L2.

HR Practices In BSNL
1. Staff Amenities 2. Medical facilities 3. Staff Welfare, leave Rules 4. Personal Claims 5. Pension and Gratuity

1. STAFF AMENITIES
Introduction The facilities provided to the employees for their convenience in the office are called as staff amenities. The purpose of these amenities is to take care of the welfare of the staff, which is very necessary for achieving the objective of the Organization. The amenities which the staff get in the office are given below: 1) Canteen/Tiffin room. 2) Recreation club 3) Dormitory/Retiring room 4) Cycle stand 5) Drinking water 6) First aid box 7) Lavatories, urinals, wash basins and bath rooms 8) Dining room 9) Retiring room, dining room for females 10) Proper lighting and ventilation arrangements in office rooms Canteen/Tiffin rooms As per BSNL policy 1.No new departmental canteen should be started in BSNL offices by recruiting staff 2.If the need for a canteen is felt, it may have to be started on contract basis 3.The existing departmental canteens may have to be phased out by suitably deploying the departmental canteen staff elsewhere and in place of departmental canteen so phased out,canteen may be opened on contract basis. Recreation club The heads of circles may provide accommodation for the telecom Recreation Clubs, libraries and reading rooms in departmental buildings from within the existing space available or by the additions and alternations. The expenditure should be kept as low as possible. In case of offices located in the rented buildings, additional space in the same building or in immediate neighbourhood may be taken on rent for purpose of allotment of recreation clubs, libraries and reading rooms. The expenditure involved should be kept as low as possible. 17

2.

Standards of Accommodation a) Recreation Club

Staff strength 1 1-10 11-29

Accommodation in deptl. Bldgs. 2 Nil 1/3rd of total staff * 10 subject to a min. of 120 sq ft. -do1/3rd of total staff * 10 subject to a min. of 360 sq ft.

To be provided in rented bldgs 3 Nil Same as given in column 2

Remarks 4 Nil Same room will serve purpose of recr.room, library and reading

30-49 50-300

-do of area recommended for Deptl bldg for equal number b) Library and Reading Room In rented bldgs Nil 100 Sq ft 120 Sq ft 150 Sq ft 225 Sq ft Remarks Recreation room Will be made us for this purpose

Staff strength 11-29 30-49 50-100 101-150 151-300

In deptl bldgs Nil 100 Sq ft100 150 Sq ft 200 Sq ft 300 Sq ft

Adequate number of urinals and washbasins, separately for gents and ladies, should be provided in each building for the recreation club. Adequate provision for running water connections and sanitary installations should also be made. The recreation clubs should have independent access and not through the office portion of the building. No charges on account of rent for electric and water fittings should be realized in respect of this accommodation from these recreation clubs, libraries and reading rooms. Such charges will be borne by the Department. 18

Cycle Stand There should be a cycle stand in every office having a sufficient space as per requirement of the staff working in that office. If the cycle stand is not there or it does not suffice the needs of the staff, J.T.O. should write a letter to the Telecom Civil Wing for the same. Drinking Water: There should be sufficient arrangement of water in the building, water taps and water coolers be provided. J.T.O. in-charge should maintain the water cooler in working order. He should also arrange for storing the water in case of emergency. First aid Box: First aid box should be arranged in every office. J.T.O. in-charge should arrange the articles to be kept in it and maintain them. . Lavatories, Urinals, Wash basins and Bathrooms. Check that there are sufficient Lavatories, Urinals, Wash Basins and Bathrooms in the building otherwise write a letter to the Telecom Civil Wing for the same. J.T.O. in-charge should instruct the caretaker to maintain them properly. Dining Room: It is to be provided near the Canteen. Dining Room is equipped with tables, chairs, running water taps with wash basin and drinking water stored in clean containers. J.T.O. should arrange the equipment to be provided and instruct the caretaker to maintain them properly. Proper lighting and ventilation: J.T.O. in charge should check that proper lighting and ventilation is there in every office room. If it is not there, write a letter to Telecom Civil Wing for the same. Other amenities, which are provided to the staff. Education Facilities: (i) Central Schools are provided for the benefit of children of transferable Government / PSU Employees. (ii) There is also a scheme for reimbursement of tuition fee at prescribed 19

(iii) rates for children of staff members up to higher secondary / pre-degree level (iv) Children education allowance when children of employee have to study at a place other than the station where the employee is posted, due to certain difficulties. CEA (Childrens Educational Assistance) 1) CEA 2) RTF 3) Hostel Subsidy 1 & 3 not taxable whereas 2 is taxable. CEA @ 100/- p.m. per child for Classes I to XII 1) When a Govt. Servant is compelled to send his children to a school away from that station at which he is posted and / residing owing to the absence of a school of the requisite standard at that station. 2) When the nearest school of the requisite standard is so situated that there is no convenient train or bus to take the child from his residence at the time of opening of the school, and to bring him back not too long after the school is closed and also if the train / bus journeys take more than an hour. On transfer of a Govt. Servant from a place where there is no school, he can continue to draw allowance as long as his child continues to study in the same school. Denial of admission in the place of posting / residence is also regarded as absence of a school of requisite standard throughout the year including vacation. RTF (Reimbursement of Tuition Fees) RTF & CEA not to be draw together. Class I to X 40/- p.m. Class XI & XII 50/- p.m Class I to XII in respect of physically handicapped Rs. 100/- p.m. Science fee up to Rs. 10/- p.m. (IX XII only) RTF in respect of children std 11&12 is limited to rate prescribed for colleges affiliated to university. PUC/FY class of Intermediate college / Tech. College / Polytechnic / Correspondence course - eligible. Hostel Subsidy When the employee is obliged to keep his children because of transfer in the hostel of a residential school away from the station of posting. If the children are already admitted to the hostel of a residential school, he or she will be admissible from effective date of employees transfer. Rs. 300/- p.m. Payable up to 10 + 2 stage or up to Higher Secondary / Senior Secondary stage. When CEA is drawn, Hostel Subsidy cannot be drawn. 20

2. Medical Facilities
BSNL MEDICAL REIMBUSEMENT SCHEME

1. All serving and retired employees of BSNL including deputationists will be eligible for this scheme. The employees opting for this scheme can avail of domiciliary treatment from any Registered Medical Practitioners (RMPs). 2.1.0 Outdoor/domicillary treatment from RMPs: Reimbursement against vouchers: The employee and his dependants shall be entitled to the reimbursement of actual expenses not exceeding the limits prescribed under this scheme incurred for domicillary treatment and medical attendance by any Registered Medical Practitioner, including cost of medicines, appliance, diagnostic & pathological tests. The treatment would include treatment for immunizing and prophylactic purposes also. The registered medical practitioner can be of any branch of health care e.g. Allopathic, Homeopathic, Ayurvedic, Naturopathy, Yogic etc. The total annual limit for reimbursement of expenses for such treatment (including that under 2.2.0 excepting hospitalization) for self and dependant family members would be one month salary (i.e. Basic + DA). The annual limit will be fixed for a financial year and salary for the first month of the financial year will be considered. For the retired employee this will be limited to last months salary drawn before retirement (Basic + DA) per annum. 2.1.1 Outdoor/Domiciliary treatment: Entitlement without voucher: Alternatively, 50% of the admissible amount (as mentioned in para 2.1.0 above, i.e. one months basic + DA) will be paid to the working employees without production of any vouchers. Such payment limited to 50% of one months salary will be paid in four equal installments at the end of each quarter. This amount would be taxable. Similar facility for payment without voucher will be available to the retired employees also. 2.2.0 Treatment in recognized hospitals/nursing homes etc.: An employee (including retired employee) and his/her dependants shall be entitled to the reimbursement of expenses at the approved rates at all hospitals recognized from time to time by BSNL. Entitlement under this clause will be separate and distinct from the ceiling amount prescribed in para 2.1.0 and 2.1.1 under domiciliary/ out door treatment. 3. Suitable Registration No. and Card will be issued to all the beneficiaries under BSNLMRS. All serving and retired employees registered under BSNLMRS must present their claim for reimbursement of Medical Expenses in the prescribed format. The Claim Form shall be supported by 21

