shall not

be resorted to without the authority of the Selection Board or the authority
competent to accept the recommendations of Selection Board. No grace marks
shall be allowed in individual cases.[RBE 95/85]

c. The Selection Board will examine the service record and confidential reports
(if kept) of the staff eligible. A single evaluation sheet should be prepared to

Personnel Department -72-

Selection/Promotion

assess the candidates under the different headings of personality, address,

leadership, etc to be signed by all members of the Selection Board. Corrections
in the evaluation sheet, if any, should be attested by all the members of the
Selection Board. The members nominated on a Selection Board should be
advised clearly that there should not be any cuttings and over-writings in the
proceedings of the Selection Board and serious objection of any cuttings and
over-writing will be taken.[RBE 149/99]

d. Selection should be made primarily on the basis of overall merit, but for the
guidance of selection Board the factors to be taken into account and their
relative weight are laid down below :-
Factors/Headings Maximum Marks Qualifying Marks
i. Professional ability 50 30
ii. Record of service 30 -
iii. Seniority 20 -
Total 100 60
Note:-
i. The item 'record of service' should also take into consideration the
performances of the employee in essential Training Schools/Institutes apart
from examining CRs and other relevant records.
In case of selection posts, where confidential reports of the employees are not
maintained, marks under the head of 'record of service' will be allotted on the
basis of service record for which uniform criteria will be adopted by the
selection committee. Candidates must obtain a minimum of 60% marks
in professional ability and 60% marks of the aggregate for being placed on the
panel. In a few cases where both written and oral tests are held for adjudging
the professional ability, the written test should not be of less than 35% marks
and the candidates must secure 60% marks in written test for the purpose of
being called in viva-voce test.[RBE 154/07]

ii. In the written examination candidates should be required to secure 60%

marks in each paper, if the written examination consists of more than one
paper and not in each part of the question paper if the question paper consists
of parts[RBE 144/07]

iii. The proviso in the Note (ii) above will not be applicable in respect of the ex-
cadre posts where the employee retains his lien in the parent cadre and seeks
advancement therein. [RBE 149/99]

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iv. In the case of selection for promotion as Motorman, distribution of marks

amongst various headings in lieu of headings appearing in the table below
shall be as follows:-
Factors/Headings Maximum Marks Qualifying Marks
i. Professional ability 50 30
ii. Record of service 15 -
iii. Seniority 15 -
iv Aptitude Test 20 Min. cut off as
may be decided by
RDSO
Total 100 60
[RBE 35/06 & 139/06]

e. The names of selected candidates should be arranged in order of seniority but

those securing a total of 80% or more marks will be classed as outstanding
and placed in the panel appropriately in order of their seniority allowing
them to supersede not more than 50% of total field of eligibility.

f. For general posts i.e. those outside the normal channel of promotion for
which candidates are called from different categories whether in the same
department or from different departments, the selection procedure should be
as under:-
i. All eligible staff irrespective of the department in which they may be
working who satisfy the prescribed conditions of eligibility and volunteer
for the post should be subjected to selection which should consist of a
written test and in a few cases viva-voce test also as indicated below. The
various factors of selection and their relative weight will be as indicated
below:-[RBE 263/98]
Factors/Headings Maximum Marks Qualifying Marks
i. Professional ability 50 30
ii. Record of service 30 -
Total 80 48
Note:-
In the case of selection for promotion to the post of Asstts. Loco Pilots
(Diesel/Electric) and ASMs, the distribution of marks amongst various headings in
lieu of headings in the table below shall be followed [RBE 35/06]
Factors/Headings Maximum Marks Qualifying Marks
i. Professional ability 50 30
ii. Record of service 30 -
iii. Aptitude Test 20 Min. cut off as
may be decided by
RDSO
Total 100 60

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Selection/Promotion

ii. The final panel should be drawn up in order of seniority from amongst
those who secure a minimum of 60% marks in the professional ability and
60% marks in the aggregate, provided that those securing a total of 80% or
more marks will be classed as outstanding and placed at the top of the
panel in order of seniority. [RBE 263/98, 35/06 & 123/06]

iii. The Psychological Test are required for promotion to the posts of
Switchman, ASM, ALP, Motorman, high speed drivers. This will be of
qualifying nature & person who fails in the Psycho test is not eligible to be
included in the panel/suitability test.[RBE 173/99 & RDSO letter dt.
08.07.13 (NWR PS 62/13)]

g. The list will be put up to the competent authority for approval. Where the
competent authority does not accept the recommendations of a Selection
Board, the case could be referred to the General Manager, who may constitute
a fresh Selection Board at a higher level, or issue such other orders as he
considers appropriate.

If after the formation and announcement of the panel with the approval of the
competent authority it is found subsequently that there were procedural
irregularities or other defects and it is considered necessary to cancel or
amend such a panel, this should be done after obtaining the approval of the
authority next higher than the one that approved the panel.

h. In case of promotion to General Posts in which candidates are called from

different categories, whether in the same department or from different
departments and where zone of consideration, is not confined to three times
the number of staff to be empanelled, panels should be strictly prepared as
per merit, with reference to marks obtained by the candidates in 'Professional
ability' and 'Record of Service'. Subject to usual relaxation for SC/ST staff,
wherever permissible, those securing less than 60% in 'Professional ability'
and 60% in aggregate, will not be considered eligible for inclusion in the
panel. Further, the service records of only those candidates who secure a
minimum of 60% marks in 'Professional ability', shall be assessed. Since the
final panel has to be drawn on the basis of merit, there will be no scope for
erstwhile provision of placement of candidates who secure 80% or more
marks, classified as 'Outstanding', on the top of the panel. These instructions
will supersede all previous instructions.(RBE 113/09)

i. SELECTION OF PERSONS ON DEPUTATION ABROAD. —The panel

should be finalized without waiting for the employees who are on deputation
abroad. On return of the employee from abroad, if it is found that any one
junior to him has been promoted on the basis of a selection in which he was
not called because of his being abroad, he may be considered in the next
selection and if selected, his seniority may be adjusted vis-a-vis his juniors. In
case such an employee is declared outstanding in the next selection, he should

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be interpolated in the previous panel in accordance with the seniority and

gradation in the subsequent selection.
j. The marks secured in written & viva separately by a candidate may be
disclosed, on receipt of formal request from the concerned after finalization of
the Panel.[RBE 97/11]
Currency of panels

a. Panels drawn by the Selection Board and approved by the competent

authority shall be current for two years from the date of approval by the
competent authority or till these are exhausted whichever is earlier.

b. An employee who once officiates against a non-fortuitous vacancy in his turn

on the panel whether against a leave arrangement, deputation or temporary
transfer of another employee vacating the post, shall not be required to
appear again for fresh selection.

c. In case an employee lower in the panel has officiated whereas one higher in
the panel has not officiated for reasons beyond the latter's controlled such as
sickness, non-released by the administration on promotion, the latter
employee will not be required to appear for fresh selection. If, however, the
senior person does not officiate for reasons of his own, this implied that he
has refused promotion. In that case, the next junior is the rightful person to be
promoted and the employee who is deemed to have refused promotion under
this sub-para will not be entitled to protection in such a case.
Automatic empanelment of staff in higher grade selection and non-selection posts

a. Selection posts.—A railway servant selected for a higher grade selection post
without having been selected for the intermediate grade selection post, if in
the same avenue of promotion, should be treated as automatically selected for
the latter post, provided that the original group 'C' post, the intermediate
group 'c' selection post, and his/ her present group 'c' post are all in the same
avenue of promotion and none of them is a general post for which several
categories of staff are eligible. If the Selection Board for the intermediate
grade selection post have placed some persons as "outstanding", in that case,
an employee selected for a higher grade group 'c' selection post or group 'c'
post in the normal channel of promotion may be deemed to have been
classified as "outstanding" and given the place in accordance with the
seniority amongst those classified by the Selection Board as "outstanding" for
the intermediate grade selection post, provided the Selection for that post is
held after such an employee has already been selected for the higher grade
selection post.

b. Non-Selection post.—In the event of an intermediate grade being a non-

selection post, the employee would get a proforma position in such
intermediate grade only if such a position was due in accordance with

Personnel Department -76-

Selection/Promotion

seniority-suitability being accepted by virtue of fitness for the higher grade by

a process of selection.

Provided that the benefit of pro forma promotion in the Intermediate Skilled
Grade to an Artisan in the skilled grade selected as Intermediate Apprentice
for absorption as Junior Engineer Gr.II in scale Rs.5000-8000 by the process of
Limited Departmental Competitive Examination and undergoing
Training/Apprenticeship, will be due with reference to actual date of
promotion of his immediate junior, only, if he passes the prescribed trade test
for which he may be called as per seniority in the relevant skilled grade.[RBE
135/99]

SUPPLEMENTARY SELECTION
Supplementary selection (both written test and the viva-voce, wherever
prescribed) can be held for candidates coming under the following categories:

i) Summons for the written test / interview being received late by the
candidates.
ii) Failure on the part of administration to relieve the candidate.
iii) Sickness of the employee or other reasons beyond his control.
(PARA 223 of IREM)
Procedure for coding & decoding of roll numbers in case of selection posts: -
[RBE 82/10]

Coding and decoding of roll numbers after the written test is over shall be the
responsibility of the Personnel Officer of the department for which selection is held.
In case of Personnel Department, the Personnel Officer other than the evaluating
officer shall be the officer responsible for this purpose. The level of Personnel Officer
for this purpose may be decided by the General Manager.

Coding and decoding shall be the responsibility of the single officer, i.e., Personnel
Officer nominated for this purpose, even if examination is held at more than one
centres and in no case it should be done by more than one officer. Similarly, in case
of selections in Personnel Department, Personnel Officer other than evaluating
officer shall be the officer responsible for this purpose and in no case evaluating
officer shall be nominated for coding and decoding of roll numbers.

Refusal of Promotion

I. Selection Posts
i. The employee refusing promotion expressly or otherwise (i.e. not only he
does not give in writing his refusal but also does not join the post for which
he has been selected) is debarred for future promotion for one year but he is
allowed to be retained at the same station in the same post. Promotion after
one year will be subject to continued validity of the panel in which he is
borne, otherwise he will have to appear again in the selection.

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Selection/Promotion

ii. at the end of one year if the employee again refuses promotion at the
outstation, his name may be deleted from the panel, deletion being automatic
requiring no approval from any authority and the administration may
transfer him to out-station in the same grade. He will also have to appear
again in the selection notwithstanding the fact that he in the meantime, has
officiated non-fortuitously against short term vacancy based on his panel
position.
iii. Seniority will be as from the date of effect of promotion and he will be junior
to all the persons promoted earlier than him from the same panel irrespective
of his panel position. He will not, however, lose seniority to another employee
promoted to the same promotion category during the one year period of
penalty as a result of a fresh selection subsequently held.

II. Non-selection Posts

i. Such an employee should be debarred for future promotion for one year but
not be transferred away from that station for one year if unavoidable
domestic reasons exists. He should again be debarred for promotion for one
year in case he refuses promotion again- after the first year of department or
refusal of promotion for second time, the Administration can however
transfer him to outstation in 'the same grade and the employee has again to
appear for a suitability test when his turn for promotion comes.
ii. He will rank junior to all promoted during the period he was allowed to
refuse promotion irrespective of his relative seniority. He will not, however
lose seniority to another employee promoted to the same category during the
one year period of penalty as a result of fresh suitability test subsequently
held.
NOTE
1. Administration can, however, entertain request from employee for
postponement of promotion for very short periods on account of grave
domestic difficulties or other humanitarian considerations. The employee
concerned will be promoted after the period provided there is avacancy and
he will take his seniority from the date of the promotion.
2. Refusal of promotion has relevance to a particular grade at any station and
not to a particular post at a particular station.

Promotion at the same station:-

In the case of promotion at the same station, whether in long term or short term
vacancies, refusal to officiate on promotion may be taken as refusal to work inviting
disciplinary action having regard to the reasons for such refusal.

Provided that D&A action based on good and sufficient reasons may be initiated for
refusal of ad hoc promotion at the same station only in those cases where such
refusal affects train operations. [RBE 311/89, 200/04]

Personnel Department -78-

Selection/Promotion

Trade Test for Artisan Categories

i. An employee may officiate on ad-hoc basis for six weeks without passing a
trade test.
ii. Trade test may comprise both oral and practical test but no separate oral tests
not forming part of the trade test should be given to candidates in Artisan
category to screen them etc.

A trade test is given to employees belonging to artisan category on the

Railway at the time of promotion to skilled II & III and also for promotion to
ESM/MSM in S&T department. For semiskilled only aptitude test is held for
which employee need not be called For skilled Grade-I now suitability is
adjudged on the basis of ACP's/SR's by a committee of 3 officers for which
employee need not be called.

1. Trade tests are to be conducted twice a year.

2. Trade test should comprise both oral and practical and may also include
written test wherever considered necessary.
3. Qualifying marks in the trade test would be as follows:
Qualifying marks
Total Marks
For Genl. For SC/ST
Practical 60 36 30
Oral 40 15 11
Total 100 51 41
4. Employees equal to the number of vacancies should be called for trade test.
If sufficient number of suitable candidates are not available, further
candidates to meet the shortfall may be called up in continuation and so on,
but the whole process should be completed within six months. If this
period is exceeded, it will be treated as a fresh trade test. Those who failed
in the earlier tests should be eligible to appear in trade test held after expiry
of six months period. The period of six month is to be reckoned from the
date of announcement of the results.
5. If an employee fails in a trade test but passes in subsequent trade test, he
should be given preference for promotion over his junior who had passed
the trade test held earlier but is still waiting to be promoted for want of a
vacancy.
6. The assessment of vacancies for trade test should be made as under:
"Existing vacancies plus those anticipated to arise [as defined below]
during the next four months."
Approval of trade test assessment:

1. The actual trade test will be arranged by an Assistant Officer according to the
specified trade tests. He will assess the results of the trade test which must be
supervised by a supervisor not below the rank of Assistant Foreman or
equivalent status.

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2. Results of trade test may be approved in the divisions by the respective

administrative grade officers of the departments concerned. Where there are
no Administrative grade officers in position in a division, the trade test results
may be approved by DRM or ADRM.
3. In the event of an appeal over any approved trade test, the appeal will be to
the chairman, trade testing panel i.e. the administrative grade officer who
approved the trade test result, will function as an appellate authority.

Exemption in Suitability Trade Tests in the Open Line on the basis of

Trade/Suitability Tests passed while in Railway Electrification Project or
Construction Projects:

Staff who have already qualified in the Suitability/Trade Test for non-selection post
while in Construction/Railway Electrification Projects need not be subjected to such
tests on the open line and they may be promoted on the basis of their seniority as
and when due in turn. This concession is applicable in comparable trades only in
which the lien of the individual is kept on the open line and is applicable to only one
grade higher than the one in which the lien is kept.

Erroneous Promotions:-

1. Sometimes due to administrative errors, staff are over-looked for promotion

Personnel Department -84-

Selection/Promotion

exercise a fresh option to draw the pay in the Pay Band and the Grade Pay of
the post held by them or the Pay plus Grade Pay admissible to them under
the MACPS, whichever is beneficial.
24. 50% of temporary status casual labour service on absorption in regular
employment may be taken into account towards the minimum service of 10,
20 and 30 years for the grant of benefits under MACPS.[RBE 215/09]
25. The entire temporary status service of substitutes followed by regularization
without break may be taken into account towards the minimum service of
10,20 and 30 years for the purpose of grant of benefit under the MACPS.[RBE
36/10]
26. MACPS is not applicable to teaching staff (RB letter No. E(P&A)-2005/PS-
5/PE5 dated 01.02.10)
27. Benefit of Passes/PTO's Corresponding to the next higher grade pay granted
under the MACP scheme will be available to the employee. However the
grant of financial up gradation under MACP does not entail any change in
designations, classification and status of an employee. Accordingly, the
benefits related to higher status inherent in the higher Pay Band and /or
Grade Pay is not available to such an employee who has been granted higher
grade pay under the MACP.[RBE 06/11]
28. Arrears of the pay & allowances arising due to MACP scheme cannot be
deposited in the Provident Fund. [RBA 17/11]
29. The placement of Pharmacists in grade pay of Rs. 4200 in PB-2 on completion
of 02 yrs. Service in the grade pay of Rs. 2800 in PB-1 (entry grade) has to be
counted / treated as one upgradation under the MACP scheme. [R.B. Letter
No. PC-V/2009/ACP/2 dt. 20.04.10
30. Engineering graduates recruited initially in the grade of Rs. 5500-9000 &
promoted to Rs. 6500- 10500 against the 20% DR quota be treated at par with
fresh recruits in the scale of Rs. 6500-10500 w.e.f. the date they were promoted
to the pay scale of Rs. 6500-10500 for purpose of MACP scheme.[RBE 93/11]
31. The instructions under ACP/MACP scheme regarding refusal of promotion is
applicable in case of regular promotions only. Therefore, the employees who
have refused adhoc promotions are entitled to grant financial upgradation
under MACPS.[Rly. Bd's letter No. PC V/2009/ACP/2 dt. 13.02.12]
32. In cases where the persons are medically de-categorized & appointed to some
other posts in lower pay scale/grade pay, past service may be counted
towards MACP scheme. Even where a person had earned one
promotion/financial upgradation prior to medical de-categorization & is
appointed to a lower post, since the transfer is not own Volition, there is no
objection to counting of past service including, for the period he held a higher
service on promotion, for deciding three financial upgradation under MACP
scheme. [RBE 20/12]
33. Grant of benefits under MACPS in respect of the employees qualifying
through LDCE/GDCE, it is clarified that :-
i. If the relevant RRs provides for filling up of vacancies in a grade by
Direct Recruitment, induction on an employee to that grade through
LDCE/GDCE may be treated as Direct Recruitment for the purpose of

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Selection/Promotion

grant of financial upgradation under MACPS. In such cases past

service rendered in a lower pay scale/G.P. shall NOT be counted for
the purpose of MACP Scheme.
ii. If the relevant RRs prescribe a promotion quota to be filled on the basis
of LDCE/GDCE, such appointments would be treated as promotion
for the purpose of benefits under MACPS and in such cases, past
regular service shall also be counted for further benefits under the
MACP scheme.(RBE 100/12)
34. In case an employee holding feeder post in a cadre where promotional post is
in the same Grade Pay, than financial upgradation under ACP/MACP
schemes cannot be to higher Grade Pay than what are to be allowed to an
employee on his normal promotion. In such cases financial up-gradation
under MACP scheme would be granted to the same Grade Pay.[ (RBE 142/12
& Bd's letter No. PC-V/2009/ACP/20/CLW dt. 05.03.13 (NWR PS 14/13) ]
35. The ACP scheme was applicable upto 31.08.08 & was replaced by MACPS
w.e.f. 01.09.08.Senior employees who got benefit under ACP scheme prior to
01.01.06 & are drawing less pay than their juniors who got benefits under
ACP scheme after 01.01.06 (i.e. between 01.01.06 to31.08.08) will be entitled for
stepping up of pay. (RBE 01/13)
36. The grade pay of Rs. 4200 allowed to Rly. Goods Guards (to the extent of 27%
of sanctioned strength) on non-functional basis with the designation as Sr.
Goods. Guard would be reckoned as one upgradation for the purpose of
MACPS.[ Rly. Bd's letter No. PC-V/2011/PNM/AIRF/2 DT. 05.06.12]
37. Unless the competent authority has specifically decided to exclude the period
from counting as regular service, EOL period without medical grounds duly
sanctioned by the competent authority is also to be counted as regular service
for the purpose of MACPS.[ Rly. Bd's letter No. PC-V/2009/ACP/2 DT.
01.07.2014 –SCR.SC No. 71/2014]
38. ALPs promoted to LP [Goods] directly bypassing Shunter grade in such a
manner, neither fall in the line of AVC nor in recruitment rules of Loco Pilot
categories. This special dispensation has only been granted due to non-
availability of Shunters. As a result of the said special dispensation, the
concerned employee has progressed to two next higher grades as per the
cadre hierarchy / AVC of Loco Pilots category and in such situations, the
employees should be treated as having earned two promotions i.e. from ALP
[GP1900] to Sr.ALP [GP 2400] and LP /Goods [GP 4200] for the purpose of
MACPS. [ Rly. Bd's letter No. PC-V/2009/ACP/3/SECR DT. 05.10.2011 ]
***

Personnel Department -86-

Seniority

SENIORITY

RULES REGULATING SENIORITY OF NON-GAZETTED RAILWAY

SERVANTS

General : Following are the General principles that may be followed for determining
the seniority of non-gazetted railway servants on railway administration.

Seniority in initial recruitment grades :

Unless specifically stated otherwise, the seniority among the incumbents of a post in
a grade is governed by the date of appointment to the grade. The grant of pay higher
than the initial pay should not, as a rule, confer on a railway servant seniority above
those who are already appointed against regular posts. In categories of posts
partially filled by direct recruitment and partially by promotion, the criterion for
determination of seniority should be the date of regular promotion after due process
in the case of promotee and the date of joining the working post after due process in
the case of direct recruit, subject to maintenance of inter-se-seniority of promotees
and direct recruits among themselves. When the dates of entry into a grade of
promoted railway servants and direct recruits are the same, they should be put in
alternate positions, the promotees being senior to the direct recruits, maintaining
inter-se-seniority of each group.

i. In case the training period of a direct recruit is curtailed in the exigencies of

service, the date of joining the working post in case of such a direct recruit
shall be the date he would have normally come to a working post after
completion of the prescribed period of training.
ii. The Provision contained in Note (i) above will also apply to the Inter mediate
Apprentices and departmentally selected candidates against the quotas
prescribed in certain categories to be filled by Limited Departmental
Competitive Examination ( such as 10% in the case of Traffic and Commercial
Apprentices).[Para 302 of IREM Vol. I]

The seniority of candidates recruited through the Railway Recruitment Board or by

any other recruiting authority should be determined as under: - [Para 303]

a. Candidates who are sent for initial training to Training Schools will rank in
Seniority in the relevant Grade in the order of merit obtained in the
examination held at the end of the training period before being posted against
working post. Those who join the subsequent courses and those who pass the
examination in subsequent chances will rank junior to those who had passed
the examination in earlier courses. In case, however, persons belonging to the
same RRB panel are sent for initial training in batches due to administrative
reasons and not because of reasons attributable to the candidates, the inter-se
seniority will be regulated batch wise provided persons higher up in the
panel of RRB not sent for training in the appropriate batch (as per seniority)

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Seniority

due to administrative reasons shall be clubbed along with the candidates who
took the training in the appropriate batch for the purpose of regulating the
inter-se seniority provided such persons pass the examination at the end of
the training in the first attempt. [RBE No. 47/93]
b. In the case of candidate who do not have to undergo any training in training
school, the seniority should be determined on the basis of the merit order
assigned by the Railway Recruitment Board or other recruiting authority.

When two or more candidates are declared to be of equal merit at one and the same
examination/ selection, their relative seniority is determined by the date of birth the
older candidate being the senior. [Para 304]

When, however, a candidate whose seniority is to be determined under paragraphs

303 and 304 above cannot join duty within a reasonable time after the receipt of
orders of appointment, the appointing authority may determine his seniority by
placing him below all the candidates selected at the same examination/selection,
who have joined within the period allowed for reporting to duty or even below
candidates selected at subsequent examination/ selection who have joined before
him.[Para 305]

Candidates selected for appointment at an earlier selection shall be senior to those

selected later irrespective of the dates of posting except in the case covered by
paragraph 305 above. [Para 306]

When confirmation follows a specified probationary period if any, without break,

the date of appointment to the grade is reckoned from the date of commencement of
such probationary period. [Para 307]

When a probationary period is followed by an extended probationary period and

confirmation follows such extension without break, the date of appointment to the
grade or post, unless otherwise stated, should be reckoned from a date later than the
commencement of the probationary period, to the extent of the extension of the
probationary period. In cases where probationary period is not extended and staff
are confirmed at the end of such period the date of appointment to the grade or post
will be that on which the employee was sent to the training school for initial training
or the date of joining the working post whichever is earlier. [Para 308]

Seniority on promotion: Paragraph 306 above applies equally to seniority in

promotion vacancies in one and the same category, due attention being made for
delay, if any, in joining the new posts in the exigencies of service. [Para 309]

Mutual exchange: Railway servants transferred on mutual exchange from one cadre
of a division, office or railway to the corresponding cadre in another division, office
or railway shall retain their seniority on the basis of the date of promotion to the
grade or take the seniority of the railway servants with whom they have exchanged,
whichever of the two may be lower. [Para 310]

Personnel Department -88-

Seniority

Transfer in the interest of Administration : Seniority of railway servants on transfer

from one cadre to another in the interest of the administration is regulated by the
date of promotion/date of appointment to the grade as the case may be. [Para 311]

Transfer on request : The seniority of railway servants transferred at their own

request from one railway to another should be allotted below that of the existing
confirmed, temporary and officiating railway servants in the relevant grade in the
promotion group in the new establishment irrespective of the date of confirmation or
length of officiating or temporary service of the transferred railway servants.
[Para 312]

i. This applies also to cases of transfer on request from one cadre/division to

another cadre/division on the same railway. [RB No. E(NG) 1-85 SR 6/14 of
21-1-1986].
ii. The expression "relevant grade" applies to grade where there is an element of
direct recruitment. Transfer of employees on request on bottom seniority in
recruitment grades can be considered only if the employee possesses the
qualification prescribed for recruitment to the relevant post. No such transfers
should be allowed in the intermediate grades in which all the posts are filled
entirely by promotion of staff from the lower grade(s) and there is no element
of direct recruitment. [RBE No. 24/2000]

Medically unfitted Rly servants: [Para 313]

a.
i. Medically decategorised staff may be absorbed in such alternative posts
which should broadly be in allied categories and where their background and
experience in earlier posts could be utilized.

ii. The medically decategorised staff absorbed in alternative posts, whether in

the same or other cadre, should be allowed seniority in the grade of
absorption with reference to the length of service rendered in the equivalent
or corresponding grade, irrespective of the rate of pay fixed in the grade of
absorption under the extant rules. In the case of staff who are in grade higher
than the grade of absorption at the time of medical de categorisation, total
service in the equivalent and higher grade is to be taken into account.

Provided that if a medically decategorised employee happens to be absorbed

in the cadre from which he was originally promoted, he will not be placed
above his erstwhile seniors in the grade of absorption.

iii. While absorbing the medically decategorised Running Staff in alternative

posts, a percentage of basic pay representing the pay element in Running
Allowance should be added to the minimum as well as maximum of the scale
of pay for purposes of identifying 'equivalent' posts and their seniority should
then be fixed in the equivalent absorbing posts. [No. E(NG) II/77/RE-3-2 of 2-
9-77 and E(NG)I-8O-SR-6/83 of 5-3-1981].

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Seniority

b. Railway servants whose services were terminated either because of the

maximum limit of all leave including extraordinary leave having been
exceeded or the medical authorities could not recommend the grant of
extraordinary leave in the case of tuberculosis, pleurisy and leprosy patients
and are re-employed in railway service after being declared fit to work by the
medical authority should take their seniority below all permanent railway
servants on the date of their re-employment provided they were permanent
before medical unfitness or would have been confirmed in the meantime.
Railway servants who were officiating or temporary at the time of medical
unfitness or would not have been confirmed in the meantime should be
placed below the officiating or temporary employees as the case may be on
the date of their re-employment.
c. Seniority of medically unfitted staff mentioned in sub-para (a) above, on
restoration to their original posts should be determined as under :-
i. Railway servants who properly appeal within the time limit laid down for
appeals or whose appeal is entertained in a reasonable period waiving the
time limit and get declared fit, should not lose their seniority or their claim
for consideration for promotion for which they were eligible in the original
category in which they were employed.
ii. Seniority of railway servants who prefer delayed appeals and are declared
fit or who take treatment and consequently get declared fit, if they were
formerly confirmed in the grades in which they were, would be affected to
the extent of any person who may have been confirmed before their re-
absorption into the original category. If, however, they were only officiating
in the original category, then their seniority should be below the staff
confirmed till then, but need not be affected vis-a-vis their original juniors
who happen to be till officiating.
d. In the case of staff coming to a new unit on own request by accepting bottom
seniority and then getting medically de-categorised, provision of sub-Para (a)
(i) above will be applicable only to the extent of service in the new unit.[Rly.
Bd.No. E(NG)I-71 SR6/39 dated 31-5-1977]

e. In the case of staff who are not required to undergo periodical Medical
examination butwho of their own accord request for change of category on
grounds of health, and arerecommended change of occupation by the medical
authority, their change will be treated astransfer on own request and dealt
with as per para 312.[Rly. Bd. No. E(NG)I-76 SE 6/37, dated 18-9-1976]

Assignment of seniority to redeployed surplus staff:

When two or more surplus employees of a particular grade in a unit / department

are selected on different dates for absorption in a grade in another unit/department,

Personnel Department -90-

Seniority

their inter-se seniority in the latter unit/department will be same as in their previous
unit/department provided that :-

i. no direct recruit has been selected for appointment to that grade in between
these dates; and
ii. no promotee has been approved for appointment to that
grade between these dates.

When two or more surplus employees of a particular grade in a unit/department are

simultaneously selected for redeployment in another unit/department in a grade,
their inter-se seniority in the particular grade, on redeployment in the latter
unit/department, would be the same as in their previous unit/department.[RBE No.
105/2004]

Seniority when date of appointment to a grade is the same:

Subject to what has been stated in paragraphs 302, 303, 304, 305 & 306, when the
dates of appointment to the grade are the same, the dates of entry into the grade next
below it shall determine seniority. If those dates also coincide, then the dates of entry
into each of the lower grades in order down to the lowest grade in the channel of
promotion shall determine seniority. If these dates are also identical, then the
relative date of birth shall determine seniority, the older person being the senior.
[Para 314]

Departmental examination / Trade Test [Para 315]

Subject to what is stated in paragraphs 316, 317 and 320 where the passing of a
departmental examination or trade test has been prescribed as a condition precedent
to the promotion to a particular non-selection post, the relative seniority of the
railway servants passing the examination/test in their due turn and on the same
date or different dates which are treated as one continuous examination, as the case
may be, shall be determined with reference to their substantive or basic seniority.

A railway servant who, for reasons beyond his control, is unable to appear in the
examination/test in his turn along with others, shall be given the examination/test
immediately he is available and if he passes the same, he shall be entitled for
promotion to the post as if he had passed the examination/test in his turn. [Para 316]
Seniority of Accounts Clerk on promotion to Junior Accounts Assistant in
Accounts Department : [Para 318]

The seniority of Junior Accounts Assistant is to be determined with reference to the

date of promotion of a promotee and with reference to date of appointment of a
direct recruit.

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Seniority

Seniority on promotion to non-selection posts : [Para 319]

a. Promotion to non-selection posts shall be on the basis of seniority-cum-

suitability, suitability being judged by the authority competent to fill the post,
by oral and/or written test or a departmental examination or a trade test or
by scrutiny of record of service as considered necessary. A railway servant,
once promoted in his turn after being found suitable against a vacancy, which
is non-fortuitous, should be considered as senior in that grade to all others
who are subsequently promoted after being found suitable.
b. An employee who qualifies in an earlier test and gets promoted in a non-
fortuitous vacancy but reverts to the lower grade before a subsequent test is
held will rank senior to all others who qualify in the subsequent test. Those
who have either officiated in fortuitous vacancies or did not officiate at all will
not be given any protection of seniority in subsequent promotion.

Relative seniority of employees in an intermediate grade belonging to different

seniority units appearing for a selection / non selection post in higher grade:[Para
320]

When a post (selection as well as non-selection) is filled by considering staff of

different seniority units, the total length of continuous service in the same or
equivalent grade held by the employees shall be the determining factor for assigning
inter seniority irrespective of the date of confirmation of an employee with lesser
length of continuous service as compared to another unconfirmed employee with
longer length of continuous service. This is subject to the proviso that only non-
fortuitous service should be taken into account for this purpose.

Note: Non-fortuitous service means the service rendered after the date of regular
promotion after due process.

Permission to railway servants to peruse seniority list: [Para 321]

a. Railway servants may be permitted to see the seniority lists in which their
names are placed, or if this cannot conveniently be arranged, they may be
informed, on request, of their place on the seniority list.
b. Staff concerned may be allowed to represent about the assignment of their
seniority position within a period of one year after the publishing of the
seniority list. No cases for revision in seniority lists should be entertained
beyond this period.

Effect on seniority of reduction in pay or grade: [Para 322]

i. Reduction to a lower stage in the time-scale. Reduction in pay, as distinct

from reductions from a higher grade or class to a lower grade or class, does
not affect a railway servant's position on the seniority list. The authority
ordering reduction should invariably state the period for which it shall be

Personnel Department -92-

Seniority

effective and whether, on restoration, the period of reduction shall operate to

postpone his future increments and, if so, to what extent.
ii. Reduction to a lower service, grade or post, or to a lower time-scale :-
a. Where the order imposing penalty for reduction does not specify the period
of reduction and there is coupled with it an order declaring the railway
servant permanently unfit for promotion, the question of repromotion or
determination of seniority will obviously not arise.
b. Where the period of reduction is not specified in the order imposing the
penalty of reduction, the railway servant should be deemed to be reduced
for an indefinite period, i.e. till such date as, on the basis of his performance
subsequent to the order of reduction, he may be considered fit for
promotion. On repromotion, the seniority of such a railway servant should
be determined by the date of repromotion. In all such cases, the person loses
his original seniority in the higher service, grade or post in entirety. On
repromotion, the seniority of such a railway servant should be determined
by the date of repromotion without regard to the service rendered by him in
such service, grade or post prior to his reduction.
c. In cases where the penalty of reduction to a lower service, grade or post or
lower time-scale is for a specified period, the employee concerned should be
repromoted automatically to the post from which he was reduced. The
seniority in the original service, grade or post or time scale should be fixed
in such cases as under -
(i) In case where the reduction is not operate to post pone future
increments the seniority of the Railway Servant, should be fixed in the
higher service, grade or post or the higher time scale at which it would
have been but for his reduction.
(ii) Where the reduction is to operate to post pone future increments, the
seniority of the rly. servant should be fixed by given credit for the
period of service rendered by him in the higher service grade or post in
higher time scale prior to his reduction.[RBE No. 217/2007 & 105/2007]
d. When a railway servant is reduced from a higher grade, or class to a lower
grade, whether for a specified period or indefinitely, his seniority in the
lower grade shall be fixed with reference to his position which he would
have been entitled to but for his promotion to the higher grade or class from
which he is reduced.

Staff directly recruited on the Locomotive Component Works [Para 323]

All persons who were directly recruited in the Locomotive Component Works shall
be deemed to have been transferred to the Diesel Locomotive Works on 1-8-1961, the
date on which the Diesel Locomotive Works was set up. The grade held by them as
on 1-8-1961 and the length of non-fortuitous service in that grade shall be the basis
for fixing their relative seniority in the Diesel Locomotive Works on that date.

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Seniority

Seniority of employees transferred against 10% quota in Workshop

Regular Gangmen who are transferred to Works Branch/Workshops/Traffic and,

Commercial Department against 10% quota will count half the length of continuous
service for seniority in the new cadre in which they are absorbed. Similarly Stores
Khalasis and Safaiwalas of all Departments who are absorbed in the Workshops
against the 10% quota will count seniority to the extent of half the length of
continuous service. However, Gangmen above the age of 45 years and Store Khalasis
and Safaiwalas upto the age of 33 years who are transferred over and above the
quota of 10% will not be eligible to count any portion of their earlier service for the
purpose of seniority." [Para 179(xv)][RBE No. 42/2002]

Seniority of staff in merged grade in pursuance of Recommendations of VIth CPC

[RBE 107/12]

(i) The promotion made between 01.01.2006 to 04.09.2008 (date of

implementation of 6th CPC on Railways) will be protected. The seniority of
government servant which existed on 04.09.2008 will be maintained, i.e., the
holder of post having higher pay scale or post which constituted promotion
post for the posts in the feeder grade, will rank enbloc senior to those holding
post having lower pay scale or the posts in feeder grade.
(ii) Where posts having different pay scale prior to 6th CPC recommendations
and now after merger have come to lie in the same pay Band with same Grade
Pay, the inter-se seniority of all the employees will be fully maintained with
employee in a higher pre-revised pay scale being placed higher.
(iii) Where recruitment for the posts in different pre-revised pay scale(s) was
initiated separately for each posts, prior to acceptance of recommendations of
6th CPC, i.e., prior to 04.09.2008 but selected individual joined duty on or
after 05.09.2008 in the revised pay scale(s) against the posts which have been
granted same Grade Pay, such staff will be assigned seniority enbloc below
those who were in position as on 04.09.2008.
(iv) The availability of staff nominated on the basis of panel of promotion given
by DPC or Select List given by Selection Board will be decided as on
04.09.2008. In case a staff from the panel given by DPC or Select List given by
the Selection Board has joined on or prior to 04.09.2008, then status of all the
staff included in panel given by DPC or Select List will be protected and all
staff will be considered available and their seniority determined by following
the basic principle of seniority, i.e., order of panel given by DPC or merit list
given by Selection Board. In case all the staff included in the panel given by
DPC or Select List given by Selection Board joins after 04.09.2008, then the
seniority of such staff within a grade, will be determined by placing them
below all available staff as on 04.09.2008 but maintaining their inter-se
seniority in order of panel of DPC or merit list given by Selection Board.

Personnel Department -94-

Reservation

RESERVATION ROSTERS

 The Constitution of India has provided, among other various protections and
safeguards, safeguards for Public employment to the persons belonging to the
Scheduled Castes and Scheduled Tribes. Specific provisions for reservations
in services in favour of the members of Scheduled Casts and Scheduled Tribes
have been made in the Constitution of India.
 To fulfill the Constitutional Provisions, Railway has made the provisions for
Reservation in the matter of direct recruitment and Promotions.
 Reservation in recruitment and promotions have been introduced
progressively.
 Orders of reservation were issued immediately on attainment of
Independence on 21.09.1947 providing reservations of 12.5% of vacancies for
Scheduled Casts in respect of recruitments made by open competition. In case
of recruitments otherwise than by open competition, this percentage was
fixed at 16.66%. After promulgation of the Constitution, reservation was
provided to the extent of 5% for Scheduled Tribes also. This reservation of
12.5% for Scheduled Casts and 5% for Scheduled Tribes was later on
increased to 15% and 7.5% respectively from 25.03.1970. [RBE 166/93]
TABLE SHOWING THE PERCENTAGE OF RESERVATION FOR SCs/STs/OBCs
IN DIRECT RECRUITMENT

PERCENAGE REMARKS(Made
No. MODE ROSTER
SC ST OBC effective from)
1 Direct recruitment through open 8.33 -- -- -- 1943
competition
2 (i) Direct recruitment through open 12.5 -- -- -- 1947 (21.09.1947)
competition on All India Basis
(ii) Direct recruitment otherwise than 16.66 -- -- -- 1947(21.09.1947)
by open market
3 (i) Direct recruitment through open 12.5 5 40 Points 1950 (26.01.1950)
competition on All India Basis (1952)
(ii) Direct recruitment otherwise than 16.66 5 -- 40 Points 1950(26.01.1950)
by open market (1952)
4 (i) Direct recruitment through open 15 7.5 -- 40 Points 25.03.1970
competition on All India Basis
(ii) Direct recruitment otherwise than 16.66 7.5 -- 40 Points 25.03.1970
by open market
5 (i) Direct recruitment through open 15 7.5 27 200 Points 08.09.1993
competition on All India Basis

Note -In the case of a person with a lien on a permanent post under a State
Government, "Substantive Pay" means the "substantive pay" as defined in the
relevant rules of the State Government concerned.

Time-scale pay means pay which, [Rule 1310]

(a) subject to any conditions prescribed in these rules, rises by periodical

increments from a minimum to a maximum . It includes the class of pay
formerly known as progressive.
(b) Time-scales are said to be identical if the minimum, the maximum, the period
of increments and the rate of increment of the time-scales are identical.
(c) A post is said to be on the same time-scale as another post on a time-scale, if
the two time-scales are identical and the posts fall within a cadre, or a class in
a cadre, such cadre or class having been created in order to fill all posts
involving duties of approximately the same character or degree of
responsibility, in a service or establishment or group of establishments; so
that the pay of the holder of any particular post is determined by his position
in the cadre or class, and not by the fact that he holds that post.

Fixation of pay at the time of first appointment [Para 601 IREM Vol. I]

The initial pay of a railway servant who is appointed to a post on a time scale of pay
is regulated as follows:-¬The pay of person appointed afresh to a railway post is
fixed at the minimum of the time-scale of post to which he is appointed. It is left to
the discretion of the authority competent to create a permanent post to fix his pay at
a higher stage in the time scale of the post in certain exceptional cases. Such fixation
should, however, be made in consultation with the Financial Advisor of the railway
administration concerned.

Personnel Department -102-

Fixation of Pay

The initial pay of a railway servant who is promoted to a post on a time scale of
pay is regulated as follows:- [Rule 1313 IREC II]

(1) Where a railway servant holding a post, other than a tenure post, in a
substantive or temporary or officiating capacity is promoted or appointed in a
substantive, temporary or officiating capacity as the case may be, subject to
the fulfillment of the eligibility conditions as prescribed in the relevant
Recruitment Rules, to another post carrying duties and responsibilities of
greater importance than those attaching to the post held by him, his initial
pay in the time scale of the higher post shall be fixed at the stage next above
the notional pay arrived at by increasing his pay in respect of the lower post
held by him regularly by an increment at the stage at which such pay has
accrued. (or rupees hundred only whichever is more w.e.f 01.01.1996 to
31.12.2005)

Except in cases of appointment on deputation to an ex-cadre post, or to a post

on ad-hoc basis, the railway servant shall have the option , to be exercised
within one month from the date of promotion or appointment as the case may
be, to have the pay fixed under this rule from the date or such promotion or
appointment or to have the pay fixed initially at the stage of the time scale of
the new post above the pay in the lower grade or post from which he is
promoted on regular basis, which may be re-fixed in accordance with this rule
on the date of accrual of next increment in the scale of the pay of the pay of
the lower grade or post. In cases where an ad-hoc promotion is followed by
regular appointment without break, the option is admissible as from the date
of initial appointment/promotion, to be exercised within one month from the
date of such regular appointment.

Provided that where a railway servant is, immediately before his promotion
or appointment on regular basis to a higher post, drawing pay at the
maximum of the time scale of the lower post, his initial pay in the time scale
of the higher post shall be fixed at the stage next above the pay notionally
arrived at by increasing his pay in respect of the lower post held by him on
regular basis by an amount equal to the last increment in the time scale of the
lower post.

(2) When the appointment to the new post does not involve such assumption of
duties and responsibilities or greater importance, he shall draw as initial pay,
the stage of the time scale which is equal to his pay in respect of the old post
held by him on regular basis, or, if there is no such stage, the stage next above
his pay in respect of the old post held by him on regular basis;

Provided that where the minimum pay of the time scale of the new post is
higher than his pay in respect of the post held by him regularly, he shall draw
the minimum as the initial pay; Provided further that in a case where pay is
fixed at the same stage, he shall continue to draw that pay until such time as

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Fixation of Pay

he would have received an increment in the time scale of the old post; in cases
where pay is fixed at the higher stage, he shall get his next increment on
completion of the period when an increment is earned in the time scale of the
new post.

On appointment on regular basis to such a new post, other than to an ex-

cadre post on deputation, the Railway servant shall have the option, to be
exercised within one month from the date of such appointment, for fixation of
his pay in the new post with effect from the date of appointment to the new
post or with effect from the date of increment in the old post.

(3) When appointment to the new post is made on his own request and the
maximum pay in the timescale of that post is lower than his pay in respect of
the old post held regularly, he shall draw that maximum as his initial pay.

Posting from Cadre Post to Ex Cadre Post [RBE 110/94]

(a) When the pay scale of the post in the parent cadre and that attached to ex-
cadre post are based on same index level and the DA pattern is also same, the
pay may be fixed under the normal Fundamental Rules.
(b) If the appointment is made to a post whose pay structure and / or DA pattern
is dissimilar to that in the parent organization, pay may be fixed by adding to
his grade pay, one increment in the scale of his regular parent post and if he
was drawing pay at the maximum of the scale, by the increment last drawn
and equating the pay so raised plus dearness allowance (and additional or ad
hoc Dearness Allowance, Interim Relief etc., if any) with emoluments
comprising of pay plus DA, ADA, Interim Relief etc., if any, admissible in the
borrowing organization and the pay may be fixed at the stage in the pay scale
of admissible in ex-cadre post as above equal the emoluments drawn in the
cadre and if there is no such stage, pay may be fixed at the next higher stage.

Note : Pay fixed under (a) and (b) shall neither be less than the minimum of the scale
of the ex-cadre post nor shall it exceed the maximum of that scale.

Posting from one ex-cadre to another ex-cadre post [RBE 110/94]

In cases of appointment from one ex-cadre to another ex-cadre post where the
employee opts to draw pay in the scale of the ex-cadre post, the pay in the second or
subsequent ex-cadre posts, should be fixed under the normal rule as with reference
to pay in the cadre post only. In respect of appointments to ex-cadre posts on time
scale of pay identical with the time scale of pay of ex-cadre posts [held on an earlier
occasion(s)] the benefit of proviso (iii) to FR 22 will be admissible.

Personnel Department -104-

Fixation of Pay

Posting from ex-cadre to Higher ex-cadre post [RBE 110/94]

In cases of appointments to a second or subsequent ex-cadre post(s) in a higher pay

scale than that of the previous ex-cadre post, the pay may be fixed with reference to
the pay drawn in the cadre post and if the pay so fixed happens to be less than the
pay drawn in the previous ex-cadre post, the difference may be allowed as personal
pay to be absorbed in future increases in pay. This is subject to the condition that on
both the occasions the employees should have opted to draw pay in the scales of pay
attached to the ex-cadre posts.

Note:
(i) The term parent post basic pay means the post held on regular basis in the
parent organization and pay drawn admissible in such a post respectively.
(ii) (ii) An officer who may be holding a higher post on adhoc basis in the cadre
at the time of proceeding on deputation / Foreign Service would be
considered to have vacated the post held on adhoc basis and proceeded on
deputation / Foreign Service from his regular post. During his deputation /
Foreign Service, he shall earn notional increments, in his regular post only.
On his reversion if he is re-appointed to the higher post on regular or adhoc
basis his pay will get fixed with reference to the pay admissible in the lower
post as on date of promotion. In such cases, if his pay gets fixed at a stage
lower than that of his junior(s) who continued to serve in the cadre, no
stepping up will be admissible as per extant rules in so far as Central
Government employees are concerned. However, if the pay so fixed is less
than the pay drawn earlier while holding the post on adhoc basis the pay
earlier drawn will be protected.

Posting Back from Ex-Cadre post to Cadre Post [Rule 1313 (3) (iv) of IREC II]

Where a railway servant holding an ex-cadre post is promoted or appointed

regularly to a post in his cadre, his pay in the cadre post will be fixed only with
reference to his presumptive pay in the cadre post which he would have held but for
his holding any ex-cadre post outside the ordinary line of service by virtue of which
he becomes eligible for such promotion or appointment.

Fixation of pay on re-appointment [Rule 1314]

The initial substantive pay of a railway servant who is appointed substantively to a

post on a time scale of pay which has been reduced for reasons other than
diminution in the duties or responsibilities attached to posts thereon, is regulated in
a manner that the initial pay shall not be less than the pay which he would have
drawn under Rule 1313 (F.R.22) on the last such occasion , if the reduced time scale
of pay had been in force from the beginning and he shall count for increments the
period during which he would have drawn that pay on such last and any previous
occasion.

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Fixation of Pay

Fixation of pay on erroneous promotions [Para 228 of IREM I]

Sometimes due to administrative errors, staff are over looked for promotion. This
administrative errors can be of two types:-

i. Where a person has not been promoted at all because of administrative error,
and
ii. Where a person has been promoted but not on the date from which he would
have been promoted but for the administrative error.

The staff who have lost promotion on account of administrative error should on
promotion be assigned correct seniority vis-a-vis their juniors already promoted,
irrespective of the date of promotion. Pay in the higher grade on promotion may be
fixed proforma at the proper time. The enhanced pay may be allowed from the date
of actual promotion. No arrears on this account shall be payable as he did not
actually shoulder the duties and responsibilities of the higher posts.

The following provisions shall govern the pay of a railway servant who is
appointed as probationer in another service or cadre and subsequently confirmed
in that service or cadre-[Rule 1315]
(1)
(a) during the period of probation he shall draw pay at the minimum of the time
scale or at the probationary stages or the time scale of the service or the post,
as the case may be:

Provided that if the presumptive pay of the permanent post, other than a
tenure post, on which he holds a lien or would hold a lien had his lien been
not suspended; should at any time be greater than the pay fixed under this
clause, he shall draw the presumptive pay of the permanent post;

(b) On confirmation in the service or post after the expiry of the period of
probation, the pay of the railway servant shall be fixed in the time scale of
the service or post in accordance with the provisions of the Rule 1313 or Rule
1316 as the case may be:

Provided that the pay shall not be so fixed under Rule 1313 (F.R. 22) with
reference to the pay that the railway servant would have drawn in the
previous post held by him in temporary capacity and he shall continue to
draw pay in the time scale of service or post as admissible under the normal
rules.

(2) A railway servant appointed as an Apprentice in another service or cadre

shall draw-

(a) during the period of Apprenticeship, the stipend or pay prescribed for such
period provided that if the presumptive pay of the permanent post other

Personnel Department -106-

Fixation of Pay

than a tenure post, on which he holds a lien or would hold a lien had his lien
not been suspended, should at any time be greater than stipend or pay fixed
under this clause, he shall draw the presumptive pay of the permanent post;

(b) on satisfactory completion of the Apprenticeship and regular appointment to

a post in the service or cadre, the pay as fixed in the time scale of the service
or post under Rule 1313.

Provided that the pay shall not be so fixed with reference to the pay that the
railway servant would have drawn in the previous post held by him in
temporary capacity and he shall continue to draw pay in the time scale of
service or post admissible under the normal rules.

Increments in Time-scale - [Rule 1318]

An increment other than the increment next above an efficiency bar shall ordinarily
be drawn as a matter of course unless it is withheld. An increment may be withheld
from a railway servant by a competent authority if his conduct has not been good or
his work not been satisfactory. In ordering the withholding of an increment, the
withholding authority shall state the period for which it is withheld and whether the
postponement shall have the effect of postponing future increments.

When the increment is withheld for a specified period as a measure of penalty, the
increment should be drawn from the date from which the penalty imposed ceases to
operate. The subsequent increment shall however be admitted/drawn from the first
of the month in which they fall due under normal rules, the period of dies-non like
break in service etc. being treated in the same way as leave without pay.

Reckoning Service for increments-- [Rule 1320]

The following provisions prescribe the conditions on which service counts for
increments in a time-scale—

(a) All duty in a post on a time-scale counts for increments in that time-scale:

Provided that, for the purpose of arriving at the date of the next increment in
that time-scale, the total of all such periods as do not count for increment in that
time-scale shall be added to the normal date of increment.

(b)
(i) Service in another post, other than a post carrying less pay, whether in a
substantive or officiating capacity, service on deputation out of India and leave
except extraordinary leave taken otherwise than on medical certificate, shall
count for increments in the time-scale applicable to the post on which the
railway servant holds a lien, as well as in the time-scale applicable to the post

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Fixation of Pay

or posts, if any on which he would hold a lien had his lien not been
suspended.

Provided that the service rendered in an ex-cadre post shall not be reckoned for
fixation of pay in another ex-cadre post and the pay in subsequent ex-cadre
post shall be fixed under the normal rules with reference to pay in the cadre
post.

(ii) All leave except extraordinary leave taken otherwise than on medical certificate
and the period of deputation out of India shall count for increment in the time-
scale applicable to a post in which a railway servant was officiating at the time
he proceeded on leave or deputation out of India and would have continued to
officiate but for his proceeding on leave or deputation out of India:

Provided that the competent authority may, in any case in which he is satisfied
that the extra-ordinary leave was taken for any cause beyond the railway
servant's control or for prosecuting higher scientific and technical studies,
direct that extraordinary leave shall be counted for increments under clause (i)
or (ii).
(c)
(i) If a railway servant, while officiating in a post or holding a temporary post on
a time-scale of pay, is appointed to officiate in a higher post or to hold a higher
temporary post, his officiating or temporary service in the higher post shall, if
he is re-appointed to the lower post, or is appointed or re-appointed to a post
on the same time-scale of pay, count for increment in the time-scale applicable
to such lower post. The period of officiating service in the higher post which
counts for increment in the lower post is, however, restricted to the period
during which the railway servant would have officiated in the lower post but
for his appointment to the higher post. This clause applies also to a railway
servant who is not actually officiating in the lower post at the time of his
appointment to the higher post, but who would have so officiated in such
lower post or in a post on the same time-scale of pay had he not been
appointed to the higher post.
(ii) If a railway servant on reversion from an ex-cadre post to the present cadre is
appointed to a post on a scale lower than that of the ex-cadre post but not on
the same time-scale as the post held at the time of his transfer to the ex-cadre
post, the service rendered on the higher scale in the ex-cadre post, shall count
for increments in the time-scale applicable to the cadre post subject to the same
conditions as are laid down for cases falling under proviso to Rule1313
(F.R.22).

(d) Foreign Service counts for increments in the time-scale.

(e) Joining time counts for increment-

(f) Increment admissible to a probationer :

Personnel Department -108-

Fixation of Pay

If a probationer is confirmed at the end of a period of probation exceeding

twelve months, he is entitled to claim retrospectively the increments which, but
for his probation, he would have received in the ordinary course.

Premature Increments - [Rule 1321]

Subject to any general or special orders that may be made by the President in this
behalf, an authority may grant a premature increment to a railway servant on a time-
scale of pay if it has power to create a post in the same cadre on the same scale of
pay.

Pay on Reduction to Lower Post - [Rule 1322]

The authority which orders the reduction of railway servant as a penalty from a
higher to a lower post or time-scale, may allow him to draw any pay, not exceeding
the maximum of the lower post, or time-scale which it may think proper.

Provided that the pay allowed to be drawn by a Railway servant under this rule
shall not exceed the pay which he would have drawn by the operation of Rule 1313.

Pay on reduction to lower post or grade as a measure of penalty - [Rule 1323]

(1) If a Railway servant is reduced as a measure of penalty to a lower stage in his

time-scale, the authority ordering such reduction shall state the period for
which it shall be effective and whether, on restoration, the period of reduction
shall operate to postpone future increments and, if so, to what extent.

(2) If a Railway servant is reduced as a measure of penalty to a lower service, grade

or post or to a lower time-scale, the authority ordering the reduction may or
may not specify the period for which the reduction shall be effective; but where
the period is specified, that authority shall also state whether, on restoration,
the period of reduction shall operate to postpone future increments and if so, to
what extent.

Pay when order of penalty is set aside or modified - [Rule 1324]

Where an order of penalty of withholding of increment of a railway servant or his

reduction to a lower service, grade or post, or to a lower time-scale, or to a lower
stage in a time-scale, is set aside or modified by a competent authority on appeal or
review, the pay of the railway servant shall be regulated in the following manner:-

(a) if the said order is set aside, he shall be given, for the period such order has
been in force, the difference between the pay to which he would have been
entitled had that order not been made and the pay he had actually drawn;
(b) if the said order is modified, the pay shall be regulated as if the order, as so
modified, had been made in the first instance.

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Fixation of Pay

Explanation.--If the pay drawn by a railway servant in respect of any period prior to
the issue of the orders of the competent authority under this rule is revised, the leave
salary and allowances (other than traveling allowance) if any, admissible to him
during that period shall be revised on the basis of the revised pay.

Notwithstanding the provisions contained in these rules, the pay of a railway

servant who's promotion or appointment to a post is found to be or to have been
erroneous shall be regulated in accordance with any general or special orders issued
by the competent authority in this behalf.[Rule 1327]

Fixation of Pay of Medically decategorised staff absorbed in alternative post[Para

1313 IREM I]

The pay of disabled / medically de-categorized Railway servant will be fixed on

absorption in a alternative post at a stage corresponding to the pay previously
drawn in the post held by them on a regular basis before accruing disability /
medically de-categorization. For running staff the fixation will be based on the basic
pay plus a percentage of the basic pay, representing the pay element of running
allowance, as may be in force.

If the basic pay so arrived at does not correspond to any stage in the absorbing
grade, the pay may be fixed at the stage just below and the difference allowed as
personal pay to be absorbed in future increments in the pay. Similarly if the pay so
arrived at exceeds the maximum of the absorbing grade the pay may be fixed at the
maximum and the difference may be allowed as personal pay to be absorbed in
future increments / increases in pay. Other allowance such as DA, CCA and HRA
should be allowed on pay plus personal pay if any in absorbing grade.

Pay of medically decategorised running staff while they are kept on supernumerary
post, shall be suitably fixed by addition of the pay element of running allowance
[RBE 138/11]

While determining pay in Pay Band for the purpose of fixation of pay of medically
unfit running staff in alternative stationary post, an amount equal to such percentage
of basic pay (pay in Pay Band + Grade Pay) representing pay element of running
allowance, may be added to the existing pay in Pay Band, would be the pay in the
Pay Band in the alternative post with no change in the Grade Pay of substantive
post.[RBE 41/13]

Fixation of Pay of Surplus staff being absorbed in lower grade. [RBE No.226/2001]

When surplus staff are re-deployed in a post carrying a lower scale of pay, the
surplus employee shall be permitted to carry his current pay scale along with him to
the alternative post in which he is so re-deployed. This benefit shall not be extended
where despite availability of a post in a matching or higher pay scale, the surplus

Personnel Department -110-

Fixation of Pay

staff is re-deployed in a post carrying a lower pay scale at his own request w.e.f.
09.11.2001

Fixation of pay in case of Own Request Transfer [RBE 60/97, 143/07 & 188/99]

In case of an employee holding a higher post on regular basis and has completed a
minimum period of 24 months in that higher post and seeks transfer on his own
request to a lower post, fixation of his pay in the lower grade would be done at the
stage equal of his pay in the lower grade would be done at the stage equal to the pay
drawn by him in the higher post subject to the maximum of the lower post not being
exceeded. In the case there is no stage in the lower grade equal to the pay being
drawn by the employee in the higher post, his pay in the lower grade will be fixed at
the stage next below the pay being drawn in the higher post and the difference will
be paid as Personal Pay to be absorbed in future increments.

In revised pay structure which is comprising grade pay and running pay bands wef
1.1.2006, the pay in the pay band of the Government servant seeks transfer on his
own request to a lower post will be fixed at a stage equal to the pay in the pay band
drawn by him prior to his appointment against the lower post. However, he will be
granted grade pay of lower post. Further, in all cases, he will continue to draw his
increments based on his pay in the pay band plus grade pay (lower).
[RBE 210/09 & 146/12]

Pay fixation of running staff selected under GDCE quota[RBE 132/06]

The benefit of reckoning of pay element for the purpose of fixation of pay of running
staff on their appointment to the posts under the GDCE scheme is not admissible.

GDCE scheme is voluntary nature and the concerned staff are aware of the mode of
fixation of pay on their appointment to a post under the said scheme. Hence in such
cases pay fixation has to be effected without taking into account the pay element.

Fixation of pay in the revised pay structure-7th CPC [RBE Nos. 90 & 93 of 2016]
(1) The pay of a Railway servant who elects, or is deemed to have elected under
rule 6 to be governed by the revised pay structure on and from the 1st day of
January, 2016, shall, unless in any case the President by special order
otherwise directs, be fixed separately in respect of his substantive pay in the
permanent post on which he holds a lien or would have held a lien if such
lien had not been suspended, and in respect of his pay in the officiating post
held by him, in the following manner, namely:-

(a) in the case of all employees-

(i) the pay in the applicable Level in the Pay Matrix shall be the pay
obtained by multiplying the existing basic pay by a factor of 2.57,
rounded off to the nearest rupee and the figure so arrived at will be

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Fixation of Pay

located in that Level in the Pay Matrix and if such an identical figure
corresponds to any Cell in the applicable Level of the Pay Matrix, the
same shall be the pay, and if no such Cell is available in the applicable
Level, the pay shall be fixed at the immediate next higher Cell in that
applicable Level of the Pay Matrix.

7th CPC Pay Matrix

Personnel Department -112-

Fixation of Pay

 Illustration:
1 Existing Pay Band : PB-1
Pay
2 Existing Grade Pay : 2400
Band 5200-20200
3 Existing Pay in Pay Band : 10160
4 Existing Basic Pay: 12560 [10160 2400] Grade
1800 1900 2000 2400 2800
BasicPay:12560 (10160+2400) Pay
5 Pay after multiplication by a fitment factor of 2.57 :
Levels 1 2 3 4 5
12560 x 2.57 = 32279.20(rounded off to 32279)
6 Level corresponding to GP 2400 : Level 4 1 18000 19900 21700 25500 29200
7 Revised Pay in Pay Matrix (either equal to or next
2 18500 20500 22400 26300 30100
higher to 32279 in Level 4) : 32300.
3 19100 21100 23100 27100 31000
4 19700 21700 23800 27900 31900
5 20300 22400 24500 28700 32900
6 20900 23100 25200 29600 33900
7 21500 23800 26000 30500 34900
8 22100 24500 26800 31400 35900
9 22800 25200 27600 32300 37000
10 23500 26000 28400 33300 38100
11 24200 26800 29300 34300 39200

(ii) if the minimum pay or the first Cell in the applicable Level is more than
the amount arrived at as per sub-clause (i) above, the pay shall be fixed at
minimum pay or the first Cell of that applicable Level.

(b) In the case of medical officers in respect of whom Non Practicing Allowance
(NPA) is admissible, the pay in the revised pay structure shall be fixed in the
following manner :

i. the existing basic pay shall be multiplied by a factor of 2.57 and the figure so
arrived at shall be added to by an amount equivalent to Dearness Allowance
on the pre-revised Non-Practicing Allowance admissible as on 1st day of
January, 2016. The figure so arrived at will be located in that Level in the Pay
Matrix and if such an identical figure corresponds to any Cell in the
applicable Level of the Pay Matrix, the same shall be the pay, and if no such
Cell is available in the applicable Level, the pay shall be fixed at the
immediate next higher Cell in that applicable Level of the Pay Matrix.

ii. The pay so fixed under sub-clause (i) shall be added by the pre-revised Non
Practicing Allowance admissible on the existing basic pay until further
decision on the revised rates of Non Practicing Allowance.

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Fixation of Pay

Illustration:
1 Existing Pay Band : PB-3
2 Existing Grade Pay : 5400 Pay Band 15600-39100
3 Existing pay in Pay Band : 15600 Grade Pay 5400 6600 7600
4 Existing Basic Pay : 21000 Levels 10 11 12
5 25% NPA on Basic Pay : 5250 1 56100 67700 78800
2 57800 69700 81200
6 DA on NPA@ 125% : 6563
3 59500 71800 83600
Pay after multiplication by a fitment factor of
7 4 61300 74000 86100
2.57: 21000 x 2.57 = 53970
8 DA on NPA : 6563 (125% of 5250) 5 63100 76200 88700
9 Sum of serial number 7 and 8 = 60533 6 65000 78500 91400
Level corresponding to Grade Pay 5400 (PB-3)
10
: Level 10
Revised Pay in Pay Matrix (either equal to or
11
next higher to 60533 in Level 10) : 61300
12 Pre-revised Non Practicing Allowance : 5250
Revised Pay + pre-revised Non Practicing
13
Allowance : 66550

(2) Where a post has been upgraded as a result of the recommendations of the
Seventh Central Pay Commission, the existing basic pay will be arrived at by
adding the Pay drawn by the concerned employee in the existing Pay Band
plus the Grade Pay corresponding to the Level to which the post has been
upgraded and, the fixation of pay shall be done in the manner prescribed in
accordance with clause (A) of sub-rule (1).

Illustration:
1. Existing Pay Band : PB-1
Pay Band 5200-20200
2. Existing Grade Pay : 2400
3. Existing basic pay : 12560 [10160+2400] Grade Pay 1800 1900 2000 2400 2800
4. Upgraded Grade Pay : 2800
Levels 1 2 3 4 5
5. Pay for the purpose of fixation: 12960
(10160+2800) 1 18000 19900 21700 25500 29200

2 18500 20500 22400 26300 30100

6. Pay after multiplying serial number 5 3 19100 21100 23100 27100 31000
with a fitment factor of 2.57 : 33307.20
(rounded off to 33307) 4 19700 21700 23800 27900 31900

5 20300 22400 24500 28700 32900

7. Level corresponding to Grade Pay 2800 :
Level 5 6 20900 23100 25200 29600 33900
8. Revised Pay in Pay Matrix (either 7 21500 23800 26000 30500 34900
equal to or next higher to 33307 in
Level 5) : 33900.

(3) A Railway servant who is on leave on the 1st day of January, 2016 and is
entitled to leave salary shall be entitled to pay in the revised pay structure
from 1st day of January, 2016 or the date of option for the revised pay
structure.

Personnel Department -114-

fixation of pay on the post to which they are appointed on deputation, happens
to be lower than the pay these officers would have been entitled to, had they
been in their parent cadre and would have drawn that pay but for the Central
deputation, such difference in the pay shall be protected in the form of Personal
Pay with effect from the date of notification of these rules.
13. Fixation of pay on promotion on or after 1st day of January, 2016.—The fixation
of pay in case of promotion from one Level to another in the revised pay
structure shall be made in the following manner, namely:-
(i) One increment shall be given in the Level from which the employee is
promoted and he shall be placed at a Cell equal to the figure so arrived at in
the Level of the post to which promoted and if no such Cell is available in
the Level to which promoted, he shall be placed at the next higher Cell in
that Level.
Illustration:
Level in the revised
1. Pay Band 5200-20200
pay structure : Level 4

Basic Pay in the revised pay

2. Grade Pay 1800 1900 2000 2400 2800
structure : 28700

Levels 1 2 3 4 5
Granted promotion/financial
3. upgradation under MACPS in 1 18000 19900 21700 25500 29200
Level 5
2 18500 20500 22400 26300 30100

Pay after giving one increment 3 19100 21100 23100 27100 31000
4.
in Level 4 : 29600 4 19700 21700 23800 27900 31900

Pay in the upgraded Level i.e. 5 20300 22400 24500 28700 32900
Level 5 : 30100 (either equal to
5. 6 20900 23100 25200 29600 33900
or next higher to 29600 in Level
5) 7 21500 23800 26000 30500 34900
(ii) In the case of Railway servants receiving Non Practicing Allowance, their
basic pay plus Non Practicing Allowance shall not exceed the average of
basic pay of the revised scale applicable to the Apex Level and the Level of
the Cabinet Secretary.

 Schedule in two parts viz. Annexure ‘A’ and Annexure ‘B’ applicable to
various categories of Railway Servants is enclosed. Annexure ‘A’ shows the
revised pay structure (Pay Matrix and the levels specified therein with
reference to existing pay structure) applicable to the different categories of
Railway Servants for whom normal replacement level has been recommended
by 7th CPC and approved by Government of India; this was also circulated as
Part ‘A’ of Schedule in the Railway Services (Revised Pay) Rules, 2016.
Annexure ‘B’ shows certain specific Railway categories where upgradation of
posts has been recommended by 7th CPC and approved by Government of
India. The revised pay structure will take effect from 151 January, 2016. The
schedule has the sanction of the President.

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Fixation of Pay

 The Recommendations of 7th CPC for upgradation of posts for some

categories of Railway employees has been referred to Department of
Personnel & Training for taking a comprehensive view in the matter. These
categories include Senior Section Officer (Accounts)/Senior Travelling
Inspector of Accounts/Senior Inspector of Store Accounts [Para 11.40.83 of 7 th
CPC report], Chemical & Metallurgical Assistant, Chemical & Metallurgical
Superintendent, Assistant Chemist & Metallurgist [Para 11.40.124 of 7’h CPC
report]. Normal revised pay structure as indicated in Annexure ‘A’ and also
given in Part A of Schedule of RS (RP) Rules, 2016 will apply to these
categories till further decision of Government of India.

REVISED LEVELS FOR CERTAIN SPECIFIC POSTS IN RAILWAYS

The Level in the revised pay structure mentioned in Column [5] for the posts
mentioned in Column [2] of the Tables below have been approved by the
Government. The initial fixation as on 01.01.2016 will be done in accordance with
Sub-rule 2 of Rule 7 of RS[RP] Rules, 2016.

ZONAL RAILWAYS /PRODUCTION UNITS

1. COMMERCIAL DEPARTMENT
S.No. Name of the Existing Grade Grade pay corresponding Revised Pay Structure
Post Pay to which revised levels Level in Pay Para No. of the
have been recommended Matrix Report
[1] [2] [3] [4] [5] [6]
1.1 Ticket Collector 1900 GP-2000 L-3 See Note 1 11.40.69 to
11.40.71
1.2 Sr.Ticket 2400 GP-2800 L-5 See Note 1 11.40.69 to
Collector /TTE 11.40.71

2. TRAFFFIC DEPARTMENT
S.No. Name of the Existing Grade Grade pay corresponding Revised Pay Structure
Post Pay to which revised levels Level in Pay Para No. of the
have been recommended Matrix Report
[1] [2] [3] [4] [5] [6]
1.1 Assistant Station 2800 GP-4200 L-6 See Note 2 11.40.55
Master

3. TRAFFFIC ASSISTANTS METRO RAILWAY

S.No. Name of the Existing Grade Grade pay corresponding Revised Pay Structure
Post Pay to which revised levels Level in Pay Para No. of the
have been recommended Matrix Report
[1] [2] [3] [4] [5] [6]
1.1 Traffic Assistant 2000 GP-2400 L-4 See Note 3 11.40.140

3. DIETICIANS
S.No. Name of the Existing Grade Grade pay corresponding Revised Pay Structure
Post Pay to which revised levels Level in Pay Para No. of the
have been recommended Matrix Report
[1] [2] [3] [4] [5] [6]
4.1 Dieticians 4200 GP-4600 L-7 See Note 4 7.7.45

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Fixation of Pay

4.2 Sr.Dietician 4600 GP-4800 L-8 See Note 7.7.45

4&6
4.3 Assistant 4800 GP-5400 L-9 See Note 7.7.45
Dietetic Officer 4&6
3. Perfusionists
S.No. Name of the Existing Grade Grade pay corresponding Revised Pay Structure
Post Pay to which revised levels Level in Pay Para No. of the
have been recommended Matrix Report
[1] [2] [3] [4] [5] [6]
5.1 Perfusionists 2400 GP-4200 L-6 See Note 5 7.7.52

Notes:
1. Ticket Collector in GP 1900 and Senior Ticket Collector /TTE in GP 2400
should be upgraded to GP-2000 & GP-2800 respectively and then fitted in the
revised Pay Matrix. This Upgradation is a part of the 7 th CPC recommendation
accepted by the Government of India for the merger of three categories of
Commercial Staff i.e. Ticket Checking Staff, Enquiry-cum-Reservation Clerks
and Commercial Clerks to a consolidated cadre called Commercial and
Ticketing Staff. The rationalisation of functions of the merged Commercial and
Ticketing Staff. The rationalisation of functions of the merged Commercial and
Ticketing cadre as also the revised AVC, inter se seniority, Recruitment Rules,
classification as selection /non-selection etc. as approved by Railway Board,
will be issued through separate orders.
2. Assistant Station Masters in GP 2800 should be upgraded to GP 4200 and then
fitted in the revised Pay Matrix. Consequently, the designation of ASM shall
stand abolished and the Post of Assistant Station Master shall stand merged
with post of Station Masters [GP 4200] along with functions. The
rationalisation of functions as also revised AVC, inter se seniority, Recruitment
Rules, classification as selection /non-selection etc. as decided by the Railway
Board, will be issued through separate orders.
3. Traffic Assistant, Metro Railway in GP 2000 should be upgraded to GP 2400
and then fitted in the revised Pay Matrix. They shall continue to perform their
existing functions unless otherwise specified by Railway Board.
4. Dieticians in Railways in GP 4200 should be upgraded to GP-4600 and then
fitted in the revised Pay Matrix. They shall continue to perform their existing
functions unless otherwise specified by Railway Board.
5. Grant of GP-4200 to Perfusionists is subject to acquiring / possession of
qualification of Degree in Science + Diploma in Perfusion technology. The
eligible Perfusionists in GP-2400 should be upgraded to GP-4200 and thereafter
placed in the revised pay structure. Further, the existing incumbents not
procession the revised qualification shall be granted replacement pay level
corresponding GP-2400. They may be granted the pay level corresponding to

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Fixation of Pay

upgraded GP-4200 after acquiring the revised qualification OR upon

completion of three years in GP-2400/L-4, whichever is earlier.
6. The existing classification of Railway servants in Group ‘C’, ‘B’, & ‘A’ on the
basis of existing pay structure will continue in the revised pay structure till
further orders except as may be specifically prescribed otherwise by Ministry
of Railways [Railway Board]. No change in the classification should be made
in the revised pay structure.

Fixation of pay in the revised pay structure [Rule 7 of RS[RP] Rules, 2016] in
respect of existing running staff as on 01.01.2016.

In the case of Running Staff who are in receipt of Running Allowance, the pay in the
revised pay structure shall be fixed in the following manner:

The existing basic pay shall be multiplied by a factor of 2.57. The figure so
arrived at shall to an amount equivalent to Dearness Allowance on the pre-
revised Pay Element [30% of Basic Pay] admissible as on 1st Day of January,
2016. The figure so arrived at will be located in that Level in the Pay Matrix
and if such an identical figure corresponds to any Cell in the applicable
Level of the Pay Matrix, the same shall be the pay and if no such Cell is
available in the applicable Level, the pay shall be fixed at the immediate
next higher Cell in that applicable Level of the Pay Matrix.

Illustration [for Running Staff]

1. Existing Pay Band: PB-2 Extracted from Civil Pay Matrix [7th CPC
2. Existing Grade Pay: 4200
Pay 5200-20200 9300-
3. Existing Pay in PB: 15730
Band 34800
4. Existing Basic Pay: 19930
[S.No.2 + 3] Grade 1800 1900 2000 2400 2800 4200
5. Pay Element on existing Basic Pay
Pay [30% of Basic Pay]: 5979 Levels [1] [2] [3] [4] [5] [6]
6. DA on Pay Element [30% of 14 26400 29300 37500 37500 42800 52000
existing BP]
@ 125%: 7474 15 27200 30200 38600 38600 44100 53600
7. Pay after multiplication of Basic
Pay by a fitment factor of 2.57:
19930 x2.57 = 16 28000 31100 39800 39800 45400 55200
51220
8. DA on Pay Element [30% of 17 28800 32000 41000 41000 46800 56900
existing BP] 7474
9. Sum of S.No.7 & 8= 58694
10. Level corresponding to GP 18 29700 33000 42200 42200 48200 58600
4200: Level 6
11. Revised Pay in Pay Matrix
[either equal to or next higher to
58694 in Level 6]: 60400 19 30600 34000 43500 43500 49600 60400

20 31500 35000 44800 44800 51100 62200

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Fixation of Pay

Reckoning of pay element for fixation of pay of running staff in stationary posts
in Group ‘B’. [RBE No.74/2017]

The provisions regarding fixation of pay of running staff in stationary posts

contained in Rule 25 (i)(d) of ‘The Rules for the payment of running and other
allowances to the Running staff on the Railways 1981’ and paragraph 924 (i) (d) of
IREM-I would also apply in the case of fixation of pay of running staff posted on
promotion to the stationary posts in Group ‘B’ also.

Personnel Department -122-

Railway Service Conduct Rules

The Railway Service (Conduct) Rules 1966

(Appendix I of IREC-I)
The Railway servants are governed by the Railway Service Conduct Rules 1966,
which lays down the standard of conduct expected from every Railway Servant and
members of their family.

Railway service (conduct) Rules, in brief, are as under:-

Rule 3 : General

(1) Every Railway servants shall at all time

(i) Maintain absolute integrity

(ii) Maintain devotion to duty and
(iii) Do nothing which is unbecoming of a Railway or Railway employee
(iv) commit himself to and uphold the supremacy of the Constitution and
democratic values;
(v) defend and uphold the sovereignty and integrity of India, the security of the
State, public order, decency and morality
(vi) maintain high ethical standards and honesty;
(vii) maintain political neutrality;
(viii) promote the principles of merit, fairness and impartiality in the discharge of
duties;
(ix) maintain accountability and transparency;
(x) maintain responsiveness to the public, particularly to the weaker section;
(xi) maintain courtesy and good behaviour with the public;
(xii) take decisions solely in public interest and use or cause to use public
resources efficiently, effectively and economically;
(xiii) declare any private interests relating to his public duties and take steps to
resolve any conflicts in a way that protects the public interest;
(xiv) not place himself under any financial or other obligations to any individual or
organisation which may influence him in the performance of his official
duties;
(xv) not misuse his position as railway servant and not take decisions in order to
derive financial or material benefits for himself, his family or his friends;
(xvi) make choices, take decisions and make recommendations on merit alone;
(xvii) act with fairness and impartiality and not discriminate against anyone,
particularly the poor and the under-privileged sections of society;
(xviii) refrain from doing anything which is or may be contrary to any law, rules,
regulations and established practices;
(xix) maintain discipline in the discharge of his duties and be liable to implement
the lawful orders duly communicated to him;
(xx) maintain confidentiality in the performance of his official duties as required
by any laws for the time being in force, particularly with regard to
information, disclosure of which may prejudicially affect the sovereignty and

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integrity of India, the security of the State, strategic, scientific or economic

interests of the State, friendly relation with foreign countries or lead to
incitement of an offence or illegal or unlawful gain to any person;
(xxi) perform and discharge his duties with the highest degree of professionalism
and dedication to the best of his abilities.
(Authority - Railway Board's letter No. E(D&A) 2014 GS1-3 dated 12.01.2015)..acs
no.125

(2)
(i) Every railway servant holding a supervisory post shall take all possible steps
to ensure the integrity and devotion to duty of all railway servants for the
time being under his control and authority;
(ii) no railway servant shall, in the performance of his official duties, or in the
exercise of powers conferred on him, act otherwise than in his best judgement
except when he is acting under the direction of his official superior;
(iii) the direction of the official superior shall ordinarily be in writing, and where
the issue of oral direction becomes unavoidable, the official superior shall
confirm it in writing immediately thereafter; and
(iv) a railway servant who has received oral direction from his official superior,
shall seek confirmation of the same in writing as early as possible, whereupon
it shall be the duty of the official superior to confirm the direction in writing.

