LEAVE RULES Document No.

1.73.42.0008.01.00
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INDEX

Sl.No. Subject Page No.

1.0 Applicability 3
2.0 Definitions 3
3.0 Discretion to grant/refuse leave 4
4.0 Leave Codes 4
5.0 Earned Leave 4
6.0 Half Pay Leave 7
7.0 Casual Leave 10
8.0 Maternity/Abortion/Miscarriage Leave 10
9.0 Paternity Leave 12
10.0 Quarantine Leave 12
11.0 Leave Without Pay 13
12.0 Special Casual Leave 14
13.0 Extra-Ordinary Leave 14
14.0 Compensatory Offs 15
15.0 Leave on medical grounds - requirement of Medical & 15
Fitness Certificates
16.0 Leave Salary 16
17.0 Study Leave 17
18.0 Permission to travel abroad for personal reasons 18
19.0 General 18
20.0 Relaxations 19
21.0 Reference 19
Annexures:
I Application for Encashment of Earned Leave 20
II Special provisions in respect of CDA employees 20
III Application Form for Study Leave 22
IV Undertaking to serve the Company on conclusion of 23
Study Leave
V Indemnity Bond 24
VI Leave Blank 27
VII Leave Combination Matrix 28

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1.0 APPLICABILITY

1.1 These rules apply to all employees of the Company other than those -

(i) Engaged on daily rates of wages;

(ii) Engaged on contract basis;
(iii) Engaged as apprentices/trainees;
(iv) Employees of the Government/Public Sector Undertakings who have joined the
Company (i) on deputation, or (ii) on being selected on the basis of his application
for appointment to the Company, his lien in his parent organization having been
allowed to be retained, and remains subject to the leave rules of his parent
department, as an exception, provided that such an employee will be governed by
the provisions regarding Casual Leave contained in these rules; and
(v) Whose terms of appointment exclude the benefit of leave.

2.0 DEFINITIONS

(i) 'C&MD' means Chairman and Managing Director of the Company.

(ii) 'Company' means Engineers India Limited.

(iii) 'Duty' includes -

Period of work -

(a) at headquarters;
(b) on tour; and
(c) in another organisation where the employee has proceeded (i) on
deputation, or (ii) on being selected on the basis of his application
for appointment to that organisation, his lien in the Company having
been allowed to be retained, and remains subject to the leave rules
of the Company.

(iv) 'Leave' includes Casual Leave, Earned Leave, Half Pay Leave, Special Casual Leave,
Extra-Ordinary Leave, Maternity/Abortion/Miscarriage Leave, Study Leave,
Quarantine Leave, Leave Without Pay, Paternity Leave (wherever applicable), etc.

(v) 'Month' means calendar month, provided that for reducing credit of Earned Leave
or Half Pay Leave on account of Leave without Pay availed of (vide Rule 5.12 &
6.12), every month shall be deemed to have 30 days.

(vi) `Sanctioning Authority’ [7] means the authority competent to grant / refuse leave in
respect of personnel under their administrative control except otherwise

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specifically indicated in these Rules. The authority competent to grant / refuse

leave is as follows :

For level 1 to 16 : HOD not below AGM

For level 17 & above : Reporting Officer

For all levels at : Head/RO/RPO/BO/Field Office-for employees
ROs/BOs/RPOs/Field under his administrative control (excluding self)
Offices

(vii) 'Year' means financial year (April to March).

3.0 DISCRETION TO GRANT/REFUSE LEAVE

3.1 Leave cannot be claimed as a matter of right. Discretion is reserved to the authority
empowered to sanction leave, to refuse or revoke leave at any time according to the
exigencies of the Company's work.
3.2 In case an employee, who has booked his ticket after due approval of his leave by the
competent authority and has to bear cancellation/re-scheduling charges of the travel ticket
of self due to cancellation of approved leave in view of exigencies of official work, he shall
be reimbursed such charges. However, the reimbursement shall be made with approval of
the concerned Director, Director (HR) and Director (Finance).[1]
4.0 LEAVE CODES

102 Restricted Holiday

201 Casual Leave
202 Earned Leave
204 Maternity Leave/Paternity Leave
205 Abortion / Miscarriage Leave
206 Quarantine Leave
207 Special Casual Leave
208 Study Leave
209 Leave Without Pay
219 Half Pay Leave (Commuted)
229 Half Pay Leave (Half Pay Salary Deduction)
301 Compensatory Off
500 Other absence
501 Unauthorized Absence
502 Suspension Period
503 Extraordinary Leave
504 Pending Decision – Unauthorized Absence

5.0 EARNED LEAVE (EL)

5.1 All employees shall be credited 30 Nos. [10] of Earned Leave (EL) in advance in a year. 15
Days of Earned Leave shall be credited in advance uniformly on 1 st April (for the period 1st
April to 30th September) and 1st October (for the period 1st October to 31st March) every
year. [3]
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5.2 An employee, who is appointed in the middle of a half-year, will be eligible for Earned
Leave on pro-rata basis in advance for the remaining completed calendar months of service
he is likely to render in that half-year[3], any broken month's service being ignored.
Entitlement of leave will be worked out pro-rata on the basis of the applicable rate in Rule
5.1 and credited in advance to the leave account accordingly.

5.3 An employee whose appointment is terminated in the middle of a half-year will be eligible
for Earned Leave for the completed calendar months of service he has rendered in that
half-year, any broken month’s service being ignored. Entitlement of leave will be worked
out pro-rata on the basis of the applicable rate in Rule 5.1 and necessary adjustment
carried out in the leave account on the date of termination.

5.4 In these rules, fraction of a day will be rounded off to the nearest day, i.e. ½ or above will
be taken as 1 day and fractions below ½ will be ignored.

5.5 The intervening weekly offs and Closed Holidays/Restricted Holidays shall be counted as
leave and the total period of absence including the intervening weekly offs, Closed
Holidays/Restricted Holidays shall be debited from the leave balance. However, employees
shall be allowed to suffix & prefix the weekly offs and Closed / Restricted Holidays with
Earned Leave [10] .

