HR & Admn Manual

TT PROJECTS LIMITED
Chapter 5 Leave
LEAVE

Depending upon the exigencies of service and subject to rules and procedures laid
down for grant of leave, employees are entitled to the following types of leave.
Leave cannot be claimed as a matter of right. The Company may refuse, defer,
curtail or revoke leave.

5.1

TYPES OF LEAVE

A.

Casual Leave

B.

Medical Leave

C.

Privilege Leave

D.

Maternity Leave

E.

Leave without Pay

F.

Extraordinary Leave

G.

Leave (for Trainees)

5.2

Admissibility
dmissibility of Leave

5.2.1

Casual Leave

5.2.1.1

Casual Leave may be taken for causal exigencies of private/personal

nature. Casual Leave is admissible to all permanent (including
probationers) and contractual (fixed term) employees at seven (7) days
per calendar year on full pay and allowances.

5.2.1.2

Casual Leave is credited twice in a calendar year on January 01 and

July 01 at three
three-and-half
half days each time. When a person joins the
Company during the course of a calendar year, casual leave is credited to
his/her account in proportion to the balance period during the block of
January-June/July
June/July-December
December as may be applicable.
An employee
cannot avail of more than three continuous days of Casual Leave on any
one occasion.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

Page 1 of 14

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HR & Admn Manual

5.2.1.3

Casual leave in excess of three

three-and-half
half days may be granted during the
first half of the year subject to the recommendation of the SBU Heads /
HOD / Reporting Officer (in case of SBU Heads / HODs /COO/Managing
Director).. The excess leave so granted will be adjusted ffrom
rom the casual
leave to be credited on July 01. In case of resignation before July 01, pay
and allowances for the excess casual leave availed of by the employee
shall be recovered.

5.2.1.4

Casual leave shall normally be availed of with prior permission. If, for any
valid reasons, prior approval cannot be obtained, the Reporting Officer /
Department Head should be informed as early as possible and an
application for sanction of the leave must be submitted at the earliest but
not later than the date on which the employee resumes duty. The leave
not applied for, by default, will be treated as Leave without Pay (LWP).
(

5.2.1.5

Casual leave not availed of during a particular calendar year will lapse at
the end of that year.

5.2.2

Medical Leave

5.2.2.1

Medical leave is admissible to all permanent (including probationers) and

contractual (fixed term) employees at the rate of 10 days per year of
service, on full pay and allowances.

5.2.2.2

The eligibility depends on the service put in by an employee during the

previous calendar year and such leave is credited to the leave account of
the employee on the 1st of January of every year. When a person joins
the Company during the course of a cale
calendar
ndar year, Medical Leave is
credited to his/her account in proportion to the period of service rendered
during the previous Calendar Year.

5.2.2.3

Medical leave beyond three continuous days will be granted only on

production of a certificate of illnes
illness
s from a Registered Medical
Practitioner.

5.2.2.4

An employee will be allowed to accumulate medical leave upto a

maximum of one hundred and twenty (120) days. Any leave in excess of
this limit will lapse automatically, subject to the concession which may be
granted / allowed under 5.2.2.5 below. An employee can avail sixty (60)
days at a stretch with the approval of Immediate Reporting Officer and

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

Page 2 of 14

TT PROJECTS LIMITED
Chapter 5 Leave

HR & Admn Manual

leave in excess
ess of sixty (60) days can be availed with the approval of
SBU Head /HOD
OD / Reporting Officer (in case of SBU / SSD Heads / COO
/ Managing Director
Director).
5.2.2.5

Any medical leave in excess of the maximum stipulated under 5.2.2.4

above, lapses automatically
automatically. However, a record of the leave so lapsed is
maintained by the Company and in deserving cases of serious illness
requiring prolonged absence, COO / MD may allow the employee to avail
of the leave so lapsed, on production of appropriate medical certificate.
This may, however, be sanctioned after allowing the pro-rata
pro
medical
leave as indicated under 5.2.2.6 below, and after employee has fully
exhausted all other types of leave available to his / her credit.
credit

5.2.2.6

In case the balance of medical leave st

standing
anding to the credit of an
employee has been fully exhausted, pro-rata
rata Medical Leave for the
current year (for the period of service rendered) may be granted subject
to production of a medical certificate and duly approved by SBU Head /
HOD / Reporting Off
Officer (in case of SBU Head / HOD / COO / Managing
Director). The pro
pro-rata
rata leave will be calculated till the date of employee
having fallen ill.

