(1) Reoular Leave - (a) Except as otherwise provided in these regulations, any kind of leave under these regulations may be granted in combination with or in coritinuation of any other
(b) Prefixing or suffixing of holidays to leave shall be allowed except in cases where for administrative reasons; permission for prefixing or suffixing of holidays to leave is specially withheld.
(c) Intervening Holidays including Sundays and Saturdays, wherever applicable falling within the spell of any kind of leave shall be counted as leave.
(2) Casual Leave - (a) Casual leave cannot be combined with any other kind of leave unde,- these regulations except special casual leave and restricted. holiday and compensatory leave, It should not be combined with both special casual leave and regular leave taken together,
(b) An employee,can be permitted to combine half a day's casual leave with any other kind of leave if his absence on the next working day was due to s.ickness or other compelling grounds .65;.at163 -t Ir, t I TtMGAZETTE OF INDIA : E,XTRAORDIN ARY P,rnlll[-Srit'. -l 3-l I only if he haS no further casual leave at his credit and he was allowed to avail half p days casual leave in the afternmn.
(3) Restricted Holidav - Restricted Holiday can be prefixed or suffixed to any kind of leave or casual leave.
(4) Comoensatory Leave - A Compensatory leave granted in lieu of duty performed by an employee on Sunday or a holiday for a full day miy be treated as holiday for the purpose of prefixing or suffixing of leave.
(5) Holidavs - Holidays can be pre-fixed or suffixed to any kind of leave and to be treated as duty for the purpose of drawal of pay and altowances.
'
(6) Soecial Casual Leave - The Special Casual Leave .can be combined with Sundays, restricted holidays and other holidays but not with any othei kind of leave.
10. GRANTOFAND RETURN FROM LEAVE..
(1) Aoolication for leave - Any application for leave or for extension of leave and Jcining Report shall be made in prescribed.form annexed to the Regulations to the Competent Authority to grant leave.
(2) Maintenance of leave account - A leave account shall be maintained properly and up to date in the prescribed form annexed to the Regulations for each employee of the Authority by the officer authorized in this behalf. He should countersign every entry in the leave account.
(3) Emolovee should aoolv leave in advance - Except in emergency, application for leave for 3 (three) days or more on grounds other than on medical grounds shall be submitted to the authority competent to grant leave in the prescribed form annexed to the Regulations at least 7 (seven) dala before the date from which the leave is required.
(4) Emolovee should furnish leave address before oroceedino on Ieave -,(a) An employee before proceeding on leave shall furnish in the application his address during the period of leave. However, in case when it is not possible to indicate address, reasons for not dorng so shall be explained by the employee in the leave application and the competent authority rvould satisfy itself before granting leave.
^--- -,-"r-*_ lrr!-::Ll 'l 1 I ar tn-€rrg _[ ] ql(f, SI {lsltDT : 3{T{iqKrrl
(b) No employee should leave the Headquarters or place of station or posting without permission of the Competent Authority. In all applications for. leave including casual leave or'.
compensatory'leave during which the employee proposes to leave the station, the fact should be stated in the application with the qutstation address.
(c) Any person who wishes to leave the staiion dur,ing the period of leave already granted to , him should notify his intention together with his address to his officer. Any chanje in that address, which may occur thereafter, should also be communicated.
(5) Verification of admissibilitv of leave - No leave shall be granted to an employee until a report regarding its admissibility has been obtained frorh the Competent Authority maintaining the leave account.
(6) Leave not to be oranted in certain circunistances ' (a) Leave shall not be granted to an employee when the competent authority has decided to dismiss, remove or compulsorily retire him from service of the Authority.
(b) Leave shall not be granted to an employee who has been placed under suspension.
ti
(7) Medical Ceftificate for leave on medial grounds - Leave on medical grounds shail be sanctioned to an employee on production of medical certificate of illness from an Authorized Medical Officer or Hospital or Nursing Home, Competent Authority may secure second medical
(8) Fitness Certificate at the time of ioininq - An employee who. has been sanctioned leave or an extension of leave on medical grounds shall not be allowed to resume duty unlbss he produces a "fitness certificate" from the Authorised Medical Officer or Hospital or l,l ;sing Home.
(9) Waivino the oroduction of medical Ceftificate - The authority competent to grant leave may, in its discretion, waive the production of Medical Certificate in case of an application for leave for a period not exceeding 3 (three) days at a time. Such leave shall not be treated as leave on medical grounds and shall be debited against leave other than leave on medical ground.
