Chapter – 6

Conduct Rules, Discipline Rules
and
Leave Rules

6.1 Conduct Rules
Introduction:
With   large   scale   transformations   and   changes   in   social   life 
style, work culture and in the functioning of various spheres 
of   administration,   bureaucracy,   politics   and   social   life,  it 
has   become   imperative   that   all   employees   follow   a   standard 
code of conduct in their functioning in various organizations. 

The   CCS   (Conduct)   Rules   provides   for   the   overall   conduct 

rules.     The   following   study   has   extracted   the   various   rules 
that   would   be   appropriate   for   implementation   in   the   various 
Institutes of national importance.

The   Conduct   Rules  :  The   Central   Civil   Services   (Conduct) 

Rules, 1964 have been made in exercise of the powers conferred 
by the proviso to article 309 and clause (5) of article 148 of 
the   Constitution   and   after   consultation   with   the   Comptroller 
and Auditor General by the President. 

Salient rules applicable to Institutes of National Importance:
Rule 5: Taking part in politics and elections Rule 6:  Joining 
of associations by Government servants Rule 7:   Demonstration 
and strikes Rule 8:  Connection with press or other media Rule 
9:  Criticism of Government Rule 10: Evidence before Committee 
or any other authority Rule 11: Unauthorised communication of 
information   Rule   13:   Gifts   Rule   15:   Private   trade   or 
employment   Rule   18:   Movable,   immovable   and   valuable   property 
Rule   19:   Vindication   of   acts   and   character   of   Government 

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servant  Rule 20: Canvassing  of non­official  or other outside 
influence   Rule   21:   Restriction   regarding   marriage   Rule   22: 
Consumption of intoxicating drinks and drugs 

The General Do's and Don'ts for all employees

Do's  :  Maintain   absolute   integrity   at   all   times.   Maintain 

absolute   devotion   to   duty   at   all   times.   Those   holding 
responsible   posts­   maintain   independence   and   impartiality   in 
the   discharge   of   your   duties.   Maintain   a   responsible   and 
decent standard of conduct in private life. Render prompt and 
courteous service to the public. Observe proper decorum during 
lunch  break.   Report   to   superiors   the   fact  of   your  arrest   or 
conviction in a Criminal Court and the circumstances connected 
therewith, as soon as it is possible to do so. Keep away from 
demonstrations   organized   by   political   parties   in   the 
vicinity/neighborhood   of   Government   offices.   Maintain 
political neutrality. Manage private affairs in such a way as 
to   avoid   habitual   indebtedness   or   insolvency.   If   any   legal 
proceedings   are   instituted   for   the   recovery   of   any   debt   due 
from   your   or   for   adjudging   you   as   an   insolvent,   report   the 
full facts of such proceedings to the Competent Authority. Act 
in   accordance  with   Government  policies.   Observe   courtesy   and 
consideration to Members of Parliament and State Legislatures. 
In   performance   of   duties   in   good   faith,   communicate 
information   to   a   person   in   accordance   with   the   'Right   to 
Information   Act,   2005'   (22   of   2005)   and   the   rules   made 
thereunder.
Dont's  :  Do   not   make   joint   representations   in   matters   of 
common   interest.   Do   not   indulge   in   acts   unbecoming   of   an 
employee   of   the   Institute   of   National   Importance.   Do   not   be 
discourteous,   dishonest   and   partial.   Do   not   adopt   dilatory 
tactics in your dealings with the public. Do not convey oral 
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instructions   to   subordinates.   (If   done   for   unavoidable 
reasons, confirm them in writing as soon as possible). Do not 
practice   untouchability.   Do   not   associate   yourself   with   any 
banned   organizations.   Do   not   join   any   association   or 
demonstration   whose   objects   or   activities   are   prejudicial   t 
the interest of the sovereignty and integrity of India, public 
order or morality. 

Do not give expression to views on Indian or foreign affairs, 
while   visiting   foreign   countries.   Do   not   get   involved   in 
unauthorized     communication   of   any   official   document   or   any 
part thereof or classified information to any  employee of the 
Institute of National Importance or any other persons to whom 
you   are   not   authorized   to   communicate   such   document   orr 
classified   information.   Do   not   join   or   support   any   illegal 
strike.   Do   not   enter   into   any   private   correspondence   with 
Foreign Embassies or Missions/High Commissions. Do not accept 
lavish or frequent hospitality from any individual, industrial 
or   commercial   firms,   organizations,   etc.,   having   official 
dealings   with   you.   Do   not   accept   any   offer   of   the   cost   of 
passage   to   foreign   countries   or   hospitality   by   way   of   free 
board and lodging there, if such offers are from foreign firms 
contracting with Government. Do not accept invitations to your 
and members of your family for free inaugural flights offered 
by   Air   India,   Indian   Airlines   Corporation   or   Foreign 
Airliners.   Do   not   give   or   take   or   abet   giving   or   taking   of 
dowry or demand dowry directly or indirectly from the parent 
or guardian of a bride or bridegroom. 

Do not accept any gift from any foreign firm which is having 
official   dealings.   Do   not   engage   yourself   in   canvassing 
business   of   Life   Insurance   Agency,   Commission   Agency   or 

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Advertising   Agency   owned   or   managed   by   the   members   of   your 
family. Do not lend money to or borrow money from or deposit 
money as a member or agent, with any person, firm or private 
company   with   whom   you   are   likely   to   have   official   dealings. 
Do no otherwise place yourself under pecuniary obligation with 
such   person,   firm   or   private   company.   Do   not   approach   your 
subordinates for standing surety for loans taken from private 
sources either by you/your relations/friends. 

Do not undertake private consultancy work. Do not speculate in 
any stock, share or other investment. Do not purchase shares 
out   of   the   quota   reserved   for   friends   and   associates   of 
Directors of Companies. Do not bid at any auction of property 
where  such   auction   is  arranged   by  your   own   officers.   Do   not 
stay as guest with Foreign Diplomats or foreign nationals in 
India. Do not invite any Foreign Diplomat to stay with you as 
your   guest   in   India.   Do   not   accept   or   permit   your   wife   or 
dependents to accept passage money or free air transport from 
a Foreign Mission/Government or Organization. Do not bring any 
political influence in matters pertaining to your service. Do 
not   consume   any   intoxicating   drinks/drugs   while   on   duty.   Do 
not   appear   in  public   place   in  state   of   intoxication.   Do   not 
indulge  in any act of sexual harassment  of any woman at her 
work place. Do not employ children below 14 years of age. Do 
not   accept   award   of   monetary   benefits   instituted   by   Private 
Trusts/Foundations, etc.

Acts, conduct and commissions which amount to misconduct: Many 
acts, conduct and commissions of an employee of the Institute 
of National Importance shall amount to misconduct. If the act 
or conduct is prejudicial or likely to be prejudicial to the 
interests of the master or to the reputation of the master. If 
the   act   or   conduct   is   inconsistent   or   incompatible   with   the 
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due or peaceful  discharge  of his duty to his master. If the 
act   or   conduct   of   an   employee   of   the   Institute   of   National 
Importance makes it unsafe for the employer to retain him in 
service. 

If   the   act   or   conduct   of   the   employee   of   the   Institute   of 

National Importance is so grossly immoral that all reasonable 
men will say that the employee cannot be trusted. If the act 
or conduct of the employee is such that the master cannot rely 
on the faithfulness of his employee. If the act or conduct of 
the employee is such as to open before him temptations for not 
discharging   his   duties   properly.   If   the   employee   of   the 
Institute of National Importance is abusive or if he disturbs 
the peace at the place of his employment. If he is insulting 
and insubordinate to such a degree as to be incompatible with 
the continuance of the relation of master and employee. If the 
employee of the Institute of National Importance is habitually 
negligent in respect of the duties for which he is engaged. If 
the neglect of the employee, though isolated, tends to cause 
serious consequences. 

Willful   insubordination   or   disobedience,   whether   alone   or  in 

combination with others, to any lawful and reasonable order of 
a   superior.   Infidelity,   unfaithfulness,   dishonesty,   untrust­
worthiness,  theft and fraud  or dishonesty in connection  with 
the   employer's   business   or   property.   Strike,   picketing, 
gherao,   striking   work   or   inciting   others   to   strike   work   in 
contravention of the provisions of any law, or rule having the 
force   of   law.   Gross   moral   misconduct,   acts   subversive   of 
discipline,   riotous   or   disorderly   behaviour   during   working 
hours at establishment or any act subversive of discipline. 