5.6 Earned Leave will not normally be granted for more than 30 days in one spell.

5.7 In the case of an employee who has proceeded to another organization (a) on deputation,
or (b) on being selected on the basis of his application for appointment to that
organization, his lien on his post in the Company having been allowed to be retained, the
rate of entitlement of Earned Leave during the period of deputation etc. will continue to be
the same as on the date of his release in the Company.

5.8 In the matter of carry forward of leave in the case of an employee moving from EIL to
another public sector organization, with the consent of both the managements or under
orders of the Govt. /Public Enterprises Selection Board, the Company will transfer the
Earned Leave to the credit of the employee at the time of his release from EIL, by making
lump-sum payment for such leave as per the Company's rules to the transferee
organization.

5.9 In case of employees joining from Government/Public Sector Organizations, the total
number of Earned Leave for which Leave Salary shall be received by EIL shall be credited to
the employees’ leave account. [10]

5.10 Persons who join EIL on deputation/Foreign Service terms (after retaining their lien in the
parent office) or on resignation, may be allowed the benefit of carry forward of their
Earned Leave provided that:-

(i) The incumbent joins with the consent of the other organization, and
(ii) The organisation from which he comes agrees for transfer of such carry forward
leave and makes payment of leave salary to EIL in respect of such leave.

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5.11 In no case, the total number of earned leave credited under the EIL rules and that
transferred from the previous organization shall exceed the ceiling laid down under the
Leave Rules i.e. 300 days.

5.12 Credit of Earned Leave will not be admissible for the period of Leave Without
Pay/Unauthorized Absence. Necessary reduction in credit for subsequent half year will be
made in the leave account at the beginning of the half year or on termination of
employment, whichever is earlier. For this purpose, the total period of Leave Without Pay/
Unauthorized Absence availed of during the half-year will be divided by 30 to arrive at
completed months, any fraction of a month being ignored, and in respect of such
completed months, debit will be made pro-rata on the basis of the applicable rate in Rule
5.1.

5.13 In a case involving termination of employment, if sufficient credit of Earned Leave is not
available for carrying out adjustment on account of deduction of credit, the overpayment
of leave salary will be recovered.

5.14 Earned Leave at the credit of an employee at the end of the previous half year will be
carried forward to the next half year, subject to the condition that the total of (a) leave so
carried forward, (b) advance credit given at the beginning of the half year, and (c) any
addition to or deduction from credit, does not exceed 300 days.

5.15 Earned Leave (EL) in excess of the ceiling limit credit of 300 days, shall be encashed
automatically [10]. This facility of automatic encashment of EL shall be available only for
regular IDA employees.

5.16 Regular employees on IDA scale of pay are allowed to encash Earned Leave (EL) during
service. Minimum balance of 15 days of EL is to be ensured at the time of application for
encashment. However, this condition shall not be applicable to employees superannuating
in the same financial year. There shall be no restriction in the number of times EL can be
encashed in a financial year.
5.17 Application for encashment of Earned leave, as per Annexure-I, shall be made through EIL
Portal with signed hardcopy of the application submitted to designated HR Officer.
However, the application shall no longer be routed through HOD. Special provisions in
respect of CDA employees in this regard are annexed at Annexure-II.

5.18 The encashment of Earned Leave shall be computed [10] as per the following method for
IDA employees:

Salary payable for no. of days of Basic Pay +Stagnation Pay +DA X No. of EL encashed
Earned Leave being encashed 30

The encashment of Earned Leave shall be computed as per the following method for CDA
employees:

Salary payable for no. of days of Basic Pay+Stagnation Pay+Grade Pay+DA X No. of EL encashed
Earned Leave being encashed 30

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5.19 Earned Leave due to an employee on the date of termination of employment may be
allowed to be encashed. Provided that in the case of termination as a disciplinary measure,
the authority imposing the penalty shall pass orders as to whether such encashment may
be allowed.

5.20 In the case of death of an employee while in the service of the company, the next of the kin
of the deceased employee may be allowed the benefit of encashment of Earned Leave that
may be admissible to the deceased employee immediately before his death.

5.21 Employees shall be permitted to encash EL to their credit at the time of retirement on
attaining the age of superannuation and in case of death while in service subject to overall
limit of 300 days (both EL & HPL put together) [11].

5.22 To the extent an employee is obliged to take leave without pay on medical grounds, there
being no leave with pay due to him, Earned Leave may be allowed to be encashed half-
yearly, against subsequent credit (on April 1 and October 1) or on the date of termination
of employment, as the case may be, on his applying for the same.

NOTE: Depending on the total period of leave without pay taken, the employee will be
free to encash the whole or a portion of Earned Leave against subsequent credit on the
due date as above.

5.23 Application for Earned Leave for more than 2 days in one spell due to reason of sickness
will be accompanied by a medical certificate and fitness certificate from a registered
medical practitioner, any fee payable for the medical certificate shall be borne by the
employee concerned.

6.0 HALF PAY LEAVE (HPL)

6.1 Half Pay Leave means leave on half pay earned in respect of service with the Company and
can be granted to an employee for any reasons including on medical grounds. However,
employees shall be permitted to commute 2 HPL into 1 full pay leave on medical ground.
In the event of commuting more than 4 numbers of HPL i.e. in case of more than 2 nos. of
commuted leave on one occasion, medical certificate from a registered medical
practitioner is required to be submitted.[11] Any fee paid for the medical certificate shall be
borne by the employee concerned.

