WESTERN RAILWAY EMPLOYEES’ UNION

STATION BUILDING, PLATFORM NO. 4, GRANT ROAD (E), MUMBAI - 400 007

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2011

JOIN WREU TODAY & MOTIVATE TO OTHERSFEEL PROUD THAT YOU ARE A MEMBER OF WREU – NO. 1 UNION ON WESTERN RAILWAY

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HEAD QUARTER OFFICE BEARERSPRESIDENT

UMRAOMAL PUROHIT

CHIEF ADVISOR

JAGDISH AJMERA

GENENRAL SECRETARY

J. R. BHOSALE

VICE PRESIDENTS

R. C. SHARMA H. R. DHOLKIYA Smt. SADHANA TRIVEDI V. K. SHARMA

ASSISTANT GENERAL SECRETARIES

GOVINDLAL SHARMA R. P. GUPTA SANTOSH PAWAR

P. B. BHARGAVA PRASHANT KANADETREASURER

VIKAS GUPTE======================================================================================================================

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Pinted by: Ohm Printers, Nizampura, Vadodara-390002 (M) 09879470995

8th March 2011.

PRICE : Rs. 10/-

From ToWestern Railway Employees’ Union General Secretary 1958 2000Western Railway Employees’ Union President 2000 on wards

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Brother Umraomal PurohitUnique & upright labour leader

Pioneer of women & youth empowerment

Long LiveBrother

Umraomal Purohit

All India Railway men’s Federation President 1980 on wardsHind Mazdoor Sabha Secretary 1985 on wardsJoint consultative Machinery (JCM) Secretary Staff side 1977 on wardsInternational Transport worker Federation President 1998 2006

I N D E X

Sr.No Subject Page Number

Preface -1. 8th March – International Women day2. 25th November - International Day for the Elimination of Violence against Women3. Challenges faced by women transport workers4. Know Your Union5. SBF Benefit to women employee6. Inter Railway and Intra Railway transfers on request.7. Concessions to SC/ST candidates8. Both husband and wife are railway employees 9. Family planning benefit10. Sexual Harassment 11. Special dispensation in the form of Special Casual Leave to Central Government

employees with disabilities (Male & Feale)12. No Use of "Adopted" word before Son/daughter on Railway Pass/PTO13. Issue of school Passes during vacations – PNM/AIRF Item No. 10/1014. Removal of age limit of 25 years in respect of medical facilities for dependent children

of serving Railway employees and pensioners.15. Transport Allowance to blind & orthopedically handicapped Railway employees16. Scheme for providing immediate relief to the families of Railway Servants who die

while in service17. Inclusion of names of the widowed or divorced daughter/ parents in the PPO –

Procedure thereof.18. Children Education Allowance19. Child Care leave & related matters20. Nursing Allowances21. Joining Time22. Widow Passes23. School Pass24. New Pension Scheme For New Entrants.25. Information Of Jackson Co-Operative Credit Society Ltd26. Annexure-I Holiday home list27. Annexure-II Leave Application Form for Child Care Leave

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Preface

Looking to the increasing women participation in railway employment and in union, WREU is publishing this booklet on 8th

March 2011, “ International Women Day ” In this book, information is compiled for their awareness & it will be easy for our activists to share this information amongst other illiterate women workers working in roadside stations & help them through proper guidance.

Comrade Umraomal Purohit, President WREU / AIRF and General Secretary, HMS, is the pioneer of women & youth empowerment. He has given all support for publishing this book through Women Wing of WREU. He has been making lot of efforts for involving women participation in negotiations forums. His suggestion for allowing 2 additional women representatives in Railway Board PNM Forum is accepted and now in future in addition to existing 20 members, 2 women representatives will also participate in the apex level i.e. in Railway Board PNM. Now AIRF will impress upon the Board for issuing necessary instructions to all zonal railways for following the same. Due to the efforts of AIRF, the sizeable amount for Women Empowerment has been allotted in Central Staff Benefit Fund.

The Western Railway Employees Union as per the advice of Bro. Purohit made a provision for having at least one female Office Bearer in each Branch and in Divisional Setup. As a result of this, now in all the Divisional Branches, Workshops and Non Divisional Units Women Wings are formed and functioning effectively. I am very happy and I congratulate all the Women Chairpersons, Conveners and Activists on

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PHOTO JRB

this occasion. Now the women leaders have started representing their grievances and expectations in all negotiations forums i. e., Branch, Division, Zonal and National Level.

Bro. Umraomal Purohit not only supported empowerment of working women, but also encouraged them by giving them opportunity for representing themselves in National and International forums no. of times. I am proud to cite one such example wherein in the ICFTU (Now ITUC) Conference held in Miyazaki, Japan in 2004, Bro. Umraomal Purohit gave the chance for representing HMS to Ms. Champa Verma, National Secretary of HMS by with priority.

I congratulate Mr. Santosh Pawar AGS & Div Secy-BRC, Vinod Manjrawala Br. Secy PRTN Workshop, Smt. Sadhana Trivedi Vice President-WREU and Com. Vikas Gupte, Treasurer of WREU for taking lot of pain in compiling the information from various sources, editing and get it printed in time.

I am also thankful to all Secretaries and Chairmen of Divisions / Non Divisional Branches and Workshops and the team of Women and Youth Wing of WREU at all levels for their active support extended to Women Employees’.

My sincere thanks to AIRF, HMS, ITF and particularly to Bro. Mahendra Sharma and Madam Nishi Kapahi, for their valuable guidance in planning and undertaking activities for Women Employees on W. Rly. in particular and on Indian Railway in general. They are also guiding us by suggesting new ideas and supplying useful material for conducting HIV-AIDS Awareness Programs, Safety Seminars, Save Girl Child Campaign, Observance of International Women’s day and Day for Elimination of Violence Against Women.

I hope that this booklet will prove to be very useful as reference book for our activists and will serve its purpose of helping the Women Employees.

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J. R. BhosaleGeneral Secretary

1. 8th March - International Women day:

International Women’s Day is celebrated in many countries around the world. It is a day when women are recognized for their achievements without regard to divisions, whether national, ethnic, linguistic, cultural, economic or political. It is an occasion for looking back on past struggles and accomplishments, and more importantly, for looking ahead to the untapped potential and opportunities that await future generations of women.

In 1975, during International Women's Year, the United Nations began celebrating International Women’s Day on 8 March. Two years later, in December 1977, the General Assembly adopted a resolution proclaiming a United Nations Day for Women's Rights and International Peace to be observed on any day of the year by Member States, in accordance with their historical and national traditions. In adopting its resolution, the General Assembly recognized the role of women in peace efforts and development and urged an end to discrimination and an increase of support for women’s full and equal participation.

History

International Women’s Day first emerged from the activities of labour movements at the turn of the twentieth century in North America and across Europe.

1909: The first National Woman's Day was observed in the United States on 28 February. The Socialist Party of America designated this day in honour of the 1908 garment workers’ strike in New York, where women protested against working conditions. Women continued to celebrate it on the last Sunday of that month through 1913.

1910: The Socialist International, meeting in Copenhagen, established a Women's Day, international in character, to honour the movement for women's rights and to build support for achieving universal suffrage for women. The proposal was greeted with unanimous approval by the conference of over 100 women from 17 countries, which included the first three women elected to the Finnish Parliament. No fixed date was selected for the observance.

1911: As a result of the Copenhagen initiative, International Women's Day was marked for the first time (19 March) in Austria, Denmark, Germany and Switzerland, where more than one million women and men attended rallies. In addition to the right to vote and to hold public office, they demanded women’s rights to work, to vocational training and to an end to discrimination on the job.

Less than a week later, on 25 March, the tragic Triangle Fire in New York City took the lives of more than 140 working girls, most of them Italian and Jewish immigrants. This event had a significant impact on labour legislation in the United States, and the working conditions leading up to the disasters were invoked during subsequent observances of International Women's Day.

1913-1914: International Women's Day also became a mechanism for protesting World War I. As part of the peace movement, Russian women observed their first International Women’s Day on the last

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Sunday in February. Elsewhere in Europe, on or around 8 March of the following year, women held rallies either to protest the war or to express solidarity with their sisters & other activists.

1917: With 2 million Russian soldiers dead in the war, Against the backdrop of the war, women in Russia again chose to protest and strike for ‘Bread and Peace’ on the last Sunday in February (which fell on 8 March on the Gregorian calendar). Political leaders opposed the timing of the strike, but the women went on anyway. The rest is history: Four days later the Czar was forced to abdicate and the provisional Government granted women the right to vote. That historic Sunday fell on 23 February on the Julian calendar then in use in Russia, but on 8 March on the Gregorian calendar in use elsewhere.

Since those early years, International Women's Day has assumed a new global dimension for women in developed and developing countries alike. The growing international women's movement, which has been strengthened by four global United Nations women's conferences, has helped make the commemoration a rallying point to build support for women's rights and participation in the political and economic arenas. Increasingly, International Women's Day is a time to reflect on progress made, to call for change and to celebrate acts of courage and determination by ordinary women who have played an extraordinary role in the history of their countries and communities.

1999 : AIRF’s affiliates have been participating in the ITF Campaign on 8 th March - “International Women’s Day” by organizing various practical activities to campaign for and secure women transport workers’ rights and increase their visibility and participation in the union movement.

To support the campaign, ITF has produced slogan “Your Union Your Future, Be Part of something Big – Women - Join a Transport Union”.

2006: The materials reflects the 2006 ITF Congress debate and discussions on Organising Globally which focused on unions growing through organizing campaigns, especially those that target women and youth transport workers.

2008: ITF International Women’s Day Campaign is a part of a wider umbrella campaign by the International Trade Union Confederation (ITUC), who on 8th March, 2008 launched a two-year Global Campaign for Decent Work, Decent Life for Women.

The United Nations and Gender Equality:

The Charter of the United Nations, signed in 1945, was the first international agreement to affirm the principle of equality between women and men. Since then, the UN has helped create a historic legacy of internationally-agreed strategies, standards, programmes and goals to advance the status of women worldwide.

Over the years, the UN and its technical agencies have promoted the participation of women as equal partners with men in achieving sustainable development, peace, security, and full respect for human rights. The empowerment of women continues to be a central feature of the UN’s efforts to address social, economic and political challenges across the globe.

2. 25th November - International Day for the Elimination of Violence against Women.

On the 17 December, 1999, the General Assembly at its 83 rd plenary meeting of the fifty fourth session on the basis of the report of Third Committee (A/54/598 and Corr.1 and 2) adopted Resolution 54/134 on International Day for the Elimination of Violence Against Women.

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Violence against women & girls continue in every continent country and culture. It takes a devastating toll on women’s lives, on their families and on societies as a whole. Most societies prohibit such violence – yet the reality is that too often, it is covered up or tacitly condoned.

The general Assembly expressed alarm that endemic violence against women was impending women’s opportunities to achieve legal, social, political and economical equality in society. The assembly reiterated that the term “violence against women” refer to acts capable of causing physical sexual or psychological harm, whether in public or private life.

The UN General Assembly invited Government the relevant agencies, bogies, funds and programmes of the United Nations system and other international organisations and non-governmental organisations, to organize on that day activities designed to raise public awareness of the problem of violence against women.

Previously 25 Novembers was observed in Latin America and a growing number of other counties around the world as International Day Agaist Women “with no standard title, it was also referred to as “No Violence Against Women Day” and the “Day to End Violence Against Women”. It was first declared by the Feminist Encuentro for Latin America and the Caribbean held in Bogota, Colombo (18 to 21 July, 1981). At that Encuentro Women systematically denounced gender violence from domestic battery to rape and sexual harresmentm to state violence including torture and abuses of women political prisoners. The date was choosan to commensurate the lives of the Mirabal sisters. The originally marked the day that the three Mirabal Sisters from the Dominican Republic were violently assassinated in 1960 during the Trujillo dictatorship (Refael Trujillo 1930-1961). The day was used to pay tribute to the Mirabal Sisters, as well as global recognition to gender violence.

Do You Know About Women Violence?

One in every three women world-wide is likely to be beaten, coerced in to sex or otherwise abused in her life time and one in five women will become a victim of rape or attempted rape.

Up to six out of every ten women experience physical and/or sexual violence in their lifetime. A World Health Organisation study of 24000 women in 10 countries found that the prevalence of

physical and/or sexual violence by a partner varied from 15 % (i.e. Urban Japan) to 71 % (i.e. Rural Ethiopia) and at average 30-60 % in other parts.

Women aged 15- 44 are more at risk of death and disability through domestic violence than through cancer, motor accidents, war and malaria.

60 million women who should be alive to day are ‘missing’ because of gender discrimination which leads to sex-selective abortion and female infanticide.

Every year 2 million girls between age 5 and 15 are introduced in to commercial sex market. More then 130 million girls and women, mostly in Africa, have undergone female genital

mutilation. Between 20,000 and 50,000 women and girls were rapes in Bosnia-Hezegovina during war in the

Balkans. In nine Latin America countries, a rapist who marries his victim stays out of jail. Studies suggest that a quarter to one-third of the 170 million women and girls currently living in

the European Union are subjected to male violence.

Key Facts:

Violence against women is a major public health problem and a violation of Human Right. Lack of access to education and opportunity, and low social status in communities are linked to

violence against women. Violence by an intimate partner is one of the most common forms of violence against women.

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A wide range of physical, mental, sexual and reproductive and maternal health problems can result from violence against women.

Many women do not seek help or report violence when it occurs.

3. CHALLENGES FACED BY WOMEN TRANSPORT WORKERS

A. BASIC

RIGHTS

B. LACK OF FAMILY SUPPORT

C. FLEXI TIMINGS D. EQUAL OPPORTUNITY

E. DISCRIMINATION F. MALE DOMINATION

G. EDUCATION H. VIOLENCE AT WORK SOCIETY

I. APPOINTMENT J. INFIRIORITY COMPLEX

K. SECURITY L. COMMENT FROM PEOPLE

M. PHYSICAL APPEARANCE N. LACK OF SUPPORT FROM OFFICE

O. CHANGE OF ATTITUDE P. SOCIAL BARRIER /STRUCTURE

Q. TOILET AND HYGIENE

FACILITIES/REST ROOM

R. LACK OF TIME/ MULTIPLE RESPONSIBILITIES

S. HARASSMENT T. HEALTH AND SAFETY ENVIRONMENT

U. VIOLENCE AT WORK / WORK PLACE

/SOCIETY

V. DOUBLE MEANING AND ABUSIVE

LANGUAGE

W. TRANSPORTATION – LONG

DISTANCE TRAVEL

X. GHAR, VAR AUR SIR i.e. HANDLING BOTH

HOME & OFFICE

4. Know your Union & Federations: (My Unions)

(i) Western Railway Employees Union: (MY Union)Old Name : Bombay Baroda Central India Railway Employees Union

(BBCI Railway Employees’ Union)Established: August-1920 Registered: 30.10.1927Registeration No. 05 Recognisation: May-1928

(ii) All India Railway Mens’ Fedration: (Railway Fedreation)Established: 16.02.1925

(iii) Hind Mazdoor Sabha: (National Union)Established: 24-26 December 1948

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Affiliate Unions: 2900 Members : 58, 00,000

(iv) International Transport worker’s Federation ( ITF)Established: 1896 Affiliate Unions: 781 from 155 countries Members : 46 lakhs Transport workersComrade Umraomal Purohit was president of ITF for two consecutive terms from 1998 to 2006.

5. Staff Benefit Fund – Women employees Benefits:

(i) Fund issued for women’s under various head of SBF:( 2010-11).

Head/Activity

AnnualAllocation/capita

(A) Education (a) (2)Scholarship for higher education of girl children of Staff in Grade Pay Rs. 1800 & Below @ Rs. 1200/-pm

Rs. 100.00

(B) Recreation other than sports (Both Male & Female) Rs. 22.25 (c) Promotion of Cultural Activities (Both Male & Female) Rs. 10.50(d) (1) Relief of distress, sickness, etc. for (Both Male & Female) Rs. 50.00(d) (2) Relief of distress, sickness, etc. for Staff in (Both Male & Female) Grade Pay Rs. 1800 & Below

Rs. 50.00

(e) Women empowerment activities including higher education for girls Rs 23.00 (f) Miscellaneous (Both Male & Female) Rs. 10.50(II) Sport activities (Both Male & Female) Rs. 20.00(III) Scouts activities (Both Male & Female) Rs. 13.50(IV) Indigenous system of medicine including Homeopathy Rs. 22.50 (V) Immediate relief in times of crises arising out of natural calamities (Both Male & Female)

Rs. 18.00

(VI) Training of developing occupationally skills of physically/mentally challenged wards especially girls of railway employees

Rs. 27.00

Total Rs.500.00(ii) Women & Girls camp:

i. Women camp: One Camp of women employee of all Group ‘C’- grade pay of Rs. 1300/- to 4800/- is generally planned in month of Jan-Feb of every year.

ii. Girls amp : One Camp of girls (age 12 to 15 years) of all employee of all Group ‘C’- grade pay of Rs. 1300/- to 4800/- is generally planned in Summer / Dipawali / Christmas vacation every year.

(iii) WOMEN EMPOWERMENT : The Western Railway organized various programmes such as Women camp, Health check up camp, Stress Management, Yoga camps, Art of living, Meditation etc. for working women and for higher education for girls of railway employees irrespective of male or female.

(iv) FUNERALRITES : (Aids on death in Railway Hospitals) Funeral rites grant will be admissible to all Railway Employees and their family members as per pass rules, including retired employees and their family members covered under RELH-97 and also to foreign Railway employees and family members of foreign railway whether in service or retired

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in case of death in Railway hospitals and the amount presently decided is as under (Within 15 days of death) (brought dead to Railway hospitals & death in referral hospitals referred by railway medical authority is also eligible for grant):

i) For death in JRH Hospital BCT (Non-suburban) Rs.8000/-ii) For death in JRH Hospital BCT (Suburban) Rs.5000/-iii) For death in other Divisional/Sub Divisional Hospitals Rs.3000/-.

(v) HOLIDAY HOMES:

List of holiday home including suit facility & booking authority is paced as Aneexure-I(vi) Keep contact with Union off /SBF-CSBF Member/Union activist for more details/forms.(vii) Bhavnaben Raval Ex.Vice President–WREU had worked As CSBF member for 10 yrs.

6. (i) Inter Railway and Intra Railway transfers on request.

Railway Administrations are aware that Railway Ministry's decision below Rule 226 of Indian Railway Establishment Code (Vol.I, 1985 Edition) permits transfer of Railway Servants in Group 'C' and 'D' on request on grounds of hardships from one Railway to another and lays down the manner of regulation of seniority in such cases. Rule 229 of the same Establishment Code explains the scope of such transfers including on mutual exchange. The manner in which seniority is to be assigned in the case of transfers on mutual exchange has been laid down in Rule 230 of the Establishment Code.

2. Paragraphs 310 and 312 of Indian Railway Establishment Manual (Vol.I, 1989 Edition) besides regulating assignment of seniority to such transferees specify the grades in which such transfers can be permitted.

3. A number of administrative instructions laying down the guidelines etc. for effecting such transfers have been issued from time to time. These instructions as also the provisions of the code and the Manual have also been briefly incorporated in para 5 of the Master Circular No.24 issued on the subject of transfer. These rules and instructions enjoin the following:-

Para 312 of IREM& Board's letter No.E(NG)I-71/TR/1 Dt.31.3.71.

i) Request transfers are allowed only in initial recruitment grades or in such intermediate grades in which there is an element of direct recruitment.

Board's letter No.E(NG)I-71/ TR/1 dt.31.3.71

ii) Transfers on the basis of mutual exchange are allowed in any grade. To enable the employee to find out a suitable willing person for such exchange each Railway Admn. should set up a cell in the Headquarters office where request for transfers from one seniority unit to another in the same Railway as also for Inter-Railway, will be registered. The Railway receiving the request will advise the other Railway to which the transfer is sought so that it may publish such request in the Railway Gazette for the benefit of staff who are interested in mutual transfer. These requests should be registered and processed on the basis of seniority among applicants once annually. The cell so set up would function as a Clearing House to sort out transfers on the basis of mutual exchange to reduce the loss of seniority which the employee otherwise would have undergone by such a transfer.

Board's letter No.E(Rep)I-83AE-I/Misc/Staff Griv.Dt.25.5.83 &

iii)Request transfers should not only be Registered by the parent Railway but by the Railway to which the transfer is sought. Proper registers should be maintained in the units whether it is the Divisional or Workshops or Zonal Headquarters.

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DOP letter No.E(NG)I-83TR/26 dt.6.6.83 Board's letterNo. E(NG)I-83/TR/26 dt.6.6.83

iv) The requests for transfers should be dealt with in an organised manner and there should not be any occasion for any grievance in the mind of the staff in regard to handling of their request.

Board's letterNo. E(NG)I-83/TR/26 dt.6.6.83

v) If a vacancy exists in the cadre at the place where the employee seeks transfer, there should be no difficulty in immediately accepting the request and informing the cadre authorities from where the transfer is to be effected.

