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INSTITUTE
OF MANAGEMENT IN GOVERNMENT Thiruvananthapuram SERVICE RULES Chapter
I - Preliminary General Scope 1.1 These rules shall be called the Institute of Management in Government Service Rules. 1.2 These rules shall apply to all categories of staff of the Institute. These rules will, however, not apply to short term/contract appointments or consultancy assignments. Such appointments/assignments will be based on the terms of such assignments/appointments approved by the Executive Committee 1.3 These rules shall be deemed to have come into force with effect from the date specified by the Governing Body and they shall be in force until any provision is amended by the Executive Committee. 1.4 When a doubt arises as to the interpretation or application of any of these rules, the matter shall be referred to the Executive Committee and its decision shall be final. Definitions 1. Institute means the Institute of Management in Government and covers its main office at Trivandrum and the Regional Centres. 2. Board means the Governing Body of the Institute 3. President means the President of the Governing Body of the Institute. 4. Executive Committee means the Executive Committee of the Institute. 5. Chairman means the Chairman of the Executive Committee. 6. Academic Staff means those who are engaged in academic work and shall include Professors, Associate Professors, Assistant Professors, Lecturers, Registrars, Fellows, Dy. Directors, Asst. Directors, Associate Fellows, Research Associates and such other posts as may be included by the Executive Committee under this category from time to time. 7. Non-academic Staff means all those other than academic staff and shall include administrative and library staff and any other staff included under this category from time to time. 8. Last Grade Service: This category includes all services in the following categories unless otherwise decided by and declared by the Executive Committee. a) Gardeners b) Peons c) Cleaners/Sweepers 9. Temporary Post: Temporary post means a post carrying a defin8te rate of pay sanctioned for a limited time. 10. Permanent post: Permanent post means a post sanctioned without limit of time. 11. Probationer: A person on probation on a post is one appointed to a post for determining his fitness for eventual substantive appointment to the post. 12. Appointing Authority: In relation to any post under the Institute means the authority competent to make appointment to that post under these rules. 13. Sanctioning authority: means the authority competent to sanction the particular activity as specified by the Board/Executive Committee from time to time. 14. Competent authority: in relation to the exercise of any power means the Board or any authority to which the power has been delegated. 15. Joining Time: means the time allowed to an employee to join a post. 16. Month: Month means a calendar month. In calculating a period expressed in terms of months and days, completed calendar months, irrespective of the number o f days in each, should first be calculated and the odd number of days calculated subsequently. Note: Whenever it is necessary to calculate a period in a calendar months, the period shall be taken to end either on the day of the month corresponding to the day before the day on which the period begins or if there is no such corresponding day in the month, then on the last day of the month. Ex: A period of six calendar months beginning on the 28th February ends on 27th August, 31st March ends on 30th September, 30th or 31st August end on 28th or 29th February, if leap year. 17. Year: means the Financial year which begins on April 1 and ends on March 31 of the following year. 18.
Lien: means the little of an employee to hold
substantively, either immediately or on termination of a period or periods
of absence, a permanent post to which he was appointed
substantively. 19. Foreign service: means service in which an employee receives his pay with the sanction of the Institute from any source other than his own funds. 20. Holiday: mean a holiday declared by the Institute. 21. Officiate: An employee officiates in a post when he performs the duties of a post in which another person holds a lien. The appointing authority may, if it thinks fit, appoint an employee to officiate in a vacant post on which no other employee hold a lien. 22. Honorarium: means a recurring or non-recurring payment granted to an employee from the Institute's funds as remuneration for such special work as may be determined by the Institute from time to time. 23. Leave Salary: means the monthly amount payable by the Institute to en employee on leave. 24. Pay: means the amount drawn monthly by an employee as: a) The pay other than special pay or pay granted in view of his personal qualifications which has been sanctioned for a post held by him substantively or in an officiating capacity or to which he is entitled by reason of his position in a cadre and ; b) personal pay and special pay 25. Personal pay: means additional pay granted to an employee a) to save him from loss of substantive pay in respect of a permanent post due to revision of pay or to any reduction of such substantive pay otherwise than as a disciplinary measure; or b) in exceptional circumstances, on other personal considerations. 