_~ NTPC Limited ‘Section0201 ] Corporate Human Resources Division _| Issue No: Ill Rev.No.0 [Asters compen HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 | Page: 1 of 33 | 10 20 3.0 49 NTPC LEAVE RULES SHORT TITLE: ‘These Rules shall be called 'NTPC Leave Rules’. (COMMENCEMENT: ‘These Rules will be effective from 1st July, 1978. ‘SCOPE OF APPLICATION: ‘These Rules shall apply to: i) All regular employees of the Company; ii) Probationers; ii) Temporary employees; iv) TraineesiApprentices, other than Apprentices under the Apprentices Act, 1961; v) Employees engaged on contract but shall not apply to employees on deputation / foreign service to the Corporation. DEFINITIONS: In these Rules, uniess there is anything repugnant in the subject or context: (@) "The Corporation" - means NTPC Limited. (b) "Board" - means the Board of Directors of the Corporation. (©) "Management" - means the Board of Directors of the Corporation, the Chairman and Managing Director or any other Officer of the Corporation authorized to act on their behalf (2) "Competent Authority" - with reference to the exercise of any powers under ‘hese Rules means the Officer or authority to whom such powers are delegated either in general or in particular. () "Employee" - means a person appointed to any position in the Corporation and will include a probationer. () "Regular employee" - means an employee who has been engaged against a vacancy on the regular establishment of the Corporation and has been declared in writing to have satisfactorily completed probationNTPC Limited Section:0201 Corporate Human Resouces Division | Isue No: Il Rev.No.o Aarne Cope ‘HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 | Page: 2 of 33 period in one or the other post. Note # Wherever probation has not been closed pending receipt of police verification report from district Authorities/ Intelligence Bureau or previous employers, the employee will be allowed the benefit of leave encashment, sick leave, commuted leave, special disability leave and maternity leave {in case of female married employees) on completion of one year's service, subject to the condition that the employee is otherwise eligible for closing of probation and a written undertaking to the effect that in case verification reports received subsequently are found to be adverse, the employee shall refund the entire amount of leave encashment and apply for another kind of leave as admissible if commuted leavelmaternity leave etc. has been sanctioned earlier on completion of one year's satisfactory service. (g) __"Probationer’- means an employee who is provisionally employed with a view to being considered for appointment on the regular establishment of the Corporation. (h) "Temporary employee" - means an employee who has been engaged on a temporary basis for a specified period or for work which is of an essentially temporary nature likely to be completed with a stipulated period. () —*ApprenticerTrainees" - is a learner who is paid a stipend during the period of his apprenticeship training. Nott The terms and conditions of employment and the period of training of all apprenticesitrainees will be governed by the apprenticeship contract andlor any special rules or orders framed by the Corporation from time to time. () “Foreign Service" - when an employee of some other organization is deputed for service in the Corporation at its request he is said to be on “foreign service.” (kK) "Notice" - means a notice in writing required to be given or affixed on the Notice Board for the purpose of these Rules () "Notice Board’ - means the Notice Board specially maintained in a conspicuous place at or near the main entrance or entrances of the establishment for the purpose of displaying notices. (m) "Registered Medical Practitioner” and "Attending Medical officer" means any person registered as such under any Law for the time being in force and includes any practitioner in the fields of Allopathy, Homeopathy, ‘Ayurveda and Unani System of Medicines. However, the certificates given by Registered Medical Practitioner shall not hold good at places whereNTPC Limited Section:0201 Corporate nan Resources Division | Bsa Nol Rev.NoO Aart Company ‘HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 3 of 33 50 60 61 62 63 70 7A 72 Company has its own hospitals and employee falls sick there. (n) "Authorized Medical Officer’ - means a doctor Authorized by Company to treat its employees, and would include all doctors empanelled by Company, (0) "Government Hospital" - means any hospital established by any authority under the control of Central or State Government, municipal authorities, autonomous body, public