ALIGARH MUSLIM UNIVERSITY

ALIGARH

Revised Leave Rules, 1969

Approved by the Executive Council

held on 30.11.1995/

16-17.12.1995/6.4.1996

(Item No. 13) and Item No. 25 (49)

&

modified on the recommendations of the

Sixth Pay Commission

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Office of the Registrar

(Councils’ Section)
Aligarh Muslim University
Aligarh

D.No.(C)/ Dated: Sept. , 2013

1. Deans of Faculties/Dean, Students’ Welfare/Proctor

2. Finance Officer
3. Chairmen of the Departments of Studies/Heads of Offices
4. Principals of Colleges/Polytechnics
5. Directors/Coordinators of the Institutes/Centres/Units
6. Director (Academic Staff College)
7. Acting Librarian, M.A. Library/O.S.D. (Development)
8. Provosts of Halls of Residence including N.R.S.C.
9. Deputy Registrars/Deputy Finance Officers/Deputy Controllers
10. Assistant Registrars/Assistant Finance Officers/Assistant Controllers
11. Assistant Registrar (Vice-Chancellor’s Secretariat)/(Pro-Vice-Chancellor’s
Secretariat)
12. Internal Audit Officer/Public Relations Officer/Editor, A.M.U.
Gazzette/Media Advisor
13. P.S. to Registrar/Finance Officer /Controller of Examinations
14. Section Officer (Councils) for report to Executive Council
15. Section Officer (Records)
16. Web Master for uploading on the website

The Executive Council at its meetings held on 30.11.1995/16-

17.12.1995.6.4.1996 (Item No. 13) and Item No. 25 (49)/5.7.1997 Ref. A.C. Item
No. 5 dated 25/26.4.1994 on the recommendations of the Academic Council
made at its meeting held on 22.8.1996/8.1.1997.22.1.1997.17,2,1997 and
modified on the recommendations of the Sixth Pay Commission approved certain
amendments/additions in Part “A” and Part “B” of Leave Regulations of the
University. The amended Leave Rules under Part “A” and Part “B” along with
existing Leave Regulations under Part “C” are sent herewith for Office use.

( S.M. Suroor Athar )

Deputy Registrar
Encl.As above (Councils)
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ALIGARH MUSLIM UNIVERSITY

ALIGARH
CHAPTER – XI
OF THE EXECUTIVE REGULATIONS

PART ‘A’

1. These rules may be called the Revised Leave Rules, 1969.

2. Extent of Application – These rules apply to all employees of the University

(including its maintained institutions) except:-

(i) Those of the existing permanent employees (including those on

probation) who elect to retain the exiting leave rules.
(ii) Persons governed by the Factories Act.
(iii) Daily rated employees.
(iv) Persons on deputation to the University, who will continue to be
governed by the leave rules applicable in their parent department.

Note: All persons re-employed hereafter will be governed by those leave rules
even though they may have been in the service of the University
previously.

3. In the case of persons already in the service of the University who do not
elect to retain the existing leave rules, the leave standing at their credit
will be brought forward to the new Leave Accounts as under:-

i) Privilege Leave to Earned Leave Account

ii) Medical Leave to Half-pay Leave Account
iii) Detention Leave to Detention Leave Account

4. Interpretations – In these rules unless the text otherwise requires:-

*i) “Teachers” means Professors, Readers, Lecturers and such other

person as may be appointed for imparting instruction in the
University and are designated as Teachers by the Ordinances
and who are entitled to Summer Vacation.

ii) “Semi Vacation Officers” means employees of the University who are
entitled to Summer Vacation for one month only, as for example,
Technical Staff of the Faculty of Engineering and Technology.

iii) “Non-Vacation Officers” means all University employees other than

those mentioned in Clause (i) and (ii) above.

*Ref. E.C. Res. No. 25 dated 5.7.1997

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iv) “Earned Leave” means leave earned in respect of period spent on duty.

v) “Half-pay Leave” means leave earned in respect of completed years

of service calculated according to the provisions hereinafter
contained.

vi) Demonstrators and Clinical Registrars in the J.N. Medical College,

Aligarh Muslim University, will not be entitled to Summer Vacation as
per Executive Council Res. No. 45, dated 6.4.1968.

Note-A “Completed year of service” means continuous service of the

specified duration under the University and includes periods spent
on duty as well as leave including extra-ordinary leave.

GENERAL CONDITIONS

5. Right to leave

(1) Leave cannot be claimed as a right when the exigencies of the

University service so demand, leave of any description may be
refused or revoked by the competent authority empowered to
sanction leave.

(2) Application for leave

i) Leave should always be applied for and sanctioned before it is

taken except in cases of emergency and for satisfactory reasons.

ii) Ordinary an application for leave (other than casual) shall be made
in the prescribed form as in Appendix-I.

iii) Unless otherwise specified in those rules and except in the case
of casual or medical leave, all applications for leave should be made
at less fourteen days or seven days before the date from which
the leave is
applied for, according as the period of leave exceeds or does not
exceed seven days.

(3) Commencement and Termination of Leave:

i) Leave ordinarily begins on the day on which transfer of charge is

effected and ends on the day preceding that on which charge is
resumed. Sundays or other recognized holidays may be prefixed or
suffixed to leave.

*Ref. E.C. Res. No. 25 dated 5.7.1997

 5

ii) When the day immediately preceding the day on which the leave
begins or immediately following the day on which the leave expires
is a holiday or a series of holidays or a vacation, the person who is
proceeding on or returning from leave may take over charge at the
close of the day before, or return to duty on the day following,
such holidays or series of holidays or the vacation provided such
earlier departure of delay in return does not involve the
University any extra expenditure. When leave is prefixed or
suffixed to such holidays or vacation, the consequential
arrangement shall begin or end as the case may be, from the date
when the leave begins or expires.

(4) Rejoining of duty before the expiry of the leave:

*If an officer or other employees wishes to resume duty before the

expiry of his leave, he shall be permitted to do so forthwith, provided it
involves no pecuniary liability to the University by reason of his premature
return.

(5) Leave on medical grounds to be supported by medical certificate:

An employee who applied for leave on medical grounds shall support

his application with a medical certificate from a Medical Officer of the
University Health Service/Medical College Hospital or a Registered
Medical Practitioner in the form as in Appendix-II. The authority
competent to sanction leave may, however, require an applicant to appear
before the senior most Medical Officer, University Health Service, in case
the maximum of the scale of pay of the employee concerned does not
exceed Rs. 950/- & in other cases, Medical Board to be constituted by the
Vice-Chancellor consisting of the Chairman of a Department in the Faculty
of Medicine and two other Doctors not below the rank of Readers
belonging to Departments other than that to which the Chairman of the
Department may belong.

(6) Rejoining duty on return from leave:

(a) A University employee returning to duty on expiry of leave shall

report the date of his return to the Head of his Department who
shall forward it to the Finance Officer except in the case of sub-
ordinate staff (i.e. Class IV employees) whose joining report will be
retained by the Head of Department.

Note: In the case of teachers and Administrative Officers the joining

report will be given in the form given in Appendix-III.

(b) No University employee who has been granted leave of medical

certificate will be allowed to return to duty without his first
producing a medical certificate fitness.
 6

(7) Employment during leave:

A University employee on leave shall not take any service or accept any
employment including the setting up of private professional practice as
accountant, consultant, or legal or medical practitioner without obtaining
prior sanction of the Vice-Chancellor. In no case shall an employee be
allowed to draw emoluments from more than one source.

(8) Overstayal of leave:

*(i) If an employee absent himself from duty without having previously

obtained leave or fails to return to his duties on the expiry of leave
without having previously obtained further leave, the Head of the
Department/Office concerned in cases, where he is the appointing
authority, after waiting for seven days, shall communicate with the
person concerned asking for an explanation and shall consider the same.

In cases where the Head of he Department/Office is not the Appointing

Authority, he shall after waiting for seven days from the date of
unauthorized absence without leave or extension of leave, inform the
Registrar, Finance Officer and the Registrar (Finance Officer in the case
of staff borne on the Accounts Cadre) shall communicate with the person
concerned asking for an explanation which shall be submitted to the Vice-
Chancellor/Executive Council.

*Unless the Appointing Authority regards the explanation

satisfactory the employee concerned shall be deemed to be on leave
without pay up to one month (in addition to his normal entitlement of
leave). If an employee absents himself from duty for more than one
month, he shall be deemed to have vacated his post without notice, from
the date of absence without leave and the matter be placed before the
Executive Council for decision, in accordance with Statute 40.

*(ii) An Officer or other employee who absents himself without leave

or remains absent without leave after the expiry of leave granted to him,
shall if he is permitted to rejoin duty, be given leave due to him and in
case there is no leave due to him, the period of such absence and such
period will be debited against his leave account as leave without pay
unless his leave due to him extended by the Authority empowered to
grant the leave willful absence from duty for one month after the expiry
of leave may be treated as misconduct in accordance with the provisions
as contained in Statute 40 of the Statute of the University as provided
under Clause 13 of Chapter-IV of the Executive Ordinances of the
A.M.U. and para 10 of Chapter IX of Regulations of the Executive Council.

*Ref. E.C. Res. No. 25 dated 5.7.1997

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(9) Leave beyond date of retirement:

The teachers and the employees of the University may be paid

cash equipment of the leave salary in respect of unutilized Earned and
Detention Leave/Half Pay Leave at their credits at the time of retirement
on attaining the age of superannuation/voluntary retirement/premature
retirement or retirement on invalidation subject to the following
conditions:

i) The cases of refused leave will not be agreed to in future and that
the cases of refused leave, if any, already settled prior to
30.09.1977 will not be re-opened.

ii) The limit of 300 days fixed by the Government will not be exceeded
in any case and other conditions as envisaged in the Govt. of India
communications received from time to time and adopted by the
University will be strictly followed. In respect of staff who retires
on voluntary premature invalidation basis cash equivalent of the
leave salary in respect of Earned and Detention Leave at his credit
subject to a maximum of 300 days and also in respect of all the
half-pay leave at his credit provided this period does not exceed
the period between the date on which he so retires from service
and the date on which he would have retired in the normal course
after attaining the age of prescribed for retirement under the
terms and conditions governing his service. The cash equivalent shall
be equal to the leave salary as admissible for Earned Leave and/or
equal the leave salary as admissible for half pay leave plus dearness
allowances admissible on that leave salary for the first 300
days at the rates in force on the date the employees so retires
from service. The pension and pension equivalent of other
retirement benefits and adhoc relief/graded relief on pension shall
be deducted from the leave salary paid for the period of half pay
leave, if any, for which the cash equivalent is payable. The amount so
calculated shall be paid in one lump sum as a one time settlement.

However, encashment up to 300 days leave may be allowed in cases

of premature/voluntary retirement or retirement on invalidation,
even if this exceeds the period between the date on which the
employees retires and the date on which he would have retired in
the normal course on superannuation.

iii) While determining the period of 300 days, referred to at (ii) above,
leave accumulated as 1/3rd of the detention leave may also be taken
into account.

*Ref. E.C. Res. No. 25 dated 5.7.1997

 8

iv) The cash equivalent of leave salary thus admissible will become
payable on retirement/voluntary retirement/premature retirement
or retirement on invalidation and will be paid in one lump sum as one
time settlement.

v) Cash payment under these orders will be equal to leave salary as

admissible for Earned Leave/Detention Leave/Half pay leave and
dearness allowance admissible on that rate leave salary at the rates
enforced on the date of retirement. No city compensatory allowance
or house rent allowance shall be payable.

300-Ref.O.M.LD.No.(C)/320 dated 25.01.1999.

Encashment for unutilized Earned Leave/Detention Leave will be

made in the following manner:-

Pay admissible on the date of retirement Number of the unutilized Earned

plus dearness allowance as admissible on Leave/Detention Leave at the credit
that date. (30) on the date of retirement subject to
maximum of 300 days.