26. Special pay: means an addition of the nature of pay to the emoluments of a post of an employee granted in consideration of a) the specially arduous nature of the duties or b) a specific addition to the work or responsibility or c) in lieu of higher time scale 27. Substantive pay: means pay other than special pay, personal or emoluments classified as pay by the Institute to which employee is entitle on account of a post to which employee is entitled on account of a post to which he has been appointed substantively or by reason of his substantive position a cadre. Note: When special pay is granted in lieu of a higher time scale, such special pay will also count as substantive pay, provided to an employee holds a lien on the post to which the special pay attached. 28. Time scale pay: means pay which subject to any condition prescribed in these rules, rises by periodical increments from minimum to a maximum. It includes the class of pay known progressive. Note: a) Time scales are said to be identical if the minimum, the maximum, the period of increment and the rate increment of the time-scale are identical. b) A post is said to be on the same time-scale as another post on a time-scale, if the two time-scales are identical and the posts fall within a cadre or a class in a cadre, such cadre class having been created in order to fill all posts involving duties o f approximately the same character or degree responsibility of that the pay or the holder of any particular post is determined by his position in the cadre or class and not by the fact that he holds that post. 29. Basic pay: means the pay of the employees fixed in the grade which he/she is posted, at the time of his joining the post. 30. Actual pay: means the minimum pay of the employee in the grade plus the increments earned by him. 31. Travelling Allowance: means an allowance granted to an employee to cover the expenses which he incurs in travelling in connection with the affairs of the Institute. 32. Public Conveyance: means a train, steamer, bus, boat or other conveyance which plies regularly for the conveyance of passengers. 33. Standing orders: means orders and rules which will govern the duties of the various categories of staff of the Institute, which may be issued by the Director from time to time. 34. Duty: A person is said to be on duty when he actually performs the duties assigned or responsibilities attached to the post borne on the cadre of such service. Holidays and other authorised absence (other than leave) will be considered as duty only if the person is actually on duty immediately preceding and immediately after such absence. ** ** ** CHAPTER
II CRREATION
OF POSTS, RECRUITMENT AND TERMINATION 2.1
Creation of posts Posts under the Institute shall be created from time to time by the Executive Committee by virtue of the powers vested in them under the Rules of the Institute. There shall be both permanent and temporary posts as determined on the basis of need and the duration of tasks. The Director will make recommendations to the Executive Committee at the time of seeking crreation, of a post as to whether should be treated as permanent or temporary. The titles of the various posts will be consistent with the standard titles prescribed by the Institute from time to time and pay scales will be the standard pay scales prescribed by the Institute. 2.2
Appointing Authority Appointment to a post under the Institute shall be made as follows: 1) In the case of permanent posts having a scale of pay with maximum of Rs.2,100/- and above but not exceeding Rs.3,800/- the appointing authority shall be the Executive Committee. When the maximum exceeds Rs.3,800/- prior sanction of Government shall be obtained. 2) In the case of temporary posts, having a pay scale with a maximum of Rs.1,500/- and above, but below Rs.3,500/- per month for a period of one year, the appointing authority shall be the President. 3) For all academic posts having pay scale with a maximum of Rs.1,900/- per month and non-academic posts having a scale of pay the maximum of which is below Rs.2,100/- per month, the appointing authority shall be the Director. 4) For casual posts on daily wages, the appointment authority shall be the Director. The wage rates for casual labour shall be as approved by the Governing Body. 2.3 Appointments in the place of employee dismissed removed or reduced: When an employee has been dismissed, removed or reduced from any cadre in the service, the vacancy caused thereby or arising subsequently in such cadre in the service shall not be substantively filled to the prejudice of such person until the appeal, if any, preferred by him against such dismissal, removal or reduction is decided and except in conformity with such decision or unit the time allowed for preferring an appeal has expired, as the case may be. 2.4 The age of retirement of the staff of IMG shall be sixty (Amended by resolution dated 5-1-84 of the Executive Committee) Reemployment in service beyond, the date of normal retirement: Nothing in these rules shall be construed to limit or abridge the power of the Governing Body/Executive Committee to re-employ persons in the service of the Institute who have reached the date of normal retirement prescribed by the Executive Committee provided that the re-employment is not sanctioned beyond two years after the date of normal retirement, the re-employment being only for one year at a time and the reasons recorded in writing. 2.5 When an employee does not resume duty after remaining on leave for a continuous period of three years, his services are liable to be terminated after giving him due notice. 