(3) A. Promptness and Courtesy

No Railway servant shall—
(a) in the performance of his official duties, act in a discourteous manner;
(b) in his official dealings with the public or otherwise adopt dilatory tactics
or willfully cause delays in disposal of the work assigned to him.

(3) B. Observance of Government's policies.

Every railway servant shall, at all times—
(i) act in accordance with the Government's policies regarding age of
marriage, preservation of environment, protection of wildlife and cultural
heritage;
(ii) observe the Government's policies regarding prevention of crime against
women.
(Authority: Railway Board's letter No. E (D &A ) 95 GS1-5 dt.14.9.95) 3 C.

(3)C. Prohibition of sexual harassment of working women.

(i) No Railway servant shall indulge in any act of sexual harassment of any
woman at any work place.
(ii) Every Railway servant who is incharge of a work place shall take appropriate
steps to prevent sexual harassment to any woman at the work place.

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Railway Service Conduct Rules

Explanation. –

(I) For the purpose of this rule ,-

a. "sexual harassment" includes any one or more of the following acts or behavior
(whether directly or by implication) namely:-
i. Physical contact and advances; or
ii. a demand or request for sexual favours; or
iii. making sexually coloured remarks; or
iv. showing pornography; or
v. any other unwelcome physical, verbal, non-verbal conduct of a sexual nature.

b. the following circumstances, among other circumstances, if it occurs or is

present in relation to or connected with any act or behavior of sexual harassment
may amount to sexual harassment:-
i. implied or explicit promise of preferential treatment in employment; or
ii. implied or explicit threat of detrimental treatment in employment; or
iii. implied or explicit threat about her present or future employment status; or
iv. interference with her work or creating an intimidating or offensive or hostile
work environment for her; or
v. humiliating treatment likely to affect her health or safety.

c. "workplace" includes,-
i. any department, organisation, undertaking, establishment, enterprise,
institution, office, branch or unit which is established, owned, controlled or
wholly or substantially financed by funds provided directly or indirectly by
the Central Government;
ii. hospitals or nursing homes;
iii. any sports institute, stadium, sports complex or competition or games venue,
whether residential or not used for training, sports or other activities relating
thereto;
iv. any place visited by the employee arising out of or during the course of
employment including transportation provided by the employer for
undertaking such journey;
v. a dwelling place or a house."

(Authority- Railway Board's letter No. E(D&A) 2014 GS1-4 dated 12.01.2015)

(4) Employment of near relatives of Railway servants in Company or firms

1. No Railway servant shall use his official position or influence directly or

indirectly to secure employment for any member of his family in any
company or firm.
2. No Group "A" officer shall, except with the prior sanction of the Government
permit his son, daughter or other dependent to accept employment in any
company or firm with which he has official dealings or in any other company
or firm having official dealing with the Government.

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3. No Railway servant shall in the discharge of his official duties deal with any
matter or give or sanction any contract to any company or firm or any other
person if any member of his family is employed in that company or firm.
Every such matter or contract shall be sent to his supervisor authority.

(5) Taking parts in Politics and elections :-

1. No railway servant shall be a member of or be otherwise associated with any

political party or any organisation which takes part in politics nor shall he
take part in, subscribe in aid of, or assist in any other manner, any political
movement or activity.
2. It shall be the duty of every railway servant to endeavor to prevent any
member of his family from taking part in, subscribing in aid of, or assisting in
any other manner any movement or activity which is, or tends directly or
indirectly to be subversive of the Government as by law established and
where a railway servant is unable to prevent a member of his family from
taking part in, or subscribing in aid of or assisting in any other manner, any
such movement or activity, he shall make a report to that effect to the
Government.
3. If any question arises whether a party is a political party or whether any
organisation takes part in politics or whether any movement or activity falls
within the scope of sub-rule(2) the decision of the Government thereon shall
be final.
4. No railway servant shall canvass, otherwise interfere with, or use his
influence in connection with or take part in, an election to any legislature or
local authority.
Provided that —-
(i) a railway servant qualified to vote at such election may exercise his right to
vote, but where he does so, he shall give no indication of the manner in
which he proposes to vote or has voted;
(ii) a railway servant shall not be deemed to have contravened the provisions
of this sub-rule by reason only that he assists in the conduct of an election
in the performance of a duty imposed on him by or under any law for the
time being in force.
Explanation: The display by a railway servant on his person, vehicle or
residence, of any electoral symbol shall amount to using his influence in
connection with an election within the meaning of this sub-rule

Railway Ministry’s decision:- (1) Railway servants wishing to join the Bharat Sevak
Samaj should obtain prior permission from the Head of the Department. This
permission will not, however, absolve them from the observance, at all times, of the
rules and instructions relating to the conduct and behaviour of the Railway
servant.(E(D&A)64 GS1-4 dt. 27.5.1964)

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Railway Service Conduct Rules

Railway Ministry’s decision:- (2) The Railway servants should not only be impartial
but they should appear to be impartial in relation to the elections. They should not
take part in any election campaign nor should they canvass. They should always
take scrupulous care not to lend their names, official position of authority to assist
one group as against another. Any disregard of these instructions will be considered
as serious act of indiscipline. Their attention is drawn to the provisions in section
134-A of the Representation of the People Act, 1951 which reads as under:
“If any person in the service of the Government, acts as an election agent or a polling
agent or a counting agent of a candidate at an election he shall be punishable with
imprisonment for a term which may extend up to 3 months or with fine or with
both”. (E(D&A)66 GS1-15 dt.27.12.1966)

Railway Ministry’s decision:- (3) Political neutrality of Railway servants - It is

essential that Railway servants should not only maintain political neutrality but
should also appear to do so and they should not participate in the activities of, or
associate themselves with any organisation in respect of which there is the slightest
reason to think that the organisation as a political aspect or with organisations
banned by the Government. (E(D&A)69 GS1-25 dt. 31.1.1970) (NS Policy/19 dt.
11.3.1976).

(6) Joining of Associations or Unions by Railway servants :-

No Railway servant shall join or be a member of an association or union, the object

or activities of which are prejudicial to the interests of sovereignty, integrity and
security of India. When any staff is promoted to gazetted rank he shall resign the
union of non-gazetted staff but in case joining such union is beneficent, he may
continue as an ordinary member, but not as office bearer with such union, provided
he satisfies the GM. Rule

(7) Demonstration :

No Railway servant shall engage himself or participate in any demonstration which

is prejudicial to the interest of the sovereignty and integrity of India, the security of
the state, friendly relation with foreign state, public order, decency or morality or
which involves contempt of court, defamation or incitement to an offence.

(8) Connection with the press or Radio :-

No Railway servant shall except with the prior sanction of the Govt. connect with
press, Radio, TV, editing a newspaper or publishing a book and other media except
in literary, artistic and scientific matter.

(9) Criticism of Government :-

No Railway servant shall, in any radio broadcast, telecast through any Electronic
media or in any document published in his own name or in the name of any other

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person or in any communication to press or in any other media make any statement
of fact or opinion which has effect of an adverse criticism of any current policy of
Central / State Government or embarrassing the relationship between Central and
State Government or between the Central Government and the Government of any
foreign state.

(10) Evidence before Committee or any other Authority :-

No Railway employee shall, except with the previous sanction of the Government,
give evidences in connection with any inquiry conducted by any person, committee
or authority or in the course of giving such evidence not criticise the policy or any
action of the Central or State Government.

(11) Communication of official information :-

Every Railway servant shall, in the performance of his duties in good faith,
communicate information to a person in accordance with the right to information
Act, 2005 (22) of 2005)and the rules made there under, provided that no Railway
servant shall, except in accordance with any general or special orders of Government
or in the performance in good faith of the duties assigned to him, communicate,
directly or indirectly, any official document or any part thereof or classified
information to any Railway servant or any other person to whom he is not
authorized to communicate such documents or classified information.[RBE No.
22/06]

(12) Subscription :-

No Railway servant shall, except with the previous sanction of Government, ask for
or accept contributions or otherwise associate himself with raising, of any of the
funds or other collections in cash or in any kind in pursuance of any object
whatsoever. Rule

(13) Gifts

1. No Railway servant shall accept, or permit any member of his family or any
other person on his behalf to accept any gift (gift shall include free transport,
boarding, lodging or other service or any other pecuniary advantage
provided by any person other than a near relative or friend having no official
dealing with Government servant). A Railway servant shall avoid accepting
lavish hospitality or frequent hospitality from any individual, industry or
firm having official dealing with him. [RBE No. 108/09;70/11]
2. On occasion, such as wedding, anniversaries, funerals or religious functions,
when the making of gift is in conformity with the prevailing religious or
social practices, a Government servant may accept gifts from his near relatives
but shall report to the Government if the value of any gift exceeds :-
(i) Rs. 25,000/- in the case of a Rly servant holding any Group "A" post.

Personnel Department -128-

Railway Service Conduct Rules

(ii) Rs. 15,000/- in the case of a Rly servant holding any Group "B" post.
(iii) Rs. 7,500/- in the case of a Rly servant holding any Group "C" post.
[RBE No.01/2015]
3. On above occasions, a Railway servant may accept gifts from his personal
friends having no official dealings with him, but he shall make a report to the
Government, if the value of any such gifts exceeds:-
(i) Rs. 1500/- in the case of a Rly servant holding any Group "A" & "B" post.
(ii) Rs. 500/- in the case of a Rly servant holding any Group "C" & "D" post.

(Note:- Where award money is to be distributed in kind by way of gift articles

involving expenditure, adequate care should be taken to ensure that normal
purchase procedure is followed while processing with such purchases.(RBE 08/12)

(13) (A) : Dowry

No Railway servant shall:-

(i) give or take or abet the giving or taking of dowry ; or
(ii) demand directly or indirectly from the parents or guardian of a bride or bride
groom, as the case may be, any dowry.

(14) Public demonstrations in honor of Railway servant

No Railway employee shall except with the previous sanction of Government

receive any complimentary or valedictory address or accept any testimonial or
attend any meetings of entertainment held in his honor or in the honor of any other
Government servant. Provided that nothing in this rule shall apply to :-
(i) a farewell entertainment of a substantially private and informal character held
in honour of a railway servant or any other Government servant on the
occasion of his retirement or transfer or any person who has recently quit the
service of any Government; or
(ii) the acceptance of simple and inexpensive entertainments arranged by public
bodies or institutions.

(15) Private Trade or Employment :-

No Railway employee shall except with the previous sanction of the Government:-

a. Engage directly or indirectly in any trade or business;

b. Negotiate for, or undertake any other employment, however a Railway
employee may undertake any honorary work of a social or charitable nature
or occasional work of a literary, artistic or scientific manner.
c. Hold an elective office, or canvass for a candidate for an elective office.
d. Canvass in support of any business of insurance agency, commission agency
etc. owned or managed by any member of his family; or
e. Take part in the registration, promotion or management of any bank or other
company or any co-operative society for commercial purpose.

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Railway Service Conduct Rules

f. Participate in or associate himself in any manner in making of :-[RBE No.

12/97]
(i) a sponsored media (radio or television) programme; or
(ii) a media programme commissioned by Government media but produced
by a private agency; or
(iii) a privately produced media programme including video magazine.

15 (A) : Subletting and vacation of Government Accommodation :- [RBE No. 12/97]

(i) No Railway servant shall sublet, lease or otherwise allow occupation by

any other person of Govt. accommodation, which has been allotted to him.
(ii) A Railway servant shall after the cancellation of his allotment of Govt.
accommodation vacate the same within the time limit prescribed by the
allotting authority.

(16) Investment, lending and borrowing :-

1. No Railway employee shall speculate in any stock share or other investment.
Provided that nothing in this sub rule shall apply to occasional investments
made through stock brokers or other persons duly authorised or who have
obtained a certificate of registration under the relevant law. [RBE No. 12/97]
2. No Railway employee shall make or permit any member of his family or any
other person acting on his behalf to make any investment, which is likely to
embarrass or influence him in the discharge of his official duties. For this
purpose, any purchase of shares out of the quotas reserved for Directors of
company or their friends and associate shall be deemed to be an investment,
which is likely to embarrass the Railway servant. [RBE No. 12/97]
3. No Railway servant who is involved in the decision making process of
fixation of price of an Initial Public offering or following public offering of
shares of a Central Public Sector Enterprises shall apply, either himself or
through any member of his family or through any other person acting on his
behalf, for allotment of shares in the Initial Public Offerings or follow up
Public Offerings of such Central Public Sector Enterprises. [RBE No. 128/09]
4. No Railway employee shall, save in the ordinary course of business with a
bank or a public limited company, either himself or through any member of
his family or any other person.
(a) Lend or borrow or deposit money, as a principal or an agent, to or from or
with, any person or firm, company with whom he is likely to have official
dealing or otherwise place himself under pecuniary obligation to such
person or firm or private limited company; or
(b) Lend money to any person at interest, provided that a Railway servant may
give or accept from a relative or a personal friend, a purely temporary loan of
small amount free of interest.

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Railway Service Conduct Rules

1. Since, it is not possible to define the term "small amount" comprehensively

each case should be decided on merit and in deciding such cases, the status of
the individual concerned and the amount involved should be taken into
account.
2. In the context of borrowing of money from a relative or a personal friend in
terms of Rule 16(4) (i) of the Railway Service (Conduct) Rules, 1966 it is
clarified as under
a. Prior sanction of the Government is required for borrowing money from a
relative or a personal friend with whom the Railway servant has official
dealings. However, in terms of the relaxation given in the first proviso to
Rule 16(4) (i), no prior sanction is required if the loan to be taken from
such a person (i.e., with whom he has official dealings) is purely
temporary loan of a small amount, free of interest.
b. No prior sanction of the Government is required if the Railway servant
borrows money from a relative or a personal friend with whom he has no
official dealings.
3. It may, however, be noted that "Loan" is considered as movable property in
terms of Explanation-I, below Rule 18(5) of the Railway Services (Conduct)
Rules, 1966 and hence, any 'Loan" advance taken by the Railway servant that
exceeds the limit prescribed under Rule 18(3) of the said Rules is to be
reported to the government. It is always open to the authorities to verify the
correctness / genuineness of the transaction if they have any doubt in the
matter, by requiring the Railway Servant to produce necessary
documents.[RBE No 19/05]

(17) Insolvency and Habitual Indebtedness :-

A Railway servant shall so manage his private affairs as to avoid habitual

indebtedness or insolvency. A Railway servant against whom any legal proceeding
is instituted for the recovery of any debt due from him or for adjudging him as an
insolvent shall forth with report the full facts of the legal proceeding to the
Government.

(18) Movable, Immovable and Valuable Property :-

1. Every Railway employee shall on his first appointment submit a return of his
assets and liabilities in prescribed form (which includes immovable property,
shares, debentures, cash including bank deposits and other moveable
property inherited by him, owned or acquired by him and debts and other
liabilities incurred by him directly or indirectly).
2. In every return, the values of items of movable property worth less than Rs.
10,000/- may also be added and shown as a lump sum.
3.
(1) Every Railway servant holding Group "A" or Group "B" post shall submit
an annual return in a prescribed form.

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(2) No Railways servant shall except with the previous knowledge of the
Government acquire or dispose any immovable property by lease,
mortgage, purchase, sale, gift or otherwise either in his own name or in the
name of any members of his family; provided that the previous sanction of
the Government shall be obtained by the Railway servant, if any such
transaction is with a person having official dealings with him. [RBE 59/04]
(3) Where a Railway employee enters into a transaction of moveable property
either in his name or in the name of any other member of his family, shall
submit the report within one month from the date of such transaction, if the
value of such property exceeds two months of basic pay of Rly. Servant
provided that the previous sanction of the Government shall be obtained if
such transaction is with a person having official dealing with him.[RBE No.
105/11]
iv. No Railway servant shall except with the previous knowledge of the Govt.
acquire or dispose of any immovable property by lease, mortgage, purchase,
sale, gift either in his own name or in the name of any member of his family,
if the transaction is through a reputed firm.[RBE No. 107/09]

Supervisory staff of Group "C" (Class III) on railways working in scales of pay, the
maximum of which is Rs. 900 and above (now PB-2 9300-34800 Grade Pay 4600 &
above), should also submit an annual return regarding the immovable property
inherited by him, or owned or acquired by him, or held by him on lease or mortgage,
either in his own name or in the name of any member of his family or in the name of
any other person. The return should be submitted within three months of his first
appointment in the grade and thereafter in the month of January every year.

The following categories of Commercial staff in all grades, viz., Reservation Clerks,
Parcel Clerks, Booking Clerks, TTEs and TCs, should besides submitting a property
return on their initial appointment as required in Rule 18(1) (i) of the conduct Rules,
should also submit a return of their property at the time of every promotion, as also
at the time of submitting documents for pension (approximately two years prior to
superannuation).

Sale and purchase of shares, securities, debentures, etc., are to be treated as

transaction in movable property. An intimation is to be given under Rule 18(4) to the
prescribed authority in the proforma laid down in the following cases:

Jewelry, insurance policies the annual premium of which exceeds two months basic
pay of the railway servant, shares, securities and debentures. [RBE 105/11]

The above intimation will be in addition to the intimation (s) required to be given
under Rule 18(3) in respect of individual transactions in shares, securities,
debentures, etc., which exceeds the amount prescribed therefore.

Personnel Department -132-

Railway Service Conduct Rules

18 (A) Restriction in Relation to acquisition & disposal of immovable property

outside India and transaction with foreigners:

No Railway servant shall except with the previous sanction of the Government,
acquire / dispose by Purchase / sale, lease, mortgage, gift either in his or in the
name of his family, any immovable property situated outside India, nor enter with
such transaction with any foreigner.

(19) Vindication of Acts and character of Railway servant:

No Railway servant shall except with the prior sanction of Government, have
recourse to any court or to the press for the vindication of any official act which has
been subject matter of adverse criticism or an attack of a defamatory character.
Provided that if no such sanction is received by the Railway servant within a period
of three months from the date of receipt of the request by the Government, he shall
be free to assume that the permission as sought for has been granted to him. [RBE
No. 115/96]

(20) Canvassing of Non-Official or other Influence :-

No Railway servant shall bring or attempt to bring any political or other influence to
bear upon any superior authority to further his interests in respect of matters
pertaining to his service under the Government.

(21) Restrictions regarding Marriage :-

(i) No Railway employee shall enter into, or contract a marriage with a person
having a spouse living and
(ii) No Railway servant, having a spouse living shall enter into, or contract, a
marriage with any person,
(iii) A Railway servant who has married or marries a person other than of Indian
Nationality shall forthwith intimate the fact to the Government [Railway
Board]. Government [Railway Board] may permit a railway servant to enter
into or contract any such marriage if it is permissible under the personal law
applicable to such Railway servant and there are other grounds for doing so.

(22) Consumption of Intoxicating Drinks and Drugs :-

1.
a. A Railway servant shall strictly abide by the law relating to intoxicating
drinks or drug during the course of his duties
b. Refrain from consuming any intoxicated drink or drug in a public place.
2. A Railway servant shall not :-
a. appear in public place in a state of intoxication;
b. use any intoxicating drink or drug to excess;
c. A Railway servant if he belongs to the running category (both Loco and
Traffic) or is directly connected with train passing duty, have taken or used

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any intoxicating drinks/drug within eight hours of the commencement of

duty or take such drinks or drug during the course of duty.

22 (A) :

No Railway servant shall employ to work a child below the age of 14 years.
[RBE No 3/2000]
(23) Interpretation. —The power of interpreting these rules is reserved to the
president.

(24) Delegation of Powers. —The Government may, by general or special order,

direct that any power exercisable by it under these rules shall, subject to such
conditions, if any, as may be specified in the order, be exercisable also by such
officer or authority as may be specified in the order.

(25) Repeal and Savings. —The Railway Services (Conduct) Rules, 1966, contained
in Appendix VI of the Indian Railways Establishment Code, Volume I, shall
cease to be in force except as respects things done or omitted to be done.

Obligation to abide by all administrative Instructions.

—Notwithstanding anything contained in these rules, a railway servant shall be

governed by all the administrative instruction that may be issued from time to time
in regard to the conduct of railway servants.
Every Railway employee holding a supervisory post shall take all possible steps to
ensure the integrity and devotion to duty of Railway servant who are under this
control. No Railway servant shall in the performance of his official duties or exercise
of powers conferred on him act otherwise than in his best judgement except when he
is acting under the direction of his official. Superior and shall where he is acting
under such direction, obtain the direction in writing wherever practicable and where
it is not possible he shall obtain confirmation in writing immediately thereafter.

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DISCIPLINE AND APPEAL RULES - 1968

(w.e.f. 01.10.1968)

IMPORTANT POINTS ON DISCIPLINE AND APPEAL RULES

 What is Charge-Sheet: A charge-sheet is a written document of specific

allegations against an employee which is/are not acceptable as per the code of
conduct. The object being to give the employee the exact idea of the
misconduct committed by him so that he may submit his explanation in his
defence. The charge-sheet should take care to mention the particulars of time,
place of occurrence and the manner in which the allegation said to have taken
place to avoid vagueness. The Principles of natural justice require that the
person charged should have full and true disclosure of the facts sought to be
used against him. He must know the nature of the misconduct alleged against
him so that he may be able to explain his say about it and prove innocence in
the matter.

 Issuing of a charge-sheet is the first stage in the initiation of departmental

proceedings. Departmental proceedings start with the issue of charge-sheet
and unless a charge-sheet is issued, departmental inquiry cannot be said to be
pending. { B.P.Sharma Vs. UOI 1984(2) SLR MP 323}, UOI Vs. K.V.Janakiram;
AIR 1991 SC 2010}

 Issue of charge-sheet is mandatory: The purpose of charge-sheet is to inform

the employee of the charges against him so that he can make a reply and
defend himself. If the employee is not informed of the charges, the
circumstances leading to it, and the documentary and oral evidence in the
possession of the disciplinary authority to substantiate the charges, the
employee shall be seriously handicapped in putting forth his defence. [ UP
Warehousing Corpn. Vs. V.N.Vajpayee, AIR 1980 SC 840]

 A charge-sheet must contain particulars of allegations and all the supporting

evidence in the form of relied upon documents and witnesses, if any. Charged
employee must not only be told of the charges leveled against him but also
allegations on which they are based. He must be informed of the evidence on
which the charges are sought to be established so that he can put forward his
defence. [ Khem chand Vs. UOI ; AIR 1958 SC 300]

What is the purpose of a departmental inquiry?

 A departmental under the Rules is neither a criminal trial for the imposition
of a punishment nor it is proceeding in a court of law. It is only a proceedings
instituted by the Government in its capacity as the employer against his
employee to satisfy as to whether the employee has committed misconduct.
Such misconduct is merely relevant to the contract of service. ( A.R.R.
Deshpande Vs. UOI, 1971(2) SLR 776 (Delhi)

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 Inquiry is the process by which the delinquent officer/official is informed of

the charges or article of charges and imputation of misconduct and the first
step in to seek his say on the allegations. The delinquent may in the event of
there being no substance to hold an inquiry in accordance with the rules and
principles of natural justice submit his version of facts. After consideration of
facts the disciplinary authority shall take a decision to continue the
proceedings or close them. If it is decided to continue the proceedings, an
inquiry may be ordered. The inquiry officer appointed by the disciplinary
authority is a delegate and has to work within the limited authority so
delegated to him. The charges and article of charges and imputations are
served by the disciplinary authority. The inquiry report is submitted to the
competent authority which is expected to apply its mind to the entire record
and then decide whether any punishment should be imposed upon the
delinquent officer or not. Thus, all substantive functions are performed by the
disciplinary or the specified authority itself or in other words, conducted by
the delegate of the said authority. [ UOI and Ors. Vs. Alok Kumar, (2010) 5
SCC 349]

Penalties:
 The expression penalty carries with it a sense of punishment. It is an event
which visits an employee with penal consequences and adversely affects him
either in monetary terms or future career or both and includes within its
scope removal or dismissal. It causes a stigma in his service career.

 Railway Servants ( D&A) Rules, 1968 specifies penalties that can be imposed
on the delinquent employee. These penalties are divided into minor penalties
and major penalties. The difference between the two kinds of penalties is in
the procedure that is being followed for their imposition and the severity.

 In case of minor penalty, the procedure followed is only a summary one. No

inquiry is required to be conducted. Conduct of inquiry depends on the
discretion of the DA, but not on the request of the charges employee. (Food
Corporation of India, Hyb Vs. A .Prahlada Rao; 2001(2)SLJ204 SC]. Whereas,
in case of a major penalty, an inquiry is a must (unless the charged employee
accepts his guilt).

Warning – whether is a penalty?

 Warning is not a recognized penalty under the D&A Rules. It is an

administrative action by which a superior authority expresses his criticism
and disapproval of the work; conduct of the person warned and is designed
to point out the defects noted with a view to enabling that person to make an
effort to remedy them. The warning may be administered verbally or in
writing (depending on the circumstances of each case), as the competent
authority may decide. It would follow that any superior authority has the
power to administer a warning to an official subordinate to it. The authority

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administering the warning shall not normally be lower than the authority
who initiates the Confidential Report on the official so warned.

Necessity for Departmental Enquires:

 With the exception introduced to the pleasure theory and saf3e guards given
by Article 311 of the constitution, certain procedures were envisaged in RS
(D&A) Rules for dealing with Railway Servants.

 The departmental enquires are warranted to enforce discipline, loyalty and

sincerity on the part of public servant which is (the recipient of secure
employment) to follow a code of conduct, good behaviour and observe
official property. This also guards against mis-use of power and position and
imposes devotion to duty.

 The offer of source and permanent employment with the pensioner benefits at
the end, has undoubtedly exerted a great influence upon the potential recruit
to the service. Security of tenure is offered to the Government as a matter of
course and so those who adopt public service look forward to a settled career.
In return for this the state would naturally expect of the public servant the
maintenance of certain standards and of course loyalty. So long as the civil
servant continues to perform his duties with reasonable efficiency, he is
assured of employment for its normal duration on paper. This is the legal
position.

Nature and scope of departmental enquires:

 D&A rules and procedural laws for taking of an employee for reasons of mis-
conduct while in service. It is different from fact – finding enquiry. This is
pointed against an individual for violation of code of conduct or violation of
directives issued by the government.

 The departmental enquiry proceedings are a branch of quasi-judicial

proceedings wherein some fundamental principles of judicial proceedings are
applicable. These fundamental principles are also embodied in Civil
Procedure Code, Criminal Procedure Code and Evidence Act. Though these
statutes are not applicable to departmental enquires, yet fundamental
principles embodied in them are applicable to departmental enquires so far as
they are based on fundamental principals of natural justice. It is very difficult
for a lay man to decide as to which provisions of Civil Procedure Code,
Criminal Procedure Code and Indian Evidence Act is based on principles of
Natural Justice and as such applicable to departmental enquiry and which are
not based on principals of natural justice and as such no applicable to
departmental enquires.

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PRINCIPLES OF NATURAL JUSTICE – WHAT ARE THEY?

Rule 1: AUDI ALTEREM PARTEM:

1. No one should be condemned un-heard;
2. A man has right to be heard

Notice is the pre-requisite of this principle

Rule 2: DOCTRINE OF BIAS: (NEMO JUDEX CAUSA SUA)

1. No man shall be a judge in his own case;

2. Justice should not only be done but should manifestly and undoubtedly seem
to be done;
3. A man’s defense must be always fairly heard;
4. A man has the right of information as to why he is being penalized;

DEFINITIONS: APPLICATION (Rule-3):

These rules shall apply to every railway employee but shall not apply to –

1. Any member of the all India services.

2. Any member of RPF.
3. Any person for whom special provision is made.
4. Any person in casual employment.

The president may by order exclude any class of railway servant.

A. APPOINTING AUTHORITY (Rule-2):

1. The authority empowered to make appointments to the service of which the

railway servant is for time being, a member to the grade of the service in
which the railway servant is for time being included, or
2. The authority empowered to make appointments to the post which the
railway servant for the time being holds, or
3. The authority which appointed the railway servant to such service, grade or
post as the case may be or
4. Where the railway servant having been a permanent member of any other
service or having substantively held any other permanent post has been in
continuous employment under the Ministry of Railway, the authority which
appointed him to that service or to any grade in that service or to the post.

Whichever authority is the highest authority.

DISCIPLINARY AUTHORITY

The authority competent under these rules to impose the penalty as per schedule-I, II
& III of D&A Rules as amended from time to time.

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SUSPENSION (Rule-5) :

Suspension means the suspension of official activities of the railway employee. The
suspension is not a penalty.

(1) A railway servant may be placed under suspension.

a. Where a disciplinary proceeding against him is contemplated or is
pending, or
b. Where in the opinion of the authority competent to place a railway servant
under suspension, he has engaged himself in activities prejudicial to the
interest of the security of the state, or
c. Where any criminal offence is under investigation, inquiry or trail.

(2) Deemed to have been place under suspension.

a. w.e.f. the date of his detention, if he is detained in custody for a period
exceeding forty eight hours.,
b. w.e.f. the date of his conviction, if in the event of a conviction for an
offence, he is sentenced to a term of imprisonment exceeding forty eight
hours and is not forth with dismissed, removed or compulsorily retired
consequent to such conviction.

(3) Where a penalty of dismissal, removal or compulsory retirement form service

is set aside in appeal or on revision under these rules and the case is remitted
for further inquiry or action or with any other direction.
The order of his suspension shall be deemed to have continued in force from
the date of his removal, dismissal or compulsory retirement.
(4) Where a penalty of dismissal, removal, compulsory retirement from service is
set aside or declared void by a decision of a court of law and disciplinary
authority decide to hold a further inquiry against him.
The railway employee shall be deemed to have been placed under suspension
by the competent authority from the date of the dismissal, removal or
compulsory retirement.
(5)
(a) An order of suspension made or deemed to have been made under these
rules may at any time be modified or revoked by the competent authority
or higher authority.
(b) Where a Railway servant is suspended or is deemed to have been
suspended and any other disciplinary proceeding is commenced against
him during the continuance of that suspension the authority competent to
place him under suspension may, for reasons to be recorded by him in
writing, direct that the Railway servant shall continue to be under
suspension until the termination of all or any of such proceedings.
(c) An order of suspension made or deemed to have been made under this
rule, may at any time be modified or revoked by the authority which
made or is deemed to have made the order or by any authority to which
that authority is subordinate.

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(6) Not with standing anything contained in sub rule 5, an order of suspension
made or deemed to have been made under sub rule (1) or sub rule (2) of this
rule shall not be valid after a period of ninety days unless it is extended after
review is the manner provided in sub rule (7) of this rule, for a further period
before expiry of ninety days.

(7) The review of an order of suspension shall be done by the authority which is
competent to modify or revoke the suspension, on the recommendation of the
review committee constituted for the purpose, and such competent authority
shall pass order either extending or revoking the suspension before expiry of
ninety days from the date of order of suspension. Subsequent review shall be
made before expiry of the extended period of suspension, Extension of
suspension shall not before a period exceeding one hundred and eight days at
a time. (RB N.E (D&A) 2004/RC-6-8 dt. 18.07.2006 & RBE No. 94/04)

PENALTIES (Rule 6)

MINOR PENALTIES:

I. Censure
II. With holding of his promotion for a specified period.
III. Recovery from his pay [ the whole or part] for any primary loss caused by
him to the Govt. or Railway Administration by negligence or breach or
orders.
III(a) With holding of the Privilege Passes or Privilege Ticket orders or both
III(b) Reduction to a lower stage in the time scale of pay by one stage for a period
not exceeding three years., without cumulative effect and not adversely
affecting his pension.
IV. With holding of increments of pay for a specified period with further
directions as to whether on expiry of such period this will or will not have the
effect of postponing the future increments of his pay.

MAJOR PENALTIES:

V. Reduction to lower stage in the time scale of pay for a specified period with
further directions as to whether on the expiry of such period, the reduction
will or will not have the effect of postponing the further increment of his pay.

VI. Reduction to lower time-scale of pay, grade, post or service for a period to be
specified in the order of penalty, which shall be a bar to the promotion of the
Railway servant during such specified period to the time-scale of pay, grade,
post or service from which he was reduced, with direction as to whether or
not, on promotion on the expiry of the said specified period –

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(a) the period of reduction to time-scale of pay, grade, post or service shall
operate to postpone future increments of his pay, and if so, to what extent;
and
(b) the Railway servant shall regain his original seniority in the higher time scale
of pay, grade, post or service;"(RBE 119/2011)
VII. Compulsory retirement.
VIII. Removal from service.
IX. Dismissal from service-which shall ordinarily be a disqualification for
employment under the Government.
In case of collisions of railway train one of the penalties specified in clauses
VIII & IX shall be imposed.
In case of passing railway signal at danger one of the penalties specified in
clause V to IX shall ordinarily imposed.
If no such penalty is to be imposed, the reasons there of shall be recorded in
writing.
THE FOLLOWING ARE NOT PENALTIES Within the meaning of this rule.

1. With holding of increment failure to pass any Deptt. Examination.

2. E. B. test.
3. Not found suitable/not selected.
4. Reversion-due to not found suitable.
5. Failed in probation period.
6. Replacement of services of railway servant who was on deputation.
7. Compulsory retirement.
8. Reduction of establishment.
9. For in efficiency due to failure to conform to the requisite standard of physical
fitness.

PROCEDURE FOR IMPOSING MINOR PENALTIES (Rule-11):

Charge sheet for Minor Penalties.

1. Charges should be framed against the delinquent employee and

communicated to him on prescribed from (Standard Form No. 11)
2. The particular penalty to be imposed must not be specified on the charge
sheet, but it is proposed to take action against him under Rule 11 of the D&A
Rule-1968.
3. The charges framed against the delinquent must be specific and not vague,
4. Along with the charge sheet a statement of allegations is also supplied
mentioning there in the charges in detail and also the basis on which charges
have been framed.
5. List of documents relied up on-should be supplied.
6. The annexure to memorandum of charge sheet i.e. the statement of allegations
and list of documents relied up-on should also be signed by the competent
authority signing the charge sheet.

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7. If the charged officer is unable to understand English the statement of

allegations may be supplied in Hindi.
8. The period with in which the employee should submit his explanation is
specified in the charge sheet. (usually 10 days)
9. In case railway employee refuses to accept the charge sheet, it shall on the
written statement of two persons to the effect that this refusal was witnessed
by them. or on an advice from the Personnel Office to the effect that the
addressee refused delivery of the registered postal cover, be deemed to have
been actually served on him.
10. Even if the delinquent employee admits his guilt the penalty cannot be
imposed without issuing charge-sheet.

Note- All disciplinary cases may be routed through the Personnel Department at all
important stages viz issue of charge sheet, appointment of Inquiry officer
/Presenting officer, supply of inquiry report to the charged officer and passing
offinal orders by the Disciplinary Authority(RBE 140/09)

INSPECTION OF DOCUMENTS

After receiving the charge sheet the delinquent employee may request the
disciplinary authority for permission to inspect and take extracts from the original
RUDS documents mentioned in the list accompanying the charge sheet. After
receiving such a request the disciplinary authority should fixed up the date time and
place where the employee can inspect the documents and take the extract along with
his defence helper if any nominated should be supplied Photostat copies there of if
not already supplied with the memorandum.

WRITTEN STATEMENT

After having inspected the documents the charged officer should submit his written
statement of defence to the disciplinary authority with in prescribed time. The
written statement should not contain any thing irrelevant or disrespectful but must
precise and to the point.

CONSIDERATION OF THE WRITTEN STATEMENT OF DEFENCE

After considering the written statement of defence the D.A. may impose minor
penalty and if it is proposed to impose W.I.T. of pay for a period exceeding 3 years
of W.I.T. of pay with commutative effect for any period or if the penalty of W.I.T. is
likely to effect adversely the amount of pension or special contribution to P.F.
payable to the employee, an inquiry shall invariably be held.

While communication orders the disciplinary authority should indicate brief reasons
for coming to the final decision.

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MODEL TIME SCHEDULE FOR FINALIZATION OF DISCIPLINARY CASES

[SCR]

Nature of proceedings Time to be allowed

16. Every authority having the custody of requisitioned documents shall produce
before the inquiring authority, if it is against the public interest or security of
the state, it may be refused.
17. On the date of inquiry the witness shall be examined by on behalf of the
presenting officer if any and may be cross examined by or on behalf of railway
servant. The presenting officer if any, shall be entitled to reexamine the witness
on any points, On which they have been cross examined, but not on any new
matter without the leave of inquiring authority. The inquiring authority may
also put such-questions to the witness as it think fit.
18. Before the close of the case the inquiring authority on behalf of D.A. or on
behalf of railway servant, recall the evidence or witness and reexamine the
case and also allow the railway servant/presenting officer to produce evidence
not included in the list given to railway servant.
19. Where the prosecution case is closed the copy of the statement of defence shall
be given to the presenting officer duly signed by the railway servant & also to
I.A.
20. The evidence on behalf of railway servant shall then be produced. The railway
servant may examine himself if he so prefers the witnesses produced by the
railway servant shall be examined by or on behalf of him and shall be cross
examined by or on behalf of the presenting officer. (if any)
21. The inquiry officer may after the railway servant closes his case, and shall, if
the railway servant has not examined himself generally question him on the
circumstance appearing against him in the evidence.
22. After the completion of the production of evidence the inquiry officer may
hear the presenting officer (if any) and railway servant or permit them to file
written briefs of their respective case. If they so desire.
23. If the railway employee does not submit the written statement of defence on
the date specified or does not appear in person before I.A. or otherwise fails or
refuses to comply with the provisions of this rule. The I.A. may hold the
inquiry ex-parte.
24. Whenever any inquiring authority, having heard and recorded the whole or
any part of the evidence in an inquiry ceases to exercise jurisdiction the inquiry
authority so succeeding may act on evidence so recorded by it's predecessor or
partly recorded by itself.
25.
(1) After the conclusion of the inquiry a report shall be prepared and it shall
contain-
(a) Article of charge and statement of misconduct or misbehavior.
(b) Defence of the railway servant.
(c) Assessment of the evidence in respect of each article.
(d) The finding on each article of charge and reason therefore.

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The inquiring authority, where it is not itself the D.A. shall forward to the
disciplinary authority the record of inquiry including-

(a) Inquiring report.

(b) Written statement of defence.
(c) Oral or documentary evidence.
(d) Written briefs, if any (filed by presenting officer or railway servant.)
(e) The orders if any made by the D.A. in regard to inquiry.

Guideline for Inquiry Officers:-

(1) The inquiry officer should ensure that reasonable opportunity is given to
accused for defending his case.
(2) The inquiry committee/inquiry officer should before commencing the inquiry
proceeding ensure that the procedure for issuing charge sheet etc. as laid
down in the D&AR has been fully complied with.
(3) The inquiry committee/inquiry officer should ensure that intimation has been
sent in time to the accused regarding place, time & date of inquiry.
(4) Proceedings should be precisely & carefully worded so as to convey the
correct meaning.
(5) The language used must be such as cannot be interpreted to be defamatory
(6) The departmental inquiry should not be entrusted to an lower in status than
that of the officer who conducted the fact- finding inquiry. This would
eliminate the possibility of the inquiry officer being influenced by the superior
officers.
(7) Evidence in the form of an affidavit cannot be ruled out in departmental
proceeding.
(8) In case where the assumed official is not available or he fails to attend the
departmental inquiry either alone or with defense counsel without reasonable
and sufficient reasons the inquiry officer should proceed ex-parte.
(9) The defense counsel can assist the accused, instruct & guide him in his
defense & can examine, cross examine & reexamine witnesses. However he
will not answer questions on behalf of the accused or prompt the accused in
his answers.

ACTION ON THE INQUIRY REPORT (Rule-10):

On the finding of inquiry officer the disciplinary authority may act as under-

1. If the disciplinary authority.

(a) After considering the inquiry report, is of opinion that further examination
of any of the witnesses is necessary in the interest of justice, it may recall the
witness and examine, cross examine and re-examine the witness.
(b) If disciplinary authority is not itself inquiry authority may, for reasons to be
recorded by it in writing, remit the case to inquiry officer for further inquiry
and report.

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2. The disciplinary authority.

(a) Shall forward or cause to be forwarded a copy of the inquiry report (held by
D.A. or I.O.) its findings on further examination of witness if any held,
together with its own tentative reasons for disagreement if any with finding
of inquiry authority on any article of charge to railway employees who shall
be required to submit, If he so desires his written representation or
submission to the disciplinary authority with in fifteen days irrespective of
whether the report is favorable or not to the railway employee.
(b) Shall consider the representation if any submitted by railway servant and
record its finding before proceeding further in the matter as specified in sub
rules 3, 4, & 5.
3. Where disciplinary authority is of the opinion that the penalty warranted is
such as is not with in the competence, he shall forward the records to
appropriate disciplinary authority
4. If the disciplinary authority having regard to its finding on all or any of the
articles of charge is of the opinion that any of the penalties specified in clauses
I to IV of rule six should be imposed on railway servant it shall make an order
imposing such penalty.

Provided that in every case where it is necessary to consult the commission,

the record of inquiry shall be forwarded to commission for its advice and
advice shall be taken in to consideration before making any order imposing
any penalty.

5. If the disciplinary authority having regard to its finding on all or any of the
articles of charge (and on the basis of evidence adduced during the inquiry) is
of opinion that any of the penalties specified is in clauses V to IX of Rule 6
should be imposed on railway servant, it shall make an order imposing such
penalty. (It shall not be necessary to given the railway servant any
opportunity of making representation on the penalty proposed to be
imposed.) Provided that in every case, where it is necessary to consult the
commission, the record of inquiry shall be forwarded to the commission for
its advice and such advice shall be taken in to consideration before making an
order imposing any such penalty on the railway servant.
(Note:- Procedure for dealing with Safety related Disciplinary Cases given in
RBE 36/03)

COMMUNICATION OF ORDERS (Rule-12):

Orders made by the disciplinary authority which would also contain its finding on
each article of charge, Shall be communicated to the railway servant who shall also
be supplied with a copy of advice, if any given by commission and where the
Disciplinary authority has not accepted the advice of the commission a brief
statement of the reasons for such non acceptance.

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Common proceeding (Rule - 13)

Where two or more railway employees are concerned in any case the president or
any other authority competent to impose the penalty of dismissal from service on all
railway servants may make all orders directing that disciplinary action against all of
them may be taken in a common proceedings.

Rule 14 - As per Article 311 (2) of the constitution under which no Govt. employee
can be dismissed, removed or reduced in rank without an inquiry in which he has
been informed of the charges against him & given a reasonable opportunity to
defend himself but Rule 14 is only exceptional situations listed. That the requirement
of holding an inquiry may be dispensed with.

Once the disciplinary authority reaches the conclusion that the Govt. servant's
conduct was blameworthy & punishable, it must decide upon the penalty that
should be imposed on the Govt. servant.

After the competent authority passes the requisite orders a govt. servant who is
aggrieved by it can agitate in appeal, revision or review, as the case may be

This is a constitutional obligation & if the reasons are not recorded in writing, the
order dispensing with the inquiry & the order of penalty following it would be void
& unconstitutional.

The decision of the competent authority cannot be questioned in appeal, revision or

review. The finally given to the decision of the competent authority is, however, not
binding on a Court. Any employee effected by such orders can claim in appeal or
revision that an inquiry should be held with respect to the charges. In such case
hearing of the appeal or revision application can be postponed for a reasonable
length of time for the situation to return to normal.

Rule 14 (iii)This rule though not very frequently used, but when used assumes grant
importance certain points which may be kept in view abduct this rule are;-

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(1) The rule is to be used only when security of state is in question

(2) The satisfaction to dispense with the inquiry is to be of the President

1. Railway servant under suspension shall not be promoted even if already borne
on a selection panel/suitability list (RBE 13/93)
2. Person appointed directly to a higher post, service, grade or time scale of pay
cannot be reduced by way of punishment to a post in a lower time scale, grade,
service or to a post which he never held before (RBE 68/89)
3. Railway servant in respect of whom a charge sheet for major penalty is pending
or contemplated cannot be promoted. There is, however, no objection to
promote him if he is not under suspension and the proceedings already initiated
are for the imposition of only a minor penalty (RBE 13/93)
4. Rly servant under suspension or charge sheet of major/minor penalty is
pending against him, will be called along with other eligible candidates to
appear in selection/suitability but list of qualified persons will include the
names of those who are not under suspension or against whom disciplinary
proceedings for the imposition of only a minority have been initiated (RBE
13/93)
5. Except a Railway servant who is under suspension or against whom prosecution
for a Criminal Charge is pending or who has been reduced to a lower grade may
be confirmed within the period of punishment if he is otherwise considered fit
&entitled for the same [Rly. Bds L.No. 831-E/25-IV(EIV) dt. 15.03.74 & RBE
13/93]
6. Where the penalty imposed is 'withholding of increment' and it becomes
operative from a future date, the person concerned should be promoted in his
turn & the penalty imposed in the promotional grade for a period which would
not result in greater monetary loss (RBE 13/93)
7. The mere filing of an appeal and/or stay of the execution of the sentence do not
take away the effect of conviction, unless the appeal is allowed and the
conviction is set aside by the appellate court. The competent disciplinary
authority may proceed with the institution/completion of disciplinary
proceedings, including imposition of the penalty as prescribed in the
disciplinary rules, on the basis of conviction imposed on the Railway servant by
a criminal court notwithstanding the fact that a higher court on an appeal filed
by the railway servant concerned may order suspension of the "sentence" passed
by the trail court till the final disposal of the appeal. (RBE 59/13 & 65/13)

APPEALS

ORDERS AGAINST WHICH NO APPEAL LIES (Rule-17):

1. Any order made by president.

2. Any order of an interlocutory nature
3. Any order passed by I.O. in the course of an inquiry.

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ORDERS AGAINST WHICH APPEAL LIES (Rule-18) :

1. An order of suspension
2. An order imposing any of the penalties under Rule-6.
3. An order enhancing any penalty.

(a) Denies or varies to his disadvantage his pay, allowance, pension, P.F.
benefits & service gratuity.
(b) Interprets to his disadvantage the provision of any such rule or allegation.

4. An order -
(a) Stopping him at the efficiency bar in time scale of pay on the ground of his
unfitness to crossbar.
(b) Reversion otherwise then a penalty.
(c) Reducing or with holding the pension.
(d) Reducing or with holding of the government contribution and special
contribution to P.F. or gratuity.
(e) Determining the subsistence allowance or other allowances to be paid to him.
(f) Determining his pay and allowances.
(i) For the period of suspension.
(ii) For the period from the date of his dismissed, removal or compulsory
retirement from service to the date of his restatement.
(g) Determination of period from the date of his suspension or from the date of
his dismissal, removal or compulsory retirement to the date of his
reinstatement shall be treated as a period spent on duty for any purpose.

APPELLATE AUTHORITY (Rule-19):

A railway servant including a person who has ceased to be in railway service may
prefer an appeal against all or any orders specified in Rule-18 to the authority
specified in schedules.

1. It shall always be the authority next higher above the D.A.

2. Where such lower authority itself become the appellate authority due to it's
promotion, then the appeal shall lie to the next authority.
3. Subsequent transfer of railway servant will not change the appellate
authority.
4. Where the punishment has been enhanced on appeal, appeal shall lie to next
higher authority.
5. Higher authority who may have directed suspension is not barred to act as
appellate authority.

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D&AR

TIME LIMIT FOR APPEAL (Rule-20):

The appeal should be filled within 45 days of the delivery of punishment of orders to
the railway servants however the appellate authority may entertain a time barred
appeal, if the railway servant can show sufficient reason for delay.

Rule-21:

The appeal must be addressed to the appropriate appellate authority only. Every
person preferring an appeal shall do so separately and in his own name. It shall
contain all material statements and arguments on which the appeal relies, shall not
contain any disrespectful or improper language.
The disciplinary authority shall on receipt of a copy of appeal forward the same with
its comments thereon together with the relevant record to the appellate authority
without any delay.

CONSIDERATION OF APPEAL (Rule-22):

The A.A. has a right to reject the appeal it does not contain all material statement or
not in proper and respectful language the appellate in such cases may be directed to
submit a properly worded appeal for consideration.

1. In the case of an appeal against order of suspension, the A.A. shall consider
whether the order of suspension is justified or not and also under the
provision of rule and confirm or revoke the order accordingly.
2. In case of an appeal against the penalty imposed under the said rule the A.A.
shall consider.

(a) Whether the procedure laid down in rule has been followed or not.
(b) Whether the finding of the disciplinary authority are warranted by the
evidence on the record.
(c) Whether the penalty or the enhanced penalty imposed is adequate
/inadequate and pass orders -

Confirming, enhancing, reducing or setting aside the penalty. If the A.A. proposes to
impose the enhanced penalty in one of the penalty specified in clauses V to IX of
Rule-6 and an inquiry under Rule-9 has already been held the A.A. Shall make such
order after giving an opportunity of making representation.

If an inquiry under Rule-9 has not already been held in the case, itself hold such
inquiry or direct that such inquiry be held and thereafter on a consideration of the
proceeding of such inquiry pass such order as it may deem fit.

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D&AR

IMPLEMENTATION OF ORDER IN APPEAL (Rule-23):

The authority which made the order appealed against shell given effect to he order
passes by the A.A.

SPECIAL PROVISION FOR NON GAZETTED STAFF (Rule-24) :

1. Where the penalty of dismissal, removal, compulsorily retired, reduction or

with holding of increment has been imposed the appellate authority may at
it's discretion and if it considered it necessary, give the N.G. Railway servant
a personal hearing before disposing of the appeal.
2. A group "C" railway servant who has been dismissed, removed or
compulsorily retired from service after his appeal has been disposed of within
45 days thereafter may apply to the G.M. for revision. In this application he
may, if he chooses, request the G.M. to refer the case to the railway Rates
Tribunal for advice before he disposes of the revision petition.
3. A group "D" railway servant who has been dismissed, removed or
compulsorily retired from service after his appeal has been disposed of within
45 days thereafter may apply to the DRM &where he is not under control of
any DRM to the senior most administrative grade officer under whose control
he may be working for a revision of the penalty. The revising authority shall
there after dispose of the revision.

REVISION AND REVIEW

REVISION (Rule-25):

Revision in disciplinary cases, only Railway Board G.M. & officer not below the rank
of Deputy Head of Department or DRM are empowered to revise any order passed
by an authority subordinate to them the revising authority may act as under-

 Confirm the penalty

 Reduce the penalty
 Enhance the penalty
 Impose the penalty where no penalty has been imposed
 Pass such orders as it may deem fit

An action to enhance the penalty shall not been initiated more than 06 months after
the date of orders and more than one year after the date of the orders to be revised in
case where it is proposed to reduce or cancel the penalty.

Reversionary power can be exercises both suo-moto or on consideration of a revision

petition, however, suo-moto revision can be done subject to the time limits
prescribed in Rules 25 (5).

Appellate authority can also exercise reversionary power when in case no appeal has
been preferred in terms of Rule 25 ( I ) ( IV ) However for an appellate authority to

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exercise reversionary power, this authority has to be of the rank of DRM and above
an authority up to the rank of ADRM can't exercise reversionary powers if it
happens to be the appellate authority in the case reversionary powers will be
exercised by the appellate authority only for conducting suo-moto revision. The time
limits laid down in Rule 25 (5) also apply in cases of revision done by the appellate
authorities. The revising authority has to be higher in rank than the appellate
authority where
(i) an appeal has been preferred or
(ii) where the time limit prescribed for revision to be made by the Appellate
Authority as laid down in Rule 25 (5) or RS (D&A) Rules has expired.

The above stipulation does not apply to the revision made by president.

REVIEW (Rule-25 A) :

The president may at any time either is own motion or otherwise review any order
passed under these rules-

STANDARD FORMS USED USE IN DISCIPLINARY PROCEEDING

Standard
Subject
form No.
1 Order of suspension
2 Order of deemed suspension.
3 Certificate to be furnished by suspended Railway employee.
4 Revocation of suspension.
5 Charge sheet for major penalty
6 Refusing of permission to inspect the documents
7 Appointment I.O./Board of Inquiry
8 Appointment of presenting officer
9 NOT PRINTED
10 Disciplinary action in common proceeding
10(a) Appointment of inquiry officer in common proceeding
10(b) Appointment of presenting officer in common proceeding
Charge sheet for minor penalty
11 Charge sheet for minor penalty
11(b) Charge sheet for initiation of minor penalty in case where inquiry
is essential
11(c) For making disciplinary action for minor penalty where the charge
sheet for major penalty was initially issued
12 Memorandum where action is proposed under Rule-14 (i ).
13 Permission from president for action taking against the retire Rly.
employee.
14 Charge sheet for retired Railway employee.

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D&AR

SCHEDULE-II
[See rule 4 and sub-rule (2) of rule 7]

Schedule of Disciplinary powers and powers of suspension of different grades of

Railway Officers and Senior Supervisors in respect of non-gazetted staff of Zonal
Railways, Chittaranjan Locomotive Works, Diesel Locomotive Works, Integral
Coach Factory, Rail Wheel Factory, Metro Railway (Kolkata), Diesel Loco
Modernization Works (Patiala), Rail Coach Factory (Kapurthala), Railway
Electrification Projects and Metropolitan Transport Projects (Railway)

S.N Authority empowered Class of Nature of penalties mentioned Appellate Authority

o. to place a Railway Railway in rule 6 which the authority in
servant under Servants column 2 is empowered to
suspension or to over whom impose on Railway Servants
impose penalties under disciplinary mentioned in corresponding
rule 6 powers can entries in column 3rd powers
be exercised of that authority to place them
under suspension
1 2 3 4 5
1 Senior SupervisorsIn- All staff who Penalties specified in clauses Assistant Officers (Junior
charge with Grade Pay are three (i)to(iv) (on such power can be Scale and Group 'B'
of Rs.4200/- and grades(Grad exercised where inquiry under Gazetted)
above. (Described as e Pay) and sub- rule (2) of rule 11 is
Supervisors In- charge lower than required) and suspension
by the Railway the subject to report to Divisional
Administration for this Disciplinary Officer or Assistant Officer In
purpose) Authority. charge within twenty four
hours in the case of Group 'C'
staff
2 Assistant Officer All staff with Penalties specified in clauses (i)
Senior Scale Officers and
(Junior Scale and Grade Pay of to (v) and suspension, Also Assistant Officers (Junior
Group B (Gazetted) up to and Penalty specified in clause (vi) Scale and Group 'B'
including on staff with Grade Pay of up (Gazetted) holding
Rs.2400/-. to and including Rs.1650/- independent charge)
3 Senior Scale Officers All staff with Penalties specified in clauses (i)
Junior Administrative
and Assistant Officers Grade Pay of (vi) and suspension. Grade Officers and
(Junior Scale and up to and Senior Scale Officers
Group 'B' (Gaetted) including Rs. Holding independent
holding Independent 2800/-. charge or In- charge of a
charge) Department in the
Division.
4 Junior Administrative All classes of Penalties specified in clauses (i) Additional Divisional
Grade Officers and non-gazetted to (vi) and suspension Railway Managers in
Senior Scale Officers, staff. relation to the
holding Independent Departments attached to
Charge or In- charge of them or Divisional
a Department in the Railway Managers.
Division.
5 Additional Divisional All classes of Penalties specified in clauses (i) Senior Administrative
Railway Managers in non-gazetted to (vi) and suspension. Grade Officers in the
relation to the staff. Zonal Railways' Head
Departments attached Quarters in Pay Band-4
to them or Divisional with Grade Pay Rs.

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S.N Authority empowered Class of Nature of penalties mentioned Appellate Authority

6 Senior Administrative All classes of Penalties specified in clauses (i) Additional General
Grade Officers in the non-gazetted to (vi) and suspension. Managers in relation to
Zonal Railways' Head staff. Departments attached to
Quarters in Pay Band-4 them or Chief
with Grade Pay Rs. Administrative Officers
10000/- including or General Managers.
Principal Heads of
Departments in Pay
Band-4 with Grade Pay
Rs.12000/-.
7 Additional General All classes of Penalties specified in clauses (i) Railway Board
Managers in relation to non-gazetted to (vi) and suspension.
Departments attached staff.
to them or Chief
Administrative
Officers or General
Managers.
8 Railway Board All classes of Penalties specified in clauses (i) President
non-gazetted to (vi) and suspension.
staff:

Note
1. An Appointing authority or an authority of equivalent rank or any higher
authority shall be competent to impose penalties specified in clauses (vii),
(viii) and (x) of rule 6.
2. Where the post or appellate authority as shown in column 5 is vacant, then, in
that case the next higher authority shown in the row just below that authority
shall be the appellate authority.
3. The appointing authority or an authority of equivalent rank or any higher
authority who is competent to impose the penalty of dismissal or removal or
compulsory retirement from service, may also impose any lower penalty.

Personnel Department -156-

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defend himself but Rule 14 is only exceptional situations listed. That the requirement
of holding an inquiry may be dispensed with.

Rule 14(i) - The first pre-requisite is that the disciplinary authority should be aware
that a Govt. servant has been convicted on a criminal charge. In considering the
matter, the disciplinary authority will have to take into account the entire conduct of
the delinquent employee, the gravity of the misconduct committed by him, the
impact which his misconduct is likely to have on the administration & other
extenuating circumstances.
Once the disciplinary authority reaches the conclusion that the Govt. servant's
conduct was blameworthy & punishable, it must decide upon the penalty that
should be imposed on the Govt. servant.
After the competent authority passes the requisite orders a govt. servant who is
aggrieved by it can agitate in appeal, revision or review, as the case may be

Rule 14 (ii) If situation exist which makes the holding of an inquriy contemplated by
Article 311(2) is not reasonable practicable than the disciplinary authority should
record in writing the reason or reasons for its satisfaction that it was not reasonably
practicable to hold the inquiry contemplated by Article 311(2).
This is a constitutional obligation & if the reasons are not recorded in writing, the
order dispensing with the inquiry & the order of penalty following it would be void
& unconstitutional.

The decision of the competent authority cannot be questioned in appeal, revision or

review. The finally given to the decision of the competent authority is, however, not
binding on a Court. Any employee effected by such orders can claim in appeal or
revision that an inquiry should be held with respect to the charges. In such case
hearing of the appeal or revision applicant can be postponed for a reasonable length
of time for the situation to return to normal.

Rule 14 (iii) This rule though not very frequently used, but when used assumes
grant importance certain points which may be kept in view about this rule are;-

(4) The rule is to be used only when security of state is in question

(5) The satisfaction to dispense with the inquiry is to be of the President
/Governor and not of the disciplinary authority.

Guideline for Inquiry Officers:-

(10) The inquiry officer should ensure that reasonable opportunity is given to
accused for defending his case.
(11) The inquiry committee/inquiry officer should before commencing the inquiry
proceeding ensure that the procedure for issuing charge sheet etc. as laid
down in the D&AR has been fully complied with.
(12) The inquiry committee/inquiry officer should ensure that intimation has been
sent in time to the accused regarding place, time & date of inquiry.

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(13) Proceedings should be precisely & carefully worded so as to convey the

correct meaning.
(14) The language used must be such as cannot be interpreted to be defamatory
(15) The departmental inquiry should not be entrusted to an lower in status than
that of the officer who conducted the fact- finding inquiry. This would
eliminate the possibility of the inquiry officer being influenced by the superior
officers.
(16) Evidence in the form of an affidavit cannot be ruled out in departmental
proceeding.
(17) In case where the accused official is not available or he fails to attend the
departmental inquiry either alone or with defense counsel without reasonable
and sufficient reasons the inquiry officer should proceed ex-parte.
(18) The defense counsel can assist the accused, instruct & guide him in his
defense & can examine, cross examine & reexamine witnesses. However he
will not answer questions on behalf of the accused or prompt the accused in
his answers.
Impact of Penalties on Promotion/Seniority
For Selection / Affect on
Kind of Penalty Promotion
Promotion Seniority
(I) Censure May be called Can be promoted No affect*
(II) Recover of loss May be called Can be promoted No affect*
(III) Withholding of May be called Can be promoted No affect*
Passes/PTOs
(IV) Withholding of May be called Cannot promoted No affect*
increment during the pendency
of penalty
(V) Reduction to lower May be called Cannot be during the No affect *
stage of the same pendency of penalty (*RBE 13/93)
time scale of Pay

[*Rly. Bds LNo. E(D&A)73 RG-6-5 dt. 22.02.74 (NR PS 6099) & RBE 13/93 & 217/02]

(1) Railway servant under suspension shall not be promoted even if already
borne on a selection panel/suitability list (RBE 13/93)
(2) Person appointed directly to a higher post, service, grade or time scale of pay
cannot be reduced by way of punishment to a post in a lower time scale,
grade, service or to a post which he never held before (RBE 68/89)
(3) Railway servant in respect of whom a charge sheet for major penalty is
pending or contemplated cannot be promoted. There is, however, no
objection to promote him if he is not under suspension and the proceedings
already initiated are for the imposition of only a minor penalty (RBE
13/93)
(4) Railway servant under suspension or charge sheet of major/minor penalty is
pending against him, will be called along with other eligible candidates to
appear in selection/suitability but list of qualified persons will include the
names of those who are not under suspension or against whom disciplinary

Personnel Department -158-

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proceedings for the imposition of only a minority have been initiated(RBE

13/93)
(5) Except a Railway servant who is under suspension or against whom
prosecution for a Criminal Charge is pending or who has been reduced to a
lower grade may be confirmed within the period of punishment if he is
otherwise considered fit &entitled for the same[Rly. Bds L.No. 831-E/25-
IV(EIV) dt. 15.03.74 (NR PS 6099A) & RBE 13/93]
(6) Where the penalty imposed is 'withholding of increment' and it becomes
operative from a future date, the person concerned should be promoted in his
turn & the penalty imposed in the promotional grade for a period which
would not result in greater monetary loss(RBE 13/93)

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Advances

ADVANCES

Purchase of Personal Computer:[Para1105(B)]

Amendment to conditions of grant of Computer Advance are as follows:

Advance Quantum Eligibility Criteria
Personal Computer 50,000/- or actual price of All Government
Advance PC, whichever is lower. Servants
The Computer Advance will be allowed maximum five times in the entire service
The other terms and conditions governing the grant of Personal Computer
Advance shall remain unchanged.
[RBE No.10/2017]

Recovery of Advance:

The advance sanctioned for the purchase of a personal computer shall be recovered in such
number of equal monthly installments as the Railway servant may elect, but not exceeding
150 installments.

Interest:

Simple interest at such rates as may be fixed by Government from time to time for the Motor
Car advance shall be charged on advance granted to Railway Servant for the purchase of
Personal computer.

All other conditions laid down in the Rules regulating the sanctioning of motor car advance
will apply to the advance which may be sanctioned for the purchases of a personal
computer.

Advance on proceeding on tour: [Para1109]

A Head of Office may sanction to a railway servant under his administrative control,
who is required to proceed on tour, an advance to cover his personal travelling
expenses for a period not exceeding 30 days as well as his expenses on contingent
charges arising out of the tour.

An advance of Traveling Allowances to a temporary non-gazetted railway servant

may be sanctioned at the following scales:

(i) At the scale applicable to permanent staff on production of a surety from a

permanent railway servant not governed by Payment of Wages Act; and
(ii) Limited to one months' pay without insisting on surety, provided he has
completed one year of service and is not likely to be discharged within
3months from the receipt of advance.

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Advances

A second advance cannot be made to a railway servant under this rule until an
account has been given for the first.
A railway servant who has taken an advance under this rule may not take payment
of travelling allowance or other bills drawn in respect of the same journey while the
advance or any portion of it remains unadjusted.

Advance on transfer: [Para1113]

A railway servant under orders of transfer, whether he is on duty or on leave when

he receives the orders of transfer, may be granted, under the sanction of General
managers /Secretary, Railway Board and the Heads of Offices/Projects working
directly under the Railway Board or any Officer so authorized by them, an advance
up to an amount not exceeding one month's pay plus the traveling allowance to
which he may be entitled under the rules, in consequence of transfer. The advances
should be recorded on the last pay certificate of the railway servant concerned.

The advance of pay should be recovered from the pay of the railway servant in three
monthly installments beginning with the month in which a full month's pay is
drawn after the transfer. The advance of travelling allowance should be recovered, in
full, on submission of the railway servant's traveling allowance bill.

A railway servant may be allowed a second advance to cover the travelling expenses
of any member of his family who follows him within six months from the date of
transfer and in respect of whom an advance of traveling allowance has not already
been drawn.

1. No advance of .pay should be sanctioned in respect of mutual transfers as

such transfers are made at the requests of the railway servants concerned.
2. No advance of pay is to be granted in case of temporary transfer.

Advance for law suits: [Para 1128]

(i) Advances may also be granted for the conduct of law suits to which
Government is a party; but no advance should be made to a railway servant
for the legal proceedings against whom have been taken at the instance of the
railway administration. The amount of advance should be such as is
absolutely necessary for the conduct of the law suit and should be drawn and
accounted for as contingent charges
(ii) To enable the railway servant to meet the expenses of his defense in
proceedings instituted by a private party against him in respect of matters
connected with his official duties or position. Government may sanction at
their discretion an interest free advance, not exceeding Rs. 500 or the railway
servants' substantive pay for three months whichever is greater after
obtaining from him a bond. The amount advanced would be subject to
adjustment against the amount, if any, to be reimbursed.

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(iii) In a case where a railway servant may be required to vindicate his conduct in
a court of law when specific allegations are made against him in Press, an
interest free advance on execution of the bond prescribed by the
Administration, may be granted. The advance shall not exceed Rs. 500/- or
substantive pay for 3 months whichever is less.
(iv) No second advance for the same proceeding is admissible.
(v) The recovery of the advance will be made in not more than 24 monthly
installments. The recovery will start on the first issue of pay/subsistence
allowance/leave salary following the month in which the advance is given.

Advance for House Building or Purchase of a ready built house or repayment of

loan expressly taken for that purpose. [RBE No.183/2017]

1. Introduction

Grant of House Building Advance for Central Government employees is regulated in

terms of rules and regulations laid down from time to time by the Ministry of
Housing & Urban Affairs (erstwhile Ministry of Urban Development). These rules
are as under:

2. Purpose

House Building Advance (HBA) is admissible to an employee for only one of the
following purposes:-

(i) Constructing a new house on the plot owned by the employee or spouse,
either jointly or individually.
(ii) Purchasing a plot and constructing a house thereon.
(iii) Purchasing a plot under co-operative Schemes and constructing a house/ flat
thereon or acquiring a house through membership of Cooperative Group
Housing Societies.
(iv) Purchase/construction of house under the self-financing schemes of Delhi
Bangalore, UP, Lucknow etc.
(v) Outright purchase of a new ready-built house/ flat from Housing Boards,
Development Authorities and other statutory or semi-Government bodies
and from registered builders i.e., registered private builders, architects, house
building societies, etc., but not from private individuals.
(vi) Expansion of living accommodation of an existing house owned by the
employee or jointly with spouse. The total cost of the existing structure
(excluding cost of land) and the proposed additions should not exceed the
prescribed cost ceiling under these rules.
(vii) Repayment of loan or advance taken from a Government or HUDCO or
private sources even if the construction has commenced, subject to certain
conditions.
(viii) Existing employees who has already taken Home Loans from Banks and
others Financial Institutions are allowed to migrate to this scheme, subject to
fulfilment of extant conditions.

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(ix) Constructing only residential portion of building on a plot earmarked for a

shop cum residential plot , in a residential colony, subject to prescribed cost
ceiling.

3. Eligibility

(i) All permanent government employees.

(ii) All other employees with at least 5 years of Continuous Service, provided
they do not hold permanent appointment under a State Government and the
sanctioning authority is satisfied about their likely retention in service till the
house is built and mortgaged.
(iii) Members of All India Services deputed for service under the Central
Government/Company/ Association/Body of individuals whether
incorporated or not, which is wholly or substantially Owned or controlled by
the Central Government or an International Organization, and autonomous
body not controlled by Government or Private Body.
(iv) Employees of Union Territories and North-East Frontier Agency.
(v) Staff/ Artistes of the All India Radio who fulfil the condition prescribed at (ii)
above and have been appointed in long term Contracts extending to the age
as per extant rules.
(vi) Central government employees governed by The Payment of Wages Act,
1936. Central government employees on deputation to another Department or
on Foreign Service. Such cases to be processed by the Head of the Office of the
Parent Department.
(vii) Extant rules for eligibility conditions of Ex-Servicemen and of Central
government employees under suspension remains unchanged.

Note: In cases where both the spouses are central government employees and are
both eligible for grant of House Building Advance, the advance will be admissible to
both of them jointly/separately.

4. Cost Ceiling Conditions

(i) Cost of the house to be built /purchased (excluding the Cost of plot) should
not exceed 139 times of the basic pay of the employee subject to a maximum
of Rs. 1.00 crore (one crore) only. In individual cases, if the Administrative
Ministry is satisfied on the merits of the case, the cost ceiling may be relaxed
up to a maximum of 25% by the Head of the Department.

5. Amount of Advance

(i) Only one advance shall be sanctioned to the government servant during his/
her entire service.
(ii) The maximum amount of advance shall be:
a) 34 months basic pay subject to a maximum of Rs. 25.00 lakhs only (Rs.
Twenty-five lakhs), or cost of the house/flat, or the amount according to

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repaying Capacity, whichever is the least for construction/purchase of new

house/flat.
b) For expansion of existing house, the amount of HBA will be limited to 34
months basic pay subject to maximum of Rs.10.00 lakhs only (Rs. Ten
lakhs), or the Cost of the expansion, or the amount according to repaying
capacity, whichever is the least.
c) The amount of the advance shall be restricted to 80% of true Cost of the land
and construction of house or cost of expansion of living accommodation in the
case of Construction in rural areas. This can be relaxed and 100% can be
sanctioned if the Head of the Department certifies that the concerned rural
area falls within the periphery of town or city.

6. Repayment Capacity

For the purpose of calculating the admissible loan amount, the repayment capacity
of the Central government employee shall be calculated as below:
a] In cases of employee retiring 40% of basic pay
after 20 years
b] In cases of employee retiring Up to 40% of basic pay. 65% of
after 10 years, but not later DCR Gratuity may also be
than 20 years adjusted.
c] In cases of employee retiring Up to 50% of basic pay. DCR
within 10 years Gratuity up to 75% can be
adjusted.

7. Applicable Rate of Interest and Methodology of Recovery of House Building

Advance

(i) The Interest on Housing Building Advance for the financial year 2017-18
onwards shall be 8.50%. This shall be reviewed every three years to be
notified in Consultation with Ministry of Finance.
(ii) The methodology of recovery of HBA shall Continue as per the existing
pattern of recovery of principal first in the first fifteen years in not more
than 180 monthly instalments and interest thereafter in next five years in
not more than 60 monthly instalments. The advance carries simple interest
from the date of payment of first instalment.
(iii) All cases of subsequent tranches/instalments of HBA being taken by the
employee in different financial years shall be governed by the applicable rate
of interest in the year in which the HBA was sanctioned, in the event of
change in the rate of interest.

Note: The clause of adding a higher rate of interest at 2.5% (two-point five percent)
above the prescribed rate during sanction of House Building Advance, as
reproduced below, stands withdrawn.

Personnel Department -164-

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“Sanction should stipulate the interest 2.5% over and above the scheduled rates with
the stipulation that if conditions attached to the sanction including those relating to
the recovery of amount are fulfilled completely to the satisfaction of competent
authority, a rebate of interest of the extent of 2.5% will be allowed”.

8. Disbursement

(i) Advance for purchase of ready built house can be paid in one lump sum as
soon as the applicant executes an agreement in the prescribed form. The
employee should ensure that the house is purchased and mortgaged to the
Government within 3 months of drawal of the advances.
(ii) Advance for purchase/construction of new flat may be paid either in one
lump sum or in convenient instalments at the discretion of the Head of
Department. The employee should execute the agreement in prescribed form
before the advance/first instalment of advance is paid to him/her. The
amount drawn by the employee should be utilized for the purchase/
construction of the flat within one month.
(iii) Advance for Construction/ expansion of living accommodation, etc., shall
be payable in two instalments of 50% each. The first instalment will be paid
after the plot and proposed house/existing house is mortgaged and the
balance on the Construction-reaching plinth level.
(iv) Advance for expansion to be carried out on the upper storey of the house
will be disbursed in two instalments, first instalment on executing the
mortgage deed and the second instalment on the construction reaching roof-
level.
(v) In the case of advance for purchase of plot and construction of house, the
advance will be disbursed as below:
a) Single Storeyed House. After agreement in prescribed form is executed on
production of Surety bond, 40% of the advance or actual cost will be
disbursed for purchase of plot. The balance amount will be disbursed in
two equal instalments, first after the mortgage is executed and second on
the construction reaching plinth level.
b) Double Storeyed House: 30% of advance for cost of plot will be disbursed
on executing the agreement. The balance amount will be disbursed in two
equal instalments, the first on executing the mortgage deed and the second
on construction reaching plinth level.

9. Mortgage and Creation of Second Charge

illness etc., the time limit is restricted to 07 days.

 No documentary proof is required to be furnished by the subscribers and a

simple declaration explaining the reasons for advance is sufficient. [RBE No.
63/2017]

Withdrawal from the Provident Fund

Sn Occasion / Purpose Amount Main conditions & Recovery

1 House Building / House PF holdings with interest thereon at Withdrawal for housing is no
Purchase / Flat credit or the actual cost of the longer linked to HBA – need
Purchase house/flat, whichever is less not deposit back the
2 Purchase of house site Withdrawal of upto 90% of PF withdrawn amount on sale of
for building a house holdings at credit or the actual cost, the house.
/reconstruction or whichever is less
making additions on a
house already acquired,
renovating additions or
alterations of ancestral
house
3 Obligatory expenses: i. Six months pay or the amount i. Subscriber has either less
Marriage / betrothal/ standing to the PF account, than ten years
funeral, or other whichever is less. In case of service before
ceremonies of self or Daughters marriage, 15 months pay superannuation or has
family members and as a special case (RBE No. 188/05) completed 15yrs service
dependents ii. Where balance in the PF account whichever is
does not exceed Rs. 10,000/-, earlier. [Para 922 (4) (b) &
maximum 90% of the balance is RBE 15/96]
permissible. [Para 925 (3) Note-3) ii. If two or more marriages
are to be
celebrated
simultaneously, amount
for each marriage will
be sanctioned separately
[Para 925 (3) (b) Note-1]
iii. Marriage and betrothal
will be treated as a
separate occasions for the
purpose of withdrawal
[Para925(3)(g)&RBE
41/01]
iv. Subscribes shall furnish a
certificate within one

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Sn Occasion / Purpose Amount Main conditions & Recovery

month from date of
marriage /betrothal that
the amount withdrawn
has actually been utilized
for the purpose for which
it was intended
otherwise withdrawn PF
amount shall be recovered
in lump sum.
[Para925(3)(c)]
4 Educational Expenses Twelve months pay or Three fourths of
Education will include the amount standing to the PF account,
primary, secondary and whichever is less.
higher education
covering all streams and
educational institutions

5 Illness of self-family Twelve months pay or Three fourths of

members or dependents the amount standing to the PF account,
whichever is less.
6 Vehicle Purchase (Car/ Three fourths the amount at credit or
motor cycle / Scooter cost of vehicle whichever is less.
etc) or repayment of Withdrawal is permitted after 10 years
loan already taken for of service
the purpose

7 Making deposit to Three fourths the amount at credit or

booking a Motor Car, cost of vehicle whichever is less.
Motor Cycle, Scooter, Withdrawal is permitted after 10 years
Moped etc of service
8 extensive Three fourths the amount at credit or
repair/overhauling of cost of vehicle whichever is less.
Motor Car Withdrawal is permitted after 10 years
of service
9 To purchase Twelve months pay or Three fourths of
consumer durables the amount standing to the PF account,
[TV,VCR/VCP, washing whichever is less.
machine, Computer
etc] [Para 927 (7)] [RBE
No. 15/96]
10 Employees due for Upto 90% of balance
retirement-two years
before superannuation –
without assigning any
reason
Note :
 The advance should be sanctioned within 15 days. In case of emergencies like
illness etc., the time limit is restricted to 07 days.
 No documentary proof is required to be furnished by the subscribers and a
simple declaration explaining the reasons for advance is sufficient. [RBE No.
47/2017]
 Above provisions of withdrawal from the PF is not applicable to the Railway
servants who joined service on or after 01.01.2004.

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ALLOWANCES
Railway servants are entitled for different types of allowances, details of which are
as under:-

1. Dearness Allowance [Para 801 IREM-I]

Employees working on Indian Railway are eligible for compensation in the form of
Dearness Allowance on account of increase of the price of commodities. This
allowance is revised in accordance with the increase in All India average consumers
price index number for industrial workers (General) twice in the year i.e. in Jan & in
July. It is admissible at par to all the central govt. employees & pensioners.

After implementation of sixth pay commission, the term 'basic pay' in the revised
pay structure, means the pay drawn in the prescribed pay band + applicable Grade
Pay, but does not include any other type of pay like special pay. etc. In the case of
railway servant in pay scales of HAG + and apex scale, basic pay means the pay in
prescribed scale. For the purpose of calculation of dearness allowance, non-
practicing allowance where applicable, shall be taken into account. Rate of DA from
January -2016 is as under:-

01.01.2016 NIL 01.07.2016 2% 01.01.2017 4% 01.07.2017 5%

2. House Rent Allowance[Rule 1701to1706 IREC-II & RBE 71/2017]

This Allowance is admissible to those Railway servants who have not been allowed
Railway accommodation. This is admissible as per classification of the various cities
as under:-
Rate of HRA as a percentage of
S.
Classification of City Basic Pay (+NPA where
No.
applicable)
1. "X" Class cities [earlier A-1 class of city 24%
2 "Y" Class cities [earlier A, B-1 & B-2 class of city 18%
3 "Z" Class cities [earlier C & unclassified class of city 8%

Above rates are applicable w.e.f 01.07.2017

The rates of HRA will not e less than Rs.5400, 3600 & 1800 at X Y Z Class cities
respectively.

