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LEAVE RULES

 

The leave rules applicable to the members of the award staff have been incorporated in Chapter VII of the agreement dated 31st March 1967 entered into between the Bank and the All India State Bank of India Staff Federation. Those employees who were governed by the provisions for leave as per Sastry Award were given an option to continue to be governed by those rules or to be governed by the rules agreed to vide Agreement dated 31.3.1967. However, with effect from 1st January, 1987, the leave rules detailed hereunder have been made applicable to all the employees of the Bank in terms of the Agreement between the Bank and State Bank of India Staff Federation. (SETTLEMENT DTD. 31.3.1967) (MEMO INST ON LEAVE RULES, SEPT. 1977) (CDO/PM/16/CIR/80 DtD. 28.12.2002)

 

14.1       General instructions

 

14.1.1       An employee who desires to obtain leave of absence, other than casual leave, shall apply in writing to the Branch Manager or any other officer authorised for the purpose.  Such application for leave shall be made not less than one month before the date from which the leave is to commence, except in urgent cases for unforeseen circumstances including illness when it is not possible to do so.   The Branch Manager or the officer authorised for the purpose shall issue orders on such application as soon as practicable and in cases of an urgent nature immediately.  If the leave asked for is granted, an order showing the date of commencement of the leave and the date on which the employee will have to resume duty shall be issued to him. An employee, before proceeding on leave, shall intimate his address while on leave and shall inform of any change therein during the course of leave.

 

14.1.2       If an employee, after proceeding on leave, desires extension thereof, he shall make an application in writing to the Branch Manager or Officer authorised for the purpose.  Such application shall state the full postal and telegraphic address of the employee, and shall be made in sufficient time to enable the management to consider the application and send a reply to him before the expiry of the leave desired to be extended.  A written reply either of the grant or refusal or extension shall be sent to the employee at the address given by him if such reply is likely to reach him before the expiry of the leave originally granted to him.

 

14.1.3       If the leave is refused or postponed, the reason for the refusal, or postponement, as the case may be, shall be mentioned in the order, and a copy of the order given to the employee.

 

14.1.4       No leave or extension of leave shall be deemed to have been granted unless an order to that effect is passed and communicated to the employee concerned.

 

14.1.5       Leave of all kinds cannot be claimed as a matter of right.  When the exigencies of service so require, discretion to refuse or revoke leave of any description is reserved to the authority granting it, and an employee already on leave may be recalled when considered necessary in the interests of the Bank.  When an employee is called back from leave, the bank will pay his travelling expenses to and from the place where he was spending his holiday.  The employee will also be entitled to claim travelling expenses of his spouse and children and dependent parents having no independent source of income provided they have accompanied him while going to such place or have gone to such place within a week of his going there and have accompanied him whilst returning from such place or have returned to the place of work within a week of his return to that place.

 

14.1.6       Public Holidays  (that is Bank Holidays under the Negotiable Instruments Act) other than Sundays shall not be prefixed or suffixed to any leave without obtaining prior sanction of the competent authority.

 

14.1.7       An employee who overstays his leave (except under circumstances beyond his control for which he must tender a satisfactory explanation) shall not be paid his pay and allowances for the period he overstays and shall further be liable for disciplinary action.

 

14.1.8       Leave earned by an employee lapses on the date on which he ceases to be in service.  Where an employees services are terminated owing to retrenchment he shall be paid his pay and allowances for the period of privilege leave at his credit.

 

14.1.9       Unless he is permitted to do so by the competent authority, an employee will not be entitled to return to duty before the expiry of the period of leave granted to him.

 

14.1.10    The first day of an employees leave is the working day succeeding that upon which he hands over charge.  The last day of the employees leave is the working day preceding that  upon which he reports his return to duty.

 

14.1.11    An employee on leave shall, unless otherwise instructed to the contrary, return for duty to the place at which he was last posted.

 

14.1.12    Unauthorised absence without intimation continuously for a period exceeding 30 days would be deemed as a “Gross Misconduct” in terms of Clause 5(p) of Bipartite Settlement dt.10.04.2002.

 

14.1.13    Absence without leave or overstaying sanctioned leave without sufficient grounds would be deemed as a “Minor Misconduct” in terms of Clause 7(a) of Bipartite Settlement dt.10.04.2002.

 

14.1.14    The Competent Authority may require an employee who has availed himself leave for reasons of health to produce a medical certificate of fitness before he resumes duty even though such leave was not actually granted on a medical certificate.

 

14.1.15    Leave may not be granted to an employee under suspension or against whom proceedings are pending.

 

14.1.16    The term pay wherever it occurs means the aggregate of

 

i)          Basic Pay;

 

ii)         Dearness Allowance;

 

iii)         House Rent Allowance;

 

iv)        Special and other Allowances, if any, (but excluding special allowance drawn as locum-tenens and officiating allowance if any) which the employee would have drawn had he been on duty.

 

14.1.17    A financial year means the period 1st April to 31st March each year.

 

14.1.18    Part time employees are at par with full-time employees in matter of leave rules. (All part time employees in the service of the bank as on 31.12.05 ,drawing scale wages and fixed wages have been converted into full scale of pay by 01.04.06, they will be governed by the same terms and conditions applicable for full time scale of wages staff in subordinate cadre.)

 

14.2       Sanctioning authority

 

Leave of all categories except extraordinary leave on loss of pay, and special leave of all kinds which is subject to the prior approval of the appropriate authority may be sanctioned by the Branch Manager/Managers of Divisions. At the Local Head Office/Zonal Office/Corporate Centre, leave shall be sanctioned to the members of award staff by the respective Heads of the Departments/Sections.

 

14.3       Observance of leave rules

 

The practice of employees exhausting the annual quota of casual leave within the first few months of the financial year and thereafter availing themselves of privilege leave without prior permission and without regard to the number of times such leave is availed of is highly irregular.  Branch Managers should adopt the following course of action in dealing with such cases.

 

 a)        An employee who exhausts all his casual leave should be advised promptly that he has exhausted all the casual leave and that he can avail himself of privilege leave, if any, at his credit only in accordance with the Banks rule. (Annexure 14.1)

 

b)         If the employee subsequently avails himself of leave without prior sanction, he should be advised in writing.  (Annexure 14.2)

 

c)         If he repeats such action, he should be advised in writing to desist from such irregular practice and also advised that his absence will be treated as unauthorised and that he would not  earn wages for the unauthorised absence. (Annexure 14.3) However, if the Branch Manager is satisfied that the failure of the  employee to  obtain prior permission is not on genuine grounds  and is a deliberate attempt to defy the  authority, his absence should be treated as unauthorised and, the procedure outlined in sub para (d) below will have to be followed.

 

d)         If the employee does not pay heed to these advices and absents himself again without prior sanction, the absence should be treated as unauthorised and on loss of pay and the matter reported to the Controlling Authority for appropriate disciplinary action against him after calling for an explanation from the employee. (Annexure 14.4).

 

e)         Some employees may submit medical certificate in support of their absence. If the Branch Manager has reason to believe that the medical certificates are not genuine, the employee may in consultation with the controlling authority be subjected to an examination by a Medical Board consisting of the Banks Authorised Doctor/Medical Officer, specialist in the field and a physician of repute.

 

f)          Wherever the provision of any law applicable to any place are in conflict with the provisions contained in this Chapter, the provisions of law should be applied.