2.6 Unless it be otherwise distinctly provided, the whole time of an employee is at the disposal of the Institute and he/she may be employed in any manner required by prover authority without claim for additional remuneration. No member shall engae directly or indirectly in private practice or trade or business or occupation, except in work undertaken with the previous permission of the Director. Note: 1 Every employee must attend the Institute punctually. For every three days late attendance without permission, an employee shall forfeit a day's leave, casual or otherwise for which is eligible. The computation of the forfeiture of a day's leave will be with respect to the calendar year and late attendance without permission for less than three days at the end of a calendar year will be ignored. 2. Disciplinary action may be taken against the concerned person for habitual late attendance without permission. 2.7 Notwithstanding anything contained in any of the rules in this part, where an employee unauthorisedly basents himself from duty on accounts of participation in any strike, it shall cause interruption in service entailing forfeiture of salary during the period of such absence and/or of past services. 2.8 Where an employee forfeits past service under Rule 2.7 he shall lose the benefit of all increments earned by him in the scale of pay of the post which he was holding at the time of interruption and such past service shall not count for purposes of increments or leave. Note: Refusal to work though physically present at the place of duty by resort to pendown strike or stay-in-strike or other methods will be treated as unauthorised absence. 2.9 Two or more employees cannot be appointed substantively to the same permanent post at the same time. 2.10 Selection to each post will be done by a Selection Committee constituted for this purpose. While there will be no automatic promotions, the Committee will consider the performance of all internal candidates before making recommendations for the appointment. 2.11 Every person appointed to a post under the Institute shall be on probation for a period of one year on duty within a continuous period of two years. The appointing authority can extend the period of probation for a further period not exceeding one year, the reason thereof to be recorded in writing. Note: Maternity leave will be treated as duty for the purpose of probation. But other kinds of leave combined with Maternity leave will not be treated as duty. this will have effect from 15-2-1988 (vide proceedings No.123/89/IMG dated 27-7-1989) 2.12 If a person is found unsuitable for holding the post during the probation period including the extended period in rule 2.11 above or has not completed the period of probation satisfactorily, his services will be terminated, after giving notice. However if the person was already confirmed in another post at the Institute, he will have the option to join that post. 2.13 Every person appointed to a permanent post will be confirmed on satisfactory completion of the period of probation. 2.14 The seniority of employees of the Institute in each category will be determined by the order of merit in which they were selected for appointment to the grade. Those selected on an earlier occasion shall be ranked senior to those selected later. 2.15 An employee shall be temporary employee of the Institute until he is confirmed in a permanent post under the Institute. Those who are confirmed in a permanent post under the Institute shall be permanent employees of the Institute. 2.16
Termination of Service 1) The service of a temporary employee appointed without a fixed tenure may be terminaed by the Appoiting Authority without assigning reasons: a) during the period of probation following . . .. . .appointment at any time without notice; and b) if the post is temporary, at any time by a notice of one motnh in writing on either side, or at any time without notice on payment of one month's pay. 2) The services of a permanent employee may be terminated following a termination procedure consisting of the appointment of a comiittee of enquiry by the Governing Body and giving opportunity to the employee whose services are proposed to be terminated, of being heard by the Committee. Such termination may be effected on a notice of three months or on payment of pay for such periods the notice falls short of three months. 3) An employee who is given notice of termination of service under clause (2) may be granted, during the period of notice, such earned leave, as may be admissible to him and where the leave so admissible and granted is more than three months, is service shall be terminated on an expiry of such leave. 4) In the case of contract appointments, termination will be according to the terms of the contract. 2.17
Retirement on medical grounds An employee will be liable to be retired on his being declared medically unfit for service by a Medical Board to be constituted by the Executive Committee. 2.18
Resignation Subject to the acceptance of resignation of the competent authority, a permanent/temporary employee may, notice of three months/one month as the case may be, in writing, addressed to the appointing authority, resign from the service of the Institute or by payment of salary in lieu thereof. The appointing authority may permit an employee to resign from the service without insisting on the notice. 2.19
Service Record The Institute shall maintain a service record and develop a performance appraisal system. Periodic reports of performance appraisal will be kept in service records. Inadequate performance can be a ground for termination of the services of an employee contemplated under Rule 2.16 (2). ** ** **
CHAPTER