Board's letter No.E(Rep)I-83AE-I/Misc/Staff Griv.Dt.25.5.83 & DOP letter No.E(NG)I-83TR/26 dt.6.6.83

vi) While placing indent on the RRBs the extent of additional candidates required should be decided taking into account the number of employees in various categories who have applied for transfer to the other letter No.E(NG)Divisions/Railways, and the number of employees who have requested for transfer out of the Unit.

Board's letter No.E(NG)I-91/TR 14 dt.1.10.71.

vii)Request transfer within same seniority units :-a) There should be a system of registration of request for transfer of

employees to the station of their choice within the same seniority unit also.

b) Where there are unpopular stations it is necessary to ensure that such stations are manned to the authorised strength by laying down a period of service in such places as a pre-requisite to transfer request to more popular places.

c) While transferring an employee from one station to another the fact that the employee's spouse is posted at a particular station may also be kept in view.

Board's letters No.E(NG)II-72/TR/ 14 dt.1.10.71 and No.E(NG)I-86 TR/ 14 dt.6.1.88.

viii) Requests for transfer to Station where an employee's spouse is working may be considered sympathetically, as far as possible having regard to administrative convenience and the merits of each case.

-do- ix) Mid-session transfers should be kept down to the minimum required in the interest of administration.

Decision below Rule 226 RI.

x) Request for transfer on grounds of hardships may be considered favourably.

DOP&T's O.M.No. AB-14017/41/90 Estt(RR)dt.10.5.90 circulated in Bd's letter No.E(NG)I/ 91/TR/13dt.11.2.92

xi) Request from physically handicapped employees for transfer to or near their native places may be given preference.

DOP&T's O.M.No.AB-14017/41/90-Estt. (RR) dt.15.2.91 letter No.E(NG)I-91/TR/15 dt.13.5.91.

xii)Request from parent of a mentally retarded child for posting to the place of his choice may be circulated in Bd's considered sympathetically to the extent possible.

4. It has also been decided that the priority registers for request transfers as are required to be maintained should be updated periodically say once in six months or once in a year. In the course of such updating among others things, the names of such applicants as may no longer be desirous of transfer should

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be deleted.P.S.NO.29/97 No.EP1140/0 Vol.II Dated 31.01.1997 Railway Board's letter No. E(NG)I-96/TR/28 dt.6.12.96 (RBE No. 112/96)

(ii) Inter Railway Transfer – no time limit for employee’s spouse working in Central/State Government :Rly Board has imposed condition of time limit of minimum five years (including Training period) for group ‘C’ & for inter Railway transfer vide Letter No. R(Rep)-2006/Transfer/Misc.1, dated 23.10.2006.. The above instruction amended vide letter even No. dated 25.08.2008 as (1) Minimum service condition will not be applied in case of mutual transfers, compassionate appointees, and in those cases where transfer is sought on ground of employee’s spouse working in Central/State Government (2) Minimum service condition of Group “D” stands reduced from 05 to 03 years.

Now recently minimum service condition laid down by Railway Board for all group “C & D” staff is wave off & powers delegated to GM of concern railway vide Letter No. R(Rep)-06/Transfer/Misc.1, dated 07.01.2011.

(iii) Inter-Railway and Intra-Railway transfers on mutual exchange.

As per Board's letter of even number dated 21.4.06 requests for backtracking from the orders issued for transfer on mutual exchange basis, should not be entertained under any circumstances and strict adherence of the orders issued, is required to be ensured. Instances have come to notice that requests for backtracking have been considered by Railways. This have been viewed seriously by the Railway Board. Railways are requested to ensure strict compliance of the extant instructions. No. EP 1140/0 Vol. III Sr.No.24 Date: 27.11.2009 P.S.No.210/2009 Railway Board’s letter No. E (NG) I-2006/TR 6 dated 12.11.2009 (RBE No.200/2009),

7. Concessions to SC/ST candidates:

1. Age relaxation of 5 years in recruitment.2. Cost of application will be free for recruitment.3. When called for recruitment, will get free pass. 4. To be examined in a separate blocks if possible.5. In certain cases qualifications may be relaxed.6. Provisions of institutional in service training.7. One member of SC/ST in all Selection Boards.8. 10% of vacant quarters earmarked for SC/ST employees with condition.9. One SC/ST member on Quarter Allotment Committee. 10. If Quarters cannot be given, posting near to place of residence as possible. 11. A Complaint Register for grievances of SC/ST staff.12. SC/ST students will get preference in admission in Railway schools. They will also be paid post-

metric scholarship, maintenance allowance, etc.

8. Both husband and wife are railway employees :(i) Only one is eligible for House Building Advance, but for cost – ceiling limit, pay of

both can be taken into account.(ii) Only one is entitled to quarter and when allotted both will lose HRA.(iii) If one dies, the other can receive family pension in addition to his/her own pay or

pension.(iv) When both are transferred, only one will get Composite Transfer Grant.(v) Only one of the spouses will get special increment for family planning.(vi) Educational Allowance/Tuition Fees/ Hostel subsidy to only one of the parents.

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(vii) Each can get Passes/PTOs independently.(viii) Husband & wife can not be posted under each other when one is in-charge of section.(ix) Name noting register made available at Zonal/Divisional/Independent unit level for

name noting for transfer of spouse.9. (i) Posting of husband and wife at the same station.

1. In view of the utmost importance attached to the enhancement of women's status in all walks of life and to enable them to lead a normal family life as also to ensure the education and welfare of the children, the instructions regarding posting of husband and wife at the same station were issued vide Ministry of Railway's letter No. E(NG)II/71/TR/14 dated 01.10.71, as reiterated in letter No. E(NG)I-86/TR/14 dated 06.01.88. Pursuant to a recommendation of the 5th CPC, the scope of these instructions was further widened and detailed guidelines were issued vide this Ministry's letter No. E(NG)I-97/TR/28 dated 05.11.97 in a consolidated form.

2. In the context of the need to make concerted efforts to increase representation of women in Central Government jobs, these guidelines have been reviewed to see whether the instructions could be made mandatory. It has been decided vide Deptt. of Personnel & Training's O.M. No.28034/9/2009-Estt(A) dated 30.09.2009 that when both spouses are in the same Central Service or working in same Deptt. and if posts are available, they may mandatorily be posted at the same station.

3. The guidelines, as framed by DOP&T in view of the 6th CPC, have been examined in this Ministry and it has been decided to adopt these with certain modifications. Accordingly provisions of guidelines issued under Board's letter dated 5.11.97 ibid have been modified as under :-a) Where both the spouses are railway employees and belong to the same seniority units :

The husband & wife, if working in the same Department and if the required level of post is available, should invariably be posted together in order to enable them to lead a normal family life and look after the welfare of their children especially till the children attain 18 years of age. This will not apply on appointment under the Central Staffing Scheme. Where only wife is a Government servant, the above concessions shall be applicable to the Govt. servant. Hence both the railway servants may be posted at the same station / place ensuring that one of them does not work as subordinate to the other.

b) Where both the spouses are railway servants but belong to different seniority units.Efforts may be made to post both the railway servants at the station where posts at appropriate level exist in the respective seniority units failing which requests for change of the category may be considered sympathetically keeping in view all other relevant rules in the matter.

c) Where one of the spouses is a railway servant and the other belongs to All India Service or another Central Service.The Railway servant should be posted at station/place in the Railway/ Division /PU in whose territorial jurisdiction the place/state of posting of his/her spouse falls or as close to it as possible if there is no Railway Organization/post at the place/state of posting of the spouse.

d) Where one of the spouses is a railway servant and the other belongs to a state service.The Railway servant should be ;posted at the station/place in the Railway/ Division/PU in whose territorial jurisdiction the place/state of posting of his/her spouse falls. If it is not possible, if a request from the railway servant to the Controlling Authority of the spouse for his/her posting at the place of posting of the railway servant is received the same may be forwarded to the concerned authority for sympathetic consideration.

e) Where one of the spouses is a railway servant (all India service) and the other is working in a central/state/Public Sector Undertaking/ Autonomous Body/ Private Sector.The railway servant may apply to the controlling Authority for a posting at the place of posting of his/her spouse which may be considered favorably by the competent authority. If no post is available for posting of the railway servant at the place of posting of the spouse he/she may be posted to a place closer to the place of posting of the spouse. If this also is not possible

15

application from the railway servant for posting of the spouse who is working in the Central/ State/ Public Sector Undertaking may be forwarded to the controlling authority of the spouse of his/her posting at or near the place of the railway servant.

4. Complaints are sometimes received that even if posts are available in the station of posting of the spouse, the administrative authorities do not accommodate the employees citing administrative reasons. In all such cases, the cadre controlling authority should strive to post the employee at the station of spouse and in case of inability to do so, specific reasons, therefor, may be communicated to the employee.

5. Although, normal channels of representations/ complaints redressal mechanism exists, added safeguards to prevent non-compliance may be provided by ensuring that the complaints against non-adherence to the instructions are decided by authorities at least one level above the authorities which took the original decision when they are below the SAG level / Head of PUs. All such representations should be considered and disposed off in a time bound manner.

6. While all out efforts may be made to post the husband and wife at the same station, instructions issued by the Board from time to time in regard to request transfer/ change of category should be followed in all such cases. A separate register may be maintained at each Divisional and Zonal headquarters of the Railways for registering requests for transfers from railway servants for posting at the place of posting of their spouses, which may be reviewed from time to time, by competent authority. (P.S.No.186/2009 No. EP 1140/0 Vol.III Sr.No.20 dated 08.10.09). [Ref: (WR-P.S.No.28/2010) No. EP 1140/0 Vol.III dated 16.02.2010. Railway Board's letter No. E(NG) I-2009/TR/29 dated 2.2.2010 (RBE No.23/2010 PC No.185) No.E(NG)II/71/TR/14 dtd 1.10.71; No. E(NG)I/86/TR/14 dtd.6.1.88 & No.E(NG)I/97/TR/28 dtd.5.11.97 & WR HQ No. EP 1140/0 dtd.8.11.71; No. EP 1140/0 dtd.20.1.88 /4.2.88 (P.S.No.21/88) & No. EP 1140/0 Vol. II dtd 17.11.97 / 3.12.97 (P.S.No.201/97) ].

7. The extant instructions regarding posting of husband and wife at the same station are contained in the Ministry of Railways' letter No.E(NG)II/71/TR/14 dated 1.10.71 as reiterated in their letters No.E(NG)I-86/TR/14 dated 6.1.88 and as part of the consolidated instructions vide letter No.E(NG)I-96/TR/28 dated 6.12.96. Further detailed instructions on the subject have been issued pursuant to recommendation of the Fifth Central Pay Commission under this Ministry's letter No.E(NG)I-97/TR/28 dated 5.11.97. One of the guidelines incorporated in the last letter viz.5.11.97 is to the effect that posting of husband and wife may be ensured at one place even by considering sympathetically the request for change of category.

All India Railwaymen's Federation have brought it to the notice of this Ministry that Government's above directives to keep husband and wife at the same station are not being followed in the Railways. Ministry of Railways desire that extant instructions on the subject as referred to in the preceeding para may be followed scrupulously and a suitable mechanism to ensure the same put in place. (P.S.No.85/2005 No.EP 1140/O Vol.II Dated 17.05.2005 Railway Board's letter No.E(NG)I-2005/TR/7 dt.10.05.05 (RBE No.80/05)

8. The extant instructions regarding posting of husband and wife at the same station are contained in the Ministry of Railways letter No.E(nG)II/71/TR/14 dated 1.10.71 as reiterated in their letter No. E(NG)I-86/TR/14 dated 6.1.88. These instructions have also been included in the consolidated instructions regarding inter-railway and intera-railway transfers of Group 'C' and 'D' employees issued to Railways etc. vide Board's letter No.E(NG)I-96/TR/28 dated 6.12.96.

=x=x=x=x=(ii) The Fifth Central Pay Commission has recommended that not only the existing instructions regarding

the need to post husband and wife at the same station need to be reiterated but the scope of these instructions should also be widened to include the provision that where posts at appropriate level exist in the organisation at the same station, the husband and wife may invariably be posted together in

16

order to enable them to lead a normal family life and look after the welfare of the children specially till the children are 10 years of age. Pursuant to acceptance, by the Govt., of the recommendations of the Fifth Central Pay Commission on the subject it is reiterated that the Railway Administrations etc.should strictly adhere to the existing instructions referred to above while deciding on the request for posting of husband and wife at the same station and should ensure that such posting is invariably done, especially till the children are 10 years of age, if posts at the appropriate level exist in the organisation at the same station and if no administrative problems are expected to arise as a consequence.It is further clarified that in cases where only the wife is a railway servant, the concession indicated in para 3 above would be admissible to the Railway servant.Board have also decided to lay down the following guidelines to enable the Cadre Controlling Authorities to consider the requests from the spouses for posting at the same station having regard to the considerations as indicated above:-

(a) where both the spouses are railway employees and belong to the same seniority unit:-

Both the railway servants may be posted at the same station/place ensuring that one of them does not work as subordinate to the other.

(b) where both the spouses are railway servants but belong to different seniority unit:

Efforts may be made to post both the railway servants at the station where posts at appropriate level exist in the respective seniority units failing which requests for change of the category may be considered sympathetically.

(c) Where one of the spouses is a railway servant and the other belongs to All India Service or a Central Service.- The Railway servant should be posted at station/place in the Railway / Division / PU in whose territorial jurisdiction the place/state of posting of his/her spouse falls or as close to it as possible if there is no Railway Organisation /post at the place/state of posting of the spouse.

(d) Where one of the spouses is a railway servant and the other belongs to a state service:

The Railway servant should be posted at the station/place in the Railway/Division/PU in whose territorial jurisdiction the place/state of posting of his/her spouse falls. If it is not possible, if a request from the railway servant to the Controlling Authority of the spouse for his/her posting at the place of posting of the railway servant is received the same may be forwarded to the concerned authority for sympathetic consideration.

(e) Where one of the spouses is a railway servant and the other is working in a Central/State /Public Sector undertaking/Autonomous Body/Private Sector:

The railway servant may apply to the controlling Authority for a posting at the place of posting of his/her spouse which may be considered favourably by the competent authority. If no post is available for posting of the railway servant at the place of posting of the spouse he/she may be posted to a place closer to the place of posting of the spouse. If this also is not possible an application from the railway servant for posting of the spouse who is working in the Central/State/ Public Sector Undertaking may be forwarded to the controlling authority of the spouse for his/her posting at or near the place of posting of the railway servant.

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The guidelines given above are only illustrative and not exhaustive. The Ministry of Railways desire that in all other cases the controlling authority of the railway servants should consider requests from non-gazetted railway servants for transfer to the place of posting of their spouses with utmost sympathy.

While all efforts as stated in the foregoing paragraphs may be made to post the husband and wife at the same station, instructions issued by the Board from time to time in regard to request transfer/change of category should be followed in all such cases. A separate register may be maintained at each Divisional and Zonal Headquarters of the Railways for registering requests for transfers from railway servants for posting at the place of posting of their spouses, which may be reviewed from time to time. P.S.NO.201/97 No.EP1140/0 Vol.II dated 17.11.1997. Railway Board's letter No.E(NG)I-97/TR/28 dated 05.11.1997 (R.B.E. No. 147/97)

(iii) Posting of husband and wife at the same station instructions in respect of Group 'C' and 'D' Railway employees No. EP 1140/0 Vol.III Sr.No.20 Date:08.10.09 P.S.No.186/2009Railway Board's letter No.E(NG)I-2009/TR 22 dated 18.9.2009 (R.B.E.No.170/2009)

Detailed instructions regarding posting of husband and wife at the same station issued pursuant to recommendations of Fifth Central Pay Commission, are contained in this Ministry's letter No. E(NG)I-97/TR/28 dated 5.11.97. One of the provisions incorporated in this letter viz 5.11.97 is that a separate register may be maintained at each Divisional and Zonal Headquarters of the Railways for registering requests for transfers from railway servants for posting at the place of posting of their spouses, which may be reviewed from time to time. These instructions were again reiterated vide Board's letter No. E(NG)I-2005/TR/7 dated 10.05.2005.

It has however, come to notice that Ministry of Railway's above directives to keep husband and wife at the same station are not being followed in the Railways at the Divisional/ Zonal Headquarters. It is therefore, desired that extant instructions on the subject as referred to in the preceding para may be followed scrupulously.

9. Family Planning benefits : (i) Family Planning Special leave:

1. Vasectomy: Special casual leave not exceeding six working days is admissible to a male Railway employee who undergoes vasectomy. [No. 77/H (FW)/9/5 dated 02.02.1978]

If a Railway employee undergoes vasectomy for the second time, special casual leave of six working days is again admissible on production of a medical certificate from the authorised medical attendant the effect that the first operation was a failure and the second operation was actually performed. [No. 70/H(FW)/29/1 dated 22.10.1970]

In case of post vasectomy complications, additional special casual leave may be granted to cover the period for which the person is hospitalised on production of a certificate from the concerned hospital authority/authorised medical attendant. [No. 77/H (FW)/9/5 dated 02.02.1978]

2. Tubectomy :

Special casual leave not exceeding fourteen working days is admissible to a married female Railway employee who undergoes non-puerperal tubectomy. [No. 77/H (FW)/9/5 dated 02.02.1978]

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In the event of failure of a tubectomy, if a female Railway employee undergoes the said operation for the second time, special casual leave not exceeding fourteen working days is again admissible on production of a medical certificate from the concerned hospital authority/authorised medical attendant to the effect that the first operation was a failure and the second operation was actually performed.[No. 70/H(FW)/29/1 dated 22.10.1970]

In case of post tubectomy complications, additional special casual leave may be granted to cover the period for which the lady employee is hospitalised, on production of a certificate from the concerned hospital authority/authorised medical attendant. [No. 77/H (FW)/9/5 dated 02.02.1978]Note : Special casual leave in the case of puerperal tubectomy (i.e. when the operation is done within 2-5 days of the delivery) is not admissible.

Special casual leave upto seven days is also admissible to a male Railway employee whose wife undergoes non-puerperal tubectomy subject to the production of a medical certificate from the doctor who performed the operation to the effect that the presence of the Railway employee is essential for the period of leave to look after his wife during her convalescence after production. [No. 77/H(FW)/9/27 dated 08.01.1978] Note: Sundays and closed holidays intervening in a period of special casual leave are to be taken into account while calculating special casual leave period. [No. 77/H(FW)/9/1 dated 23.2.1977]

3. I.U.D.:

Special casual leave of one day is admissible to a married female Railway employee on the day of IUD insertion. [No. 77/H(FW)/9/27 dated 08.01.1978]

Special casual leave for the IUD insertion cannot be granted to a woman Railway employee for more than one occasion.[No. 76/H(FW)/9/6 dated 29/30.5.1976]

4. Recanalisation :

Special casual leave upto a period of 21 days or actual period of hospitalisation, whichever is less, as certified by the authorised medical attendant, is admissible to a Railway employee who undergoes recanalisation operation. This will subject to the following conditions:

(i) The Railway employee is unmarried, or has less than two children, or has some other substantial reasons for undergoing the recanalisation.

(ii) The operation has been performed in a Railway hospital, or a hospital approved by the Central or State Government.

(i) The request for grant of special casual leave is supported by a medical certificate from the doctor who performed the operation to the effect that hospitalisation of the Railway employee for the period stipulated therein was essential for operation and post operational recovery. [No. 78/H(FW)/9/1 Pt. I dated 01.07.1978] Note: Sundays and closed holidays intervening in a period of special casual leave are to be taken into account while calculating special casual leave period. [No. 77/H/FW)9/1 dated 23.02.1977]

5. Casual labour :

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The daily rated staff (casual labour) on the Railways including those employees on the Projects who have been in such employment continuously for at least three months before undergoing sterilisation or IUD insertion (in case of female employees) and are likely to remain in service thereafter for at least three months, will be granted full wages as follows:

1. for a period not exceeding six working days to a male employee undergoing vasectomy;

2. for a period not exceeding fourteen working days to such a married female employee undergoing non-puerperal tubectomy; and

3. For one day to such a married female employee undergoing IUD insertion.

Normal compensation money (not wages) in such cases, will also be admissible. [No. 66/H(FW)/6/74 dated 15.03.1972]

6. General:

(i) Either ordinary casual leave or regular leave may be allowed to be suffixed with special casual leave only on medical grounds by the Heads of the Deptts./0ffices.

(ii) While prefixing of ordinary casual leave with special casual leave may be allowed by the competent authority, prefixing of regular leave with Special Casual Leave is not permissible, but individual cases of hardship, if any, may be dealt with on their merits and sent to the Ministry of Railways for consideration.

(iii) Special casual leave is not allowed to be combined with casual leave or regular leave at one time.

(ii) A spell of special casual leave cannot also be availed of between two periods of regular leave. [No. 67/H(FW)/15/2 dated 26.10.1968 and No. 71/H(FW)/32/1 dated 01.09.1971]

(ii) Grant of additional special casual leave to Railway employees to cover hospitalisation during post-sterilisation operation complications No. 77/H (FW)/9/5   dated 02/02/1978

It has since been represented that there are a number of cases of the Railway employees who, having undergone sterilisation operation, could not recover within the prescribed period of special casual leave in case of vasectomy/tubectomy owing to post-operational complications.