 

            The instructions with regard to various kinds of leave are given hereunder.

 

14.4       Casual Leave (SETTLEMENT DTD. 31.3.1967)

 

14.4.1       An employee shall be entitled to casual leave upto a maximum of 12 days in each financial year i.e. from 1st April to 31st March every year w.e.f. 1.4.2003 (CDO/PM/16/CIR/80 dated 28.12.2003) provided that not more than 4 days may be taken continuously and provided that holidays and Sundays may not be combined with such leave in such a way as to increase the absence at any one time beyond six days. But if extended beyond these limits, it shall be treated as privilege leave in respect of entire period.  Instructions for grant of casual leave are as under :-

 

a)         Casual leave may not be granted in combination with any other leave.

 

b)         The quantum of casual leave available to an employee during the first Financial year of his service is calculated on a pro-rata basis at the rate of one day for each completed month or part thereof from the date of his joining the service upto the end of the year.

 

c)         Casual leave  shall  be  non-cumulative except as provided in para (14.8.3.) under sick leave.  Ordinarily, the prior permission of the sanctioning authority shall be obtained before taking such leave. When this is not possible, the said authority shall be informed as soon as practicable in writing or if it is not possible, orally or through any person, of the employees absence from work, reason thereof and of the probable duration of such absence. In any  event, a written application shall be submitted to such authority latest on the day the employee resumes duty.

 

d)         Casual leave is only intended to meet special or unforeseen circumstances for which provision cannot be made by exact rules.  Holidays except Saturdays and Sundays shall not be prefixed or suffixed to casual leave without the prior permission of the officer granting such leave.

 

e)         Holidays and weekly off falling within the period of casual leave will not be treated as a part of casual leave.

 

f)          Casual leave may be taken on grounds of sickness without production of medical certificate, provided the total period of sickness does not exceed 4 days.

 

g)         Any absence from duty without satisfying the requisite conditions under which leave may be taken or obtaining such leave on false grounds would justify the Bank after giving the employee an opportunity to explain, in not treating the employee as on casual leave but as being absent without leave on loss of pay and allowances.

 

h)         An employee on casual leave shall be entitled to pay and allowances as if he was on duty.

 

i)          Casual leave not availed of by an employee in a financial year shall be convertible into sick leave on full pay and such sick leave in lieu of unavailed casual leave shall be over and above the maximum period provided under sick leave.  There is no upper limit in regard to the accumulation of unavailed casual leave as sick leave.

 

Such leave not exceeding a day if availed on grounds of sickness, shall be allowed without production of medical certificate (VII Bipartite Settlement dt.27.03.2000)

 

 

 

 

14.5       Privilege Leave

 

14.5.1       Privilege leave can be accumulated upto a maximum period of 240 days w.e.f. 1.1.90.

 

14.5.2       Privilege leave earned by an employee in a financial year is credited to his leave account at the beginning of the following year. Privilege leave should not be granted on pro-rata basis, before it is credited to the leave account.

 

14.5.3      Accrual of privilege leave

 

14.5.3.1   An employee shall earn privilege leave during each year separately, regardless of the maximum leave at his credit at the beginning of the year, subject to the maximum limit stipulated. Credit shall continue to be afforded to the privilege leave accounts of the employees on 1st April every year in respect of leave earned during the previous year.

 

14.5.3.2   For the purpose of computing the privilege leave earned at the rate of one day for every 11 days of completed service, the period of privilege leave already availed of by the employee during that year, the period of sick leave, extraordinary leave and maternity leave (if any) granted to the employee and unauthorised absence on loss of pay should not be counted as service, as no leave other than casual leave will count for the purpose of computing privilege leave. (SETTLEMENT DTD. 31.3.1967)

 

14.5.3.3   In respect of sick leave taken during a financial year, only the actual period of absence will be taken into account irrespective of the fact whether it was on full pay/half pay.

 

14.5.3.4   It is also to be noted that one days privilege leave is earned for every completed 11 days of actual work done. Also for the calculation of privilege leave, a financial year is taken from April to March.

 

14.5.3.5   An award staff employee can earn privilege leave during any given year even if the leave at his credit on the 1st April of the year is the maximum permissible amount of accumulated leave, provided that the leave at his/her credit on the 1st April of the following year is not more than 240 days. Thus, if an employee, who has maximum permissible amount of privilege leave to his credit on the 1st April – (PER:IR:CIR:110 DTD. 31.5.1985)

 

i)          does not avail of any leave during the year

                  

            The leave for that year though earned, will lapse at the beginning of next year;

 

ii)                   avails of one months leave during the year

 

The period of leave availed will be set off against the leave earned by him/her during the year i.e. 1 month and the leave to his credit at the beginning of the next year will be 8 months.

                  

iii)         avails of, say, 10 days leave during the year

 

The period will be set off against the leave earned during the year (i.e. 30 days) leaving a balance of 20 days. However, since the leave to the employees credit at the beginning of the following year cannot be more than the maximum permissible amount, this balance of 20 days leave will lapse and the leave to his/her credit on the 1st April of the following year will be only  240 days.

 

14.5.3.6   While calculating privilege leave earned by an employee in a financial year, if the actual number of days for which he had worked during that year (i.e. number of days in the year less privilege leave/sick/maternity leave, etc. but not casual leave, actually availed of by him/her) is not exactly divisible by 11, the fraction of a day of earned leave if any, shall be taken as a full day ( with effect from the calendar year 2001).

 

14.5.3.7   Period of  special  leave  granted to sportsmen employees may be treated on par with casual leave for the purpose of computing privilege leave.

 

14.5.4       Accounting  procedure  for   privilege  leave falling in two Financial Years

 

Where an employee is due to proceed on leave during the financial year and the leave to be availed of partly falls in the current year and partly in the next year, the leave account may be debited as on the date on which the leave will start. However, for the sake of administrative convenience the posting may be done at the time of sanction itself. In the event of any change in the quantum or period of leave sanctioned/availed of, the necessary corrections may be carried out later. Consequently, where an employee applied for leave to be availed in the next financial year, the leave account may be debited after the usual credits are posted on April 1 of the year in which leave is to be availed.

 

14.5.5       General Instructions Relating To Privilege Leave

 

14.5.5.1   When leave is refused by the Bank for any reason to an employee, who has at his credit the maximum permissible accumulated leave, he will continue to earn privilege leave and further accumulation of leave beyond the permissible limit will be allowed to him until the Bank is in a position to grant him leave.  Privilege leave can be availed of by an employee only on two occasions in a Financial year (except of course, under extraordinary circumstances). There shall be no contravention of this provision without justifiable reason. Employees should, therefore, plan their leave programme sufficiently in advance with a view to adhering to the stipulations referred to above.

 

14.5.5.2   An employee will not earn privilege leave only for the number of days he actually remains absent. As such, pro-rata privilege leave will accrue to him for the number of days of leave debited to his leave account on account of encashment of leave. In other words, in calculating the period of completed service for which privilege leave is credited, while the period of privilege leave enjoyed is not counted, the period of privilege leave encashed should be counted as service.

 

14.5.5.3   A member of the Executive Committee of a recognised trade union of the employees of the Bank may be granted privilege leave on more than two occasions in a financial year provided it relates only to attending to trade union work. The other provisions contained in the above clause regarding the grant of privilege leave on more than two occasions in a Financial year will be operative in respect of the above employees also, for personal purposes.

