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आईटीआई लऱलमटेड ITI Limited
पंजीकृत एवं लिगलमत कायााऱय Registered & Corporate Office
आईटीआई भवि, दरूवाणीिगर, ITI Bhavan, Dooravaninagar बेंगऱूरु Bangalore -560 016
ITI LEAVE RULES (Updated as on 31/03/2017)
INDEX
Sl.No. Rules Page
No.
1. Index 1
2. Applicability 2
3. Sanctioning Authority 2
4. Grant of Leave 2
5. Combination of Leave 3
6. Leave Salary 3
7. Types of Leave 3
8. Casual Leave 3
9. Privilege Leave 4
10. Hospitalisation Cum Domiciliary Leave 7
11. Sick Leave 7
12. Segregation Leave 8
13. Maternity Leave 8
14. Family Planning Leave 9
15. Special Casual Leave To The Ex-
Servicemen
10
16. Special Leave For Sports, Cultural And
Other Activities
10
17. Special Leave For Blood Donation 10
18. Transfer Of Leave Accumulation When
An Employee Leaves One Public Sector
And Joins Another Public Sector
11
19. Leave Without Pay 12
20. Study Leave 12
Page 2 of 53
आईटीआई लऱलमटेड ITI Limited
पंजीकृत एवं लिगलमत कायााऱय Registered & Corporate Office
आईटीआई भवि, दरूवाणीिगर, ITI Bhavan, Dooravaninagar बेंगऱूरु Bangalore -560 016
LEAVE RULES
I. APPLICABILITY:
These Rules are applicable to all employees (Officers& Non-Officers)
including Apprentice Engineers, but are not applicable to:
Government Employees deputed on Foreign Service to ITI who are
governed by the Government Rules and
(a) Casual workers, who are governed by the provisions of Factories
Act as amended from time to time.
(b) Trainees / Apprentices, who are governed by the provisions of the
Apprentices Act as amended from time to time.
II. SANCTIONING AUTHORITY:
Sanctioning Authority means the Competent Authority or any other
Employee to whom the powers of sanctioning leave have been delegated
by the Competent Authority. Heads of the Departments or other
Employees notified by the Unit Head are vested with the power of
sanctioning leave.
AGMs and above/Unit Heads, Leave up to 3 days will be sanctioned by
the respective reporting officers under intimation to CMD. Leave beyond 3
days will be sanctioned by CMD.
[ION Ref.ITI/COHR/PL-21 dtd.19/06/2015]
DGMs (Grade-7) & above, Unit / Plant Heads can sanction leave upto 20
days on a single occasion and upto 40 days in a calendar year. Cases for
grant of leave beyond 20 days in a single instance or beyond 40 days in a
calendar year have to be referred to Corporate Office.
[Ref.CP/ION/ITI/COPA/PL-21 dtd.06-06-2005]
III. GRANT OF LEAVE:
Granting of leave is at the discretion of Management, depending on
exigencies of work. Leave cannot be claimed as a right.
Page 3 of 53
IV. COMBINATION OF LEAVE:
Any kind of leave admissible under these rules may be granted in
combination with or in continuation of any other kind of leave
admissible. .
V. LEAVE SALARY:
Leave salary admissible during leave on full pay will be the rate of pay and
allowances drawn by the employee before proceeding on leave. Leave
salary during leave on half pay will be on half of the pay and allowances
drawn by the Employee immediately before proceeding on leave on half
pay.
VI. TYPES OF LEAVE:
1. CASUAL LEAVE (CL)
a) QUANTUM OF CL [Calendar year]
Officers Non-Officers
12 days 15 days
[Ref.:CA/No.834 dtd.24-03-1999]
b) GENERAL CONDITIONS:
CL for Officers & Non-Officers will be granted on pro-rata basis
during the 1st year of service. CL will be reckoned only against
working days.
c) CASUAL LEAVE FOR LESS THAN A DAY.
Casual Leave for less than a day may be granted. Such leave will
be reckoned half a day for Officers Two hours or such multiples for
non-Officers.
