अवकाश के नियम
Leave Rules
LEAVE RULES
❖ Leave cannot be claimed by an employee as a matter of right
❖ Entitlements: Employees are entitled to holidays, leave, and leave wages/salary according to the current
practices in place.
❖ Leave Adjustments: When the exigencies of Company’ s service so require, leave of any kind may be
refused, curtailed or revoked by the competent authority.
❖ Suspension: Employees who are currently under suspension are not eligible for leave as outlined in these
regulations.
❖ Notice Period: Employees may not take leave during their notice period.
❖ Authority for Leave Approval: The Head of Department or their representative is authorized to approve
leave requests. (Respective Recommending and Sanctioning authority)
❖ Other Employment: No employee shall take up any service or employment anywhere while he/she is on
leave; except sabbatical leave.
APPLICATION OF LEAVE
An employee seeking a leave should submit their application to the sanctioning authority through TAMS.
Upto 3 days
• As soon as • Before 4
you plan • Before 24 working
leave hours of days
Emergency leave More than 3
upto 3 days days
Disposal within
12 hours Disposal within
3 working days
❖ Acknowledgment of sanctioning of leave to be taken from Sanctioning Authority.
❖ Employees who desire to extend their leave must submit a written application to the sanctioning
authority before the expiry of leave already sanctioned.
APPLICATION OF LEAVE
All applications for leave must bear leave address
Not Acceptable Acceptable
Personal Work Hometown- City
Outstation Complete Address
Trip At least City/ State
Vacation
Holidays
An employee must obtain permission from their respective in-charge
Hometown before leaving the headquarters, even if they are not on leave.
Earned
Leave Not Leave Half Pay
Due Leave
Sabbatica Commute
l Leave d Leave
Extra
Casual
Ordinary
Leave Leav Leave
Paternity
e Festival
Leave Leave
Special
Child Care
Casual
Leave
Leave
Maternity Quarantin
Leave e Leave
EARNED LEAVES
❖ Yearly Credit-
❖ Standing Orders-
▪ 1 day for every 20 working days + 10 days earned on completion of 240 working days in a calendar
year.
❖ CDA Rules-
▪ An employee shall be entitled to earned leave at the rate of 30 days for every completed calendar
year of service of 2½ days for each calendar month of service.
▪ For period which is less than a complete calendar month, earned leave shall be allowed at the
rate of one day for every 10 days of service subject to the limit of 2½ days of earned leave for the
calendar month.
EARNED LEAVES
❖ Holiday Exclusion: EL is exclusive of all holidays, whether they occur during or at either end of the leave
period.
❖ Frequency Limit: Number of times in which earned leaves can be taken during any year shall not ordinarily
exceed four.
❖ Maximum Duration: EL granted at a time is limited to maximum of 120 days, except for medical grounds,
sabbatical leave, and study leave.
❖ Definition of Service for executives: Service means continuous service including the period spent on any
kind of leave except extraordinary leave exceeding 3 months.
❖ Suspension: Employees under suspension shall be entitled to earn EL if the suspension period is later
treated as duty.
❖ Full Leave Credit at Superannuation: Employees with six or more months of qualifying service in the
calendar year of superannuation receive full-year leave credit.
❖ Pro-Rata Leave Credit at Superannuation: Employees with less than six months of qualifying service
receive leave on a pro-rata basis for the actual period worked.
HALF PAY LEAVES
❖ Half Pay Leaves (HPL): Employees are entitled to 20 days of HPL for each completed calendar year of
service. In the first year, it’s granted proportionately.
❖ Medical Certificate: In charge may request a medical certificate to approve HPL.
❖ Trainees: Entitled to 20 days of medical leave per year, with half of the stipend paid during this time,
based on the recommendation of the company’s medical officer. No commuted leave provision.
❖ Definition of Service: Completed calendar year of service means continuous service for one calendar year
including the period spent on any kind of authorized leaves. (15 days and more may be treated as one
month and a period of less than 15 days may be ignored for this purpose)
❖ Suspension: Period of suspension, if treated as duty, shall count for calculation of HPL and if it is not
treated as duty, calculation of HPL for the year will be made proportionately.
❖ Full Leave Credit at Superannuation : Employees with more than six months of service in the calendar
year of retirement will receive HPL as if they worked the full year.
