Child Care Leave Archives - CENTRAL GOVERNMENT EMPLOYEES NEWS

All India Services Leave Amendment Rules 2023 – Rule 18(D) regarding Child Care Leave (CCL)

admin — Wed, 23 Aug 2023 18:25:25 +0000

CCL Gazette Notification

Child Care Leave for a maximum period of 730 days during entire service, for taking care of two eldest surviving children.

Latest DoPT Orders 2023

MINISTRY OF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS
DEPARTMENT OF PERSONNEL AND TRAINING
NOTIFICATION

New Delhi, the 28th July, 2023

G.S.R. 562(E).– In exercise of the powers conferred by sub-section (1) of section 3 of the All India Services Act, 1951 (61 of 1951), the Central Government, after consultation with the Governments of the States concerned, hereby makes the following rules further to amend the All India Services (Leave) Rules, 1955, namely:

1. Short title and commencement. – (1) These rules may be called the All India Services (Leave) Amendment, Rules, 2023.

(2) They shall come into force on the date of their publication in the Official Gazette.

2. In the All India Services (Leave) Rules, 1955, in rule 18 (D), –

(i) for sub-rules (1) and (2) the following sub-rules shall be substituted, namely: –

“18 (D) Child Care Leave. – (1) Subject to the provisions of this rule, a female member of the Service and single male member of the Service may be granted child care leave by an authority competent to sanction leave for a maximum period of seven hundred and thirty days during entire service, for taking care of two eldest surviving children, up-to the age of eighteen years, on the grounds of rearing or for looking after any of their needs, such as education, sickness and the like.

(2) During the period of child care leave, member of the Service shall be paid hundred percent of leave salary equal to pay drawn immediately before proceeding on leave for the first three hundred and sixty five days and eighty percent of the pay drawn immediately before proceeding on leave for the next three hundred and sixty five days”;

(ii) for sub-rules (5) and (6), the following sub-rules shall be substituted, namely: –

‘(5) Child care leave shall not be granted for more than three spells in a calendar year and in case of a single female member of the Service, the child care leave may be granted for up-to six spells in a calendar year:

Provided that child care leave may not be granted for a period less than five days in a spell.

(6) A separate leave account shall be maintained for child care leave and it shall not be debited against the other leave accounts of the member of the Service.

(7) Child care leave shall not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is satisfied about the need of child care leave to the probationer, provided that the period for which such leave is sanctioned is minimal.

Explanation – For the purpose of this rule, “single male” refers to an unmarried or widower or divorcee male member of the Service’.

[F. No. 11019/04/ 2020-AIS-III]
KAVITA CHAUHAN, Under Secy

Note:- The principal rules were published vide notification No. 5/2/53 -AIS(III), dated the 12th September, 1955, in the Gazette of India, vide number S.R.O. 1979, dated 12th September, 1955, and last amended vide :-

S.No.	Notification No.	Date	G.S.R. No.	Date of Publication
1.	11019/27/ 2008 – AIS-(III)	19.09.2011	707(E)	21.09.2011

Download Gazette of India notification dt 28.07.2023 relating to amendment in Rule 18(D) of AIS (Leave) Rules, 1955, regarding Child Care Leave (CCL) PDF

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Ration Money Allowance (RMA) during Work Related Illness & Injury Leave (WRIIL) and Child Care Leave (CCL)

admin — Thu, 02 Mar 2023 16:24:39 +0000

Ration Money Allowance (RMA) during Work Related Illness & Injury Leave (WRIIL) and Child Care Leave (CCL) – Clarification on date of effectiveness by Railway Board vide RBE No. 38/2023

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भारत सरकार/ GOVERNMENT OF INDIA
रेल मंत्रालय/ MINISTRY OF RAILWAYS
(रेलवे बोर्ड/RAILWAY BOARD)

RBE No. 38/2023

No. E(P&A)l-2005/ALL/ RPF-2

New Delhi, dated: 28.02.2023

The General Managers,
All Indian Railways and
Production Units etc.

Sub: Clarification on date of effectiveness of Ration Money Allowance (RMA) during Work Related Illness & Injury Leave (WRIIL) and Child Care Leave (CCL).

Ref: Railway Board’s letter No. E(P&A)l-2005/ ALL/ RPF-2 dated 11.07.2022 (RBE No. 79/2022)

Attention is invited to Railway Board’s letter referred above conveying a decision on admissibility of Ration Money Allowance (RMA) during Work Related Illness & Injury Leave (WRIIL) and Child Care Leave (CCL).

Ration Money Allowance for Army/Service Officers documents must be submitted

2. The issue of date of effectiveness of RMA during WRIIL and CCL has been examined in Board’s office and it is stated that Board’s instructions dated 11.07.2022 would be effective from a prospective date i.e from the date of issue of the said instructions.

3. This issues with the concurrence of Finance Directorate of Ministry of Railways.

4. Please acknowledge receipt.

(N P Singh)
Director/E(P&A),
Railway Board

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Leave applicable to Railway employees FAQ

admin — Mon, 26 Dec 2022 10:34:49 +0000

Leave for a railway servant – FAQ

भारत सरकार/ GOVERNMENT OF INDIA
रेल मंत्रालय/ MINISTRY OF RAILWAYS
(रेलवे बोर्ड/ RAILWAY BOARD)

RBE No.163/2022

No. E(P&A)I-2008 /CPC/LE-8

New Delhi dated 19.12.2022

The General Managers/PFAs,
All Indian Railways and
Production Units.

Sub: Leave applicable to Railway employees – Frequently Asked Questions (FAQ).

Please refer to Board’s letter of even number dated 10.09.2015, vide which certain frequently asked questions issued by DoP&T vide FAQ No. 21011/08/2013-Estt(AL) dated 25.03.2013 on leave matters were circulated for railway employees.