Riotous  and disorderly behaviour  during  and after the office 

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hours   or   in   office   premises.   Habitual   late   attendance. 
Negligence or neglect of work or duty amounting to misconduct, 
Habitual   negligence   or   neglect   of   work.   Habitual   absence 
without permission & overstaying leave. Conviction by Criminal 
Court.

Activities   requiring   permission/sanction  :   The   prior 

permission   or  sanction   of  the  prescribed   competent   authority 
of the Institute of National Importance would be necessary for 
carrying   out   various   activities.   To   join   educational 
institution   or   course   of   studies   for   University   degree.     To 
join   Civil   Defence   Service.   To   enroll  as   member   of   St.   John 
Ambulance   Brigade.   To   join   Territorial   Army.   To   join   Home 
Guards   Organization.   To   join   foreign   language   classes 
conducted by Indo­Foreign Cultural Organization. To own wholly 
or   in   part   or   conduct   or   participate   in   the   editing   or 
management of any newspaper or other periodical publication or 
electronic   media.   To   give   evidence   in   connection   with   any 
enquiry conducted by any person, committee or authority.
Exception to above  :  Giving evidence at an enquiry before an 
authority   appointed   by   Government,   Parliament   or   a   State 
Legislature;   or   Giving   evidence   in   any   judicial   enquiry;   or 
Giving   evidence   at   any   departmental   enquiry   ordered   by 
authorities subordinate to Government.

To ask for an accept contributions to or otherwise associate 
himself   in   the   raising   of  any  funds   or   other   collections   in 
cash   or   in   kind   in   pursuance   of   any   object   whatsoever.   To 
accept gifts from near relative and personal friends, when the 
value exceeds prescribed limits. To accept membership of Book 
Clubs run by Foreign Agencies.   To receive any complimentary 
or valedictory address or accept any testimonial or attend any 
meeting or entertainment held in his honour or in the honour 

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of any other employee of Institute of National Importance.

Exception  :  To   take   part   in   informal   entertainment   held   on 

occasions like retirement or transfer. To attend and speak at  
functions   and   ceremonies   performed   by   others   in   respect   of  
purely non­political or cultural institutions. 

To   accept   International   awards.   To   engage   directly   or 

indirectly   in   any   trade   or   business,   or   hold   an   elective 
office, or canvass for a candidate for an elective office, in 
any body, or canvass in support of any business of insurance 
agency, commission agency, etc. owned or manage by any member 
of his family. To accept fee for work done for any private or 
public   body   or   person.     Acceptance   of   a   part­time   lecturer­
ship in an educational institution which is in the nature of a 
regular   remunerative   occupation.   To   enroll   himself   as   an 
Advocate   with   the   Bar   Association   (subject   to   the   condition 
that   employee   of   Institute   of   National   Importance   does   not 
engage himself in the legal profession so long as he continues 
in Government service). Government To accept remuneration for 
services rendered regularly to co­operative societies.

To   undertake   medical   practice   during   spare   time   on   purely 

charitable   basis,   if   registered   as   as   practitioner   in   any 
system of medicine.   To enter into negotiations with private 
firms   to   secure   commercial   employment   while   in   service.   To 
hold an effective office  in Co­operative  Societies and other 
bodies.   To   acquire   or   dispose   of   any   immovable   property, 
either   directly   or   through   Power   of   Attorney   by   lease, 
mortgage, purchase, sale, gift or otherwise either in his own 
name or in the name of any member of his family, if the above 
transaction is with a person having official dealings with the 
employee   of   Institute   of   National   Importance.   To   enter   into 
transactions   in   movable   property,   if   its   value   exceeds 
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prescribed   limits   and   if   the   transaction   is   with   a   person 
having   official   dealings   with   the   employee   of   Institute   of 
National   Importance:   (a)   To   acquire   by   purchase,   mortgage, 
lease,   gift   or   otherwise,   either   in   his   own   name   or   in   the 
name   of   any   member   of   his   family   any   immovable   property 
situated outside India. (b) To dispose of, by sale, mortgage, 
gift   or   otherwise   or   grant   any   lease   in   respect   of   any 
immovable  property   situated   outside   India  which   was   acquired 
or held by him either in his own name or in the name of any 
member of his family. (c) To enter into any transaction with 
any   foreigner,   foreign   Government,   foreign   organization   or 
concern.

To   have   recourse   to   any   Court   or   to   the   press   for   the 

vindication   of   any   official   act   which   has   been   the   subject­
matter   of   adverse   criticism   or   an   attack   of   a   defamatory 
character.     To   stay   with   Foreign   Diplomats   and   foreign 
nationals abroad.  To be members of or actively participate in 
the activities of Indo­Foreign Cultural Organizations.  In the 
case   of   pensioners   who,   immediately   before   retirement,   were 
Group 'A' Officers, to accept any commercial employment before 
the expiry of one year from the date of retirement.

Activities   not   requiring   permission/sanction  :  In   many 

specific cases, permission of the prescribed authority is not 
necessary. Viz. To seek redress in Courts of Law or in Central 
Administrative   Tribunals   of   grievances   arising   out   of 
employment   or   conditions   of   service.   To   participate   during 
spare time in 'Shramdhan' organized by Government Departments 
or   Bharat   Sewak   Samaj.   To   become   members   of   Samyukhta 
Sadhachar   Samithi.   To   publish   a   book   himself   or   through   a 
publisher, in the bonafied discharge of his duties. To submit 
Memoranda   before   Pay   Commissions   by   individual   employees   of 

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Institute of National Importance in their individual capacity 
(individual  grievances should bot be put to the Commission). 
To participate in Flag Day Collections on a voluntary basis. 
To   participate   in   the   fund   raising   efforts   of   the   “National 
Foundation   for   Communal   Harmony”.  To   undertake   honorary   work 
of a social or charitable nature. To undertake occasional work 
of   a   literary,   artistic   or   scientific   character.   To 
participate   in   sports   as   amateur.   To   take   part   in   the 
registration,   promotion   or   management   (not   involving   the 
holding   of   an   elective   office)   of   a   literary,   scientific   or 
charitable society or of a club or similar organization or a 
co­operative   society   substantially   for   the   benefit   of 
employees of Institute of National Importance.

Unauthorized absence – Break in service : Willful absence from 
duty not covered by grant of leave will be treated as dies non  
for   all   purposes,viz,   increment,   leave   and   pension.     Such 
absence without leave standing singly and not continuation of 
any   authorized   leave   of   absence   will   constitute   an 
interruption   in   service   entailing  forfeiture   of   past   service 
for   the   purpose   of   pension   and   requires   condonation   by   the 
Appointing   Authority   for   counting   past   service   for   pension. 
Condonation of such break for pension should be considered suo  
motu   and cannot be refused as a matter of course, except in 
exceptional   and   grave   circumstances.   Unauthorized   absence 
after   leave,   will   be   debited   against   his   half   pay   leave 
account, excess, if any, being treated a extraordinary leave. 
However,   he   will   not   be   entitled   to   any   leave   salary.   All 
cases of unauthorized absence from duty or in continuation of 
leave   will   render   an   employee   of   Institute   of   National 
Importance   liable   to   disciplinary   action,treating   it   as 
misconduct.   Unauthorized  absence   will   be   deemed   to   cause   an 

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interruption or break in service with attendant disabilities: 
(a)   During   a   strike     declared   illegal   of   employees   working 
industrial   establishments.   (b)   Acting   in   combination   or   in 
concerted manner, such as during strike of other employee. (c) 
Remaining   absent   unauthorizedly   or   deserting   of   post   by   a 
individual   employee.   “Strike”   includes   a   general,   token, 
sympathetic   or   similar   strike   and   participant   in   a   bandh   or 
similar activities.

Politics  and  Employees  of Institute  of National  Importance  : 

Many political activities of the employees would be considered 
objectionable under the conduct rules. Viz. To be a member of 
any political party  or organization  taking part in politics. 
To   be   a   member   or   otherwise   associated   with   or   having 
connection   with   any   banned   organization   and   other   extremist 
left   parties.   Taking   part   in,   subscribing   in   aid   of,   or 
assisting in any way, any political movement in India relating 
to   Indian  affairs.   Attending   meetings  organized   by   political 
parties   not   in   the   nature   of   a   public   meeting   and   held 
contrary   to   any   prohibitory   order   or   without   permission. 
Taking   active   part   in   holding   rallies   in   support   of   any 
political   party   by   arranging   for   crowds   and   arranging 
transport   for   bringing   crowds.   Getting   mixed   up   with 
demonstrations organized by political parties. Speaking at or 
taking   active   or   prominent   part   in   organizing   or   conducting 
meetings   of   any   political   party.   Proposing   or   seconding   the 
nomination   of   a   candidate   at   an   election.   Canvassing   or 
otherwise   interfering   with   or   using   his   influence   in 
connection   with   or   taking   part   in   an   election   to   any 
legislature  or local body. Acting as election agent,  polling 
agent   or   counting   agent   of   a   candidate.   Displaying   on   his 
person,   vehicle   or   residence   of   any   electoral   symbol   in 

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connection with an election.

