s e r v i c e r u l e s - ernethrm.iimb.ernet.in/iimb/service_rules/revised... · “institute”...

Draft – Service Rules 2017 (as on 15 May 2017)

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S E R V I C E R U L E S

(Amended as on May 2017)


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TABLE OF CONTENTS

CHAPTER I - PRELIMINARY ................................................................................................................................ 3

CHAPTER II - CREATION, GRADATION OF POSTS& RECRUITMENT ..................................................... 5

CHAPTER III - TENURE ......................................................................................................................................... 8

CHAPTER IV - PAY AND ALLOWANCES ........................................................................................................ 11

CHAPTER V - BENEFITS AND FACILITIES.................................................................................................... 18

CHAPTER VI – LEAVE ......................................................................................................................................... 22

CHAPTER VII - PENSION AND RETIREMENT BENEFITS ......................................................................... 29

CHAPTER VIII - CONDUCT RULES .................................................................................................................. 38

CHAPTER IX - DISCIPLINE, APPEAL AND REVIEW RULES ..................................................................... 45

ANNEXURE - I ........................................................................................................................................................ 50

ANNEXURE - II ...................................................................................................................................................... 51

ANNEXURE - III ..................................................................................................................................................... 52

ANNEXURE – IV .................................................................................................................................................... 53

ANNEXURE – V ...................................................................................................................................................... 54

ANNEXURE - VI ..................................................................................................................................................... 58

ANNEXURE - VII ................................................................................................................................................... 59

ANNEXURE - VIII .................................................................................................................................................. 60

ANNEXURE - IX ..................................................................................................................................................... 61

ANNEXURE - X ...................................................................................................................................................... 62

ANNEXURE - XI ..................................................................................................................................................... 64

ANNEXURE - XII ................................................................................................................................................... 65

ANNEXURE - XIII .................................................................................................................................................. 70

ANNEXURE - XIV .................................................................................................................................................. 71

ANNEXURE - XV .................................................................................................................................................... 72

ANNEXURE - XVI .................................................................................................................................................. 76


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CHAPTER I - PRELIMINARY

1.1 These Rules shall be called the IIMB (Revised) Service Rules 2017. These Rules have been

amended and updated as on May 2017.

1.2 Application

1.2.1 These Rules shall apply to every employee of the Institute whether in service on the date

these Rules were promulgated or entered service thereafter, unless otherwise specifically

stated.

1.2.2 In the case of employees on contract, the provisions of IIMB Contract Appointment Rules

1993 shall be applicable, updated from time to time. These Rules shall be applicable only to

the extent they are not inconsistent with the agreed terms of contract.

1.2.3 Employees who shall be governed by the terms and conditions of services in the provisions

of IIMB Contract Appointment Rules or as may be specified by the appointing authority in

the letter of appointment, unless otherwise specifically stated in these Service Rules are

Appointed in time-bound research, consultancy projects;

Appointed in time-bound construction projects;

Appointed on casual, part-time or visiting basis.

1.3 Definitions1

a. “Institute” means the Indian Institute of Management Bangalore (IIMB).

b. “Board” means the Board of Governors of the Institute.

c. “Chairperson” means the Chairperson of the Board.

d. “Internal Board” means the Internal Governance Committee.

e. “Director” means the Director of the Institute.

f. “CAO” means the Chief Administrative Officer of the Institute.

g. “CHRO” means the Chief Human Resource Officer of the Institute.

h. “Head - Finance” means the Head Finance of the Institute.

i. “AO” means Administrative Officer of the Institute or any other person so designated by the

Competent Authority.

j. “Faculty” means Faculty who are on the regular and contractual rolls of the Institute, on

tenure-track, and Visiting (Full-time). Director may or may not be a Faculty.

Regular (Tenured) Faculty are full time faculty at the Institute and are either in confirmed (i.e.,

tenured) positions or in probation (i.e., tenure track). They are required to fulfil the workload

norms laid out by the Institute from time to time and are provided normal scales of pay and

allowances approved by the Board. Regular faculty can be at Assistant, Associate or Professor

level.

Visiting Faculty (Full-Time) engages in a variety of teaching, training, research and other

activities like the regular faculty. However, they visit the Institute for a year or more. During

their visit they are at the institute on a full time basis.

1 Note: All words and expressions used but not defined in these Rules shall have the meaning respectively assigned to them in the relevant rules and regulations.


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k. Other Faculty means Visiting Faculty (Part-Time), Adjunct Faculty, Guest Faculty, and any

other person as designated by the Director.

Visiting Faculty (Part-Time) has a similar role and activity profile as that of a long-term visiting

faculty. The only difference is that they spend a pre-defined number of terms here at IIMB and

reflect their affiliation as IIMB along with their home school. During their visit they are at the

Institute on a full time basis.

Adjunct Faculty teach courses in Long Duration Programmes in a particular term, share

sessions with other faculty members and may teach in executive education programmes. They

commit a certain fraction of their time to the above activities at the Institute.

Guest Faculty are typically engaged by regular faculty to teach few sessions in a particular

course as per prevailing norms with regard to the number of sessions. They do not have any

other commitment with the Institute.

l. “Employee” means any person appointed to a substantive post in the Institute.

m. “Staff” means all employees in Group B and C.

n. “Pay” means the pay admissible on the relevant date and includes special pay, Pay Band,

Grade Pay, personal pay or any other allowance specifically included in the term “pay” as

decided by the competent authority but shall not include any other allowance, fee or

honorarium.

o. “Appointing authority” in relation to any post under the Institute means the authority

competent to make appointments to that post under these Rules.

p. “Year” means the Financial Year which begins on 1st April and ends on 31st March of the

following year.

q. “Competent authority” in relation to the exercise of any power means the Board, or any

authority to which the power has been delegated.

r. “Sanctioning Authority” in relation to any post under the Institute means the authority

competent to create that post under these rules.

1.4 Where a question arises in regard to the interpretation of these rule, the decision of the Board

thereon shall be final.


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CHAPTER II - CREATION, GRADATION OF POSTS& RECRUITMENT

2.1 Grades and Categories of Posts: The posts under the Institute shall be in grades and categories as

specified in Annexure - I2.

2.1.1 The Board may direct, subject to the relevant provisions in the Memorandum of Association

and Rules of the Institute:

a. The creation of any new grade or category of posts;

b. The abolition of any grade or category of posts;

c. The transfer of any category of posts from one grade to another and there upon the

schedule shall stand amended in accordance with such direction.

2.2 Number and Duties of Posts: The sanctioning authority in relation to any category of post shall

have, subject to the concurrence of any higher authority wherever necessary, the power:

a. To determine the number of posts in the category;

b. To create or abolish any post in the category;

c. To determine whether any post created in the category shall be temporary or

permanent;

d. To specify the period for which a temporary post is created;

e. To determine the duties attached to any post in the category.

Posts and Scale of pay

The Job Titles and Pay bands currently in vogue at IIMB are as per the prevailing Pay Commission.

As and when, a Pay Scale/Pay Band is revised by the Central Pay Commission and implemented by

the Ministry of Human Resource Development, Government of India. There is a separate

notification for non-teaching staff from the Ministry of Human Resource Development,

Government of India. Finally the Board approves the adoption of the pay scales as per the

Ministry’s notification.

2.3 Gradation of Posts: All posts in the Institute are classified under three groups as noted hereunder:

Posts under Group A, B and C3:

i

In the HAG Scale of ₹67,000 – ₹79,000 (inclusive of Academic Grade Pay

of ₹12,000), in the Pay-Band of ₹37,400 – ₹67,000 with Academic Grade

Pay of ₹10,500, ₹ 9,500 in and ₹9,000 in PB-4 and in the Pay Band of

₹15,600 – ₹39,100 with Academic Grade Pay of ₹ 8,000 in PB-3.