2. Now, DoP&T vide FAQ dated 30.08.2022 has superseded its earlier FAQ dated 25.03.2013. Accordingly, the following FAQs will supersede the FAQs circulated vide Board’s letter dated 10.09.2015:

Sl. No.	Frequently Asked Question	Answer
1	What is the maximum period of leave of any kind which can be allowed to a railway servant? What is the impact if such limit is exceeded?	No railway servant shall be granted leave of any kind for a continuous period of 5 years {Rule 910(1) of IREC Vol.I}. Normally, absence from duty, with or without leave, for a continuous period exceeding 5 years other than on foreign service, implies that such railway servant has deemed to have resigned from railway service. {Rule 510(2) of IREC VoI}.
2	What are the leave entitlements of Railway servants serving in Railway schools?	Rule No. 525 of IREC Vol.-I {Railway Services (Liberalised Leave) Rules, 1949) regulates the grant of Leave on Average Pay for persons serving in the Railway Schools. Vide Board’s letter dated 23.04.2019, which came into force w.e.f. 14.12.2018 (the date of issue of DOP&T’s notification dated 11.12.2018), amendments have been made under Rule 525 & 526. The said rules provide for as follows:- (1)(a). The leave account of every Railway servant who is serving in a Railway school such as teacher, principal, headmaster, librarian, laboratory assistant or a waterman shall be credited with Leave on Average Pay, in advance, in two instalments of five days each on the first day of January and July of every calendar year. (b). In respect of any year in which a Railway servant avails a portion of the vacation, he shall be entitled to additional Leave on Average Pay in such proportion of twenty days, as the number of days of vacation not taken bears to the full vacation, provided the total Leave on Average Pay credited shall not exceed thirty days in a calendar year. (c). If, in any year, the Railway servant does not avail any vacation, Leave on Average Pay will be as per Rule 523 instead of clauses (a) and (b).For the purpose of this rule, the term “year” shall be construed not as – meaning a calendar year in which duty is performed but as meaning twelve months of actual duty in a Railway School. A Railway servant entitled to vacation shall be considered to have availed himself of a vacation or a portion of a vacation unless he has been required by general or special order of a higher authority to forego such vacation or portion of a vacation. Provided that if he has been prevented by such order from enjoying more than fifteen days of the vacation, he shall be considered to have availed himself of no portion of the vacation. When a Railway servant serving in a Railway school proceeds on leave before completing a full year of duty, the Leave on Average Pay admissible to him/her shall be calculated not with reference to the vacations which fall during the period of actual duty rendered before proceeding on leave but with reference to the vacation that falls during the year commencing from the date on which he completed the previous year of duty. As per Rule 526 (3)(1), the account of Leave on Half Average Pay of every Railway servant (other than a Railway servant serving in a Railway School) shall be credited with Leave on Half Average Pay in advance, in two instalments of ten days each on the first day of January and July of every calendar year.
3	Whether railway servant can be permitted to leave station/ go abroad while on CCL?	Child Care leave is granted to a railway servant to take care of the needs of the minor children. If the child is studying abroad or the railway servant has to go abroad for taking care of the child she/he may do so subject to other conditions laid down for this purpose.
4	What is the intention behind the instruction that CCL is to be treated like LAP and sanctioned as such?	The intention is that CCL should be availed with prior approval of leave sanctioning authority and that the combination of CCL with other leave, if any, should be as per the restriction on LAP. The restriction of the limit of 180 days at a stretch as applicable in the case of LAP will not apply in case of CCL.

Sl. No.	Frequently Asked Question	Answer
5	What are the prevailing provisions of CCL under’ Railway Services (Liberalised Leave) Rules, 1949 (Rule 551-E)	1) Subject to the provisions of this rule, a female Railway servant and single male Railway servant may be granted Child Care Leave by an authority competent to grant leave for a maximum period of seven hundred and thirty days during entire service for taking care of two eldest surviving children, whether for rearing or for looking after any of their needs, such as education, sickness and the like. (2) For the purposes of sub-rule (1), “child” means- (a) a child below the age of eighteen years; or (b) an offspring of any age with a minimum disability of forty percent as specified in the Government of India in Ministry of Social Justice and Empowerment’s Notification No. 16-18/97-N 1.1, dated the ist June, 2001. (Authority- DOP&T’s Notification No. 1209(E) dated 14.12.2018) 3) Grant of child care leave to a female Railway servant and a single male Railway servant under sub-rule (1) shall be subject to the following conditions, namely:- (i) it shall not be granted for more than three spells in a calendar year; (ii) in case of a single female Railway servant, the grant of leave in three spells in a calendar year shall be extended to six spells in a calendar year. (iii) it shall not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is satisfied about the need of Child Care Leave to the probationer, provided that the period for which such leave is sanctioned is minimal. (iv) Child Care Leave may not be granted for a period less than five days at a time. (4) During the period of Child Care Leave, a female Railway servant and a single male Railway servant shall be paid one hundred percent of the salary for the first three hundred and sixty five days, and at eighty percent of the salary for the next three hundred and sixty five days. (5) Child Care Leave may be combined with leave of any other kind. (Rule 551E of IREC Vol.I)(6) Notwithstanding the requirement of productions of medical certificate contained in Rule 527 or sub-rule (1) (ii) of Rule 528, leave of the kind due and admissible (including Commuted Leave not exceeding sixty days and Leave Not Due) upto a maximum of one year, if applied for, be granted in continuation with child care leave granted under sub-rule (1). (Rule 551E of IREC Vol. I)(7) Child Care Leave shall not be debited against the leave account. (Rule 551E of IREC Vol.I) Explanation – ‘Single Male Railway Servant’ means – an unmarried or widower or divorcee Railway servant.”