The authority competent to grant leave shall ensure that the Medical Certificate, wherever
required is submitted to HR.[17]

6.2 All employees shall be credited 20 Nos. [11] of Half Pay Leave in advance in a year. 10-Days
of Half Pay Leave shall be credited in advance uniformly on 1st April (for the period 1st April
to 30th September) and 1st October (for the period 1st October to 31st March) every year.
[11]

6.3 HPL cannot be taken in terms of half day. The intervening weekly offs and Closed
Holidays/Restricted Holidays shall be counted as leave and the total period of absence

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including the intervening weekly offs, Closed Holidays/Restricted Holidays shall be debited
from the leave balance. However, employees shall be allowed to suffix & prefix the weekly
offs and Closed / Restricted Holidays with HPL.

6.4 An employee, who is appointed in the middle of a half-year, shall be eligible for HPL for the
completed calendar months of service he / she is likely to render in that half year at the
rate of 5/3 days per completed calendar month, any broken month's service being ignored.
HPL shall be credited in advance to the leave account accordingly [11].

6.5 When an employee is removed or dismissed from service or dies while in service, credit of
HPL, shall be allowed @ 5/3 days per completed calendar month up to the end of calendar
month, preceding the calendar month in which he is removed or dismissed from service or
dies in service,[11] any broken month's service being ignored and necessary adjustment
carried out in the leave account.

6.6 The credit for half year during which the employee is due to retire or resigns from the
service shall be allowed @ 5/3 days per completed calendar month up to the date of
retirement or date of separation upon resignation[11].

6.7 In these rules, fraction of a day will be rounded off to the nearest day, i.e. ½ or above will
be taken as 1 day and fractions below ½ will be ignored.

6.8 There shall be no ceiling on accumulation of HPL[11]. However, employees shall be

permitted to encash HPL to their credit at the time of retirement on attaining the age of
superannuation and in case of death while in service subject to overall limit of 300 days
(both EL & HPL put together). However, no commutation of HPL shall be permissible to
make up the short fall in EL for encashment[11].

6.9 The computation of HPL encashment at the time of separation [11] shall be made as per
following for IDA employees:
{Half Pay (Basic Pay+Stagnation Pay) + Dearness allowance on Half Pay} X (no. of days of
unutilized HPL at the credit subject to total EL & HPL not exceeding 300 days)
30

The computation of HPL encashment at the time of separation shall be made as per
following for CDA employees:
{Half Pay (Basic Pay+Stagnation Pay+Grade Pay) + Dearness allowance on Half Pay} X (no. of
days of unutilized HPL at the credit subject to total EL & HPL not exceeding 300 days)
30

6.10 In the case of death of an employee while in the service of the company, the next of the kin
of the deceased employee may be allowed the benefit of encashment of HPL that may be
admissible to the deceased employee immediately before his death.

6.11 In the case of an employee who has proceeded to another organization (a) on deputation,
or (b) on being selected on the basis of his application for appointment to that

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organization, his lien on his post in the Company having been allowed to be retained, the
rate of entitlement of Half Pay Leave during the period of deputation etc. will continue to
be the same as on the date of his release in the Company.

6.12 Credit of Half Pay Leave will not be admissible for the period of Leave Without
Pay/unauthorized Absence. Necessary reduction in credit for subsequent half year will be
made in the leave account at the beginning of the half year or on termination of
employment, whichever is earlier. For this purpose, the total period of Leave Without Pay/
unauthorized Absence availed of during the half-year will be divided by 30 to arrive at
completed months, any fraction of a month being ignored, and in respect of such
completed months, debit will be made pro-rata on the basis of the applicable rate in Rule
6.2.

6.13 In a case involving termination of employment, if sufficient credit of Half Pay Leave is not
available for carrying out adjustment on account of deduction of credit, the overpayment
of leave salary will be recovered.

6.14 During the period of HPL (i.e full day leave by debiting one HPL), an employee shall be
entitled to leave salary equivalent to half of the pay (Basic Pay + Stagnation Pay) and
Variable Dearness Allowance (based on half pay). Other allowances will be paid in full[11].

6.15 An employee shall be entitled to the same leave salary in respect of the period of
commuted leave which he/she would have been entitled had he/she been on earned leave
during that period[11].

6.16 Transfer of accumulated Half Pay Leave / Sick Leave standing to the credit of persons at the
time of their joining EIL from Government/Public Sector Organisations, with the consent of
the previous organization or under orders of Government/Public Enterprises Selection
Board, will be accepted, provided the organization from which they come agrees for
transfer of such leave and makes payment of leave salary in respect of such leave to EIL.
The transfer of Half Pay Leave / Sick Leave will be regulated as under:

(i) The total number of days of Half Pay Leave transferred from the previous
organization or twice the number of days of Sick Leave on full/average pay, in
respect of which payment of leave salary is made to EIL by the previous
organization will be credited to the employee's Half Pay Leave Account in EIL.

(ii) No separate account for crediting carry forward Half Pay Leave / Sick Leave
received from the previous organization shall be opened, and only one account for
Half Pay Leave as above shall be maintained, excepting for transfer of leave from
other PSUs where entire amount is not fully transferred due to pay revision etc.

In the matter of carry forward of leave in the case of an employee moving from EIL to
another public sector organization, with the consent of both the managements or under
orders of the Govt./Public Enterprises Selection Board, the Company will transfer the Half
Pay Leave to the credit of the employee at the time of his release from EIL, by making
lump-sum payment for such leave as per the Company's rules to the transferee
organization.

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7.0 CASUAL LEAVE

7.1 Every employee will be eligible for 12 days Casual Leave in a financial year[10]. Any Casual
Leave not availed of on or before March 31st will lapse.

7.2 Casual Leave will not be granted in combination with any other kind of leave with pay.
Provided that in a case involving the employee’s sickness, when no other kind of leave is
due, such combination may be permitted.

7.3 Casual Leave may be granted for the working days involved, any Saturday (where it is not a
working day)/Sunday or any other weekly off day applicable to the employee
concerned/Company's holiday (including a restricted holiday permitted to be availed of)
which intervenes, not being counted towards leave.

7.4 Casual Leave may be taken in terms of 1/2 day, for the first or the second half of a day, the
first half ending with the conclusion of the lunch interval and the second half beginning
with the commencement of the lunch interval.