(10) Commencement and termination of leave - Leave ordinarily begins on the day on which the transfer of charge is effected and ends on the day preceding that on which the charge is resumed.
35 & ,s l', THEGAZETTEOF INDIA:DflRAORDINARY Itr-Ssc.
%
(11) Return fron teave - An employee on leave shall not return to duW before the o<piry of the period of leave granted to him unless he is permitted by the Competent Authority to cuftail his leave and resume duty before the o<piry of leave sanctioned to him' He shall submit a Joining Repsrt in the prescribed form (FORM NO'II)'
(12)-Anemployeemayberecalledfromleave, by the Competent Authority, if the exigencies of the work so demand and shall be paid:
(a) Travelling Allowance for the journey to be perforrned to resume duty, as admissible to him, and
(b) Leave salary which he would have drawn until he resume duty' unaulhoriued absence frqm duw. -'(a) :nless:nt.:":ntib/, co'f€.:1:^,:::::t_t ',:-v.-e:
,extenas ttre',leare; an,employee who remains abent after his leave is over is entided to no'leave salary for the period of such absence and that period shall be debited against his leave account I ocent'such leave is du€, the period in o<cess of such as though it:w€r€ half pay leave to tht i oue' tne Perrru rlr E leave due being treated as s\traordinary leave'
(b), ,,Wiltful absence from duty after'the o1piry of leave rende6'an employeg liable b disciplinary action.
(c) , ,.The unauthorized absence of this hnd apart from resulting in loss of pay and allowances for the period of such absence would also constjtute a break in seruice entailing forfeiture of past service, unless the break itself is condoned and treated as'dies-non" tf the break is condoned and treated as'dies non',by the Competent Authority, the service renddred prior b unauthorized absence be counted for all purpces but the period of break itself will not count for any purpose and treated aS dies non unless the employee represen$ in this regard' '
(d)Theconsequenceofunauthorizedabsencefromduty,whichisnotcondoned'wouldbe as follows:
(i)PayartdAllowances.-Nopayandallowancesareadmissibleduringtheperiodof unauthorizEd absence' Increment - The period of such unauthorized absen6e would not count for increment' Leave - The period of such unauthot'ized absence would not count for earning leavecontributory Provident Fund - The period of unauthorized absence would be ignored for the.purposeoferttiUementofContributoryProvidentFundbenefits.
Gratuity - The interruption in service caused by such unauthorized absence would entail forfeitureofpastserviceforthepurposeofentiUementtogratuity
(ii)
(iii)
(iv)
(v) it ':.r,.,! r'. j ;il r;i+v-]iel*ni+il'l*'Ul*l lqFrm-qq+ l qrfit[IlltFl?: oGIIqRoI 37 I L r. l.
(e) If such employee reports for duty before or.after initiation of disciplinary proceedings, he may be taken back.for duty because he has not been placed under suspension.
11. KINDS OF LEAVE DUE AND ADMISSIBIUTY. .
(1)
(a) Earned Leave :
Calcutation of Earned Leave: -
(i) Advance credit in two installments:
The leave account of an employee shall be credited with 30 (thirty) days earned leave in a calendar year. This shall be credited in advance in two installments of 15 (fifteen) days each on the first day of January and the first day of July of every calendar year.
- (ii) Maximum accumulation:
The earned leave at the credit of an employee at the close of a half year shall be carried fonarard to noG half year, subject to the condition that the earned reave so carried forward plus the credit for the half year shall not o<ceed 300 (three hundred) days.
(b) At the initia! appointment: - The credit for the half year in which an emptoyee is appointed will be credited at the rate of Ztlz (:fwo and a half ) darc for each compteted calendar month of service which he is likely to render in half year in which he is appointed.
(c) Application for Earned Leave: - An application for earned teave or extension shall be made in the prestribed form (FORM NO.I)
(d) At the retirement or resignation: - The credit for the haf year in which an employee is due to retire or resigns from the service shall be attowed leave at the rate of 2 vz (two and a half) days per completed calendar month up to the date of retirement or resignation. If in the case of an employee who resigns or retires from the seruice, the leave already avaited of is more than the credit so due to him necessary Fdjustment shall be made in respect of leave salary overdrawn, if any.
(e) On removal or dismissal or death: - The credit for the half-year in which an employee is removed or dismissed or died will be allowed at the rate of 2 Vz (tvtoand a half) days per completed calendar month up to the end of the calendar month preceding the calendar month in which he / she is removed or dismissed or died.