Name of the Pay-Band/Scale – HAG, PB-4 and PB-3

Teaching

Faculty

Group A

ii

In the Pay-Band of ₹37,400 – ₹67,000/- with a Grade-Pay of ₹8,900 in PB-

4 and in the Pay Band of ₹15,600 – ₹39,100 with a Grade Pay of ₹7,600,

₹6,600 and ₹5,400 in PB-3.

Name of the Pay-Band/Scale - PB-3 & PB-4.

Group A

2 The Rules of Recruitment governing these posts are issued separately. 3 As per Central Sixth Pay Commission valid till further revision.


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iii

In the Pay-Band of ₹9,300 – ₹34,800 with a Grade-Pay of ₹5,400, ₹4,800,

₹4,600 and ₹4,200

Name of the Pay-Band/Scale - PB-2.

Group B

iv

In the Pay-Band of ₹5,200 – ₹20,200 with a Grade-Pay of ₹2,800, ₹2,400,

₹2,000, ₹1,900 and ₹1,800

Name of the Pay-Band/Scale - PB-1.

Group C

Further details are available in Annexure - I

2.4 Appointing Authority:

i

Appointing full time Professors, Associate Professors and

Assistant Professors and to appoint Visiting Faculty against the

sanctioned posts

(Note: Such appointments shall, however, be ratified by the

Internal Board and intimated to the Board in the next meeting).

Director upon the

recommendation

of the Faculty

Recruitment

Committee (FRC)

ii To appoint project-tied temporary research staff and

academic interns not exceeding one year at a time. Dean (Faculty)

iii To appoint Officers in Group-A with Director’s approval, Dean (Admin)

iv To appoint regular and contract employees in Groups B and C

with Dean (Administration)’s approval. CHRO

Note: The delegation, powers pertaining confirmation, disciplinary action, promotions, sanction of casual

and earned leaves, etc. shall be exercised by the concerned reporting authority.

2.5 Where posts are required to be filled by direct recruitment, such recruitment shall be widely

publicised and communicated though open advertisement in India and, if necessary abroad,

advertisement on – digital media, social media, employment portals, in such other manner as may

be laid in the Rules of Recruitment, and shall be on the recommendations of a duly constituted

Selection Committee, appointed by the Competent Authority.

2.5.1 The composition of the Selection Committee shall be such as may be decided by the

competent authority from time to time.

2.5.2 Where posts are required to be filled by promotion or appointments, it shall be made on

the recommendations of a duly constituted Committee appointed by the Competent

Authority.

2.5.3 The composition of the Committee shall be such as may be decided by the Appointing

authority from time to time.

2.5.4 No person shall be appointed to any post by direct recruitment unless he/she produces a

certificate of sound health and physical fitness as laid down below:


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Group A – Faculty & Officers and all other posts – Medical Board4 constituted by the

Director.

2.6 No person shall be appointed to any post unless the Appointing authority is satisfied that he

possesses good character and antecedents.

2.7 Proof of Age: Every employee shall be required to produce documentary evidence (certificate of

birth issued by the Registrar of Births and Deaths, SSLC or Matriculation certificate or such other

appropriate evidence to the satisfaction of the Institute) at the time of his/her joining duty or

immediately thereafter as proof of his/her date of birth.

2.8 Proof of Qualification: Every employee at the time of first appointment shall be required to

produce proof of his/her academic qualifications, prior work experience, documentary proof of

previous employment, achievement etc. to the satisfaction of the Institute on production of

original degrees, diplomas, certificates, etc. and a set of photo copies for his/her personal file. If,

at any point in time, it is found that the employee has submitted false information or

misrepresented the details which let to him appointment then IIMB reserves the right to take

appropriate disciplinary action, which may include termination of employment.

4 Note: Till the Medical Board as mentioned above, is constituted, the Medical Officer of the Institute is authorized to issue certificates of physical fitness in respect of all posts under the Institute.


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CHAPTER III - TENURE

3.1 Details herein shall be applicable to the employees of IIMB, either in permanent position or on

contract. Any other person in short term - project association or engagement with the Institute

shall not be deemed as an employee.

3.1.1 Probation: All persons on their initial appointment and on subsequent appointment to a

higher pay band/scale of pay shall be placed under probation for periods indicated below:

a. Assistant Professors: Faculty at the level of Assistant Professors are appointed to full-

time faculty position as “Assistant Professor” initially for a period of 3 years, renewable

for another term of three years and subject to annual review. At the end of six years, on

the basis of their performance review, their probation period will be closed and these

Faculty members will be confirmed in their position. Once a faculty member is

confirmed, s/he is no longer on contract. After the six-year tenure-track period, if they

do not meet the performance requirement of the Institute, the Competent Authority

will make decision as appropriate.

b. Associate Professors and Full Professors: For those who join as Associate Professor at a

very ‘junior’ level, they are given a three year contract and subject to review, on the

basis of their satisfactory performance review, their probation period will be closed by

the end of this contract period. Those hired as Associate Professors at a senior level or

as Full Professors undergo a two-year probation process. On completion of this contract

period, subject to review, their probation will be closed and they will be confirmed. On

review of their performance, if they do not meet the performance requirement of the

Institute, their probation will be extended for another term of two years. On completion

of the extended period of this probation, if they are still short of the performance

requirement, the Competent Authority will make decision as appropriate.

Note: Faculty appointed to both the above categories will be on a scale of pay and allowances as

applicable to their respective posts and on the basis of the prescribed pay scales by the Ministry

of Human Resource Development, Government of India. Incentive and compensation top-up as

approved by the Board from time to time shall apply.

c. For a Person appointed to officer cadre, the period of probation shall be 2 years.

d. For a person appointed in staff cadre the period of probation shall be 1 year.

e. In case of persons appointed on contract, for a specific tenure, the probation period will

be as indicated in the appointment letter and forming a part of the contractual terms.

3.1.2 Where a person appointed to a post under probation, as specified in Rule 3.1.1 c, d, and e

above, is, found not having satisfactorily completed the probation period, the empowered

authority may extend the period of probation up to a maximum period of one/two years

subject, further, to the condition that no extension shall, at any one time, be in excess of six

months.


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3.1.3 If after such extension of probation, the empowered authority comes to the conclusion that

the employee has still not improved and is unsuitable for holding the post, then following

course of action will be taken.

a. In the case of employees appointed to the next higher pay band revert him/her to the

post held by him/her immediately before such appointment, and

b. In the case of a person appointed by direct recruitment terminate his/her services under

the institute, without notice.

3.2 An employee appointed substantively to any permanent post under the Institute shall be a

permanent employee of the Institute.

3.2.1 Substantive Appointments: No employee shall be appointed substantively to any post

unless:

a. Such post is permanent and no other person has been substantively appointed to it;

b. He/she has successfully completed the period of probation;

c. He/she has been declared medically fit; and

d. His/her character and antecedents have been duly verified and found satisfactory.

3.3 Termination of appointment: The service of an employee directly recruited on probation may be

terminated during the period of probation without notice and without assigning any reasons.

Employees promoted and on probation may be similarly reverted to the post originally held by

them. Such a reversion shall not constitute punishment under these rules.

3.3.1 The services of a temporary employee shall be terminated –

a. If his/her appointment is made for specified period on the expiry of such period; or

b. If his/her appointment is made against a temporary post on the abolition of the post or

on the expiry of the period for which the post is created; or

c. Without assigning any reasons by a notice of one month given in writing by the

appointing authority to the employee or at any time without notice on payment of one

month’s pay.

3.3.2 If a temporary employee desires to resign, he/she shall give one month’s notice in writing

and if he/she wishes to leave immediately, he/she shall pay one month’s pay in lieu of

notice. The appointing authority has however the discretion to waive or curtail the notice

period.

3.4 Contract Appointments: Except as otherwise provided in the terms of contract, the services of an

employee on contract, as specified in Rule 3.1.1 c, d and e, shall stand terminated on expiry of the

period of his contract without any further notice.

For Faculty, appointments include contract periods, probation periods and evaluation/review of

performance, as per the terms specified in their offer letters. Based on the review result and

depending upon the nature of their initial appointment, the faculty concerned may either be:

Offered contract renewal; or


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A tenure position valid till the date of superannuation; or

Be asked to leave the Institute.