2. This issues with the concurrence of the Finance Directorate of the Ministry of Railways.

3. Please acknowledge receipt.

DA: As above

(N P Singh)
Joint Director/E(P&A),
Railway Board

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FAQ Child Care Leave CCL – Female railway employees

admin — Mon, 05 Dec 2022 17:08:04 +0000

Child Care Leave – Frequently Asked Questions (FAQs)

Sl. No.	Question	Clarification	RBE Authority No.	Serial Circular No.
1.	Who among the employees may be granted CCL by an authority competent to grant leave ?.	Female railway employees.	158/2008	132/08
2.	From which date this facility is available ?	From 01.09.2008	158/2008	132/08
3.	What is the purpose of CCL ?	Purpose of CCL is taking care of “up to two children for rearing or to look after any of their needs like examination, sickness etc.	158/2008	132/08
4.	What is the maximum period of CCL that can be availed during entire service period.	CCL can be given for a maximum period of two years (i.e., 730 days) during entire service period.	158/2008	132/08
5.	Can a female employee get 730 days CCL for each of 2 children separately ?	No. 730 days leave is for entire service period.	158/2008	132/08
6.	Can CCL be admissible to mother of a child of any year of age ?	CCL is not admissible if the child is eighteen years of age or older.	158/2008	132/08
7.	What amount of salary is admissible to the woman employee during CCL period ?	During the period of CCL the woman employee shall be paid leave salary equal to the pay drawn immediately before proceeding on leave	158/2008	132/08
8.	Should CCL be availed in one spell only ?	CCL can be availed of in more than one spell.	158/2008	132/08
9.	Should CCL be debited against leave account ?	No. CCL shall not be debited against the leave account	158/2008	132/08
10.	Can CCL also be allowed for third year as leave not due (without production of medical certificate) ?	Yes. CCL may also be allowed for third year as leave not due (without production of medical certificate).	158/2008	132/08
11.	Can CCL be combined with leave of the kind due and admissible.	Yes.	158/2008	132/08
12.	If an Woman employee has got more than 2 surviving children of less than 18 years of age, CCL can be given against whom ?	CCL shall be admissible for two eldest surviving children only.	158/2008	132/08
13.	How the CCL should be maintained in Service Record.	CCL should be maintained in specific proforma as issued by Rly. Bd. (RBE No. 158/08, circulated by CPO Serial No. 132/08) and it should be kept along with the Service Book.	158/2008	132/08
14.	Can CCL may be demanded as a matter of right ?	No. CCL cannot be demanded as a matter of right.	195/2008	165/2008
15.	Can CCL may be given as post-facto ?	Under no circumstances can any employee proceed on CCL without prior proper approval of the leave by the leave sanctioning authority.	195/2008	165/2008
16.	For sanctioning and such purposes, how should CCL be treated ?	CCL is to be treated like the earned leave and sanctioned as such.	195/2008	165/2008
17.	Should Saturdays, Sundays, Gazetted Holidays etc. falling during the period of leave would also count for CCL, as in case of Earned Leave.	Saturdays, Sundays, Gazetted Holidays etc. falling during the period of leave would also count for CCL, as in case of Earned Leave.	195/2008	165/2008
18.	How CCL will be treated prior to 18.11.08 ?Whether CCL to be adjusted with any kind of leave and the procedure of deduction ?	CCL sanctioned prior to 18.11.08 shall be treated as CCL and shall be deducted from CCL account.No adjustment against any other kind of leave shall be made in this regard.	195/2008	165/2008
19.	For how many spells CCL may be granted ?	CCL may not be granted for more than 03 spells in a calendar year.	No.E(P&A)I-2009/CPC/LE-10 dtd. 30.9.2010+ 144/2010	129/2010+ 133/2010
20.	What is the minimum period for the grant of CCL for a single spell ?	CCL may not be granted for less than 15 days in one spell.	No.E(P&A)I-2009/CPC/LE-10 dtd. 30.9.2010+ 144/2010	129/2010+ 133/2010
21.	Whether CCL should be granted during the probation period ?	CCL should not be granted during the probation period except in case of certain extreme situation.	144/2010	129/2010+ 133/2010
22.	Whether Leave on Average pay availed for any purpose can be converted into Child Care Leave ? How should applications where the purpose of availing Leave has been indicated as ‘Urgent Work’ but the applicant claims to have utilized the leave for taking care of the needs of the child, be treated ?	Child Care Leave is sanctioned to women employees having minor children, for rearing or for looking after their needs like examination, sickness etc. Hence, leave on average pay availed specifically for this purpose only should be converted.	21/2011	15/2011
23.	Whether all Leave on Average pay availed irrespective of number of days i.e. less than 15 days and number of spells can be converted ? In cases where the CCL spills over to the next year ( For examples 30 days CCL from 27th December), whether the leave should be treated as one spell or two spells ?	No. As the instructions contained in this office letter dtd. 4.10.2010 ibid have been given retrospective effect, all the conditions specified therein would have to be fulfilled for conversion of the Leave on Average Pay in to Child Care Leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year in which the leave commences.	21/2011	15/2011
24.	Whether those who have availed Child Care leave for more than three spells with less than 15 days can avail further Child Care Leave for the remaining period of current year ?	No. As per the instructions contained in this office letter dtd. 4.10.2010 ibid, CCL may not be granted in more than three spells. Hence, CCL may not be allowed for more than three times irrespective of the number of days or times Child Care Leave has been availed earlier. Past cases need not be reopened.	21/2011	15/2011
25.	Whether encashment of leave admissible in terms of Rule 540-A, Indian Railway Establishment Code Vol.-I, 1985 edition can be availed during Child Care Leave ?	The benefit of encashment of Leave on Average Pay admissible in terms of Rule 540-A, Indian Railway Establishment Code Vo.-I, 1985 edition cannot be avail during Child Care Leave as the same is granted for the specific purpose for taking care of a minor child for rearing or for looking after any other needs of the child during examination, sickness etc.	21/2011	15/2011
26.	Grant of maximum/minimum leave up to which, child care leave can be sanctioned in one spell.	1 & 2 maximum limit of CCL is 730 days and minimum limit is 15 days CCL cannot be avail more than three times in a year.	No.E.637/0/ Pt.IVdtd. 30.9.2010	129/2010
27.	Whether there should be any minimum gap in between one spell to another spell
28.	Whether any vacancy arising out of child care leave for a period of one year and more can be filled through promotion	Same procedure my be followed as is followed in case of vacancy arising out of LAP
29.	Is Child Care Leave admissible in aspect of adopted minor children	Since the instructions regarding grant of CCL do not differentiate between adoptee mother and biological mother, CCL may be sanctioned to adoptee mother also subject to fulfillment conditions stipulated for grant of this leave.	-do-	-do-
30.	How/when does LAP/LHAP gets credited to the leave account of the employees proceeding on CCL ? Is it to be created on 1st January and 1st July respectively as per extant practice ?	LAP and LHPA may be credited as per extant practice.	-do-	-do-
31.	As per extant rules leave of any kind can be availed to a maximum of five year at a starch, whether CCL also in to be included in the admit of give years ?	CCL is to be included in the ambit of five years.	-do-	-do-
32.	Is the female railway servant proceeding on CCL eligible for HRA, if so for what period ?	In terms of the provisions contained in Rule 17-7(i) & (ii) of IREC Vol.-II, HRA would be admissible to female railway servant proceeding on CCL	-do-	-do-
33.	Whether Lady Officers proceeding on CCL retain their Bungalow peons and up to what period ?	Since CCL is to be treated like LAP, rule applicable for retraining the facility of Bungalow peon during LAP may also be followed in the case of an employee proceeding on CCL.	-do-	-do-
34.	Whether female employees proceeding on CCL will receive the annual increment in normal course even in case the leave period exceeds more than a year as single spell	The provisions contained in Rule 1320 (b) (i) and (ii) IREC Vol. II may be applicable in the case of CCL also. If the railway servant is on CCL on the day of increment , the increment will come into effect only on the date she reports for duty.	No.E.(P&A)I-2009/ CPC/LE-ID dtd. 30.9.2010	129/10
35.	CCL may be granted in how may spells in a Calendar year	Three spells	144/10 Para-2 (i)	133/2010
36.	What is the minimum number of days in one spell of CCL	Fifteen days	144/10 Para-2 (ii)	133/2010
37.	Is CCL admissible during probation period ?	Should not ordinarily be granted except in certain extreme situation	144/10 Para-2 (iii)	133/2010
38.	If any woman employee availed LAP for the purpose of child care before issue of Railway Board’s letter, but not before 1.9.2008, can it be treated as CCL ?		144/10 Para-3	133/2010
39.	For mother of disabled child CCL is applicable upto what age of such child	22 years, subject to minimum disability of 40 % as elaborated in Ministry of Social Justice & Empowerment’s notification No.16-18/97-N.I dtd. 1.6.2011	58/201	50/2010
40.	If a woman employee has LHAP in her credit should he get CCL, if she is otherwise eligible?	Yes,	66/2009	76/2009
41.	If a woman employee has LAP in her credit should he get CCL, if she is otherwise eligible?	Yes.	144/2010	133/10
42.	If CCL is sanctioned, can the woman employee extend this leave ?	CCL is always a pre-sanctioned leave. Any CCL beyond the already sanctioned leave, would be treated as another spell of leave (CCL) and it requires prior sanction.	21/2011	15/2011
43.	If CCL is started in the month of Dec. and the spell continuous to Jan of the next year, then whether this should be treated as spell of CCL of the previous year or the next one ?	The CCL must have been sanctioned in the month of Dec of the previous year or before. Therefore, this will be treated as the spell of the year when it was started.	21/2011	15/11