❖ Pro-Rata Leave Credit at Superannuation : Employees
▪ . with less than six months of service in the
calendar year will receive HPL on a pro-rata basis.
COMMUTED LEAVES
❖ Commuted Leave: Can be granted for up to half of the Half Pay Leave (HPL) accrued, and requires a
medical certificate.
❖ Combination with Other Leave: Commuted Leave cannot be combined with Casual leaves.
❖ Application and Certification: Medical leave applications must be supported by a certificate from the
Company’s Medical Officer. (For Executives also, upto 3 days – requirement of Med. Certificate is
discretion of Sanctioning Authority. Beyond 3days, Medical Certificate is compulsory)
❖ Sick Leave During Station Leave: Employees must inform management immediately if they fall sick
while on out-station leave and submit a medical certificate from a Government Medical Officer or
Registered Medical Practitioner along with their application for extending leave.
❖ Certificate of Fitness: Employees must submit a fitness certificate from their treating Registered Medical
Practitioner before resuming duty after medical leave.
❖ Countersigned by the Company’s Medical Officer : If the extension of leave exceeds six days, the
medical certificate must be countersigned by the Company’s Medical Officer.
❖ Resignation During Commuted Leave: If an employee resigns without resuming duty while on
commuted leave, the leave will be treated as half-pay leave, and the difference in salary will be
recovered. No recovery will be made if the resignation is due to ill-health or death.
Norms for Medical Certificate –
Extension of Commuted Leave
• Must be on the official letterhead of the Hospital, Dispensary,
Printed Letterhead Health Centre, or Registered Medical Practitioner.
• Clear indication of the nature of the disease and the duration of
Nature and Duration treatment or advised rest.
• Include the registration number of the employee for
Registration Number Indoor/Outdoor treatment.
Patient’s Signature • Patient's signature should be duly attested by the doctor.
Doctor’s Signature and Seal • Signed by the treating Doctor with official seal, duly affixed.
• The medical certificate must be countersigned by the
Extension exceeds 6 days Company’s Medical Officer.
CASUAL LEAVE
❖ An employee shall be entitled to following per calendar year-
❑ 07 days CL for Non Executives
❑ 15 days for Executives
❖ New joining employees are entitled to get proportionate number of days of CL for remaining
part of Calendar Year. (fractions are rounded off to the nearest whole number)
❖ CL cannot be combined with any kind of leave except Special Casual Leave (maternity leave &
holidays)
❖ Not more than 10 days CL may be granted in one spell for Executives.
❖ An employee can opt to avail Half CL within the entitled CL for any of the first or second half of
the day/ shift duty.
❖ CL cannot be carried forward, transferred or encashed and shall lapse at the end of the
calendar year
SPECIAL CASUAL LEAVE
Special CL may be allowed for a period not exceeding 30 days (upto 60 days in exceptional cases) in a
calendar year for participation in sports and cultural activities subject to the following conditions:
❖ Participation in sporting events/cultural activities of State or National or International importance
or when organized on inter-steel plants basis or representing Plant/Unit and also for attending
coaching camps.
❖ Mountaineering expedition only if the expedition has the approval of the Indian Mountaineering
Foundation.
❖ Trekking/cycling/motor cycling expedition.
❖ For social service work, duly recognized/requisitioned by the State/Central Government.
SPECIAL CASUAL LEAVE
❖ Special CL may also be allowed for Blood Donation for one day, i.e. the day of
blood donation on each occasion on medical certificate/blood bank certificate.
❖ Special CL may be allowed for family planning on production of medical certificate
as provided below-
❑ Not exceeding 6 days for male employees for undergoing vasectomy
operation. In case of second time on account of failure of previous
operation- again max 6 days.
❑ Not exceeding 14 days for female employees for undergoing tubectomy
operation or salpingectomy operation after medical termination of
pregnancy (MTP). In case of second time on account of failure of previous
operation- again max 14 days.
❑ 7 days for male employees, if wife undergoes tubectomy operation or
salpingectomy operation after medical termination of pregnancy (MTP) to
look after wife during her convalescence. (both first time or second time).
❑ Female employees who have insertions of intra-uterine contraceptive
devices (IUCD) may be granted special CL on the day of insertion.