The matter has been considered in consultation with the Ministries of Finance, Health & Family Welfare and Home Affairs (Deptt. of Personnel & Administrative Reforms), and it has been decided that a Railway servant developing post-sterilisation complications may be allowed additional special casual leave to cover the period of his/her absence for which he or she is hospitalised for post-operational complication on production of a certificate from the concerned hospital authorities/an Authorised Medical Attendant.

In future such cases need not be referred to the Ministry of Railways for sanction. All such cases may be dealt with on their merits at Railway level, for sanction of the additional special casual leave necessary in each case, on production of a certificate from the concerned hospital authorities/authorised Medical Attendants where he or she was hospitalised for the post-operational complications.

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(iii) Delegation of powers for grant of special casual leave under the 'Family Welfare Programme' to the General Managers.No. 77/H(FW)/9/27   dated 08/01/1978 Reference: Ministry of Railway's letters No. 67/H(FW)/15/2 dated 26.10.1968 and No. 71/H(FW)/32/4 dated 28.8.1972.

A doubt was expressed in regard to competency of sanction for the special casual leave of the Family planning spl leave.. It is, therefore, clarified that this type of special casual leave can be sanctioned in accordance with the rules of admissibility by authorities empowered to sanction regular leave to the employees involved.

In the case of a male Railway employee whose wife undergoes a non-puerperal tubectomy operation, however, the sanction is subject to the production of a medical certificate from the doctor who performs the operation to the effect that the presence of the Railway employee is essential for the period of leave to look after his wife during her convalescence after operation.

(iv) Grant of one day's special casual leave to women employees undergoing, I.U.D. Insertion under the Family Planning Programme No. 76/H(FP)/9/6   dated 30/05/1976

Reference Ministry of Railways letter No. 67/H(FP)/6/1 dated 16.3.1967, on the above noted subject, wherein it was decided that female Railway employees may be granted one day's special casual leave for the day of I.U.D. insertion.

It is clarified that the special casual leave on more than one occasion for the I. U .D. insertion cannot be granted to the women Railway employees undergoing I.U.D., i.e. for re-insertion.

(v) Grant of special casual leave to Railway employees seeking recanalisation -.No. 78/H (FW)/9/1 Pt. I   dated 01/07/1978

Copy of D.O.P./O.M. No. 28016/4/77 Estt. (A) dated 18.05.1978.

The undersigned is directed to say that the question regarding treatment of period of absence of Government employees who undergo operation for recanalisation has been considered and it has been decided that Central Government industrial and non-industrial employees who-

a. are unmarried, or b. have less than two children, or c. desire for substantial reason e.g. a person who has lost all male children or all female children

after vasectomy/tubectomy operation performed earlier,

and who undergo such an operation may be granted by the Head of Department, special casual leave upto a period of 21 days or actual period of hospitalisation as certified by the authorised medical attendant, whichever, is less. In addition, special casual leave will also be granted for the minimum journey period actually required and spent for to and fro journey performed for undergoing this operation. The grant of special casual leave will be subject to the following conditions: —

i. The operation has been performed in a hospital/medical college/ institute where facilities for recanalisation are available as per list compiled by the Ministry of Health, Government of India, as amended from time to time;

ii. The request for grant of special casual leave is supported by a medical certificate from the doctor who performed the operation to the effect that hospitalisation of the Govt. servant for the period stipulated therein was essential for operation and post-operational recovery.

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2. The period of absence in excess of the minimum period of special casual leave as admissible in para 1 above, should be treated as regular leave of the kind admissible under the Leave Rules applicable to the person concerned or ordinary casual leave, as applied for by the Government employee. For this purpose, Government servants, may be permitted, as a special case, to combine regular leave or ordinary casual leave with special casual leave on the following conditions: -

i. Sundays and closed holidays intervening in a period of special casual leave are not to be ignored for calculating special casual leave.

ii. Prefixing of regular leave to special casual leave is not permissible.

3. In so far as persons serving in the Indian Audit and Accounts Department are concerned, these orders have been issued in consultation with the Comptroller and Auditor General of India.

(vi) Grant of Special Casual Leave to casual labourers on the Railway's for undergoing sterilisation operation/I.U.C.D. placement. No. 66/H(FW)/6/74   dated 15/03/1972

Under the existing orders, special casual leave is admissible to those Central Government servants (other than casual labourers) who undergo sterilisation operation or such female Central Government servants (other than casual labourers) as may have I.U.C.D. placement.

2. It has further been decided that such of the daily rated staff (casual labour) on the Railways including those employed on the projects who have been in such employment continuously for at least three months before undergoing sterilisation operation or I.U.C.D. insertion (in case of female employees) and likely to remain in service thereafter for at least three months, should be granted full wages as follows:

i. For a period not exceeding six working days to such persons as undergo vasectomy operation. ii. For a period not exceeding fourteen working days to such female staff as undergo non-puerperal

tubectomy operation. iii. For one day to such female staff as have had I.U.C.D. insertion.

 3. The expenditure on account of wages of such staff for the period of special casual leave should be debited to contingencies under the grant provided by the Ministry of Health & Family Planning.

4. Compensation money should be paid to the concerned staff out of the provision made or compensation.

5. Cases of post-operative complications, if any, may be considered on merits and payment of wages for the period of hospitalisation for treatment of post-operative complications may be made out of compensation money.

6. The actual journey expenses incurred by such staff for his/her journey to the nearest Railway hospital/health unit for sterilisation/I.U.C.D. insertion may be accommodated within the authorised amount of compensation, namely Rs. 11, Rs. 30 and Rs. 40 per case of I.U.C.D. Vasectomy/ Tubectomy, respectively.

7. Casual labourers who do not satisfy the conditions laid down in para 2 above will not be covered by these orders. However, in such cases, normal compensation money (not wages) will be admissible.

(vii) Grant of Special Leave/Additional Special Causal Leave to Railway employees under the F.W. Programme. Reference : Ministry of Railway's letter of even number dated 17.01.1981.

Copy of Ministry of Home Affairs, Deptt. of Personnel & Administrative Reform's O.M. No. 22

28016/1/80-Estt. (A) dated 30.04.1981

The undersigned is directed to refer to this Deptt's O.M. No. 28016/3/88-Estt.(A), dated 06.08.1979 and to say that the question of further liberalising the existing provisions to secure increased motivation has been considered in consultation with the Ministry of Health & F.W. and it has been decided that the following modifications may be made in aforesaid instructions:

i. Special C.L. in the case of male Government employees, who undergo vasectomy operation for the first time may be counted in terms of working-days only. Sunday and closed holidays intervening should be ignored while calculating the period of Special Casual Leave.

ii. In the case of female Central Government employees, who undergo tubectomy operation for the second time on account of the failure of the first operation special casual leave not exceeding 14 days may be granted again on production of a medical certificate from the prescribed medical authority concerned to the effect that the second operation was performed due to the failure of the first operation.

iii. Female Central Government employees, who have re-insertion of Intra Uterine Device (IUD) may be granted special casual leave on the day of the IUD re-insertion.

iv. Special Casual Leave in case of post-vasectomy/ tubectomy operation complications not requiring hospitalisation should be restricted to 7/14 working days respectively as the period of special casual leave in such cases cannot be unlimited.

v. In modification of Para 7 of this Deptt's O.M. No. 28016/3/78 Estt. (A), dated 06.08.1979, special casual leave connected with sterilisation, recanalisation under Family Welfare Programme may be suffixed as well as prefixed to regular leave or casual leave. However, special causal leave should not be allowed to be prefixed both to regular leave and casual leave. Special C.L. should either be prefixed to regular or to C.L. and not both. Similarly, special casual leave may be suffixed either to the regular leave or the CL and not both. The intervening holidays and/or Sundays may be prefixed/suffixed to regular leave, as the case may be.

2. In so far as persons serving in the Indian Audit & Accounts Department are concerned, these orders issue in consultation with the Comptroller and Auditor-General of India.

3.These modified instructions would be applicable not only to those cases where operations take place after issue of the said instructions but to those cases also which are still pending regularisation on the date of issue of these instructions.

(viii) Family Welfare Programme—Grant of special casual leave/additional special casual leave to Railway employees under the Family Welfare Programme.No. 78/H (FW)/9/5   dated 17/01/1981

Copy of D.O.P. & A.R., O.M. No. 28016/3/78-Estt.(A) dated 06.08.1979.

The undersigned is directed to say that there are already provisions for motivating Central Government employees (both industrial and non-industrial) to adopt the small family norm, in the form of grant of special casual leave to those who undergo sterilisation operation. The question of further liberalising the existing provisions to secure increased motivation has been considered and it has been decided that, in supersession of all the existing instructions on the subject, special casual leave under Family Welfare Programme may be granted to Central Government employees (both industrial and non-industrial) in accordance with the provisions detailed in the succeeding paragraphs.

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2. Male Government employees who undergo vasectomy operation under the Family Welfare Programme may be granted special casual leave not exceeding six working days. If any employees undergoes vasectomy operation for the second time on account of the failure of the first operation, special casual leave not exceeding six days may be granted again on production of a certificate from the medical authority concerned to the effect that the second operation was performed due to the failure of the first operation. 3.  

a. Female Central Government employees who undergo tubectomy operations — whether puerperal or non-puerperal may be granted special casual leave not exceeding 14 days.

b. Female Central Government employees who have insertions of intra-uterine contraceptive devices may be granted special casual leave on the day of the IUCD insertion.

c. Female Central Government employees who undergo Salpingectomy operation after Medical Termination of Pregnancy (MTP), may be granted special casual leave not exceeding 14 days.

4.   a. Male Central Government employees whose wives undergo either puerperal or non-

puerperal tubectomy operation for the first time or for the second time due to failure of the first operation (under the 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 failure of the first operation. It shall not be necessary to state in the certificate that the presence of the Central Government employees is required to look after the wife during her convalescence.

b. Male Central Government employees whose wives undergo tubectomy/ Salpingectomy operation after Medical termination of Pregnancy (MTP) may be granted special casual leave upto 7 days subject to the production of medical certificate stating that their wives have undergone tubectomy/Salpingectomy operation after medical termination of pregnancy. It shall not be necessary to state in the certificate that the presence of the Central Government employees is required to look after the wife during her convalescence.

5. A Government employee who requires special casual leave beyond the limits laid down for undergoing sterilisation operations owing to the development of post-operation complications may be allowed special casual leave to cover the period for which he or she is hospitalised on account of post-operational complications, subject to the production of a certificate from the concerned hospital authorities/an authorised Medical attendant. In addition, the benefit of additional special casual leave may also be extended to the extent of seven days in case of vasectomy operation and 14 days in case of tubectomy operation to such Government servants who after sterilisation operation do not remain hospitalised, but at the same time, are not found fit to go to work, subject to the production of a medical certificate from the appropriate authority in the concerned hospital/an authorised medical attendant.

6. Central Government employees who undergo operation for recanalisation may be granted special casual leave upto a period of 21 days or actual period of hospitalisation as certified by the authorised Medical attendant, whichever is less. In addition, special casual leave can also be granted for the actual period of the to and fro journey performed for undergoing this operation. The grant of special casual leave for recanalisation operation (without any commitment to the reimbursement of medical expenses) is subject to the following conditions:

i. the operation should have been performed in hospital/medical college/Institute where facilities for recanalisation are available. If the operation is performed in a private

24

hospital, it should be one nominated by the State Government/Union Territory Administration for performing recanalisation operations.

ii. the request for grant of special casual leave is supported by a medical certificate from the doctor who performed the operation to the effect that hospitalisation of the Government servant for the period stipulated therein was essential for the operation and post-operation recovery.

The concession indicated above is admissible to Central Government employees who—

1. are unmarried, or 2. have less than two children, or 3. desire recanalisation for substantial reasons e.g. a person has lost all male children or all

female children after vasectomy/tubectomy operation performed earlier. 4. Special casual leave connected with sterilisation/recanalisation may be prefixed to regular

leave. It cannot, however, be combined with casual leave or suffixed to regular leave.5. In so far as employees of I.A.&A.D. are concerned, this issues in consultation with

Comptroller and Auditor-General.

(ix) Grant of Special Casual Leave to Industrial and non-Industrial Central Government employees, who undergo sterilisation under F.W. Programme No. 78/H(FW) 9/5   dated 11/06/1981 Reference : Ministry of Railway's letter of even number dated 17.01.1981.

Copy of Ministry of Home Affairs, Deptt. of Personnel & Administrative Reform's O.M. No. 28016/1/80-Estt. (A) dated 30.04.1981

The undersigned is directed to refer to this Deptt's O.M. No. 28016/3/88-Estt.(A), dated 06.08.1979 and to say that the question of further liberalising the existing provisions to secure increased motivation has been considered in consultation with the Ministry of Health & F.W. and it has been decided that the following modifications may be made in aforesaid instructions:

i. Special C.L. in the case of male Government employees, who undergo vasectomy operation for the first time may be counted in terms of working-days only. Sunday and closed holidays intervening should be ignored while calculating the period of Special Casual Leave.

ii. In the case of female Central Government employees, who undergo tubectomy operation for the second time on account of the failure of the first operation special casual leave not exceeding 14 days may be granted again on production of a medical certificate from the prescribed medical authority concerned to the effect that the second operation was performed due to the failure of the first operation.

iii. Female Central Government employees, who have re-insertion of Intra Uterine Device (IUD) may be granted special casual leave on the day of the IUD re-insertion.

iv. Special Casual Leave in case of post-vasectomy/ tubectomy operation complications not requiring hospitalisation should be restricted to 7/14 working days respectively as the period of special casual leave in such cases cannot be unlimited.

v. In modification of Para 7 of this Deptt's O.M. No. 28016/3/78 Estt. (A), dated 06.08.1979, special casual leave connected with sterilisation, recanalisation under Family Welfare Programme may be suffixed as well as prefixed to regular leave or casual leave. However, special causal leave should not be allowed to be prefixed both to regular leave and casual leave. Special C.L. should either be prefixed to regular or to C.L. and not both. Similarly, special casual leave may be suffixed either to the regular leave or the CL and not both. The intervening holidays and/or Sundays may be prefixed/suffixed to regular leave, as the case may be.

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2. In so far as persons serving in the Indian Audit & Accounts Department are concerned, these orders issue in consultation with the Comptroller and Auditor-General of India.

3.These modified instructions would be applicable not only to those cases where operations take place after issue of the said instructions but to those cases also which are still pending regularisation on the date of issue of these instructions.

(x) Grant of Special Casual Leave to Women Central Government employees when their husbands undergo Vasectomy Operation. No. 84/H(FW)/9/1   dated 28/07/1988

Copy of Ministry of Personnel, Public Grievances & pension Deptt. of Personnel & Training's O.M. No. 28016/1/88 Estt. (A) dated 02.06.1988.

The undersigned is directed to say that the question whether Women Central Government Employees should be granted any Special Casual Leave when their husbands undergo Vasectomy Operation in terms of this Department's O.M. No. 28016/3/75 Estt (A). dated 6th August, 1979 has been engaging the attention of the Government of India for some time. It has been now decided that special casual leave for one day, on the day when their husbands undergo Vasectomy Operation, may be given to Women Central Government employees, to enable them to attend on their husbands.

(xi) Grant of Special Casual Leave to industrial/non-industrial Central Government employees who undergo sterilisation operation under the Family Welfare Programme in Private Hospital/Clinics. No. 84/H(FW)/9/1   dated 30/04/1984

There are already provisions for motivating Railway employees (both industrial and non-industrial) to adopt the small family norms, in the form of grant of special casual leave to those who undergo sterilisation operation. The question of further liberalising the existing provisions contained under this Ministry's letters No. 78/H/(FW)/9/5 dated 17.01.1981 and No. 78/H(FW)/9/5, dated 11.06.1981 to secure increased motivation has been considered and it has been decided that apart from instructions contained therein, the Railway employees (industrial and non-industrial) shall be entitled to the grant of special casual leave to the extent admissible as per instructions already issued on the subject, in case of sterilisation operations conducted by private hospitals/clinics provided the certificate issued by the private hospitals/clinics is countersigned by a Railway Doctor. These orders are effective from the date of issue of this letter.

Copy of the Ministry of Health & Family Welfare. O.M. No. A. 25011/1/83-Rly. (Vol.II) dated 20.03.1984 .

The undersigned is directed to say that there are already provisions for motivating Central Govt. employees (both industrial and non-industrial) to adopt the small family norms, in the form of grant of special casual leave to those who undergo sterilisation operation. The question of further liberalising the existing provisions contained in Ministry of Home Affairs, Department of Personnel and P.R. O.M. No. 28016/3/78-Estt (A), dated 06.08.1979 and No. 28016/1/80-Estt (A), dated 30 04.1981 to secure increased motivation has been considered and it has been decided that apart from the instructions contained therein, the Central Govt. employees (both industrial and non-industrial) shall be entitled to the grant of special casual leave to the extent admissible as per instructions issued by the Department of Personnel and P.R., in case of sterilisations operations conducted by private hospitals/ Clinics provided the certificate issued by the private hospitals/clinics is countersigned by a Government doctor. These orders come into force from the date of issue of this office memorandum.

(xii) Paternity leave:

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(1) Rule 551 (A) - Paternity Leave. : A male railway servant (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 i.e. upto 15 days before or upto six months from the date of delivery of child and if such leave is not availed of within this period it shall be treated as lapsed.

(2) IREC Vol. I - Cheptar 5 - Rule 551 (B)  Paternity leave to male casual Railway employee who has been granted temporary status : A male casual Railway employee who has been grated temporary status with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement period of his wife. The leave should be applied for and availed of, at least partly, or at least commence within a period of 135 days of childbirth. The Paternity leave can commence prior to childbirth so long as the date of birth of child falls during the period of such leave. It shall not be debited against the leave account and may be combined with pro-rata leave on average pay admissible to the casual Railway employees (as in the case of Maternity Leave). Paternity Leave too, like Maternity Leave, can be sanctioned only in a single spell. During the period of such leave he shall be paid wages, in respect of the working days equal to the wages drawn immediately before proceeding on leave.} [Authority: Board's letter No. E(P&A)I-98/CPC/LE-6 dated 21.05.1999 (RBE 110/1999)] Inserted vide Advance Correction Slip No. 76 issued vide Railway Board's letter No. E(P&A)I/98/CPC/LE-6 dated 11.02.2000 (RBE 22/2000).

(3) It 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 shall not be refused under any circumstances. Paternity Leave too, like Maternity Leave can be sanctioned only in a single spell. During the period of such leave he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. [Authority : Board's letter No. E(P&A)I-97/CPC/LE-6 dated 10.11.1997 (RBE154/1997) and 3.4.1998 (RBE 71/1998), 8.4.1999 (RBE 63/1999) and 1.10.1999 (RBE 249/1999)]Inserted vide Advance correction slip No. 73 issued under Railway Board's letter No. E(P&A)I-97/CPC/LE-6 dated 08.12.1999 (RBE 303/1999)

(xiii) Maternity leave and introduction of Child Care Leave: (Ref: Board’s letter No.E(P&A) I – 2008/CPC/LE-8 dt. 23/10/08 & 12.12.08 & other clarifications).(a) Maternity leave shall be enhanced to 180 days. (b) Leave of the kind due and admissible (including commuted leave for a period not exceeding 60

days and leave not due ) that can be granted in continuation with maternity leave provided in Rule 551(3)(b) shall increased from one year to two years. The period of extra ordinary leave without medical certificate, if any, shall not be treated as qualifying service for the purpose of pension, annual increments etc.

(c) Women employees having minor children may be granted child care leave by an authority competent to grant leave, for a maximum period of two years (i.e. 730 days) during their entire service for taking care of up to two children whether for rearing or to look after any of their needs like examination, sickness etc. child care leave shall not be admissible if the child is eighteen years of age or older. During the period of such leave, the women employees shall be paid leave salary equal to the pay drawn immediately before proceedings on leave. It may be availed of in more than one spell. Child care leave shall not be debited against the leave account. Child care leave may also be allowed for the third years as leave not due (without production of medical certificate) it may be combined with leave of the kind due and admissible.

(d) The child care leave shall be admissible for two eldest surviving children only.(e) Child Care Leave can be availed only if the employee concerned has no Earned Leave (LAP

only) at her credit. (f) Maternity & paternity leave is also admissible in case of still born /dead child.

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(xiv) Family Planning Allowance : The family planning allowance is revised at double the existing amount of the family planning allowance subject to minimum of Rs. 210/- per month.

1) Rs. 210 p.m. to those in Grade Pay between Rs. 1300 to 24002) Rs. 250 p.m. to those in Grade Pay Rs. 28003) Rs. 400 p.m. to those in Grade Pay Rs. 42004) Rs. 450 p.m. to those in Grade Pay Rs. 46005) Rs. 550 p.m. to those in Grade Pay between Rs. 4800 to 5400

The allowance will be related to the grade pay corresponding to the post against which the employee concerned had initially earned or will earn the family planning allowance. All other terms and conditions governing the grant of family planning Allowance shall remain unchanged. (Ref: Bd’s No PC–V/2008/A/0/2 (FPA) dt. 14/10/2008)(RBE-151/2008).