3.5 Permanent Appointments: The services of an employee appointment substantively to a

permanent post may be terminated by three months notice on either side. The appointing

authority may however waive or curtail the notice period at his discretion.

3.6 Termination for absence from duty: An employee who is on un-authorized absence continuously

ceases to be an employee of the Institute automatically at the end of such absence over ninety

days (inclusive of Sundays and Holidays).

3.7 Resignation: Where an employee has tendered his/her resignation, the appointing authority may

accept it after due consideration. However, if the resignation has not become effective, then

withdrawal of the request may be permitted solely at the discretion of the appointing authority.

3.8 Retirement: A faculty shall retire on attaining the age of 65 years and a non-teaching employee

shall retire on reaching the age of 60 years.

3.8.1 An employee shall retire from service of the Institute:

a. On the afternoon of the last day of the month in which he attains the age of 60 years, in

respect of non-teaching employees and 65 years in respect of Faculty5 provided that in

case the date of birth of an employee falls on first of a month, he/she will be deemed to

have retired with effect from the afternoon of the last day of the preceding month, or

b. On his/her being declared completely and permanently incapacitated for service by a

Medical Board to be designated by the Institute, or

c. On the imposition of the penalty of compulsory retirement.

Provided however, the competent authority can reemploy the retired/retiring employee

into the services for upto five years in respect of faculty and upto two years in respect of

non-teaching employees subject to the proviso that he/she is physically fit and mentally

alert. Further details are in the following section 4.1.1.3.

5 Prevailing as on date, valid till further revision.


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CHAPTER IV - PAY AND ALLOWANCES

This Chapter deals with the pay and allowances for the employees of the Institute.

4.1 Scale of pay: The scales of pay/pay bands for the posts under the Institute shall be as specified in

Annexure - I and as may be amended from time to time by the competent authority.6

4.1.1 Initial Pay:

4.1.1.1 Pay of an employee covered under these Rules, shall on his initial appointment be

fixed:

a. On the minimum of the scale of Pay or pay band.

b. The Director may, however, approve higher initial pay up to five increments

after protecting the current emoluments on the recommendations of the

Selection Committee.

c. The Board may, on the recommendations of the Selection Committee allow

initial pay at a stage above the five increments.

4.1.1.2 Pay of an employee appointed in a post involving higher duties and

responsibilities than those attached to the post held by him/her, shall be fixed in

the time scale of the higher post, as indicated below:

a. The employee has to furnish an option letter to the HR Department indicating

whether he/she wishes his/her pay to be fixed from the date of appointment

or from the date the next increment is due.

b. From the effective date of option exercised by the employee an amount

equivalent to one increment shall be added to the pay currently drawn and pay

fixed in the higher pay scale/pay band.

4.1.1.3 A pensioner of the Institute on his re-employment may be paid an amount not

exceeding 50% of the Pay drawn plus pension. Such appointments shall be on

contract for specific periods and shall be governed by the provision of IIMB

(Contract Appointment Rules) 1993 modified from time to time. The authority

empowered to make such appointments shall be the Director for faculty positions

on the Academic area and Dean (Administration) for positions in the non-

academic area.

All such appointments shall be periodically reported to the Board of Governors.

6 Note: Faculty appointed to both the above categories will be on a scale of pay and allowances as applicable to their respective posts and on the basis of the prescribed pay scales by the Ministry of Human Resource Development, Government of India. Incentive and compensation top-up as approved by the Board from time to time shall apply.


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4.1.2 Increments:

a. An employee shall draw increment in his/her pay scale/pay band on completion of one-

year service.

b. The Institute represented by the Director or empowered authority shall notify, from

time to time, the increment dates applicable to employees of the Institute.

c. Presently all employees shall draw their Annual Increment in their pay band/pay scale

on first July, every year.

The following service shall count as service for drawing of Annual increment:

a. Duty in that post (inclusive of duties during the period of probation) or in any other post

of the same or higher grade, provided there is no break in service.

b. Duty in equivalent or higher post in Foreign Service; Provided that service other than

duty in a post shall count for increment in the time scale of the post only in cases where

the appointing authority certifies that the employees would have continued to hold that

post but for such service;

c. All period on duty.

d. Service in another post, other than a post carrying less pay.

e. All kind of leave other than extraordinary leave.

f. Extra ordinary leave granted

On medical certificate;

Otherwise than on medical certificate due to the inability of the Government servant

to join duty on account of civil commotion; and

For pursuing higher education, academic studies or professional activities.

g. Deputation out of India.

h. Foreign service.

i. Joining time.

j. Period of training before appointment on stipend or otherwise.

In case of Employees proceeding on leave or going on deputation out of India while officiating in

a post, a certificate from the competent authority to the effect that the Employees would have

continued to officiate but for proceeding on leave/ going on deputation out of India is necessary

to count the periods at e, f and g above.

4.1.3 Pay during suspension:

4.1.3.1 An employee under suspension shall, during the period of suspension, draw a

subsistence allowance:

a. At an amount equal to the leave salary which the employee would have drawn,

if he had been on leave on half pay and in addition Dearness Allowance, if

admissible on the basis of such leave salary.

b. Provided that where the period of suspension exceeds three months, the

authority which made the order of suspension shall be competent to vary the


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amount of subsistence allowance for any period subsequent to the period of

the first three months as follows:

i. The amount of subsistence allowance may be increased by a suitable

amount, not exceeding 50% of the subsistence allowance admissible during

the period of the first three months, if, in the opinion of the said authority,

the period of suspension has been prolonged for reasons to be recorded in

writing, not directly attributable to the employee.

ii. The amount of subsistence allowance may be reduced by a suitable amount

not exceeding 50% of the subsistence allowance admissible during the

period of the first three months if in the opinion of the authority, the period

of suspension has been prolonged for reasons to be recorded in writing,

directly attributable to the employee.

4.1.3.2 The rate of D.A. will be based on the increased or the decreased amount of

subsistence allowance admissible, as the case may be under sub clause i and ii

above.

4.1.3.3 The employee shall also be eligible to draw any other compensatory allowance

admissible from time to time on the basis of pay of which the employee was in

receipt on the date of suspension subject to the fulfilment of other conditions laid

down for drawal of such allowance.

4.1.3.4 No payment under this rule shall be made unless the employee furnishes a

certificate that he is not engaged in any other employment, business, profession

or vocation.

4.1.3.5 Where an employee is exonerated of the charges his/her full pay and other

associated benefits will be restored for the period of suspension.

4.1.4 Special Pay and Personal Pay, Honorarium & Fees: The competent authority may sanction

to an employee in any special circumstances such special pay, personal pay, honorarium or

fee and on such conditions as it may deem fit.

4.1.5 Drawal of Pay: An employee shall be entitled to the pay of the post to which he/she is

appointed from the date on which he/she assumes charge of the post. Provided, however,

if he/she reports for duty in the afternoon, his/her pay will be drawn from the following

day.

4.2 Dearness Allowance: Dearness Allowance will be admissible to the employees of the Institute at

the rates at which and subject to the conditions under which they are sanctioned to Central

Government employees.


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4.3 House Rent Allowance: House Rent Allowance will be at the same rate and condition, as

applicable to the Central Government employees stationed at Bangalore from time to time. As per

the 6th Central Pay Commission, the rate of house rent allowance for Bangalore is applicable, valid

till further revision.

4.3.1 Faculty and all other categories of employees provided with residential accommodation by

the Institute will not be eligible for House Rent Allowance and will have to pay license fee as

prescribed by the Institute from time to time.

4.4 Extra Duty Allowance:

4.4.1 Working Hours: The following will be the normal working hours of the Institute for the

present:

Monday to Friday 9.00 am to 1:00 pm

1:30 pm to 5.30 pm

Weekly Holidays Saturday and Sunday

However, Programme specific timings shall be applicable to respective employees, which

may vary with requirement and are defined by the competent authority from time to time.

