Download - SCCL Executive Leave rules with amendments upto 01.06.2013

THE SINGARENI COLLIERIES COMPANY LIMITED (A Government Company)

COAL INDIA LIMITED LEAVE RULES - 2010 AS ADOPTED BY THE SINGARENI COLLIERIES COMPANY LIMITED FOR EXECUTIVE CADRE EMPLOYEES

(APPOINTED ON OR AFTER 05.03.1974) WITH EFFECT FROM 1ST JANUARY 2012

EE Cell, Corporate SCCL EXECUTIVES LEAVE RULES-2012 of 26

Effective from 1st January – 2012 (Including all amendments/clarifications issued up to 01.06.2013)

THE SINGARENI COLLIERIES CO. LTD. (A GOVT. COMPANY)

REGD. OFFICE: KOTHAGUDEM COLLIERIES POST: KOTHAGUDEM – 507 101

DIST. KHAMMAM (A.P)

EXECUTIVE ESTABLISHMENT CELL, CORPORATE





1.0 TITLE

These Rules will be called the Singareni Collieries Company Limited Executives Leave Rules 2012 (applicable to Executives appointed on or after 5.3.1974) and will supersede all the earlier Leave Rules, Leave Encashment Scheme for Executive Cadre employees and all subsequent amendments.

2.0 SCOPE & APPLICATION

These Rules will apply to all whole time regular Executives of SCCL appointed on or after 5.3.1974. The provisions of leave rules as specifically provided also apply to Executive Trainees.

3.0 DEFINITION

In these rules unless there is anything repugnant in the subject or context:

3.1 ‘Executive’ means the whole time regular executive cadre. 3.2 ‘Deputationist’ means an executive who is on deputation from other Public

Sector, State/Central Government. 3.3 ‘Executive Trainee’ means newly recruited executive and appointed in regular

pay scale in E1 grade. 3.4 ‘Pay’ for the purposes of these rules will be the amount drawn monthly by an

Executive as basic pay in the grade, dearness allowance, deputation pay, personal pay, special pay, non-practicing allowance as applicable to the post held by him/her.

3.5 ‘Company’ means The Singareni Collieries Company Ltd. 3.6 ‘Competent Authority’ means the Board of Directors or any Authority to which

the power is delegated. 3.7 ‘Sanctioning Authority’ means the authority to whom the power to grant

leave/leave encashment is delegated. The following will be the sanctioning authority for various types of leave excluding

the study leave:

a) C & MD and Directors for CGMs/GMs/Chiefs/Heads of the department and other officers working under them.

b) Area CGMs/GMs or Heads of Departments or any other Executive, to whom the power may be specially delegated – for all officers working under their administrative control.

4.0 COMMENCEMENT

These rules shall come into force with effect from 01st January-2012.

5.0 GENERAL TERMS & CONDITIONS APPLICABLE FOR LEAVE

5.1 An executive in the service of the company (appointed on or after 5.3.1974) will earn leave in accordance with the provisions of these Rules.

5.2 Except on days declared as Company Holidays, every executive must either be on duty or on leave. Absence without leave amounts to misconduct, and also involves a break in the service.

5.3 An executive who absents himself without sanctioned leave for more than 8 calendar days, shall lose his lien and be deemed to have left the services of the Company of his own accord with effect from the date he/she was due to return to work. The executive will however be entitled to represent his case to the Management explaining the reasons for his absence. It will be up to the Management to accept the explanation or not and if the explanation is accepted, the executive may be reinstated with or without break in service.

5.4 Leave cannot be claimed as a matter of right, but has to be sought and granted by the Sanctioning Authority.

5.5 Grant/refusal/cancellation of leave to an executive shall depend on the exigencies of work of the Company and shall be at the sole discretion of the Leave Sanctioning Authority.





5.6 In case of deputationist, he/she is entitled for Casual Leave as per this Rule and for other leaves, he/she is governed by the terms and conditions of the deputation.

6.0 PROCEDURE FOR SANCTION OF VARIOUS TYPES OF LEAVES OTHER THAN CASUAL LEAVE:

6.1 Application for leave:

An application for leave must be made to the Sanctioning Authority in advance in the prescribed form, if the leave is available at his/her credit.

6.2 Sanctioning of leave and notification thereof:

The Competent Authority will either approve or reject the leave applied for or curtail it in the interest of the Company’s work according to his discretion and arrange for necessary updation of leave records.

6.3 Relinquishment/assumption of the charge:

No officer will proceed on leave unless:

a) He/she has been conveyed the approval of the leave by the Competent Authority.

b) He/she has handed over charge to another officer in compliance to specific order, if any, and

c) The report of relinquishment/assumption of charge should be signed by the relieved as well as the relieving officer and counter signed by the Controlling Officer. Copies of the Relinquishment/assumption charge report mentioned above should be sent to the concerned department/section in the office of the Sanctioning Authority.

6.4 Extension/curtailment of leave:

In case the leave is extended, a fresh application for the extended period must be submitted to the Sanctioning Authority. If the leave is curtailed the assumption charge report should contain a note about it, counter signed by the Controlling Officer. In case the executive does not proceed on leave he/she will apply for the cancellation of leave applied for.

6.5 Leave on Medical ground:

Application for leave on medical ground must be supported by a medical certificate from a Registered Medical Practitioner/Company Doctor. In all cases of leave on medical grounds it will be necessary to produce a medical certificate of Fitness issued by a Registered Medical Practitioner/Company Doctor at the time of joining duties.

6.6 Maintenance of Leave Record:

The leave records is to be maintained in the proforma given in Annexure-I either by means of a loose leaf ledger or register in the office of the Leave Sanctioning Authority. Whenever an Officer is transferred out of the Area/ Department, the original or attested copy of the leave records must be sent to the receiving end immediately.

7.0 TYPES OF LEAVE:

7.1 CASUAL LEAVE :

7.1.1 Casual Leave is intended to cover casual absence of the executive for personal reasons.

7.1.2 Casual leave will be allowed to all executives for 12 days in a calendar year subject to the condition that not more than 8 days Casual Leave will be allowed at a time.