SPECIAL CASUAL LEAVE
❑ Where a women employee requires leave beyond the prescribed limits of SCL
for undergoing sterilisation operation owing to the development of post-
operation complications, she may be allowed additional SCL to cover the period
for which she is hospitalised on this account.
❑ The benefit of additional SCL may also be extended to the extent of 14 days in
the case of tubectomy operation where the employee, though not hospitalised,
is not found fit to go to work.
❑ SCL is admissible for undergoing laproscopic sterilisation.
❑ The following categories of employees who undergo operation for
recanalisation may be granted special casual leave for a period of 21 days or for
the actual period of hospitalisation, whichever is less :
i. Unmarried employees.
ii. Employees having less than two children.
iii. Employees desiring recanalization for substantial reasons (e.g. a person who
has lost all male children / female children after sterlisation operation)
MATERNITY LEAVE
❖ The maximum period for which any woman shall be entitled to maternity benefit shall be twenty six weeks of
which not more than eight weeks shall precede the date of her expected delivery.
❖ Provided that the maximum period entitled to maternity benefit by a woman having two or more than two
surviving children shall be twelve weeks of which not more than six weeks shall precede the date of her
expected delivery
❖ Maternity leave may also be granted in case of miscarriage, including abortion, on medical certificate for a
period not exceeding 6 weeks. Abortion covered under the Medical Termination of Pregnancy Act, 1971, will
also be considered as a case of abortion for this purpose.
❖ A woman who legally adopts a child below the age of three months or a commissioning mother shall be
entitled to maternity benefit for a period of twelve weeks from the date the child is handed over to the
adopting mother or the commissioning mother, as the case may be.
❖ Maternity Leave shall not be debited against the leave account.
❖ Maternity Leave may be combined with leave of any other kind.
CHILDCARE LEAVE
A women employee may be granted Child Care Leave for child care/ development for a
maximum period of 730 days without pay during the entire service period for taking care of
upto two surviving children (including adopted children) who are below five years of age.
Child care leave shall be over and above the Maternity Leave.
Child Care Leave can be availed in maximum two spells during the entire service period.
Child Care Leave may be combined with leave of any kind due and admissible, including
Maternity Leave, except Casual Leave.
For availing Child Care Leave, prior approval of leave sanctioning authority shall be required.
CHILDCARE LEAVE
The following benefits would continue to be extended during child care leave:
❑ Company accommodation / HRA (as the case may be )
❑ Medical expenses for self and dependents
❑ Other social amenities like education etc., if any
❑ The period of Child Care Leave shall be considered as continuity of service for the purpose
of Gratuity
❑ The period spent on Child Care Leave shall be treated as 'Dies non' for the purpose of
earning of EL/HPL and eligibility for promotion.
❑ Any other allowance/PRP will not be permissible.
PATERNITY LEAVE
❖ Eligibility and Duration: Male employees with lesser than two surviving children are entitled to 15 days
of full-pay Paternity Leave during their wife's confinement.
❖ Paternity leave can be taken up to 15 days before or within six months of the child's birth, based on
documentary evidence.
❖ Adoption: The same Paternity Leave benefit applies to male employees with lesser than two surviving
children who legally adopt a child under one year of age. In such cases, the leave can be taken for 15 days
within six months from the date of legal adoption, based on appropriate documentation.
❖ Combination with Other Leave: Paternity Leave can be combined with any other type of leave, except CL.
❖ Holidays: Any intervening holidays or closed days during the Paternity Leave period will be counted as
part of the leave.
SPECIAL DISABILITY LEAVE
(Injury Leave)
❖ Special Disability Leave may be granted to an employee who is temporarily disabled due to personal
injury sustained in an accident arising out of and in the course of employment, based on a medical
certificate.
❖ To be eligible for this leave, the disability must become apparent within 3 months of the incident, and
the employee must have promptly reported the injury.
❖ The leave period will be determined based on the certification of the authorized medical officer.
❖ Special Disability Leave can be combined with other types of leave and may also apply to injuries
sustained during travel between home and work, within one hour before the start or after the end of
duty.
❖ Provisions of IOW and RA are applicable to these.
QURANTINE LEAVE- QL
❖ If an employee's family or household has an infectious disease that poses a
health hazard to other employees at their place of duty, the employee may be
granted quarantine leave.