sector undertakings or a’ hospital recognized by ‘Company as such. (p) “Executive” - means an employee who is employed mainly in a managerial and administrative capacity. (@) "Supervisor" - means an employee who is employed in a supervisory capacity, draws wages exceeding five hundred rupees per mensem or ‘exercises, either by nature of his duties or by reason of power vested in him, functions mainly of a managerial nature. () ‘Workmen’ - means an employee other than a Supervisor or an Executive. Management will publish a list of posts categories as Executives/Supervisors. (8) "Uniform Dates" - in these Rules would mean 1st April and tst October of every year. EXHIBITION OF LEAVE RULES: Accopy of these Leave Rules shall be displayed on the Notice Board. AMENDMENTS TO AND INTERPRETATION OF THE LEAVE RULES: These Leave Rules may be amended or modified from time to time by the Corporation and the same shall take effect in accordance with the orders issued by the Corporation. All amendments or modifications made to these Leave Rules and any notices, orders or instructions issued there under shall be circulated from time to time and displayed on the Notice Board, If any doubts arise relating to the correct interpretation of these Leave Rules, the decision of the Management thereon shall be final and binding. ENTITLEMENT: Entitlements to leave in respect of Casual Leave, Eamed Leave, Half-pay Leave, Sick Leave for various categories of employees will be as shown in Annexure-1 Entitlement in respect of other kinds of leave, such as extraordinary leave, maternity leave and special disability leave etc. for various categories ofNTPC Limited ‘Section:0201 Corporat Human Resourss Division | sue Nl Rev No 0 Aap Compa HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 4 of 33 at a2 83 84 85 86 a7 9.0 ot 92 a) b) °) OF 2) ‘employees shall, however, be as given in these Rules. CASUAL LEAVE: Casual Leave is intended to cover casual absence of the employees for personal reasons, Casual Leave can be granted for half day also. f half day's leave is taken, the lunch interval will be taken as the dividing line. The employees joining the service of the Corporation during the first quarter of the colander year shall be entitled for full quantum of casual leave. In all other cases casual leave entitlement would be calculated on prorata basis. Un-availed casual leave would lapse at the end of each calendar year. ‘Sundays and holidays will not be debited to the casual leave account. Sundays and holidays can be prefixedisufixed to casual leave. Trainees and Apprentices shall get an additional pro- rata credit of casual leave con their absorption as Executives/Supervisors. In case of retirement / superannuation and resignation, casual leave entitlement shall be proportionate to the period of service in the calendar year. ‘SPECIAL CASUAL LEAVE: Special Casual Leave falls outside the normal leave and can be granted to meet special situations but not for domestic or personal reasons as in the case of casual leave. Cases in which Special Casual Leave can be granted are ‘mentioned below: Periods spent in camp by employees permitted to join the Teritorial Army, not ‘exceeding 14 days which can be combined with other leave, wherever necessary. Special Casual Leave not exceeding 30 days in a calendar year may be granted: to employees selected to represent the Company in tournaments recognized by the StateyNational Association for the game concemied; to employees selected to represent the District or the State or All India in a recognized toumament; to employees selected to patticipate in traininglcoaching camps by State Association; to employees required to act as Umpires or commentators in tournaments of National/international importance; to employees who wish to attend in their individual capacity meetings! trainingNTPC Limited ‘Section:0201 Corporate Human Resources Division __ Issue No: III Rev.No.0 |ANsharsine Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 5 of 33, ‘courses organized by professional institutes of which they are members; f) to employees of NTPC selected to participate in local toumament on behalf of NTPC; @) to employees of NTPC patticipating in Mountaineering and Trekking arranged by recognized ciubs/associations. While sanctioning SCL under (1) & (g) above, within the limits specified, the periods of absence for attending pre-selection trialsicamps connected with sporting events of National/interational importance wil be included. If the period exceeds 30 days in any calendar year, the employees can be permitted by competent authority to combine special casual leave with eamed leave as a special case, but not with casual leave. 