10. Sexual Harassment: (i) Constitution of a Complaints Committee to enquire into complaints of sexual harassment made

against officers of the level of Secretary and Additional Secretary to the Government of India. Copy of the Cabinet Secretariat Order No.1 No.F.No.50l/28/12008-CA.V dated 26-9-2008 (Order No. l )Subject: Constitution of a Complaints Committee to enquire into complaints of sexual harassment made

against officers of the level of Secretary and Additional Secretary to the Government of India. With the approval of the Prime Minister, it has been decided to constitute a Complaints Committee to

enquire into complaints of sexual harassment made against officers of the level of Secretary and Additional Secretary and equivalent level in Ministries, Departments and organizations directly under the control of the Central Government other than Central PSUs.

2. The Committee wi\l proceed in accordance with guidelines laid down by the Supreme Court in the case of Visakha and Others vs. State of Rajasthan. The composition of the Committee will be as follows:

1. Ms. Rathi Vinay Jha, (!AS retired), Secretary-General, - ChairmanWorld Travel and Tourism Council, NewDelhi

2. Ms. Indu Agnihotri, Senior Fellow, - MemberCentre for Women's Development Studies, New Delhi

3. A senior officer with experience of the sector or department to which - Member the complaint relates (to be nominated for each case separately depending uponthe Department/Ministry to which the complaint relates

3. The Committee will have a tenure of three years from the date of issue of this order and will be serviced by the Cabinet Secretariat. [No.E(D&A) 2008 GS I-6, dated 19-11-2008] R.B.E. No. 182/2008

(ii) Guidelines regarding prevention of sexual harassment of working women in the workplace.

1. A copy of DOP&T's Office Memorandum No. 11013/3/2009-Estt.A dated 21.7.2009 on the above subject is sent herewith. Contents of this O.M may please be brought to the notice of all concerned for their information and strict compliance. The word 'no' appearing in line 4 of item (v) of the O.M. dated 21.7.2009 may, however, be treated as deleted. The number of the last para of the O.M. may also be read as (2) in place of (3). The provisions of DOP&T's O.M of 13.2.1998 and the Cabinet Secretariat's Order No. 1 dated 26.9.2008, referred to in introductory para and item (vi) of the aforesaid O.M. dated 21.7.2009, have been circulated on the Railways under Board's letter No. E(D&A) 97 GS 1-4 dated 1.7.1998 and No. E(D&A) 2008 GS 1-6 dated 19.11.2008. An amendment corresponding to Rule 14(2) of the Central Civil Services (Classification, Control and Appeal)

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Rules, 1965, mentioned in item(v) of the O.M. dated 21.7.2009, has been carried out in the Rule 9(2) of the Railway Servants (Discipline and Appeal) Rules, 1968 also.

2. A copy of the DOP&T's office Memorandum of same number date 3.8.2009 in the matter is also sent herewith for information and strict compliance by all concerned. In this connection, attention is also invited to D.O. letter No. E(D&A)2008 GS 1-6 dated 24.9.2009 of the Board (Member Staff).

====No. 11013/3/2009. Estt (A)

Government of India Ministry of Personnel, Public Grievances and Pensions(Department of Personnel and Training)

North Block, New Delhi,Dated the 21st July, 2009

OFFICE MEMORANDUM

Sub: CCS (Conduct) Rules, 1964 Guidelines regarding prevention of sexual harassment of working women in the workplace.

The undersigned is directed to refer to Department of Personnel and Training's O.M. No. 11013/10/97- Estt (A) dated 13.2.1998 and 13.7.1999 O.M. No. 11013/11/2001. Estt (A) dated 12.12.2002 and 4.8.2005 and O.M. No. 11013/3/2009 - Estt (A) dated 2.2.2009 on the abovementioned subject and to say that it is necessary to have in place at all times an effective Complaint Mechanism for dealing with cases of sexual harassment of working women and to create awareness in this regard, particularly amongst working women. The salient features of the Complaint Mechanism and inquiry procedure are as follows:-

(i) Rule 3 C of the CCS (Conduct) Rules, 1964 provided that no Government servant shall indulge in any act of sexual harassment of any women at her work place. Every Government servant who is Incharge of a work place shall take appropriate steps to prevent sexual harassment to any woman at such work place. "Sexual harassment" includes such unwelcome sexually determined behavious, whether directly or otherwise, as -

a) physical contact and advancesb) demand or request for sexual favours;c) sexually coloured remarksd) showing any pornography or /-e) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

ii) Whether or not such conduct constitutes an offence under law or a breach of the service rules, an appropriate complaint mechanism should be created in the employer's organization for redress of the complaint made by the victim. Such complaint mechanism should ensure time bound treatment of complaints

iii) The complaint mechanism should be adequate to provide, where necessary, a Complaints Committee, a special councellor or other support service, including the maintenance of confidentiality.The Complaints Committee should be headed by a woman and not less than half of its member should be women. Further to prevent the possibility of any undue pressure or influence from senior levels, such Complaints Committee should involve a third party, either NGO or other body who is familiar with the issue of sexual harassment.The Complaints Committee must take an annual report to the Government department concerned of the complaints and action taken by them.The employers and person in charge will also report on the compliance with the aforesaid guidelines including on the reports of the Complaint Committee to the Government department.

iv) The Committee constituted for redressal of the complaints by the victims of sexual harassment should be headed by an officer sufficiently higher in rank so as to lend credibility to the investigations.

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v) The Complaint Committee established in each Ministry or Department or Office for inquiring into complaints of sexual harassment shall be deemed to be the inquiring Authority appointed by the Disciplinary Authority and that the Complaints Committee shall hold, if no separate procedure has not been prescribed for the Complaints Committee for holding the inquiry into such complaints, the inquiry, as far as practicable in accordance with the procedure laid down in the said rules. [In 2004 a proviso was added to rule 14(2) of the Central Civil Services (Classification, Control and Appeal) Rules, 1965 (copy enclosed) to this effect].

vi) The Complaints Committee in terms of Cabinet Secretariat's Order No. 1 dated 26.9.2008 will inquire into complaints made against officers of the level of Secretary and Additional Secretary and equivalent level in the Government of India in the Ministries /Departments and Organisations directly under the control of the Central Government (other than the Central PSUs). The existing Complaints Committee established in each Ministry or Department or Office will, inquire into complaints of sexual harassment against only those Government servants who are not covered by the Cabinet Secretariat's Order No. 1 dated 26.9.2008.

vii) It may be ensured that the Complaints Committee shall at all times be in existence and charges in its composition, whenever necessary, should be made promptly and adequately publicized. The composition of the Complaints Committee be also posted on the websites of the concerned Ministries/ Department/ Offices concerned.

2. All Ministries/Departments are requested to being the foregoing to the notice of all concerned.

Encl : As typed below

PROVISIONS OF RULE 14(2) OF THE CENTRAL CIVIL SERVICES (CLASSIFICATION, CONTROL AND APPEAL) RULES, 1965.

14(2) Whenever the disciplinary authority is of the opinion that there are grounds for inquiring into the truth of any imputation of misconduct or misbehaviour against a Government servant, it may itself inquire into, or appoint under this rule or under the provisions of the Public Servants (Inquiries) Act, 1850, as the case may be an authority to inquire into the truth thereof.

Provided that where there is a complaint of sexual harassment within the meaning of rule 3 C of the Central Civil Services (Conduct) Rules, 1964, the complaints Committee established in each ministry or Department or Office for inquiring into such complaints shall be deemed to be the inquiring authority appointed.

====No. 11013/3/2009. Estt (A)

Government of India Ministry of Personnel, Public Grievances and Pensions(Department of Personnel and Training)

North Block, New Delhi,Dated the 21st July, 2009

OFFICE MEMORANDUM

Sub: CCS (Conduct) Rules, 1964 Guidelines regarding prevention of sexual harassment of working women in the workplace.

In continuation of Ministry of Personnel, Public Grievances and Pensions, Department of Personnel and Training, Government of India O.M. of even number dated the 21 st July, 2009 on the abovementioned subject,

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the undersigned is directed to say the matter was considered by a Committee of Secretaries ad the following decision was taken:

"As regards provisions for protection of women, it was suggested that the complaints committee mechanism provided under Vishakha guidelines relating to sexual harassment should be strictly in accordance with the judgment and steps should be taken to ensure that the committee is effective and functional at all times. It would also be desirable for the Committees to meet once a quarter, even if there is no live case, and review preparedness to fulfill all requirements of the Vishakha judgment in the Department/Ministry/organization concerned. DOPT will issue suitable directions.2. All Ministries/Departments are requested to ensure compliance.[Ref: (P.S. No. 29/2010) No. E/DAR/240/0 dated 16.02.2010 Rly. Board's letter No. E(D&A) 2009/GS 1-9 dt. 20.1.2010 ( RBE No. 16/2010)]

11. Special dispensation in the form of Special Casual Leave to Central Government employees with disabilities (Male & Female).

Consequent on the recommendation of the 6th Pay Commission that the number of Casual Leave available for employees with disabilities should be 12 days as against 8 days for other employees, the Ministry of Railways have decided that the additional benefit of 4 days leave should be granted in the form of Special Casual Leave. Sanction of the Ministry of Railways is accordingly conveyed for grant of Special Casual Leave for 4 (four) days in a calendar year to Railway employees with disabilities as defined in the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995, for specific requirements relating to the disability of the official. These orders take effect from 1st September, 2008. EP 63/0 Vol.III & No. E(PC)767/0 Sr.No.63 Date: 06.01.2009 P.S.No.2/2009 Railway Board’s letter No.E(G)2008 LE 1/4 dated 26.12.2008(PC-VI No.64 and RBE No.201/2008)

In terms of Board's letter No. E(G)/2008/LE 1/4 dated 26.12.2008 (RBE No.201/2008)., instructions were issued regarding provision of additional Casual Leave in the form of Special Casual Leave for the employees with disabilities. It has been stipulated in the above said circular that the number of Casual Leave available for employees with disabilities should be 12 days as against 8 days for other employees. A question has arisen as to whether this facility will be available for other employees with disabilities as defined in the Persons with Disabilities (Equal Opportunities, Protection of Rights & Full Participation) Act, 1995, who are availing of Casual Leave 10 days or 13 days at present in terms of Board's letter No. E(G)98 LE 1-1 dt.20.2.98 (RBE No.44/98).[Board's letter No. No. E(G) 2008/LE 1/4 dated 03.05.2010 (P.S.No.69/2010 No. EP 631/0 Vol. III dated 12.05.2010).

12. No Use of "Adopted" word before Son/daughter on Railway Pass/PTO

Arising out of a demand from a section of employees for doing away with practice of mentioning the word "adopted" on privilege pass/ PTO in the case of adopted children of railway employees, the matter has been examined.As per Railway Servants (Pass) Rules, 1986 (2nd edition 1993), adopted child is at par with natural born child of a Railway Servant. In this connection attention is invited to Rule-1(A) and 3 (i) of the Railway Servants Pass Rules, 1986 (2nd edition 1993) which stipulate conditions regarding Pass/ PTO facilities to the adopted child.Since, the provisions do not stipulate mentioning the word "Adopted" before son or daughter on the Pass/ PTO to be issued to a railway servant, the same should not be mentioned on the Pass / PTO. [Ref: P.S.No.72/2010 No.E/Pass/768/13 Vol.II dated 25.05.2010, Railway Board's letter No. E(W)2010/PS-5-1/2 dated 17.5.2010].

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13. Issue of school Passes during vacations – PNM/AIRF Item No. 10/2010

AIRF, in the aforesaid Item have represented that School Passes are issued after production of vacations certificate which is issued by the educational institutions only 10 to 30 days in advance, resulting in inadequate time for obtaining confirmed train reservation on School Pass. The Federation has requested for replacement of the existing procedure to enable the parents to obtain such passes well in advance for the purpose of obtaining confirmed reservation in trains in respect of their wards

2. In this connection, attention is invited to the provisions contained in Rule -2 (a) & (b) of Scheduled II (Pass on Privilege Account) of Railway Servant (Pass) Rules, 1986 (Second Edition, 1993) which provide as follows:-

(a) The School Certificate should be submitted once a year at the beginning of the academic session. However, where the studies are discontinued, an intimation of the same should immediately be given to the Pass issuing Authorities. A certificate may, however, be insisted in case of doubt as regards continuance of studies.

(b) In those cases, where a pass is issued without production of the School Certificate, the School Certificate should be submitted within a period of one month from the date of the issue of the pass.

[Ref: No. E(Pass)768/11Vol. IV date: 12.08.10 Railway Board's letter No. E(W)2010PS-5-1/11 dt. 23.7.2010 (RBE No. 104/2010)

14. Removal of age limit of 25 years in respect of medical facilities for dependent children of serving Railway employees and pensioners.

Arising out of demands raised by AIRF in the PNM meetings, it is hereby clarified that the instructions contained in Para 601(5)(b)(ii) of the Board’s letter under reference regarding the above mentioned subject may now be read as under:-

“Unmarried sons over 21 years of age without an upper age limit, even if not a student or invalid, provided he is wholly dependent on, and resides with the Railway employee”

Ministry of Railways have decided to elaborate/amend Para 601 (5) and 601(6) of IRMM, 2000 as under:-

(5) “Family members” for purposes of these rules, will include -(a) consort-

(i) wife of a Railway Employee, whether she is earning or not;(ii) husband of a Railway employee, whether he is earning or not;

(b) sons-(i) sons under 21 years of age provided they are wholly dependent on the Railway

employee;(ii) sons over 21 years of age without an upper age limit, even if not a student or invalid,

provided he is wholly dependent on & resides with the Railway employee.(c) daughters -

(i) unmarried daughters, irrespective of whether they are earning or not and irrespective of their age;

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(ii) married daughters under 18 years of age and widowed daughters, irrespective of their age, provided they are wholly dependent on the Railway employee;

(d) Step-sons, unmarried step-daughters, married step-daughters and one adopted child, subject to the age limit prescribed in (b) and (c) above, provided they are wholly dependent on the Railway employee.

Note:- In a case where both husband and wife are Railway employees, the wife may be allowed to avail herself of the medical attendance and treatment facilities either according to her own status or according to the status of her husband whichever is more favourable, the children may also be allowed these concessions according to the status of the either of their parents and the preferential claim of reimbursement of medical expenses

(6). “Dependent relatives”, for these rules, will include all such persons as are eligible for passes under the Pass rules and will thus include-

(a) mother/step-mother; if a widow;(b) unmarried or widowed sisters or step-sisters if father is not alive;(c) brothers/step –brothers under 21 years of age, if father is not alive;

provided that the above are wholly dependent on and reside with the Railway employee. The words “wholly dependent” means a person who does not have independent income more than 15% of the emoluments of the Railway servant concerned or Rs. 3500/- plus dearness relief thereon, which ever is more.

Note:- (i) The age limit prescribed in the case of brother/step-brothers will not apply to bonafide students of recognized educational institutions and to invalids on appropriate certification by Railway Medical Officer.

(ii) Mother includes adoptive mother only in cases in which the mother has legally adopted the Railway employee as a child and has, since adoption, always been recognized *as the mother. A railway employee may not obtain free medical attention for his real mother as well as for an adoptive mother. [WR- (P.S.No.44/2009) No. EC 685/104 Vol.V & No. EP 685/0 Sr. No. 15 dated ate: 26.02.09]. 15. Transport Allowance to blind & orthopedically handicapped Railway

employees

On receipt of a reference from All India Railwaymen's federation (AIRF) regarding grant of Transport Allowance to blind and orthopedically handicapped Railway employees availing FRC facility, the matter has been considered in Board's office and in context thereof, it is clarified that such blind and orthopedically handicapped Railway employees are entitled for Transport Allowance in term's of para – 2 (i) of Board's letter No. PC-V/2008/A/TA/2 dtd. 12.09.2008, as the condition of availing Residential Card Pass facility by a Railway employee has been delinked with grant of Transport Allowance vide Board's letter dtd.23.012009.(Ref: WR- P.S.No.71/2010 No. E(P&A)95/0 Vol. II date: 17.05.2010 & Railway Board's letter No. PC-V/2009/A/TA/1 dt. 10.5.2010 (RBE No. 71/2010). 16. Scheme for providing immediate relief to the families of Railway Servants

who die while in service

Sanction on of the President is hereby communicated to the following modification to the ministry of Railways letter No. E(W)72/WE-6/15 dated 21.04.1973 on the above subject as ended from time to time:-

"In Para-I (ii) of the letter ibid, substitute the figure of Rs. 8000/- by the figure Rs. 15000/-. 2. This amendment takes effect from 4.12.2009.

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(This relief is given at the time of death of employee to family members through welfare inspectors for funeral & other death processes. Amount paid is adjusted in final settlement.) (R.B.E. No. 216/2009) (Board's letter No.E(W)98/WE-6/8 dated 5.8.99 & No. E(W)2004IWE-619, dated 4.12.2009)

17. (i) Inclusion of names of the widowed or divorced daughter/ parents in the PPO – Procedure thereof.

The undersigned is to refer to the Ministry of Railways (Railway Board)'s O.M. No.2007/ACII/21/10 dated 11.11.2008 and further to this Department's O.M. No.1/6/08-P&PW(E) dt.13.2.2009 on the above noted subject and to state that it has been clarified vide this Department's O.M. No.1/21/91-P&PW(E) dated 20.1.1993 that the revised PPO format introduced w.e.f. 1.1.1990 contains provision for entry of details of all members of the family of the pensioner. The PPOs issued prior to 1.1.90 do not contain the names / details of children of the pensioner. In cases where the names of eligible children have not been mentioned in the PPO for various reasons, the pensioner can furnish a list of eligible children to the pension sanctioning authority and obtain on acknowledgement thereof from that authority. This acknowledgment will be produced at the time of submission of family pension claim to the pension sanctioning authority. However, the production of an acknowledgment will not be a pre-condition to the processing of claim for family pension. Even the spouse of the deceased Government servant / pensioner can furnish the details of such Children, if not furnished by the Government servant / pensioner earlier, to the pension sanctioning authority as clarified vide this Department's O.M. No.1/21/91-P&PW(E) dated 15.1.1999.

As regards the cases wherein eligibility of divorced or widowed daughter / parents occurs after issue of the PPO, it is hereby clarified that the pensioner or his/her spouse may intimate to the pension sanctioning authority the details/ names of divorced or widowed daughter/ parents, to the pension sanctioning authority as per the procedure indicated in para (1) above. Similarly, in cases where the pensioner or his/her spouse has expired, the widowed or divorced daughter/ parents can themselves intimate such details to the pension sanctioning authority. However, the family pension in such cases can be processed by the pension sanctioning authority even without such intimation / acknowledgment, if sufficient proof of entitlement is produced by the claimant and all other condition for grant of family pension are fulfilled. (Ref: Railway Board's letter No.2007/AC-II/21/20 dt.02.03.2010 (RBA No.4/2010) & WR PS-77/2010 No.E(S)789/6 Vol.II date: 31.05.2010).

(ii) List of documents required for inclusion in PPO (widow /divorced / unmarried daughter, in valid & mentally retarded son/daughter)(1) Application of claimant i.e. pensioner/family pensioner/ pension claimant dependent(2) Death certificate of mother/father or both issued by competent authority(3) Age proof/ birth certificate issued by competent authority of each son/s, daughter/s or brother sisters.(4) Family particulars (Padhi Nama) issued by Talati of concern area.(5) Husband death’s certificate of claimant widow daughter/s.(6) Income certificate of widow /divorced / unmarried daughter.(7) Divorce certificate of court of widow daughter (Notary not valid).(8) Pensioner’s dependent declaration if alive(9) Photo identity card issued by competent government authority.(10) No objection declaration by other brothers/sisters.(11) Original Affidavit copy of magistrate of pensioner/family pensioner & pension claimant dependent/s

for claim relevant pension dependent, Family member/s, age, unmarried, income less than Rs. 2500/-(12) Zerox copy of Bank account (independent), (13) Three photographs of self signature attested by gazetted officers(14) Copy of PPO of main pensioners/ revised PPO issued after Pay commissions(15) Handicapped or mentally retarded certificate of competent authority/civil surgeon/psychiatrics.

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(16) Railway authority no earning certificate along with medical board certificate for Handicapped or mentally retarded.

18. Children Education Allowance :(i) Children Education Assistance and Reimbursement of Tuition Fee :

A copy of the Office Memorandum No. 12011/03/2008-Estt(Allowance) dated 02.09.2008 of the Ministry of Personnel, Public Grievances and Pensions (Dept of Personnel & Training) conveying Government's decisions on the recommendations of Sixth Central Pay Commission relating to Children Education Assistance and Reimbursement of Tuition Fee is enclosed. These instructions shall apply mutates mutandis to Railway employees and shall be effective from 1st September, 2008. Accordingly, the existing instructions on the subject shall stand amended to the extent the policy has been revised in terms of the instructions dated 2.9.2008.

xxxxxCopy of the Office Memorandum No. 12011/03/2008-Estt(Allowance) dated 02.09.2008 of the Ministry of Personnel, Public Grievances and Pensions (Dept of Personnel & Training) address to All Ministries, Government of India.