4.4.2 Staff members are required to work as per duty hours prescribed by the Institute from time

to time and also after office hours and on holidays whenever they are required to do so in

the exigencies of service. The rates of honorarium for staff (Group B and C) performing

extra-duty before and after normal working hours on weekdays and on Saturday / Sunday /

Holiday for the three grades of staff and details of current applicability are in Annexure – II.

4.4.3 Whenever employees are required to work on Sundays and holidays compensatory off will

normally be granted in lieu of overtime.

4.4.4 Compensatory leave should be availed by the staff as far as possible in the month in which

it accrues but not later than one month from the date of working unless otherwise decided

by the sanctioning authority in the case of exigencies of the Institute work.

4.4.5 Compensatory leave may be prefixed or suffixed to casual leave. This can be done only after

the competent authority sanctions the compensatory leave.

4.4.6 Extra work means the work done in excess of one hour over the prescribed hours of work.

The first one hour extra work on a working day shall be free, when the employee performs

extra work immediately prior to or in continuation of the prescribed hours of work. Such a

deduction of one hour shall not be made when an employee is recalled from his residence

to perform extra work and there is a gap between extra work performed and prescribed

hours of work.

4.4.7 When extra duty allowance is paid to an employee for overtime work performed by

him/her, he/she shall not be entitled to receive any other remuneration (whether in the

form of conveyance charges or compensatory leave or otherwise).


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Where an employee has been recalled from his/her residence to perform extra duty, the

Controlling Officer may allow Conveyance Charges to him/her in addition to extra duty

allowance admissible to him/her.

4.4.8 The total duration of extra duty rendered in one or more spells during a day shall first be

computed and then a deduction of one hour is to be made.

4.4.9 Total extra duty allowance payable to a Driver and the Director’s Personal Assistants in a

month should not exceed 50% of their monthly emoluments as defined above. For all other

employees, it will be 33 1/3%.

4.4.10 Local Conveyance Charges for Official duty outside the Campus: The rates for

reimbursement of conveyance allowance to those staff who reside outside the campus and

actually travel by various modes to perform extra-duty. These rates shall apply to all staff

members, irrespective of the grade or pay scale, depending on the distance travelled from

the campus to their residence and/or vice versa. The current applicability for Local

Conveyance is available in Annexure - III.

Staff members should submit a separate conveyance reimbursement claim which shall be

submitted along with the extra-duty allowance. The concerned reporting authority, shall

countersign this claim along with extra-duty honorarium and forward to the administration

for scrutinizing the claim with reference to the residential address available in the records

and then forward to the accounts after approval by concerned reporting authority, for

arranging payment.

4.4.11 Shift Duty Allowance: The Shift Duty Allowance for staff members in departments engaged

in maintenance of 24x7 services, like Library, Transport, Security, Electrical, Plumbing, and

working at different timings (other than regular working hours i.e. 0900 hrs to 1730 hrs) will

be paid shift duty allowance. The details are available in Annexure - IV.

Staff who work on shifts will not be entitled for reimbursement of conveyance charges for

attending shift duty. However, when they perform extra-duty (before or after the shift

duty), they shall be eligible for extra-duty honorarium and reimbursement of conveyance,

in addition to shift duty allowance.

4.5 Outstation Travel Allowance: Faculty, Officers and Staff undertake outstation travel to attend to a

variety of Institute related work. Faculty attend conferences, conduct training programs, to take

part in admissions related work, to represent the Institute in various meetings organized by the

government, professional bodies and other public institutions etc. Officers and staff also have

different travel needs.

Annexure - V articulates the Institute’s policy with respect to travel needs met out of the Institute

budget, budgets made available through various activity heads, FDA, FCF, research projects etc.


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The policy addresses both travel and stay entitlements applicable to various categories of

employees.

4.6 Family Planning Allowance: The current entitlement, for promoting small family norms among

the employees of the Institute are detailed in Annexure - VI. These are subject to revision by the

Government of India and communicated to employees from time to time.

4.7 Transport Allowance: The Institute employees shall be entitled for Transport Allowance. The

current applicable entitlements are detailed in Annexure - VII.

4.8 Reimbursement of Children Education Expenses: Permanent Staff, Officers and Faculty will be

entitled for reimbursement of children education expenses for children (two only) on submission

of proof of payment of such fees, if such children are put in hostel, Hostel subsidy will be

admissible without other restrictions. As stated in Annexure - VIII.

4.9 Moving Allowance: All new faculty members who are offered a tenured position in the Institute is

eligible for this allowance. It is also applicable to officers in the pay scale equivalent to that of

Assistant Professor and above, who are offered a tenure position. The moving allowance has two

components:

a. Allowance towards travel of the new employee only.

b. Allowance towards movement of personal goods through some commercial carrier. Further

details are in Annexure – IX.

4.10 Housing Policy

4.10.1 The allotment of residences in the campus is made basically on the basis of Grade Pay and the

seniority is determined on attaining the respective grade pay, for determining the types of

houses. Grade Pay is as per the prevailing Pay Commission, subject to revision by the Central

Pay Commission.

Details of allotment of residences in the campus are in the “Rules for the Allotment of

Residences in the Campus” approved by the Board of Governors in the 94th Meeting held

on August 31, 2000, and the subsequent revisions made and notified by the Competent

Authority from time to time, if any.

4.10.2 The Institute shall provide housing facility to the tenured faculty upon request, subject to

availability. The existing residential units in the campus will be made available to the

tenured faculty as per norms laid out for allotment. However, if there are no vacant

residential units, or until the official housing is arranged, the Institute will provide transit

accommodation to the tenured faculty in the vicinity of IIM Bangalore. If the faculty makes

his/her own arrangements, then applicable HRA will be provided.

4.10.3 Housing may be provided at the campus to non-tenured faculty, depending on the

availability of residential units, request from concerned faculty, and subject to respective

faculty members’ contract.


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4.11 Reimbursement of IT and Telecommunication Charges: The reimbursement of IT and Tele-

communication expenses for Faculty, Officers and Consultants/Superintendents for landline

including mobile phone and broadband charges for those residing outside the campus and their

individual entitlement have been listed in Annexure - X.


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CHAPTER V - BENEFITS AND FACILITIES

This Chapter deals with the benefits and facilities for the employees of the Institute.

5.1 Medical:

5.1.1 These rules shall apply to all employees of the Institute appointed to posts in the

permanent cadre.

Employees while they are on leave7 abroad or deputation abroad will not be eligible for the

Medical facility8. (However, Family members of such employees, if they stay in India, then

they are entitled to reimbursement of medical expenses as per eligibility.)

All other persons who may have been engaged under the IIMB (Contract Appointment)

Rules 1993 shall not be eligible for any of the benefits, under these rules, unless their

appointment letter specifically provides for it.

5.1.2 Medical Reimbursement Scheme (for Outpatient treatment): All employees covered under

these Rules shall be eligible to receive an amount of ₹20,000/- per year towards receiving

treatment for both perennial and non-perennial cases including Dental and Eye.

5.1.3 Employees may submit their claim for reimbursement of the expenditure incurred by them

towards the treatment at clause 5.1.2 above. The reimbursement form along with bills

should be submitted to the Health Centre during the financial year before

March 25th. Reimbursements will be allowed bi-monthly. Admissible amount will be paid

subject to the ceiling of ₹20,000/- per year.

5.1.4 Validity for submitting medical bills is three months from the date of receiving treatment.

Bills of previous financial year can be claimed in the succeeding financial year within the

validity period. Such claims will be accounted for in the current financial year in which the

claim is submitted.

5.1.5 Balance of amount after claiming reimbursement, if any, within the ceiling limit will be

credited to the Bank Account of the employee. Such payments will be taken into account

for computing Income Tax Liability in that financial year.