\\ [Pert Itr-SBc' 4l TI# GAZETTE OFINDIA 38 (0 Adiusfinent of Extraordinary leave: - If in a half year, the credit allowed shall be reduced by availed of during the previous half year subiect to a any employee has taken extraordinary leave U10h (one-tenth) of the extraordinary leave maximum of 15 (fifteen) daYs'
(g)AdjustmentofExtra-ordinaryLeavetakenatthetimeofretirementor resignation or removar or dismissar or death: - If an emproyee, who is retired or resigned or removed or dismissed or died in the middle of a calendar year' has taken any Ecra-ordinary L".re during that harf year, the earned reave credit sha, be reduced at the rate of t/10th (onetenth) of such Extra€rdinary Leave and leave account regularized'
(h)Fractiontoberoundedoff:.WhilegivingcrediUfractionof0.5andaboveadayshall beroundedofftothenearestdaye.g.T%(sevenandahal0dar/stoberoundedofftoS(eight) days :
(i)Whentheperiodofabsencetreatedasdies.non:.Whentheperiodofabsence has been treated as .dies-non, in half year, the credit to be a*owed to leave account at the commencement of the next harf year sha, be reduced by 1/10th (one-tenth) of the period of 'dies- nonr subject to maximum of 15 (fifteen) days' 0)Earnedl,eaveonaccountofunavaitedioiningtime:-Unavailedjoiningtime (subjecttoamaximumof15days)shallbeallowedtobecreditedin,earnedleaveaccount
(i)Ifemptoyeejoinsthenewpostwithoutavailingfulladmissiblejoiningtime,theunavailed period as admissible is to be allowed to his earned leave accoun!
(ii)ThecreditofEarnedLeaveincludingtheunavailedjoiningtimecreditedshouldnot exceed 300 (three hundred) days; and !
(iii)onedayjoiningtimeadmissiblefortransferwithinthesamg.,station,ifnotavailed, cannot be credited to Edrned Leave Account' :
(k)Grant.ofmaximumEarnedLeaveatatime:-(i)Themaximumamountearned leavethatmaybegrantedtoanemployeeataUmeshall.uerao("'.'-Illl"landeighty)days, providedthatwheretheemployeespendsanyperiod'ofsuchteavebutsidelndia,hemaybe granted earned reave up to a maximum of 300 days subiect to the condition that the period of earned leave spent in India shall not in aggregate exceed 180 days'
(ii)EarnedLeavemaybetakenatatimeupto300daysasLeavePreparatorytoretirement.
t- .,J J 39 & $ qH ltr-qs-s 4 r{Kfi ql {E[tlit : 3r{[qRUI
(2) .Half PaY Leave: -
(a) Calculation of Half PaY Leave:
(i) Advance credit in two installments: - The leave account of an employee shall be credited with 20 (twenty) days Half-Pay Leave in a calendar year. This shall be credited advance in two installments of 10 (ten) days each, on First day of January and First day of July of every calendar year.
(ii) On initial aopointment: - The credit for the half year in which an, employee is appointed will be at the rate of 5/3 days for each completed calendar months of service which he is likely to render in a half year in which he is appointed.
(iii) On retirement or resionation: - The credit for the hatf year in which an employee is due to retire or reign from the service shall be allowed at the rate of 5/3 days per completed calendar month upto the date of retirement or resignation. If in the case of an employee who resigns or retires from the seruice, the leave already availed o[ is more than the credit so due to him, necessary adjustment shall be made in respect of leave salary overdrawn, if any'
(iv) On removal or dismissal or death: - The credit foi the half year in which an employee is removed or dismissed or died shall be allowed at the rate of 5/3 da)s per completed calendar month upto the end of the calendar month preceding the calendar month in which he is removed or dismissed or died.
(v) When oeriod of as dies non: - Where a Period of absence or suspension has been treated as dies non in a half year, the credit to be afforded to his half pay leave account at the commencement of next half year, shall be reduced by u18 (one by eighteenth),of the period of dies non subject to a maximum of 10(ten) dap' In case the period , of suspension is not treated as period spent on duty, it would not count for earning leave'
(b) Fraction to be rounded off: - While giving credit of half-pay leave, fraction of a day shall be ounded off to the nearest day.
(c) To be granted on Medical ceftificate or on private affair: - The leave under this Regulation may be granted on production of medical certificate from an authorized medical officer or on Private affairs.
I TT{E GAZETTE OF INDIA : EXTRAORDINARY lP.+nr III-Sec.4l ,10
(d) Not to.be granted in certain circumstances: - Half pay leave shall not be granted to an employee unless the competent authority has reason to believe that the employee wlll return to duty after expiry of such leave.