Basic pay for the purpose of calculating HRA will be same as clarified in item no. 01
above. House Rent Allowance shall not be granted to a Railway employee if –

a. he does not incur any expenditure on rent for his accommodation,

b. he occupies accommodation provided by the Govt.;
c. he shares Govt. accommodation allotted rent free to another Govt. servant;

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Allowances

d. he/she resides in accommodation allotted to his/her parents/son/daughter

by the Central Govt. /State Govt., an autonomous public undertaking or
semi-Govt. organization such as a Municipality, Port Trust, Nationalized
Banks, Life Insurance Corporation of India etc. and
e. his wife /her husband has been allotted accommodation at the same station
by the Central Govt./State Govt., an autonomous public undertaking of semi-
Govt. organization such as municipality, Port trust etc. whether he/she
resides in that accommodation or he/she resides separately in
accommodation rented by him/her.
f. A Railway servant who shares Govt. accommodation allotted to another
Railway/Govt. employee[excluding those specified in (c),(d) & (e) above]
shall be eligible for House Rent Allowance.

Note-In cases where husband/wife/parents/children - two or more of them being

Central Govt. servants or employees of State Govt., autonomous public undertakings
or semi Govt. organizations like Municipality, Port Trust, Nationalized Banks, Life
Insurance Corporation of India etc, share accommodation allotted to another Govt.
servant, house rent allowance will be admissible to only one of them, at their choice.
This allowance is admissible upto 180 days during all kinds of leave on full rate. In
case of Rly Servant suffering from any kind of disease, and on medical certificate,
HRA is admissible on full rate upto 180 days & can be extended upto 240 days on
medical certificate.

Person entitled for accommodation of any type and refuses to accept the same then
he is not entitled for HRA. [Rule 1707 of IREC II]
3. Transport Allowance :-[RBE 80/2017]

(1) In accordance with the recommendation of 7th pay commission, all Railway
employees are entitled for transport allowance at the following rates :-

Employees Rate of transport Allowance per month

SNo. drawing Grade
X class Cities Other cites
pay of
1 Level 9 & above Rs.7200/-+ D.A. Rs.3600/-+ D.A.
2 Level 3 to 8 Rs.3600/-+ D.A. Rs.1800/-+ D.A.
3 Level 1 & 2 Rs.1350/-+ D.A. Rs 900/-+ D.A.

(2) The grant of Transport Allowance shall be subject to the following

conditions:-

i. The allowance shall not be admissible to those employees who have been
provided with the facility of Government transport.
ii. In respect of those employees who opt to continue in their pre-revised Pay-
structure/Pay Scales, the corresponding Level in the Pay Matrix of the post
occupied on 01.01.2016 as indicated in Railway Services (Revised Pay) Rules,
2016 would determine the allowance under these orders.

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iii. Physically disabled employees as mentioned in Railway Board’s letter No.

F(E)I-78/AL-7/5 dated 23.10.1978 and subsequent orders in respect of the
categories viz. Visually impaired, orthopedically handicapped, deaf and
dumb/hearing impaired, spinal deformity, shall continue to be paid
Transport Allowance at double the normal rates, subject to fulfilment of the
stipulated conditions, which shall, in no case, be less than Rs.2550/- p.m plus
applicable rates of Dearness Allowance.
iv. Officers drawing pay in Levels 14 and above in the Pay Matrix, who are
entitled to the use of official car in terms of Board’s letter No. E(G)95AL4-9
dated 6.11.1995 shall be given the option to avail the official car facility or to
draw Transport Allowance at the rates of Rs.15,750/- p.m plus Dearness
Allowance thereon. Before allowing Transport Allowance @ Rs.15750/- plus
D.A. thereon, the option exercised by an officer will be examined by the
administrative Ministry and his/ her entitlement to the use of official car in
terms of Board’s letter dated 06.11.1995 ibid will require to be certified by the
competent authority. In case, an officer opts to draw Transport Allowance @
Rs.15750/- p.m plus D.A. thereon, he/she will not be allowed to change
his/her option during the remaining period of his/her current assignment.

(3) In the case of the employees presently availing of the facility of workmen
trains, an option is to be given to the employees as a group to either avail
themselves of the existing facility or to switch over to the payment of
transport allowance as admissible under these orders.

(4) Admissibility of Transport Allowance during the following circumstances:

(a) During Leave: The allowance will not be admissible for the calendar month(s)
wholly covered by leave.
(b) During deputation abroad: The allowance will not be admissible during the
period of deputation abroad.
(c) During Tour: If an employee is absent from the Headquarters/Place of
posting for full calendar Month(s) due to tour, he/she will not be entitled to
Transport Allowance during that/those calendar month/months. However, if
the absence does not cover any calendar month(s) in full, Transport
Allowance will be admissible for full month.
(d) During training treated as duty: The allowance may be granted during such
training, if no Transport Facility/Travelling Allowance/Daily Allowance is
provided for attending the training institute. During official tour in the
training course, the allowance will not be admissible when the period of the
tour covers the whole calendar month. Also, during training abroad, no
Transport Allowance will be admissible when the period of such training
covers the whole calendar month.
(e) During inspection/survey duty by Members of Special Parties within the city
but exceeding 8 Kms. from the Headquarters OR during continuous field
duty either in or outside the Headquarters: Transport Allowance is given to
compensate for the expenditure incurred for commuting for both to and fro
between the place of duty and residence. In case when one gets Road

Personnel Department -172-

Allowances

Mileage/Daily Allowance or free transportation for field/inspection/survey

duty or tour for a period covering the whole calendar month, he/she will not
be entitled to Transport Allowance during that calendar month.
(f) To vacation staff: Vacation staff is entitled to Transport Allowance provided
no free transport facility is given to such staff. However, the allowance shall
not be admissible when such vacation spell, including all kinds of leave, cover
the whole calendar Month(s).
(g) During Suspension: As a Government employee under suspension is not
required to attend office, he/she is not entitled to Transport Allowance
during suspension where suspension covers full calendar month(s). This
position will hold good even if the suspension period is finally treated as
duty. Where suspension period covers a calendar month partially, Transport
allowance payable for that month shall be reduced proportionately.

4. Non Practicing Allowance :- [RBE 82/17]

Doctors working in Rly. hospitals including dental doctors are entitled for Non
practicing Allowance in lieu of not allowing them the private practice, at the rate
of 20% of the Basic Pay in 7th CPC pay subject to the condition that the Basic pay
+ NPA should not exceed Rs. 2,37,500/- pm. NPA will be treated as pay for the
purpose of computing , Dearness allowance as well as for calculation of
retirement benefits. Payment of NPA is subject to condition that the post is
clinical one, a whole time post, ample scope for private practice and necessary to
prohibit private practice in public interest.

5. Post-Graduation And Annual Allowance to Railway Doctors :- [RBE 114/09]

The doctors working on Railways having P.G. qualification are entitled for P G
allowance. The revised rate of the same is as under wef 01.09.08 Post Graduate
Allowance
Post Graduate Allowance.

S.No. Category w.e.f 01.09.2008

(a) Railway Doctors upto the level of non-functional selection grade Rs.1000/-p.m.
having Post Graduate qualification recognized under Indian
MedicalCouncilAct,1956.
(b) General Duty Doctors upto the level of non-functional selection Rs.600/-p.m.
grade having P.G. Diploma qualification recognized under
Indian Medical Council Act,1956

Annual Allowance.
S. Category w.e.f 01.09.2008
No.
(a) Railway Doctors having Post Graduate qualification recognized Rs.1000/-p.m.
under Indian Medical Council Act,1956.
(b) General Duty Doctors who do not possess any P.G. Qualification Rs.600/-p.m.
or who possess unrecognized P.G. Qualification.

Rates of these allowance will be increased by 25% whenever the D.A. goes up by
50%

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6. Conveyance Allowance to Railway Medical Officer -

Railway Medical officer/Doctors are entitled for Conveyance allowance at the

following rates for paying domiciliary visits outside duty hours and performing
other official duties :-

S. Maximum per month w.e.f

Mode of conveyance
No. 01.09.08 01.09.09 01.09.10 01.09.11 01.09.12
1 For those who maintain Their Rs.3300 Rs.3663 Rs 4257 Rs. 4686 Rs. 5148
own motor car
2 For those who maintain Rs.1080 Rs.1199 Rs.1393 Rs.1533 Rs.1684
Scooter/motor cycle
3 For those who do not maintain Rs.900 Rs.999 Rs.1161 Rs.1178 Rs.1304
either car or motor cycle/scooter

 For the entitlement of maximum allowance conditions laid down in RBE

135/09 have to be fulfilled including, minimum of 20 visits in a month in
which 50% must be domiciliary visits but not less than 06 in a month to the
hospital or domiciliary visits after normal duty Hours.
 No Conveyance Allowance will be admissible during joining time, leave &
any period of temporary transfer and the officer will also not be entitled to
draw any Daily / Mileage Allowance for journey on official duty with in or
beyond 08 Km. within the city municipal limit.
 The amount of Conveyance Allowance will be revised every year equal to the
change in the percentage of D.A. payable for the year vis-a-vis from
immediate preceding year i.e. from the month of Sep. to Aug. of every year.

7. Nursing Allowance [RBE 24/2009& 166/2017]

All Nursing staff working in Rly. Hospitals who have been registered in accordance
with Indian Nursing Council act are entitled for Rs.7200 per month. Mainly All
nurses either male or female, sister in charges, matrons, midwives & Lady Health
visitors etc. are considered as Nursing staff.

The rates of these allowances will be increased by 25% whenever the Dearness
Allowance payable on the revised pay structure goes up by 50%.

Note :
Nursing Allowance will not be treated as pay. [RBE 192/98]

8. Dress Allowance. RBE No.141/2017

(1) In terms of extant instructions, the Uniform- related allowances being paid to
Railway employees as admissible included Kit Maintenance Allowance, Shoe
Allowance, Uniform Allowance and Washing Allowance.
(2) Consequent to the decision taken by the Government on the
recommendations of the 7th CPC, these uniform-related allowances have
been subsumed into a single Dress Allowance. The President is pleased to

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Allowances

approve payment of this Dress Allowance to the categories of employees and

at the rates as listed below:
S.No. Category of employee Rate in
1 Officers of RPF/RPSF 20,000/- per annum
2 Personnel Below Officer Rank of RPF, Station Masters of Indian 10,000/- per annum
Railways
3 Other categories of staff who were supplied Uniforms and are 5,000/- per annum
required to wear them regularly like Trackmen, Running Staff of
Indian Railways, Staff Car Drivers, MTS, Canteen staff of Non-
Statutory departmental Canteens, etc.
4 Nurses 1800/- per month

(3) With this notification of Dress Allowance, existing uniform-related

allowances including those for maintenance & washing of uniforms, will no
longer be payable separately. Existing orders for payment of such separate
uniform-related allowances including Shoe Allowance therefore stand
superseded.

(4) With the payment of this Dress Allowance, categories of staff who were
earlier being provided Uniforms, will henceforth not be provided with
Uniforms.

(5) The amount of Dress Allowance shall be credited to the salary of entitled
employees directly once a year in the month of July.

(6) This allowance covers only the basic uniform of the employees. Any special
clothing like the fluorescent clothing provided to Trackmen of Indian
Railways will continue to be provided by this Ministry as per existing norms.

The rates of Dress Allowance will go up by 25% each time Dearness

Allowance rises by 50%.

9. Hospital Patient Care Allowance : [RBE 01/08]

Hospital Patient Care Allowance and Patient Care Allowance has been introduced
w.e.f. 1.1.2008 in respect of the Group C&D (non-ministerial) railway employees
working in railway hospitals and health units/clinics as specified below :-

(1) Grant of Hospital Patient Care Allowance and Patient Care Allowance shall
be subject to fulfillment of the following conditions :-

(a) The grant of these allowances shall be limited to the following categories of
Group C&D (non-ministerial) railway employees working in railway
hospitals and health units/clinics:-

(i) Radiographer.
(ii) Pharmacists (except Store Pharmacists not involved in dispensing of
medicines)

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(iii) Laboratory Staff.

(iv) Medical Technicians required to come in direct physical contact with
patients (ECG, EEG, Cardia Pump, Dialysis etc.)
(v) Ambulance Drivers.
(vi) Dressers.
(vii) Operation Theatre Assistants.
(viii) Attendants/Ayahs.
(ix) Ambulance cleaners.
(x) Stretcher bearers.
(xi) Safaiwalas.
(xii) Masalchis & Cookmates :
(xiii) Cooks where no separate Masalchi/Cookmates is provided and the cooks
are required to clean the utensils or serve food where bearers are not
provided. [RBE 58/2016]
(xiv) Hygienists and Physiotherapists /Occupational Therapists [RBE
138/2016]

(b) Hospital Patient Care Allowance shall be admissible to the above specified
Group C&D (non-ministerial) railway employees working either in

(i) railway hospitals having 30 beds or more, or

(ii) super specialty railway hospitals having 10 beds or more.

(c) Patient Care Allowance shall be admissible to the above specified Group
C&D (non-ministerial) railway employees working either in

(i) railway hospitals having less than 30 beds, or

(ii) super specialty railway hospitals having less than 10 beds, or
(iii) railway health units/clinics.

(d) Hospital Patient Care Allowance would be admissible @ Rs. 700/- P.m.
w.e.f. 1.1.08 & 1400/-w.e.f. 1.9.08 & 1750/- w.e.f. 1.1.11 to the above
specified Group C (non-ministerial) railway employees, and @ Rs. 695/-
p.m. w.e.f. 1.1.08 & 1390/- w.e.f 1.9.08 & 1738/- w.e.f 1.1.11 to the above
specified Group D (non-ministerial) railway employees. [RBE 15/13]
(e) Patient Care Allowance would be admissible @ Rs. 690/- p.m. w.e.f. 1.1.08
& 1380/- w.e.f. 1.9.08 & 1725/- w.e.f. 1.1.11 to the above specified Group
C&D (non-ministerial) railway employees. [RBE 15/13]

(f) Night Duty Allowance and/or Risk Allowance, if admissible to the above
categories of staff, shall ceases to be admissible to them w.e.f. 1.1.2008.

(g) This allowance has now been converted as Risk Insurance Allowance.[RBE
118&119/09]

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(h) This allowance (HPCA/PCA) will be paid continuously till the time Risk
Insurance Scheme is implemented.[RBE 07/10]

(i) The amount of HPCA/PCA would be automatically raised by 25% every

time the Dearness Allowance on the revised pay structure goes up by 50%.
This is subject to the following terms &conditions :- [ RBE 15/13]

(i) HPCA/PCA may be admissible in case the individual proceeds on

leave/training for less than one calendar month.
(ii) HPCA/PCA may not be admissible in case the individual proceeds on
leave/training for more than one calendar month.
(iii) HPCA/PCA should not be admissible in case of unauthorized leave.

10. Special Train Controller’s Allowance [RBE 129/2017]

 Section Controllers and Chief Controllers of Indian Railways @ Rs. 5,000/- per
month
11. Health and Malaria Allowance [RBE 159/2017]

 Health and Malaria Allowance to Health and Malaria Inspectors (Health

Inspectors) in Indian Railways at the rate of Rs. 1000/- per month upto level
8 in Pay Matrix (VII CPC) and Rs.1200/- per month for level 9 and above in
Pay Matrix(VII CPC).

 The rate of this allowance will further increase by 25 percent each time DA
rises by 50 percent.

12. Allowances admissible to Running Staff :- [Para 901 IREM]

Different type of allowances are admissible to staff performing running duties in the
railways.

"Running duties" means duties directly connected with the movement of train and
performed by running staff while employed on moving trains or engines.

Running staff performing running duties, shall refer to railway servants of the
categories mentioned below:-

SN Loco Traffic
1 Loco Pilots including motor men & Rail motor Drivers Guards
2 Shunters Asst. Guards
3 Fire men, Dsl. Asstt., Elect Asstt., Asstt. Drivers. (ALP)
-

Running allowance means an allowance granted to running staff for the

performance of duties directly connected with moving trains.

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Reckoning of running allowance as pay :- 30% of the basic pay of the running staff
will be treated as pay representing the pay element in the running allowance and
will be treated as pay for the following purposes :-
(1) Entitlement for class of passes /PTO
(2) Medical Attendance & treatment
(3) Educational assistance
(4) House rent allowance
(5) Entitlement for type of Rly accommodation
(6) Recovery of rent for Rly accommodation
(7) Fixation of pay in stationery post
(8) Dearness allowance
(9) Over time allowance
(10) Leave encashment
For assessment of income tax 30% of the pay will be treated as part of the pay but for
calculation of retirement benefits 55% of the basic pay shall be taken into account,
however, for the propose of leave encashment, only 30% of the pay shall be counted.

Following allowances are admissible to running staff:-

a. Kilometer Allowance
b. Allowance in lieu of RR Facilities
c. Breach of Rest Allowance
d. Out Station detention Allowance
e. Out Station (Reliving ) Allowance
f. Accident Allowance
g. Officiating allowance
h. Minimum Guaranteed Kilometrage Allowance
i. Waiting Duty Allowance
j. Ghat Section Allowance
k. Trip Allowance
l. Leave Mileage Allowance
a. Kilometer Allowance [Para 906 IR EM I]

This allowance is admissible to running staff for the performance of running

duties at the specified rates Kilometrage shall be calculated according to the
distance shown in the working time table. Shunter &other Running staff
working on shunting engine are paid KMA at the rate of 15 km per hours. The
duty hrs. of Running staff will be counted from "signing on to signing off'. The
running staff comes under the continuous classification of HOER

When running staff performs non running /stationery duty, they will be entitled
for an allowance in lieu of kilometrage (ALK) as per prescribed rates.
Kilometreage Allowance is not admissible to the Traffic Apprentices who work
independently as Guards as part of their training. [RBds letter no. E(P&A)II-
2004/RS-19 dt. 15.07.11(NWR PS 51/11]

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b. Allowance in lieu of Running Room facilities [Para 908 IREM & RBE No.
181/09]
(i) At out stations where the running room facilities for the running staff is not
available, allowance in lieu of the running room facilities is admissible.
(ii) This allowance shall be admissible at roadside stations irrespective of whether
the train terminates there or not.
(iii) In respect of running room where cooks are not provided, the allowance shall
be admissible at half the prescribed rates.
(iv) In the case of Ballast and material trains and trainship Goods Vans, the staff
taking rest in Crew Rest Vans may be paid on allowance at half the rates of
the Allowance in lieu of Running Room facilities during the halts as cooks are
not provided in the rest vans.
(v) The allowance shall not be payable if rest facilities are made available even if
running rooms as such do not exist.
(vi) This allowance shall also not be admissible to running staff who are not sent
to outstations on stationery duty.

c. Breach of Rest Allowance [Para 909 IREM-I]

(i) Breach of Rest Allowance shall be granted to running staff who are detailed
for running duties in the following circumstances :-
(A) When running staff who work a train to an outstation and return to their
headquarters are detailed for running duty :-
(a) Before completion of 16 hours' rest at headquarters when the total period
of duty immediately before the rest was for 8 hours or more; and
(b) Before completion of 12 hours' rest at headquarters when the total period
of duty immediately before the rest was for less than 8 hours.
(B) When running staff like shunters and staff manning suburban services, who
avail of daily rest at headquarters are detailed for running duty :
(a) before completion of 12 hours' rest when the total period of duty
immediately before the rest was for 8 hours or more; and
(b) before completion of 8 hours' rest when the total duty immediately before
the rest was for less than 8 hours.
(ii) The allowance shall be payable as Overtime Allowance under Hour of
Employment Regulations at the rate of 2 hours for every hour by which rest
falls short of the prescribed hours of rest, periods of less than half an hour
being neglected and those of half an hour or more shall be rounded off to one
hour on each occasion of breach of rest.
d. Out Station Detention Allowance :- [Para 910 IREM- I]

When running staff are detained for more than 16 hrs from "signing off" at out
station they will be entitled for OSDA at the rate of 70 km for each 24 hrs or part
after the expiry of 16 hours from the time of "signing off".

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e. Out Station (Relieving) Allowance :- [Para 911 IREM-I]

(i) This allowance shall be payable to running staff deputed to work temporarily
at stations outside their headquarters either on running or stationary duties.
Payments will be made as the rates specified in Rule for Outstation
(detention) Allowance for each day reckoned from the date of arrival at the
outstation.
(ii) The allowance shall be regulated in the following manner :-

(a) When the running staff are sent to an outstation to officiate in higher posts,
allowance shall be paid for a period of 14 days only.
(b) When running staff are sent to an outstation in the same capacity, the
allowance shall be paid for a maximum period of two months.
(c) the period of journey to and from the reliving station shall be treated as
duty, either spare or running, and the allowance will be paid accordingly.

f. Accident Allowance - [Para 912 of IREM- I]

Running staff who are held up at any station other then their headquarters due
to an accident for a period exceeding 8 hours, shall be paid an accident
allowance at the rate specified in rule for outstation (detention) allowance for
every 24 hours or part thereof reckoned from the time of commencement of
detention. If the period of detention does not exceed 8 hours, no payment will be
made but the hours for which the staff are detained shall be counted towards
hours of duty.

g. Officiating Allowance [Para 913 IREM- I]

(i) The officiating allowance in respect of running staff officiating in running

post shall be regulated as under -
(a) When running staff are put to officiate in a "running post" for 30 days or less,
they shall be entitled to pay as admissible in the lower grade plus Running
Allowance at the rates and on the condition applicable to the higher grade in
which they officiate enhanced by 15% .
(b) When running staff are put to officiate in "running post" for more then 30
days, their pay in the higher post shall be fixed under the normal rules.
(ii)
(a) When running staff are put to officiate in a stationary post for more than 30
days, their pay will be fixed on the basis of their pay in the lower post plus
30% thereof representing the pay element of the Running Allowance.
(b) The fixation of pay of running staff put to officiate in a stationary post for a
period of 30 days or less, shall continue to be regulated in terms of para 911
(ii) (a) of Indian Railway Establishment Manual.
(iii) In cases where the officiating arrangement is initially approved for periods
exceeding 30 days the normal rules of fixation of pay will apply, where the
period is initially for 30 days, the enhanced Kilometerage allowance drawn up

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Allowances

to 30 days should be allowed to stand but payments for period beyond 30

days should be in accordance with the rules for normal fixation of pay on
promotion.

Additional allowance would become payable on a pro rata basis, wherever

admissible when running staff are put to officiate for 30 days or less. Further,
when the running staff are put to officiate for more than 30 days, full
additional allowance would become payable, wherever admissible.
[E(P&A)II-2010/RS-31 dated 7.1.2014, S.C.No. 09/2014]

h. Minimum Guaranteed Kilometerage Allowance [Para 914 of IREM- I]

Each Railway shall identify such section and circumstances which do not have
the potential for enabling the running staff to earn adequate Kilometerage
within the stipulated duty hours. For these identified sections and
circumstances, the running staff shall be paid at the rate of 120 kms. for the full
stipulated duty hours.

i. Waiting Duty Allowance [Para 921 of IREM- I]

Waiting duty allowance at the rate of 15 kilometer per hours up to 10 hours shall
be paid to the running staff in the following cases –

(a) Waiting / stand by duty as per roster

(b) Station duty including detentions on account of cancellation of the trains or
cancellation of booking of the staff after they have reported for duty.

j. Ghat Section Allowance[Para 922 of IREM- I]

Computation of Kilometerage for the purpose of payment of Running

Allowance to the running staff working on trains on a Ghat Section shall be
made on the following basis –

(a) In the case of running staff working trains on all Ghat Sections where the
banker is actually employed in assisting the train, the computation of
Kilometerage shall be five times the actual distance traveled.
(b) In all other cases (including those where the banking engine is run as a light
engine or assistance is not required), the computation shall be five times the
actual distance travelled in the case of Class I ghat section and three times the
actual distance in the case of Class II ghat section.

k. Trip Allowance (High speed Trains) [Para 923 IREM-I]

The following criteria shall be adopted for classifying a train as "high-Speed-

Train" for the purpose of payment of Trip Allowance to the running staff
working on such trains:

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(a) The maximum permissible speed should not be less than 110 kms. in the case
of B.G. and 100 kms. in the case of M.G.
(b) The aforesaid limits of maximum permissible speed should be obtained over
at least 50% of the total run of the train.
(c) The average speed should be not less than 66 kms. on the B.G. section and not
less than 60 kms. on M.G. Section.

The minimum distance between terminals of the trains should be 400 kms. on B.G.
and 300 kms. on M.G. section.

l. Leave Mileage Allowance (LMA)

When running staff remains on leave he will be allowed leave mileage

allowance to keep his living standard accordingly.

The calculation for LMA will be done as under:-

LMA = 30% of the Basis pay x leave taken No. of days of the month

m. Additional Allowance to Running Staff. [RBE No. 85/2017]

Additional Allowance granted to certain categories of Running Staff viz. Loco

Pilot Mail/Express, Loco Pilot Passenger/Motorman, Guard Mail/Express and
grant of Additional Allowance to some other categories of Running Staff viz.
Loco Pilot Goods and Sr. Passenger Guard at the following rates:

(i) Rs. 2,250/- per month to Loco Pilot Mail/Express.

(ii) Rs. 1,125/- per month to Loco Pilot Passenger/Motorman.
(iii) Rs. 1,125/- per month to Guard Mail/Express.
(iv) Rs. 750/- per month to Loco Pilot Goods.
(v) Rs. 750/- per month to Sr. Passenger Guard.

Dearness Allowance will be payable on this allowance. However, it will not

count for pensionary benefits.

13. Break Down Allowance[Para 704 IREM-I][RBE No. 106/2017]

S. Category Level in Pay Matrix Amount of Breakdown

No. Allowance/ month

1 Helper Gr.II/Helper Gr.I/Other staff Level 1 [1800] Rs.270 p.m.

Gr. ‘D’ staff
2. Technician Gr.III Level 2 [1900] Rs.405 p.m.
3 Technician Gr.II Level 4 [2400] Rs.540 p.m.
Technician Gr.I Level 5 [2800]
Supervisors [erstwhile Mistry] Level 5 [2800]
4. Sr. Technicians/ Junior Engineers and Level 6 [4200] and Rs.675 p.m.
staff in higher scales above

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 Whenever any train meets with any accident on the track or derails which
results as hurdle in transportation, it will cover under the definition of Break
Down. To early restoration of transport on the path, the staff as well as
materials, tools and plants are being arranged from nearest Break Down
depot.

 For this purpose the staff of various departments Viz LOCO, C&W, OPTG,
Civil Engg., S&T, Elect etc. are being year marked and Break Down
Allowance as per prescribed rates is admissible to such staff.

 The staff deputed for Bread Down duty will be supplied free food. Where it is
not possible to supply the food at site they will be paid the amount in cash.

 The entire time for journey Ex duty place to site of accident & back to duty
place, the whole time consumed for working at site of accident will be
reckoned as duty for the purpose of payment of Over time allowance.

 The person deputed for Break Down Duties will get TA @ 100% Irrespective
of the fact that the staff went out of Head Qrs. beyond. 8 Km or worked
beyond 12 hrs.

 Rates of these allowance will be increased by 25% whenever the D.A. goes up
by 50%

14. Compensatory Construction Survey Allowance[Para 707 IREM-I] [RBE

156/2017]

(a) Project Allowance

Level in Pay Matrix Cell Name Rate per month(Rs)
Level 9 and above R3H2 3,400
Level 8 and below R3H2 2,700

Note: i) The term ‘Pay Level” in the revised pay structure means the ‘Level’ in
the Pay Matrix.

Note: ii) Railway employees, whose offices are in the project area, but not
specifically for the work of the project, and the projects are covered by
the Ministry of Finance’s O.M. No.20011/5/73-E.IV(B) dated 17.1.1975
on project allowance (circulated under Board’s letter No.E(G)73AL12-27
dated 27.11.78 and No.PC-IV/86/Imp/AL-15 dated 14.10.86) shall,
however be entitled to Project Allowance only at 50% of the above rates.

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(b) Compensatory (Construction/Survey)Allowance

Level in Pay Matrix Cell Name Rate per month(Rs)

Level 9 and above R3H2 3,400
Level 8 and below R3H2 2,700

3. Conditions

(i) In respect of those employees who opt to continue in their pre-

revised pay structure, corresponding Level in the Pay Matrix as
indicated in Railway Services (Revised Pay) Rules, 2016 would
determine the allowance under these orders.
(ii) These rates shall increase by 25% whenever the Dearness Allowance
payable on the revised pay structure goes up by 50%.
(iii) All other terms and conditions governing the grant these allowances
shall remain unchanged.
(iv) These orders shall take effect from 1st July, 2017.

15. Travelling Allowance (Rule 1614 to 1620 of IREC -II)

Travelling allowance is admissible as per the prescribed rates to a railway employee

for any day on which he proceeds on tour beyond a radius of 8 K.Ms. from his
headquarter or returns to his headquarter from a similar distance.

Travelling Allowance will be granted for each completed day of absence from the
headquarters reckoned from mid night to mid night at the following proportion ;-

If absence from Head Quarter does not 30% of the Travelling allowance
exceed 6 continuous hrs
If absence from headquarter does not 70% of the Travelling allowance
exceed 12 continuous hrs
If absence from headquarter exceed 12 100% of the Travelling allowance
continuous hrs

If the Railway servant avails leave / Restricted holiday while on duty NO traveling
allowance shall be admissible, for that day.

When Rly. Servant remains out of HQ. On duty and no facilities for meals and
accommodation exists at such place the traveling allowance shall be admissible as
under.[Rule 1617 of IREC- II]

(A) First 180 days - At full rate

(B) Beyond 180 days - Nil [Rule 1618 of IREC- II]

The period of absence from Headquarters begins when a railway servant leaves his
Headquarter station and ends when he actually returns to the place in which his

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Headquarters are situated whether he halts there or not. When a train arrives less
than 15 minutes late the time recorded in the Railway Time - Table shall be taken as
the time of arrival of the train for the purpose of this rule.

The time spent in journeys by road from Headquarters Office to the station/air-port
when a railway servant actually leaves his Headquarters shall not be included for
this purpose. [Rule 1620 of IREC II]

For payment of traveling allowance the Rly employees have been classified as under
- [RBE 84/2017]
7th CPC Level Entitlement*
14 and above Rs.1200
12 and 13 Rs.1000
9 to 11 Rs.900
6 to 8 Rs.800
5 and below Rs.500
*these Daily Allowance rates will go up by 25% every time the DA goes up by 50%.

16. Conveyance Allowance -[Rule 1606 IREC II]

A competent authority may grant on such conditions as it thinks fit to impose, a

monthly conveyance allowance to any railway servant who is required to travel
extensively at or within a short distance from his headquarters under conditions
which do not render him eligible for daily allowance.

Except as otherwise provided in this rule or directed by the sanctioning authority, a

conveyance allowance may be drawn all the year round, shall not be forfeited during
absence from headquarters, and may be drawn in addition to any other travelling
allowance admissible under this rule, provided that a railway servant, who is in
receipt of a conveyance allowance specifically granted for the upkeep of a motor car
or motor cycle, shall not draw mileage or daily allowance for journey by a motor car
or motor cycle except on such condition as the sanctioning authority may prescribe.

A conveyance allowance may be drawn during leave or temporary transfer, or

holidays prefixed or suffixed to leave or joining time. [RBE No. 89/2017]
Average Monthly Travel For Journey by Own For Journeys by other
on Official Duty Motor Modes of Conveyance.
201-300 Km 1680 556
301-450 Km. 2520 720
451-600 Km. 2980 960
601-800 Km. 3646 1126
>800 Km. 4500 1276

Rates of these allowance will be increased by 25% whenever the D.A. goes up by
50%

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17. Mileage Allowance [Rule 1607 IREC II]

Mileage Allowance shall be admissible only for journey by road and calculated
by the shortest of two or more prescribed routes, or by the cheapest of such
routes as may be equally short. If a railway servant travels by a route which is
not the shortest but cheaper than the shortest, his mileage allowance shall be
calculated on the route actually used

A railway servant is required to travel by the class of accommodation for which

travelling allowance is admissible to him. If a railway servant travels in a lower
class of accommodation, he shall be entitled to the fare of the class of
accommodation actually used. In cases, however, in which the Controlling
Officer is satisfied that there were sufficient reasons for the railway servant to
have travelled by the lower class, he may allow the full mileage allowance
admissible for the higher class. Rates of these allowance will be increased by 25%
whenever the D.A. goes up by 50%

18. Composite Transfer grant [Rule 1642 & 1643 IREC II - 05 and RBE 103/2017]

Transfer Travelling allowance shall not be drawn under this rule by railway servant
on transfer from one station to another unless he is transferred in public interest and
is entitled to pay during the period occupied by the journey. A transfer at his own
request shall not be treated as transfer in public interest unless the authority
sanctioning the transfer for special reasons, which should be recorded, otherwise
directs.

(i) The Composite Transfer Grant shall be paid at the rate of 80% of the last
month’s basic pay in case of transfer involving a change of station located at a
distance of or more than 20 kms. from each other. Further, NPA shall not be
included as part of basic pay while determining entitlements for CTG.
(ii) In cases of transfer to stations which are at a distance of less than 20 kms.
from the old station and of transfer within the same city, one third of the
composite transfer grant will be admissible, provided a change of residence is
actually involved.
(iii) In cases where the transfer of husband and wife takes place within six
months, but after 60 days of the transfer of the spouse, fifty percent of the
transfer grant on transfer shall be allowed to the spouse transferred later. No
transfer grant shall be admissible to the spouse transferred later, in case both
the transfers are ordered within 60 days. The existing provisions shall
continue to be applicable in case of transfers after a period of six months or
more. Other rules precluding transfer grant in case of transfer at own request
or transfer other than in public interest, shall continue to apply unchanged in
their case.

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Transportation of personal effects:

Level Rate for Transport by Road

6 and above Rs. 50/- per km
5 Rs. 25/- per km
4 and below Rs. 15/- per km

These rates will further rise by 25% whenever DA increases by 50%. The claim
for reimbursement shall be admissible subject to the production of actual
receipts / vouchers by the railway servants.
Transportation of conveyance.

Reimbursement of charges on transportation of conveyance as admissible

under Rules, may be provided.

19. Night Duty Allowance :- [RBE 199/08]

This allowance is admissible to non gazetted staff working from 22 hrs. To 6 hrs. For
this, 10 minutes weight age for each hour is reckoned for payment of NDA. The rate
of each weight age hour is fixed on the total of Pay &DA . As such whenever D.A. is
revised, the NDA rate is also revised on various classifications of cities. New rates
w.e.f. 01.09.08 for Continuous, Intensive & work shop staff is separate from EI
categories of staff . [Rly. Bd. L.No. PC-60/HW-2/3 of 07.07.62] & [39E/4-1 (EIV) dt.
27.8.63]

20. Cycle Maintenance Allowance [Rule 605 IREC II] [RBE 93/2017]

Competent authority may grant Cycle Maintenance Allowance to Railway

servants who are required to travel extensively at or within a radius of 08 km
from Headquarters, provided that a cycle is maintained for the purpose by the
staff and utilized in the performance of official duties.

This allowance shall be sanctioned by the Competent authority for a period of

not exceeding two years at a time.

This allowance will not be admissible during journey time, leave, temporary
transfer and during holidays prefixed / suffixed to leave and joining time, w.e.f
01.07.17, rate of this allowance is 180/- P.M

Rate of this allowance will be increased by 25% whenever D.A. goes up to by 50%
automatically.

21. Over Time Allowance :-[Chapter 15 of IREC II & RBE 29/10; 72/11; 175/17]

Where a Railway servant is required to render extra hours of duty beyond the
rostered hours fixed in accordance with HOER or any other rules or beyond the
limits specified for different classes of Railway servant under HOER, he shall be

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paid over time for such extra hours of work. The supervisory / managerial or
confidential staff are not entitled for this allowance. Staff working in workshops,
Printing Press & Sheds are not entitled for the over time. However they can be
sanctioned this allowance with the permission of General manager for the actual
time for which they are called upon to work in excess of the normal working
hours or for holidays and Sunday when they are called upon to work on such
days . Rate of Over Time Allowance is as under:-
(1) Above roster Hours but up to statuary limits 1 V2 of the ordinary rate
(2) Above statuary limits Double the ordinary rate

In accordance with the recommendation of 6th pay commission, the following

emoluments will be taken into consideration for reckoning the rates of OTA

(A) Rly. Servant governed with factory Act.1) Pay in the pay matrix 2) DA 3)
TPA 4) HRA 5) Other monetary equivalents allowed to staff like provision
or other things etc.
(B) Railway servants who are governed by HOER:-All emoluments indicated in
(A) above except HRA.
(C) Other Rly. employees governed under Departmental orders :-1) Pay 2)
DA

Revised rates of O.T. was effective from 01.09.08 vide RBE 29/10 but it is
modified and decided vide RBE 72/11 to revise the date of effect of OTA as
01.01.2006. It is however, clarified that the basic pay and DA element for the
purpose of OTA shall be revised w.e.f 01.01.2006 and other elements constituting
emoluments for the purpose of OTA viz HRA and transport allowance etc. shall
be taken into account at revised rates w.e.f. 01.09.08.

22. Deputation Duty Allowance :- [Rule 2023 of IREC II & RBE 202/2017]

When a Railway employee is transferred on a temporary basis to other

department and state Govt. provided the transfer is outside the normal field of
deployment and is in the public interest, he is entitled for the Deputation Duty
Allowance at the following rates w.e.f. 01.07.17:-

(1) When posted on the same station on deputation he will be paid at the rate of
5% of the basic pay subject to max. 4500/-p.m..
(2) In all other cases 10% of the basic pay subject to max. 9000/-p.m.

23. National Holiday Allowance :- [Para 1424 of IREC - II - 2005]

The non gazetted staff booked on duty on National Holiday may be granted this
allowance on the following condition -
(i) The cash compensation is payable even when an employee is on rest. It is not
necessary that his rest should be abrogated to be eligible for the cash
compensation.

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(ii) The shift duty staff who work round - the - clock and might have performed
part duty on the holiday in question can be paid the National holiday
Allowance at the full prescribed rates.
(iii) The cash compensation is meant only for those who do not enjoy public
holiday and are also required to work on the National Holidays.
(iv) The monetary compensation will also be payable on the day of rest, when
running staff are on waiting duty or light duty and the National Holiday fall
on the same day.
(v) NHA shall be made applicable for 50% of the gangs in turn rather than giving
compensatory rest in lieu of NHA
(vi) The open line staff booked on line duty on National Holiday are also eligible
for NHA.
(vii) NHA provision are not applicable to Gazetted Officer .

The rates of NHA are as under [RBE 108/2017]

Level in the Pay Matrix Rate of Allowance
[VII CPC] [per day]
1 and 2 Rs.384
3 to 5 Rs.477
6 to 8 [ limited to non- Rs.630
gazetted staff]

The rates of this allowance will be increased by 25% whenever D.A. goes up by 50%

24. Tough location Allowance [RBE 91/2017]

Rate Per
S. Cell Pay Level in Pay
Name Of the Allowance Category Month
No Name Matrix
(In Rs.)
I Special compensatory (Remote Tough R3H1 Level 9 and 5300
Locality) Allowance: Location above
(i) Special Compensatory Allowance-I
(Remote Locality) Allowance Level 8 and 4100
places covered under part-A below
&B
(ii) Special Compensatory Tough R3H2 Level 9 and 3400
(Remote Locality) Allowance Location above
places covered under Part -C Allowance-II Level 8 and 2700
below
(iii) Special Compensatory Tough R3H3 Level 9 and 1200
(Remote Locality) Allowance Location above
places covered under Part-D Allowance- Level 8 and 1000
III below
II Bad Climate Allowance Tough R3H3 Level 9 and 1200
Location above
Allowance- Level 8 and 1000
III below
III Tribal Area Allowance Tough R3H3 Level 9 and 1200
Location above
Allowance- Level 8 and 1000
III below

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IV Sunderban Allowance Tough R3H3 Level 9 and 1200

Location above
Allowance- Level 8 and 1000
III below

These rates shall increase by 25 per cent whenever the Dearness Allowance payable
on the revised pay structure goes up by 50 per cent.

25. Tenure Allowance [RBE 182/2017]

The officers of organized group 'A' Railway service posted in Railway Board on
particular posts are entitled for the payment of Railway Board Tenure Allowance on
the following terms and conditions :-
(i) The officers of Organized Group 'A' Railway Services as well as the Officers of
the non-Railway Organized group 'A' service posted in the Railway Board's
office as Deputy Directors/Joint Directors /Directors will be subjected to a
prescribed tenure, on the expiry of which they will be reverted to field posts
in Zonal Railways/ Production Units/ Construction Organizations etc.
(ii) Officers belonging to organized Group 'A' Railway Services posted in Railway
Board's office as Dy. Directors/Joint Directors/ Directors will be paid
Railway Board Tenure Allowance at the rate of10% of their basic pay, subject
to a ceiling of Rs. 9000.
(iii) The allowance will not be paid beyond the normal tenure of 3 years for Dy.
Directors, 4 years for Joint Directors and 5 years for Directors.
(iv) No allowance will be admissible to the officers of the Services posted as
Executive Directors and above in the Railway Board's office.
(v) This allowance shall not be admissible to those Dy. Directors/Joint
Directors/Directors who are given extension or re-employment after
superannuation.
(vi) In cases where the tenure posting is to a post with a lower grade pay, the
officer going to such a post will draw the grade pay attached to the tenure
post without any change in the band pay that was being drawn in the post
being held before such tenure posting.

26. Children Education Allowance :- [RBE 135/08 &150/08]

27. Special Allowance for child care for women with disabilities :-[RBE 150/08]

Consequent upon the decision taken by the Govt. on the recommendations made by
the Sixth Central Pay Commission for providing extra benefits to women employees
with disabilities especially when they have young children and children with
disability, the president is pleased to issue the following instructions :-

(i) Women with disabilities shall be paid Rs.3,000/- per month as Special
Allowance for Child care. The allowance shall be payable from the time of the
child’s birth till the child is two years old. [RBE No. 190/2017]
(ii) It shall be payable for a maximum of two eldest surviving children. [RBE No.
190/2017]
(iii) Disability means a person having a minimum Disability of 40% as elaborated
in Ministry of Welfare's Notification No. 16-18/97-NI.I dated 1.6.2001.
(iv) The above limit would be automatically raised by 25% every time the
Dearness Allowance on the revised pay structure goes up by 50%.
(v) In case of multiple births at the time of first child birth, the women employee
shall not be entitled to this allowance at the double the rates for multiple
births.[RBE 18/12 & 55/13]
(vi) Grant of special allowance for child care for women with disabilities is
admissible for two years from the birth of the child so long as the women
employee does not have more than two surviving children. [RBE 18/12 &
55/13]

28. Special Duty Allowance. RBE 02/99 & 118/08]

(1) Special Duty Allowance shall be admissible to Railway employees, serving in

the North Eastern Region and Ladakh @10 % of the basic pay [RBE 88/2017]
(2) The term ‘Basic Pay’ in the revised pay structure means the pay drawn in the
prescribed Levels in the Pay Matrix but does not include any other type of
pay like Special Pay, etc.

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(3) Special Duty Allowance will not be admissible along with Tough Location
Allowance, Employees will have the additional option to avail of the benefit
of Special Compensatory (Remote Locality) Allowance as per 6th Central Pay
Commission rates along with Special Duty Allowance at revised rates.
(4) Special Duty Allowance shall not be admissible during the periods of
leave/training/tour etc. beyond full calendar month(s), in case, the employee
is outside the North Eastern Region and Ladakh during leave/training/tour
etc. The allowance shall not be admissible during suspension and joining
time.

29. PCO Allowance [RBE No.112/2017]

(i) Staff working in Production control organization has been allowed P.C.O.
allowance as under w.e.f.01.07.2017:
(ii) Section Engineers and Sr. Section Engineers in level 7 in the Pay Matrix [VII
CPC] 6% of Basic Pay
(iii) Non-supervisory staff and Jr. Engineers up to level 6 in the Pay Matrix [VII
CPC] 12% of Basic Pay
(iv) All other terms and conditions envisaged in Board’s letter Nos. PC-
IV/86/SP/1 dated 16.10.1989, PC-IV/89/SP/2 dated 28.03.1990 and PC-
IV/89/SP/2 dated 31.05.1991 shall remain unchanged.
(v) The PCO Allowance will not be reckoned for any benefit such as DA, HRA,
CCA, pension, gratuity and fixation of pay on promotion.

30. Training Allowance :- [RBE 26/2000]

(1) The faculty members, both gazetted and non -gazetted who are drawn on
deputation from the field for the various training centers recogonised by the
Rly. Board and whose duty is to impart training to the trainees may be
granted training allowance as under:
(i) In the National/Central Training Academies and Institutes for Group ‘A’
officers - 24% of Basic Pay
(ii) In other Training Establishments - 12% of Basic Pay

(2) It will be admissible only to the employees who join the training
establishments for a specified period of time and are then likely to go back. It
will not be admissible to those employees who are directly recruited by such
training establishments for imparting training.

(3) Training Allowance will be admissible to the faculty members without any
ceiling of 5 years and standard cooling off period between tenures will apply.

31. Constant Attendant Allowance. [RBE No.101/2017 & 164/2017]

Pensioners who retired on disability pension under the Railway Service

(Extraordinary Pension) Rules, 1993 for 100% disability (where the individual is

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completely dependent on somebody else for day to day functions) a constant

Attendant Allowance of Rs. 6750/- p.m. w.e.f.01.07.2017 shall be allowed in
addition to the disability pension.

This allowance is payable and is attributable to or aggravated by service and this

allowance shall not be payable for any period during which the pensioner is an
inmate or an in-patient of a Govt. institution or hospital.

32. Risk & Hardship Allowance - [RBE No.87/2017]

Risk and Hardship Allowance to Track Maintainers –I, II, III & IV of Indian
Railways as per cell R3H2 [Rs.2700 for Level 8 and below and Rs.3400 for Level 9
and above] of Risk and Hardship Matrix

33. Special Level Crossing (LC) Gate Allowance to Track Maintainers [RBE
No.110 /2017]

Special Level Crossing (LC) Gate Allowance to Track Maintainers deployed for
manning any of the Engineering Gates, to be paid as per cell R3H3 of the Risk
and Hardship Matrix. The rate of this allowance will be Rs.1000/- per month
upto level 8 in pay Matrix ( VII CXPC) and Rs.1200/- per month for level 9 and
above in Pay Matrix w.e.f.01.07.2017

The rate of this allowance will further increase by 25 per cent each time DA rises
by 50 per cent.

34. FIXED MEDICAL ALLOWANCE TO RAILWAY PENSIONERS /FAMILY

PENSIONERS:

(1) Fixed Medical allowance is admissible to the Railway Pensioners /Family

Pensioners who are residing 2.5 Kms away from the Railway Hospital
/Health Units.
(2) The grant of fixed medical allowance is intended to meet expenditure on day
to day medical expenses that do not require hospitalisation.
(3) Fixed medical allowance is allowed to pensioners / family pensioners in lieu
of foregoing Out Patient [OPD] treatment except for chronic diseases as per
the list appended below *.
(4) FMA will be allowed only on exercising a onetime option by the pensioner
/family pensioner while submitting settlement papers.
(5) The FMA was initially being paid @ Rs.100/-p.m. from 01.12.1997 to
31.08.2008; Rs. 300/-p.m. from 01.09.2008 to 18.11.2014; Rs.500/- p.m. from
19.11.2014 to 30.06.2017 and Rs.1000/- from 01.07.2017.
(6) Family of the deceased may be allowed to exercise an option as under:

(i) “whether eligible for OPD facility for other than chronic diseases – YES/NO”

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(ii) “whether eligible for OPD facility for chronic diseases – YES/NO” [Eligible
for FMA]

*Any disease which persists for a period of approximately three months or more is
defined as a chronic disease. List of Chronic diseases circulated under CMD’s letter
No. MD/P/438/RELHS/Vol.8: dated 28.09.2005 is as under:

1. All Cancers 2. Psoriasis, Lichen Planus

3. Haemophilia 4. AIDS/HIV
5. Oesteomyelitis 6. Osteo Arthritis
7. Rheumatoid Arthritis 8. Hypertension
9. All Ischemic Heart Diseases 10. Cardiac failure
11. Cardiomyopathy 12. All Valvalar Heart Diseases
13. Bronchial Asthma 14. C.O.P.D
15. Carpulmonale 16. T.B.
17. Chronic Renal Failure 18. Cirrhosis Liver
19. Ulcerative Colitis 20. Diabetes Mellitus
21. Hypo/Hyper Thyroidism 22. Parkinsonism
23. All C.V.A. /Strokes 24. Schizophrenia
25. Other Chronic Psychiatry Diseases 26. Other Chronic Hereditary diseases
27. Spondylitis 28. Glaucoma and Cataract

Personnel Department -196-

Leave Rules

LEAVE RULES
IREC Vol.-I
Rule 501 to 557

Railway servants are entitled for different kinds of leave which is governed by the
Railway Servant (Liberalised Leave) Rules-1949. Extent of application[Rule 502]

These rules shall apply to (i) Railway Servants appointed on or after 01.02.1949 (ii)
Railway Servants appointed prior to 01.02.1949 who have elect to be governed by
these rules. (iii) Others who are brought under these rules by special order.

Right of leave [Rule 503]

Leave cannot be claimed as a right. It may be refused or revoked by the authority

competent to grant such leave.

Effect of dismissal, removal or resignation on leave at credit [Rule 504]

Except as provided in rule 541 and this rule, any claim to leave to the credit of a
railway servant, who is dismissed or removed or who resigns from railway service
ceases from the date of such dismissal or removal or resignation.

Break in Service due to strike - Strikes may be divided into two categories:-

(a) Legal strikes, i.e. those which have been called after complying with the
provisions of the Industrial Disputes Act, 1947 and
(b) Illegal strikes, i.e. those in which the preliminaries to the calling of a legal
strike have not been observed

Strike falling under (a) above do not constitute a break in service and it would be
appropriate for the Railway Administrations to treat the period of absence as leave
with or without allowances as the case may be without reference to the Railway
Board.

In case of illegal strikes, however, the absence of the employees concerned is

tantamount to a break in service and cannot be condoned without the sanction of the
President.

Conversion of one kind of leave into another [Rule 505]

It shall not be open to alter the kind of leave applied by employee. It can be altered at
the written request of employee within 30 days from the date employee joins
duty.[RBE 29/98]

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Leave Rules

Commencement and end of leave [Rule 506]

Leave ordinarily begins on the day on which transfer of charge is effected and ends
on the day preceding that in which charge is resumed.

Combination of different kinds of leave [Rule 507]

Except as proved otherwise under leave rule any kind of leave may be granted in
combination with any other kind of leave.

Combination of holidays with leave [Rule 508]

When the date immediately preceding the day on which a railway servant's leave
begins or immediately following the day on which his leave expires is a holiday or
one of a series of holidays, the railway servant may leave his station at the close of
the day before, or return to it on the day following such holidays.

Employment during leave [Rule 509]

A Railway servant on leave may not take any service or accept any employment
without obtaining the previous sanction of -
(a) the President if the proposed service or employment is outside India; and
(b) the authority empowered to appoint him, if in India.

This do not apply to casual literacy work, or to service as an examiner or similar

employment nor does it apply to acceptance of foreign service with the sanction of
the competent authority.

Maximum amount of continuous leave [Rule 510]

No Railway servant shall be granted leave of any kind for a continuous period
exceeding five years.

Unless the President, in view of the exceptional circumstances of the case otherwise
determines, a Railway servant who remains absent from duty for a continuous
period exceeding five years other than on foreign service, with or without leave,
shall be deemed to have resigned from the Railway Service;
Provided that a reasonable opportunity to explain the reason for such absence shall
be given to that Railway servant before provisions of Sub-Rule (2) are invoked.
Railway Ministry’s Decisions:-

(1) In the case of all Group “C” including erstwhile Group “D” railway
employees, the power to grant the leave beyond maximum period of 5 years
is delegated to concerned GMs. However, the leave should be sanctioned only
with financial concurrence of FA&CAO and personal recommendation of
CPO with the rider this power shall not be delegated further down below.

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(2) The power be exercised in rare and exceptional cases only, for which a
speaking order clearly bringing out the circumstances as to why it is being
proposed are brought out.
(3) In case of other Groups, the existing provisions will continue.

(Authority: Board’s letter No.E(P&A)I-2013/CPC/LE-2 dated 05.02.2016 based on

corresponding instructions of DoP&T contained in OM No.13026/3/2012-
Estt.(Leave) dated 28.03.2013 and their Id No.13026/1/2013-Estt (Leave) dated
21.04.2015).

Application for leave [Rule 511]

An application for leave or for extension of leave shall be made to the authority
competent to grant such leave or extension in the prescribed form.

Grant of leave - Priority of claims to leave [Rule 512]

In case where all applications for leave cannot, in the interest of the public service, be
granted, an authority competent to grant should, in deciding which applications
should be granted, take into account the following considerations :-

a. The railway servants who can, for the time being best be spared.
b. The amount of leave due to the various applicants.
c. The amount and character of the service rendered by each applicant since he
last returned from leave.
d. The fact that any such applicant was compulsorily recalled from his last leave
e. The fact that any such applicant has been refused leave in the public interest.

Leave Account [Rule 513]

A leave account shall be maintained in the prescribed forms for each railway servant
by the Accounts Officer in the case of Group A and Group B railway servants and by
the head of the office or an officer authorized by him in the case of Group C and
Group D railway servants.

Verification of title to leave [Rule 514]

The amount of leave due to a railway servant is the balance leave at his credit in the
leave account. No leave shall be granted to a railway servant until a report regarding
its admissibility has been obtained from the authority maintaining the leave account.

Leave when not be granted [Rule 515]

Leave shall not be granted to a railway servant whom a competent punishing

authority has decided to dismiss, remove or compulsorily retire from railway
service.

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Recall to duty before expiry of leave [Rule 516]

In case a Railways servant is recalled to duty before the expiry of his leave, such
recall to duty shall be treated as compulsory in all cases and the railway servant shall
be entitled :-

a. If the leave from which he is recalled is in India, to be treated as on duty from

the date on which he starts from the station to which he is ordered, and to
draw-
(i) Travelling allowance under rules made on this behalf for the journey; and
(ii) leave salary until he joins his post, at the same rate at which he would have
drawn it but fore call to duty

b. If the leave from which he is recalled is out of India, to count the time spent
on the voyage to India as due for purpose of calculating leave, and to receive -
(i) leave salary, during the voyage to India and for the period from the date of
landing in India to the date of joining the post at the same rate at which he
would have drawn it but for recall to duty;
(ii) a free passage to India
(iii) refund of his passage from India if he has not completed half the period of
his leave by the date of leaving for India on recall, or three months,
whichever is shorter;
(iv) duty pass and travelling allowance, under the rules for the time being in
force for travel from the place of duty.

Return to duty from leave [Rule 517]

1) A railway servant on leave shall not return to duty before the expiry of the
period of leave granted to him, unless he is permitted to do so by the
authority which granted him leave.
2) Notwithstanding anything contained in sub-rule (1), railway servant on leave
preparatory to retirement shall be precluded from returning to duty save with
the consent of the authority competent to appoint him to the post from which
he proceeded on leave preparatory to retirement.
3) A railway servant who has taken leave on medical certificate may not return
to duty until he has produced a medical certificate of fitness from the
appropriate Medical authority.
4) A railway servant returning from leave is not entitled, in the absence of
specific orders to that effect, to resume as a matter of course, the post which
he held before going on leave.
5) Such railway servant shall report his return to duty to the authority which
granted him leave, if any specified in the order granting him the leave and
await orders.

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Leave Rules

Absence after the expiry of leave [Rule 518, RBE 79/11]

1) Unless the authority competent to grant leave extends the leave, a railway
servant who remains absent after the end of leave is entitled to no leave salary
for the period of such absence and that period shall be debited against his
leave account as though it were leave on half average pay, to the extent such
leave is due, the period in excess of such leave due being treated as
extraordinary leave.
2) Willful absence from duty after the expiry of leave renders a railway servant
liable to disciplinary action.

Grant of leave on Medical Certificate - General Rules [Rule 519]

1) Medical Officers shall not recommend grant of leave in any case in which
there appears to be no prospect that the railway servant concerned will ever
be fit to reassume his duties. In such cases the opinion that the railway
servant is permanently unfit for railway service should be recorded in the
Medical certificate. A railway servant in Group A or Group B should not be
invalidated out of service on account of ill health except on the certificate of a
Medical Board.
2) Every certificate of a Medical Officer recommending the grant of leave to a
railway servant must contain a proviso that no recommendation contained in
it shall be evidence or a claim to any leave not admissible to the railway
servant under the terms of his contract or the rules to which he is subject. The
certificate should be forwarded to the authority competent to grant the leave
and the orders of that authority should be awaited.

Grant of leave on Medical certificate to Group A and Group B Officers [Rule 520]

Before a railway servant in Group A and / or Group B is granted leave or an

extension of leave, on medical certificate, he should obtain a certificate in the
prescribed form.

Grant of leave on medical Certificate to Group C and Group D Railway servants

[Rule 521]

An application for, leave on medical certificate made, by a railway servant in Group

C and Group D shall be accompanied by a medical certificate given by a Railway
Medical Officer, defining as clearly as possible the nature and duration of the illness
on prescribed form.

Where a Railway employee remained on medical leave upto and including 3 days
duration and reported back for duty with a fitness from the medical practitioner, he
may be allowed to join duty without obtaining fitness certificate from the Railway
Medical Officer subject to the conditions that the employee furnished a declaration
that he had not suffered during this period from any eye disease. In the other cases

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Leave Rules

where the duration of the sickness is more than 3 days, the railway employee should
be put back to duty within 24 hours on his producing fitness certificate from a
private medical practitioner, provided he is found fit by the competent railway
medical officer, in case there is any delay beyond 24 hours in obtaining the fitness
certificate from the competent Railway Medical Officer, the employee concerned will
be deemed to have been put back to duty within 24 hours of his producing the
medical certificate of the private medical officer.[RB L.No. E(G) 78LE 1-17 dt
18.1.1979]

With a view to preventing misuse, the Railway Administration may with draw for
specified periods(From 1st April to 30th June in Summer, from 1st Oct. to 15th
November during Diwali and when mass sick reporting is contemplated by staff of
any department) the privilege of acceptance of medical certificate from Registered
Medical Practitioners for grant of Medical Certificates to Group "C" and Group "D"
Railway servants. [RB L.No. E(G) 72LE 1-11 dt 28.9.1972]

Leave to a railway servant who is unlikely to be fit to return to duty [Rule 522]

When a medical authority has reported that there is not reasonable prospect that the
railway servant will ever be fit to return to duty, leave shall not necessarily be
refused to such Railway servant but as per the laid down terms and conditions.

Leave on average pay [Rule 523]

Railway Servant shall be entitled to 30 days leave on average pay in a calendar year.
It shall be credited in advance. It is credited in 2 installments of 15 days each on the
1st January and 1st July of every calendar year.

The maximum leave can be accumulated up to 300 days wef 01.07.1997. [RBE
No. 155,157/97]

The following procedure for crediting LAP on 1st Jan / 1st July w.e.f. 01.07.1997 in
respect of Railway employees have been adopted :-

(i) In case of Railway employees, having at their credit leave on Average pay of
285 days or less as on 1st January / 1st July of a year, LAP of 15 days or
proportionately less in respect of retiring persons or those leaving service
during the next half year may continue to be credited to their leave account in
advance.
(ii) In cases where the leave on Average Pay at credit as on 1st January / 1st July
is 300 days or less but more than 285 days, credit of LAP for 15 days may be
kept separately and first adjusted against any LAP that the Railway servant
may take during the ensuing half year and the balance, if any, credited to the
LAP account at the close of the half year subject to the ceiling of 300 days. If
the LAP taken during the half year is more than 15 days the amount in excess

Personnel Department -202-

Leave Rules

of 15 days will, however, have to be debited to the leave account.[RB L No.

E(P&A) VI- 2000 / CPC / LE-3 dt 1.8.2000]

Calculation of leave on average pay [Rule 524]

Shall be credited at the rate of 2% days for each completed months. Maximum leave
may be granted 180 days at a time. If employee is on EOL/LWOP/Absent from duty
during previous half year, the credit of next half year shall be reduced by 1/10 of the
period of such absent/EOL subject to maximum 15 days in one half of the year.

While affording credit of LAP fraction of day shall be rounded off to the nearest day.
[RBE No. 24/97] Concession to Railway servants on the North-East Frontier Railway
Once in a calendar year, the staff proceeding on leave on average pay to or via-
Calcutta, Lucknow or Patna will be granted additional leave, not debitable to their
leave account on the following scale :-[RB L.No. E(G) 58AD-I dt 15.02.1958]

(i) Staff headquarters at Siliguri station or at stations west of Siliguri = 2 days

(ii) Staff headquarters at stations last of Siliguri but on the North Bank of
Brahmaputra, including Darjeeling-Himalaya Section and at Pandu
(Guwahati) = 4 days
(iii) Staff headquarters at stations to the east of Pandu = 6 days

Leave on average pay applicable to School staff [Rule 525, RBE 57/11]

1)
a. A Railway servant serving in a Railway school such as a teacher, principal,
headmaster, librarian, laboratory assistant or a waterman shall not be entitled
to any Leave on Average Pay in respect of duty performed in any year in
which he avails the full vacation.
b. In respect of any year in which a Railway servant avails a portion of the
vacation, he shall be entitled to Leave on Average Pay in such proportion of
30 days, as the number of days of vacation not taken bears to the full vacation.
Provided that no such leave shall be admissible to a Railway servant not in
permanent employ or quasi-permanent employ in respect of the first year of
his service.
c. If, in any year, the Railway servant does not avail any vacation, Leave on
Average Pay shall be admissible to him in respect of that year under Rule 523.

Explanation: For the purpose of this rule, the term 'year' shall be construed not as
meaning a calendar year in which duty is performed but as meaning twelve
months of actual duty in a Railway School.

Note 1 - A Railway servant entitled to vacation shall be considered to have

availed a vacation or a portion of a vacation unless he has been required by
general or special order of a higher authority to forego such vacation or portion
of a vacation. Provided that if he has been prevented by such order from enjoying

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Leave Rules

more than fifteen days of the vacation, he shall be considered to have availed
himself of no portion of the vacation.
Note 2 - When a Railway servant serving in a Railway school proceeds on leave
before completing a full year of duty, the leave on Average Pay admissible to
him/her shall be calculated not with reference to the vacations which fall during
the period of actual duty rendered before proceeding on leave but with reference
to the vacation that falls during the year commencing from the date on which he
completed the previous year of duty.

2) Vacation may be taken in combination with or in continuation of any kind of

leave under these rules.
Provided that the total duration of vacation and leave on Average Pay taken
in conjunction, whether the Leave on Average Pay is taken in combination
with or in continuation of other leave or not, shall not exceed the amount of
Leave on Average Pay due and admissible to the Railway servant at a time
under rule 523.

3) The Leave on Average Pay under this rule at the credit of a Railway servant at
the close of the previous half year shall be carried forward to the next half
year, subject to the condition that the leave so carried forward plus the credit
for the half year shall not exceed the maximum limit of 300 days.
Note:- The facility of crediting of un-availed portion of joining time shall be
admissible to persons serving in Railway Schools, in accordance with the
provisions of Rule 1110.
4) A Railway servant serving in a school shall be entitled to LAP under & subject
to provisions of rules in respect of the vacation or a portion thereof not
availed /foregone for undertaking scout & guides activities. [RBE 146/06]

5) Railway Board in supersession of their letter No. E(P&A) 1-81/CPC/LE-8

dated 11.12.1981 has decided that the facility of 20 days half pay leave in lieu
of 10 days leave on average pay during a year, will be restored to Teachers,
Principals, Headmasters, Librarians, Laboratory Assistants and Waterman
working in Railway Schools, at par with other railway employees under the
provisions of Rule 526 of the Liberalized leave Rules, 1949. These orders shall
take effect wef 1st Sept., 2008.[RBE 46/09 & 57/11]

6) In continuation of RBE No. 46/09, Railway Board has further clarified that :-
[RBE 175/09]
(i) This facility of 20 days LHAP to Railway school staff has been given in lieu
of 10 days LAP admissible to them earlier. Hence for the period from
1.9.2008 to 31.12.2008, leave on half average pay calculated at the rate of
5/3 days for each completed month of service rounded off to 7days may be
credited. From 1.1.2009 onwards, 10 days, LHAP shall be credited in
advance on the1st Jan. and 1st July each year as in the case of other
categories of railway employee. Proportionate LAP for the broken period of

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Leave Rules

the year upto 31.08.2008 may be allowed at the rate 5/6 days for each
completed month of service
(ii) The LAP standing at the credit of Railway School employees as on
01.09.2008, shall be kept in their leave account and may be granted as LAP
as also for the purpose of encashment which is admissible to these
categories suo-moto in accordance with the provisions of Rules 541, 549 &
550of IREC Vol. I 1985 Edition as admissible to other railway servants
subject to fulfillment of the prescribed conditions.
(iii) The LAP credited to these staff on 1st July 2008 and availed by the school
staff before the Railway Board order dated 06.03.2009 (RBE No. 46/09)
regarding restoration of half pay leave shall be treated as LAP.

Leave on half average pay [Rule 526]

It can be granted to Railway Servants including Railway school staff, on half average
pay. It shall be credited in leave account in 2 installments 10 days each of the half-
year on 1st January and 1st July in advance. The amount of LHAP can be availed in
one spell combined with any other kind of leave or not, shall be limited to 24
months. This leave may be granted on Medical Certificate or private affairs or at the
request of employee. It can be accumulated in Leave Account unlimited.[RBE 207/92
& 57/11]

If an employee remain absent or under suspension and the period is treated as "No
work" (without pay) than 1/18 of that number of days will be deducted from
earning of LHAP.[RBE 41/88]

Commuted leave [Rule 527]

Commuted leave not exceeding half the amount of leave on half average pay due
may be granted on Medical Certificate to Railway Servants. If authority competent to
grant such leave is satisfied that there is reasonable prospect of the Railway Servant
returning to duty on its expiry. Twice the amount of such leave shall be debited
against leave on half average pay. No limit to the number of days of commuted leave
to be availed during entire service. 180 days shall be allowed to be commuted during
the entire service, in case (LHAP) only utilized for approved course of study and is
certified to be in the Public interest by the leave sanctioning Authority.

Where commuted leave has been sanctioned and employee retires/resigns from
service without returning to duty, the commuted leave shall be treated as half
average pay and the difference between the leave salary be recovered. Provided that
retirement is thrust upon employee compulsorily and due to ill health no leave
salary shall be recovered. Commuted leave may be granted at the request of
employee even LAP is due to him. There is no limit to the number of days of
commuted leave to be availed of during the entire service.

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Leave Rules

Leave not due [Rule 528]

May be granted to permanent Railway Servants. LND shall be limited to leave on

half average pay, which is likely to be earned thereafter.

Leave Not due during the entire service shall be limited to 360 days on Medical
Certificate, out of which not more than 90 days at a time and 180 days in all in one
spell. Leave not due shall be debited against LHAP account and is likely to be earned
subsequently. Where Railway Servant who has been granted leave not due resign or
retire voluntarily from service without returning to duty, leave salary be recovered
considering resignation or retirement is taking effect from the date such leave had
commenced. If employee's retirement is compulsorily thrust upon him by reason of
ill health and incapacitated Railway Servant for further service, no leave salary shall
be recovered. [RBE No. 30/89]

Leave not due shall be granted to temporary Railway Servant who has put in
minimum one year service and suffering from TB, Cancer, Leprosy etc. for 360 days
during entire service. [Rule 529]

Extra Ordinary Leave [Rule 530]

1) may be granted to a Railway Servant when (a) No other leave is admissible

(b) Other leave is admissible but the Railway servant applies in writing for the
grant of extra ordinary leave.
2) Unless the President in view of the exceptional circumstances of the case
otherwise determines, no temporary Railway Servant shall be granted EOL on
one occasion in excess of three months to 24 months depending upon
circumstances / sickness as mentioned under this rule.
3) Two spells of EOL, if intervened by any other kind of leave shall be treated as
one continuous spell of EOL
4) No limit in case of permanent Railway Servant, but all kind of leave together,
shall not exceed 5years in one spell.

Grant of Extraordinary leave for study purpose of Probationers of Indian Railway

Medical Service.[RB No. 2001/E/GR/11/7/13 dated 26.03.2004]

Leave to Probationers:- (including Group "A" Railway service probationers) [Rule

531]

Probationers in Railway shall be entitled to leave under these rules as if he had held
his post substantively otherwise than on probation.

A person appointed to a post on probation shall be entitled to leave under these

rules as a temporary or permanent railway servant according as his appointment is
against a temporary or a permanent post, provided that where such person already

Personnel Department -206-

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hold a lien on a permanent post before such appointment, he shall be entitled to

leave under these rules as a permanent Railway Servant.

Leave to special class railway apprentices [Rule 532]

One month leave on full stipend may be granted in any year of apprenticeship. More
than one months leave can be granted on the grounds of ill health but without
stipend.

Leave to Apprentice Mechanic [Rule 533]

16 days on full stipend and 20 days leave on half stipend on Medical Certificate may
be granted to App. Mech. In Railway Workshop, ASM, Comml. Staff, PWI, IOW,
TXR etc.

Leave to Trade apprentice [Rule 534]

12 days on full stipend and 15 days leave on half stipend on medical certificate may
be granted in any year of apprenticeship.

Leave to other apprentices [Rule 535]

Apprentices under training for Group C posts in all other departments who are
posted to supervisory posts after training such as Apprentice Train Examiners,
Apprentice Permanent Way Inspectors, Stores apprentices etc. may be granted leave
like Apprentice Mechanics mentioned in rule 533. Apprentices who are appointed as
skilled workmen after training may be granted leave like trade apprentices
mentioned in rule 534.

Other Leave to apprentices [Rule 536]

Apprentices, other than special class apprentices, may be granted by the General
Manager extraordinary leave (without stipend) under the rules applicable to
temporary railway servants. The General Manager may re-delegate his powers
under this rule to the Heads of Departments and officers in not below Junior
Administrative grade.

General conditions for grant of leave to apprentices [Rule 537]

1) In all cases mentioned in rules 531 to 536 leave will be non-accumulative and
no leave shall be granted if it would interfere with the training.
2) On subsequent absorption, without a break, if the period of apprenticeship or
training as probationer, is treated as service, recalculation of leave may be
allowed as is permissible under the normal operation of the rules.

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Leave to persons re-employed after retirement [Rule 538]

1) In the case of person re-employed after retirement the provisions of these

rules shall apply as if he had entered railway service for the first time on the
date of his re-employment.
2)
a. If a railway servant, who quits the public service on compensation or
invalid pension or gratuity, is re-employed and if his gratuity is thereupon
refunded or his pension held wholly in abeyance his past service thereby
becoming pensionable on ultimate retirement he may at the discretion of
the authority sanctioning the re-employment and to such extent as that
authority may decide to count his former service towards leave.
b. A railway servant who is dismissed or removed from the public service but
is reinstated on appeal or revision is entitled to count his former service for
leave.

Leave to Workshop staff [Rule 539]

Workshop staff may be allowed to take leave with pay, if due, or without pay for
period not less than half a day. The concession is restricted to six occasions in a year.

Leave preparatory to retirement [Rule 540]

If Railway Servants not desirous of leave encashment of LAP at the time of

retirement on superannuation may be permitted by a competent authority to take
leave preparatory to retirement to the extent of leave on average pay not exceeding
180 days together with half average pay leave with the condition that such leave
extends upto and includes the day preceding the date of retirement. LPR shall not
include EOL.

Encashment of leave on Average Pay along with Railway Pass / PTO while in
service :-

A Railway Servant shall be permitted to encash leave on average pay up to 10 days

at the time of availing of Railway Passes as well as Privilege Ticket Order while in
service subject to the conditions:- [Rule 540A, RBE 161/08,194/08]

1) Leave on average pay of at least an equivalent duration is also availed of

simultaneously (but this has been amended by RBE No. 104/09 & now
railway servants are permitted to encashment of LAP up to 10 days without
any linkage to the number of days & nature of leave availed at the time of
availing Pass/PTOs).
2) a balance of at least 30 days of leave on average pay should be available to his
credit after taking into account the period of encashment as well as leave
availed of.

Personnel Department -208-

Leave Rules

3) the total leave so encashed during the entire career shall not exceed 60 days in
the aggregate subject to the condition that successive encashment cannot be
made before a minimum period of two years has elapsed;

With respect to the period of two years for the purpose of successive
encashment of LAP shall be w.r.t. a two year block, the first one commencing
from 01.09.2008 and ending on 31.08.2010 w.r.t. to the outward journey
performed. The next block would commence from 01.09.2010 and end on
31.08.2012 and successive blocks, would follow similar pattern.[RBE 15/2011]

4) No HRA & Transport Allowances shall be payable.

5) The period of leave encashed shall not be deducted from the quantum of
leave encashable under Rule 550.
6) The categories of Running Staff and SMs /ASMs shall also have to fulfill all
the conditions prescribed for railway employees in general for the purpose of
availing encashment of leave on average pay upto 10 days while availing
Passes /PTOs, means exemption from the requirement of availing Railway
passes and equal duration of LAP extended to these categories vide RBE No.
196/08 has been withdrawn and RBE 104/09 will be applicable on the above
categories also.[RBE 157/09]
7) In order to claims encashment of LAP while availing privilege Pass/PTO, Rly
employees are required to avail leave, including casual leave. Holidays,
including restricted holidays, do not come within the ambit of the definition
of leave for this purpose. [RBE 95/11]
8) After taking into account the nature of their duties, it has been decided by
Rly. Bd. to permit encashment of leave to all running staff including Drivers,
Asstt. Drivers, Motormen, Shunters, Guards etc. and Station Master/Asstt.
Station Master, in cases where leave is refused but pass/PTO is availed
[RBE 61/12]
9) NPA shall be taken into account for calculating encashment of LAP while
availing Privilege Pass or PTO [RBE 67/12]

Leave beyond the date of retirement or quitting service - [Rule 541]

1) Except as otherwise provided under these rules, no leave shall be granted to a

railway servant beyond—
a. the date of his retirement, or
b. the date of his final cessation of duties, or
c. the date on which he retires by giving notice to the appointing authority or
he is retired by the competent authority by giving him notice or pay and
allowances in lieu of notice in accordance with the terms and conditions of
his service, or
d. the date of his resignation from service.
2) Where the service of a railway servant has been extended or continued in re-
employment beyond the age of superannuation, he may be allowed the
benefit of encashment of leave on the date of cessation of service on expiry of

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that would have been due and admissible to him but for the death on the date
immediately following the date of death and in any case not exceeding leave salary
for 300 days, shall be paid to his/her family, without any reduction on account of
pension equivalent of Death-cum-Retirement Gratuity.

Cash payment in lieu of unutilized leave on average pay on the date of retirement
[Rule 550]

All Railway Servant who retired on or after 30.09.1977 may be paid equivalent to
leave salary for leave on average pay at their credit at the time of retirement. It shall
be limited to maximum of 240 days LAP upto 30.06.1997 which has been raised to
300 days from the existing ceiling of 240 days w.e.f 01.07.1997. It may be paid as one
time lump sum payment on settlement. Authority competent to grant leave shall
suo-moto issue order for granting LAP at credit on the day of retirement. In case of
compulsory retirement under D&AR and even if a cut in pension (including
gratuity) has been ordered. In such cases authority competent to grant leave can
sanction cash equivalent of leave salary. A Railway Servant who resigns or quits
service shall be entitled to cash equivalent in respect of half the LAP at credit on the
day on cessation of service to the extent maximum of 150 days.[RBE 157/97 & 29/06]

Both Earned Leave & Half Pay Leave shall be considered for encashment of leave
subject to overall limit of 300 days. The cash equivalent payable for Earned Leave
shall continue unchanged. However, cash equivalent payable for Half Pay Leave
shall be equal to Leave Salary as admissible for half pay plus DA admissible on the
leave salary without any deduction being made on account of pension and pension
equivalent of other retirement benefits payable to make up the shortfall in Earned
leave, no commutation of LHAP shall be permissible. The benefit will be admissible
in respect of (cases between01.01.06 to 02.09.08) on receipts of application to that
effect from the pensioners concerned by the Administration Ministry concerned.
[RBE 148, 104/09 & 204/09]

Maternity leave [Rule 551]

1) A female railway servant (including an apprentice) with less than two

surviving children may be granted maternity leave by an authority competent
to grant leave for a period of 180 days from the date of its commencement.
2) During such period, she shall be paid leave salary equal to the pay drawn
immediately before proceeding on leave.
3) Maternity Leave not exceeding 45 days may also be granted to a female
Railway servant (irrespective of the number of surviving children) during the
entire service of that female Railway servant in case of miscarriage including
abortion on production of medical certificate as laid down in Rule 519.
4)
a. Maternity Leave may be combined with leave of any other kind.
b. Notwithstanding the requirement of production of medical certificate
contained in Rule 527 or sub-rule (1) of Rule 528, leave of the kind due and

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Leave Rules

admissible (including commuted leave for a period not exceeding 60 days

and leave not due) up to a maximum of two years may, if applied for, be
granted in continuation of maternity leave granted under sub-rule (1).
5) (5) Maternity leave shall not be debited against the leave account.