5.2.2.7

The Company may, at its sole discretion

discretion,, as and when warranted,
warranted require
any employee to appear before a Doctor/Medical Board (nominated by
the Company) for a medical opinion.

5.2.2.8

If an employee leaves the service of the Company during the year, pay
and allowances paid for the pro
pro-rata
rata medical leave granted under 5.2.2.6
willll be recovered at the time of final settlement of accounts.

5.2.3

Privilege Leave

5.2.3.1

Privilege Leave is admissible at the rate of 30 calendar days per year of

service to all permanent and contractual (fixed term) employees and is
allowed to be availed
vailed of up to three occasions in a calendar year. This
leave is credited on the first day of January every year, in proportion to
the length of their service during the previous calendar year. The
minimum duration of Privilege Leave to be availed of on any
a
one
occasion shall not be less than three calendar days.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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HR & Admn Manual

5.2.3.2

An employee is allowed to accumulate privilege leave up to a maximum

of 150 days if he is employed in the Head / Regional / Inspection Offices /
Manufacturing Facilities and 205 days if employed at Construction / Field
Sites. Any leave in excess of this maximum limit will be encashed
automatically and paid together with the salary of January next year.

5.2.3.3

In exceptional cases (such as marriage of the employee or prolonged

illness),, when the employee falls short of the required privilege leave,
advance privilege leave calculated up to the date of the last working day
may be granted subject to the recommendation of the SBU / HOD /
Reporting Officer (in case of SBU / SSD Heads / COO / Managing
Director). Pay and allowances paid towards such advance privilege leave
will be subject to adjustment / recovery from the employee in case he/she
he
leaves the services of the Company.

5.2.4

Joining Leave (New employees)

New employees joining the Organization will be entitled upto a maximum
period of five (5) days Joining Leave to enable them shift their family /
personal effects etc. to the place of their posting. This period so availed
will be adjusted from the future accrual of Privilege leave. The employee
has the option to avail this leave before his /her first entitlement of leave
credited to his/her account on 1st January of the following year. (Refer
Chapter 16: under Clause 16.3.3)

5.2.5

Joining Time (on transfers)

5.2.5.1

Employeess on temporary and permanent transfer are entitled for joining

time of two (2) and five (5) days respectively. Joining time in case of
temporary transfer is to be availed within one (1) month and in case of
permanent transfer within six (6) months from th
the
e date of release from the
previous office / site / inspection centre. This joining time can be availed
either before commencement of the journey or at the next place of
posting or both. It is preferable that the above joining time to be availed
before reporting
eporting at the new place of posting. (Refer Chapter 16: under
clause 16.1.3)

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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5.2.5.2

Employees posted to overseas projects are entitled for the Joining time
to facilitate family relocation / resettlement and related activities in India
and are required
ired to avail this joining time prior to their departure to the
overseas location. It is to be noted that no joining time will be permissible
at the overseas location.

5.2.6

Employees working at Project Sites

i)

Permanent and contractual (fixed term) employees posted at field/

construction/project sites observe only three festival/national holidays
in a year, namely, Republic Day (January 26), Independence Day
(August 15) and Mahatma Gandhi Jayanthi(October 02), whereas
employees in Head / Regional / Inspection
nspection Offices / Manufacturing
Facilities observe 13 effective holidays (inclusive of 2 optional
holidays).. To compensate for this, 11 days are added to the normal
PL entitlement of 30 calendar days in the case of employees posted
at field/construction/
field/construction/project
project sites. Accordingly, they are entitled to 41
calendar days of PL per year of service rendered at a site. However,
exceptions may be made for sites where additional holidays have to
be observed at the instance of client / State Government declaring a
holiday. Such exceptions will have to be approved by the SBU Head
prior to observing such holiday
holiday,, under intimation to HRD Department.
RCM / Site In
In-charge
charge shall forward to the HRD Department details of
such additional holidays observed at their respecti
respective
ve sites as part of
monthly attendance statement to enable HRD update the same in the
Leave Management System.