the copies of prescriptions along with original vouchers ( in duplicate) towards the expenses incurred. 4. A register (preferably computerized) showing the employee-wise detail of claim will be maintained by the section handling such claims. In case of transfer of an employee, the amount claimed towards medicalreimbursement and the balance of entitlement as on date of transfer will be communicated to the new office through LPC. Claim for outdoor treatment may be preferred once in a month.. 5. The reimbursement will be allowed for treatment in non-recognized hospitals in emergency cases with the approval of CGM for field office employee and concerned Director for C.O. employees. The amount of reimbursement will be restricted to the CGHS rates applicable at Delhi. 6. The facility for direct payment to the Hospitals by the company (i.e. BSNL) has to be arranged. All CGMs of Territorial Circles may make suitable arrangement with approved hospitals accordingly and notify to their employees & C.O. 7. An Employee should intimate regarding his/her serious illness needing hospitalization to the sections dealing with Medical Policy implementation. A letter of authorization shall be issued to the hospital concerned so that necessary help is extended by the hospital. 8. All claims for reimbursement should be submitted latest by six months from the completion of the treatment. Claims submitted beyond this period are liable to be rejected. 9. The existing arrangement of AMA will be discontinued henceforth. 10. In case the spouse of any BSNL employee is employed in any other organization, and the BSNL employee concerned wants to avail of BSNLMRS facility for his/her spouse of other dependent family members, a certificate has to be submitted by the spouse regarding non-availing of any medical facility for self/family from his/her organization. 11. Any misuse of the BSNLMRS facility would attract stringent action against employee(s) under the CCS (CCA) Rules or the rules notified by BSNL from time to time. 12. CGMs in circle office are their own controlling officer for the purpose of BSNLMRS. 13. The retired employees have the option to choose the Circle/SSA of 22

their choice for availing the facility under BSNLMRS. Any change in the Circle/SSA subsequently will be changed on a request from the retired employee by this office. 14. Cost of appliances is reimbursable within the annual limit of outdoor treatment i.e. one months salary, as per Para 2.1.0 of BSNLMRS. Appliances covered under CGHS rules shall only be considered for the reimbursement within the limit of outdoor treatment. Following further guidelines on indoor treatment under BSNLMRS are issued: 1.A Medical Card containing photographs of all the family members and dependents of concerned employee shall be issued to all BSNLMRS optees immediately. The doctor along with photograph of the person given indoor treatment should duly certify the medical/hospitalization claim. 2.In all cases of extreme emergencies, the employee concerned shall have to inform the SSA Head or his Controlling officer soon after hospitalization for indoor treatment. In order to ensure that the employees and his dependent family members use the facility only, a designated officer of BSNL may visit the hospital and verify the authenticity of the beneficiary. (BSNL HQ no.BSNL/Admn.I/15-4/04(Pt.) Advances Interest free advances 1) 2) 3) 4) 5) 6) 7) Advance of pay on transfer. Advance of TA on tour / transfer / retirement. Advance of TA to the family of a deceased govt. Servant. Advance of LTC. Leave Salary Advance. Advance for Medical Treatment. Advance due to natural calamity like flood, draught, cyclone etc. 23 dt. 15-10-2004)

8) 9)

Advance on first appointment / deputation and leave Ex. India. Training in Hindi through correspondence course. Rs. 5000/-

11) Festival Advance 12) 1. 2. 3.

Admissible to Non Executives with out any pay limit Recovered in 10 monthly installments. Sanctioned once a year Rs. 2500/-

Flood Advance

Non - Executives are eligible when movable / immovable property has been damaged in an area declared by State / Central as such. Recovered in not more than 25 installments. Pay advance -One month basic pay for transfer in the interest of service recovered in 3 installments. 4. LTC advance -90% Fare for self and family. 5. Medical advance -Eligible to all central Govt. employees and limited to 80% of estimate submitted by Govt./ Recognized private hospital Recovery as per rules. Interest Bearing Advances

1.

Fan advance 1. 2. 3.

Rs. 1000/-

Admissible to Group D staff only. Recovery in 10 installments. Sanctioned by Head of office. Rs. 1500/-

2.

Bicycle advance 1. 2. 3.

Admissible to officials whose CDA pay (Basic pay + DP) do not exceed Rs. 7500/- p.m. Recovery in 30 installments. Cash receipt of purchase to be submitted within a month.

3.

Scooter advance 1. 2. 3. Admissible to officials whose CDA (Basic + DP) pay is Rs. 6900/- more. Amount Rs. 30,000/- or 4 months pay or anticipated price whichever is less. Recovery in 70 installments. 24

4.

Warm Clothing advance

Rs. 1500/-

Eligible to Group C & D officials posted to hill station. Recovery in 10 installments. 5. Motor Car advance Granted to officials whose CDA (Basic + DP) pay is Rs. 15,750/- or more per month. Advance Rs.1,80,000/- or 8 months CDA pay(Basic+DP) or price of the car which ever is less.

6.

Personal computer advance - Granted to officials whose CDA pay is Rs. 15,750 or more. Advance Rs.80,000/- or price of the PC which ever is less. Rate of interest for 2005-06 Fan, warm cloth and bicycle advance - 5.5% Motor cycle / scooter advance - 8% Housing Building Advance 34 times CDA basic pay + DP or 7.5 lakhs or estimated cost of construction or repaying capacity whichever is less for. 1. Construction of new house. 2. 3. Purchase of plot or construction thereon. Purchase of new ready built house. Recovery: 180 installments Principal 60 installments interest

7.

25

3. STAFF WELFARE

OBJECTIVES OF BSNL STAFF WELFARE BOARD The BSNL staff Welfare Board shall promote, develop organize and exercise the overall control in respect of staff amenities and Welfare institutions, and cultural activities. The primary objectives shall be as under: 1. Scholarship and other financial assistance to children and dependants of BSNL employees for their education.

2. Financial and medical assistance in case of exceptional hardship resulting in serious or long illness or major surgical operations. 3. Financial assistance to the dependants of the deceased BSNL employee.

4. Grants to Sports control board 5. Setting-up and Grant-in-aid to staff welfare institutions such as Holiday Homes, Tailoring Centres, Crches, Recreation Clubs. 6. Financial assistance to BSNL Welfare Association and BSNL Womans Organisation. 7. Financial assistance to BSNL Teams, players for participation in various sports and games at the All India and International level. Subject: - Formation of BSNL Staff Welfare Board 1. 2. 3. Chairman Vice-chairman Ex-officio Members - CMD - Director (HRD)

1) Director (Operation) 2) Director (Finance) 3) DDG (Personnel) 4) President, Telecom Womens Central Organisation(TWCO) Nominated Members:- (3 Head of circles) 2) CGM, N.E.II Circle 3) CGM, A.P. Circle 4) CGM, J & K Circle 26 5. 6. Two representatives of BSNL Employees Union Secretary - Jt. DDG (WL &S)

7.

Treasurer

- Shri G.R. Sharma, ADG (Bonds) Allotment of Funds to Circle Staff Welfare Board:-