7.1.3 Public Holidays and weekly offs occurring during the spell of the leave will not be treated as part of the leave.

7.1.4 Casual Leave can be granted for half day also. If half day leave is taken, the lunch interval will be taken as the dividing line.

7.1.5 Casual Leave will not be permitted to be combined with any other kind of leave, but this can be permitted to be combined with weekly days of rest or





public holidays provided that the total period of absence from duty should not exceed 10 days at a time.

7.1.6 An Executive who joins service on any day in a calendar year up to 30th June is entitled to the full credit of 12 days Casual Leave for that calendar year and those who join duty on or after 1st July are entitled to 6 days Casual Leave.

Executives separating from the Company in between the calendar year will be credited with full casual leave and will be allowed to avail full entitled casual leave at their credit. (Authority: CRP/PER/C/34/2388, dtd. 06.09.2012)

7.2 SPECIAL CASUAL LEAVE:

Special Casual Leave falls outside the scope of normal leave and may be granted to an executive not for personal or domestic reasons but to meet special situation such as the following:

a) Periods spent in camp by executives permitted to join the Territorial Army, not exceeding 14 days which can be combined with regular leave, wherever necessary.

b) Executives participating in athletic and sports events of National or International importance in a representative capacity or engaged in coaching or administration of teams participating in such events, special casual leave in these cases should not exceed 30 days in any calendar year. If the period exceeds 30 days in any calendar year, the executive can be permitted by Competent Authority to combine Special Casual leave with earned leave as special case but not with other leaves.

c) Executives participating in inter-unit or inter-departmental tournament can also be granted Special Casual leave not exceeding 10 days which can also be permitted by Competent Authority to be combined with Earned Leave.

d) Executives who donate blood on working days may be granted special Casual Leave for that day.

e) Executives who undergo sterilization operation under the Family Planning scheme may be granted Special Casual Leave not exceeding 6 working days.

f) Two principal office bearers of the Recognized Associations, who are also Executives, attending Annual General Meetings or Conferences of the Central Organizations to which they are affiliated may be granted Special Casual Leave to a maximum of 10 days in a calendar year.

g) In case of the executives appearing in the examination conducted by the SCCL or approved by the Management ex: 2nd class and 1st Class Mine Manager’s certificate of competency examinations etc., Special Casual Leave for actual number of days of examination can be granted.

h) The executives who are ex-servicemen when called by Ministry of Defence to participate in the Republic Day parade, Special Casual Leave for the period of their stay in Delhi and minimum period spent on journey to and from Delhi by direct route can be granted.

i) Special Casual Leave can be granted for other purposes like Sports and Cultural activities which enhance the image of the Company at the discretion of the Head of the Office.

j) Special Casual Leave can be granted to an executive if he/she is called as witness by the Court towards the days of his absence, i.e., attendance day and minimum traveling time by shortest route by the number of days falling short after adjusting the Casual Leave which may be due to him. This concession will only be allowed to the executives when they are called as witnesses in the cases where the Government is party or a Government calls the incumbent for evidence, even though the Company has nothing to do in these cases. Where the Company is a party and the executive is called in for evidence by the Company, the said executive will be treated as On Duty and paid the usual TA/DA.





k) For other purpose at the discretion of the Head of the Office taking into the consideration local circumstances and the merits of the cases.

7.3 EARNED LEAVE ON FULL PAY: 7.3.1 Every executive shall be credited with earned leave in advance in two

installments of 15 days each on the first day of January and July of every calendar year.

7.3.2 When an executive is appointed in the middle of the year, earned leave should be credited in his/her leave account at the rate of 2 ½ days for each completed month of service which he/she is likely to render in the calendar half year in which he/she is appointed.

7.3.3 The credit afforded under the above shall be reduced by 1/10th of the period of extra ordinary leave availed of during the previous half year, subject to a maximum of 15 days.

7.3.4 (a) The credit for the half year in which an executive is due to retire or resigns from the service, shall be afforded only at the rate of 2 ½ days per completed calendar month in that half year up to date of retirement/resignation.

(b) The credit for the half year in which an executive is removed/dismissed from service or dies in service, will be afforded at the rate of 2 ½ days per completed calendar month up to the end of calendar month preceding calendar month in which the executive is removed/dismissed/dies.

(c) If in the case of an executive, the leave already availed of is more than the credit so due to him, necessary adjustment is to be made in respect of leave salary over drawn.

7.3.5 Earned leave can be accumulated up to 300 days.

While limiting the maximum 300 days, where the balance at credit is 286 – 300 days, further advance credit of 15 days i.e. 300 + 15 on 1st January / 1st July will be kept separately and set off against the EL availed of during that half year ending 30th June / 31st December. However, if the leave availed is less than 15 days, the remainder will be credited to leave account subject to the ceiling of 300 days at the close of that half year.

7.3.6 The maximum earned leave that may be granted at a time to an executive shall be 180 days except in case of illness.

7.3.7 While affording credit under the clause 7.3.2, 7.3.3 and 7.3.4 above, fraction of a day will be rounded off to the nearest day.

7.4 HALF PAY LEAVE:

7.4.1 Every executive shall be credited with half pay leave in advance in two installments of 10 days each on the 1st day of January and July of every calendar year.

7.4.2 When an executive is appointed in the middle of the year, the leave shall be credited to the said leave account at the rate of 5/3 days for each completed calendar month of service which he/she is likely to render in the half year of the calendar year in which he/she is appointed.

The credit for the half year in which an executive is due to retire or resigns from the service shall be allowed at the rate of 5/3 days for the completed calendar month up to the date of retirement or resignation.

When an executive is removed or dismissed from service or dies while in service, credit of half pay leave shall be allowed at the rate of 5/3 days for completed calendar month up to the end of the calendar month preceding the calendar month in which he/she is removed or dismissed from services or dies in service.

If in the case of an executive, the leave already availed of is more than the credit so due to him, necessary adjustment is to be made in respect of leave salary over drawn.