7.5 When an employee attends office late or leave office early and the late attendance or early
leaving as the case may be is not condoned/permitted by the competent authority as may
be specified in this behalf, for each such occasion of late attendance etc. the Casual Leave
account of the employee concerned may be debited in the manner laid down in the rules.

7.6 The entitlement of Casual Leave to a new employee, who joins the service of the Company,
during the first year of his employment, will be determined pro-rata to the period of
service from the date of his joining, any broken month of service being ignored.

7.7 An employee, who resigns the service of the Company in the middle of the year, will be
eligible for Casual Leave for the completed calendar months of service he has rendered in
that financial year, any broken month’s service being ignored.

7.8 Employees deputed on foreign assignment will be entitled for 12 days Casual Leave in a
year. However, such leave can be availed only in India (during R&R or otherwise) and will
not be accumulated/carried forward to next financial year.

8.0 MATERNITY/ABORTION/MISCARRIAGE LEAVE[6]

8.1 A female employee to whom these Leave Rules apply may be granted Maternity Leave for
a period of twenty six weeks from the date of its commencement subject to the condition
that the female employee has actually worked for a period of not less than 160 days in the
12 months immediately preceding the date of her expected delivery. Such leave would,
however, be admissible only upto two children.

8.2 Maternity leave for the maximum period of twelve weeks shall be granted to female
employee having two or more surviving children.

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8.3 Maternity leave for the maximum period of twelve weeks (from the date the child is
handed over) shall be granted to female employee who legally adopts a child below the
age of three months.

8.4 Maternity leave for the maximum period of twelve weeks (from the date the child is
handed over) shall be granted to commissioning mother for surrogacy

8.5 The intervening weekly offs and Closed Holidays/Restricted Holidays shall be counted as
leave and the total period of absence including the intervening weekly offs, Closed
Holidays/Restricted Holidays shall also be part of total 180 days of Maternity Leave.
However, employees can suffix & prefix the weekly offs and Closed / Restricted Holidays
with Maternity Leave.

8.6 Maternity leave may be combined with leave of any other kind excluding Casual Leave and
Restricted Holiday, but any leave applied for in continuation of the Maternity Leave may be
granted only if the request for the grant of the other leave is supported by a medical
certificate from a registered medical practitioner. However, any fee payable for the
medical certificate shall be borne by the employee concerned.

8.7 Leave other than Casual Leave may be granted in continuation of Maternity Leave in case
of illness of a new-born baby, subject to the employee producing a medical certificate from
a registered medical practitioner to the effect that the condition of the ailing baby
warrants the mother's personal attention and her presence by the baby's side is absolutely
necessary, any fee payable for medical certificate being borne by the employee concerned.

8.8 Abortion/Miscarriage Leave may be granted subject to the conditions that -

(i) The leave does not exceed six weeks;

(ii) The application for the leave is supported by a medical certificate from a registered
medical practitioner, any fee payable for the medical certificate being borne by the
employee concerned; and

(iii) The leave shall commence from the day following the day of miscarriage or medical
termination of pregnancy, as the case may be

However, the leave shall not be admissible in case of “threatened abortion”.

8.9 The total number of occasions on which Maternity Leave will be admissible to a female
employee during her entire service will be as follows:

(i) In case of delivery of living Not more than 2 occasions, provided

child that the leave of 12 weeks shall be
admissible in connection with delivery
of third (or more) living child

(ii) In case of miscarriage Not more than three occasions

including abortion
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9.0 PATERNITY LEAVE

9.1 A male CDA employee with less than two surviving children may be granted Paternity
Leave for a period of 15 days during the confinement of his wife. During the period of such
leave, he shall be paid leave salary equal to the pay drawn immediately before proceeding
on leave. Paternity Leave shall not be debited against the leave account and may be
combined with any other kind of leave (other than Casual Leave).

9.2 A male IDA employee with less than two surviving children may be granted Paternity Leave
(with pay) for a period of 15 days during
 The period of confinement of his wife i.e up to 15 days before the expected date of
delivery or up to six months from the date of delivery of the child.
 Valid adoption of a child below the age of one year within a period of six months from the
date of such adoption.
 The period of paternity leave shall fall within six months of delivery/valid adoption of the
child

9.3 Paternity Leave shall be availed in one spell

9.4 The leave combination as applicable for Maternity Leave, shall also be applicable for
Paternity Leave.

9.5 The intervening weekly offs and Closed Holidays/Restricted Holidays shall be counted as
leave and the total period of absence including the intervening weekly offs, Closed
Holidays/Restricted Holidays shall also be part of the 15 days of Paternity Leave. However,
employees can suffix & prefix the weekly offs and Closed / Restricted Holidays with
Paternity Leave.

10.0 QUARANTINE LEAVE

10.1 Where in consequence of the presence of an infectious disease, referred to in Rule 10.2, in
the family or household of an employee at his place of duty, residence or sojourn, his
attendance at his office is considered hazardous to the health of other employees, such
employee may be granted Quarantine Leave by the Leave Approving/Sanctioning Authority
on the certificate of a Medical Officer or Public Health officer for a period not exceeding 21
days or, in exceptional circumstances 30 days, any period of absence in excess of this
period being regularized by the grant of any other kind of leave (other than Casual Leave)
admissible and due.

NOTE: In this Rule, the term "Medical Officer" or "Public Health Officer" includes a Medical
Officer in charge of any Government (Civil or Military) or a Municipal Hospital or
dispensary of the place where the employee is stationed, or where there is no such
hospital or dispensary at that place, the Medical Officer in charge of any
Government or Municipal Hospital nearest to that place.

10.2 For the purpose, infectious disease means -

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(i) Cholera, Small Pox, Plague, Diphtheria, Typhus Fever and Cerebrospinal
Meningitis;

(ii) Chicken Pox, if the Medical Officer or Public Health Officer considers
that because of doubt as the nature of the disease (for example Small Pox), there is
reason for the grant of Quarantine Leave; and

(iii) In the case of an employee stationed in an area under the administration of a State
Government, 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.