(e) Maintenance of Half-Pay Leave acoount: - Therbalance should be worked out at the end of each half-year by debiting-
(i) HPL taken . (ii) Twice the amount of Commuted Leave taken
(iii) Leave-notdue taken
(f) Apptication for Half Pay Leave: - An application for half-pay leave or extension shall be made in the prescribed form (FORM NO. I)
(3) Commuted Leave : (a) Conditions.for Grant of Commuted Leave : - Commuted leave not exceeding half the amount of half pay leave due may be granted on production of medical certificate from an authorized medical officer subject to the following conditions : -
(b) In the case of reUrement or resionation: - When an employee who has been granted commuted leave, resigns from service at his own request or permitted to retire voluntarily without returning to duty, the commuted leave shalt be treated as half-pay-leave and the difference between the salary in respect of commuted leave and half pay leave shall be recovered.
provided that no such recovery shall be made if the retirement is by reason of ill health incapacitating the employee for further seruice or in the event of death' {
(i) At the request of the emplovee: - Commuted leave may be granted at the request of an employee even when earned leave is due to him;
(ii) At the discretion of the Comoetent 4uthor:iW: ' If the Competent Authority is satisfied that there is reasonable prospect of th1 emL,ioyee returning to duty on its expiry; and
(iii) Debitino from Half Pay leave account: - When commuted leave is granted,.twice g, the amount of such leave shall be debited against the half pay leave due.
qKfr SI IIEFFI : SRIT9RoT 4lIqFr Itr-Erus4] !
(c) Without oroductlon of Medical Ceftificate :- (i) Half pay leave up to a maximum of 180 days may be allowed to be commuted during the entire service (without production of medical certificate) where such leave is uti.lized for an approved course of study certified to be in the public interest by the competent authoriW,
(ii) Commuted leave in continuation of maternity leave may be granted up to 60 (sixty) days without medical certificate (except on account of leave for miscarriage or abortion).
(iii) Commuted leave up to a maximu.m of 60 days may be granted to a female employee with less than two living children, on adoption of a child less than one year old.
(d) Aoolication for Commuted Leave : An application for Commuted Leave or odension shall be made in the prescribed form (FORM NO.I).
(4) Leave not Due
(a) Conditions for orant of leave not due: - Leave not due may be granted to a permanent employee subject to the following conditions:
At the request qf the employee: - When there is no half-pay-leave at the credit of the employee and he requested for grant of leave not due;
( ii) At the discretion of the Comoetent AuthoriW: - The Competent Authority is satisfied that there is reasonable prospect of the employee returning to duty on the expiry of leave;
(iii) Maximum amount of leave not due: - Leave not due during the entire seruice shall be limited to a'maximum of 360 (three hundred & sixty) days out of which not more than 90 (ninety) days may be granted at a time and 180 (one hundred and eighty) dafs may be granted otherwise than on Medical Certificate;
(iv) Limited to the Ha,lf Pay Leave: - Leave not due shall be limited to the half-pay leave the employee is likely to earn after the grant of leave not due; and
(v) Debiting aoainst the Half Pay Leaye Account: - Leave not due shall be debited against the half-pay leave the employee earned subsequently.
(b) In the case of temooranf emolovee sufferino from dreaded diseases: - Leave Not Due may be granted for a period not exceeding 360 CIhree hundred and sixty) days, during l65Lq,,/o3-- 6 &
(i) T !
I I 42 THE GAZETTE OF INDIA : EXIRAORDINARY Itr-Ssc.4 his entire service to a temporary employee who is suffering from tuberculosis leprosy, cancer or mental illness subject to the fulfillment of conditions in Clause (a), Sub-Regulation (4) of Regulation 11 of this RegulaUon above and also subiect to the followitrr- further conditions namely:
(i) ( ii) ( iii) That the employee has put in a minimum of one year of Service in the Authority' That the post from which the employee proceeds on leave is likely to last till his return to duty ; and -- That the request for grant of such leave is support€d by medical certificate,
(c) In case of retirement or resiqnations - 1i; Wnere an employee who has been granted leave-not-due resigns from service or at his request is permitted,to t tir" voluntarily without returning to duty, the leave-notdue shall be'cancelled, his resignation or retlrement taking effect from the date on which such leave had commenced and the leave salary shall be recovered.
(ii) Where an employee who having availed himself of leave not due, returns to duty but resigns or retires from seruice before he has earned such leave, he shall be liable to refund the leave salary to the extent the leave has not been earned subsequently.