 

14.5.5.4   Applications for privilege leave of say, 15 days or more required by the staff, any time during the year, are invited before the end of May of each year and the leave sanctioned in a conveniently phased manner well in advance. When several applications are received for the same period during a year, which may not be practicable to be sanctioned, the applicants are asked to vary their periods of leave. If, however, they do not do so by mutual adjustment, then the leave is sanctioned to a few depending on the exigencies of the service.

 

14.5.5.5   An employee may avail himself of privilege leave for a period of more than 4 days at a time on grounds of illness on production of a medical certificate.

 

14.6       SICK LEAVE (SETTLEMENT DTD. 17.9.1984)

 

14.6.1       An employee shall be granted sick leave on half pay at the rate of 30 days for each completed year of service subject to a maximum of 18 months during his entire service. In the first year of service, an employee will be granted sick leave on pro-rata basis. Where an employee has put in a service of over 24 years, he shall be eligible to additional sick leave at the rate of one month for each year of service in excess of such 24 years, subject to a maximum of three months of additional sick leave.

 

14.6.2       Sick leave shall be on half substantive pay, provided that a confirmed employee if he so requests, shall be permitted to avail sick leave on full substantive pay upto a maximum of 9 months during the entire period of service. Such leave on full substantive pay being entered twice the amount of leave taken, in his sick leave account. Sick leave admissible for service in excess of 24 years shall be on half the substantive pay. However, on request such leave shall be permitted on full substantive pay by entering in the sick leave record as twice the period of leave taken.

 

14.6.3       There is no upper limit in regard to the accumulation of unavailed casual leave as sick leave. This sick leave is protected on the employees promotion to supervising staff and is in addition to the sick leave to which he is entitled to after his promotion in terms of his service rules.

 

14.6.4       All sick leave shall be granted to an employee on production of a medical certificate acceptable to the Bank.

 

14.6.5       Sick leave due to an employee on any particular day may be calculated on the basis of total period of service as on that date at the rate of 30 days for each completed year of service and on pro-rata basis for the broken period. The expression completed year of service would include the period spent on duty as well as on leave including extraordinary leave.

 

14.6.6       When an employee avails himself of leave on grounds of ill health, the authority empowered to sanction leave may require the employee to produce a medical certificate of fitness before he resumes duty even though such leave was not actually granted on medical grounds. In the interest of the affected employee and his colleagues, a certificate of fitness should be insisted upon if the employee was suffering from infectious/contagious diseases such as small pox, tuberculosis, etc. or when the period of leave on medical grounds exceeds a fortnight.

 

                  

 

 


14.7       EMPLOYEES ON PROBATION (PA:CIR:37 DTD. 29.6.1983)

                  

Award staff employees on probation shall be granted leave on the following basis:

 

i)          Casual Leave

 

One day per month. The quantum of casual leave available to the employee during the first Financial year of his service should be arrived at on a pro rata basis at the rate of one day for each completed month or part thereof. Casual leave thus computed would be made available  subject to the conditions laid down elsewhere in this chapter. For example, if an employee joins on 1st September he will be eligible for 4 days of casual leave which may be granted even during September.

 

In terms of corporate centre circular no. CDO/PM/16/CIR/80 dated the 28th  December 2002, it has been decided to change the existing procedure of computing entitlement to privilege leave as well as casual leave of officers/employees from calendar year basis to financial year basis effective from Ist April  2003. However , there is no change in the existing computation procedure for the sick leave.

 

ii)         Sick leave

 

On half pay on a pro rata basis according to the length of service, as applicable to permanent employees.

 

iii)         Extraordinary Leave:

 

When an employee on probation is granted extraordinary leave on loss of pay, his or her period of probation may be extended for the period of extraordinary leave. Where the period of extraordinary leave is short, say not more than 15 days and the controlling authority is satisfied that the leave was taken for genuine reasons, such as sickness etc. the Branch Manager/Head of the Department may, with the approval of the General Manager waive the postponement of the date of confirmation on merits of the case.

                  

iv)        General

 

Particulars of leave of all kinds granted to such employees since their joining the service should be reported in their monthly reports. Any leave in excess of what an employee would be eligible for on the above basis will be treated as extraordinary leave on loss of pay and the period of probation of the employee  exceeded correspondingly; such period will not count for increments.

 

(v)        Applications for grant of leave of any other kind should invariably be referred to the Controlling Authority with the recommendations of the Branch Manager.

 

14.8       EXTRAORDINARY LEAVE ON LOSS OF PAY               

              (PA:CIR:37 DTD. 29.6.1983)

 

14.8.1       Extra ordinary leave may be granted to an employee when no ordinary leave is due to him. Except in exceptional circumstances, the duration of extra ordinary leave shall not exceed 90 days on any one occasion and 360 days during the entire period of his service.

 

14.8.2       In very special circumstances, the Chief General Manager may condone absence of an employee beyond 360 days.

 

14.8.3       The competent authority may sanction the extraordinary leave in the following circumstances :

 

a)         An employees own sickness

 

b)         Sickness of employees wife or children

 

c)         For appearing in the examination

 

d)         For pursing higher studies

 

e)         Any other reason beyond the control of the employee, the

            discretion for which will be entirely with the sanctioning

            authority.

 

14.8.4       Competent Authority For Grant Of Extraordinary Leave

 

The following authority structure has been designated for sanction of extra ordinary leave to members of the award staff :-

                  

a.         For award staff working at branches :

                  

            Asstt. Gen. Manager                      :           Extraordinary leave upto 90 days

                  

            Dy. General Manager                   :           Extraordinary leave upto 180 days.

                  

            General Manager                          :           Extraordinary leave upto 360 days.

                  

b.         For award staff working at Zonal Offices :

                  

            Dy. General Manager                   :           Extraordinary leave upto 180 days

                  

            General Manager                          :           Extraordinary leave upto 360 days

 

c.         For award  staff  working  at Local Head Offices including Learning Centres :

 

            Departmental Head                      :           Extraordinary leave upto 90 days

            not below the rank

            of SMGS V

 

            Concerned General                      :           Extraordinary leave upto 360

            Manager                                                   days

                           

d.            For award staff working at Corporate Centre:

 

AGM incharge of                          :           Extra ordinary leave upto 90 days

            staff matters

 

DGM/GM incharge                       :           Extra ordinary leave 91 to 360

            of the department                                     days

 

                  

e.         For award staff working at Corporate Centre establishments:

                  

            Departmental Head or                 :           Extra ordinary leave upto 90 days

            Officer in hierarchy not

            below SMGS V

 

            Officer in hierarchy not                  :           Extra ordinary leave upto 360

            below TEGS VII                                           days

 

                  

The Chief General Manager of Circle in respect of employees working in a Circle and the Chief General Manager (HR) in respect of employees working in Corporate Centre establishments, is the competent authority to condone the absence of an employee beyond the maximum permissible extraordinary leave of 360 days i.e. beyond 360 days, on merits of each case and on justifiable grounds. Such extraordinary leave on loss of pay in excess of 360 days for any reason whatsoever will not count for pension, increment etc. However, all cases for sanction of extra ordinary leave should be critically screened by the controlling authorities before making recommendations to the appropriate competent authorities at different levels.