11.0 LEAVE WITHOUT PAY

11.1 Leave without pay will not be granted if any kind of leave with pay admissible for the
purpose is due to the employees, except in case of study leave.
11.2 Leave without pay on any one occasion will not normally be granted for more than 3
months. The authority competent to grant leave without pay[7-b] will be as follows :

SN Particulars Approving Authority

(a) All levels upto GM

- Upto three months on any one : Concerned Executive Director

occasion in case of illness (excluding self)

- Upto 3 months on any one : GM(HR)/CGM(HR)/ED(HR)-Chief (ER)

occasion (other than illness) (Excluding self) on recommendation
of concerned (HOD)

- Upto 1 year on any one occasion : Director(HR) on recommendation of

concerned (ED)
(b) CGMs and EDs

- Upto 1 year on any one occasion : Director(HR) on recommendation of

concerned Director

Explanation: In a case involving leave without pay exceeding 90 days as above, for the
purpose of arriving at the date of increment without taking into account
such leave, the period of such leave will be added to the normal date of
increment.

11.5 Grant of leave without pay on medical grounds will be supported by a medical certificate
from a registered medical practitioner, any fee payable for the medical certificate being
borne by the employee concerned.

12.0 SPECIAL CASUAL LEAVE

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12.1 Special Casual Leave for participating in sports events:

12.1.1 An employee participating in sports events will be entitled to Special Casual Leave[2]
subject to a maximum of 30 days in a financial year including intervening Company
Holidays and weekly offs[9], provided that these sports events are of
international/national/state level or organized by PSPB[4]. Special Casual Leave shall have
to be duly approved by the Competent Authority on each occasion.

12.1.2 Employees joining during the year shall be entitled to Special Casual Leave on pro-rata
basis.

12.1.3 The Special Casual Leave shall also be admissible to employees participating in Trekking
expeditions not exceeding 5 days in a financial year within the overall limit of 30 days in a
financial year[8].

12.2 Special Casual Leave under Family Planning Programme:

Special Casual Leave shall be admissible to employees under Family Planning Programme,
as under:

12.2.1 Special Casual Leave not exceeding six continuous working days to persons undergoing
sterilization operations (vasectomy or salpingectomy).

12.2.2 Special Casual Leave not exceeding continuous fourteen days to females who undergo non-
puerperal sterilization.

12.2.3 One day’s Special Casual Leave to females who have had IUCD insertion subject to
production of necessary certificate from the hospital, etc.

12.2.4 Special Casual Leave up to 7 continuous days to a male employee (other than daily-rated),
whose wife undergoes a non-puerperal tubectomy operation, subject to production of a
medical certificate from the doctor who performed the operation to the effect that the
presence of the employee is essential for the period of leave to look after the wife during
her convalescence after operation.

Note : Sundays and closed holidays intervening in a period of Special Casual Leave shall
not to be ignored for calculating Special Casual Leave.

13.0 EXTRA-ORDINARY LEAVE [5]

13.1 Extra-Ordinary Leave will be granted to an employee in the event of injury caused by
accident while on duty as covered under Group Personnel Accident Insurance Scheme,
subject to the following conditions:

(i) The leave will be granted to the employee due to injury caused by accident arising out
of and in the course of duty.

“Accident on duty” for this purpose shall include accident occurring during travel
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between residence and office and any local or outstation journey undertaken for
official purposes.

(ii) In such cases, the entire absence from duty, without debiting any kind of Leave from
employee's Leave account, will be considered with full pay, to the extent certified by
the Company Nominated Doctor/the attending doctor.

(iii) Extra-Ordinary Leave up to 120 days shall be approved by the concerned Director
based on the recommendation of concerned Divisional Head/RCM/Site in charge in
consultation with Company's Medical Consultant / attending doctor [5].

(iv) Extra-Ordinary Leave beyond 120 days shall be approved by the Chairman & Managing
Director, based on the recommendation of concerned Director and Director (HR) in
consultation with Company's Medical Consultant / attending doctor[5].

(v) The total compensation received from the Insurance Company on this account (for the
period of extra-ordinary leave) will be retained by the Company

14.0 COMPENSATORY OFFS

14.1 Compensatory Off under Offshore Duty Rules

14.1.1 Employees posted on marine jobs shall be entitled to the grant of Compensatory Off as
mentioned in the chapter “Locational Allowance & Other Related Benefits”.

14.2 Compensatory Off under Standard Pipeline Benefits

14.2.1 Employees deployed along pipeline route have the option of availing out of pocket
expenses for working on Sunday/Closed Holiday or Compensatory Off in lieu of having
worked on Sunday/Company Holidays as per the provisions mentioned in the chapter
“Locational Allowance & Other Related Benefits”.

14.3 Compensatory Off for employees at Levels 1 to 9 under Overtime Rules:

14.3.1 Employees in Levels 1 to 9, who are required to perform overtime on Sunday/weekly offs,
may opt for Compensatory Off in lieu of overtime, as per the provisions mentioned in the
chapter “Overtime Rules”.

15.0 LEAVE ON MEDICAL GROUNDS - REQUIREMENT OF MEDICAL AND FITNESS CERTIFICATES

15.1 An employee, who is granted leave on the basis of a medical certificate (of unfitness) will
be required to produce a medical certificate of fitness from a registered and treating
medical practitioner or Company doctor, before he/she is permitted to resume duty. Any
fee payable for the medical certificate shall be borne by the employee concerned.

15.2 The Company may, at its discretion, require an employee, who applies for leave on medical
grounds or who reports for resuming duty after such leave, with a medical certificate in
support of sickness or fitness, as the case may be, to appear before a medical practitioner
nominated by it, for the following purposes :

(i) to have the employee medically examined and obtain medical opinion -

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(a) both as regards the facts of the illness and as regards the amount of leave
applied for;
(b) as regards the employee's fitness for resuming duty;
(ii) to have the medical certificate reviewed and commented upon.