The annual grant to Circle Staff Welfare Boards for carrying out the welfare activities will henceforth be governed by the following principles: 1. The Funds will be allocated to the Circle Staff Welfare Board on pro-rata basis. If the total budgetary allocation for carrying out the Welfare activities in a financial year is Rs.10 Corers the funds to the Circle Staff Welfare Boards will be allocated on the basis of the staff strength in the particular Circle. For example a Circle having the staff strength of 20,000 (out of total staff strength of BSNL say 4,00,000) will get the annual welfare grant to the tune of 10X20000/400000 i.e. Rs.50, 00,000 for that year. 2. The Circle will have to managed within the annual grant for that particular year and no further grant will be sanctioned. 3. 25% of the amount sanctioned to each Circle will be given to them in May as ad-hoc grant. Remaining 75% grant will be given only after receipt of the audited account of the previous financial year. 4. The Presidents of Circle Staff Welfare Boards can utilize at their discretion up to 15% of the grant allocated to them in the financial year from BSNL Staff Welfare Board on special cases or on requests received by them, provided that this expenditure will also be based on the general principles of expenditure of fund such as grant of flood relief, educational assistance and other philanthropic measures. 5. In the balance 85% of the grant sanctioned the Circle should earmark 35% for scholarship, 25% for Book Award & incentive and 25% for rest of the welfare activities. 6. The president of the Circle Staff Welfare Boards can however change the ratio prescribed above keeping in view the total number of applications received by the Circle. For example, if in a particular circle the requirement of fund for scholarship is fulfilled in only 25% of the annual grant and more than prescribed 25% fund is required for Book Award & incentive cases the funds earmarked for scholarship can be diverted to the extent for meeting the demand for Book Award & Incentive. 7. In no circumstances the minimum eligibility criterion for giving away the assistance form Welfare Fund, as circulated by BSNL CO. can be relaxed by the Circle. For example the Circle cannot reduce the norms for Book Award from 75% to 70%. 8. If a Circle finds that number of applicants in certain category is more they can give Scholarship, Book Award and incentive by raising the eligibility criterion so as to manage with in the limit of grant for that particular category. For example if a Circle has a limit to spend Rs.10 Lakhs on Book Award and as per then umber of applications received the net requirement is Rs.15 Lakhs they can raise the eligibility criterion for giving Book Award from 75% to say 80% so that the outlay on Book Award is restricted to Rs.10 Lakhs only. 27 9. Allotment of Fund to SSA: - It has been decided that henceforth the welfare fund should be allotted to each SSA proportionate to them staff strength by the Circle.

1.

Scholarship: - Scholarships are given to the wards of employees studying in the following courses .

S.N

Name of Course

Rate of Scholar ship Rs.500/Per month

Baolc Pay Limit

1.

Technical/Professional Degree Course (4 Year and above duration)vlz. MBBS/BDS/BVSc/BE/B.Tech/B.Aarch./B E Latral Entry. IInd year/BAMS/BHMS/BPT/Bpharma Technical Diploma (3 years course) in Engineering/Architectur e.

No Basic Pay limit.

2.

Rs. 300/Per month

Upto Rs.12,75 0/- (CDA scale) or Rs17,60 0/-(IDA Scale) Upto Rs.12,75 0/- (CDA scale) or Rs17,60 0/-(IDA Scale) Upto Rs.12,75 0/- (CDA scale) or Rs17,60 0/-(IDA Scale) Upto Rs.12,75 0/- (CDA scale) or Rs17,60 0/-(IDA Scale)

3.

B.Sc(Nursing) BIT/BCA/BSc (Food Tech.) B.Sc(Bio techniques). BA LLB (Hons) 5 years, B.Sc B.Ed 4 years

Rs. 300/Per month

4.

Non Technical Course- BA/B.Sc /B.Co.

Rs. 150/Per month

5.

All ITI Course in ITI Institutes

Rs. 150/Per month

6.

Handicapped children studying In Schools/ Colleges.

Rs. 200/Per month

Upto Rs.12,75 0/- (CDA scale) or Rs17,60 0/-(IDA Scale)

28

Eligibility:(i) Scholarship-for the first years of the Technical/Professional degree course mentioned (1) above is given to student who got admission to these course on the basic of competitive entrance examination. Their percentage of marks secured in the 12th class examination is not taken into consideration. It has been decided that henceforth all the eligible wards of employees be given scholarship irrespective of free/payment seat except to those who secure admission against Management/NRI quota. The institution must be recognized/affiliated to University/ALCTE/MCI/UGC etc. (ii) Scholarship for the first year of all other courses of study is given, if the student has secured a minimum of 75% marks in the annual examination on the basic of which admission to the courses was obtained. A relaxation of 10% in the minimum marks is admissible students belonging to SC/ST/OBC girls categories and physically handicapped student. The employee whose ward is studying in the first year of any of the above mentioned courses may submit the application for award of scholarship in Proforma-I (iii) For renewal of scholarship in the second and subsequent years of Medical Course the student must have secured 55%, marks in the previous year annual examination. For all other course (Technical /Non Technical/III course/Diploma Course) the student must have secured minimum 65% marks in the previous year annual examination. If the ward falls in any subject/paper but has been promoted to the next year of the course, the scholarship may be renewed provided that he/she has secured an aggregate of 55% marks (Medical Course )or 65% (Other than Medical Course) in all the subjects Including the subject in which the ward has not got the qualifying marks. A relaxation of 10% in the minimum marks in renewal cases in also admissible to students belonging to SC/ST/OBC girls categories and submitted in Profoma-II. (Iv) In cases where both husband and wife are employed in BSNL, the pay of the one who is getting higher pay will be taken into account to decide the eligibility. The pay of the spouse working in some other Central Govt. office, State Govt. office, Banks, Autonomous body etc. will not be taken into account for awarding the scholarship.

(v) The spouse of a BSNL employee undergoing any course of study as Indicated above would be eligible for the scholarship for technical/non-technical study provided that he /she is wholly dependent on the employee and has no other source of income. (vi) An employee can apply for scholarship to not more than two of his/her children in a year. 2. Book Award: - Book Award are given to the outstanding school going children of the employees, on the basis of the performance of the previous academic year i.e. 20062007. The rates of book award are as under : 29 S.No. 1. 2. 3. Class in which studying Class II to V Class VI to VIII Class IX to XII Rate of book Award Rs. 600/Rs. 800/Rs. 1000/-

Eligibility:To become eligible for book award, the children should have secured at least 75% marks in the respective annual examination of the previous year in the Government School/ Govt. Recognised school. The minimum prescribed percentage is relaxable by 10% in case of the children beloging to SC/ST/OBC categories and 15% for girls students. Both the relaxation cannot be combined. Handicapped students are also allowed 10% relaxtion in marks. Employees drawing basic pay upto Rs. 12,750/- p.m. in CDA scale or RS.17,600/-p.m. in IDA scale are eligible to apply for the book award subject to a maximum of two children. 3. Incentive for Meritorious Student: -

Wards of BSNL employees who are toppers in the annual examination of schools are granted incentives as follows: Class Class II to V Class VI to VII Class IX to XII 1st & 2nd Position Rs.600/Rs.700/Rs.800/-

Children securing the first and second positions in the schools are paid the same amount as indicated above. Board/University Examinations First Second Third

10+2 level University Exam.

Rs.2000/Rs.2000/-

Rs.1000/Rs.1000/-

Rs.600/Rs.600/-

Eligibility: The toppers in the schools will have to secure a minimum of 75% marks in the respective examination. In school where grading system of evaluation is followed in the primary sections (class I-V), the students getting the excellent/outstanding grade will be eligible for grant of incentive. Wherever, annual examination for Class VIII and X are conducted by Board, incentive will be awarded to the toppers securing 1st, 2nd and 3rd positions in the Board as per the rates indicated above. 30 Other Eligibility Conditions (a) Employee drawing basic pay up to Rs.12, 750/- per month as on 1st July of the year are eligible to apply. (b) (c) Not more than two children of an employee can be granted incentive. Incentive can be granted to a student in the addition to book award.

(d) The children of the employees should be studying in recognized schools/ institutions Girl student are given 15% relaxation in marks and wards of OBC/SC/ST/ employees are given 10% relaxation in marks. 4. Financial Assistance To Handicapped/Mentally Retarded Children Of Employees For Transport/Hostel Subsidy Handicapped/mentally retarded children of the employees studying in recognized schools are granted financial assistance as transport charge as follows:Rs.200/-per month in A & B Class cities Rs.160/-per month in other cities. In case the handicapped/mentally retarded child is in a hostel, the transport charge mentioned above is given as hostel subsidy. The transport charge/hostel subsidy will also be available at the same rate to handicapped/mentally retarded children studying in recognized colleges. BSNL employees drawing basic pay up to Rs. 12,750/- are eligible to apply for transport charges/hostel subsidy for their handicapped/mentally retarded children not exceeding two at a time. 5. Financial Assistance In Case Of Death:In case of death of an employee while in service, irrespective of the fact whether he/she is a regular employee, a temporary status mazdoor or a daily wager, financial assistance of Rs. 7000/- is granted to the dependents of the deceased employee as immediate relief. This assistance is given if the basic pay of the deceased official dies not exceed Rs. 12,750/- per month. In CDA Pay Scale Rs. 17600/- in IDA Pay Scale.