 

14.8.5       Extraordinary leave on loss of pay  does not  normally count for increment, seniority etc. However, the Chief General Manager, in the case of an employee working in the Circle and the Chief General Manager (HR) in the case of an employee working in corporate centre and its establishments, are the competent authorities to restore seniority and count the period of extra ordinary leave on loss of pay for increment, seniority, etc. upto 360 days in the following circumstances.

                  

a.         Employees own sickness

 

b.         Employees own studies

   

However, the period for which seniority is restored will not count for pension in all cases. (DO:ADM:889 DTD. 20.3.1987)

                  

14.8.6       In the case of employees who are office-bearers of registered trade unions, increment may be deferred only to the extent that extra ordinary leave exceeds 2 months in any incremental year.

 

14.8.7       The Bank may grant extraordinary leave in combination with or in continuation of leave of any other kind admissible to the employee except casual leave.

 

14.8.8       No pay and allowances are admissible during the period of extraordinary leave and the period spent on such leave does not count for increments. The effect of such leave is to permanently postpone the dates of all future increments falling due in the employees salary by a period equal to the period of such leave. However, as the dates of increments of all employees fall on the 1st of respective months, the shifting is notionally made in the actual date on which the increment accrues. If on such postponement either in the first instance or on a cumulative basis such date of accrual of increment shifts to any subsequent Calendar month, the increment will be released on the 1st of that subsequent month.

 

14.8.9       To ensure proper implementation of the instructions contained in para 14.8.8 above, it is necessary to keep an accurate record of all such leave granted to an employee on different occasions in his service and leave records.

 

14.8.10    Any employee irrespective of whether he is a union leader or not, who avails himself of leave on loss of pay in excess of what is provided in the para 14.8.1 above, may be put on notice by the Bank and if his attendance does not improve, the Bank may take recourse to the provisions of Bipartite Settlement dt.10.04.2002.

 

14.8.11    Extraordinary leave on loss of pay is subject to the sanction of the management and cannot be availed of by the employee on his own.  If the management is not satisfied with the reasons for the absence, it would be in order to treat his absence as unauthorised and not counting as service for any purpose.  Where the employee is likely to exceed the limit available under the Bipartite settlements, the Bank will put him on notice, warning of the consequences. Thereafter, the Bank may consider such contract as terminated after considering such termination as retrenchment.  However, in genuine cases, the Bank can take a decision on its own and condone the absence beyond what is provided for in the Bipartite Settlements as extra ordinary leave on loss of pay.

 

14.8.12    All cases of extraordinary leave should be referred to the controlling authority for sanction.

 

14.8.13    The  period  of  extraordinary leave availed of by an employee is included while computing one year of service for the purpose of calculation of sick leave.

 

14.8.14    General Instructions Relating To, Absence On Extraordinary Leave On Loss Of Pay (PA:CIR:IR:37 DTD. 29.6.1983)

 

a)         Any employee who is absent on leave on loss of pay, will not be paid salary and allowance for the period in question.

 

b)         Deductions in respect of various loans availed by the employee as well as statutory deductions should be effected from the salary and allowance, as and when they are payable to him.

 

c)         Controlling Authority should be immediately advised giving the details of absence with the recommendations.

 

d)         After  getting  necessary  sanction from Controlling Authorities, concerned employees should be advised immediately about the postponement of increment, non counting of such period for seniority etc.,  Increment should be postponed if not sanctioned for restoration.

 

e)         Such employees should be made clear that period of absence on leave on loss of pay on any grounds will not be counted as service for the purpose of pension.

 

14.9       MATERNITY LEAVE

 

14.9.1       Effective from 27th March, 2000, the earlier provisions relating to maternity leave have been substituted by the following :-

 

(a)       maternity leave, which shall be on substantive pay shall be granted to a female employee for a period not exceeding 6 months on any one occasion and 12 months during the entire period of her service.

 

(b)       Within the overall period of 12 months, leave may also be granted in case of miscarriage/abortion/MTP. Leave applications should be  supported by a certificate from a registered medical practitioner, indicating, inter alia, the number of days for which rest is required, as a consequence of miscarriage/MTP/abortion.

 

14.9.2       The Bank may grant leave of any other kind admissible to an employee in combination  with or in continuation of maternity leave if the request for its grant is supported by sufficient medical certificate.

 

14.9.3       If an employee is on maternity leave during the probationary period, she may be granted the said leave for a period not exceeding 3 months on loss of pay, by suitably extending the period of probation. The wages for such period, which should be calculated every month and held in Sundry Deposit Account, may be paid to her only after she is confirmed in the Banks service treating the leave then as maternity leave.

                  

14.9.4          The progressive  position  regarding  maternity leave taken and the number of occasions on which it was taken should be suitably indicated in the leave record so that at the time of sanctioning such leave, the position about its availment in the past and the balance available could be readily known to the Sanctioning Authority. Suitable column showing progressive position of sick/maternity leave taken may be introduced in the leave register.

            (ADM:43911 DTD. 7.10.1983)

 

14.9.5       Sick/maternity  leave  particulars should be incorporated in the leave record in the undernoted format.

 

                  Balance                                 Maternity Leave

              (Sick Leave)         No. of            From               To             Total Leave

                                             time                                                        granted  

                     (19)                  (20)               (21)               (22)                  (23)

 

14.9.6       Leave for adopting a child

 

Leave may also be granted once during the service to a childless female employee for legally adopting a child who is below one year of age for a maximum period of two months or till the child reaches the age of one year, whichever is earlier subject to the following terms and conditions.

 

i)          Leave will be granted for adoption of only one child.

 

ii)         The adoption of a child should be through a proper legal process and the employee should produce the adoption deed to the Bank for sanctioning such leave.

 

iii)         Temporary and part-time employees are not eligible for grant of leave for adoption of a child.

 

14.10     PROVISION OF   SPECIAL     LEAVE        FOR  EX-SERVICEMEN /DISABLED EX-SERVICEMEN

 

14.10.1    Absence for attending Republic Day Parade etc. by ex-servicemen

 

An ex-serviceman employee who is requested by his parent Defence organisation to take part in marching contingents and training/practice camps for Republic Day march past, Independence Day celebrations, etc. may utilise the leave available to his credit. It would not be in order to grant Special Leave to ex-serviceman employees on such occasions.

 

14.10.2    Disabled ex-servicemen

 

Special casual leave upto a maximum of 15 days in a financial year including transit time both ways, may be granted to the disabled ex-servicemen employees of the Bank to enable them to appear before the Medical Resurvey Board for assessing their disability pension or to go to the Artificial Limbs Centres for replacement of the artificial limb(s). Such leave may be granted only on production of Medical discharge certificate from the authorities concerned.

 

            Special casual leave, as above, will be sanctioned by the following:

 

i)          Employees working at branches

            under the control of Zonal Office

            and at Zonal Office                                   :                 Dy.General Manager

 

ii)         Employees working at branches under

            the control of Dy. Gen. Manager              :                 Dy. Gen. Manager

 

iii)         Employees working at L.H.O.                     :                 Dy General Manager

                                                                                                & Circle Development

                                                                                                Officer

 

14.10.3    Leave to bank guards for army training

 

A Bank guard who is a reservist in the Indian Army shall be permitted to attend periodical training courses conducted by the Army Authorities.  The period of the training course should be treated as on duty.