7 The term ‘leave’ includes Vacation Leave and Sabbatical Leave. 8 Note: The employee shall make arrangements for Medical Insurance for the duration of his/her stay abroad. It is recommended that the employee carry medical insurance cover of a minimum amount of 5,00,000 USD. Medical cover abroad will not be provided by the Institute except when on duty (travel on official work).


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5.1.6 Admission of Patients to Hospitals: To enable employees receive medical treatment as an

inpatient, Institute shall recognize Hospitals in Bangalore. Such Hospitals will be notified by

the Health Centre. All employees and their dependents will be issued with Health Identity

card. The employee will be required to produce the card time of receiving

treatment/admission in the recognized Hospitals. The employee is also required to keep the

Institute’s health Centre informed about the admission. The Hospitals will be issued with a

letter to render treatment to the patient and send the bill to the Institute directly for

effecting payment.

5.1.7 Reimbursement of hospitalization charges would not be admissible, if the treatment is

obtained in hospitals/Nursing homes which are not recognized by the Institute. However, in

cases of emergency like accident etc., reimbursement of only the cost of medicines would

be admissible, subject to certification by the Resident Doctor about the emergency. The

patient should be shifted to a recognized hospital immediately after the emergency

treatment is over.

5.1.8 Reimbursement of hospitalization charges will not be subject to income tax, provided the

treatment is taken in one of the hospitals which are recognized both by the Institute and by

the Income Tax Authorities. In all other cases, reimbursed amount will be treated as a

perquisite and added to the taxable income of the employee. A list of hospitals recognized

by the Institute will be notified every year.

5.1.9 Reimbursement will be only to the extent of admissibility. Employees are advised to directly

settle the inadmissible charges like registration, telephone calls, food expenses etc.,

without getting them included in the bills.

5.1.10 Reimbursement of hospitalization charges will be only for the duration of hospitalization.

Pre and post hospitalization charges will be covered in the annual reimbursement of cost of

medicines, subject to the prescribed limit.

5.1.11 The current entitlement for in-patient treatment in respect of Ward are detailed in

Annexure - XI.

5.2 Leave Travel Concession: An employee who intends to avail of the leave travel concessions should

inform the Controlling Officer and obtain his/her sanction before the journeys are undertaken.

Dean (Faculty) will be Controlling Officer for all the Faculty. Dean (Administration) for all the

Officers in the Administration and CHRO for Group B and C staff.

LTC is granted to Institute employees to facilitate home travel as well as travel to different parts

of the country. Presently two hometown visits are allowed in a block of four years with one

hometown visit substitutable with “All India” visit. However, for the first two 4-year blocks, three

hometown visits and one “All India” visit are permissible. The salient features of LTC are given in

Annexure – XII.


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5.3 Festival Advance:

5.3.1 The Festival advance will be recoverable in ten monthly instalments. The eligibility shall be

as per the prevailing CCS Rules, as detailed in Annexure - XIII.

5.3.2 Festivals for which advance is admissible will be decided by the competent authority.

5.3.3 The amount of advance sanctioned should be drawn and disbursed before the festival in

respect of which the advance is sanctioned.

5.3.4 The advance is admissible only once in a calendar year.

5.3.5 An advance under this rule may be granted to an employee if he/she is on duty or on leave

on full pay including Maternity Leave.

5.4 Employees Welfare Fund: The Board at its Meeting held on 22nd August 1984 has approved a

scheme of the Employees Welfare Fund. Subsequently amended in its 97th Meeting held on 3rd

August 2001. The administration of the Fund shall be vested in the Committee. The operating

expenses of this Fund shall be met from the Fund. The Forms and procedures for conducting the

transaction of the Fund shall be as decided by the Committee from time to time.

5.4.1 The salient features are;

The membership of the fund is voluntary for regular employees of the Institute.

The subscription to the fund from the employee will be ₹120 per month. Matching equal

contribution will be provided by the Institute.

The scheme envisages ex-gratia payment in the event of death of the member, a sum of

₹20,000 upto 20 years of membership, ₹40,000 from 21st year to 30th year of

membership and ₹60,000 from 31st year onwards.

Ex-gratia payment to the members in the event of death of dependent shall be ₹10,000.

A member shall be eligible for an interest free loan of ₹80,000 and repayable in 20 equal

monthly instalments, subject to availability of funds.

Loan facilities shall normally be available to members only after six months from the

date of their joining the Fund.

In the event of a member of the Fund being put under suspension from his/her

employment in the Institute, he/she shall cease to be eligible for the loan facility during

the period of suspension.

On retirement/resignation, proportionately calculated subscription will be refunded to

the member.

5.5 Group Insurance Scheme: The Institute has introduced the Group Insurance Scheme for the

employees with effect from 1.3.1988. The scheme is compulsorily applicable to those who enter

the regular service in the Institute after introduction of the scheme, except those who are

recruited after attaining the age of 50 years.


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5.5.1 The existing Group Insurance Scheme of Indian Institute of Management, Bangalore, offers

the insurance cover of ₹1,20,000, ₹60,000 and ₹30,000 to the employees of Groups ‘A’, ‘B’,

and ‘C’ against payment of monthly subscription of ₹120, ₹60 and ₹30 respectively, a

portion whereof gets credited to Savings Fund which grows with the accumulation of

interest at 11% per annum compounded quarterly or at such rates as may be decided from

time to time, by the Committee of Rectors who administer the scheme. The difference in

the saving portion with interest will however be met by the Institute to the employees at

the time of settlement. This scheme has a link-up with the Group Insurance/Scheme of the

Life Insurance Corporation of India so far as insurance cover is concerned. This Insurance

benefit is applicable only when the employee superannuates from the service or death of

the employee.

5.5.2 The working table given by Life Insurance Corporation of India in respect of the IIMB

employees Group Insurance Scheme is detailed in Annexure - XIV.

5.6 Contributory Post – Retirement Health Benefit Scheme: The Board of Governor of IIMB at its

144th meeting held on 27th July 2013 has discussed and approved the ‘CONTRIBUTORY POST-

RETIREMENT HEALTH BENEFIT SCHEME’ for retired employees of IIMB. The salient features of the

scheme are in Annexure – XV.

5.7 IIMB Crèche:

5.7.1 With the nuclear family system of today, a Crèche is functioning in the campus for the

benefit of young children with an out-door play area. The Crèche is managed by a Managing

Committee headed by Chief Administrative Officer.

5.7.2 Admission to Crèche is open to the Children of Faculty, Permanent Staff, Research

Associates, Students, Academic Interns and IIMB Contract Staff on first-cum-first basis up to

present capacity of 35. There will be further provision to admit 07 children of Faculty over

and above the capacity of 35. The Crèche facility is not available to the children of relatives

and grandchildren of above-mentioned categories.

5.7.3 The Age Limit - A child needs to be atleast 1 year to be admitted to the crèche. Children of

the age up to 10 years can be admitted to the Crèche. Part time admission is not permitted.

Once the admission is effective the monthly fee will charged till the formal withdrawal is

requested by the parents.


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CHAPTER VI – LEAVE

This Chapter deals with the leave details of teaching and non-teaching employees of the Institute.

6.1 Faculty: Faculty are entitled to the following types of leave9.

6.1.1 Casual Leave (CL): Permanent faculty and visiting faculty (Full-time) are eligible for Casual

Leave. Eight days of CL are credited to them in a calendar year. The unused CL lapses at the

end of the calendar year.

6.1.2 Restricted Holidays (RH): Permanent faculty and visiting faculty (Full-time) are eligible for

Restricted Holidays. Two days of RH are credited to them in a calendar year. The unused RH

lapses at the end of the calendar year.

6.1.3 Vacation Leave: Permanent faculty and visiting faculty are eligible for Vacation Leave10. The

total VL of 60 days is credited in an academic year and can be availed in two instalments:

Summer Vacation (SV) – 46 days of SV can be availed from April 1 to July 31 every year.

The 50% balance of SV is transferred to the Earned Leave account during the first week

of August every year.

Winter Vacation (WV) – 14 days of WV can be availed from September 15 to

February 28 (29) every year. The 50% balance of WV is transferred to the Earned Leave

account during the first week of March every year.

