All Associations I Gen/CCL/20 17

The Chairman Airports Authority of India Rajiv Gandhi Bhavan New Delhi

January 31,2017

Need for introducing Child Care Leave (CCL) for women employees of AAI- reg.

Sir,

Kindly refer our earlier letter No. All Associations/Gen/20 16/04, dated 301h August, 2016

on the subject. Reference may also be made to Ministry of Heavy Industries and Public Enterprises, Department of Public Enterprises, Office Memorandum No. 6(1)/2014-DPE(GM), dated U~th June, 2014 on the subject- "Uniformities in facilities available to women employees of

CPSEs like maternity leave and Child Care Leave " (copy enclosed).

2. Child Care Leave (CCL) has been introduced by the Central Government and many PSUs to women employees to take care of their children. PSUs like, ONGC, NTPC, BHEL, BSNL, MTNL, SAIL, Coal India etc. have already introduced CCL in their organizations. It is understood that HR Directorate has taken the plea of operational exigencies in AAI and shortage of operational executives/non-executives as a main reason for not adopting CCL in our organization. It is worth to mention that in AAI, out of nearly 17536 employees, the number of female employees constitute only 2591 (approximately). Through an in-house analysis, we have found that among 2591 female employees, 1225 are for availing CCL. Out of 1225 eligible, only 424 are doing operational duties at various airports. So the apprehension that work may suffer if CCL is implemented is unfounded. Moreover, an employee's CCL application can be either sanctioned or rejected based on her immediate requirement to proceed on CCL tested against the exigencies of official work.

3. Further, it is mentioned that in operational duties also, many women employees are deployed in general duty positions except for acute shortage in the shifts. There may be some difficulties to accommodate such female employees in general duty positions at bigger stations where 24 hour watch is provided. This situation can be addressed by the station in-charges through proper deployment and leave management.

4. There are enough safeguards given in the terms and conditions of Government's CCL scheme to avoid its misuse, disruption of official works etc. which may be adopted in the AAis CCL scheme too. Special condition can also be framed according to AAI's extra ordinary

requirement (such as CNS and ATM) so that operational work does not hamper. Number of spells for availing CCL can also be worked out to minimize the impact of CCL on operational as well as non-operational functioning of AAI.

5. In view of the above, it is requested to introduce and implement Child Care Leave (CCL) for women employees of AAI like Central Govt. and many leading PSUs in India have already done.

6. Awaiting favorable consideration and necessary orders.

Yours faithfully,

(D K Behera) (Alok Varshney) President, A TC Guild (I) General Secretary, ACAO (I)

@v~ ~ (LN Prasad) (R K Grover)

Finance Secretary, AAOA(I) Jt. General Secretary, AAI Engineers Guild

No. 6(1)/2014-DPE (GM) Government of India

Ministry of Heavy Industries & Public Enterprises Department of Public Enterprises

Public Enterprise Bhawan, Block No.14 , CGO Complex.

Lodhi Road , New Delhi-110003

Dated the tF~une, 2014

OFFICE MEMORANDUM

Subject: Uniformity in facilities available to woman employees of CPSEs like Maternity Leave and Child Care Leave .

The under·signed is directed to say that woman employees of CPSEs have

facilities like Maternity Leave and Child Care Leave available to them. However.

different CPSEs differ in so far as the maximum number of days for which these

facilities are available and also in some extreme cases it is found that a particular

section of woman employees is excluded from grant of a certain kind of leave

(Central Coalfields Ltd). In this connection, representations have been received

from the Forum of Women in Public Sector (WIPS).

2 At present. woman employees of the Central Government have the following

facilities •-

(a) Maternity Leave up to a maximum period of 180 days (O.M. No.

13018/2/2008-Estt(L) dated 11th September 2008 of DOPT).

(b) Child Care Leave up to a maximum period of 2 years i.e . 730 clays (0 M No.

13018/2/2008-Estt (L) dated 11 tt September 2008 and 291r September 2008

of DOPT)

(c) Child Adoption Leave up to a maximum of 180 days (0 M No.

13018/1/2009-Estt(L) dated 22"d July 2009 of DOPT) .

(d) In addition . for the benefit of the family there is a provision of Paternity Leave

up to a period of 15 days (0 M. No. 13018/2/98-Estt(L) dated 161h July 1999

of DOPT)

and protection as granted vide Sexual Harassment of Women at Workplace

(Prevention , Prohibition and Redressal Act

December.2013) .

2013 dated gth

3. The CPSEs formulate their own H.R rules with the approval of their

respective Boards in consultation , if required, with the concerned Ministries I

Departments. In the interest of ensuring the welfare of women employees, these

HR rules must, incorporate all statutory provisions . Regarding other welfare

measures, all the administrative Ministries I Departments are requested to advise

the CPSEs under their administrative control to bring some uniformity in their rules

in line with similar facilities available to women employees of the Central

Government with approval of the respective Boards. In any case there should be no

variation in such measures between different grade of employees within a single

CPSE

~~ (J N'~?;Ja§j~

Director

To

Secretaries of all the Administrative Ministries/Departments.