 

14.11    SPECIAL LEAVE TO SPORTSMEN EMPLOYEES / OFFICERS

  (ADM:43911 DTD. 7.10.1983 COMPENDIUM ISSUED BY SPORTS CONTROL BOARD)

 

14.11.1    For Recognised Games

 

a)         Special leave up to 30 days at one

            instance and to the extent of 180 days                          

            in a financial year for participation

            in tournaments of University/State/

            National/International levels in India                    :        Chief Gen. Manager

 

b)         Special leave for representing the                         :        Dy. Managing

            country abroad in official                                              Director & Corporate

            international tournaments                                              Development Officer

            irrespective of the period of absence.                       

 

c)         For grant of special leave at one                          :        Dy. Managing

            instance beyond 30 days for matches                            Director & Corporate

            in India                                                                           Development Officer

 

14.11.2    A list of recognised games is as under :

 

Cricket, Hockey, Basketball, Football, Volleyball, Tennis, Table tennis, Athletics, Badminton, Kabaddi, Chess, Weight lifting, Carrom, Acquatics

         

14.11.3    Non-recognised games

 

            For grant of special leave upto 90 days                      Chief General

            for matches in India.                                                    Manager

 

            For grant of special leave beyond 90                         Dy. Managing Director &

            days for matches in India                                            Corporate Development

                                                                                                Officer

 

14.11.4    Special leave to Umpires/Referees

                  

Special leave would also be granted to employees who officiate as umpires/referees/coaches/managers of teams at National/International events on the same lines as the sportsman employees.

 

14.11.5    Injuries sustained while playing for the Bank

 

Individual cases of Sportsmen for special leave on account of injuries sustained while playing for the Bank should be referred to the Local Head Office through the respective Controlling Authority.

 

            For grant of special leave to sportsperson

            who are injured during official matches for                         Chief General

            the Bank in India                                                                  Manager

 

            For reimbursement of medical expenses                               Chief General

            to sportspersons who are injured during                               Manager

            official matches in India

 

14.11.6       All applications for special leave submitted by the sportsmen employees with full documentary evidence thereof should be submitted well in advance before the event/programme begins, to the Controlling Authority in duplicate for onward transmission to L.H.O. and sanction by the Chief General Manager. A specimen of the application is given at annexure 14.5.

 

14.12     Participation in mountaineering expeditions

     (COMPENDIUM OF INSTRUCTIONS SPORTS CONTROL BOARD)

 

Special leave may also be granted to the extent of 30 days in a financial year to the employees who participate in mountaineering expeditions, provided the expedition has been approved by the Indian Mountaineering Foundation, Ministry of Defence, New Delhi or Youth  Hostels Association of India. This leave is, however, non-cumulative, to be sanctioned by Chief General Manager of the Circle. Leave may also be sanctioned for trekking expedition/programmes. However, such leave may be availed of only twice in the entire service of an employee.

 

Employees desirous of participating in sports events/trekking programmes etc. should submit their applications, complete in all respects, at least 45 days before beginning of the event/programme. These should be immediately forwarded to the Controlling Authority who after scrutiny, recommend these to the  Local Head Office at least 30 days before the event begins. Applications received late by the Local Head Office would not be sanctioned by the Chief General Manager.

 

14.13     TIME OFF FOR PRACTICE

 

The active sportsmen employees may be given a reasonable time off for practice during the season the game is played and in respect of such games which cannot be/are not played in the evening. The extent of time off is to be determined according to the nature of the game i.e. maximum of 2 hours should normally be sufficient.

 

A register will be maintained to record full details of time off granted which shall be initialled by the authority empowered to sanction time off. Any misuse of the facility will attract suitable disciplinary action against the concerned sportsman employee.

 

The Register sports-wise and player-wise shall be inspected by the President, Circle Welfare Committee annually. He or a nominee appointed by him  should periodically visit the practice venue to satisfy himself that the players have the best of practice facilities and make full use of them.

 

14.14     SPECIAL LEAVE  of various kinds

 

14.14.1    Blood Donation

 

An employee donating blood at the Recognised Blood Bank of a hospital may, on production of a certificate to that effect, be granted special casual leave for the day on which he donates blood. Special casual leave for donation of blood should not be granted on any day subsequent to that on which blood is donated.

 

14.14.2      Special leave -  Family Planning Scheme

SETTLEMENT DTD. 31.3.1967 PARA 9.22 & 9.26 OF DESAI AWARDS)

 

14.14.2.1 Special  Casual  Leave is admissible to all employees who undergo sterilisation operations to the extent indicated below:

 

i.          Special casual leave  not exceeding 7 working days to male employees who undergoes sterilisation operation (Vasectomy)

 

ii.          Special  leave not exceeding 14 working days to eligible female employees who undergo puerperal/non-puerperal tubectomy operation.

 

iii.         One days special leave to female employees who had IUD insertions.

 

iv.        Further,  special leave of seven days to male employees whose wives undergo non-puerperal tubectomy operation may be granted special leave upto seven days subject to the production of a medical certificate from the doctor who performed the operation to the effect that the presence of the employee is essential for the period of leave to look after the wife during her convalescence after operation.

 

v.         Special leave is also granted to an employee developing post sterilisation complications to cover the period for which he/she is hospitalised for a post operation complications on production of certificate from the concerned hospital authorities.

 

14.14.2.2 The above facility will be subject to the following conditions :-

 

a.         Sundays, Holidays, weekly off falling within the period of special leave will be treated as part of special leave.

 

b.         The special leave for the purpose may be suffixed or prefixed either to privilege leave or to casual leave and not to both. The intervening holidays and/or Sundays may be prefixed or suffixed to the privilege leave, as the case may be.

 

c.         The sterilisation operation must be conducted and certificate issued to that effect by an authorised competent authority of the hospital or under the Central Government Health Scheme. Employees who have undergone the operation at private nursing homes or by private doctors specifically authorised by the Government to conduct family planning operations and are otherwise eligible may also be paid lumpsum incentive if the controlling authority is satisfied with the genuineness of the claims and the certificates are authenticated by the Banks authorised doctors.

 

d.         The employees should have two or three living children and should be within the reproductive age group, i.e., he should not be over 50 years of age and his wife should be between 20 and 45 years of age. In case of a female employee, she should not be above 45 years of age and her husband should not be over 50 years of age.

 

e.         Sterilisation operation may be undergone either by the employee or his/her spouse.

 

f.          The facility is also applicable to permanent part-time employees of  the Bank whose working hours are not less than 6 hours a week. The facility is also applicable to a temporary employee.

 

14.14.3  Office-bearers of union/association

           

(e-circular 105/2005-06) LHO Circular CDO/P & HRD-IR/18/2005-06 Dated 07-07-2005

 

In supersession of para 13.39 of the 1st Bipartite Settlement dated 19/10/1966, with effect from 02-07-2005 , Special leave will be allowed to certain employees for attending meetings and conferences of trade unions of bank employees as provided below:

 

a)         Principal Office Bearers of All India                    Upto 21 days in a calendar year.

Workmen Unions/ Associations subject

to a maximum of-

 

 I)         20 such members in the case of

unions having more than 25% membership.

 

 II)        15 such members in the case of

unions having less than 25% membership.