Late coming to the Office / Factory up to 2 hours, CL is adjusted
automatically. Late coming beyond 2 hours shall be regulated
through leave application in multiples of 2 hours in case of Non-
Officers and 4 hours in case of Officers.
Page 4 of 53
[Ref.:CA/No. 834 dtd.24-03-1999]
d) LAPSE OF CASUAL LEAVE:
CL will lapse at the end of the Calendar year (January to
December). CL will be credited only if the employee reports for duty
on 1st January of every year and thereafter.
[Ref.: CP/Policy No.484 dtd.01-04-2004]
e) ENCASHMENT OF CASUAL LEAVE:
In death cases a compassionate view can be taken and
adjustment can be made for CL unavailed towards the period of
absence not covered by a formal leave application up to a
maximum of one year's balance CL. This should be decided on the
merits of each case by permitting such adjustments.
f) AVAILING OF CASUAL LEAVE BY OFFICERS:
CL shall be availed for a minimum of half a day.
CL may be combined with closed holidays but not with PL.
[Ref.:CP/Policy No.460 dtd.24-08-200]
2. PRIVILEGE LEAVE (PL)
a) An Employee is eligible for availing PL only if he has completed 9
months in case of Non-Officer and one year in case of Officer in the
Company's service.
b) QUANTUM OF PL:
Non-officers are eligible for 20 days PL while officers are entitled to 30
days PL per calendar year .
[Ref.:CA/No.834 dtd. 24-03-1999]
In respect of Officers / Non-officers PL may be granted during the
probationary period without pay. The Leave Salary may be
reimbursed after completion of the probationary period and
confirmation in the Company's services.
c) ACCUMMULATION OF PRIVILEGE LEAVE
Page 5 of 53
PL can be accumulated up to a maximum of 200 days in the case of
Non-Officers and 300 days in case of Officers.
[Ref.CP/Policy No.494 dtd.30.06.2005 & Policy No.460 dtd.
24.08.2000]
Employees having to their credit maximum number of days PL as
stated above will cease to earn further PL.
The period of leave without pay will not count for earning PL.
d) GRANT OF PL:
PL cannot be granted for less than a day. PL will be reckoned only
against the working days.
e) PL IN ANTICIPATION OF EARNING
Quantum:
PL in anticipation of earning equivalent to one year's earnings may
be / will be granted on half pay and allowances in case of sickness.
Thus, the maximum leave in anticipation of earning that will be
allowed for an Officer will be 60 days on half pay and in the case of
non-officers 40 days on half pay.
PL in anticipation of earning will be granted only to permanent
employees. Such leave will not be granted for less than six days at a
time and can be availed only in terms of even number of days i.e. 6,
8, 10, etc. PL in anticipation of earning will be granted only thrice in
an Employee's service in the Company. Such leave for the second
or third time will be considered only after the lapse of two years from
the date on which such leave was granted previously. PL in
anticipation has to be subsequently retained or adjusted before
granting the next term to the employee.
f) ENCASHMENT OF PL
1. Non-Officers who have reached maximum of accumulation
limit of PL will be allowed to encash to the extent of one year’s
earning of PL once in a calendar year and non-officers are
allowed to encash 50% PL at their credit two years prior to
superannuation for which compensation will paid on the basis
of Basic Pay plus DA drawn on the date of surrender.
Page 6 of 53
[Ref.:ITI/COHR/PL-21 dtd.09-09-2008 & Policy Circular No.509
dtd.18-09-2009]
2. No encashment of leave is admissible for surrender either less
or more than 20 days except to non-officers having less than
two years of service prior to superannuation.
3. In respect of Officers who have reached maximum of
accumulation limit of PL will be allowed to encash to the
extent of one year’s earning of PL once in a calendar year
and officers having less than two years of service prior to
superannuation can encash 50% of the PL after retaining a
minimum of one years PL in the leave account of Officers.
[Ref.:ITI/COHR/PL/03 dtd.18-09-2009]
4. The rate of encashment of PL shall be at the rate of Basic Pay
plus DA an Employee is drawing on the date of application for
encashment. The amount received from encashment of
leave shall be counted for PF, Ex-gratia / bonus etc.