7.4.3 The leave under this Rule may be granted on medical certificate or on private affairs.

7.4.4 There is no limit for accumulation of half pay leave. However, encashment limit as per clause 12.5.1 will be 300 days only.

7.5 COMMUTED LEAVE:

7.5.1 Half pay leave can be commuted in to full pay leave, at his/her option. When commuted leave is granted, twice the number of such leave will be debited to the half pay leave account of the executive.

For commuted leave exceeding 6 days, it will be necessary to produce a medical certificate.

Holidays, if any, succeeding the day of fitness can be allowed to be suffixed with commuted leave. Holidays, if any preceding the day of fitness shall be treated as part of leave.

7.6 EXTRA ORDINARY LEAVE WITHOUT PAY:

When no other leave is by Rule admissible, Extra-ordinary leave without pay may be granted to any executive in special circumstances up to following extent.

a) Up to 3 months on any one occasion other than on ground of illness. b) Up to 6 months on any one occasion on ground of illness, other than TB,

Cancer, Leprosy, Paralysis, Severe heart Attack, By-pass/Open heart Surgery.

c) Up to 18 months, on any one occasion in case of treatment for TB, Cancer, Leprosy, Paralysis.

7.7 SPECIAL LEAVE:

Special Leave on full pay for a total period not exceeding Six months during the entire service may be granted only when the executive is suffering from the following diseases, on production of medical certificate from an authorized medical officer: T.B. Cancer Leprosy Severe heart Attack Paralysis By-pass / Open Heart Surgery Renal disease AIDS Brain dis-order Cirrhosis / Liver Transplantation Hepatitis ‘B’ or ‘C’ Any other disease with recommendation of Director (PA&W) and

approved by C&MD may add to this list.

7.8 STUDY LEAVE:

7.8.1 Study leave in half pay may be granted to an executive to enable him to study scientific, technical or similar problems or to undergo special course of instruction, if it is considered to be in the Company’ interest.

7.8.2 It is not to be granted to an executive who has not completed at least five years service or to the executives within five years of the date of retirement.

7.8.3 It is not debited against the leave account and it counts as service for promotion but not for leave.

7.8.4 The grant of study leave is at the discretion of the C&MD or any authority to whom this power is delegated and will be regulated as below:-

Grant of “study leave” subject to a maximum period of two years, during the entire service;





For such post graduate degree / Diploma studies for which the duration has been specified is 3 years, the study leave will be granted for 3 years;

Sponsorship with financial support from the Company shall be for a period of 2 years only.

Note-I: Before grant of Study Leave, concerned executive is required to execute a Bond.

During study leave the concerned executive will be entitled to half of basic pay and full DA, HRA at full rate will also be admissible subject to production of HR receipt and submission of certificate, stating that the said accommodation was retained by him/her at the same station from where he/she proceeded on leave and did not sub-let whole of it. No other allowances what so ever will be admissible.

Note-II: Newly recruited Executive Trainees, who join the company during the course of their acquiring higher qualification and on joining want to complete their course, immediately after training period, may be granted extra ordinary leave without pay for the purpose. No Executive Trainee on joining shall be granted leave for completing any course during the training period.

7.9 MATERNITY LEAVE:

7.9.1 Maternity Leave may be granted to the female executives (with less than 2 surviving children) of the Company for a period of 180 days from the date of its commencement. The leave is granted on full pay and is not debited against the leave account.

7.9.2 Maternity leave may be combined with earned leave on medical certificate.

7.9.3 Maternity leave not exceeding 45 days may also be granted to a female executive of the Company (irrespective of the number of surviving children) during the entire service of that female executive in case of miscarriage including abortion, on production of medical certificate from the authorized medical attendant.

7.9.4 While sanctioning such maternity leave to a female executive no restriction regarding qualifying service is necessary.

7.10 QUARANTINE LEAVE:

This leave may be granted with pay to an executive who is required not to attend duty in consequence of the presence of any infectious disease in his family or household. Such leave may be granted on the certificate of the Medical or Public Health Officer for a period not exceeding 20 days and in exceptional cases 30 days. Any leave necessary for quarantine purpose in excess of this period shall be treated as ordinary leave.

This leave can be granted in continuation of any other leave.

The Quarantine is applicable for the following diseases:

(i) Small pox, cholera, diphtheria, cerebro-spinal meningitis, typhus fever and plague should be considered as infectious diseases. Chicken pox shall not, however, unless the medical Officer of the Company or the Public Health Officer of the Corporation / Municipality considers that because of doubt as to the true nature of the disease (for example small pox) there is reason for the grant of such leave.

(ii) In the case of the executives posted in an area under the administration of a State Govt., such other disease as may have been declared by that Government as infectious for the purpose of Quarantine Leave Rules in force in that State may be considered as infectious disease for the purpose of grant of quarantine leave.

7.11 SPECIAL DISABILITY LEAVE:

7.11.1 Special disability leave may be granted to an executive who is disabled for injury intentionally inflicted or caused in or inconsequence of the performance





of his official duties or in consequence of his official position. This leave is sanctioned subject to the following conditions:

a) The disability manifested itself within 3 months of the occurrence to which it is attributed and the person disabled acted with the promptitude in bringing it to notice.

b) The period of leave shall be such as is certified by a Medical Board, constituted by a Competent Authority. The maximum period admissible is 24 months.

7.11.2 Special Disability leave may be granted to an executive who is disabled by injury accidentally incurred in or inconsequence of the due performance of his/ her official duties or inconsequence of his/her position or by illness incurred in the performance of any particular duty which has the effect of increasing his/her liability to illness or injury beyond the ordinary risk. The grant of this concession is subject to the further conditions:

a) The disability, if due to disease, must be certified by Medical Board, to be directly due to the performance of the particular duty.

b) The disability is in the opinion of the Company exceptional in character or that there are circumstances to justify such unusual treatments as the grant of these form of leave.

7.11.3 Special disability leave may be combined with leave of any other kind and shall be counted as duty.

7.11.4 The executives during the period of special disability leave will draw leave salary equal to full pay and dearness allowance till he / she is declared fit by the Company’s Medical Officer. The leave salary shall be paid on the basis of the last pay drawn by the executive immediately before he/she met with the accident.