 

b)         Central Committee Members of All India            Upto 17 days in a calendar year.

Workmen Unions/ Associations subject

to a maximum of –

 

  i)        40 such members in the case of unions

having more than 25% membership.

 

  ii)       30 such members in the case of unions

having less than 25% membership.

 

 

c)         Office Bearers of the Executive Committee      Upto 7days in a calendar year.

 of the State or Regional Level Units of All

 India Workmen Unions/ Associations subject

 to a maximum of -

 

  i)        20 such members in the case of unions

having more than 25% membership.

 

  ii)       15 such members in the case of unions

having less than 25% membership.

The benefit of special leave as above shall be available only to those office bearers nominated for the purpose by the All India Workmen Unions/ Associations who are parties to the Settlement and signing it.

 

14.14.3.1 Special/additional/special casual will be granted to the eligible office-bearers of the Union on the following basis:

 

i)          It should be for the purpose of attending Unions Federations meetings/ conferences.

 

ii)         Weekly and other holidays may be allowed to be suffixed, prefixed or added in between without any restriction on the total number of days, provided the entire period of absence is connected with the said meetings/conferences.

                  

iii)         Privilege leave or any other kind of leave, except casual leave, should not be allowed to be suffixed/prefixed to the special casual leave.

 

14.14.4    Quarantine leave

 

In case an employee is absent from duty on account of quarantine, the Bank may, at the request of the employee, treat such absence upto a maximum of 3 months as privilege or sick leave if such leave is otherwise permissible.

 

14.14.5    Special casual leave to join auxillary police organization

 

The Bank may permit an employee to join officially sponsored auxiliary police organisation, such as the Home Guards, National Volunteers Corps, Prantiya Rakshak Dal etc., provided he can be relieved without detriment to his official duties subject to the following conditions:-

 

i)    The period of training and duty as Home Guards etc., is treated as special casual leave and he shall be permitted to receive in addition to his pay such emoluments as the State Government may offer; and

 

ii)       The Bank will not be responsible for any risks, injuries, damages or other consequences arising out of or during the course of employment in the Home Guards or the other Organisation.

 

iii)  A suitable letter of undertaking from the employee absolving the Bank from any liability for risks. injuries, damages etc. shall also be obtained and forwarded alongwith his application to the controlling authority.

 

14.14.6    Special casual leave for training in St. John Ambulance

 

Special casual leave may be granted to employees who enrol themselves as members of St. John Ambulance Brigade subject to the following conditions:-

 

i)          The grant of permission should not interfere with the discharge of their official duties;

 

ii)         If they are required to undergo the necessary training etc.,  during office hours, their absence shall be treated as casual leave to the extent such leave is due and to the extent such leave is not due, as special casual leave.

 

iii)         that where employees are detailed for any special duties by the Brigade, special casual leave not exceeding 3 days per annum may be allowed to them to cover their absence.

14.14.7    Rural service leave

 

Rural service leave will be granted to employees to enable them to do something in villages like survey of credit needs of rural households, etc. The terms and conditions governing grant of such leave will be as detailed in para 17.8, Chapter 17, Reference Book of Staff Matters (Supervising Staff) Volume-I, 2nd edition.

 

14.14.8    Special casual leave: election work

 

Employees who have been requisitioned for election duties by State Authorities are required to perform their duties as citizens of the country and as such there is no case for granting compensatory leave or any other facility in lieu thereof.

 

14.14.8.1 Special casual leave for exercising franchise in an election

                  

In respect of the parliamentary or assembly elections even though the Central or State Government have advised granting of special casual leave to their employees for exercising franchise; unless the election day is declared as a holiday under the Negotiable Instruments Act, it would suffice if the employees are given time off, if they so request to cast their votes.  To facilitate such an arrangement, some of the concerned employees may be permitted to report later after casting their votes and the remaining may be permitted to leave early for this purpose.

 

14.14.8.2 Every eligible voter is entitled to be registered on the electoral rolls of a constituency in which he ordinarily resides. It may happen in some cases that a bank employee residing and enrolled as a voter in a particular place/constituency may be posted in a branch/office located at some other place. In such cases, the individual employee may be granted special casual leave for full or part of the day of polling if his branch/office does not happen to be closed on the particular day to enable him to exercise his franchise after obtaining the following undertaking. However, no special leave shall be granted for the period of journey between the place of posting to the place where the election is being held and back.

 

            I……......................................................... Designation ........................……..

            resident of .......................................................................................………….

            .......................................................................................................……….…..

hereby declare that I am a regular resident and/or a registered voter of the Parliament and State Assembly Constituencies in the State and have actually cast my vote on

 

            Signature : ...........…...............

            Date         : ...........................

 

 

14.14.8.3 Election to state legislature councils from graduates constituencies

                  

Employees who are university graduates and bonafide voters in the elections to the state legislature councils from graduates constituencies            are eligible for special casual leave for the day of election to enable them to exercise their franchise.

 

14.14.9    Special leave for civil defence work

                  

Permission to join Civil Defence organisation and grant of Special Casual Leave for attending civil defence duty/training

 

Permission to join Civil Defence organisation can be granted provided normal period of training is outside office hours. However, in an emergency if an employee who is enrolled as a member of Civil Defence Corps is required under the provisions of Civil Defence Act/Rules/Regulations 1968 to perform any duties including training during working hours, the period of such absence can be treated as Special Casual Leave. In case it is felt that such absence is fairly long and the Banks work will suffer, the matter may be taken up with the appropriate authority to restrict the period of such deputation to a limited period. The authority structure for grant of Special Leave for the purpose will be as under

 

 

i)          For award staff, in the Circle                                       General Manager

 

ii)         For award staff working in                                           ChiefGeneral Manager

            Central Office establishments                                      (HR)

 

14.15     ABSENCE  OF  EMPLOYEES 

 

Occasions may arise when employees are unable to attend office on account of  curfew etc. at the place of their residence or at the place of work.  The standing guidelines to be followed in the matter of absence of employees on account of bundhs/curfews etc. are as under:-

 

14.15.1    Curfew in residential area : special leave

 

            When curfew is imposed during entire working hours :-

 

If a branch remains closed on account of curfew order imposed during the entire working hours of the branch, the employees who are unable to attend on that day, should be treated as on special casual leave.

 

14.15.2    When curfew is imposed for a part of the working hours

 

If curfew is imposed only for a part of the working hours, the employees who attend office during the non-curfew part of working hours should be treated as having attended for the full day.  The absence of those employees who do not attend during the non-curfew hours should be adjusted against their appropriate leave account.

 

14.15.3    Where the Branch/Office remains open

 

Where an employee is not able to attend the office on account of imposition of curfew either at the place of residence  or at the place which falls on the way to the Branch/Office, the absence could be treated as special casual leave. Special casual leave should be permissible only if it is physically impossible for the employee to report for duty. No special leave should be given if it is possible for him to reach the Office by a circuitous route avoiding curfew bound area or if special permission has been given by the Government authorities to move through the curfew bound areas for to and fro journeys to the Branch/Office, on production of identity cards etc. This would not, however, cover the absence on account of bundhs etc. which would be governed by the guidelines issued from time to time.

 

14.15.4       Absence on account of natural calamities or civil commotion or any other cause beyond the control of the Bank.      