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Special Maternity Leave of 60 days to a female Central Government Employees in case of death of a child soon after birth/stillbirth – DoPT Order

admin — Sat, 03 Sep 2022 13:38:02 +0000

Grant of 60 days Special Maternity Leave in case of death of a child soon after birth / stillbirth – DOPT O.M dated 02.09.2022

Latest DoPT Orders 2022

No.13018/1/2021 -Estt.(L)
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel and Training
(Estt. -Leave Section)

Old JNU Campus, New Delhi
Dated the 2nd September, 2022

OFFICE MEMORANDUM

Subject: Grant of 60 days Special Maternity Leave in case of death of a child soon after birth / stillbirth – regarding.

This Department has been receiving several references/ queries requesting for clarification pertaining to grant of leave / maternity leave in case of death of a child soon after birth/Stillbirth. The matter has been considered in consultation with Ministry of Health and Family Welfare. Keeping in view the potential emotional trauma caused due to stillbirth or death of a child soon after birth, which has a far-reaching impact on the mother’s life, it has now been decided to grant a Special Maternity Leave of 60 days to a female Central Government servant in case of death of a child soon after birth / stillbirth on the following conditions;

In case a Maternity Leave has already been availed by a female Central Government servant and her leave continues till the date of expiry of child soon after birth / stillbirth, the maternity leave already availed till death of the child may be converted into any other kind of leave available in her leave account without insisting for a medical certificate and a Special Maternity Leave of 60 days may be granted from the date of expiry of child soon after birth / Stillbirth.
In case the maternity leave has not been availed by a female Central Government servant, 60 days of Special Maternity Leave may be granted from the date of expiry of child soon after birth / stillbirth.
The condition for death of a child soon after birth may be defined as up to 28 days after birth.
A baby born with no signs of life at or after 28 weeks of gestation may be defined as Stillbirth.
The benefit of Special Maternity Leave shall be admissible only to a female Central Government servant with less than 2 surviving children and for child delivery only in an authorized hospital.
“Authorized Hospital” is defined as Government Hospital or Private Hospital empanelled under Central Government Health Scheme (CGHS). In case of emergency delivery in non-empanelled private hospital, production of emergency certificate is mandatory.