7.12 LEAVE PREPARATORY TO RETIREMENT:

Leave preparatory to retirement is not a new type of leave, but only leave, as due, concluding on the date of the compulsory retirement of an executive.

The maximum amount of Earned Leave that can be taken as Leave Preparatory to Retirement shall be 180 days.

7.13 LIEU LEAVE:

7.13.1 Executives (Mining or any discipline engaged on regular coal production/ OB removal).

7.13.1.1 Regular rosters shall be maintained in respect of the officers who are called up on to work on holidays / weekly days of rest and the same should have the approval of the controlling officer in advance.

7.13.1.2 One day “Lieu Leave” will be given to executives for each full day of work done for regular coal production on rest day / holiday.

7.13.1.3 The Lieu leave credited in the calendar year for work done on rest day or holiday for regular coal production will be allowed to be availed by 30th June of the following year.

7.13.1.4 Grant of Lieu Leave should be so planned that the concerned executive could be allowed to avail the lieu leave within the time limit mentioned in clause 7.13.1.3 above.

7.13.1.5 Un-availed lieu leave shall be considered lapsed at the end of the time limit mentioned in clause 7.13.1.3 above.

7.13.1.6 The lieu leave will be allowed to be prefixed or suffixed with any other kind of leave and it is not encashable.

7.13.2 Other executives engaged on Holidays / Rest Days:

7.13.2.1 Any officers posted at Units, Area Head quarters, Company head Quarters etc., who are called upon to work on holiday/weekly days of rest will be given one day compensatory holiday for each full day of work done.





7.13.2.2 Regular rosters shall be maintained in respect of the officers who are called up on to work on holidays / weekly days of rest and the same should have the approval of the controlling officer in advance.

7.13.2.3 The compensatory holidays so credited for work done on rest day or holiday should be availed within the next 3 months following the day the officer was called for the duty.

7.13.2.4 The un-availed compensatory holidays shall be considered lapsed at the end of the time limit mentioned in clause 7.13.2.3 above.

7.13.2.5 The compensatory holidays will be allowed to be prefixed or suffixed with any other kind of leave and it is not encashable.

7.14: CHILD CARE LEAVE(CCL):

Female executives having minor children may be granted Child Care Leave by an authority competent to grant maternity leave, for a maximum period of two years (i e.730 days) during their entire service for taking care of up-to two eldest surviving 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 female executives 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. The leave account for Child Care Leave shall be maintained in the proforma (Annexure-II) and it shall be kept along with the Service Book of the female executive concerned. 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.

7.14.1: Child Care Leave shall be granted subject to following conditions:

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

(b) It will be treated like Earned leave and sanctioned as such. (c) Weekly days of rest (Sundays/Fridays), Paid Holidays etc.,

falling during the period of leave would also count for Child Care Leave as in the case of Earned Leave.

(d) The leave will not be allowed more than three spells in a calendar year.

(e) Child Care Leave may not be granted for less than 15 days in a spell.

(f) LTC/LLTC cannot be availed during CCL.

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 Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during the probation is minimal.

The above will be effective from 01.06.2013. The Leave Sanctioning Authority as per Leave Rules/delegation of powers shall sanction the Child Care Leave and invariably mark a copy of CCL sanctioning letter to Executive Establishment Cell, Corporate for personal record of the executive concerned.

(Authority: Circular No. CRP/PER/C/34/1444, dtd. 01.06.2013)

8.0 ON PROMOTION FROM NON EXECUTIVE TO EXECUTIVE POSITION:

8.1 The leave standing to the credit on the day of assumption of charge in the executive position may be allowed to be carried forward on his/her promotion from Non-Executive position to the Executive position in full subject to the ceiling prescribed in the rules.





8.2 As an executive, he/she will be earning the leave at the rates applicable as per the rules on and from the date he/she assumes the charge.

9.0 ON MOVEMENT OF AN EXECUTIVE FROM ONE PUBLIC ENTERPRISE TO ANOTHER:

9.1 If an executive of the Company, whose application was forwarded through proper channel, joins another Public Sector Organization, an amount equivalent to the leave salary for the earned leave/half pay leave/sick leave standing to his/her credit on the date of his/her leaving will be transferred to the new organization, provided the new organization agrees to give credit of such earned leave/half pay leave/sick leave to the executive concerned.

9.2 In the case of an executive joining SCCL from another Public Sector Organization, credit of the earned leave/half pay leave/sick leave in the previous employment will be given to him, provided the previous organization transfers to SCCL, an amount equivalent to the leave salary for such earned leave/half pay leave/sick leave.

10.0 PROCEDURE FOR GRANT OF ADVANCE IN LIEU OF LEAVE SALARY:

10.1 An advance in lieu of leave salary may be sanctioned to an executive who proceeds on leave for a period of not less than one month/ 30 days.

10.2 Amount of advance:

The amount of advance in lieu of leave salary shall not exceed the net amount of leave salary for the first month/30 days of leave with full or half pay, i.e., clearly admissible to him/her after usual deductions. The amount shall be fixed in whole rupees.

a) To determine the amount of advance in lieu of leave salary admissible, the details of deductions to be effected from the leave salary may be ascertained from the previous month’s salary bill. In addition to this, deductions in respect of advances, if any, the recovery of which has not commenced before the executive proceeds on leave but falls during its currency or deductions to be made in respect of any other event which comes to notice like court attachments etc., may also be taken into account to the extent the information is readily available.

b) When an executive proceeds on leave for more than a month/30 days from about the middle of a month, the advance in lieu of leave salary may be made on the basis of leave salary payable which include allowances as admissible under the Rule for one month/30 days leave from the date of commencement of leave.

c) The usual deductions on account of Income Tax, Provident Fund, House Rent, Repayment of advance etc., may be effected from the duty pay which the executive will draw for the portion of the month in which the leave commences, if the period of duty is for the major part of a month. Otherwise such deductions may be made from the leave salary.

