DMRC LEAVE RULES

 The objective of these rules is to-

 1.1 Afford mental and physical rest and relaxation to its
employees periodically,
OBJECTIVE  1.2 Grant freedom from official duties during periods of their
S sickness, maternity, etc, and,
 1.3 Provide time off to them for attending to essential personal
tasks and family responsibilities.
  These rules shall apply to all regular and temporary employees
of the Corporation, those on
APPLICABIL  probation, re-employed or on extension of service and such of
ITY the deputationists from
 Government Departments and Undertakings.
  Leave cannot be claimed as of right.

2.1 RIGHT  (ii) When the exigencies of public service so require, leave of
any kind may be refused or
TO LEAVE  revoked by the authority competent to grant it.
  Casual leave is granted for certain urgent and unforeseen situation.
It is normally to be used
 in urgency/casualty and are not planned, usually it is same day or
few days in advance.
 Casual Leave may be granted in units of half or full days as
required by the employees.

CASUAL  Lunch interval will be taken as the dividing time in the case of
leave for half a day.
LEAVE  Casual leave cannot be carried over to subsequent calendar years.
Sundays and holidays
 falling within a spell of casual leave will not be charged on the
casual leave account.
 However, casual leave cannot be granted in combination with
special CL, earned leave and half pay leave.
 The number of  The employees posted at offices, working 5 days a week, are
Casual leave eligible eligible for Casual Leave at the rate of 8 days in a calendar
year.
to an employee
varies in accordance  The field staff in O&M and at Project sites, working 6 days in a
week, are entitled to casual Leave at the rate of 12 days in a
to his place of calendar year.
posting
 This leave, over and above the entitlement of 8 days of casual
leave, may be· sanctioned with the approval of concerned HOD in
special circumstances as indicated below for a total of not more

SPECIAL than 30- days in a year in all.

 Participation in training camp or rallies of Scouts & Guides.
CASUAL  Participation in Republic Day parade/celebrations as members
LEAVE of
- St. John Ambulance Brigade
- in the events under orders of the Government
 Participation in sports contests and tournaments
• Attendance at Courts as jurors and assessors
• Attendance in meetings of technical and scientific institutions.
• For undergoing sterilisation operation under small family norms

- 5 working days for the Male Govt. employees who undergo

vasectomy operation under the family Welfare programme for the
first time and the second time due to failure of the first time.
(Sundays and closing holidays intervening should be ignored
while calculating the period of special casual Leave.
 10 working days for the female Govt. employees who undergo
Tubectomy operation or salpingectomy after Medical
Termination of Pregnancy (MTP).
- 3 working days for the male employees whose wives undergo
either puerperal or nonpuerperal tubectomy operation. (Special
casual leave has to follow the date of operation)
- 1 day for female employees where husband undergo sterilization
operation
 Declaration of Bandh or imposition of Curfew disrupting the
transport system, etc.

• Attending staff council meetings.

• All Persons with Disabilities who are employees of DMRC will
be entitled for four days special casual leave, apart from casual
leave.
• 10 days special casual leave may be granted to all Persons with
disabilities who are employees of DMRC in a calendar year for
the purpose of attending seminars, conferences and workshops,
for which prior sanction shall be required.
 Special casual leave may be granted for blood donation or for
apheresis (blood components such as red cells, plasma,
platelets etc,) donation at licensed Blood Banks on a working
da (for that day only) up to a maximum of 4 times in a year on
submission of valid proof of donation.
• Special casual leave may be granted to the eligible employee for
participation in general Elections (Lok Sabha, State assembly), if
his office does not close on that particular day.
 Special Casual leave may be combined with any other kind of
regular leave or Casual leave, but not with both. The Sundays,
Saturdays and other holidays intervening during a spell of
special casual leave will be included in it.
  Earned Leave is the leave granted on full pay and allowances
including perk allowance. It is credited to all eligible
employees (regular/temporary/deputationists) at the rate of 30