3. These orders shall be applicable to Government employees appointed to the civil services and posts in connection with the affairs of the Union of India in terms of Rule 2 of the CCS (Leave) Rules 1972 with effect from the date of issue of this O.M. The past cases, wherever settled in respective Ministries / Departments need not be reopened.

(Sunil Kumar)
Under Secretary to the Government of India

Download Grant of 60 days Special Maternity Leave in case of death of a child soon after birth / stillbirth PDF

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Grant of Maternity Leave and Child Care Leave to a female railway government employee who had a child through surrogacy

admin — Tue, 26 Jul 2022 16:23:06 +0000

Maternity Leave to a female railway government employee

भारत सरकार/ GOVERNMENT OF INDIA
रेल मंत्रालय/ MINISTRY OF RAILWAYS
(रेलवे बोर्ड/ RAILWAY BOARD)

RBE No. 80/2022

No. E(P&A)I-2022/CPC/LE-2

New Delhi dated 11.07.2022

The General Managers/PFAs,
All Indian Railways and
Production Units.

Sub: Writ Petition No. 844/2014 in the High Court of Delhi filed by Ms. Rama Pandey, Teacher, Kendriya Vidyalaya V/s Uol & others – reg.

A copy of DoP&T’s OM dated 29.01.2018 circulating orders dated 17.07.2015 of Hon’ble Delhi High Court in WP No. 844/2014 filed by Ms. Rama Pandey Vs Uol & others regarding grant of Maternity Leave and Child Care Leave to a female government servant who had a child through surrogacy, is enclosed herewith for information and necessary action.

2. This issues with the concurrence of the Finance Directorate of the Ministry of Railways.

3. Please acknowledge receipt.

DA: As above

Sd/-
(N P Singh)
Joint Director/E(P&A),
Railway Board

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Child Care Leave for Central Government male employees – Single male parent

admin — Thu, 29 Oct 2020 13:02:21 +0000

Male employees Child Care Leave

Ministry of Personnel, Public Grievances & Pensions
DoPT reforms regarding Child Care Leave

Posted On: 26 OCT 2020

While briefing about some of the major reforms brought by Department of Personnel & Training (DoPT) under the Modi government, Union Minister of State (Independent Charge) Development of North Eastern Region (DoNER), MoS PMO, Personnel, Public Grievances, Pensions, Atomic Energy and Space, Dr Jitendra Singh said today that the male employees of the government are also now entitled to Child Care Leave.

However, Dr Jitendra Singh said that the provision and privilege of Child Care Leave (CCL) will be available only for those male employees who happen to be “single male parent”, which may include male employees who are widowers or divorcees or even unmarried and may therefore, be expected to take up the responsibility of child care as a single – handed parent.

PATERNITY LEAVE FOR CHILD ADOPTION/ CHILD ADOPTION LEAVE

Describing it as a path-breaking and progressive reform to bring ease of living for government servants, Dr Jitendra Singh said, the orders regarding this had been issued quite some time back but somehow did not receive enough circulation in the public.

In a further relaxation to this provision, Dr Jitendra Singh informed that an employee on Child Care Leave may now leave the head quarter with the prior approval of Competent Authority. In addition, the Leave Travel Concession (LTC) may be availed by the employee even if he is on Child Care Leave. Elaborating further, he informed that Child Care Leave can be granted at 100% of leave salary for the first 365 days and 80% of leave salary for the next 365 days.

Based on the inputs over a period of time, Dr Jitendra Singh said, another welfare measure introduced in this regard is that in case of a disabled child, the condition of availing Child Care Leave up to the age of 22 years of the child has been removed and now Child Care Leave can be availed by a government servant for a disabled child of any age.

CCL – Child Care Leave Clarification

With the personal intervention and indulgence of Prime Minister Shri Narendra Modi and his special emphasis on governance reforms, Dr Jitendra Singh said, it has been possible to make several out-of-box decisions in the DoPT over the last six years. Basic purpose behind all these decisions has always been to enable a government employee to contribute to the maximum of his potential, although at the same time there will be no leniency or tolerance toward corruption or non-performance, he said.

What is the most extreme time of leave granted to a Central Government Employee?

PIB

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CCS Leave Rules – Extend the benefit of Child Care Leave to the single male Defence Civilian Industrial employees

admin — Fri, 31 Jan 2020 10:49:25 +0000

CCS Leave Rules – Extend the benefit of Child Care Leave to the single male Defence Civilian Industrial employees

Government of India
(Department of Defence)
Ministry of Defence
D(Civ-II)

Subject: Extension of provisions related to Child Care Leave to single male Defence Industrial employees

The undersigned is directed to refer to the Ministry of Personnel, Public Grievances and Pensions (Department of Personnel and Training) Notification No. G.S.R. 1209(E) dated 11.12.2018 and to state that the proposal on the above subject has been under consideration in this Ministry. The matter has now been examined in this Ministry and it has been decided to extend the benefit of Child Care Leave to the single male Defence Civilian Industrial employees at par with female Defence Civilian Industrial employees subject to the condition provided in Rule 43-C of the CCS(Leave) Rules, 1972 as amended from time to time.