(IV) Clause (A) of Rule 551 may be substituted with the following: –

Paternity leave [Rule 551(A)]

1) A male Railway servant (including on apprentice) with less than two

surviving children, may be granted Paternity Leave by an authority
competent to grant leave for a period of 15 days, during the confinement of
his wife for childbirth, i.e., up to 15 days before, or up to six months from the
date of delivery of the child.
2) During such period of 15 days, he shall be paid leave salary equal to the pay
drawn immediately before proceeding on leave.
3) The Paternity Leave may be combined with leave of any other kind.
4) Paternity Leave shall not be debited against the leave account.
5) If Paternity Leave is not availed of within the period specified in sub-rule (1),
such leave shall be treated as lapsed.
6) The Paternity Leave can be granted only in a single spell.

Note:- The Paternity Leave shall not normally be refused under any
circumstances. [RBE No.57/11-SCR SC No.60/11]

Paternity Leave to male casual Railway employee who has been granted
temporary status[Rule 551/B]

A male casual Railway employee who has been granted temporary status with less
than two surviving children may be granted Paternity Leave for a period of 15 days
during the confinement period of his wife. The leave should be applied for and
availed of, at least partly, or at least commence within a period of 135 days of
childbirth. The Paternity leave can commence prior to childbirth so long as the date
of birth of child falls during the period of such leave. It shall not be debited against
the leave account and may be combined with pro-rata leave on average pay
admissible to the casual Railway employees (as in the case of Maternity Leave).
Paternity Leave too, like Maternity Leave, can be sanctioned only in a single spell.
During the period of such leave he shall be paid wages, in respect of working days
equal to the wages drawn immediately before proceeding on leave. [RBE No
110/99]

Child Adoption leave [Rule 551/C]

Adoptive mother may also be granted leave even without production of medical
certificate as leave due and admissible not exceeding one year but this facility will
not be available to adoptive mother having two children. The maximum admissible

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Leave Rules

period of one year leave of the kind due will be reduced by the age of child as
under:- [RBE 62/06 & 207/92]

a. If child is less than one month, leave upto one year may be allowed.
b. If child is six months old, the leave upto 6 months may be allowed.
c. If child is nine months or more, leave upto 3 months may be granted.

In this connection, it is further clarified that an adoptive mother on the railways with
less than two surviving children may granted leave of 180 days 'CAL' on adoption of
a child up to one year of age on the lines of maternity leave admissible to natural
mothers. This leave may be combined with leave of any other kind. [RBE 166/09]

Paternity Leave for child adoption - [Rule 551 (D)]

1) A male Railway servant (including an apprentice) with less than two

surviving children, on valid adoption of a child below the age of one year,
may be granted Paternity Leave by an authority competent to grant leave for
a period of 15 days within a period of six months from the date of valid
adoption.
2) During such period of 15 days, he shall be paid leave salary equal to the pay
drawn immediately before proceeding on leave.
3) The Paternity Leave may be combined with leave of any other kind.
4) The Paternity Leave shall not be debited against the leave account.
5) If Paternity leave is not availed of within the period specified in sub-rule(l),
such leave shall be treated as lapsed.

Note:-The Paternity Leave shall not normally be refused under any

circumstances. [RBE No.57/11-SCR SC No.60/11]

(VI) A new para as 551(E) –Child Care Leave may be inserted below Rule 551 (D)
as follows: –

Child Care Leave. [Rule 551(E)]

1) A woman railway servant having minor children below the age of eighteen
years (upto the age of 22 years in case of disabled children) may be granted
Child Care Leave by an authority competent to grant leave, for a maximum
period of two years (i.e. 730 days) during the entire service for taking care of
upto two children, whether for rearing or to look after any of their needs like
examination, sickness etc.
2) During the period of Child Care Leave, she shall be paid leave salary equal to
the pay drawn immediately before proceeding on leave. [RBE No.57/11-SCR
SC No.60/11]
3) Child Care Leave may be combined with leave of any other kind.
4) Notwithstanding the requirement of production of medical certificate
contained in Rule 527 or sub-rule (1) (ii) of Rule 528, leave of the kind due and

Personnel Department -214-

Leave Rules

admissible (including commuted leave not exceeding 60 days and leave not
due) upto a maximum of one year, if applied for, be granted in continuation
with child care leave granted under sub-rule (1).
5) Child Care Leave shall not be granted in more than 3 spells in a calendar year
with each spell of Child Care Leave being not less than 15 days.
6) Child Care Leave shall be admissible for the two eldest surviving children
only.
7) Child Care Leave cannot be demanded as a matter of right. Under no
circumstances can any employee proceed on Child Care Leave without prior
proper approval of the leave by the leave sanctioning authority.
8) The Child Care Leave is to be treated like Leave on Average Pay and
sanctioned as such.
9) Child Care Leave should not ordinarily be granted during the probation
period except in case of certain extreme situations where the leave sanctioning
authority is fully satisfied about the need of Child Care Leave to the
probationer. It may also be ensured that the period for which this leave is
sanctioned during probation is minimal.
10) Child Care Leave shall not be debited against the leave account.

Note 1: The leave account for Child Care Leave shall be maintained in the
following format and shall be kept along with the Service Book of the female
Railway servant concerned:

Format for maintaining the Child Care Leave Account:

Period of child care leave taken Balance of Child Care Leave Signature & Designation of the
From To Balance Date No. of Leave certifying officer
[1] [2] [3] [4] [5] [6]

Note 2: Disabled Child having a minimum disability of 40% is elaborated in

the Ministry of Social Justice and Empowerment’s Notification No. 16-18/97-
NI.I dated 01.06.2001 documents relating to the handicap as specified in the
above said Notification dated 01.06.2001, as well as a certificate from the
Railway servant regarding dependency of the child on the Railway servant
would have to be submitted by the female Railway employee. The Child Care
Leave would be permitted to female Railway employees only if the child is
dependent on her.

Note 3: The benefit of encashment of Leave on Average Pay, admissible in

terms of Rule 540-A, cannot be availed during Child Care Leave as Child Care
Leave is granted for the specific purpose of taking care of a minor child for
rearing or for looking after any other needs of the child during examination,
sickness etc. [RBE No.57/11-SCR SC No.60/11]

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Leave Rules

Special disability leave [Rule 552]

This leave may be granted to permanent or temporary Railway Servants who is

disabled by injury intentionally inflicted or caused in or in consequence of due
performance of official duty. Such leave may be granted in case where the disability
manifested itself within three months, after the occurrence of its cause. The period of
such leave shall not exceed 24 months. This may be combined with any other kind of
leave. Such leave may be granted more than one if disability reproduced in similar
circumstances but not more than 24 months for one disability. It is counted as duty
for pension, leave salary etc. First 120 days of such leave will be equal of leave salary
while on leave on average pay and for remaining period leave be equal to salary
during half pay leave. In case period exceeding 120 days Railway Servant may at, his
option, get pay equal to LAP, by debiting half day leave from his leave account.
Person to whom the WCA 1923 applies, the amount of leave salary payable shall be
reduced by the amount of compensation payable under this Act.

Special disability leave for Accidental injury [Rule 553]

The provisions of rule 552 shall apply also to a railway servant, whether permanent
or temporary, who is disabled by injury accident incurred in , or in consequence of
due performance of his official duties or in consequence of his official position, or by
illness incurred in the performance of any particular duty which has the effect of
increasing his liability to illness or injury beyond the ordinary risk attaching to the
post which he holds.

Competent authority may consider to grant of Hospital leave under the provisions of
Rule 552 & 553 to kidnapped Railway employee for the period subjected to physical
/ mental torture. [RBE 134/2002]

In continuation of RBE No. 134/02, it has been clarified by the Railway Board that
the leave to be granted by the competent authority under the provisions contained in
Rule 552 & 553, is for treatment of the kidnapped Railway employee subject to
physical / mental stress and not for the duration he remained captive. [RBE No.
176/02]

Hospital Leave [Rule 554]

This leave is granted to Group "C" and Group "D" staff only while under medical
treatment for illness or injuries if such illness or injury is directly due to risk incurred
in the course of official duties. This is granted on production of medical certificate
from authorized medical attendant. For 1st120 days, salary equal to leave on average
pay is payable and for remaining period, salary equal to leave on half average pay is
payable.

The amount of Hospital leave may be granted by GM is unlimited. It shall not be

debited against leave account.

Personnel Department -216-

Leave Rules

It may be combined with any other kind of leave but shall not exceed 28 months
after combination. Salary during hospital leave shall be reduced from the amount of
compensation payable under Sec. 4(1) WC Act.

Leave salary during Hospital leave for more than 120 days can be paid equal to LAP
with the recommendation of CMS, concurrence by Associate Account Officer and
sanction by JA Grade Officer. But post facto approval of GM will have to be
obtained.

Study Leave

It is granted 12 months at a time and during entire services not more than 24 months
in all.(inclusive of similar kind of leave for study or training granted under any other
rules) Study leave shall count as service for promotion, seniority, pension,
increments & shall be counted for earning both leave on

Average Pay & leave on Half Average Pay. [Rule 556 & RBE 01/11]

Doctors:
If PG course, for medicine and research, it is granted for 36 months, with the
personal approval of GM. Bond should be executed, that he would serve railway at
least 5 year after expiry of such leave. [RBE 138/98,157/07]

During study leave availed outside India, a Railway servant shall draw leave salary
equal to the pay (without allowances other than dearness allowance), in addition to
the study allowance and during study leave availed in India, a Railway servant shall
draw leave salary equal to the pay (without allowances other than dearness
allowance). [Appendix V of IREC I]

In terms of Rule 14 of the study leave Rules under Annexure-V of IREC Vol.-I, 1985
Edition, the study leave availed by those Railway servants who resign or retire from
service or otherwise quit service without returning to duty after a period of study
leave or within a period of three years after such return to duty or who fail to
complete the course of study and are thus unable to furnish the certificate as
required in sub-rule (5) of Rule 4 of the study leave Rules ibid, shall be converted
into regular leave standing at his credit on the date on which the study leave
commenced, any regular leave taken in continuation of study leave being suitably
adjusted for the purpose and the balance of the period of study leave, if any, which
cannot be so converted, treated as extraordinary leave and such of the period of
extraordinary leave shall not be counted as qualifying service for pensionary
benefits.[RBE 33/11; 06/12]

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Leave Rules

Special dispensation in the form of Special Casual Leave to Rly Employee with
disabilities

Casual Leave available for employees with disabilities should be 12 days as against 8
days for other employee, additional benefit of 4 days leave should be granted in
form of Special Casual Leave in a Calendar year. [RBE 201/08]

JOINING TIME [Rule 1101 to 1115 of IREC I]

It will be granted to Railway Servants on transfer in public interest. [Rule 1101]

It is not admissible in the case of temporary transfer for a period not exceeding 180
days. [Rule 1102]

Actual transit time in the case of journey on transfer/tour shall only be allowed.
Joining Time shall commence from the date of relinquishment of charge of the old
post if the charge is made over in the(F/N) or the following date, if the charge is
made over in the (AN).[Rule 1103,1104 & 1105]

Joining time shall be calculated from old HQ in all cases including where a Railway
Servant receives his transfer order or makes over charge of the old post.[Rule 1106]

Not more than one day's joining time shall be allowed to a Railway Servant to join a
new post within the same station or which does not involve change of residence
from one station to another station, same station will be interpreted to mean the area
falling within the jurisdiction of the municipality or corporation including such of
suburban notified area. [Rule 1107]

In case of involving transfer from one station to another station and also involving
change of residence, the Joining time shall be allowed with reference to the distance
between the Old Headquarter and the New Headquarter by direct routes as
indicated in the following schedule. When holiday followed journey time the normal
joining time may be deemed to have been extended to cover such holidays.
[Rule 1108]

Upto 1000 Kms. 10 days

More than 1000 Kms but less than 2000 Kms. 12 days
More than 2000 Kms. 15 days

(In case of travel by air, the maximum will be 12 days) Extension of joining time
beyond the limit indicated above can be granted upto the maximum limit of 30 days
by the HOD and on Division by DRM and beyond 30 days by the Railway
Board.[Rule 1109] Crediting leave account with unutilized joining time

When a Railway Servant joins the new post without availing of the full joining time
the numbers of days of joining time as admissible under these rules subject to the

Personnel Department -218-

Leave Rules

maximum of 15 days reduced by the number of days actually availed of, shall be
credited to his leave account as LAP. It will be credited subject to the usual
restrictions of accumulation of LAP in the leave account. [Rule 1110 & RBE 55/13]

Joining time may be combined with vacation and / or regular leave of any kind and
/ or duration except casual leave. [Rule 1111 & RBE 55/13]

If a railway servant in transit on transfer is directed to proceed to a place different

from that indicated in the initial transfer orders, he shall be entitled to joining time
already availed of upto the date of receipt of revised orders plus fresh spell of full
joining time from the date following the date of receipt of the revised orders. The
fresh spell of joining time in such cases shall be calculated from the place at which he
received revised orders as if he is transferred from that place. [Rule 1112]

A railway servant on joining time shall be regarded as on duty during that period
and shall be entitled to be paid joining time equal to the pay which was drawn
before relinquishment of charge in the old post. He shall be entitled to DA, if any,
appropriate to the joining time pay, CCA, HRA as applicableto the old station from
which he was transferred, but not conveyance allowance or permanent travelling
allowance.[Rule 1113]

But temporary Central Govt. employees with less than 03 years of regular
continuous service, through entitled to joining time would not entitled to joining
time pay.[RBE 55/13]

On deputation outside Rlys. - When a railway servant to whom these rules apply, is
transferred to the control of Cent. Govt. / Defence services or organization, which
has made separate rules prescribing amount of joining time, his joining time for the
journey to join his post under that Govt./Organ., and for the return journey will be
governed by those rules, unless different provisions are expressly made in the terms
of deputation / foreign service by mutual agreement between the lending and
borrowing authorities.[Rule 1114]

On deputation to Railway - The joining time of Central Govt. employees, Armed

Forces personnel and those paid from Defence Services estimates, and the employees
of State Govt. or any other organization, who are appointed to Rly services and posts
under the Rlys on deputation or on foreign service basis, shall, for joining the Rlys
and for the return Journey, be regulated in accordance with these rules, unless
different provisions are expressly made in their respective terms of deputation /
foreign service by mutual agreement between the lending and borrowing
authorities. [Rule 1115]

Technical Resignation - [RBE 21/2017]

As per the Ministry of Finance OM No. 3379-E.III (B)/65 dated the 17th June, 1965,
the resignation is treated as a technical formality where a Government servant has

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Leave Rules

applied through proper channel for a post in the same or some other Department,
and is on selection, required to resign the previous post for administrative reasons.
The resignation will be treated as technical resignation if these conditions are met,
even if the Government servant has not mentioned the word “Technical” while
submitting his resignation. The benefit of past service if otherwise admissible under
rules, may be given in such cases. Resignation in other cases including where
competent authority has not allowed the Government servant to forward the
application through proper channel will not be treated as a technical resignation and
benefit of past service will not be admissible. Also, no question of benefit of a
resignation being treated as a technical resignation arises in case of it being from a
post held on ad hoc basis.

This benefit is also admissible to Government servants who have applied before
joining the Government service and on that account the application was not routed
through proper channel. The benefit of past service is allowed in such cases subject
to the fulfilment of the following conditions:-

1) the Government servant should intimate the details of such application

immediately on their joining;
2) the Government servant at the time of resignation should specifically make a
request, indicating that he is resigning to take up another appointment under
the Government for which he applied before joining the Government service;
3) the authority accepting the resignation should satisfy itself that had the
employee been in service on the date of application for the post mentioned by
the employee, his application would have been forwarded through proper
channel. (DOPT’s O.M.No.13/24/92-Estt(Pay-1) dated 22.01.1993)

Carry Forward of Leave benefits

(i) In terms of Rule 9(2) of the CCS (Leave) Rules, 1972, technical resignation
shall not result in the lapse of leave to the credit of the Government servant.
The balance of unutilized Child Care Leave(CCL) as well as all other leaves of
the kind due & admissible will be carried forward.

(ii) As per rule 39-D of the CCS(Leave) Rules,1972, in case of permanent

absorption in PSUs/ Autonomous Bodies/ State Government etc., the
Government servant shall be granted cash equivalent of leave salary in
respect of EL & HPL at his credit subject to overall limit of 300 days.

Casual Leave to Railway Servants

Casual Leave is a leave admissible to Railway servants in all groups (i.e. A,B, C and
D) and is granted to enable them to attend sudden / unforeseen needs /
requirements. It is not recognised as leave or subject to any rule under the leave
rules applicable to the Railway servants. Therefore, a Railway servant on casual
leave is technically not treated as absent from duty and his pay is not intermitted.

Personnel Department -220-

Leave Rules

Casual leave cannot be combined with any other kind of leave and joining time and
also cannot be combined with the vacation allowed for school staff.

Casual leave, however, must not be given so as to cause evasion of the rules
regarding:
a. date of reckoning of pay and allowances;
b. change of office;
c. commencement and end of leave; and
d. return to duty.

[Rule 236 & 507 of IREC -I & App. XXXI (IV) (2) of IREC-I 1974 Ed. & RBE No. 17/91]

Total casual leave admissible to different categories of railway servants in a calender

year is as under:-

(i) 08 days - To all Railway Servants who are eligible to avail of all Public
holidays or Workshop paid-holidays
(ii) 08 days - (a) Workshop staff (b) Railway servants in workshops not covered
by the term workshop staff and Railway servants in Printing Presses and
Stores Depots, who are getting 15 paid- holidays in a year
(iii) 08 days - DMOs and ADMOs
(iv) 08 days -Apprentice khalasis, under training in Workshops and other
Apprentices not governed by the Apprentices Act, Apprentices Mechanics
1961 attached to workshops and printing Presses, who are getting 15 paid-
holidays in a year.
(v) 08 days - Trade Apprentices governed by the Apprentices Act, 1961 working
in Establishments where proper leave rules do not exist or the total leave of
different types admissible to the workers is less than 37 days in a year. Rule 9
(1) (a) of Apprenticeship Rules 1962
(vi) 10 days To all Railway servants who, because of the nature of their duties are
not allowed to avail themselves of public holidays at all or are allowed to
avail themselves only of a few public holidays
(vii) 10 days Artisan staff other than workshop staff, provided they are not
covered by a collective option to convert casual leave into paid holidays
(viii) 10 days Casual Labourers who have attained temporary status and who are
being allowed to avail of 3 National Holidays like regular line staff
(ix) 10 days - Railway servants on the Northeast Frontier Railway described in
para 2 (ii) of Board's letter No. E(G) 83 AL 12/8 dated 23.07.1984[ RBE 44/98
& 70/04]

Note: Additional benefit of 4 days will be applicable in the form of special casual
leave, in a calendar year, to Railway employees with disability, for specific
requirements relating to the disability of the official. [RBE No. 201/08]

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Leave Rules

Note- 1 Casual leave for half-a-day either for the pre-lunch periods, casual leave may
be granted for half-a-day and if there is only one period of working on Saturday, the
leave should be for a full day.[RB.No.E(G)72LE21/41, Dt 10.04.73]

A Railway servant, who has taken casual leave for the half-a-day on the afternoon of
a working day and is unable to resume duty on the next working day due to
unexpected sickness or compelling grounds and he has no casual leave at his credit,
may, as an exception to the general rule, be permitted to combine half-a-day's casual
leave with regular leave. In no other situation can this facility be allowed [RB L. No.
E(G)65 LE29 dated 25.06.1966]

Half-a-day's should be debited to the casual leave account of the Railway servant
concerned for each late attendance. The practice of allowing the Railway Servants to
attend office late or leave early with permission has ceased with the introduction of
the facility of grant of casual leave for half-a-day. Late attendance up to an hour, on
not more than two occasions in a month however can be condoned by the competent
authority, if it is satisfied that the late attendance is due to unavoidable reasons, such
as illness in the family, cycle puncture, late running of buses/ trains etc. [No. E(G)65
LE 2/29 dated 06/11/1965]

Cases of Railway servants leaving office early before the time for closing of office,
without permission should also be treated like late attendance and half-a-day's
casual leave should be debited to the casual leave account of the railway servant(s)
concerned for each such early departure. [No. E(G)75 LE 1/17 dated 17/10/1975]

Casual leave for half-a-day may be granted in conjunction with casual leave for a full
day or full days. [ No. E(G)65 LE 2/29 dated 06/11/1965]

Facility of grant of half-a-day's casual leave is admissible to all the employees

including the teachers in Railway schools and colleges.[E(G)87 LE 1-3 dated
17/11/1987]

Workshop staff may be granted casual leave for half-a-day or for the full day on
Saturdays, depending upon the period of working i.e. if there are two periods of
working on Saturday and the absence is during either of the two periods, casual
leave may be granted for half-a-day and if there is only one period of working on a
Saturday, the leave should be for a full day.

Casual leave cannot also be combined with joining time. [Ref: Board's letter No.
E(G)79 JT 1-1 dated 21/02/1980]

If a Railway servant having no casual leave at his credit comes late without sufficient
justification and the competent authority is not prepared to condone the late
attendance and does not also at the same time propose to take action under the
Railway Servants (D&A) Rules, the Railway servant should be informed that he
would be treated as on unauthorised absence for the day on which he had come late.

Personnel Department -222-

Leave Rules

It should be left to the Railway servant either to face the consequences of such
unauthorised absence or to apply for regular leave as may be due to him. These
instructions are, however, not applicable to Railway employees governed by the
provisions of Payment of Wages Act, 1936 and Industrial Disputes Act.[Ref: Board's
letter No. E(G)82 LE 1/10 dated 20/09/1982 and 14/03/1983]

A candidate who joins Railway service in the middle of the year is entitled to the full
quantum of casual leave. While there is no restriction to the grant of the full
quantum of casual leave to those joining service in the second half of the year, the
authority sanctioning the casual leave should take into account all the circumstances
before granting such leave. For example, it would be administratively inappropriate
to sanction 12 days/15 days/17 days casual leave to an employee, who has joined in
the middle of December i.e. on 16th December.[Ref: Board's letter No. E(G)56 LE
2/91/3 dated 05/10/1956]

Compensatory Casual Leave

Compensatory Casual Leave is a leave admissible to non-gazetted railway servants

(excluding supervisors) for attending duty / office on weekly rest / holiday /
Sunday. Some important instructions in this regard are as under :-

Staff who are governed by the hours of Employment regulation and are required to
attend office on Sunday and other holidays should be given only a compensatory off
in lieu of such attendance and no conveyance hire. The staff not governed by those
regulation may, however, in similar circumstances be given the option either to
accept conveyance charge or compensatory off. (CCL). [RB letter No. F(E)59/AL-
7/(1) dated 8.7.1959 (NR PS No. 588)]

Compensatory periods of rest due to an employee other than excluded class IV

employee under the proviso to sub-section (4) of section 71 (D) of the act shall be
granted within a month and to an excluded class IV employee within two months
from the date of rest is foregone. [Rly Bd letter No. E(s)158/Adj/25 dated 30.08.1962
& E(Trg)/Adj/33 dated 24.5.193.]

Compensatory leave in lieu of attendance on gazetted holiday should be availed of

by the staff concerned within a period of one month of the gazetted holiday
attended, after which the same will lapse. Such compensatory leave can be combined
with regular leave, casual leave, holiday and Sunday (including other weekly offs)
subject to the condition laid down in para 2219-RII.

There is no prohibition nor is there sanction necessary for grant of compensatory rest
even after the stipulated periods in rare cases where it may not be possible to adhere
to the rules but it would be ensured by exercising adequate administrative control
and check that there is no accumulation of compensatory rest over several months,
aggregating to a regular spell of leave. [Rly Bd letter No. E(LL)73/HER/36 dated
6.9.73 ]

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Leave Rules

No railway servant in respect of whom an exemption has been made under rule 9
shall be required to work for more than fourteen days without a period of rest and
shall be provided with compensatory rent within this period. [Rule 13 of Railway
servants (Hours of Work & Period of Rest) Rules 2005]

Personnel Department -224-

Pass Rules

RAILWAY SERVANTS (PASS) RULES,1986

Of all the welfare schemes on Indian Railways, granting of Passes / PTO's to the
Railway employees is one of the oldest and most important welfare measures and
issuing of passes and Privilege Ticket Orders to Railway servants is mainly regulated
by Railway servants (Pass) Rules 1986. This rule applies to all Railway Servants but
shall not apply to [Rule 01 of RS(P) R 86]

1. an apprentice engaged under the Apprentices Act ;

(i) a person in the casual employment or employed on daily wages;
(ii) any person under the administrative control of the Ministry of Railways
who by a general or special order is, excluded from the facilities of Pass or a
Privilege Ticket Order under these rules.

2. Definitions : In these Rules, unless the context otherwise requires:- [Rule 02]
a. 'adopted child' means a child for whom there is satisfactory proof of adoption
irrespective of the fact whether such adoption is permissible or not under the
personal law governing the railway servant concerned.
b. 'attendant' means a person exclusively employed on salary in the personal
service of a railway servant.
c. 'dependent relative' in relation to a railway servant, whose father is not alive,
means:-
(i) mother including a divorced mother;
(ii) unmarried or widowed sister;
(iii) brother/step-brother under twenty one years of age provided he resides
with and is wholly dependent on the railway servant;
(iv) invalid brother of any age,
(v) brother who has attained the age of twenty one years and is a bonafide
student of a recognised educational institution:
(vi) legally divorced sister. [RBE No. 26/98]
(vii) Widow mother-in-law in case of widows appointed on compassionate
grounds, whether her father is alive or not. [RBE No. 194/01]

(Note Since, the provision of Rule 02(a) do not stipulate mentioning the
word 'Adopted' before son or daughter on the Pass/PTO to be issued to a
Rly. Servant, the same should not be mentioned on the Pass/PTO)
(Rly. Bd's letter No. E(W)2010/PS-5-1/2 DT. 17.05.10)

Provided that a person shall not be considered to be a dependent relative if

his/her income from all sources including pension, dearness relief, etc.
exceeds 15% of pay per month of the Railway servant or the amount
arrived at by adding Rs. 9000 to the dearness relief admissible to the
pensioners/family pensioners on pension of Rs. 9000 or 15% of pay
whichever is more.[RBE No. 132/2016]

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Pass Rules

Provided further that a Pass or Privilege Ticket Order may be issued in

favour of dependent relatives mentioned at (iv) and (v) only on production
of a certificate from a Railway medical officer or the head of the recognised
institution, as the case may be. [RBE 87/03]

Provided further that dependent relatives may be included in the Privilege

Passes/PT0s given to the railway servants in cases where father is missing
for a period of at least 7 years, Passes/PT0s can also be given to the sisters
in similar circumstances. However, an affidavit as to the period since when
the person is missing, duly attested by a Magistrate is necessary.
d. 'family' includes:-
(i) spouse of a railway servant whether earning or not;
(ii) son or sons who have not attained the age of 21 years and are wholly
dependent on the railway servant;
(iii) son or sons of the age of 21 and above who are;
(a). bonafide students of any recognised educational institution;
(b). engaged in any research work and do not get any scholarship/stipend;
(c). working as an articled clerk under the Chartered Accountant;
(d). invalid, on appropriate certificate from Railway Doctor;
(iv) unmarried daughters of any age whether earning or not;
(v) widowed daughters provided they are dependent on the railway servant;
(vi) legally divorced daughter who is dependent on the railway servant;
e. the term 'Guardian' need not necessarily be interpreted in its legal sense. It
may mean an adult dependent relative or an adult member of the family; a
paid nurse, Governess or an attendant. When none of these are available a
pass in favour of a Guardian, as admissible under these Rules, may be given
to another person at General Manager's discretion.
f. 'Pay' means the amount drawn monthly by a railway servant as
(i) basic pay;
(ii) in the case of Running Staff, basic pay plus 30% thereof or any other
percentage of basic paydeclared as pay from time to time;
(iii) any other pay which may be specially classified as pay by the President.

3. Kind of Passes: [Rule 04]

A railway servant or the entitled members of his/her family and dependent

relatives as defined in these Rules may be issued the following kind of passes,
namely:
(i) Duty pass;
(ii) Privilege pass including passes while on deputation;
(iii) School pass;
(iv) Post-retirement Complimentary pass;
(v) Widow pass;
(vi) Residential card pass; and
(vii) Special pass.

Personnel Department -226-

Pass Rules

Duty Pass: [Rule 05 & Schedule I & RBE 18/11]

Duty passes, as detailed below, are issued as per entitlement in connection with
performing Railway duty for going outside headquarters.
SN Category Pay Scale / Kind of Pass to Entitlements
Grade Pay which entitled
(a)(i) CRB/All Members of RB, FC, 80000/75500- For Official duty in Indian
(ii) CRS & officers who are equal 80000 Railways in any class.
in grade & status GMs & 'Gold Pass' (along with family)
others officers who directly
reported to Railway Board.
(b)(i) All Officers in HAG All 67000-79000 Alone in any class or along
(ii) officers in SAG 10,000/- with family in any class
other than 1st AC; or along
'Silver Pass'
with family in 1st AC on
payment of 1/3rd
difference.
(c)(i) All officers in Selection Grade 8700/7600/- Alone in any class or along
(ii) Officers with more than 3 yrs 'Bronze Pass' & with family in any class
service in the Grade 1st A pass othe than 1st AC; or along
holders (with 1 with family in 1st AC on
st

AC authority) payment of 1/3rd

difference.
(d) All other Group A & B 4800 to 7600 'Bronze Pass' & Entitles the holder to travel
Gazetted officers First A pass in any class other than 1st
holders AC along with family
Note: (1) All officers can travel on duty in 1 AC Class of Mail/Express Trains on payment of 1/3rd
st

of difference of
fare between 1st AC Class and AC Sleeper Class.
(2) Entitlement on Duty is subject to a maximum of 4 berths / seats.
(3) Entitlement on higher class includes lower class travel as per train accommodation.

1. Return Pass for Family: If a railway servant of Group 'A' or 'B' is required to
cut short his tour and/or return to headquarters by air or by some other
means of transport leaving behind his family, he may be allowed return
journey pass of the same class as on privilege account for his family to enable
them to return to the headquarters.[01 of Schedule I]
2. The family of a probationer in Gr 'A' may be included in the duty pass when
accompanying him during the period of probation on his journey to and from
different places of training.[02 of Schedule I]
3. Duty Passes are not admissible during leave other than casual leave taken in
continuation of period of duty.[09 (1) of Schedule I]
4. Metal passes/Duty passes as the case may be, should be surrendered by the
employee when proceeding on any kind of leave except CL or on transfer or
when he/ she is dismissed or removed or discharged from service. Metal
passes need not be surrendered if officer take LAP for a short period in
continuation of their tour or duty. [09 (2) of Schedule I] [RBE 156/02]
5. Metal pass can be used for return journey while on official duty away from
headquarters and availing LAP for short period [RBE 156/02]

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6. It Will be the responsibility of the Railway servant to surrender his Metal Pass
or duty card pass or to pay the penalty therefore if lost, before demitting
office on superannuation or otherwise. The Railway servant must obtain the
'No Objection Certificate' from the Pass Section and submit it to the concerned
authorities before his settlement dues are released.[RBE 104/2000]
7. Officers who are in Administrative Grade with basic pay of Rs. 14300/- &
above (Vth CPC scales). But the officers serving on adhoc basis against J.A.
post on charge allowance are not entitled to this facility. (R.B. L.No.-
E(w)2010/PS 5-1/25 DT. 15.12.10 & RBE - 72/07)
8. For travel by cabs of EMU trains on duty, necessary endorsement on Duty
Card Passes maybe made.[09 (4) of Schedule I]
Privilege Pass: [Rule 06 & Schedule II]

Privilege passes are issued to a Railway servant on privilege account as per

entitlement given below consequent upon revision of pay scales under 6th Central
Pay Commission. [RBE 03/11]

Class of Number of Privilege Pass and Privilege Ticket

Privilege Pass Order admissible Type of
Category and Privilege Duty
Ticket Order Privilege Pass Privilege Ticket Order Pass
admissible
1 Group A & I Class A 6 sets per year 6 sets per year, In case of 1st Class
Group those Railway employees A Pass
(Gazetted) who had opted / are
compulsorily governed
under the scheme of
widow passes entitlement
would be limited to four
sets of privilege Ticket
Order
2 Non-Gazetted employees
(i) In Grade I Class 1 set per year upto the 6 sets per year, In case of 1st class
Pay Rs. end of 5th year of those Railway employees Pass
4200/- and railway service. 3sets who had opted / are
above per year after 5 years compulsorily governed
of Railway Service under the scheme of
widow passes entitlement
would be limited to four
sets of privilege Ticket
Order
(ii) In Grade II Class A IInd
Pay Pass -do- -do- class A
Rs.2800/- Pass
(iii) In Grade One II class A IInd
Pay pass in a year class A
Rs.1900/- remaining Pass
and above passes &PTOs -do- -do-
but below of second /
grade Pay sleeper class
Rs. 2800/-

Personnel Department -228-

Pass Rules

Class of Number of Privilege Pass and Privilege Ticket

Privilege Pass Order admissible Type of
Category and Privilege Duty
Ticket Order Privilege Pass Privilege Ticket Order Pass
admissible
(iv) Employee Second/
in Grade Sleeper
-do- -do- -do-
par Rs. class
1800/- pass

Following are the revised pay limits for entitlement of Passes / PTOs to running
staff [RBE 47/12 & 148/12]
Allotted equivalent 6th CPC Pay
VIth CPC
Vth CPC Band/Grade Pay after reckoning
Post Grade
Pay Scale Running Allowance
Pay
Pay Band Grade Pay
ALP/Brakesmam 3050-4590 1900 PB1 2400
Sr. ALP/Loco Pilot (Shntg) Sr. 4000-6000 2400 PB1 4200
Brakesman
Goods Guard 4500-7000 2800 PB2 4200
Tower Wagon Driver 4500-7000 2800 PB2 4200
Sr. LP(Stg.)/LP (Goods) /Sr. Goods 5000-7000 4200 PB2 4600
Guard/
Pass Guard
Sr. LP(Goods)/LP (Pass) /Sr. Pass 5500-9000 4200 PB2 4600
Guard/
Mail Guard
Sr. LP(Pass)/ LP (M/E) 6000-9800 4200 PB2 4600

Note - (A) In terms of the extant instructions the holder of IInd Class 'A' pass shall be
entitled to travel by AC-3 tier class in trains other than Rajdhani/Shatabdi/Duronto
Exp. Trains. IInd Class 'A' Pass is of yellow colour.

Note - (B) Rly. employees having less than 5 yrs. of service & drawing G.P. 1800/- &
above but below 2800/-are entitled for one IInd class 'A' in a year even if they are
eligible for only one set of privilege pass owing to the length of their service. [RB
L.No. E(W)2008/PS 5-1/38(pt) dt. 04.12.12]

1. The school certificate should be submitted once a year for the son or other
dependent who are over21 years of age at the beginning of the academic
session. However, where the studies are discontinued, an intimation of the
same should immediately be given to the Pass Issuing Authorities. A
Certificate may, however, be insisted upon in case of doubt as regards
continuance of studies.[2 (a) of Schedule II]
Note :- Dependent son, who is neither a scholar nor invalid and is about to
complete 21 yrs. of age during the validity period of privilege pass being
issued to Rly. Employees, the pass may be issued in the following manner:-
(i) The privilege pass may be issued with a validity period up to the date
preceding the date on which the son will be attaining the age of 21 yrs;
or

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Pass Rules

Pass Rules

A special pass may be issued to Railway servants, family members or dependent

relatives as the case may be, on -Item No. of Schedule VIII
1. On medical Grounds;
2. On Sports Account;
3. For appearing before RRB/ Selection Board while on leave or on duty.
4. For attending Courts.

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Pass Rules

5. For attending departmental disciplinary enquiries and for inspection of

documents.
6. For personal hearing of the Appellate Authority.
7. Office bearer and representative of recognised railway unions and of the
Federation for whom grant of Pass is governed by the instructions issued by
Railway Board from time to time.
8. Members of Staff Benefit Fund Committee etc.
9. Special Class Railway Apprentices.
10. Other apprentices.
11. For Scout and Guide activities.
12. For taking part in mountaineering & tracking expeditions.
13. For St. John's Ambulance Brigade
14. to receive settlement dues.
15. for motor vehicle
16. On First appointment to Railway Service
17. On retirement/decease - grant of settlement pass(for the transportation of
personal effects).
18. For enquiries by Commissioners for Railway Safety.
19. Non Railway staff of commission on Railway Safety.
20. To staff of quasi Railway Institutions.
21. Office Bearers of All India SC & ST association for attending informal
meetings at Divisional / Workshop level.
22. Railway servants under suspension.
23. Attending conferences, congresses or meetings.
24. Family passes to Territorial Army Personnel proceeding to camps.
25. Candidates summoned for test/ interview by Railway Recruitment Boards
and Railway Administrations.
26. Journeys in connection with children's camps.
27. Attending cultural activities etc.
28. Passes to members of Railway User's Consultative Committees, National
Railway User's Consultative Council.
29. Passes for families of reservists.
30. Retired Railway servants for perusal of documents for preparation of his
Defence in disciplinary case instituted against him.
31. Medically decategorised staff when called for adjudging their suitability for
alternative appointment.
32. To retired Railway servant for assistance to defend a Railway servant
involved in disciplinary proceedings, to attend any meeting of a commission
of enquiry or of a Board, Conference, Committee, or departmental enquiry
convened under proper authority or is required to perform any public duty in
an honorary capacity.
33. To Casual Labour on recruitment/ discharge.
34. Licensed porters who are registered and authorized by Railways to work as
porter at Railway stations.
35. Complimentary passes to next of kin of the victims as well as to the surviving
victims involved in Railway accidents.

Personnel Department -242-

Pass Rules

36. RPF Dogs with Handler/Inspectors.

37. Issue of Bazaar Passes.
38. Grant of I AC Complimentary Pass to the visiting Lecturer of an appropriate
status.
39. Whole time employees of the Zonal Recognised Unions and Federations.
40. Railway Magistrates
41. Government Railway Police. ( Policy in RBE 62/2011)
42. Participants in Workers Education Programmes Conducted by AIRF/ NFIR in
the Zonal Headquarters Station/ Divl. Headquarters Station / Centralised
Training Institutes.
43. Rail travel facilities to MR/MOS®/DMR.
Non-Railwaymen.
44. Claimants to appear before Railway Claims Tribunal
45. Retired Railway Officers (for self & spouse) of Selection Grade and above who
are empanelled as Railway Inquiry Officers in D&AR cases to undertake
journey either for conduct of inquiry or for training or any other official
purpose in this connection (RBE 13/12)
46. Doctor / para medical staff for blood donation / eye testing camps.
a. Second class pass from the place of residence to the nearest station
where test / interview is held, and back, to candidates called for test /
interview for first time for compassionate appointment in death case
only. [RBE 275/99]
b. Extension of validity of Complimentary Card passes issued to Defence
personnel recipients of Kirti Chakra or Shaurya chakra in
Rajdhani/Shatabadi/Jan Shatabadi express train. [RBE 63/11]
c. Father - mother of posthumous Paramveer Chakra or Ashok Chakra
recipients bachelor Defense personnel will also be entitled for Ist A/ II
AC Complimentary Card Passes. [RBE 65/11]

Loss / Misuse / Fraudulent use of passes and PTOs. [Rule 13 & Annexure "B"]
1. Passes and PTOs are not transferable and should be used only by the person
in whose favour they have been issued. Special care should be taken to ensure
that passes and PTO's are not lost while in the custody of the pass holder. In
case of loss of pass or PTO a report should be made immediately to the police
by the Pass/PTO holder sending a copy of the same to the Pass/PTO issuing
authority. [i of Annex. B]
2. Deterrent punishment should be awarded to railway servants detected
misusing passes and privilege ticket orders; this may take the form of
dismissal or removal from service or reduction to a lower post depending
upon the seriousness of the offence. [ii of Annex. B]
3. In case of a retired railway servant, misuse of post-retirement complimentary
pass renders the retired railway servant liable to be declared ineligible for
getting such passes.[iii of Annex. B]
4. A fine of Rs. 10/- for second class and Rs.25/- for First Class passes may be
imposed on the Railway employees for not filling the date of commencement
of the journey on the passes both privilege and duty granted to them. Passes

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Pass Rules

may also be returned within one month of the expiry of the pass or its
utilization whichever is earlier. In regard to those cases where a fine has been
imposed by the TTEs for non-filling the date of commencement of journey on
the passes, the following action may be taken. [iv of Ann.B]
a. First case Warning
b. Subsequent 'To be dealt with on merits'. This should be taken serious
view of and suitable deterrent action taken against the defaulting staff.
5. In case of the loss of passes the following penalties may be levied. [v of
Annex. B]

I. Railway Staff:
(i) Loss of duty card passes available for a period without stipulation of
the number of the journey
a. Gold Pass Rs.10950/-
Silver Pass Rs.3028/-
Bronze Pass *Rs.2557/-
b. I A & I Class Rs.35/-
c. II Class Rs.12.50/-
d. Trolley Pass Rs.12.50/-
*(RB letter No. 2011/G/127/4 Mint/Pt.II dt.12.01.12)

(ii) Loss of duty cheque passes with limited validity and specified
destination
a. I A & I Class Rs.10/-
b. II Class Rs.5/-

(iii) Loss of privilege passes

a. I A & I Class Rs.10/-
b. II Class Rs.5/-

(iv) Residential card pass / school card pass, provision (Bazaar) card pass
a. I A & I Class Rs.35/-
b. II Class Rs.12.50/-

II. Non-Railway Staff

(i) Complimentary passes issued to non-Railway organisations /
individuals
a. Loss of card passes available for a period without stipulation of the
number of journeys
a. I Class Rs.150/-
b. II Class Rs.75/-

b. Loss of cheque passes available for a specified destination limited

validity
a. I Class Full fare subject to a maximum of Rs. 50/-
and a minimum of Rs.10/-
b. II Class Full fare subject to a maximum of Rs. 30/-
and a minimum of Rs.5/-

Personnel Department -244-

Pass Rules

(ii) Card passes issued to GRP/P&T/Railway Magistrates

a. I Class Rs.35/-
b. II Class Rs.12.50

(iii) Retired Railway Employees – Loss of post – retirement complimentary

pass
a. IA & I Class Rs.25/-
b. II Class Rs.10/-
Note:-
1. Office bearers of recognised Unions/Federations who are either serving Rly.
Employee or ex-Railway employees will be treated at par with serving Rly.
employees and covered under item (I) above.
2. Whenever it is proposed to award a penalty of stoppage of passes and
Privilege Ticket Orders under RS(D&A) rules, as distinguished from action
taken under the above rule for irregularities in connection with the use of
passes and PTOs the procedures laid down in "D&A Rules should be
followed."
3. 3 times the cost of metal pass has to be recovered from serving officers who
are on unauthorised absence from duty and have not returned the metal pass
despite request.[RBE 158/99]

Powers of the General Managers to condone irregularities. [Rule 14 & Annexure

"C"]

Except in cases of transfer and settlement passes issued to Railway servants, General
Managers may condone the irregularities in the cases enumerated below. These
powers should not be re-delegated to any lower authority.

1. Issue of higher class of Passes and Privilege Ticket Orders under

misinterpretation of the extant rules.
2. Excess issue of Passes and Privilege Ticket Orders during a year.
3. Issue of more than one set of Passes before completion of five years’ service.
4. Inclusion of more than five members in a Pass/Privilege Ticket Orders when
a dependent relative is included.
5. Inclusion of more than two dependent relatives in a Pass/Privilege Ticket
Order.
6. Inclusion of sons and dependent brothers aged 21 years or over in a
Pass/Privilege Ticket Order without the production of the necessary school or
college certificate.
7. Issue of Passes for "Guardians" on school account when the son is aged 18
years or above.[RBE 168/01]
8. Inclusion of dependent relatives in Post-retirement Passes to retired Railway
servants.
9. Inclusion of children in Post-retirement Passes to retired Class IV Railway
servants.
10. Issue of Passes by a longer route.

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Pass Rules

11. Incorrect issue of a Pass by pass issuing authority for a period exceeding three
months in the case of a single journey or 4 months in the case of return
journey and its use by a Railway servant or his family after the period of
availability.
12. Correct issue of a Pass by the pass issuing authority for a period not
exceeding three months in the case of single journey and four months in the
case of return journey and its use by a Railway servant or his family after the
period of availability.

Note: The irregularity mentioned in item (12) above may be condoned by

debiting an extra pass to the Railway servant's account. Rail travel facilities
available to Members of Parliament, their spouse and companions: (R.B. No. -
E(W)2010/PS 5-7/2 dt. 11.11.10)

The Members of Parliament are entitled for rail travel facilities as under:-

(i) Free travel in First Class Air-Conditioned or Executive Class in any

train with the spouse, if any, from any place in India to any other place
in India.
(ii) Free Air-Conditioned two-tier accommodation for one person to
accompany the Member.
(iii) A Member having no spouse has been allowed to take one person with
him in place of spouse in AC- Ist Class /Executive Class in rail journey
along with the companion already allowed in AC-2 tier.
(iv) The spouse of a Member of Parliament shall be entitled to travel by
railway in First Class Air-Conditioned or Executive Class in any train
from the usual place to residence of the Member to Delhi and back any
number of times. When Parliament is in session such journey by the
spouse from usual place of residence of Member to Delhi and back
may be partly by air and partly by rail subject to the condition that
number of journeys by air shall not exceed eight in a year.
(v) A Member who is blind or who is, in the opinion of the Chairman of
the Council of States or, as the case may be, the Speaker of the House of
the People, so incapacitated physically as to require the facility of an
attendant shall be allowed to take an attendant with him in same class
of rail journey in which he himself travels in lieu of the companion
earlier allowed inAC-2 tier. This will be in addition to the spouse
already allowed to accompany such Member in the AC-1st
Class/Executive Class of rail journey.

Personnel Department -246-

Compassionate Ground Appointment

APPOINTMENT ON COMPASSIONATE GROUND

PURPOSE

The scheme of compassionate appointments has been evolved with the idea of
providing relief in a situation where the family is subjected to financial distress due
to the sudden loss of income from the bread winner, consequent to his death in
harness or voluntary retirement due to medical invalidation.

GUIDING FACTORS FOR DECIDING COMPASSIONATE GROUND

APPOINTMENTS:
(i) While considering the requests for compassionate appointments, the General
Manager/HOD/DRM/CWMs in Sr. Administrative Grade should satisfy
himself on the basis of a balanced and objective assessment of the financial
condition of the family, that the grounds for compassionate appointment in
each such case is justified, having regard to the number of dependents, assets
and liabilities left by the railway employee, income of any member of the
family as also his liabilities, including the aspect of whether the earning
member is residing with the family of the deceased employee and whether he
provides any support to the other members of the family, so that the facility of
appointment on compassionate grounds is not circumvented or misused by
putting forward the ground that the eldest son of the employee is staying
separately and not supporting the family.
(ii) There is no bar in giving appointment to the husband of a female railway
employee on compassionate grounds in the circumstances in which such
appointments are otherwise permissible.

SUPREME COURT'S VERDICT ON COMPASSIONATE GROUND

APPOINTMENTS:

1. The Supreme Court in its judgement dated 4-5-94 in the cases of Shri Umesh
Kumar Nagpal vs. State of Haryana & Ors. and Anil Malik vs. State of
Haryana & Ors. (JT 1994 (3) S.C. 525) regarding appointment on
compassionate grounds has held as follows:-
"As a rule, appointments in the public services should be made strictly on the
basis of open invitation of applications and merit …. However, to this general
rule…. There are some exceptions carved out in the interests of justice and …
One such exception is in favour of the dependents of an employee dying in
harness and leaving his family in penury and without any means of
livelihood …. The whole object of granting compassionate employment is
thus to enable the family to tide over the sudden crisis. The object is not to
give a member of such family a post, much less a post for post held by the
deceased. What is further, mere death of an employee in harness does not
entitle his family to such source of livelihood. The Government or the public
authority concerned has to examine the financial conditions of the family of
the deceased, and it is only if it is satisfied, that but for the provision of

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Compassionate Ground Appointment

employment, the family will not be able to meet the crisis, that a job is to be
offered to the eligible member of the family. The post in Class III and IV are
the lowest posts in non-manual and manual categories and hence they alone
can be offered on compassionate grounds. The object being, to relieve the
family, of the financial destitution and to help it get over the emergency. The
provision of employment in such lowest posts by making an exception to the
rule is justifiable and valid since it is not discriminatory. The favourable
treatment given to such dependent of the deceased employee in such posts
has a rational nexus with the object sought to be achieved, viz., relief against
destitution. No other posts are expected or required to be given by the public
authorities for the purpose. It must be remembered in this connection, that as
against the destitute family of the deceased there are millions of other families
which are equally, if not more destitute. The exception to the rule made in
favour of the family of the deceased employee is in consideration of the
services rendered by him and the legitimate exceptions, and the change in the
status and affairs, of the family engendered by the erstwhile employment
which are suddenly upturned.

2. Unmindful of this legal position, some Governments and Public authorities

have been offering compassionate employment sometimes as a matter of
course irrespective of the financial condition of the family of the deceased and
sometimes even in posts above Classes III and IV. That is legally
impermissible.

3. It is for these reasons that we have not been in a position to appreciate

judgments of some of the High Courts which have justified and even directed
compassionate employment either as a matter of course or in posts above
classes III and IV. We are also dismayed to find that the decision of this Court
in Sushma Gosain & Ors. vs. Union of India & Ors. (1989)4 SLR 327) has been
misinterpreted to the point of distortion. The decision does not justify
compassionate employment either as a matter of course or in employment in
posts above classes III & IV. In the present case, the High Court has rightly
pointed out that the State Government's instructions in question did not
justify compassionate employment in Class II posts. However, it appears
from the judgment that the state Government had made at least one exception
and provided compassionate employment in Class II post on the specious
ground that the person concerned had technical qualifications such as
M.B.B.S., B.E., B. Tech. etc. Such exception, as pointed out above, is illegal,
since it is contrary to the object of making exception to the general rule. The
only ground which can justify compassionate employment is the penurious
condition of the deceased family. Neither the qualifications of his dependent
nor the post which he held is relevant….. If the dependent of the deceased
employee finds it below his dignity to accept the post offered, he is free not to
do so. The post is not offered to cater to his status but to see the family
through the economic calamity.

Personnel Department -248-

Compassionate Ground Appointment

4. For these very reasons, the compassionate employment cannot be granted

after a lapse of reasonable period which must be specified in the rules. The
consideration for such employment is not a vested right which can be
exercised at any time in future. The object being to enable the family to get
over the financial crisis which it faces at the time of the death of the sole
bread-winner, the compassionate employment cannot be claimed and offered
whatever the lapse of time and after the crisis is over.

5. It is needless to emphasize that the provisions for compassionate employment

have necessarily to be made by the rules or by the executive instructions
issued by the Government or the Public authority concerned. The
employment cannot be offered by an individual functionary on an ad-hoc
basis (Paras 2 to 7)."

CIRCUMSTANCES IN WHICH COMPASSIONATE APPOINTMENTS MAY BE

MADE.

Appointments on Compassionate grounds are offered to the dependents of

regular railway servants who lose their lives in the course of duty or die in
harness or otherwise while in service or are medically
incapacitated/decategorised. The circumstances in which Compassionate
Appointments may be made are as under:

a. Due to death of the railway servant while on duty/in service.

b. In the case of railway servants whose whereabouts are not known for a
period of more than one year and the settlement dues have been paid to the
family and
c. In the case of medical invalidation of the railway servant in all medical
classifications followed by voluntary retirement.

Order of priority to be followed while offering appointments on compassionate

grounds.

(i) to the dependents of railway servants who have died or who have become
permanently crippled during the performance of duties.
(ii) To the dependents of the railway servants who die in harness due to railway
accidents while off duty.
(iii)
a. To the dependents of railway servants who die in service or are totally
incapacitated while in service irrespective of the period of service left to
reach the age of superannuation or of earning retirement benefits in full, or
b. are medically decategorised with less than 30 years of qualifying service for
pensionary benefits.

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(iv) Dependents of employees who are medically decategorised with 30 years or

more of qualifying service for pensionary benefits.

Where an employee has become medically unfit to continue in any post, he may be
allowed to retire voluntarily and request for appointment of ward on
compassionate grounds considered. (Authority Bd's Lr. No. E(NG)II/95/RC-1/ 94
dt. 18-1-2000 (RBE No. 8/2000) SCR SC No. 21/2000. )

Partially medically decategorised staff who seek voluntary retirement may be

considered for appointment on compassionate ground, on a case to case basis, only
in the eligible Group ‘D’ categories provided the employee has at least 5 years or
more service. ( Authority: Bd’s lr No. E(NG)II/95/RC-1/94 dated 14.6.2006 ( RBE
No.78/06) SCR S.C.No. 92/2006)

TIME LIMIT:

i. Compassionate appointment in priority [i] cases shall be given within one

month from the date of death or date of incapacitation.
ii. In case of priorities '(ii)' & '(iii)' above, appointment on compassionate
grounds shall be made within three months subject to availability of
vacancies.
iii. In cases where appointment could not be given upto a period of 5 years
(where there are no vacancies or where the dependent children are minor),
the same can be considered by the following authorities.
iv. The General Managers/ HODs/DRMs/CWMs in SAG* are empowered to
consider cases upto 20 years where request for Compassionate appointment
of first son/daughter has been submitted within 2 years after the candidate
became major and the case is not more than 20 years old. *(Authority: Bd's
Lr.No.E(NG)II/99/RC-1/Genl/23 dated 30-11-99 (RBE No.300/99) (SCRSC
No. 214/2000)
v. The General Managers are empowered to consider cases upto 20 years in the
following circumstances:
 Compassionate appointment of first son/daughter, where request was made
after a period of 5 years from the date of medical invalidation / death.
 Compassionate appointment of other than first son / first daughter, where
requests have been made after a period of 5 years from the date of death.
 Consideration of application submitted more than 2 years after the candidate
became major.
The above powers are also applicable in cases of missing railway employees.*
(Authority: Bd's Lr.No.E(NG)II/98/RC-1/64 dated 28-7-2000 (RBE No144/2000)
(SCRSC No. 228/2000) *(Authority: Bd's Lr.No.E(NG)II/99/RC-1/SC/12 dated 7-3-
2001 (RBE No.46/2001) (SCRSC No. 86/2001)

vi. Deserving cases for compassionate appointment received after 20 years of

death of the employee and after 2 years of first child's attaining majority only
should be sent to Railway Board with proper justification and GM's personal

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approval.(Authority: Bd's Lr.No.E(NG)II/84/RC-1/26 dated 10.8.98 (RBE

No.169/98) (SCRSC No. 225/98)
General Managers may consider and decide the time barred cases of
Compassionate Appointment which are upto 25 years old from the date of
death/medical unfitness of the ex-employee, at their personal level only, not
to be delegated further. (Authority: Bd's Lr.No.E(NG)II/98/RC-1/64 dated
31.5.11 (RBE No.77/11) (SCRSC No. 77/11)
vii. The dependent of an employee, who is eligible for compassionate ground
appointment, if pursuing higher studies at the time of death / medical
invalidation of the employee, may be allowed to complete the course and
apply for the compassionate ground appointment within the prescribed
period of five years, subject to availing only one chance during the five year
period. (Authority: Bd's Lr. No. E(NG)II/99/RC-1/Gen.9/JCM/DC dated
15.2.2000 (RBE No.20/2000) (SCRSC No. 56/2000)
viii. In case a vacancy in suitable Group 'C' category is not readily available, the
dependent can be appointed to a Group 'D' post and later on, he can be
appointed to Group 'C' post on availability of vacancy.
NOTE: In the case of a minor child, application for appointment on
compassionate grounds must be submitted within two years of the candidate
attaining the age of majority.

GRADES IN WHICH APPOINTMENT CAN BE MADE:

(i) Appointments on compassionate grounds can be made only in the

recruitment grades. However, in the intermediate grades where there is an
element of direct recruitment appointments can be made subject to fulfillment
of educational /technical qualifications.

General Managers may consider cases of CG appointment upto Grade Pay

4600 with reference to the educational qualification prescribed for the relevant
post including the post of Staff Nurse. It must be ensured that candidates are
first class engineering graduates, where the requisite qualification for a post is
Degree in Engineering or equivalent. (Authority: Bd's Lr.No.E(NG)II/98/RC-
1/64 dated 31.5.11 (RBE No.77/11) (SCR SC No. 77/11) and Bd's
Lr.No.E(NG)II/2011/RC-1/SR/20 dated 14.09.11[SCR SC No. 131/2011](
However, a decision was taken by General Manager/SCR that on
S.C.Railway, engineering graduates will be considered for compassionate
ground appointments only in posts having Direct Recruitment element in GP
4200. )
(ii) In case where a dependent of railway servant is considered not suitable for a
particular post, he should be considered for appointment to any other Group
'C' post suitable for him.
(iii) Where a candidate for compassionate appointment is eligible and is also
adjudged suitable for a post in Group 'C' but for want of a vacancy in Group
'C', he is offered appointment in Group 'D' , which he accepts, his case may be
considered for appointment in a Group 'C' post as soon as suitable vacancy

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arises therein, subject to his being found medically fit for the post for which
he is considered. In such cases, a specific record, with the approval of the
Competent Authority should be made to the effect that the candidate was
selected for a Group 'C' post but appointed to a Group 'D' post for want of a
vacancy in Group 'C' because the candidate needs employment immediately
and that he will be considered for a vacancy in Group 'C' as early as possible.
(iv) Once an appointment on compassionate grounds of the wards/widow etc.
has been made in a particular category/grade, no change of category/grade is
subsequently permissible on the same compassionate grounds, subject,
however, to the above provisions.(Auth: Board's lr.No.E(NG)II/92/RC-1/117
dated 24.11.1992)
(v) The male wards of non-RPF personnel, who fulfill physical and educational
standards for appointment in RPF, may be considered for compassionate
appointment in RPF.(Authority: Bd's Lr.No.88/Sec(E)/RC-3/43/Pol. Dated
4.12.1997 ( SCR SC No.6/98)
(vi) Persons appointed on Compassionate grounds as Junior Clerks or Senior
Clerks should acquire typewriting proficiency of 30 w.p.m in English or 25
w.p.m in Hindi within 2 years from the date of their appointment.(Authority:
Bd's Lr.No.E(NG)II/94/RC-1/35 dated 12.5.97 (RBE No.69/97 (SCR SC
No.109/97).
(vii) Widow /wife not fulfilling the requirement of prescribed educational
qualification (10th Pass or ITI) ,she will be placed in Pay Band-I ( Rs.5200-
20200) + GP Rs.1800 directly without insisting on fulfillment of educational
qualification norms, provided the appointing authority is satisfied that the
duties of the post against which she is being appointed can be performed with
the help of some on job training. * The DRMs/CWMs may locate posts for
widow/wife being considered for appointment on compassionate grounds. (
Authority: Board’s letter No. E(NG)II/98/RC-1/64 dated 14.9.12 ( RBE
No.102/2012) SCR SC No. 101/2012) * CPO/SC’s Lr.No. P(R)563/X dated
23.01.2013.

RELAXATIONS:

1. Age relaxation:
a. Upper age relaxation to any extent can be done by GM/CPO based on
the merits of each individual case.
b. Lower age relaxation upto one year with the approval of General
Manager; further relaxation requires the approval of Railway Board

2. Qualifications and conditions to be fulfilled:

The educational qualification possessed by the ward /spouse of the ex-

employee at the time of submission of application for compassionate ground
appointment is to be considered. However, the application for CG
appointment should be submitted within the prescribed period as laid down
in extant instructions. [Authority: Board's letter No. E(NG)II/20031/RC -
1/Genl/4 dated 15.6.2007, RBE No. 88/2007]

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Compassionate Ground Appointment

(i) Normally persons seeking appointment on compassionate grounds should

fulfill the conditions of eligibility regarding the age and educational
qualifications prescribed for the post to be offered.
(ii) For compassionate appointment to Non-Technical popular categories, the
minimum of 50% marks in Matriculation need not be insisted upon and
candidates possessing a pass in Matriculation may also be appointed on
compassionate grounds provided the other prescribed conditions are
satisfied in their case.[Authority : Board's letter No. E(NG)II/81/RSC/25
dated 6.5.82 & No.E/NG/II/91/RC-1/117/MC dated 30.9.1992.(RBE
NO.164/92) (SCR Lr.No.P(R)268 dated 27.10.92)

The educational qualifications prescribed for the post to be offered should

not be relaxed. However, if on the merits of an individual case, the General
Manager feels that such a relaxation of the minimum educational
qualifications is absolutely necessary, such cases may be referred to the
Railway Board. The Board will consider these cases on merits subject to the
stipulation that the candidate shall acquire the requisite qualification
within a prescribed time limit. Such cases will carry the following
stipulations, in the offer of appointment:-

a. The period to be allowed for acquiring the qualification will be two

years.
b. Such a person will not be confirmed in service/ will not be eligible for
promotion till he acquires the qualification.
c. If any junior is promoted before the senior compassionate appointee
acquires the qualification, such promotion of the junior will be treated as
regular. In other words, the compassionate appointee will lose seniority
in the higher grade to such of his juniors as may have been promoted to
the next higher grade, before he acquires the prescribed
qualification.(Authority: No. E(NG)II/80/RC-1/4(KW) dated 22.2.1989)
(iii) Women appointed in Permanent Way Gangs are to be posted only in the
gangs located within the station limits or in the yards. There should be only
a limited number of women in each Gang and they would have to do the
normal Gang work.(Authority: Board's Lr.No.E(NG)II/97/RC-1/117 dated
21.10.97 (RBE No.129/97) (SCR S.C.No.214/97)
(iv) The minimum educational qualification of Skilled Artisans Gr.III on
compassionate grounds is tenth class pass. The training period for such
compassionate appointees would be three years as against six months for
open market recruits. [Authority : Board's letter No. E(NG)II/2000/RC-
1/Gen. 16/JCM/DC dated 19-6-2000 [RBE No. 113/2000] SCR SC No.
133/2000)

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Competent authority to approve compassionate appointments:

Authorities competent to approve appointments on compassionate grounds are:

I. IN CASE OF DEPENDENTS OF NON-GAZETTED EMPLOYEES :

a. Against Group C &'D' posts DRM & CWM in SAG* in respect of
wards of employees under their control and CPO in respect of others.
b. In case of Dependents of Gazetted employees - Group C & D posts
General Manager
General Managers may also exercise powers in regard to appointment
of dependents of gazetted officers on compassionate grounds provided
the appointments are made in the recruitment grades viz. Office
Clerks, Ticket Collectors, Commercial Clerks, etc..

c. For other posts, Railway Board should be approached.(Authority:

Bd's Lr. No. E(NG)II/88/RC-1/1/Policy dt. 6.2.1991 (RBE No. 30/91)
*E[NG]II/99/RC-1/Genl. /23 dated 30-11-99 (RBE No. 300/99) SCR
No. 214/2000.

PERSONS ELIGIBLE TO BE APPOINTED ON COMPASSIONATE GROUNDS:

** It is the discretion of the family concerned in the case of death of ex-employee to

request for job to either spouse or any child whether son or daughter
(unmarried/married/divorced/widowed) subject to the condition that the
concerned child will be the bread winner of the family concerned. ** (Authority: Bd’s
Lr.No. E(NG)II/2014/RC-1/SCR/5 dated 8.7.2014 (RBE No. 70/2014; SCR S.C.No.
73/14)

i. Where the widow cannot take up employment and the sons / daughters are
minor, the case may be kept pending till the first son/ daughter attains the
age of 18 years. The benefit of compassionate ground appointment may also
be extended to adopted son / daughter provided, there is satisfactory proof
of adoption valid legally, the adoption is legally recognised under the
personal law governing the Railway servant, the legal adoption process has
been completed and has become valid before the date of death / medical
incapacitation of the ex-employee.
ii. Adopted sons/daughters can be considered for compassionate appointment
provided such adoption has been accepted for the issue of privilege
Pass/PTO as per the provisions under the Pass Rules.[Authority: Board's
letter No.E(NG)II/86/RC-1/1/Policy dated 11.12.1996 ( RBE No.125/96)
(SCR SC No.24/97)
iii. Appointment on compassionate grounds may be considered at Railway's
level in cases of dependents of Railway employees dying as bachelors
/spinsters, subject to the condition that the candidate proposed for
appointment is shown as 'dependent' of the ex-employee as per the pass rules
. [Authority: Board's letter No.E[NG]II88/RC-1/Policy dated 4-9-96 [RBE
No.] {SCR SC No.124/96}

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Compassionate Ground Appointment

iv. In case where dependency of a candidate is not covered by pass declaration

for appointment on compassionate grounds of dependent of railway
employee dying as bachelor / spinster, the dependency may be established
through ration card or through investigation by Welfare Inspectors. [
Authority: Board's letter No.E[NG]II 99/RC-1/SE-19 dated 5-8-99 [RBE
No.165/99] {SCR SC No.219/99 }
v. In cases where the widow cannot take up employment and is survived by
married daughter and the other children are minors, General Managers may
consider appointment on compassionate grounds to married daughters
provided they satisfy themselves that the married daughter will be the bread-
winner of the bereaved family. (Authority: Board's letter No.E(NG)III-
78/RC1/1 dated 3-2-81 )
vi. Divorced /widowed daughter, wholly dependent on the railway employee at
the time of death/medical invalidation, should also be considered for
appointment on compassionate grounds, as in the case of married daughters
from the date of issue of Board's letter i.e., 21.11.2001. (Authority: Board's
letter No.E(NG)II/2001 RC1-ER/5 dt. 21.11.2001 ( RBE No.224/2001) (SCR
S.C No.266/2001)
vii. Provision for appointment of a near relative on compassionate grounds on the
Railways has been deleted.(Authority: Board's letter No.E(NG)II/88
RC1/1/Policy dt. 13.12.1995 ( RBE No.137/95) (SCR SC No.11/96)
viii. Appointment on compassionate grounds to the second widow and her
children are not to be considered unless the administration has permitted the
second marriage. [Authority: Board's letter No. E[NG] II/91/RC-1/136
dated 2-1-92 [RBE No. 1/92] SCR SC No. 5/92]
ix. Only one compassionate appointment is admissible in the case of death of the
husband or wife ( both Railway employees) whichever event occurs
first.(Authority: Bd's letter No.E(NG)II/86/RC-1/1 Policy dated 2.6.97 ( RBE
No.75/97) SCR S.C.No.124/97)
x. Only one compassionate ground appointment would be admissible in cases
where both husband and wife are Railway employees and one of them is
retired consequent to medical de-categorisation/ invalidation and also in the
case of missing Railway employees. (Authority: Bd's letter
No.E(NG)II/86/RC-1/1 Policy dated 27.2.2001 ( RBE No.44/01) SCR
S.C.No.73/2001)
xi. Where a candidate appointed on compassionate grounds dies/becomes
medically incapacitated during the course of training, before he/she is
regularly appointed in the Railways, another opportunity may be granted to
the original ex-employee /ex-employee’s widow, on whose request the
deceased /incapacitated trainee ward was offered appointment on
compassionate grounds by the administration, to apply for another ward’s
appointment. (Authority: Bd's letter No.E(NG)II/99/RC-1/SR/12 dated
15.6.2007( RBE No.87/2007) SCR S.C.No.100/2007)

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COMPASSIONATE APPOINTMENTS IN THE CASE OF MISSING RAILWAY

EMPLOYEES

Compassionate appointment to the eligible ward can be considered after a lapse of at

least 2 years from the date from which the Railway employee has been missing
provided that an FIR has been lodged and the missing person is not traceable, and
the competent authority feels that the case is genuine on condition that the
appointment would be cancelled when the employee is traced. This facility is,
however, subject to the condition that the missing employee has more than 2 years of
service to retire from the date he is reported missing and is not suspected to have
committed fraud/joined terrorist organisation/gone abroad. The powers to
consider such compassionate ground appointments are vested with the General
Manager.

[Authority Board's letter No. E[NG] II/97/RC-1/210 dated 26-7-98 [RBE NO.
164/98] SCR SC No. 7/99]

COMPASSIONATE APPOINTMENT TO WARDS / WIDOWS OF CASUAL

LABOUR

i. The General Managers have powers to consider and decide requests for
appointment on compassionate grounds of the wards/widow of a casual
labour who dies due to accident while on duty provided the casual labourer
concerned is eligible for Workmen's compensation Act, 1923. Such
appointments should be as casual labour (fresh face) or substitute.
ii. Similar consideration may also be shown to a ward/widow of a casual
labourer with temporary status at the discretion of the General Manager.
iii. This power should be exercised by the General Manager personally and
should not be delegated to any authority. This power should be exercised
judiciously keeping in view the particular need to contain the total casual
labour force.
iv. Compassionate appointment to the wards/widows can be considered after a
lapse of at least 2 years from the date from which the casual labourer
(temporary status) has been missing provided that an FIR has been lodged
and the missing person is not traceable, and the competent authority feels that
the case is genuine on condition that the appointment would be cancelled
when the employee is traced. This facility is, however, subject to the condition
that the missing employee has more than 2 years of service to retire from the
date he is reported missing and is not suspected to have committed
fraud/joined terrorist organisation/gone abroad. The powers to consider
such compassionate ground appointments are vested with the General
Manager. [Authority: Board's letter No. E[NG] II/97/RC-1/210 dated 26-7-98
[RBE NO. 164/98] SCR SC No. 7/99]

General Manager may consider appointment in Group ‘D’ only, in favour of

ward / widow in case of death of commission vendor / bearer who was

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eligible for absorption in the Railways [at the time of death he was below 59
years of age as on or before 01-04-2005 and could read and write as stipulated
vide this Ministry’s letter No. 2004/TG-III/639/2/ Pt. dated 2-8-2005] subject
to the certain conditions. It was also clarified that in the case of commission
vendor/ bearer who was eligible for absorption in the Railways but was
declared totally medically unfit before his absorption subject to fulfillment of
other conditions mentioned therein. (Authority Bd's Lr. No.
E(NG)II/2006/RC-1/ Genl./1 dt. 07.06.2007 and 06.12.2010 (RBE No.84/07&
173/2010) SCR SC No. 89/2007 & 177/2010 )

UNITS IN WHICH APPOINTMENTS ARE TO BE MADE:

i. With the implementation of revised hourly incentive rates, Compassionate

grounds appointment in Workshops controlled by Mechanical Department
should be restricted only to wards/widows of that workshop only.
(Authority: Board"s letter No.E(NG)II99/RC-1/Genl/13 dt. 6.9.1999 ( RBE
No.226/99)(SCR SC No.272/99)
ii. Wards /widows of deceased employees of workshops may be accommodated
on Division/Headquarters, wherever possible, but wards/widows of
deceased employees of Division/Hqrs. should not be appointed in
workshops.(Authority: Board’s letter No.E(NG)II99/RC-1/Genl/13 dt.5.2.03 (
RBE No.26/03) (SCR SC No.43/03)

FACILITIES TO BE AFFORDED TO CANDIDATES CONSIDERED FOR

COMPASSIONATE APPOINTMENTS:

i. Sleeper/II Class special pass may be granted to the candidates called for
interview/test for the first time for appointment on compassionate grounds
in death cases only, for journey from the place of their residence, to the
nearest station of the place, where interview/test is held, and back.(Authority:
Board's letter No. E(W)99 PS5-8/9 dt. 18.10.99 ( RBE No.275/99) (SCR SC
No.321/99)

PROCEDURE TO BE FOLLOWED BEFORE MAKING COMPASSIONATE

APPOINTMENTS:

i. The candidates applying for appointments on compassionate grounds should

be subjected to a suitability test by a committee of three Senior Scale Officers.
The suitability of those proposed to be appointed on compassionate grounds
should be properly assessed by a test. In case the candidate has the necessary
minimum qualifications for employment in a Group 'C' post, his/ her
suitability for all types of Group 'C' posts in the order of suitability, should be
judged and recorded by the screening committee, which should also clearly
indicate the categories for which the candidate has not been considered
suitable. Final offer of appointment will, however, be subject to the
availability of vacancies, passing of medical examination, production of

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necessary certificates etc. {Authority: Board's letter No. E[NG]II-88/RC-

1/1/Policy dated 29-7-98 [RBE No. 158/98] SCR SC No. 3/99}
ii. Suitability test, i.e. written test and viva voce of the candidates for
appointment on compassionate grounds to Group 'C' posts should be
completed on a single day.{Authority: Board's letter No. E[NG]II-98/RC-
1/58 [Policy] dated 16-5-91 [RBE No. 102/91 SCR SC No. 85/91}
iii. The competent authority may consider the request for allowing a candidate
seeking appointment on compassionate ground in Group 'C' post, to re-
appear in the suitability test, in exceptional cases, based on the merits of each
case, in the event of the candidate having been declared unfit in the first
instance.{Authority : Board's letter No. E[NG]II-99/RC-1/Genl/3/PNM-
AIRF dated 28-4-99 [RBE No. 84/99 SCR SC No. 146/99}
iv. In deserving cases, General Managers may consider giving a third chance to a
widow to appear in the suitability test for appointment on compassionate
grounds in Group 'C' post based on the merits of each case. *Board have also
decided that in addition to the existing provision for giving additional chance
as above, one more chance may be given to widows/wards for appearing in
the suitability test for appointment on compassionate grounds to Group ‘C’
posts, with the personal approval of GM, not to be delegated
further.{Authority : Board's letter No. E[NG]II-2001/RC-1/Genl/11 dated
21-9-2001 [RBE No. 192/01 SCR SC No. 219/01} &
*E[NG]II/2012/RC/1/Genl/5 dated 02.03.2012 [RBE No. 28/12 SCR SC No.
28/12}
v. It is not necessary that the ward of a Group 'D' employee should be appointed
in a Group 'D' post only. If such a ward possesses the required qualification
prescribed for Group 'C' posts and is also adjudged suitable for the post, he
should be considered for such Group 'C' posts.
vi. Additional second chance for passing aptitude test to compassionate ground
appointees for the post of Asst. Station Master and Asst. Loco Pilot may be
allowed after a gap of three months instead of six months, in exceptional
cases, based merits of each case. {Authority: Board's letter No. E[NG]II-
2006/RC-1/Genl/9 dated 14.05.2010 [RBE No. 74/10 SCR SC No. 81/2010}

TERMINATION OF SERVICE OF COMPASSIONATE APPOINTEES:

i. Candidates appointed on compassionate grounds should give an undertaking

in writing in the proforma prescribed that he / she will properly maintain the
other family members who have been dependent on the railway employee
and in case it is proved subsequently that the family members are being
neglected subsequently or not being properly maintained by him / her, his /
her appointment may be terminated forthwith.{Authority: Board's letter No.
E[NG]II-99/RC-1/Genl/19 dated 22-8-2000 [RBE No. 153/2000 SCR SC No.
194/2000}
ii. The General Managers are empowered to terminate the services of a
compassionate appointee on the grounds of non-compliance of any
condition(s) stipulated in the offer of appointment after providing an

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Compassionate Ground Appointment

opportunity to explain by issuing a show cause notice and without following

the procedure prescribed in Discipline and Appeal Rules/ Temporary Service
Rules.{Authority : Board's letter No. E[NG]II-99/RC-1/Genl/19 dated 8-4-
2002 [RBE No. 44/2002 SCR SC No. 66/2002}
iii. The guidelines set for granting appointments on compassionate ground [SC
No.75/95] should be strictly adhered to. The cases of compassionate ground
appointment should be monitored by Sr. DPOs at Divisional level and CPO at
HQrs. level.{Authority: Board's letter No. E[NG]II-98/RC-1/64/Pt. dated 30-
07-2002 [RBE No. 126/2002 SCR SC No. 154/2002}

SCHEDULE FOR PROCESSING COM-PASSIONATE APPOINTMENTS:

On South Central Railway, it has been decided that it shall be the responsibility of
the Welfare Inspector to ensure adherence of the following schedule for processing
compassionate appointments:-

a. 15 days from the date of occurrence of the event for putting up papers to the
competent authority along with application and other relevant documents
for processing the compassionate appointments.
b. 30 days from the date of occurrence of the event for finalising the
compassionate ground appointments in Group 'D' posts; and
c. 45 days for finalising appointments in Group 'C' posts.
d. It shall be the responsibility of the Sr.DPOs/WPOs to ensure that the above
target is strictly adhered to.
e. The suitability test for candidates appointed on compassionate grounds for
Group 'C' should be conducted regularly on 2nd Wednesday of every
month under CC TV surveillance. In case, the 2nd Wednesday happens to
be a holiday, such test is to be conducted on the following working day
f. All the candidates shall be directed for medical examination in A-II and
below without indicating the name of the post, it shall be indicated in the
letter to the medical authorities that if the candidate is not found fit in A-II
should invariably indicate the medical classification in which the candidate
is fit. Based on the medical classification of the candidate a suitable post
identified in case of Group – D. In case of Group-C after the medical
examination the department / post may be intimated to the candidate. In
case it is found that the candidate is not fit for the post offered to him
initially necessary change may be made as per his medical classification
with the approval of competent authority (DRM/CWM/PCPO).
g. DRM/CWMs are delegated the powers to consider fresh cases and offer
appointment on CG in favour of married / divorced / widowed daughters
of employees died in harness / medically incapacitated and dependent
brothers / sisters of bachelor / spinster employees died in harness /
medically incapacitated (Authority SCR SC No. 78/2016)
h. It should be left to the discretion of the family concerned in case of death of
ex-employee to request for job to either spouse or any child (Son/daughter)
(unmarried / married/divorced/widowed) subject to the condition that the

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concerned child will be the bread winner of the family concerned. (RBE
70/2014)
CHECK LIST OF DOCUMENTS TO BE SUBMITTED BY CANDIDATES
SEEKING COMPASSIONATE GROUND APPOINTMENTS
1. Copy of Service Certificate ( issued to Railway servant on demitting service)
2. Copy of death certificate issued by Registrar of Births & Deaths or local
Municipal authorities (in the case of death of railway servant).
3. Copy of certificate in proof of age (See Note 1, 2 & 3) of the candidate.
4. Copies of certificate in support of educational qualifications
(Academic/Technical)
5. Copy of Conduct certificate issued by Head Master/Principal of
School/College last studied
6. Copy of Community Certificate ( if candidate belongs to SC or ST or OBC) (
See Note 4)
7. Family composition certificate in original ( in the case of request for
appointment to the son, daughter or widow ( See Note 5)
8. Original certificate in support of relationship of candidate for appointment
with the railway servant ( if the candidate for appointment is not a family
member viz., son, daughter or widow)
9. Copy of Adoption Deed (if the candidate for appointment is an adopted
child).
10. Declaration from the applicant that the railway servant concerned was not
dismissed or removed or compulsorily retired from service as a measure of
penalty.
11. Declarations from the applicant and candidate that no other person has been
appointed to Railway service on compassionate grounds earlier on account of
death or demitting service by the railway servant concerned.
NOTE:
1) All copies of certificates are to be attested by a Gazetted Officer or
Supervisory Official of Railway Department.
2) In support of age, candidate has to produce Matriculation or its equivalent
certificate. In case of others; Municipal Birth Certificate, or Baptismal
Certificate or Sworn Affidavit by illiterates.
3) If the candidate is already working as casual labour, or substitute, the date of
birth furnished now should not be different from the date of birth already
entered in Official records.
4) Community Certificate should be obtained from Revenue Officers not below
the rank of M.R.O.
5) Family composition certificate showing [i] relationship of each family member
with the railway servant and [ii] Date of birth of each family member, should
be signed by Supervisory Official of the Office/Unit where the railway
servant has last worked. In respect of 5 year old cases and where it is not
possible to obtain Family composition certificate signed by Supervisory
official due to non-availability of records, certificate signed by two railway
servants in Supervisory grades is to be produced.