Encashment for unutilized half pay leave will be made in the

following manner:

Cash payment in Half pay leave salary plus Number of days Half
lieu of Half pay dearness allowance admissible pay leave due at the
leave component. (minus) pension, pension credit on the date of
equivalent gratuity and relief on voluntary premature
pension if dearness allowance is retirement on
admissible on Half pay leave. invalidation subject to
------------------------------------ the limits prescribed
- under the rule.
30

*vi) Benefit under this scheme shall be granted on date of final

retirement to the extent of Earned/Detention Leave at credit on
date of superannuation plus Earned/Detention Leave earned during
the period of re-employment minus Earned/Detention Leave
availed of subject to a maximum of 300 days in all.

(vii) No deduction on account of pension and pension equivalent to

other retirement benefits will be made from cash payment to be
made in lieu of unutilized leave on the date of retirement on
superannuation. However, deduction of pension and pension
equivalent gratuity will be made from cash payment of unutilized
half pay leave in case of voluntary/premature retirement and
retirement on invalidation.

*Ref. E.C. Res. No. 25 dated 5.7.1997

 9

(viii) The University employee can avail of his leave preparatory to

retirement as a part of Earned /Detention Leave at his credit. In
that case he will be allowed benefits of these orders for the
Earned/Detention Leave that remains at credit on the date of
retirement in accordance with the terms and conditions stipulated
in this office order.

The admissibility of leave and quantum of cash equivalent to

leave salary will be worked out by salary section and checked by
the Internal Officer before the sanction of the Vice-Chancellor is
obtained and order issued by the Registrar’s Office.

The payment on above account will be made out of a separate

provision ‘Encashment of leave ‘made under XI Miscellaneous in
the University Maintenance Budget Part-I Non-Plan.

The benefit under this Scheme will also be admissible to

those employees who have retained old leave rules but the
encashment of leave will be made only up to the limit of 300 days
inclusive of privilege and Detention Leave.

(10) Cash equivalent of leave salary in case of death in service:

In case a University employee dies/died on or after 1.7.1986,

while in service, the cash equivalent of the leave salary that the
deceased employee would have got had he gone on Earned
Leave/Detention Leave that would have been due and admissible to
him but for the death on the date immediately following the death
and in any case, not exceeding leave salary for 300 days (inclusive
of EL/DL) shall be paid to his family without any reduction on
account of pension equivalent of death-cum-retirement gratuity.

Res: EC Re. No 25 dated 5.7.1997.

(11) Conversion of one kind of leave to another kind:

i) At the request of an employee the University may convert any

kind of leave including extra ordinary leave retrospectively
into a leave of different kind which may be admissible to him
at the time the leave was originally taken but he cannot claim
such conversion as a matter of right.

ii) If one kind of leave is converted into another, the amount of

leave salary and the allowance admissible shall be re-calculated
and arrears of leave salary and allowances paid or the amount
overdrawn/recovered as the case may be.
 10

(12) Temporary service followed by confirmation

Continuous temporary service followed by permanent

service without any break shall be treated as permanent service
for the purpose of computation of leave.

(13) Leave to persons appointed on probation

*A Person appointed on probation will during the period of

probation, be treated, for purposes of leave, as a temporary
employee. However, if a person in the permanent service of the
University is appointed on probation to a higher post within the
University, he shall not, during probation, be deprived of the
benefit of leave rules applicable in his permanent post.

*Provided that a person, who does not hold any substantive

post, shall not be permitted to go on leave without pay on
assignment abroad or within the country unless he has complete
his period of probation.

*Provided further that if a person, who proceed on leave

without pay on assignment abroad or within the country on his
substantive post, the higher post on which he is selected on
probation be deemed to have been vacated.

(14) The employee appointed on a contract basis will be granted leave

in accordance with the terms of the contract entered into.

(15) Honorary employees getting an honorarium shall be entitled to

leave to the extent admissible to salaried Officers of the
University.

*(16) Part-time teachers be given leave as applicable to temporary

teachers.

*(16A) Leave Rules for re-employed persons:

In the case of persons re-employed after retirement the

provisions of these rules shall apply as if he had entered service
for the first time on the date of his re-employment.

(17) Increment during leave:

*If increment of pay falls during leave other than casual

leave or special casual leave or study leave the effect of increase
of pay will be given from the date the employee resumes duty
without prejudice to the normal date of his increment.

*Ref. E.C. Res. No. 25 dated 5.7.1997

 11

*Provided that if increment/fixation of pay falls during leave

other than Extra-ordinary leave, the resultant increase in pay will
become due from the due date.

(18) A leave account will be maintained for each employee in the form
as specified below:-

Category of Employees Form of Leave Account

1. Teacher As in Appendix-IV

2. Semi-vacation Officer and As in Appendix-V

Non-vacation Officer
For simplification of
calculating on entitlement to As in Appendix-VI
Earned Leave etc.

Ref: EC Res. No. 25 dated 5.7.1997.

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Part ‘B’ – Leave Regulation application to Teaching Staff (i.e.

Teachers)

1. Applicability of rules in part (A):

The rules in part ’A’ of these Regulation apply to the

teaching staff unless these are repugnant to the subject in the
following rules.

2. Kinds of Leave admissible:

The following kinds of leave shall be admissible:-

(a) Casual Leave

(b) Special Casual Leave/Duty Leave
(c) Earned Leave
(d) Half Pay Leave
(e) Commuted Leave
(f) Leave Not Due
(g) Maternity Leave/Paternity Leave
(h) Quarantine Leave
(i) Hospital Leave
(j) Detention Leave
(k) Extra-Ordinary Leave
(l) Study Leave
(m) Leave for Academic Pursuits
(n) Leave on Compassionate Grounds
(o) Sabbatical Leave
(p) Child Care Leave

3. Authority Competent to sanction leave:

(i) Casual Leave may be sanctioned by the Chairmen of the

Departments except in their own case where it shall be granted by
the Dean of the Faculty/Principal of the College concerned. The
Deans and the Principals of Colleges/Polytechnics will be granted
Casual Leave by the Pro-Vice-Chancellor. Casual Leave to the
Principals of the High Schools established under Section 12 of the
Act will be granted by the Manager of the Schools concerned.

(ii) Special Casual Leave to teachers including Chairmen of

Departments of Studies may be sanctioned by the Dean of the
Faculty/Principal of the College concerned. Special Causal Leave to
Deans or Principals will be granted by the Pro-Vice-Chancellor.
 13

(iii) The following shall be the authorities for the grant of leave
other than casual or special leave. The title to leave will in all cases,
be got verified from the Central Accounts Office.

Kinds of leave Authority

Maternity Leave Deans of the Faculty/Principal of
the College, Head of the School
concerned.

Paternity Leave Registrar

Earned Leave Deans of the Faculty/Principal of
Half pay Leave the Colleges up to 60 Days and Vice-
Commuted Leave Chancellor for periods exceeding 60
Extra-Ordinary Leave days.

Note: In the case of Deans/Principals, Professor and Chairmen of

Departments, even leave up to 60 days will require the sanction of the
Vice-Chancellor.

Quarantine Leave
Hospital Leave
Vice-Chancellor in all cases
Detention Leave
Leave Not Due

Study Leave and Executive Council

Leave Academic Pursuits

Note: In the case of Schools maintained by the University the term

‘Chairman of Department‘ will be taken to refer to the
Principal/Superintendent of the School concerned, and in the case
of Principal/Superintendent leave up to 60 days also will require
the sanction of the Vice-Chancellor.

4. Casual Leave:

(i) Total casual leave granted to a teacher shall not exceed 8 days in a
calendar year.

(ii) Casual Leave cannot be combined with any other kind of leave except
special casual leave. However, such casual leave may be combined with
holidays including Sundays. Holidays or Sundays falling within the period
of Casual leave shall not be counted as Casual Leave.
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5. Special Casual Leave:

(i) Special Casual Leave, not exceeding 10 days in a calendar year, may
be granted to a teacher;

(a) To conduct examination of a University/Public Service

Commission/ board of examination or other similar bodies/Institutions;
and

(b) To inspect academic institutions attached to a statutory board,

etc.

(ii) In computing the 10 days’ leave admissible, the days of actual

journey, if any, to and from the places where activities specified above,
take place, will be excluded.

(iii) In addition, special casual leave to the extent mentioned below,

may also be granted;

(a) To undergo sterilization operation (vasectomy or salpingectomy)

under family welfare programme. Leave in this case will be restricted to
6 working days; and

(b) To a female teacher who undergoes non-puerperal sterilization.

Leave in this case will be restricted to 14 days.

(iv) Special casual leave cannot be accumulated, nor can it be combined

with any other kind of leave except casual leave. It may be granted in
combination with holidays or vacation by the sanctioning authority on
each occasion.

5-A Duty Leave:

i. Duty Leave of the maximum of 30 days in an academic year may be

granted for the following:-

(a) Attending conferences, congresses, symposia and seminars on behalf

of the university or with the permission of the university;

(b) Delivering lectures in institutions and universities at the invitation of

such institutions or university received by the university, and accepted
by the Vice-Chancellor;

(c) Working in another Indian or foreign university, any other agency,

institution or organization, when so deputed by the university;

(d) Participating in a delegation or working on a committee appointed by

the Central Government, State Government, the UGC, a sister university
or any other academic body; and
 15

(e) For performing any other duty for the university.

ii. The duration of leave should be such as may be considered necessary by

the sanctioning authority on each occasion.

iii. The leave may be granted on full pay. Provided that if the teacher
receives a fellowship or honorarium or any other financial assistance
beyond the amount needed for normal expenses, he/she may be sanctioned
duty leave on reduced pay and allowances.

iv. Duty Leave may be combined with earned leave, half pay leave or
extraordinary leave.

v. Duty Leave should be given also for attending meetings in the UGC,
DST, etc. where a teacher invited to share expertise with academic bodies,
government or NGO.

6. Earned Leave

(i) Earned leave admissible to a teacher shall be:

(a) 1/30th of actual service including vacation; plus

(b) 1/3 of the period, if any, during which he/she is required to perform
duty during vacation.

For purposes of computation of period of actual service, all periods

of leave except casual, special casual and duty leave shall be excluded.

(ii) Earned leave at the credit of a teacher shall not accumulate beyond
300 days. The maximum earned leave that may be sanctioned at a time
shall not exceed 60 days. Earned leave exceeding 60 days may, however, be
sanctioned in the case of higher study, or training, or leave with medical
certificate, or when the entire leave, or a portion thereof, is spent outside
India.

For avoidance of doubt, it may be noted:

1. When a teacher combines vacation with earned leave, the period of

vacation shall be reckoned as leave in calculating the maximum amount of
leave on average pay which may be included in the particular period of
leave.

2. In case where only a portion of the leave is spent outside India, the
grant of leave in excess of 120 days shall be subject to the condition that
the portion of the leave spent in India shall not in the aggregate exceed
120 days.

3. Encashment of earned leave shall be allowed to non-vacation members

of the teaching staff as applicable to the employees of Central/State
Governments.
 16

7. Half Pay Leave:

Half-pay leave admissible to a permanent teacher shall be 20 days

for each completed year of service. Such leave may be granted on the basis
of medical certificate from a registered medical practitioner, for private
affairs or for academic purposes.

Explanation:

A “completed year of service” means continuous service of specified

duration under the university and includes periods of absence from duty as
well as leave including extraordinary leave.
8. Commuted Leave:

Commuted leave, not exceeding half the amount of half pay leave due,
may be granted on the basis of medical certificate from a registered
medical practitioner to a permanent teacher subject to the following
conditions:

(i) Commuted leave during the entire service shall be limited to a

maximum of 240 days;
(ii) When commuted leave is granted, twice the amount of such leave
shall be debited against the half-pay leave due; and
(iii) The total duration of earned leave and commuted leave taken in
conjunction shall not exceed 240 days at a time. Provided that no
commuted leave shall be granted under these rules unless the authority
competent to sanction leave has reason to believe that the teacher will
return to duty on its expiry.
9. Leave Not Due:

(i) Leave not due, may, at the discretion of the Vice-Chancellor/Principal,

be granted to a permanent teacher for a period not exceeding 360 days
during the entire period of service, out of which not more than 90 days at
a time and 180 days in all may be otherwise than on medical certificate.
Such leave shall be debited against the half-pay leave earned by him/her
subsequently.

(ii) ‘Leave not due’ shall not be granted, unless the Vice-
Chancellor/Principal is satisfied that as far as can reasonably be foreseen,
the teacher will return to duty on the expiry of the leave and earn the
leave granted.