10.3 Adjustment of advances:

a) The amount of advance in lieu of leave salary shall be adjusted in full in the leave salary bill in respect of the leave availed of by the executive concerned. If the amount of advance cannot be so adjusted, the balance shall be recovered from the next payment of pay or/and leave salary.

b) In the event of resignation within one month/30 days of the leave sanctioned, the balance of the advance shall be refunded immediately and for this purpose the executive with less than 5 years of service shall be required to give a written undertaking before the drawal of the advance that he/she would refund the amount of advance that cannot be adjusted.

c) In the event of death within one month/30 days of the leave, the unadjusted advance will be set off against the Gratuity due to executive.





11.0 JOINING TIME/TRANSIT LEAVE ON TRANSFER:

11.1 An executive transferred from one office establishment to another, situated at a different place, shall be entitled to joining time to join the new post on relinquishing charge of the old post. No joining time is admissible if the transfer is on request basis.

11.2 If a transfer does not necessarily involve a change of residence from one station to another, the executive will not be entitled to more than one day’s joining time. A holiday counts as a day in such a case.

11.3 In cases involving transfer from one station to another, joining time shall be allowed as under:

a) Six days for preparation.

b) One day for each 500 kms of journey by Rail or 150 kms by motor/motor cycle/scooter or 25 kms in any other way or in case of air journey, actual time occupied in the journey in each case; the part of the day in the case or air journey should be treated as one day; a day shall also be allowed for fractional portion of any distance prescribed above in the case of the journey by rail/motor vehicle or any other way.

11.4 A Sunday (i.e. weekly holiday) shall not count as a day for the purpose of calculations of joining time. When holiday(s) follow(s) joining time the normal joining time shall be deemed to have been extended to cover such holiday(s).

11.5 Joining time shall be calculated by the route which is ordinarily used by the travelers. Travel by road not exceeding 8 kms to or from a railway station at the beginning or end of a journey shall not count for joining time.

11.6 If an executive is transferred to a new post while on leave of not more than 180 days’ duration, his/her joining time will be calculated from his/her old station, or from the place in which he/she received the order of transfer, whichever calculation will entitle him/her to lesser joining time. If, however, he/she performs the journey to his/her old station for winding up his/her personal affairs, his/her joining time will be calculated from the old headquarters to new headquarters. In other cases joining time shall be calculated from the place at which he/she makes over charge.

11.7 The authority sanctioning the transfer may, in special circumstances, reduce the period of joining as admissible under clause 11.3 above. The authority sanctioning the transfer may also grant a longer period of joining time than is admissible under clause 11.3 in the following circumstances.

(a) When the executive has been unable to use the mode of travelling or not withstanding due diligence on his/her part, has spent more time on the journey than is normally allowed; or

b) When the executive has though no fault on his/her part missed the train, or fallen sick on the journey.

(Clarification issued vide Circular No. 34/1416, dtd. 25.05.2012)

“Pending clarification from CIL, it is hereby clarified as under:

01. Only one day’s joining time is allowed if a transfer is from one Area to another Area situated at a different place and if the transfer doesn’t involve change/shifting of residence. A playday / Holiday counts as a day in such cases.

02. However, if the distance on transfer from the present residence in the Area to the place of reporting in the same Area or different Area is more than 32 kms., and if such transfer involves change of residence, the executive may be allowed a maximum of 6 days Transit Leave under Rule 11.0.

03. No joining time is admissible if the transfer is on request basis.

04. This Transit Leave shall be availed only in one spell.

05. The executives who have already availed Leave encashment between 01.01.2012 and 11.05.2012 under pre-amended Leave Rules up to a maximum 50% of EL at their credit or 30 days whichever





is less may be allowed to encash the remaining days in accordance with Rule 12.3.2 on specific request.

06. It may please be noted that the provisions of SCCL Executives Leave Rules-2012 are not applicable to those Executives (appointed prior to 5.3.1974) who are covered under Company’s Leave Rules (Old Leave Rules).

11.8 Joining Time pay:

An executive on joining time shall be regarded as on duty and shall be entitled to be paid as follows:

(a) If he/she joins a new post without availing himself/herself of any leave on relinquishing charge of his/her old post, he/she shall draw the lower pay and allowances between the post to which he/she has been transferred or from which he/she has been transferred.

(b) If he/she joins a new post after availing leave with full pay, he/she shall draw the leave salary which he/she last drew. But if the joining time is in continuation of leave which did not include a period of leave on full pay, he/she shall draw the joining salary as if he/she had been on leave with full pay.

11.9 An executive who does not join his/her post within his/her joining time is entitled to no pay or leave salary after the end of the joining time. Willful absence from duty after the expiry of joining time may be treated as mis-conduct for the purpose of conduct rules.

11.10 Availing of Joining Time – TA/DA:

In case the executive joins duty immediately and avail the joining time later on, the entitlement of TA/DA and joining time will be as follows:

(a) Journey from new Headquarters to old Headquarters for the purpose of permanent shifting to new Headquarters will be treated as journey on duty and the concerned officer shall be entitled to TA and DA as per the rules.

(b) The joining time shall commence immediately on arrival at the old Headquarters, of course, the concerned officer shall be entitled to transfer TA as per rules for permanent shifting for self and family.

11.11 Joining time/Transit leave should be availed preferably within 6 months.

In case of not availing the same, the delay may be condoned by the controlling officer on reasonable ground.

12.0 LEAVE ENCASHMENT :

12.1 ELIGIBILITY:

Encashment of earned leave and half pay leave will be allowed at the option of the executives, subject to the approval of the sanctioning Authority competent to sanction the same.

12.2 EXTENT OF LEAVE ENCASHABLE:

Only earned leave on full pay and half pay leave at the credit are encashable and not any other kind of leave such as casual leave, study leave etc.