16.0 LEAVE SALARY

16.1 For the period of any leave other than leave without pay granted to an employee, the leave
salary payable will be the salary which he would have drawn from time to time while on
duty, subject to the conditions governing the admissibility of pay and allowances.

16.2 For the period of leave without pay granted to an employee, no pay or allowances will be
payable except as indicated below:

16.2.1 House Rent Allowance at the rates applicable immediately before commencement of leave
without pay may be paid for the first 30 days of such leave on any one occasion, subject to
the conditions governing payment of the allowances:

Provided that in exceptional cases, the Chairman & Managing Director may, at his
discretion, allow payment of these allowances for a longer period on compassionate
grounds.

16.2.2 Field Allowance for CDA employees, if any, at the rate applicable to the employee while he
is on duty may be paid for a period not exceeding 15 days of leave without pay granted on
any one occasion.

16.3 Where Earned Leave is allowed to be encashed on termination of employment by the

employee, any amount due from him in lieu of any shortfall in the period of notice of
termination will be adjusted against the salary payable for the period of leave being
encashed.

17.0 STUDY LEAVE

17.1 For undertaking, in India or abroad, higher studies and/or specialized training in a
professional or technical subject, employees may be granted study leave, which will be
without pay, provided:

(i) the subject has relevance to the sphere of duties of the employee concerned;

(ii) the proposed course of study/training would be of distinct advantage from the
point of view of the Company's interest and would enhance significantly the
efficiency of the employee; and

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(iii) the exigencies of the Company’s work permit release of the employee for the
period involved.

17.2 Study Leave will be granted to those employees who have completed at least 2 years
service in the Company; however, it will not be granted to an employee (a) who has joined
the Company on deputation or lien basis or (b) against whom disciplinary proceedings are
in progress or intended to be initiated.

17.3 The period of leave will depend upon the course of study to be undertaken but will not
exceed 3 years in the entire service of an employee.

17.4 The employee shall make an application for the study leave in the prescribed format
through EIL portal (as per Annexure-III) and when the leave has been granted, shall give an
undertaking through EIL Portal (as per Annexure IV) to serve the Company for a period of 3
years from the date of rejoining duty after the completion of study.

17.5 The employee shall be required to execute an Indemnity Bond (Annexure V). Following
non-compliance of any of the commitments like not serving the company for 3 years after
completion of study leave, resigning or in the event of name being struck off from the rolls
of the company the employee shall owe the bond liability of Rs 3,00,000/-(Rupees three
lakhs only) besides salary on account of notice period in case of resignation.

17.6 The Company will not have any financial liability in connection with the study/training for
which study leave is granted.

17.7 The period of study leave will not be considered for promotion or merit award. However,
the employee may be considered for these purposes after he rejoins the Company in
accordance with the policy then in force. The existing policy is as follows:[13]

(i) In case of M.Tech or equivalent, a study leave leading to a loss of two appraisal
reports, benefit of one appraisal report will be given;

(ii) In case of Ph.D or equivalent, a study leave leading to a loss of three or more
appraisal reports, benefit of two appraisal reports will be given;

(iii) In all other cases where the acquisition of a higher qualification leads to a loss of
only one appraisal year, no benefit is to be accorded.

Such period of study leave will however, count for seniority in the employee's existing
grade.

17.8 Normal increment falling due within the period of study leave may be granted solely at the
discretion of the Company and benefit of payment of such increment may be allowed from
the date from which the employee rejoins the Company after the completion of study
leave, provided he has satisfactorily completed the course of study undertaken.

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17.9 During the period of study leave the employee may be allowed to retain the amount of
scholarship/stipend that may be awarded by any other organization including a
Government agency.

17.10 These provisions will not apply to cases in which employees are deputed/sponsored by the
Company for a course of study/training.

17.11 Study leave will be granted by the Chairman & Managing Director and/or any other officer
specifically authorized by him in this behalf. Sanctioning of the leave shall, however, be at
the sole discretion of the Company.

18.0 PERMISSION TO TRAVEL ABROAD FOR PERSONAL REASONS

18.1 Employees proceeding abroad for personal reasons shall apply for permission to travel
abroad and furnish declaration before proceeding on leave through EIL Portal. Failure to
furnish declaration before proceeding abroad shall be viewed seriously.

19.0 GENERAL

19.1 For the purpose of applying of leave, Leave Blank applications shall be made through EIL
Portal by all employees as per Annexure-VI and any combination of leave applied shall be
according to the Leave Combination Matrix at Annexure-VII.

19.2 An employee desirous of spending a period of leave granted in a station other than the last
duty station shall indicate the leave address on the leave application and also notify the
Company of any change in the leave address thereafter as soon as the change occurs.

19.3 Employee desirous of availing any kind of leave shall apply for the same through the On-
line Time Sheet System. The competent authority shall approve the leave applied for and
shall also ensure/certify that the leave for such period has been properly booked in the
Time Sheet.

20.0 RELAXATIONS

20.1 The Chairman & Managing Director may, at his discretion, allow relaxation of any of these
rules which is not of a major nature.

21.0 REFERENCES

[1] Circular No. 48/2007 dated 17.10.2007

[2] Circular No. 36/2009 dated 04.11.2009
[3] Circular No. 07/2010 dated 24.02.2010
[4] Circular No. 29/2010 dated 22.07.2010
[5] Circular No. 37/2010 dated 27.08.2010
[6] Circular No. 11/2011 dated 09.03.2011
[7] Circular No. 24/2012 dated 03.05.2012 & HR DoPs
[8] Circular No. 25/2012 dated 18.05.2012
[9] Circular No. 36/2012 dated 17.08.2012
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[10] Circular No. 39/2014 dated 10.09.2014

[11] Circular No. 55/2014 dated 26.11.2014
[12] Circular No. 15/2015 dated 09.04.2015
[13] Minutes of MC Meeting held on 26.04.1993
[14] Circular No. 02/2017 dated 04.01.2017
[15] Circular No. 27/2017 dated 25.07.2017
[16] Circular No. 31/2018 dated 02.07.2018
[17] Circular No. 14/2019 dated 13.03.2019
[18] Circular No 55/2019 dated 17.10.2019
[19] IOMs issued from time to time

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ANNEXURE –I

EARNED LEAVE ENCASHMENT

Sr. No. ________________

Name Emp. No

Designation Intercom Division Location

On _____________ Earned leave due are ______ days. Earned leave to be encashed ____ days.