(iii) A teacher to whom ‘leave not due’ is granted shall not be permitted
to tender his/her resignation from service so long as the debit balance in
his/her leave account is not wiped off by active service, or he/she refunds
the amount paid to him/her as pay and allowances for the period not so
earned. In a case where retirement is unavoidable on account of reason of
ill health, incapacitating the teacher for further service, refund of leave
 17

salary for the period of leave still to be earned may be waived by the
Executive Council.

Provided that the Executive Council may waive off, in any other
exceptional, for reasons to be recorded in writing, the refund of leave
salary for the period of leave still to be earned.

10. Maternity Leave

(i) Maternity leave on full pay may be granted to a woman teacher for a
period not exceeding 180 days, to be availed of twice in the entire career.
Maternity leave may also be granted in case of miscarriage including
abortion, subject to the condition that the total leave granted in respect
of this to a woman teacher in her career is not more than 45 days, and the
application for leave is supported by a medical certificate.

(ii) Maternity leave may be combined with earned leave, half pay leave
or extraordinary leave but any leave applied for in continuation of
maternity leave may be granted if the request is supported by a medical
certificate.

10-A Paternity Leave

Paternity leave of 15 days may be granted to male teachers during

the confinement of their wives, and such leave shall granted only up to two
children.

11. Quarantine Leave

Quarantine leave is leave of absence from duty necessitated by

order not to attend office in consequence of the presence of infectious
diseases in the family or household of an employee, Quarantine leave may
be granted on the Certificate of the Chief Medical Officer, University
Health Service, or the Superintendent of the A.M.U. Medical College
Hospital for a period not exceeding 21 days but in exceptional cases this
limit may be raised to 30 days by the Vice-Chancellor. Any leave necessary
for quarantine purposes in excess of this period shall be treated as
ordinary leave. Quarantine leave may also be granted necessary in
continuation of other leave subject to the above maximum. An employee on
Quarantine leave is not treated as absent from duty and his pay is not
affected.

12. Hospital Leave:

(1) Hospital leave may be granted to employees whose duties involve

handling of dangerous machinery, explosive materials, poisonous drugs etc.
or the performance of hazardous tasks, while under medical treatment for
illness or injury if such illness or injury is directly due to risks incurred in
the course of their Official duties. Hospital leave should be granted on
production of a medical certificate from the Superintendent of the
 18

Medical College Hospital to the effect that the illness or injury was
directly due to risks incurred in the course of official duties and also that
the leave recommended is necessary to effect a cure.

(2) The amount of Hospital leave is limited to 3 months in any period of 3

years.

(3) Hospital leave may be combined with any other leave subject to the
limit of total period of 180 days. Hospital leave will not be debited to the
leave account of the employee concerned.

13. Detention Leave

(i) In case any member of the teaching staff is reacquired to remain on

duty during the whole or any part of the vacation he shall be
entitled to detention leave equal to one third of the period of such
work provided that a teacher detained for invigilation shall be
entitled to leave for an equal number of actual days of invigilation,
provided he is not paid any remuneration for invigilation work.

Note: Fraction of more than half will count as one day otherwise it will
be ignored.

(ii) If a teacher is required to work during the summer vacation by the

Chairman of the Department the previous sanction in writing of the
Vice-Chancellor or the Pro-Vice Chancellor should be obtained for
such extra work.

Note: A copy of the Vice-Chancellor/Pro-Vice-Chancellor’s sanction

specifying the Detention Leave admissible will in, each case be sent
by the Registrar to the Finance Officer to enable the later to make
a necessary entry in the leave account of the Officer concerned.

(iii) A member of the vacation or semi-vacation staff shall who claims

detention leave shall forward a certificate after the close of the
vacation stating that he was on duty
from……………………………………….to………………………………….of…….………………………t
he……………………………………………………………………………………………….under orders
of…………………………………….No.……………………………………..dated………………………S
uch certificate shall specify the nature of work and shall be signed
by the employee and countersigned by the Principal of the College or
the Chairman of the Department concerned.

(iv) The maximum detention leave that may be accumulated is 120 days
but not more than 90 days detention leave may be granted at a time.

(v) Teachers in all the faculties compulsorily detained during vacations

for duty be given detention leave on day to day basis.
 19

14. Extraordinary Leave

(i) A permanent teacher may be granted extraordinary leave when:-

(a) No other leave is admissible; or

(b) Other leave is admissible and the teacher applies in writing for the
grant of extraordinary leave.

(ii) Extraordinary leave shall always be without pay and allowances.

Extraordinary leave shall not count for increment except in the following
cases:

(a) Leave taken on the basis of medical certificates;

(b) Cases where the Vice-Chancellor/Principal is satisfied that the leave

was taken due to causes beyond the control of the teacher, such as
inability to join or rejoin duty due to civil commotion or a natural
calamity, provided the teacher has no other kind of leave to his credit;

(c) Leave taking for pursuing higher studies; and

(d) Leave granted to accept an invitation to a teaching post or fellowship

or research-cum-teaching post or on assignment for technical of
academic work or importance.

(iii) Extraordinary leave may be combined with any other leave except
casual leave and special casual leave, provided that the total period of
continuous absence from duty on leave (including periods of vacation when
such vacation is taken in conjunction with leave) shall not exceed three
years except in cases where leave is taken on medical certificate. The
total period of absence from duty shall in no case exceed five years in
the full working life of the individual.

(iv) The authority empowered to grant leave may commute

retrospectively periods of absence without leave into extraordinary
leave.

15. Study Leave:

(i) Study leave may be granted for the entry level appointees as
Assistant Professor/Assistant Librarian/Assistant Director of Physical
Education and Sports/College DPE&S after a minimum of three years of
continuous service, to pursue a special line of study or research directly
related to his/her work in the University or to make a special study of the
various aspects of university organization and methods of education.
 20

(ii) Subject to the terms contained in the Clause 8.2, in respect of

granting study leave with pay for acquiring Ph.D. in a relevant discipline
while in service, the number of years to be put in after entry would be a
minimum of two or three years of probation specified in the university
statutes concerned, keeping in mind the availability of vacant positions for
teachers and other cadres in colleges and the universities, so that a
teacher and other cadres entering service without Ph.D. or higher
qualification could be encouraged to acquire these qualifications in the
relevant disciplines at the earliest rather than at a later stage of the
career.

(iii) The paid period of study leave should be for three years, but two
years may be given in the first instance, extendable by one more year, if
there is adequate progress as reported by the Research Guide. Care should
be taken that the number of teachers given study leave, does not exceed
the stipulated percentage of teachers in any department. Provided that
the Executive Council/Syndicate may, in the special circumstances of a
case, waive the condition of two years service being continuous.

Explanation: In computing the length of service, the time during which a

person was on probation or engaged as a research assistant may be
reckoned provided:
(a) the person is a teacher on the date of the application;
(b) there is no break in service; and
(c) the leave is requested for undertaking the Ph.D. research work.

(iv) Study leave shall be granted by the Executive Council /Syndicate on

the recommendation of the concerned Head of the Department. The leave
shall not be granted for not more than three years in one spell, save in very
exceptional cases in which the Executive Council/Syndicate is satisfied
that such extension is unavoidable on academic grounds and necessary in
the interest of the university.

(v) Study leave shall not be granted to a teacher who is due to retire
within five years of the date on which he/she is expected to return to duty
after the expiry of study leave.

(vi) Study leave may be granted not more than twice during one’s career.
Provided that, under no circumstances, the maximum of study leave
admissible during the entire service should not exceed five years.

(vii) No teacher who has been granted study leave, shall be permitted to
alter substantially the course of study or the programme of research
without the prior permission of the Executive Council/Syndicate. In the
event, the course of study falls short of study leave sanctioned, the
teacher shall resume duty immediately on the conclusion of such course of
study, unless a prior approval of the Executive Council/Syndicate to treat
the period of shortfall as ordinary leave has been obtained.
 21

(viii) Subject to the provisions of sub-clauses (ix) below, study leave may
be granted on full pay up to two years extendable by one year at the
discretion of the university.

(ix) The amount of scholarship, fellowship or other financial assistance

that a teacher, granted study leave, has been awarded will not preclude
his/her being granted study leave with pay and allowances but the
scholarship, etc., received shall be taken into account in determining the
pay and allowance on which the study leave may be granted. The foreign
scholarship/fellowship would be set off against pay only if the fellowship is
above a specified amount, which shall be determined by the UGC, from time
to time, based on the cost of living for a family in the country in which the
study is to be undertaken. In the case of an Indian fellowship, which
exceeds the salary of the teacher, the salary would be forfeited.

(x) Subject to the maximum period of absence from duty on leave not
exceeding three years, study leave may be combined with earned leave,
half-pay leave, extraordinary leave or vacation, provided that the earned
leave at the credit of the teacher shall be availed of at the discretion of
the teacher. A teacher, who is selected to a higher post during study leave,
will be placed in that position and get the higher scale only after joining
the post.

(xi) A teacher granted study leave shall on his/her return and re-joining
the service of the university may be eligible to the benefit of the annual
increment(s) which he/she would have earned in the course of time if
he/she had not proceeded on study leave. No teacher shall however, be
eligible to receive arrears of increments.

(xii) Study leave shall count as service for pension/contributory provident

fund, provided the teacher joins the university on the expiry of his/her
study leave.

(xiii) Study leave granted to a teacher shall be deemed to be cancelled in

case it is not availed of within 12 months of its sanction.

Provided that where study leave granted has been so cancelled, the
teacher may apply again for such leave.

(xiv) A teacher availing himself/herself of study leave shall undertake

that he/she shall serve the University for a continuous period of at least
three years to be calculated from the date of his/her resuming duty on
expiry of the study leave.

(xv) After the leave has been sanctioned, the teacher shall, before
availing himself/herself of the leave, execute a bond in favour of the
University, binding himself/herself for the due fulfillment of the
conditions laid down in sub-clause above and give security of immovable
property to the satisfaction of the Finance Officer/Treasurer or a fidelity
bond of an insurance company or a guarantee by a scheduled bank or
 22

furnish security of two permanent teachers for the amount which might
become refundable to the university in accordance with sub-clause (xiv)
above.

(xvi) The teacher shall submit to the Registrar, six monthly reports of
progress in his/her studies from his/her supervisor or the Head of the
Institution. This report shall reach the Registrar within one month of the
expiry of every six months of the study leave. If the report does not reach
the Registrar within the specified time, the payment of leave salary may be
deferred till the receipt of such report.

16. Leave for Academic Pursuits

(i) Leave for Academic Pursuits may be granted by the Executive Council
to permanent whole-time members of the teaching staff of the
University who have completed at least five years of continuous
service to enable them to engage themselves in academic pursuits.

Provided that this leave shall not be granted to such employees

who have less than three years to serve the University.

(ii) An application for grant of leave for academic pursuits shall be

submitted to the Vice-Chancellor through the Chairman of the
Department and the Dean of the faculty concern at least three
months before the date on which the applicant intends to avail
himself of such leave.

(iii) The application shall specify the exact nature of the academic pursuit
in which the applicant proposes to engage himself during the leave.

(iv) A person to whom leave for academic pursuits have been granted
shall engage himself during the leave mainly in the academic pursuit
for which it has been granted and shall not engage himself in not-
academic pursuits to the detriment of original purpose for which the
leave was granted.

(v) The duration of leave for academic pursuits shall not exceed twelve
months leave on full pay at one time and shall not be granted again
before the expiry of five calendar years from the date the applicant
returned to duty on the expiry of such leave last granted. The total
period of such leave granted to a teacher shall not exceed two years
during the entire period of his service in the University.

(vi) Leave for academic pursuits may be combined with any other leave
which an employee may have earned and with the vacations of the
University but not with study leave in any form.

*(vii) Leave for Academic pursuits shall count as active service for
increments/fixation of pay, (the effect of such increments/fixation
 23

of pay shall be effective from due date and for the benefit of the
provident fund. Leave for Academic pursuits will also count as service
for pension provided the teacher concerned rejoins the University
service on the expiry of leave for Academic Pursuits.