If the financial position of the family of the deceased official is bad and no other member in the family is employed nor any member of the family is eligible for compassionate appointment, a sewing machine costing not more than Rs. 1000/- will be purchased and presented to the widow or dependent daughter. The office may also get satisfied that widow or dependent daughter becomes proficient to use the machine. 6. Financial Assistance In Cases Of Serious Illness Or Major Operations If an employee or any dependent member of his family is suffering from a serious disease like heart ailment, kindly failure, cancer, etc. or undergoing any major operation, financial assistance up to a maximum of Rs. 25,000/- is granted from the welfare fund. 31 The Heard of Circles are competent to sanction up to Rs. 15,000/- to the employee in such cases. For grant of financial assistance over and above Rs. 15,000/- full facts of the case are required to be sent to the Welfare & Sports Section of BSNL (HQ) along with the recommendation of the CGM concerned. Employees drawing basic pay up to Rs. 12,750/- are eligible for grant of financial assistance in such cases. 7. Financial Assistance To Employees Who Are On Leave Due to Prolonged Illness. Such employees are given financial assistance as given below: i) Rs.2000/-per month or half of basic pay plus DA whichever is less, when on leave without pay. ii) Rs.1000/-per month or 1/3 of basic pay plus DA whichever is less, when on half pay leave. iii) The assistance should be given only after the prolonged illness has been certified by the hospital or by the Authorised Medical Attendant concerned and the medical certificate to that effect has been submitted and accepted by the competent authority. iv) The basic pay of the employee should not exceed Rs. 12,750/- per month. 8. Financial assistance to victims of natural calamities./ Communal Riots / Terrorists Attacks Employees affected by natural calamities/ communal riots/ terrorist attacks are given financial assistance up to Rs.3000/-.subject to the following conditions :(a) Assistance is admissible to employees drawing basic pay up to Rs. 12,750/(b) Assistance is admissible only if the employee has suffered loss or moveable/ immoveable property and the extant of loss of immoveable property has been certified by the Village Officer/Tehsildar in whose jurisdiction the property is situated. (c) The area in which the property is located has been declared as affected area by the State Government concerned.

9.

Grant to Recreation Clubs Recreation Clubs are given grant-in-aid (i) Rs.20/-per head for the total sanctioned strength. (ii) A matching grant of Rs.20/-per member of the Club is also given. Crches/tailoring Centers Voluntary organizations like TWCO and TWOS in Circles are running Crches/ Tailoring Centres for the welfare of lowpaid employees. with the grants given from the welfare Found. 32 10. ( A ) (a) (b) (c) (d) (e) (f) (g) Participation in departmental sports meets tournaments

Special Casual Leave not exceeding 30 days in a calendar year is given to players for participation in Regional All India BSNL Meets. Short Leave (Half day) not exceeding 30 day is given to players Coach attending coaching camps for All India Meets. Manager/ Coach/ Technical Officials deputed for All India Meets/ Tournaments will be treated as on duty. Refreshment/ conveyance charges @ Rs.75/-per day are given to players and Coach attending coaching camps for 15 days. Kit money ranging from Rs.250/- to Rs.1500/- every year is given to players/ coach/ Manager participating in All India Meets of BSNL. Cartage charges @ Rs.50/-per participant for both ends of the journey for outstation participants. Daily allowance fore player/ Coach/ Manager and other Technical Staff from Entitlement and for journey period (portion exceeding 12 hours to treated as full day and 12 hours and less to be treated as half day). Lodging facilities will be provided by the host region. Food for participants at reasonable rates will be arranged by the host region as far possible. Cash Award : For 1st position continuously for 2 years in All India BSNL tournaments-Rs3000/i)

(h) (i) (j)

For 2nd position continuously for 2 years in All India BSNL tournaments- Rs.2,000/-.
ii)

For 3rd position continuously for 2 year in All India BSNL tournamentRs.1000/-. 10. (B ) For participation in National/ International Meets.
iii)

(a) Period of participation including coaching camps and journey time are treated as duty for players/ Managers and Coaches. 33 (b) Players/managers and Coaches are entitled to travel by 1st Class in rail for events held in India and economy class air- fare for international events held abroad.

(c) One special increment granted for achieving excellence in Nationals and two special increments in International events. Total number of such increments should not exceed five in the entire career.

(d) Two hours daily off for practice after selection to represent National/ International Meets.

(e) i) iii)

Participants in National level tournaments are given the following:-

Kit money to players -

Rs.1000/ii) Blazers to Managers -Rs.2,000/(once in 5 years) Track suits to players Rs.1000/And Coaches (once in 3 years). (f) Sanchar Krida Awards are given for outstanding who have achieved excellence by representing India in International competitions and also to those who achieve 1st ,2nd and 3rd positions in the Nationals. The award consists of: Rs.5000/-as cash award. v) A Silver Medal and a citation. 11. Excursion Trips:-

iv)

Excursion trips organized by Welfare & Sports Section or Recreation Club for the benefit of the staff are granted transport subsidy subject to the following conditions:(a) The amount of transport subsidy will be to the extent of 75% of the cost of rail fare or journey undertaken by road in the case of employees and their family members (spouse and dependent children only). (b) This concession is available to the employees drawing basic pay up to Rs.12,750/- per month.(CDA) 34 (c) Excursion trips will be restricted to place of religious/tourist importance not exceeding 1500 KMs from the place of duty. (d) The period of excursion trip should be restricted to a maximum of 5 working working days (6 working days if Saturday is also a working day.) so that the office work does not suffer. However the number of days can be increased by combining the working days with Saturday/Sunday or other Gazetted holidays. Normally not more than 2 such trips shall be arranged in a financial year. The travel subsidy for the excursion trip world be available to an employee only once in a financial year. A Circle Staff Welfare Board can utilize only upto 10% its annual welfare grant subject to a maximum of Rs.5 lakhs as travel subsidy excursion trips during a year. Facilities from Central Telecom Welfare Fund. The following facilities are admissible to all Telecom employees drawing Basic pay up to Rs. 3500/1. 2. 3. 4. 5. Assistance in Death cases. Assistance in prolonged illness. Scholarships for children. Book awards Assistance in cases of excursion trips, fire flood natural calamities etc.

(e) (f) (g)

Funeral Expenses Funeral expenses incidental to the death of employees who die while in service, whether on duty / leave / otherwise but away from their home towns where their funeral cannot be attended to by friends or relatives should be debited to contingencies.

Heads of office are authorized to incur such expenditure wherever necessary, up to a limit of Rs. 7000 in each case. In cases where the Heads of offices are not empowered to draw the contingent bills, such expenditure should be regulated by issue of sanction of the competent authority post facto. The amenities as given in 3.1 to 3.5 are given to Govt. Servant on their applications. J.T.O in-charge checks that the applications are in order and forwards the same to the appropriate authorities for necessary action. 35

4. LEAVE RULES
Kinds of leave due and admissible: Earned leave : Earned leave account of every employee shall be credited in advance, in two installments of 15 days each on the First day of January and July of every calendar year. The credit to be afforded will be reduced by 1/10th of the extra ordinary leave availed and /or period of dies-non during the previous half year, subjected to a maximum of 15 days. Earned leave can be accumulated up to 300 days. The credit for half year in which the government servant is appointed will be afforded at the rate of 2.5 days for each completed calendar month of service which he is likely to render in the half year in which he is appointed. Half pay leave (Rule 29 of C.C.S. Leave Rules) This leave may be granted on medical certificate or on private affairs. Half pay leave account will be credited in advance on 1st January and 1st July every year at the rate of 10 days each. The half pay leave to be credited every half year will be reduced at the rate of 1/18th of the period of diesnon / suspension treated as dies-non during the preceding half year, subject to a maximum of 10 days. The advance credit for the half year in which a government servant is appointed will be at the rate of 5/3 days for each completed calendar month of service he is likely to render in the half year in which he is appointed. Provided that the case of a employee not in permanent employment or quasi permanent employment no half pay leave may be granted unless the authority competent to grant leave has reason to believe that the eployee will return to duty on its expiry except in case of a employee who has been declared completely and permanently incapacitated for further service by a medical authority. Commuted Leave (Rule 30 of C.C.S. Leave Rules)

