(1) An employee shall be eligible for casual leave upto a maximum of 12 working days in each calendar year provided that no employee may take casual leave for less than ½ day or more than 5 days at a time.
Provided that public holidays may not be combined with such leave in such a way as to increase the absence at any one time beyond twelve days. Any casual leave which is extended beyond these limits will be treated as Ordinary Leave in respect of the entire period.
Casual leave cannot be suffixed or prefixed with any other kind of leave except with special casual leave.
(2) No casual leave may be availed of, except with prior sanction of the competent authority.
Provided that if for any genuine reason, it is not possible for an employee to obtain such permission in advance, he shall intimate his absence to such authority within 24 hours.
Provided further that such authority may condone the delay, if any, in this behalf if he is satisfied that an employee was not in a position to intimate his absence for reasons beyond his control.
(3) When an employee joins the service of the Board at any time during the year, his entitlement to casual leave shall be at the rate of one day per month during that calendar year.
(4) The casual leave, which has not been availed of at the end of the calendar year, shall be credited to the extent of 50% of such leave not availed of, to the ordinary leave account of the concerned employee. Fraction, if any, in such cases shall be ignored.
Special Casual Leave
36. Notwithstanding anything contained in Regulation 35, the Chairman may permit the grant of special casual leave.
(1) When the absence from duty is necessitated by orders from the authorities empowered to issue quarantine orders not to attend office in consequence of any infectious disease in the family or household of any employee;
(2) When the absence of an employee is due to his having sustained a bodily injury while on duty and the absence is supported by certificate from the Medical Officer of the Board or registered medical practitioner;
(3) When the absence is necessitated by reason of an employee who is a member of the Auxiliary Force, India, Home Guard, A R P or other Civil Defence Organization or any other organisation of a similar nature having to attend an annual camp or a training course; or
(4) When there are other exceptional circumstances necessitating the grant of special casual leave in excess of the specified limits;
(5) For undergoing family planning operation, subject to production of medical certificate :-
(a) Female Employees :
(i) 14 days for tubectomy/laproscopy
(ii) 1 day on the day on which the husband undergoes vasectomy.
(iii) 1 day on the day of IUD insertion/reinsertion.
(b) Male Employees :
(i) 6 days for vasectomy operation
(ii) 7 days when the wife undergoes tubectomy/laproscopy.
Provided that special casual leave sanctioned under this sub-regulation may be clubbed with any other leave, except casual leave.
Explanation 1.—Except in respect of special casual leave sanctioned in terms of subregulation (4) of this regulation, the total period of casual leave granted under Regulation 35(1) and the special casual leave granted under this regulation in any one calendar year shall in no case exceed 45 days and if the grant of leave under the said Regulations shall result in such total period being extended beyond 45 days, any period of absence in excess of 45 days shall be treated, subject to the provisions of Regulation 43(2) as Ordinary, Sick, Special or Extraordinary Leave, as the employee concerned may request and as may be admissible to him.
Explanation 2.—Except in respect of special casual leave sanctioned in terms of subregulation (4) of this regulation, in computing casual leave under Regulation 35 (1) and special casual leave under this Regulation, intervening public holidays shall not be reckoned as day of casual leave or special casual leave as the case may be.
24 [(6) Subject to the exigencies of work and approval by the competent authority, differently abled employees, as defined in the Rights of Persons with Disabilities Act, 2016, may be granted, in a calendar year, a maximum of ten days of special casual leave for participating in Conference, Seminars, Trainings or Workshops related to disability and development related programs and a maximum of four days of special casual leave for specific requirements relating to the disability of the employee:
Provided that the grant of special casual leave under this sub-regulation shall be subject to such terms and conditions as may be decided by the competent authority from time to time.]
25 [Special hardship leave for female employees.
24 Inserted by the SEBI (Employees’ Service) (Third Amendment) Regulations, 2018, w.e.f. 13.08.2018.
25 Regulation 36A substituted by the SEBI (Employees' Service) (Amendment) Regulations, 2015, w.e.f. 26-2-2015. Prior to its substitution, said Regulation, as inserted by the SEBI (Employees' Service) (Amendment) Regulations, 2013, w.e.f. 8-10-2013, read as under : "36A.
Special casual leave for child care.—(1) Special casual leave for child care may be granted to a female employee who is a mother, for taking care of two eldest surviving children who have not attained the age of twelve years, for a period of fifteen days per annum for each child.
(2) The special casual leave for child care will be admissible for looking after the various needs of the child like medical needs, educational needs and other child rearing requirements.
(3) Special casual leave for child care cannot be clubbed with any other type of leave and the intervening holidays during the period of leave would also be counted for the purposes of the said leave.
(4) The special casual leave for child care may be availed in multiple spells in one calendar year and the unavailed leave would lapse at the end of every calendar year.
(5) Leave fare concession cannot be availed during the period of the special casual leave for child care.
(6) The employee can proceed on special casual leave for child care only after obtaining the