Consequent upon the decision taken by the Government on the recommendations made by the Sixth Central Pay Commission and in super session of all the earlier orders on the subject of Children Education Allowance and Reimbursement of Tuition Fee, the President is Please to issue the following instructions:-

a) Children Education Allowance and Reimbursement of Tuition Fee which were hitherto payable separately will be merged and will hence forth be known as 'Children Education Allowance Scheme.'

b) Under the Scheme Children Education Allowance and Reimbursement can be availed by Government Servants upto to a maximum of 2 children.

c) Reimbursement as indicated above will be applicable for expenditure on the education of school going children only i.e. for children from classes nursery to twelfth, including classes eleventh and twelfth held by junior colleges or schools affiliated to Universities or Boards of Education.

d) Henceforth, the reimbursement of Children Education Allowance shall have no nexus with performance of the child in his class. In other words, even if a child fails in a particular class, the reimbursement of Children Education Allowance shall not be stopped.

e) Reimbursement for the following items can be claimed under this Scheme.

Tuition Fee, admission fee, laboratory fee, special fee charged for agriculture, electronics, music or any other subject, Fee charged for practical work under the programme of work experience, fee paid for the use of any aid or appliance by the child, library fee, games/sports fee and fee for extra curricular activities. This also includes reimbursement for purchase of one set of text books and notebooks, two sets of uniforms and one set of school shoes which can be claimed for a child, in a year.

f) The annual ceiling fixed for reimbursement of Children Education Allowance is Rs. 12,000/-.g) Under this scheme, reimbursement can be claimed once every quarter. The amount that can be

claimed in a quarter could be more than Rs. 3,000/- and in another quarter less than Rs. 3,000/- subject to the annual ceiling of Rs. 12.000/- per child being maintained.

h) In case both the spouses are Government servants, only one of them can avail reimbursement under Children Education Allowance.

i) Hostel subsidy will be reimbursed upto the maximum limit of Rs. 3,000/- per month per child subject to a maximum of 2 children. However, both hostel subsidy and Children Education Allowance cannot be availed concurrently.

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j) The above limits would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%.

2. In order to ensure that Government servants have no difficulty in claming reimbursement, the procedure under this Scheme is being kept simple. Reimbursement should hence forth be made on the submission of original receipts on the basis of self certification by the Government servant.

3. These orders shall be effective from 1st September, 2008. No. E(PC)767/6th PC & No. E(PC)767/0 Sr.No.32 Dated 24.10.2008 P.S.No.146/2008 Railway Board’s letter No. E(W) 2008/ED-2/4 dt.01.10.2008 (PC-VI No.24 & RBE No. 135/2008)

(ii) Grant of Children Education Assistance and Reimbursement of Tuition fee : (Ref: Board’s letter No E ( W ) 2008 / ED – 2 / 4 dt. 1/10/2008 & other clarifications)

(a) Children Education Allowance and Reimbursement of tuition fee which were hitherto payable separately will be merged and will henceforth be known as children education allowance scheme.

(b) Under the scheme of children Education Allowance reimbursement can be availed by Govt. Servants for his eldest two surviving 2 children. Education allowance is admissible in more then two children, if number of children exceeds two as a result of second child birth resulting in twins or multiple births.

(c) Reimbursement as indicated above will be applicable for expenditure on the education of school going children only i.e for children from classes nursery to twelfth including classes eleventh and twelfth held by junior colleges or school affiliated to universities or Boards of education and first 2 years of Diploma/ polytechnic after passing 10th.

(d) Henceforth, the reimbursement of children education allowance shall have no nexus with the performance of the child in his class. In other words, even if a child fails in a particular class, the reimbursement of children Education Allowance shall not be stopped.

(e) Reimbursement for the following items can be claimed under this scheme.

“Tuition Fee, admission fee, laboratory fee, special fee charged for agriculture, electronics, music or any other subject, fee charged for practical work under the programme of work experience, fee paid for the use of any aid or appliance by the child, library fee, Vidhyalaya Vikas Nidhi, games / sports fee and fee for extra-curricular activities. This also includes reimbursement for purchase of one set of text books and notebooks, two sets of uniforms and one set to school shoes which can be claimed for a child in a year.”

(f) The annual ceiling fixed for reimbursement of children education allowance is Rs. 12000/- per child.(g) Under this scheme, reimbursement can be claimed once every quarter. The amount that can be claimed in a

quarter could be more than Rs. 3000/- and in another quarter less than Rs. 3000/- subject to the annual ceiling of Rs. 12000/- per child being maintained.

(h) In case both the spouses are Govt. Servants, only one of them can avail reimbursement under children Education Allowance.

(i) Hostel subsidy will be reimbursed up to the maximum limit of Rs. 3000/- per month per child subject to a maximum of 2 children. However both hostel subsidy and children Education allowance can not be availed concurrently.

(j) ‘Classes nursery to twelfth’ is includes 1st to 12th + 2 classes prior to class 1st irrespective of the nomenclature.

(h) Schools/institutions at nursery, primary and middle level not affiliated to any Board of education, the reimbursement under the Scheme may be allowed.

(k) Recognized school/institution in this regard means a Govt. school or any educational institution whether in receipt of Govt. aid or not, recognized by the Central or State Govt. or Union Territory Administration or by University or a recognized educational authority having jurisdiction over the area where the Institution is situated.

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(l) In case of physically/mentally handicapped child studies in any institution whether recognized or not is admissible to reimbursement of fees between age limit 05 to 22 years.

(iii) Special Allowance for child care for women with disabilities and Education Allowance for disabled children of Govt. Employees: (Ref: Board’s letter No E/ W/2008 / ED / 2 / 5 dt. 13/10/2008)

(i) Women with disabilities shall be paid Rs. 1000/- per month as special allowance for child care. The allowance shall be payable from the time of the child’s birth till the child is two years old.

(ii) It shall be payable for a maximum of two children(iii) Disability means a person having a minimum disability of 40% as elaborated in ministry of

welfare’s notification No. 16-18/97-NI-I dt. 1/6/2001.

Reimbursement of Education Allowance for disabled children of Govt. employees shall be payable at double the normal rates prescribed. The annual ceiling fixed for reimbursement of children education allowance for disabled children of Govt. employees is Rs. 24000/-. The rest of the conditions will be the same as stipulated vide OM No. 12011 / 03 / 2008 – Estt. (Allowance) dt. 2.9.2008 on the subject.(iv) Special Allowance for child care for women with disabilities and Education Allowance for

disabled children of Govt. employees. These instructions shall apply mutatis mutandis to Railway employees and shall be effective from 1st

September, 2008. The rest of the conditions will be the same as stipulated vide on the subject and circulated vide Railway Board's letter No. E(W)2008/ED-2/4, dated 1.10.2008.

Consequent upon the decision taken by the Government on the recommendations made by the Sixth Central Pay Commission for providing extra benefits to women employees with disabilities especially when they have young children and children with disability, the President is pleased to issue the following instructions :-

(i) Women with disabilities shall be paid Rs. 1000/- per month as Special Allowance for Child care. The allowance shall be payable from the time of the child's birth till the child is two year old.

(ii) It shall be payable for a maximum of two children. (iii) Disability means a person having a minimum Disability of 40% as elaborated in Ministry of Welfare's

Notification No. 16-18/97-NI.I dated 1.6.200'1. (Annexure) (iv) The above limit would be automatically raised by 25% every time the Dearness Allowance on the

revised pay structure goes up by 50%. Re-imbursement of Education Allowance for disabled children of Government employees shall be payable at double the normal rates prescribed. The annual ceiling fixed for re-imbursement of Children Education Allowance for disabled children of Government Employees is Rs. 24000. The rest of the conditions will be the same as stipulated vide OM No. 12011 /03/2008-Estt. (Allowance) dated 2nd September, 2008 on the subject.

Ministry of Social justice & Empowerment O.M. No. 16-18/97-NI-I dated 1.6.2001 Guidelines for evaluation of various disabilities and procedure for certification

No. 16-18/97-NI-I In order to review the guidelines for evaluation of various disabilities and procedure

for certification as given in the Ministry of Welfare's O.M. 4-2/83HW.IIl, dated the 6th August, 1986 and to

recommend appropriate modifications/alterations keeping in view the Persons with Disabilities (Equal

Opportunities, Protection of Rights and Full Participation) Act, 1995, Government of India in Ministry of

Social Justice and Empowerment, vide Order No. 16-18/1997-Nl.l, dated 28.8.1998, set up four committees

under the Chairmanship of Director General of Health Services-one each in the area of mental retardation,

Locomotor/Orthopaedic disability, Visual disability and Speech & Hearing disability. Subsequently, another

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Committee was also constituted on 21.7.1999 for evaluation, assessment of multiple disabilities and

categorization and extent of disability and procedure for certification.

2 After having considered the reports of these committees the undersigned is directed to convey the

approval of the President to notify the guidelines for evaluation of following disabilities and procedure for

certification :-

Visual impairment

Locomotor / Orthopaedic disability Speech & hearing disability

Mental retardation

Copy of the Report is enclosed herewith as Annexure*

3. The minimum degree of disability should be 40% in order to be eligible for any concessions/ benefits.

4. According to the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full

Participation) Rules, 1996 notified by the Central Government in exercise of . the powers conferred by sub-

section (I) and (2) of section 73 of the Persons with Disabilities (Equal Opportunities, Protection of Rights and

Full Participation) Act, 1995 (1 of 1996), authorities to give disability Certificate will be a Medical Board duly

constituted by the Central and the State Government. The State government may constitute a Medical Board

consisting of at least three members out of which at least one shall be a specialist in the particular field for

assessing locomotor/Visual including low vision/hearing and speech disability, mental retardation and leprosy

cured, as the case may be.

5. Specified test as indicated in Annexure * should be conducted by the medical board and recorded before

a certificate is given.

6. The certificate would be valid for a period of five years for those whose disability is temporary and are

below the age 18 years. For those who acquire permanent disability, the validity can be shown as 'Permanent

disability, the validity can be shown as ‘Permanent’.

7. The State Govts./UT Admn. may constitute the medical boards indicated in para 4 above immediately, if

not done so far.

8. The Director General of Health Services, Ministry of Health and Family Welfare will be the final

authority, should there arise any controversy/doubt regarding the interpretation of the

definitions/classifications/evaluations tests etc.

(No. E(W)2008/ED-2/5, dated 13.10.2008) (RBE-150/2008) DOP&T's O.M. No. 12011/03/2008 Estt.

(Allowance) dated 2nd September, 2008.

(v) Children Education Allowance/ Hostel Subsidy-Clarifications.

(a) It is clarified that Vidyalaya Vikas Nidhi charged by Kendriya Vidyalayas will also form part of para 1(e) of the said OM and can be claimed for reimbursement under the scheme of Children

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Education Allowance subject to the annual ceiling of Rs. 12000 per child. Where Vidyalaya Vikas Nidhi has not been admitted for reimbursement in past cases, the same may now be considered for reimbursement, subject to the other conditions.

(b) It is clarified that Children Education Allowance is admissible for the two eldest surviving children only, except when the number of children exceeds two due to second child birth resulting in multiple births.

(c) "Reimbursement will be applicable for expenditure on the education of school going children only i.e. for children from classes nursery to twelfth including classes eleventh and twelfth held by junior colleges or schools affiliated to Universities or Board of Education". A definition of 'nursery' is clarified that 'classes nursery to twelfth' will include classes I to XII + 2 classes prior to class I irrespective of the nomenclature.

(d) It is further clarified that in respect of schools/ institutions at nursery, primary and middle level not affiliated to any Board of education, the reimbursement under the Scheme may be allowed for the children studying in a recognized school/ institution. Recognized school/ institution in this regard means a Govt. school or any educational institution whether in receipt of Govt. aid or not, recognized by the Central or State Govt. or Union Territory Administration or by University or a recognized educational authority having jurisdiction over the area where the Institution is situated. (For (a) to (d) Ref: PS 75/2010 No. E (P&A) 352/0 dated 23.04.2010 & Board's letter No. E(W)2008/ED-2/4 dtd. 04.01.10).

(v)(i) What is the definition of ' Year' & 'Hostel Subsidy' as per the OM No.12011/3/2008-Estt.(Allowance) dt. 2Sept, 2008 on the subject Children Education Allowance?

(i) 'Year' means academic year i.e. twelve months of complete academic session.(ii) Hostel Subsidy means expenses incurred by the Govt. servant if he has to keep his children in the hostel of a residential school away from the station at which he is posted! or is residing. It may include expenses towards boarding, lodging and expenses as detailed in para (e) of the original OM No. 12011/3/2008- Estt. (Allowance)dt. 2nd Sept, 2008

(ii) What IS the amount of reimbursement of Children Education Allowance for the year 2008-09 in the OM No. 12011/3/2008- Estt.(AL) dt. 2nd Sept, 2008?

It may be calculated on prorata basis @ maximum of Rs.I0001-per month per child w.e.f. 1st September, 2008.

(iii) Whether DOPT OM No.12011/3/2008-Estt.(Allowance) dated 2nd Sept, 2008 is admissible for reimbursement of Children Education Allowance for pursing DiplomaCourse for the initial years m Polytechnic?

In cases where minimum qualifications for admission in the two years Diploma course in Polytechnic is 10th Class and the student joins the polytechnic after passing X class, the reimbursement of tuition fees shall also be allowed for the 1st and 2nd year classes of the above course.

(iv) Whether children attending day boarding, whether attached to schoolsor not are eligible to draw hostel subsidy?

No they are not eligible.

(v) Whether the restriction of classes Nursery to class Twelfth as applicable for Children Education Allowance is also applicable for drawing hostel subsidy?

Yes

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(vi) Whether Children Education allowance is admissible for more than two children in case the number of children exceeds two as a result of multiple birth?

Yes, if the number of children exceeds two as a result of second child birth resulting in twins or multiple births.

(vii) Whether Children Education Allowance 1 Hostel Subsidy will be admissible during suspension or leave?

The Children Education Allowance or hostel subsidy shall be admissible to a Govt. servant while he/she is on duty or is under suspension or is on leave (including extra ordinary leave).Provided that during any period which is treated as 'dies non' the Govt. servant shall not be eligible for the Allowance / reimbursement / subsidy for the period.

(viii) Whether reimbursement of Children Education Allowance as per OM No. 12011/4/2008- Estt.(AL) dt. 11th Sept, 2008 is admissible for disabled Children of Govt. employees who undergoes non formal Education or Vocational Training or other similar instructions?

Yes. As long as a physically/mentally handicapped child studies in any institution i.e. aided or approved by the Central/ State Govt. or UT Administration or whose fees are approved by any of these authorities, the Children Education Allowance paid by the Govt. servant shall be reimbursed irrespective of whether the institution is 'recognized' or not. In such cases the benefits will be admissible between the age limits 5 to 22 years.

P.S.No.4/2009 No. E(P&A)352/0 Vol.III & No. E(PC)767/0 Sr.No.65 dated09.01.2009 Railway Board’s letter No. E(W)2008/ED-2/4 dated 18/19.12.2008(PC-VI No.60 and RBE No.197/2008)(vi)Whether the expenditure incurred on purchase of books, uniform, shoes etc. priors to 01.09.2008 during the academic year 2008-09 is reimbursable under the Scheme and, if so, upto what extent?

The revised orders on Children Education Allowance are effective from 01.09.2008. In the revised orders reimbursement is admissible for expenditure on purchase of books, uniform, school shoes and certain other fee heads which was not available under the previous instructions. Expenditure incurred prior to 01.09.2008 has to be covered as per the previous instructions. As such it is not feasible to reimburse expenditure on books, uniform, shoes etc. purchased prior to 01.09.2008.

Whether the full amount of Rs.12000/- of Children Education Allowance can be reimbursed at the beginning of the academic year since expenditure on purchase of books, uniform, shoes and certain fee elements like admission fee, science fee etc. is made at the start of scholastic session?

The new scheme provides reimbursement of children education allowance upto a maximum of Rs.12,000/- per annum per child. It further prescribes that reimbursement can be claimed once every quarter and the amount claimed in a quarter could be more than Rs.3000/- and in another quarter less than Rs.3000/- subject to overall ceiling of Rs.12,000/- per child p.a. beings maintained. This logically implies that starting from academic year 2009-10 entire Rs.12,000/- can be claimed in one quarter with 'nil' reimbursements in other three quarters.

In case of employees appointed to service after 01.09.2008, whether the allowance is admissible from date of joining on pro-rata basis or full reimbursement can be claimed ?

It is clarified in the revised instructions that Children Education Allowance is not admissible for the period of service treated as dies-non i.e. no service no allowance. It is further clarified that Children Education Allowance may be calculated on pro-rata basis @ maximum Rs.1000/- per month per child. As such employees who have joined service after 01.09.2008 would be entitled to Allowance on pro-rata basis i.e. maximum Rs.1000/- for each completed month per child.

Whether reimbursement can be claimed for expenses on Tuition classes in recognized Coaching Centres.

The Children Education Allowance is meant for the reimbursement of expenses incurred on studies/education of a child in a school. Hence expenses on coaching classes in a

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Tuition / Coaching Centre would not be admissible.P.S.No.101/2009 No. E(P&A)352/0 dated .06.2009 Railway Board's letter No. E(W)2008/ED-2/4 dt. 04.05.2009 (RBE No. 78/09) (vii)Whether reimbursement of Children Education Allowance under the revised Scheme is admissible in respect of children studying in unrecognized schools also ?

Reimbursement of Children Education Allowance is admissible for eldest two surviving children studying in schools affiliated to Board of Education.

Under the revised orders reimbursement is admissible for a maximum of two children (exceptions aside). In case of employees having more than two children, which two children (i.e. eldest two or youngest or any two school going children) will qualify for reimbursement of Children Education Allowance ?P.S.No.117/2009 No. E(P&A)352/0 dated 2.07.2009 Railway Board's letter No. E(W)2008/ED-2/4dt. 10.06.2009 (RBE No. 100/09 & PC-VI No. 109/2009 )(viii)

A reference was made to Railway Board vide this office letter of even no. dated 21.04.2009 seeking clarification that whether to grant 730 Days Child Care Leave in one spell or 120 Days like Earned Leave as per Rule 523 (2) of IREC Vol.I, 1985 edition.

Clarification in this regards received vide Railway Board's letter No.E(P&A)I-2009/CPC/LE/4 dated 10.9.09 is as under :-

"The matter has been considered in consultation with the Department of Personnel and Training. It is clarified that Child Care Leave being a special kind of leave, the provision of Leave Rule 523 (2) of IREC Vol.I are not applicable to this leave." P.S.No.182/2009 No. EP 637/0 Vol.V & No.EP 637/0 Sr.No.20 dated 30.09.09(ix)Advance for purchase of outfit to school going children- Amendment to IREM, 1989, Vol. I – Deletion of Para 1130 of Chapter XI.

==========Ref: Board's letter No. E(W)2008/ED-2/4 dated 1.10.2008.

==========In implementation of the recommendations of the VIth CPC, Central Govt./Railway employees have

become entitled to Children Education Allowance which also includes reimbursement of two sets of uniform per year. It has, therefore been decided that Para 1130 of IREM Vol. I (1989 Ed). providing for advance of one month's pay for purchase of outfit for children attending the schools approved by General Manager, may be deleted.

P.S.No.190/2009 No. E(P&A)82/17 Vol. III dated 22.10.2009 Board's letter No. F(E)Spl.2005/ADV./6/1 dated 25.8.2009(x)Whether the reimbursement of Hostel Subsidy upto a maximum limit of Rs.3000/- per month per child subject to maximum of 2 children is applicable for those employees only, who because of their transfer, in administrative interest, are obliged to keep their Children in the

Hostel Subsidy is reimbursable to all Central Government employees for keeping their children in the Hostel of a residential school away from the station they are posted / or residing irrespective of any transfer liability.

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hostel of a residential school away from the station at which they are posted or in all cases irrespective of their transfer / posting. Whether the DOP&T's OM dated 02.09.2008 supersedes all earlier orders on the subject of Hostel Subsidy?

The OM No.12011/03/2008 – Estt. (Allowance) dated 02.09.2008 has been issued in supersession of all earlier orders.

P.S.No.206/2009 No. E(P&A)352/0 date: 23.11.2009 Railway Board's letter No. E(W)2008/ED-2/4dt. 06.11.2009 (RBE No. 198/09 & PC-VI No. 158/2009(xi) Please refer to Railway Board's letter of even number dated 01.10.2008 followed by Board's letters of even number dated 19.12.2008, 04.05.2009,10.06.2009 & 06.11.2009 containing revised policy instructions/ clarifications on Children Education Allowance and Hostel Subsidy admissible to Railway Servants based on the recommendations of Sixth Central Pay Commission.

Now, DOP&T vide Office Memorandum No.12011/16/2009-(Allowance) dated 13.11.2009 has clarified position in respect of reimbursement of Vidyalaya Vikas Nidhi charged by Kendriya Vidyalayas and number of children covered under the scheme of children education Allowance. Through another Office Memorandum No. 12011/03/2008-Estt.(Allowance) dated 23.11.2009, DOP&T has issued clarification in respect of definition of 'nursery and 'recognized institutions'. Copies of both the Office Memorandums dated 13.11.2009 and 23.11.2009 are enclosed for guidance and information.

Copy of Office Memorandum No.12011/16/2009(Allowance) dt.13.11.09.