17. Leave on Compassionate Grounds

*The permanent employees of the University who are suffering from

diseases, such as cancer, T.B., Leprosy etc. may be granted by the
Executive Council leave on full pay for a period not exceeding nine months
on the production of a medical certificate either from the Chief Medical
Officer of the University or from a Medical Officer not below the rank of
a Civil Surgeon.

18. Sabbatical Leave:

(i) Permanent, whole time teachers of the university and colleges who
have completed seven years of service as Reader/Associate Professor or
Professor may be granted sabbatical leave to undertake study or research
or other academic pursuit solely for the object of increasing their
proficiency and usefulness to the university and higher education system.

(ii) The duration of leave shall not exceed one year at a time and two
years in the entire career of a teacher.

(iii) A teacher, who has availed himself/herself of study leave, would not
be entitled to the sabbatical leave.

Provided further that sabbatical leave shall not be granted until after
the expiry of five years from the date of the teacher’s return from
previous study leave or any other kind of training programme of duration
one year or more.

(iv) A teacher shall, during the period of sabbatical leave, be paid full pay
and allowances (subject to the prescribed conditions being fulfilled) at the
rates applicable to him/her immediately prior to his/her proceeding on
sabbatical leave.

(v) A teacher on sabbatical leave shall not take up, during the period of
that leave, any regular appointment under another organization in India or
abroad. He/she may however, be allowed to accept a fellowship or a
research scholarship or ad-hoc teaching and research assignment with
honorarium or any other form of assistance, other than regular employment
in an Institution of advanced studies, provided that in such cases the
Executive Council/Syndicate may, if it so desires, sanction sabbatical leave
on reduced pay and allowances.

*Ref. E.C. Res. No. 25 dated 5.7.1997

 24

(vi) During the period of sabbatical leave, the teacher shall be allowed to
draw the increment on the due date. The period of leave shall also count as
service for purposes of pension/contributory provident fund, provided that
the teacher rejoins the university on the expiry of his/her leave.

19. Child Care Leave

Women teachers having minor children may be granted leave up to two

years for taking care of their minor children. Child care leave for a
maximum period of two years (730 days) may be granted to the women
teachers during entire service period in lines with Central Government
women employees. In the cases, where the child care leave is granted more
than 45 days, the University/College/institution may appoint a part
time/Guest substitute teacher with intimation to the UGC.

Child Care Leave in respect of Central Government employees and

subsequent clarifications vide O.Ms. dated 29.9.2008, 18.11.2008 and
2.12.2008 were reviewed. It has now been decided in consultation with
Department of Expenditure, to delete the condition that CCL can be
availed only if the employee concerned has no Earned Leave at her credit,
subject to the following conditions:-

(i) CCL may not be granted in more than 3 spells in a calendar year.

(ii) CCL may not be granted for less than 15 days.

(iii) CCL 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.

The leave is to be treated like Earned Leave and sanctioned as such.

20. Vacation

*(i) Vacation may be taken in combination with or in continuation of

any kind of leave except casual and special casual leave under these rules
provided that the duration of vacation and other leave taken in
conjunction, shall not exceed 240 days.

*(ii) A vacation or semi-vacation Officer who is appointed as a

temporary measure shall be entitled to pay for the following summer
vacation only if he joined duty within 2 months of the beginning of the
academic year and has worked continuously and satisfactorily from the
date of joining up to the last working day of the session.

*Ref. E.C. Res. No. 25 dated 5.7.1997

 25

(iii) If a temporary appointment continues for a part of whole of the

next term and the teacher joins on the opening date and has also served
on the last served on the last working date before the vacation in any one
academic session, the vacation salary may be paid to him.

21. Leave salary

A teacher shall be entitled to leave salary during different kinds

of leave as under:-

HALF PAY LEAVE AND LEAVE NOT DUE

*(i) Leave salary equal to half of the pay drawn during the preceding
month in which the leave commences or half of the substantive pay
to which he is entitled immediately before the commencement of
the leave, whichever is greater provided that the leave salary of a
teacher who is in permanent service and who has been continuously
officiating in another post for more than three years at the time he
proceeds on leave shall be calculated as if he was the substantive
holder of the post in which he was so officiating or in which he
would have so officiating but for his officiating appointment in an
equivalent or still higher post.

Note:- The three year’s limit shall include:-

(a) All periods of leave during which a teacher would have

officiated in the post but for proceeding on such leave.

&

(b) All periods of officiating service rendered in an equivalent or

still higher post but for appointment to which he would have
officiated in that post.

(ii) (a) Earned Leave

(b) Commuted Leave Twice of what is
(c) Maternity Leave admissible under (i) above
(d) Hospital Leave
(e) Detention Leave

(iii) Study Leave - As admissible under Rules 15.

(iv) Leave for Academic - As admissible under Rules 16(v).

Pursuits
(v) Vacation - Some pay as when on duty. A teacher
will, however , be entitled to half of
such pay if he has given notice of
resignation and the period of such
notice expires during the long vacation
or within one month from the last day
thereof.
 26

Note:

(1) A teacher who proceeds on Earned Leave from a post the

maximum of which in the revised scales does not exceeds Rs.600/- per
mensum, shall be entitled to leave salary equal to the pay drawn
immediately before proceeding on leave provided the date of
commencement of leave as on or after 1.11.1973.

(2) In all cases where a teacher has drawn pay, dearness pay,
dearness allowance and interim relief on he pre-revised scales of pay
during a part of the period of ten months and the revised pay, the
revised rates of dearness allowances as admissible from time to time,
with reference to revised rates of pay for the remaining period of ten
months, the leave salary shall be average of pay which prevailed before
the First January 1973, plus dearness pay, dearness allowance and
interim relief as admissible on that pay at the rates in force prior to
1.1.1973 and pay drawn at revised scales during the ten months preceding
the leave. The amount of dearness of pay shall then be calculated at he
revised rates on the leave salary so arrived at.
 27

PART ’C’

LEAVE RULES APPLICABLE TO NON-TEACHING STAFF SEMI-VACATION

AND NON-VACATION OFFICERS

1. Applicability of Rules in Part ‘A’

The Rules in Part ‘A’ of these Regulations apply to the Non-

teaching staff also unless they are repugnant to the text of the following
rules.

2. Kind of Leave admissible

The following Kinds of leave are admissible:-

(a) Casual Leave

(b) Special Casual Leave
(c) Earned Leave
(d) Half Pay Leave
(e) Commuted Leave
(f) Leave Not Due
(g) Maternity Leave/Paternity Leave
(h) Quarantine Leave
(i) Hospital Leave
(j) Extra-Ordinary Leave
(k) Compensatory Leave
(l) Study Leave
(m) Leave on Compassionate Grounds
(n) Child Care Leave

(3) (i) Casual Leave or Special Casual Leave to administrative, Ministerial,

Technical or Vocational Staff will be granted by the
Dean/Principal/Chairman of Department/Office/School or Provost,
Proctor or Member-in-charges concerned.

(ii) The following shall be the authorities for the grant of leave other than
casual or special casual leave. The title to leave will, in all cases, be
verified from the Central Accounts Office.

Kind of Leave Authority

(a) Maternity Leave

(b) Earned Leave Head of the Department/
(c) Half Pay Leave Institution
(d) Commuted Leave
(e) Extra-Ordinary Leave
for accepting employment Vice-Chancellor
elsewhere
 28

(f) Extra-ordinary Leave Head of the Department/

(For purposes other than Institution up to 60 days
that mentioned at (e) and Registrar for period
above) exceeding 60 days

(g) Quarantine Leave

Hospital Leave Registrar in all cases
Leave Not Due

Note: In the case of Heads of Department/Institutions leave even up

to 60 days will require the sanction of the Vice-Chancellor.

4. Casual Leave

Same as in Rule 4 in Part ‘B’ of these Regulations except that the amount
of casual Leave admissible will be 14 days and the leave admissible to temporary
employees who joins service during the course of the year may be
proportionately reduced at the discretion of the competent authority.

5. Special Casual Leave

(i) Special Casual Leave not exceeding six working days may be granted
to such employees who undergo sterilization operation (Vasectomy or
Salpingitomy) under Family Planning Programme.

(ii) Special Casual Leave not exceeding 14 days may be granted to female
employee who undergoes non-puerperal sterilization.

(iii) Special Casual Leave up to six days may be granted to serve as Juror
or Assessor or to give evidence before a Court law as a witness in a
Civil or Criminal case in which his private interests are not at issue.

6. Earned Leave

(i) Earned Leave admissible to a permanent non-vacation Officer

(including class IV) is one-eleventh of the period spent of duty
provided that he will cease to earn such leave when the earned
leave due accumulates to 300 days.

(ii) The above rule also applied to a person not in permanent employ
except that in respect of the first year of service up to
31.10.1973 the earned leave admissible is one-twenty second of
the period spent on duty.

(iii) Semi-vacation Officers are entitled to earned leave at half the

rate prescribed in rules (i) & (ii) subject to the limit prescribed in
rule (i) In case such an Officer is detained for University work
during entire or part of vacation admissible to him, he shall also be
entitled to detention leave equal to one-third of the period for
 29

which so detained, the grant of such leave being subject to the

same condition as laid down in Clauses (ii),(iii) and (iv) of rule 13 in
part ‘B’ of these Regulations.

(iv) The maximum earned leave that may be granted at a time shall be
120 days.

Provided that the earned leave beyond 120 days may be

granted at a time, if due up to the limit of 240 days for study
purposes and also in cases where the Vice-Chancellor is satisfied
that there are compelling reasons which warrant sanction of
earned leave beyond 120 days at a time.

(v) Earned Leave for a period not exceeding 150 days may be granted
if the entire leave so granted or a portion thereof is spent
outsides India provided the period of such leave spent in India
shall not in the aggregate exceed 120 days.

(vi) Sweepers and Class IV employees of Hostels and hospitals shall be

eligible ordinarily to get earned leave during the winter and
summer vacations. Employees in the Agriculture field shall be
eligible to get such leave outside the sowing and harvesting time.

(vii) Grant of earned leave beyond of retirement Clause (9) Rule 5 in

Part ‘A’ of these regulations is equally applicable to non-teaching
staff except that even in the circumstances referred to in the
proviso to sub-clause (i) ibid non-teaching staff will be eligible for
only Earned Leave and no other kind of leave.

7. Half Pay Leave- as in rule 7, Part B of these Regulations

8. Commuted Leave – As in Rule 8, Part B of these Regulations
9. Leave not Due – As in Rule 9, Part B of these Regulations
10. Maternity Leave/Paternity Leave – As in Rule 10,10A Part B of
these Regulations
11. Quarantine Leave – As in Rule 11, Part B of these Regulations
12. Hospital Leave – As in Rule 12, Part B of these Regulations
13. Extra Ordinary Leave – As in Rule 14 in Part B of these Regulations

14. Compensatory Leave

(i) Compensatory attendance on Sundays or other public holidays justified

the grant of compensatory leave for the number of days an employee is
directed to attend the Office, unless it is imposed on him as a penalty or
it is required to clear arrears for which he is personally responsible. The
attendance in such cases should be under the previous orders of the
Officer-in-Charge.
 30

(ii) No compensatory leave under (i) above will be admissible to an employee

who is paid overtime allowance or T.A./D.A. for the day of compulsory
attendance on Sundays and other holidays.

(iii) The number of days of compensatory leave earned will be noted in the
Casual Leave register and the grant of leave also noted therein.
Compensatory Leave to the extent actually earned may be allowed under
the same conditions as prescribed for grant of Casual leave, save in the
case of kitchen Staff (Cooks & Helpers) in whose case compensatory
leave may be allowed to be accumulated and availed up to 45 days in a
calendar year. It shall be granted latest by the next summer vacation in
such a manner that the work of Halls particularly of the dinning hall does
not suffer. No substitute will be provided in such cases.

NOTE: Compensatory leave under this rule is not admissible to holders of

supervisory posts like Assistant Finance Officer, Estate Officer, Account
Officer, Administrative Assistant, Assistant Registrar, Deputy Registrar and
any other Non Academic Officer of equivalent grade.