*j:
provided that no leave salary shall be recovered under Regul{ition 9 if the retirement . is by reason of ill health incapacitating an employee for.further service or in the event of his death.
(d) Aoolication for Leave not due : - An application for Leave not due shall be made in the prescribed form (FORM NO.I).
(5) Extra-Ordinary Leave (EOL). - :
(a) C6nditions for orant of Extra-Ordinary Leave : - Extra Ordinary Leave (EOL) may be granted to an employee in the folloWlng special circumstances, namely :-
(i) When no other leave is admissible; and
(ii) When other leave is admissible, but the employee applies in writing for the grant of extra ordinary leave.
(b) Maximum Extra-Orctinary Leave aclmissible on anY one occasion: - (i) Unless the competent authority, in view of exceptional or extreme compassionate circumstances otherwise detdrmines, no employee shall be granted ExtraOrdinary Leave on any one occasion in excess of 12 (twelve).months but not in excess of three months without medical certificate and 6 (six) months with medical certificate in respect of temporary employees' Provided that the limit il 43 I Iqrq III-so-s 4] qRilSIIItFftr: srqlEfCII aforesaid may be raised to t8 (eighteen) months on pigduction of a medical certificate in case' where the employee is undergoing treatment for cancer or for mental illness in an-institution recognized by the Authority or is.undergoing treatment in a sanatorium, institution or under a specialisL recognized by the Authority, for pulmonary tuberculosis or pleurisy of tubercular origin, or tuberculosis of any part of the body or leprosy'
(ii) For Z4'(twenty four) months, where the leave is required for the purpose of prosecuting studies ceftified to be in the public interest prwided the employee concerned has completed 3 (three) years of continuous service on the date of expiry of leave of the kind due and admissible including 3 (three) months erctraordinary leave under clause (a)' Where the employee is granted EOL in relaxation of provision contained in clause (b) shall be required to execute a Bond in the prescribed form underbking to refund to Airports Authority of India the actual amount of expenditure incurred by the Airpofts Authority of India during such leave plus that incurred by any other agency with interest thereon in the event of his not returning to.duty on the expiry of such leave or quitting the service before a period of 3 (three) years after return to duty' The bond shall be supported by sureties from two permanent employees having a status comparable to or higher than that of the employee concerned'
(iii) Employees belonging to scheduled caste or scheduled Tribe may' ,for the purpose of attending the Pre-Examination Training course at the centres notified by the government from time to time, be granted extraordinary leave by the competent authority in relaxation of subclause (ii).
(iv) Two spells of Extra-ordinary Leave, if intervened by any other. kind of leave' shall be treated as one continuous spell for the purpose of applying the maximum limit'
(c) Aoolication for Extra-ordinarv Leave: Applicatlon for Extra-ordinary Leave or extensionshallbemadeintheprescribedform(FoRMNo.I)
4.
(6) MaterniW Leave
(a) For pregnancy: - A female employee with less than.two surviving cltild.ren may be grantedMaternityLeavetol35(onehundredthirtyfive)daystwiceinserviceperiodincluding for Medical Termination of Pregnancy or Abortion' In order to avail this leave' the employee should complete one-year regular seryice in Airports Authority of India' The leave will be granted \ *t THE GAZETTEOFINDIA EXTRAORDINARY III-Src.4 on submission or production of Medical Certificate from Authorized Medical Officer or Hospital or Nursing Home
(b) Threatened abortion: Maternity leave is not admissible for threatened aboftion
(c)Leavenottobedebited:-Maternityleaveshallnotbedebitedtothelea'reaccount.
A female Employee may be granted leave of the kind due and admissible (including leave not due and commuted leave not exceeding 60 days) without production of medical certificate for a perioduptooneyearortillsuchtimethechildisoneyearold,whicheverisearlier'However this facility will not be admissible in case she is already having two surviving children'
(d)Forchildadootion:-Maternityleaveisnotadmissible.
(e) combination with other kind of leave: - (i) Maternity Leave may be combined with leave of anY other kind.