93 Employees participating In inter-unit or inter-departmental tournament can also be granted special casual leave not exceeding 10 days at a time which can also be permitted by competent authority to be combined with earned leave. 94 Employees who donate blood on working days may be granted spacial casual leave for that day. 95 Empioyees who undergo sterilization operation under the family welfare scheme may be granted special casual leave not exceeding six working days in case of male ‘employees and 14 days in respect of female employees. Employees who are ex-servicemen when called by Ministry of Defence to participate in the Republic Day Parade can be granted special casual leave for the period of their stay in Delhi and minimum period spent on Journey to and from Delhi by direct route. 97 ‘Special casual leave can be granted to an employee if he is called as witness ' by the courts, towards the days of absence, ie. attendance day and minimum traveling time by shortest route. This leave will only be allowed to the employees when they are called as witnesses in cases where the Goverment is a party or Government calls the incumbent for evidence even when the - Corporation has nothing to do in these cases, provided however, that the employee himself is not 2 party being prosecuted or defended. Where the Corporation is a party and the employee is called for evidence by the Corporation, the said period will be treated as on duty and employee would be paid the usual TA/DA. 98 For an employee who is not permitted to avail of full joining time in Company's interest when transferred from one station to another, specific executive orders will be issued in this respect by Management. 99 To regularize the absence on account of natural calamities and civil/political disturbances and infectious diseases. Each case will be considered on merits by ‘competent authority. 9.10 ‘Special Casual leave of not more than 10 days in a calendar year shall be granted to diferentty-abled employees (Le. who have been recruited under the category ofNTPC Limited ‘Section:0201 Corporate Human Resources Division _| Issue No: III Rev.No.0 |ANer Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 6 of 33 physically challenged) for participating in conference/seminarsttraininglworkshop on disabiliy & development related programs orgarized at National and State level agencies to be specified by the Ministry of Social Justice and Empowerment % 9.40.4 ‘The period of absence in excess of 10 days is to be treated as regular leave of the kind due and admissible. Special Casual leave for this purpose will be allowed to be combined with regular leave as a special case. * 94 Number of casual leave for employees with cisabiltos will bo 16 days as against 12 ddays for other employees. Additional benefit of 4(four) days will be granted in the form of Special Casual leave in a calendar year for specific requirements relating to the disability of the employee. (Ref. DOP&T OM No/36035/3/2013-Estt (Res) dated 31.03.2014 and OM no, 25011/1/2008-Estt.(A) dated 19.11.2008). Special Leave will be credited in advance to all PWD employees as (SL-PwBD) at the beginning of the year w.e,f. 01.01.2019 and unutllzed SL-PwBD at the end of the year wil lapse. SL-PwBD for al practical purposes willbe treated ike CL. Summary of the 14 Additional Leaves admissible/provisioned for employee with disabilities is as below: ‘Type ofLeave | Number in | Purpose Days ‘Special Casual | 10 For participating in _conference/seminars/ Leave traininglworkshop on disability and development related programmes Special Leave- | OF For specific requirements relating to the disabilty of Pwd the employes. 9.12 “Special Casual Leave for up to 90 days connected to inquiry of Sexual Harassment” to an aggrieved female employee may be granted on the recommendation of the intemal Committee, during the pendency of inquiry under the Sexual Harassment of Women at ‘Workplace (Prevention, Prohibition & Redressal) Act, 2013. 100 EARNED LEAVE: 10.1 Eamed leave means leave eamed in respect of periods of services with the Corporation and granted on full pay or stipend in case of trainess/Apprentices other than Act Apprentices, 10.2 Every employee's earned leave account will be credited in advance each year. This will be done in two installments namely 50% of the entitlement on ‘st April and ‘st October every year. The leave at credit of the employee at the close of the previous half year will be carried forward subject to the condition that the total credit at the beginning of each half year does not exceed the limit of accumulation as allowed under these rules. 