Commuted leave not exceeding half the amount of half pay leave due may be granted on medical certificate to Government servant subject to the following conditions: (a) The authority competent to grant leave is satisfied that there is reasonable prospect of the employee returning to duty on its expiry. (b) When the commuted leave is granted, twice the amount of such leave shall be debited against the half pay leave due. It can be 36 granted at the request of the employee even when the earned leave is due to him. Leave not due (Rule of C.C.S Leave Rules) Save in the case of leave preparatory to retirement, leave not due may be granted to a government servant in permanent employment or quasipermanent employment subject to the following conditions: (a) The authority competent to grant leave is satisfied that there is reasonable prospect of the Govt. servant returning to duty on its expiry. (b) Leave not due shall be limited to the half pay leave he is likely to earn thereafter. (c) Leave not due during the entire service shall be limited to a maximum of 360 days.. (d) Leave not due shall be debited against the half pay leave the Government servant may earn subsequently. Extraordinary leave: may be granted to an employee in special circumstances: When no other leave is admissible. When other leave is admissible but the Government servant applies in writing for the grant of extraordinary leave. It varies from 3 months to 24 months as per rule 32 of C.C.S. Leave rules. Leave preparatory to retirement (Rule 38 of C.C.S leave rules) An employee may be permitted by the authority competent to grant to take leave preparatory to retirement to the extent of earned leave due (not exceeding 300 days) together with half pay leave due,(subject to the condition that such leave extends up to and includes the date of retirement). Maternity Leave (Rule 46 of C.C.S. leave rules) A female employee (including an apprentice) may be granted maternity leave by an authority competent to grant leave (for such a period of (a) (b)

135 days from the date of its commencement). During such a period she shall be paid leave salary equal to the pay drawn immediately preceding the leave. Maternity leave may also be granted in case of Miscarriage or abortion to the extent of 45 days in entire service of a female employee. Paternity leave (With effect from 7.10.97) A male employee with less than 2 surviving children may be granted paternity leave for a period of 15 days confinement of his wife i.e. up to 15 37 days before or up to 6 months from date of delivery of child. If such a leave is not availed it will be treated as lapsed. Paternity leave shall not be debited to leave account. Hospital Leave (Rule 46 of C.C.S leave rules) The authority competent to grant leave may grant hospital leave to (a) Class IV employees, and (b) Such class III employees whose duties involve the handling of dangerous machinery, explosive materials poisonous drugs and the like, or the performance of hazardous tasks, While under medical treatment in a hospital or otherwise, for illness or injury if such illness or injury is directly due to risks incurred in the course of official duties. Hospital leave shall be granted on the application on the production of medical certificate from an Authorized Medical Attendant. Hospital leave may be granted for such a period as the authority granting it may consider necessary. Hospital leave shall not be debited against the leave account and may be combined with any other kind of leave which may be admissible, provided the total period of leave after such combinations, does not exceed 28 months. Leave salary for the first 120 days will be the pay last drawn and for the remaining period, it will be equal to leave salary during half pay leave. Quarantine leave (Rule 48 of C.C.S leave rules) Where in the consequence of the presence of infectious disease, small pox and plague, or any other disease as may have been declared by the Government as infectious in the family or house hold of an employee at his place of duty, residence or sojourn, his attendance at his office is considered hazardous to the health of other employees, such employee

may be granted quarantine leave by the head of the office on the certificate of medical officer or public health officer for a period of not exceeding 21 days or in exceptional circumstances, 30 days. However the sanction of this leave is resorted to very rarely. Special Casual leave for Union Representatives: Special casual leave up to a maximum of 20 days in a year may be granted for the following purpose: (a) circle such (b) (c) 38 When delegates to the All India Conferences and Circle conferences and meetings of the executive councils and and divisional executive committees are required to attend conferences and meetings. When the members from outstations are required to attend monthly meetings with the Heads of Circles. When members from outstations on deputation wait for the Minister, Minister of State (Deputy Minister and Director General).

Special casual leave may be allowed to members of the unions coming from outstations to attend their monthly meetings with Departmental Officers at Divisional level on the following conditions: (a) That not more than two members of the Divisional Union are allowed this concession during a year. (b) That special casual leave is allowed only for the day/days of the meeting and the actual time taken in the journey. (c) That the maximum limit of special casual leave allowed should not exceed 12 days in a year. (d) That the concession under this item will not bring an additional benefit to staff who under paragraph (1) above are allowed the concession of special casual leave to the extent of 20 days in a year. If any official is required to meet the Divisional Head, the special casual leave granted to him for the purpose will be counted against those 20 days special casual leave in a year. (e) The local members may be given suitable off for the duration of the meeting. All the above concessions are to be allowed subject to condition of exigencies of service. (D.O.T's Memo No. 54/1/71-SPB II dated 15th March 1971)

REGARDING GRANT OF SPECIAL CASUAL LEAVE For participation in Sports and Cultural Activities (i) Sports Events Special casual leave may be allowed to an employee for period not exceeding 30 days in any one calendar year. The period of absence in excess of 30 days should be treated as regular leave of the kind admissible under the leave rules applicable to the persons concerned. 39 For this purpose employees may as a special case, be permitted to combine special casual leave with regular leave. Special casual leave should not however, be granted in combinations with ordinary casual leave. The special casual leave may be allowed only (a) (b) (c) (d) For participation in sporting events of National or International importance and When the employees concerned is selected for such participation, In respect of International Sporting events by any National sports Federation/Association recognized by the All India Council of Sports and approved by the Ministry of Education, or In respect of events of national importance, when the sporting event in which participation takes place, is held on an international or inter-circle basis and the employee concerned takes part in the event in a team as a duly nominated representative on behalf of the state, zone, or circle, as the case may be. This concessions is not to be allowed for participating either in a National or International sporting event in which such participation of the employee concerned takes place in his personal capacity and not in a representative capacity. The grant of special casual leave will be subject to the provisions of paragraph 2 above. The power of granting special casual leave under these orders will be exercised by Heads of Departments as defined in supplementary Rule 2 (10) in the case of Government servant under their administrative control and by the Ministers of the Government of India in other cases. Special casual leave under these orders may be granted to the employees who are selected or sponsored by the organizations mentioned in para 2 (b) (i) above, for giving running commentaries over the All India Radio and Doordarshan in National/International meets. (G.I MHA O.M. No. 46/7/50 Est., dated 5th April 1954, and 28016/2/79 Est. (A), dated the 28th November 1989.Home

Ministrys O.M. above and No. 46/20.54 Est. (A), dated the 16th June 1958 (not printed) and provided for the grant of special casual leave to the employee who participate in sporting events National/International importance and the inter Ministerial/Inter departmental tournaments and sporting events. A doubt has been expressed whether special casual leave could be allowed for central pre-section trial held in different stations to select All India players for such tournaments or sporting events. It will be observed from Home Ministry's order mentioned above that it was specifically stated that special casual leave could be granted only on those 40 where an employee is actually selected and he participates in sporting events of National/Inter-departmental tournaments. Pre-selection trail to select All India players for such tournaments are not covered by Home Ministry's order mentioned above. As such no special casual leave should be granted for absence due to pre-selection trials for selecting All India players in sporting events of National/International importance or in InterDepartmental tournaments. (G.I. M.H.A., O.M. No. 46/15/67 Est (A) dated 1st January, 1968) Cultural Activities: It has been decided to extend the concession granted in Ministry of Home Affairs, O.M. No. 46/20/54 Est. (A), dated 16th June 1958 to those Government servants also who participate in cultural activities, like dance, drama, music, poetic symposium, etc. of an All India or Inter-State Character organized by the Central Secretariat Sports Control Board or its behalf subject to the overall limit of 30 days referred to in paragraph (d) of that O.M. special casual leave will not be admissible for practice or for participation in cultural activities locally. Mountaineering Expeditions: It has been decided that employees participating in mountaineering expeditions may be granted special casual leave not exceeding 30 days in any one calendar year, subject to the following conditions: (a) (b) That the expedition has the approval of the India Mountaineering Foundation; and There will be no change in the overall limit of the 30 days special casual leave for one calendar year for participation

importance. For Family Planning (1) In the case of Male Employees:

Male employees who undergo vasectomy operation under the family welfare programs may be granted special casual leave not exceeding six working days. If an employee undergoes vasectomy operation for the second time on account of the failure of the first operation a special casual leave not exceeding six days may be granted again on production of a certificate from the medical authority concerned to effect that the second operation was performed due to the failure of the first operation. 41 (2) In the case of Female Employees:

(a) Female employees who undergo tubectomy operations-whether puerperal or non-puerperal may be granted special casual leave not exceeding fourteen working days. (b) Female employees who have insertions of intrauterine contraceptive devices may be granted special casual leave on the day of IUCD insertion.