The undersigned is directed to refer to DOP&T OM No. 12011/3/2008-Estt.(Allowance) dated 2nd September, 2008 on the above subject and to say that this Department has been receiving various references from Government servants, Ministries/ Departments seeking clarification whether Vidyalaya Vikas Nidhi (VVN) charged by Kendriya Vidyalayas is reimbursable as per items detailed in para 1(e) of the above mentioned OM. The matter has been considered in consultation with Ministry of Finance. It is clarified that Vidyalaya Vikas Nidhi charged by Kendriya Vidyalayas will also form part of para 1(e) of the said OM and can be claimed for reimbursement under the scheme of Children Education Allowance subject to the annual ceiling of Rs. 12000 per child. Where Vidyalaya Vikas Nidhi has not been admitted for reimbursement in past cases, the same may now be considered for reimbursement, subject to the other conditions.

This Department has also been receiving references seeking clarification whether Children Education Allowance can be claimed in respect of any two children by Government Servants who have more than two children. It is clarified that Children Education Allowance is admissible for the two eldest surviving children only, except when the number of children exceeds two due to second child birth resulting in multiple births.

--------

Copy of Office Memorandum No.12011/03/2008-Estt.(Allowance) dt.23.11.09. The undersigned is directed to refer to DOP&T O.M. of even No. dated 2.9.2008 on the above subject.

Para 1(c) of the said O.M. says

"Reimbursement will be applicable for expenditure on the education of school going children only i.e. for children from classes nursery to twelfth including classes eleventh and twelfth held by junior colleges or schools affiliated to Universities or Board of Education".

Various clarifications are being sought with regard to the definition of 'nursery' as the same is being called by different names in different institutions. This matter was considered in consultation with Ministry of Finance. It is clarified that 'classes nursery to twelfth' will include classes I to XII + 2 classes prior to class I

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irrespective of the nomenclature.

It is further clarified that in respect of schools/ institutions at nursery, primary and middle level not affiliated to any Board of education, the reimbursement under the Scheme may be allowed for the children studying in a recognized school/ institution. Recognized school/ institution in this regard means a Govt. school or any educational institution whether in receipt of Govt. aid or not, recognized by the Central or State Govt. or Union Territory Administration or by University or a recognized educational authority having jurisdiction over the area where the Institution is situated. (PS 75/2010)WR-No. E (P&A) 352/0 dated 23.04.2010.O.Ms.No. 12011/16/2009-(Allowance) dated 13.11.09 and No. 12011/03/2008-Estt.(Allowance) dated 23.11.09 of DOP & T & Board's letter No. E(W)2008/ED-2/4 dated 04.01.2010.(xii)

(L) No. 12011/08/20 10-Eslt. (AL) Government of India Ministry of Personnel, P.G. and Pensions (Department of Personnel & Training) New Delhi, the 30th Decembcr 2010

Office MemorandumSub: Children Education Allowance Scheme - ClarificationSubsequent lo issue of this Departmen1 OM No. 12011/3/2008-Estt (Allowance) dated 02/09/2008 and clarification \ OMs dated 11.11.2008, 23.11.2009 and OM No. 1201 1/16/2009-(Allowances) dated 13.11.2009 on the Children Education Allowance (CEA) Scheme, this department as been receiving references from various Departments, seeking further clarifications.The doubts raised arc clarified as under:-1. Whether CEA subsidy shall be admissible to a Government servant who Ceases to be in service due to retirement, discharge, dismissal or removal from service in the course of an academic year?

CEA/Hostel subsidy shall be admissible till the end of the academic year in which Government servant ceases to be in service due to retirement, discharge, dismissal or removal from service in the course of an academic year.The payment shall be made by the office in which Govt. servant worked prior to these events and will be regulated by the other condition laid down under CEA Scheme.

2. Whether Children of a Government servant who dies while in service are still eligible forreimbursement under the new CEA scheme?

If a Government servant dies while in service,the Children Education Allowance or hostel subsidy, shall be admissible in respect of his/her chidden subject to observance of other conditions for its grant provided the wife/husband of the deceased is not employee in the service of the Central Govt,, State Govt., Autonomous body, PSUs, Semi-Government Organisation such as Municipality, Trust Authority or - any other organization partly or fully funded by the Central Govt./State Governments. In such cases the CEA/Hostel Subsidy shall be payable to the children till such time the employee would have actually received the same.; subject to the condition that other terms and conditions arc fulfilled. The payment shall be made by the office in which the Govt. servant was working prior to his dear11 and will be regulated by the other condition, laid down under CEA scheme.

iii) Whether any upper age limit of the children has been prescribed for claming CEA? Whether CBA can be allowed in case of children studying through "Correspondence or Distance learning? If so the age

The upper age limit of the disabled children has been set at the age of 22 years. In .case of other children the age limit will now be 20 years or till the time of passing 12"' class which ever is earlier. Cases where

43

limit prescribed for the same.-

reimbursement have been already made, in respect of children above this age may not be reopened. It has also been decided that CEA may henceforth be allowed in case of children studying through "Correspondence or DistanceLearning" subject to other condition prescribed.

iv) What is the definition of the terms 'two sets of uniform’ which occurs in Para 1 (e) of our O.M.dated 2.9.08. What is the definition of 'one set of shoes'?

It is clarified that 'one set of shoe’ would mean one pair of shoes and 'two sets of uniform’ would mean two sets of uniform prescribed by the school in which the child is studying. A School includes all items of clothing prescribed for a day, as uniform by the school. Reimbursement may be allowed for two sets of such uniform irrespective of the colours/winter/ summer/ PT uniform.

V) What is the definition of the ‘station’ for the purpose of hostel subsidy?

It is clarified that for hostel subsidy, station would be demarcated by the firs1 three digit of the Pin code of the area where the Government Servant is posted and/or residing'. 'The first three digits of the PIN Code indicate a Revenue district.

(vi) Whether fee paid to organization /institutions other than the school or fee paid to private tutors for purposes mentioned in Para 1 (e) of the OM dated 2.9.2008 is reimbursable?

No. It is clarified that the term ‘fee’ contained in the Para 1 (e) of the OM dated 2.9.2008 would mean the fee charged by the school directly from the student.

Government of India Ministry of Personnel, P.G. and Pensions (Department of Personnel & Training) O.M. No. No. 12011/08/20 10-Eslt. (AL) 30th December 201019. Child Care leave & related matters:(i) Special Allowance for child care for women with disabilities and Education Allowance for disabled children of Railway employees

1. In term of Para 2 of Department of Personnel & Training (DOP&T)'s OM No.12011/04/2008-Estt. (Allowance) dated 11.09.2008, circulated on the Railways vide Board's letter of even number dated 13.10.2008, reimbursement of Education Allowance for disabled children of Railway employees was granted at double the normal rates prescribed i.e. Rs.24,000/- per annum per child.

2. The matter regarding admissibility of double the amount of Hostel Subsidy for disabled children has been under consideration in consultation with DOP&T and it has been decided that the Hostel Subsidy for disabled children of Railway employees shall be payable at double the rates i.e. Rs.6000/- per month per child, subject to the conditions as stipulated in DOP&T's OM No.12011/03/2008 –Estt. (Allowance) dated 02.09.2008 circulated on the Railways vide Board's letter No. E(W) 2008/ED-2/4 dated 01.10.2008.

P.S.No.142/2010 No. E(P&A) 352/0 Vol. III dated 07.10.2010 Railway Board's letter No. E(W) 2008/ED-2/5 dt.14.09.2010 and RBE No.135/2010 – PC-VI No. (ii) Limit of Maximum / Minimum leave upto which, Child Care Leave can be sanctioned in one spell.

1 & 2 -maximum limit of CCL is 730 days and minimum limit is 15 days. CCL cannot be availed more than three times

Whether there should be any minimum gap in between one spell to another spell.Whether any vacancy arising out of child care leave for a period of one year and

Same procedure may be followed as is followed in case of vacancy arising out of LAP.

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more can be filled through promotion.Is child care leave admissible in aspect of adopted minor children.

Since the instructions regarding grant of CCL do not differentiate between adoptee mother and biological mother, CCL may be sanctioned to adoptee mother also subject to fulfillment of the conditions stipulated for grant of this leave.

How / When does LAP/ LHAP gets credited to the leave account of the employees proceeding on CCL ?Is it to be credited on 1st Jan and 1st July respectively as per extant practice?

LAP and LHAP may be credited as per the extant practice.

As per extant rules leave of any kind can be availed to a maximum of 5 years at a stretch, whether CCL also is to be included in the ambit of 5 years.

CCL is to be included in the ambit of 5 years.

Is the female Rly. Servant proceeding on CCL eligible for HRA if so for what period ?

In terms of the provisions contained in Rule 1707 (i), (ii) & (iii) of IREC Vol. II, HRA would be admissible to female Railway servants proceeding on CCL.

Whether Lady Officers proceeding on CCL retrain their bungalow peons an up to what period ?

Since CCL is to be treated like LAP, rules applicable for retraining the facility of Bungalow Peon during LAP may also be followed in the case of an employee proceeding on CCL.

Whether the female employees proceeding on CCL will receive the annual increment in normal course even in case the leave period exceeds more than a year as single spell.

The provisions contained in Rule 1320 (b) (i) and (ii) IREC Volume II, may be applied in case of CCL also. If the Railway servant is on CCL on the date of increment, the increment will come into effect only on the date she reports for duty.

P.S.No.149/2010 No. EP 637/0 Vol. V dated 12.10.2010 Railway Board's letter No. E(P&A) I-2009/CPC/LE-10 dated 30.09.2010(iii)

Please refer to Board's letters of even number dated 23.10.2008, 12.12.2008 and 23.4.2010 regarding grant of Child Care Leave (CCL).

2. In pursuance of the decision taken by the Government, the Ministry of Railways have decided to delete the condition that CCL can be availed only if the employee concerned has no LAP at her credit, subject to the following conditions:--

( i) CCL may not be granted for 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. It is reiterated that the CCL is to be treated like LAP and sanctioned as such.

4. These orders take effect from 01.09.2008. LAP, if any, availed by women employees before availing CCL subsequent to the issue of the Board's letter of even number dated 12.12.2008 may be adjusted against CCL, if so requested by the employee regardless of condition 2 (i) and 2 (ii) above.

P.S.No.151/2010 No.EP 637/0 Vol.V dated 20.10.2010 Railway Board's letter No.E(P&A) I-2008/CPC/LE-8 dated 04.10.2010 (PC-VI-229 and R.B.E.No.144/2010)

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(iv)Ref: This office circular of even No. dated 12/14.10.2010 (P.S. No. 149/2010). circulating Rly Bd's letter No E(P&A)I-2009/CPC/LE-10 dated 30.9.2010

Reference above, clarification for Point 1 & 2 may be read as under.:

"1 & 2 - Maximum limit of CCL is 730 days and minimum limit is 15 days. CCL cannot be availed more than three times in a year." P.S.No.152/2010 No. EP 637/0 Vol. V dated 21.10.2010 (v) Child Care Leave (CCL) - Procedures to be adopted

Ref : Railway Board's letter dated 23.10.2008 (RBE No.158) circulated vide PS No.155/08; dated 12.12.2008 (RBE No.195/08) circulated vide PS No.182/08; dated 23.4.2010 (RBE No.58/2010) circulated vide PS No.70/2010 dated 30.9.10 circulated vide PS No.149/10 dated 4.10.10 (RBE No.144/10) circulated vide PS No.151/10

------------Railway Board, vide letters under reference, have issued various instructions on Child Care Leave

(CCL). With a view to deal and monitor the account of CCL effectively, the salient features of CCL, authority to sanction the CCL, procedure to be adopted and clarification on frequently asked queries are detailed below:-I. Salient features of CCL

1. The maximum limit of CCL is 730 days (i.e. two years) during entire service.2. Minimum limit of CCL is 15 days in one spell and not more than three spells in a calendar year

w.e.f. 01/09/2008.3. LAP, if any, availed before availing CCL subsequent to the issue of Board's letter dated

12/12/2008 under reference may be adjusted against CCL, if so requested by the employee regardless of the condition of minimum limit of 15 days/maximum 3 spells in a calendar year. The employee has to make a specific request indicating the period to be adjusted against the CCL. While putting up for sanction, the LAP balance prior to and after sanction of CCL should be indicated.

4. CCL is admissible for taking care of two eldest surviving children up to age of 18 years only and in case of disabled children, up to age of 22 years only if the child is fully dependent. A disability certificate from Railway doctor or Government Hospital has to be produced while applying CCL for disabled child between 18 and 22 years together with declaration by the female employee that the child is dependent on her The disability of a child has to be minimum 40% as elaborated in Ministry of Social Justice and Empowerment's Notification No.16-18/97-N1.1 dated 01/06/2001 (Ref: RBE No.58/2010 circulated P.S.No.70/2010).

5. 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 CCL to the probationer ensuring the leave sanctioned during probation is minimal.

II. Sanctioning Authority of CCLCCL is not a right but like LAP a privilege and can be considered on merit of individual case subject to administrative convenience i.e. it cannot be claimed as a matter of right and under no circumstance an employee proceed on CCL without prior sanction. Further, a strict control is to be envisaged while sanctioning CCL as it would not hamper the official working. Thus, the following level of authority is authorized for sanctioning CCL :i) At divisions/workshop/units - JA Grade officer shall sanction CCL to non-gazetted staff.

Wherever JAG officers are not available, the next available authority shall sanction CCL.ii) At HQ - An SAG officer shall sanction CCL to female employees of his/her department.

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III. Procedure to be adopted1. In the LPC, details of CCL availed and balance should be indicated.2. Necessary changes in PRIME be made for data entry of CCL.3. CCL shall not be debited to leave account and maintained in the prescribed format separately as

indicated in Annexure-I. 4. The leave form of CCL is at Annexure-II.

IV. Clarification on frequently asked queriesDetailed instructions exist on CCL. However, many queries have been received such as,

admissibility of HRA, credit of LAP, grant of increment etc. during CCL. The clarification on these queries in Question-Answer form is given in Annexure-III.

This issues with the approval of the competent authority.(Rita Hemrajani) Dy.CPO/HRD

for General Manager(E)

(P.S.No.164/2010 No. E(P)637/0 Vol.V dated 19 /11/2010) Annexure III

Clarification on frequently asked queries

Questions AnswersWhat is the Limit of maximum/ minimum CCL that can be granted in one spell ?

Maximum limit is 730 days and minimum limit is 15 days. CCL cannot be availed more than 3 times in a year.

Is CCL admissible in respect of adopted minor children ?

Since instructions regarding CCL do not differentiate between adoptee mother and biological mother, CCL may be sanctioned subject to fulfilling the conditions for grant of CCL.

While on CCL, whether LAP/ LHAP is to be credited ?

As per normal rules on 1st of Jan & 1st of July as admissible under the rules.

Whether HRA is payable during CCL? Yes. HRA is payable as per IREC Vol. II while on CCL.Whether lady officers proceeding on CCL can retain their Bungalow Peon? If 'Yes', upto what period ?

Yes. Since CCL is to be treated like LAP, rules applicable for retaining the facility of B/Peon may be followed when on CCL.

Whether female employees proceeding on CCL will receive annual increment in normal course even in cases of leave period exceeds more than a year in a single spell ?

The provision in Rule 1320(b)(i) and (ii) of IREC Vol. II may be applied in case of CCL also. In case on the date of increment the female employee is on CCL, increment will be granted only when she reports for duty.

Whether 730 days CCL can be granted in one spell or 180 days like earned leave as per rule 523(2) IREC Vol. I 1985 edition?

CCL being a special kind of leave, the provision envisaged in Para 523(2) IREC will not apply.

(P.S.No.164/2010 No. E(P)637/0 Vol.V dated 19 /11/2010)(vi)Whether Leave on average pay availed for any purpose can be converted in to Child Care Leave? How should applications where the purpose of availing leave has been

Child Care Leave is sanctioned to women employees having minor children, for rearing for looking after their needs like examination, sickness etc. Hence leave on average pay availed specifically this purposes only should be converted.

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indicated as “Urgent work’ but the application claims to have utilized the leave for taking care of the needs of child be treated? Whether all leave on average pay availed irrespective of number of days i.e. less then 15 days and number of spells can be converted ? In cases the Child Care Leave spills over to the next year (for example 30 days CCL from 27yth December), where the leave should be treated as one spell or two spells?

No, As the instructions contained in this office letter dated 04.10.2010 ibid have been given retrospective effect, all the conditions specified therein would have to be fulfilled for conversion of the leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year which the commences.

Whether those who have availed Child Care Leave for more then 3 spells with less than 15 days can avail further Child care Leave for remaining period of the current year?

No, As the instructions contained in this office letter dated 04.10.2010 ibid, Child Care Leave may not be granted in more then 3 spells. Hence CCL may not be allowed for more than 3 times irrespective of the number of days or times Child Care Leave has been availed earlier. Past cases may not be reopened.

Whether Encashment of leave admissible in terms of Rule 540-A. Indian Railway Establishment Code, Volume I 1985 Edition can be availed during Child Care Leave ?

The benefit of encashment of Leave on Average Pay admissible in term of Rule 540-A. Indian Railway Establishment Code, Volume I 1985 Edition cannot be availed during Child care leave as the same is granted for the specific purpose of taking care of a minor child for rearing of for looking after any other needs of the child during examination, sickness etc.

R.B. No.E(P&A)I-2008/CPC/LE-8 dated 08.02.2011 RBE-21/2011 PC-IV No. 248

(vii) Enhancement of quantum of Maternity Leave and introduction of Child Care Leave in respect of Railway servants.

Consequent upon the decisions taken by the Govt. on the recommendations of the Sixth Central Pay Commission relating to Maternity Leave and child care Leave, the President is pleased to decide that the existing provisions of the Liberalized Leave Rules, 1949 may treated as modified as follows:

(a) The existing ceiling of 135 days Maternity Leave provided in Rule 551 (I) shall enhanced to 180 days. (b) Leave to the kind due and admissible (including commuted leave for a period not exceeding 60 days and

leave not due) that can be granted in continuation with Maternity Leave provided in Rule 551 (3) (b) shall be increased from one year to two years. The period of Extra Ordinary Leave without Medical Certificate, if any, shall not be treated as qualifying service for the purpose of pension, annual increment etc.

(c) Women employees having minor children may be granted Child Care Leave by an authority competent to grant leave, for a maximum period of two years (i.e. 730 days) during their entire service for taking care of up to two children whether for rearing or to look after any of their needs like examination, sickness etc. Child Care Leave shall not be admissible if the child is eighteen years of age or older. During the period of such leave, the women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. It may be availed of in more than one spell. Child Care Leave shall not be debited against the leave account. Child Care Leave may also be allowed for the third year as leave not due (without production of medical certificate. It may be combined with leave of the kind due and admissible.

(d) The Child Care Leave shall be admissible for two eldest surviving children only.(e) The leave account for Child Care Leave shall be maintained in the proforma enclosed, and it shall be

kept along with the Service Book of the Government servant concerned. 2. These orders shall take effect from 1st September, 2008.

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3. In view of paragraph 2 above, a women employee in whose case the period of 135 d of maternity leave has not expired on the said date shall also be entitled to the maternity leave of 180 days. [No. E(P&A)/-2008/CPC/LE-8, dated 23-10-2008) (WR-P.S.No.155/2008 No. E(PC)767/6th PC & No. E(PC)767/0 Sr.No.38 dated 05.11.2008).

(viii) Enhancement of Child Adoption Leave from 135 days to 180 days and extension of the facility of Paternity leave to adoptive fathers.No. EP 637/31 Vol.. II & EP 767/0 Sr No. 125 Date:24.09.09 P.S.No.176/2009 Railway Board's letter No. E(P&A)I/2009/CPC/LE-11 dtd.11.09.09 (PC-VI No 145 and RBE No 166)

Please refer to this office letter cited above regarding grant of Child Adoption Leave for 135 days to a female railway servant on adoption of child upto the age of one year, on the lines of maternity leave admissible to natural mother. After implementation of the 6th Central Pay Commission's recommendations, the period of maternity leave was enhanced from 135 days to 180 days. The Department of Personnel & Training on consideration of representations requesting for enhancement of the period of Child Adoption Leave from 135 days to 180 days in line with the maternity leave, have issued orders enhancing the period of Child Adoption leave from 135 days to 180 days.

2. The matter has been considered by the Board and it has been decided to enhance the period of Child Adoption Leave on the Railways from 135 days to 180 days. A female railway servant in whose case the period of 135 days of Child Adoption Leave has not expired on the date of issue of these orders shall also be eligible for Child Adoption Leave of 180 days.

3. It has also been decided that a male railway servant (including an apprentice) with less than two surviving children, on valid adoption of a child below the age of one year, may be sanctioned Paternity Leave for a period of 15 days within a period of six months from the date of valid adoption.

4. These orders shall take effect from the date of issue of this letter and have the concurrence of the Finance Directorate of the Ministry of Railways.

5. Accordingly, in exercise of the powers conferred by the proviso to Article 309 of the Constitution, the President is pleased to direct that Rue 551 of the Indian Railway Establishment Code. Volume –I, 1985 Edition (Second Reprint Edition-2003) may be amended as in the enclosed Advance Correction Slip No. 109.