12.3 EXTENT OF ENCASHMENT OF EARNED LEAVE:

12.3.1 Encashment of EL will be allowed to an executive only once in a year.

12.3.2 The earned leave can be encashed up to 75% of the earned leave at credit or 60 days, whichever is less.

12.3.3 Earned leave at credit will be determined as on the date of making an application for encashment of leave.

12.3.4 The rate of encashment per day will be calculated on the basis of emoluments of an executive in the month in which he/she applies for the leave encashment (after deducting inadmissible allowances) divided by 30.





12.3.5 Encashment benefits will not be reckoned as salary for the purposes of Exgratia etc.

12.3.6 The full portion of the earned leave encashed will be deducted from the leaves at his/her credit.

12.3.7 The application for leave encashment, wherever necessary, should specifically indicate the quantum of earned leave that the executive desires to encash which shall not be more than the limit specified as above.

12.3.8 The sanctioning authority should specifically indicate the period and the number of days of leave allowed for encashment.

12.3.9 Separate orders shall be issued in respect of the encashment sanctioned for EL.

12.3.10 No encashment of leave during the period under suspension will be permissible.

12.3.11 During study leave, encashment of EL will be permissible only in exceptional circumstances.

12.3.12 The encashment of earned leave of those posted to overseas SCCL Offices/Project sites earned during their period of posting abroad will be regulated by the terms and conditions of SCCL Overseas Offices/Project Site Rules.

12.3.13 Computing the Rate of Earned Leave Encashment:

For computing the rate of encashment, basic pay including non-practicing allowance if any and dearness allowance only will be included. All other allowances, viz, HRA, Coalfield Allowance, Charge Allowance, underground Allowance etc., will be excluded.

12.4 ENCASHMENT OF EARNED LEAVE ON TERMINATION OF SERVICE / RETIREMENT:

12.4.1 On Resignation

Leave at credit shall not be granted for encashment if an executive resigns from the service.

However an executive who has resigned from the services can avail the benefit for the encashment portion of earned leave prior to the date of his actual quitting/release from service.

12.4.2 On Termination

An executive governed under SCCL Service Rules, whose services are terminated, otherwise than on disciplinary grounds, or who retires on superannuation, may be allowed to encash the earned leave at his/her credit, subject to a maximum of 300 days in terms of this scheme.

However, this will be applicable in the case of executives who are employed on contract, on tenure, on deputation, on re-employment etc., if it is mentioned in their Contract / Agreement.

12.4.3 On Death:

In case of death of an executive in service, cash equivalent to leave salary in respect of earned leave due at his/her credit at the time of death will be payable to the family of deceased, subject to a maximum of 300 days.

12.5 ENCASHMENT OF HALF PAY LEAVE:

12.5.1 Encashment of half pay leave subject to a maximum of 300 days of HPL at the credit of the executive is permissible on the following conditions:

a) On separation from the Company on attaining the age of superannuation. b) Death while in service. c) Permanent total disablement of an executive. d) On premature retirement under approved scheme as per Circular No.

C22/1593, dt. 3.9.1994. e) In case of cessation of service after attaining the age of 50 years or more

provided the executive cadre employee has put in a minimum of 20 years continuous service as a regular employee in the Company and the





cessation is not as a result of disciplinary action or leaving service without approval of the Management.

f) Other conditions governing the encashment of Half Pay Leave/Sick Leave will be the same as are in the case of Earned Leave encashment.

(As approved by the Board of SCCL in its meeting held on 19.07.2010)

12.5.2 Computing the Rate of Half Pay Leave Encashment:

While making payment of encashment of half pay leave, half of the basic pay, proportionate NPA if applicable with full DA up to a maximum period of 300 days is to be taken into account.

12.6 DEDUCTION

No deduction other than PF/CMPF and Income Tax will be made from the amount payable to a serving executive if the encashment is for a period of less than 30 days. If the encashment is 30 days or more, monthly installments of repayment of advance and other dues, shall be recovered at the rate of one installment for each period of 30 days. In case of resignation/ retirement/ retrenchment or death, Company’s dues shall be recovered from the amount of encashment.

13.0 LEAVE ENTITLEMENT / LEAVE ENCASHMENT OF EXECUTIVE TRAINEES:

Executive Trainees who are appointed in regular pay scale will be entitled to Casual Leave, Earned Leave, Half Pay Leave and Commuted Leave at par with the regular executives.

During the period of training they are not entitled for any encashment benefit.

14.0 INTERPRETATION

The power to interpret these rules is reserved with the Director (PA&W) / C&MD, SCCL and their interpretation will be final.

15.0 SAVINGS

The Company reserves the right to alter, amend or withdraw this scheme at its discretion without assigning any reasons therefore.

*****





ANNEXURE-I FORM OF LEAVE ACCOUNT – PART-1

(To be maintained in the office of the Leave Sanctioning Authority)

NAME OF THE EXECUTIVE: EMP. CODE NO.: DATE OF BIRTH: DATE OF APPOINTMENT:

EARNED LEAVE (TOTAL ACCUMULATION 300 DAYS) Particulars of Service

in the calendar half year

Com

plet

ed m

onth

s of

ser

vice

in

the

cale

ndar

hal

f ye

ar

E.L.

Cre

dite

d at

the

beg

inni

ng o

f ha

lf ye

ar

Earn

ed

Leav

e

E.L.

to

be d

educ

ted

(1/1

0th o

f th

e pe

riod

in C

ol. 5)

Tota

l EL

at c

redi

t in

day

s (

Col

. 4

+ 1

1 –

6)

Leav

e Ta

ken

Bal

ance

EL

on r

etur

n fr

om L

eave

(C

ol.

7 –

10)

From

To

No.

of d

ays

of E

.O.L

. (C

ol.

17 o

f Pa

rt-2

av

aile

d of

dur

ing

the

prev

ious

cal

enda

r ha

lf ye

ar

From

To

No.

of

days

1 2 3 4 5 6 7 8 9 10 11

Notes:

1. The earned leave due should be expressed in days. 2. When an executive is appointed during the course of a particular calendar half

year, E.L. should be credited at 2 ½ days for each completed month and the fraction of a day will be rounded to the nearest day.

3. The entries in Col. 6 should be in completed days. Fraction of a day will be rounded to the nearest day.





ANNEXURE-I (Contd.)

