Child Care Leave, introduced by the 6th CPC, was a boon for women employees.

Women employees have for long, been entitled to Maternity Leave. The 90 days paid leave granted as maternity leave was extended to 135 days by the 5th CPC. The 6th CPC further increased it to 180 days.

Based on the very reasonable request presented by ATMAJA (Association of Adoptive Parents), the Government announced ‘Child Adoption Leave’ for female employees in 2006. Orders were issued to grant 135 days leave for female employees who adopt child upto one year of age.

The 6th CPC introduced a family welfare privilege for female employees. Consequent upon the decisions taken by the Government on the recommendations of the 6th CPC relating to Maternity Leave and Child Care Leave, the Central Govt decided that the existing provisions of Maternity Leave enhanced to 180 days.

Leave of the kind due and admissible (including commuted leave for a period not exceeding 60 days and leave not due) that can be granted in continuation with Maternity Leave provided in Rule 43(4)(b) shall be increased to 2 years.

Women employees having minor children may be granted Child Care Leave for a maximum period of two years (i.e. 730 days) during their entire service for taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness etc.

Only female employees were entitled to these leaves in order to provide health care and education supervision requirements for her two children. Although there were difficulties in implementing this decision, the announcement was welcomed by women employees.

But this also created a sense of longing among the male employees.

Were they not concerned about their family’s welfare?

Was their presence not required in health and education related issues of their children?

‘Why are we being denied this allowance?’. Men employees were wondered.

But some male staff themselves wondered, it is impossible to give the same privilege to male employees too, who constitute 90% of the government workforce.

One could also hear demands that if not 730 days, at least half of it should be given to the male employees.

Some suggest that the allowance should be made in genuine cases after necessary enquiries.

Some also suggest that in cases where the husband and wife are employed, the leave should be given to both.

Everybody has a right to demand…!

The request to give this privilege to men who have lost their wives, to look after their children sounds very reasonable.

Children who have lost their mothers require the care and presence of their fathers.

Will the 7th CPC consider this demand?

Source: www.employeesnews.in
[http://www.employeesnews.in/2014/04/will-7th-cpc-extend-child-care-leave.html]

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BHARAT SANCHAR NIGAM LTD.
(A Government of India Enterprise)

OFFICE ORDER

NO.1-33/2012-PAT(BSNL)/CCL

Dated, the 08-03-2013

Subject :- Grant of Child Care Leave to women employees of BSNL (absorbed / directly recruited / deputationists / deemed deputationists).

Approval of the Management Committee of the Board is, hereby, conveyed for grant Child Care Leave to women employees of BSNL (absorbed/directly recruited/deputationists / deemed deputationists) as per the provisions of DOP&T OM No.13018/2/2008-EStt.(L) dated 11.09.2008 and subsequent clarifications issued by DOP&T.

2. These orders shall take effect from the date of issue.

Hindi version will follow.

sd/-
(Sheo Shankar Prasad)
Assistant General Manager (Pers.V)

Source: www.bsnleuchq.com
[http://www.bsnleuchq.com/Child%20care%20leave%20orders.pdf]

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Railway Board is answered to the demand on Child Care Leave from NFIR that ‘this demand is not feasible for acceptance’… We are providing here the content of the Railway Board letter to NFIR regarding the above subject for your information…

GOVERNMENT OF INDIA / BHARAT SARKAR
MINISTRY OF RAILWAYS / RAIL MANTRALAYA
(RAILWAY BOARD)

No. E(P&A)I-2012/CPC/LE-5

New Delhi, dated 17.12.2012

The General Secretary,
NFIR,
3, Chelmsford Road,
New Delhi – 110055.
All Indian Railways & Production Units
(As per mailing list)

Dear Sir,

Sub: Grant of Child Care Leave without any reason.

The undersigned is directed to refer to your letter No. 1/5(f) dated 14.11.2012 and to state that as per the extant instructions contained in Board’s letter dated 23.10.2008 and 12.12.2008, woman railway employees having minor children may be granted Child Care Leave by an authority competent to grant leave for a maximum period of two years (i.e.730 days) during their entire service for taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness etc. and that Child Care Leave cannot be demanded as a matter of right.

Therefore, in order to enable the competent authority to decide on the application for CCL, reasons have to be mentioned and this condition cannot be dispensed with. Moreover, DOP&T has issued instructions in
this regard which have been adopted in toto for the female railway employees. In the circumstances, Ministry of Railways also cannot unilaterally alter the purpose for which Child Care Leave is introduced to female railway employees.

In light of this, the demand is not feasible for acceptance.

Yours faithfully
sd/-
for Secretary, Railway Board.

Source: NFIR

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Introduction of child care leave in respect of Central Government employees as per recommeded in the sixth Central Pay Commission, women employees having minor children may be granted CCL by an authority competent to grant leave for a maximum period of 730 days during their enitre service for taking care of up to two children, whether for rearing or to look after any of their needs like examination, scikness etc. Hence Earned Leave availed specifically for this purpose only should be converted. Child Care Leave shall not be admissible if the child is eighteen years of age or older.

On recommendations of sixth pay commission, the CCL was announced to help women employees to take better care of their children and family. But the privilege backfired to several central government departments being like a hill with applications from women employees for CCL. After consideration of all the views, Dopt declared, ‘CCL can be availed only if the employee concerned has no Earned Leave in her account. Those who have already taken the CCL will either have to return to office or part with their accumulated with Earned Leave’.

In further, Dopt orders said that “CCL cannot be demanded as a matter of right. Under no circumstances can any employee proceed on CCL without prior proper approval of the leave by the leave sanctioning authority. The leave is to be treated like the Earned Leave and sanctioned as such. Consequently, Saturdays, Sundays, Gazetted holidays etc. falling during the period of leave would also count for CCL, as in the case of Earned Leave. CCL can be availed only if the employee concerned has no Earned Leave at her credit.

and also instrcuted as “CCL may not be granted in more than 3 spells in a calendar year. CCL may not be granted for less than 15 days. CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied about the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal.

We have compiled some important orders published by Dopt and Finance Ministry regarding the above subject and given below for your ready reference…

1. Clarification on the admissibility of House Rent Allowance (HRA) during the Child Care Leave (CCL) – Reg.

2. Extension of orders for grant of Child Care Leave to all Civilian Female Industrial Employees of the Central Government

3. Grant of Child Care Leave to State Government employees

4. Grant of Child Care Leave to Civilian Female Industrial Employees of Defence Establishments

5. CCS (Leave) (Fourth Amendment) Rules, 2011.

6. Sanction of Child Care Leave: Instructions regarding

7. Acceptance of Recommendation of the Sixth Central Pay Commission relating to introduction of Child Care Leave

8. Child Care Leave to Central Government employees – Clarification regarding

9. Child Care Leave in respect of female railway employees as a result of SCPC recommendations – Clarification regarding

10. Child Care Leave for Central Government employees – Clarification

11. Child Care Leave in respect of Central Government employees as a result of Sixth Central Pay Commission clarilication regarding

12. Child Care Leave in respect of Central Government employees as a result of Sixth Central Pay Commission recommendations — Clarification

13. Clarification: Child Care Leave (CCL)

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