102.1 ‘Wes. 1.7.93 in case of employees having at their credit Eamed Leave of 285 daysNTPC Limited Section:0201 Corporate Human Resources Division _| Issue No: III Rev.No.0 HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 7 of 33 10.2.2 10.3 10.4 or less as on ‘st April /1st October of a year, Eamed Leave of 15 days, or proportionately less in respect of retiring persons or those leaving services during the next half year, may continue to be credited to their leave account in advance @s at present, In case where the Earned Leave at credit as on 1* April October is 300 days or less but more than 285 days credit of Eamed Leave for 15 days may be kept separately and first exhausted against any Eamed Leave which the employee may take during the ensuing half year and the balance, if any, credited to the Earned Leave Account, at the close of the half year subject to the ceiling of 300 days. If the earned leave taken during the haif year is more than 15 days, the amount in ‘excess of 15 days wil, however, have to be debited to the leave account In respect of an employee who joins the service of the Company at any time between the uniform dates i.e. 1st April and 1st October, eamad leave account will be credited on pro-rata basis for every completed month of service till the close of the half year in which he is appointed. The period of earned leave so calculated will be rounded off to the next higher figure. From the next half year onwards, the employee will be governed by the Rules @s above Intervening Sundays and holidays falling within the spell of earned leave will be counted as eamed leave, SPECIAL ADDITIONAL LEAVE FOR EMPLOYEES AT NTPC PROJECTS / STATIONS, Employees posted at NTPC Projects / stations shall be allowed Special Additional Leave (SAL) as per the following quantum, per annum: (2) Category |: 26 (Twenty-Six) (b) Category Il: 30 (Thirty) Category |: Badarpur, Faridabad and Inspection Offices attached to manufacturing facilties where 06 days a week pattern of working is followed- Haridwar, Ramachandrapuram, Ranipet, Trichy and Bhopal. Category Allother NTPC Stations, Stations under consultancy assignments, All Green-field Projects including Hydro Projects, North-East Sites, Mining Sites, Projects under Consultancy Assignments, DDUGVY/ Saubhagya Sites. ‘The Special Additional Leave should be availed/encashed within @ relevant financial year after which it shall lapse. This leave shall not be carried forward due to any reason whatsoever. ‘The Special Additional Leave shall be on monthly pro-rata basis for the period of service rendered at projectistation..NTPC Limited Section:0201 Corporate Human Resources Division _| Issue No: Ill Rev.No.0 ‘HR Po Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 | Page: 8 of 33 _| 12.0 12.4 12.2 123 124 y) a) b) HALF-PAY LEAVE: Half-pay leave, means leave on half-pay earned in respect of service with the Company and can be granted to an employee for any reasons including on medical grounds. The halt-pay for this purpose shall be treated as half of the basic pay. All other allowances would be paid in full. Half pay leave is not ‘admissible to Trainees/Apprentices and employees on contract. Every employee's half-pay leave account will be credited in advance as in the case of eamed leave, In respect of those who join service at any time between the two uniform dates i.e. 1st April and ‘st October *, half pay leave account will be credited in the ‘same manner asin the case of eamed leave. Encashment of HPL: Encashment of HPL up to a maximum of 300 days standing at the credit of the employees is allowed in the following events: ‘Separation from the Company on attaining the age of superannuation. Death while in service. Cessation of service, other than on ground of disciplinary action, after attaining the age of 50 years provided that the concerned employee has completed a minimum of 10 years continuous service in Central/ State Government! PSU out of which a minimum of 5 years is in NTPC and (On completion of the tenure of Board level appointees. Other conditions governing encashment of Half Pay Leave, as above shall be the same as applicable for encashment of EL subject, however, to the conditions that for the purpose of computing encashment of HPL, only half of the basic pay shall bbe taken into account. No commutation of HPL shall be allowed, In order to empower employees by bringing more transparency in leave encashment process, it has been decided to resign the process of encashment of Half Pay Leave. The revised process shall be as follows: Request for encashment of HPL in superannuation’ eligible separation cases shall bbe also taken from employees in ESS. This option will