Also check: CCL – Child Care Leave Clarification

2. This will take effect from the date of issue of this letter.

3. This issues with the concurrence of MoD (Finance) vide their Dy. No. 08/AG/PB/2020 dated 07.01.2020.

Sd/-
(Vimala Vikram)
Under Secretary to the Govt of India

MoD ID No. 01(04)/2019/D(Civ-II) dated 22nd January, 2020.

Also read: PATERNITY LEAVE FOR CHILD ADOPTION/CHILD ADOPTION LEAVE

Source: MoD

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Proposals by the NFIR for review and inclusion in the budget proposals before Parliament

admin — Sat, 04 Jan 2020 11:15:20 +0000

Proposals by the NFIR for review and inclusion in the budget proposals before Parliament

General Budget 2020 – NFIR

No. IV/Budget/ Part III

Dated: 30th Dec 2019

Shri Narendra Modiji,
Hon’ble Prime Minister of India,
Raisina Hills, South Block,
New Delhi – 110 011

Respected Shri Modiji,

Sub: General Budget 2020 – NFIR’s proposals for consideration and inclusion in the Budget proposals to be presented before the Parliament – reg.

NFIR requests the Hon’ble Prime Minister of India, to kindly consider the following proposals for inclusion in the ensuing Union Budget 2020 to be presented before the Parliament during Budget presentation in February 2020 :

Pension/ Earnings of Senior Citizens may be exempted from Income Tax upto Rupees 15 lakhs per annum.
Additional quantum of pension may be allowed to the pensioners on attainment of 70 years age instead of 80 years as at present with further increase to those who attain 80 and 85 years age.
Restoration of commuted value of pension be done on completion of 10 years instead of 15 years.
The Single Female Government Employees be granted “Old Age Parent Care Leave” on the pattern of “Child Care Leave”.
Female Government Employees be allowed 05 days extra Casual Leave to facilitate maintaining their health (specially those females of age 50 years and above), keeping in view the peculiar menopause stage leading to hormonal changes as has been granted to “Physically Challenged Employees”.
Child Care Leave for women employees be granted with full salary in the 2nd year as against 80% of salary at present.
Accumulation of Earned Leave (EL / LAP) by Government employees in excess of 300 days be allowed without restriction in the light of judgement delivered by the Punjab & Haryana High Court.
Family Planning Allowance, discontinued with effect from July I, 2017 should be restored and continued wherever already granted in terms of provisions made by the Government of India.
Pay re-fixation be granted to the retired Defence Forces Personnel re-employed in the Central Government Department / Organizations on the basis of last pay drawn by them at the time of retirement from Armed Forces.
Fixed Medical Allowance for retired Government employees be enhanced to not less than Rs. 3000 per month as against Rs. 1000 p.m. at present in view of high cost of medicines and medical treatment.
Provision be made for construction of Shelter Homes for Pensioners at various locations in the country.
Reimbursement of Tuition fee and Hostel subsidy be allowed upto Post Graduation level in the case of wards of Central Government employees.
Reimbursement of College/ Hostel fee may also be permitted in the case of wards of retired Government employees (pensioners).
Provision of accommodation for Office /recreation purposes be made to various Pensioners’ Orgarizations in the country.

Yours faithfully,
(Dr.M.Raghavaiah)
General Secretary

Source: NFIR

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Navy Leave Rules 2019 to Officers, Sailors and Artificer Apprentices – Gazette Notification

admin — Thu, 19 Dec 2019 08:09:54 +0000

Statutory Rules and Orders issued by the Ministry of Defence

Ministry of Defence
New Delhi, the 11th December, 2019
THE NAVY LEAVE REGULATIONS – 2019

S.R.O.105.— In exercise of powers conferred by section 184 of the Navy Act, 1957 (62 of 1957), the Central Government hereby makes the following regulations namely:-

CHAPTER I

GENERAL

1. Short Title. These regulations may be called the Navy Leave Regulations, 2019.

2. Application. They shall apply to Officers (including Special Duties List Officers), Sailors and Artificer Apprentices of the Indian Navy.

3. Claim to Leave. Leave shall not be claimed as of right. Its grant shall be subject to the exigencies of the Service.

4. Classification of Leave. Leave admissible to different categories of personnel shall be of the following kinds, namely:-

(a) Regular Officers (including Special Duties List Officers).

(i) Casual Leave.

(ii) Annual Leave.

(iii) Furlough.

(iv) Sick Leave.

(v) Leave on invalidment.

(vi) Child Care Leave (for Women officers).

(vii) Child Adoption Leave (for Women officers).

(viii) Paternity Leave on birth of a child.

(ix) Paternity Leave on adoption of a child.

(x) Maternity Leave.

(xi) Study Leave.

(xii) Special Casual Leave.

(b) Short Service Commissioned Officers.

(i) Casual Leave.

(ii) Annual Leave.

(iii) Furlough.

(iv) Sick Leave.

(v) Special Casual Leave.

(vi) Leave on invalidment.

(vii) Leave on termination of engagement.

(viii) Child Care Leave (for Women Officers).

(ix) Child Adoption Leave (for Women Officers).

(x) Paternity Leave on birth of a child.

(xi) Paternity Leave on adoption of a child.

(xii) Maternity Leave.

(c) Sailors.

(i) Casual Leave.

(ii) Annual Leave.

(iii) Sick Leave.

(iv) Compassionate Leave.

(v) Leave on discharge or retirement.

(vi) Paternity Leave on birth of a child.

(vii) Paternity Leave on adoption of a child.

(d) Artificer Apprentices.

(i) Casual Leave.

(ii) Annual Leave.

(iii) Sick Leave.

(iv) Paternity Leave on birth of a child.

(v) Paternity Leave on adoption of a child.

5. Date of Commencement and Termination of Leave.

(a) Leave shall commence on the date on which an individual is relieved from duty if relieved in the forenoon, and on the following day if relieved in the afternoon.