(c) Female Employees who undergo salpingectomy (MTP) may be granted special casual leave not exceeding 14 days. Male Employees whose wives undergo Tubectomy operations: (a) Male employees whose wives undergo either puerperal or nonpuerperal tubectomy operation for the first time or for the second time due to failure of the first operation (under Family Welfare Programs) may be granted special casual leave for 7 days subject to the production of medical certificate stating that their wives have undergone tubectomy operation for the second time due to the failure of the first. It shall not be necessary to state in the certificate that the presence of employees is required to look after the wife during her convalescence. Male employees whose wives undergo tubectomy/salpingectomy operation after Medical Termination of Pregnancy (MTP) may be granted special casual leave up to 7 days subject to the production of the Medical Certificate stating that their wives have undergone tubectomy / salpingectomy operation after Medical Termination of Pregnancy. It shall not be necessary to state in the certificate that the presence of the employee is required to look after the wife during her convalescence.

(b)

(3)

In case of post sterilization/operation complications: An employee who requires special casual leave beyond the limits laid down for undergoing sterilization operation owing to the developments of post-operation complications may be allowed special casual leave to cover the period for which he or she is hospitalized on account of post operational complications, subject to the production of a certificate from the concerned hospital, the benefit of the additional special casual leave may also be extended it the extent of seven days in case of vasectomy operation and the fourteen days in case of tubectomy operation, and to such 42 employees who after sterilization operation do not remain hospitalized but at the same time, are not bound fit to go to work, subject to the production of a medical certificate from the appropriate authority in the concerned hospital/authorized medical assistant.

(4)

For undergoing recanalisation operation: Employees who undergo operation for recanalisation may be granted special casual leave up to a period of 21 days or actual period of hospitalization as certified by the authorized medical attendant, whichever is less. In addition special casual leave can also be granted for the actual period of the to and fro journey performed for undergoing this operation. The grant of special casual leave for recanalisation operation (without any commitment to the reimbursement of medical expenses) is subject to the following conditions. (i) The operation should have been performed in hospital/medical college/Institute where facilities for recanalisation are available. If the operation is performed in a private hospital it should be one nominated by the State Government for recanalisation operations. The request for grant of special casual leave is supported by a medical certificate from the doctor who performed the operation to the effect that hospitalization of the employees for the period stipulated therein was essential for the operation and post-operation recovery.

(ii)

The concession indicated above is admissible to employees also who: (a) Are unmarried or (b) Have less than two children or (c) Desire recanalisation for substantial reasons e.g. a person has lost all male children or all female

children after vasectomy/tubectomy operation performed earlier. (5) Combining with regular/casual leave: Special casual leave connected with sterilization/recanalisation may be prefixed to regular leave or CL. It cannot however be combined with casual leave and regular leave. (G.I. Department. Of Personal & A.R.O.M. No. 28016/3/78 Estt. (A) dated 6th August 1979) 43

Leave Application Application for leave must be submitted in SR-I. An application for leave must be submitted ordinarily one month in advance so as to enable necessary arrangements to be made for the performance of the applicants duties during his absence. Where an application is not submitted one month in advance, in the absence of adequate reasons for such delayed submission, the leave applied for is liable to be refused or postponed. An application for leave will be submitted to the applicants immediate superior who, if he is not the authority competent to sanction the leave will record his recommendations and proposal for filling up the vacancy during the applicants absence and forward the application without further delay to the officer who maintains the applicants service book/record and leave account. That officer will examine the service book/record and leave account and record the total amount of leave at the credit of the applicant and forward the form expeditiously to the authority competent to sanction the leave. An officer who is authorized to sanction the leave will satisfy himself as to the title of the leave applied for by reference to the certificate of admissibility of leave recorded on the leave application. If the officer grants leave, an order will be issued specifying the arrangements ordered in consequence of the vacancy, if any. A copy of the orders will be furnished to the Head of the Applicants office and to the Head of the Office from which the applicants pay is drawn and to each of the officials concerned; and in case of leave application submitted to the Head of the Circle through a supervising officer, a copy of the order passed should also be furnished to the supervising officer. Casual Leave

Casual leave is not recognized form of leave and is not subject to any rules. Technically, therefore, an employee on casual leave is not treated as absent from duty and his pay is not intermitted. For administrative reasons and in order to ensure, as far as possible, uniformity of treatment in this respect, the following instructions have been laid down: (a) (b) (c) Casual leave is limited to a maximum of 12 days in a calendar year. 44 The number of days specified is a maximum only and no one can claim the maximum number of days of casual leave as a matter of right. Casual leave is intended essentially for short periods or absence due to unexpected contingencies. Such leave should ordinarily be granted for short periods of , 1,2,3 days but not exceeding 5 days at any one time. The head of the office may however waive this condition in any individual case if he considers that there are exceptional circumstances justifying a relaxation in this regard. The practice of prefixing or suffixing casual leave to gazetted holidays and weekly off falling within the period of casual leave, or preceding of following it, should not be counted as part of the casual leave. Except in the cases specified in para 5.1 given \below the grant of casual leave is, in each case, subject to the clear condition that no extra expenditure should be incurred in consequence of the absence of an official on casual leave. Casual leave can be granted only when this can be done without inconvenience to public administration and performed by the remaining staff or can be held up without inconvenience, pending his return to duty. The authority competent to grant casual leave is head of the office, and where the applicant is himself the head of the office, the authority immediately superior to him. The head of the office under the control of a gazzeted officer may delegate the power to grant casual leave to any authority subordinate to the latter. The decision of this authority to grant casual leave is final in all cases.

(d)

(e)

Note 3: In regard to persons who join service in the middle of a calendar year the authority competent to grant such leave, will have the discretion to grant either the full period of 12 days or only a proportion thereof, after taking into account the circumstances of the case. (f) Casual leave need not be reported nor recorded in absentee statement, in service books or service rolls. It should be noted in loose sheets in from Est-50 given on page 67 . The form should be kept with the authority, empowered to sanction casual leave or with his head clerk, if any, Inspecting Officers should scrutinize a proportion of

these casual leave sheets. When an official is transferred, the officer maintaining his casual leave sheets will forward them enclosed in a service register cover direct to the officer by whom they are to be maintained.

45 Absence from duty Absence after expiry of leave (Rule 25 of C.C.S. Leave Rule) Unless the authority competent to grant leave extends the leave, an employee who remains absent after the end of leave is entitled to no leave salary for the period of such absence and that period shall be debited against his leave account as though it were half pay leave to the extent such leave is due, or the period in excess of such leave due being treated as extraordinary leave. (b) Willful absence from duty after the expiry of leave renders a Government servant liable to disciplinary action. Government of Indias Decisions:
(a)

(1)

Action for willful absence from duty: Willful absence from duty, even though not covered by grant of leave does not entail loss of lien. The period of absence not covered by grant of leave shall be treated as dies non for all purposes, viz. increments, leave and the pension. Such absence without leave where it stands singly and not in continuation of any authorized leave of absence will constitute of an interruption of service for purpose of pension and unless the pension sanctioning authority exercises its powers under Article 421, Civil Service Regulations (now Rule 27 of the Central Civil Services (Pension rules) to treat the period as leave without allowance, the entire past service will stand forfeited. (C&A.G., U.O. No. 1947-a/438-58 dated the 12th September 1958 in G.I. M.F. File No. 11-(52)EV/58.