be made available in ESS in the month of separation of the employee. However, payment of HPL encashment (not exceeding 300 days) will not be done during service period of the employee. ‘System will control that HPL encashed in the month of separation are not availed by employee in balance number of days of his service in NTPC. In case employee does not submit request for encashment of HPL in ESS, then during final settiement, amount towards EL & HPL (restricted to 300 days) will get released with final settlement as per present rules / practice.NTPC Limited ‘Section:0201 Corporate Human Resources Division _| Issue No: III Rev.No.0 Attar Comey 'R Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 9 of 33 13.0 ‘COMMUTED LEAVE: 13.4 Half-pay leave can be commuted into full pay leave on medical grounds subject 13.2 133 13.4 140 144 14.2 to production of Medical Certificate from a Registered Medical practitioner. However, to facilitate employees to meet their need for rest on account of minor common ailments, Commuted Leave up to 07 days (One Week) on any one ‘occasion on medical grounds can be sanctioned without the need for submission of a medical certificate, In case the employee avails such leave for more than 30 days in a calendar year, the management, at its own discretion, may refer the employee for medical examination to Company's Medical Officer. Commuted Leave for more than 7 days on one occasion will require submission/showing of mecical certificate as per existing rules. ‘The total commuted leave admissible in the entire service of the employee shall not exceed 240 days. ‘Total amount of eared leave and commuted leave taken in conjunction shall not ‘exceed 180 days at a time. Commuted leave will be allowed to regular employees only. It will not be admissible to Trainees/Apprentices, Probationers, temporary employees and employees engaged on contract. Wherever probation has not been closed pending receipt of police verification report from district Authorities/ Intelligence Bureau or previous employers, the employee will be allowed the benefit of leave encashment, sick leave, commuted leave, special disability leave and matemity leave (in case of female married employees) on completion of one year's service, subject to the condition that the employee is otherwise eligible for closing of probation and a written undertaking to the effect that in case verification reports received subsequently are found to be adverse, the employee shall refund the entire amount of leave encashment and apply for another kind of leave as admissible if commuted leave/maternity leave etc. has been sanctioned earlier on completion of one year's satisfactory service. When commuted leave is granted, the half-pay leave account of the employee will be debited with twice the period of such commuted leave. SICK LEAVE: Sick leave will be admissible to Trainees/Apprentices at the rate of 10 days per ‘year on full pay. It will not be admissible to Executives, Supervisors and workmen. Sick leave account will be credited in advance with five days on 1st January and the balance five days on 1st July every year. The leave at credit of the employee at the close of the previous half year will be carried forward subject to theNTPC Limited ‘Section:0201 Corporate Human Resources Division _| Issue No: Ill Rev.No.0 HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 10 of 33, 143 144 15.0 15.4 15.2 163 accumulation limit of 30 days. In respect of those who join the service of the Corporation at any time between the two uniform dates sick leave account will be credited at the rate of 5/6 days for each complete month of service til the close of the half year in which he is appointed, The period of leave so calculated will be rounded off to the next higher figure, f the fraction is not less then half. From the next half year onwards, five days of sick leave wil be credited in advance. The sick leave at the credit of a Trainee/Apprentice who is absorbed as an Executive/SupervisonWorkman on the date of absorption will be doubled and credited as halt-pay leave to his account. ‘SPECIAL DISABILITY LEAVE: The Rules shall cover and be applicable to all the regular employees of the Company including probationers drawing pay in regular pay scales. Employees who are disabled and become temporarily unfit to work on account of injuries due to accidents arising out of and in the course of employment shall be allowed Special Disability Leave with full wages/salary® provided that such disability leave shall not be granted in respect of injury, not resulting in death, caused by an accident which is directly attributable to i) the employee having been at