An   employee   of   Institute   of   National   Importance   should 

endeavour to prevent any member of his family from taking part 
in,   subscribing   in   aid   of,   or  assisting   in   any   other   manner 
any movement or activity which is (or tends to be directly or 
indirectly) subversive of the Government.  If he is unable to 
do   so,   he   should   make   a   report   to   that   effect   to   the 
Government.

Activities which are permitted  : Several political activities 
of the employees of National Importance are permitted. Viz. In 
due   performance   of   a   duty   imposed   on   him,   making   normal 
arrangements during election tours of Ministers to enable them 
to   carry   out   their   responsibilities   as   Ministers.  Exercising 
his   right   to   vote   in   an   election.     He   should   not   give   any 
indication of the manner in which he proposes to vote or has 
voted. Participating with due permission in the activities of 
non­official   and   non­political   organizations   not   interfering 
with   due   discharge   of   his   official   duties.   Occasional 
attendance in political meetings.
Conduct   Rules   regarding   Property   Transactions  :  Transactions 
by   employees   of   Institute   of   National   Importance   out   of   own 
funds : Immovables ­ When an employee of Institute of National 
Importance acquires, or disposes of any immovable property or 
through   Power   of   Attorney,   directly   by   lease,   mortgage, 
purchase, sale, gift or otherwise either in his own name or in 
the   name   of   any   member   of   his   family,   he   should   give   prior 
intimation   to   the   prescribed   authority   regarding   such 
transactions.  Movables  –  Any   transaction   in   movable   property 
by the employee of Institute of National Importance either in 
his own name or in the name of any member of his family should 
be   reported   to   the   prescribed   authority   within   one   month   of 

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such transaction, if the value of such property exceeds ­ (a) 
Rs. 20,000 in case of Group 'A'/Group 'B' Officers, or (b) Rs. 
15,000 in case of Group 'C'/Group 'D' employees. In both the 
cases,   if   the   transaction   is   with   a   person   having   official 
dealings   with   the   employee,   previous   sanction   of   the 
prescribed authority is necessary. Movable property includes : 
Jewellery,   Insurance   Policies,   (the   annual   premia   of   which 
exceeds Rs. 10,000 or 1/6th  of the total annual emoluments of 
the   official   (whichever   is   less),   Shares,   Securities   and 
Debentures, Loans advanced or taken by such employees, whether 
secured   or   not,   Motor  cars,   motor  cycles   and   other   means   of 
conveyance,   Radio,   televisions   sets,   radiograms   and 
refrigerators. 
Acceptance of Gifts :  General Order  ­ employees of Institute 
of National Importance should not accept or permit any member 
of   his   family   or   any   other   person   acting   on   his   behalf   to 
accept any gift except in certain cases. Exceptions: (a) when 
report necessary – Customary gifts may be accepted from near 
relatives and personal friends having no official dealings on 
occasions such as wedding, anniversaries funerals or religious 
functions.   In   such   cases,   the   employee   of   Institute   of 
National   Importance   should   report   to   the   Government   if   the 
value of the gift exceeds the following limits:­
Table 43 : Limits of Gifts

From near relative and from personal friends
having no official dealings
Group 'A'     Rs. 7,000
Group 'B'     Rs. 4,000
Group 'C'     Rs. 2,000
    Group 'D'     Rs. 1,000
(b)  When   sanction   necessary  –   In   any   other   case,   including 
from any firm, if the value of the gift exceeds Rs. 1,500 in 
respect of Group 'A'/Group 'B' Officers and Rs. 500 in respect 
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of   Group   'C'/Group   'D'   officers,   it   should   not   be   accepted 
except   with   the   sanction   of   the   Government.   If   the   sanction 
sought for is not refused within 30 days,  it may be assumed 
that the sanction sought for has been granted. 

From foreign dignitaries :  employees of Institute of National 
Importance,   being  members  of   Indian   delegation   or  otherwise, 
may receive and retain gifts from foreign dignitaries if the 
market value of gifts received on one occasion does not exceed 
Rs.   1,000.     Acceptance   and   retention   of   gifts   in   all   other 
cases, is to be regulated by the instructions on the subject. 
From   foreign   firms   :   employees   of   Institute   of   National 
Importance   should   not   accept   any   gift   from   any   foreign   firm 
which is either contracting with the Government or is one with 
which they had, have or like to have official dealing. 

Gift  –   Gift   includes   free   transport,   boarding,   lodging,   or 

other service or any other pecuniary advantage provided by any 
person other than a new relative or personal friend having no 
official  dealings with the employee  of Institute  of National 
Importance.   Employees   of   Institute   of   National   Importance 
should not accept any awards of monetary benefits by Private 
Trusts/Foundations.

Restrictions   regarding   marriage  :  Before   appointment   : 

Bigamous   marriage   being   a   disqualification,   the   following 
persons   are   ineligible   for   appointment   under   Government:   (a) 
Who   has   entered   into   or   contracted   a  marriage  with   a  person 
having   a  spouse   living;   or   (b)   Who,   having   a  spouse   living, 
has   entered   into   or   contracted   marriage   with   any   person. 
Prescribed   declaration   in   this   regard   is   required   to   be 
obtained   from   every   new   entrant   to   Government   service.   A 
person   will   be   exempted   form   the   above   restrictions   only   if 
Government   is   satisfied   that   such   a   marriage   is   permissible 
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under   the   personal   law   applicable   to   such   a   person   and   the 
other party to the marriage and there  are other ground for so 
doing. After appointment : Similar restrictions continue even 
after   appointment   in   Government   service.     An   employee   of 
Institute of National Importance should not: (a)   enter into 
or contract a marriage with a person who has already a living 
spouse;   or   (b)     enter   into   or   contract   a   marriage   with   any 
person if the employee of Institute of National Importance has 
a spouse living.
Prohibitions   regarding   Dowry  :  Dowry   means   any   property   or 
valuable security given or agreed to be given either directly 
or   indirectly­   (a)   by   one   party   to   a   marriage   to   the   other 
party; or (b) by the parents of either party to a marriage or 
by any other person to either party to the marriage or to any 
other person at or before or any time after  the marriage  in 
connection   with   the   marriage.   It   does   not   include   dower   or 
mahar   under   the   Muslim   personal   law.     ­Section   2,   Dowry 
Prohibition Act, 1961. “Valuable Security”  denotes a document 
which is or purports to be document whereby any legal right is 
created/extended/transferred/restricted/   extinguished/released 
or   whereby   any   person   acknowledges   that   he   lies   under   legal 
liability or has not a certain legal right.
An employee of Institute of National Importance shall not: (a) 
give   or   take   or   abet   the   giving/taking   of  dowry.   (b)   demand 
any dowry directly or indirectly from the parent or guardian 
of a bride/bridegroom.  Wedding Gifts : Voluntary gifts given 
at   the   time   of   marriage   to   the   bride/bridegroom   are 
permissible; but a  signed   list   of   such   presents   should   be 
maintained.     They   should   be   of   customary   nature   and   value 
should be commensurate with the financial status of the giver.
Consequences   of   violation  :   Any   violation   of   the   Dowry 

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Prohibition   Act   by   an   employee   of   Institute   of   National 
Importance will  constitute   a   good   and   sufficient   reason 
for   instituting   disciplinary   proceedings   against   him,   in 
addition to such legal action as may be taken against him in 
accordance with the provisions of the Act.
Dowry   Death  :   If   an   employee   of   Institute   of   National 
Importance   is   involved   in   a   case   of   “Dowry   Death”,   it   is   a 
serious offense under “Suspension” in “Discipline Rules”.

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 Chapter – 6 (Contd..)

6.2 Discipline Rules
The   Central   Civil   Services   (Conduct)   Rules,   1964   have   been 
made   in   exercise   of   the   powers   conferred   by   the   proviso   to 
article 309 and clause (5) of article 148 of the Constitution 
by the President  after consultation  with the Comptroller  and 
Auditor General. The following study has extracted the various 
rules   that   would   be   appropriate   for   implementation   in   the 
various Institutes of national importance.