III PAY 3.1 Except in the case of personal pay, the pay of an employee shall not be so increased as to exceed the maximum of the pay sanctioned for the post. 3.2 An employee shall, on his appointment to a post on a time-scale, draw pay at the minimum of the time scale, unless the appointing authority decides that he shall draw pay at any higher stage. 3.3 Where an employee holding a post in a substantive, temporary or officiating capacity is appointed to another post carrying a higher time scale of pay, his initial pay in the higher time scale of pay shall be fixed at the stage next above the pay notionally arrived at in the lower time scale of pay increasing the actual pay drawn by him in the lower time scale by one increment. A refixation of pay will be allowed whenever there is a change of pay in the lower time scale. 3.4 The holder of a post, the pay of which is changed or revised, shall be treated as if he were transferred to a new post on that pay, provided that he may at his option retain his old pay until the date on which he had earned his next or any subsequent increment in the old scale, or until he vacates his post or ceases to draw pay in that time-scale. The option once exercised shall be final. 3.5 Unless otherwise mentioned in the orders sanctioning revision of the scale of pay, the following principles will be followed for fixation of pay when the scale of pay, of a post is revised. a) If the pay drawn in the previous scale is less than the minimum of the revised scale, then the pay in the revised scale may be fixed at the minimum. b) If the pay drawn in the previous scale is a stage in the revised scale, the pay in the revised scale may be fixed at the next stage. c) If the pay draw in the previous scale is not a stage, then the pay in the revised scale may be fixed at the next stage. 3.6 In regard to persons joining the Institute either on leave or on deputation from other public Institution/Universities/Government, the increase in pay (which includes personal pay, special pay, etc.) they are entitle to in their parent Institution/University/Government, during the period of leave/deputation shall be protected subject to the terms on deputation and the arrears, if any for the period of their service at the Institute, paid by the Institute. 3.7 An increment shall ordinarily be drawn as a matter of course unless it is withheld. An increment may be with held from an employee by the competent authority if his conduct has not been good or his work has not been satisfactory. IN ordering the with-holding of the increment, the with-holding authority shall state the period for which it is withheld and whether the postponement shall have the effect of postponement of future increments. 3.8 The following provisions prescribed the conditions on which service counts for increment in a time scale; a) All duty in a post on a time scale counts for increments in that time scale. b) All leave, except leave without allowances taken otherwise than on medical certificate count for increments in the time scale. c) Period spent on study leave, on deputation or on other full time assignment such as foreign service subject to a maximum of 3 years shall count for increments applicable to a post in which the employee holds a lien. d) The Executive Committee shall have the power to declare a period of leave without allowances to count for increment. 3.9 Good service entries and incentive awards are possible . . . .. . . . . . advance increments for the recignition of meritorious service rendered by the employees of the Institute. Incentive awards . . . . . . . be made for outstanding performance of employees in the discharge of their duties and responsibilities. Under a scheme of performance criteria to be evolved by the Institute cases of extra-ordinary originality, imagination and brilliance, or rare devotion to duty deserving recognition in a special way and suggestions for reduction of expenditure without affecting efficiency can all be considered for incentive awards. The system of awarding good service entries and incentive awards are eminently suited for recognizing specific or individual cases of meritorious service/work on the part of the employee the grant of advance increment being restricted to cases of sustained merit and continuous record of good work. In other words, good service entries, incentive awards and advance increments will be in an ascending order in the matter of recognition of meritorious services. 3.10 There shall ordinarily be no extra remuneration for additional work performed. However, during exceptional occasions when some of the staff may have to put in considerable amount of extra effort, extra remuneration may be considered by the Director on the recommendation of the Head of Department. ** ** **
CHAPTER
IV LEAVE
RULES 4.1
General 4.1.1
In these rules: a) Leave includes earned leave, half pay leave, commuted leave, leave without allowances, leave not due and maternity leave b) Half pay leave means leave earned in respect of completed years of service calculated according to the rules hereinafter contained. c) Completed years of service means continuous service of the specified duration under the Institute. 4.1.2
Right of leave Leave cannot be claimed as a matter of right and when the exigencies of service so demand, leave of any description be refused or revoked by the leave sanctioning authority. 4.1.3
Earning of leave Except as otherwise provided in these rules, leave shall be earned by periods spent on duty only. 4.1.4
Commencement and termination of leave a) Leave begins from the date on which leave is actually availed of and ends on the day preceding the day on which duty is resumed. b) Sundays or other holidays may be prefixed or suffixed to leave other than to leave without allowances 4.1.5
Return to duty on expiry of leave Except with the permission of the authority which granted the leave, no person on leave may return to duty before the expiry of the period of leave granted to him. 4.1.6