                  

            The absence of employees due to above causes should be treated as under:-

 

If the closure of the Bank is necessitated by reasons of natural calamities such as fire, rains, deluge or civil disturbances such as riots or any other cause beyond the control of the Bank, only appropriate leave including casual leave, but not special casual leave, should be granted to Bank employees in terms of Paragraph 511 of the Sastry Award.

 

14.15.5       Absence of employees due to bundh, morcha, strike, rail/rasta roko, etc. organised by various political/religious and other parties unconnected with the Banking industries.

 

14.15.5.1    In all cases where the Bundh, etc. is supported/co-sponsored or actively assisted by bank employees or their affiliated Union/Association action should be taken against employees who absent themselves from duty by effecting Wage-cut on the basis of  the principle No work no pay in addition to any action the management may like to take as per the service rules.

 

14.15.5.2    In all cases where the Bundh etc. is not supported/co-sponsored or actively assisted by bank employees or their affiliated Union/Association, if an absenting employee gives a letter stating that he was not a member of any Union/Organisation which gave a call for the Bundh etc. and he did not participate in the Bundh etc but was prevented from attending office due to non-availability , disruption of transport facilities, physical obstruction or other legitimate reasons, his appropriate leave account may be debited. 

 

14.15.6       Absence of employees during strike/agitation etc.

 

If there is a call for strike given by any Union of Bank Employees and an employee remains absent on the strike day he should be deemed to be on strike and his wages for the day should not be paid on the principle of No Work No Pay, in addition to any action the management may like to take as per the Service Rules.

 

If on the day of strike, a particular office of a bank remains locked, the absence of employees who were not on strike should be regularised as special casual leave by an authority not lower than the Deputy General Manager subject to fulfilment of following conditions:-

 

a)         If the employee is a member of the union which has given a call for strike, he should advise the bank in writing before the strike day that although he is a member of the union which has given a call for strike, he has no intention to go on strike.

 

b)         A letter by the employee, even if he is covered by (a) above stating that he was not on strike and he had come to attend the office in the usual manner but could not do so as all the doors were locked.

 

c)         If it is established that even one or two employees were able to enter the office and the doors were opened any time before the close of business hours, special leave should not be given to those who did not enter the office.

 

d)         In terms of Fifth Bipartite Settlement, Watch and Ward staff have been exempted from participating in strike/work stoppages.

 

Note : There have been instances, where employees (particularly office bearers/activists of unions/associations) had taken leave on one pretext or the other to participate in strike/dharna/agitation organised either at the same centre or elsewhere. In this connection, we advise that if an employee applied for leave for participation in dharna, strike etc., it should not be granted.

 

Further, where an employee has already been granted leave and it subsequently comes to the knowledge of the Bank, that he had not utilised the leave for reasons stated in his leave application (but had utilised it for participating in the dharna etc.) he should be advised that the leave obtained by him on false grounds but in reality, for participating in strike or dharna, is treated as cancelled and his absence for the day is treated as unauthorised, he should not be paid salary and allowances for such unauthorised absence, without prejudice to the Banks right to take disciplinary action against him.

 

14.15.7    Appearing for test and interview for promotion to clerical cadre

 

When a messenger is required to appear at a Branch/Office other than his own, for test and interview for promotion to clerical cadre or as Record keeper-cum-cashier, he shall be granted duty leave for the purpose and shall be reimbursed with travelling expenses, if any, incurred by him in that connection.

 

14.15.8    Appearing for test and interview of appointment as probationary officer

 

When an employee is required to appear for test and interview for selection as Probationary Officer, he is not granted any special leave.

 

14.15.9    Part-time employees

 

Part-time employees are treated at par with full time employees in the matter of leave rules.

 

            (All part time employees in the service of the bank as on 31.12.05 ,drawing scale wages and fixed wages have been converted into full scale of pay by 01.04.06, they will be governed by the same terms and conditions applicable for full time scale of wages staff in subordinate cadre.)

 

14.16     Unauthorised Absence

 

In terms of Clause (p) of Bipartite Settlement dated the 10th April, 2002, unauthorised absence for a period exceeding 30 days will be treated as "Gross Misconduct". As a result, the procedure for disciplinary action for gross misconduct should be initiated in respect of employees remaining unauthorised by absent for a period exceeding 30 days. Specimen of Memos to be addressed to the employees for unauthorised absence are given in Annexures 14.6, 14.7 and 14.8.

 

Where unauthorised absence is frequent, suitable action in terms of the provisions of rules governing the service of the employee should be initiated with the approval of the controlling authority.

 

14.17     HOLIDAYS FOR WATCH AND WARD STAFF

 

The members of the watch and ward staff shall be given, on days convenient to the Bank,  as many number of days declared as public holidays by the respective State Governments under the Negotiable Instruments Act, 1881 for that year.

 

 

14.18     DUTY LEAVE - DEPARTMENTAL ENQUIRIES

 

An employee of the Bank when permitted to defend another employee of the Bank in a departmental enquiry in terms of Clause 12(a) of the Bipartite Settlement dt. 10.04.2002 will be relieved on duty leave.

 

14.19     SPECIAL LEAVE : CONCILIATION PROCEEDINGS

 

14.19.1    No special leave is granted to an employee for representing another employee of the Bank in conciliation proceedings at a station other than the one where he is stationed.

 

14.19.2    No duty leave is granted to employees to attend conciliation proceedings even for a part of the day; but may be granted any other leave to their credit as per the rules laid down by the Bank for the purpose.

 

14.20     ABSENCE OF EMPLOYEE FOR PART OF THE DAY

 

Wherever employees without prior permission of the management go on agitation on any form during office hours, they will have to be treated as having committed breach of contract of service and principle of No Work No Pay should uniformly apply subject to the decision of court if any.  Even where an employee is in breach of his contract for part of the day, he will not earn wages for the full day subject to the condition that the Bank does not acquiesce in the breach by taking work from such employee for the rest of the day.  In such a case, care should be taken to give an intimation to the employees sufficiently in advance, through a notice which may be displayed or circulated, that no further work is expected of them for the rest of the day. 

 

In a No Work No Pay situation, the question of deduction of wages does not arise as the employees have not earned wages, as normal work in the normal manner in accordance with the contract of employment which is a condition precedent for earning wages has not been satisfied. The Bank should also ensure that appropriate adjustments are made at the time of disbursing the salary for that month.

 

14.21     SPECIAL LEAVE FOR EMPLOYEES - OUTSTANDING PERFORMANCE IN VARIOUS CULTURAL ACTIVITIES

                        (NBG:HRD:21:1996-1997)

              

The special leave may be granted to our staff members participating in cultural events at the National/Regional level.  The outstanding performers in the field of classical music, classical dance, stage acting, painting and literature may be granted special leave on the following conditions:

 

1)         The event should be a recognised one at National/Regional level.

 

2)         There should be official invitation from the organisers.

 

3)         The  leave,  depending on the event, should not exceed 7 days including time used for travel to and from.

 

4)         The employees will not be eligible for any other monetary benefits or time-off facility for practice.

 

5)         The leave should be treated as non-cumulative special leave.

 

6)         An individual employee may be granted such non-cumulative leave upto 7 days at any one instance and not more than 30 days in a year. Maximum entitlement of an employee during his/her entire career will be 300 days.