(b) Leave shall terminate on the day preceding the date of re-joining, if an individual re-joins duty in the forenoon, or on the date of re-joining, if he re-joins in the afternoon.

(i) (aa) Leave of Gorkha Officers shall commence or terminate on the date of crossing the Nepal border; leave of officers domiciled in Bhutan shall commence on the date of crossing the Bhutan border.

(ab) If a sailor, who has availed himself of the additional leave under regulation 46, alongwith Annual Leave or accumulated Annual Leave during the first year of a block of two years is granted Annual Leave or accumulated Annual Leave in the second calendar year of the block, that leave shall commence or terminate on the dates of crossing the Nepal or Bhutan border with no entitlement to the additional leave.

(ii) In case of personnel serving afloat, leave shall terminate on the date of their reporting to the ship on which they are borne; and in case the ship on which they are borne is temporarily away from the home port or from the port where it was scheduled to be at the time, the personnel shall report to the shore establishment of that port and their leave shall be considered as terminated on the date of reporting to the shore establishment.

(iii) For personnel serving ashore ex-India, leave in India shall commence on the date on which such personnel proceed on leave from the shore establishment to which they are appointed or transferred on arrival in India and terminate on the date they are required to report for duty prior to proceeding ex-India.

(iv) The leave of Naval personnel serving in the Andaman and Nicobar Islands and on ships based on these Islands shall commence and terminate on reporting at IN Ships Adyar, Netaji Subhash and Circars.

(v) Leave of Naval personnel serving in the mainland and having their homes in Lakshadweep Islands will begin at Naval Detachment, Kochi/ NCC, Calicut from the date they are put on a vessel for their home island and will terminate on the date of their reporting back at the station aforesaid. They will be transported between the mainland and the Islands by the earliest available suitable merchant ship. The period of travel to and fro between the duty station and Naval Detachment, Kochi/ NCC, Calicut, as well as the period of stay at Kochi/ Calicut till personnel are put on a vessel, will be treated as on duty. Sailors proceeding on Annual Leave/ accumulated Annual Leave, in whose case the period of journey between Naval Detachment, Kochi/ NCC, Calicut and the leave station exceeds two days each way, will be allowed an additional leave in terms of regulation 45(d) of these regulations.

6. Prefixing and Suffixing of Holidays to Leave.

(a) If a recognised holiday (such as a Sunday, Republic Day or the like) falls on the day immediately preceding the day from which leave has been granted or such holiday follows the last day of the leave granted, an individual who is not required for duty on such holiday may with his Commanding Officer’s express permission, leave his station at the close of the day before, or return to duty at the end of such holiday, provided no extra expense is caused to the State.

(b) An individual shall be considered, as on duty, during such holiday, which shall not count against the number of days for which leave is granted.

Explanation I : The concession prefixing or suffixing of holiday to leave shall not be admissible in the case of Gorkha personnel whose leave commences or terminates on the date of crossing the Nepal or Bhutan borders under Regulation 5, Sub-regulation (c).

Explanation II : The concession of prefixing and suffixing of holidays to leave will not be admissible to sailors who enjoy the benefit of additional leave in terms of Sub-regulation (d) of Regulation 45.

Explanation III : Restricted holidays shall be treated as recognised holidays where such holidays are prefixed or suffixed to leave.

7. Place from which Leave is taken and Place at which Duty is resumed on Termination of Leave .

(a) Individual shall ordinarily proceed on leave from, and re-join after expiry of leave at their permanent duty stations.

(b) Officers not below the rank of Captain may be permitted to proceed on, or re-join duty from leave at station other than their permanent duty stations by the Chief of the Naval Staff (in the case of officers serving at Naval Headquarters)and by the Flag Officer Commanding-in-Chief Western Naval Command, the Flag Officer Commanding-in-Chief Eastern Naval Command, the Flag Officer Commanding-in-Chief Southern Naval Command, the Commander-in-Chief Andaman Nicobar Command and the Naval Advisers or Attachès in Indian Missions abroad, within the limit of their respective Commands, provided that:-

(i) It is necessary or expedient in the public interest for the officer to perform temporary duty at that time at a station other than his permanent duty station, and

(ii) If the officer concerned is not required to perform the duty, it would be necessary to detail some other person to perform it.

(c) Officers below the rank of Captain may be permitted, provided it results in saving to the State, to proceed on, or re-join duty from, leave at stations other than their permanent duty stations by the Chief of the Naval Staff (in the case of officers serving at Naval Headquarters) and by the Flag Officer Commanding-in- Chief Western Naval Command, the Flag Officer Commanding-in-Chief Eastern Naval Command, the Flag Officer Commanding-in-Chief Southern Naval Command, the Commander-in-Chief Andaman Nicobar Command and the Naval Advisers or Attachès in Indian Missions abroad, within the limits of their respective Commands.

(d) Sailors serving in the ships and establishments may, at the discretion of the Commanding Officers, be permitted to proceed on or re-join duty from leave at stations other than their permanent duty stations in which they are serving, provided it results in saving to the State.

Explanation : The provisions of this regulation shall not apply:-

(i) To Casual Leave which counts as duty;

(ii) In the case of officers who are granted leave on the conclusion of course of ten weeks’ duration or more as well as those who are detailed to attend such courses whilst on leave; and

(iii) In case where establishments or units of establishment move temporarily enbloc to places away from their permanent stations as well as to detachments located away from permanent stations.

8. Leave Entitlement. Leave entitlement for officers and personnel attached to other establishments due to disciplinary cases, will be as follows:-

(a) Officers and personnel attached to other establishments, due to disciplinary cases, are not deemed to be performing normal duty and no leave is, therefore, ordinarily permissible to them:

Provided that, in exceptional cases leave due may be granted on extreme compassionate grounds by the authority, who issued orders for their attachment to such establishment.