ADVANCE CORRECTION SLIP TO THE INDIAN RAILWAY ESTABLISHMENT CODE, VOLUME-1 1985 EDITION (Second Reprint Edition -2003)

Y.Advance Correction slip No. 109.

Rule 551 of the I.R,E.C Vol. I 1985 Edition (Second Reprint Edition 2003) may be amended as under:-

1. The figure '135 days' appearing in the second line of sub-rule 551(C) maybe substituted with the figure '180 days'.

2. A new sub-rule may be inserted below sub-rule 551(C) as sub-rule 551(D) as indicated below-

551(D) –Paternity Leave on adoption of a child

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A male railway servant (including an apprentice) with less than two surviving children, on valid adoption of a child below the age of one year, may be sanctioned Paternity Leave for a period of 15 days within a period of six months from the date of valid adoption.

(Authority:- Railway Board's letter No. E(P&A)I-2009/CPC/LE-11 dt. 11.9.2009).

(ix) Child Leave (CCL)– clarification.

Please refer to Board's letter of even number dated 23.10.2008 wherein Child Care Leave for a period of two years was introduced for female Railway servants. As regards procedure for grant of Child Care Leave (CCL), the following clarifications are issued:-

(a) CCL cannot be demanded as a matter of right. Under no circumstances can any employee proceed on CCL without prior proper approval of the leave by the leave sanctioning authority.

(b) The leave is to be treated like the Earned Leave and sanctioned as such.(c) Consequently, Saturdays, Sundays, Gazetted holidays etc. falling during the period of leave would also

count for CCL, as in the case of Earned Leave.(d) CCL can be availed only if the employee concerned has no Earned Leave at her credit.(e) CCL sanctioned prior to 18.11.08 shall be treated as CCL and shall be deducted from the Child Care

Leave account of the Railway employee concerned. No adjustment against any other kind of leave shall be made in this regard. The Child Care Leave sanctioned for the period beyond 18.11.08 shall be regulated as in terms of para (iv) above.

No. E(P)637/0 Vol.V & No. E(PC)767/0 Sr.No.54dated 15.12.08 P.S.No.182/2008 Railway Board’s letter No.E(P&A)I-2008/CPC/LE-8 dt.12.12.08 (PC-VI No.58/08 & RBE No.195/08).

(x) Child Care Leave & HAPL to female employee:

In reference to Western Railway’s letter No.EP 637/0/Vol.V dated 29.01.2009, it is clarified that LHAP is not to be considered as Earned Leave for the purpose of grant of CCL. As such, a female railway servant may be granted CCL even in the case she has LHAP in her credit.(No. EP 637/0 & No. EP 637/0 Vol.V Sr.No.17 dated 03.03.09 P.S.No.49/2009 Railway Board's letter No.E(P&A)I-2008/CPC LE-4 dtd.23.02.09).

(xi) Implementation of Government's decision on the recommendations of the Sixth Central Pay Commission – Child Care Leave Waiving of age restriction of 18 years for Government servant having mentally challenged / disabled children -

Please refer to Board's letter of even number dated 23.10.2008 and 12.12.2008 regarding grant of Child Care Leave (CCL).2. Consequent upon the decision taken by the Government, the Ministry of Railways have decided to permit CCL to female railway employees having disabled children upto the age of 22 years for a maximum period of two years (i.e.730 days) subject to the other terms and conditions stipulated in Board's above referred letters. However, it is re-iterated that CCL cannot be demanded as a matter of right and under no circumstances can any employee proceed on CCL without prior approval of the Leave sanctioning authority.3. Disabled Child having a minimum disability of 40% is elaborated in the Ministry of Social Justice and Empowerment's Notification No.16-18/97-NI.I dated 01.06.2001 (copy enclosed).

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Documents relating to the handicap as specified in the above said Notification dated 1.6.2001, as well as a certificate from the Railway servant regarding dependency of the child on the railway servant would have to be submitted by the female railway employee. The CCL would be permitted to female railway employees only if the child is dependent on them.

Annexure EXTRACTS OF THE NOTIFICATION

MINISTRY OF SOCIAL JUSTICE AND EMPOWERMENT

NOTIFICATION

New Delhi, the 1st June 2001

Subject : Guidelines for evaluation of various disabilities and procedure for certification.

No.16-18/97-NI.I. in order to review the guidelines for evaluation of various disabilities and procedure for certification as given in the Ministry of Welfare's O.M.No.4-2/83-HW.III, dated 6th August, 1986 and to recommend appropriate modifications/ alterations keeping in view the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation ) Act, 1995, Government of India in Ministry of Social Justice and Empowerment, vide Order No.16-18/97-NI.I, dated 28.8.98, set up four committees under the Chairmanship of Director General of Health Services – one each in the area of mental retardation, Locomotor/ Orthopedic disability, Visual disability and Speech & Hearing disability. Subsequently, another Committee was also constituted on 21.7.1999 for evaluation, assessment of multiple disabilities and categorization and extent of disability and procedure for certification.

2. After having considered the reports of these committees the undersigned is directed to convey the approval of the President to notify the guidelines for evaluation of following disabilities and procedure for certification :-

Visual impairmentLocomotor / Orthopedic disabilitySpeech & hearing disabilityMental retardation

Copy of the Report is enclosed herewith as Annexure * .

3. The minimum degree of disability should be 40% in order to be eligible for any concessions / benefits.

4. According to the Persons with Disabilities ( Equal Opportunities, Protection of Rights and Full Participation ) Rules, 1996 notified by the Central Government in exercise of the powers conferred by sub-section (1) and (2) of section 73 of the Persons with Disabilities ( Equal Opportunities, Protection of Rights and Full Participation ) Act, 1995 (1 of 1996), authorities to give disability Certificate will be a Medical Board duly constituted by the Central and the State Government. The State government may constitute a Medical Board consisting of at least three members out of which at least one shall be a specialist in the particular field for assessing locomotor / Visual including low vision / hearing and speech disability, mental retardation and leprosy cured, as the case may be.

5. Specified test as indicated in Annexure * should be conducted by the medical board and recorded before a certificate is given.

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6. The certificate would be valid for a period of five years for those whose disability is temporary and are below the age 18 years. For those who acquire permanent disability, the validity can be shown as 'Permanent'.

7. The State Govts. / UT Admn. may constitute the medical boards indicated in para 4 above immediately, if not done so far.

8. The Director General of Health Services, Ministry of Health and Family Welfare will be the final authority, should there arise any controversy / doubt regarding the interpretation of the definitions / classifications / evaluations tests etc.

(GOURI CHATTERJI)Joint Secretary to the Government of India

NOTE

The Annexure mentioned above may please be seen from the Ministry of Social Justice and Empowerment notification.

[(WR-P.S.No.70/2010 )No.EP 637/0 Vol.V dated 13.05.2010 Railway Board's letter No.E(P&A) I-2008/CPC/LE-8 dated 23.04.2010 (PC-VI – 200 and R.B.E.No.58/2010) (link-Railway Board's letters dated 23.10.2008 (R.B.E.No.158/08) and dated 12.12.2008 (R.B.E.No.195/08) have been circulated vide this office letter dated 5.11.2008 (P.S.No.155/2008) and dated 15.12.2008 (P.S.No.182/2008) respectively.

20. Nursing Allowances:

Allowance Existing Rate Revised RateNursing Allowance Rs.1,600/- p.m. Rs.3,200/- p.m.Uniform Allowance Rs.3,000/- p.a. Rs.6,000/- p.a.Washing Allowance Rs. 150/- p.m. Rs. 300/- p.m.

21. Joining Time:

Not more than one day if the new station is within the same station, viz. Municipality/Corporation or if no change of residence is involved. Un-availed days of joining time can be credited to Leave Account. In other cases joining time admissible are as under:

Distance between the old and new HQ

Joining time admissible

1000 Kms. or less 10 daysMore than 1000 Kms. 12 daysMore than 2000 Kms. 15 daysAir Travel 12 days

22. Widow Passes :

Widow/widower of a deceased employee who was in service as on 12.3.1987 is entitled to complimentary pass of the same class. One set – if the employee had put in more than 25 years service and One set – every alternate

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year if the service put in was less than 25 years. [Note- provided they forego two sets of PTOs, i.e. under 4 PTO scheme]

In case of employees retired/died prior to 12.3.1987, their widows/widowers are eligible for one set of complimentary pass, provided they make a one time deposit of Rs.250/-.

Widows of railway servants who had opted out of the Widow Pass Scheme are also eligible for Widow Pass on one time payment of Rs.250/-

23. School Pass:

This pass is admissible to children of railway employees who are staying away from parents for studies, to appear for admission, examinations, during vacations. It is limited to 3 sets in a year. A parent or guardian can be included in this pass for girls of any age and boys under 18 years.

School card pass of same eligibility is admissible to children of railway employees who are staying within 100 km from HQ/residence of parents to school/college.

24. New Pension Scheme for New Entrants:

(i) The new recruits joining the Railway Service from 1.1.2004 shall be covered by the new pension system and not by the Railway Service (Pension) Rules and SRPF Rules. The Government vide Gazette notification No.5/7/2003-ECB&PR dated 22.12.2003 constituted the interim Pension Fund Regulatory and Development Authority (PFRDA) under Finance Ministry to regulate and implement the new contributory pension scheme from 1.1.2004. This system is mandatory for all new recruits to the Railway service from 1.1.2004. The monthly contribution would be 10% salary including D.A. to be paid by the employee and an equal contribution by the Railways. The contribution and investment would be deposited in the non withdrawable pension tier-I account. The employee may have a voluntary tier-II withdrawal account at his option (As on date not available), but no contribution will be made by the government in this account. The employee is free to withdraw part or all the “second” tier of his money any time.

The new pension system will have Central Record keeping and Accounting (CRA) infrastructure and several pension fund managers (PFMs). Individual PRAN (Permanent Retirement Account Number) is given to each employees once at the time of joining of first service which will remain constant even change of service/employment and amount deposited in his account can be seen through visiting web site www.pfrda.org.in.

Employees appointed on or after 1.1.2004 who are discharged on invalidation/disablement and died during service are extended provisional pension & gratuity.

(ii) Write-up on New Pension System for nodal offices and subscribersDuring the recently held review meetings on progress of implementation of NPS on Railways, it

emerged that the subscribers need to be made aware about various features of the New Pension System including the facilities available to them on becoming IRA compliant. Accordingly, a write-up containing the features and facilities under the scheme was called for from NSDL, the Central Record keeping Agency for NPS. A copy thereof is sent herewith with the request to give vide publicity to it amongst the officials concerned and subscribers.

A copy of these instructions is also uploaded on the Railway website at www.indianrailways.gov.in -–- Railway Board Directorates –- Accounts --- NPS.

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IRA ComplianceA subscriber who has registered by duty filling up the Subscriber Registration Form (S1) and whose

address, photograph and signature are maintained in Central Recordkeeping Agency (CRA) system is termed as IRA Complaint subscriber. These subscribers have a PRAN Card issued by CRA. Subscriber who is not having any PRAN Card is termed as Non-IRA Compliant subscriber. Advantages of being a IRA Compliant Subscriber1. PRAN CARD

CRA issues a PRAN Card to all IRA compliant Subscribers which contain PRAN, subscriber's name, father's name, photograph and signature / thumb impression.

Copy of PRAN Card eliminates the requirement of proof of identity, proof of address and proof of age during Tier II activation.

Copy of PRAN card is mandatory for withdrawals from Tier II account in case of internal transfers within different departments, PRAN card allows the nodal office to

start monthly contribution upload before receipt of Last Pay Certificate (LPC).2. SMS and E-mail Alerts

IRA compliant subscribers can register their mobile number and email id in CRA system and avail the facility of SMS and E-mail alert.

Whenever a contribution is credited in the NPS account SMS and email alerts are sent to the subscriber.

The facility is a available for both Tier I and Tier II account Alerts corresponding to contribution in Tier I help subscribers to keep a track of monthly

contributions. CRA does not charge anything for the SMS and E-mail alert. This value added service is

absolutely free.3. I-PIN

CRA issues I-PIN to all IRA compliant subscribers which can be used by them for the following. Access the CRA system and check the account details like address, bank account details and

nomination details for both Tier I and Tier II . Subscribers can generate statement of holding for both Tier I and Tier II which given them the

latest valuation of their total investment. Subscribers can generate Statement of Transaction for the last three financial years including the

current financial year for both Tier I and Tier II accounts. Subscribers can track the credit of monthly contribution into their Tier I account. Subscribers can register a complaint is raised, system generates a token number which can be used

later on to track status of the complaint.4. T-PIN

CRA also issues T-PIN to all IRA compliant subscribers which can be used by them to speak to out customer service executives at our tool-free helpline 1800 222 080 for any query or complaint. They can also use the same T-PIN to access the Interactive Voice Response (IVR) system and avail the services listed below for no. Change of T-PIN Check holding details Check the status of any scheme preference or account details change request Check details of last contribution credit Check details of last withdrawal request (for Tier II only) Request for Statement of transaction for last 3 financial years

5. Yearly Statement of TransactionFor IRA compliant subscribers, Annual Account Statements are sent directly to the subscriber's registered address, but for non-IRA compliant subscribers, the statement is sent to the concerned PAO.

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The Annual Account Statement also contains the details all the changes such as change in nomination etc., happened in the account during that period.

How to become an IRA Compliant SubscriberIf you are still not an IRA Compliant subscriber, please submit a duly filled S1 from to your DDO. The

form will be forwarded to a CRA – Facilitation Centres after authorisation by the concerned PAO. PRAN will be generated and the PRAN card will be printed and despatched to the concerned PAO within 20 days from the date of receipt of duly filled registration form at the CRA – Facilitation Centre. It is expected in the next 15 days the PAOs will ensure that the PRAN cards are provided to the DDOs for onward distribution to the subscribers. --------

NEW PENSION SYSTEMYou may be aware that Government of India has started the New Pension System (NPS) in 2004.

As a subscriber of NPS, you enjoy various facilities and rights including online kaccess to you account, annual statement of transaction, portability across jobs and locations, platform to raise grievance etc.

Under NPS two types of accounts are available

Tier - I account : Tier – II account :

Tier I account for employees joined service on or after January 1, 2004All of you who have joined service in Railways on or after January 1, 2004, are mandatorily covered

under NPS. Your monthly contribution towards pension is deducted from your salary. This, along with your employer's contribution is being invested in schemes of three PFMs as decided by PFRDA. These PFMs in return allot units which are credited in your Permanent Retirement account (PRAN) referred to as Tier I account. At present, at least 85% of your pension wealth is invested in debt instruments and up to 15% in equity and equity linked mutual funds.Any subscriber in NPS having an active Tier I account has the option to open an investment and trading account referred to as 'TIer II account'.TIER II Account

Tier II is a pension savings account, with a facility for withdrawal to meet financial contigencies.Interfacing entity for Tier II account

PFRDA has appointed various banks and financial institutes as Point of Presence – POP (similar to a PAO for your Tier I account). The registered branches of the POP are termed as Point of Presence Service Provider – POPSP (similar to a DDO for your Tier I account). The list of POPSPs and ktheir contact details are available in CRA website www.npscra.nsdl.co.in. Once you submit your Tier II activation request to a POP-SP, it becomes your associated POO-SP. For any request related to Tier II account, you need to contact your associated POPSP. However, you can submit your request for contribution to any POPSP of any POP. At present there are more than 4000 POP-SPs located across the country.Opening a Tier II accountTier II account is a voluntary saving facility wherein the withdrawal is as per subscriber's choice. Any government employee who is mandatorily covered under NPS can activate the Tier II account by submitting duly filled from UOS-S10 along with the copy of PRAN Card and initial contribution of Rs.1000/- to any POP-SP.NPS Architecture of Tier II account.

PFRDANPS Trust

Fund Flow Trustee Bank CustodianPOP CRA PFMsPOPSP Fund FlowsSubscribe Over Internate Annuity

ProvidersInformation FlowFund Flow

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Key features of Tier II account You can enjoy unlimited number of withdrawals depending upon your requirements. The only

criteria is that you have to maintain a minimum balance of Rs.2000 at the end of Financial Year i.e., as on March 31st

Minimum amount for contribution is Rs.250/- and minimum 4 contributions to be made in a financial year.

Separate nomination details and scheme preference at possible for Tier II Contributions can be made through any POP/POP-SP You can access your account details through internet and telephone using the same I-PIN and T-

PIN received for Tier I account You can have a consolidated account statement for Tier I and Tier II For Tier II account, no additional CRA charges for annual account maintenance

Apart from these features, NPS offers you a choice of six fund managers as well as two approaches to invest in your account :-Scheme Preference

NPS allows you to choose from any one of the following six entities to manage your pension fund :- ICICI Prudential Pension Funds Management Company Limited IDFC PEnsion FUnd Management Company Limited Kotak Mahindra Pension Fund Limited Reliance Capital Pension Fund Limited SBI Pension Funds Private Limited.

* UTI Retirement Solutions LimitedThe NPS offers you two approaches to invest in your account :- Active choice – Individual Funds Auto choice – Lifecycle Fund

Active choice – Individual FundsYou will have the option to actively decide as to how your NPS pension wealth is to be invested in the

following three options :E- "High return, medium risk " – investments in predominantly equity market instrumentsC - "Medium return, medium risk" – investments in predominantly fixed income bearing instruments.G - "Low return, Low risk" – investments in purely fixed income instruments.You can choose to invest your entire pension wealth in C or G asset classes and up to a maximum of 50% in equity (Asset class E). You can also distribute your pension wealth across E, C and G asset classes, subject to such conditions as may be prescribed by PFRDA.In case you decide to actively exercise your chose about investment options, you shall be required to mandatorily indicate your choice of Pension Fund from among the six Pension Funds appointed by PFRDA.Auto choice – Lifecycle Fund

NPS offers an easy option for those participants who do not with a specify the allocation for their NPS investments. In case you are unwilling to exercise any choice, your funds will be invested in accordance with the Auto Choice option. You will, however, be required to indicate your choice of PFM. In case you do not do so, your form shall not be accepted by the POP-SP.

In this option, the investments will be made in a life-cycle fund. Here, the percentage of funds invested across three asset classes will be determined by a pre-defined portfolio. At the lowest age of entry (18 years), the auto choice will entail investment of 50% of pension wealth in "E" Class, 30% in "C" Class and 20% in "G" Class. These ratios of investment will remain fixed for all contributions until the participant reaches the age of 36. From age 36 onwards, the weight in "E" and "C" asset class will decrease annual and the weight in "G" class will increase annually till it reaches 10% in "E", 10% in "C" and 80% in "G" class at age 55. The details of the asset allocation with respect to age is given in table below.Table for Lifecycle FundAge Asset

Class EAssetClass C

AssetClass G

Age AssetClass E

AssetClass C

AssetClass G

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up to 35 years 50% 30% 20% 46 years 28% 19% 53%36 years 48% 29% 23% 47 years 26% 18% 56%37 years 46% 28% 26% 48 years 24% 17% 59%38 years 44% 27% 29% 49 years 22% 16% 62%39 years 42% 26% 32% 50 years 20% 15% 65%40 years 40% 25% 35% 51 years 18% 14% 68%41 years 38% 24% 38% 52 years 16% 13% 71%42 years 36% 23% 41% 53 years 14% 12% 74%43 years 34% 22% 44% 54 years 12% 11% 77%44 years 32% 21% 47% 55 years and above

10% 10% 80%

45 years 30% 20% 50%Neither the Active Choice nor the Auto Choice provides assured returns. While exercising an Active Choice, remember that your investment allocation is one of the most important factors affecting the growth of your pension wealth. Please refer to the offer document for details on the risk involved.Transactions in Tier II AccountThe following transaction can be done in a Tier II account.Transactions Description

Contribution

You can contribute a minimum amount of Rs.250/- and the contribution request in NPS Contribution Instruction Slip can be deposited to any POP-SP.Minimum number of contributions kin a year is 4; however minimum of only 1 contribution is mandatory in case a subscriber joins in the last quarter of a financial year.There will be a time lag between the time you deposit Cash/ Cheque/ Demand Draft with the POP-SP and the time of credit of units to your Tier II account which may rang up to 7 working days contribution.

Withdrawal

At any given point of time you can avail withdrawal facility. The accumulated units in your account can be withdrawn as per your requirement. The steps for withdrawal from Tier II account is given below :* You are requested to submit a written request (Form-UOS-S12, available at the CRA website www.npscra.nsdl.co.in) to the POP-SP with whom you are associated.* The correct details and the type of withdrawal (partial/complete) needs to be mentioned in the request form (Form-UOS-S12)* Redemption (units withdrawal) will happen on T or T+1 depending on authorization of request before or after 1.30 pm. T being the date of execution of your request by the POP-SP.* Latest available NAV will be considered for units' redemption. On T+3, funds will transferred to the bank account of Trustee.Bank which will transfer the funds to your registered banks account provided by you during Tier-II activation.

Change of Subscriber details

You can change nomination details and bank details by submitting a duly filled UoS-S2 form to the associated POP-SP

Change of POP / POP-SP

You can change the associated POP-SP by either submitting a request to the POP-SP to whom the account is mapped or by submitting a request to the new POP-SP to whom you want the account to be associated with.