5. All employees including officers are allowed to encash
unavailed portion of PL standing to their credit at the time of
termination, dismissal, resignation, voluntary retirement under
Company's VRS and superannuation at the rate of Basic Pay
plus DA last drawn by them.
6. PL due to an Employee can be adjusted to the extent of
Notice Period at the time of resignation, if the Employee so
desires.
7. PL to the extent of 30 days will be debited to the concerned
Employee's Leave Account for every one month of PL
encashed.
[Ref.: COHR Policy No.513 dtd.28-01-2010]
8. The present practice of deducting tax at source and to make
payment of the leave encashment amount to the employees
will remain unaltered. The amount of leave encashment is
shown separately in the certificates issued to the Employee.
The Employee may claim the amount as non-taxable by filing
returns with the Income Tax Department.
9. PL encashment in cases of death, superannuation and
voluntary retirement under Company's Voluntary Retirement
Scheme does not attract income tax as it is treated as a
terminal benefit.
Page 7 of 53
3 HOSPITALISATION CUM DOMICILARY LEAVE:
a) Quantum:
Hospitalization cum Domiciliary Leave may be granted for a period
not exceeding 120 days with full pay or 240 days with half pay with a
minimum period being 30 days once during an employee's career in
ITI subject to the following conditions:
(1) The employee is not getting any cash benefit from the ESI
Corporation.
(2) Has exhausted all leave available.
(3) Has exhausted anticipatory leave of one year's earnings, in
case where he / she has not taken such leave during the
previous two years.
b) General Conditions:
Hospitalization cum Domiciliary leave is granted only on the
recommendation of the Chief Medical Officer / Medical Office
authorized by the Company for this purpose.
4 SICK LEAVE (SL):
1. Quantum of Sick Leave:
(a) Non-officers not covered under ESI Scheme are eligible for
5 days of sick leave in a financial year.
[Ref.:CP/Policy No.485 dtd.22-06-2004]
2. Sick leave may be granted for less than a day and such leave
will be reckoned in terms of 1/2 day or 4 hrs, the minimum
being a half-day.
3. Accumulation of Sick leave:
Non-officers who are not covered under ESI scheme can
accumulate up to a maximum of 40 half days.
[Ref.:CP/Policy No.485 dtd.22-06-2004]
Page 8 of 53
4. Grant of sick leave on production of medical certificate:
a. Generally sick leave can be granted by the Head of
Department. Employees will have to produce medical
certificate from a Registered Medical Practitioner in respect
of leave on medical grounds for a period exceeding three
days.
b. If the absence on medical grounds is 7 days or more
employees must produce fitness certificate from AMA
Doctor / Govt. Hospital / Dispensaries / Chief Medical
Officer of the Company before they are permitted to
resume the duty.
5] SEGREGATION LEAVE:
(a) If an Employee or any of his / her family residing with him / her is
suffering from infectious disease he / she may be granted
segregation leave on half pay for a period not exceeding 14 days
in a year.
(b) To obtain segregation leave an employee should produce medical
certificate from the Municipal Authorities in support of the illness
and employees residing in ITI Township should produce such
certificates from the Company's Medical Officer.
(c) For the purpose of segregation leave, Cholera, Small Pox, Plague,
Diphtheria, Typhoid and Meningitis are classified as infectious
diseases.
6] MATERNITY LEAVE:
Quantum:
For employees covered under ESI Scheme, maternity leave is as per
the ESI regulations. Employees not covered under ESIS will be
granted Maternity Leave with full pay for a maximum period of 12
weeks, of which not more than 6 weeks shall precede the date of
her expected date of delivery.
Eligibility:
Maternity Leave with full pay will be granted only to an employee
who has worked for not less than 80 days in the 12 months
immediately preceding the expected date of delivery.
Page 9 of 53
Maternity leave on full pay will be granted only on production of
certificate from the attending Medical Officer or the Chief Medical
Officer of the Company.
7 FAMILY PLANNING LEAVE;
13
(a) IUD INSERTION
One day's special leave with pay will be granted to the female
employees who have had IUD insertions. This leave is granted only on
production of medical certificate.