the time thereof under the influence of crink ox drugs, or ii) the willful disobedience of the employee to an order expressly given, or to a rule expressly framed, for the purpose of securing the safety of ' the employees; or ii) the wilful removal or disregard by the employee of any safety guard or other device which he knew to have been provided for the purpose of securing the safety of employees. However, where the benefits under the group Personal Accident Insurance Scheme are availed, the benefit of Special Disability Leave will not be admissible and vice versa For this purpose, wages/salary shall consist of the following: a) Basic Pay, b) eames Allowance; ©) House Rent Allowance, Special Compensatory Allowance and Deputation Allowance, if any. All the above payments would be regulated in a manner as if the employee was not out of duty because of the injury due to accident and accordingly usual incremen¥ variable DA etc. would be taken into account while calculatingNIPC Limited Section:0201 Corporate Human Resources Division _| Issue No: Il! Rey.No.0 Airs Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 11 of 33 15.4 185 156 157 160 16.4 16.2 wagesisalary in terms of the above provisions. In s0 far as employees covered by the Workmen's Compensation Act, 1923 are concerned, the wagelsalary payment mentioned herein before is in lieu of half monthly compensation admissible to them under the Act, ‘Special Disability Leave will be granted on the basis of recommendations of a Committee consisting ofthe following representatives: 2) Concerned HOD or hs authorized nominee; b) Medical Officer authorized for this purpose; c) Representative from the HR Deptt.; and d) Safety Officer (ifn position) ‘The Committee as mentioned above shall prepare a report in the format as given in Form-| and make its recommendations both for prevention of recurrence of accident and also for grant of Special Disabiity Leave. The employee will submit his application in the format as given at Form-ll. The authority to sanction the leave wil vest with the concemed Head of the O&M/Head of the Project construction and Erection and in case of Finance, Materials & HR Deptt. Employee, the concerned HOD. Orders wil be issued by the HR Department In case of any grievance In the matter of Special Disability Leave, an appeal can be made by the concerned employee to the General Manager, whose decision will be final and binding. In order to mitigate the hardship of the incumbents, payment of wagesisalary for the period of disablement would be released provisionally and the necessary adjustment made later on after disposal of the leave applications. EXTRAORDINARY LEAVE: Extraordinary leave means leave sanctioned under special circumstances without any pay and allowances to the following extent when no other kind of leave is due, or when the employees specifically applies for extra-ordinary leave: i) Up to three months on any one occasion other than on grounds of ilness. ii) Up to six months on any one occasion on Medical Certificate for ais- ceases other than TB, Leprosy and Cancer. lil) Up to eighteen months on any one occasion in case of treatment for T.B,, Leprosy and Cancer. Entitlement of extra-ordinary leave in respect of Trainees/Apprentices (other than ‘Act Apprentices) and employees engaged on contract shall not exceed 20 daysNTPC Limited Section:0201 Corporate Human Resources Division _| Issue No: III Rev.No.0 ‘Atinarane Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 12 of 33 on any one occasion 16.3 The Chairman and Managing Director may sanction extra-ordinary leave in excess of the above mentioned limits by three months in exceptional cases. 16.4 In no case the total extra-ordinary leave admissible to an employee during the entire service period shall exceed five years, 16.5 EL, HPLISL credited to the leave account of the employees who remain on EOL/unauthorized absence is to be reduced on pro-rata basis for the period of EOL/unauthorized absence; subject to the condition that no such adjustment will be made when the period of such types of leaves in a given half year is upto a period of 30 days, 170 DIES-NON LEAVE (WITH OR WITHOUT BREAK IN SERVICE): 10 In order to further streamline the system of regulating unauthorized absence of employees wherein the absence is due to reasons not covered under Clause 16.0 and/or the absence is beyond the periods specified under EOL in Clause 16.0, the provision of Dies-non Leave (with or without break in service) is 20 ‘The Competent Authority shall decide the period of such absence as Dies-non without break in service (Category-!) or Dies-non with declaration of break in service (Category-tl), depending on the merits of each case. 30 The various terms and conditions of employment of the employee in Dies-non cases may be regulated as below: S| Issues Category Category: N. Dies-Non without break in | Dies-Non with Declaration of service broak in service 7 [Pay & No Pay, Allowances and|No Pay, Allowances _and Allowances and | performance related payments | performance related payments will Settlement of | willbe payable for the period. | be payable for the period, dues Full & Final settlement, as in case of separation will be done in such cases before the employee joins back, which will be treated as fresh joining,NIPC Limited ‘Section:0201 Corporate Human Resources Division _ Issue No: Ill Rev.No.0 HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 13 of 33 s. Issues Categoryd Category N. Dies-Non without break in | Dies-Non with Declaration of service broak in service 2 | Gratuity Period of Di Period of Dies-non not to be counted for payment of | counted for payment of gratuity. Pro Gratuity. Gratuity to be paid as | & Post Dies-non periods are to be per provisions of Gratuity Act | treated as separate services and considering pre & post Dies- | gratuity is to be paidinot to be paid, rnon periods as one/ continuous. | as per provisions of Gratuity Act, for For arriving at the period | both the periods treating them as admissible for gratuity, dies non | separate services and further period will be reduced from the | subject to the condition that gratuity total service and then rounding | already paid for previous service (of 6 month will be done. and that admissible for the period of service after fresh joining is limited to the applicable ceiling. (Existing ceiling is Rs. 10 lakh) 3 | Leave Accrual [No leave accrual is to be | No leave accrual is to be accounted ‘accounted for the period of Dies | for the period of Dies Non as the Non as the said period is not to | said period is not to be considered be considered for any purpose. | for any purpose. In case due In case an employee joins back | approval is taken to treat such an after such a period and due | absence period as Dies Non with approval is taken to treat such | break in service then leave shall be an absence period as Dies Non | credited on pro-rata basis for the without break in service then | period of dies non. If dies non leave shall be credited on pro- | period is less than a 30 days then rata basis from the date of | pro ratio of quota will not be done Joining. if dies non period is less | In such cases the previous leave than a 30 days then pro ratio of | account will be settled as in case of quota will not be done. separation and a fresh leave account will be opened from the date of joining back as per extant rule. 4 Increment a) No shifting in case itis Tess | Joining back after Break in service Payment than 3 months. is to be considered fresh joining. A b) Increment date may be|new Employee Number shall be | shifted by 3 months if dies- | allotted and increment to be | non is between 3 months to | considered as per extant rules. 6 months. ©) The above principle will be followed for the period of dies non for 6 months and so on. & | incentive No payments No payments Payments (GUOUPRP/ Spi rdNTPC Limited Corporate Human Resources Division Section:0201 Issue No: III Rev.No.0 ‘Aner Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 14 of 33 s. Issues Category1 Category-l N. Dies-Non without break in Dies-Non with Declaration of service break in service © | Medical claims ‘Medical claims for the period of Dies-non have to be submitted by the employee to the Medical Relaxation Committee for consideration. Medical claims (for treatment of self & dependents) already reimbursed to the employee or paid to hospital under referral scheme, if any, for treatment taken during dies-non period shall be recovered. The employee, if feels necessary, will again have to apply to the Medical Relaxation Committee No seitiement for medical claims for expenses bome during dies-non period with break in service. ‘Medical claims (for treatment of self & dependents) already reimbursed to the employee or amount paid to hospital for treatment availed by | employee for self /dependent from | panel hospital under referral | scheme, if any, for treatment taken | during dies-non period shall have to be returned by the employee or shall be recovered) adjusted from dues! salary payable subsequently. Reimbursement for consideration for reimbursement. 