WARNING/ADMONITION/REPRIMAND  :  There   may   be   occasions   when  a 

superior officer may find it necessary to criticize adversely 
his subordinate's work or call for an explanation bringing the 
defects   to   the   notice   and   giving   him   an   opportunity   to 
explain.  If the lapse is not serious enough, like negligence, 
carelessness,   lack   of   thoroughness,   etc.,   to   justify   the 
imposition of the formal punishment of censure, but calls for 
some   formal   action   such   as   the   communication   of   a   written 
warning/admonition/reprimand it may be administered and a copy 
of such a warning, etc., should be kept in the personal file 
of the subordinate. Written warning, admonition or reprimands 
should   not   be   administered   or   placed   on   record   unless 
authority   is   satisfied   that   there   is   good   and   sufficient 
reason   for   doing   so.   If   in   the   reporting   officer's   opinion, 
despite   the   warning,   etc.,   the   official   concerned   has   not 
improved, he may make appropriate mention against the relevant 
column   in   the   Confidential   Report.     This   will   constitute   an 
adverse entry and requires to be communicated. A copy of the 
warning is also kept in the Confidential Report Dossier and it 
will constitute  an adverse entry. The employee concerned  has 
the right to represent against the same. 
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A warning cannot be issued as a result of regular disciplinary 
proceedings.   If it is found that some blame attaches to the 
official,   then   the   penalty   of   censure   at   least   should   be 
imposed. Warning is not a punishment and cannot be equated to 
a formal censure.

DISCIPLINARY   PROCEEDINGS  :   The   procedure   to   be   followed   in 

disciplinary cases against Government servants is laid down in 
detail in CCS (CCA) Rules.  Penalties  : The following are the 
penalties that may be imposed on a Government servant:  Minor  
Penalties:  Censure,   Withholding   of   promotions,   Recovery   from 
pay of the whole or part of any pecuniary loss to Government 
caused   by   the   official's   negligence   or   breach   of   orders; 
Reduction   to   a   lower   stage   in   the   time­scale   of   pay   by   one 
stage   for   a   period   not   exceeding   three   years,   without 
cumulative   effect   and   not   adversely   affecting   pension; 
Withholding   of   future   increments   of   pay.  Major   Penalties  : 
Reduction to a lower stage in the time­scale of pay; Reduction 
to   a   lower   time­scale   of   pay,   grade,   post   or   service; 
Compulsory   retirement;   Removal   form   service;   Dismissal   from 
service. 

Mandatory Inquiry : Inquiry should be held as laid down in the 
CCS (CCA) Rules, in the following cases: To impose any of the 
major   penalties   (in   respect   of   those   charges   which   are   not 
accepted);   or   In   minor   penalty   proceedings,   after 
representation, if it is proposed ­ (a) to withhold increment 
for   a   period   exceeding   three   years;   or  (b)  to   withhold 
increment with cumulative effect  for any period;  to withhold 
increment   which   is   likely   to   affect   adversely   the   pension 
admissible to the official; or When the Disciplinary Authority 
decides   that   an   inquiry   should   be   held,   though   proceedings 
have been initiated for imposition of minor penalties only. 

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Procedure – Major Penalties  :  The charged official should be 
served   with   a   chargesheet   together   with   statement   of 
imputations of misconduct or misbehaviour and reasonable time 
and opportunity give to him to reply to the charges or to be 
heard in person. Inquiry is a must to consider charges refuted 
by him.  It must be conducted by the Disciplinary Authority or 
an Inquiry Officer appointed by it.  It should also appoint a 
Presenting   Officer   to   present   the   charges.   The   delinquent 
official has a right­ (a) to inspect documents referred to in 
the   annexure   to   the   charge­sheet;  (b)  to   engage   any   other 
serving   or   retired   Government   servant   to   assist   him;  c)  to 
engage   a   legal   practitioner,   if   the   Presenting   Officer   is   a 
legal practitioner.In other cases, Disciplinary Authority may 
permit such an engagement, having regard to the circumstances 
of the case.  If at the inquiry the Government servant pleads 
guilty to any of the article of charge,  Inquiry Office should 
record   a   finding   of   guilt   in   respect   of   those   articles   and 
hold   inquiry   only   in   respect   of   the   remaining,   if   any. 
Government side has the first priority to present the case and 
produce   witnesses   and   evidence.   Delinquent   official   will   be 
allowed to offer his defence witnesses and evidence. Witnesses 
on both sides may be examined, cross­examined and re­examined. 
The   defendant   may   examine   himself   as   a   witness   in   his   own 
behalf, if he so desires.  

If   he   has   not   done   so,   the   Inquiry   Officer   may   generally 

question   him   to   enable   him   to   properly   explain   the 
circumstances cited  in the evidence  against  him. Defence  may 
be   in   writing   or   oral.   Oral   defence   will   be   recorded,   got 
signed   and   a   copy   supplied   to   the   Presenting   Officer. 
Thereafter, Inquiry Officer will hear arguments on both sides 
or take written briefs from both.   Presenting Officer's brief 

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will   be   taken   first,   copy   thereof   supplied   to   the   defendant 
and   his   reply   brief   obtained   thereafter.   Entire   proceedings 
should be recorded in writing, every page to be signed by the 
respective witness, the defendant and the Inquiry Officer, and 
copies furnished to the defendant and the Presenting Officer. 
12.   If   the     delinquent   official   does   not   attend  ex   parte 
enquiry may be conducted,observing the procedure in full. 13. 
On   completion,   Inquiry   Officer   to   submit   his   report   and 
findings   on   each   charge   to   the   Disciplinary   Authority.   14. 
Disciplinary   Authority   may   accept   or   disagree   (recording 
reasons for disagreement), record its own findings and make a 
final order.  15. If the Disciplinary  Authority who initiated 
the case is competent to award only minor penalties, and is of 
the   opinion   that   major   penalty   is   to   be   imposed,   it   should 
send   the   entire   records   and   findings   without   recording   any 
opinion   with   regard   to   the   imposition  of   the   penalty   to   the 
Competent   Disciplinary   Authority   which   will   record   its 
findings and pass orders as deemed fit. 16. The Disciplinary 
Authority should forward a copy of the report of the Inquiring 
Authority   together   with   its   tentative   reasons   for 
disagreement,   if   any,   with   the   findings   to   the   Government 
servant   giving   him   fifteen   days'   time   to   make   any 
representation/submission.   17.   The   representation,   if   any, 
submitted   by   the   Government   servant   should   be   considered 
before passing final orders. 18. Disciplinary Authority should 
take final decision on the enquiry report within 3 months.

Procedure – Minor Penalties : The Government servant should be 
given   a   copy   of   the   charge­sheet   with   a   statement   of 
imputations of misconduct.  He should be given reasonable time 
and   opportunity   to   submit   his   defence.   On   receipt   of   the 
defence,   the   Disciplinary   Authority   may   pass   appropriate 

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orders, or may hold an inquiry if it is of the opinion that 
such inquiry is necessary, or inquiry is mandatory in view of 
the punishment proposed. 

When prescribed procedure need not be followed : Following are 
the   special   circumstances  where   the   prescribed   procedure   for 
inquiry   need   not   be   followed   where   penalty   is   due   to 
conviction   on   criminal   charge,   or   where   the   Disciplinary 
Authority is satisfied (reasons should be recorded in writing) 
that   it   is   not   reasonably  practicable  to   hold  an   enquiry   in 
the manner provided, or where the President is satisfied that 
in the interest of security of the State, it is not expedient 
to hold and enquiry in the manner provided.
APPEAL   :  An   appeal   is   one   which   is   preferred   to   the 
appropriate   Appellate  Authority   against   an   order   of   penalty. 
Right of appeal has been provided in certain other cases also, 
like,   suspension,   payment   of   subsistence   allowance   during 
suspension,   regulation   of   pay   and   allowances   for   period   of 
suspension   and/or   unemployment   on   reinstatement   and   with 
holding/withdrawing   pension   or   part   thereof,   by   an   order   of 
the Appointing Authority, when a pensioner is found guilty of 
grave misconduct or is convicted of a serious crime by a Court 
of Law. Even supersession in promotion which denies/varies to 
disadvantage   pay,   allowances,   pension   and   conditions   of 
service,   is   appealable.   Appeal   has   to   be   preferred   within 
forty­five   days   of   receipt   of   the   order   appealed   against, 
direct to the Appellate Authority, who may condone delay, if 
valid   reasons   are   given.     The   appeal   should   contain   all 
material   statements   and   arguments   on   which   the   appellant 
relies and should be complete in itself.  It should not be in 
disrespectful   or   improper   language.   A   copy   of   the   appeal 
should   be   sent   to   the   authority   who   passed   the   oder,   is 