Combination of.leave Except as otherwise provided in these rules, any kind of leave other than casual leave under these rules may be granted in combination with or in continuation of any other kind of leave. 4.1.7
Grant of leave beyond the date of retirement No leave shall be granted beyond the date on which an employee must ordinarily retire. If an employee is prevented from taking leave on account of exigencies of service, he or she will be granted leave beyond the retirement date to a maximum limit of 120 days. Note 1) For the purpose of this rule, an employee may be deemed to have been denied leave only if, in sufficient time before the date on which he must retire or the date on which his duties finally cease, he has either formally applied for leave as leave preparatory to retirement and has been refused it on the ground of exigencies of service or has ascertained in writing from sanctioning authority that such leave if applied for would not be granted on the aforesaid ground. 2) An employee who has been granted an extension will be deemed to be in the continuous service of the Institute. 4.1.8
Conversion of one kind of leave into other kind i) At the request of a person, the Director may sanction conversion of any kind of leave including leave without allowances retrospectively into leave of a different kind which may be admissible as on the date or which the conversion is sought but earned leave granted cannot be converted into other kind of leave. ii) If one kind of leave is converted into another, the amount of leave salary admissible as on the earlier date from which leave being converted, shall be recalculated and arrears of leave salary paid or amounts overdrawn recovered as the case may be. But the employee concerned cannot claim it as a matter of right. 4.1.9
Rejoining of duty on return from leave on medical grounds A person who has been granted leave on medical certificate will be required to produce a medical certificate of fitness before resuming duties in such manner and from such person as may be prescribed. 4.1.10 Leave should always be applied for and sanctioned before it is availed of except in cases of emergency. 4.1.11 The Director or Director's nominee shall be the sanctioning authority for grant of leave, unless otherwise specified. 4.2
Earned Leave a) The earned leave admissible to an employee shall be one eleventh of the period on duty. b) An individual shall cease to earn leave when earned leave accumulated totals 240 days. c) The maximum earned leave that can be granted to an individual at a time shall be 180 days. d) Earned leave may be granted to an individual exceeding a period of 120 days if the entire leave so granted or any portion thereof is spent outside India, provided that where earned leave exceeding a period of 120 days is granted under this sub rules, the period of such leave spent in India shall not be aggregate exceed 120 days. 4.3
Half pay Leave The half pay leave admissible to a person in respect of each completed year of service shall be 20 days. Half pay leave may be granted to a person on medical certificate or on private affairs. 4.4
Commuted Leave Commuted leave not exceeding half the amount of half pay may eb granted subject to the following conditions. a) Commuted leave during the entire service shall be limited to a maximum of 240 days. b) When commuted leave is sanctioned twice the amount of such leave would be debited to the half pay leave. 4.5
Leave Without Allowances a) Leave without allowances shall always be without pay and may be granted when no other kind of leave is admissible. b) Leave without allowances does not count for increment, unless otherwise specified. 4.6
Other Leaves 4.6.1
Leave not due Save in the case of leave preparatory to retirement, leave not due may be granted on half pay to an employee in permanent employment for a period not exceeding 360 days during his entire service, out of which not more than 90 dyas at a time and 180 days in all may be otherwise than on medical certificate. This will be debited against the hlf pay leave which the employee earns subsequently. Leave not due should be granted only if the sanctioning authority is satisfied that there is a reasonable prospect of the employee returning to duty on the expiry of the leave and earning an equal amount of half pay leave thereafter. 4.6.2
Special Disability Leave 1. An Officer who is disabled by injury in consequence of on during the due performance of his official duties or in consequence of his official position, may be granted special Disability Leave subject to the following conditions: i) IF the disability manifests itself within three months of the occurrence of the event to which it is attributed and the person disabled promptly brings it to the notice of the authority, the Executive Committee may, on being satisfied of the cause of the disability, permit leave to be granted incases here the disability manifests itself three months after the occurrence of the event to which the disability is attributed. ii) Leave will be granted only to the extent certified by the medical attendant of the officer to be necessary. The period shall in no case exceed 24 months in consequence of any one disability. iii) Special Disability Leave may be combined with leave of any other kind. iv) The leave shall not be debited against the Leave Account. v) Leave salary admissible during Special Disability Leave will be as follows: a) for the first four months – Leave salary admissible if the person concerned is on Earned Leave and; b) for the remaining period of leave – Leave salary admissible if the person concerned if on Half Pay Leave. 