(2)

Action for overstay of leave Doubts were raised in certain quarters as to how the cases in which an official overstays the prescribed quantum of extraordinary leave, should be dealt with. The matter has been considered in constitution with the Department of

Personnel and the Ministry of Finance. It has been clarified that the amendment does not take away the power of the disciplinary action for any misconduct and impose one of the penalties under C.C.A Rules, 1965. Action can, therefore be taken under these rules for unauthorized absence from duty or overstay of leave even for one day, treating it as misconduct, if the facts and circumstances of the case warrant such an action. DOT letter no 6/28/70 Disc. I dated 46 (c ) the 10 February 1972). Action for unauthorized absence from duty or overstay of leave : The following decision have been taken in consultation with the Department of Personnel and the Ministry of Finance: (i) When a temporary employee asks for leave in excess of the limits prescribed under Rule 14(b) of the Revised leave Rule, 1933 (now Rule 32 of the Central Civil Service (Leave) Rules, 1972) and if the circumstances are exceptional, a decision could be taken by the leave sanctioning authority to grant further leave in excess of the limits in consultation with the Ministry of Finance. Such cases should be referred to the Directorate. When a temporary employee applies for leave beyond the prescribed limit of extraordinary leave and the leave sanctioning authority is not satisfied with the genuiness of the grounds on which further leave has been asked for, nor does he consider the grounds as exceptional, the leave cannot be granted. In such a case the Government servant should be asked to rejoin duty within a specified date, failing which he would render himself liable for disciplinary action. Disobedience of orders to rejoin duty within the specified period would afford good and sufficient reasons for initiating disciplinary action under C.C.S. (C.C.A) rules 1965. If he rejoins duty by the stipulated date, he may be taken back to service and the period of absence not covered by leave be treated as overstay of leave and dealt with in accordance with the orders regarding regularization of overstay of leave. If the employee does not join duty by the stipulated date it would be open to the disciplinary authority to initiate disciplinary proceedings against him. If during the course of disciplinary proceedings he comes for rejoining duty, he should be allowed to do so without prejudice to disciplinary proceeding already initiated against him (unless he is placed
th

(ii)

under suspension) and the disciplinary action concluded as quickly as possible. The question of regularization of the period of overstay of leave is left over for consideration till the finalization of the disciplinary proceedings. (iii) If the employee absents himself abruptly or applies leave which is refused in the exigencies of services and still he happens to absent himself from duty he should be told of 47 the consequence viz., that the entire period of absence would be treated as unauthorized, entailing loss of pay for the period in question under provision to fundamental Rule 17 there by resulting in break in service. If however, he reports for duty before or after initiation of disciplinary action it may be concluded and the period of absence treated as unauthorized resulting in loss in pay and allowances for the period of absence under provision to F.R. 17 (I)and thus a break in service. The question whether the break should be condoned or not and treated as dies-non should be considered only after concluding of the disciplinary proceedings and that too after the employee represent in this regard.

(iv)

It is made clear that a employee who remains absent unauthorized without permission should be proceeded against immediately , and this should not be put off till the absence exceeds the limit prescribed in Rule 32 (2) (a) of the C.C.S (leave) Rules, 1972. However, this disciplinary authority should consider the grounds abducted by the employee for his unauthorized absence are justified, the leave of the kind applied for and due and admissible may be granted to him. DOTs No 6/28/70 Disc. 1) (SPB 12) dated the 5th October 1972) Annexure
Application for leave or for extension of leave (SR 1) 1. Name of the applicant 2. Post held 3. Department / Office / Section 4. Pay 5. House rent and other compensatory allowances drawn in the present post. 6. Nature and period of leave applied for and date from which required. 7. Sunday and holidays, if any, proposed to be prefixed, suffixed to leave. 8. Grounds on which leave is applied for. 9. Date of return from last leave, and the nature and period of that leave. 10. I propose / do not propose to avail myself of leave / travel concession for the block years . during the ensuring leave. 11. Address during leave period. Signature of the applicant

12.Remarks and / or recommendation of the controlling officer. Signature (with date) Designation.

48 CERTIFICATE REGARDING ADMISSIBILITY OF LEAVE Certified that (nature of leave) for ..from to . If admissible under rule of the Central Civil Services (Leave) Rules, 1972.

Signature (with date) Designation Order of the authority competent to grant leave. Signature (with date) Designation If the applicant is drawing any compensatory allowance, it should also be indicated in the orders on the expiry of leave, the employee is likely to return to the same post or to another post carrying similar allowance.

49

5. Personal claims
Medical & LTC : T.A : BSNL has formulated TA/DA Rules 2002 for BSNL employees. DA Rules when the employee makes his arrangement rates when the employee stays in a Hotel has been prescribed as per list given below:RATE OF DAILY ALLOWANCE These shall be treated as normal DA rates on CDA pay pattern. On implementation of IDA pattern. The equivalent of pay scales in IDA will be the limit. Admissibility of DA rates shall be determined on the basis of employee stay arrangement while on tour viz. Employee making his/her own stay arrangement: or Staying in a Hotel or Stay in a CPSU/State PSUL/Local Self Govt. Guest House. DA rates when the employee makes his/her own arrangement. BSNL CO ND NO-7-6/2004-EF dt 06-9-2004 Classification of employees indicates the IDA Pay Scales of absorbed employees corresponding to CDA pay CDA Pay Scale CMD Director of Board Rs 18400/- and above Rs 16400/- to Rs 18399/Rs 8000-16399/Rs 6500-7999/Rs 4100-6499/Below Rs 4100/IDA Pay Scale Schedule A Scale of pay of Rs 2775031500/Schedule B Scale of pay of Rs 2575030950/-Nil -Nil Rs 13000-20400/Rs 8570-12999/Rs 5860-8569/Below Rs 5860/-

The DA Rates when an employee makes his/her own arrangements while on tour on the basis of classification of cities in three categories are: (Refer para 5.1 of order dated 22-10-2002)

50 Pay Range A.I A Cities & B. I Cities and Other localities Cities and expensive localities expensive localties CMD and Director 500/300/275/of Board Rs 18400 and above 450/270/250/(CDA PAY) Rs 16400/- to Rs 400/250/225/18399/- (CDA PAY) IDA Rs 13000/- To 350/200/180/Rs 20400/- (CDA Pay Rs 8000/ to Rs 16399/-) IDA Rs 8570 To Rs 300/175/150/12999/IDA Rs 5860 To 275/150/125/8569/IDA Below Rs 200/100/80/5860/PAY Range Entitlement A.I, A Cities & expensive localities Rs Five Star Hotel on actual 3500 3000 2200 1650 550 400 B.I Cities & Other localities expensive localities Rs If not Star If not Star actual actual 1750 900 1500 1100 825 400 300 750 550 410 300 250

CMD/Director Five Star of Board Officers in Four star HAG Officers in SAG Four star Officers in JAG Three star Officers in STS 75% of Three star Sr. SDE/SDE/Sr.AO and equivalents JTO and equivalents having starting Rs 8570/- in IDA Pay Scale

Rs 5860/- To Rs 8569/- in IDA Pay Scale Below Rs 5860/- in IDA Pay Scale

300 175

250 125

200 100 51

Additional clauses to be implemented: Local TA/DA is applicable beyond eight kms. Hotel rates limits are exclusive of all taxes and surcharge, if any, but shall include breakfast/morning tea. 3 If an employee is provided free lodging and free boarding, 25% of DA will be admissible in case of Training Centers, which issue certificates to this effect. 4 Stay in hotel is permitted in exceptional cases ie; if Inspection Qtr. Is occupied or not available. The officer has to give a declaration to this effect. The CMD/Directors of the Board will be out of purview of this clause. 5 Hotel charges will be reimbursed subject to production of receipt. The CMD/Directors of the Board will be out of purview of this clause. 6 The Circles with the respective hotels may explore corporate Concession, off peak days/season rates at the time of fixation of rates. Sewa charges and taxes charged All by the Hotels/Gust Houses etc. shall be fully reimbursable. Improved accommodation provided free of charge will not be treated as free lodging and casual hospitality such as occasional meals as an invited guest or free lunch on or tea during working hours shall not be treated as free boarding for the purpose of granting of daily allowance. Reimbursement of hotel/lodging charges will be made only on production of receipt. Mileage allowances for Journeys By roads. Group CMD and functional directors of the Board Basis pay of Rs 16400/- and above (CDA) Basic pay of Rs 8000/- and above but less that Rs 16400(CDA/13000 to 16399/DA) Basic pay of Rs 6500/- and above but less than Rs 8000/Basic pay of Rs 4100/- and above but less that Rs 6500/Basis pay below Rs 4100/Entitled mode of conveyance Full taxi (subject to production of receipt) Full taxi (subject to production of receipt) Full taxi (subject to production of receipt) Rs 8/- per KM (subject to production of receipt) Mileage allowance is restricted to Rs 6/- per KM irrespective of mode of conveyance. Mileage allowance is restricted to Rs 5/- per KM irrespective of mode of conveyance. 1 2

Subject to the provisions given in BSNL TA/DA Rules 2002 provisions FR & SR will apply where there is no provision in the rule mentioned above.