15 (a) Study Leave for Non-teaching Academic or Technical Staff

Subject to the conditions hereinafter specified, study leave may be

granted to a member of the non-teaching academic or technical staff (e.g. the
staff of the Maulana Azad Library, Engineering College, University Polytechnic
and Medical College) for research or specialized training in a professional or a
technical subject having a direct and close connection with the sphere of his
study.

(1) Study Leave shall not be granted unless

(i) It is certified by the Chairman of the Department that the proposed

research or training shall be of definite advantage from the point of view of
University interest;

(ii) It is closely related to the sphere of duties of the University employee.

(2) Study leave shall not ordinarily be granted to a University employee.

(i) Who has rendered less than three years service under the
University; or

(ii) Who does not hold a permanent post under the University or

(iii) Who is due to retire from the University service within three years
of the date on which he is expected to return to duty after the
expiry of the leave.

(3) Study Leave out of India shall not be granted for research or training in
subjects for which adequate facilities exist in India.
 31

(4) Study leave shall not be granted to a university employee with such
frequency as to remove him from contact with his regular work or to cause
cadre difficulties owing to his absence on leave.

(5) The maximum amount of study leave, which may be granted to a University
employee shall be –

(i) Ordinary twelve months at any one time, which shall not be exceeded
save for exceptional reasons;

(ii) twenty-four months in all during his entire service.

(6) Study leave may be combined with other kinds of leave, but in no case shall,
the grant of this leave in combination with leave other than extra-ordinary
leave involve total absence of more than twenty eight months from the
regular duties of the University employees.

(7) When the course of study falls short of study leave sanctioned, the
University employee shall resume duty on the course of study unless the
previous assent of the authority competent to sanction leave to treat the
period of short fall as ordinary leave has been obtained.

(8) Study leave may on the recommendation of the Chairman of the

Department concerned be granted to a University employee by the Vice-
Chancellor.

(9) Where a University employee borne permanently on the cadre of one

Department or institution is serving temporarily in another Department or
institution, the grant of study leave to him shall be subject to the
condition that:-

(i) The Chairman of the Department shall not appoint a substitute to

carry on his work in his absence;

(ii) The concurrence of the department or the institution to which he is

permanently attached is obtained before leave is granted.

(10) A study allowance as specified below shall be granted for the period spent
in doing research or specialized training at a recognized institution as well
as for the period covered by the examination at the end of the training
etc. The payment of study allowance will be subject to the production of
the certificate prescribed in Clause (12) below:-

(i) 1st 12 months of leave ... Full salary

(ii) Beyond 12 months ... Half salary

(11) The period for which study allowance may be granted shall not exceed
twenty four months in all.
 32

(12) The University employee should be required to submit to the Chairman of

his department every month a full report on the work done by him while
on study leave and the later will send to the Finance Officer by 15th of
each month a certificate to the effect that the prescribed report up to
the preceding month has been received and the progress of the employee
concerned is considered satisfactory.

(13) Study leave shall count as service for increment (the effect of such
increment being admissible from the date the employee resumes duty on
expiry of leave) and for the benefit of the provident fund but not for any
other kind of leave. Study leave with pay (whether full or half) will also
count as service for pension provided the employee concerned re-joins
the University service on the expiry of his study leave.

Any extra-qualification acquired during study leave will not confer

any
right on employ to claim increment of salary or promotion.

(14) An employee availing himself of the privilege of study leave shall

undertake:-

(i) That he will complete his research or training within the period of
study leave granted to him;

(ii) That he will report himself for duty immediately on expiry of the
study leave.

(iii) That he shall serve the University for a continuous period of at

least three years to be calculated from the day following the day of
the expiry of the study leave.

(15) A University employee:-

(i) who is unable to complete his research or training with the period of
study leave granted to him; or

(ii) who fails to rejoin the service of the University on the expiry of his
study leave, or

(iii) who rejoins the service of the University on completion of his

research or training but leaves such service within three years or
joining the service or is, within the said period dismissed or
removed from service in accordance with the provision of the
Executive Ordinances and Regulations shall be liable to refund to
the University all sums that may have been paid to him as salary and
allowances during the period of study leave with interest at the
rate of 6% per annum to be charged from the date of such payment.
He shall in a case falling under (ii) above also forfeit the University
contribution to the Provident Fund for the period of study leave
 33

with interest which may have accrued on such contribution. Provided

that if an employee has served for a period of not less than 18
months but less than 3 years on return from study leave he shall
refund to the University half the amount of the salary and
allowances received by him during the period of study leave with
interest thereon at the rate of 6%. Provided further that the
Executive Council may for sufficient reasons, to be recorded, either
reduce or remit the interest to be recorded, either reduce or remit
the interest on the principal amount which become payable by an
employee under the above Clause.

Explanation:

An employee who asks for extension of study leave and is not

granted the extension by the University and does not rejoin on the
expiry of the leave sanctioned will be deemed to have failed to join
the service on the expiration of his leave for the purpose of
recovery of the dues under this Clause (16). After the leave has
been sanctioned the applicant shall before availing himself of the
leave, execute an agreement binding himself for the due fulfillment
of the conditions laid down in Clause 14 and 15 above and give
security of immovable property to the satisfaction of the Finance
Officer or a Fidelity Bond of an Insurance Co., or a Guarantee by a
Schedule Bank or furnish security of two employee of the
University for the amount which may become refundable to the
University in accordance with Clause (15) above, which would be
relevant to the amount at credit in the P.F. of the surety concerned.

Sureties as contemplated in this clause must be permanent

employees of the University and have at least three years of
service to put in before their normal age of superannuation and
after the projected date of return from leave of the employee
granted study leave.

15B. Study leave for Administrative & Ministerial staff

(1) Subject to the conditions hereinafter specified, study leave

may be granted to a member of the non-teaching staff
(Administrative & Ministerial Staff) of the University for joining
post-graduate classes, research or specialized training in a
professional or technical subject or for practical experience or
study tour in other institution in India or abroad.

ELIGIBILITY
 34

(2) Study leave may be granted to a University employee by the

Vice- Chancellor on the recommendations of a Committee
constituted for the purpose, provided that the applicant:

(i) has rendered not less than three years continuous

service in the University;

(ii) holds a permanent post;

(iii) is not due for retirement from the service of the

University within three years from the date on which he
is expected to return to duty after the expiry of the
leave; and

(iv) fulfils the minimum qualifications for the course in

which the employee concerned wishes to purpose the
higher studies.

(3) Study leave shall not be granted unless the University is

satisfied that the proposed course, research or training shall be
of define advantage from the point of view of the University
interest in the following manner:-

(a) The proposed course of training or research or

practical experience is directly related to the sphere of
his duties.

(b) (i) The studies which may be closely or directly

connected with the work of University employee.

(ii) The study leave may be granted even for courses

not related to their duties for improving their
abilities as a University employee.

Provided that such an applicant has obtained not less

than 55% marks in aggregate at the qualifying
examination.

(4) Study leave may be granted only once.

DURATION OF STUDY LEAVE

(5) Ordinarily the total period of study leave which may be

granted to an individual shall not exceed two years. It may,
however, be extended up to 3 years in very exceptional
circumstances in which the Vice-Chancellor is satisfied that such
extension is unavoidable on academic ground and necessary in the
interest of the University.
 35

(6) Study leave may be combined with any other kind of leave
which the applicant may have earned but the total period of
absence from duty will not exceed in any case three years.

MODE OF SELECTION

(7) (a) Application for study leave in the prescribed form

(Appendix VII) shall be submitted through proper channel to the
Study Leave Committee consisting of the following, at least two
months before the date on which the applicant intends to avail
himself of such leave:-
(1) Pro-Vice-Chancellor
(2) Dean of the Faculty concerned
(3) Registrar (Convener)
(4) Finance Officer
(5) One member of the Non-teaching staff nominated by the
Vice-Chancellor for two years
(6) One senior teacher nominated by the Vice-Chancellor for
two years.

(b) The Study Leave Committee shall, after scrutinizing the

applications, forward them to the Vice-Chancellor along with its
recommendations or with such other remarks at it deems proper.

(c) Subject to the limit to be determined by the Committees

as mentioned in Rule (a) Study Leave may be granted after taking
into account the member of employees in an Officer and the
financial position. This number, may, however, be enhanced for the
employees working in large establishments like the Registrar’s
Office or Finance Accounts Office.

STUDY LEAVE SALARY

(8) During the study leave, payment of the salary will be

regulated as under:-

(1) Full pay during the first year of study leave.

(2) Half pay during the remaining period of study leave
upto two years and no pay thereafter.

Note: The term pay refers to average pay or substantive

pay, whichever is more.

Provided that if a person receives

scholarship/stipend/studentship etc, from the institution where he is
pursuing course of study or undergoing a training or from any other
agency in India or abroad, shall be entitled to receive such
 36

scholarship/stipend/studentship etc, during the period of study leave in

addition to the study leave salary.

Payment of leave salary will, however, be subject to the following

conditions:-

(1) After the leave has been sanctioned the applicant shall before
availing of the leave execute the agreement (Appendix-II) binding
him/herself of the conditions laid down in this behalf and give security
of the immovable property to the satisfaction of the Finance Officer
or Registrar or Fidelity Bond of an Insurance Co., or a guarantee by a
Scheduled Bank or furnish security of two permanent employees of the
University for the amount which may become refundable to the
University in accordance with Rules 12(iii) of these rules.

Sureties as contemplated in this Clause must be permanent

employees of the University and have at least three years of service to
put in before their normal age of superannuation and after the
projected date of return from leave of the employee granted study
leave.

(2) The applicant shall submit a six monthly progress report on the
work done through the Head of the Department/Institution or
Supervisor under whom the study is being carried out.

INCREMENTS

(9) Study leave shall count as active service for increment (the effect
of such increment being admissible from the date of the employee
resumes duty on expiry of leave with retrospective effect) and for
benefit of the Provident Fund but not for any kind of leave. Study leave
with pay (whether full or half) will count as service for pension provided
the employee concerned rejoins the University on the expiry of his study
leave.

(10) Any extra qualifications acquired during the study leave will not
confer any right to claim increment of salary in advance or promotion etc.

CONDITIONS FOR THE GRANT OF STUDY LEAVE

(11) An employee availing himself of the privilege of study leave shall

undertake:-

(a) that he will complete his course post-graduate study, research or

training within the period of study leave granted to him and that
he/she shall not alter substantially the course or programme of
 37

research for which leave had been granted to him without the
prior permission of the Vice-Chancellor;

(b) that he will report himself for duty immediately on expiry of the
study leave;

(C) that he shall serve the University for a continuous period of at

least three years to be calculated from the day following the day
of the expiry of the study leave.

(12) A University employee who avails himself of the study leave but
who:-

(i) is unable to complete his course/research or training within

the period of study leave granted to him or

(ii) fails to rejoin the service of the University on expiry of his

study leave or

(iii) rejoins the University service on completion of his studies

but leaves such service within three years of joining the
service or is within the said period dismissed or removed
from the service in accordance with the provision of the
Regulations shall be liable to refund to the University all
sums that may have been paid to him/her as salary and
allowances during the period of study leave with interest at
the rate of 6% per annum to be charged from the date of
such payment.

He/she shall in a case falling under (ii) above shall also

forfeit the University contribution to the provident fund for
the period of study leave with interest which may have
accrued on such contribution provided that if an employee
has serve for a period of not less than 18 months but less
than three years on return from study leave he shall refund
to the University half the amount of the salary and allowance
received at the rate of 6%. Provided further that the Vice-
Chancellor may for sufficient reasons, to be recorded, either
reduce or remit the interest on the principal amount which
becomes payable by an employee under above Clause.

EXPLANATION:

An employee who asked for extension of study leave and its

not granted the extension by the University and does not rejoin
the service on the expiry of the leave sanctioned will be deemed
to have failed to join the service on the expiration of the leave
for the purpose of recovery of the dues under this Clause and
shall be deemed to have vacated his post.
 38

(13) Study leave granted to a person shall be deemed to have

been cancelled if it is not availed to within 12 months of its
sanction provided that where study leave granted has been so
cancelled the person concerned may apply again for such leave.

15C STUDY LEAVE RULES FOR CLASS IV (GROUP-D) STAFF

1. Subject to the condition hereinafter specified study leave

may be granted to a member of the non-teaching staff class IV
(Group-D) staff of the University for joining High School, Higher
secondary, B.A./M.A. or equivalent or specialized training in a
professional or technical course of study.