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forwarded with the complete records and his comments, to the 
Appellate Authority without any avoidable delay.
SUSPENSION  :   Suspension   is   an   executive   action   whereby   a 
Government   servant   is   kept   out   of   duty   temporarily   pending 
final   action   against   him   for   criminal   offences   or   acts   of 
indiscipline,   delinquency,   misdemeanor,   etc.   Suspension   is 
resorted   to   When   disciplinary   proceedings   are   contemplated/ 
pending or when a case in respect of any criminal offence is 
under investigation,  inquiry  or trail or when the Government 
servant   is   involved   in   a   case   of   “dowry   death”.   In   the 
following   circumstances,   a   Government   servant   can   be   kept 
under   suspension.   When   preliminary   enquiry   supports   a   prima 
facie   case   for   initiating   criminal/departmental   proceedings 
likely to lead to his conviction, and/or dismissal, removal or 
compulsory   retirement   from   service.   When   his   continuance   in 
office will prejudice investigation,  trial or enquiry, or is 
likely   to   seriously   subvert   discipline   or   be   against   wider 
public interest. When he is suspected to have engaged himself 
in activities prejudicial to the security of the State. When 
he   is   charged   with   misdemeanor   of   the   following   types:   (a) 
Offence or conduct involving moral turpitude; (b) Corruption, 
embezzlement   or   misappropriation   of   Government   money, 
possessing   of   disproportionate   assets,   misuse   of   official 
powers   for   personal   gain;   (c)   Serious   negligence   and 
dereliction   of   duty   resulting   in   considerable   loss   to 
Government; and (d) Refusal or deliberate failure to carry out 
written   orders   of   superior   officers.   A   Government   servant 
should   be   placed   under   suspension   immediately   if   he   is 
arrested in “Dowry Death” case, irrespective of the period of 
detention; or the Police report to the Magistrate prima facie 
indicates   that   the   offence   has   been   committed   by   the 
Government servant.
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Suspension   should   not   be   resorted   to  :  for   petty   offences 
unrelated to morality or official duties; and when an official 
is absconding. 
Deemed suspension ­  A Government servant detained in custody 
on   a   criminal   charge   or   otherwise,   for   a   period   exceeding 
forty­eight   hours   or   sentenced   to   a   term   of   imprisonment 
exceeding   forty­eight   hours,   is   deemed   to   have   been   placed 
under suspension. However, issue of formal order of suspension 
is necessary. 

Review   and   Revocation  ­   To   avoid   great   hardship,   suspension 

should not be unduly prolonged.   When it has been decided to 
institute criminal proceedings against a Government servant in 
a   Court   of   Law,   efforts   should   be   made   to   file   the   charge­
sheet   in   a   Court   within   three   months.     Likewise,   in 
departmental   action,   the   total   period   of   investigation   and 
disciplinary   proceedings   should   not   ordinarily   exceed   six 
months.     A   review   committee   should   be   constituted   and   all 
cases of suspension should be reviewed by the committee within 
90   days   from   the   effective   date   if   the   order   of   suspension. 
If the Government servant continues to be under detention at 
the time of completion of ninety days, no review is necessary. 
The   suspension   may   be   revoked   or   extended   on   the 
recommendation of the committee.   The extension shall not be 
more   than   180   days   at   a   time.   If   the   suspension   is   not 
extended within 90 days, it will not be valid after a period 
of 90 days. 

Authority   competent   to   order/revoke   suspension   ­  The 

Appointing   Authority,   any   authority   to   which   it   is 
subordinate, the Disciplinary Authority or any other authority 
empowered   in   that   behalf   by   the   President   may   place   an 
official under suspension.   The suspension can be revoked by 

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the   authority  ,   which  issued   the   order   of  suspension,  or   by 
any authority to which it is subordinate.    

Headquarters   during   suspension   –  The   suspended   officer's 

station   of   posting   immediately   before   suspension.   At   his 
request,   it   can   be   changed,   provided   the   change   does   not 
involve any expenditure or create other complications. Appeal 
against   suspension  :  Though   suspension   is   not   a   statutory 
penalty,  the Government  servant  can prefer an appeal  against 
an   order   of   suspension   within   forty­five   days   of   service   of 
the   order   if   from   the   order   itself   he   becomes   aware   of   the 
reasons leading to his suspension.

Treatment of suspension,  if, in its duration, the Government 
servant ­ (1) Dies – Suspension order abates and the period is 
treated   as   duty.     Pay   and   allowances   and   retirement/leave 
encashment benefits are as per normal rules. (2)  Attains age  
of   superannuation  –   He   is   provisionally   pensioned   off,   but 
retirement   gratuity   to   be   paid   only   after   conclusion   of   the 
proceedings depending upon the effect of the final order. (3) 
Seeks  Voluntary  Retirement  –  Permissible   with  prior   approval 
of   Appointing  Authority.   (4)  Submits  Resignation  –  Competent 
Authority   should   examine   merits   of   the   case   and   decide   if 
acceptance of resign­ation would be in public interest. 

SUBSISTENCE ALLOWANCE : Quantum Payable ­ A suspended official 
is   entitled   for   the   first   three   months   of   suspension   to 
Subsistence   Allowance   of   an   amount   equal   to   leave   salary   on 
half   pay,   with   Appropriate   Dearness   and   Compensatory 
Allowances.   First   Review   for   increase/decrease  :  The 
Suspending Authority has to review, and pass necessary orders 
in   sufficient   time   before   expiry   of   the   first   three   months. 
The   allowance   may   be   increased   by   a   suitable   amount   not 
exceeding   50%   of   the   initial   sum,   if   the   suspension   is 
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prolonged   due   to   reasons   not   directly   attributable   to   the 
Government servant.  It may be decreased in the same manner if 
the   Government   servant   is   held   to   be   responsible   for   the 
prolongation.   If   it   is   not   varied   either   way,   the 
circumstances under which such a decision was taken should be 
recorded.   Subsequent   reviews  :  It   is   open   to   the   Competent 
Authority   to   make   further   reviews   at   any   time   if   the 
circumstances warrant and pass appropriate orders. Certificate 
of non­employment :  Subsistence Allowance can be paid only if 
the   suspended   official   furnishes   a   certificate   every   month 
that   he   was   not   engaged   in   any   other   employment,   business, 
profession   or   vocation   and   cannot   be   denied   on   any   other 
ground.  Appeal against revision  of allowance  :  The suspended 
official may appeal if he is not satisfied with the increase/ 
decrease allowed and the Appellate Authority after considering 
all   the   circumstances   may   pass   just   and   equitable   orders. 
Recovery   from  Subsistence  Allowance  :  Obligatory  –  Repayment 
of   loans   and   advances   taken   contributions   to   CGHS   and   Group 
Insurance, house rent and allied charges and income tax. With  
the   official's   written   consent  –   PLI   Premia,   Co­operative 
Stores/Societies dues, refund of GPF advances. Not enforceable 
–   GPF   subscriptions,   Court   attachment   dues   and   recovery   of 
loss to Government. 
REINSTATEMENT :  Following are the circumstances of retirement 
in   service   of   an   official   after   suspension/compulsory 
retirement/removal/   dismissal   :   (a)If   detention   in   Police 
custody,  erroneous or without basis,  ends in release  without 
prosecution, deemed  suspension   ceases.   (b)   When   under 
suspension pending departmental proceedings, on the withdrawal 
of   proceedings   for   any   reason,   or   on   the   award   of   penalty 
other than compulsory retirement/removal/ dismissal. (c) When 
under suspension pending criminal proceedings, if acquitted by 
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a   Court   of   Law   and   if   it   is   decided   not   to   proceed   further 
departmentally.   (d)   On   the   setting   aside   of   an   award   of 
compulsory retirement/ removal/dismissal by a Court of Law or 
by   the   Appellate/Revising   Authority.  Reinstating   Authority's 
order   should   include  (I)   specific   decision   on   treatment   of 
period   of   suspension   up   to   reinstatement,   compulsory 
retirement, removal or dismissal as spent on duty or not and 
(ii) a specific decision on the quantum of pay and allowances 
for the said period. These two decisions are independent.