ii) All employees from Head / Regional / Inspection Offices /

Manufacturing Facilities posted at sites on short durations (that is
other than on tour) would also be eligible for PL as above.
iii) When an employee who is posted at a Construction Site is
transferred to an Office (that is a non
non-site posting)) on a permanent
basis, the balance of his Privilege Leave in excess of 150 days will be
encashed on the 1st day of January of the next calendar year. In
case the employee wishes to proceed on leave (instead of
encashment), he
he/she may do so with prior approval before 31st of
December of that Calendar Year
Year.. The encashment will be made
based on the excess Privilege Leave in the employees leave account
on the first day of January in the year that immediately follows the
date of his permanent transfer to an office. Under this arrangement,
Issued by : Corporate Head - HRD
First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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Chapter 5 Leave

HR & Admn Manual

an employee can ret

retain
ain his PL balance subject to a maximum of 205
days upto the date of next updating of his leave account,
account after his
posting in an office
office.. Thereafter, the PL balance would be subject to a
maximum of 150 days, in line with the maximum limit applicable to
other
er employees posted in the office(s) and the excess balance will
be encashed and paid to employee together with the salary of
January.. Employees are advised to plan well in advance regarding
utilization of such excess leave. In exceptional cases, where
employee
ployee wishes to avail the leave (in excess of 150 days), he / she
may be permitted to do so before 31st day of March of that year, with
the prior approval of the SBU Head / HOD. Failure to avail the
excess leave inspite of the time extension till 31st March,
rch, the leave
balance in excess of the accumulation limit will be encashed and paid
to employee together with the salary of April (calculated on the basis
of salary as of March that year).
5.2.7

Employees working with subsidiary & joint ventures companies, sisterconcerns and other Organisations
Companys employees assigned to work with subsidiary & joint ventures
companies, sister
sister-concerns and other Organisations will observe the
working hours and routine as may be in force at ttheir
heir place of posting.
Rules governing their privilege leave entitlement will however remain
unaltered during their assignment with such Organisations
rganisations, unless
specifically altered to meet the work requirements.

5.2.8

Trainees and Apprentices

i)

Trainees/Apprentices
nees/Apprentices are entitled to a total of 21 days leave per
annum without any categorization as PL, CL and ML, unlike
permanent / contractual (fixed term) employees.

ii) First entitlement of 5 days leave arises only on completion of three

months of training / apprenticeship and subsequent entitlement will
be at the rate of 5.5 days and 5 days in an alternating manner for
each spell of three months.
iii) The leave, if any, to the credit of a trainee / apprentice will be
encashed at the time of compl
completion of his/her training/ apprenticeship
period. However, in case he / she is appointed on the permanent /
contractual (fixed term) rolls of the Company, immediately on
Issued by : Corporate Head - HRD
First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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Chapter 5 Leave

HR & Admn Manual

successful completion of his

his/her training/apprenticeship period, the
balance of leave to his/her credit will be transferred to his privilege
leave account.
5.2.9 Cooks / Caretakers / Watchmen
These employees attached to regular offices are entitled to privilege
leave at the rate of 41 days per year of service and will observe only
three national holidays.
5.2.10