FORM OF LEAVE ACCOUNT – PART-2 (To be maintained in the office of the Leave Sanctioning Authority)

NAME OF THE EXECUTIVE: EMP. CODE NO.: DATE OF BIRTH: DATE OF APPOINTMENT: HALF PAY LEAVE : (On private affairs and on medical certificate including commuted leave)

(@ 20 days for each year of completed service)

Leng

th o

f

serv

ice

No.

of

com

plet

ed y

ears

Cre

dit

of

Leav

e

Leave Taken

Tota

l Hal

f Pa

y Le

ave

Take

n (C

ol. 8

+ 1

2)

Bal

ance

of H

PL o

n re

turn

fro

m le

ave

Extra Ordinary

Leave (without

pay) Duration

No.

of

days

Leav

e ea

rned

(in

day

s)

Leav

e at

cre

dit

(Col

. 4

+ 1

4)

From

To

Aga

inst

th

e ea

rnin

g on

hal

f pa

y

Com

mut

ed

leav

e on

m

edic

al

cert

ifica

te

on f

ull

pay

Com

mut

ed le

ave

conv

erte

d in

to h

alf pa

y le

ave

(tw

ice

of C

ol.

11)

From

To

From

To

No.

of

days

From

To

No.

of

days

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 Notes:

1. Period of E.O.L should be noted in Red Ink. 2. The entries in Col. 1 and 2 should indicate only the beginning and end of

completed years of service at the time half pay leave commences. Whereas executive completes another year of service while on half pay leave, the extra credit should be shown in Co. 1 to 5 by making suitable additional entries and this should be taken into account while completing Col. 14.

Note: Please go through the administrative instructions (Annexure-II) along with Executives Leave Rules -0-





ANNEXURE-II

Administrative Instructions to Executives Leave Rules – 2012

1. When the HoD of a particular Department goes on leave, the Officer immediately next to the HoD should be available at the Headquarters and should not go out of station either on duty or on leave without prior sanction unless and until there is any emergency.

2. All executives should invariably furnish leave address/Contact Mobile No. in the leave application itself as and then they proceed on leave outside Head Quarters.

3. Earned Leave shall be sanctioned after confirmation in the post, but for any reason confirmation is delayed (in communication), the official can avail after completion of one year probation successfully. In other words the employees shall not be allowed to avail privilege leave during probation including extension of probation.

4. There is no leave with the title “Sick Leave”. 5. E.L. Encashment will be allowed to an employee only once in a calendar year. 6. The authorities, who are empowered to sanction EL, will be competent to accept

surrender of EL for encashment. 7. In case of retirement/retrenchment or death, Company’s dues shall be recovered from

the amount of encashment. 8. The leave standing to the credit of employees while on NCWA scales of pay on their

promotion to Executive cadre scales of pay, on the day of assumption of charge in the executive position may be allowed to be carried forward on their promotion to the executive position in full subject to the ceiling prescribed in the executive cadre leave rules. This applies to all types of leave admissible to the executive cadre leave rules. NCWA employees promoted from NCWA Scales to Executive Cadre are not entitled for encashment of sick Leave standing to their credit as on the date of their retirement. As such Sick Leave carried forward in respect of Executives promoted from NCWA scales cannot be permitted to be encashed at the time of their retirement. Separate account for the Sick leave carried forward from NCWA scales in respect of NCWA employees promoted to Executive cadre is to be maintained as advised vide Circular No. CRP/PER/C/34/855, dt. 05.04.2008. (Letter No. CRP/PER/C/34/2374, dtd. 03.10.2008).

9. The officers in the executive cadre availing Sick Leave outside the headquarters while they are on tour or on leave (CL/PL), should obtain Medical Certificate from the Hospital/Medical Officer under whom they have taken treatment. Such Certificate should be produced at the Collieries Hospital/Dispensary directly and get it certified by our Colliery Medical Officer. Our Medical Officer should also declare such officer as fit for duty. Departure from this procedure will disentitle the officer from sanction of Leave. (Circular No. C/1683, dtd. 7th August, 1980)

10. GMEs in E-2 grade are entitled for Earned Leave from the date of their placement in E-2 grade. However, they can avail the same only after their confirmation as under Manager. They are also entitled for HPL and CL as is being allowed to regular executives. (Letter No. CRP/PER/C/34/222, dtd. 21.01.2006).

11. Executives resigning from service may avail proportionate half pay leave at the rate of 5/3 days per each completed calendar month of service and pro-rata CL up to the date of resignation. (CRP/PER/C/34/1910, dtd. 16.08.2008)

12. It is hereby clarified that Casual Leave shall not be combined with any other type of leave including transit leave but, can be prefixed or suffixed with holidays/playdays. (Authority: CRP/PER/C/ 34/1278, Date: 09 . 05 .2012)

13. Maintenance of Leave Accounts of Executives has been decentralized with the implementation of Executive Leave Rules 2012. Hence, the leave record shall be maintained at the office of the Leave Sanctioning Authority only. The Leave record of All Directors, HoDs of Corporate Office under the administrative control of Director (PA&W) and Personnel Department Executives working in Corporate Office will be maintained at EE Cell. The Leave accounts are to be audited from time to time.

14. Rules for granting Study Leave to Executives of SCCL:

Study Leave will be granted to executives to prosecute higher studies which are considered to be in the Company’s interest as provided under Leave Rules applicable to Executives. (1) The Executives who have completed 5 years and above service will be considered

for grant of study leave on half pay for 2 years and those who have put in less than 5 years and more than 2 years service in the regular grade may be considered for grant of study leave on loss pay.





(2) Study leave to an executive may be extended on specific request made well in advance, for one year on loss of pay, over and above 2 years of study leave with half pay or on loss of pay to complete the course.

(3) Medical Officers will be considered for sanction of study leave @ 5% of sanctioned

strength in a financial year. In respect of executives of other disciplines/departments, the number of executives to be granted study leave in a financial year in each discipline will be @1% of sanctioned strength. Grant of study leave will be at the discretion of the competent authority.