Date __________________ Signature_______________

FOR HR (Estb. Group)

On ______________ Earned leave due are ________ days. Earned leave to be encashed ______
days.

Remarks:-

Date ____________________ HR (Estb. Group)

To,

ACCOUNTS DEPARTMENT

Mr/Mrs _______________________ Emp. No. _________ has been allowed from __________ to
encash _______________days earned leave. His/Her leave ledger has been accordingly updated.

Please arrange payments for the amount due to him/her

Date ___________________ HR (Estb. Group)

ANNEXURE-II
SPECIAL PROVISIONS IN RESPECT OF CDA EMPLOYEES

1. Earned Leave can be accumulated upto 300 days.

2. For the benefit of encashment, a total of 300 days towards both EL & HPL (combined) can
be accumulated in respect of:

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(i) Retirement on attaining age of superannuation;

(ii) Voluntary/Premature retirement;
(iii) Termination by notice or by payment of salary in lieu of notice, or otherwise in
accordance with the terms and conditions of appointment;
(iv) In case of death while in service, to the family of deceased employee;
(v) In the case of leave preparatory to retirement; and

3. Absorption of Govt. /PSU employee in the Company.

(i) An employee on CDA, who resigns or quits service, shall be entitled to leave salary
in respect of 50 percent of EL at credit on the date of cessation of service, subject to
a maximum of 150 days.

(ii) An employee may encash 10 days EL at the time of availing of LTC subject to the
conditions that:

(a) The total leave so encashed during the entire career does not exceed 60
days in the aggregate;

(b) Earned Leave of at least an equivalent duration is also availed of

simultaneously by the employee;

(c) A balance of at least 30 days of EL is still available to the credit of the

employee after taking into account the period of encashment as well as
leave;

(d) The period of leave so encashed shall not be deducted from the quantum of
leave that can be normally encashed by him at the time of superannuation;
and

(e) If an employee avails himself of EL of 30 days or more on any one

occasion, he shall be allowed to encash any number of days of EL from the
leave account within the same financial year.

..........

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ANNEXURE –III

Engineers India Limited

New Delhi

Application for Study Leave

I, _____________________________________________________ intend to pursue

_________________________course from________________. The course duration is of
__________ months/years. In view of the above, I hereby request the grant of study leave from
______________to ___________. I agree to undertake to serve the Company for a minimum
period of three years after expiry of study leave sanctioned or on completion of my studies,
whichever is earlier.

Signature _______________________
Name _______________________
Emp. No. _______________________
Designation _______________________
DOJ _______________________
Deptt. _______________________
Location _______________________
I. Com. No. _______________________

APPROVAL

Remarks:
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

__________________________
(Signature of HOD)
Concerned Director

Director (HR)

C&MD

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ANNEXURE –IV

Engineers India Limited

New Delhi

UNDERTAKING

I, ___________________________________ s/o _________________________________

resident of _______________________________________________________________
have been granted study leave from ___________________ to ____________________ vide IOM
No. _______________________ dated ______________________. In terms of the conditions
stipulated therein, I agree to serve the Company for a minimum period of three years after expiry
of study leave sanctioned or on completion of my studies, whichever is earlier.

Place: __________________________ Signature _______________________

Date: __________________________ Name _______________________
Emp. No. _______________________
Designation _______________________
Deptt. _______________________
Location _______________________
I. Com. No. _______________________
WITNESS
Present Address ________________
1. Signature____________________ _______________________________
Name _____________________ _______________________________
Emp. No. ___________________ _______________________________

1. Signature___________________ Permanent Address ______________

Name _____________________ _______________________________
Emp. No. ___________________ _______________________________
_______________________________
_______________________________

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ANNEXURE –V

ENGINEERS INDIA LIMITED

NEW DELHI
EMPLOYMENT BOND

Know all men by these presents that I (name)_________________________________

Son/Daughter of Shri ______________________________________________resident of
___________________________________________________________ (hereinafter called an
“employee” of Engineers India Ltd who has been granted study leave and which expression shall,
unless excluded by or repugnant to the context include his/her legal heirs, administrators and
assigns) bind myself to pay to Engineers India Limited, a Company registered under the
Companies Act, 1956 (1 of 1956) having its registered office at New Delhi (hereinafter called “the
Company” which expression shall include its successor and assigns) on demand in writing without
any delay or demur a sum of Rs.3,00,000/-(Rupees Three Lakhs only), plus applicable taxes, in the
event of myself not serving the Company for the requisite period of minimum 3 years after
availing the study leave as the applicable policy of the Company.

Whereas the employee joined EIL on _______________ and is presently serving as …………….. in
the Company at payscale of Rs. ______________________.

AND WHEREAS the employee has been granted study leave to pursue higher studies for a period
starting from …………to………….._________________________________, upon the condition, inter
alia, of his/her executing bond in terms hereof which the employee has agreed to.