(ii) Leave of the kind due and admissible including commuted.leave for a period not exceeding 60 (Sixty) days if applied for may be granted in continuation of maternity leave (except on account of leave for miscarriage or abortion)' the prescribed form (FORM NO.I)
(7) $lecial Disabiliw Leave: (a) Admlsslbiliw: Admissible to both permanent and temporary employee - (i) when employee is disabled by injury intentionally or accidentally inflicted or caused in, or in consequence of, the due performance of his official duties or in consequence of his official position, and
(ii) when an employee is disabled by illnes incurred in the performance of any pafticular duv, which has the effect of increasing his llability to lllness or injury beyond the ordinary risk attachingtothecivilpostheldbyhimunderthesameconditions.
cD eondltions: - (i) The disability due to injury, itself should have manifested within three rnontlrs*f the occurrence to which it is attribi,rted and the person disabled had acted with due 1;i,;rrrptitude in bringing it to notice' (0 Aootication for Maternity Leave: - Application for Maternity Leave shall be made in i lqFrItr-qrs4l qKfr ?FI {IEF[rt : 3ftIlqRol 45 (A
Provided that the leave sanctioning authority, if satisfied as to the cause of the disability may relax the condition and grant leave in cases where disability has manifested more than three months after the occurrence of its cause,
(ii) The disability, due to illness, should be ceftified by an Authorized Medical Officer to be directly due to the performance of the particular duty. If it has been contracted during seruice, the leave sanctioning authority should satisfy itself that the disability is exceptional in character.
(c) The period of leave, granted, will be such as ceftified by an Authorized Medical Officer, subject to a maximu m of 24 rnonths.
(d) The leave may be granted more than once if the disability is aggravated recurs in similar circumstances at a later date, but the maximum leave in consequence of any one disability should not exceed 24 months.
(e) Combination with other kind of leave - The leave may be combined with any other kind of leave.
(D Special Disability Leave will not be debited to the leave account.
(g) The leave salary for the first 120 days will be the pay last drawn and for the remaining period it will be equal to leave salary during half pay leave. In such cases, beyond the first 120 days, the official may take half pay leave (at his credit) for another 120 days along with the special disability leave simultaneously and get leave salary equal to that on earned leave. The half pay leave so taken will be debited to his leave account.
(h) . If the employee is entitled to any benefit under the Workmen's Compensation A$ or the Employees'State Insurance Act, the amount of leave salary will be reduced by the amount of benefit payable under the above Acts.'
(i) Authority competent to sanction leave - Appointing authorities are competent to sanction Special Disability Leave.
(8) Studv Leave. - The study leave may be granted to an employee to undergo specialised higher studies in technical or professional subject having direct connection with sphere of his duties or any other study, on terms and conditions as decided by Competent Authority.
'g 46 TTIEGAZETTE OFINDIA Itr-Src.
(9)LeaveSalarv.-(a)EarnedLeave-Anemployeeonearnedleaveshalldrawtheleave salary admissible to him which shall be equal to the pay drawn by him immediately before proceeding on earned leave.
(E) Half Pay Leave or Leave NOt Due - An employee on half pay leave or leave not due is entitled to leave salary equal to half the amount specified.in sub-Regulation (a) of Regulation
9.
(c) commuted Leave - An employee on commuted leave shall be entitled to leave salary equal to the amount admissible under sub-Regulation (a) of Regulation 9'
(d) salary.
Extra-ordinary Leave - An employee on extraordinary leave is not entitle to any leave $-
(e)MaternityLeave_Duringtheperiodofsuchleavethefemaleemployeeshallbepaid leave salary equal to the pay.{nwn immediately before proceeding on leave'
(10) Encashment of Leave - Application for encashment of Leave shall be submitted by the " employees. The payment made under encashment of Leave shall not be counted as pay for any purpose including contribuUon towards provident fund'
(1) Encashment of-Earngd Lsave : During seruice, Encashment of Earned Leave will be . permissible maximum twice.in a financial year with minimum of 10 days at a time without insisting on proceeding on leave subject to the concerned emplOyees keeping a residual leave of minimum of 30 days at credit at the time of encashment of earned leave.,
(a) Encashment of unutllised Earned Leave: In the following circumstances, an employde will 'be entiued for encashment of unutilized earned leave due and admissible at the credit of the ernployee on the last day of his seruice without keeping any residual leave subject to a maximum of 300 (three hundred) days;
(b) On retirement of Resignation: Employees will be entitled for encastiment of earned leave at the time of their retirement after attaining the age of superannuation or resignation from service;
w =:= qFr l[-qtrg4 Cash = Equivalent qlffl i5T IITFI'tr : SrtlTIIKq 47
(c) on death :The earned teave standing at the credit of a deceased employee (who dies while in service) will be encashed ind paid to his dependents or legal heirs at the rate of pay last drawn by the deceased while in seMce; and
(d) The cash equivarent under this crause wiil be as fofiows:
' cash Equivarent = Basic + Dearness Alowance x No. of Earned Leave to be30 encashed.