Eligibility:

2. Study leave may be granted to a University employee by the

Vice-Chancellor on the recommendations of a Committee
constituted for the purpose, provide that the application:-

i) has rendered not less than three years continuous

service in the University.

ii) holds a permanent post; and

iii) is not due for retirement from the service of the

University within three years from the date on which he is
expected to return to duty after the expiry of the leave.

iv) fulfils the minimum qualifications for the course in which

the employee concerned wishes to pursue studies.

3. Study leave shall not be granted unless the University is

satisfied that the proposed course of training shall be of definite
advantage from the point of view of the University interest in the
following manner:-

(a) the proposed course of training or search or practice

experience is directly related to the sphere of his
duties;
 39

Or

(b) the studies which may not be closely or directly

connected with the work of the University employee but
which are capable of widening his mind in a manner likely
to improve his ability as a University employee and to
equip him better to serve the University.

Duration of Study Leave

4. Ordinarily the total period of study leave which may be

granted to an individual shall not exceed two years. It may,
however, be extended up to 3 years by the Vice-Chancellor for
sufficient cause.

5. Study leave may be combined with any other kind of leave

which the applicant may have earned but the total period of
absent from duty will not exceed in any case of three years.

Mode of Selection:

6.(a) Application for study leave in the prescribed form

(Appendix-I) shall be submitted through proper channel to the
Study Leave Committee consisting of the following, at least two
months before the date on which the applicant intends to avail him
of such leave:-

(1) Pro-Vice-Chancellor;
(2) Deans of the Faculty concerned;
(3) Registrar (Convener);
(4) Finance Officer;
(5) One member of the Class (Group-D) nominated by
the Vice-Chancellor for two years.
(6) One senior teacher nominated by the Vice-
Chancellor for two years.

(b) The Study Leave Committee shall, after scrutinizing the

applications, forward them to the Vice-Chancellor along
with its recommendations or with such other remarks as it
deems proper.

(C) Subject to the limit to be determined by the Committee as

mentioned in Rules 6(a) after taking into account the
number of employees in an Office and the financial
position.
 40

Study Leave Salary

1. Full pay during the first year of study leave;

2. Half pay during the remaining period of study leave upto two
years, and no pay thereafter;

NOTE: The term pay refers to average pay or substantive pay,

whichever is higher.

Provide that if a person receives

scholarship/stipend/studentship etc. from the institution
where he is pursuing a course of study or undergoing a
training or from any other agency in India or abroad, shall
be entitled to receive such
scholarship/stipend/studentship etc. during the period of
study leave in addition to the study leave salary.

7. Payment of Leave salary will, however, be subjected to the

following conditions:-

(1) After the leave has been sanctioned the applicant shall
before availing of the leave execute the agreement (Appendix-II)
binding him/herself of the conditions laid down in this behalf and
given security of the immovable property to the satisfaction of
the Finance Officer or Registrar or Fidelity Bond of an Insurance
Company or a guarantee by a Schedule Bank or furnish security of
his own or of two permanent employees of the University for the
amount which may became refundable to the University in case of
breach of contract which would be relevant to the amount at the
credit of the Provident Fund of the surety concerned.

(2) The applicant shall submit a three monthly attendance

report through the concerned Principal/Dean/Chairman of the
Department/ Institution.

Increments:

8. Study leave shall count as active service for increment (the effect
of such increment being admissible from the date the employee resumes
duty on expiry of leave with retrospective effect) and for benefit of the
Provident Fund but not for any kind of leave. Study leave with pay
(whether full or half) will count as service for pension provided the
employee concerned rejoins the University on the expiry of his study
leave.

9. Any extra qualifications acquired during the study leave will not
confer any right to claim increment of salary in advance or promotion etc.
 41

Conditions for the grant of Study Leave

10. An employee availing himself of the privilege of study leave shall

undertaking:-

(a) that he will complete his course of study, or training within the
period of study leave granted to him and that he/she shall not alter
substantially the course for which leave had been granted to him without
the prior permission of the Vice-Chancellor;

(b) that he will report himself for duty immediately on expiry of the
study leave;

(c) that he shall serve the University for a continuous period of at

least three years to be calculated from the day following the day of the
expiry of the study leave.

11. A university employee who avails himself of the study leave but
who:-

(i) is unable to complete his course or training within the period of study
leave granted to him or

(ii) fails to rejoin the service of the University on expiry of his study
leave, or

(iii) rejoins the University service on completion of his studies but

leave such service within three years of joining the service or is within
the said period dismissed or removed from the service in accordance with
the provision of the Regulations shall be liable to refund to the
University all sums that may have been paid to him/her as salary and
allowance during the period of study leave with interest at the rate of
6% per annum to be charged from the date of such payment.

He/she shall in a case falling under (ii) above shall also

forfeit the University contribution to the provident fund for the
period of study leave with interest which may have accrued on
such contribution provided that if an employee has serve for a
period of not less than 18 months but less than three years on
return from study leave he shall refund to the University half the
amount of the salary and allowance received by him during the
period of Study Leave with interest thereon at the rate of 6%.
Provided further that the Vice-Chancellor may for sufficient
reasons, to be recorded, either reduce or remit the interest on
the principal amount which may be payable by an employee under
above clause.
 42

Explanation:

An employee who asks for extension of study leave and is

not granted the extension by the University and does not rejoin
the service on the expiry of the leave sanctioned will be deemed
to have failed to join the service on the expiration of the leave
for the purpose of recovery of the dues under this clause and
shall be deemed to have vacated his post.

12. Study leave granted to a person shall be deemed to have

been cancelled if it is not availed of within 6 months of its
sanction provided that where study leave granted has been so
cancelled the person concerned may apply again for such leave.

(16) LEAVE ON COMPASSIONATE GROUNDS

As in Rule 17 in Part-B of these Regulations.

(17) LEAVE SALARY

As in Rule 21 in Part-B of these Regulations.

(18) CHILD CARE LEAVE

As in Rule 19 in Part B of these Regulations.

 43

Appendix-I
FORM OF APPLICATION FOR STUDY LEAVE
(To be submitted to the Registrar)
Ref: (EC Res. No. 6 dated 6.12.1976)

1. Name of the Department/Office………………………………………………………………

2. Name of the Applicant……………………………………3. Age…………………………….

3. Academic record:

…………………………………………………………………………………………………………………………………………….
Examination Board/University Year Division
…………………………………………………………………………………………………………………………………………….
High School

Pre-University/

Intermediate

B.A./B.Sc./B.Com

M.A./M.Sc./M.Com

…………………………………………………………………………………………………………………………………………….
Particulars of Research experience, if any
…………………………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………………

Any other qualifications

5. Permanent post and rate from which held………………………………………………………….

6. Present post and date from which held……………………………………………………………….

7. Period of continuous service………………………………………………………………………………………

8. Particular of course proposed to be perusal……………………………………………………….

(a) Name of University or Institution

where applicant wishes to study…………………………………………………………………

(b) Details of course with proof that

applicant has been admitted by the
University or Institution concerned for
attending course …………………………………………………………………..

(c) Certificate from University or

Institution concerned indicating
minimum period required to …………………………………………………………………..
complete the course and obtain
degree diploma etc. on completion
of course.
 44

9. Period for which and date from

which Leave is required …………………………………………………………………………..

10. Particulars of Scholarship, stipend,

Salary offered, if any …………………………………………………………………………….

11. Any other relevant information or paper

which the applicant may like to submit…………………………………………………………………………

I have carefully studied the rules relating to the grant of Study Leave
and hereby undertake to abide by them.

Signature of applicant
 45

(TO BE FILLED IN BY THE DEPARTMENT/OFFICE)

(a) Number of non-teaching staff in the

Department/Office……………………………………………………………….

(b) Number of staff who have already Specialized in the subject

concerned…………………………………………………………………………………

(C) Number of staff who will be on leave on the date applicant

proposes to proceed on leave………………………………………………………………..

Remarks of the Head of Department/Office

…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………

Date: Signature of Head of

Deptt./Office

Recommendation of the Registrar

…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………

Date: Signature of Registrar

Recommendation of the Committee

…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………
 46

Appendix – II

LEAVE REGULATION APPLICABLE TO THE

NON-TEACHING STAFF
The Bond executed by ……………………………………………………………………………………………….
(hereinafter called the Principal) and …………………………………………………………..
…………………………………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………………………………
……………...(hereinafter called the sureties) in favour of the Aligarh Muslim
University(hereinafter called the University ) witnesses as follows:

WHEREAS the above bounden Principal is employed as

………………………...…………………and the University at the request of the above bounden
Principal has sanctioned him/her study leave with effect
from………………….....to……………………………………or such other period of leave extended
from time to time to the Principal without further reference to sureties in
continuation of the earlier leave for higher studies
i.e………………………………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………………………………

AND WHEREAS the University has further agreed to pay to the above
bounden Principal a sum of Rs. …………………………(Rupees…………………………….) as study
leave salary or such other amounts paid to the Principal by the University on
account of extension in study leave, revision of pay scales, allowances etc.

AND WHEREAS in consideration of the University having agreed to

sanction the said study leave and to pay study leave salary as aforesaid the
above bounden Principal has agreed with the University as follows:-

(a) That the above bounded principal shall diligently prosecute his/her
studies at……………………..………………………………………………………………………………and shall
obtain during the period of study leave as aforesaid or, if the same is extended
during such extended period higher academic qualifications.
(b) That immediately after the expiry of the said study leave or if the same is
extended by the University after the expiry of such extended period, the above
bounden Principal shall report himself/herself for duty to the Vice-Chancellor of
the University and shall thereafter serve the University for a continuous period
of three years.
(c) That the above bounden Principal shall abide by the study leave rules
framed by the Executive Council of the University and this study leave shall
always be subject to the said rules.
AND WHEREAS the above bounden Principal and sureties have agreed indemnify
the University against any breach of the above agreement and the University
has sanctioned the study leave on such assurance.
 47

NOW THIS deed witnesses as follows:-

In case the above bounden Principal fails to utilize the study leave for the
purpose for which it has been granted to him/her and fails to prosecutive
his/her studies at ……………………………………….. and does not obtain any high academic
qualifications i.e. …………………………………….. or having obtained such qualifications
fails to join the duty in the University on the expiry of the study leave or having
joined duty, leaves the service of the University within the period of the three
years or is dismissed or removed from the service of the University in
accordance with the Statutes and Ordinances of the University within the
period of three years then the Principal and the sureties shall forthwith pay to
the University on demand or, as may be advised by the Finance Officer of the
University, to recover from the Principal of the sureties, the said sum of Rs.
……………………………………………….. (Rupees ……………………………………………………………..) or such
other amount that may be paid to the Principal by the University on account of
extension in study leave or revision of scale of pay etc. together with interest
thereon at the rate prescribed in the Leave Rules as may be applicable to the
Principal from the date of payment of the study leave salary and allowance.
Provided always that the liability of the sureties hereunder shall not be impaired
or discharged by reason to time being granted or by any forbearance act of or
omission of the University with or without the consent or knowledge of the
sureties nor shall it be necessary for the University to sue the Principal before
suing the
sureties……………………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………………………………
…………………………………………………………………………………………………………………………………………………
……………………
or any of them for the amount due hereunder.
Note: Sureties as contemplated above must be permanent employees of the
University and have at least three years of service to put in before their
normal age of superannuation and after the projected date of return
from leave of the employee granted study leave.
Date …………………………………….. …………………………………….. …………………………………….
Surety No. 1 (PRINCIPAL)
Surety No. 2 …………………………………….. …………………………………….
…………………………………….
 48

Appendix-III

CENTRAL UNIVERSITIES SIMPLIFICATION OF RULES/PROCEDURE OF

LEAVE IN RESPECT OF EMPLOYEES OF NON-VACATION DEPARTMENT.

In order to simplify and rationalize the rules and procedure relating to

leave for University employees, the following modifications be made w.e.f.
01.01.1977.