Maternity Leave

5.2.10.1 A Female employee who has actually worked in the Company for not less
than 80 days during the 12
2 months immediately preceding the date of her
expected delivery is eligible for grant of maternity leave.
ODs would sanction Maternity Leave of 12
2 weeks (that is,
5.2.10.2 SBU Heads / HODs
six weeks up to and including the day of her delivery and six weeks
immediately following that day). In order to ensure adequate rest and prepre
natal care, availing of the pre
pre-delivery
delivery maternity leave entitlement
subsequent to the delivery is not ordinarily permissible.
5.2.10.3 An application for maternity leave must be submitted to the Company at
least four weeks prior to the date of commencement of the leave, i.e. at
least ten weeks prior to the expected date of delivery. This notice shall be
accompanied by a medica
medicall certificate from a competent medical officer
certifying the expected date of delivery.
5.2.10.4 Salary for the Maternity Leave period is on the basis of average salary
drawn by the employee during the period of three calendar months
immediately precedi
preceding
ng the date from which she proceeds on maternity
leave.
5.2.10.5 An employee on maternity leave who takes up other employment during
such leave and/or resigns thereafter without resuming duties either during
or on completion of the maternity leave, forf
forfeits
eits Maternity Leave/Maternity
Benefits in full from the date she takes up the other employment or from
the date she has proceeded on maternity leave, whichever is earlier.
5.2.10.6 Any additional leave beyond the entitlement under the Maternity Benefit
Act will also be in accordance with the Maternity Benefit Act.
Issued by : Corporate Head - HRD
First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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5.2.10.7 Female Employee who is covered under the Employees State Insurance
Act (ESI), 1948 shall be entitled to receive maternity benefit in
accordance with the provisions as laid down under the provisions of the
ESI Act, 1948.
5.2.11

Leave Without Pay & Allowances

5.2.11.1 Leave Without Pay and Allowances (which may be referred to as Leave
without Pay or LWP for purpose of brevity) may be granted to an
employee who has no other leave to his credit, at the sole discretion of
the Company, under very special circumstances.
5.2.11.2 No pay, allowances or any other benefits are admissible to an employee
em
on such leave and no leave of any type would accrue during this period.
5.2.12

Extraordinary Leave (Special Leave)

This may be granted with or without pay and allowances solely at the
discretion of the Company, depending upon the merits of each
eac case, such
as in the case of sportsmen having to participate in tournaments out of
station and the like. Application for such leave should be forwarded to the
HRD Department through proper channel along with appropriate reasons
and recommendations for ne
necessary action.

5.3

Combination
ombination of Leave

5.3.1

Casual leave cannot be combined with (a) any other type of leave; and
(b) Compensatory offs (to the applicable grades).

5.3.2

Combination of Privilege Leave/Maternity Leave/ Medical Leave may be

permitted provided the application for Maternity Leave/Medical Leave is
supported by an appropriate medical certificate.

5.3.3

Female employees may be permitted by the Company to prefix or suffix

Privilege Leave to Maternity Leave under special circumstances
circums
necessitating their absence away from work. This is to be treated more
as an exception than a rule.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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HR & Admn Manual

5.4

Encashment of Privilege Leave

5.4.1

Employees of the Company are eligible to encash their PL subject to the

following conditions. No othe
otherr type of leave can be encashed.

5.4.2

Employees are allowed to encash Leave once in a calendar year and the
application for encashment can be made before 15th of the month to
facilitate payment in the same month in the payroll.

5.4.3

Encashment of le
leave is admissible to an employee only if there remains a
minimum of 31 days Privilege Leave to his
his/her credit in the leave account
after debiting the leave availed of and leave encashed.

5.4.4

Payment towards encashment of leave will be on the salary (Basic

(B
Pay
plus DA (where applicable) of an employee.. This rule will also apply for
final settlement of an employees dues at the time of resignation / release
/ termination / retirement / death from service including towards
adjustment of shortage in the notice period and for encashment of the
balance of leave outstanding after such adjustment.

5.4.5

Payment received towards PL encashment will not qualify for any other
benefits such as PF Contribution, Statutory Bonus, etc.

5.4.6

The entire Privilege Leave to the credit of an employee at the time of his
resignation / release / separation from the service of the Company
qualifies for encashment / adjustment and hence some of the
requirements listed above would stand modif
modified
ied accordingly.

5.4.7

Encashment of Privilege Leave in respect of employees transferred from

a Site to an Office is permitted as per 5.2.3.5(i
5.2.3.5(iii).