(b) Personnel permitted to proceed on leave from a station other than the permanent duty station may be permitted to re-join at that station, if necessary.

(c) Leave granted under this regulation shall be restricted to the barest minimum and shall not be granted unless the authority granting the leave is satisfied that it would not hamper or unduly delay the progress of the disciplinary case.

9. Overstayal of Leave.

(a) Officers.

(i) If an officer overstays his leave (except Casual Leave) no pay shall be admissible for the period of overstayal, unless an extension of leave to cover that period is granted by the Competent Authority. Cases of overstayal of Casual Leave beyond the normal entitlement at a time shall be regularised by Naval Headquarters, provided the total period of Casual Leave availed by the officer does not exceed the maximum amount of such leave admissible during the year.

(ii) In cases where the maximum amount of Casual Leave admissible in a year is exceeded as a result of overstayal by the individual or extension by the Administrative Authorities, the entire spell of Casual Leave including the period of extension or overstayal shall be treated as Annual Leave or Furlough for that year, if due.

(iii) If an officer is compelled to overstay his leave due to natural calamities like floods, earthquakes, landslides, etc, the overstayal upto 30 days in excess of the maximum leave admissible, may be regularised by Naval Headquarters at their discretion by adjustment against his future Annual Leave entitlement or Furlough as may be considered appropriate.

(b) Sailors or Artificer Apprentices. If a Sailor or Artificer Apprentice overstays his leave, the following principles shall apply, namely:-

(i) If found guilty, he shall be dealt with under the Navy Act 1957 and awarded mulcts of pay in accordance with Regulation 41 of the Regulations for the Navy, Part II.

(ii) If not found guilty, (in case of leave other than Casual Leave) an extension to cover the period in question shall be granted by the Leave Sanctioning Authority, which shall be debited to his Annual Leave account for the current year. If no Annual Leave is due for that year, such leave shall be treated as an advance of the next year’s Annual Leave. Cases of overstayal of Casual Leave beyond the normal entitlement at time, shall be regularised by the authorities mentioned in sub-clause (ab) of clause (ii) of sub-regulation (d) and provided the total period does not exceed the maximum amount of such leave admissible during the year. In cases where maximum amount of Casual Leave admissible in a year is exceeded as a result of overstayal by the individual or extension by the Commanding Officer of the Ship or Establishment, the entire spell of Casual Leave including the period of extension or overstayal, shall be treated as Annual Leave for that year, if due.

(c) In cases of overstayal of Casual Leave due to individual’s own sickness beyond the maximum Casual Leave admissible in a year, the entire period involved (Casual Leave and overstayal thereof) shall, in the first instance, be debited to the Annual Leave entitlement of the year in which Casual Leave is granted, if due. Cases of overstayal of Casual Leave due to individual’s own sickness which are not so covered by their Annual Leave entitlement involve overstayal up to 60 days from the date of falling sick shall be regularised as provided in sub-regulation (d), and by the authorities specified in clause (ii) therein, subject to satisfaction about its genuineness, after making necessary inquiries.

(d)(i)	(aa) Period prior to the date of falling sick	By adjustment against future Annual Leave entitlement.
	(ab) 30 Days from the date of falling sick	As Sick Leave with full pay and allowances.
	(ac) Next 30 days	By adjustment against future Annual Leave entitlement.
(ii)	(aa) Cases in which treatment is taken in Military or Civil Government Hospital	By the Commanding Officer of the ship or Establishment.
	(ab) Cases in which treatment is taken at home	By the Commanding Officer of ship or establishment upto a maximum of 30 days and by the authority mentioned below upto a maximum of 60 days:-(aa) Commanding Officer of the ship of the rank of Captain or above if the ship does not have any Squadron Senior, but if the Commanding Officer is of the rank of Commander or below, then Administrative Authority in respect of sailors borne on the books of ship under his administrative control. (ab) Senior Officer of the Squadron if of the rank of Commander or above in respect of sailors borne on the books of the ship of his Squadron. (ac) Administrative Authority, if the Senior Officer is of the rank below that of a Commander in respect of sailors borne on the books of the ship of his Squadron. (ad) Commanding Officer of the shore establishment in respect of sailors borne on the books of his establishment.

(iii) Cases involving overstayal beyond 60 days from the date of falling sick shall be submitted to Central Government for orders.

Explanation 1 : In cases where future leave does not accrue to an individual due to his retirement or discharge, the periods mentioned in sub-clause (aa) and (ac) of clause (i) shall be treated as Extraordinary Leave without pay and allowances by the authorities specified in sub clauses (aa) and (ab) of clause (ii).

Explanation 2 : In case where the period of overstayal is required to be adjusted against the following year’s Annual Leave entitlement, the Annual Leave of that year shall be regarded as proportionately consumed for carrying out necessary adjustments. The grant of leave on compassionate grounds in the following year if necessary, shall be dealt with under Regulation 48.

(iv) If a sailor overstays the leave granted to him due to natural calamities like floods, earthquakes and landslides the period of overstayal of leave up to 30 days may be regularised by the Commanding Officer at his discretion (overstayal of accumulated Annual Leave shall be so regularised under the orders of the Administrative Authority) . The first 15 days of the 30 days limit may be treated as Special Leave with full pay and allowances, and the remaining period upto15 days may be adjusted against the future leave entitlement of the individual. In the case of Artificer Apprentices, Special Leave with full pay and allowances upto 15 days may be sanctioned at the discretion of the Commanding Officer. Any period of overstayal of leave beyond 30 days in the case of Sailors or 15 days in the case of Artificer Apprentices, shall be reported to the Chief of Personnel for orders. In such cases, the period of overstayal may be regularised at the discretion of the Chief of Personnel by grant of leave without pay.

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