2. Special Disability Leave may also be granted to an Officer who is disabled by injury accidentally incurred in or in consequence of the due performance of his official duties or in consequence of his official position, or by illness incurred in the performance of any particular duty which has the effect of increasing his liability to illness or injury beyond the ordinary risk attaching to the civil post which he holds, subject to the following further conditions: i) The disability, if due to disease, must be certified by the Medical attendant of the officer to be directly due to the performance of the particular duty. ii) If the Officer has contracted such disability during service, it must be, in the opinion of the Institute, so exceptional in character, or in the circumstances of its occurence as to justify such unsual treatment as the grant of this form of leave; and iii) The period of absence recommended by the medical attendant of the officer may be covered in part by leave under this rule and in part by other leave, and the amount of special disability leave granted on full pay ie. pay admissible had he been on duty during the period of leave, may be less than four months. 4.7
Maternity Leave a) Maternity leave may be granted to a woman employee on full pay for a period which may extend upto the end of three months from the date of its commencement. b) Such leave shall not be debited to the leave account. c) Maternity Leave may be combined with leave of any other kind. Note: Maternity Leave may also be granted in cases of miscarriage including abortion subject to the condition that the leave applied for does not exceed six weeks and the application for leave is supported by a Medical Certificate. 4.8
Leave for Foreign Assignment An employee may be granted leave of absence without pay for taking up an outside assignment for a continuous period not exceeding three years. 4.9.1
Casual Leave a) Casual Leave is not recognised as leave. Technically therefore an employee on casual leave is not treated as absent from duty and his pay and allowances are not intermitted. b) The amount of casual leave admissible is 20 days in a calendar year subject to the condition that, the period of absence on casual leave should not exceed 10 days at a time. c) Casual Leave may be combined with Sundays and other authorised holidays. But the total period of absence should not exceed 15 days at a stretch. In case of Employees who are eligible for Home Travel Concession the maximum period of absence will be 20 days for visiting their native place. d) When the period of continuous absence exceeds 12 days, the entire period of leave should be treated wither as earned leave, half pay leave, commuted leave or leave without allowances. e) A casual leave register should be maintained to record the casual leave taken. f) No person may, except for unavoidable circumstances like sudden illness avail himself of casual leave, unless it has been sanctioned previously by the competent authority. g) With regard to persons who join the Institute in the middle of a leaev year, the authority competent to grant such leave will have the discretion to grant either the full quota of 20 das or only a portion thereof, after taking into account al the circumstances of the case. 4.9.2
Special Casual Leave to Physically Handicapped Employees a) All Physically Handicapped employees of IMG, eligible to claim special conveyance allowance, shall be eligible for special casual leave for a maximum period of 15 days in a calendar year for treatment of illness connected with ...........physical handicap of the employee concerned in hospital or at residence, on production of Medical Certificate to that effect, from the authorised medical officers attending on them. c) The special casual leave sanctioned under item 4.9.2 (a) above cannot be combined with Casual Leave/Compensation Leave (Ex: Committee's decision dated 6-7-1991). 4.9.3
Special Casual Leave for Anti-Rabic Treatment Special Casual Leave not counting against ordinary casual leave may be granted to IMG employees if it becomes necessary to undergo anti-rabic treatment to cover the actual period required for the treatment (14 days) and for the journey to and from the nearest anti-rabic treatment Centre. (Ex: Committee's decision dated 27-3-1993) 4.10
Holidays The Institute will have holidays designed as such at the commencement of the calendar year. Compensatory leave may be granted by the Director for work done on holidays. Such compensatory leave should be availed of within a period of 3 months. 4.11
Leave salary a) A person on earned leave and commuted leave is entitled to pay and allowaces at the rate as on the day before the leave commences. b) A person on half pay leave is entitled to leave salary equal to half the pay at the rate as on the date before the leave commences. During half pay leave, employees drawing pay upto Rs.605/- will be eligible for full DA. 4.12 A leave account shall be maintained for each employee. 4.13
Special Rules for Academic Staff a)
Study Leave Study leave for periods upto one year at a time and not exceeding three year during the service at the Institute, may be granted by the Executive Committee to such of the rgular members of the academic staff for pursuing a programme of approved research work in an approved institution on such terms and conditions as may be decided upon, on the merits of each case. b)
Leave on duty A member of the academic staff may apply for and avail leave on duty for attending/participating in academic meetings such as Seminar/Symposia/Workshops/Conferences, etc. organised by other agencies/institutions, as permitted by the Director. 4.14 No employee shall be granted leave of any kind for a continuous period exceeding three years. |