EARNED days in a calendar year. This will be done in advance; 15 days

of earned leave being credited on 1st January and 15 days on 1st
LEAVE of July at the commencement of each calendar half year.
b. The Post retirement Contractual employees shall be eligible for
Special Leave at the rate of 12 days in a year.
 Earned leave accounts of all the employees shall be maintained
in two sections viz
 • Encashable Leave and
 • Non-encashable Leave
 The credit of 15 days earned leave afforded in any calendar half
year will be reduced by 1/10th of the period of extra ordinary
leave during the previous half year subject to a maximum of 15
days. For this purpose, a fraction below half will be ignored
and that of half or more will be reckoned as one day.
 The maximum accumulation of encashable leave will be 150
days. There is no limit of accumulation of non-encashable
leave in the account within the maximum limit of 300 days
earned leave (Encashable and non-encashable).
 The maximum earned leave that can be granted at a time will
be 120 days and in case leave is to be wholly availed outside
India, this limit will be 180 days.
  Half pay leave is credited to all eligible employees at the rate of
20 days per year. However, in the first instance, 20 days, or
whatever proportionately accrues, will be credited at the end of
the calendar year after initial appointment and then for the
subsequent years, half pay leave will be credited at the

MEDICAL beginning of the calendar year at the rate of 10 days in advance

on Ist January and on Ist July of the year. A fraction of half a
LEAVE day or more being rounded off to the next higher number and
less than half a day being ignored.
 There is no limit to the accumulation of half pay leave, but the
maximum half pay leave that can be availed of at a time is 24
months
  leave not due may be granted to any regular employee of the
Corporation who has completed one year of employment with
the Corporation on medical grounds and with a certificate' from
authorized medical authority when no other leave (except
LEAVE NOT casual leave) is due to him.

DUE  The maximum limit of leave not due that can be granted to an
employee is 360 days during the entire period of his
employment with the Corporation. Out of this not more than
180 days at a time may be granted.
 Leave not due is charged against the half pay leave that the
employee may earn subsequently and he will draw leave salary
during such leave on the same basis as in the case of half pay
leave.
 If an employee resigns from service, or is removed or
dismissed or dies during the period of leave not due or
thereafter before earning the requisite half pay leave, he shall
be liable to refund the leave salary paid. This recovery can be
effected from his/her other dues. An undertaking to this affect
will be given by the employee while seeking such leave.
 Note:
i) Medical certificate not necessary for Leave not due (LND) in
continuation of Maternity Leave.
ii) LND can be granted without medical certificate to an adoptive
mother also.

iii) LND can be granted in continuation with child care leave

without production of Medical certificate.
  “Extra Ordinary Leave” can be granted only in exceptional
case, when no other kind of leave is due to the employee or
EXTRA when he/she applies for it specifically. The genuineness of the

ORDINARY reason (including serious sickness like – Heart disease, Cancer,

T.B. etc.) and the previous record of the employee, such as
LEAVE leave details and regularity of service should be taken into
consideration before recommending the case for EOL”.
 The sanctioning authority for Extra Ordinary Leave shall be: -
1.) HOD in case of Non-supervisors, applying first time (any
extension, etc, may be put-up to Director concerned);
2.) Directors in case of Supervisors and Executives up-to Manager
level; and
3.) Managing Director in case of Dy. HOD level and above.
 Extra Ordinary Leave may be granted to regular employees
only, after completion of 6 years of qualifying service with the
corporation.
 The maximum period of Extra Ordinary Leave, that can be
granted in entire service career in two years. However, the
admissibility of EOL shall be proportionate to the number of
years of service put in by the employee, i.e. for every 5 years of
service, 6 months of Extra Ordinary Leave can be eligible.
 The period spent on Extra Ordinary Leave will not qualify for
earning Ex-gratia/ Gift, increment or earning other kinds of
leave including the incumbency period for time bound
promotions.
 During the period of Extra ordinary Leave, the employees will
not earn any Earned Leave, Half Pay Leave, Increment, nor
will this period qualify towards incumbency for qualifying for
time bound promotions etc.
  “Work Related Illness and Injury Leave” (WRIIL), which may
WORK be granted to a DMRC employee (whether permanent or
temporary), who suffers illness or injury that is attributable to
RELATED or aggravated in the performance of her or his official duties or

ILLNESS in consequences of her or his official position.

AND INJURY  WRIIL has following provisions:

a) Full pay and allowances will be granted to all employees
LEAVE during the entire period of hospitalization on account of WRIIL.
 Beyond hospitalization, WRIIL will be governed as follows:
i) Full pay and allowances for the 6 months immediately
following hospitalization and Half pay only for 12 months beyond
that. The Half pay period may be commuted to full pay with
corresponding number of days of half pay Leave debited from the
employee’s leave account. In case where hospitalization is not
involved, payment/leave can be granted with the approval of
HOD concerned.
ii) In the case of persons to whom the Workmen’s compensation
Act, 1923 applies, the amount of leave salary payable under
WRIIL shall be reduced by the amount of Compensation payable
under the Act.
iii) No EL or HPL will be credited during the period that the
employee is on WRIIL.
  Quarantine leave is leave of absence from duty necessitated by
the presence of certain infectious disease in the family or
household of the employee.