(b) VASECTOMY OPERATION
Six days casual leave with pay will be granted from the date of
operation to the employee who undergoes vasectomy operation.
This leave will be granted only on production of Medical Certificate.
If the employee undergoes operation for the second time owing to
the failure of the first operation, he will be entitled for six days leave
with pay for second time subject to the production of Medical
Certificate from Competent Authority.
(c) NON-PUERPERAL TUBECTOMY OPERATION
Fourteen days special leave with pay will be granted from the date
of operation to employees, who undergo non-puerperal tubectomy
operation. This leave is granted only on production of medical
certificate from the Competent Authority.
If an employee undergoes tubectomy operation for the second time
owing to the failure of the first operation she will be entitled for 14
days special leave with pay for second time subject to the
production of certificate from the Competent Authority.
Seven days special leave from the date of operation shall be
granted to a male employee whose wife undergoes non-puerperal
tubectomy operation subject to the production of certificate from
the Medical Employee that the presence of the employee is
essential to look after his wife during convalescence after the
operation.
Seven days special leave with pay will be granted to a male
employee whose wife undergoes non-puerperal tubectomy
operation for the second time owing to the failure of the first
operation the terms & conditions being same as above.
Page 10 of 53
Female employees who undergo sterilization operation (Tubectomy)
following Medical Termination of Pregnancy (MTP) are not eligible for
14 days special casual leave as they are eligible for maternity leave
of six weeks and tubectomy operation amounts to puerperal
tubectomy operation.
The special leave granted under small family norms shall be inclusive
General / Weekly holidays.
8] SPECIAL CASUAL LEAVE TO THE EX-SERVICEMEN:
A special Casual Leave for a maximum period of 15 (Fifteen) days in
one year may be sanctioned to Ex-Servicemen for appearing before
the Medical Re-survey Board for reassessment of their disability or for
going to Hospital in connection with replacement / treatment of
their artificial limbs.
9] SPECIAL LEAVE FOR SPORTS, CULTURAL AND OTHER ACTIVITIES:
Employees participating in sports and cultural activities on behalf of
the Company or on behalf of the cultural organizations sponsored
by or associated with or recognized by the Company may be
granted special leave with pay at the discretion of the Unit Head.
PROCEDURE TO OBTAIN SPECIAL LEAVE
In order to ensure proper utilization of the special leave granted by
the Management it is essential that the leave should be
recommended by officials nominated by the Company for this
purpose i.e., the Secretaries or the Presidents of the concerned
cultural / sports organizations who represents the Company on
behalf of the Unit Management.
In Case of Special Casual Leave for Union activities, leave has to be
recommended by the Secretary of the Union stating the reasons for
which the leave has been applied. This will be sanctioned and
controlled by the Industrial Relations Department of ITI with due
advance intimation to the employee's Functional Head.
10] SPECIAL LEAVE FOR BLOOD DONATION:
(i) One-day special leave shall be given to the employees who
donate blood at ITI Hospital or in any of the Company recognised
Hospitals, Nursing Homes.
Page 11 of 53
(ii) The Leave shall be given on the day or next day of the blood
donation subject to intimation to CMS wherever Company's
hospitals are available and in other places certificate of blood
donation shall be produced to the Personnel & Administration
Department for necessary action.
This leave cannot be carried over or accumulated.
VII.TRANSFER OF LEAVE ACCUMULATION WHEN AN EMPLOYEE LEAVES ONE
PUBLIC SECTOR AND JOINS ANOTHER PUBLIC SECTOR:
When an Officer moves from one Public Enterprise to another Public
Enterprise, transfer of leave accumulation can be effected subject to
the following conditions:
1] Transfer of leave accumulation can only be effected with the
concurrence of both the transferor organization and ITI Limited.
2] ITI Limited Leave Rules permit accumulation of earned leave /
privilege Leave up to a maximum of 300 days and hence transfer
of maximum accumulation shall be limited to 300 days.
3] Sick Leave / Half-pay leave carried forward shall be treated /
converted as earned leave / privilege Leave.