Full pay and allowances  are admissible when  1. Reinstatement 

on   full   exoneration   in   departmental   proceedings,   when   the 
charged   official   is   not   held   responsible   for   delay   in   the 
termination   of   the   proceedings   against   him.   2.   Reinstatement 
on   an   official's   acquittal   on   merits   of   the   case   in   Court 
proceedings   and   no   further   departmental   enquiry   is   held.   3. 
Reinstatement when suspension is held to be wholly unjustified 
and   when   the   charged   official   is   not   held   responsible   for 
delay   in   the   termination   of   the   proceedings   against   him.   4. 
When   minor   penalty   is  awarded.   5.  If   definition   under  a   law 
providing   for   preventive   detention   is   held   by   the   Competent 
Authority to be unjustified. 6. In case of deemed suspension 
on   grounds   of   detention   found   to   be   erroneous   and   no 
prosecution is launched. 7. In case of arrest for debt, if the 
liability   is   proved   to   be   due   to   circumstances   beyond   the 
official's   control.   8.   Official's   death   while   under 
suspension.
Proportionate   (less   than   whole)   pay   and   allowances     are 
admissible   when   :     1.   Even   in   cases   of   full   exoneration   in 
departmental proceedings, when it is held that the termination 
of   the   proceedings   instituted   against   an   official   had   been 
delayed   for   reasons   directly   attributable   to   him,   for 

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suspension and/or dismissal, etc., as may be directed by the 
Reinstating   Authority.   2.   In   cases   departmental   proceedings 
where   the   official   is   not   fully   exonerated   or   the   earlier 
order is set aside solely on the ground of non­compliance with 
the   requirements   of   Article   311   of   the   Constitution.   3.   In 
Court cases where the order is set aside solely on the ground 
of non­compliance with the requirements of Article 311 or when 
exoneration   is   not   on   merits.   4.   Even   in   cases   where   the 
suspension   is  held   to  be   wholly   unjustified   when   it   is   held 
that the termination of the proceedings instituted against an 
official had been delayed for reasons directly attributable to 
him, for such period of suspension as may be directed by the 
Reinstating   Authority.   5.   In   cases   of   detention   under   a   law 
providing for preventive detention, when it is held that the 
detention was not unjustified and in cases of arrest for debt, 
where   the   liability   is   proved   to   be   due   to   circumstances 
within   the   official's   control,   for   such   period   as   may   be 
directed by the Reinstating Authority. 6. In cases where the 
suspension is not held to be wholly unjustified. In all these 
cases, the proportionate pay and allowances payable should be 
determined   only   after   giving   an   opportunity/notice   to   the 
official  to make his representation  against  the proposal  and 
after considering his representation, if any.   The amount so 
determined   should   not   be   less   than   what   was   paid   as 
subsistence allowance.

In all cases of payment of pay and allowances – either in full 
or in part – for past period, certificate of non­employment as 
in the case of payment of subsistence allowance, is essential. 
The payment is also subject to adjustment of any amount earned 
by   the   Government   servant   through   any   employment   during   the 
period.  Period   of   suspension   is   treated   as   duty   on 

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reinstatement   due   to   full   exoneration   in   departmental 
proceedings, on reinstatement due to the official's acquittal 
on   merits   of   the   case   in   Court   proceedings   and   no   further 
departmental inquiry is held, on reinstatement when suspension 
is   held   to   be   wholly   unjustified,   when   minor   penalty   is 
awarded,   when   detention   in   Police   custody,   erroneous   or 
without basis, ends in release without prosecution and if the 
Competent   Authority   concludes   that   suspension   was   wholly 
unjustified   when   the   detention   under   a   law   providing   for 
preventive detention is held by the Competent Authority to be 
unjustified, in cases of arrest for debt, if the liability is 
proved   to   be   due   to   circumstances   beyond   the   official's 
control, when Official's death is while under suspension.

Period   of   suspension   would   be   treated   as   non­duty   (unless 

otherwise   decided   for   any   specific   purpose)   as   in   the 
following cases  : In cases of departmental proceedings where 
the Government servant is not fully exonerated or the earlier 
order is set aside solely on the ground of non­compliance with 
the requirements of Article 311; In Court cases under similar 
circumstances;   In   cases   where   suspension   is   not   considered 
wholly unjustified; In cases of these types, the official has 
the option to get the period converted into leave of any kind 
due and admissible under the Competent Authority's order which 
shall be absolute. Proportionate pay and allowances cannot be 
denied for any period : Even cases where a dismissed official 
is reinstated by Competent Authority on compassionate grounds 
and   the   period   from   the   date   of   dismissal   to   the   date   of 
reinstatement ordered to be treated as 'non­duty', payment of 
proportionate pay and allowances for that period is mandatory.

Review of period  of suspension revoked pending proceedings : 
If   an   order   has   been   passed   before   conclusion   of   the 

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departmental/Court   proceedings   as   to   pay   and   allowances   for 
and   treatment   of   the   period   of   suspension   revoked   before 
conclusion of the inquiry/Court case, it is only a provisional 
order.   After conclusion of the inquiry/Court case, the said 
order should be reviewed on its own motion and a final order 
passed. 

Summary:
The  model   conduct   rules   and   discipline   rules   studied 
above have covered the following aspects:

1 The General Do's and Don'ts for all employees
2 Acts, conduct and commissions amounting to misconduct
3 Activities   requiring   permission/sanction   and 
exceptions therein
4 Activities not requiring permission/sanction
5 Unauthorized absence – Break in service
6 Politics   and   Employees   of   Institute   of   National 
Importance
7 Political activities which are permitted
8 Conduct Rules regarding Property Transactions
9 Transactions by employees out of own funds:
10 Acceptance of Gifts
11 Restrictions regarding marriage
12 Prohibitions regarding Dowry
12 Warning/Admonition/Reprimand
13 Disciplinary Proceedings
14 Penalties : Major Penalties; Minor Penalties
15 Enquiry, proceedings, Appeal, etc.
16 Suspension, subsistence allowance, etc.
17 Reinstatement

It has become imperative that all employees follow a standard 
code   of   conduct   with   respect   to   their   functioning   in   their 
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respective organizations. Similarly the Institutions also need 
to   necessarily   implement   the   disciplinary   rules   for   the 
conduct   of   a   smooth   administration.  These   rules   have   been 
designed   accordingly   based   on   the   above   listed   aspects 
and   concepts  as   applicable   to   all   Institutions   of 
National Importance.

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 Chapter – 6 (Contd..)

6.3 Various Leave Rules
Introduction

Part III of FR & SR provides for the overall Leave rules as 
applicable   to   Central   Government   employees.  The   following 
study has extracted the various rules and examined the various 
orders issued by the Government from time to time as well as 
incorporated   the   recommendations   of   the   Sixth   Central   Pay 
Commission that would be appropriate for implementation in the 
various   Institutes   of   national   importance.  It   is   imperative 
that   employees   follow   standard   leave   rules   with   respect   to 
their functioning in their organizations. 

General Principles of all types of leave:
Leave   cannot   be   claimed   as   a   matter   of   right.   The   Leave 
sanctioning authority may refuse or revoke leave of any kind, 
but cannot alter the kind of leave due and applied for. Leave 
of   one   kind   taken   earlier   may   be   converted   into   leave   of   a 
different kind at a later date at the request of the official 
and at the discretion of the authority who granted the leave. 
For   example,   extraordinary   leave   may   be   retrospectively 
converted  into   leave   not   due   and   earned   leave  into   half   pay 
leave or earned leave on MC into commuted leave, as the case 
may   be.   The   employee   of   Institute   of   National   Importance 
should   apply   for   such   conversion   within   thirty   days   of 
completion   of   the   relevant   spell   of   leave.     This,   however, 
cannot   be   claimed   as   a   matter   of   right   by   the   official. 
Conversion   of   one   kind   of   leave   into   leave   off   a   different 
kind   is   permissible   only   when   applied   for   by   the   official 
while in service and not after quiting service. 
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Leave   sanctioning   authority   may   commute   retrospectively 
periods of absence without leave into Extraordinary leave.  No 
leave   of   any   kind   can   be   granted   for   a   continuous   period 
exceeding   five   years   except   with   the   sanction   of   the 
President.       An   official   on   leave   should   not   take   up   any 
service   or   employment   elsewhere   without   obtaining   prior 
sanction of the Competent Authority. Grant of Leave on Medical  
grounds – employee of Institute of National Importance : Leave 
sanctioning   authority   may   secure   second   medical   opinion,   if 
considered   necessary.   An   employee   of   Institute   of   National 
Importance   who   is   on   leave   on   medical   certificate   will   be 
permitted  to   return   to   duty   only   on   production   of  a   medical 
certificate   pf   fitness   from   the   AMA/CGHS   Doctor/Registered 
Medical Practitioner, as the case may be.  