❖ This leave can be up to 21 days, or 30 days in exceptional cases, based on a
certificate from an authorized medical officer or a Public Health Officer.
❖ For the purposes of this rule, infectious diseases include cholera, smallpox,
plague, diphtheria, typhus fever, and cerebro-spinal meningitis.
❖ Other diseases declared as infectious by the relevant State Government may
also qualify for quarantine leave.
❖ However, an employee will not be eligible for quarantine leave if they
themselves are suffering from an infectious disease.
SABBATICAL LEAVE
❖ The Scheme is open only to all regular employees of SAIL. (Not permitted - already on lien/deputation cases)
❖ The purpose is to offer employees a chance to take a break for personal and professional growth.
❖ Can be granted once in service career for a period of one year to three years.
❖ The employees who have rendered minimum 10 years of continuous service including training period.
❖ Employee will have to apply at least one month prior to the proposed date of commencement of Sabbatical
through proper channel.
❖ An employee will be required to give one month’s notice prior to joining before completion of leave period.
❖ The employee proceeding on Sabbatical Leave shall have to avail of extra-ordinary leave for the entire
duration of Sabbatical. (unpaid leave)
SABBATICAL LEAVE
❖ Can be availed for any of the following purposes-
❑ Avail of leave/break for self renewal, enhancement of expertise/knowledge.
❑ Write book(s), compose music, art, participate in study group visits, other artistic/literary pursuits, etc.
❑ Discharge various familial and social obligations (e.G. Health issues of parents, spouse, children, etc.)
❑ Join spouse abroad/other place of posting in india
❑ Pursue hobbies/interests such as hiking, adventure sports, etc.
❑ Pursue entrepreneurial ventures not having conflict of interest with the company
❑ Voluntarily explore different work environment by seeking employment elsewhere.
❑ Go for wellness sojourns
❑ Pursue philanthropic goals
SABBATICAL LEAVE
❖ The employee on Sabbatical Leave shall not be eligible for the following benefits:
❑ Period of Sabbatical Leave will not be counted for –
▪ earning of EL/HPL
▪ annual increment
▪ eligibility period for promotion
▪ period required for completion of probation.
❑ This Period will not be counted for payment of gratuity. Gratuity will be paid considering pre and
post sabbatical periods as continuous one.
❑ This period will not be counted for Long Service Award.
❑ During this period, the concerned employee shall not be eligible for any benefits linked with the
attendance.
EXTRA-ORDINARY LEAVES- EOL
(Without Pay Leave- WPL)
▪ Extra-ordinary leave may be granted to an employee when no other leave is admissible to him/her
or when other leave is admissible but the employee applies for grant of extra-ordinary leave.
▪ No employee shall be granted extra-ordinary leave for more than 3 months on one occasion.
▪ However, Extra-ordinary leave for a period in excess of 3 months but not exceeding 36 month may
be allowed on medical grounds for diseases which require prolonged treatment or for prosecuting
higher studies or for specialized training or sabbatical leave.
▪ An employee on extra-ordinary leave is not entitled to any leave salary.
LEAVE NOT DUE
❖ This is for employees on which SAIL Leave Rules are applicable (Executives)
❖ Leave not due will be debited against HPL which the employee may earn subsequently and cannot be
treated as Commuted Leave even on medical Grounds.
❖ May be granted to an employee at the discretion of the sanctioning authority as advance of half-pay leave
when there is no earned leave or half-pay leave at his credit.
❖ Shall be granted only if the sanctioning authority is satisfied that there is reasonable prospect of the
employee returning to duty on expiry of the leave.
❖ Shall be limited, at any one time, to one-half of the amount of halfpay leave the employee is likely to earn
during the remaining period of his service or 30 days, whichever is less.
❖ Where an employee who has been granted leave not due is permitted to resign from service or to retire
voluntarily without returning to duty or returns but separates before earning such leaves, the leave not
due shall be cancelled and he shall be required to refund the leave salary paid towards leave not due.
❖ Leave salary shall not be recovered if the retirement is by reason of ill health incapacitating the employee
for further service or in the event of his death.
❖ Management Trainees will be entitled to leave-not-due during the probation period on completion of
one-year training.
❖ Leave not due shall not be granted to newly appointed employees who are on probation/training.