Change-Scheme Preference

You can switch from one option (PFMs, Investment approach and asset allocation) to another, but such transaction can be made only once a financial year.

Charges for Tier II -The transaction charges of CRA as well as the POP charges are same as of Tier I Account as given below : * plus applicable taxesIntermediary Charge head Charges(Rs.) Mode of recovery

CRAA/C Opening Charge & AMC Nil Through cancellation of units

on a quarterly basis.Charge Per transaction 6*

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POP (Maximum Permissible Charge for each Subscriber)

Charges for Tier II activation 20* To be collected upfrontCharge Per transaction 20*

Employees joined before January 1, 2004If you have joined service in Railways before January 1, 2004, you are not mandatorily covered under

NPS. Nevertheless you can join NPS on your own under "All Citizens of India" through any ;Point of Presence Service Provider (POP-SP). At the time of joining, you can open only Tier I a/c or both Tier I & Tier II account together. The feature for your Tier I account will differ from those who joined service on or after January 1, 2004. However, all the features as mentioned above for Tier II account will be available to you. For details of the features of your Tier I account, please refer to the Offer Document for "All Citizens of India" on our website http://www.npscra.nsdl.co.in. The forms, list of POP-SPs and their contact details are also available in our website.No. E(NPS) 774/0 dated 29.11.2010 P.S.No.172/2010 Railway Board's letter No. 2009/AC-II/21/6 dt.25.10.2010 (RBA No.31/2010).

25. Information Of Jackson Co-Operative Credit Society Ltd.

1. Loan :(a) Renewal of loan on 1/2 repayment.(b) Rate of interest on loan 6.5% (flat).(c) Minimum loan Rs.1,00,000/- and maximum loan Rs.2,50,000

2. Loan Eligibility : (w.e.f. 1.1.2011)

Length of service Amount Admissible1 yr to 10yrs 11 months basic (pay in pay band + grade pay)Above10 yrs to 15yrs 12 months basic (pay in pay band + grade pay)Above15 yrs to 20yrs 13 months basic (pay in pay band + grade pay)Above 20 yrs 14 months basic (pay in pay band + grade pay)

3. Financial Assistance to the strained families in case of death:

(a) Member’s Relief Fund - Rs.10,000/- (w.e.f. 1.10.2007)(b) Platinum Jubilee Welfare Fund - Rs.10,000/- (w.e.f. 1.10.2007)

4. In case of death of shareholder, the remaining balance on loan, after adjusting the assets, is written off. (w.e.f. 1.10.2004)

5. Dividend for 2008-2009 – 12% plus 1% ex-gratia already paid.

6. Special Incentive: A Special Incentive of Rs 1000/- granted to members with 20 yrs continuous membership and of Rs.2000/- for 25 yrs continuous membership on retirement form railway w.e.f 1.1.2011.

7. Cash Award to the children of shareholders of the Society, who have scored higher percentage of marks in SSC, HSC, Diploma, Degree and Post Graduation & national sport person.

Annexure-ILIST OF HOLIDAY HOMES

LOCATION NO. OF SUITES TO WHOM APPLICATIONS SHOULD BE ADDRESSEDGROUP

‘A’&’B’GROUP‘C’&’D’

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CENTRAL RAILWAY1. MATHERAN 4 - Sr. DEN, CST Mumbai

- 9 DRM(W), CST Mumbai2. LONAWALA 4 3 DRM(W), CST Mumbai

- 4 Secy.- DRM, CSTM3. IGATPURI - 2 DRM(W), CST Mumbai4. MAHABALESHWAR 4 - DGM(G), CST Mumbai

- 4 Secy./DRM PUNE- 2 DRM(W) CST Mumbai

5. PANDHARPUR - 2 DRM(P) Solapur6. DADAR - 6 DRM(W), CST Mumbai EASTERN RAILWAY7. BAIDYNATH DHAM - 6 CPO, Eastern Rly. Kolcutta8. PURI 2 10 CPO, Eastern Rly. Kolcutta9. DARJEELING 3 4 CPO, Eastern Rly. Kolcutta10. NAINITAL 4 7 CPO, Eastern Rly. Kolcutta11. HARIDWAR 3 6 CPO, Eastern Rly. Kolcutta NORTHERN RAILWAY12. SIMLA 7 13 (C) AEN, NR Ambala

- 2 (D) AEN, NR Ambala2(A) 4(C) Secy. Rly. Board1(B) 1(D) Secy. Rly. Board

13. BAROG 2(B) 2(C) AEN, NR Ambala14. BAIJNATH PAPROLE 2(B) 2(C) IOW/SSE- Palanpur15. MANALI 3(A) -- DRM FZR

2(B) -- DRM FZR1(B) -- Secy. Rly. Board

16. HARIDWAR -- 2 DRM N.Rly.- Moradabad17. NAINITAL 2 2(C) Secy. Rly. Board

-- 1(D) Secy. Rly. Board18. MUSSOORIE 2 2 DSE(C) Moradabad

(4 bedded dormitories)19. BADRINATH 2 2 DSE(C) Moradabad N.E. RAILWAY20. NAINITAL 14 10 DGM(G), APO(W) & Sr.DEN IZR21. RANIKETH 2 4 Sr. DEN IZR22. VARANASI -- 3 Sr. DEN N.E.Rly.- Varanasi23. ALLAHABAD CITY -- 3 AEN or APO(W) NE Rly. Varanasi

N.F. RAILWAY24. SHILLONG 3 4 Sr. DEN NF Rly. PAO25. KURESEONG 3 10 Bedded

DormitoryAEN NF Rly. Siliguri Jn.

26. CRAIGMENT AT DARJILING

2 -- Secy. GM NFR MLG

27. DARJEELING (SUBORDINATE)

-- 4 Secy. GM NFR MLG

28. NAINITAL 1 1 Secy. To GM NFR MLG SOUTHERN RAILWAY

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29. MADURAI -- 5 DPO S.Rly.- Madurai30. COURTALLAM 2 6 DPO S.Rly.- Madurai31. RAMESWARAM -- 2 DPO S.Rly.- Madurai32. PALANI -- 2 DPO S.Rly.- Madurai33. KANYAKUMARI 6 4 Sr. DPO- TVC34. COONOR -- 4 DPO S. Rly.- PGT35. UDAGAMANDALAM

(OOTY)-- 8 DPO S. Rly.- PGT

SOUTH CENTRAL RAILWAY36. TIRUPATI (RLY. STATION)

6 9 Sr. DPO SCRly.- Guntakal

37. AURANGABAD (RLY.STATION)

2 2 Sr. DPO- Hyderabad

SOUTH EASTERN RAILWAY 38. PURI -- 8 Dy.CPO(W)/ Garden Reach - Kolkatta39. DARJEELING -- 4 Dy.CPO(W)/ Garden Reach - Kolkatta40. RANCHI -- 4 Dy.CPO(W)/ Garden Reach - Kolkatta41. DICHA 4 --

2 Suites+4 Bedded

Dormitory

DGM(G) Garden Reach – KolkattaDPO(I)/KGP, S.E.Rly.

42. AVAKU 2 --6 Bedded

Sr.DEN/Coord/WATSr DPO/Waltair Dormitory

WESTERN RAILWAY43. PALI HILL, BANDRA (MUMBAI)

-- 8(C) 2(D) DRM(E)/Mumbai Central.

44. LONAVALA -- 2 DRM(E)/Mumbai Central.45. VERAVAL (GUJRAT) -- 4 DRM(E)/Bhavnagar46. DWARKA (GUJRAT) -- 3(C) 1(D) DRM(E)/Rajkot/SPO(W)CCG47. GHOLVAD 3 - - DRM/Mumbai Central.48. UJJAIN --- 6 Sr.DPO RTM NORTH WESTERN RAILWAY49. Jaipur -- 4 DRM(E) /Jaipur50. UDAIPUR -- 16 DRM(E) /Ajmer51. MOUNT ABU 4 15 DRM(E) /Ajmer WEST CENTRAL RAILWAY52. PANCHMARHI -- 3 Sr.DPO, Jabalpur53. AGRA (IDGHA) -- 4 DRM(E) / KTT SOUTH WESTERN RAILWAY54. MYSORE (RLY.STN) -- 5 DPO/Mysore55. KOLWA BEACH 2 2 Sr.DPO-Hubli I.C.F56. UDAGAMANDALAM -- 4 Welfare Officer /ICF R.C.E57. PATNI TOP 2 4 Dy GM/G/RCF C.L.W58. PURI -- 2 CPO/CLW/Chittaranjan D.L.W59. NAINITAL 1 -- Secy. to GM/DLW60. PURI 1 1 Secy. to GM/DLW

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CONVALSCENT HOME1. BANDRA, Pali HillWESTERN RAILWAY

-- 2(C) 1(D) SPO/W/CCG

NOTE: 1 (C) means Group-C and (D) means Group- D2 Unless specified, the suites under Column-2 are for both Group “A” &”B” and under Column-3 for both Group “C” & “D”.

Annexure-II

LEAVE APPLICATION FOR CHILD CARE LEAVE (CCL)(To be filled in Duplicate)

(Ref: WR HQ L.No. E(P)637/O Vol. V dated 19.11.2010 (PS-164/2010).1. PF /PRAN No. :………………………………………………………..

Name of Employee :………………………………………………………..2. Designation :………………………………………………………..3. Office Address :………………………………………………………..

Shop :……………………………. T.No……………………4. Bill Unit No. :………………………………………………………..5. Spell :………………………………………………………..6. Leave Applied From :…………………………TO …………………………7. No.of days :………………………………………………………..8. Whether LAP adjusted against CCL: Yes / No9. If ‘yes’( 8 above), period: From:…………………….TO ……………………..10.Name of 1st child : ……………………………………………………….

With Date of Birth :………………………………………………………..11.Name of 2nd child : ……………………………………………………….

With Date of Birth :………………………………………………………..12.Address while on leave :………………………………………………………..

:………………………………………………………..:………………………………………………………..

(Indicate “D” against the name of disabled child)

Date:…../……/20….. (Signature of Applicant)……………………………………………………………………………………………Recommendation for sanction:

(Depot/Unit In-charge)……………………………………………………………………………………………Remark of Sanctioning Authority:

(Signature of Sanctioning Authority)……………………………………………………………………………………………

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Note: one copy should be retained by leave clerk for monitoring CCL Record.…………………………………………………………………………………………… Service by: Western Railway Employees Union, BRC division & Pratapnagar workshop, Vadodara.Contact Name & Number: Shantosh Pawar Div.Secretary & Asst. Gen.Secetary (M) 09427054802 & 08128680888 Vinod Manjrawala, PRTN Secy. & SSE–PRTN W/shop (M)09427534295 & 08128680886 Shadhanaben Trivedi Vice Chairperson-WREU & OS Mech-DRM–BRC (M)09725626224

Supplementary of booklet ‘women employee know your right’ - 2011

(1) Special provisions for womensNo. 13018j4j2009-Estt.(L)

Government of IndiaMinistry of Personnel, Public Grievances and Pensions Department of Personnel & Training

****Subject:- Special provisions in the Rules and Regulations for the benefit of women employees - need to increase the representation of women in the Central Government jobs.

****The undersigned is directed to say that Government of India is conscious of its responsibilities to provide greater opportunities to women. It has thus outlined in its 100 days programme, to make concerted efforts to increase the representation of women in the Central Govt. jobs. The National Policy for empowerment of women also envisages bringing about the advancement, 'development and empowerment of women. The Constitution of India not only grants equality to women, but also empowers the State to adopt measures of positive discrimination in favour of women. This includes creating an environment through positive economic and social policies for full development of women to enable them to realise their full potential. To achieve this goal government has been taking several measures for empowerment of women in general and has made several special provisions in the rules and regulations for the benefit of women employees.The Government as an ideal employer has made several provisions to enable women employees to work in a very congenial atmosphere. These provisions enable them to develop to the fullest extent in their working efficiency and to contribute their best in the efficient transaction of government business. The Government is also conscious of the fact that women employees playa positive role in their families as well as in work place to preserve the rich heritage of our composite culture. Thus policies have been framed and established to ensure main streaming of women's perspective in all development processes, as catalysts, participants and recipients. The various women friendly policy decisions taken by the Government and incorporated in the relevant rules for the benefit of women employees are detailed in the Annexure. .Suitable instructions have been issued to ensure that there is no discrimination against women candidates on the grounds of sex in the matter of selection made by various bodies j boards in to Government. It has been made mandatory to have one woman member in the selection boards/committees for making recruitment to 10 or more vacancies and where lady candidates are expected to be available for the service/post under the Central Govt. Even where the vacancies are less than 10, no effort should be spared in including a lady officer in such committees/boards. All Ministries/Departments are accordingly requested to give wide publicity to these facilities and programmes available to women employed in the Central Government so as to attract and encourage women candidates to join the work force in large numbers. It is once again reiterated that whenever any advertisement for recruitment in the Government is to be made by the Ministries / Departments / Attached / Subordinate offices/ Recruiting agencies, it may be highlighted that women candidates fulfilling the requirements for the post are encouraged to apply against the recruitment advertisement. The advertisement may also state that the specific benefits available to women employees may be perused in the website of the Ministry/Department as well as in the website of this Department, namely persmin.nic.in.

(Simmi R. Nakra) Director

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To,1. All Ministries/Departments of Govt. of India2. Union Public Service Commission3. Staff Selection Commission

AnnexureMaternity BenefitsA female Govt. employee with less than two surviving children is granted Maternity Leave for 180 days. In continuation of the maternity leave a female Govt. servant can also take any leave due and admissible for a period of two years. In case of miscarriage including abortion, the female employee is entitled to leave not exceeding 45 days* during entire service. (O.M. No.13018/2/08-Estt.(L) dated 11.9.2008 & *Notification No.13018/7/94- Estt.(L) dated 31.3.1995).Child Care LeaveThe women employees having minor children and who have exhausted earned leave are granted child care leave (admissible in different spells) for a maximum period of two yrs. (i.e. 730 days) during their entire service for taking care of up to two children whether for rearing or to look after any of their needs like examination, sickness etc. In continuation of the Child Care leave, a female Govt. servant can also take any leave due and admissible for a period of one year. (0.M.No.13018/2/2008-Estt.(L) dated 11.9.2008, 29.09.2008 & 18.11.2008)Child Adoption Leave A female Govt. employee with less than two surviving children is granted on valid adoption of a child below the age of one year Child Adoption Leave for a period of 135 days. In continuation of the Child Adoption leave a female Govt. servant can also take any leave due & admissible for a period of one year. (0. M. No.13018j4j2004-Estt. (L)dated 31.3.2006) Special allowance to women with disabilityWomen employees with disabilities are paid Rs.I000j- p.m. as Special Allowance for child care. The allowance is payable from the time of the child birth till the child is two yrs. old for a maximum of two children. (O.M.No.12011/04-Estt.AL) dated 11.9.2008)Guidelines for provision of crèches facility The Govt. of India has set up day care centres / crèches in Offices or major residential areas of the employees as a welfare measure. Posting of husband & wife at same stationThe Govt of India has issued detailed instructions to its offices to ensure the posting of the husband and wife at the same station so as to enable them to lead a normal family life and to ensure the education and welfare of their children (O.M.No.28034/2/27-Estt-A dated 3.4.1986 & 12.6.1997) .To facilitate posting of couples in the same station, it has been approved that in case of a woman officer, whose husband is posted under the Govt. of India, the 'cooling off period may be waived up to six months so that she may get a posting at the station where her husband is posted.Special priority for working women in allotment of residential accommodationThe Directorate of Estates maintains a separate pool for the married/ single women in Govt. house allotment. Provision for protection of women as kept in CCS conduct rules, 1964Rule 3.3(C) of the Central Civil Services (Conduct) Rules 1964 explicitly prohibits acts of sexual harassment of any women at her work place. For this purpose, "Sexual Harassment" includes such unwelcome sexually determined behaviour, whether directly or otherwise, as (a)physical contact and advances, (b) demand or request for sexual favours, (c) sexually coloured remarks, (d) showing any pornography or (e)any other unwelcome physical, verbal or nonverbal conduct of a sexual nature.The guidelines issued under the said Conduct Rules vide DOPT's O.M. No.ll013/10/97-Estt.(A) dated 13.2.1998 provide for creation of an appropriate complaint mechanism in every organisation for redressal of the complaints made by the victims. In terms of DOPT's O.M. No.11013/10/97-Estt.(A) dated 13.7.1999 and O.M No.ll013/11/2001-Estt.(A) dated 22.7.2003, a complaint committee should be headed by an officer sufficiently higher in rank than that of the complainant. As per sub-rule(2) of rule 14 of the Central Civil Services

63

(Clarification, Control and Appeal) Rules, 1965 and the instructions issued vide DOPT's O.M. No.ll013/11/2001-Estt.(A) dated 4.8.2005, the report of the complaints committee shall be deemed to be aninquiry report. Rule 13-A of the said rule says, no government servant shall –(a) Give or take or abet the giving dowery;(b) Demand directly or indirectly, from the parent or guardian of a bride or bridegroom, as the case may be, any dowry.Age relaxation for AppointmentWidows, divorced woman and woman judicially separated from their husbands and who are not remarried are allowed age concession up to the age of 35 years (40 years for member of SCs/STs) for posts of Group C&D filed through SSC/Employment Exchange (O.M.No.15012/6/98-Estt.(D) dated 21.12.1998)Special dispensation for women officers of North East CadreAll India Service lady officers borne on the North East Cadres may be allowed to go on inter cadre deputation after completion of six years of actual service in the North East. Such lady officers would also be eligible for deputation for a maximum of 9 years instead of five years. The lady officers would have the flexibility to utilize the maximum allowable period of inter cadre deputation in two spells instead of one. (O.M.No.13017j 16j2003-AIS (1)dated 11.7.2006).In case of marriage between an All India Services lady officer borne on the North East Cadre and an officer of another Cadre, the lady officer would be mandatory accommodated in the cadre of her spouse, if she so opts. (O.M.No.13017j 16j2003-AIS (1) dated 10.7.2006).Change in cadre in case of marriage of all India Service OfficerInter cadre transfer is permitted for members of All India Service officers on marriage to another member of All India Service where the officer or officers concerned have sought a change. (O.M.No.13017j16j2003-AIS(1) dated 8.11.2004).

(2) EXEMPTION IN FEES FOR COMPETITIVE EXAMS

Central Govt Job, women/T.S. Ani! fileNo.39020/03/2009-Estt (B)

Government of IndiaMinistry of Personnel, Public Grievances & Pensions (Department of Personnel &Training)

North Block New Delhi, 15th july 2009To1.Shri Alok Rawat, Secretary, Union Public Service Commission Dholpur House, Shahjahan Road, New Delhi.2. Shri N.K. Raghupathy, Chairman, Staff Selection Commission, CGO Complex, New Delhi.Subject:- Need for concerted efforts to increase the representation of Women in Central Government jobs

mentioned in the President's address to the joint session of Parliament.I am directed to refer to the above subject and to say that it has been decided to exempt the women candidates from payment of fees for competitive examinations by Direct Recruitment/Departmental Competitive Examinations/ Direct Recruitment by Interview conducted by Union Public Service Commission (UPSC) and Staff Selection Commission (SSC). This will be applicable for all advertisements to be released for the above purpose after issue of this letter.

Yours faithfully,Sd/-

Sati Mohandas)Under Secretary to the Government of India

Tel.No. 011-23093175Fax.No.011-23093180

(I) ALL MINISTRIES/DEPARTMENTS, GOVERNEMNT OF INDIA'(2) All CHIEF SECRETARIES, ALL STATE GOVERNMENTS/UTS

64

(3) Senior citizens Age for women for railway concession:

Women who have completed 58 years age are eligible for Railway concession under “Ladies senior citizen” up to 50% of the fare. In case of male senior citizen, they would get senior citizen concession only after completion of 60 years of age and that too will be increased from existing 30% to 40% of the fare.(4) 3RD Cover Page

Madum Nishi Kapahi with Bro. Umraomal purohit & women leaders of ITF Office Delhi

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PADMASHREE MANIBEN KARA1905- Birth 13th February 1926- Social work in chawl & slum of Bombay

1929-Founded “Seva Mandir” in Bombay, 1930- Assocoated with Mincipal workers; Union

1931- Associated with Gimi Kamgar Union, 1934- Detention for Taxtile worker’s general strike.

1932- Conviction under Sec. 124 & 153 of IPC for ‘May day Speech’

1936- President of Indian Fedration of Labour 1948- President of WREU

1963-67 President of All India Railwaymen’s Federation New Delhi

1968- Gold Medal Winner of ITF , 1970- Padmashee award by president of India Shri V.V.Giri

1974 – Appointed by ILO on its panel for women 1975- Appointed ‘ Status of women’

1977-Appointed as member of Consumer price index revision Committee

1979- Death 29th October

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PUBLISHED BY COM. J. R. BHOSALE, GENERAL SECRETARY, WREU ON BEHALF OF WOMEN WING OF WREU ON THE OCCASION OF INTERNATIONAL WOMEN’S DAY -08.03.2011

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