Overstayal of leave  without  proper sanction,  will be debited 

against   the   HPL   account   of   the   employee   of   Institute   of 
National   Importance   to   the   extent  HPL  is   due   and   the   excess 
treated as EOL.  No leave salary is admissible for the entire 
period   of   overstayal   and   the   period   of   such   overstayal   will 
not count for increment, leave and pension.   Willful absence 
from   duty   after   the   expiry   of   leave   renders   an   employee   of 
Institute   of   National   Importance   liable   to   disciplinary 
action.   Absence   without   leave   not   in   continuation   of   any 
authorized   leave   will   constitute   an   interruption   of   service 
unless it is regularized.  Permanently incapacitated  employees 
of Institute of National Importance  not to be invalided –  An 
employee   of   Institute   of   National   Importance   who   has   been 
permanently   incapacitated   from   Government   service   on   account 
of   mental   or   physical   disability   shall   not   be   invalided   or 
reduced in rank. If he is not suitable for the present post, 
he could be shifted to some other post with the same pay scale 
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and service benefits. If not possible to adjust, may be kept 
on a supernumerary post until a post becomes available or his 
superannuation, whichever is earlier. Promotion is not denied. 

EARNED LEAVE
Earned leave can be accumulated up to 300 days. The credit of 
earned leave will be afforded in advance at a uniform rate of 
15 days on the 1st of January and 1st of July every year.  The 
credit   to   be   afforded   will   be   reduced   by   1/10th  of   extra­
ordinary   leave   availed   and/or   period   of  dies   non  during   the 
previous half­year, subject to a maximum of 15 days and to the 
extend of such credit only. Earned leave can be accumulated up 
to   300   days   in   addition   to   the   number   of   days   for   which 
encashment has been allowed along with LTC. While limiting the 
maximum of 300 days, where the balance at credit is 286 – 300 
days, further advance credit of 15 days on 1st January/1st July 
will be kept separately and set­off against the EL availed of 
during that half­year ending 30th June/31st December.  However, 
if the leave availed is less than 15 days the remainder will 
be credited to the leave account subject to the ceiling of 300 
days at the close of that half­year. This leave can be availed 
upto 180 days at a time. 

Exception   :  (a)   Earned   leave   exceeding   180   days   but   not 

exceeding 300 days at a time may be granted to Group 'A' and 
Group 'B' Officers, if at least the quantum of leave in excess 
of 180 days is spent outside India, Bangladesh, Bhutan, Burma, 
Sri Lanka, Nepal and Pakistan (b) Earned leave may be taken up 
to 300 days at a time as leave preparatory to retirement.  

HALF PAY LEAVE
Half pay leave is credited in advance at the rate of 10 days 
on the 1st January and 1st July every year.  The advance credit 
175
for   the   half­year   in   which   an   employee   of   Institute   of 
National   Importance   is   appointed   will  be   at   the   rate   of   5/3 
days for each completed calendar month of service he is likely 
to render in the half­year in which he is appointed. The half 
pay   leave   which   is   to   be   credited   every   half­year   will   be 
reduced  at  the rate  of one­eighteenth  of  the period  of  dies 
non/suspension treated as  die non,  during the preceding half­
year, subject to a maximum of ten days. Half pay leave can be 
availed either with or without medical certificate.  The grant 
of half pay leave  to a temporary  official  is subject to the 
sanctioning   authority   satisfying   himself   that   the   official 
will return to duty after its expiry.   This condition is not 
applicable   where   such   official   is   declared   completely   and 
permanently incapacitated for further service. While affording 
credit, fraction shall be rounded off to the nearest day. 

COMMUTED LEAVE
Commuted leave can be granted only when the leave sanctioning 
authority is satisfied that there is a reasonable prospect of 
the employee of Institute of National Importance returning to 
duty   on   its   expiry.   So   it   cannot   be   granted   as   leave 
preparatory   to   retirement.   Commuted   leave  not  exceeding   half 
the   amount   of   half   pay   leave   due   can   be   taken   on   medical 
certificate.
Commuted  leave can be taken  without  medical  certificate:  (a) 
up to a maximum of 90 days in the entire service if utilized 
for   an   approved   course   of   study   certified   to   be   in   public 
interest. (b) up to a maximum of 60 days by a female employee 
of Institute of National Importance if it is in continuation 
of maternity leave. (c) up to a maximum of 60 days by a female 
employee of the Institute with less than two living children 
if she adopts a child less that one year old. 
176
Commuted leave can be granted only when the leave sanctioning 
authority is satisfied that there is a reasonable prospect of 
the employee of Institute of National Importance returning to 
duty   on   its   expiry.   So   it   cannot   be   granted   as   leave 
preparatory to retirement.  If commuted leave is taken, twice 
the number of days availed should be debited in the half pay 
leave account.

LEAVE NOT DUE
The   Leave   Not   Due   is   granted   to   a   permanent   employee   of 
Institute   of   National   Importance   with   no   half   pay   leave   is 
available at his/her credit.  Temporary officials with minimum 
of one year's service and suffering from TB, Leprosy, Cancer 
or   Mental   illness   may   also   be   granted   LND   if   the   post   from 
which  the  official   proceeds   on   leave   is   likely   to  last   till 
his return. It is granted on medical certificate (Exception: 4 
below)   if   the   leave   sanctioning   authority   is   satisfied   that 
there is a reasonable prospect of the employee of Institute of 
National Importance returning to duty on its expiry. 

It   may   be   granted   without   medical   certificate   ­   (a)   in 

continuation of maternity leave. (b) to a female employee of 
Institute   of   National   Importance   with   less   than   two   living 
children   on   adoption   of   a   chile   less   that   a   year   old.   The 
amount of leave should be limited to the half pay leave that 
the employee of Institute of National Importance is likely to 
earn subsequently. LND during the entire service is limited to 
a maximum  of 360 days. LND will be debited against  the half 
pay leave that the employee earns subsequently.

Extraordinary Leave
The Extraordinary leave is granted to a employee of Institute 
of   National   Importance  –   when   no   other   leave   is   admissible; 
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when other leave is admissible, but the employee of Institute 
of   National   Importance  applies   in   writing   for   extraordinary 
leave.    Limit:  No   leave   of   any   kind   can   be   granted   to   an 
employee of Institute of National Importance  for a continuous 
period exceeding five years.  Subject to this limitation, any 
amount   of   EOL   may   be   sanctioned   to   a   permanent  employee   of 
Institute of National Importance. EOL may also be granted to 
regularize periods of absence without leave retrospectively. 
MATERNITY LEAVE

Maternity   Leave   is   admissible  to   married/unmarried   female 

employees   during   –  (a)  Pregnancy  :  180  days   from   1­9­2008  – 
Admissible   only   to   employees   with   less   than   two   surviving 
children.  (b)  Miscarriage/abortion   (included   or   otherwise)  : 
Total   of   45   days   in   the   entire   service   excluding   any   such 
leave   taken   prior   to   16­6­1994.   Admissible   irrespective   of 
number of surviving children. Application should be supported 
by   a   certificate   from   a   Registered   Medical   Practitioner   for 
NGO’s and from AMA for GOs. 

The leave  is not debited  to leave account.  It is granted  on 

full pay. May be combined with leave of any other  kind.  Any 
leave  (including   commuted  leave   up   to  60   days  and  leave   not 
due) may be taken without medical certificate up to two years 
in continuation.  Counts  as service for increments. Counts as 
service   for   pension.   In   the   case   of   officials   to   whom   the 
provisions of ESI Act apply, the leave salary will be reduced 
by   the   benefit   admissible   under   the   Act   for   corresponding 
period. It is not admissible for ‘threatened abortion’.

PATERNITY LEAVE
Paternity Leave is admissible to male employee of institute of 
national   importance   with   less   than   two   surviving   children. 
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Apprentices  are also eligible.  Duration:  The duration of the 
paternity   leave   shall   be   Fifteen   days   during   wife’s 
confinement.  Leave Salary: The leave salary shall be equal to 
the last pay drawn. Paternity leave is not to be debited  to 
the leave account.  But may be combined with any other kind of 
leave   except   casual   leave.   Paternity   leave   is   not   to   be 
refused   normally.   Paternity   leave   is   to   be   applied   up   to 
fifteen   days   before   or   up   to   six   months   from   the   date   of 
delivery.  