4] If the leave transferred is on full pay basis (sick Leave), then full
credit will be given to the earned leave / privilege leave account
and if the leave transferred on half-pay basis (half-pay leave) than
the credit will be one-half of the total leave transferred.
5] The transferor organization should agree to pay to ITI Limited, the
leave salary of the Employee to the extent of the leave transferred
to ITI Limited.
(a) Transfer of leave shall also be made subject to the following further
conditions:
a] Encashment of leave shall be subject to the Rules regulating
such encashment in ITI Limited.
b] Rate of encashment of leave transferred during the
probationary period of an Employee in ITI Limited shall be at
the rate of basic pay plus DA, which the employee was
drawing prior to his joining ITI Limited.
Page 12 of 53
c] After confirmation of the services of the Employee in the
Company rate of encashment shall be at the rate of basic
pay plus DA, which the Employee was drawing on the date of
application for encashment.
d] One PL account is to be maintained inclusive of PL/EL
transferred from other PSUs/organization with the ceiling of 300
Days.
[CP/ION:ITI/COHR[PL]/21 dtd.06-01-2009]
VIII. LEAVE WITHOUT PAY:
a] An employee may be granted leave without pay up to 90
days at a time at the discretion of the Unit Head. Leave
without pay in excess of the limit may be sanctioned in
exceptional cases by the CMD.
b] In case of absence of leave without pay the date of next
increment will be postponed correspondingly. However, the
rule is not applicable in case of leave without pay up to 90
days on medical grounds.
[c] Leave without pay can be granted only when an employee
has exhausted all kinds of leave i.e. CL, PL and SL.
d] In case of non-officers, Unit Heads can sub-delegate their
powers to grant leave without pay not exceeding 90days to
the Heads of Divisions.
IX STUDY LEAVE:
No study leave will be granted to any Employee. An Employee, who
desires to pursue further studies should avail the same as per the
provisions of LEAVE WITHOUT PAY as at Clause No. 18 after
exhausting all types of leave available at his / her credit.
Page 13 of 53
ITI LIMITED
Registered & Corporate Office
BANGALORE-560 016
LEAVE RULES REFERENCE INDEX
Sl.No. Reference Page No.
1 COHR/POLICY /CIRCULAR No.513 Dtd.
28/01/2010
14
2 ION –ITI/COHR/PL/03 Dtd.18/09/2009 15
3 ION –ITI/COHR/PL21 Dtd.06/01/2009 16
4 ION –ITI/COHR/PL21(TF) Dtd.16/06/2008 17
5 ION –ITI/COHR/PL21(TF) Dtd.25/10/2005 18
6 COHR/POLICY /CIRCULAR No.494
Dtd.30/06/2005
19
7 ION –ITI/COHR/PL21(TF) Dtd.19/06/2015 20
8 CPP CIRCULAR 484 Dtd.01/1042004 21
9 Mail-ITI/COPA/PL-21 Dtd.28/01/2004 22
10 ION –CPA/Mktg/02 Dtd.16/01/2004 23
11 ION-ITI/COIR/13 Dtd.03/01/2003 24
12 E-Mail –ITI/COPA/PL-21 Dtd.24/01/2002 26
13 E-Mail –ITI/COPA/PL-21 Dtd.18/09/2001 27
14 CORPAdmin. Circular No.935
Dtd.03/10/2001
28
15 ION –ITI/COPA/PL/03 Dtd.31/07/2001 29
16 CPP CIRCULAR No. 460 30
17 CPP CIRCULAR No.457 31
18 CPP CIRCULAR No. 834 Dtd.24/03/1999 32
19 ION –CPA/P/21 Dtd.10/01/1997 34
20 CPP CIRCULAR No.416 35
21 CPP CIRCULAR No.407 Dtd.07/08/1995 36
22 CPA/IR/703/TF Dtd.08/06/1995 37
23 CPP CIRCULAR No.361 Dtd.27/05/1994 38
24 CPA /IR/019(TF) Dtd.10/03/1993 48
25 CLW-4 DTD 21-08-82 50
26 BOARD Minutes & Note 51
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