Personnel Department -260-

Compassionate Ground Appointment

6) Relationship Certificate is to be signed by two railway servants and

countersigned by the supervisory officials of the stations/office in which the
two railway servants are working.

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Railway Service Pension Rules
Railway Service Pension Rules

RAILWAY SERVICES (PENSION) RULES, 1993

Pension scheme was introduced on Railways with effect from 1.4.1957 The said
Pension Scheme governs all Railway employees who entered service on & after
16.11.1957. [RBd's letter No. F(E) 50/RTI/6,dated 16.11.1957]

At the time of introduction of pension scheme on the Railways, pension option was
also allowed to all those non-pensionable railway servants who were in service on
1.4.1957 or had joined Railway service between 1.4.1957 to 16.11.1957 in preference to
the PF Scheme by which they were governed.

The last pension option order was issued on. 8.5.87 by the RBd to Contributory
Provident Fund (CPF) beneficiaries who were in service on 1.1.1986 & those who
continued to be in service on date of issue of the said order were, however,
automatically deemed to have come over to the Pension Scheme unless they
specifically opted to continue under the CPF Scheme. The last date of option was
30.9.1987. If any Railway employee who retired / died in between 1.1.1986 to
29.9.1987 they / family's of the deceased employee could also opt this Pension
Scheme after depositing all amount received by them at the time of retirement
/death.[RBd's letter no. PC IV/87/Imp/PN1 dated 8.5.1987]

PENSIONARY BENEFITS [ For pre 1.1.2004 recruiters]

Pensionary benefits comprise of the following element:-1. Pension & Retirement

gratuity 2.Family Pension & Death gratuity

Pension its nature:

A full bench of Supreme Court has declared in their historical judgement that
pension is to live from want in one’s fall of life, with decency, in dependence and
self-respect and at a standard equivalent at the pre-retirement level.

Pension is not only compensation for loyal service rendered in the past but it has a
broader significance in that it is a measure of socio-economic justice which inherits
economic security in the fall of life when physical and mental prowess is ebbing
corresponding to aging process and, therefore, one is required to fall back on
savings. One such saving in kind is when you give your best in the heyday of life to
your employer, in days of invalidity, economic security by way of periodical
payment is assured. The term ‘Pension’ has been judicially defined as stated
allowance or stipend made in consideration of past service or a surrender of rights or
emoluments to one retired from service.

Pension is not a bounty payable on the sweet will and pleasure of the Government.
Right to superannuation including its amount is a valuable right vesting in a
government servant.(DS Nakara Vs UOI 1983 1 SLJ)

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Railway Service Pension Rules

GENERAL CONDITIONS

Regulation of claim to pension or family pension [Rule 6 of RS(P)R]

Where a railway servant retires or is retired or is discharged or is allowed to resign

from service or die, as the case may be, claim to pension or the provisions of these
rules shall regulate family pension.

The date on which a railway servant retires or is retired or is discharged or is

allowed to resign from service or die, as the case may be, shall be treated as his last
working day but in case of vol. retirement the date of retirement shall be treated as a
non-working day.

Limitation of number of pensions [Rule 7]

A railway servant shall not earn two pensions in the same service or post at the same
time or by the same continuous service.

Pension subject to future good conduct [Rule 8]

The appointing authority may, by order in writing withhold or withdraw a pension

or a part thereof, whether permanently or for a specified period, if the pensioners is
convicted of a serious crime or is found guilty of grave misconduct. Provided that
where a part of pension is withheld or withdrawn, the amount of such pension shall
not be reduced below the amount of Rs. 3500/- on or after 01.01.2006.

Provisional Pension [Rule 10]

Provisional pension not exceeding the maximum pension which would have been
admissible on the basis of qualifying service, shall be paid to the Railway Servants
against whom departmental or judicial proceedings are pending at the time of
retirement., No gratuity shall be paid to the Railway servant, unless the conclusion
of the departmental or judicial proceedings & issue of final orders thereof.

Withdrawal / withholding / recovery of pension / gratuity in the case of minor

penalties proceeding are stand withdrawn. [RBE 106/09]

Commercial Employment after retirement [Rule 11]

Commercial Employment of Group "A" Officers after retirement & before expiry of
one year, requires prior sanction of Govt. Employment after retirement under Govt.
outside India by a Group "A" officers shall be obtained only after the prior
permission of Ministry of Railway.

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Qualifying Service [QS] [Rule 20 to 48]

QS of railway servant shall commence from the date he takes charge of the post to
which he is first appointed either substantively or in an officiating capacity without
break in service. The benefit of adding year of qualifying service for computation of
pension as well as on others related benefits shall stand withdrawn w.e.f. 01.01.2006
as such calculation of all settlement benefit will be calculated on actual qualifying
service. [RBE 38 & 222/09]

Overall QS for settlement purpose cannot exceed 33 years.

Calculation of QS

QS = Total Service (from date of appointment to date of retirement/death) (-) Non

Benefit of adding years of QS for the purpose of computation of pension shall stand
withdrawn with effect from 1.1.2006. [RBE 112/09]

Existing provision regarding weihtage of balance service or additional service under

the Pension Rules shall stand modified to this extent because as per .revised
provisions pension shall be paid @ 50% of emoluments last drawn or average
emoluments, whichever is more, on 10/20 years or more, as case may be, but max.
up to 33 years QS[RBE112/08]

Period not treated as QS [Rule 14]

Period of employment in any of the following capacities shall not be counted for
pensionary benefits

1. In a part time capacity

2. At casual market or daily rates,
3. In a non-pensionable post,
4. In a postpaid from contingencies,
5. Under a contract,
6. Work done on payment of fee / honorarium,
7. Removal or Dismissed from service
8. Resignation from service,
9. Un authorized absence from duty,
10. Period of service treated as "Dies Non"
11. Foreign Service for which Foreign Service contribution has not been paid
unless the President has specifically waived the payment.
12. Service before attaining the age of 18 year.[Rule 20 & RBE 100/2K]
13. Apprenticeship period of special class Rly. Apprentices[RBE 100/2K]
14. On contract basis.
15. Period of study leave later on treated as extraordinary leave [RBE 33/11]

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Service treated as qualifying service

1. Continuous service in the Indian railway/ former state railway/ former

company railway. [Rule 22]
2. A Military or war service [Rule 22]
3. Service constituting period of probation & period spend on training are
counted as qualifying service. (Rule 23&, 38, Rly Bd's No. F(E) III / 79 /
PN1/20 dt 17.04.84 31.10.86 & F(NG) I /90/ICI/1 dt 02.06.92)
Where the trainee fails to complete the training period in one attempt, he shall
be allowed the benefit of initial training period to qualify for pension, if he
succeeds in the repeat course subject to the condition that the period of
interruptions between the initial training Period & repeat course as well as the
entire period of repeat course will be treated as 'Dies non'.[RBE 41/2K]
4. QS under the Central Govt. or a State Govt. before transfer to Railway.(Rule
28)
5. Service rendered as substitute shall be counted for pensionary benefit from
the date of completion of 3 months in case of teachers, 4 months in other
cases, if continuous service as substitute, followed by absorption in a regular
group "C" & "D" posts without any break.(Rule 32)
6. 50% of length of service rendered from the date of temp. Status to date of
regularizing of casual labour. Rly B d's No. F(E) III/79/PN1/10 dt 25.08.83,
F(E) III/86/PN1/2 dt 09.01.87, F(E) III / 79 / PN1/20 dt 17.04.84 & 31.10.86 &
F(E) III / 88/PN1/15 dt 25.01.1995)
7. EOL granted on medical grounds shall count as QS. The EOL, granted other
than on medical certificate, the appointing authority may allow the period of
that leave to count as QS, if such leave is granted to a Railway Servant on
following reasons:-
i. For possessing higher scientific or technical studies,
ii. Due to his inability to join or rejoin duty on account of civil
commotion. Provided that this concession shall not be admissible to a
Railway servant unless his actual QS at the time he/she quits railway
service is not less than 10 year.(Rule 36)
8. QS of 9 years 9 months & above at the time of retirement shall be treated as 10
years of service for the purpose of pension & DCRG [RB E 41/2K]

Verification of correctness of emoluments of Railway servants

Personnel and Accounts Department of Zonal Railways are required to undertake

verification of correctness of emoluments of Railway Servants at regular intervals
and one such review should be done in the beginning of the 3rd year preceding the
date of retirement in order that ir-regularized, in the pay and allowance, if any are
rectified and recoveries effects from the salary of the Railway servant well before the
retirement. [RBE 27/09]

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EMOLUMENT [Rule 49] [RBE 112/08]

'Emoluments' for the purpose of calculating various retirement & death benefits
means the basic pay as defined in rule 1303(1) of est. code, which a railway servant
was receiving immediately before his retirement or on date of death,

A. If a railway servant immediately before his retirement or death while in

service, was on earned leave & earned an increment which was not withheld,
such increment though not actually drawn, shall be part of his emoluments,
provided that the increment was earnedduring the currency of the earned
leave not exceeding 120 days. Stagnation increment shallbe treated as
emoluments for calculation of retirement/death benefits.
B. 'Pay Element' of running staff, loco inspector, doctors shall also include 55%,
30%, 25%respectively of the basic pay for reckoning emoluments as directed
by railway board from time to time.

Now in terms of RBE 112/08 the term "Emoluments" for the purpose of calculating
various pensionary benefits other than various kind of Gratuity shall have the same
meaning as mentioned in above Pension Rules.

Basic pay in the revised pay structure means the pay drawn in the prescribed pay
band plus the applicable grade pay but does not include any other type of pay like
Spl. Pay etc.

In case of all kinds of Gratuity, DA admissible on the date of retirement/ death shall
continue to be treated as emoluments along with the emoluments as defined in
above Paragraph.

Non-Practice Allowance (NPA) plus BP cannot exceed Rs.85000/- for the purpose of
calculating various pensionary benefits. [RBE122/08]

Basic pay drawn by an employee on adhoc promotion in the construction

organizations shall be reckoned as pay in terms of clause (i) of Rule 1303 - IREC II,
for the purpose of reckoning of emoluments in terms Rule 49 of RS(Pension)
Rules[RBE 124/10 & 85/11]

AVERAGE EMOLUMENT [Rule 50]

Average Emoluments shall be determined with reference to the emoluments drawn

by a railway servants during the last 10 months of his service 'Pay Element' of
running staff, loco inspector, doctors shall also include 55% (w.e.f. 05.12.88), 30%
(w.e.f. 01.01.93 -RBE 198/92), 25% respectively of the BP for reckoning average
emoluments.

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Railway Service Pension Rules

If during the last 10 months of his service, railway servant had been under
suspension, the aforesaid period of suspension shall be disregarded in the
calculation of average emoluments & equal period before the 10 months shall be
included.
NOTE: -

1. Charge allowance has been reckoned as a pay for the purpose of pension,
gratuity &leave encashment w.e.f.1.1.1986.[RBE 64/97]
2. W.E.F. 1.1.1996 Average emoluments are to be compared with minimum pay of
the post or scale of the employee, which he is holding at the time of retirement.
If minimum pay of the post or scale so arrived is more than Average
emoluments, than amount so arrived is taken for calculation of pension.
3. Additional allowance granted to Loco Pilot [Mail, Passenger], & Mail Guard
w.e.f. 1.1.2006 is not to be taken into account for the purpose of computation of
their retirement benefits. (Although, Dearness Allowance will be admissible
on thisAddl. Allowance) [RBE 43/09]

Classes of Pension Pensions are of following types;-

1. Superannuation Pension
2. Retiring Pension
3. Invalid Pension
4. Compensation pension
5. Compulsory Retirement Pension
6. Compassionate Allowance

Amount of pension [RBE 222/09]

Government Servant become entitled to pension on completion of 20 years/10years
of QS .He/She shall be paid pension at 50% of the emoluments or average
emoluments received during the last 10 months before the date of retirement
whichever is beneficial to him w.e.f.. 1.1.2006

Pension Formula [ For pre 1.1.2006 retiree]

Pension =
 50 % of Average emolument at the time of retirement X years of QS /33years
Compared with
 50 % of Minimum. Pay of pay scale at the time of retirement X years of
QS/33years
Pension Formula [For those who retired on or after 1.1.2006]
Pension =

 50 % of Average emolument OR 50 % of Last Basic Pay (pay in band plus GP

at the time of retirement X years of QS / minimum 10 years or more QS
service but max up to 33 years except retiring pension cases where minimum
20 years of QS is necessary.

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 50 % of Minimum pay of pay band plus GP at the time of retirement X years

of QS/ minimum 10 years or more QS service but max up to 33 years QS
except retiring pension cases where minimum 20 years of QS is necessary.

[Above condition is not applicable in the cases of compulsory retirement pension

and compassionate allowance ] [RBE 120/11]

Superannuation Pension [Rule 51]

This Pension shall be granted to a Rly Servant who retired on attainting the age of
compulsory retirement. From 1.11.73 Rly Servant in group 'B"C"D' service & from
1.4.74 group'A'Rly servants, shall retire from service with effect from the afternoon
of the last day of the month in which his /her date of birth falls other than the first
day of the month. If date of birth is first day of the month than Rly Servant retires on
the last day of the preceding month when he /she attains the age of compulsory
retirement.

For entitlement of superannuation pension minimum 10 years (9 years 9 months) or

more qualifying service is required, otherwise Rly Servant is entitled for Service
Gratuity which will be pay for V2 months emoluments for every 6 months
qualifying service in lieu of pension

Retiring Pension [Rule 52]

This pension is granted in the following cases;-

A. When a railway servant voluntarily retired from Rly service at his own
request after completion of the minimum 20 years of QS,
B. When a Rly servant retired/ discharged from Rly service in public interest on
completion of55years of age or 30 years of service.

After completion of 20 years QS, a railway servant can give a notice in writing
for 3 months for voluntary retirement; they can also give an application for
curtailment of notice period.
Appointing authority can accept or regret the request for voluntary retirement
in a reasonable &rational manner & refuse only if there are valid reasons for
doing so which should also be recorded & conveyed to the concerned
employee within the stipulated time. If the appointing authority does not
refuse to grant the permission for voluntary retirement before expiry of the
notice period than the voluntary retirement shall become effective from the
date of expiry of the notice period. Railway servant can withdraw his
voluntary retirement application during notice period.[RBd's letter no. E
(P&A) I-2007/RT-1, Dt 26.5.2008]

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Railway Service Pension Rules

Invalid Pension[Rule 55]

Granted to a Rly Servant who retires from service on medical ground either by unfit
for all medical categories or due to de-categorisation (i.e. declared unfit for the post/
medical category which was held by him prior to medical examination). For invalid
pension minimum 10 years or more qualifying service is required

Compensation pension[Rule 63]

If a Rly Servant is selected for discharge owing to abolition of his permanent post, he
shall, unless he is appointed to another post, will get compensation pension. Notice
of at least 3 months shall be necessary before his services are discharged due to the
abolition of his permanent post

Compulsory Retirement Pension [Rule 64]

A Rly Servant compulsory retired from service as a penalty may be granted by the
authority competent to impose such penalty, pension & gratuity or both at a rate not
less than 2/3rd & not more than full compensation pension or gratuity or both
admissible to him on the date of his compulsory retirement. For compulsory
retirement pension minimum 10 years or more QS is required.

Provision regarding revised pension of pre 2006 pensioners shall, in no case, be

lower than fifty percent of the minimum of the pay in the pay band plus grade pay
corresponding to the pre- revised scale from which the pensioner had retired, will
not be applicable in the case of revision pension/family pension in respect of the
pensioners who were in receipt of compulsory retirement pension under this rule
[RBE 120/11]

Compassionate Allowance[Rule 65]

A Rly Servant who is dismissed or removed from service shall forfeit his pension &
gratuity. Provided that the authority competent to dismiss or remove him from
service may, if the case is deserving of special consideration, sanction a
compassionate allowance (CA) not exceeding 2/3rd of pension or gratuity or both
which would have been admissible to him if he had retired on compensation
pension. A Compassionate Allowance so sanctioned shall not be less than Rs. 9000/-
w.e.f. 1.1.16.

Provision regarding revised pension of pre 2006 pensioners shall, in no case, be

lower than fifty percent of the minimum of the pay in the pay band plus grade pay
corresponding to the pre- revised scale from which the pensioner had retired, will
not be applicable in the case of revision pension/family pension in respect of the
pensioners who were in receipt of Compassionate allowance under this rule[RBE
120/11]

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Old cases in which the disciplinary authority had not passed any specific orders for
or against grant of CA, if any case appears to be deserving for consideration being
given, may be reviewed by the disciplinary authority concerned on receipt of
representations of dismissed /removed employees or the family members of the
deceased employees in following conditions:- [RBE 164/08]

D&A proceedings & service records are available so that fair decision duly
considering the gravity of the offence & other aspects involved therein & to confirm
that the question of sanction or otherwise of CA was not considered by the
competent authority at any stage. Service records are essential to adjudge the kind of
service rendered by the dismissed/removed employee the net qualifying service for
work out the quantum of CA, if sanctioned.

Not only should the grounds on which the railway servant as removed/dismissed,
but also the kind of service rendered be taken into account.

Award of compassionate allowance should not be considered if the Rly Servant had
been dishonest which was a ground for his removal/dismissal.

Though poverty is not an essential condition precedent to the award of CA, due
consideration can be made of the individual's spouse & children dependent upon
him.

On review of such cases, if the competent authority sanctions CA to a

dismissed/removed Railway servant, the same shall be effective from the date of
removal/dismissal.

In case the competent authority decides to sanction family pension to the spouse or
eligible family member of the deceased Railway servant, CA shall be sanctioned
notionally from the date of dismissal /removal to make the family eligible for family
pension & in such cases family pension shall be payable for the period commencing
from the date following the date of death of the removed/dismissed Railway
servant.

Note: Compassionate allowance being one of the classes of pensions and a minimum
qualifying service of ten years is necessary. [RBE 79/05]

The quantum of pension available to the old pensioners w.e.f. 01.01.2006 shall be
increased as follows:-

Age of Pensioner Additional Quantum of Pension

From 80 yrs to less than 85yrs 20% of basic pension
From 85 yrs to less than 90yrs 30% of basic pension
From 90 yrs to less than 95yrs 40% of basic pension
From 95 yrs to less than 100yrs 50% of basic pension
100 yrs or more 100% of basic pension

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Railway Service Pension Rules

For example, in case where a pensioner is more than 80 yrs of age & his pension is Rs
10000/-pm, the pension will be shown as (1) Basic Pension = Rs 10000/-, & (2)
Additional Pension = Rs2000/-pm.

The amount of Additional Pension will be shown distinctly in the pension payment
order.

The additional quantum of Pension/, on attaining the age of 80 yrs & above, would
be admissible from the 1st day of the month in which his date of birth falls. Dearness
Relief will also be admissible on the additional quantum of pension.[RBE 146/08]

ILLUSTRATION If a pensioner/family pensioner's date of birth is 26.10.1930 then

he/she will be entitled to additional quantum of pension/ family pension on
complete of 80 years of age w.e.f. 1.10.2010[RBE 146/09]

Retirement Gratuity & Death Gratuity [Rule 69/1 & 70]

Rly Servant who has completed 5 years qualifying service & has become eligible for
service gratuity or pension on his retirement, be granted retirement gratuity equal to
% of his emoluments for each completed 6 monthly period of qualifying service
subject to a maximum of 16 V2 times of emoluments., Retirement/Death Gratuity
payable shall not exceed Rupees 10 Lakhs w.e.f. 01.01.2006.

Those Rly Servant who have not completed 9 years & 9 months qualifying service at
the time of retirement, the amount of service gratuity shall be calculated at the rate
of V2 month emoluments for every completed six monthly period of service.
Amount of DCRG as finally calculated shall be rounded off to the next higher rupee.

FORMULA FOR RETIREMENT GRATUITY Retirement Gratuity = Emoluments X

QS/2

Delay in payment of RETIREMENT GRATUITY

If payment of gratuity has been delayed due to administrative lapses for no fault of
the retiring employees in cases of retirement other than superannuating the payment
of interest may be regulated in the following manners:- [RBE 76/91, 72/12 & 65/13]

A. In case of Rly Servants against whom disciplinary/judicial proceeding are

pending on the date of retirement in which gratuity is withheld till the
conclusion of proceedings:-
1. In such cases if the Railway servant is exonerated of all charges & where the
gratuity is paid on the conclusion of such proceedings, the payment of
gratuity will be deemed to have fallen due on the date following the date of
retirement .If the payment of gratuity has been authorized after 3 months
from the date of his retirement interest may be allowed beyond the period of
3 months from the date of retirement..

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2. In cases where the. disciplinary/judicial proceedings are dropped on the

account of the death of the Railway servant during the pendency of
disciplinary/judicial proceedings the payment of gratuity will be deemed to
have fallen due on the date following the date of death and if the payment
of gratuity has been delayed interest may be allowed for the period of
beyond three months from the date of death.
3. In cases where the railway servant is not fully exonerated on the conclusion
of disciplinary /judicial proceedings and where the competent authority
decides to allow payment of gratuity, in such cases, the payment of gratuity
will be deemed to have fallen due on the date of issue of order by the
competent authority for payment of gratuity, if the payment of gratuity is
delayed in such cases interest will be payable for the period of delay beyond
three months from the date of issue of the orders by the competent
authority.
B. In case the Rly servants convicted by Criminal Courts Mere filing of an appeal
and/or stay of the execution of the sentence do not take the effect of
conviction, unless the appeal is allowed and the conviction is set aside by the
appellate Court. The disciplinary authority may proceed with the institution
/Completion of disciplinary proceedings, including imposition of the penalty,
on the basis of conviction imposed on the Railway servant by a Criminal
Court. These instructions should be kept in view for settlement payment in
such cases.[RBE 65/13]

C. On retirement other than on superannuation & death of the Railway Servant

while in service. In such cases of retirement other than the superannuation &
death while in service, it should not take on long time to prepare pension
papers of retiring employees/died employee. Where the payment of gratuity
in such cases is delayed beyond 6 months from the date of retirement/date of
death, interest should be paid for the period of delay beyond the 6 months
from the date of retirement/date of death. If in any case the payment of death
gratuity is held up on account of more than one claimant staking his/her
claim to the same, such cases will not automatically qualify for payment of
interest in terms of these orders. These will be examined separately in
consultation on the merits of each. Wherever interest becomes payable, the
same shall be allowed up to the end of the months proceeding the month in
which gratuity is paid. The interest should be paid without waiting for the
outcome of the disciplinary proceeding against the defaulting staff.[RBE
76/91]

Payment of minor's share of death / Retirement Gratuity up to Rs. 10000/- can be

made to his / her guardian without production of guardian certificate.[RBE 262/89]

Railway Servant (Commutation of Pension) Rule 1993, Chapter IV (and Amendment

Rules 2013)[ Rule 19 & RBE 151/12]

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Applicable to railway servant who are entitled to any class of pension. Payment of
commutation of pension shall be on the written request of retiring rly servants, if a
pensioner does not fill up form for commutation of pension on that occasion,
payment of commutation of pension will not be paid.

Railway servant shall be entitled to commute for lump sum payment a fraction not
exceeding 40 % of pension. If fraction of pension to be commuted results in fraction
of rupee, such fraction of rupee shall be ignored for the purpose of commutation.

Commutation is calculated in accordance with the table of values. Employee

receiving any type of pension, except invalid pension, compulsory retirement
pension, compassionate allowance, desires to commute fraction of his pension
without medical examination, than he / she should apply within one year from the
date of retirement. In case of departmental or judicial proceedings the period of one
year shall be reckoned from the date of issue of the orders consequent on the
finalization of such proceeding.

In following cases payment of commutation of pension is made after medical

examination, if rly servant :-

1. Retires on invalid pension,

2. Is compulsory retired from service as a penalty and is granted pension,
3. Is in receipt of compassionate allowance,
4. Has retired from service but his application for commutation to head of office
has not received within one year of his retirement.

Only commuted portion of pension shall be reduced from pensioner's pension from
the next month of payment. Commuted portion of pension shall be restored after 15
years from the date of payment of commutation amount

Formula for calculation of commutation.

Fraction of pension X 12 X commuted value as per age factor = commutation amount

There is no minimum & maximum limit for commutation amount like gratuity.

Commutation of a fraction of pension on finalization of departmental / Judicial

proceeding:[RBE 314/99]

i. If on finalization of departmental / Judicial proceeding, the retired railway

servant is exonerated, commutation of pension shall be deemed to have
become absolute on thed ate of following the date of retirement provided the
Railway servant had applied for commutation before the date of his
retirement and the commutation value shall be calculated taking into account
the commutation factor applicable on the date on which the commutation is
deemed to have become absolute. Where the application for commutation is
received after the date of retirement but not later than a period of one year

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from the date of final orders of exoneration, the commutation shall be deemed
to have become absolute on the date of receipt of application and the
commutation value shall be determined taking into account the commutation
factor applicable on the date on which the commutation become absolute. In
all such cases the retired Railway servant shall not be required to undergo
medical examination.

In the case of a retired Railway servant, who, on finalisation of departmental

/ Judicial proceedings, is not exonerated but imposed with a penalty of with
holding a part of pension or is conveyed the displeasure of the Government,
commutation of pension shall be deemed to have become absolute on the date
of final orders provided the application for commutation was received on or
before the said date of final orders and the commutation value shall be
determined taking into account, the commutation factor applicable on the
date on which the commutation is became absolute. If the application for
commutation is received after the date of final order but not later than a
period of one year from the date of orders, the commutation shall become
absolute on the date on which the application is received and the
commutation value shall be determined taking into account the commutation
factor applicable on the date on which the commutation became absolute.
ii. In respect of retired Railway Servants whether exonerated or not, if the
application for commutation is received on expiry of a period of one year
from the date of final orders, the commutation shall become absolute on the
date on which the medical authority signs, the medical examination report
and the commutation value shall be determined taking into account the
commutation factor applicable on the date on which the commutation became
absolute.

FAMILY PENSION SCHEME 1964 [RULE 75]

The provisions of the rule shall apply to:-

1. Railway servant entering services in a pensionable establishment on or after
1.1.1964.
2. Railway servant who was in service which was pensionable & retired/
expired prior to 1.1.64 & also applicable to those pensioners who did not opt
family pension earlier

Date from which family pension is due.

1. Next day from the date of death of a person who was declared medically fit
by the Rly. Medical Authority for appointment in railway.
2. Next day from the date of death of regular Railway servant
3. Next day from the date of death of a pensioner

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Eligible for family pension

For the purpose of grant of Family Pension, The family shall be categorized as
under:-

CATEGORY-I

1. Widow or widower, up to the date of death or re-marriage, whichever is

earlier,
2. Son/ daughter (including widowed daughter), up to the date of his/ her
marriage or re-marriage or till the date he/she starts earning or till the age of
25 years, whichever is the earliest.
2(A) - It has been decided to allow continuance of family pension to
mentally/physically disabled children who draw, are drawing or may draw
family pension even after their marriage.[RBE 12/13]

CATEGORY-II

3. Unmarried /widowed/divorced daughter,( not covered by category-I above),

up to the Date of his/ her marriage or re-marriage or till the date he/she
starts earning or till death, whichever is earliest.

Unmarried daughter beyond 25 years of age shall also be eligible for FP w.e.f.
06.09.07 (RBE 116/07) at par with the widowed daughter /divorced
daughters who were eligible for FP beyond the age of 25 yrs. W.e.f. 25.08.04
(Further clarified vide RBE 99/13, that family pension to widowed/divorced
daughter is payable on the date of turn to receive of Family Pension, subject
to fulfill other conditions) subject to other conditions being fulfilled. Grant of
FP to unmarried/ widowed/ divorced daughters shall be payable in order of
their date of birth & younger of them will not be eligible for FP unless the next
above her has become ineligible for grant of FP. FP to unmarried/ widowed/
divorced daughters above the age of 25 years shall be paid only after the other
eligible children below the age of 25 years have ceased to be eligible to receive
family pension & that there is no disabled child to receive the family
pension.[RBE 152/06,116/07 & 99/13]

In case, an elder daughter becoming widow or divorced while her younger

widowed / divorced sister is already in receipt of Family Pension, in such a
situation the younger widowed/divorced daughter may continue to draw the
Family Pension for life. The elder widowed/divorced daughter would get
family Pension only after the younger daughter who is in receipt of family
pension, become ineligible by way of death/income criteria etc. as provided
in the Rules. [RBE 98/08]

Widow/divorced daughter of any age at the time of becoming

widow/divorce shall be eligible for family pension even after her child are

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gain fully employed and also after the cessation of pension/family pension to
retired employees/widow dependents when all the members of the family
case to draw family pension and there is a gap of one or more year subject to
monthly income criteria as laid down by Rly. Bd's from time to time. Such
daughter shall not be required to come back to her parents home.[RBE 44/05
& 98/08]

4. Parents who were wholly dependent on the Railway servant when he/she
was alive provided the deceased employee either unmarried or had left
behind neither a widow nor a child and their monthly income from any
source is not exceeding Rs. 3500/- + existing DA per month, are entitled for
FP at the rate of 30 % of basic pay w.e.f. 1.1.1998. They have to submit a yearly
income certificate to pension sanctioning authority. If mother & father both
are alive then FP first will be to mother of deceased Rly. Servant. FP to parent
can be sanctioned only in case where deceased rly servant has not left any
widow /widower /eligible son & daughter.[RBE195/99 & 128/11]

Family pension to unmarried /divorced/widowed daughters in Category-II &

dependent parents shall be payable only after the other eligible family members in
category-I have ceased to be eligible to receive family pension & there is no disabled
child to receive the family pension. Grant of family pension to children in respective
categories shall be payable in order of their date of birth & younger of them will not
be eligible for family pension unless the next above him/ her has become ineligible
for grant of family pension in that category.

In this connection it is clarified by DOPT that in case the deceased govt. servant is
not survived by a widow/widower or a child, the dependent parents become
directly eligible to receive F.P. In case where a deceased govt. servant is survived by
a widow/widower or a child, and the position changes subsequently because of
death or re-marriage of the spouse and /or death or ineligibility of child /children,
including a disabled child, the dependent parents become eligible for Family
Pension. In case of re-marriage of child less widow, parents of deceased employee
become entitled to the F.P. only after a childless widow dies or when her
independent income from all sources becomes equal to or higher than that
prescribed the dependent criterion under the Rules.[RBE 128/11]

Dependent disabled siblings (i.e. brothers/sisters) of Rly servant / pensioners are

Where a rly servant who is governed by the W.C. Act 1923, dies after retirement /
Removal / Dismissal from service and entitled for any kind of pension after having
rendered not less than seven years continuous service, the rate of family pension
payable to the family shall be equal to 50 % of the pay last drawn or one & half times
the FP admissible, whichever is less. That in no case the amount of FP determined
under above clause shall exceed the pension sanctioned on retirement from rly.
Service

The enhance family pension under Rule shall be payable to the family of a Railway
servant who dies while in service from the next of day of the date of death of the
Railway servant for a period of 10 years, without any upper age limit. There will be
no change in the period of enhanced family pension to the family in case of death of
a pensioner.

These orders will, however, not apply in a case where the period of seven years for
payment of enhanced family pension has already been completed as on 1.1.2006 &
the family was in receipt of normal family pension on that date. [RBE 149/08]
Eligible widow/divorced/unmarried daughter beyond 25 yrs. Of age will continue
to be eligible for family pension at enhanced rates. [RBE 150/11]

FOR OLD FAMILY PENSIONERS

The quantum of family pension available to the old pensioners/ family pensioners
shall be increased as follows:-
Age of Family Pensioners Additional Quantum of F. Pension
From 80 yrs to less than 85yrs 20% of family pension
From 85 yrs to less than 90yrs 30% of family pension
From 90 yrs to less than 95yrs 40% of family pension
From 95 yrs to less than 100yrs 50% of family pension
100 yrs or more 100% of family pension

The amount of Family Pension will be shown distinctly in the pension payment
order.

The additional quantum of Family Pension on attaining the age of 80 yrs & above,
would be admissible from the 1st day of the month in which his date of birth falls.

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Dearness Relief will also be admissible on the additional quantum of pension.[RBE

146/08]

Where exact date of birth of pensioner/ family pensioners are not available in office
record but an indication regarding the age of pensioner/ family pensioners is
available, the add. Pension/ family pension shall be paid from the 1st Jan. of year
following the year in which the pensioner/ family pensioners has completed the age
of 80 years, 85 years etc. In case exact date of birth or age is not available either in
PPO or in the office records an intimation to the pensioner/ family pensioners about
the non-availability of the information regarding DOB/AGE & request him to
submit four copies of any of the following documents, duly attested by a Gazetted
Officer/ MLA to the Pension Disbursing Authority;

1.Pan Card 2.Pass Port 3.CGHS Card 4.Matriculation Certificate or Driving License
(containing the information regarding Date Of Birth.) [RBE 190/08]

Voters 'ID Card, unique identification authority of India (UIDAI) can also be
accepted as proof of date of birth/age subject to the conditions that
pensioners/family pensioners certifies that he/she is not a matriculate & he /she
does not have any of the documents mentioned earlier [RBE146/09 & 124/11]

Post retirement Pass I/card; widow Pass I/card & Rly. Medical I/card may also be
accepted as evidence of date of birth/age for payment of additional pension/family
pension. [RBE 169/10]

SOME FREQUENTLY ASKED QUESTIONS:

Some hypothetical questions and course of actions suggested. The course of action is
in the form of opinion and suggested course of action.

1. What happens if Form – 6 details of family are not filled up by the employees?

Every employee at the time of joining service should fill up Form No. 6 and it is
the duty of head of office to obtain the details and also periodically update it.
However, unfortunately if the employee dies without furnishing any details of
the family in Form No. 6, then the head of the office should verify other records
like pass declaration, identity card, CGHS medical card, or nominations made for
DCRG, PF, CGEGIS, etc to ascertain the name of the widow. If any of the
declarations in the above documents contains the name of the widow, the head
office should write to the widow to make a claim. In case there is no office
document containing the name of the widow, then only the Welfare/Personnel
inspector should be sent to investigate and ascertain the details of the family.

It should be ensured that the person to whom the pension is payable is

ascertained by head of office and under no circumstances the WI/PI’s report will
be depended upon without the head of office first deciding the case.

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Similarly, once the name of the wife appears in any of the documents signed by
the employee, head of office should take a decision regarding her eligibility for
payment of pension. She should not be asked to produce any other documents in
support of being wife/widow of the deceased Railway servant. The family
pension rules do not envisage any such documentary proof on the part of the
widow. Under Rule 92 of the Railway Services (Pension) Rules it is for the head
of office to ascertain the person to whom pension is payable and address the
eligible person to make a claim.

2. The name of a wife is given either in Form 6 or other documents like pass
declaration, CGEGIS certificate etc but some other lady makes a counter claim.
What should be done?

Normally once an employee signs a declaration giving the name of a particular

lady as his wife that should be accepted at its face value and no further
documentary evidence should be asked for from the wife or widow so mentioned
in the documents. However, if there is a counter claim from any other lady
claiming to be the widow of the deceased Railway servant, she(the second
claimant) should be informed of the decision of the administration to pay family
pension to wife indicated in the official documents. However, the counter
claimant should be given a time of 15 – 20 days to produce any legally acceptable
proof of her marriage with the deceased Railway servant. She should be
informed that in case she is not able to produce such proof within the stipulated
time, the administration would make disbursement as per Railway Services
(Pension) Rules, which is a subordinate legislation made by the President of India
under Article 309 of the Constitution.

It should be ensured that neither the widow indicated by the deceased Railway
servant in the official documents nor the counter claimants are asked to produce
succession certificate from any court of law. Family pension is paid by the status
of the widow and not by a succession certificate. It is for the head of the office to
decide the person to whom family pension is payable. There is no rule which
provides that the original wife or widow mentioned in the official documents
should produce documents of her marriage. There is no rule providing for
payment of family pension on the basis of succession certificate or on the orders
of court of law.

3. The persons mentioned in the nomination are dead/not traceable or not willing
to fill up the claim, what should be done?

If the nomination is a valid nomination, then the administration is bound to pay

the amounts like CGEGIS, PF and Gratuity only to the nominee. In case the
nominee is dead and no alternative name is indicated in the nomination, then the
nomination becomes invalid and the amounts should be paid to family members
in equal shares as laid down in the respective rules. In case the nominated
person is not traceable, then a Welfare Inspector should be deputed to make

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inquiries to ascertain the whereabouts of the nominee. If the nominee is not

traceable even thereafter, the amount has to be kept pending and cannot be paid
to any other claimant. Even if some other family members come forward to claim
the amount, the administration has to intimate him that there is a valid
nomination and the amounts can be paid only to the nominee. Under no
circumstances any other person should be asked to produce succession certificate
as payment of PF/Gratuity/CGEGIS can be made only to the nominee. Once a
valid nomination is available the payment cannot be made to other family
members also. The same procedure also applies to cases where the nominated
person refuses to make a claim. Only when there is no valid nomination and no
other family member is available, then the amount of PF/CGEGIS/Gratuity can
be paid to the person who produces the succession certificate as laid down in the
rules.

4. When two ladies file court cases for succession. What should the
administration do?

As mentioned above, family pension cannot be paid on the basis of any

succession certificate. It goes by the status of a widow. The person who is the
widow and thus the rightful claimant has to be decided by the head of office
under Railway Servants (Pension) Rules and cannot be left to the decision of the
Courts. Similarly, payment of gratuity, PF, insurance cannot be made on a
succession certificate unless there is no valid nomination and no family members
are available for making the claims. Therefore, when eligible person is available
to receive the family pension/gratuity/PF/Insurance and there is rival claim
filed in the court of law, the administration should intervene in the case and file
an affidavit clearly stating the rules position and the decision of the
administration that the amount would be payable to a particular person and that
courts cannot interfere. Where cases are fought in the court without impleading
the Railway administration and the orders passed, the Railway administration
should immediately go for in for appeal.

5. Even if there is a valid nomination, Accounts insists on succession certificate

or no objection certificate from the other family members. What should be
done?

The Railway Services (Pension) Rules are made by the President of India under
Article 309 of the Constitution and all Railway officers/employees are bound to
follow the rules. The Railway Services (Pension) Rules have very clear provisions
as to how to make family pension, gratuity, PF and insurance amounts. Only
such rules have to be followed by everyone including the Accounts department.
None of the rules provides for making payments on production of succession
certificate except in certain extreme situations. Therefore, if the Accounts Officer
insists for production of succession certificate where it is not required, he should
be asked to give his opinion in writing and he should also indicate under what
rules or Board’s instructions the succession certificates are to be produced. In fact

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the entire emphasis of rules and instructions is that payment should be made as
per the procedure laid down in the rules and succession certificates should not be
insisted upon. Similarly, the purpose of making a nomination is to ensure that the
amounts due to the deceased railway servant are disbursed to a legitimate and
rightful candidate whose name appears in a valid nomination made by the
Railway servant. The administration, whether it is Personnel department or
Accounts department, has no authority to overlook a valid nomination and make
payments in some other manner. Therefore, where there is a valid nomination,
the amount should be paid to the nominee and where there is no valid nomination
to members of family in equal shares as laid down under the rules. There is no
rule under which a succession certificate is required to be produced.

6. How to trace the relatives mentioned in various definitions of families?

This is possible only through verification of records and when records do not
through any light, then a detailed and exhaustive report should be called for
from Welfare Inspector after contacting neighbors, colleagues and supervisors of
the deceased employee. If none of the family members could be located then the
amount lapses to the administration unless any other person brings a succession
certificate.

7. How to identify the genuineness of the claims of widow/divorced daughters

claiming family pension after long gap?

There are no clear cut guidelines on the subject. If the sanctioning authority is
satisfied about the documentary evidence produced he can sanction the family
pension. Otherwise he can ask some additional proof. The genuineness can also
be got verified by deputing a WI. It should however be ensured that the sanction
is not delayed on account of such verification.

In the PPO format there is a column for indicating the names of all members of
the family eligible to receive the family pension. Therefore, at the time of filling
the forms (by the retiring employee at the time of retirement or the widow after
the death of serving employee) names of all family members, both in Category I
and category II should be got filled up and then reflected in the PPO. However,
the family pension cannot be denied merely on the ground that the names of the
daughters are not reflected in the PPOs.

8. Delay in passing gratuity on account of non-assessment of Government dues.

Only ten percent of DCRG or Rs. One thousand should be withheld towards
arrears of rent etc. If nothing is heard from the rent controlling authority within
one month it will be presumed that there are no dues towards rent, electricity
charges and the withheld DCRG should be released.

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Other government dues should be assessed and finalized within one month.
Otherwise the administration is bound to pay interest on the DCRG.

9. On S&WI report.

Reports of the S&WI should be to supplement the decision of the sanctioning

authority. In other words the sanctioning authority should first identify the
eligible claimant and write to them to make claims. On receipt of the claims the
amounts due should be sanctioned. It is a wrong practice to depute a S&WI first,
get a report and then decide about the claimants. This not only delays the
payments but will also prejudice the decision of the sanctioning authority/Head
of Office.

10. What happens when a court issues succession certificate for the payment of
family pension?

The succession certificate should be ignored and should not be acted upon as
family pension cannot be paid on succession certificate. Such certificates are not
binding on the Head of Office. However, is there is an order from any court to
release the amount of family pension based on succession certificate, and if the
claimant is a person other than the one identified by the Head of Office under the
Rules, such an order should be challenged in appeal.

Some Important Court Judgement

CASE OF VIOLET ISAAC

PETITIONER:
SMT. VIOLET ISSAC AND ORS.

Vs.

RESPONDENT:
UNION OF INDIA AND ORS.

DATE OF JUDGMENT08/02/1991

BENCH:
SINGH, K.N. (J)
BENCH:
SINGH, K.N. (J)
SAWANT, P.B.

CITATION:
1991 SCR (1) 282 1991 SCC (1) 725
JT 1991 (1) 337 1991 SCALE (1)159

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ACT:
Civil Services-Pension Rules, 1964-Rule 801-Scope of-Family Pension-
Entitlement of-Persons designated under the Rules entitled -Not employee's
nominee-Whether could be bequeathed.

HEADNOTE:

On the death of a Railway employee, dispute arose among his wife, sons,
daughters and brother for the family pension, gratuity and other emoluments. The
brother of the deceased employee filed a civil suit in-the court of Sub-judge for a
permanent injunction restraining the appellants.---the wife, sons and daughter-
from claiming or receiving any monetary benefits from the Railway
Administration, contending that by a will dated 9.9.1984 of the deceased employee,
he was entitled to receive the benefits to the deceased employee's widow. The
Railway Authority did not pay any amount, as an injunction had been issued by the
Civil Court. The appellants there-upon made an application before the Central
Administrative Tribunal for a direction for the release of the amounts on the
grounds that the will was a forged one, and the beneficiary was not entitled to
receive pensionary benefits. The Tribunal held that since the dispute related to rival
claims based on title arising from relationship, it had no jurisdiction to decide the
same. It also directed transfer of the case to the Civil Court for trial.

In the appeal to this court on the question was: whether family pension payable
under the service rules could be bequeathed by means of a will.

Allowing the appeal, this Court, HELD:

1. Family Pension Rules, 1964 provided for the sanction of family pension to the
survivors of a Railway Employee. Rule 801 provides that family pension
shall be granted to the widow /widower and where there is no
widow/widower, to the minor children of a Railway servant, who may have
died while in service. Under the Rules, son of the deceased is entitled to
family pension until he attains the age of25 years, an unmarried daughter
is also entitled to family pension till she attains the age of 25 years or
gets married, whichever is earlier. The Rules do not provide for payment
of Family Pension to brother or any other family member or relation of
the deceased Railway employee. The Family Pension Scheme under the
Rules is designed to provide relief to the widow and children by way of
compensation for the untimely death of the deceased employee. The
rules do not provide for any nomination with regard to family pension,
instead the Rules designate the persons who are entitled to receive the
family Pension. Thus, no other person except those designated under the
Rules are entitled to receive family pension.

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2. The Family Pension Scheme confers monetary benefit on the wife and
children of the deceased Railway employee, but the employee has no
title to it. The employee has no control over the family pension as he is not
required to make any contribution to it. The family pension Scheme is in the
nature of welfare scheme framed by the Railway administration to provide
relief to the widow and minor children of the deceased employee.

3. Since, the Rules do not provide for nomination of any person by the
deceased employee during his life time for the payment of family
pension, he has no title to the same. Therefore, it does not form part of his
estate enabling him to dispose of the same by testamentary dis-position. [The
appellant No. 1, widow of the deceased Railway employee is entitled
to receive the family pension, notwithstanding the will alleged to have
been executed by the deceased on 9.9.1984 in favour of his brother. As
regards appellant Nos. 2 to 6 are concerned, they are not
minors, therefore, under the Rules they are not entitled to any family
pension.

The Railway Administration is free to evict them in accordance with the Rules,
only after arrears of family pension are paid to the widow. Jodh Singh V.
Union of India & Anr., [1980] 4 S.C.C. 306, followed.

CASE OF RUKMANI DEVI Vs.UOI

IN THE HIGH COURT OF JUDICATURE FOR RAJASTHAN AT JODHPUR

JUDGMENT
D.B. Civil Writ Petition No.10706/2009
Union of India & Ors. Vs Rukmani Devi & Anr.
DATE OF ORDER : 27.1.2010 PRESENT
HON'BLE MR. PRAKASH TATIA,J.
HON'BLE MR. DINESH MAHESHWARI,J.
Mr. Kamal Dave, for the petitioner.
Mr. Pramod Gupta, for the respondent.
<><><>
REPORTABLE
BY THE COURT: (Per Hon'ble Tatia, J.)
Heard learned counsel for the parties.

The employee Sh. Kishan Joshi of the appellant retired on 31st April, 1982 and he
was getting the pension and also retiral benefits. While getting the pension, he died
on 31.2.2000. The respondent Smt. Rukmani Devi claimed that she is wife of
deceased employee Kishan Joshi and is entitled to family pension after death of her
husband. Her claim was not allowed, therefore, she submitted appeal before the
Central Administrative Tribunal which was dismissed vide Annex.2 dated 19th
Nov., 2008. The respondent - Smt. Rukmani Devi then got the information that her

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name already entered in service record of her husband maintained by the employer-
appellant then she submitted an application for review of the said order dated 19th
Nov., 2008, upon which, the tribunal issued notice to the appellant and, thereafter,
held vide order dated 29th Oct., 2009 that the respondent is wife of the deceased-
employee and, therefore, is entitled to family pension. Learned counsel for the
appellant vehemently submitted that neither the appellant had jurisdiction to decide
the status of the applicant-respondent nor the tribunal had jurisdiction to decide and
declare the status of the respondent to be wife of the deceased-employee Sh. Kishan
Joshi. In that view of the matter, the matter could have been decided by the civil
court and that could have been done only when the respondent could have obtained
the declaration that she is wife of the deceased Sh. Kishan Joshi. In view of the above
reasons, the tribunal exceeded its jurisdiction in allowing the review application vide
order dated 29th Oct., 2009.

We considered the submissions of learned counsel for the petitioner and perused the
reasons given by the learned tribunal in its order dated 29th Oct., 2009. We do not
find any force in the submission of learned counsel for the appellant that because the
name of the respondent has not been mentioned by the deceased employee as
nominee for the purpose of grant of family pension or any post retiral benefits,
therefore, only on this ground, the respondent could have been denied any benefit.
The tribunal has relied upon the judgment of the Hon'ble Supreme Court delivered
in the case of Smt. Violet Issaac & Ors. Vs. Union of India & Ors reported in 1991(1)
SCC 725 and it is beneficial to quote the same:

"The Family Pension Scheme under the Rules is designed to provide relief to the
widow and children by way of compensation for the untimely death of the deceased
employee. The Rules do not provide for any nomination with regard to family
pension, instead the Rules designate the persons who are entitled to receive the
family pension. Thus, no other person except those designated under the Rules are
entitled to receive family pension. The employee has no title nor control over the
family pension as he is not required to make any contribution to it. The Family
Pension Scheme is in the nature of a welfare scheme. Therefore, it does not form part
of his estate enabling him to dispose of the same by testamentary disposition. "
(emphasis supplied)

Since the entitlement of a person for family pension depends upon her/his status
and not depending upon the declaration made or submitted by the employee to the
employer mentioning him/her nominee, therefore, the right of the applicant is
required to be decided according to the facts of each case. So far as contention of
learned counsel for the petitioner that the petitioner as well as the tribunal had no
jurisdiction to decide and declare the status of the applicant is concerned, that may
be true in technical sense only to the extent that power does not vest in appellant or
also in the tribunal to issue any declaration about status of any person whether
he/she is married to deceased employee.

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So far as the determination of the claim for the purpose of pension is concerned, on
the basis of material available on record, the employer-appellant could and should
have decided about the entitlement of the claim of the applicant. The contention of
the appellant is that since the respondent-applicant Smt. Rukamani Devi was not
shown as wife of the employee by the deceased in service record as well as for any
post retiral benefits during entire service period and even after retirement during the
period when he was receiving pension till he died is absolutely irrelevant for the
purpose of deciding this controversy in view of the judgment of the Hon'ble
Supreme Court delivered in the case of Violet Issaac (supra). The Hon'ble Supreme
Court held that the family pension does not form part of estate of deceased
employee enabling him to dispose of the same by testamentary disposition and the
learned District Judge on application filed by Smt. Rukamani Devi for grant of
succession certificate for the purpose of getting family pension in order dated 6th
Dec., 2001 (Annex.A/12) rightly held that family pension is not the property of the
deceased-employee and, therefore, no succession certificate can be issued for this
property. In fact, it appears that in the opinion of the appellant objection may be two
fold; one is about the identity of Smt. Rukamani Devi and second is that whether she
is wife of deceased employee or not. If these two facts could not have been decided
by the appellant-employer in this case then how the appellant could decide these
issues in all other matters? Whether the appellant employer gets jurisdiction to
decide above two issues if the employee submits the names of his dependent during
the period of service or at the time of his retirement or thereafter? If merely on the
basis of said statement of employee, the department/employer can pay the
pensionary benefits or retiral benefits to the person named by the deceased
employee then whether they gets jurisdiction to decide the identity and status of a
person and that too, merely on the basis of such admission of deceased employee? If
they do so, then also, the employer is not deciding the identity and status of a
person. The above argument of the appellant is also result of myopic approach only.
While advancing such argument, the appellant-employer failed to notice that even if
the employee discloses name of his wife or son or dependant to the employer and is
duly recorded in the service record of the employee throughout service and
continued so even after his retirement till the employee dies and then if the employer
pays and gives the benefit of family pension or any other benefit in accordance with
Rules to that person named in the service record of the employer and disclosed by
the employee itself is not a declaration of status of any person named by the
employee and even accepted by such dependant and the other party, the rightful
owner yet has right to seek declaration from the court of law for getting the benefit
which has already been given/paid to the dependant or nominee of the employee. In
either case when employer accepts the dependants of deceased employee to be
dependent as heir of the employee or rejects that claim they are not making any
declaration. The limited jurisdiction of the employer is to satisfy itself about the
claim of the claimant on the basis of material available on record or produced before
them to substantiate the claim and pass appropriate order. Therefore, it is the
satisfaction of the employer which is material for the purpose of giving the service
benefits to the dependant of the employee after death of employee according to the
rules. By doing so also, they are not declaring about identity or status of any person

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as lawful heir or dependant of the deceased employee. It appears that appellant

proceeded on assumption if they will decide the claim of the respondent-claimant
for family pension that may amount to declaration of identity or status of the
claimant and they may be in trouble if any other claimant will come forward. That
assumption is also misconceived as in all other cases such dispute may arise if the
employer pays post retiral benefits to the dependants of the deceased employee.

Here, in this case, it is worthwhile to mention here that the employee died in the
year 2000 and before that he executed the Will wherein also there is a mention that
he has wife. There is no other claimant also. There is name of Smt. Rukamani Devi in
the service record as wife of the deceased employee. The appellant has placed on
record the copies of the statement of Pradeep Joshi, the son of the deceased
employee recorded in probate proceeding no.19A/2001 for grant of probate for Will
of deceased employee wherein son of the deceased employee admitted that Smt.
Rukamani Devi is his mother and the statement of Smt. Rukamani Devi recorded in
the succession certificate proceedings no.115A/2000 wherein the respondent Smt.
Rukamani Devi's statement and his son's statements were recorded as back as in the
year 2001. The other materials which have been placed on record by the applicant
alongwith the rejoinder filed before the tribunal were sufficient material on the basis
of which the tribunal was justified in holding that the applicant-respondent Smt.
Rukamani Devi is lawfully claimant for the family pension. In these facts and
circumstances of the case, if the issue for limited purpose for grant of family pension
has been decided so as to hold that the applicant is entitled to family pension, we are
not inclined to interfere in the writ jurisdiction so as to deny the benefit of the order
passed by the tribunal for a lady of about more than 80 years. Learned counsel for
the appellant apprehended that in large number of cases such types of claims may be
raised. If it is so, then also, it is of no help to the appellant in any manner because
each case is required to be examined according to the facts of each case and on the
basis of evidence and not on the basis of reason that some relief has been granted to
someone in the facts of that case. Learned counsel for the appellant also has
apprehension that there may be other claimants for the family pension. If it is so,
then the claims of those persons will be decided by civil court in accordance with
law as we have already observed that this decision is for limited purpose of grant of
family pension and not declaration as of status of the respondent that she is wife of
the deceased employee. In view of the above reasons, there is no merit in this writ
petition and the same is hereby dismissed. (DINESH MAHESHWARI), J.
(PRAKASH TATIA),J. cpgoyal/-

CASE OF MUTHAMMAL

IN THE HIGH COURT OF JUDICATURE AT MADRAS

Dated: 13/04/2006
Coram
The Honourable Mr. Justice T.V. MASILAMANI
S.A. No.2031 of 2000
The Divisional

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Personnel Officer,
Southern Railways,
Tiruchirappalli. .. Appellant
-Vs-
1. Muthammal
2. Anjambu
3. Rajeswari
4. Danokotiammal .. Respondents
Second Appeal against the judgment and decree dated 29.6.2000 made in A.S.
No.143 of 1998 on the file of the Additional District Judge, Villupuram confirming
the judgment and decree dated 27.2.1998 in O.S.No.220 of 1993 on the file of the
Additiona strict Munsif, Villupuram.
!For Appellant : Mr.V.G.Sureshkumar
^For Respondents : Mr.S.Jagannathan
1 to 3 ...
:JUDGMENT
The appellant is the first defendant in the suit. The plaintiffs 2 to 4 and the second
defendant are the respondents herein.
2. The facts leading to the filing of this appeal are set out briefly as under:-
The deceased first plaintiff originally filed the suit for recovery of family pension as
a heir of her deceased son Chakkaravarthy who died while he was in service as
fireman in Southern Railway, Villupuram branch. The appellant/first defendant is
the Divisional Personnel Officer, Southern Railway, Tiruchirappalli who contested
the suit on the ground that the first plaintiff is not entitled to receive the family
pension as prayed for. Since the first plaintiff died pending suit, the plaintiffs 2 to 4
were impleaded as her legal representatives. The wife of the deceased employee,
who was impleaded as the second defendant in the suit, remained absent and was
set ex-parte. Learned District Munsif having analysed the evidence and upon
hearing both sides, decreed the suit as prayed for, but directed the parties to bear
their respective costs. The appellant herein/first defendant preferred the appeal
before the Additional District Judge, Villupuram in A.S.No.143 of 1998 wherein the
appeal was dismissed confirming the judgment and decree passed by the trial court.
Hence, this Second Appeal.
3. Heard Mr.V.G.Sureshkumar, learned counsel appearing for the appellant and
Mr.S.Jagannathan, learned counsel appearing for the respondents 1 to 3.
4. Learned counsel for the appellant/first defendant has submitted the following
contentions:-
(a) The courts below without considering the statutory effect of the Railway Services
(Pension) Rules 1993 held erroneously that the respondents are entitled to the family
pension on account of the death of the said Chakkaravarthy who died in harness
while working as fireman at Villupuram loco shed on 27.9.1986. As per Rule 75 of
the said Rules, the family pension is only payable to the wife of the deceased
employee and to the children and none else is entitled to claim the same. In view of
rule 75, sub-rules 7, 8 and 19(b) of the said Rule, the mother, namely, Jegadambal
who instituted the suit as well as the petition O.P.No.14 of 1990 referred to above is
not entitled to receive the family pension and therefore the plaintiffs 2 to 4 who were

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added as legal representatives of the deceased first plaintiff are not entitled to the
suit claim.
(b) The order obtained by the first plaintiff in S.O.P.No.14 of 199 0 is with reference
to personal right and therefore the plaintiffs 2 to 4 as daughters cannot claim any
right on the basis of the said order for the simple reason that the first plaintiff died
pending suit on 16.12.1993. Hence, both the courts below failed to appreciate the
above contention raised by the first defendant in the suit. Further the second
defendant widow was employed by the first defendant on compassionate grounds
recognising her as the legally wedded wife of the deceased employee and therefore
the courts below erred in decreeing the suit as prayed for.
5. In the above circumstances, the following substantial questions of law were
formulated for consideration:-
(1) Whether P. Jagadambal the mother of the deceased railway employee and
consequently the respondents 1 to 3 as her legal heirs are entitled to family pension
in respect of the deceased railway employee when they are not entitled to claim
family pension in view of Rule 75, sub rule 7, 8 and 19(b) of the Railway Services
(Pension) Rules, 1993 ?
(2) Whether the courts below erred in holding that the finding given in S.O.P.No.14
of 1990 would operate as res judicata in the present proceedings, especially when the
effect of the statutory bar under the Pension Rules, though raised in the said
proceeding S.O.P.No.14 of 1990 had not been considered by the court below and a
finding given?
(3) Whether the order made in succession O.P.No.14 of 1990 on the file of the District
Munsif, Villupuram in favour of P.Jagadambal is a personal right which is not
heritable unless further orders are obtained?
6. In view of the admitted facts of the case, as narrated above, the main question for
consideration in this appeal is whether the respondents 1 to 3 as legal
representatives of the deceased mother of the railway employee are entitled to claim
family pension in view of Rule 75 sub-rules 7, 8 and 19(b) of Railway Services
(Pension) Rules, 1993 which read as follows:-
"75. Family Pension Scheme for railway servants, 1964:-- .. .. ..
(7)(i)(a) Where the family pension is payable to more widows than one, the family
pension shall be paid to the widows in equal shares. (b) On the death of a widow,
her share of the family pension, shall become payable to her eligible child:
Provided that if the widow is not survived by any child, her share of the family
pension shall not lapse but shall be payable to the other widows in equal share, or if
there is only one such other widow, in full, to her. (ii) Where the deceased railway
servant or pensioner is survived by a widow but has left behind eligible child or
children from another wife who is not alive, the eligible child or children shall be
entitled to the share of family pension which the mother would have received if she
had been alive at the time of the death of the railway servant or pensioner: Provided
that on the share or shares of family pension payable to such a child or children or to
a widow or widows ceasing to be payable, such share or shares shall not lapse but
shall be payable to the other widow or widows or the other child or children
otherwise eligible in equal shares, or if there is only one widow or child, in full, to
such widow or child. (iii) where the deceased railway servant or pensioner is

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survived by a widow but has left behind child or children from a divorced wife or
wives, such child or children of they satisfy other conditions of eligibility for
payment of family pension shall be entitled to the share of family pension which the
mother would have received at the time of the death of the railway servant or
pensioner had she not been so divorced:
Provided that on the share or shares of family pension payable to such a child or
children or to a widow or widows ceasing to be payable, such share or shares shall
not lapse but shall be payable to the other widow or widows and or to other child or
children otherwise eligible, in equal shares, or if there is only one widow or child, in
full, to such widow or child.
(8)(i) Except as provided in clause (d) of sub-rule (6) and clause (i) of sub-rule (7), the
family pension shall not be payable to more than one member of the family at the
same time.
(ii) If a deceased railway servant or pensioner leaves behind a widow or widower,
the family pension shall become payable to the widow or widower, failing which to
the eligible child.
.. .. ..
(19)(b) For the purpose of this rule, & quot;family", in relation to railway
servant, means--
(i) wife in the case of a male railway servant or husband in the case of a female
railway servant;
(ii) a judicially separated wife or husband, such separation not being granted on the
ground of adultery and the person surviving was not held guilty of committing
adultery;
(iii) son who has not attained the age of twenty-five years and unmarried daughter
who has not attained the age of twenty five years, including such son and daughter
born after retirement or adopted legally before retirement but shall not include a son
or daughter adopted after retirement;& quot;
7. In view of the said provisions which have got statutory force, learned counsel for
the appellant has straight away drawn the attention of this Court to the decision of
the Supreme Court, VIOLET ISSAAC v. UNION OF INDIA (1991 (1) S.C.C. 725) in
support of his contention that only the widow and minor unmarried children of the
deceased employee are entitled to family pension under the Rules and that none else
is entitled to claim family pension either on the basis of a bequest or under any other
document obtained on that behalf. The ratio laid down in paragraph (4) in the said
decision may be set out hereunder to appreciate the evidence of this case.
" The Family Pension Scheme under the Rules is designed to provide relief to
the widow and children by way of compensation for the untimely death of the
deceased employee. The Rules do not provide for any nomination with regard to
family pension, instead the Rules designate the persons who are entitled to receive
the family pension. Thus, no other person except those designated under the Rules
are entitled to receive family pension. The Family Pension Scheme confers monetary
benefit on the wife and children of the deceased Railway employee, but the
employee has no title to it. The employee has no control over the family pension as
he is not required to make any contribution to it. The family pension scheme is in the
nature of a welfare scheme framed by the Railway administration to provide relief to

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the widow and minor children of the deceased employee. Since the Rules do not
provide for nomination of any person by the deceased employee during his lifetime
for the payment of family pension, he has no title to the same. Therefore, it does not
form part of his estate enabling him to dispose of the same by testamentary
disposition."
8. On a careful reading of the rules referred supra in the light of the principle of law
enunciated in the said decision rendered by the Apex Court, it is abundantly clear
that in this case also, the plaintiff cannot claim any right to receive family pension on
the basis of the succession certificate issued by the District Munisf, Villupuram in
S.O.P.No.14 of 1990 as the family pension is payable only to the widow, namely, the
4th respondent herein/second defendant in the suit, who remained exparte in the
said proceedings for the issuance of the succession certificate. Moreover, the
deceased employee had no right or control over the family pension as he did not
make any contribution to it and therefore the same could not be considered as part
of his estate to be succeeded on the basis of the succession certificate issued by the
court. In any view of the matter, it cannot be said that the deceased first plaintiff is a
family member to receive family pension (vide) Rule 75(19)(b) of the Railway
Services (Pension) Rules 1993. It follows that the respondents 1 to 3 herein/plaintiffs
2 to 4 as legal representative of the deceased first plaintiff cannot also lay any claim
for the same.
9. Though the learned counsel for the respondents 1 to 3 has placed strong reliance
on the decision rendered by the supreme Court in SARBATI DEVI v. USHA DEVI
(AIR 1984 S.C. 346) in support of his contention that the nominee shown in the
service records of the deceased employee is not the only person authorised to receive
the terminal benefits and that therefore the first plaintiff as mother and legal heir of
the deceased employee is also entitled to claim family pension. On facts, it appears
that the question in respect of the nomination made in the life insurance policy came
up for consideration before the Supreme Court and in that context, it was held that
as per the provision under Section 39 of the Insurance Act (Act 4 of 1938), the
nominee does not get absolute right to the amount due under the policy.
10. But on the contrary, the facts of this case are entirely different and therefore the
Rules referred to above which have certainly got statutory force are mandatory in
nature and therefore the appellant being the employer cannot disburse family
pension apart from such mandatory provisions under the said Rules. Hence it
follows that the succession certificate obtained by the deceased first plaintiff cannot
at any stretch of imagination prevail over the statutory Rules of the Railway Services
referred to above.
11. Though the learned District Judge in the judgment rendered by him in the first
appeal held that the order passed by the court below in S.O.P.No.14 of 1990 operates
as res judicata, such finding does not appear to be based on any principle of law or
precedent of authority. In this context, learned counsel for the appellant has drawn
the attention of this court to the decision V.K.KAMALAM v. PANCHALI AMMA
(AIR 1988 KERALA 265) wherein it was held that the proceedings for grant of
succession certificates which are summary nature cannot operate as res judicata in
the subsequent litigation. Therefore, this Court is of the view that such finding
rendered by the first appellant court is also liable to be set aside.

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12. For the reasons stated above, this Court is of the considered view that both the
courts below have not appreciated the question of law in the context of the facts and
circumstance of the case in the light of the evidence in a proper perspective so as to
arrive at the correct conclusion. Therefore I am of the opinion that the judgments and
decrees passed by the courts below are liable to be set aside.
19. Thus the Second Appeal is allowed setting aside the judgments and decrees
passed by the courts below and the suit shall stand dismissed, but without costs.
However, the parties herein are directed to bear their respective costs.
dpp
To
1. The Additional District Judge, Villupuram.
2. The Additional District Munsif, Villupuram.
3. The Section Officer, V.R.Section, High Court, Madras.

Important

1. First Pension Adalat held on Indian Railway by Northern Railway on 1.8.1986

2. Pensioners shall be supplied a detailed calculation sheet (on thick paper) to
satisfy themselves about the correctness of the calculations.[RBd's letter
no.92AC-II/21/121,dated 26.10.92,RBO92 page263]
3. Amount of Invalid Pension shall not be less than normal family
pension.[Rule69(C) of RS (Pension) Rule, 1993]
4. Amount of Pension shall not be less than 50%of minimum pay of the scale at
the time of retirement
5. Enhanced family pension shall not be more than original pension of the
pensioner.[Rule75( 4 )(b ) of RS( Pension) Rule,1993]
6. Pension once sanctioned after final assessment shall not be revised to the
disadvantage to pensioner unless such revision becomes necessary on account
of detection of a clerical error subsequently. [Rule 90 of RS (Pension) 1993]
7. If a railway employee or the family of deceased railway employee is entitled
for any class of pension/ family pension, they should not get less than,
Rs9000/-p.m. w.e.f. 1.1.16.
8. Maximum pension in Railway is 50% of maximum pay in railway. &
minimum pension in Railway is Rs.9000/-.
9. The post-retired spouses are eligible for family pension from the date
following the date of death of the pensioner. [RBE 13/91 & 41/2000]
10. Pensionary benefits will be granted to children of a deceased govt.
servant/pensioner from such type of void marriage when their turn comes
but they will have no claim what so ever to receive family pension as long as
the legally wedded wife is the recipient of the same.[RB's L.No F(E)III/07/PN
1/3, dt. 14.2.97 NRPS 11355 /97 & RBE 30/97] But now, it has been decided
that the share of children from illegally wedded wife in the family pension
shall be payable to them along with the legally wedded wife.[RBE 150/12]
11. ' Married' son & daughter, who are suffering from any disorder or disability
of mind, including mentally retarded or are physically crippled or disabled
shall not be eligible for FAMILY PENSION. [RBE 135/05]But now it has

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been decided to allow continuance of family pension to mentally/physically

disabled children who draw, are drawing or may draw family pension even '
after their marriage'. [RB E 12/13]
12. Interest is not payable on delayed payment of CGEGIS & leave salary as they
are not in nature of retirement benefit [RBE 15/2000 & 72/12]
13. Pre -2006 retired employees who were in the pre- revised scale of 6500-10500
are not entitled for stepping up of their pension and family pension with
reference to the revised Grade Pay Rs. 4600/- [RBE 141/11]
14. In case any pre - 1996 pensioners/family pensioners submits an application
for revision of pension/family pension, the same may be considered and
pension /family pension may be revised w.e.f. 01.01.1996 without insisting of
any deadline.[RBE 01/12]
15. It has been decided to allow two family pensions where the pensioner draw,
is drawing or may draw two pensions for military and/ or civil
employments.[RBE 12/13]
16. Notification regarding Extra- Ordinary Pension. [RBE 96/13]

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NEW PENSION SYSTEM [NPS] 2004

[RBE 225/03, RBA 05/04,16/13 & 21/13 ]

The system is mandatory for all govt. servants who joined govt. service [&
Autonomous Bodies under the various Central Ministries (RBE 53/12 & 89/12)] on
or after 1.1.2004 on regular basis. It has two tier i.e. tier I & II. In tier I, government
servant shall compulsorily make a contribution at the rate of 10 % of Basic pay (BP) +
Dearness Allowance(DA)& a matching contribution will be made by the Govt. The
contributions & the investment returns would be deposited in a non- withdrawal
pension tier I account. At present at least 85% of pension wealth is invested in debt
instruments and upto 15% in equity and equity linked mutual fund.[RBA 31/10]

The existing provisions of pensionary benefits & State Railway Provident Fund
(SRPF) / Government Provident Fund (GPF) , would not be available to the new
recruits in the Central Govt. Service, joining govt. service on & after 1.1.2004.

These instructions will be applicable to those Government servants who joined

Government service on or after 1.1.2004 and will take effect from the same date i.e.
1.1.2004. [RBA 31/09] Recoveries towards the contribution to tier- I of the system
shall be affected from the 1st of the month following the month in which the Railway
Servant has joined the service. No deduction will be made from his salary earned in
the month of joining the service. The contributions payable by Railway Servant
towards the system under tier - I will be recovered from their salary bills every
month.

No deduction shall be made towards SRPF/ GPF Contribution from the Railway
Servant joining service on or after 1.1.2004, as the scheme is not applicable to them.
At the time of appointment, Railway Servant has to furnish the particulars; Viz;
name, designation, scale of pay, date of birth, nominee for the fund etc., in the
prescribed form.

Prescribed form will be retained in the service book of the employee, Associate bill
passing Accounts Officer will allot a unique 16 digit Permanent Pension Account
Number (PPAN) as under: -

 1st to 4th digit Calendar Year in which the account is opened (To be allotted
by Railway).
 5th digit Ministry Code as allotted by CGA (Code no "5" has been allotted To
Railway by CGA).
 6th to 8th digit Zone/Production unit code (As per FIMS programme to be
allotted By FA & CAOs themselves prefixing "0" to the existing 2 digit Rly (
For Example 3 digit numerical code for ECR will be 030).
 9th to 11th digit Associate Accounting unit codes to be allotted by FA &
CAOs them-Selves starting from 001.

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 12th to 16th digit Employee number (To be allotted by Associate Accounts

Office Concerned starting from 00001 running from Jan to Dec .of Calendar
year.

Rate of interest on the amount deposited in tier- I, is 8 % during the 2007-08.08-09, In

case any govt. servant is transferred from one accounting unit to another, the balance
will be transferred. However, the drawing officer shall indicate in the Last Pay
Certificate (LPC) of the individual the unique account number, the month up to
which the Railway Servant's contribution & Govt. contribution has been transferred
to the pension fund. It may be noted that the unique PPAN once allotted shall not be
changed. Govt servant covered under the new system can only exit at or after
attaining the age of 60 years from the tier- I of the system. At exit, it would be
mandatory for the individual to invest 40 % of the pension wealth to purchase an
annuity from an Insurance Regulatory Development Authority (IRDA) regulated life
insurance company, which will provide pension for life time of the employee & his
dependent parents / spouse at the time of retirement. In the case of Govt. servant,
who leaves the system before attaining the age of 60 years, the mandatory
animalization would be 80 % of pension wealth.

In order to implement the system, there will be a Central Record Keeping Agency
(CRA) & several Pension Fund Managers to offer 3 categories of schemes to Govt.
servant viz; option A, B & C based on ratio of investment in fixed income
instruments & equities.

Option A - would imply pre- dominant investment in fixed income instruments

&some investment in equity
Option B - will imply greater investment in equity.
Option C - will almost equal investment in fixed income instrument & equity.

An independent Pension Fund Regulatory & Development Authority (PFRDA) will

regulate &develop the pension market.

Important features of NPS [RBE 31/10]

The NPS offers two approaches to invest in subscribers account:-

 Active choice - Individual Funds

 Auto choice - Lifecycle fund

Active choice - Individual Funds

Subscriber will have the option to actively decide as to how his NPS pension wealth
is to be invested in the following three options:

E - "High return, high risk" _ investments in predominantly equity market

instruments.

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C - "Medium return, medium risk" - investments in predominantly fixed income

bearing instruments.

G - "Low return, Low risk" - investments in purely fixed income instruments.

Subscriber can choose to invest his entire pension wealth in C or G asset classes
and up to a maximum of 50% in equity (Asset class E). He can also distribute his
pension wealth across E, C and G asset classes, subject to such conditions as may
be prescribed by PFRDA.

In case he decide to actively exercise his choice about investment options, he shall be
required to mandatorily indicate his choice of Pension Fund from among the six
Pension Funds appointed by PFRDA.

Auto choice - Lifecycle Fund

NPS offers an easy option for those participants who do not wish to specify the
allocation for their NPS investments. In case he is unwilling to exercise any choice,
his funds will be invested in accordance with the Auto Choice option.

In this option the investment will be made in life-cycle fund. Here, the percentage of
funds invested across three asset classes will be determined by a pre-defined
portfolio. At the lowest age of entry(18 years), the auto choice will entail investment
of 50% of pension wealth in "E" Class, 30% in "C" class and 20% in "G" Class. These
ratios of investment will remain fixed for all contributions until the participant
reaches the age of 36. From age 36 onwards, the weight in "E" and "C" asset class will
decrease annually and the weight in "G" class will increase annually till it reaches
10% in "E", 10% in "C" and 80% in "G" class at age 55.

The benefit of encashment of leave in terms of Railway Leave Rules will continue to
beapplicable to the govt. servant who join the govt. service on or after 1.1.2004.The
benefit ofencashment of leave payable to the govt. servant / to their families on
account of retirement /death will also be admissible. [RBA19/04]

The contribution is to be worked out at 10 % of BP +DA & in case of Running staff it

shall be10% of BP + Pay element (30% of BP) + DA, whenever there is any increase
or decrease in emoluments of a govt. servant during the middle of the month, the
change in the rate will be given effect only from the first of following month.[RBA
19/04]

The contributions payable by the govt servants & those paid by the govt. in tier- I
should be rounded off the nearest rupees.[RBA19/04]

The office that will draw salary for maximum period of month will make recoveries
of contribution towards NPS for the full month.[RBA19/04]

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NPA shall count as "PAY" for all service benefits. Therefore, this will be taken into
account for working out the contributions towards the NPS.

A Govt. servant who was already in service prior to 01.01.2004 and appointed in a
different post under the Govt. of India after giving technical resignation, will be
governed by the Pension Rules.[RBA19/04]

Under NPS, there is no concept of qualifying service & the employee would carry (in
case of joining another govt. service after technical resignation ) the same PRAN &
the contribution towards NPS. [Rly. Bds (Director Finance/CCA) L.No.-
2009/ACII/21/9 dt. 10.12.09]

Exit for tier- I, can only take place when an individual leave govt. service. As the
NPS is based on define contributions, the length of Qualifying Service (QS) for the
purpose of retirement benefits has lost its relevance. Consequently, no credit to
casual labour service i.e. counting of service rendered under temporary status, for
the purpose of retirement benefits after their regularizing against Group "D" posts
on or after 1.1.2004[RBE 205/04]

Employees who were required to undergo departmental training relating to jobs

prior to 1.1.04before they were put on regular employment & were in receipt of
stipend during such training would also be covered under the Rly. Service (Pension)
Rules 1993, provided the period spent on such training was eligible for being
counted as qualifying service under the Rly. Service pension rules of 1993.[RBE
47/08]

Every subscriber shall subscribe monthly to the NPS when on duty or Foreign
Service but not during the period of suspension. On exoneration or otherwise, the
amount of subscription shall be the emoluments to which he was entitled on the first
day after his return to duty. If a subscriber elects to pay arrears of subscription in
respect of a period of suspension, the emoluments or portion of emoluments that
may be allowed for that period on reinstatements shall deemed to be emoluments
drawn on duty.[RBA 11/09]

If a subscriber is on half pay leave than subscription of the employee & govt. would
be restricted to that proportionate to leave salary.[RBA 11/09]

If subscriber is on Extra Ordinary Leave,(EOL) since no salary is drawn during this

period, no contribution either from employee or govt. would be payable.[RBA
11/09]

All new entrants who join service on or after 1.4.2009 have to fill the application for
allotment of Permanent Retirement Account Number (PRAN) & submit the same to
the drawing officer The drawing officer would then forward it to National Securities
Depository Limited (NSDL) for generation & allotment of PRAN & dispatch of

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PRAN Kit which would be handed over to the subscriber. Further ,the PRAN
number may be indicated in Service Book & LPC in case of transfer. [RBE 30/09]

TIER II Account [RBA 31/10]

Any subscriber in NPS having an active Tier I account has the option to open an
investment and trading account referred to as "Tier II account".

i. Tier II is a pension savings account, with a facility for withdrawal to meet

financial contingencies.
ii. Interfacing entity for Tier II account PFRDA has appointed various banks
and financial institutes as Point of Presence- POP. The registered branches of
the POP are termed as Point of Presence Service Provider -POPSP.
iii. Opening a Tier II Account Tier II account is a voluntary saving facility
wherein the withdrawal is as per subscriber's choice. Any government
employee who is mandatorily covered under NPS can activate the Tier II
account by submitting duly filled form UOS-S10 along with the copy of
PRAN Card and initial contribution of Rs.1000/- to any POP-SP.
iv. Key features of tier II account -
a) Subscriber can enjoy unlimited number of withdrawals depending upon his
requirements. The only criteria is that he have to maintain a minimum
balance of Rs. 2000 at the end of Financial Year i.e., as on March 31st
b) Minimum amount for contribution is Rs. 250/- and minimum 4 contributions
to be made in a financial year.
c) Separate nomination details and scheme preference are possible for Tier II
d) For Tier II account, no additional CRA charges for annual account
maintenance.