 
LEAVE TO FEMALE 
 EMPLOYEE 
   ON ADOPTION OF CHILD
   

This   leave   is  granted  to   a   female  employee,   with   fewer   than 

two surviving children, on valid adoption of a child below the 
age of one year, for a period of 135 days immediately after 
the date of valid adoption. Leave salary will be equal to the 
pay drawn immediately before proceeding on leave. This may be 
combined   with   leave   of   any   other   kind.   In   continuation   of 
Child   Adoption   Leave,   leave   of   the   kind   due   and   admissible 
(including leave not due and commuted leave not exceeding 60 
days without  production  of Medical Certificate)  for a period 
up to one year reduced by the age of the adopted child on the 
date of legal adoption without taking into account the period 
of Child Adoption Leave. This leave facility is not admissible 
to a female employee already having two surviving children at 
the   time   of   adoption.  This   leave   is   not   debited   against   the 
leave account. 
STUDY LEAVE
The   Study   leave   is   granted   to  employees   of   Institute   of 
National Importance with not less than five years’ service for 
undergoing   a   special   course   consisting   of   higher   studies   or 
specialized   training   in   a   professional   or   technical   subject 

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having   a  direct   and   close  connection   with  the  sphere   of   his 
duties   or   being   capable   of   widening   his   mind   in   a   manner 
likely   to   improve   his   ability   as   a   civil   servant.   Course 
should   be   certified   to   be   of   definite   advantage   to   the 
employer Institute from the point of view of public interest. 
The particular study or study tour should be approved by the 
authority competent to grant leave. The official on his return 
should   submit   a   full   report   on   the   work   done   during   study 
leave.  Not   granted  :  For  studies   out  of  India  if   facilities 
for such studies exist in India. To an official due to retire 
within   three   years   of   return   from   the   study   leave.   To   same 
official   with   such   frequency   as   to   remove   him   from   contact 
with his regular work or cause cadre difficulties owing to his 
absence   on   leave.   The   official   should   have   satisfactory 
completed period of probation and rendered not less than five 
years of regular continuous service including probation. 

LEAVE SALARY
The   Leave   Salary   calculation   is   done   as   follows   :   During 
Earned   Leave   and   Commuted   Leave,   the   leave   salary   shall   be 
equal   to   pay   drawn   immediately   before   proceeding   on   leave. 
During half pay leave or leave not due, the leave salary shall 
be equal to half the amount of leave salary on earned leave. 
Extraordinary   leave   is   not   entitled   to   any   leave   salary. 
‘Pay’   means   ‘pay’   as   defined   in   FR   9   (21)   and   includes 
Deputation Allowance and NPA/Stagnation Increment. 
CASUAL LEAVE
Casual   Leave   is   not   a   recognized   form   of   leave   and   is   not 
subject   to   any   rules   made   by   the   Government   of   India.     An 
official   on   Casual   Leave   is   not   treated   as   absent  from   duty 
and pay is not intermitted. Casual Leave can be combined with 

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Special Casual Leave/Vacation but not with any other kind of 
leave.   It   cannot   be   combined   with   joining   time.   Sundays   and 
Holidays   falling   during   a   period   of   Casual   Leave   are   not 
counted   as   part   of   Casual   Leave.   Sundays/public 
holidays/restricted   holidays/weekly   offs   can   be 
prefixed/suffixed to Casual  Leave. Casual Leave  can be taken 
while on tour, but no daily allowance will be admissible for 
the   period.   Casual   Leave   can   be   taken   for   half­day   also. 
Essentially intended for short periods. It should not normally 
be granted for more than 5 days at any one time, except under 
special circumstances.

LTC   can   be   availed   during   Casual   Leave.   Entitlement   (per 

calendar year) –   8 days – For those entitled to 17 holidays 
and   10   days   –   for   those   not   entitled   to   17   holidays. 
Individuals appointed and joining duty during the middle of a 
year   may   avail   Casual   Leave   proportionately   or   to   the   full 
extent at the discretion of the Competent Authority.

Half­day’s Casual Leave  :  employees of Institute of National 
Importance  who   have   got   some   urgent   work   but   do   not   require 
one   day’s   leave   can   avail   of   half­day’s   Casual   Leave.     The 
dividing line will be the lunch break.   If the leave is for 
the forenoon, the official can attend office immediately after 
the   lunch   break   and   if   it   is   for   the   afternoon,   can   leave 
office at the commencement of the lunch break.
SPECIAL CASUAL LEAVE
Special casual leave are additional leaves given specially and 
specifically   for   certain   purposes.  For   Sports   Events  :   (a) 
Admissible up to a maximum of 30 days in a calendar year for 
attending – coaching  or training  camps under Rajkumari Amrit 
Kaur Coaching Scheme or similar All India coaching or training 

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schemes; coaching or training camps at the National Institute 
of   Sports,   Patiala;   coaching   camps   in   sports   organized   by 
National   Sports   Federation/Sports   Boards   recognized   by 
Government   (Department   of   Youth   Affairs   and   Sports).  For 
Cultural Activities  : (a) Admissible to employees taking part 
in   cultural   activities   like   dance,   drama,   music,   poetic 
symposium,   etc,   of   an   All   India,   or   Inter­State   character 
organized by or on behalf of the Central Secretariat Sports, 
Control Board or on its behalf subject to the overall limit of 
30days   in   one   calendar   year.  For   Mountaineering/Trekking 
Expeditions  : Admissible for participating in mountaineering/ 
trekking   expeditions   approved   by   the   Indian   Mountaineering 
Foundation or organized by Youth Hostels Association of India, 
up to a maximum of 30 days in one calendar year and subject to 
the   overall   limit   of   30   days   for   one   calendar   year   for 
participation in sporting events – Appendix – III.
For Family Planning:  Male employee: Maximum of 5 working days 
admissible for vasectomy operation.  If he undergoes the said 
operation   for   a   second   time   due   to   failure   of   the   first, 
another five working days will be admissible on the production 
of   medical   certificate.   Maximum   of   21   days   for   undergoing 
recanalization   operation.   Maximum   of   3   working   days   if   his 
wife   undergoes   tubectomy,   laparoscopy   or   salpingectomy 
operation.     The   leave   should   follow   the   date   of   operation. 
Female   employee:  Maximum   of   10   working   days   are   admissible 
for tubectomy/laparoscopy.  If she undergoes the operation for 
a second time due to failure of the first, maximum 10 working 
days   will   be   admissible   for   the   second   time.   Maximum   of   10 
working   days   admissible   for   salpingectomy   operation   after 
Medical   Termination   of   Pregnancy   (MTP).   Not   admissible   if 
maternity leave is availed. Admissible for one day on the day 
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of   IUCD/IUD   insertion/   re­insertion.   Maximum   of   21   days 
admissible for undergoing recanalization operation. Admissible 
for one day on the day of operation when her husband undergoes 
vasectomy operation. 

Summary :
The above study has extracted the various rules and examined 
the various orders issued by the Government from time to time 
as   well   as   incorporated   the   recommendations   of   the   Sixth 
Central   Pay   Commission   that   would   be   appropriate   for 
implementation   in   the   various   Institutes   of   national 
importance. 

It   is   imperative   that   employees   follow   standard   leave   rules 

with   respect   to   their   functioning   in   their   organizations. 
Leave   cannot   be   claimed   as   a   matter   of   right.   The   Leave 
sanctioning authority may refuse or revoke leave of any kind, 
but cannot alter the kind of leave due and applied for. This, 
however,   cannot   be   claimed   as   a   matter   of   right   by   the 
official.   Conversion   of   one   kind   of   leave   into   leave   off   a 
different   kind   is   permissible   only   when   applied   for   by   the 
official while in service and not after quiting service.
Leave   sanctioning   authority   may   commute   retrospectively 
periods of absence without leave into Extraordinary leave.  No 
leave   of   any   kind   can   be   granted   for   a   continuous   period 
exceeding five years. An official on leave should not take up 
any   service   or   employment   elsewhere   without   obtaining   prior 
sanction of the Competent Authority. An employee of Institute 
of National Importance who is on leave on medical certificate 
will be permitted to return  to duty only on production  of a 
medical   certificate   of   fitness   from   the   AMA/CGHS   Doctor/ 
Registered Medical Practitioner, as the case may be.  
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Overstayal of leave  without  proper sanction,  will be debited 
against the HPL account of the employee to the extent HPL is 
due   and   the   excess   treated   as   EOL.     No   leave   salary   is 
admissible for the entire period of overstayal and the period 
of   such   overstayal   will   not   count   for   increment,   leave   and 
pension.  Willful absence from duty after the expiry of leave 
renders   an   employee   liable   to   disciplinary   action.   Absence 
without leave not in continuation of any authorized leave will 
constitute   an   interruption   of   service   unless   it   is 
regularized. 

An employee of Institute of National Importance who has been 
permanently   incapacitated   from   Government   service   on   account 
of   mental   or   physical   disability   shall   not   be   invalided   or 
reduced in rank. If he is not suitable for the present post, 
he could be shifted to some other post with the same pay scale 
and   service   benefits.   If   not   possible   to   adjust,   he   may   be 
kept on a supernumerary post until a post becomes available or 
his   superannuation,   whichever   is   earlier.   Promotion   is   not 
denied.

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