A Faculty member entitled to vacation is required to remain on duty during the whole or

any part of the vacation period, he/she shall be eligible for earned leave credit at half the

number of days of vacation spent on duty e.g.,

1 Entire vacation period 30 days

2 Part vacation period Half the number of days of Vacation not

availed of

Faculty will be deemed to be on duty during vacation when they will carry on research,

development and design of new courses, updating teaching material and consultancy

work. If they wish to go on vacation, faculty will have to submit their leave request online

via SARVAM.

If the entitlement of Earned leave (EL) works out ½ day, full days, credit will be given in

the EL account e.g. a faculty worked for 23 days during vacation, EL credit entitlement

works out to 11 ½ days, but the faculty concerned will be given 12 days credit.

9 Note: Rules governing specific leaves for faculty are available separately. 10 Note: Employees while they are on Vacation leave will be eligible for the Medical facility in India. (Family members of such employees, if they stay in India, will also be eligible for reimbursement of medical expenses.)


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The credit of Vacation leave to faculty is given based upon their number of days present in

the Institute in the respective academic year and then calculated on pro rata basis.CL, RH

and VLs are on pro rata basis. Vacation may be availed in combination with or in

continuation as admissible. CL and RH can be available in continuation while EL and VLs

can be availed together (with Saturday and Sunday accounted too).

6.1.4 Earned Leave (EL): Permanent faculty and visiting faculty are eligible for Earned Leave. The

EL credits are further obtained by the transfer of balance from Vacation Leaves, the details

of which are provided under the category Vacation Leave.

6.1.5 Extra-Ordinary Leave11 (without pay) (EOL): This is leave without pay taken by faculty to do

research and teaching at other Universities and Institutes in India and abroad. The scheme

may be particularly attractive for young faculty/recent recruits who are keen to continue

research with former colleagues. During such period, faculty do not receive salary, but are

also not required to share income they obtain from elsewhere. Faculty will now be entitled

to such leave as follows: for every three years of full time work at IIMB, they could be

permitted one year of EOL. This can also be done on a pro rata basis, i.e., for one year of

service they can take 4 months EOL. A minimum period of EOL would be there that would

enable faculty to teach a course at another Institution, but EOL for short periods like a week

or a month for consulting and other income earning activities would not be allowed.

The interests of the Institute would be the priority in examining requests for EOL.

EOL is leave without pay for faculty to pursue research and teaching opportunities at

other Institutes/Universities in India or abroad. One of the objectives of the scheme is to

encourage faculty to pursue collaborative research at other Universities/Institutes with

no cost implications for the Institute. EOL may be sanctioned to permit faculty take up

administrative responsibilities (in addition to teaching and research assignments)

outside IIMB at peer schools/institutions.

All requests for EOL should include a detailed proposal that outlines the objectives and

activities proposed to be pursued during the period of EOL.

EOL shall always be leave without pay and allowances and benefits (including medical

coverage). The faculty is expected/required to make arrangements in advance for

payments towards retirement/pension plans during the EOL period.

Salary of faculty on EOL would be protected, i.e., the salary on rejoining after availing

EOL would be the same as it would have been if the faculty had continued service with

the institute without going on EOL. However, during the period of EOL is not entitled to

any benefits such FDA, conference travel support, medical etc.

Full time service in a regular/permanent faculty position will qualify for either EOL or

sabbatical leave, but not both. Faculty will be eligible for one year (i.e., 33.33% of

his/her cumulative service at the Institute) of EOL for three years of full time service at

11 Note: Employees while they are on Extra-Ordinary leave will not be eligible for the Medical facility. (Family members of such employees will also be not eligible for reimbursement of medical expenses.)


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IIMB. EOL can be availed for shorter terms on a prorated basis, i.e., four months for

each year of service at the Institute.

Minimum duration of EOL shall be one academic term of the Institute. It may be availed

in multiples of academic terms for longer durations with maximum of two years. EOL is

not meant for short periods such as a month or a week to undertake short-term

teaching/consulting assignments.

EOL for more than two years would require approval by the Board.

EOL shall preferably start at the beginning of a term and terminate at the end of a term.

Upon rejoining the Institute after availing EOL a faculty member is required to have full

time service for three times the duration of EOL before becoming eligible for either a

sabbatical or another spell of EOL.

Sanction of EOL is at the discretion of the Institute/Director.

EOL is not an automatic entitlement and would be given based on the Institute’s needs

at the time. However, efforts would be made to enable faculty to pursue

teaching/research opportunities outside the Institute.

6.1.6 Sabbatical Leave: Sabbatical Leave12 is defined as a form of paid leave which is free from all

teaching and administrative duties, to undertake research or other appropriate study

related to an individual’s academic or professional field. Sabbatical Leave is provided to

assist Faculty to maintain the high calibre of research, scholarship, teaching and innovation.

Sabbatical Leave is intended to provide an opportunity for intensive research in area (s) of

professional interests to facilitate research and professional development. In pursuance of

this objective a faculty member may utilise sabbatical leave for the following purposes:

Pursuing creative and innovative research in a recognized Institution of higher learning

or professional organisations of repute that helps enhancing his/her effectiveness to the

Institute;

To prepare for publications, research monographs, literature or articles in learned

journals, books of specialisation;

For high-level interaction with counterparts in Institutions of higher learning/research

organisations, industry or government for gaining research experience.

Duration: In general, Sabbatical leave may be granted for a maximum period of one year

only, including vacation. In extraordinary circumstances, permission may be granted

beyond one-year upto a maximum of 120 days, by the sanctioning authority, out of any

other kind of leave accruable to the grantee.

12 Note: Employees while they are on Sabbatical leave will be eligible for the Medical facility in India. (Family members of such employees, if they stay in India, will also be eligible for reimbursement of medical expenses.)


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Eligibility: Normally, full-time Faculty who has completed a minimum of 6 years continuous

service at the Institute are eligible to apply for Sabbatical Leave. In exceptional

circumstances, Sabbatical Leave may be granted to a Faculty with less than 6 years

continuous service.

General Conditions:

a. The grant of Sabbatical Leave shall be subject to the Institute’s work requirements;

b. Sabbatical Leave shall be granted not more than three times during the tenure of a

Faculty member and there shall be an interval of six years between the grant of two

sabbatical leave;

c. The applicant must have successfully completed his/her probationary period;

d. To be eligible for grant of Sabbatical Leave, the Faculty applicant should not have any

outstanding disciplinary or performance issues;

e. The applicant must propose reasonable arrangements in relation to cover for teaching

and administrative duties including interdisciplinary obligations; Adequate notice must

be provided in order to arrange for the supervision of graduate students or provision

of a specialized course;

f. Grantee-Faculty on Sabbatical Leave must associate with another institution of

excellence approved by the Institute. (In exceptional cases, the grantee-faculty may

spend his/her Sabbatical Leave in the Institute itself). Acceptance by the Institution of

affiliation will be a pre-requisite for grant of sabbatical leave;

g. The grantee-Faculty shall not accept any other employment during the period of

Sabbatical Leave. The Faculty shall be free to receive Fellowship/Scholarship or

honorarium. However, the Faculty shall not accept any consultancy assignment during

the sabbatical period; Teaching in Executive Education Programmes may be avoided

during Sabbatical. However, in case the Faculty happens to teach in EEP, it shall be pro

bono.

h. Requests for Sabbatical Leave should include complete details such as synopsis of the

proposed work, specific research proposals and the acceptance thereof, by the

concerned Institutions to which the grantee proposes to be affiliated;

i. The Grantee-Faculty shall furnish a bond in the prescribed format of the Institute, to

serve the Institute for a minimum period of three years after the expiry of the

sabbatical leave. The period of bond can, however, be reduced in exceptional cases, at

the discretion of the Director;

j. The period of Sabbatical Leave shall count as on duty; there will be no break in service

and the Faculty’s employment and continuity of service will continue for the duration

of Sabbatical Leave;

k. The Grantee-Faculty shall be entitled to full pay and allowances as admissible under

the rules;

l. During Sabbatical, Faculty will continue to accrue increment and annual leave

entitlements;


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m. Grantee-Faculty Member is expected to submit periodical reports on the progress of

work as per the Sabbatical plan. At the end of the Sabbatical Leave, grantee-Faculty

member shall submit a comprehensive final report on the outcomes of the sabbatical

plan within three months of the expiry of the Sabbatical Leave;

n. The Director of the Institute will be the final authority on all matters concerning the

grant of Sabbatical Leave including its acceptance or otherwise.