LEAVES SUMMARY
CL CH NH CFD FH RH HPL EL
ACT(T) / OCT (T)/
7 1 3 1 5 0 20 15
Trainees
During Probation
(after regularization 7 1 3 1 5 0 0 0
of training period)
EL Calculation
20 days
4 1 day EL
Industrial Worker duty=>
7 1 3 1 (to be opted from list of 44 20
(40% production incentive) 10 days
FH/RH) After 240 days
annual leave
attendance=>
(+)
02
Ministerial Staff 1 3 1 13 (to be opted
(lower production incentive) from list of 44) 30
15 20
(2.5 days for every 30 days)
04 (to be
Executives 8
3 1 0 opted from
LEAVES RELATED POINTS
❖ New joining employees get leaves on Pro-rata basis.
❖Any type of leave under these rules, except Casual Leave, may be granted either in
combination with or in continuation of other types of leave.
❖Special Casual Leave can be combined with Casual Leave.
❖Compensatory Holiday - An employees, who cannot be spared to avail the
Closed/Festival/Restricted Holidays as opted for, may be granted Compensatory Holiday
on any other day in lieu thereof within the same Calendar year and within two months
from the date on which the Original holiday fell due as may be convenient in the interest
of the work.
❖One day's additional wage. However, the non executive employees who are required to
work on national holidays- 26th January, 1st May, 15th August and 2nd October, shall
receive one day's additional wage. (not for trainees- they should avail national holiday)
❖All executives may be allowed one day compensatory off for each closed holiday
coinciding with their weekly off (including Sunday).
RULES FOR CLOSE/RESTRICTED/FESTIVAL HOLIDAYS
Entitlements
Situations
Executives Trainees Non Executives
Required to attend duty on a CH/RH/FH
1 day C/off within 2 months in
Not required to attend duty on a CH/NH coinciding same Calendar year
with weekly off
Required to attend duty on NH (26th Jan, 15th Aug & 1 day C/off within 2 months 1 day extra
2nd Oct) & 1st May not coinciding with his weekly off in same Calendar year wages
HODs are required to obtain prior approval of the Competent Authority for engagement of the employees in General Shift
in case of exigency of work on the above 4 days.
Accumulation/ Encashment of Leaves
Encashment permitted once in a financial year, provided that the quantum of leave to be encashed in each
case is not more than 50% of EL at credit at the time of application or 30 days, whichever is less.
Encashment of leaves in Resignation case –
❑ If an employee resigns and has been unauthorizedly absent for 30 days or more in the past six (6) months,
they are generally not eligible for encashment of Earned Leave (EL) or Half-Pay Leave (HPL).
❑ However, they may appeal to the concerned Functional Director or DIC, providing reasons for their
unauthorized absences. The authority will review the appeal and decide whether to approve or deny the
encashment based on the merits of the case.
Taxability –
❑Encashment of Earned leave during service is fully taxable.
❑In case of separation- 29
▪ Earned leave encashment over and above INR 25,00,000/- is taxable.
▪ HPL encashment on separation is fully taxable
Accumulation/ Encashment of Leaves
Leave type Maximum Accumulation of Maximum Encashment on
Employee Category
Leaves (Days) Superannuation (Days)
EL 200 190
Industrial Worker 300
HPL 300 240
EL 300 300
Ministerial Staff /
300
Executives HPL No limit 240
30
Example for encashment of leaves
Exe. & Ministerial Staff Industrial Worker Staff
CASES OF LEAVE BALANCE
Sr.
ON SEPARATION
LEAVE ENCASHMENT ENCASHMENT DETAILS ENCASHMENT DETAILS
LEAVE ENCASHMENT
(Basic+DA) (Basic+DA)
NA
As accumulation limit for non executive is as follows –
1 300 EL + 500 HPL 300 EL 300 days
❑ 200 for EL
❑ 300 for HPL
2 200 EL + 300 HPL 200 EL + 100 HPL 250 days 190 EL + 110 HPL 245 days
3 50 EL + 300 HPL 50 EL + 240 HPL 170 days 50 EL + 240 HPL 170 days
4 200 EL + 0 HPL 200 EL 200 days 190 EL 190 days
5 0 EL + 300 HPL 240 HPL 120 days 240 HPL 120 days