5.4.8

Amounts received by an employee towards encashment of leave are

subject to payment of income
income-tax as per rules in force.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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TT PROJECTS LIMITED
Chapter 5 Leave
5.5

HR & Admn Manual

Leave during Postings Abroad

Provisions regarding entitlements of leave, utilization / encashment
thereof, etc. during an emplo
employees
yees overseas posting will be specified in
his Overseas Posting Order. Any balance of leave to his credit at the
time of his proceeding abroad will be treated as frozen for the duration
of such posting and will become operative on his return. A separate
separ
Account of Leave will be maintained for the duration of his overseas
posting. Unavailed Medical Leave (if
if any) earned by him overseas, will be
credited to his medical leave account in India, on his return. As regards
unavailed Privilege Leave, he ma
may,
y, on completion of his assignment
abroad,
i) Avail the leave with prior approval; or
ii) Encash the leave subject to the provisions of the Overseas Posting
Order; or
iii) Have such leave transferred to his leave account in India.
ia.

5.6

Sanctioning Authority

5.6.1

Sanctioning Authority
Authority,, including special approvals in cases of exceptions,
with respect to various types of leaves will be in accordance with the
authorities specified under relevant sections of this chapter, as
appropriate.

5.6.2

Leave without pay will be sanctioned by the sanctioning authority upto a

period not exceeding 15 days. Any exces
excess
s LWP beyond 15 days will be
approved by the respective SBU Head / HOD / Reporting Officer (in case
of SBU / SSD Heads
Heads).

5.7

General Provisions

5.7.1

Every employee must submit an Application for Leave

Leave// Compensatory
Off (where applicable)
applicable) under the relevant option given in the on-line
Leave Management System well in advance and obtain approval before
proceeding on leave. These leave requests will be approved by the
nominated officer termed as Leave Approving Officer.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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HR & Admn Manual

5.7.2

Where an employee has proceeded on leave after applying for a

particular type of leave and overstayed and in the event where he had
already exhausted all leave of that type
type, such excess absence can be
regularised by applying / combining with another type of leave as allowed
allowe
under the leave rules detailed under various sections above including
Leave Without Pay
Pay.. Where employee has not reverted for such
regularisation, the excess absence will be treated as Leave without Pay,
Pay
without any further reference to the employee and the LWP will not be
reversed. However, exceptions to such cases will be dealt with based on
the merits of the case by the HRD Department on the specific
recommendation of the SBU Head / HOD.

5.7.3

Any changes in leave programme must be promptly informed

i
and
formally notified through the Leave Management System. Alternatively,
employee or Leave Approving Officer may intimate / write a mail to Leave
Administrator (leave
(leaveadministrator@tataprojects.com) who will promptly
update the change and a mail alert will be received by the employee and
Leave Approving Officer.

5.7.4

It is the responsibility of every employee to advise his Leave Approving

Officer well in advance regarding his leave program
programme,
me, so that necessary
arrangements can be made regarding distribution of work, etc including
arrangement for alternate resource during such leave vacancy.
vacancy

5.7.5

Every employee proceeding on leave should also furnish his contact

address, telephone/ Mobile numbers, etc. to his Leave Approving Officer
so that the Company can contact him in case of any emergency. Any
changes in such contact address should be promptly notified to HRD
Department / updated through HRMS.

5.7.6

Details regarding weekly hol

holidays,
idays, festival holidays and Compensatory
Offs are enumerated under Chapter 14 dealing with Office Procedures
and Rules.

5.7.7

Grant of Medical Leave or Privilege Leave in excess of three days on

medical grounds will be considered only if the applicatio
application
n for leave is
accompanied by an appropriate medical certificate issued by a qualified
medical practitioner. Failure to submit the medical certificate will
automatically render the absence to be treated as Leave without Pay.
The employee may be require
required
d to undergo a medical examination in case
such examination is deemed necessary by the Company.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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5.7.8

Leave is based on calendar days. A holiday occurring either at the

beginning of or at the end of the leave period is not treated as part of the
leave. It may be noted that holidays occurring during the leave period are
treated as part of the leave.

5.7.9

Where a holiday intervenes any two types of leave availed of by an

employee, such intervening holiday
holiday(s) will be treated as part of the leave.

5.7.10

An employee who proceeds on leave (Casual/Medical/ Privilege/Maternity

Leave) and fails to resume duties on expiry of the leave on account of
submission of formal resignation or voluntary abandonment of service,
forfeits his / her right to his leave
ve and the resignation may at the sole
discretion of the Company be accepted from his / her last working day
(prior to proceeding on leave), notwithstanding the leave granted earlier.