6.1.7 Maternity Leave is admissible to married/unmarried female employees13 during:

Pregnancy: 180 days admissible only to less than two surviving children.

Miscarriage/abortion: a total of 45 days in the entire service admissible irrespective of

number of surviving children.

It is granted on full pay.

It may be combined with any other kind of leave.

Any leave including the 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/pension.

Not admissible for “threatened abortion”.

6.1.8 Paternity Leave:

Male employees with less than two surviving children are eligible.

Fifteen days during wife’s confinement.

To be availed 15 days before or up to 6 months from the date of delivery.



6.1.9 Child Care Leave (CCL) - Women employees having minor children may be granted Child

Care Leave (CCL) by the Director or the Board of Governors, as per the prevailing CCS Rules.

6.1.10 Leave to female faculty on adoption of child:

Female faculty on adoption of a child, with fewer than two surviving children, on valid

adoption of a child below the age of one year, for a period of up to 180 days

immediately after the date of valid adoption are eligible for this leave. Child includes a

child taken as a ward under the Guardians and Wards Act, 1890 subject to conditions.

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.

13 Permanent Faculty and Visiting Faculty (Full-Time).


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Facility not admissible to the female faculty already having two surviving children at the

time of adoption.

6.2 Deputation: Faculty members may be deputed to other Institutions for carrying out specific

research agenda. The period of deputation will be ordinarily one year and this period will be

treated as on duty.

6.3 Non-Teaching Employees: The Non-Teaching Employees are entitled to the following types of

leave.

6.3.1 Casual Leave (CL): 08 days in a year. Un-availed casual leave lapses at the end of the

calendar year. 12 Days (4 days shall be granted in the form of Special Casual Leave) for the

employees with disability.

6.3.2 Restricted Holidays (RH): 02 days in a year to be availed among the annual Institute

declared restricted holidays list.

6.3.3 Earned Leave (EL): 30 days in a year (EL of 15 days each credited on 1 January and 1 July in

advance or pro-rata. Maximum EL that can be accumulated is 300 days.

6.3.4 Half-Pay Leave (HPL): 20 days in a year. (Credited at 10 days on 1 January and 1 July or pro-

rata). HPL can be accumulated into full pay leave against medical certificate as per rules.

6.3.5 Leave Not Due (LND): The leave needs to be approved by the competent authority.

Maximum allowed – 360 days in entire service (on medical grounds when no HPL is at

credit, or when the employees specifically request for sanction of this leave. Debited to

HPL account to be adjusted against future credit.

6.3.6 Extra Ordinary Leave (EOL): The leave needs to be approved by the competent authority.

Granted when no other kind of leave is at credit. No salary is payable for EOL period.

6.3.7 Study Leave: May be granted by competent authority to employees with not less than 5

years service for undergoing special course consisting of higher studies or specialized

training in a professional or technical subject having a direct and close connection with the

sphere of his/her duties are being capable of widening his/her mind in a manner likely to

improve his/her ability. Maximum period is 24 months in the entire service and may be

granted at a stretch or different spells treated as on duty.

6.3.8 Maternity Leave: The leave needs to be approved by the competent authority. Admissible

to married/unmarried female employees during:

Pregnancy: 180 days admissible only to less than two surviving children.

Miscarriage/abortion: a total of 45 days in the entire service admissible irrespective of

number of surviving children.


It may be combined with any other kind of leave.

Any leave including the Commuted Leave up to 60 days and leave not due may be taken

without Medical Certificate up to two years in continuation.


Not admissible for “threatened abortion”.

6.3.9 Paternity Leave: The leave needs to be approved by the competent authority.


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Male employees with less than two surviving children are eligible.

Fifteen days during wife’s confinement.

To be availed 15 days before or up to 6 months from the date of delivery.

It is granted on full pay


6.3.10 Child Care Leave (CCL): Women employees having minor children may be granted Child

Care Leave (CCL) by the Director or the Board of Governors, as per the prevailing CCS

Rules.


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CHAPTER VII - PENSION AND RETIREMENT BENEFITS

This Chapter deals with the pension and retirement benefits of the employees.

7.1 New Defined Contribution Pension Scheme: Government of India have introduced a New Defined

Contribution Pension Scheme replacing the existing system of Defined Benefit Pension System

vide Government of India, Ministry of Finance, Department of Economic Affairs Notification,

dated 22-12-2003. The New Pension Scheme comes into operation with effect from 1-1-2004 and

is applicable to all new entrants joining the Institute service on or after 1-1-2004.

The salient features of the New Pension Scheme are as follows:

The New Pension Scheme will work on defined contribution basis and will have two tiers –

Tier-I and II. Contribution to Tier-I is mandatory for all employees joining the Institute on or

after 1-1-2004, whereas Tier-II will be optional and at the discretion of the Institute employee.

In Tier-I, the Institute employee will have to make a contribution of 10% of his/her Basic Pay

plus DA, which will be deducted from his/her salary bill every month by the Head – Finance.

The Institute will make an equal matching contribution.

Tier-I contributions (and the investment returns) will be kept in a non-withdrawal Pension Tier-

I Account. Tier-II contributions will be kept in a separate account that will be withdrawn at the

option of the Institute employee. The Institute will not make any contribution to Tier-II

account.

The existing provisions of GPF would not be available to the Institute employee joining the

service on or after 1-1-2004

In order to implement the Scheme, there will be a Central Record Keeping Agency and several

Pension Fund Managers to offer three categories of Schemes to the Institute employees, viz.,

options A, B and C based on the ratio of investment in fixed income instruments and equities.

An independent Pension Fund Regulatory and Development Authority (PFRDA) will regulate

and develop the pension market.

As an interim arrangement, till such time the Statutory PFRDA is set up, an interim PFRDA has

been appointed by issuing an executive order by M/o Finance (DEA).

Till the regular Central Record Keeping Agency and Pension Fund Managers are appointed and

the accumulated balances under each individual account are transferred to them, it has been

decided that such amounts representing the contributions made by the Institute employee and

the matching contribution made by the Institute will be kept in the Public Account of India.

This will be purely a temporary arrangement as announced by the Government.

It has also been decided that Tier-II will not be made operative during the interim period.

An Institute employee can exit at or after the age of 60 years from the Tier-I of the scheme. At

exit, it would be mandatory for him/her to invest 40 per cent of pension wealth to purchase an

annuity (from an IRDA), regulated Life Insurance Company), which will provide for pension for

the lifetime of the employee and his/her dependent parents/spouse. In the case of Institute

employee who leave the Scheme before attaining the age of 60, the mandatory annuitization

would be 80% of the pension wealth.


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The guidelines issued for the implementation of the New Pension Scheme by the Government

of India from time to time and all mutatis and mutandis will apply. For detailed information,

you may please log on to www.npscra.nsdl.co.in.

NPS rules as amended by the Government from time to time will be applicable and the latest

position has been laid down in the current version of the CCS Rules.

7.2 Triple Benefit Scheme: The Government of India, in their letter No. F 2-31/84-T.11 (T-9) dated

18th May 1985 have indicated their approval for adoption in the Institute of a Scheme which

offered the triple benefit of General Provident Fund, Pension and Death-cum-Retirement Gratuity

on the similar lines as applicable to Central Government employees.