Due to hardships being faced by the employees appointed on or after 1.1.2004 &
who are discharged on invalidation / disablement and by the families of such
employees who have died during service since 1.1.2004, the following benefits (in
modification of instructions contained in RBA No. 39/2006) to Central Civil
Government Servants covered by the New Pension Scheme, on provisional basis
till further order-[RBA 31/09,18/10 & 21/13]

I. Retirement from Government service on invalidation not attributable to Govt.

duty :
i. Invalid Pension calculated in terms of Rule 38 and Rule 49 of the Central
Civil Services(Pension) Rules, 1972.
ii. Retirement gratuity calculated in terms of Rule 50 of the Central Civil
Services (Pension)Rules, 1972.
II. Death in service not attributable to Government duty :
i. Family Pension (including enhanced family pension) computed in terms of
Rule 54 of theCentral Civil Services (Pension) Rules, 1972.
ii. Death gratuity computed in terms of Rule 50 of the Central Civil Services
(Pension) Rules, 1972.

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Railway Service Pension Rules

III. Discharge from Government service due to disease / injury attributable to

Government duty
i. Disability Pension computed in terms of the Central Civil Services
(Extraordinary Pension)Rules.
ii. Retirement gratuity computed in terms of the Central Civil Services
(Extraordinary Pension)Rules read with Rule 50 of the Central Civil Services
(Pension) Rules, 1972.
IV. Death in service attributable to Government duty :
i. Extraordinary Family Pension computed in terms of Central Civil Services
(Extraordinary Pension) Rules and Scheme for Liberalized Pensionary
Awards.
ii. Death gratuity computed in terms of Rule 50 of the Central Civil Services
(Pension) Rules,1972.

The employee / his family will also be paid Dearness Pension / Dearness Relief
admissible from time to time in addition to the above benefits, on provisional basis.
The above provisional payments will be adjusted against the payments to be made
in accordance with the Rules framed on the recommendations of the HLTF and
recoveries, if any, will be made from the future payments to be made on the basis of
those rules.

The recommendations of the HLTF envisage payment of various benefits on death /

discharge of a Government employee after adjustment of the monthly annuitized
pension from the accumulated funds in the NPs Account of the employee. Therefore,
no payment of monthly-annuitized pension will be made to the employee / family
of the employee during the period he / she is in receipt of the provisional benefits
mentioned above.

Personnel Department -304-

Ex-Gratia Payment

Ex -Gratia Payment

Widows/children's of SRPF (Contributory) optee employees, who had retired or die

between 1.4.1957 to 31.12.85 are entitle for exgratia payment.. w.e.f. 1.1.1986 or from
the next date of death at the @ Rs 150/- plus DR per month if they full fill the
condition laid down by the Railway Board from time to time.

Widows/ children's of those SRPF (Contributory) optees employees, who were

dismissed, removed or resigned from service are not entitled for exgratia payment
The rate of exgratia payment has been enhanced to Rs 605/- w.e.f. 01.11.1997 & Rs.
645/-w.e.f. 04.06.13 plus DR applicable. [RBE 75/13]

Widow / divorced daughters of Pre-1986 retired/ deceased SRPF (C) beneficiaries

are NOT ELIGIBLE for exgratia payment after their attaining 25 years of age, like
unmarried daughter[RBE 13/09]

Ex -Gratia Payment to SRPF (C) Beneficiaries [RBE 170/06]

Ex -Gratia Payment to the SRPF (C) Beneficiaries who fulfills laid down conditions
will be eligible ex - gratia payment at the rate of Rs 600/- plus DR per month w.e.f.
1.11.97.

Revised rate of ex-gratia payment w.e.f. 1.11.2006 is as under-:

Group "A" Rs. 3000/- Plus DR per month

Group 'B" Rs. 1000/- Plus DR per month
Group "C" Rs. 750/- Plus DR per month
Group 'D" Rs. 650/- Plus DR per month

Ex -Gratia Payment is admissible to those retired surviving SRPF (C) optees::-

1) Who retired between the periods from 1st April 1957 to 31st December 1985
subject to the condition that ex employee should have rendered at least 20 years
of continuous service prior to their superannuation.
2) Who have been sanctioned exgratia in terms of these instructions, are also
entitled to Dearness Ex-gratia & Dearness Relief as per the instructions issued
from time to time.
3) SRPF (Contri.) surviving retired railway servant of all groups who were
drawing ExGratia amount w.e.f. 1.11.2006 & expires then ExGratia amount
[email protected]/-+DEG+DR to eligible successor of all groups [RBE 170/06]
4) CPF beneficiaries who retired voluntarily or medical invalidation before 01.01.86
after completing 20 yrs of continuous service would also be eligible for the ex-
gratia payment.[RBE 69/13]

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Provident Fund & Insurance
Railway Service Pension Rules

PROVIDENT FUND

Railway servant shall be entitled for total balance on the date of retirement/death
/resignation / removal / dismissal plus interest thereof at the prevailing rate Rly
employees can withdraw 90 % of his PF balance two years before the date of
retirement.

In case of death while in service, PF settlement payment shall be made to the

nominee of the deceased rly employee as per nomination made by a Rly servant
while in service. If nomination is not available than payment will be distributed
amongst the family members in equal share. If no eligible member of 'TAMILY" is
available than payment will be made on the basis of succession certificate issued by
the competent court.

Where only minor children are there in the deceased family than payment will be /
is made to the legal guardian. In Hindu religions mother & in Mohammedans father
is a natural guardian.

Christians & others are governed by Indian Guardianship Act 1925. Payment on this
account will be made to the Legal Guardian on the production of guardianship
certificate.

DEPOSIT LINKED INSURANCE SCHEME [DLI] [RBE 238/98]

This scheme is linked with the amount balance in the provident fund account of the
employee at the time of demise while in service. There is no extra subscription
required towards DLI.

Maximum amount admissible under this scheme is Rs.60, 000/-

At least five-year service is required for benefit under this scheme.

Under this scheme an additional amount equal to the average PF balance in the
account during the three years immediately preceding the death of subscriber is
payable subject to the condition that amount should not exceed Rs 60, 000/-

The balance at the credit of such subscriber shall not at any time during the three
years preceding the month of death have fallen below the limits of: - (These orders
are effective from06.06.2009.) [RBE 221/09]

1) Rs 25,000/- in case of subscriber holding a post in the Pay Band-2 (Rs. 9300-
34800) or above and drawing a Grade Pay of Rs. 4800/- PM or more as per
Railway Services(Revised Pay) Rules 2008.
2) Rs 15, 000/- in case of subscriber holding a post in the Pay Band-2 (Rs. 9300-
34800) and drawing a Grade Pay of Rs. 4200/- PM or more but less than Rs.
4800/- PM as per Railway Services (Revised Pay) Rules 2008.

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3) Rs 10, 000/- in case of subscriber holding a post in the Pay Band-2, Pay Band-1
or Pay Band-1S (Rs. 4440-7440) and drawing a Grade Pay of Rs. 1400/- PM or
more but less than Rs. 4200/- PM as per Railway Services (Revised Pay) Rules
2008.
4) Rs 6, 000/- in case of subscriber holding a post in the Pay Band-1S (Rs. 4440-
7440) and drawing a Grade Pay of Rs. 1300/- PM or more but less than Rs. 1400
PM as per Railway Services (Revised Pay) Rules 2008.

Formula = PF balance +interest at the end of 36 months preceding the month in

which Death occurs/36

(A) Benefit under the scheme is admissible to a member(s) of family.

(B) The additional amount received under this scheme is not free from court
attachment.
(C) The additional amount received under this scheme is free from income text.
(D) Any govt. dues can be recovered from this additional amount received under
this scheme.
(E) Benefit of the scheme will also be admissible in the case of subscriber who
committed to suicide.
(F) In case of missing absconding subscriber the payment may be made only after
a lapse of seven years unless there is sufficient proof of his / her death (RB
letter No. E/(W) 97/WE-1/13 dated 1.4.1998. page no 340 of RBO 98)

CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SCHEME

(CGEGIS)[RBE 234/89]

Date of effect: The scheme was notified on 1st Nov.1980 & come into force with
effect from the forenoon of 1stJan.1982.

Objective

The scheme is intended to provide for Central Government Employees at a low cost
& on a wholly contributory &self-financing basis, the twin benefits of an insurance
cover to help their families in the event of death in service & a lump-sum payment to
augment their resources on retirement.

Application

The scheme shall apply to all Central Govt. Servants including those in Railways.
Casual Labourer, part- time & adhoc employees will not be covered by the scheme.
The scheme will also not apply to persons recruited under the Central Govt. after
attaining the age of 50 years.
Membership

The scheme will be compulsory for all those employees who enter Central Govt.
service after 1st Nov.1980. Those employees who were in Central Govt service- on

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Railway Service Pension Rules

the dated the scheme was notified, had an option to opt. out of the scheme by 31st
Jan. 1981. Those employees who did not opt for out of the scheme by that date were
deemed to have become members of the scheme from the date the scheme came into
force. Those employees who had opted out of scheme were, however, allowed
further opportunities on 27.10.1986.No further choice is available to the employees
who failed to avail themselves of the opportunity given on 27th Oct.1986. After the
scheme has come into force all employees who enter service on or after 2nd Jan of
any year shall be enrolled as members of the scheme on the next anniversary of the
scheme

Subscription for members.

The subscription for the scheme will be in units of Rs.10/-P.M. till 31st Dec.1989.
There after with effect from 1st Jan.1990 the subscription for the scheme will be in
unit of Rs15/-P.M. Group D employee will subscribe for one unit 15x1=15/-P.M.
Group C employee will subscribe for two units 15x2=30/-P.M. Group B employee
will subscribe for four units 15x4=60/-P.M. Group A employee will subscribe for
eight units 15x8=120/-p.m.

In the event of regular promotion of an employee from one group to another,

his/her subscription shall be raised from the next anniversary of the scheme to the
level appropriate to the Group to which he/she is promoted. Until, the date of next
anniversary of the scheme he/she shall continue to be covered for insurance for the
same amount for which he/she was eligible before such promotion.

Once a person has been admitted to a higher Group, the rate of subscription will
continue at the same level even if that person revert to a post in the lower Group
later on for any reason.

Note
(i) In case of Group "B" officers officiating in Senior Scale on adhoc basis, the
officiating arrangement may be treated as regular for the sole purpose of
giving coverage under CGEHIS as admissible to Group "A" officers. [RBE
109/03
(ii) Erstwhile group „D' employees placed in PB-1, with grade pay 1800 and
classified as Group „C' vide RBE No. 05/2010 will be enhanced @ 30/- per
month w.e. from 01.01.2011 [RBE 145/10]

Premium & insurance cover to non- members :

The employees entering service on or after 2nd Jan. of any year will be given benefit
or appropriate insurance cover from the date of joining Govt. Service to the date of
their becoming the members of the scheme on payment of a subscription of Rs 5/-,
10/-, 20/-& 40/- P.M. as the premium on every Rs15000/-, 30000/-, 60000/- &
120000/- respectively of the insurance cover. From the date of anniversary of the
scheme they will subscribe as the rate indicated above.[RBE 276/89]

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Provident Fund & Insurance

INSURANCE FUND & INSURANCE COVER FOR MEMBERS

In order to provide an insurance cover to each member of the scheme a 30% of

portion of the subscription shall be credited to an insurance fund .The amount of
insurance cover will be Rs15000/- for each unit of Rs15/-.It will be paid to the
families of those employees who unfortunately die of any cause, including suicide,
while in service.

SAVING FUND

The balance of the subscription shall be credited to a Saving Fund. The total
accumulation of Savings together with interest thereon will be payable to the
member on his retirement after attaining the age of superannuation or on cessation
of his employment or to his family on his death while in service. The payment of
amount of insurance will be in addition to the payment from the saving fund.

RECOVERY OF SUBSCRIPTION

The subscription shall be recovered every month including the month in which the
employee ceases to be in employment on account of retirement, death, resignation,
removal, etc.

The subscription as a premium for the insurance cover from the date of joining Govt.
Service to the date of membership of the scheme shall initially fall due from the date
of joining & subsequently from the commencement of normal working hours on the
first of every month. The subscription shall be recovered from the employees
irrespective of their being under suspension.

No interest shall be levied on arrears of subscription if the non-recovery is due to

delayed payments of salary/wage.

If an employee is on extraordinary leave & there is no payment of his salary/wage

for any period, his subscriptions for the months for which no payment of
salary/wage are made to him shall be recovered with interest under the scheme on
the accretions to the Saving Fund is not more than 3 installments commencing from
his salary/wage for the months following month in which he resumes duty after
leave., If an employee dies while on extra ordinary leave, the subscriptions due from
him shall be recovered under the scheme, on the accretions to the Saving Fund from
the payment admissible to his family under the scheme.

PAYMENTS FROM INSURANCE FUND/SAVING FUND

If an employee ceases the Govt. Service., payment of the Saving Fund will be made
after obtaining a simple application.

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If an employee dies while in service nominees of the Govt. Servant concerned have
to submit an application for payment of insurance &the accumulation in the saving
fund to them. In the event of death of a member of the scheme while in service, if a
person, who is eligible to receive insurance amounts, is charged with offence of
murdering the member of the scheme or abetting in the commission of such an
offence, his/her claim to receive insurance amounts shall remain suspended till the
conclusion of the criminal proceedings instituted against such a person concerned. If
he/she is convicted for the murder or abetting in the murder, he/she shall be
debarred from receiving his/her share of insurance amounts, which shall be paid in
equal to the other eligible persons. However, on the conclusion of the criminal
proceedings, if the person concerned is acquitted of the charge of murdering or
abetting in the murder, his/her share of insurance amounts shall be paid to him/her
without any interest thereon

If a member of the scheme is missing & has not been traced, the insurance cover shall
be paid to the nominees/heirs of the missing person after expiry of a period of 7
years following the month of disappearance of the member provided the claimants
produced proper & indisputable proof of death or a decree of the court that the
employee concerned should be presumed to be dead as laid down in Section 108 of
the Indian Evidence Act. Subject the fulfillment of the following conditions;-

(i) If a member of the scheme is missing & has not been traced, the family must
lodge a report with the concerned police station & obtain a report that the
employee has not been traced after all efforts had been made by the police.
(ii) An indemnity bond shall be taken from the members/heirs of the employee
that all payments shall be adjusted against the payment due to the employee
in case he/she appears on the scheme & make any claim.
(iii) The accumulation in the saving fund may, however, be paid to the
nominees/heirs after lapse of a period of one year following the month of
disappearance. Insurance amount shall be paid to the nominees/heirs of the
missing employee subject to the fulfillment of condition mentioned above
even if the date of superannuation of the missing employee falls before the
expiry of the period of seven years following the month of disappearance
(iv) After a period of one year, following the month of disappearance of missing
employee the premium for insurance cover at the rate of Rs.4.50/-per month
for every Rs.15000/-. Of the insurance cover will be recovered for a further
period of six years or till the month in which insurance cover is paid,
whichever is later.

NOMINATIONS

(i) If a member happens to be minor, he/she will be required to make

nomination on his/her attaining the age of majority.
(ii) If a member has a family at the time of his/her making nomination he/she
shall make such nomination only in favor of a member or members of his/her

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Provident Fund & Insurance

family. For this purpose, family will have the same meaning as assigned to it
in the General Provident Fund (Central Services)Rules 1960.
(iii) If a female member of the scheme by notice in writing expresses her desire to
exclude her husband from her family, the husband shall henceforth be
deemed to be no longer a member of her family in matters to which the
scheme relates, unless she subsequently cancels such notice in writing.
(iv) Nominated member (S) of the family subsequently ceases to be the member
(S) of the family e.g. minor brother crossing the age of majority, marriage of
unmarried sister, and remarriage of widow before payment of insurance
amounts etc. nomination made in favour of such member (S) shall become
invalid.
(v) If nomination is not made by the employee for this scheme, the nomination if
made under GPF RULES may be accepted for this purpose.
(vi) Where there is no nomination even for GPF, amounts payable under the
scheme shall be paid in equal share to widow/widows, minor son(s) &
unmarried daughter(s). In case of minor son(s) & unmarried daughter(s), their
mother, who is not a Muslim lady, shall be deemed to be the natural
guardian. Guardianship certificate has to be produced by the minor sons
&daughters of a Muslim lady.
(vii) In the absence of eligible member(s) payment may be made on the basis of
Succession Certificate issued by competent court.
(viii) Interest is not payable on delayed payment of CGEGIS & leave Salary as they
are not in the nature of retirement benefits. CGEGIS payment cannot be
withheld & no govt. dues can be recovered from the accumulation except the
amount claimed by the financial institution as due from the employee on
account of loan taken for house building purpose[RBE15/2000 & 72/12]

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Railway Service Pension Rules

THE RAILWAY SERVANTS(HOURS OF WORK AND PERIOD OF

REST) RULES, 2005
[ RBE No. 131/2005 ]

Railway Servants (Hours of Employment ) Rules 1961 has been amended to the
Railway servants (Hours of Work and period of Rest) Rules 2005 by G.S.R.75, 28th
February 2005, - In exercise of the powers conferred by section 136 of the Railway
Act, 1989 ( 24 of 1989) the Central Government makes the following rules, namely :-

PART-I

(1) Short title, commencement and application -

1) These rules may be called the Railway Servants (Hours of Work and Period
ofRest) Rules, 2005.
2) They shall come into force on the date of their publication in the Official
Gazette.(w.e.f. 05.03.2005)
3) They shall apply only to those railway servants to whom Chapter XIV of the
Actapplies.

(2) Definitions -

In these rules, unless the context otherwise requires -

(a) 'Act' means the Railway Act, 1989, (24 of 1989);

(b) 'full-night' means the period between 10.00 p.m. and 6.00 a.m;
(c) 'long-on' means a period of duty over eight hours in the case of 'intensive'
workers, over ten hours in the case of 'continuous' workers and over twelve
hours in the case of essentially intermittent' workers;
(d) 'ordinary rate of pay' includes-
i. pay as defined in rules 1303 (F.R.9) of the Indian Railway Establishment
Code Volume-II (1990 Edition) and includes element of running allowance
to the extent of 30 per cent of basic pay in the case of running staff as
defined in Rule 1507 of the aforesaid Code,
ii. Dearness Allowance, Additional Dearness Allowance and Dearness Pay, if
any, and
iii. Compensatory (City) Allowance;
(e) 'Railway servants employed in confidential capacity' includes -
i. stenographers working either in a separate confidential cell or attached to
the officers in Administrative offices,
ii. cipher operators,
iii. confidential Assistants and Personnel Assistants, and
iv. any other railway servant who may be so specified by the Head of the
Railway Administration to have been employed in confidential capacity;
(f) 'Regional Labour Commissioner' means an officer appointed as such by the
Government of India in the Ministry of Labour, by notification in the Official
Gazette;

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(g) 'Roadside station' means a station other than -

i. an important junction station,
ii. a station with marshalling yard,
iii. an important terminal station,
iv. a station from which trains are ordered as a regular measure, and
v. a station where a separate goods office under a supervisory Goods Clerk, in
the grade of Chief Goods Clerk or of higher rank sanctioned on the basis of
workload in that Goods Office has been provide :
Provided that the Head of the Railway Administration or the authority to
whom he may delegate this power, may draw up a list of road-side stations
keeping in view the above definition.
(h) 'roster' means a document which shows the hours that a railway servant is
expected to be on duty every day, the daily as well as weekly rest and break
between spells of duty in a day besides other necessary particulars
(i) 'running staff means the staff who are defined to be so in Rule 1507 of the
Indian Railway Establishment Code, Volume-II (1990 Edition);
(j) 'section' means a section of the Act;
(k) 'short off means a period of rest which is –
i. in the case of intensive workers :-
A. less than 12 hours in a roster of six hours duty, and
B. less than 14 hours in a mixed roster of 6 and 8 hours duty
ii. in the case of continuous worker - less than 10 hours,
iii. in the case of essentially intermittent worker - less than 8 hours
(l) 'split duty' means duty in two or more spells with intervening breaks each
of half or more hour necessitated by exigencies of work and when the
employee is free to leave his place of duty. Intervals for rest and meals shall
not be breaks for the purpose of split duty.
(m) 'Sustained attention' as used in clause (b), section 130 implies mental effort.
Explanation - A Points man waiting for the arrival of a train after setting
points is required to give sustained attention. Similarly, a Station Master or
an ASM is generally required to pay sustained attention form the time he
gives line clear to the Station in rear till the time the train arrives and against
from the time the line clear is asked for to the time the Block Section ahead
is cleared. Wherever circumstances justify a different treatment, the period
involving sustained attention may be decided by the Controlling Authority.
In case of any doubt, the decision of the Head of the Department shall be
final.
(n) All other words and expressions used but not defined in these rules shall
have the meanings respectively assigned to them in the Indian Railway
Establishment Code or the Act.
PART II
Classification of Employment and Hours of Work
(3) Prescribed authority to classify the employment of railway servant -
1) The power to declare the employment of Railway Servants as 'intensive' or
essentially intermittent' within the meaning of section 130 shall vest in the
Head of the Railway Administration :

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Railway Service Pension Rules

Provided that the Head of the Railway Administration may, in his discretion,
delegate the power vested in him under this sub-rule to the Chief Personnel
Officer.
Provided further that during the period of emergency such as flood, accident,
the power vested in the competent authority can be exercised by an officer not
below the rank of senior scale.
2) A copy of every declaration made by the prescribed authority under sub-rule
(1)shall, as soon as may be, sent to the Regional Labour Commissioner
concerned and, in case the declaration is made by an officer other than the
Head of the Railway Administration, to the Head of the Railway
Administration or the Chief Personnel Officer, as the case may be.

(4) Appeals against classification

1) Any railway servant aggrieved by the declaration of classification made
under rule 3 may, within ninety days from the date of such declaration, prefer
an appeal to the Regional Labour Commissioner, who, after scrutiny of
relevant documents or if considered necessary, after a fresh job analysis, may
order for a change in the classification.
2) Any railway servant or Railway Administration aggrieved by a decision of
the Regional Labour Commissioner may, before the expiry of ninety days
from the date on which the decision of the Regional Labour Commissioner is
communicated to him, prefer an appeal to the Secretary of the Government of
India in the Ministry of Labour who will dispose it of after hearing the parties
concerned.

(5) Supervisory staff-

1) The Ministry of Labour shall, by order in writing, specify the railway servants
o rclasses of Railway servants who shall be treated as supervisory staff under
sub-clause (iv) of clause (c) of section 130 on the ground that the Railway
servant holds a position of responsibility, is employed on duties mainly of a
supervisory character and is, from the nature of his work and position,
comparatively free to adjust his hours of duty or work during such hours :-
Provided that the railway servants who on the date of publication of these
rules are treated as supervisory staff under these rules shall continue to be
treated as such until the orders specifying the railway servants or classes of
railway servants as supervisory staff is issued under this sub-rule.
2) A copy of every such order issued under sub-rule (1) shall be furnished to the
Chief Labour Commissioner (Central), New Delhi.

(6) Excluded staff -

The following categories of staff of the Health and Medical Department shall be
treated as 'excluded' under sub-clause (v) of clause (c) of Section 130, namely -
i. Matrons;
ii. Sister-in-charge;
iii. Midwives who are not posted on regular shift duty in Railway Hospitals;
iv. Health Educators and District Extension Educators (Male & Female);

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v. Family Planning Field Workers (Male and Female);

vi. Lady Health Visitors;
vii. Auxiliary Nurses-cum-Midwives;
viii. Projectionists.
In addition to the above, the Ministry of Railway may, by order in writing, specify
any other category of railway staff in any of the Departments of the Indian Railways
who shall be treated as 'Excluded' on the consideration that such staff are available
on call.

(7) Criteria for determining classification of railway servants -

1) Continuous - All employments of Railway servants except those excluded
from the purview of the Hours of Employment Regulations are assumed to be
'continuous'. Thereafter, on the basis of factual job analysis, the employment
may be classified either as 'intensive' or 'essentially intermittent', as the case
may be.
2) Intensive : The two important factors in declaring an employment as
'Intensive' under clause (d) of section 130 of the Act are :-
i. Strenuous nature of the work tending to cause mental or physical strain;
and
ii. continuous application to such work with little or no periods of relaxation.
Explanation I : The term ' continued concentration' in clause (d) of the Section
130 is intended to convey that the attention demanded of the Railway servant
concerned for a particular nature of job should be exclusive not to allow any
other thought or idea to enter the mind and must be of such nature as to cause
strain (physical or mental or both) upon the Railway servant concerned as a
result of continuous application to such work over certain period without
reasonable periods of respite. Thus, having regard to the entire period of duty
and nature of work, the prescribed authority shall, before declaring any
employment as 'Intensive', satisfy itself that the above factors are present in
the job concerned. In other works, the prescribed authority shall consider
whether the job is of such a character that it demands continued concentration
without any reasonable periods of relaxation.
Explanation II : Factor (ii) should be considered to have been satisfied where
the periods of rest, inaction or relation do not aggregate 6 hours or more in a
cycle of 24 hours or one hour or more in a shift of 8 hours.

3) Essentially Intermittent : The work of an employee is to be regarded as

'essentially intermittent' if his daily hours which should be assumed to be
twelve hours per day include -
a. One period of inaction of not less than one hour, or two such periods of not
less than half an hour each, and
b. Various period of inaction including the period of inaction specified in
clause (a)aggregating 50 per cent or more, during which he is not generally
called upon to display either physical activities or sustained attention.

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Railway Service Pension Rules

Note : In assessing the work-load of the 'essentially intermittent' classification

in accordance with sub-section (b) of Section 130, periods of inaction of less
than 5 minutes shall be ignored.

(8) Fixation of hours of work -

The hours of work of a Railway servant as per roster (hereinafter referred to as
rostered hours of work) may be continuous or may have short interval for rest,
or breaks due to exigencies of service or deployment.
1) Subjects to the limit specified in section 132 and having regard to the
requirements of the service and the nature of work, the Railway
Administration shall fix the normal rostered hours of work for the various
categories of railway servants in the manner indicated in these rules.
2) The rostered hours of work of Railway servants shall consists of
i. standard hours of duty;
ii. additional hours as may be prescribed in the case of certain categories
classified as essentially intermittent; and
iii. time required to do preparatory or complementary work or both for those
who are required to do such work.
3) The standard hours of duty for different classes of employment of Railway
servants shall be as under :-
a. Intensive 42 hours a week;
b. Continuous 48 hours a week; and
c. Essentially Intermittent 48 hours a week;

4)
a. Railway servants having essentially intermittent class of employment shall
be called upon to work as per rule 8(2) (ii) additional hours as indicated
below :-

i. Gatemen 'C', Caretakers of Rest Houses and Reservoirs, etc. Chowkidars

and Saloon Attendants - 24 additional hours per week
ii. Railway servants posted to work in Essentially Intermittent employment
at Road-side stations and provided with residential quarters with 0.5
Kms. From their place of duty - 24 additional hours per week
iii. Rest of the employees posted to work in Essentially intermittent class of
employment - 12 additional hours per week.
b. Such additional hours of work shall be reflected in the duty rosters of the
Railway servants concerned.
5) The time required by various categories of staff to do preparatory or
complementary work or both, which includes the work of handing over and
taking over charge, must necessarily be carried out outside the limits laid
down for general working of an establishment, branch or shift and shall be
determined by means of job analysis of such work in respect of representative
posts in respective categories.

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6) The time determined under sub-rule (5) shall be added to the standard hours
of duty of the staff in all the various classifications subject to maximum limit
prescribed below :-
a. when employment is intensive 3 hours a week;
b. when employment is continuous 6 hours a week;
c. when employment is essentially intermittent :-
i. Gatemen 'C', Caretakers of Rest Houses and Reservoirs, Chowkidars, Saloon
Attendants and those posted at road-side Stations and provided with
residential quarters within500 meters from their place of duty 3 hours a
week;
ii. Railway servants other than those mentioned in sub-clause (i) 4 V2
hours a week.
7) The time required for preparatory or complementary work by the running
staff shall be deemed to be 4 hours a week.
Notes:
i. Where the time assessed for doing preparatory or complementary
work is under 15 minutes per day, the same shall not be treated as duty
and shall not be exhibited in the roster.
ii. In the case of employment of a 'continuous' nature, the time assessed
fordoing 'preparatory or complementary work, between 15 minutes
and less than 45 minutes per day should be treated as half an hour's
work and such time between 45 minutes and one hour per day should
be treated as one hour's work.
iii. In the case of intensive and essentially intermittent categories of
employment, such time assessed between 15 minutes to 30 minutes per
day shall be treated as half an hour's work.
iv. The time assessed for the work mentioned in Note (iii) shall be
reflected in the duty rosters of the concerned railway servants.
v. Total hours for preparatory or complementary work or both shall be so
fixed to ensure that the overall duty hours do not exceed the limits
prescribed for respective classification in Section 132.
8) Where Railway servants are required to perform split duty, such duty shall be
subject to the following conditions, namely :-
a. the spells of duty shall not exceed three and the number of breaks shall be
limited to two;
b. in the case of an employment of 'continuous' nature, the railway servant
whose place of residence is beyond 1.06 KMs from the place of duty, seven
hours of split duty shall be treated as equivalent to eight hours of normal
duty.
9) While preparing rosters, 'long on' or 'short off shall, accordingly, be avoided.
10) Where, in accordance with the provisions of sub-section (4) of Section 132 or
sub-section (3) of Section 133 and in the circumstances mentioned therein, a
Railway servant is called upon by an order of temporary exemption made
under Rule 9 below by the competent authority to render duty beyond the
hours of work fixed in accordance with the foregoing sub-rules or beyond the

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hours prescribed in Sub-section (1), (2) and (3) of the Section 132, it shall be
the duty of the Railway servant concerned to render such extra hours of duty.

(9) Power to make temporary exemption :-

1) Subject to the provisions of sub-section (4) of Section 132 and of sub-section
(3) of Section 133, Head of a Railway Administration may by order in writing
make temporary exemption of any Railway servant or class of Railway
servants from the provisions of sub-section (1), (2) and (3) of Section 132 and
sub-sections (1) and (2) of Section 133.
2) The Head of Railway Administration may by order in writing delegate his
powers under sub-rule (1) to any officer subordinate to him and whom he
may deem fit to exercise the powers.
3) A copy of every order of delegation made under sub-rule (2) shall be sent to
the Regional Labour commissioner concerned.

(10) Principle of averaging and payment of overtime allowance -

1) Where a Railway servant is required to render extra hours of duty beyond the
rostered hours fixed in accordance with rule 8 or beyond the limits specified
for different classes of Railway servant under section 132, he shall be paid
overtime for such extra hours of work, subject to the principle of averaging as
specified in sub-rule (2).
2) Averaging shall be done by averaging of the hours of work over the
averaging periods as specified in Section 132 which has been adopted to
provide a reasonable measure of elasticity as essential in railway working for
certain classes of Railway servants and it shall apply to -
i. running staff;
ii. operating staff;
iii. shift workers; and
iv. those other Railway servants whose work is connected with the work of
any of the categories of Railway servants mentioned in clauses (i), (ii) and
(iii).
3) Subject to the provisions contained in sub-section (4) of Section 132, payment
of overtime for excess hours of work shall be made as under :-
i. for the excess hours of work rendered by a Railway servant between the
limits of prescribed rostered hours of work and the hours prescribed in
Section 132, during the relevant averaging period, payment shall be made
at 1 V2 times the ordinary rate of pay; and
ii. for the excess hours of work rendered beyond the limits prescribed in
Section 132,payment shall be made at two times the ordinary rate of pay.
4) The hourly rate of overtime shall be worked out on the basis of rostered hours
over the relevant averaging period as under :-
i. Hourly rate of pay (for Period of averaging 1/30 of
staff governed by No. of rostered hours of monthly
x
Averaging Principle) work in the averaging paid ordinary rate of
pay

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ii. Hourly rate of pay (for 1 1/30 of

those not governed by No. of daily rostered hours monthly
x
Averaging Principle) of work ordinary rate of
pay

(11) Register of extra hours of work -

The particulars of all extra hours of work done by a Railway servant beyond the
prescribed rostered hours of duty shall be recorded in a register to be
maintained in Form 'A' appended to these rules by the authorised officer .

(12) Periodical Rest -

1) Railway servant whose employment is Intensive or Continuous shall be

granted, every week commencing on a Sunday, rest of not less than thirty
consecutive hours and those whose employment is Essentially Intermittent,
shall be granted rest of not less than twenty-four consecutive hours including
a full night.
2) No Railway servant classified as Intensive, Continuous or Essentially
Intermittent shall be called on duty unless one has had a rest of not less than
12,10,8 consecutive hours, respectively after completion of the previous tour
of duty. Such rest shall be given as far as possible through the employment of
rest givers, and the rest givers so provided shall be separate for Continuous
and Essentially Intermittent categories.
3) Locomotive or traffic running staff shall be granted, each month, a rest of at
least five periods of not less than twenty-two consecutive hours each, or a rest
of at least four periods of not less than thirty consecutive hours each including
a full night. The hours of work for this purpose shall be calculated from
"signing on" to "signing of"
4) The locomotive and traffic running staff shall not normally be away from
headquarters for more than three or four days at a stretch and the periodic
rest for such staff shall be given at headquarters. Rest at headquarters shall
always include a night in bed, and as far as possible be once in every ten days.
5) Staff on duty in running trains, other than locomotive and traffic running staff
such as Travelling Pay Clerks and Catering Staff attached to Restaurant Cars
shall be given periodic rest on the scale and in the manner laid down for the
locomotive and traffic running staff. Some portion of the periodic rest may,
however, be given away from their headquarters having regard to their
length of trips.
6) The working hours and periodic rest of marine staff, other than those who are
governed by the Factories Act shall be regulated in the same manner as those
of running staff.
7) In accordance with clause (ii) of sub-section (2) of Section 133 of the Act, the
Head of the Railway Administration may, with the prior approval of the
Ministry of Railways, specify the categories of Railway servants to whom the
periods of rest on scales less than those laid down under sub-section (1) of the
Said section can be prescribed

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Railway Service Pension Rules

(13) Compensatory periods of rest-

No Railway servant in respect of whom an exemption has been made under rule
9 shall be required to work for more than fourteen days without a period of rest
and shall be provided with compensatory rest within this period.

PART III - Authorities to ensure proper implementation of the provisions of

Chapter XIV of the Act and these Rules

(14) Appointment of Supervisors -

The supervisors of Railway Labour shall be appointed by the Ministry of

Labour. The manner of their appointment and the educational qualifications,
etc., prescribed for the purpose will be as laid down by the Ministry of Labour
from time to time.

(15) Display of rules and notices -

Every Railway Administration shall display in a conspicuous place -

a. where the Railway servants work, notices specifying the classification of
employment of Railway servants; the duration for their hours of employment,
their period of rest and rosters; and
b. in each station or other establishment, a copy of Chapter XIV of the Act and
these rules in English, Hindi and in local language.

(16) Annual return -

Every Railway Administration shall send each financial year a return in Form 'B'
appended to these rules, so as to reach the Regional Labour Commissioner not
later than the 15th day of May following the end of the financial year to which it
relates.

PART IV - Residuary Powers

(17) Power to make modification in special cases -

1) Notwithstanding anything provided in these Rules, where, in the interest of

efficient working of the Railways, there are certain condition of special nature
necessitating an immediate modification of any condition laid down under
these rules to suit local conditions, such modifications which are not
inconsistent with any provisions of Chapter XIV of the Act, may be effected
with the prior approval of the Ministry of Railways.
2) A copy of each such modification shall be sent to the Regional Labour
Commissioner concerned.
3) If any Railway servant is adversely affected by any such modification made
under sub-rule (1), he may prefer an appeal before the expiry of 90 days from

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the date of effecting such modification to the Ministry of Railways whose

decision thereon shall be final.

PART V - Repeal and Saving

(18) The Railway Servants (Hours of Employment) Rules, 1961 and any orders
issued there under in so far as they are inconsistent with these rules, are
hereby repealled;

Provided that –
1) such repeal shall not affect the previous operation of the said rules or any
orders made or anything done or any action taken there under;
2) nothing in these rules shall be construed as depriving any person to whom
these rules apply, of any right of appeal which had accrued to him under the
rules or orders in force before the commencement of these rules.
3) An appeal pending at the commencement of these rules against an order
made before such commencement shall be considered and orders thereon
shall be made in accordance with these rules as if such orders were made and
the appeals were preferred under these rules.
4) as from the commencement of these rules any appeal or application for
review against any orders made before such commencement, shall be
preferred or made under these rules as if such orders were made under these
rules.

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Railway Service Pension Rules

Form A (see Rule 11)

Register of extra hours of work – Register prescribed under Rule 11ofthe Railway
Servants (Hours of Work and Period of Rest)Rules ,2014
Name Classification Rostered Actual
Month and Rate Extra
s. and Intensive / hours hours
date over Designation of hours
no Father’s Continuous / From From
time worked Pay worked
Name EI To To
1 2 3 4 5 6 7 8 9

Amount
Reason Number of Reasons for Signature of
Compulsory of
for hours for granting temp. sub incharge
rest granted overtime
working which exemption under granting Remarks
Date From paid and
extra overtime section 132(4) exemption
TO date of
hours payable and 133 under rules
payments
10 11 12 13 14 15 16

From B (see Rule 16)

Annual return for the year ending 31st March ______
Continuous other
s. Name of the Total No. of Railway Intensive Running staff
than Running Staff
no Railway servants employed
No. Percent No. Percent No. Percent
1 2 3 4 5 6 7 8 9

Essentially Excluded in Others Remarks

Supervisory
Intermittent Confidential capacity
No. Percent No. Percent No. Percent No. Percent
10 11 12 13 14 15 16 17 18

Place

Date:

Signature of Head / Incharge Railway Administration (Seal)

To,
The Regional Labour Commissioner (Central)

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JOB ANALYSIS
(RB's letter No. E(LL) 73 HER / 33 Pt. A. II dated 28.06.1974)

Classification of a work is assigned by job analysis. There are 04 methods of job

analysis.

1. Rough Assessment method: By analysis of the quantum of work and time

required to complete the work by rough assessment.
2. Representative method: By representation of one place/station, quantum of
work with the work load of other place/station.
3. Issuance of certificate by Executive officer: Certificate given by Executive
officer by analysis of the quantum and nature of work.
4. Factual Job analysis: The factual job analysis is the best method to fix the
classification under HOER, the job analysis is conducted to review the
existing classification. If it is on demand of staff side or otherwise it should be
conducted for 72 consecutive hrs. & if it is done by administration as a review
and the result of 1st day show no change then need not to be proceeded
further but if it shows the change of classification then it should be conducted
for 72 consecutive hrs.

While first three methods have the advantage of quickness, particularly when
the requirement is to obtain temporary result, the last method i.e. factual job
analysis is preferred by the tribunal as the most suitable

During the job analysis the period of Action as per duty list provided and inaction
is to be noted. The following guide line be observed during factual job analysis.:-

1. It is under taken without previous intimation and warning.

2. Work is closely and personally watched continuously throughout a period of
duty and is faithfully reproduced.
3. The person whose work is watched is not to be disturbed by the analyser.
4. Analyser should study the work intelligently to be able to discuss with
Executive officer, if required.
5. The actual time of action and inaction to be noted. While recommending the
"EI" classification. Inaction period of less then 5 minutes should be ignored.

Before conducting job analysis the following should be ensured:

1. The collection of date should be objective.

2. There should be normal work load, during the period of job analysis.
3. Duty list of question should carefully be read out and the period of action
only be taken as allowed in duty list.
4. Post record (6 months or 1 year) should be consulted in view to obtain correct
result and to watch the normal work load.

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After completion of job analysis, the date in matter, job analysis sheet should
be discussed with Senior Supervisor concerned & comment, if any be
incorporated in the job analysis [ NR No. 3E/317/RLT-1969 (Adj) dated
20.07.74, 3E/116/Pt.II 7A (Adj) dated 23.03.82, 3E/317/RLT-1969 (Adj) dated
04.10.74 ]

The report on the basis of job analysis sheet should be prepared for
recommendation of a clarification. It should be got agreed with the executive
officer. If any clarification warrants change then the proposal should be sent
to concerned Account department for its concurrence. After concurrence, it
should be sent to DRM for his approval.

After the approval of DRM, the recommendation should be sent to "P" Branch
in HQ's office, who, in turn will send it to concerned HOD. If the HOD agrees
with the recommendation then it will be sent for concurrence of FA&CAO.
On behalf of GM, CPO can accept the recommendation, if it is downgraded
the classification i.e. "I" to "C" or "C" to "EI". But if the classification is
proposed to be upgraded, then approval of the General Manager is required.

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Disabled/Medically Decategorize

ABSORPTION OF DISABLED / MEDICALLY DECATEGORISED

STAFF IN ALTERNATIVE EMPLOYMENT
[Para 1301 to 1315 of IREM-I, as amended under RBE No. 89/99]

A Railway servant who fails in a vision test or otherwise by virtue of disability

acquired during service becomes physically incapable of performing the duties of
the post which he occupies should not be dispensed with or reduced in rank, but
should be shifted to some other post with the same pay scale and service benefits.

CLASSIFICATION OF RLY SERVANTS DECLARED MEDICALLY UNFIT:

Railway servants acquiring disability during service & declared medically unfit are
divisible into two groups.-

1. Those completely disabled for further service in any post in the Railway, i.e.
those who cannot be declared fit even in the "C" medical category., and
2. Those disabled/incapacitated for further service in the post they are holding
but declared fit in a lower medical category and eligible for retention in
service in posts corresponding to this lower medical category. [Para-
1302]The Railway servants both in above Group 1 & 2 ceases to perform the
duties of the post they are holding from the date they are declared medically
unfit for the present post. No officer has the authority to permit the Railway
servant concerned to perform the duties in the post beyond that date. If such a
Railway servant cannot be immediately adjusted against or absorbed in any
suitable alternative post, he may be kept on a special supernumerary post in
the grade in which the concerned employee was working on regular basis
before being declared medically unfit pending location of suitable alternative
employment for him with the same pay scale and service benefits; efforts to
locate suitable alternative employment starting immediately. The special
supernumerary post so created will stand abolished as soon as the alternative
employment is located.

DISABLED MEDICALLY DECATEGORISED STAFF TO BE ABSORBED IN

POSTS THEY CAN ADEQUATELY FILL:

In the matter of absorption of disabled/medically decategorised staff in alternative

posts, Railway administration should take care to ensure that the alternative
employment offered is only in posts which the staff can adequately fill & as far as
possible should broadly be in allied categories where their background and
experience in earlier posts could be utilized. While finding alternative posts for
absorption of disable/medically decategorised staff, the Railway administration
should ensure that the interests of other staff in service are not adversely affected
and no reversion of any officiating Railway servant is made to absorb the disabled /
medically decategorised staff. For this purpose, attempts should be made to absorb
the disabled / medically decategorised Railway servant not only within the
unit/division or department, but in other Unit / Division or Department.

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ABSORPTION IN POSTS IDENTIFIED FOR EMPLOYMENT OF PHYSICALLY

HANDICAPPED PERSONS/CREATION OF SUPERNUMERARY POSTS:

Those Railway servants who are declared unfit even for the lowest medical category,
may be absorbed in a post / category identified as suitable for employment of
physically handicapped persons and fresh recruitment to that post/category from
open market from amongst physically handicapped withheld. In case the alternative
post is not carrying the requisite pay scale, a supernumerary post may be created in
appropriate scale of pay & the employee adjusted against the same keeping the
lower grade post vacant by withholding fresh recruitment their to. The
supernumerary post so created to accommodate a disabled/medically incapacitated
employee shall stand abolished as soon as a suitable post in the appropriate scale is
found for the Railway servant concerned or the post is vacated by him for other
reasons, whichever is earlier.

STEPS TO BE TAKEN FOR FINDING ALTERNATIVE EMPLOYMENT:

1. With a view to determine the categories in which the disabled/medically

decategorised railway servant is suitable for absorption a committee should
examine him. The committee may consist of two or three officers posted at the
headquarters of the officer under whom the disabled/medically
decategorised railway servant was working, the Railway servant's immediate
officer being one of the members of the committee. After the committee has
examined the Railway servant and determined his suitability for certain
categories of posts, the officer under whom the Railway servant was working
will proceed to take further action to find suitable alternative employment for
him.
2. The officer concerned will prepare a list of vacancies within his jurisdiction in
the categories for which the disabled/medically incapacitated Railway
servant has been found suitable and a post with same scale of pay as was
attached to the post he was holding on regular basis before being declared
medically unfit, will be offered to him.
3. It will be the responsibility primarily of the officer under whom the concerned
Railway servant was directly working to find suitable alternative employment
for him. This will be done first by trying to find alternative employment in the
officer's own unit/division, office, workshop etc. and a register with the
details as mentioned in sub Para [6] below will be maintained for this
purpose.
4. If there is no immediate prospect of employment in his own unit/division,
office etc., the name of the Railway servant with particulars as given in Sub-
Para [6] below will be circulated to all other offices or establishment where
suitable employment is likely to be found.
5. Nothing in the previous paragraphs, however, debars a Railway servant from
applying for a particular post for which he is likely to be deemed suitable and
it is known to be vacant under any officer. Such an application must be

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Disabled/Medically Decategorize

addressed through the immediate officer of the Railway servant concerned &
must contain full particulars of his service & must be forwarded to the officer
to whom addressed or to the authority competent to make the appointment.
The result of the application must be intimated to the Railway servant
6. A register containing the names of all Railway servants declared medically
unfit and to be absorbed in alternative posts will be maintained by
headquarters, Divisional and other extra Divisional offices. Theseregisters will
contain not only the names of the staff of the particular division etc., but also
the names will be notified to the unit officer concerned by other units/offices.
This will not, however, absolve officers under whom the Railway servant was
last working from continuing their efforts to find suitable employment for the
disabled medically decategorised employee. The particulars required to be
maintained in registers and notified to other officers in accordance with the
instructions above are as follows.:-
A. Serial number.
B. Date on which incapacitated.
C. Name & Father's name.
D. Post last held on regular basis with scale of pay and rate of pay.
E. Educational qualifications - If no educational qualifications, then general
remarks regarding knowledge of English, Regional Language etc.
F. Medical category in which placed.
G. Details of special supernumerary post till absorption in alternative
appointment. [Para-1303]
H. Date from which absorbed in alternative appointment.
I. Nature and category of alternative appointment.
J. Scale of pay of the alternative post and the pay fixed at.
K. Details of supernumerary posts, if any after absorption in alternative
appointment.
L. Remarks. [Para-1305]

7. If and when a Railway servant is absorbed in any alternative post, intimation

will be sent by the officer under whom he was previously working to all other
officers to whom his name was notified. On receipt of such intimation, his
name will be deleted from the registers.
8. Before any post is filled or a promotion is ordered, officers concerned will
refer to their registers and satisfy themselves that no disabled medically
incapacitated Railway servant who is suitable for the post is available, he will
be given preference over all other categories of staff for appointment.

ELEMENT OF RUNNING ALLOWANCE TO BE RECKONED WHILE FINDING

ALTERNATIVE POST TO DISABLED MEDICALLY DECATEGORISED
RUNNING STAFF:

In order of determine the same scale of pay for the purpose of absorbing a
disabled/medically decategorised running staff in the alternative employment, an
amount equal to such percentage of pay in lieu of running allowance as may be in

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force may be added to the minimum and maximum of the scale of pay of the
running staff. If the scale of pay so arrived at is not identical with the scale of pay
already existing, the same may be replaced by the equivalent existing scale of pay.
FIXATION OF PAY:
The pay of the disabled/medically decategorised Railway servants will be fixed on
absorption in an alternative post at a stage corresponding to the pay previously
drawn in the post held by them on regular basis before acquiring
disability/medically decategorisation. For running staff, the fixation will be based on
the basic pay plus a percentage of their basic pay, representing the pay element of
running allowance as may be in force.

If the basic pay so arrived at does not correspond to any stage in the absorbing
grade, the pay may be fixed at the stage just below and the difference allowed as
personal pay to be absorbed in future increase in pay. Similarly, if the pay so arrived
at exceeds the maximum of the absorbing grade, the pay may be fixed at the
maximum and the difference may be allowed as personal pay to be absorbed in
future increments/increases in pay. Other allowances such as Dearness Allowance,
City Compensatory Allowance and House Rent Allowance should be allowed on
pay plus personal pay, if any, in the absorbing grade.

If senior employees who on medical decategorisation were absorbed in posts

carrying scale of pay lower than the scale of pay in which they were working on
regular basis at the time of medical decategorisation before coming into force (i.e.
07.02.1996) of the persons with disabilities (equal opportunities, protection of right &
full participation) Act, 1995 and a junior employee decategorised after coming into
force of the Act was absorbed in an alternative post carrying same scale of pay in
which he was working, it creates an anomalous situation. To meet with such
situations, it has been decided by the Rly. Board that General Manager, on
representation, may review cases of senior employees with reference to absorption of
their juniors in the same grade under the provisions of the Act. This may however,
be subject to the condition that both Sr. & juniors should belong to the same Deptt. /
Cadre / Category / Grade before med. Decategorisation & are also absorbed in the
same deptt in the same Cadre/Category. In such cases while the actual monetary
benefit to the Sr., as a result of review may accrue with effect from the date of
absorption in the appropriate higher grade, proforma benefit may be allowed w.e.f.
the date of absorption of the Jr. on or after dt. 7.2.96. [RB No. 104/06]

BENEFIT OF PAST SERVICE TO BE ALLOWED:

A disabled/medically decategorised Railway servant absorbed in alternative post,

will for all purpose, have his past service treated as continuous with that in the
alternative post.

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FIXATION OF SENIORITY OF DISABLED MEDICALLY DECATEGORISED

STAFF ABSORBED IN ALTERNATIVE EMPLOYMENT:

The disabled medically decategorised staff absorbed in alternative posts should be

allowed seniority in the grade of absorption with reference to the length of service
rendered on non-fortuitous basis in the equivalent or corresponding grade before
being declared medically unfit. This is subject to the proviso that if a disabled /
medically decategorised employee happens to be absorbed in the category / grade
from which he was originally promoted, he will not be placed above his erstwhile
seniors in the grade of absorption. The staff who get their cases recommended for a
change of category on medical grounds will not get the benefit of these rules, but
will be treated as staff transferred on their own request. [AUTHORITY-Section 47 [1]
of the persons with Disabilities [Equal opportunities, protection of Rights and full
participation] Act, 1995 and RBE No. 89/99]

i. In case where an employee is totally incapacitated and is not in a position to

continue in any post because of his medical condition, he may be allowed to
opt for retirement in such cases, request for appointment on compassionate
grounds to an eligible ward may be considered.
ii. Compassionate ground appointment to the wife/wards/dependents of
partially medically decategorised staff who seeks Voluntary retirement may
be given subject to the following provisions. :-[RBE No. 78/2006]
a. The appointment will be given only in the eligible Group "D" categories.
b. Such an appointment should only be given in case of employees who are
declared partially decategorised at a time when they have at least 05 years
or more service left.
c. CMD of the Railway should keep a watch covering the trend of
decategorisation so that the present figure do not get inflated.
iii. Medically de-categorised staff absorbed in alternative post has to complete
the prescribed minimum service in the new cadre before he is considered
eligible for promotion but regarding eligibility of a senior with reference to
eligibility of a junior wherein necessary, will also apply in the case of
medically decategorised staff absorbed in alternative posts.[RBE 86/2003]

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Forwarding of Application
Railway Service Pension Rules

FORWARDING OF APPLICATIONS FROM SERVING RAILWAY

EMPLOYEES FOR POSTS OUTSIDE RAILWAYS
[Para 1401 to 1412 of IREM Vol. 1]

Railway employees may be given 4 opportunities in a year to apply in response

to notices of Government Departments/Public Sector
Undertakings/autonomous bodies except where holding of any such
applications is considered justified in the public interest by the competent
authority. Applications in response to UPSC advertisement will not be counted
against the four opportunities mentioned above.

Note : The authorities should interpret the term 'public interest' strictly subject
to the condition that forwarding of application should be the rule rather than
the exception. While it is not feasible to lay down the specific exhaustive
guidelines for withholding of applications, some of them can be listed
illustratively as follows:-

i. The Railway employee is engaged on important time-bound projects and the

work would be seriously dislocated if he is relieved.
ii. A railway employee is under suspension or is facing departmental
proceedings /prosecution in a Court.
iii. A railway employee is applying for a post which is equivalent in status and
rank.

Authorities competent to forward applications

Applications of staff and officers below Junior Administrative Grade may be

forwarded by the General Manager or by the lower authority to whom he may
further delegate these powers. When, however, the lower authority decides to
withhold an application it should be done only with the approval of the General
Manager or the Head of Department concerned.

Applications of officers of the Junior Administrative grade and above may be

forwarded to the Railway Board for disposal

Application for employment in a private concern:-

When a railway employee desires to apply for a post in a private concern he should
first offer to resign or retire from railway service. For this purpose, any employment
other than the employment under the Central Govt. or State Govt., public sector
enterprise wholly and partly owned by the Central Government or a State Govt. or
an autonomous body wholly or substantially financed and controlled by the Central
Govt. or a State Govt. will be treated as a private employment. [RBE No. 62/86]

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Forwarding of Application

Retention of lien on selection on the basis of the forwarding of application

i. If a permanent railway employee is selected on the basis of his application for

posts in other Central Government Department/Offices, his lien may be
retained in the parent department for a period of 2 years. If the employee
concerned is not permanently absorbed within a period of 2years from the
date of his appointment in the new post, he should immediately on expiry of
the period of 2 years either resign from Railway service or revert to his parent
cadre. An undertaking to abide by this condition may be taken from him at
the time of forwarding of his application to other departments/offices.
ii. Temporary railway servants with less than 2 years’ service will be required to
sever connections with railways in case of their selection for outside posts.
iii. When a permanent railway servant has joined a department/office where he
is not confirmed within a period of 2 years due to some reasons, he may, in
exceptional cases, be permitted to retain the lien in the parent department/
office for one more year. While granting such permission, a fresh undertaking
similar to the one indicated above may be taken from the railway employee.
iv. Timely action should be taken to ensure extension/ reversion/ resignation of
railway employees to their parent cadres on completion of the prescribed
period of 2/3 years. In cases, where recalcitrant employees do not respond to
instructions with the connivance or otherwise of their new employer, suitable
action should be initiated against them for violating the agreement/
undertaking given by them as per (i) and (iii) above and for termination of
their lien.

Continuity of service on technical resignation:-

A permanent railway servant appointed in another Central Government

Department/Office has to resign from his parent department unless he reverts to
that department within a period of 2 years or 3 years in exceptional cases. Such
resignations shall not be deemed to be resignation within the meaning of Rule 41(2)
of Railway Services (Pension) Rules, 1993 for the purpose of pension. As a
consequence, continuity of service benefits should be allowed to such employees in
the matter of leave also i.e. the railway employee will be allowed to carry forward
the leave earned by him, not only on the Railway but that earned during the
temporary service or probation in the Civil Department also.

Forwarding of applications for posts advertised by Central/ Public Sector

Undertakings / Central Autonomous Bodies:-

Applications of Railway servants in response to press advertisement for posts in

Central Public Enterprises/Autonomous Bodies may be forwarded with a clear
understanding with the Railway servants that in the event of their selection for the
post applied for they will sever their connections with the Railways before joining
the Public Sector Undertakings/ Autonomous Bodies. There is no question of
retention of lien in such cases. A Railway servant selected on the basis of his

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application with proper permission for post in Central Public Enterprises/Central

Autonomous Bodies will be required to give his/her technical resignation before
his/her relief from Railway service. The Railway servant may thereafter be relieved
to take up appointment in the Public Sector Undertaking/ Autonomous Body. The
relieving order should indicate the period within which the official should join the
Public Sector Undertaking/ Autonomous Body. Normally this period should not be
more than 15 days. This period may be extended by the competent authority for
reasons beyond the control of the official. Necessary notification/ orders accepting
the resignation of the Railway servant from Railway service should be issued from
the actual date of his/her joining the Public Sector Undertaking/Autonomous Body.
The period between the date of relieving and the date of joining Public Sector
Undertaking/ Autonomous Body can be regulated as leave of the kind due and
admissible and if no leave is due, by grant of extra ordinary leave. In case he/she is
not able to join the Public Sector Undertaking/Autonomous Body within the period
allowed by the competent authority, he/she should report back to the parent office
forthwith. [RBE No. 204/99]

Permission for applying for posts advertised by International Organisations/

Foreign Governments:-

Railway servants may apply in response to open or public advertisement of

vacancies by the International Organisation and Foreign Government's with the
prior permission of the cadre controlling authority concerned. In rare cases, when
the time available for submitting the application is short, a Railway servant may
send his application to the concerned agency in advance with a copy to his cadre
controlling authority and this may be confirmed or withdrawn subsequently
depending on the decision of the authority. The cadre controlling authorities would
consider each case only from the point of view of whether the Railway servant could
be spared or not, no other general considerations should be applied in taking a
decision in the case. A Railway servant may be permitted to apply in response to a
public advertisement even if he has completed the permitted number of years he can
spend in international/ foreign assignment in his career. However, in such a case, he
would have to resign or take retirement from Government service on selection. A
Railway servant applying for an international assignment in response to public
advertisement will not be given the status of "official nominee" for the assignment.
Correspondence relating to the grant or denial of permission will be between a
Railway servant concerned and the cadre controlling authority/ Government and
latter will not correspond with the international organisation/ foreign Government
on the subject. [RBE No. 204/99]

Forwarding of applications from railway employees to U.P.S.C :-

The Railway employees who wish to appear at the competitive examination

conducted by UPSC or wish to apply for posts, recruitment to which is proposed to
be made by selection through UPSC may submit their complete applications in the
prescribed form direct to UPSC. They should, however, immediately inform the

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Head of their office/ department giving details of the examination/posts for which
they have applied requesting him to communicate his Permission to the Commission
directly. In case the Head of Office/Department considers necessary to withhold the
requisite permission, he should inform the Commission within 30 days of the closing
date for the receipt of the applications. In case no such communication is received
from the Head of Office / Department, it shall be presumed by the Commission that
there is no objection on the part of the employing department to the candidature of
the Govt. employees in question to be considered by the Commission.

Issue of 'No Objection Certificate' for registration of name with the Employment
Exchange.

Permanent railway employees and railway employees with more than 3 years’
service are allowed to register their names with the Employment Exchange for a
higher post under the Govt/Public Sector Undertakings/Autonomous bodies on
production of a 'No Objection Certificate' from their employers. . 'No Objection
Certificate' in such cases may be granted subject to the following conditions:—
i. the railway employee should register only for a post higher than the one he is
holding under the Govt. In cases of doubt as to whether the post for which a
permanent employee intends to register his name with the Employment
Exchange is higher than the one he is holding under the Govt. the decision of
the Head of Office/Department shall be final.
ii. On being selected for appointment by the Govt. Department/Public Sector
Undertaking/Autonomous bodies for the higher post, he may be treated as
on deputation/Foreign service for a period one year only. On the expiry of
this period, he should either revert to the parent department or resign his post
under the Railways.
iii. Once an employee has reverted to the parent department after spending a
year outside, he should not be allowed a 'No Objection Certificate' to register
his name once again for a period of at least 2 years.

Refund of cost of training and enforcement of bond-money in respect of railway

employees who secured employment elsewhere on the basis of their duly
forwarded applications:-

i. Non-gazetted Railway employees who have received training at Railway

expense whether in the form of an ' induction training ' or in a specific
avocation may be exempted from refunding the cost of training in the event of
their selection to other posts under the Central or State Govt. or in Public
Sector undertaking / Autonomous Bodies wholly or substantially
owned/financed /controlled by the Central Government or a State Govt.
However, a fresh bond should be taken from such employees to ensure that
they serve the new employer for the balance of the original bond period. The
Railway Administration with whom the employee has executed the original
bond, may at the time of forwarding of his application (and if it is not
possible, before his release) for another post, may write to the department /

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organisation under whom the employee intends to take up another

appointment, intimating them about the bond obligation of the individual
and clarifying that in the event of his selection for the new post, his release
will be subject to the condition that the new department / organisation
obtains from him a fresh bond binding him to serve them for the balance of
the original bond period and in case he fails to serve the new department /
organisation, or leaves it before completion of the original bond period, for a
job, where exemption from bond obligation is not available. The
proportionate bond money should be realized from the individual and
refunded to the Railway Administration, with whom he had originally
executed a bond. The Ministry/Department/Organisation where the person
is newly employed, should also duly intimate the original Ministry
/Department /Organisation, the fact of a fresh bond having been executed by
the person concerned.[RBE No. 143/98]
ii. Exemption from recovery of the training expenses in terms of this para
includes payments made to an individual in the shape of training allowance
or stipend. The instructions are not restrictive but cover all aspects of training
including Apprenticeship. It is also clarified that exemption from recovery of
expenses applies to all types of expenditure—direct or indirect— including
payments made as training allowance or stipend.
iii. These instructions also apply to cases where a railway employee has been
selected for a post/service (other than Private employment) for which he had
applied before joining the Railway, with whom he had executed a
bond.[E(NG) II/77/AP/6 dated 9-2-1979 & RBE No. 62/86]
iv. Provision contained in the above para are applicable to all the railway
employees including gazetted officers, probationers and special class railway
Apprentices during apprenticeship training, probationary period and also
where they are occupying working post. [E(NG) II/79/AP/9 dt 3-7-79 & RBE
No. 160/07]

Transfer in the Public Interest

The orders contained in the above paragraphs do not apply in the case of railway
servants sent on transfer as a result of their applications for appointment having
been forwarded through proper channel or when it is arranged in consultation with
the Head of the Department in which they were previously employed by virtue of
their special qualification and/or experience. The transfer in such a case will be
treated as in the public interest, Temporary railway servants, if transferred, may be
allowed to carry forward leave on average pay at their credit

Forwarding of application of railway servants when conduct is under

investigation:-

i. Applications of Govt. servants for other posts should not be forwarded when
disciplinary proceedings against them are contemplated whether for major or
minor penalty. In other words, when the conduct of a Govt. servant is under

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Forwarding of Application

investigation and the investigation has reached a stage at which a prima facie
case can be made-out but formal charge sheet is yet to be issued, the
application of such a Govt. servant should not be forwarded. Thus where the
disciplinary proceedings are actually pending, the question of forwarding
application does not arise.
ii. Where the case against a Govt. servant is only at the investigation stage and
no prima facieses has been established against him, the controlling authority
may forward his application without any comments with regard to the case
against him except stipulating that the controlling authority reserves the .right
not to release the official, if necessary. If by the time the offer comes, the
preliminary investigations are over, the controlling authority should decide
whether to relive him or detain him in public interest.

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FOREIGN SERVICE AND DEPUTATION (within & outside India)

Foreign Service [Rule 2001 to 2022 of IREC - Vol. II of 2005]
Following are the terms and condition for Foreign Service of serving employees:-

Condition of Transfer -

No Railway servant may be transferred to Foreign Service against his will & a
transfer to Foreign Service outside India shall be done only with the sanction of the
President and a transfer to Foreign Service in India can be done with the sanction of
a competent authority.

Transfer to Foreign Service during leave.

If a railway servant is transferred to Foreign Service while on leave he ceases, from

the date of such transfer, to be on leave and to draw leave - salary.

Promotions during Foreign Service

A railway servant transferred to Foreign Service shall remain in the cadre or cadres
in which he was included in a substantive or officiating capacity immediately before
his transfer, and may be given such substantive or officiating promotion in those
cadres as the authority competent to order promotions may decide. In giving
promotion, such authority shall also take into account the nature of the work
performed in Foreign Service. A railway servant will draw pay from the foreign
employer from the date on which he relinquished charge of his post in Government
service. Subject to any restrictions which the President may by general order impose
the amount of his pay, the amount of joining time admissible to him and his pay
during such joining time will be fixed by the authority sanctioning the transfer in
consultation with the foreign employer.

The pay remuneration/concession etc which he shall receive in during foreign

service must be specified in the orders of transfer & No railway servant will be
permitted to receive remuneration or concession which is not so specified and if the
order is silent as to any particular remuneration/concession, it must be assumed that
the intention is that it shall not be enjoyed.

Foreign Service Contributions

While a railway servant is in Foreign Service, contribution towards the cost of his
pension must be paid on account to general revenues on his behalf. If the Foreign
Service is in India, contributions must be paid on account of the cost of leave - salary
also. Contributions due as above shall be paid by the railway servant himself unless
the foreign employer consents to pay them. They shall not be payable during leave
taken while in Foreign Service.

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Foreign Service & Deputation

Rates of Contributions

The rate of contributions payable on account of pension and leave - salary shall be as
prescribed in Appendix I.

a. The rates of pension contribution prescribed in Appendix I have been

designed to secure to the railway servant the pension that he would have
earned by service under Government if he had not been transferred to
Foreign Service.
b. W.e.f. 1.1.2006 pension contribution payable during active period of Foreign
Service shall be based on the pay plus Grade pay. (RBE No. 202/09)
c. The rates of contribution for leave - salary will be designed to secure to the
railway servant leave - salary on the scale and under the conditions applicable
to him.

Procedure for payment of contribution -

A copy of the orders sanctioning a railway servant's transfer to Foreign Service must
always be communicated to the Accounts Officer. The railway servant himself
should, without delay, communicate a copy to the Accounts Officer and take his
instructions as to the officer to whom he is to account for the contribution; report to
the latter officer the time and date of all transfers of charge to which he is a party
when proceeding on, while in, and on return from, foreign service and furnish from
time to time particulars regarding his pay in foreign service, leave taken by him his
postal address and any other information which that Accounts officer may require.

Rule regarding leave and the grant of leave -

A railway servant on Foreign Service in India is himself personally responsible for

his observance of the relevant rules. By accepting leave to which he is not entitled
under the rules, he renders himself liable to refund leave - salary irregularly drawn,
and in the event of his refusing to refund , to forfeit his previous service under
Government, and to cease to have any claim on Government in respect of either
pension or leave - salary. Foreign service contribution towards pension / provident
fund / gratuity etc. by recognized Unions/Federations will not be realised in respect
of:-

i. two persons in the case of each recognised Federation;

ii. two persons in the case of each recognised central Union at the Zonal level;
and
iii. one person in each division of Railway for each recognized Union.

As regard contribution towards leave salary, the Union concerned should bear the
liability for the same in respect of individuals concerned for the leave earned during
the period of service with the Union and pay him the leave salary whenever the

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individual takes leave. Leave earned during the period of such deputation will lapse
on reversion to the parent office.

In the case of transfer to foreign service, a competent authority sanctioning a transfer

to foreign service may :-

A. remit the contributions due in any specified case or class of cases, and
B. interest on overdue contributions shall be levied in accordance with rule

Interest on overdue contributions –

Contribution for leave salary or pension due in respect of a railway servant on

foreign service may be paid annually within 15 days from the end of each financial
year or at the end of the foreign service if the deputation on foreign service expires
before the end of a financial year, and if the payment is not made within the said
period, interest must be paid to Government on the unpaid contribution, unless it is
specifically remitted by the President, at the rate of two paise a day per Rs. 100 from
the rate of expiry of the period of 15 days upto the date on which the contribution is
finally paid. The interest shall be paid by the railway servant or the foreign employer
according as the contribution is paid by the former or the latter.

The leave salary and pension contributions should be paid separately as they are
creditable to different heads of accounts and no dues recoverable from Government,
on any account, should be set apart against these contributions.

Travelling Allowance. -

The travelling allowance of a railway servant both in respect of the journey on

transfer to Foreign Service and the journey on reversion there from to railway
service will be borne by the foreign employer.

A railway servant proceeding on deputation to other govt. deptt/undertaking /

organization & return there from will be governed by Railway Travelling Allowance.
Rules & will be issued passes on transfer account for him & his family.
In the case of deputation to purely private bodies, the concession of railway TA rules
during joining time (both ways) will be admissible only if the private bodies agree to
reimburse the entire cost of travelling under railway rules.

With holding of contributions -

A railway servant in Foreign Service may not elect to withhold contributions and to
forfeit the right to count as duty in railway service the time spent in foreign employ.

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Foreign Service & Deputation

Payment by foreign Employer of pension or Gratuity.-

A railway servant transferred to Foreign Service may not, without the sanction of the
President, accept a pension or gratuity from his foreign employer in respect of such
service.

Leave during Foreign Service in India

A railway servant in Foreign Service in India may not be granted leave otherwise
than in accordance with the rules applicable to the service of which he is a member,
and may not take leave or receive leave-salary from Government unless he actually
quits duty and goes on leave.

Leave during Foreign Service out of India

A railway servant in Foreign Service out of India may be granted leave by his
employer on such conditions as the employer may determine. The leave-salary in
respect of leave granted by the employer will be paid by the employer and the leave
will not by debited against the railway servant's leave account.
In special circumstances, the authority sanctioning a transfer to Foreign Service out
of India may make an arrangement with the foreign employer, under which leave
may be granted to the railway servant in accordance with the rules applicable to him
as a railway servant, if the foreign employer pays to Central Government leave
contribution at the rate prescribed

Fixation of Pay on Officiating Promotion

A railway servant in foreign service, if appointed to officiate in a post in

Government service, will draw pay calculated on the pay of the post in Government
service on which he holds a lien or would hold a lien had his lien not been
suspended and that of the post in which he officiates. His pay in Foreign Service will
not be taken into account in fixing his Pay.

Reversion from Foreign service-

A railway servant reverts from Foreign Service to Government service on the date on
which he takes charge of his post in Government service, provided that, if he takes
leave on the conclusion of Foreign Service before joining his post, his reversion shall
take effect from such date as the competent authority may decide.
When a railway servant reverts from Foreign Service to Government service, his pay
will cease to be paid by the foreign employer, and his contributions will be
discontinued, with effect from the date of reversion.

Persons transferred to railway service from a Local Fund which is not administered
by Government, will be treated as joining a first post under Government and their
previous service will not count as duty performed. A competent authority may,

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however, allow previous service in such cases to count as duty performed on such
terms as it thinks fit.

DEPUTATION (Within India) [Rule 2023 of IREC Vol.II of 2005]

The terms deputation/Foreign Service will cover only those appointments that are
made by transfer on a temporary basis provided the transfer is outside the normal
field of deployment and is in the public interest. The ex-cadre posts under the same
or some other Departments of Central Government or under the State
Governments/Union Territories Administration/Local Bodies or Under
Central/State PSUs/Autonomous Bodies etc. In case of appointments on
deputation/foreign service from Central Government to Central Government and in
those cases where the scale of pay and dearness allowance in the parent cadre post
and ex-cadre post are similar, a person in a higher scale of pay shall not be
appointed on deputation to a post in a lower scale of pay.

In case of appointments on deputation/foreign service from Central Government to

Public Sector Undertaking and in those cases where the pay scale and DA in the
parent cadre post and ex-cadre post are dissimilar, no appointment/foreign service
shall be made if by raising the grade pay by one increment plus dearness
allowance(s) including interim relief, if any, admissible to a person in parent cadre
post exceeds the emoluments comprising pay plus dearness allowance(s) including
interim relief, if any at the maximum of the ex-cadre post.

Exercise of option

i. An employee appointed on deputation/Foreign Service may elect to draw

either the pay in the scale of pay of deputation /foreign service post or his
basic pay in the parent cadre plus deputation (duty) allowance thereon plus
personal pay, if any.
ii. The borrowing authority should obtain the option of the employee within one
month from the date of joining the ex-cadre post unless the employee has
himself furnished the option.
iii. The option once exercised shall be final. However, the employees may revise
the option under the following circumstances, which will be effective from the
date of occurrence of the same.
a. when he receives Performa promotion or is appointed to non-
functional selection grade in his parent cadre.
b. When he is reverted to a lower grade in his parent cadre.
c. When the scale of pay of the parent post on the basis of which his emoluments
are regulated during deputation/Foreign Service or of the ex-cadre post held
by the employee on deputation /Foreign Service is revised either
prospectively or from a retrospective date.
d. Based on the revised/same option of the employees, in the event of Performa
promotion appointment to non-functional selection Grade revision of scales of
pay in the parent cadre, the pay of deputationists will be refixed with

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Foreign Service & Deputation

reference to the revised entitlement of pay in the parent cadre. However, if the
initial option was for the pay scale of the deputation post and no change in
option already exercised is envisaged the pay already drawn in deputation
post will be protected if the pay refixed in less.
Note: - Revision in the rates of DA, HRA or other allowances either in the
parent or borrowing organization shall not be on occasion for revision of the
earlier option. If the pay of an employee in his cadre post under-goes
downward revision, the pay in the ex-cadre post is also liable to be re-fixed in
the basis of revised pay and in accordance with the revised option or existing
option if the employee does not revise his option.

Pay Fixation: -

1. When an employee on deputation/foreign service elects to draw pay in the

scale of pay attached to the ex-cadre post, his pay may be fixed as under
i. Deputation from Central Govt. to Central Govt. Pay may be fixed under
normal rules.
ii. In foreign service/Reverse Foreign Service.
a. when the pay scale of the post in the parent cadre and that attached to ex-
cadre post are based on same index level and the DA pattern is also same,
the pay may be fixed under the normal fundamental Rules.
b. if the appointment is made to a post whose pay structure and/or DA
pattern is dissimilar to that in the parent organization, pay may be fixed by
adding to his grade pay, one increment in the scale of his regular parent
post) and if he was drawing pay at the maximum of the scale, by the
increment last drawn) and equating the pay so raised plus dearness
allowance (and additional or ad-hoc dearness allowance, Interim relief etc.,
if any) with emoluments comprising of pay plus DA, ADA, Interim relief
etc., if any, admissible in the borrowing Organisation and the pay may be
fixed at the stage in the pay scale admissible in ex-cadre post as above
equal the emoluments drawn in the cadre and if there is no such stage, pay
may be fixed at the next higher stage.
iii. Pay fixed under ( i ) and ( ii ) shall neither be less than the minimum of the
scale of the ex-cadre post nor shall it exceed the maximum of that scale.
2. In cases of appointments from one ex-cadre to another ex-cadre post where
the employee opts to draw pay in the scale of the ex-cadre post, the pay in the
second or subsequent ex-cadre post, should be fixed under the normal rule as
with reference to pay in the cadre post only. In respect of appointments to ex-
cadre posts on time scale of pay identical with the time scale of pay of ex-
cadre post held on an earlier occasion(s) the benefit of proviso I (iii) to FR 22
will be admissible.
3. In cases of appointment to a second or subsequent ex-cadre post(s) in a higher
pay scale than that of the previous ex-cadre post, the pay may be fixed with
reference to the pay drawn in the cadre post and if the pay so fixed happens
to be less than the pay drawn in the previous ex-cadre post, the difference
may be allowed as personal pay to be absorbed in future increases in pay.

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This is subject to the condition that on both the occasions the employees
should have opted to draw pay in the scales of pay attached to the ex-cadre
post.
Note

i. An officer who may be holding a higher post on ad-hoc basis in the cadre at
the time of proceeding on deputation/foreign service would be considered to
have vacated the post held on ad-hoc basis and proceeded on
deputation/foreign service from his regular post. During his
deputation/foreign service, he shall earn notional increments, in his regular
post only. On his reversion if he is re-appointed to the higher post on regular
or ad-hoc basis his pay will get fixed w.r.t. the pay admissible in the lower
post as on date of promotion. In such cases, if his pay gets fixed at a stage
lower than that of his junior(s) who continued to serve in the cadre, no
stepping up will be admissible as per extant rules in so far as Central Govt.
employees are concerned. However, if the pay so fixed is less than the pay
drawn earlier while holding the post on ad-hoc basis the pay earlier drawn
will be protected.
ii. Pay of officer appointed on deputation/foreign service on adhoc basis
pending selection of a regular incumbent may also be regulated in accordance
with these provisions, subject to the condition that if the said officer does not
fulfil the eligibility conditions laid down in the Recruitment Rules of the ex-
cadre post, his pay in the scale of the ex-cadre post, if so opted, shall be
subject to the restrictions under FR 35.

Deputation ( duty ) allowance: [RBE No. 129/08]

The deputation (duty) allowance admissible shall be at the following rates:

1. Deputation (Duty) Allowance will be paid in case of appointments made in

the public interest outside the normal field of deployment.
2. This is payable @ 5% of the employee's basic pay subject to a maximum
ofRs.4500/- p.m. when the transfer is within the same station;
3. This is payable @ 10% of the employee's basic pay subject to a maximum of
Rs.9000/- p.m. in all other cases;
4. Basic pay means the pay drawn in the prescribed pay band plus the
applicable grade pay but does not include other type of pay like special pay
etc. The deputation (duty) allowance as above shall be further restricted as
under:-

i. Pay Plus Deputation (duty) Allowance does not exceed the maximum of
scale of pay of ex-cadre post,
ii. In the cases where pay scales are dissimilar then pay plus deputation (duty)
allowance plus DA/ADA/IR etc. does not exceed the pay at the maximum
of ex-cadre post plus DA & IR etc. thereon.

