LEAVE RULES
1. Leave other than CL should be applied
in writing, one month before, except in urgent cases or unforeseen
circumstances including illness, when it is not possible to do so.
2. If
an employee desires any extension of leave shall make an application in writing
with his full postal and telegraphic address.
3. If
leave is refused or postponed, the reason for the refusal or postponement shall
be mentioned in the order and a copy of the order given to the employee.
4. No
leave or extension of leave shall be deemed to have been granted unless an
order to that effect is passed and communicated.
5. Leave
of all kinds cannot be claimed as a matter of right. Employee on leave may be recalled.In
such case the Bank will pay travelling expenses to and from the place where the
employee was spending his/her holiday (including his spouse and children if
they had accompanied him/her).
6. Gazette
holidays (other than Sundays) shall not be prefixed or suffixed to any leave
without the sanctions of the competent authority. An employee who overstays his/her
leave (except under circumstances beyond his/her control for which he/she must
tender explanation) shall not be paid his/her pay and allowances for the period
he/she overstays and shall further render himself/herself liable to such
disciplinary action as the management may think fit to consider.
7. Leave
earned by an employee lapse on the date on which he/she ceases to be in service.
Where an employee’s services are terminated owing to retrenchment, he/she shall
be paid his/her pay and allowances for the period of Privilege leave at his/her
credit.
8. Unless
the employee is permitted to do so by the authority which granted him/her
leave, an employee will not be entitled to return to duty before the expiry of
the period of leave granted to him/her.
9. The
first day of an employee’s leave is the working day succeeding that upon which
the employee makes over charges? The
last day of an employee’s leave is the working day preceding that upon which
he/she reports /returns to duty.
10. An
employee shall before proceeding on leave, intimate to the competent authority
his/her address while on leave, and shall keep the said authority informed of
any change in the address previously furnished.
11. An
employee on leave shall unless otherwise instructed to the contrary, return of
duty to the place at which he/she was last stationed.
12. The
competent authority may require an employee who has availed himself/herself of
leave for reasons of health to produce a medical certificate of fitness before
he/she resumes duty even though such leave was not actually granted on a
medical certificate.
13. Leave
may not be granted to an employee under suspension or against whom proceedings
are pending.
14. For
the purposes of this chapter the term “Substantive Pay” wherever it occurs
means the aggregate of (i)basic pay (ii) dearness allowance, (iii) house rent
allowance, (iv)special and other allowance, if any (but excluding special
allowance drawn as locum tenens and officiating allowance, if any) which the
workman would have drawn had he/she been on duty.
15. For
the purposes of this chapter, calendar year means the period 1st January to 31stDecember.