52 LTC Regarding LTC Rules applicable in DOT will apply, till BSNL has not formulated its own set of Rules.

Medical: BSNL Employees Medical Reimbursement scheme (BSNL MRS) has been introduced for its employees. This scheme has come into force from 24.4.2003. This scheme is applicable to all serving and retired employees of BSNL including deputationists. BSNL G.S.L.I. Scheme BSNL GSLI scheme has been introduced w.e.f. 20.8.2005 in replacement of CGEGIS. For all Ex. DOT/DTS/DTO employees absorbed in BSNL and also the employees directly recruited by BSNL., The scheme is named as BSNL Group savings Linked Insurance scheme 2005. Contribution: Every member shall pay a Monthly contribution according to his category at the rate as under:Category I Group Executive (IDA Pay Scale of Rs 14500-350 to Rs 18700 and beyond) Executive (IDA Pay Scale upto 13000 - 35018250). Non Executive in Group C & D Monthly contribution premiums (Rs) 525/Sum Assured (Rs) 500000/-

II

315/-

300000/-

III

105/-

100000/-

EPF/GPF As per the Employees Provident Fund and Misc. Pension Act. 1952. The EPF & Employees Pension Scheme 1995 is applicable to all the employees covered by the above mentioned Act and facility of EPF to its directly recruited staff. BSNL has Extended the facility of EPF to its directly recruited staff.

The Basic pay and taken for contribution to EPF. 53

The company shall pay employers contribution @ 12% of monthly basic pay and IDA drawn by each directly recruited employee without limiting the same to Rs 6500/BSNL Authorities will pay the applicable administrative charges to EPF authorities. The concerned Employ will pay applicable administrative charges to EPF authorities. The concerned Employ will pay Employees contribution @ 12% of monthly basic pay and IDA drawn by him. Employees working in DOT before 1.10.2000 and subsequently absorbed in BSNL w.e.f. 1.10.2000 are covered by GPF scheme and Govt. has taken the liability of payment of Pension as per C.C.S. Pension Rules 1972.

Settlement of Claims with DOT: The Employees working in DOT and absorbed in BSNL w.e.f. 1.10.2000 are covered by GPF and Govt. Pension scheme. Subscription of GPF is recovered from the employees which is Payable to DOT. Similarly GPF Advace & Final withdraw from GPF is paid to such employees by the BSNL which is recoverable from DOT.

54

6. PENSION AND GRATUITY

INTRODUCTION .1 Pension is the series of periodic money payments to a person (DOT employees as on 30-9-2000 & working in BSNL now on deemed deputation or absorbed) who retires from service on completion of the agreed span of service. The payment continues for the rest of natural life of the recipient and sometimes to a widow of the survivor. Principles Governing Pension There are certain underlying principles governing the grant of pension. An employee is not eligible for pension unless the qualifying service is paid for and rendered in a post under the Government and he is holder of a substantive appointment at the time of retirement. In the recent past provision was made for grant of pension to the employees who did not hold substantive appointment at the time of retirement, but had rendered not less than 10 years of service if they retire on superannuation or invalidation or rendered not less than 20 years and retire voluntarily. Future good conduct is implied condition for grant of pension and it continuance in future. Various rules relating to conditions, and regulation of amounts of pension etc., are contained in C.C.S (Pension) Rules 1972. In this handout the procedure for verification of services, processing the pension cases, issue of pension payment order etc., are described in the succeeding paras.
.2

VERIFICATION OF SERVICE The verification of services rendered by an employee is the first step of the setting of a pension case. Verification cases received in DOT Cell (Controller of communication Accounts) is of two types viz., i) ii) Verification of qualifying service after completion of 25 years of service or 5 years before the date of retirement and Verification of service while finalizing the pension case. As a matter of fact the second category of case does not come under verification cases, but final verification of qualifying service is also done while issuing the Enfacement Report and as such, they

55 are entered(treated) as pension cases received for issue of Enfacement Report.

PROCEDURE FOR VERIFICATION A service statement along with the service book is received in pension section from the Head of the Office. The particulars of the case are entered in Register of Applications (SY.133) for verification of services which is maintained to watch the proper disposal of the cases for verification of services. The serial number assigned in the register is noted on the statement to signify the entry in the register. The service statement is examined to see:1. 2. 3. 4. 5. that is is complete in all respects; that the date of birth shown in it tallies with the service book; that all periods of non-qualifying service agree with the entries in the service Book; that necessary notes regarding verification of service exist in the Service Book; that the periods note exists in the Service Book under the signatures of the Circle Accountant or other competent authority for counting any military service which qualifies for civil Pension; that necessary note exists in the Service Book under the signatures of the Circle Accountant or other competent authority for counting any military services which qualifies for Civil Pension; in the case of foreign service the period should be verified from the particulars already recorded in a Service Book (Pare-III) by the Chief Accounts Officer (TA) (circle office)

6.

7.

While checking if any discrepancies affection the qualifying service are noticed, the case should be returned to the Head of the Office for reconciliation. If the discrepancies are such which do not affect the qualifying service, the same can be communicated to the Head of Office while returning the case after verification of the qualifying service.

56 ISSUE OF VERFICATION MEMO If the case is found fit for issue of a verification memo, it is prepared and signed by the Accounts Officer(CCA). The statement of services along with the service book should be noted in the Register of Applications for verification of services. The maximum period allowed for disposal of verification statement is 15 days from the date of receipt of the case.

PROCEDURE FOLLOWED IN THE UNITS Preparation of List of officials due to retire A list of officials (MSO(T)-26) who are due to retire within the next 24 to 30 months is prepared twice a year i.e. on 1st January and 1st July by the Head of Office. A copy of the list is supplied to the Accounts Officer. INTIMATION TO DIRECTORATE OF ESTATES If the official is in occupation of Government accommodation, the Head of office should write to the Directorate of Estates two years before the date of retirement for issue of No Demand Certificate in respect of the period preceding 8 months of retirement. Preparation of Pension Paper The work of preparing the pension papers of an official due to retire on superannuation is undertaken 2 years before the date of retirement. This work is completed in the following stages: a) Checking the Service Book & see whether certificate of verification are recorded., b) Verification of unverified portions with reference rolls/acquittance rolls etc., and recording necessary cerficates., c) d) to pay

Referring to the concerned office in respect of unverified portion relating to other offices., Obtaining the declaration from the official in respect of service which could not be verified with any source available with the office.,

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e) f)

Admitting the unverified portion for qualifying service on the basis of the written statement (declaration) submitted by the official., Taking all possible steps for making good any omissions/imperfections/deficiencies(in S.B.) affecting qualifying service. Determining qualifying service omitting such portion the verification of which was found not possible. Calculation of average emoluments after verifying the correctness of emoluments for a period of 10 months preceding the date of retirement. Not later than ten months prior to the date of retirement of the Govt. Servant, the Head of Office shall furnish ot the retiring Govt. Servant a certificate regarding the length of qualifing service proposed to be admitted for the purpose of pension and gratuity as also the emoluments proposed to be reckoned with for retirement gratuity and pension. In case the certified service and emoluments as indicated by the Head of Office are not acceptable to him, he shall furnish to the Head of Office the reasons for non acceptance, inter alia, supported by the relevant documents in support of his claim. Obtaining Form- 5 from the retiring official (along with the documents to be attached to Form5) 8 moths before retirement. Completion of Part-I of Form-7 and Forwarding Pension Papers before 6 months.

g) h)

i)

j) k) i)

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