Leave Rules

LEAVE RULES – GENERAL

1. Leave other than CL should be applied in writing, one month before, except in urgent cases or unforeseen circumstances including illness, when it is not possible to do so.

2. If an employee desires any extension of leave shall make an application in writing with his full postal and telegraphic address.

3. If leave is refused or postponed, the reason for the refusal or postponement shall be mentioned in the order and a copy of the order given to the employee.

4. No leave or extension of leave shall be deemed to have been granted unless an order to that effect is passed and communicated.

5. Leave of all kinds cannot be claimed as a matter of right. Employee on leave may be recalled. In such case the Bank will pay travelling expenses to and from the place where the employee was spending his/her holiday (including his spouse and children if they had accompanied him/her).

6. Gazette holidays (other than Sundays) shall not be prefixed or suffixed to any leave without the sanctions of the competent authority. An employee who overstays his/her leave (except under circumstances beyond his/her control for which he/she must tender explanation) shall not be paid his/her pay and allowances for the period he/she overstays and shall further render himself/herself liable to such disciplinary action as the management may think fit to consider.

7. Leave earned by an employee lapse on the date on which he/she ceases to be in service. Where an employee’s services are terminated owing to retrenchment, he/she shall be paid his/her pay and allowances for the period of Privilege leave at his/her credit.

8. Unless the employee is permitted to do so by the authority which granted him/her leave, an employee will not be entitled to return to duty before the expiry of the period of leave granted to him/her.

9. The first day of an employee’s leave is the working day succeeding that upon which the employee makes over charges? The last day of an employee’s leave is the working day preceding that upon which he/she reports /return to duty.

10. An employee shall before proceeding on leave, intimate to the competent authority his/her address while on leave, and shall keep the said authority informed of any change in the address previously furnished.

11. An employee on leave shall unless otherwise instructed to the contrary, return of duty to the place at which he/she was last stationed.

12. The competent authority may require an employee who has availed himself/herself of leave for reasons of health to produce a medical certificate of fitness before he/she resumes duty even though such leave was not actually granted on a medical certificate.

13. Leave may not be granted to an employee under suspension or against whom proceedings are pending.

14. For the purposes of this chapter the term “Substantive Pay” wherever it occurs means the aggregate of (i)basic pay (ii) dearness allowance, (iii) house rent allowance, (iv)special and other allowance, if any (but excluding special allowance drawn as locum tenens and officiating allowance, if any) which the workman would have drawn had he/she been on duty.

15. For the purposes of this chapter, calendar year means the period 1^st January to 31^st December.

PRIVILEGE LEAVE – Calculated at one day for every 11 days of active service and part thereof in a calendar year (Active service means excluding all types of leave, except CL)

i. Workman would be entitled to encash the accumulated leave to his/her credit at the time of retirement; such amount is fully exempt from Income Tax.

ii. If a workman dies in service, his/her heirs will be paid salary for the leave accrued to him/her at the time of the death.

iii. An employee other than a member of the executive committee of a registered trade union of Bank Employees will not be entitled to take privilege leave on more than 3 occasions in a calendar year, but there will be no limitation as to the minimum number of days for which leave may be taken on these occasions. In determining the number of such occasions, the following occasions shall not be included.

a. When an employee has proceeded on privilege leave and is recalled to duty by the Bank

b. When an employee had been granted privilege leave on grounds of sickness

iv. In special circumstances an application may be made for the grant of such leave on more than 3 occasions in a calendar year and it will then be in the absolute discretion of the Bank concerned whether to grant such leave or not.

v. An employee can accumulate privilege leave up to a maximum of 240 days

CASUAL LEAVE –

i. An employee shall be entitled to casual leave up to a maximum of 12 days in each calendar year, provided that not more than 4 days may be taken continuously and provided that holidays and Sundays may not be combined in such a way as to increase the absence at any one time beyond six days but if extended beyond these limits it shall be treated as privilege leave in respect of the entire period.

ii. Casual leave may not be granted in combination with any other leave.

iii. Casual leave shall be earned by an employee during the first calendar year of his/her service on a pro-rata basis at the rate of one day for each completed month or part thereof.

iv. Holiday and weekly offs falling within the period of casual leave will not be treated as a part of casual leave

v. Casual leave may be taken on grounds of sickness without production of medical certificate, provided that the total period of sickness does not exceed 4 days.

vi. Casual leave no availed of by an employee in a calendar year shall be converted in to sick leave on full substantive pay and such sick leave in lieu of unavailed casual leave shall be over and above the maximum period provided in sub-clause1 & 2 – clause IX, para 3 of 4^th Bipartite Settlement dt.17.09.1984

SICK LEAVE –

i. An employee shall be granted sick leave at the rate of one month for each year of service subject to a maximum of 18 months during his entire service, provided that where an employee has put in a service of 24 years, he/she shall be eligible to additional sick leave at the rate of one month for each year of service in excess of 24 years, subject to three months of additional sick leave.

ii. In terms of HO/PIR/CMR/1-518/B-4 dt.12.07.2002, period of absence on account of (a) unauthorized absence (b) period of Extraordinary leave not reckoned as service by competent authority and (c) strike period, shall be excluded while calculating sick leave for that year. Fraction of 0.50 above should be rounded off to next higher value.

iii. There will be no accrual o sick leave between the 19^th and 24^th year of service of an employee. In other words, the difference between the maximum entitlement of 540 days and the actual number of days of sick leave accrued during the first 18 years of service will not be credited subsequently.

iv. Sick leave will be granted on pro-rata basis during the first year of service.

v. Sick leave shall be on half substantive pay, provided that an employee is so requests, shall be permitted to avail of sick leave on full substantive pay up to a maximum of 9 months during the full period of service, such leave on full substantive pay being entered as twice the amount of leave taken in the employee’s sick leave account.

vi. Casual leave not availed of by an employee in a calendar year shall be converted into sick leave on full substantive pay and such sick leave in lieu of unavailed casual leave shall be over and above the maximum period in sub-clauses (1) & (2) above.

vii. With effect from 01.04.1997, sick leave admissible in excess of 24 years of service shall be availed on full substantive pay on request and being entered twice the amount of leave taken in the sick leave account as per Branch Circular No.91/184 dated 12.01.1998.

viii. Sick leave can be availed without production of medical certificate after exhausting casual leave, subject to a maximum of 3 days at a time, in any case the total sick leave so sanctioned should not exceed 10 days in a calendar year, for illness of casual nature such as cold, cough, headache etc. as per ZO, SZ circular No. 20/PERS/RSM/5180 dated 18.12.1991

MATERNITY LEAVE – CLAUSE 30 OF 9^TH BIPARTITE SETTLEMENT DATED 27.04.2010

a. Maternity leave, which shall be on substantive pay, shall be granted to a female employee for a period not exceeding 6 months on any one occasion and 12 months during the entire period of her service.

b. Within the overall period of 12 months, leave may also be granted in case of miscarriage/abortion/MTP.

c. Within the overall period of 12 months, leave may also be granted in case of hysterectomy up to a maximum of 45 days.

d. Leave may also be granted once during service to a childless female employee for legally adopting a child who is below one year of age for a maximum period of 2 months or till the child reaches the age of one year, whichever is earlier subject to the following terms and conditions:-

i. Leave will be granted for adoption of only one child.

ii. The adoption of a child should be through a proper legal process and the employee should produce the adoption-deed to the Bank for sanctioning such leave

iii. The temporary part-time employees are not eligible for grant of leave for adoption of a child.

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