7.2.1 General Provident Fund (GPF)

a. The General Provident Fund (Central Services) Rules, as amended from time to time,

will, mutatis mutandis, apply

b. All sums paid into the Fund under threes Rules shall be credited in the Books of the

Institute to an account named “THE GENERAL PROVIDENT FUND”.

Applicability: The GPF Rules are applicable to those Institute employees who have

been appointed on or before 31st December 2003.

Amount of subscription: A minimum of 6 per cent of basic pay and maximum is upto

basic pay of an employee.

“Emoluments” means pay, DP, leave salary and any remuneration of the nature of

pay received in foreign service does not include DA.

Enhancement/Reduction: Subscription may be increased twice and/or reduced once

at any time during the year.

GPF Rules as amended by the Government from time to time will be applicable and

the latest position has been laid down in the current version of CCS Rules.

Suspension of subscription: Subscription to the fund shall be stopped during

suspension, and at the option of the Institute employees during leave on half pay,

leave without pay and dies non. Proportionate subscription to be recovered for the

period of duty and any leave other than HPL/EOL.

Recovery will be stopped 3 months before retirement on superannuation: No

subscription should be recovered during the last three months of his/her service.

Nomination: A subscriber can nominate one or more persons conferring the right to

receive his/her GPF amount in the event of his/her death. If more than one person is

nominated, the amount or share payable to each should be indicated clearly.

A subscriber may at any time cancel a nomination by due notice of send a fresh

nomination. A subscriber having a family can nominate only members of his/her

family. Subscriber having no family can nominate any person/persons, including a

Company/Association/Body of individuals/a Charitable or other Trust or Fund.

Subject to its validity, a nomination/notice of cancellation takes effect from the date

of its receipt by the Accounts Officer.

http://www.npscra.nsdl.co.in/


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Family: “Family” includes wife/wives except judicially separated wife, husband

(unless expressly excluded), parents, a paternal grandparent when no parent is alive,

children (including adopted children), minor brothers, unmarried sisters and

deceased son’s widow and children. A ward under the “Guardians and Wards Act,

1890”, who lives with the Institute employees and to whom the Institute employees

has given through a special will the same status as that of a natural child, will also be

treated as a member of the family.

An employee can apply for an Advance/Withdrawal of Loan from General Provident Fund

for the following purposes:

Illness

Education

Obligatory expenses

Cost of legal proceedings

Cost of defence

Purchasing consumer durables

For pilgrimage and visiting places of eminence of all religions

The advances are allowed once in every six months. The amount of advance permissible is

three months’ pay or half the amount at credit, whichever is less and recoverable in not

more than 24 equal monthly instalments. The recovery should commence with issue of

pay for the month following the one in which the advance was drawn.

An employee can withdraw the amount from General Provident Fund for the following

purposes:

Education

Illness

Purchasing consumer durables

Housing

Repayment of outstanding housing loan

Purchasing a house/site/construction

Reconstruction

Renovating of house

Extensive repairs/overhauling of motor car

Purchase of motor car/motor/cycle/scooter etc.

Making deposit to book a motor car /motor cycle/scooter/moped etc.

Once in a financial year towards subscription paid for the Group Insurance Scheme

Charges for conversion from leasehold to freehold of property allotted.

Please refer to Rule 15 and 16 of CCS for limit and eligibility for withdrawal from General

Provident Fund.


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7.2.2 Encashment of Leave: The authority competent to sanction leave should automatically

grant lump sum cash equivalent of leave salary admissible for the number of days of Earned

Leave and Half Pay Leave at the credit of the employee on the last day of his/her service,

subject to overall limit of 300 days in addition to number of days for which encashment was

availed along with LTC for the following:

On retirement after attaining the age of superannuation.

On termination of service by notice/payment of pay and allowances in lieu of notice or

otherwise in accordance with the terms and conditions of his/her appointment.

In termination of service of officials re-employed after retirement. In this case, the

maximum will include the period for which encashment of leave was allowed at the time

of previous retirement.

When an employee is invalidated from service on medical grounds;

When an employee resigns or quits service on his/her own accord, the lump sum cash

payment will be only to the extent of half of the earned leave at his/her credit subject to

a maximum of 150 days in addition to the number of days for which encashment was

availed along with LTC, on the date of cessation from service.

On premature retirement under FR 56 (j) or (l) or Rule 48 of CCS (Pension) Rules;

On voluntary retirement under FR 56 (k) or (m) or Rule 48 or 48-A of CCS (Pension Rules.

On compulsory retirement as a measure of penalty.

7.2.2.1 Death while in service - W.e.f. 1st September 2008, if an employee dies while in

service, the cash equivalent of leave salary for earned leave and half pay leave

due and admissible to the deceased on the date immediately following the date of

death will be paid to his/her family in the manner specified in Rule 39-C.

7.2.2.2 Benefit of increment during leave - If an Institute employee dies while on any

kind of leave for which leave salary is payable and an increment falls due during

the leave period, the difference between the amount of cash equivalent based on

the actual pay drawn immediately before proceeding on leave and the cash

equivalent which would have been admissible, if the benefit of the increment

falling due during currency of that leave period was allowed from its due date will

be paid as ex-gratia payment to be sanctioned by the Competent Authority.

7.2.2.3 Amount Payable - The lump sum will consist of (i) leave salary and (ii) DA only. It

will not include HRA/Special Increment granted for promoting small family norm.

7.2.2.4 To whom payable - On death of an Institute employee while in service or after

retirement or quitting service but before actual receipt of cash equivalent of leave

salary, the cash equivalent of leave salary shall be payable to a member of his/her

family in the following order of preference:-

Widow or the eldest surviving widow (with reference to the date of marriage)

or husband;


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The eldest surviving son or an adopted son;

The eldest surviving unmarried daughter;

The eldest surviving widowed daughter;

The father;

The mother;

The eldest surviving married daughter; and

The eldest surviving brother below the age of 18 years;

The eldest surviving unmarried sister;

The eldest surviving widowed sister;

The eldest child of the eldest predeceased son.

The amount is payable to a member, only if member of the preceding category is

not available.

7.2.2.5 Method of calculation: The cash equivalent of leave salary shall be calculated as

follows:

a) For Earned Leave

Pay + DA admissible On the date

of cessation of service

------------------------------------------

30

X

No. of days of unutilized earned leave at

credit subject to a maximum of 300 days

(in addition to the number of days for

which encashment was availed along

with LTC)

b) For Half Pay Leave

Half Pay Leave salary + DA On that

date

------------------------------------------

30

X

No. of days of half pay leave at credit

subject to the total of earned leave and

HPL at credit not exceeding 300 days.

7.2.3 Commutation of Pension:

7.2.3.1 Eligibility: Every pensioner is eligible to commute a portion of his/her monthly

pension for a lump sum payment which is the commuted value that portion of the

pension. Commutation of a portion of compassionate allowance is also

admissible. An employee or pensioner against whom departmental or judicial

proceedings are pending is not eligible to commute a portion of his/her pension

till completion of such proceeding.

7.2.3.2 Commutation without Medical Examination - Persons in respect of the following

kinds of pension (including provisional pension) can commute up to 40% of their

pension without undergoing medical examination, if they apply for commutation

before the expiry of one year reckoned from the date of retirement in the case of

superannuation pension, retiring pension, compensation pension.


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7.2.3.3 Commutation after Medical Examination - The following categories can commute

a portion of their pension only after they have been medically examined and

declared fit by the appropriate medical authority, as constituted or nominated by

the Institute.

Retired on invalidation

Retired compulsorily as a measure of penalty

In respect of compassionate allowance: and

All pensioners applying for commutation after one year from the date of

retirement.

7.2.3.4 Calculation of Commuted Amount: Lump sum payable = Commutation factor x 12

x amount of pension offered for commutation.

The commutation factor is taken from the Commutation Table as relevant to the

age of next birthday. The age next birthday will be determined with respect to (i)

the date of superannuation in cases where commutation is required along with

PPO, (ii) the date of receipt of application in other cases where medical

examination is not necessary, and (iii) the date of medical examination whe

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