(2) Encashment qf :unutitiseg,Half-Pay:leagg : In _the following circumstances,an emprovee wiil be entiueo roiErrcasrrnEftTi;^tiil;d harf pay reave due andadmissibte at gr{it ol Jh: rastday.-of rrisrservice,-suo:ia to a maximum of 240(two hundred and forty) days of njr pay teave.
--' ---J-!r rv q lrro^rrrru,tt et z
(a) Leaving the service. of AAI on attaining the age of superannuation(b) Death while in service
(c) cessation of service including-resignation other than on grounds of disciplinaryaction, on attaining.age of so rnnvt vo. pr*io.o th-e'emproyee has put in aqtliltum of 20 (twenty) years or ierviie'in covt. f pielnirroins a minimum serviceof 1 (One) year in AAI.
(o) i. ts Half of Basic Pay + DA x No, of HPL tio be encashed (Max24O) 30 \ 12' CARRY FORWARD OF LEAVE. - When an employee moves from one public section Enterprise to another Public sector Enterprise with the consent'of both the emptoyers, the employee shall be granted the facility'to carry fonl.rard his earned teave and half pay leave.
13' SPECIAL CASUAL LEAVE. - Special Gsual leave may be granted to the emptoyees in the following circumstances:
(1) Union activities: - (a) Special Casual leave of maximum 20 dap in a calendar year may be granted to the members of Central Executive Committee of the Recognized Union.
(b) Special Casual Leave of maximum 10 days in a calendar year may be granted. to the ffice Bearers of the Recognized Union at the Regions and Airports where formal Union office is set up and formal list of Union office bearers has been communicated to the local Management on in" recommendation of REgional Secretary and Branch Secretary as the case may be.
t ,a TI.IEGAZETTEOFINDIA Itr-SBc.
(c) The other delegates who are not office bearers of the Branch or the Regional office or central Executive committee Member may be granted maximum of 10 dap special casual leave for attending All'Indra central Meeting of the Recognized union. The above. said leave may be allowed only on the recommendation of the General Secretary of the Recognized Union'
(2) Familv ?lannino Schemes: (a) Special casual leave up to a maximum of 6 working days may be granted to such of the emplovees.who undergo sterillzation operation under the Family Planning scheme. The above special casual leave may be sanctioned by the competent authority on production of a medical certificate from a Hospital approved by AirporE Authority of India or Ministry of Health, Governme.nt of India in support of the request from an employee'
(b) A day,s special leave may be granted to such of the female employees who may go for Intra Uterine Contraceptive Device'insertion under the Family Planning Scheine, on the date cf insertion of Intra Uterine Contraceptive Device, subject to the production of a medical certificate from the Family Planning center that the employee concerned has undergo Intra Uterine Contraceptive Device insertion. "fhe special casual leave may be sanctioned by the competent authority.
(c) special casual Leave for a period of not exceeding 14 days may be granted to female employees who may undergo non-perpeural sterilizauon under the Family Planning scheme, subject to the production of a medical ceftificate to the effect that the employee concerned has undergOne such an operation. No special casual leave will, however, be gianted in the case of puerperal oPeration.
(d) Male employees whose wives undergo either puerperal or non-pqerperal Tubectomy operation for the first time or for the second ume due to failure of the first operation (under Family welfare Programme) may be granted special casual leave for 7 days, subject to the.
production of a medical certificate stating that their wives have undergone Tubectomy operation for the second time due to the failure of the first operation. It shall not be necessary to state in the ceftificate that the presence of the employee is required to look after the wife during her convalescence'
(e) Employees whose wives undergo Tubectomy / salpingectomy operation after Medical Termination of pregnancy (MTp) may be granted speciar casuar reave up to 7 days, subject to the production of the medical certificate stating that their'wives have undergone Tubectomy / SalpingectomyoperationafterMedicalTerminationofPregnancy.Itshallnotbenecessaryto state in the certificate that the presence of the employee is required io look after the wife during her convalescence.
sh @ lqn m-qtrs4l rIKf, ?fi't IFttFl : oIqFfRoI 49 t.
aL-
(3) Soofts Events: (i) Special casual leave shall be granted up to a maximum of 30 dap in a calendar year for:
(a) Participating in sporE events of national or inteniitional imporbnce; Coaching or administration of teams participating in sports events of national or international importance;
(b) Attending Coaching and training camps under Rajkumari Amrit Kaur coaching Scheme or similar all India coaching or training scheme;
(c) Attentling coaching or training camps organized by National Institute of patiala; and
(d) Coaching camps in sports organized by Nationat Sporus Federation or Sports Board recognized by the @vernment of 'India (Department of Youth Affairs and SporB) or SporB Authority of India.