NOW THE CONDITIONS OF THE ABOVE BOND ARE THAT THE EMPLOYEE

(A) shall timely inform in writing (through/and his/her Departmental head), to the HR
Department of the Company regarding the date of departure for study leave and also
the date of return therefrom;
(B) shall timely inform the Company regarding the date of joining the Institute/University
alongwith joining report and half-yearly progress reports, or such equivalent document
issued by the Supervisor/University from time to time;
(C) shall avail himself/herself the passage to and fro the country where he/she is to
undertake study;
(D) shall abide to all instructions regarding the study leave applicable to him/her in
accordance with rules/policy of the Company;
(E) shall timely intimate the Company about the amount and other particulars in respect of
any honorarium or other monies earned or received by him/ her during the period of
his/her study leave;
(F) shall hand over and surrender to the Company the whole or part of such honorarium or
any other monies received as aforesaid as per CDA Rules of the Company;

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(G) in the event of contracting any infectious disease or requiring prolonged hospitalization
during the study leave, the employee shall communicate the nature and condition of
the disease to the Company;
(H) shall successfully complete his/her studies and in the event of non-completion or
discontinuation of studies, the same shall be immediately on occurring of any such
event inform to the HR Department of the Company;
(I) shall join back his/her duties on completion of his/her studies or on non-
completion/discontinuation of studies or on expiry of study leave whichever is earlier;
(J) unless advised otherwise, shall report for duty in the Dept. from where he/she
proceeded on study leave under intimation to the HR Department of the company
immediately ;
(K) shall on completion of his/her studies will duly and faithfully serve the Company
minimum for a period of 3 years on the same post in which he/she was serving
immediately prior to his/her departure from the Company for study leave and/or such
other post(s) as may be decided by the Company from time to time at a salary and level
not less favorable than those attached to the said previously held post (reduction in
rank and the attendant consequences as a result of disciplinary proceedings shall not
be deemed to be terms & conditions less favorable than those attached to the said
previously held post).
(L) shall not resign from the service of the Company during the period of his/her study
leave.
(M) In case the employee does not comply/abide by the abovementioned terms and
conditions of the said bond, the company shall in its discretion be at liberty to invoke
the present Bond by giving written notice and in addition to the invocation of the
present Bond may initiate disciplinary proceedings as per applicable rules/policy of the
Company.
(N) In case of breach of any of the terms and conditions contained herein, the employee
agrees that the Company shall be at liberty to recover the amount of the present Bond
through any legal action, including but not limited to recovery from any dues/amounts
payable to the Employee.

PROVIDED THAT THE prior termination of the employee’s employment by the Company shall not
absolve the employee of his/her obligation hereunder

PROVIDED ALWAYS THAT:

(i) The decision of the Company as to whether the employee has or has not performed and in
breach any of the conditions aforesaid shall be final and binding on the employee.
(ii) This Bond and the rights and obligations shall in all respects be governed by the laws of the
Union of India and all disputes arising under the present Bond shall be subject to exclusive
jurisdiction of courts of New Delhi.

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The expenses of the stamp duty on the bond, if any, shall be borne by the Company.
IN WITNESS WHEREOF the employee has put his/her hand hereto the day and the year herein
above written.

Signed by the within named Signature with full address

Employee in the presence of of Employee

Name

1. _______________________ Designation

Employee No.
2. _________________________
Location

Address

Place __________

Date ___________

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ANNEXURE-VI

ENGINEERS INDIA LIMITED

(A Govt. of India Undertaking)

LEAVE BLANK

I.COM EMP.NO
__________________

LOCATION
DESIGNATION
NAME
DEPARTMENT

FROM TO
LEAVE FROM F/A TO F/A DAYS
CODE DATE DATE

FROM TO REASON FOR

LEAVE
PREFIX CERTIFIED THAT I HAVE NOT TAKEN ANY
CASUAL LEAVE IN COMBINATION WITH
ABOVE LEAVE .
PERMISSION TO LEAVE
SUFFIX STATION REQUIRED: YES/NO

LEAVE ADDRESS (IF GOING OUT OF

STATION)

SIGNATURE_________________
RECOMMENDING AUTHORITY
SANCTIONING AUTHORITY PROCESSED
Signature ___________________ Signature
Name ________________ HR DEPARTMENT
_________________________ Name
Designation _____________________
__________________________ Designation
______________________

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ANNEXURE-VII
LEAVE COMBINATION MATRIX
Leave S E C O N D
Type CL EL
R HPL MATL ABL QRL SPL STDL CMPL
H
CL Y N Y N N N N Y N Y
EL N Y Y Y Y Y Y Y Y Y
RH Y Y Y Y Y Y Y Y Y Y
F HPL [3] N Y Y Y Y Y Y Y Y Y
I MATL N Y N Y Y Y Y N N N
R ABL N Y N Y N Y Y N N N
S QRL N Y N Y Y Y Y N N N
T SPL Y Y Y Y Y Y Y Y N Y
STDL N N N N N N N N Y N
CMPL Y Y Y Y Y Y Y Y N Y
RH in between leaves except CL / SPL is not allowed.
CL (201) Casual Leave EL (202) Earned Leave RH (102) Restricted
Holiday
HPL (219) Half Pay MATL (204) Maternity ABL (205) Abortion
Leave Leave
(commuted)
HPL (229) Half Pay SPL (207) Special Leave STDL (208) Study Leave
Leave(half
pay salary
deduction)
QRL (206) Quarantine LWP (209) LWP CMPL(301) Compensatory
Off
OAB (500) Other UNAUTH(5 Unauthorized SUSP(502) Suspended
Absence 01) Absence
EOL(503) Extraordinary PENDING DECSN(504) Pending Decision-
Leave Unauthorized Absence
Half Day Allowed:
Casual Leave Y Earned Leave N Restricted Holiday N
Half Pay Leave N Maternity Leave N Abortion N
Special Leave Y Study Leave N Quarantine N
LWP N Compensatory N Un Authorized Absence N
Closed Holiday & Weekly Off (In Between) Counted:
Casual Leave N Earned Leave Y Restricted Holiday N
Half Pay Leave Y Maternity Leave Y Abortion Y
Special Leave N Study Leave Y Quarantine Y
LWP Y Compensatory N
Abbreviations:
i) Y-Yes
ii) N-No

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