QUARANTIN  Cholera, Plague, Diphtheria, Typhus fever, Cerebra-spinal

Meningitis, Conjunctivitis or such other diseases as may have
E LEAVE been declared to be infectious by the State Government or other
authorities within the area under its administration may be
treated as infectious disease for the purpose of grant of
quarantine leave.
 Ordinarily the quarantine leave will be granted up to a
maximum of 21 days at a time but in exceptional circumstances
it may be granted up to 30 days based on a certificate from
Authorised Medical Attendant or Public Health Officer of the
area.
 Any leave in excess of that certified by the Authorised Medical
Attendant or Public Health Officer will be treated as leave of
other kind as may be due to the employee. The Quarantine
leave can be combined with other kinds of leave.
 An employee on quarantine leave will not be treated as absent
from duty and his salary will not be affected.
  Maternity leave will be granted to a female employee
(regular/deputationists employees/long term contractual
employee with regular pay scale) for two children, for a
maximum period of 182 days of which not more than eight

MATERNITY weeks shall precede the date of her expected delivery.

LEAVE  Maternity leave not exceeding 45 days may also be granted to a

female DMRC employee (irrespective of the number of
surviving children) during the entire service of that female
employee in case of miscarriage including abortion on
production of medical certificate.
 Any other kind of leave (except for Casual Leave) that may be
due and admissible (including commuted leave for a period not
exceeding 60 days and Leave Not Due) can be granted in
continuation with Maternity Leave without the authority of a
Medical Certificate, shall be increased to 2 years.
 A female DMRC employees, with less than two surviving
children, on valid adoption of a child below the age of one year
may be granted “Child adoption leave”, by an authority
competent to grant leave, for a period of 182 days immediately
after the date of valid adoption.
 NOTE:-
 if the age of the adopted child is less than one month on the
date of adoption leave upto one year may be allowed.
 - If the age of the child is six months and above but less than
seven months, leave up-to six months may be allowed.
 -if the age of child is 9 months and above but less than 10
months, leave up-to 3 months may be allowed.
  The DMRC employees are eligible for grant of paternity leave
for a period of 15 days during confinement or at the time of
child birth of his wife.
 The Paternity Leave can be availed up-to 15 days before or
PATERNITY within 6 months from the date of delivery in full only.
LEAVE  A male employee with less than two surviving children, on
valid adoption of a child below the age of one year, may be
granted paternity leave for a period of 15 days within a period
of six months from the date of valid adoption.
  Only confirmed regular women employees, with minimum two
years of service in DMRC, having minor children may be
granted Child Care Leave by an authority competent to grant
leave for a maximum period of 2 years (730 days) during the
entire service for taking care of up-to two children, whether for
CHILD CARE rearing or to look after any of their needs like school,

LEAVE examination, sickness etc.

 Only Confirmed female employees with less than 5 years’
service in DMRC, who proceed on Child Care Leave will have
to execute a bond to serve DMRC for a minimum period of 3
years after returning from Child Care Leave.
 Child care leave may not be granted in more than 3 spells in a
year. In case of single female DMRC employee, the grant of
leave in three spells in a calendar year shall be extended to six
spells in a calendar year. Child care Leave may not be granted
for a period of less than five days at a time, after that the
applicant will have to join back and then apply for further
leave, if required. Child Care Leave shall not be debited against
the leave account.
 If, a female employee resigns within a period of 3 years after
availing of CCL, the total emoluments including PLIB paid for
the period of Child Care leave will be calculated towards total
dues to be paid/ to be refunded by the female employee.
Applicable GST or any other prevailing tax shall be charged on
refund/recovery amount.
 Exclusions-Child Care leave is not admissible to
contractual/long term contractual, reemployed and consultant
employees;
 NOTE-
i) An employee on CCL may be permitted to leave headquarters
with the prior approval of appropriate Competent Authority.

ii) LTC may be availed while an employee on CCL.

iii) An employee on CCL may proceed on foreign travel, provided
clearances from appropriate authorities are taken in advance.