 

The competent authority for sanctioning the special leave will be the Chief General Manager (P&HRD) at Corporate Centre

 

14.22     ABSENTEE REGISTER

 

An Absentee Register should be maintained on the lines of the format given at Annexure 14.9, which should be completed each day morning at a stipulated time so as to have a full control over the absence of the staff and a proper accounting of their leave. The job of ensuring that the leave is accounted for leave applications are called for wherever these are not forthcoming, should be undertaken by the Branch Managers of small branches themselves or Managers of Divisions or by any other member of the supervising staff at large branches/departments at administrative offices. This register should be scrutinised by the controlling authorities visiting the branches periodically and Deputy General Managers/Managers of large branches with a view to ensuring proper maintenance.

 

Absence of both officers and award staff should be recorded in this register.

 

Whenever an employee overstays his leave, proper notice should be sent and action taken in terms of service rules. Employees who abstain in an unauthorised manner should not be allowed to join duty except under the specific order of the controlling authority.

 

 

 

 

 

 

 

 

 

 

 

 

ANNEXURE 14.1

 

            Shri/Smt/Kum. ........................

            State Bank of India,

            .................................

            .................................

 

            Dear Sir/Madam

 

We have to advise that you have exhausted 12 days of casual leave for this year as on ..........................In terms of the leave rules governing your service, privilege leave can be availed of only on two occasions in a year by an employee. Such privilege leave cannot be availed of without prior sanction from the Bank and has to be applied for well in advance. Please, therefore, note to refrain from taking leave without prior sanction in future during the year. Please acknowledge receipt of this letter.

 

            Yours faithfully,

 

 

            Branch Manager / Head of Dept.

 


 

          ANNEXURE 14.2

 

            Shri/Smt/Kum. ....................................................................

 

            Dear Sir/Madam

 

Please refer to our letter No .................. dated .................. Despite our instructions in our above referred letter, we observe that you were again absent from duty without prior sanction on .................. / from..................... to .................. Please note that privilege leave cannot be availed of just as casual leave. You are, therefore, advised once again to abide by the leave rules and not to absent yourself from duty without our specific prior sanction.

 

            Yours faithfully,

 

 

            Branch Manager / Head of Dept.

 


 

          ANNEXURE 14.3

 

            Shri/Smt/Kum. ....................................................................

 

            Dear Sir/Madam

 

We refer to our letters No .................. dated ........................ in which we had advised you to abide by the leave rules and to refrain from absenting yourself without prior sanction.

 

2.         We observe that you have again absented yourself on ............................ / from................. to .......................... without our prior sanction, although you have no casual leave at your credit, your absence is treated as unauthorised and accordingly you are not entitled for any wages for this period. We would once again advise you that you should, in your own interest, comply with the leave rules and not abstain yourself from duty without the Banks prior sanction. If, however, you continue to be absent unauthorisedly, we will have no alternative but to initiate appropriate disciplinary action against you.

 

            Yours faithfully,

 

            Branch Manager / Head of Dept.


 

          ANNEXURE 14.4

 

            Shri/Smt/Kum. ....................................................................

 

            Dear Sir/Madam

 

            We refer to our letters No ......................... dated ............................

 

2.         Despite our repeated instructions, you have again absented yourself from duty on ..................... from .................. to ..................... without prior sanction, even after exhausting your entire casual leave.

 

3.         As you continue to contravene the leave rules despite our repeated advices / instructions, we call upon you to submit your explanation as to why disciplinary proceedings should not be initiated for your unauthorised absence.

 

            Yours faithfully,

 

 

            Branch Manager / Head of Dept.


 

               ANNEXURE 14.5

 

RECOMMENDATIONS FOR GRANT OF SPECIAL LEAVE IN CONNECTION WITH PARTICIPATION OF AN EMPLOYEE IN VARIOUS TOURNAMENTS

 

i)                 Name of the employee

                   (with designation)                                 :

 

ii)                Name of the game

                   (Recognised/Non-recognised)              :

 

iii)                Name of tournament

                   (approved by Bank/IBA, etc.)

 

iv)               Special leave sanctioned during

                   the year under the discretion

                   of CGM of the Circle                             :

 

v)                Total special leave

                   availed during the year                         :

 

vi)               Special leave applied for

                   (date of application, date of

                   commencement of tournament,

                   number of days, etc.)

 

vii)              Whether such application is

                   received prior to commencement

                   of tournament; if not, reasons

                   therefor and action if any taken

                   in this regard                                          :

                   Recommendations :

 

 

                   Branch Manager / Head Dept.

                   Dy. General Manager

 

Note :        

i)                 Applications should invariably be routed through the Secretary, Circle Welfare Committee of Circle concerned with his recommendations

ii)                For tournaments outside the country the applications should accompany approval of respective Sports Federation and Government of India.


 

ANNEXURE 14.6

 

MEMO         REGISTERED A.D. POST

 

 

Shri/Smt./Kum.................................

........................................................

........................................................

........................................................

 

UNAUTHORISED ABSENCE FROM DUTY

 

It is observed that you are absenting from duty unauthorisedly since ......................

 

2. You are, therefore, advised to report for duty within 3 days of the receipt of this Memorandum and explain the reasons for your absence.

 

Branch Manager / Departmental Head


 

ANNEXURE 14.7

 

MEMO REGISTERED A.D. POST

 

Shri/Smt./Kum.................................

........................................................

........................................................

........................................................

 

UNAUTHORISED ABSENCE FROM DUTY

 

Please refer to the memo No ..................... dated ............................ calling upon you to report for duty. It is observed that you are continuing to be absent from duty since ...........................

 

The above position is highly irregular and in contravention of the rules governing your service in the Bank. You are therefore, hereby advised to report for duty within 30 days of the date of this notice. If you fail to do so, you will be deemed to have voluntarily retired from service on the expiry of this notice, in which case you would also be liable to pay to the Bank 14 days*/one months pay and allowances in lieu of the notice.

 

 

 

Branch Manager / Departmental Head

* in case of a probationer


 

ANNEXURE 14.8

 

REGISTERED A.D. POST

 

Shri .................................................

........................................................

........................................................

........................................................

 

UNAUTHORISED ABSENCE FROM DUTY

 

We advise that you are absenting from duty unauthorisedly since ....................... In this connection, please refer to the memorandum no. .............................. dated ................... sent to you at your last recorded address by registered A.D. post calling upon you to report for duty within 30 days of that notice.

 

Now that you have failed to report for duty by ........................................... it is deemed that you have voluntarily retired from service on ................................. . You are hereby called upon to pay to the Bank within 15 days of the date of this notice, 14 days/one months pay and allowances in lieu of notice failing which that Bank will be constrained to file a suit for recovery of the same without prejudice to its right to set off terminal dues and any other amounts that may be due to you towards (part)* satisfaction of the amounts you are required to pay to the Bank.

 

(* Delete when inapplicable)

 

 

 

 

Branch Manager / Departmental Head/Disciplinary Authority

 


 

ANNEXURE 14.9

 

ABSENTEE REGISTER

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Date    Name & designa-     Period     Whether appli-       If not,         Initial       Rem-

            tion of employee      of            cation for               date of                      arks

                                             leave      leave received      applica-                            

                                                            in time                    tion for

                                                                                          leave

                                                                                                            received

                                                                                          on

(1)        (2)                             (3)           (4)                          (5)              (6)            (7)

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