EARNED LEAVE ENTITLEMENT:

(i) The credit to be afforded to the leave account of each University

employee in respect of earned leave at the commencement of each
calendar half year shall be at a uniform rate of 15 days i.e. it shall be
15 days for the second calendar half year of even year also instead of
16 days as at present.

(ii) The credit afforded under Clause (i) above, shall be reduced by 1/10th
of the period of extra-ordinary leave only availed of during the
pervious half year, subject to a maximum of 15 days.

2. PREFIXING/SUFFIXING OF HOLIDAYS TO LEAVE

Prefixing and suffixing holidays to leave, other than leave on medical

certificate, shall be allowed automatically except in cases where for
administrative reasons permission for prefixing/suffixing holidays to leave is
specifically withheld. In the case of leave on medical certificate, if the day
on which an employee is certified medically fit for rejoining duty happens to
be a holiday, he shall be automatically allowed to suffix such holidays(s) to
his medical leave and such day(s) shall not be counted as leave.

3. ADVANCE OF LEAVE SALARY

The advance in lieu of leave salary admissible to a University employee

proceeding on leave of not less than 30 days shall include allowances as well,
subject to deduction on account of income, Provident Fund, House Rent,
Recovery of Advances etc.

4. LEAVE SALARY FOR TERMINAL REFUSED LEAVE, L.P.R. AND

REDUCTION ON ACCOUNT OF EMPLOYMENT DURING LEAVE

(i) A University employee who is granted terminal/refused leave shall be

paid in lump sum the amount equivalent to leave salary and allowances,
if any, admissible during such leave, for the entire period of such
leave, as one time settlement instead of monthly payments as at
present.
 49

(ii) If a University employee while on terminal/refused leave is permitted

to take up employment, the leave salary for the leave shall not longer
be restricted to that admissible during half pay leave as at present.
However, the leave salary shall continue to be subject to reduction on
account of pension/pension equivalent of other retirement benefits.

(iii) No permission for private employment during leave preparatory to

retirement shall be granted hereafter. If, however, a University
employee on leave preparatory to retirement is permitted to take up
employment with public sector undertakings, the leave salary shall no
longer be restricted to that admissible during half pay leave as at
present.

5. LEAVE ON MEDICAL CERTIFICATE PRODUCTION OF MEDICAL

CERTIFICATE BY UNIVERSITY EMPLOYEES

(i) A University employee can be granted leave on Medical certificate for

period exceeding two months on the basis of a certificate from an
authorized Medical attendant. In other words, the existing procedure
of setting up a Medical Board and appearance of the University
employee before such Board for the purpose of grant of leave on
medical certificate exceeding two months shall be dispensed with.
Where, however, the authority competent to grant leave is not
satisfied about the genuineness of a particular case, it shall be open
to such authority to secure a second medical opinion by requesting a
government medical officer not below the rank of Civil Surgeon or
Staff Surgeon to have the applicant medically examined on the
earliest possible date.

(ii) The authority competent to grant leave pay, in its discretion, waive
the production of a medical certificate in case of an application for
leave from a University employee also, for a period not exceeding 3
days at a time. Such leave shall not however, be treated as leave on
medical certificate and shall be debited against leave other than leave
on medical grounds.

6. LIMITATION ON AVAILMENT OF A COMMUTED LEAVE

The existing limit of 240 days at a time on availment of commuted

leave in conjunction with earned leave shall be removed.
 50

7. LEAVE NOT DUE TO TEMPORARY UNIVERSITY EMPLOYEE

SUFFERING FROM T.B./LEPROSY/CANCER/MENTAL ILLNESS.

At present, temporary University employees are not entitled to any

‘leave not due‘. In order to mitigate the hardship of the temporary
University employees who are suffering from T.B. Leprosy, cancer or
Mental illness, ‘Leave Not Due’ may be granted to such university
employee, for a period not exceeding 360 days during entire service
subject to the fulfillment of the following conditions:-

(i) That University employee has put in a minimum of one year’s service.
(ii) That the post from which the University employee proceeds on leave is
likely to last till his return to duty, and
(iii) That the request for grant of such leave is supported by a medical
certificate.

8. EXTRA-ORDINARY LEAVE TO TEMPORARY UNIVERSITY

EMPLOYEES

The existing limits at a time on availment of extra-ordinary leave shall be

revised as under:-
(a) upto 3 months without medical certificate;
(b) upto 3 months with medical certificate for common ailments; &
(c) Upto 18 months on medical certificate for Cancer, mental illness,
pulmonary tuberculosis or pleurisy of Tubercular origin,
Tuberculoses of any part of the body and Leprosy.

Provided that for grant of extra-ordinary leave as at (b) or (c) above, the
University employee should have put in a minimum of one year’s continuous
service and for grant of leave under (c) above, the University employee
should produce a medical certificate.

9. MATERNITY LEAVE

The maternity leave granted to a female University employee shall be

for a period of 135 days from the date of its commencement in all cases i.e.
it shall not be restricted to six weeks from the date of confinement as at
present.

10.CASH EQUIVALENT OF LEAVE SALARY IN CASE OF DEATH IN

SERVICE.

In case of death in service of a University employee, the cash

equivalent of leave salary in respect of earned leave at credit to be paid to
his family shall be subject to a maximum of 180 days instead of 120 days as
at present. Further, such cash equivalent shall not be longer be subject to
reduction on account of pension equivalent of death cum-retirement gratuity.
 51

11. LIMIT ON LEAVE PREPARATORY TO RETIRTEMENT/REFUSED

LEAVE

Earned Leave taken as leave preparatory to retirement can be availed of

subject to a maximum of 180 days instead of 120 days as at present.

12. RECALL FROM LEAVE

In case a University employee is recalled to duty be duty before the

expiry of his leave, such recall to duty shall be treated as compulsory in all
cases.

13. INTIMATION OF LEAVE AT CREDIT

The order sanctioning earned leave half pay leave to a University

employee shall hereafter indicate the balance of such leave at his credit.

14. UNDERTAKING WHILE PROCEDING OF COMMUTED LEAVE/LEAVE

NOT DUE

The practice of the obtaining an undertaking for refund of over-payment

of leave salary from the university employees applying for grant of commuted
leave, leave not due. The grant of such leave is already subject to the refund of
excess leave salary.

------------
 52

Appendix- IV

SIMPLIFICATION IN THE RATE OF CALCULATING ENTTILEMENT TO

EARNED LEAVE IN RESPECT OF EMPLOYEES OF NON-VACATION
DEPARTMENTS

In order to simplify the procedure for calculating entitlement to Earned

Leave for employees of non-vacation departments who are entitled to earned
leave at the rate of 1/11th of the period spent on duty, the following procedure
may be adopted in calculating the entitlement to earned Leave of University
employees:

(a) Each employee’s account of leave should be credited with 30 days and 31
days earned leave in alternate calendar years. This should be done in two
instalments, 15 days on the first of January and July every year except that on
the first of July of an even year (ending with 2, 4, 6,8, or 10) the credit shall be
16 days thus the credit on the first of January 1976 will be 15 days and on 1st
July, 1976, 16 days while both on 1st January and 1st July, 1977 it will be 15 days
and so on;

(b) The leave at the credit of the employee at the close of the previous half-
year shall be carried forward to the next half year subject to the leave so
carried forward plus the credit for that half-year not exceeding the maximum
limit of 180 days.

2. When a University employee is appointed on or after 1.1.1976 earned

leave should be credit to this leave account at the rate of 2 !/2 days for each
completed month of service which he is likely to render in the calendar half-year
in which he is appointed, e.g. if he is appointed on 31st March, the number of
complete months of his service in that half-year will be 3 and the credit will be
3X5/2 = 7 1/2 days rounded to 8 days. If he is appointed on 20th April, the
number of complete months will be only 2 and the credit will be 2 X5/2 = 5
days.

3. The credit for the half year in which the University employee is due to
retire or resigns from the service shall be afforded only at the rate of 2 ½ days
per completed month in that half year upto the date of retirement /resignation.
If in the case of a University employee who resigns from the service, the leave
already availed of more than the credit so due to him, necessary adjustment
should be made in respect of leave salary overdrawn, if any.
 53

4. If a University employee has taken any leave other than earned leave in a
half year, the credit to be afforded to his leave account at commencement of
the next half year shall be reduced by 1/11th of such leave, e.g. if a University
employee has taken 11 days leave or 11 days commuted leave or 11 days extra
ordinary leave, the credit to his leave account will be reduced by 1 day, i.e 1/11
of the 11 days half-pay leave or commuted leave or extra-ordinary leave.

5. When affording credit under the above method, fractions of a day will be
rounded off to the nearest day.

6. From 1.1.1976, the leave account shall be maintained in the enclosed form.
While the earned leave shall be credited in advance in the manner stated above,
there will be no change in respect of the kinds of leave. The entries in respect
of such leave shall be made as an occasion for doing so arises. In the case of
existing University employees the old leave account has to be closed and the
credit of leave as on 31.12.75 will have to be carried forward to the new leave
account. While doing so fractions of a day will be rounded off to the nearest
day.

-------------
 54

FORM – 2

FORM OF LEAVE ACCOUNT

Name of University employee …………………………………………………………… Date of birth ………………………………………….

Date of commencement of continues service ………………………………….
Date of quasi permanent/permanent/ employment …………………………….. Date of retirement/resignation …………..

EARNED LEAVE
Particulars of Completed E.L. credited No. of days of other E.L. to be Total E.L. at Leave taken No. of days Balance on
services in months of at the kind of leave (H.P.L.) Deducted (1/11th credit in days From To return leave
the Calendar service in beginning of commuted Leave not of the period in (Col. 1+11-6) (Col. 7)
half year the calendar half year due & EOL (Col. 19- Col. 5)
half year 22+22C+30+33) availed
of during the previous
calendar half-year
From To
1 2 3 4 5 6 7 8 9 10 11
 55

HALF PAY LEAVE (ON PRIVATE AND ON MEDICAL CERTIFICATE)

Length of service Credit of leave Leave taken
From To No. of Leave at Leave at Against the No. of Commuted leave No. of Commuted leave
Completed earned credit earning on days on Medical days without Medical
years (in days) (Col. 15+32) half pay certificates on certificate for studies
full pay certified to be in
public interest
(limited to 180 days
half pay leave
converted into 90
days commuted leave
in entire services)
From To From To
12 13 14 15 16 17 18 19 20 21 22 22 A 22 B 22 C
…………………. including commuted leave and leave not due ……………

Commuted Leave not due No. of days Otherwise No. of days Total of leave Total half pay Balance of half Other kinds of
leave limited to 360 than on not due (Col. leave taken pay leave on leave taken
converted into days in entire Medical 26+29) (Col. return from
half pay leave service on certificate 19+23+30) leave
twice of Col. Medical limited to 180 (Col. 16-31)
22 & 22 C Certificate days

From To From To
23 24 25 26 27 28 29 30 31 32 33
NOTE 1: The Earned Leave due should be expressed in days.

NOTE 2: When a University employee is appointed during the course of a

particular calendar half-year Earned Leave should be credited @ 2!/2 days for each
completed year and the fraction of a day will be rounded to the nearest day.

NOTE 3: The old leave account in respect of existing University employee has
to be closed and the balance as on 31.12.1975 will have to be carried forward to the
new account in Col. 11. While doing so the balance at credit on 31.12.1975 may be
rounded off to the nearest day.

NOTE 4: The entire in Col.6 should be in complete days. Fraction of a day will
be rounded the nearest day.

NOTE 5: Period of extra-ordinary leave should be noted in red ink.

NOTE 6: The entire in Col.12 & 13 should indicate only the beginning and end of
complete years of service at the time the half pay leave commences. Where a
University employee completes another year of service while on half pay leave, the
extra credit should be shown in Col.12 to 16 by making suitable additional entries
and this should be taken into account while completing Col.32.
 57

Office of the Registrar

(Councils’ Section)
Aligarh Muslim University
Aligarh

Dated: 8th Dec., 1998

Office Memo

The Vice-Chancellor, in exercise of the powers vested in him under Section

19 (3) of the A.M.U. (Amendment) Act, 1981 has, on behalf of the Executive
Council, approved the adoption of O.M.No.13018/1/97-Estt. (Leave) dated 7th
October, 1997 from the Ministry of Personnel, P.S. & Pensions (Department of
Personnel & Training) as enclosed with the letter No.F.36-3/97 (CU) dated 17th
September, 1998, from the University Grants Commission relating to enhancement
of Quantum of Maternity Leave and to allow Paternity Leave in respect of
University employees:-

In sub-rule (i) of Rule 10 of the Leave Regulations relating to

Maternity Leave, the figure ‘90’ be substituted by ‘135’.