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Foreign Service & Deputation

iii. Pay plus deputation (duty) allowance as above shall at no time exceed the
maximum of the pay band PB-4 (Rs. 67000/-) plus the grade of the post held
on deputation subject to the grade pay not exceeding Rs. 10,000/- (RBE No.
211/09)

Note :
A. The term 'same station' for this purpose will be determined with reference
to the station where the person was on duty before proceeding on
deputation/Foreign Service.
B. When there is no change in the headquarters with reference to the last post
held, the transfer should be treated as within the same station and when
there is change in headquarters it would be treated as not in the same
station. So far as places falling within the same urban agglomeration of the
old headquarters are concerned, they would be treated as transfer within
the same station.
5. Special rates of deputation (duty) allowance may be admissible under
separate orders in any particular area on account of the condition of living
there being particularly ardous or unattractive. Where special rate is more
favourable than above, employees deputed to the area will be given the
benefit of the special rate.
6. Whenever extension of the period of deputation for the fifth year or the
second year in excess of the period prescribed in the Recruitment Rules is
granted, it would be on the specific understanding that the officer would not
be entitled to draw deputation (duty) allowance. The officers who opted to
draw pay in the scale of the ex-cadre post shall however continue to draw pay
in that scale during the extended tenure also.
7. If an employee with the permission of the competent authority proceeds on
deputation/foreign service from one ex-cadre post to another ex-cadre post in
the same or another organization without reverting to his parent cadre, and if
the second ex-cadre post is at the same station as the first ex-cadre post, then
the rate of deputation (duty) allowance would remain unchanged.
8. In cases where a person on deputation/foreign service is transferred by the
borrowing authority from one station to another without any change in the
post held by him, the rate of deputation (duty) allowance will remain the
same as was decided at the time of initial posting and will not undergo any
change.

Admissibility of other pay allowances and benefits while on deputation /foreign

service.

1. Any project allowance admissible in a project area in the borrowing

organization may be drawn in addition to deputation (duty) allowance.
2. Any special pay granted to an employee in the parent department under FR 9
(25) or a corresponding rule of parent organization should not be allowed in
addition to deputation (duty) allowance. However, the borrowing
department may allow in addition to deputation (duty) allowance under

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special circumstances any special pay attached to the post held by the
employee in his/her Parent Department, by suitably restricting the
deputation (duty) allowance. This will require the specific and prior approval
of Department of Personnel & Training.
3. In case special pay is attached to the scale of pay of the ex-cadre post and the
employee has opted to draw pay also in that scale, in addition to his pay in
that scale he will also be entitled to draw such special pay. However, such
special pay will not be admissible if he has opted to draw grade pay plus
deputation allowance.
4. Personal Pay, if any, drawn by an employee in his parent department will
continue to be admissible on deputation/Foreign Service if he opts to draw
grade pay plus deputation allowance. No deputation allowance on this
personal pay will however, he admissible.

Increments:-

The employee will draw increment in the parent grade or in the grade attached to
the deputation post as the case may be, depending on whether he has opted for his
own grade pay plus deputation (duty) allowance or the time scale of the deputation
post. If he has opted for time scale of the deputation post, notional increment shall
also continue to accrue to him in the post held on regular basis in parent
cadre/organization for the purpose of regulation of pay on reversion back to parent
post at the end of tenure.

Admissibility of allowance and benefits while on deputation /Foreign Service

A. Such allowances as are not admissible to regular employees of corresponding

status in the borrowing organization, shall not be admissible to the officer on
deputation/Foreign Service, even if they were admissible in the parent
organization.
B. Following allowances will be regulated with mutual consent of the lending
and borrowing organization :
a. HRA
b. Joining Time and Joining Time Pay.
c. Travelling Allowances and Transfer T.A.
d. Children Education Allowance
e. LTC.

Following Allowances/Facilities will be regulated in accordance with the rules as

explained against each.

i. Dearness Allowance- The employee shall be entitled to dearness allowance at

the rates prevailing in the borrowing organization or in the lending
Organisation depending on whether he has opted for to draw pay in the time
scale of the ex-cadre post or his own grade pay plus deputation (duty)
allowance.

Personnel Department -344-

Foreign Service & Deputation

ii. Medical Facilities- This will be regulated in accordance with the rules of
borrowing Organisation.
iii. Leave- An officer on deputation/foreign service shall be regulated by the
leave Rules of the parent Organisation. At the time of reversion from the
deputation post to the parent cadre, the borrowing organization may allow
him/her leave not exceeding two months. The employee should apply for
further leave to his cadre controlling authority.

Leave, Salary and Pension Contribution:--

i. In case of deputation from Central Government to State Government and

vice-versa, liability for bearing leave salary vests with the department from
which the officer proceeds on leave or which sanctions leave and no
contributions are payable to the lending organization. Liability for
pension/employee's contribution to GPF will be borne by the parent
department, to which the Officer permanently belongs at the time of
retirement and no proportionate contribution will be recovered.
ii. In case of deputation of Central Govt. employees on foreign services to
Central Public Sector Undertakings/State Public Sector Undertakings and
Autonomous Bodies etc. leave salary contribution (except for the period of
leave availed on foreign service)and pension Contribution/CPF (Employers
share) contribution are required to be paid either by the employee himself or
by the borrowing organization to the Central Govt..
iii. In case of reverse deputation from Central Public Sector Undertakings/State
Public Sector Undertakings/Autonomous Bodies to Central Government the
question regarding leave salary and pension contribution will be decided by
mutual consent.

Tenure of deputation /Foreign Service:

1. The period of deputation/Foreign Service shall be subject to a maximum of

three years in all cases except for those posts where a longer period of tenure
is prescribed in the Recruitment Rules.
2. The Administrative Ministry/borrowing organization may grant extension
beyond this limit upto one year. Where such extension is considered
necessary in public interest.
3. The borrowing Ministries/Departments/Organisations may extend the
period of deputation for the fifth year or for the second year in excess of the
period prescribed in the recruitment Rules where absolutely necessary,
subject to the following conditions.
i. While according extension for the fifth year, or the second year in excess of
the period prescribed in the Recruitment Rules, the directive issued for
rigid application of the tenure rules should be taken into consideration
and only in rare and exceptional circumstances such extension should be
granted.

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ii. The extension should be strictly in public interest and with the specific
prior approval of the concerned Minister of the borrowing
Ministry/Department and in respect of other organization, with the
approval of the Minister of Ministry/Department with which they are
administratively attached.
iii. Where such extension is granted it would be on the specific understanding
that the officer would not be entitled to draw deputation (duty) allowance.
iv. The extension would be subject to the prior approval of the lending
organization.
v. If the borrowing organisation wishes to retain an officer beyond the
prescribed tenure, it shall initiate action as above for seeking concurrence
of lending organization, individual concerned etc. 6 months before the
date of expiry of tenure. In no case it should retain an officer beyond the
sanctioned term unless concurrence of lending organization has been
received. For extension of foreign service of Central govt. Officers to
Public Sector Undertakings beyond 3 year, approval of ACC (Committee
of the cabinet) would be necessary in terms of instructions of Department
of Public Enterprises on the subject.
vi. In cases where extension is beyond the fifth year or second year in excess
of the period prescribed in the Recruitment Rules, the same would be
allowed only after obtaining the approval of the Department of Personnel
and Training.
vii. When extension of period of deputation/foreign service for the first and
the second year in excess of period prescribed in the Recruitment Rules is
considered by the borrowing organization under powers delegated to
them, the period for extension maybe so decided upon so as to ensure that
officer concerned is allowed to continue on deputation till the completion
of academic year in cases where are the officer has school/college going
children. (viii)For computing the total period of deputation/foreign
service the period of deputation/foreign service in another ex-cadre
post(s) held preceding the current appointment without break in the same
or some other organization shall also be taken into account.
viii. If during the period of deputation/foreign service the basic pay of an
employee exceeds the maximum of the scale of pay of the post or the fixed
pay of the post, on account of Performa promotion in his cadre under the
Next Below Rule or otherwise, the deputation/foreign service of the
employee should be restricted to a maximum period of six months from
the date on which his pay exceeds such maximum and he should be
reverted to his parent department within the said period.
ix. If during the period of deputation, on account of Performa promotion in
the parent cadre under the Next Below Rule , the employee becomes
entitled to a scale of pay higher than the scale of pay attached to the ex-
cadre post, he may be allowed to complete the normal tenure of
deputation subject to
x. above but no further extension of the period of deputation should be
allowed in such cases.

Personnel Department -346-

Foreign Service & Deputation

Premature reversion of deputationist to parent cadre.

Normally, when employee is appointed on deputation/foreign service, his services

are place at the disposal of the parent Ministry/Department at the end of the tenure.
However, as and when a situation arises for premature reversion to the parent cadre
of the deputationis his services could be so returned after giving advance intimation
of reasonable period to the lending Ministry/Department and the employee
concerned.

Deputation out of India (Rule 2024 to 2026 of IREC - Vol.II of 2005)

Sanctioning Authority –

No deputation of a railway servant out of India shall be sanctioned without the

previous approval of the Central Government. Pay during deputation out of India -

1. When a railway servant is, with proper sanction, temporarily deputed for
duty out of India either in connection with any special duty on which he may
temporarily be placed, he may be allowed by the president to draw during
the period of deputation the same pay which he would have drawn had he
remained on duty in India.
Provided that a railway servant, who is placed on deputation while already
on leave out of India on average pay, may be required by the President to
continue to be on leave, in which case he shall be given during that period, in
addition to his leave salary, an honorarium of one-sixth of the pay which he
would have drawn had he remained on duty in India; the cost of passages
from and to India shall be borne by him.
2. The portion of the pay which a railway servant may be permitted to draw in
foreign currency while on deputation abroad will be determined in
accordance with the orders issued by the President in this regard from time to
time.
3. A railway servant on deputation may also be granted a compensatory
allowance in a foreign country of such amount as the President may think fit.
4. The foreign exchange equivalent of the pay, honorarium or compensatory
allowance admissible under above shall be calculated at such rate of exchange
as the President may by order prescribe.

When a railway servant is with proper sanction deputed for duty out of India to
hold a regularly constituted permanent or quasi-permanent post, other than a post
borne on the cadre of the service to which he belongs, his pay shall be regulated by
the orders of the

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Industrial Relation
PERMANENT NEGOTIATING MACHINERY [PNM]
A Machinery set up with a view to maintain contact with organized labour and
resolve dispute and differences arising between organized labour and the
administration is called "Permanent Negotiating Machinery". It was found by Shri
V.V. Giri in the year 1951.

PNM is found to keep contact between Railway, employees and Railway Officers.
Consultation is done on the employee's problems in PNM and acceptable solutions
of the problem is find out.

WORKING :

PNM meetings are arranged in three tiers. Viz. : (Para 2615 IREM-II)

1. At the Railway Level

(a) Division or Workshop

(b) Head Quarters office

In this the recognized union will have access to Divisional/Workshop officers

and subsequently to officers at the Headquarters including the General
Manager.

2. Railway Board's Level : In case the matters are not settled at Railway level,
they will be taken up by the federation of Indian Railway men with the
Railway Board.

3. The Tribunal Level : In cases where agreement is not reached between the
federation and the Railway Board and the matter are of sufficient importance,
reference be made to the Adhoc Railway Tribunal comprised of
representatives of Railway administration and federation presided over by a
neutral Chairman.

PROCEDURE: Procedure of working of PNM at different level is as under:

Representation
SN
Level Chairman Convener Meetings of Union Details
o
Member
1 Divisional DRM / Sr.DPO/ Once in 2 20 Divin. * 15 1. Separate meetings
/Workshop Dy.CME DPO/SPO months W/Shops +1 with both
/APO in (extra slot for recognized Unions.
W/Shop women)* 2. Individual cases will
not be discussed
DRM can discuss any
time without notice.

Personnel Department -348-

Industrial Relation

Representation
SN
Level Chairman Convener Meetings of Union Details
o
Member
2. Head Qrts. GM CPO Once in 3 20 * +2(extra 1. Separate meetings
office months slot for with both
women)* recognized Unions.
2. Prior approval of GM
is necessary for item
to be discussed. GM
can discuss any item
without notice.
3. Individual cases
cannot be discussed.
4. In the absence of GM,
CPO will be the
Chairman.
3 Rly. Bd. Member Adv./ IR Two with 25 +2(Extra 1. Separate meetings
Staff each slot for with the two
recognized women) federations AIRF &
Federation, NFIR
separately, 2. All matters which
in a calendar could not be settled at
year Railway level
concerning Pay Scales
and Allowances
would
Note:-
i. AIRF can place 30 new items & NFIR 18 new items in every PNM (Based on
the proportion of number of constituent recognized unions).
ii. Federation can place items from the Zonal Railway where their union is
recognized or the policy issues having all Indian Rlys implications.
iii. For the unions which are recognized at Zonal Railway level, but not affiliated
to AIRF or NFIR i.e. for PRSS of N.E. Rly., DREU of Southern Railway&
NRMS of South Western Railway Board's representative shall attend one of
GM/PNM meetings at Zonal Railway level in a year to facilitate deliberation
of the issues where Board's participation is considered necessary.

Departmental Council/Joint Consultative Machinery (DC/JCM)

Frequency of Meeting Two in a calendar year
Number of Participants from Staff side. Total 30 (19 from AIRF and 11 from NFIR)
Participation Office Bearers of the Federations or Members of
the Recognized Unions.
Size of the Agenda 30 new items in every meeting. The Agenda will
be called as "Agenda from Staff side", and not
separately as AIRF or NFIR Agenda.

[*Rly Bd's letter No.:- E(LR)71/LR I-28 dt.15.03.71, 07.04.11 and E(LR)I/2010/PNM I-
I dt. 07.12.2011(Page no. 286 & 323 of RBO 2011)]

The detailed procedure of arranging these meetings would be agreed upon with the
Union, and the Branch should be gives sufficient time before the meeting for

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Industrial Relation
Railway Service Pension Rules

preparation. The PNM meeting should not be postponed without sufficient cause
and if an occasion for postponing a meeting arises, the Union officials should be kept
advised of it. At the Divisional or Workshop and Railway levels, items which are
within the powers of the concerned officers can only be taken. Questions concerning
Pay Scales, Allowances, service condition etc. will only be discussed between the
Federation and the Railway Board and not at lower levels. When a matter has not
been settled at Divisional or Workshop level, it may be raised at the Railway level
for further negotiation. Similarly a matter not settled at the Railway level may be
brought up by the federation to the Railway Board for discussion.
The Union items brought up for discussion at the various levels should be disposed
of as expeditiously as possible. Brief minutes of discussion, indicating the decision
arrived at, should be sent to the Union concerned for their confirmation.

If after discussion between the Railway Board and the Federation, agreement is not
reached on any matter of importance; such matters may be referred to an Adhoc
Railway Tribunal.

AGENDA:

The agenda for PNM should not be inordinately long. It should include only
important items and individual items may be included only in special cases. The size
of the agenda shall be limited to 30 items including the items which may have been
left over from the previous meetings. The items of agenda should reach at least 2
weeks in advance of the PNM in the case of Workshop and 3 weeks in advance in
case of Division and 1 month in advance in case of Railway level. Individual cases
can also be referred to in PNM only if Union can make out in each case the point of
policy involved and that all the channels of representation have been exhausted. The
cases which are included in agenda not involving policy issues may be discussed
informally, separately.

FACILITIES:

The Union office bearers are given certain facilities for attending meetings viz.
passes, special casual leave, Telephone facility in office, Rest House for staying
during the course of PNM, Office, Union's consent before transferring Union
officials. The Union officials who has to attend PNM meeting must be spared one
day in advance on Spl CL for preparations.

DEMONSTRATION- [Rule 7 of Appendix I of IREC-I(The Rly. services Conduct

Rules)]

No railway servant shall engage himself or participate in any demonstration which

is prejudicial to the interests of the sovereignty and integrity of India, the security of
the State, friendly relations with foreign states, public order, decency or morality, or
which involves contemp of court, defamation or incitement to an offence.

Personnel Department -350-

Industrial Relation

Provisions regarding demonstration, meetings, processions etc by Rly

servants/unions are as under:-
1. Where peaceful and orderly meetings or demonstrations are held during the
lunch interval without obstructing in any manner the free passage to and
from the office, there would be no objection to the holding of such meetings
or demonstrations nor would the participating staff render themselves liable
to disciplinary action thereby. The same position will apply in respect of
peaceful and orderly meeting and demonstration during half an hour interval
prior to the start of working hours and the half an hour interval succeeding
the close of working hours.
2. Demonstration, meetings and processions, which are orderly and peaceful
and are held outside office premises and outside working hours, should not
be interfered with.
3. The wearing of badges while at work should not be interfered with unless the
badges have inscriptions or slogans which may offend against the interests of
the sovereignty and integrity of India. The colour of the badge or arm band
should not be considered in any case.
4. Demonstration or the raising of slogans or other such disorderly conduct
should not be permitted within office premises and disciplinary proceedings
should be started against those found indulging in such action within office
premises.
5. It will be in order to take disciplinary action in respect of demonstration
anywhere, even far away from office premises and at any time even on a
holiday, resorted to by a railway servant, even in the capacity of a Trade
Union worker, if that activity could be proved to be one falling within the
prohibitive activities listed in this rule.
6. The principle of 'No work No Pay' should not be circumvented in any way
including by grant of leave to a railway servant for the period of absence
caused due to participation in a strike.
7. If an application for casual leave is presented by a railway servant specifically
for the purpose of participation in a demonstration, it is open to the
competent authority to refuse casual leave for this purpose. If in spite of
refusal, and employee absents himself from duty, he can be treated to have
been unauthorisedly absent, with all the attendant consequences of
unauthorised absence.

ADHOC RAILWAY TRIBUNAL:

The matters of important nature on which no agreement is reached with the

federation at Railway Board level are put up to Adhoc Railway Tribunal. Chairman
of the Adhoc Railway Tribunal will be a Retd. Judge of Supreme Court or High
Court. He shall be having his own staff. Equal numbers of representatives of labour
and the Railway shall be consulted as to : -

a. Whether they have any objection to the dispute being referred to the Adhoc
Railway Tribunal, or

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Industrial Relation
Railway Service Pension Rules

b. Whether they would like the dispute to be referred to a Commission. Matters

settled by agreement or decisions accepted by Govt. shall not be opened again
by Unions for the period of two years. In case the Govt. has rejected or
modified the decision of Tribunal, the matter can again be raised at the end of
the year.

PNM, is thus working successfully since its formation and resulted in sustaining
good industrial relation with the Unions and curtailed the chances of strikes,
walkouts etc. and helped in improving the working and smooth running of
Railways.

INFORMAL - MEETING :

The object of this meeting is to minimize pressure of PNM because PNM has limit of
fresh items. Informal meeting should be held once in a month with the Branch
officers including AEN's. If required by Unions the agenda will be discussed &
minutes will be issued (signed by officer & Union).

NON-PAYMENT:

Different types of complaints of employees are received by the Unions. The

complaints regarding service matters and policy are discussed and finalized through
PNM. Whereas complaints pertaining to non-payment of certain dues to the Railway
employees are taken up in the NON PAYMENT MEETINGS & resolved. Non
Payment Meetings are arranged with both the Unions once in a month at
Divisional/Workshop/ HQs. Level for discussion and settlement of non-payment
cases viz. non-payment of NDA, TA, Officiating Allowance, NHA, etc.

Non-payment meetings are held with the Asstt. Personnel Officers and Asstt.
Divisional Accts. Officers and ADRM will be chairman. The non-payment items are
finalized with the following procedure: -

i. Both the recognized Unions forward the complaints in regard to nonpayment

dues received by them to the Administration well in time for doing the
needful.
ii. These complaints when received by administration are registered in the
nonpayment registers in non-payment cell and their timely disposal is
ensured.

The position of disposal of non-payment items of Unions are conveyed to the

recognized Unions through minutes of the meeting etc.

Union official attending the non-payment meetings are extended certain facilities
like Spl.C.L, Passes, Rest House for attending the meetings.

Personnel Department -352-

Industrial Relation

PARTICIPATION OF RAILWAY EMPLOYEES IN MANAGEMENT

[PREM]
In order to have better and systematic participation of labour in management for
improvement in working of Railway system and appropriate changes for improving
efficiency and viability, a corporate enterprise group was set up at central level in
the Ministry of Railways in the year 1972, specifically to provide for a free flow and
exchange of ideas on the running and shaping of the enterprise in Railways. Later
son this scheme was extended to Zonal Railways and divisions in the year 1977 due
to its usefulness. In the year 1995 this group has been restructured and renamed as
Group for Participation Of Railway Employees in Management [PREM].

Employees’ participation in management has been recognized as a potent

motivational intervention. Participation tends to improve motivation because
employees feel more accepted and involved. Their self-esteem, job satisfaction and
cooperation with management also improves. The results are often in the form of
reduced conflicts, better collaboration, greater commitment to goals and better
acceptance of change. Participation also typically brings in higher output and better
quality.

Worker's participation in management has been enshrined in Article 43 A of the

constitution under the directive principles to the state policy. The main objectives of
this group are as under: -

i. Evaluate the functioning of the Railway and exchange data and ideas on ways
and improving efficiency and viability of the enterprises.
ii. Apprise` the investment programs, particularly in regard to housing and
welfare services.
iii. To facilitate effective and meaningful participation of Railway employees in
the management process.
iv. To give them a sense of involvement and pride in the organizational works.
v. To discuss and identify the measure for improving quality of service to the
Railway passengers and safety operations.

This group works in 3 tiers and holds one meeting in 3 months. i.e. 4 meetings in a
year. The three tier working of PREM is as under: -
S
Level Chairman Convener Official Staff Side
No
1 Railway CRB Joint CRB, (i) 4 Representatives of AIRF & NFIR
Board Addl. Member, (ii) 2 Representatives of AIOF
Secy Addl. (iii) 2 Representatives of IRPOF
(Estt) Member, (iv) 2Representatives of AISC/ST Assoc *
Secy. Rly.Bd. (v) 2 Representatives of AIOBC Assoc. *
2 Zonal GM Dy.GM GM & HODs -do-
Railway (G)/
/ Hq. PCPO
Quarters

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Industrial Relation
Railway Service Pension Rules

S
Level Chairman Convener Official Staff Side
No
3 DRM DRM Sr.DPO/ DRM & -do-
DPO Divisional
Officers
[*Rly. Bd’s letter No. 2013/E(LR)III/PREM/Misc./1, dt.19.08.2003]

The following facilities are extended to the constituents of PREM :

i. Telephone facilities ( Both Railway and P&T)

ii. Secretarial assistance within Railways' own resources.
iii. Office Accommodation
iv. Copies of each stastical and other publications issued by the Railways should
be sent to every member of PREM.
v. CUG phone facility.

Personnel Department -354-

Industrial Relation

A SCHEME FOR JOINT CONSULTATIVE MACHINERY AND

COMPULSORY ARBITRATION FOR CENTRAL GOVT.
EMPLOYEES
With the object of promoting harmonious relations and of securing the greatest
measure for cooperation between the Government, in its capacity as employer and
the general body of the employee in matters of common concern, and with the
object, further, of increasing the efficiency of the public service, the Govt. of India
have decided to establish a machinery for joint consultation and arbitration of
unresolved differences. The essential features of the scheme for settling up such
machinery are described below.

Constitution and Procedure:

1. The scheme will cover all regular civil employees of the Central Govt. except :
a. the Class I services,
b. the Class II services, other than the Central Secretariat services and the other
comparable services in the headquarters organization of the Govt.
c. persons in industrial establishments employed mainly in managerial or
administrative capacity and those who being employed in advisory capacity
draw salary in scales going beyond Rs. 575 per monsem;
d. employees of the Union Territories; and
e. Police Personnel.
2. There will be a joint council at the national level and usually at two lower
levels-departments, regional/ office.
3. The National Council will deal with matters affecting Central Government
employees generally, such as minimum remuneration, dearness allowance
and pay of certain common categories, for instance office clerks, peons and
the lower grades of workshop staff; and matters relating to categories of staff
common to two or more departments and not grouped together in a single
departmental council.
4.
i. A departmental council will deal only with matters affecting staff employed
in the department or departments concerned.
ii. There will normally be one Departmental Council for each department. For
two or more small departments under a ministry, there may however be a
single council, especially if the nature of the duties in the departments is
similar.
iii. For the Central Secretariat services, which though providing staff for all the
Ministries are in important matters controlled by the Ministry of Home
Affairs, there will be a separate council in that Ministry. Others common
categories of office staffs of participating offices may also be included in the
same departmental council.
5. There will also be regional and/or office councils where the structure of a
department permits the setting up of such councils. These councils will deal
only with regional or local questions.

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Railway Service Pension Rules

6.
i. The National Council will consist of an official side and staff side. The
official side will be appointed by the govt. and may consist upto 25
members, who will include the Cabinet Secretary, Secretaries, Ministry of
Home affairs, Labour, Communications and Defence, Secretaries, Ministry
of Finance, Departments of Expenditure and Revenue, and one of the
secretaries Ministry of Railways. The staff side may consist of upto 60
members who will be nominated by the recognized associations, in the
manner prescribed in this behalf. The Cabinet Secretary will be chairman of
the council and the staff side will elect its own leader, each side will appoint
its own secretary or secretaries.
ii. The Departmental Council will also be constituted on the same basis. The
official head of the Ministry of department will be included in the official
side, or and will be chairman of the council. The membership of the staff
side may vary from 5 to 10 and the staff side, which will be nominated by
the recognized associations, from 20 to 30 depending upon the total strength
of the staff and the number of grades and services in the department.
iii. The Regional and / or office council too will be constituted in the same
manner. The strength of a regional or office council will be determined by
the size of the staff in the region or office, and the head of the region or
office will be its chairman.
iv. No person who is not an employee or an honorably retired employee of the
Central Government shall be a member of a Joint Council.Note :
Government may permit an Ex-Employee to be a member of a Joint Council
after examining the merits of each individual case.
7. The associations will nominate their representatives for a term of 3 years; but
there will be no bar to re-nomination. Vacancies caused by death, retirement,
resignation, transfer etc. will be filled for the unexpired term.

Note: An Association may replace on the joint council such of its

representatives as have ceased to be its office bearer at annual elections or by
exigencies such as a vote of no confidence.

SCOPE AND FUNCTIONS

8.
1) Condition of service and work.
2) Welfare of the employees
3) Improvement of efficiency and standard of work.

9. A council may appoint committees to study and report on any matters falling
within its scope.
10. Subject to the final authority of the cabinet, agreements reached between the
two sides of a council will become operative.

Personnel Department -356-

Industrial Relation

11. Arbitration
If there is no agreement between the two sides, the matter may be transmitted
to a committee of the council for further examination and report. But, if a final
disagreement is recorded and the matter is one for which compulsory
arbitration is provided, it shall be referred to arbitration, if so desired by
either side. In other cases, the Govt. will take action according to its own
judgment.
12. Agenda :
A matter disposed off by a council in any manner will not be placed in the
agenda during the following 12 months, unless for any special reason, the
chairman of the council directs otherwise.
13. Compulsory arbitration shall be limited to : -
i. Pay and Allowances,
ii. Weekly Hours of work, and
iii. Leave.
14. Cases of individuals shall not be subject to compulsory arbitration.
15. A dispute shall not be referred to arbitration unless it has been considered by
the National Council or the appropriate Departmental Council, as the case
may be, and final disagreement between the two sides has been recorded. If
there is a dispute relating to an arbitrable matter in the lower council, it will
be placed before the Departmental council concerned.
16. On a final disagreement being recorded as mentioned in clause 18, the Govt.
shall appoint a Board of Arbitration as soon as possible. The structure of
nominee will be as under : -
One from 5 nominee submitted by official side. One from 5 nominee
submitted by staff side. Chairman— independent will be selected by Minister
of Labour.
17. Subject to the overriding authority of parliament, recommendations of the
Board of Arbitration will be binding on both the sides. If for reasons to be
recorded in writing, the Central Govt. is of the opinion that all or any of the
recommendations of Board of Arbitration should on grounds affecting
national economy or social justice be modified, the Central Govt. shall, as
soon as may be, lay before each House of Parliament the report of the Board
containing such recommendations together with the modifications proposed
and the reasons therefore, and there upon the Parliament may make such
modifications in the recommendations as it may deem fit. Modification may
extend to the rejection of a recommendation.
18. Orders made by the govt. in pursuance of recommendations of the Board of
Arbitration shall, unless otherwise specified in those recommendations or
modified by mutual agreement, remain in operation for a period of 3 years.

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CONSTITUTION OF THE NATIONAL COUNCIL

1. Short Title :

This constitution may be called the constitution of the National Council under
the scheme for Joint Consultative Machinery and Compulsory Arbitration for
Central Government employees.

2. Application :
Subject to the provisions of the scheme for joint consultative machinery and
compulsory Arbitration this constitution shall cover, as far as may be, all
Ministries and Departments of the Central Government.

3. Objects :
The object of the council is to promote harmonious relations and to secure the
greatest measure of cooperation between the government in its capacity as
employer, and the general body of its employees in matters of common
concern and with the object, further of increasing the efficiency of public
services combined with the welfare of those employed.

4. Members of the Council :

I. The Council of members consists of :

a.Chairman, The Cabinet Secretary.
b.
i. Members on the official side.
1) Ministry of Railways- Railway Board-Chairman of Member staff or
Additional Member staff.
2) Ministry of Railways- Railway Board - Financial Commissioner of
Additional Member Finance.
3) Ministry of Defence ( Secretary Defence )
4) Minsitry of Defence ( Department of Defence Production) - Secretary
Defence Production
5) Department of Communication - Secretary Communication
6) Department of Communication - Senior Member Posts or Senior Member
Telecommunication, Posts and Telegraphs Board
7) Ministry of Finance - Senior Member Finance ( P & T)
8) Ministry of Finance - Finance Secretary
9) Comptroller and Auditor General - Senior Deputy CAG
10) Ministry of Food, Agriculture, CD & Co-poration - Secretary One.
11) Ministry of Education and Youth Services - Secretary One.
12) Ministry of Tourism and Civil Aviation - Secretary
13) Ministry of Home Affairs - Home Secretary
14) Department of Works, Housing and UD -Secretary.
15) Department of Personnel - Secretary.
16) Department of Labour and Employment - Secretrary.

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17) Department of Health - Secretary.

18) Department of Personnel - Joint Secretary Estb.
19) Ministry of Finance - Joint Secretary Personnel
20) Chief Eco.Advisor to the Govt. of India.
21) Department of Expenditure (Defence Division) - Addl.Finacial Advisor
22) Department of Personnel - Director (JCA) – Secretary

ii. Temporary Members :

The Chairman may, from time to time, nominate such number of temporary
members belonging to any ministry/Department of the Govt, of India as
together with the Chairman and the permanent members specified above,
will not exceed 25.

iii. Expert Advisor:

The Chairman may invite expert to the meeting of the National Council,
whenever he considers that the discussion of particular items their advice
would be of value.

c. Representative of the staff side:

There shall be not more than 60 members on the staff side nominated by the
Associations/Unions/Federations/Confederations recognized for the
purpose of representation on the National Council. The distribution of the
staff side seats between the Ministry/Departments is shown in the Annexure.

d. Secretaries:
The official and staff side may each appoint its Secretary of Secretaries from
amongst its representatives.

e. Leader:
The staff side shall select by simple majority, one of its members as its Leader,
who shall hold that office for a period of one year but shall be eligible for re-
election, a vacancy caused by death, retirement, resignation, transfer etc, will
be filled for the unexpired term.

f. Permanent Secretariat :

i. There shall be a permanent secretariat of the Council under the control of the
chairman
ii. No person who is not an employee or an honorably retired employee of the
Central Govt. shall be a member of the Council.
Note: - Government may permit an ex-employee to be a member of a Joint
Council after examining the merits of each individual case.

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5. Term of Membership :-

i. The employees' organization will nominate their representatives for a term of

3 years; but there will be no bar to re-nomination. The chairman may;
however, permit a change of representative once in a year if he ceases to be an
office bearer of a Association/Union after its annual election.
ii. Vacancies caused by death, retirement, resignation, transfer etc. will be filled
for the unexpired term.
Note: - An Association may replace on the Council such of its
representatives as have ceased to be its office bearer at an annual elections or
by exigencies such as a vote of no confidence

6. Standing Committees : -

The Council may have the following standing committees:

A. Industrial Standing Committee: It shall deal with matters relating to
industrial staff only and shall be appointed by the council.
B. Non Industrial Standing Committee: It shall deal with matters relating to
non-industrial staffs and shall be appointed by the council.

7. Declaration :

The council may delegate to the standing committee such powers as it may
consider necessary for the expeditious disposal of business.

8. Appointment of committees :

The council and its standing committees may appoint a committee from
amongst their members to study and report on any mattes failing within their
scope.

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RULE FOR THE CONDUCT OF BUSINESS

The following rules shall govern the conduct of business of the National Council
under the scheme for joint consultative machinery and compulsory arbitration for
Central Government employees:

1. Short Title :
These rules may be called the rules for the conduct of business of the National
Council.
2. Meetings :
i. The ordinary meetings of the council shall be held as often as necessary, and not
less than once in four months. A notice of an ordinary meeting shall be sent to
all members not less than 15 days before the date of meetings
ii. A special meeting of the Council may be called by the Chairman on his own or
on a request from either the official side or from the leader of the staff side. A
notice of such meeting shall be sent to all members not less than 10 days before
the date of meeting.
3. Quorum :
The quorum shall be one third each of the strengths of the official and staff sides.
4. Agenda :
i. A member describing inclusion of a subject in the agenda of a meeting will
communicate the subject together with an explanatory memorandum where
necessary, to the secretary, official or staff side, as the case may be, at least eight
weeks in advance of the meeting. The Secretary concerned shall make sure that
the subjects suggested fall within the purview of the Council and, thereafter,
place the draft agenda before the Chairman not less than 7 weeks before the due
date of the meeting, for his approval to their inclusion in the agenda. If any item
suggested by a member is not included in the agenda, the member concerned
shall be informed of the fact and the reasons therefore.
ii. The agenda for an ordinary meeting shall be circulated to all the members not
less than 30 days before the meeting.
iii. The agenda for a special meeting shall be circulated simultaneously with the
notice of the meeting.
iv. Business not on the agenda may only be taken up with the permission of the
chairman.
v. A matter disposed of by the Council in any manner will not be placed on the
agenda during the following 12 months, unless for any special reason the
chairman of the council directs otherwise.

5. Minutes :
The minutes of a meeting will be drafted under the directions of the Chairman at
the meeting and approved by the council. They will thereafter be circulated to the
members of the council.

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6. Decisions :

i. The official side will conclude matters at the meeting of the council and will not
reserve them for latter decision by the govt., subject to the final authority of the
cabinet; agreements reached between the two sides of the council will become
operative.
ii. If there is no agreement between the two sides, the matter may be reported to a
committee of the council for further examination and report. But, if final
disagreement is recorded and the matter is one for which compulsory arbitration
is provided, it shall be referred to arbitration if so desired by the other side. The
Chairman of the council shall make a report to the labour Ministry for reference
to the Board of Arbitration within a week of the final disagreement being
recorded. In other cases, the Govt. will take action according to its own
judgement.

7. Publication of Statements :

Only statements issued under the authority of the Council shall be published;
such statements shall be as useful and informative as possible.

8. Standing Committees :

i. The standing committees shall frame their own rules of procedure subject to the
approval of the council. The Standing committed shall not, however take final
decisions on any subjects that came before them, and shall transmit their
conclusions to the council for decision except where powers have been specially
delegated to them by the Council under Article 9 of the Constitution of the
National council.
ii. The Standing Committees and their members shall not give publicity to thei
recommendations and any statements for publicity shall only issued from the
National Council in this manner prescribed in Rule 7.

Demonstration
[Rule 7 of Appendix of IREC -I (the Rly. services Conduct Rules)]
No railway servant shall engage himself or participate in any demonstration which
is prejudicial to the interests of the sovereignty and integrity of India, the security of
the State, friendly relations with foreign states, public order, decency or morality, or
which involves contempt of court, defamation or incitement to an offence.

Provisions regarding demonstration, meetings, processions etc by Rly

servants/unions are as under:

1. Where peaceful and orderly meetings or demonstrations are held during the
lunch interval without obstructing in any manner the free passage to and from
the office, there would be no objection to the holding of such meetings or
demonstrations nor would the participating staff render themselves liable to

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disciplinary action thereby. The same position will apply in respect of peaceful
and orderly meeting and demonstration during half an hour interval prior to the
start of working hours and the half an hour interval succeeding the close of
working hours.
2. Demonstration, meetings and processions, which are orderly and peaceful and
are held outside office premises and outside working hours, should not be
interfered with.
3. The wearing of badges while at work should not be interfered with unless the
badges have inscriptions or slogans which may offend against the interests of the
sovereignty and integrity of India. The colour of the badge or arm band should
not be considered in any case.
4. Demonstration or the raising of slogans or other such disorderly conduct should
not be permitted within office premises and disciplinary proceedings should be
started against those found indulging in such action within office premises.
5. It will be in order to take disciplinary action in respect of demonstration
anywhere, even far away from office premises and at any time even on a holiday,
resorted to by a railway servant, even in the capacity of a Trade Union worker, if
that activity could be proved to be one falling within the prohibitive activities
listed in this rule.
6. The principle of 'No work No Pay' should not be circumvented in any way
including by grant of leave to a railway servant for the period of absence caused
due to participation in a strike.
7. If an application for casual leave is presented by a railway servant specifically for
the purpose of participation in a demonstration, it is open to the competent
authority to refuse casual leave for this purpose. If in spite of refusal, and
employee absents himself from duty, he can be treated to have been
unauthorized absent, with all the attendant consequences of unauthorized
absence.

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LEGAL MATTERS

Central Administrative Tribunal (CAT)

The parliament by constitutional Amendment No.42 provided for establishment of

tribunals vide article 323A of the constitution of India on 27 February 1985. Tribunals
were established with effect from November 1, 1985 by Central Government. Article
323A provided that, parliament may by law provide for the adjudication or trial by
administrative tribunals for disputes and complaints with respect to recruitment and
conditions of service of persons appointed to public services and posts in connection
with the affairs of the union or of any state or of any local or other authority within
the territory of India or under the control of the Government of India or of any,
corporation owned or controlled by the Government.

Since Central Government has established administrative tribunals w.e.f October 2,

1985 as such all cases pending in different high court on service matters covered by
the jurisdiction of Tribunals were transferred to the Tribunals.

Objects of CAT:

Speedy and inexpensive adjudication or trial of disputes or complaints regarding

recruitment and conditions of service of Central Government Employee's.

Who are covered under the Act. :

All employees of All India Services, members of Civil services of the Union, Persons
holding Civil posts under Union, Persons holding civil posts connected with defense
or in the defense services.

Who are excluded under the Act.: [ RBE 275/85]

Members of all Armed Forces, Navy and Air Force, officer or employee of Supreme
Court and High Courts, Secretarial Staff of Parliament, Persons governed by
Industrial dispute act in respect of matters governed by the said Act.

Constitution of CAT:

The headquarter of CAT is at New Delhi and called as principal Bench and other
benches are at all over country where there is a seat of High Court. The head of
Principal bench is a chairman (who must be a judge sitting or otherwise) assisted by
4 member's out of which 2 are judicial and the two are administrative. In other
benches, the head is Vice-chairman and out of members at least one shall be judicial.
Chairman and Vice-chairman retire at the age of 65 years where as other members
retire at the age of 62 years.

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Benches and Jurisdiction: [RBE 275/85, 72/86]

On 2nd October 1985, Principle bench of CAT was established at Delhi and the
circuit benches were established initially at 4 other places thereafter number of
circuit benches were increased and at present 17 circuit benches are working within
the territory of India. The following are the details or benches along with their
jurisdiction.:-
SN Bench Jurisdiction of the Bench
1. Principal Bench (New Delhi) Union Territory of Delhi
2. Ahmedabad Bench State of Gujarat
3. Allahabad Bench State of Uttar Pradesh, excluding 12 districts mentioned
under S.No. 4 which are under the jurisdiction of Locknow
Bench.
4. Lucknow Bench Lucknow, Hardoi, Kheri, Rai Bareilly, Sitapur, Unnao, Faizabad,
Bahraich, Barabanki, Gonda, Pratapgarh and Sultanpur.
5. Bangalore Bench State of Karnataka
6. Calcutta Bench State of Sikkim and West Bengal and Union Territory of Andaman
& Nicobar Islands.
7. Chandigar Bench State of Jammu & Kashmir, Haryana, Himachal Pradesh and
Punjab and the Union Territory of Chandigarh.
8. Cuttack Bench State of Orrisa.
9. Ernakulam Bench State of Kerla and Union Territory of Lakshadweep.
10. Guwahati Bench State of Assam, Manipur, Meghalaya, Nagaland, Tripura,
Arunchal Pradesh and Mizoram.
11. Hyderabed Bench State of Andhra Pradesh.
12. Jabalpur Bench State of Madhya Pradesh.
13. Jodhpur Bench State of Rajasthan, excluding 11 districts mentioned in S.No.14
which are under the jurisdiction of Jaipur Bench.
14. Jaipur Bench Ajmer, Alwar, Bharatpur, Bundi, Jaipur, Jhalawar, Jhunjhunu,
Kota, Sawai Madhopur, Sikar & Tonk.
15. Madras Bench State of Tamil Nadu and the Union Territory of Pondicherry.
16. Bombay Bench State of Maharashtra, Goa and the Union Territory of Dadra &
Nagar Haveli.
17. Patna Bench State of Bihar.

Powers of the Tribunals:

Under section 22 of CAT Act, it has got all the powers exercisable by all courts
(except by Supreme Court under article 136). It shall also have powers in respect of
contempt of itself. It shall not be bound by Indian Penal Code procedure but have
the same powers as Civil Courts for summoning witnesses, discovery of documents,
evidence on affidavit, reviewing of its own decisions.

Language of the Tribunal: [RBE 289/85]

English, but parties may file documents in Hindi if they so desire. Bench may, in its
discretion permit the use of Hindi in proceedings However, the final order shall be
in English.

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Tribunals’ power to punish for contempt:

Under section 17 of Tribunals Act 1985, A tribunal shall have and exercise same
jurisdiction, powers and authority in respect of contempt of itself which a High
Court has under the contempt of courts Act 1971.

Application to Tribunals:

Under section 19 of CAT Act, a person aggrieved by any order pertaining to any
matter within the jurisdiction of a tribunal may make an application to the tribunal
for the redressal of his grievance, under section 20 of CAT Act, one has to exhaust
departmental remedy available to him under service rules for redressal of his
grievance. A tribunal shall not ordinarily admit an application unless it is satisfied
that the applicant had availed of all the remedies available to him under the relevant
service rules as to redressal of grievances.

Procedure for filing application:-

An application to the Tribunal shall be presented in form I annexed to these rules by

the applicant in person or an agent or duly authorized legal practitioners to the
register or sent by registered post addressed to the Registrar. [Form 1 as per rule - 4
for application under section 19 of CAT - 1985 is available in RBE 289/85.]
The registrar or as the case may be, the officer authorized by him under rule & shall
endorse on every application the date on which it is presented or denied to have
been presented under that rule & shall sign the endorsement.

If the application found to be defective, the Registrar may allow the party to rectify
the same. If the concerned applicant fails to rectify the defect within the time allowed
by registrar, the registrar may decline to register the application.

An appeal against the order of the registrar under sub - rule (4) shall be made within
15 days of the making of such order to the presiding officer concerned in chamber
whose decision there on shall be final.

Application Fee :-
Every application field with registrar shall be accompanied by a fee of Rs. 50/- & the
fee may be remitted either in form of a crossed Demand Draft of National bank or by
Indian Postal order.

Hearing of applications :-
Tribunal shall notify to the parties the date & place of hearing of the application.

Tribunal shall decide the application on a perusal of documents & written

representatives & after hearing of oral arguments.

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Communication of orders to Parties

Every order passed on application shall be communicated to the applicant & the
respondent either in person or by registered Post free of cost.

Redressal of grievances at Deptt. Level :- (NR PS 2447;4623& NWR PS

37A/11)

i. Whenever, in any matter connected with service rights or conditions a Govt.

servant wishes to press a claim or to seek redress of a grievance, the proper
course for him is to address his immediate official superior or the Head of his
office or such other authority at the lowest level, as is competent to deal with the
matter. The representation from Government servants on service matters may be
broadly classified as follows :-
1) Representation/complaints regarding non-payment of salary/allowances or
other dues;
2) Representations on other service matters;
3) Representation against the orders of the immediate superior authority and;
4) Appeals and petitions under statutory rules and orders (e.g. Classification,
Control and Appeal Rules and the petition instruction.
ii. In regard to representations of the type mentioned at (1) & (2) above if the
individual has not received a reply thereof within a month of its submission, he
can address or ask for an interview with the next higher officer for redress of his
grievances. Such superior official should immediately send for the papers and
take such action as may be called for, without delay.
iii. Representation of the type mentioned at (3) above, would be made generally
only in case where there is no provision under the statutory rules or orders for
making appeals or petitions. Such representations also should be dealt with as
expeditiously as possible. The provisions of the preceding paragraph would
apply to such representations also, but not to later representation made by the
same government servant on the same subject after his earlier representation has
been disposed off appropriately.
iv. In regards to the representations of the type mentioned at (4) above, although
the relevant rules or orders do not prescribed a time limit for disposing of
appeals and petitions by the competent authority, it should be ensured that all
such appeals and the petitions received prompt attention and are disposed of
within a reasonable time. If it is anticipated that an appeal or a petition cannot
be disposed of within a month of its submission an acknowledgement or an
interim reply should be sent to the individual within a month.

The treatment of advance copies of representations received by still higher

authorities should be governed by the following general principles:-

(a) If the advance copy does not clearly show that all means of securing attention or
redress from lower authorities have been duly tried and exhausted, the
representation should be ignored or rejected summarily on that ground, the

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reasons being communicated briefly to the Govt. servants. If the Govt. servant
persists in thus prematurely addressing the higher authorities, suitable
disciplinary action should be taken against him.

(b) If the advance copy shows clearly that all appropriate lower authorities have
been duly addressed and exhausted it should be examined to ascertain whether
on the facts stated some grounds for interferences or for further consideration
appear, prima facie to exist. Where no such grounds appear, the representation
may be ignored or summarily rejected the reasons being communicated briefly
to the Govt. servant.
(c) Even where some grounds for interference or further consideration appear to
exist, the appropriate lower authority should be asked, within a reasonable time,
to forward the original representation with report and comments on the points
urged. There is ordinarily no justification for the passing of any orders on the
representation without thus ascertaining the comments of the appropriate lower
authority.

Some Government servants are in the habit of sending copies of their representations
also to outside authorities i.e. authorities who are not directly concerned with the
consideration thereof (e.g. other Hon. Minister, Secretary, Members of Parliament
etc.) This is a almost objectionable practice, contrary to official propriety and
subversive of good discipline and all government servants are expected
scrupulously to eschew it. Limitation:

Under section 21 of CAT Act, one can file an application before CAT as under

1. Within one year from the date of last order passed from which the applicant is
aggrieved.
2. Within one year after waiting for 06 months for disposal of an appeal /
representation given to department. The limitation of one year will start on
expiry of 06 months of filing a representation, which has not been disposed
off.

Interim Orders:

Under section 24 of CAT Act 85, CAT has been delegated with powers of granting
Interim relief to the applicants subject to the following conditions. :-

(a) Copies of such application and of all documents in support of the plea for such
interim order are furnished to the party against which such application is made
or proposed, and
(b) Opportunity is given to such party to be heard in the matter. Tribunal may
dispense with the above requirements and pass an interim order as an
exceptional measure if it is satisfied, for reasons to be recorded in writing.

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Review petition:

Tribunal has the same powers of review of its decisions as are vested in Civil Court
under the code of civil procedure. Review petition can be filed within 30 days of the
communication of order. Review petitions lie only when there is a glaring omission,
patent mistake or grave error in the judgment and will be disposed off by the same
bench which passed the order either by circulation or after hearing the parties.

Appeal against the order of CAT:

The person not satisfied with decision of CAT may go for appeal in divisional bench
of respective high court against the order of CAT from which he is aggrieved. Along
with Appeal, he has to file a stay petition also for staying the operation of order of
CAT. This appeal is to be filed within reasonable time. Normally it is 90 days from
the date of communication of order. (Earlier the appeal against the order of CAT was
filed in Hon Supreme Court of India. But now as per the orders passed by Hon
Supreme Court in S. Chandra Kumar's case, the appeal is filed in High Court).

Special Leave Petition (S.L.P.):

It is a petition being filed in the supreme court of India against the order of Hon
High Court by the person not satisfied with the decision of High Court within 90
days from the date of communication of order of High Court. It is filed along with
application for stay of order of High Court. In Railway, the Powers regarding filing
of SLP rests with Railway Board. As such divisional officer of Division forward the
proposal of S.L.P. to their Head Quarter's Office and if Head Quarter Office is
satisfied with the proposal, than they approach Railway Board for filing SLP.

Court cases under various Welfare Labour Acts:

Apart from the cases filed before the CAT by the Central Govt. Employee in
connection with the service matters, the Railway administration has to defend the
other cases also filed by the employees.

The cases under the various welfare labour acts are being filed in different courts for
e.g. under the Railway act the matter are being filed before the Railway Magistrate.
Matters under the payment of wages are being filed before the payment of wages
authority and the matters under the workmen compensation act are being filed
before workman compensation commissioner for compensations in case of death or
of any injury caused to the employee during the course of employment.

The cases under the Industrial disputes Act are to be filed before Assistant Labour
Commissioner and competent labour tribunal.

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Various Courts:

The following are the various courts, the pending cases therein are to be defended by
the Rly. Administration.

1. Supreme Court of India

2. High Courts
3. Central administrative Tribunals
4. Distt. and Munsif Courts
5. Railway claims Tribunals
6. Labour Courts
7. Arbitrator
8. Estate Officer Court
9. Income Tax & Sales Tax authorities
10. Motor Accident claims Tribunal

Procedure:
On receipt of notice from any court, the following procedure is to be adopted for
contesting the case effectively.

i. Appointment of Railway Advocates :- It is to be appointed by the cadre officer

immediately on receipt of court notice.
ii. Signed vakalatnama by the authority competent in favour of Rly advocate is
to be given to Rly advocate for contesting the case in favour of Railways.
iii. Rly Advocate is to be provided with written statement of concerned court
case for drafting reply to the court case along with relevant documents
reference of which is given in written statement.
iv. On receipt of reply drafted by Rly. Advocates, the reply is to be checked and
got signed by the competent authority. It is to be ensured the reply to court
case is to be filed in time and as far as possible it must be filed on first
hearing.

Labour Enforcement Officer (L.E.O.):

L.E.O. is appointed under the regional labour commissioner (R.L.C.) central and
working under the direction of Assistant labour commissioner (A.L.C.) central. The
duties and the main functions of L.E.O. is to inspect various locations where the
labour are employed, to ensure on behalf of labour commissioner that labour are
recruited and discharged in accordance with the provisions made in the various
labour laws and the extract of labour laws (P.W.A., M.W.A., H.O.E.R. and I.D. Act)
are displayed at the site of work as required under the provisions of act. The
irregularities, if any noticed during his inspection are intimated to the official
concerned.

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Staff Benefit Fund

RAILWAY STAFF BENEFIT FUND

(CHAPTER VIIITH, RULE 801 TO 812 OF IREC Vol 1]
A Railway Staff Benefit Fund was introduced in the year 1931 and is being
maintained on each Indian Railway. SBF is supervised by the Central Staff Benefit
Fund Committee on each Zonal Railway.

OBJECTS OF FUND:- [Rule 802]

1. To provide financial assistance for recreation, sports, scouting, amusement, &

education of the staff & their children's where no assistance is admissible
under the rules.
2. Relief of distress amongst the employees & the family members of Railway
Employees
3. If the committee desires to incur expenditure on any other object which in
their opinion is for the benefit of the staff, they shall refer the matter to the
General Manager whose decision shall be final No part of the fund shall be
used for the benefits of any Gazzetted Railway servant.

CREDIT TO THE FUND

To the fund shall be credited:-

1. All receipts from fines
2. All receipts from forfeited provident fund bonuses of non-gazzetted railway
servants; and
3. Unpaid wages beyond three years. [RBE 149/06] These shall be credited
to the fund In addition to the credits to the fund detailed above. On the 1st
April of each financial year an annual grant from the revenue of the Railway
at a per capita rates of RS.35/- (this amount has been enhanced to Rs. 350/-
for the year 2009-2010 vide RBE No. 145/09 & Rs. 500/- for the year 2010-11
vide RBE No. 62/10) based on the sanctioned strength of non gazzetted
railway employees, permanent & temporary employees, as on the 31st March,
posts charged to capital being excluded. The fund shall be credited
provisionally on the 1st April each year with an amount equal to the
contribution for the previous year, the necessary adjustment being made as
soon as the correct amount of contribution has been determined. [RULE
805]

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The distribution of Rs. 800/- amongst different activities will be as under:- [ Rly. Bd’s
lr.no. E(W)2014/FU-1/1, dt.30.07.2014]

Per-
S.
Head/Activity Capita
No.
Fixed
1. Education: Scholarships for Higher Technical / Professional 116
Education for wards of staff in GP of above Rs.2400/-
2 Education: Scholarships for Higher Technical / Professional 110
Education for Girl Children of staff in GP upto Rs.2400/-
3 Education: Scholarships for Higher Technical / Professional 100
Education for Male Children of staff in GP upto Rs.2400/-
4 Women Empowerment Activities including seminars, 28
camps, training programmes and gender sensitization
camps, etc.
5 Recreation other than sports 32
6 Recreational facilities at Institutes and clubs 36
7 Promotion of Cultural Activates 16
8 Relief of Distress, Sickness etc for staff in GP upto Rs. 120
4,600/-
9 Indigenous System of Medicine including Homeopathy 36
10 Immediate Relief in times of crisis arising out of floods, 24
famines, landslide, fire or any other calamity.
11 Developing of occupational skills of Physically / Mentally 50
challenged railway employees and their wards including
purchase of wheel chairs, other aides, special software etc
and organizing workshops, seminars, compass etc.
12 Miscellaneous 80
13 Sports Activities 30
14 Scouts & Guides Activities 22
Total 800

The modalities for the scheme of "Scholarship for higher education of children of
staff in grade pay Rs. 1800/- and below introduced under these orders are as under
:-

i. Children of the serving employees in grade pay Rs. 1800/- and below shall be
eligible for the scholarship under the scheme.
ii. The term higher education shall mean all degree and diploma programmes of
not less than 0ne year from recognized institutes / universities.
iii. The amount of each scholarship shall be Rs. 1,200/- p.m., for Girl and Rs. 1000/-
p.m. for male children.
iv. On availing benefit under this scheme, any other similar benefit under SBF will
not be permissible.
v. The payment of scholarship amount shall be made on quarterly basis.

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Staff Benefit Fund

vi. The payment of the scholarship amount shall be made through an account payee
cheque in the name of child.

(1) With regard to item-(i)(d)(2), viz. allocation for 'Relief of distress, sickness, etc. for
staff in grade pay Rs. 1,800/- and below', this will include instances of long
sickness, extraordinary leave/leave without pay and the need to meet the cost of
good prosthetics.
(2) With regard to item-(i)(a) viz. scholarships, besides existing provisions regard re-
appropriation, the CSBF committees shall have powers to re-appropriate funds
between items (i)(a)(2) and (i)(a)(3) depending upon demand. The preference,
however, will be given to girl children. Other modalities regarding scholarships
as shown above ibid shall equally apply in such cases.

The fund shall also be augmented to the extent of 50% of expenditure incurred by
the respective Railways on grant of scholarships to the children of railway
employees for technical education of their children during the preceding year.

Based on the overall per capita contribution for Sports activities, scouting activities &
immediate relief at the time of crises arise out due to natural calamity will be made
by in the consultation with RSPB, RSB, & SBF CALAMITY RELIEF FUND
respectively under the control of Ministry of Railway. Therefore, allotment be made
centrally by MR [Rly.Bd] augmentation to the SBF by the RLYs [RBE 38/08]

An "SBF Calamity Relief Fund" shall be constituted at Rly Bd's level. Fund shall be
administered by a committee comprising of Adv. [IR], EDF [E], EDCE [G] assisted by
JDE [W] as secretary. The committee shall be empowered to sanctioned relief up to
Rs. 10/- lakh to a Zonal Railway.

Relief in excess to Rs. 10/- lakh & up to Rs. 20/- lakh will be sanctioned by Board
[MS] on recommendations of the committee & MR is competent authority for
sanctioning relief of Rs. 20 lakh or more.[RBE 150/07]

Note:- Central CSBFC committees are empowered to re-appropriate funds not

exceeding 25% of the amount amongst different head activities under SBF except
"Education", "Sports activities" & "Scout activities"[RBE 18/09]

EXPENDITURE FROM THE FUND [RULE 806]

Subject to the general supervision of the General Manager all expenditure from the
SBF shall be authorized by the committee or by a sub committee duly appointed
under the provision of rules. The cost of stationary, printing charges of forms,
postage charges & other contingent expenses relating to the fund should be met from
the railway revenues, expenditure in entertainment during meetings of the SBF
Committee should be met from the fund it self.

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Management of the fund[Rule 807]

A committee at the headquarters of the Railway presided over by the CPO, shall
manage the fund. Besides Chairman, the committee should consist of the following:-
1 Chairman Chief Personnel Officer

2 Nominated member from Chief Medical Director Additional Chief Engineer

Administration side
3 Secretary A Welfare Officer to be nominated by the General Manager
4 Staff side 6 members shall be from recognized Unions, to be equally
divided amongst the recognized unions.
In the Production Units, where Staff Councils are functioning, members elected by
the Central Staff Councils will be represented on the SBFC.

There shall be an SBFC at HQtrs division/ Divisional level/ Workshop level and
shall be consisting of W/shop the following:-
HQrs. Div. Division W/Shop
1 Chairman [Ex Officio] Dy.CPO/SPO Sr.DPO/DPO WM/AWM/SPO
2 Nominated member One Officer by CPO by DRM ByCWM/Dy CME
3 Secretary S&WI S&WI S&WI

Besides above there will be recognized unions. 4 members of the recognized union,
to be equally divided amongst the

Workshop has a Workshop Staff Benefit Fund committee, constitution of this being
the same as that prescribed for division. If there is no Senior Scale Personnel Officer
in a workshop, his place shall be taken by the Works Manager, or if there is no
Works Manager, by Asstt. Works Manager.

A member of the committee or sub- committee shall held office for one year; he can
be removed by the GM or can resign but shall be eligible for re -nomination or re-
election.[Rule 809]

MEETING

If the chairman disagrees with the majority of the committee as regards:-

1. Financial propriety of expenditure from the Fund;

2. Whether the grant comes within the objects mentioned in rule 802 ;
3. Whether it conflicts with the recognized policy of the government or the Railway,
he shall refer the matter to the General Manager whose decision in the matter
shall be final. [Rule 810]
Annual report on the working of the Fund [Rule 812]

The General Manager shall submit annually a report to the Railway Board on the
working of the fund during the previous financial year.

Personnel Department -374-

Staff Welfare Activities

STAFF WELFARE ACTIVITIES

(CHAPTER XXII, RULE 2201 TO 2241 OF IREM II)

Scholarship for Technical Education [IREM Vol-I Rule 2206]

Scholarships are awarded by the Railways to the children, dependent brothers and
sisters of railway servants. The employees of non-railway Departments who are on
deputation to Railway may not be considered eligible for grant of Scholarship for
education of their children.

The term "technical education" will mean education in pure sciences' (leading up to a
degree in Science) or in applied sciences (leading up to a degree or diploma in
Medicine and the various branches of Engineering). It will exclude subjects
commonly included in Arts courses in colleges and other educational institutions.
The diploma courses referred to here are not necessarily those that are equivalent to
a degree. Diploma of all kinds given in various branches of technical education will
fall within the scope of the scheme. The cost of these scholarships will be borne by
the staff benefit fund. Before a technical scholarship is granted, it should be ensured
that the student who is sanctioned the scholarship is not in receipt of any other
financial assistance from the Institution where he may be studying or from any other
source. For this purpose the wards of Railway employees will be required to
produce a certificate from their respective school / Institution that they are not in
receipt of any scholarship from that School/Institution or any other source along
with their application for claiming scholarship from the Railway Staff Benefit Fund.

The following priorities have been laid down for the guidance of the SBF Committee
for the allotment of scholarships. Those applicants who are studying in Degree
Courses of Medicine including Homoeopathy and Ayurved system of medicine,
Pharmacy and various branches of Engineering, Computer Science, Architecture and
Environment Planning, Bachelor of Veterinary Science and Animal Husbandry and
B.Sc. (Agriculture), B. Pharmacy will be given highest priority, Second priority is for
diploma courses in Medicine including Homoeopathy, Ayurvedic systems of
medicine, Pharmacy and Engineering, Computer Sciences, Architecture and
Environment Planning. Third priority is to be given to applicants studying for
Degree courses in pure sciences, if the quota of scholarship to a Railway is not fully
availed as above category.

The percentages of scholarship may be reserved for being granted to the children of
SC & ST employee are 15%,&7.5% respectively. [quantum of scholarship for
technical education for SC/ST has been increased from 12 V2 & 5 % to 15% & 7 V2%
respectively in the context of celebrating Baba Saheb Dr. B.R. Ambedkar Centenary
year- R.B. No. E(W)90 FV-17 DT. 09.11.90 (NR PS 10273)]

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Railway Service Pension Rules

In case, requisite number of children of SC &, ST employees are not forthcoming to

avail the above percentages of the scholarships, the scholarships should be thrown
open to other candidates & should not be allowed to lapse.

A scholarship granted in the favour of a child of the serving railway servant should
continue until the child completes the course of study for which the scholarship was
granted & it should not be affected by the death, invalidation or retirement as
superannuation of the Rly Servant. When, however, a Railway Servant resigns from
service, he would loose the scholarship sanctioned to his child.

A scholarship to the child / ward of a non gazzetted Rly Servant will not be
withdrawn merely because the Rly Servant is subsequently promoted to officiate in a
gazzetted post up to the confirmation in the gazzetted post.

The scholarship to the child / ward of Rly Servant is also admissible who is
undergoing post graduate courses of medical or engg. In the event of an employee
granted a scholarship under these rules being transferred to another Rly
Administration, the scholarship for the Tech.Education of his child /ward shouldbe
continued to be met by the Staff Benefit Fund of the transferring Rly, till the course
of study is completed, if it is not forfeited otherwise. [RBE 57/07]

Monthly ceiling on the grant of scholarship from SBF for prosecuting degree courses
in Engg., Medicine etc. has been enhance from Rs. 100/- per month to Rs. 200/- per
month.[RBE 140/07]

RAILWAY INSTITUTE & CLUB

INCIDENCE OF COST OF MAINTENANCE & UPKEEP OF INSTITUTE

[IREM vol. II Rule2208 to 2217]

 General Manager of Zonal Railway is the patron of all Rly. Institutes situated
in the jurdiction of zone.
 DRM is vice patron of all Rly. Institute situated in the jurdiction of division.
 CWM/ Dy, CME is vice patron of Rly. Institute situated in the jurdiction of
workshop.
 A Rly Institute should be looked upon as a club provided by the Rly, rent free,
for the benefit of its employees. As a general principle, therefore, the Rly
should provide everything that a landlord ordinarily would& the Institute
should pay for all that a tenant would usually be liable.

The Rly administration will bear -

The cost of the building including the cost of electric installations (which include
electronic fans) with necessary furniture, roads, fences & the cost of maintenance &
alterations etc., wherever possible a garden will also be provided,

Personnel Department -376-

Staff Welfare Activities

The institute funds will bear

a. The cost of rolling, watering, grass-cutting & other maintenance charges of play
grounds, other than engineering repairs:
b. The cost of electric current consumed & hire of meters:

No rent is recoverable in the case of Rly buildings used as officer's club.

The class IV staff employed in Rly institute may be given residential accommodation
free of rent provided that such accommodation is either part & parcel of the institute
building & its recognized out-houses, or is not required for any other Rly purpose or
cannot be rented to out siders & would otherwise be vacant.

The institute may be organized as senior & junior institutes & should have a wide
range of staff as possible.

The membership will be optional & rate of monthly contribution of the membership
should be decided by the elective/ nominated body of the staff as per requirement of
the institute. Management body constructed amongst Rly servants of the particular
area viz. w/shop, stn etc. accordingly to the members of the institute.

The General Managers is empowered to frame rules to suit local requirements of the
Rly Administration & other circumstances of the place with following restriction:-
1. The holding of meeting on railway land by recognized unions - no political
subject should be discussed in the meeting,
2. Prohibiting the grant of permission to unrecognized unions for holding their
meetings on Rly land/premise

Holiday Homes [IREM Vol. II Rule2219 to 2225]

Holiday Homes have been established at various places in the country as a measure
of amenity to staff &his family members as per pass rules & not for relatives of the
staff. Three types of accommodation-viz for Gazetted Officers, Group-C & Group-D.
The facilities of Holiday Homes should be provided to all Gazetted Officers, Group-
C & Group- D.- as well as retired Rly Officers & retired Group-'C' &'D' staff also.
Necessary essential equipment such as utensils, furniture & recreational facilities
etc., should be provided. On the nominal rental charges for stay in holiday home and
will be deposited to Railway Station earning in accordance with instructions issued
by Railway Bd's ( in head of Railway revenue abstract M-00812109).

The use of Holiday Homes set up by a particular Railway may be allowed to the staff
of the other Indian Railways, provided it is possible to do so after meeting the
demands from the staff of the home Railway Staffs that are allotted accommodation.
Staff who are allotted accommodation in Holiday Homes should not be refused
leave except in very emergent cases. Where the accommodation for Group 'D' is not
available, they can occupy the higher type of accommodation at the rate prescribed

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Railway Service Pension Rules

for Group 'D'. The charges for officers & staff are as under w.e.f 1.1.2001 : -
[Authority;-SC No.1 to MC 2/90]
Charges per suite per day w.e.f. 01.09.12 [RBE 104/12]
SERVING RETIRED
1. Gazzetted officer above J.A.G. Rs 60/- Rs 175/-
2. Officer up to & inclusive of JAG Rs 60/- Rs 80/-
3. Group 'C' Rs 30/- Rs 60/-
4. Group 'D' Rs 12/- Rs 30/-

Retired railway servants shall be given confirmed booking of Holiday Homes during
periods other than summer vacation, Dusehra, Pooja & Christmas Holiday, seven
days prior to date of occupation & the confirmed booking shall not be cancelled
during the last seven days preceding the date of occupation, in preference to serving
Rly. Employee. [RBE140/02]

The employees who resign technically from railway service for the purpose of
permanent absorption in Public Sector Units/ Autonomous Bodies & are entitled to
post retirement complimentary passes can also avail the facility of Holiday
Homes.[RBE 96/08]

List of holiday homes of Indian Rly. along with contact source have been circulated
under RBE 69/12.

Convalescent Homes [IREM vol.2, Rule2226]

i. To enable Class III and Class IV staff that does not normally have the means
to go for a change of climate at their own expense while they are
convalescing, Convalescent Homes are set up on Railways. If Holiday Homes
already exist at places, which are suitable for the purpose of being used as
convalescent Homes from the climate point of view, a portion of the Holiday
Homes may be utilized as Convalescent Homes. If, however, the Holiday
Homes are being adequately patronized, a portion thereof should not be
utilized as a Convalescent Homes, without expanding or supplementing it.
The intention is that each Railway should have a Convalescent Home so that
the convalescing railway servants are treated separately from the
holidaymakers, but at the same time the latter are not deprived of the facility
because of a portion of the Holiday Homes being utilized as a convalescent
Home. Where separate Convalescent Homes are proposed to be provided, the
general rules already framed for Holiday Homes will apply except that
Railway Board's prior approval will be necessary for the setting up of a
separate Convalescent Home.
ii. Medical facilities should be provided at these Convalescent Homes. At a
station where there is a railway doctor, he should be deputed to attend to the
Convalescent Homes; the nearest railway doctor should attend the home
twice a week.

Personnel Department -378-

Staff Welfare Activities

iii. Charges for convalescent homes should be recovered at the same rates
prescribed for Holiday homes from the occupants of Convalescent Homes.
There is, however, no objection if the occupant is allowed free and necessary
charges are recovered from the Staff Benefit fund.
iv. Where separate Convalescent Homes are set up, a Proforma account of the
expenditure should be kept as in the case of Holiday Homes for judging the
financial implications of the scheme.

Scouts and Guides [IREM vol.2, Rule2227to 2228]

The scouting organization on the Railway is a separate State Association on each

Railway as a branch of the Bharat Scouts and guides on conditions similar to those
applicable to other State Associations directly under the Bharat Scouts and guides

Scouts Appointment against Cultural Quota. —Divisional Rail Managers may recruit
not more than 2 persons per year at Division level in Group D (Class IV) category, &
GM's may recruit not more than 2 persons per year at HQ's level in Group 'C'
category subject to the candidates fulfilling such qualification as may be prescribed
by the Railway Administration. The minimum qualifications should however
preferably be a Presidents Scout besides other educational/technical qualifications
and experience, if any. While filling up the vacancies in Scouts/Guides cells,
preference should always be given to persons who have sufficient experience and
training in this field.

TA, DA, Special leave and pass.

i. Railway servants, including Apprentices and Trainees, who are Scouts/Guides of

the Railway State Associations may be granted special casual leave limited to 30
days in a calendar year for attending training camps or rallies or when engaged
under instructions from their scouting authorities, on scouting duties, whether in
or outside India, provided that this is done without detriment to their Railway
duties.
Special Casual Leave that may be permitted is to be combined with Casual Leave
or recorded leave when sanctioned on scouting dates. However, when regular
leave is granted in combination with special casual leave, casual leave will not be
granted in combination.
ii. Special passes will be issued to Railway servants in the above connection and
also to their bonafide family members who are appointed as office-bearers of Rly.
State Associations or who enroll themselves as rovers, rangers, cubs, bulbuls,
scouts and guides as laid down.
iii. Concession of special casual leave and free passes referred to in (i) and (ii) above
may also be granted to those Railway servants who join the Railway Wing of the
National Fellowship of the Former Scout and Guides as and when they are called
to perform scouting duties. (iv) TA/DA as on tour at the rates appropriate to the
employee subject to a maximum of 15 days in a calendar year may be paid to

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Staff Welfare Activities
Railway Service Pension Rules

Scouters/Guiders/Adults Leader/Commissioners/Rovers/Rangers for the

following activities:
a. When deputed to attend Training Camps/Courses organized by the
State/District Scouts Associations, Himalayan Wood badge Training Courses
etc. for imparting training to children Scouts/Guides/Rovers/Rangers.
b. When deputed to assist a Railway administration in supplementing Railway's
efforts during Melas, Festival, Accidents, Natural Calamities like Floods,
Cyclones, breaches, etc.
c. Scouts/Guides officials deputed to attend meeting the State/National body; and
d. Railway employees who are deputed to impart training or organize major
Scouts/Guides events, such as rallies, jamborees, conferences etc. at the State or
National level. The expenditure on TA/DA for scouting activities will be met
from revenue. Scouting being a welfare activity, grants are made from the SBF
for this purpose. Grant of 15 days TA/DA for specific Scouting activities is
within the limit of 30 days special casual leave and that the total period spent by
employee on this account should not exceed 30 days.

Handicraft Centre [IREM vol.2, Rule2239]

i. Handcraft Centers should be set up for the benefit of the families of the
Railway men for imparting training to woman members of Railway men
families in handicrafts such as weaving, knitting spinning tailoring of
garments, etc. during their spare time with the object of helping them in
learning some trade to augment the family income.
ii. Expenditure on this scheme should be met from the staff benefit fund.
iii. Accommodation for Handicraft Centers should be provided in spare RLY
building free of rent.
iv. A charge for electricity and water consumed by the Handicraft Centres
located in Railway buildings should be borne by the Railway Revenues.
Where the Handcraft Centres are housed in aRailway Institute, these charges
should be borne by the Institutes.

Vocational Training Centre

Vocational Training Centres should be established at suitable places where classes

should be held in the evening to impart -[IREM vol.2, Rule2240]

(i)
(a) the technical training to unskilled and semiskilled workmen during their off
duty hours form proving their future prospects; and
(b) Vocational training to children of Railway employees.
(ii) Classes should be held separately for Railway employees and their children
on alternate days of the week.
(iii) Outsider should not be admitted in the Training Centers. Dependants of
Railway employees will be eligible for admission and for this purpose;

Personnel Department -380-

Staff Welfare Activities

eligibility may be extended to those members of Railway employee's families

who are eligible for privilege passes.
(iv) The Training must be restricted to the simple trades. The students must be
trained as carpenters or as fitters. They should at the same time be given basic
technical training which would enable them to be receptive to the instructions
in the more difficult trades that they will be given if and when they are later
recruited for such trainings as Trade Apprentices or considered if already in
service for promotion in the normal course. Theoretical instruction in
arithmetic and mensuration and in reading of drawings should also be given
to those who are literate.
(v) A normal fee of per menses may be charged from each candidate.
(vi) No preference in employment or promotion is to be given to persons who
have received training at this Centre, as it would be against the Constitution.
The purpose of the Centre is to provide technical training which would be an
asset to the students of the Centre the possession of which is likely to place
them at an advantage vis-a-vis others who do not have this asset and also
make them technical minded.
(vii) For the efficient running of the Training Centre competent supervisors and
even artisans may be engaged as inspectors on payment of suitable
honorarium. There is no objection to engaging retired employees for the
purpose.
(viii) Children of Railway employees who successfully complete the training
Course in the Vocational Training Centre may be given a certificate.

Canteens [IREM vol.2, Rule2229 to 2238]

Provisions of Canteens as a stator obligation

The provisions of section 46 of the factories Act. 1948 impose statutory obligation on
the Railway Administrations to set up canteens in Railway establishments, which are
governed by the factories Act and employ more than 250 persons.

Provision of Canteens other than as a statutory obligation:-

In addition to provision of Canteens as a statutory requirement under the Factory

Act 1948 the railway administration may open canteens in establishments not
governed by this act., as per the requirement as a measure of staff welfare.

Principles governing the setting up of canteens

The following guiding principles have been laid down for the setting up of the
canteens—
(i) Canteens should be opened at points where considerable bodies of labuor are
concentrated such as workshops, sheds, yards, large stations, etc. Tiffin rooms
may be provided where the strength of the staff is not less than 25 but is less
than 100 and a regular canteen provided where the strength of the Staff is 100

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Staff Welfare Activities
Railway Service Pension Rules

or more. This scale is only for general guidance. Canteens should be self-
supporting and sale prices should be adjusted from time to time with
reference to the cost of procurement, running, expenses and taking the year as
whole, should be worked on a "no loss, no profit" basis;
(ii) They should not involve loss in working hours i.e., light refreshments; while
in the case of more elaborate meals; these must be consumed outside working
hours;
(iii) Commodities sold should be wholesome and cheap,

Management of Canteens

Canteens provided under the statutory

The staff served by canteens should be actively associated of the management. For
this purpose, a committee of Management of Staff should be formed in accordance
with the rules framed by the State Government concerned in this regard to help in
the day to day working of the canteen, however, the committee will have advisory
function. The administrations can constitute a staff Committee for the management
of the canteens, but the legal responsibility for the proper management rests not with
the committee but solely with the Railway Administration.

Canteens provided otherwise than under the statute

A committee of Management to be formed for the purpose should run these

canteens. The Committee of Management should consist of the duly elected
representatives of the staff for whose benefit the canteen is run and a representative
of the Railway Administration to be nominated either as a Chairman or Secretary or
as a Member of the Committee. The Committee so constituted should be given full
powers to operate the canteen or hire it or sell it or otherwise do away with it
without the sanction of the Railway Administration. If, however, the Chairman or
the secretary or the member nominated by the Railway Administration on the
Committee feels that any particular decision of the Committee is likely to effect the
interests of the Railway Administration in its capacity as the owner of the premises
and of the furniture , equipment ,etc. , or is likely to be of considerable harm to the
staff , he should inform the Committee that he has done so in which case no action
will be taken on that particular decision of the Committee till the competent
authority has recorded his decision thereon.

Incidence of cost- when it is proposed to open a canteen as outlined in the above

paragraphs the incidence of cost shall be as under:-

Canteen provided otherwise than under the Factories Act, 1948. The railway
Administration may provide the necessary accommodation, gas, equipment,
sanitary and electric installations, furniture and cooking utensils / electricity and
water.

Personnel Department -382-

Staff Welfare Activities

Railway administration should check that equipment which was made over by them
& any shortage found will have to be made good. They can also check an
improvement in the working of canteen about Quality & cost of foodstuff.

Adult Literacy Centre:- To achieve cent percent target of literacy programme & to
promote literacy amongst illiterate adults ALC can also be run by the SBFC.

Recreation & amusement:- In addition to the annual grant for Holiday camp,
requisite annual grant for recreation & amusement is granted to promote the
activities of Railway Institute, clubs, cultural centre & sports activities etc.

Cultural Centre:- The cultural centre can also be run by SBF for promoting cultural
activities viz Drama Music & dance etc. amongst Rly. Employees & their family
members.

Relief of distress:-
This facilities is available for those railway employee who have completed their one
year service either temp. or permanent even the casual labour who have been given
Temp status will also be entitled but casual labour who have not been given Temp.
Status, will not be entitled for this facility.

Funeral Assistance:- This facility will be available for family of railway employee
who die while in service.

Help to widows.:- In case of sudden death of any Rly. Employee, widows are
provided assistance from SBF for education of their children (03 children at a time)
each child until & unless she applies for the same & the child completes his /her
studies but those widows who have been appointed on compassionate grounds will
not be eligible for such relief.