5.7.11

Casual leave in the normal course may not be admissible to employees

empl
posted on overseas assignments/Construction Sites
Sites. Deviations,
eviations, if any,
will be specified in the Overseas Posting Order
Order.

5.7.12

While calculating the entitlement for leave, any fraction of a days leave
which is less than half a day is to be ignore
ignored
d and more than half a day is
to be treated as one full day while it will remain as such when it is exactly
half a day.

5.7.13

An employee whose release on account of resignation takes effect from

June 30 or before during a calendar year would not be eligible for any
proportionate Privilege Leave. However, he / she shall be entitled to
proportionate privilege leave for the period upto June 30th of the year
provided his / her release from Companys rolls is effective on or after
July 1st.

5.7.14

The entire duration of an employees absence in excess of the leave

balance in his// her account is ignored while calculating any further
entitlements of leave. Hence the actual leave to be credited to an
employees account stands reduced in proportion to the duration of such
excess absence.

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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5.7.15

When an employee is deputed by the Company for a Seminar/training

programme, etc., duration of such programme would not be treated as
absence and hence he does not have to apply for leave. Therefore, he
will be eligible for pay and allowances as applicable to him for the
duration of the programme, even though such participation does not
qualify him for other benefits such as Compensatory
Compensatory-Offs,
Offs, Overtime
Allowance, Reimbursement of Out
Out-of-Pocket
Pocket Expenses. However, where
an employee is merely permitted (and not deputed) by the Company to
attend a course of his own choice, the Company may permit adjustment
of his Privilege Leave balance / LWP against such absence..

5.7.16

Provisions regarding Compensatory

Compensatory-Offs are enumerated
numerated in Chapter 14.

5.7.17

Just as in the case of all other terms and conditions of employment,

allowances, benefits, etc., the rules governing the leave entitlements are
subject to amendments, modifications, additions/deletions or suspension
of operation at any time.

5.7.18

Employeess participating in external Seminars / Conferences / Guest

Lectures in Institutions / other forums in their personal capacity and if
such participation is approved by Company, such absence will be treated
as On Duty.. However, h
he / she will not be entitled
ed for any tour / travel
benefits.

5.8

Special Leave on
n account of Accident.

5.8.1

Employee,, who is covered under Companys Group Accident Insurance

Policy and in the event of meeting with an accident requiring treatment,
will be allowed special leave with pay and allowances for the duration of
his/her treatment and no leave (PL/ML) will be deducted from
fr
his/her
leave account.. Employee is required to report the details of the accident
together with all relevant documents (also refer Chapter 11 for
fo detailed
procedures for preferring claims etc., under the Insurance Policy).

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

Page 13 of 14

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TT PROJECTS LIMITED
Chapter 5 Leave
5.8.2

Details of such accident should be promptly reported with in 24 hours of

the occurrence to Administration Dept under intimation to HRD
Department at Corporate Office, Hyderabad. All Employees posted
outside Hyderabad at Project Sites/Regional Offices/Inspection
ection Centres/
Ce
Manufacturing Facilities may report the details of the accident through
their local HR/Administration executive, who in turn will intimate the
Administration Department at Corporate Office under intimation to HRD
Department. In order to fa
facilitate
cilitate payment of Salary, employee must
intimate HRD Department on the progress of his treatment and likely date
of resuming duties from time to time.

5.8.3

Employees who meet with an accident arising out of or during the course
of employment, the total period of absence will be considered as Special
Leave. If the accident has occurred under other circumstances, the
period of special leave will be sanctioned equivalent to the period of the
absence paid by the Insurance Company. Any excess special leave
granted beyond the provisions stated above are subject to adjustment of
leave from employees leave account (PL/ML)
(PL/ML)/recovery
/recovery from salary.

5.9

On-line
line Leave Management System

5.9.1

Leave Management System (LMS) is a web

web-enabled
enabled tool on HRMS to
facilitate administration of leave rules in accordance with the provisions
listed in this Chapter.

***

Issued by : Corporate Head - HRD

First Edition:Feb 1990/Second
Second Edition:
Edition:Oct2010

Last Amended : Oct2010

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