(4) There shall be no sanction of study leave, in advance, against the next year quota and no carry forward of balance quota.

(5) Study Leave will not be granted for prosecution of course in the Institutions not recognized by the Government.

(6) Study Leave may be granted to an executive if his prosecuting the course is considered to be useful and in the interest of the Company and if he can hopefully, on return from Study Leave, be able to use the acquired qualification in his job.

(7) i) An executive who was granted study leave for more than 2 years, with half pay, should execute a service agreement bond, before proceeding on leave, covenanting to serve the Company for a period of 5 years from the date he resumes duty after completion of the course. The liquidated damages for breach of the Service Agreement Bond will be Rs. 20,000/- or as decided by the Company from time to time in addition to the amounts paid towards half pay, CMPF contributions etc., ii) An executive who was granted study leave for less than 2 years should execute a service Agreement bond, before proceeding on study leave, to serve the Company for a period of 3 years from the date he resumes duty on completion of the course. The liquidated damages for breach of the Service Agreement Bond will be Rs. 20,000/- or as decided by the Company from time to time in addition to the amounts paid towards half pay, CMPF contributions etc., iii) The liquidated damages for breach of the Service Agreement Bond will be Rs. 20,000/- or as decided by the Company from time to time in respect of an executive granted study leave on loss of pay. (The following additional conditions are added to this Rule as approved by the Board in its meeting held on 20.10.2004 vide Minute No. 465:14 and circulated vide Circular No. CRP/PER/C/34a/5133, dt. 11.12.2004) iv) The executive has also to pay rent for the quarter if retained during study leave; and bear expenditure for maintenance of infrastructure/welfare amenities as prescribed. v) Further executive has to submit a Surety Bond duly executed by 2 sureties who must be executives of the Company with a minimum service of 5 years and left over service of not less than 7 years, authorizing the Management to recover from them the aforesaid amounts. vi) Alternatively, the executive proceeding on study leave may furnish Bank Guarantee Bond for the said amounts.

(8) An executive prosecuting the course on Study Leave should submit a Certificate from the principal of the College or Institution concerned to the effect that he has been attending the course regularly, to claim monthly payment of half pay. He should resume duty immediately on expiry of Study leave or completion of the course to which he was admitted whichever is earlier and submit a Study Certificate issued by the Principal.

(9) He should inform the Director (PA&W) through proper channel about the result of his course soon after the publication of the results.

(10) He will not have any claim for automatic promotion on acquiring the additional qualification.

11) He should meet all expenses towards traveling, study etc., and no expenses whatsoever will be borne by the Company.

(12) The executive who have applied for sanction of Study Leave should be forwarded by the concerned GM/Chief/HOD to Director (PA&W). The application will be processed to the Chairman & MD, the competent authority, under Leave Rules for grant of Study Leave.(Authority: Circular No. C42/2030, dated 06.08.1999)





(13) The Period of study leave will not be counted as service for the purpose of Gratuity if the executive concerned fails to report for duty and work for a minimum period of 5 years after completion of the course.

(14) Annual increments of the executives concerned after resumption of duty will be regulated only after submitting their course completion certificate.

(15) Any increase in the amounts payable to the Company will be applicable to the executives granted study leave. (Letter No. C/34a/994, dtd. 15.06.01)

(16) Procedure: (Circular No. CRP/PER/C/34a/2289, dtd. 01.07.2002)

Instances have come to the notice that in certain cases applications are being processed by Head of the Dept., and putting up for sanction without routing them through personnel Dept., and executives are taking admission in higher course in anticipation of sanction of study leave by the competent authority.

It is hereby informed that the grant or non-grant of ‘study leave’ to an executive is a matter purely at the discretion of the competent authority, having regard to the facts and circumstances prevailing at a given point of time. Hence, securing a seat or getting admission in a higher course does not guarantee an executive for sanction of study leave with on half pay or loss of pay as matter of right.

In view of the above, executives are hereby instructed not to take admission in a higher course either in anticipation of sanction of study leave or without approval of the competent authority. Any executive prosecuting higher studies leaving his head quarter in the Company without prior sanction of study leave by the competent authority, will be liable for disciplinary action as deemed fit.

Applications of the executives seeking sanction of study leave should be forwarded by the concerned CGMs/GMs/HOD to the concerned Head of the discipline. The Head of the discipline may forward the same to concerned discipline Director with recommendations/comments who in turn forward with remarks to Director (PA&W).

The Executive Establishment Cell, Corporate will process the file with relevant factors/records for decision of the Competent Authority through Director (PA&W).

15. The Leave Sanctioning Authority can directly accept the application for commuted leave (sick leave) if it is supported by a certificate from a Registered Medical Practitioner or the Mukhiya Sarpanch of the Gram Panchayat/Village Union Board, if the period of sickness outside the Station does not exceed Six days with full pay or twelve days with half pay. In respect of longer periods, the employees producing private certificates for such longer periods should report to the respective unit Medical Officers for necessary examination and fitness. (Circular No. P.19/2821/3773, dtd. 27th November, 1969)

16. UNAUTHORIZED EMPLOYMENT DURING LEAVE:

An Officer or employee of any rank, who is on leave should not take service or accept any employment elsewhere or do any business which involves the receipt of fee, salary or honorarium, emoluments, or profit, without obtaining the previous sanction of the C&MD or the Board of Directors, s the case may be (through proper channel), and any contravention of this Rule shall result in the forfeiture of all privileges the employee may be entitled to including Company’s contribution to the Provident Fund, subject to the Provident Fund Rules, regarding the Company’s contribution in force from time to time.

-0-





*GMR*





THE SINGARENI COLLIERIES CO. LTD. (A GOVT. COMPANY)

SCCL EXECUTIVES LEAVE RULES - 2012

“STOP NOT TILL THE GOAL IS ACHIEVED“

ONE FAMILY – ONE VISION – ONE MISSION

THAT IS THE SPIRIT OF SINGARENI

Circulated by: Executive Establishment Cell,

Corporate Personnel Department, SCCL (For internal circulation only)