Sickness Benefit:- In case the family member of the Rly employee is suffering from
TB/Cancer/Polio/Leprosy/Heart disease, the sickness benefit is being provided
from SBF on certification of The Railway Medical Attendant. This facility is only
given to such staff those who have completed their three years minimum continuous
services. Necessary facilities of Indoor games, Recreation facility viz Radio, TV,
News papers, Magazines etc. are provided in the Rly. Hospitals by CSBFC.

Reimbursement of partial cost of spectacles:- Those employees for whose periodical

vision test in accordance with safety rules is essential, the Reimbursement of part
cost of spectacles for once in entire service will be made from SBF.

Reimbursement of partial cost of artificial denture:- the group 'C' & 'D' staff who
purchase the set of artificial denture will be provided financial assistance.

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Railway Service Pension Rules

Other Misc. Welfare Activities

Employees Library:- Divisional & Workshop Headquarters may open library for
employees so that they can utilize their spare time for learning. The expenditure on
this account will be borne by SBF.

Social Welfare Center:- There is a provision to run Social Welfare Centre on Railway
& the expenditure on this account will be borne by SBF, In the Rly. Colonies, where
100 or more families reside, these centre can be run to promote following activities.

1. Indoor games 2.Out door game 3. Adult literacy & literacy classes
4. Stitching & weaving classes 5.Classes for Drama & dance 6. Music classes
7. National Holiday & festival celebration.

BAL MANDIR:- Railway Bal mandir can also be run for the benefit of children of
the Railway employee with the coordination with Social welfare centre & Mahila
Samiti. In these Bal mandirs, the children aged 02 to 05 years are given useful
knowledge by showing pictures & charts of various type.

Cultural activities:- To Promote Cultural activities viz dramas, singing, Orchestra,

music, dance etc. are being organized in which the employees as well as their family
members can participate. The instruments for these purposes can be purchased from
SBF for which necessary grant is provided from SBF. Cultural events like Mushairas
& Kavi Sammelans can be organized on the Rly. from time to time in order to
promote Urdu. For the purpose, funds can be released from SBF under promotion of
cultural activities.[RBE08/08]

Indigenous system of medicines:- Under the scheme of indigenous system

medicines, the Ayurvedic / Homeopathic dispensaries are being run from SBF. The
cost of medicines & honorarium of Doctors, Dispensers are being arranged per
month from SBF at the following rates below, w.e.f. 1.8.10.[RBE 26/06, 6/09,112/10,
65/2017]
Revised monthly honorarium
8 hrs. Duration 4 hrs. duration

[a] Ayurvedic / Homoeopathic Consultants 35,500 22500

[b] Monthly subsidy on medicines 12,000

Note:- General Managers would be the competent authority to undertake the

conversion of the Homeopathic /Ayurvedic dispensaries from 4 hours to 8
hours. [RBE 30/13]

Personnel Department -384-

Financial Rules

FINANCIAL RULES

Demand for Grants

(i) Revenue demands

Revised demands for Grants was in force w.e.f. 1.4.79 Railways are Govt.
undertaking and a budgetary structure with an entirely commercial basis is difficult
to built over a department system. The demand for grants presented in two parts.
Part-I- All Railways. Part-II-Individual Railway Units. Each part has 3 sub divisions

(i) Sub-Heads- of Demand representing major functional activities.

(ii) Detailed Head- represents further break up of the activity classification i.e.
identifying the expenditure in greater detail.
(iii) Primary Units- (object of expenditure) identifying "What" the expenditure
denotes i.e. salary, wages, Allowances, Materials, Contractual etc. etc.

The following are the restructured Demands for grants.

Part I - All Railways :-

1. Railway Board
2. Misc. Expenditure-(RDSO, DCW, DLW, RRB, Staff College of Vadodara &
Statutory Audit)

Part II - Individual Railway Units :-

A03- General Superintendence & Services.

B04- Repair & Maintenance of P.Way & works of Service Buildings & Track.
C05- Repair & Maintenance of Locomotives (POH & IOH)
D06- Repair & Maintenance of carriage & wagons
E07- Repair & Maintenance of Plant &equipment.(Elect, S&T, Loco Running, Engg,
etc. etc.)
F08- Operating Expenses- Rolling Stock & equipment.
G09- operating Expenses- Traffic & Commercial.
H10- Operating Expenses- Fuel.
J11- Staff Welfare &Amenities& Medical Expenses.
K12- Misc. Working Expenses,-(RPF, GRP, Canteen Staff, Works man
Compensation & all type of compensation.
12N- Suspense (RMA, Deposit & D.P)
L13- Retirement/Benefits.
13'0'- Govt. Contribution to New Pension Scheme.
14M- Appropriation to Funds.
15- Dividend to General Revenue & Repayment of loan taken from Genl. Revenue.

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Primary Units (objects) of Expenditure

1 Salaries and Wages

2 Dearness pay and Dearness Allowances
3 Productivity Lined Bonus
4 House Rent Allowance
5 Compensatory (City) Allowance.
6 Interim Relief.
7 Transport allowance
8 Matching Contribution of Central Government towards Defined Contribution
Pension
9 Wages of Casual labour.
10 Kilometer allowance
11 Night duty allowance
13 Other allowances.
14 Fees and honorarium.
15 Transfer allowance
16 Travelling expenses
17 Air Travel Expense sanctioned in lieu of privilege passes
18 Officer Expenses
19 Rental for P & T Telephone and call charges including Trunk Calls
20 Advertising Expenses
22 Utilities-Water, Electricity; etc.
23 Rental for office equipment (other than Data Processing)
24 Printing and Stationery including Publications.
27 Cost of materials from stock
28 Cost of materials- Direct purchase
31 Fuel for other than traction
32 Contractual payments-(This primary unit may be used for works and
handling contracts and contracts for Engineering supplies of materials etc.
while all other direct purchase of other stores will be booked under Primary
unit 28).
33 Transfer of debits/credits from other units-(This primary unit may be used
for classifying. Transfer debits/credits other than for Stores debits/credits
received from Stores Accounts in which case Primary Unit 27 may be used)
34 Adjustment of Wages on POH and Other repairs from WMS Account to
Revenue Heads.
35 Adjustment of materials on POH and other repairs from WMS to Revenue
Heads.
36 Excise duty paid/payable for purchase of materials.
37 Customs duty paid/payable for purchase of materials.
38 Sales Tax paid/payable for purchase of materials
39 Air Travel (Domestic)
40 Air Travel (Foreign)
41 Value Added Tax

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50 Cost of computer hardware/system, Software/application software

including expenditure on excise/customs and sales tax; IT related
consultancy contracts, cost of up gradation i.e. one time expenditure not
being of recurring nature.
51 Cost of computer consumables (ribbons, cartridges etc.), discs; tapes;
floppies; computer stationary etc., rental of computers and AMC i.e. all
expenditure of recurring nature.
99 Other Expenses.

(ii) Capital (Demand No. 16)

Similarly the Revised classification of expenditure on works- irrespective of whether

they are charged to capital, DRF, DF, OLWR & SF will come under a Single group of
classification in line with demand-16, viz. Assets-Acquisition, construction &
Replacement.

The classification of works expenditure is in the form of 6 digits - 4 digits denotes

detailed head of account & the last two digits are object of expenditure (Primary
units)

The source of financing is indicated in alpha according to the source of financing

which is detailed as under :

P for Capital,
Q for DRF.
R for OLWR
S for DF
SF for Safety fund.

In works expenditure. The (Plan heads form the sub-heads of demand) will
represent minor heads of Accounts. For example.

P-1131-03 Payment to contractors in a new line project.

P-1131-01- Wages of departmental establishments in a project.
P-1131-05- Materials drawn from stock.
P-1131-04- Materials directly Purchased.

In view of above, it is clear that the sub-heads & detailed head. (1131) denotes the
function of work and that too we further detail. Primary units i.e. 01, 02, 03, 04, 05,
are denotes as object of work i.e. salary, wages, contractual, store supply & direct
purchase etc. etc.

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CLASSIFICATION OF CAPITAL AND OTHER WORKS EXPENDITURE

Summery at Minor Heads of Classification showing Plan Head Codes for Works
Expenditure.
11 New Lines(construction) 41 Machinery and Plant
12 Purchase of new lines 42 Workshops including production Units
13 Restoration of dismantled lines 51 Staff Quarters
14 Gauge conversion 52 Amenities for staff
15 Doubling 53(i) Passenger amenities
16 Traffic facilities- Yard remodeling and (ii) Other Railway Users amenities.
others.
21 Rolling stock 61 Investment in Government Commercial
undertaking-Road services
31 Track renewals 62 Investment in Government Commercial
undertakings-Public undertakings.
32 Bridge work 64 Other specified works
33 Signaling and Telecommunication works 71 Stores suspense
34 Taking over of line wires from P & T 72 Manufacturing suspense.
Department
35 Electrification projects 73 Manufacturing suspense
36 Other Electrical works 81 Metropolitan Transport Projects

Primary Units (objects) of expenditure for Works :-

1. Pay and allowances of Department Establishment 01

2. Payment to Casual labour 02
3. Payment to Contractors and others for Engineering works or supply and erection 03
contracts etc
4. Direct supply of material 04
5. Stores supplied from stock 05
6. Freight on stores 06
7. Credits for released material 07
8. Others 08
9. Transfer of debits/credits affecting capital works expenditure/suspense accounts 09
10. Productivity Linked Bonus 10
11. Excise duty paid / payable for purchase of materials 11
12. Custom Duty 12
13. Sales Tax 13
14. Interim Relief 14
15. Travelling Expenses 15
16. Air Travel (Domestic) 16
The debit & credit of the works expenditure i.e., capita, DRF, DF, OLWR are as
under:

i. Capital- (A) Capital credited with the cost of capital of an assets (Other then
land) which is abandoned Debited or disposed of without being replaced.
a.Cost of sale of land
b. Difference of cost of Assets replaced through DRF and original cost
chargeable to capital.

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c. Cost of labour originally incurred in laying the assets. Or parts when such
items are subsequently transferred for use on a new work.
d. Original cost debited to capital of an asset replaced at the cost of OLWR.
ii. DRF: (Depreciation Reserve Fund)- This fund is credited with the disposal of
material, originally cost debited to capital or the material released from a work
replaced at the cost of DRF.DRF is debited to the work related to replacement,
renovation of assets , Whose original cost charged to capital.
iii. DF. (Development Fund). DF. (Development Fund credited with amount
transferred from RPF (Revenue Reserve Fund), debited with the cost of assets on
abandoned and original cost earlier debited to DF.
iv. OLWR. (Open Line Works Revenue)- Credited with the cost of amount realized
from the assets not charged to OLWR. Debited with
a. works not related to passenger amenities.
b. Un remunerative works for improvement of operational efficiency costing not
more than 3lakhs.
c. The replacement work which are not chargeable to Cap, DRF & Revenue.

Canons of Financial Propriety

Each & every normal or lay man in his personal life make a plan before any type to
expenditure proposed to be incurred. Before spending always thinks the proposed
expenditure are necessary or can be avoided and if cannot be avoided, the proposed
expenditure are beneficial or otherwise.

If proposed expenditure is beneficial then how much benefit/profit /remuneration

Will be gained after total expenditure.

The Railway is a Govt. Owned commercial organization and Railway has to spent a
huge amount to maintain/upkeep the assets acquired and also spent to provide the
facilities to passenger/staff. As such to run efficient working of Railway it is to be
worked out that there must b e a minimum profit against the expenditure, so done
or proposed to be done.

The Railway administration must have a proper financial justification with that of
remunerations before any expenditure on the basis of following principles.

A. In any case the expenditure may not be increased from the required amount
and each &every Railway authorities must be vigilant as he is spending his
personal amount.
B. Sanctioning authority while sanctioning the proposal for expenditure, it may
be kept in mind that the proposal directly or indirectly not benefited to any
person.
C. Sanctioning authority while sanction the proposal for expenditure must be
drawn or does not passed such an orders which directly or indirectly
benefited to a particular person or caste.
D. Govt. Revenue shall not be used for a particular person/caste subject to:

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(i) the amount of expenditure is negligible

(ii) the amount of expenditure in the court of law,
(iii) the expenditure is according to policy.
E. To meet with the special nature of expenditure that doesn't become the source
of income viz T.A. (Travelling allowance) etc. etc.

Awards of works in Works Programme:

Works Programme: All the projects/works which are proposed to be

included/executed in ensuing financial year are proposed through estimates for
inclusion after sanction by the competent authority & similarly acquiring of machine
& plants are also proposed to be acquired in after sanctioned by the competent
authority.

The civil work related to Engineering works included in a book is called pink book
and Machine & Plant acquired are included in M&P Programme.

Inclusion in Works Programme & Pink book the proposals are prepared through in
estimate. The estimates are of 07 types.

(i) Abstract Estimate: To obtain an administrative approval an abstract estimate

is prepared.
(ii) Detailed Estimate If proposed work is sanctioned by the competent authority
and included in Pink Book/M&P Programme a detailed estimate is prepared &
vetted by the associates finance before execution of work.
(iii) Supplementary Estimate : These estimates are prepared for any items of work
which ought to have been included in the first instance in the estimate already
sanctioned but has not been included or which it is found later should be
considered as being integral part of the work or scheme already sanctioned.
(iv) Revised Estimate: - Revised estimates are prepared where it becomes apparent
that the expenditure on a project or work is likely to exceed the amount
provided for in the main estimate.
(v) Project Abstract Estimate: It is an abstract estimate of project and is prepared to
have the administrative approval to the project proposed to be undertaken.
(vi) Construction Estimate: It is just similar to the detailed estimate for all kinds of
works included in a project.
(vii) Completion Estimate: These estimate are prepared in supersession of
construction estimates. It shows in a tabular form the following particulars:-
a. Amount of sanctioned estimate
b. Actual expenditure on all the works up to the date of the construction
estimate.
c. Commitments on that date
d. Anticipated further outlay.
e. Total estimated cost.
f. Difference between the sanctioned estimate & the estimated cost.

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Financial Rules

Works, Contracts &Agreements:

When it is decided to execute any work and included in works Programme/M&P,

the work are executed to obtain a competitive rates the tenders are invited. The
tenders on Railway are of three types:-
(i) Open tenders. (ii) Limited Tenders. (iii) Single Tenders.

(i) Open tender: Open Tenders are invited through published in local/state level
newspapers, in which each & every contractor can filled in the tenders. All
tenders shall be accompanied with the earnest money @ 2% of estimated cost in
the shape of FDR, DD & Cash deposit etc. etc. If tender's estimated cost is more
than 10 lakhs, the tenders must accompany the credentials asunder:-
a. A similar nature of work costing 35% of estimated cost in last 3 financial year
shall be executed.
b. A total work over shall be 150% of estimated cost in last three financial year.
(ii) Limited Tender: Limited ender are invited from the approved list of
contractors' who registered in different categories. Viz A,B, C and So on.
(iii) Single Tender: Single Tenders are invited from a single firm (manufacturer or
monopolized items). For Single Tender prior approval of G.M. is required
before invitation of tender.

The open tender shall be sent to CPRO for publication in Newspaper & upload on
Railway Website. (Rail net).

After opening the tenders the tender committee being 3 members which are:

a. Convener must be the officer to which is tender is related.

b. Accounts Officer.
c. Third Member - nominated by the competent authority.

The tender committee sanctioned the rates quoted by the tender, with that of
credentials & financial status etc. etc. after discussion & scrutiny of credentials
submitted by the tenderer and submit their report to accepting authority.

On acceptance an acceptance letter is issued through the signature of head of branch

to which it relates

On receipt of acceptance letter successful tenderer has to submit the performance

guarantee issued by the Bank or FDR @5% of accepted cost. Within 15 days from the
date of issue of acceptance letter.

The earnest money @ 2% of unsuccessful bidder is returned.

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Fuel Expenditure Sec. :-

Fuel expd. Section deals & prepare monthly fuel account after receiving the monthly
receipt & issue statement from various Diesel shed / fuel point of Division Fuel
section raised/accepted the debits received / issued fuel to different Locos of
different Division/Rly. And also prepare a monthly fuel a/c submitted along with
account prepared by the Books sec.

Inspection &Efficiency:-

Accounts office is to check the subordinate executive offices as per schedule

programme and all section are allotted monthly inspection of a subordinate offices
and after inspection, inspecting officer submitted the report in inspection Section
Inspector section follow up/chase up with executive officer for closure of paras
/observations raised during inspections.

Statutory Audit

The Comptroller & Auditor General of India is the final Audit authority in India.

Comptroller & Auditor General of India is responsible for the audit of accounts of
Indian Railways.

The form in which the accounts of the Indian Railway are to be kept and any
changes in the accounts classification affecting the recording of expenditure in the
finance & Revenue accounts of the Govt. of India are also Subject to the approval of
CAG.

For the audit of Railway Accounts the CAG is assisted by the Additional Deputy
Comptroller & Auditor General (Railway) and under the additional Deputy
Comptroller & auditor General are the Directors of Audit of Indian Railways who
are responsible to see on their Railway.

(i) The system of accounts used by the internal check authority is correct.
(ii) The method of check applied at every stage of the accounts is sufficient.
(iii) The accounts are maintained properly, and that arrangements exist in
Accounts Offices to ensure attention to the financial interests of the Railways
on the part of all concerned. These objections are achieved by a percentage
check to be applied to the vouchers and other connected records of the
Accounts Office and also by inspection of the initial records and documents
on the spot. During Post audit of paid vouchers, if any irregularities are
observed or any deviation in policy is observed, the Director Audit raised a
Rough Audit note against the officer concerned and a copy of the same is sent
to the Accounts Officer for necessary action If Rough Audi t note is not
decided within stipulated time, the same is converted in to the Audit note Pt-
II ( in case of regulations valued upto Rs. 5 lakh)

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If the irregularities are observed amounting to more than Rs.5 lakhs and upto Rs.10
lakhs a Pt-I Audit note is framed against the executive department to which the
Irregularities have been detected with the copy of the same is forwarded to the
associated accounts.

On receipt of Rough Audit Note, Audit Note Pt-II & Audit Note-Pt-II, in accounts
office, the irregularities intimated by the Director Audit is informed to respective
executive authorities to settle the same through a Tripartite meeting with Director
Audit.

In case of serious irregularities or loss of huge amount to the Railway administration

detected during post audit, a draft para is framed which is prepared in 6 copies
signed by the PAD (Principal Director of Audit) and sent to G.M. at his personal
address, respective Head of Department to that branch it relates one copy of the
same send to FA&CAO, one copy to additional Deputy Comptroller of Auditor
General and a copy kept as office copy. On receipt of Draft para., G.M. discussed the
matter with the Head of Department of the branch and also with the FA&CO and
draw a draft reply and send it to the Addl. Deputy Comptroller & Auditor General
or make necessary recoveries of payment from the salary of respective Head of
Department or directly affecting officer.

If the Deputy Addl. Comptroller & Auditor General is not satisfied with the draft
reply received from the General Manager the matter is taken to the notice of the
Comptroller & Auditor General of India, who submitted to the Public Account
Committee (PAC) & in the House of Parliament.

Similarly Director Audit may inspect the various/different offices of Railway &
check the documents with related to the extant orders. During course of inspection,
if any deviation or irregularities is observed the same is advised to the concerning
branch officer through Audit inspection report & simultaneously accounts officer is
also advise to take necessary action on the issues raised.

Similarly there is a statuary Audit Deptt. in Rly. Deptt. work under CAG & have an
independent identify. The staff of audit Deptt. also conduct the inspections of
executive Deptt. and also post audit the vouchers passed by the Accounts Deptt.

If any procedural error or any excess payment irregularities observed during

inspection or post audit of paid vouchers the same as taken in Audit note, pt- I, pt- II
special letters etc. and sent to Accounts Deptt. & also executive office to settle the
same.

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FACTORY ACT 1948

Factory Act (23rd September 1948) has given effect from 01.04.1949. It regulates the
labor of factories and also regularize the various obligations that an "Occupier" has
to fulfill in connection with Health, Welfare, safety, Hours of employment, leave,
over time, rest etc. This Act applies to all Railway Workshops & Production Units
but does not extended to Loco Sheds & C&W Depots.

FACTORY: Factory means any premises -

1. Where ten or more workers are working, or were working on any day of the
preceding twelve months and in any part of which a manufacturing process is
being carried on with the aid of power., or
2. When twenty or more workers are working or were working on any day of
preceding twelve months and in any part of which a manufacturing process is
being carried on without the aid of power.

Worker: Worker means a person employed, directly or by or through any agency

(including a contractor) with or without the knowledge of the principal employer,
whether far remuneration or not, in any manufacturing process or in any kind of
work incidental to but this does not include any member of the armed forces of the
union.

MANUFACTURING PROCESS:
Means any process for -
1. making, altering, repairing, ornamenting, finishing, packing, ceiling, washing,
cleaning, breaking up or adopting any article or substance with a view to its use,
role, transport, delivery or disposal, or
2. Pumping oil, water, sewage or any other substance, or
3. Generating, transforming or transmitting power.

OCCUPIER: Occupier of a factory means the person who has ultimate control over
the affairs of factory. Every occupier shall ensure, so far as is reasonably practicable,
the health, safety and welfare of all workers while they are at work in the factory.

In the case of a factory owned or controlled by the central Govt. or any state Govt. or
any local authority, the person or persons appointed to manage the affairs of the
factory by the central Govt., the state Govt. or the local authority, as the case may be,
shall be deemed to be the occupier.

DUTIES OF THE OCCUPIER: every occupier shall ensure, so far as is reasonably

practicable, the health, safety and welfare of all workers while they are at work in
the factory.

INSPECTIONS: The state Government may, by notification in the official gazette,

appoint such persons as possess the prescribed qualification to be inspectors for the
purpose of this Act and may assign to them such local limits as it may think fit.

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POWERS OF INSPECTORS: Subject to any rules made in this behalf, an inspector

may, within the local limits for which he is appointed. -

1. Enter any place which is used, or which he has reason to believe is used as a
factory.
2. Make examination of the premises, plant, machinery, article or substance.
3. Inquire into any accident or dangerous occurrence and take on the spot or
otherwise statements of any person which he may consider necessary.
4. Require the production of any prescribed register/documents relating to
factory.
5. Seize, or take copies of any register, record or other document.
6. Direct the occupier that any premises or anything lying therein, shall be left
undisturbed.
7. Take measurement and photographs and make such recordings as he
considers necessary for the purpose of any examination.
8. In case of any article or substance found in any premises, which appears to
him as having caused or is likely to cause danger to the health or safety of the
worker, direct it to be dismantled and take possession of such article and
detain it for so long as is necessary.
9. Exercise such other powers as may be prescribed.

HEALTH:

I. CLEANLINESS - (sec. 11)

1. Every factory shall be kept clean and accumulation of dirt and refuse shall be
removed daily by sweeping and the floors of every workroom shall be cleaned at
least once in every week by washing, using disinfectant or by some other
effective method.
2. All inside walls and partitions, all ceilings of rooms, sides and tops of passages
and staircases shall be repainted or revarnished at least once in every period of
five years and in other cases, be kept whitewashed, or color - washed at least
once in every period of fourteen months.
3. All doors and windows shall be kept painted at least once in every period of five
years.

II. DISPOSAL OF WASTES AND EFFLUENTS - (sec. 12)

Effective arrangements shall be made in every factory for the treatment of wastes
and effluents due to the manufacturing process carried on therein, so as to render
them innocuous and their disposal.

III. VENTILATION & TEMPERATURE - (sec 13)

(i) Effective and suitable provision shall be made in every factory for adequate
ventilations by the circulation of fresh air and

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(ii) Such a temperature as will secure to workers therein reasonable conditions of

comfort and prevent injury to health.

IV. DUST & FUME - (sec. 14)

In every factory effective measures shall be taken to prevent accumulation of dust

and fume in any workroom and necessary exhaust appliances shall be applied.

V. ADRTIFICIAL, HUMIDIFICATION - (sec. 15)

In respect of all factories in which the humidity of the air is artificially increased, the
water used for the purpose shall be taken from a public supply or other source of
drinking water.

VI. OVERCROWDING - (sec. 16)

No room in any factory shall be overcrowded to an extent injurious to the health of

the workers and there shall be in every workroom of a factory in existence of the
date of commencement of this act, at least 9.9 cubic meters and of factory built after
the commencement of this act at least 14.2 cubic meters of space for every worker
employees therein.

VII. LIGHTING - (sec.17)

In every part of a factory where worker are working or passing, there shall be
provided and maintained sufficient and suitable lighting, natural or artificial, or
both.

VIII. DRINKING WATER - (sec. 18)

In every factory effective arrangements shall be made to provide and maintains at

suitable points for sufficient supply of drinking water. All such points shall be
legibly marked "Drinking water" in a language understood by a majority of the
workers and no such point shall be situated within six meters of any Washing place,
urinal etc. and where more than two hundred and fifty workers are ordinarily
employed, provision shall be made for cooling drinking water during hot weather.

IX. LATRINES & URINALS - (sec.19)

In every factory sufficient latrine and urinals accommodation, separately for male
and female, shall be provided conveniently situated and accessible to workers. All
such accommodation shall be adequately lighted, ventilated and be maintained in a
clean and sanitary condition at all time.

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X. SPITTOONS - (sec. 20)

In every factory there shall be provided a sufficient number of spittoons in

convenient places.

SAFETY

I. FENCING OF MACHINERY - (sec. 21)

In every factory every moving part of a prime mover, every fly wheel connected to a
prime mover and every dangerous part of any machinery shall be securely fenced by
safeguards.

II. WORK ON OR NEAR MACHINERY IN MOTION - (sec. 22 & 23)

Where in any factory, while the machinery is in motion, operations or examination

of that machine shall be made or carried out only by a specially trained adult male
worker wearing tight fitting clothing (which shall be supplied by the occupier) and
no woman worker or young person shall be allowed on such machines.

III. STRIKING GEAR & DEVICES FOR CUTTING OF POWER - (sec.24)

In every factory suitable devices for cutting off power in emergencies from running
machinery shall be provided and maintained in every workroom.

IV. SELF ACTING MACHINES AND CASING OF NEW MACHINERY -

(sec. 25,26)
(a) No traversing part of a self acting machine in any factory and no material carried
thereon shall, if the space over which it runs is a space over which any person is
liable to pass in the course of employment be allowed to run on its outward or
inward traverse within a distance of 45 cm. or any fixed structure which is not
part of machine.
(b) Every set screw, bolt or key on any revolving shaft, spindle, wheel or pinion shall
be so sunk, encased or otherwise effectively guarded as to prenent danger.

V. PROHIBITION OF EMPLOYMENT OF WOMEN & CHILDREN NEAR

COTON OPENERS - (sec.27)
No women or child shall be employed in any part of a factory for pressing cotton in
which a cotton is at work provided that if the feed-end of a cotton opener is in a
room separated from the delivery end by a partition extended to the roof, women
and children may be employed on the side of the portion where the feed- end is
situated.

VI. HOISTS & LIFTS - (sec. 28)

Every hoist and lift shall be of good mechanical construction, properly maintained
and shall be thoroughly examined by a competent person at least once in every
period of six months & a register containing such information should be kept..

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VII .LIFTTNG MACHINES, CHAINS, ROPES & LIFTING TACKLES-(sec. 29)

All parts, including working gear of every lifting machine and every chain, rope
shall be of good construction, properly maintained and thoroughly examined by a
competent person at least once in every period of twelve months and a register
containing such information should be kept.

VIII. REVOLVING MACHINERY- (sec. 30)

Effective measures shall be taken in every factory to ensure that the safe working
peripheral speed of every revolving vessel, cage, basket, pulley, disc or similar
appliance driven by power is not exceeded.

IX. PRESSURE PLANT- (sec. 31)

If in any factory any plant or machinery is operated at a pressure above atmospheric

pressure, effective measures shall be taken to ensure that the safe working pressure
of such plant or machinery is not exceeded.

X. FLOORS, STAIRS & MEANS OF ACCESS - (sec. 32)

In every factory all floors, steps, stairs, passages and gangways shall be sound
construction, properly maintained and shall be kept free from obstructions and
substance likely to cause persons slip.

XI. PITS, SUMPS, OPENINGS IN FLOORS ETC. - (sec.33)

In every factory every fixed vessel, sump, tank, pit or opening in the ground which
may be a source of danger, shall be either securely covered or fenced.

XII. EXCESSIVE WEIGHT - (sec. 34)

No person shall be employed in any factory to life, carry or more and load so heavy
as to likely to be cause him injury.

XIII. PROTECTION OF EYES - (sec. 35)

Goggles shall be provided for the protection of persons employed in respect of any
such manufacturing process carried on risk to the eyes by reason of exposure to
excessive light as fragments thrown off.

XIV. PRECAUTION AGAINST DANGEROUS FUMES, GASES ETC.- (sec. 36)

No person be required/allowed to enter any chamber, task, vat, pit, pipe, flue or
other confined space in any factory in which any gas, fume, vapor or dust is likely to
be present to such an extent as to in value risk to persons being overcome thereby
and a certificate in writing has been given by a competent person based on a test
carried out by himself that the space is reasonably free from dangerous gases, fumes
explosive or inflammable.

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XV. PRECAUTIONS REGARDING THE USE OF PORTABLE ELECTRIC

LIGHT - (sec. 36A)
In any factory no portable electric light or any other electric appliance of voltage
exceeding twenty four volts shall be permitted to use inside any chamber, tank, vat,
pit, pipe, flue or other confined space unless adequate safety devices are provided
and, if any inflammable gas, fume or dust is likely to be present in chamber etc, no
lampor light other than that of flameproof construction shall be permitted to be used
therein .

XVI. EXPLOSIVE OR INFLAMMABLE DUST, GAS ETC. - (sec.37)

Where in any factory any manufacturing process produces dust, gas, fume or vapour
of such character and to such extent as to be likely to explode on ignition, all
practicable measure shall be taken to present any such explosion.

XVII. PRECAUTIONS IN CASE OF FIRE - (sec. 38)

In every factory all practicable measures shall be taken to prevent outbreak of fire
and its spread, both internally and externally.

Effective measures shall be taken to ensure that in every factory all the workers are
familiar with means of escape in case of fire and have been adequately trained in the
routine to be flouted in such cases.

XVIII. POWER TO REQURE SPECIFICATIONS OF DEFECTIVE PARTSOR

TESTS OF STABILITY - (sec. 39)

If it appears to the inspector that any building / part of ways/machinery or plant in

a factory is in such a condition that it may be dangerous to human life or safety, he
may order occupier or manager to furnish drawings of such building, way, machine
etc. or to carry out such tests in such manner as may be specified in the order.

XIX. Safety Officers - (sec. 40B)

In every factory where 1000 or more workers are ordinarily employed, safety officer
must be nominated by the occupier, if so required by the state Govt.

WELFARE

I. WASHING FACILITIES - (sec.42)

In every factory adequate and suitable facilities for washing, separately for male and
female workers, shall be provided and maintained for the use of the worker therein.

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II. FACILITIES FOR STORING & DRYING CLOTHS - (sec. 43)

In every factory suitable places should be provided for keeping clothing not worn
during working hrs. and for the drying of wet clothing.

III. FACILITIES FOR SITTING - (sec. 44)

In every factory suitable arrangements for sitting shall be provided for all workers
obliged to work in a standing position, in order that they may take advantage of any
opportunities for rest which may occur in the course of their work.

IV. FIRST AID APPLIANCES - (sec. 45)

There shall in every factory be provided and maintained first aid boxes. The number
of such boxes shall not be less than one for every one hundred and fifty workers and
where more than five hundred workers are employed there shall be provided an
ambulance room containing the prescribed equipment and medical and nursing
staff.

V. CANTEENS - (sec. 46)

Factory wherein more than two hundred and fifty workers are ordinarily employed,
a canteen shall be provided and maintained by the occupiers for the use of workers.

VI. SHELTERS, REST ROOMS & LUNCH ROOMS - (sec.47)

In every factory wherein more than 150 workers are employed, adequate and
suitable shelters or rest rooms and a suitable lunch room with provision for drinking
water where worker can eat meals brought by them, shall be provided for the use of
the workers and where a lunch room exists, no worker shall eat any food in the work
room.

VII. CRECHES - (sec.48)

In every factory wherein more than 50 women (w.i.f. 26.04.1976) workers are
ordinarily employed there shall be provided suitable room or rooms for the use of
children under the age of six yrs. Of such women. The creches shall be made under
the charge of women trained in the care of children.

VIII. WELFARE OFFICER - (sec.49)

In every factory wherein 500 or more workers are employed the occupiers shall
employee in the factory such number of welfare officer as may be prescribed.

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Factory Act 1948

WORKING HOURS OF ADULTS

I. HOUR OF WORK - (sec.51)

48 hrs. in a week, 09 hrs. in a day, period of work shall not exceed 05 hrs. at a time,
an interval of half an hour shall be given. The spread over including rest period shall
not be spread for more than 10% hrs. in a day. Overtime be paid at the rate of twice
of his/her ordinary rate of wages.

II. REST DAY - (sec.52)

If a worker work continuously for 06 days he shall be entitled for one day rest and if
rest cannot be given than 11th day must be granted rest. Rest can be granted either
three day in advance or three days later. Normally rest should fall on Sunday.

III. NOTICES TO BE DISPLAYED

1. Notice specifying number of maximum workers working.

2. Notice of rest day.
3. Notice of holidays and cancellation, if any.
4. Duty Rosters.
5. Abstract of Act.
6. Notice of payment day.
7. Name and the address of inspector and surgeon.

ANNUAL LEAVE WITH WAGES - (sec.78)

Every worker who has worked for a period of 240 days or more in factory during a
calendar year shall be allowed during the subsequent calendar year leave at the rate
of one day for every twenty days of work performed by him during the previous
calendar year.

Note - Provision of this section shall not apply to workers in any factory of any
railway administered by the Govt., which are governed by leave rules approved by
the Central Govt. (sec. 78/2).

GENERAL PENALTY FOR OFFENSE - (sec. 92)

Save as is otherwise expressly provided in this act, if in, or in respect of any factory
there is any contravention of any of the provision of this act, the occupier and
manager of the factory shall each be guilty of an offense and punishable with
imprisonment for a term upto two years or with fine upto one lakh rupees or both,
and if the contravention is continued after conviction, with a further fine upto one
thousands rupees for each day on which the contravention is so continued.

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Industrial Dispute Act 1947
Railway Service Pension Rules

INDUSTRIAL DISPUTE ACT 1947

Industrial Dispute Act came into force on the First day of April, 1947. This act is
based on the Principle of social security and justice and to make provisions for the
investigation and settlement of industrial disputes, and for certain other purposes. It
extends to the whole of India.

SOME IMPORTANT DEFINITIONS

1. Industrial Dispute: Industrial Dispute means any dispute or difference between

employee and employer or between employer and workmen or between
workmen and workmen, which is connected with the employment or non-
employment or the terms of employment or with the conditions of labour, of any
person.
2. Workman : Workman means any person employed in any industry to do any
manual, unskilled, skilled, technical, operational, clerical or supervisory work for
hire or reward, but does not include any such person :-
(a) Who is employed in the police service or as an officer or other employee of a
prison, or
(b) Who is employed mainly in a managerial or administrative capacity, or
(c) Who is subjected to the Air Force Act, Army Act or Naval Act, or
(d) Who is employed in a supervisory capacity, drawn wages exceeding one
thousand six hundred rupees per month.
3. Lay Off : Lay off means the failure, refusal or inability of an employer on account
of shortage of coal, power or raw materials or the accumulation of stocks or the
breakdown of machinery or natural calamity or for any other connected reason to
give employment to a workman whose name is borne on the muster rolls of his
industrial establishment and who has not been retrenched
4. Lock Out: Lock out means the temporary closing of a place of employment or the
suspension or work, or the refusal by an employer to continue to employ any
number of persons employed by him.
5. Retrenchment: Retrenchment means the termination by the employer of the
service of a workman for any reason whatsoever, otherwise than as a punishment
inflicted by way of disciplinary action but does not include voluntary retirement,
retirement on attaining the age of superannuation, termination of service as a
result of the non-renewal of the contract and termination of the service on the
ground of continued ill-health.

Conditions precedent to retrenchment of Workman:

No workman employed in any industry who has been in continuous service for not
less than one year under an employer shall be retrenched by that employer until :-
(a) The workman has been given one month's notice in writing indicating the
reasons for retrenchment and the period of notice has expired or the workman
has been paid in lieu of such notice, wages for the period of the notice;

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Industrial Dispute Act 1948

(b) The workman has been paid, at the time of retrenchment, compensation which
shall be equivalent to fifteen days average pay for every completed year of
continuous service or any part thereof in excess of six months and
(c) Notice in the prescribed manner is served on the appropriate government or such
authority as may be specified by the appropriate government by notification in
the Official Gazette.
6. Strike: Strike means cessation of work by a body of persons employed in any
industry acting combination, or a concerted refusal, or a refusal under a common
understanding of any number of persons who are or have been so employed to
continue to work or to accept employment.
7. Wages: Wages means all remuneration capable of being expressed in terms of
money, which would, if the terms of employment were fulfilled, be payable to a
workman and it includes allowances, value of housing accommodation or of
supply of light, water, medical attendance, any travelling concession etc.but
'wages' does not include any bonus; any contribution paid or payable by the
employer to any Pension or Provident Fund and any gratuity payable on the
termination of service.
8. Workman: Workman means any person (including an apprentice) employed in
any industry to do any manual, unskilled, skilled, technical, operational, clerical
or supervisory work for hire or reward.
But does not include any such person:-
(i) who is subjected to the Air Force Act, Army Act, Navy Act,
(ii) who is employed in the Police Service
(iii) Who is employed mainly in a managerial or administrative capacity;
(iv) Who being employed in a supervisory capacity, draws wages exceeding
1600/- P.M.
9. Industry: Industry means any business, trade, undertaking, manufacture or
calling of employers and includes any calling service, employment, handicraft or
industrial occupation or avocation or workman whether such workman are
employed by such employer directly or by or through any agency including a
contractor for the purpose of production, supply or distribution of goods or
services with a view to satisfy human wants or wishes which are merely spiritual
or religious in nature whether or not. :
(a) Any capital has been invested for the purpose of carrying on such activity, or
(b) Such activity is carried on with a motive to make any gain or profit and
includes.
(i) Any activity of the dock labour board.
(ii) Any activity relating to the promotion of sales or business or both carried on
by an establishment.
But does not include. :
(i) Any Agriculture operation.
(ii) Hospitals or Dispensaries.
(iii) Educational, Scientific Research or Training institutions.
(iv) Institutions owned or managed by organizations wholly or substantially
engaged inany Charitable, Social or Philanthropic service, or
(v) Khedi or Village industries, or

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Railway Service Pension Rules

(vi) Any activity of the Government relating to his Sovereign functions of the
Government.
(vii) Any Domestic service, or
(viii) Any activity being a profession practiced by an individual or body of
individuals, if the number of persons employed by the individuals or body
of individuals in relation to such profession is less than ten., or
(ix) Any activity being carried on by a co-operative society or a club or any other
like body or individuals, if the number or persons employed by the co-
operative society, club or other such body or individuals in relation to such
activity is less than 10.

SETTLEMENT MACHINERY/AUTHORITIES UNDER I.D.ACT

1. Works Committee: The works committees are setup where 100 or more
workmen are employed on any day in the preceding twelve months. In such
cases the appropriate Govt. may by general or special order require the employer
to constitute in the prescribed manner a works committee. In the committee
equal number of representative of workmen and management are included. This
committee promotes good industrial relation between workman and employer.
2. Conciliation Officer : The appropriate Govt. may by notification in the official
gazette, appoint such number of persons as it thinks fit, to be conciliation officer,
charged with the duty of mediating in and promoting the settlement of industrial
dispute. He may be appointed for specified areas or for specified industries in a
specified area or for one or more specified industries and either permanently or
for a limited period.
3. Boards of Conciliation: The appropriate Govt. as the occasion arises constitute a
Board of conciliation for promoting the settlement of an Industrial dispute. The
board shall consist of one chairman and two or four members as the appropriate
Govt. thinks fit. The chairman shall be independent and other members shall be
persons appointed in equal number to represent the parties to the disputes.
4. Court of enquiry: The court of enquiry is constituted by the appropriate Govt. to
enquire into any matter appearing to be connected with or relevant to an
industrial dispute. A court may consist of one independent person or of such
number of independent persons as the appropriate Govt. may thinks fit and
where a court consists of two or more members, one of them shall be appointed
as the chairman.
5. Labour courts: One or more labour courts may be constituted by the appropriate
Govt. for adjudication of industrial disputes relating to the following matters and
performing such other functions as may be assigned to them under this act.:
(a) Propriety or legality of an order passed by an employer under the standing
order.
(b) Application and interpretation of standing orders.
(c) Discharge or dismissal of workman including reinstatement of, or grant of
relief to, workman wrongfully dismissed.
(d) Withdrawal of any customary concession or privilege.
(e) Illegality or otherwise of a strike or lockout, and

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Industrial Dispute Act 1948

(f) All matters other than those specified in third schedule.

6. Tribunal: The appropriate Govt. may constitute one or more Tribunals for
adjudication of industrial disputes in accordance with the provisions of this act.
The matter concerning the
(a) Wages including the period and mode of payment,
(b) Compensatory and other allowances,
(c) Hours of any rest/intervals,
(d) Bonus, profit sharing,
(e) Leave with wages holidays,
(f) Shift working and otherwise.
7. National Tribunals: National Tribunals can be constituted by the Central Govt.
by notification in the official gazette for the adjudication of industrial disputes
which in the opinion of the central Govt., involves questions of national
importance or are of such a nature that industrial establishments situated in more
than one state are likely to be interested in or affected by such disputes. This
tribunal shall consist of one person only to be appointed by the central Govt. The
central Govt. may appoint two persons as assessors to advise the national
tribunals in the proceedings before it, if thinks fit so.

Procedure, Powers & Duties of Authorities:

1. Subject to any rules that may be made in this behalf, an arbitrator, a Board, Court,
Labour Court, Tribunal or National Tribunal shall follow such procedure as the
arbitrator or other authority concerned may think fit.
2. A conciliation officer or a member of a Board, or court or the presiding officer of
a Labour Court, Tribunal or National Tribunal may, for the purpose of inquiry
into any existing or apprehended Industrial dispute, enter the premises occupied
by any establishment to which the dispute relates.
3. Every Board, Court, Tribunal shall have the same powers as are vested in a Civil
Court under the code of Civil procedure 1908 when trying a suit. Every inquiry
or investigation by a Board, Court or Tribunal shall be deemed to be a Judicial
proceeding within the meaning of Section 193 & 228 of IPC (45 of 1860).
4. Conciliation officers shall have the same powers as are vested in a Civil Court
under the code of Civil Procedure 1908 in respect of enforcing the attendance of
any person and examine him or of compelling the production of documents.
5. All conciliation officers, members of the Board or Court, Tribunal or National
Tribunal shall be deemed to be public servants within the meaning of Section 21
of the Indian Penal code.

Duties of Conciliation Officers:

1. Where an Industrial Dispute exists or is apprehended the conciliation officer may

or, where the dispute relates to a public utility service and a notice under Section
22 has been given shall hold conciliation proceeding in the prescribed manner.
2. The conciliation officer shall, for the purpose of bringing about a settlement of the
dispute, investigate the dispute and all matters anaccting the merits and do all

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Industrial Dispute Act 1947
Railway Service Pension Rules

such things or the purpose of inducing the parties to come to a fair and amicable
settlement of dispute.
3. If a settlement of dispute or of any matters in dispute is arrived at in the course of
conciliation proceedings, conciliation officers shall send a report to appropriate
Government or an officer nominated by Government together with a
Memorandum of the settlement signed by the parties to the dispute.
4. If no such settlement is arrived at, the conciliation officer shall as soon as
practicable after the close of the investigation send to the appropriate
Government a full report setting forth the steps taken by him for ascertaining the
facts and circumstances relating to the dispute and reasons on account of which,
in his opinion, a settlement could not be arrived at.
5. A report under this section shall be submitted within fourteen days of the
commencement of the conciliation proceedings or within such shorter period as
may be fixed by the appropriate Government.

Duties of Board

Where a dispute has been referred to a Board, it shall be the duty of the Board to
endeavor to bring about a settlement of the same and do all such things as it thinks
fit to come to a fair and amicable settlement of the dispute.

If a settlement of the dispute is arrived at, the Board shall send a report thereof to the
appropriate Government (within two month or shorter period as may be fixed by the
Government).

If no such settlement is arrived at, Board will send full report including steps takes
by the Board, to the appropriate Government.

On the receipt of a report if appropriate Government does not make a reference to a

labour Court or Tribunal, it shall record and communicate to the parties concerned
its reasons thereof.

Duties of Courts :

A court shall inquire into the matters referred to it and report therein to the
appropriate Government ordinarily within a period of six months from the
commencement of its enquiry.

Duties of labor courts, Tribunals & National Tribunals:

Where an industrial dispute has been referred to a labor courts / Tribunals, it shall
hold its proceedings and shall within the specified period, submit its award to the
appropriate Government.

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Industrial Dispute Act 1948

Publication of report and award:

Every report of a Board, Court or Tribunal shall be published within a period of

thirty days from the date of its receipt by the appropriate Government.

Commencement of the award:

An award shall become enforceable on the expiry of thirty days from the date of its
publication. Appropriate Government (Central Government) may, by notification in
the official gazette, declare that the award shall not become enforceable.
Strike in public utility services:

Public utility service means.

1. Any Railway service (for carrying passengers or goods)

2. Any services in major port or dock.
3. Any postal, telegraph or telephone service.
4. Any industry which supplies power, light or water.
5. Any system of public conservancy or sanitation.
6. Any industry specified in Ist schedule of this act.

Workmen are prohibited to go on strikes and employers are also prohibited to

declare lock out except after satisfying certain conditions.

Illegal strike and lockout:

No person employed in a public utility service shall go on strike and no employer

carrying any public utility service shall lock out without fulfilling following
conditions (Sec 22 and 23 of this act) :-

1. without giving six weeks notice before commencing strike.

2. without 14 days of given such notice.
3. Before the expire of the date specified in such notice.
4. during the pendency of any conciliation proceedings before conciliation
officer and 07 days after the conclusion of such proceedings.
5. During the pendenc or proceedings before a tribunal or national tribunal and
02 months after the conclusion of such proceedings.
6. During the pendency of arbitration proceedings before an arbitrator and two
months after the conclusion of such proceeding, where a notification has been
issued.
7. During any period in which a settlement or award is in operation in respect of
any of the matter covered by the settlement or award.

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Industrial Dispute Act 1947
Railway Service Pension Rules

Penalty for illegal strikes and lockouts:-

1. Any workman who commences, continues or otherwise acts in furtherance of, a

strike which is illegal under this act, shall be punishable with imprisonment for a
term which may extend to one month or with fine which may be extended to fifty
rupees or with both.
2. Any employer who commences, continues or otherwise acts in furtherance of,
lockout which is illegal under this act shall be punishable with imprisonment for a
term which may extend to one month or with fine which may be extended to one
thousand rupees or with both.

Penalty for Instigation etc.:-

Any person who instigates or incites other to take part in, or otherwise acts in
furtherance of, a strike or lockout which is illegal under this act, shall be punishable
with imprisonment for a term which may extend to six months or with fine which
may extend to one thousand rupees, or with both.

Penalty for giving financial aid to illegal strikes and lockouts:-

Any person who knowledge expends or applies any money in direct furtherance or
support of any illegal strikes and lock outs shall be punishable with imprisonment
for a term which may extend to six months or with fine which may extend to one
thousand rupees, or with both.

Penalty for breach of settlement or award:-

Any person who commits a breach of any term of any settlement or award, which is
binding on him under this act, shall be punishable with imprisonment for a term
which may extend to six months, or with fine, or both and where the breach is a
continuing one, with a further fine which may extend to two hundred rupees for
every day during which the breach continues after the conviction for the first and the
court trying the offence, if it fines the offender, may direct that the whole or any part
of the fine realised from him shall be paid, by way of compensation, to any person
who, in its opinion, has been injured by such breach.

Personnel Department -408-

Payment of Wages Act 1936

PAYMENT OF WAGES ACT 1936

OBJECT - This Act aims at securing prompt and regular payment of wages without
any arbitrary deductions to certain class of persons employed in industrial
establishment including Railway, either directly or through sub-contract. It applies
to
Employees whose wages are up to Rs. 6500/- per month. [RBE No. 216/05]

WAGES - Wages means all type of remunerations (whether by way of salary/

allowances or otherwise) capable of being expressed in terms of money which would
be payable to the employed persons on fulfillment of the contract of service,
expressed or implied. It does not include travelling allowance or concession value of
housing accommodation or any contributions paid to any pension and PF or gratuity
payable on the termination of employment.

The employer shall fix wage period which shall not exceed one month in any case.
The mode of payment would be as under:-

(a) The wages shall be paid only on working day.

(b) All wages shall be paid in current currency but not in kind.
(c) The wages shall be paid:
(i) Where less than 1000 persons are employed within 07 days of the expiry of
wages period.
(ii) Where more than 1000 persons are employed, before the expiry of the
10thday after the wages period.
(d) When the employment is terminated by the employer, wages shall be paid
before the expiry of the 2nd day after termination.

FINES - [Section 08 of the Act.]

1. Fines can be imposed only in respect of Acts and omissions and list of such
acts and omissions should be displayed.
2. No fine shall be imposed without giving an opportunity of "show-cause"
against the fine.
3. Fine cannot be imposed / recovered after the expiry of 90 days from the date
of offense and also cannot be recovered in installments.
4. The total amount of fine which may be imposed in any one wage period on
any employed person shall not exceed an amount equal to 3% of the wage
payable to him in respect of the wage period.
5. Fines cannot be imposed on any employed person who is under the age of 15
years.
6. All fines recovered should be used for the benefit of staff, credited to SBF.

LIST OF ACTS AND OMISSIONS -

(a) Disregard or disobedience of orders.
(b) In subordination and breach of discipline.

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Railway Service Pension Rules

(c) Late or irregular attendance.

(d) Improper behavior such as drunken, quarrelling or sleeping on duty.
(e) Causing inconvenience to the public.
(f) Making false and misleading statement.
(g) Malingering.
(h) Failure to observe rules and regulations not involving more severe
disciplinary action.
(i) Causing loss to Railway property.

DEDUCTIONS PERMISSIBLE - [Section 07]

No unauthorized deductions shall be made and following are the authorized

deductions:-
(a) Fines.
(b) Deduction on account of absence from duty.
(c) Deductions for damage to or loss of goods expressly entrusted to the
employed person for custody, or for loss of money for which he is required
to account, where such damage or loss is directly attributable to his neglect
or default.
(d) Deduction for the amenities or service supplied by the employer.
(e) Deduction for the housing accommodation provided.
(f) Deduction for recovery of advances and adjustment of over payment of
wages.
(g) Deduction of Income Tax.
(h) Deduction required by the orders of court.
(i) Subscription for PF and repayment of PF advances.
(j) Deduction for Payment to Co-operative societies approved by State Govt. and
credit societies.
(k) Any other deduction with written authority of employee concerned. Like
premium of LIC, purchase of securities, Post Office, Savings Banks etc.

NOTE: Deduction shall not exceed 75% of wages where payment towards co-
operative society are to be made and shall not exceed 50% of wages in other cases.

INSPECTORS - [Section 14]

An inspector appointed under Factory Act 1948 shall be an inspector for the purpose
of this Act. An Inspector may.

(a) Make such examination and enquiry as he thinks fit.

(b) Enter, inspect and search any premises of any Railway, Factory or other
establishment at any reasonable time.
(c) Supervise the payment of wages to persons employed upon any Railway factory
or other establishment.
(d) Require by a written order the production of any register or record maintained in
pursuance of this Act.

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Payment of Wages Act 1936

(e) Seize or take copies of such registers or documents as he may consider relevant in
respect of any offense under this Act.
(f) Exercise such other powers as may be prescribed.

PENALTY FOR BREACH OF ACTS - [Section 20]

(a) Delay in payment, non-payment or unauthorized deductions, penalty upto

Rs. 3750/-
(b) In all other cases Viz. non display of notices, non-maintenances of register of
fines etc. the employer is liable to be fined not less than Rs. 1500/- but which
may extend to Rs. 7500/- .

DISPLAY OF NOTICES - [Section 25, 25A]

The following notices are required to be displayed.

(a) Abstraction of Act.
(b) Notice of wages period.
(c) Date of payment, and
(d) List of Acts and omissions shall be displayed in English, Hindi and regional
languages.

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Employees Compensation Act 1923
Railway Service Pension Rules

Employees Compensation Act -1923

(As amended under Gazette of India (extraordinary) dt. 23.12.09, RBE 61/11)

This is an Act to provide for the payment by certain classes of Employers to their
workmen of Compensation for injury by accident. It extends to the whole of India
and it shall come into force on the first day of July 1924.

Definitions :-

1. Commissioner Means a commissioner for workman's commissioner appointed

under scheme 20.
2. Employer Includes anybody of persons whether incorporated or not and any
managing agent of an employer and the legal representative of a deceased
employer, and when the services of a employee are temporarily lent on hire to
another person by the person with whom the employee has entered into a
contract of service or apprenticeship, means such other person while the
employee is working for him.
3. Minor means a person who has not attained the age of 18 yrs.
4. Partial disablement :- Means where the disablement is of a temporary nature,
such disablement as reduces the earning capacity of a employee in any
employment in which he was engaged at the time of the accident resulting in the
disablement, and where the disablement is of a permanent nature, such
disablement as reduces his earning capacity in every employment which he was
capable of undertaking at that time.
Every injury specified in part II of schedule shall be deemed to result in
permanent partial disablement.
5. Total disablement Means such disablement, whether of a temporary or
permanent nature, as incapacitates a employee for all work which he was capable
of performing at the time of accident resulting in such disablement.
6. Wages :- Includes any privilege or benefit which is capable of being estimated in
money, other than a travelling allowance or the value of any travelling
concession or a contribution paid by the employer of a employee towards any
pension or provident fund.
7. Employee (in reference to Rly.) A railway servant as defined in clause (34) of
section 2 of the Railway Act. 1989, not permanently employed in any
administrative, district or sub. Divisional office of a railway and not employed in
any such capacity as is specified in schedule II.

Employer's Liability For Compensation

a. If personal injury is caused to a workman by accident arising out of and in the

course of his employment, his employer shall be liable to pay compensation in
accordance with the provisions of this act.

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Employees Compensation Act 1923

Employer shall not be liable :-

a. in respect of any injury which does not result in the total or partial disablement of
the workman for a period exceeding three days.
b. In respect of any injury, not resulting in death, or permanent total disablement
caused by an accident which is directly attributable to :-
i. The employee having been at the time thereof under the influence of drink or
drugs or
ii. The willful disobedience of the workman to an order expressly given, or to a
rule expressly framed, for the purpose of securing the safety of employee, or
iii. The willful removal or disregard by the employee of any safety guard or
other device he knew to have been provided for the purpose of securing the
safety of employee.

If a employee employed in any employment specified in Part A schedule III

contracts any disease specified therein as an occupational disease peculiar to that
employment, or if a employee, whilst in the service of an employer in whose service
he has been employed for a continuous period of not less than six months in any
employment specified in part B of schedule III or if a employee whilst in the service
of one or more employer in any employment specified in part C of schedule III
contracts any disease specified therein as an occupational disease peculiar to the
employment, the contracting of the disease shall be deemed to be an injury by
accident arisen out of, and in the course of, the employment . ( If employment was
under more than one employer, all such employers shall be liable for the payment of
compensation in such proportion the Commissioner deem fit )

Amount of compensation -

3. Subject to the provisions of this Act, the amount of compensation shall be as

follows, namely :-
a. where death results from the injury - an amount equal to fifty percent of the
monthly wages of the deceased employee multiplied by the relevant factor; or
an amount of One Lakh Twenty Thousand rupees, whichever is more;
Formula = AP X 50/100 X AF = min 1,20,000/- or Actual whichever is more
b. where permanent total disablement results from the injury - an amount equal
to sixty percent of the monthly wages of the injured workman multiplied by
the relevant factor; or an amount of One Lakh Forty Thousand rupees,
whichever is more. Formula = AP X 60/100 X AF = min. 1,40,000/- or actual
whichever is more.
Explanation I - For the purpose of clause (a) and clause (b) "relevant factor" in
relation to a employee means the factor specified in the second column of
Schedule IV against the entry in the first column of the Schedule specifying
the number of years which are the same as the completed years of the age of
the employee on his last birthday immediately preceding the date on which
the compensation fell due.
Explanation II - Where the monthly wages of a employee exceed Eight
thousand rupees, his monthly wages for the purpose of clause (a) and (b) shall

-413- South Central Railway

Employees Compensation Act 1923
Railway Service Pension Rules

be deemed to be Eight thousand rupees only. [Gazette of India

(extraordinary) dt. 31.05.10]
c. where permanent partial disablement results from the injury -
i. in the case of an injury specified in Part II of Schedule I, such percentage of
the compensation which would have been payable in the case of permanent
total disablement as is specified therein as being the percentage of the loss
of earning capacity caused by that injury; and
ii. in the case of an injury not specified in Schedule I, such percentage of the
compensation payable in the case of permanent total disablement as is
proportionate to the loss of earning capacity (as assessed by the qualified
medical practitioner) permanently caused by the injury;
iii. where temporary disablement whether total or partial results from the
injury a half monthly payment of the sum equivalent to twenty five
percent of monthly wages of the employee, to be paid in accordance with
the provisions of sub-section(2).

(IA)Notwithstanding anything contained in sub-section (1), while fixing the

amount of compensation payable to a employee in respect of an accident
occurred outside India, the Commissioner shall take into account the
amount of compensation, if any, awarded to such employee in accordance
with the law of the country in which the accident occurred and shall reduce
the amount fixed by him by the amount of compensation awarded to the
employee in accordance with the law of that country.

4.If the injury of the employee results in his death, the employer shall, in addition to
the compensation under sub-section (1), deposit with the Commissioner a sum of
Five thousand for payment of the same to the eldest surviving dependent of the
employee towards the expenditure of the funeral of such employee or where the
employee did not have a dependent or was not living with his dependent at the time
of his death to the person who actually incurred such expenditure.

4A.Compensation to be paid when due and penalty for default. -

1. Compensation under that act (section 4) shall be paid as soon as it falls due.
2. In cases where the employer does not accept the liability for compensation to
the extent claimed, he shall be bound to make provisional payment based on
the extent of liability which he accepts, and , such payment shall be deposited
with the Commissioner or made to the employee, as the case may be, without
prejudice to the right of the employee to make any further claim.
3. Where any employer is in default in paying the compensation due under this
Act within one month from the date it fell due, the Commissioner shall -
(a) direct that the employer shall, in addition to the amount of the arrears, pay
simple interest thereon at the rate of twelve percent per annum or at such
higher rate not exceeding the maximum of the landing rates of any
scheduled bank as may be specified by the Central Government, by
notification in the Official Gazette, on the amount due; and

Personnel Department -414-

Employees Compensation Act 1923

(b) if, in his option, there is no justification for the delay, direct that the
employer shall, in addition to the amount of the arrears, and interest
thereon pay a further sum not exceeding fifty percent of such amount by
way of penalty: (It may be recover the officer / staff held responsible for
such delay) [RB's letter No. E(CL)2000/WC/1 dt. 01.06.2000]
* Provided that an order for the payment of penalty shall not be passed
under clause (b) without giving as reasonable opportunity to the employer
to show cause why it should not be passed.

(5) Method of calculating wages. - In this Act and for the purposes thereof the
expression "monthly wages" means the amount of wages deemed to be payable
for a month's service (whether the wages are payable by the month or by
whatever other period or at piece rates), and calculated as follows, namely -

(a) where the employee has, during a continuous period of not less than twelve
months immediately preceding the accident, been in the service of the
employer who is liable to pay compensation, the monthly wages of the
workman shall be one-twelfth of the total wages which have fallen due for
payment to him by the employer in the last twelve months of that period;
(b) where the whole of the continuous period of service immediately preceding
the accident during which the workman was in the service of the employer
who is liable to pay the compensation was less than one month, the monthly
wages of the employee shall be the average monthly amount which, during the
twelve months immediately preceding the accident, was being earned by a
employee employed on the same work by the same employer, or, if there was
no employee so employed, by a employee employed on similar work in the
same locality;
(c ) in other cases including cases in which it is not possible for want of necessary
information to calculate the monthly wages under clause (b), the monthly
wages shall be thirty times the total wages earned in respect of the last
continuous period of service immediately preceding the accident from the
employer who is liable to pay compensation, divided by the number of days
comprising such period.
* Explanation. - A period of service shall, for the purpose of this section
be deemed to be continuous which has not been interrupted by a period of
absence from work exceeding fourteen days.
(8) Distribution of compensation - No payment of compensation in respect of a
employee whose injury has resulted in death, and no payment of a lump sum as
compensation to a woman or a person under a legal disability, shall be made
otherwise than by deposit with the Commissioner, and no such payment made
directly by an employer shall be deemed to be a payment of compensation.
(9) Compensation not to be assigned, attached or charged - Save as provided by this
Act no lump sum or half - monthly payment payable under this Act shall in any
way be capable of being assigned or charged or be liable to attachment or pass to
any person other than the employee by operation of law nor shall any claim be set
off against the same.

-415- South Central Railway

Employees Compensation Act 1923
Railway Service Pension Rules

(10B) Reports of fatal accidents and serious bodily injuries - Where, by any law for
the time being in force, notice is required to be given to any authority, by or
on behalf of an employer, of any accident occurring on his premises which
results in death or serious bodily injury, the person required to give the
notice shall, within seven days of the death of serious injury, send a report to
the Commissioner giving the circumstances attending the death or serious
bodily injury. (18A) Penalties - (1) Whoever –

a. fails to maintain a notice-book which he is required to maintain under sub-

section (3) of section 10, or
b. fails to send to the Commissioner a statement which he is required to send
under sub-section (1) of section 10A, or
c. Fails to send a report which he is required to send under section 10B, or
d. Fails to make a return which he is required to make under section 16, shall be
punishable with fine which may extend to five thousand rupees.
(2) No prosecution under this section shall be instituted except by or with the
previous sanction of a Commissioner, and no court shall take cognizance of any
offence under this section, unless complaint thereof is made within six months of
the date on which the alleged commission of the offence came to the knowledge
of the Commissioner.

COMMISSIONERS Reference to Commissioner -

(1) If any question arises in any proceedings under this Act as to the liability of any
person to pay compensation (including any question as to whether a person
injured is or is not a employee) or as to the amount or duration of compensation
(including any question as to the nature or extent of disablement), the question
shall, in default of agreement, be settled by a Commissioner.
(2) No Civil Court shall have jurisdiction to settled, decide or deal with any
question which is by or under this Act required to be settled, decided or dealt
with by a Commissioner, or to enforce any liability incurred under this Act.

Venue of proceedings and transfer -

(1) Where any matter under this Act is to be done by or before a Commissioner, the
same shall, subject to the provisions of this Act and to any rules made
hereunder, be done by or before the Commissioner for the area in which -
(a) the accident took place which resulted in the injury; or
(b) the employee or in case of his death, the dependent calming the compensation
ordinarily resides; or
(c) the employer has his registered office .

Power and procedure of Commissioners - The Commissioner shall have all the
powers of a Civil Court under the Code of Civil Procedure, 1908 (5 of 1908), for the
purpose of taking evidence on oath (which such Commissioner is hereby

Personnel Department -416-

Employees Compensation Act 1923

empowered to impose) and of enforcing the attendance of witnesses and compelling

the production of documents and material object, and the Commissioner shall be
deemed to be a Civil Court for all the purposes of section 195 and of Chapter XXVI
of the Code of Criminal Procedure, 1973, (2 of 1974).

Appeals -
An appeal shall lie to the High Court against the orders of a Commissioner.

Schedule -
under the employee's compensation Act. 1923 there are four schedules as appended
below :-

Schedule I - This schedule indicates the list of injuries deemed to result in

permanent total disablement.

Schedule II - under this schedule a list of persons has been given who are included
in the definition of "employee".

Schedule III - under this schedule list of occupational diseases have been shown.

Schedule IV -this schedule indicate age factors for working out lump sum
equivalent of compensation amount in case of disablement and death .

Duty Of Supervisor in Case Of Injury -

Following are the duties of supervisor in case of injury caused to a employee by
accident arising out of and in the course of employment.

(1) He should immediately render FIRST AID & Call doctor.

(2) Give massage / Report to all concerned with in 48 Hrs.
(3) He should take statement of two eye witnesses where possible.
(4) He should prepare accident report including small diagram.
(5) He should get Medical report of injured workman.
(6) He should take down the particulars of leave taken during last 12 months.
(7) He should make finding of inquiry .

Note:- Notional extension of duty depend upon the cases as clarified in RB letter no.
B(LL)99/AT/WC/4 dt. 12.03.99

Payment of Ex-Gratia lump sum compensation to the families of Railway employees

who die in harness in performance of bonafide official duties are as under:-[RBE
285/99,136/08,04/11,146/11]
(a) Death occurring due to accidents in the course of performance of duties
Rs.10 lakh
(b) Death occurring in the course of performance of duties attributable to acts of
violence by terrorists, anti-social elements, etc. Rs. 10 lakh

-417- South Central Railway

Employees Compensation Act 1923
Railway Service Pension Rules

(c) Death occurring during (a) enemy action in international war or border
skirmishes and (b) action against militants, terrorists, extremists etc. Rs.
15 lakh
(d) Death occurring while on duty in the specified high altitude, inaccessible
Border posts etc. on account of natural disasters, extreme whether
conditions. Rs. 15 lakh These order are applicable in the case of Railway
servants who die in harness on or after 1.1.2006.
(e) There will be no ceiling for grant of ex-gratia lump-sum compensation.

i. General Manager is competent to sanction such Ex-Gratia

Compensation.[RBE No 285/99 & 31/09]
ii. Cases for payment of Ex-Gratia Compensation be finalized within 3
months.[RBs letter No. E(W)2008/CP-1/1 dated 10.06.2008 (Page no. 313 of
RBO-09]
iii. Proposal for ex-Gratia lump sum compensation shall be sent to concurrence
for FA&CAO and should accompanied following documents..
(1) Copy of FIR
(2) Death report of employee
(3) Post mortem report. [RB's letter No. W/2000/CP/1/4 Dt. 06.12.2000]
iv. Income Tax is not applicable on Compensation amount. [RBE152/10]
v. Maximum sealing limit for payment of Compensation is 20 Laks, if the same
is being paid from other sources also along with as mentioned under item (a)
to (d) above[RBE 04/11]
vi. Ex-gratia payment be made through ECS to ensure immediate relief which is
underlying intention. In rare cases where the ECS payment is not possible it
should be through cheque. [RBA 33/10]

Personnel Department -418-

Abbreviations

ABBREVIATIONS
 ART ACCIDENT RELIEF TRAIN
 AS AUTHORISED SCALE (IIIrd PC)
 APAR ANNUAL PERFORMANCE APPRAISEL REPORT
 ACR ANNUAL CONFIDENTIAL REPORT
 ACME ALL CONCERNED MATTER OF ESTABLISHMENT
 AIRF ALL INDIA RAILWAYMEN'S FEDERATION
 AVC ANNUAL VERABLE COMPONENT
 BOR BREACH OF REST ALLOWANCE
 BOS BOOK OF SANCTION
 CORE CENTRAL ORGANIZATION FOR RAILWAY ELECTRIFICATION
 CONCOR CONTAINER CORPORATION OF INDIA LIMITED
 CRIS CENTRE FOR RAILWAY INFORMATION SYSTEMs
 CLW CHITRANJAN LOCOMOTIVE WORKSHOP
 COIS COACHING OPERATION INFORMATION SYSTEM
 CGEGIS CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SCHEME
 COFMOW CENTRAL ORGANIZATION FOR MODERNIZATION OF WORKSHOPS
 CAT CENTRAL ADMINISTRATIVE TRIBUNAL
 CVC CENTRAL VIGILANCE COMMMISSION
 CTG COMPOSITE TRANSFER GRANT
 CIC CENTRAL INFORMATION COMMISSION
 CRS COMMISSIONER OF RAILWAY SAFTEY / CHIEF RESERVASION SUPERVISOR
 C& IS COMPUTERIZATION AND INFORMATION SYSTEM
 CAMTECH CENTRE FOR ADVANCE MAINTANANCE TECHNOLOGY
 CUG CLOSE USERS GROUP
 DLW DIESEL LOCOMOTIVE WORKS SHOP
 DB DIVISIONAL BENCH
 DO DEMI OFFICIAL
 DLI DEPOSIT LINKED INSURANCE
 DMRC DELHI METRO RAIL CORPORATION
 DMW DIESEL LOCO MODERNIZATION WORKSHOP
 DFCCIL DEDICATED FREIGHT CORRIDOR CORPORATION OF INDIA LIMITED
 EDP ELECTRONICS DATA PROSSESING
 FROA FEDERATION OF RAILWAY OFFICERS ASSOCIATIONS
 FAX FECIMILE AUTOEXCHANGE XEROX / FIXATIONAL AUTO ZEROX
 FOB FOOT OVER BRIDGE
 FSC FOREIGN SERVICE CONTRIBUTION
 FOIS FREIGHT OPERATIONS INFORMATION SYSTEM
 GDCE GENERAL DEPARTMENTAL COMPETITIVE EXAMINATION
 GRRS GENERAL RULES REVIEW COMMITTEE
 HRD HUMAN RESOURCE DEVELOPMENT
 HLCDM HIGH LEVEL COMMITTEE ON DISASTER MANAGEMENT
 HMS HIND MAZDOOR SABHA
 HOER HOURS OF EMPLOYMENT REGULATION
 ILO INTERNATIONAL LABOUR ORGANIZATION
 INTUC INDIAN NATIONAL TRADE UNION CONGRESS
 IRDA INSURANCE REGULATORY AND DEVLOPMENT AUTHORITY
 IRISET INDIAN RAILWAY INSTITUTE OF SIGNAL ENGEENIERS AND
TELECOMMUNICATION
 IRICEN INDIAN RAILWAY INSTITUTE OF CIVIL ENGEENIERS
 IRIMEEN INDIAN RAILWAY INSTITUTE OF MECHANICAL AND ELECTRICAL
ENGEENIERS
 IRIEEN INDIAN RAILWAY INSTITUTE OF ELECTRICAL ENGEENIERS
 IRITM INDIAN RAILWAY INSTITUTE OF TRANSPORT MANAGEMENT
 IRCTC INDIAN RAILWAY CATERING AND TOURISM CORPORATION
 IREC INDIAN RAILWAY ESTABLISHMENT CODE
 IREM INDIAN RAILWAY ESTABLISHMENT MANNUAL
 IRCON INDIAN RAILWAY CONSTRUCTION COMPANY LIMITED

-419- South Central Railway

Abbreviations
Railway Service Pension Rules
 IRPOF INDIAN RAILWAY PROMOTEE OFFICERS FEDERATION
 IRWO INDIAN RAILWAY WELFARE ORGANIZATION
 IROAF INDIAN RAILWAY ORGANIZATION FOR ALTERNATE FULES
 IRCA INDIAN RAILWAY CONFERENCE ASSOCIATION
 IRILMM INDIAN RAILWAY INSTITUTE OF LOGISTICS AND METERIALS MANAGMENT
 ICF INTEGRAL COACH FACTORY
 IOD INJURED ON DUTY
 ICT INFORMATION COMMUNICATION TECHNOLOGY
 IRT INSTITUTE OF RAIL TRANSPORT
 IRC INDIAN RAILWAY CORPORATION
 IRFC INDIAN RAILWAY FINANCE CORPORATION
 IRASS INDIAN RAILWAY ANNUAL STATISTICAL STATEMENT
 IRCOT INDIAN RAILWAY CENTRAL ORGANIZATION FOR TELECOM
 ISW INDIAN STANDARD WAGON WORKS
 JCM JOINT CONSULTATIVE MACHINARY
 JC JUDICIAL CUSTUDY
 KRC KONKAN RAILWAY CORPORTION
 LDCE LIMITED DEPARTMENTAL COMPETITIVE EXAMINATION
 LAW LIST OF APPROVED WORKS
 LRDSS LONG RANGE DECISION SUPPORT SYSTEM
 LARSGESS LIBRALIZED ACTIVE RETIREMENT SCHEME FOR GUARANTEED EMPLOYMENT
FOR SAFETY STAFF (RBE NO. 141/10)
 MMIS MATERIAL MANAGEMENT INFORMATION SYSTEM
 MPP MAN POWER PLANING
 MOSR MINISTER OF STATE FOR RAILWAY
 MOD MEDICINE ON DUTY
 MRVC MUMBAI RAIL VIKAS CORPORATION
 MODVAT MODIFIED VALUE ADDED TAX
 MRPR MANNUAL OF RAILWAY PENSION RULE
 MRV MEDICAL RELEIF VAN
 MACP S MODIFIED ASSURED CAREER PROGRESSION SCHEME
 MCDO MONTHLY COMPRETIVE DEMI OFFICIAL
 NIP NOTICE OF IMPOSITION OF PENALTY
 NBR NEXT BELOW RULE
 NTPC NON TECHANICAL POPULAR CATEGORY
 NFIR NATIONAL FEDERATION OF INDIAN RAILWAYMEN
 NPS NEW PENSION SCHEME / NEW PENSION SYSTEM
 NPA NON PRACTICE ALLOWANCE
 NTES NATIONAL TRAIN ENQUIRY SYSTEM
 NIT NOTIFICATION OF TENDER
 NRMS NATIONAL RAIL MUSEUM SITE
 OMR OPTICAL MARK READER
 OFC OPTICAL FIBRE CABEL
 OCL OPENLINE CASUAL LABOUR UNSKILED
 OCL(S) OPENLINE CASUAL LABOUR (SKILED)
 PCDO PERIODCAL CONFIDENTIAL DEMI OFFICIAL
 PNR PASSENGER NAME RECORD
 PS PRESCRIBED SCALE (IInd PC)
 PSU PUBLIC SECTOR UNDERTAKING
 PMIS PERSONNEL MANAGEMENT INFORMATION SYSTEM
 PSE PUBLIC SECTOR ENTERPRISES
 PREM PARTICIPIATION OF RAILWAY EMPLOYEES IN MANAGEMENT
 PLB PRODUCTIVITY LINKED BONUS
 POET PASSENGERS OPERATED ENQUIERY TERMINALS
 PPM PASSSENGER PROFILE MANAGEMENT
 PAE PROJECT ABSTRACT ESTIMATE
 PAC PROPREITY ARTICALE CERTIFICATE
 PWP PRELIMANRY WORKS PROGRAMME
 PET PHYSICAL EFFIECENCY TEST
 PTT PUBLIC TIME TABLE

Personnel Department -420-

Abbreviations

 PTO PRIVILEGE TICKET ORDER

 PME PERIODICAL MEDICAL EXAMINATION
 PMS PERFORMANCE MEASUREMENT SYSTEM
 PRP FORMANCE RELATED PAY
 PUS PUBLIC UTILITY SERVICE
 PRIS PERFORMANCE RELATED INCENTIVE SCHEME
 PRS PASSENGER RESERVATION SYSTEM
 PCL PROJECT CASUAL LABOUR UNSKILED
 PCL(S) PROJECT CASUAL LABOUR (SKILED)
 PPP PUBLIC PRIVATE PARTNERSHIP
 PRIME PAY ROLL INDEPENDENT MOUDLE OF EMPLOYEE
 RBCC RAILWAY BOARD COMPUTER CENTER
 RS REVISED SCALE (IVth PC)
 RSRP RAILWAY SERVICE REVISED PAY (Vth PC)
 RCT RAILWAY CLAIMS TRIBUNAL
 RRT RAILWAY RATES TRIBUNAL
 RITES RAIL INDIA TECHNICAL AND ECONOMIC SERVICES
 RSK RAIL SPRING KARKHANA
 RSP ROLLING STOCK PROGRAMME
 RELHS RETIRED EMPLOYEES LIBERALISED HEALTH SCHEME
 RRC RAILWAY RECRUITMENT CELL
 RRB RAILWAY RECRUITMENT BOARD
 RCF RAIL COACH FACTORY
 RVNL RAIL VIKAS NIGAM LIMITED
 RDSO RESERCH DESIGN STANDARD ORGANIZATION
 RWF RAIL WHEEL FACTORY
 RBSS RAILWAY BOARD SECRETARIAT SERVICES
 RBSSS RAILWAY BOARD SECRETARIAT STENOGRAPHERS' SERVICES
 RSRC RAILWAY SAFTEY REVIEW COMMITTEE
 RAEC RAILWAY ACCIDENT ENQUIRY COMMITTEE
 RSPB RAILWAY SPORTS PROMOTIONAL BOARD
 RSC RAILWAY STAFF COLLEGE
 RLT RAILWAY LABOUR TRIBUNAL
 RLDA RAIL LAND DOVELPMENT AUTHORITY
 SRPF STATE RAILWAY PROVIDENT FUND
 SLP SPECIAL LEAVE PETITION
 SOP STOPAGES OF PASS / SCHEDULE OF POWER
 SPE SPECIAL POLICE ESTABLISHEMENT
 SF STANDARD FORM
 SBF STAFF BENEFIT FUND
 SAFA SENIOR ACCOUNT AND FINANCE ADVISOR
 SRSF SPECIAL RAILWAY SAFTEY FUND
 SRRS SAFETY REALATED RETIREMENT SCHEME
 SVRS SPECIAL VOLUNTARY RETIREMENT SCHEME
 TAA TRIBAL AREA ALLOWANCE
 TLA TEMPORARY LABOUR ADJUSTMENT
 USFD ULTRASONIC FLAW DETECTION
 UTS UNRESERVED TICKETING SYSTEM
 UPS UNINTRUPTED POWER SUPPLY
 WTT WORKING TIME TABLE
 WLL WIRELESS LOCAL LOOP
 ZRUCC ZONAL RAILWAY USERS CONSUMER COMMITTEE

-421- South Central Railway

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