2. Add the following as Rule “10-A after Rule 10 of the Leave Regulations:-

“10-A. Paternity Leave

A male employee (including an apprentice) with less than two

surviving Children may be granted Paternity Leave for a period of 15
days during the confinement of his wife. During the period of such
leave, he shall be paid leave salary equal to the pay drawn
immediately before proceeding on leave. Paternity Leave shall not
be debited against the leave account and may be combined with any
other kind of leave (as in the case of Maternity Leave). It may not
normally be refused under any circumstances.

3. These orders shall come into force with immediate effect. In the light of
Para 3 above, a female employee in whose case the period of 90 days of Maternity
Leave has not expired on the said date shall also be entitled to the Maternity Leave
of 135 days. Similarly, Paternity Leave to a male employee may also be allowed in
case his wife had given birth to the child on a date not prior to 135 days from the
date of issue of this order.

Sd/-
Deputy Registrar
(Councils)
 58

-2-

D.No.(C)/824 Dated: 8.12.1998

Copy to the following for information and necessary action:-

1. Deans of the Faculties

2. Dean Students’ Welfare/Estate Officer (Gazetted)
3. Principals of Colleges/Polytechnics/Schools
4. Chairmen of the Departments of Studies
5. Directors/Coordinators of Institutions/Centers/Units
6. Librarian, M.A. Library/Proctor
7. Provosts of Halls of Residence & NRSC
8. Deputy Registrars/Deputy Finance Officers/Deputy Controllers
9. Development Officer/Internal Audit Officer
10. Asstt. Registrars/Asstt. Finance Officers/Asstt. Controllers/Public Relations
Officer
11. Secretary to the Vice-Chancellor/Pro-Vice-Chancellor
12. P.S. to Registrar/Finances Officer/Controller of Exams.
13. Section Officer (Records), Registrar’s Office
14. Section Officer (E.C.) for report to Executive Council
 59

Office of the Registrar

(Administration Section)
Aligarh Muslim University
Aligarh

Dated: Sept. 8, 2000

Office Memo

The issue regarding admissibility of Maternity Leave to Female Senior

Residents has been examined and it is found that existing leave rules pertaining
to Maternity Leave to temporary female employees provide as under:-

“Maternity Leave will be admissible to temporary female

employees on completion of one year of service provided that the
temporary post held by them is likely to continue or become permanent
any time after the expiry of the period of the Maternity Leave.”

Further, the residency scheme as embodied in letter No.S.11014/3/91/ME

(P) dated 5.6.1992 from Shri R. Srinivasan, Under Secretary to the Govt. of
India, Ministry of Health and family Welfare, Nirman Bhawan, New Delhi and
circulated by the Dean, Faculty of Medicine vide its circular No.1514/FM dated
6.1.1999 provides old leave entitlement to SR’s as under:-

‘Senior Residents shall be entitled to all kinds of leave as are

admissible for temporary Govt. employees. However, Senior Residents,
whether they are working in the Pre-clinical or clinical Departments, are
not entitled to any vacations’.

The Vice-Chancellor, after careful and detailed examination of the issue

has ordered that it may be clarified and communicated for information and
necessary action to all concern that Senior Residents are entitled to maternity
leave in accordance with the above quoted rule as laid down in residency Scheme
on fulfilling the conditions as provided in the above existing leave rules.

Sd/-
(Dr. Nazim Husain Jafri)
Deputy Registrar
(Administration)
 60

-2 -

D.No.(C)/1690 Dated: 8 September, 2000

Copy to:-

1. Dean, Faculty of Medicine/Unani Medicine

2. Principal, J.N. Medical College/A.K. Tibbiya College
3. Directors, Institute of Ophthalmology
4. All Chairmen Departments of Studies of the Faculty of Medicine/Unani
Medicine
5. Deputy Registrar (Councils) with the remarks that the Vice-Chancellor has
ordered that steps may be taken incorporating the rule relating to entitlement
of Maternity Leave to Senior Residents as embodied in the Residency Scheme
in the existing leave rules as appropriate place
6. Deputy Registrars/ Asstt. Registrars
7. Deputy Finance Officer/Asstt. Finance Officers
8. Assistant Registrar, Vice-Chancellor’s Office
9. P.S. to Finances Officer/Registrar/Controller of Exams.
10. Guard file

Sd/-
Deputy Registrar
(Administration)
 61

Extract from the minutes of the meeting of Academic

Council held on 09.09.2000

Item No. 2 : (i) Considered and concurred with the amendments/additions to

sub-rule (iii) of rule 14 of part (B) of Revised Leave Regulations
relating to Extra Ordinary Leave made by the Executive Council
vide Resolution No. 26 of 31.07.2000, as under :-

“A permanent teacher/employee may be granted Extra

Ordinary Leave for a period of three years if this leave is
required for accepting employment outside, provided the
teacher/employee concerned has put in five years of uninterrupted
service and has been confirmed in this University on the date of
proceeding on leave.

Provided further that if a teacher/ employee has served the

University for a continuous period of ten years in this University
and is confirmed on the date of proceeding on leave, he shall be
entitled for Extra-Ordinary Leave for a maximum period of five
years.”

…………………………………………………………………………………………………………………………………………………………

Office of the Registrar

(Councils’ Section)
Aligarh Muslim University
Aligarh

No.C-I-AC(738)-3/1006 Dated: 29.9.2000

Copy forwarded to the following for information and necessary action:-

1. Deans of the Faculties/Dean Students’ Welfare
2. Chairmen of the Departments of Studies
3. Principals of Colleges/Polytechnics/Schools
4. Heads of the Offices/Institutions
5. Directors/Coordinators of Institutions/Centres/Unit/Academic Staff
Colleges/Director (Health)
6. Provosts of Halls of Residence & NRSC
7. Deputy Registrars/Deputy Finance Officers/Deputy Controllers
8. Internal Audit Officer
9. Asstt. Registrars/Asstt. Finance Officers/Asstt. Controllers
10. Asstt. Registrar, Vice-Chancellor’s Secretariat
11. Public Relations Officer/Property Officer/Purchase Officer/Editor, M.U. Gazette
12. P.A. to Registrar/Finances Officer/Controller of Exams. & Admissions

Sd/-
( Javed Nasir )
 62

Deputy Registrar
(Councils)

Office of the Registrar

(Councils’ Section)
Aligarh Muslim University
Aligarh

D.No.(C)/1632 Dated: December 11, 2001

1. Dean, Faculty of Medicine

2. Principal, J.N. Medical College
3. Chairmen of the Department of Studies in the Faculty of Medicine
4. Deputy Registrars/ Asstt. Registrars
5. Deputy Finance Officers/Assistant Finance Officers/I.A.O.
6. Asstt. Registrar, Vice-Chancellor’s Secretariat
7. P.A. to Registrar/Finances Officer/Controller of Examinations

…………………………………………………………………………………………………………………………………………………………

OFFICE MEMO

The Vice-Chancellor, in exercise of the powers vested in him under Section

19(3) of AMU (Amendment) Act, 1981 and on behalf of the Academic Council has

approved that the contents of the letter No. MCI-23(1)/2001-Med./30089 dated

27.11.2001 received from Dr. P. Kumar, Deputy Secretary, Medical Council of India,

New Delhi relating to sanction of Maternity Leave to Junior Residents be adopted

for implementation in the University with effect from 12.06.2001. The aforesaid

letter of the Medical Council of India is reproduced on the reverse.

The Vice-Chancellor has also approved that the Dean, Faculty of Medicine

shall be sanctioning authority of Maternity Leave to Junior Residents.

Sd/-
( Javed Nasir )
Deputy Registrar
(Councils)
 63

OFFICE OF THE REGISTRAR

(COUNCILS SECTION)
ALIGARH MUSLIM UNIVERSITY
ALIGARH

Dated: April 15, 2011

OFFICE MEMO

The Vice-Chancellor on behalf of the Academic Council/Executive

Council has approved the adoption and implementation of the Office
Memorandum No. 13018/1/2010-Estt. (Leave) dated 07th September,
2010 received from Ms. Simmi R. Nakra, Director, Government of India
Ministry of Personnel, P.G. and Pensions (Department of Personnel &
Training), New Delhi, regarding review of the Child Care Leave (CCL) as
under:
2. It has been decided to delete the condition that CCL can be availed
only if the employee concerned has no Earned Leave at her credit, subject to
the following conditions.
(i) CCL may not be granted in more than 3 spells in a calendar year.
(ii) CCL may not be granted for less than 15 days.
(iii) CCL 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.

3. The Leave is to be treated like Earned Leave and sanctioned as such.

4. These orders take effect from 1.9.2008. Earned Leave, if any availed
by women employees before availing CCL subsequent to the issue of the OM
13018/2/2008-Estt.(L) dated 18.11.2008 may be adjusted against CCL, if so
requested by the employee.

5. The action of the Vice-Chancellor will be reported to the

Academic Council/ Executive Council.

Sd/-
(Dr. Syed Karamat Ali)
Deputy Registrar
Encl.: As above (Councils)
 64

Cont. on …..2

- 2 -

D. No. (C)/427 Dated: April 15, 2011

DISTRIBUTION:

1. Deans of the Faculties/Dean, Students’ Welfare

2. Chairmen of the Departments of Studies/Heads of Offices
3. Principals of Colleges/Polytechnics/Schools
4. Directors/Coordinator/Centre/Institute/Units/Academic Staff
College
5. Proctor/Librarian Incharge, M.A. Library
6. Provosts of Halls of Residence & NRSC
7. Deputy Registrars/Deputy Finance Officers/Deputy Controllers/IAO
8. Asstt. Registrars/Asstt. Finance Officers/ Asstt. Controllers/PRO
9. Deputy Registrar, Vice-Chancellor’s Secretariat
10. Dealing Asstt. A.C./E.C. for report to the A.C./E.C.
11. Sr. P.A. to Registrar/Finance Officer/Controller of Exams.
12. Section Officer (Records), Registrar’s Office
 65

OFFICE OF THE REGISTRAR

(COUNCILS SECTION)
ALIGARH MUSLIM UNIVERSITY
ALIGARH

Dated: Nov. 08/09, 2010

OFFICE MEMO

On the recommendations of the Sixth Central Pay Commission, the Vice-

Chancellor on behalf of the Academic Council/Executive Council has approved
the adoption and implementation of the Office Memorandum
th
No.13018/2/2008-Estt.(L) dated 11 September, 2008 and its clarification
dated 29.9.2008 and 18.11.08 respectively issued by the Govt. of India,
Ministry of Personnel, Public Grievances & Pensions relating to Child Care Leave
to be granted to women employees having minor children up to two below the
age of 18 years for a maximum period of 2 years during their entire service.

2. The action of the Vice-Chancellor will be reported to the Academic

Council/ Executive Council.

Sd/-
(Dr. Syed Karamat Ali)
Deputy Registrar
Encl.: As above (Councils)

D. No. (C)/1679 Dated: Nov. 08/09, 2010

DISTRIBUTION:
1. Deans of the Faculties/Dean, Students’ Welfare
2. Chairmen of the Departments of Studies/Heads of Offices
3. Principals of Colleges/Polytechnics/Schools
4. Directors/Coordinator/Centre/Institute/Units/Academic Staff
College
5. Proctor/Librarian Incharge, M.A. Library
6. Provosts of Halls of Residence & NRSC
7. Deputy Registrars/Deputy Finance Officers/Deputy Controllers/IAO
8. Asstt. Registrars/Asstt. Finance Officers/ Asstt. Controllers/PRO
9. Deputy Registrar, Vice-Chancellor’s Secretariat
10. Section Officer (Councils) for report to the A.C./E.C.
11. Sr. P.A. to Registrar/Finance Officer/Controller of Exams.
12. Section Officer (Records), Registrar’s Office