(ii) Participating in mountaineering trekkirtg o<peditions approved by the Indian Mountalneering Foundation or organized by the Youth Hostets.Association of India.
(iii) Special Casual Leave shall also be granted to employees for a period not o<ceeding 10 dala in any calendar year for participating in Inter Rqlion tournament and sporung events held in any place in India.
(iv) Period in o<cess of 30/10 days in a year will be treated as regular leave and journey period to and from shall also be o<cluded the limit of 30/10 darc.
(v) In the case of an employee who is seiected for participating in sportr events of National or International iminrtance,.the period of actual days on which they participate ln the evenb as also the Ume spent in travelling to and from such tournaments oi meeg may be treated as duty.
Further, if the pre-participating coaching camp is helci in connection with the above-mentioned events and the employee is required to attend the.same, this period may also be treated as on duW.
(vi) The quantum of special casual leave for a period not exceeding 30 days in a calendar year allowed to an employee for purposes indicated in ltern (a) b (d) in p# (i) above, will cover also their attending the. pre-selection trail camp connecting with sporb events of national or internationa! importance.
(4) EmDlovees who could not attend office, on account gJ Bandh, Curfew, failure of TransoorL etc: (a) The competent Authority may grant at its discretion, Special Casual Leave to employee residing at places 8 kms. away from their ofrlces when they are unable to attend office due to dislocation of traffic arising out of natural calamities, bandhs etc. subject to the condition that no transport facility is made available by the Authority, Those employees, who are in possession of Mobrcar or Mobr Cycle or Scooter or Moped and are claiming reimbursement of conveyance petrol charges, are not entitled to special casual leave on this account. If the 1652-G// os - ./ t, :t I 50 THEGAZETTEOF INDIA:EXTRAORDINARY [Perr III-Sec.4l absence was due to picketing or disturbances or curfew, special casual leave may be granted irrespective of the distance from residence to office.
(b) If, however, the officlal had applied, or applies for leavi for genuine reasons e.g. medical grounds, etc. for the day or days of the bandh, he / she may be granted the leave admissible including casual leave and not Special Casual leave.
(5) Other Purooses: Special Casual Leave may also be granted for :
(a) Participating in'Republic Day parades and rehearsals theleof as members of St. John Ambulance Brigade.
(b) Donating blood to recognized blood banks on working days for that day only;
(c) Training and duty as members of officially sponsored auxiliary police organization, such as Home Guards, National Volunteer Corps, etc.; and
(d) The day of election or bye-election ror the Lok Sabha or State Assembly in the Constituency where the employee resides, if his office were outside the constituency and is not close for the day.
(6) , Combination of Soecial Casual Leave: (i) The special casual leave can be combined with Sundays, restricGd holidays and other holidays but not with any other kind of leave.
(ii) This leave will not figure in the regUlar leave account of the employee. It will be treated as duty for all purpOSes like fixation of pay, grant of increment and payment of salary.
t4, CASUAT LEAVE * (1) Application for casual leave - An application for casual leave shall be made ltl the prescribed form (Form No. V).
(2) Conditions for grhnt of GAsual Leave - Casual leave will be admissible to all employees of the Authority both permanent and temporary as indicated below:
(i) Up to a maximum of 12 (twelve) days in a calendar year; i
(ii) It can be combined with Sundays, restricted holidays and other holidays, but not with any other kind of leave. When so combined, the inltructions regarding the total period of absence, shall be issued by Competent Authority; '
(iii) Casual leave cannot be availed of for less than half a day;
(iv) Newly appointed employees during their first year of service will be given casual leave at the rate of 3 days per quarter;
(v) Casual leave will not figure in the regular leave account of the employee. It will be treated as duty for all purposes like fixation of pay, grant of increment and payment of salary;
I c lqFrm-qus4l qKe tfiIIIsFIrl: sfqltll(ol 5l
(vi)
(vii) Casual leave is to be got sanctioned in advance except in the case of emergency or sudden illness. In such cases, the concerned official is required h intimate the office on phone or through written communication; and Maintenance of Casual leave Record - the casual leave records for the official working in different units or Depaftments will be maintained by the Units or Departments concerned themselves. However, in the case of Head of Depaftment the casual leave record will be maintained by the Department of Personnel.