7 | OtherClaims & [No reimbursements to be | No reimbursements to be allowed allowed for period of Dies Non. for period of break in service. Coverage e.g. HBA insurance, GI,GPAI eg., Telephone | Amount reimbursed —_to | Amount reimbursed to employee for | | facility ‘employee for dies non duration | dies non duration will be recovered will be recovered — from | from employee. employee. @ | Insurance In case of HBA insurance, |in case of HBA insurance, contribution to be taken from the employee. contribution to be taken from the ‘employee. In GI & GPAIS cases, average amount of insurance premium paid by the company may be taken from concerned employee! adjusted from dues/ salary payable subsequently. 9 | Awards: Long Service Awards Period of Dies Non is not to be | counted as part of service period for Long Service Awards Period of service to be counted afresh from the date of joining after break in service.NIPC Limited Corporate Human Resources Division ‘Section:0201 Issue No: Ill Rev.No.0 |Aerae Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 15 of 33, s. issues Category T Category-I N Dies-Non without break in | Dies-Non with Declaration of service | break in service 70 | Loans Dies Non period will not be | Eligibility period will be counted entitlement counted in accounting of | afresh from the date of joining after loan Sanction | eligibility period break in service. Eligibility All loans! advances and all other ddues payable to tho company will be required to be refunded in ful, before joining after break in service. However, competent authority may permit transfer of HBA & Education Loan with normal interest til termination dato to the new employee no. Amount of penal interest wil be recovered from the ful and final settlement. After rehiring employee will not be eligible for HBA if he has already availed HBA earlier from the company. The interest in all toans wil be charged at penal rate of interast 2% over and above the SBI PLR, from the date of UA to the date of termination or repayment/ transfer of loan; whichever is later. 11 | House Rent allowance / Lease/ Quarter No HRAY Lease shall be paid for the period of Dies-Non. In case HRA’ Lease amount is released, the same shall be taken from the employee or recovered from the dues/ salary payable subsequently. For employees availing accommodation in township, commercial rent for the period of dies-non shall be charged from employee! recovered from dues! salary payable. subsequently. No accommodation shall be granted for period of Break in Service. In case HRA Lease amount is released, the same shall be taken from the employee or recovered from the dues/ salary payable subsequently. For employees availing accommodation —_ in township, penal rent for the period of dies-non shall be charged from employee or recovered from dues! salary payable subsequently. 72 | Promotion Eligibility No accounting for Dies- Non Period Eligibility period shall be counted from date of joining in the grade after break in serviceNTPC Limited Section:0201 Corporate Human Resources Division Issue No: III Rev.No.0 Attar Compa HIR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 16 of 33 = issues Categoryt Categoryll N. Dies-Non without break in Dies-Non with Declaration of service break in service 13 | Death Relief ‘Scheme & ERS. Tf employee is member of DRS before the period of Dies-non, contribution for cases during dies-non period shall be taken from the concerned employee. ‘The nominee of the employee will be eligible to get DRS in case of death of the employee during the period of Dies-non, The nominee of the employee will also be eligible for ERS subject to fulfilment of other terms & conditions of the ERS. Tf employee is member of DRS before the period of Dies-non, contribution for cases during dies- non period tll joining after break in ‘service shall not be taken from the concemed employee. On rejoining, itis to be treated as if employee is, already member and deductions shall continue. If employee dies during the period of dies non then nominee will not be eligible for benefits under DRS as well as ERS, 74 _| Superannuation be nefits PRMS Dies Non period is not to be considered in calculating the length of service period for cligibilty of PRMS. However no break in service to be considered owing to Dies Non Eligibility period shall be counted afresh from date of joining after break in service, accounted for period of Dies Non period. Pension No Pension contribution tobe | No Pension contribution to be accounted for period of Dies- | accounted for period of dies non Non with break in service. The entire company contribution for the past service will stand forfeited. The | pension accumulation of previous service under member contribution may be transferred to new account after joining along with notional previous service. CPF No PF contribution to be| CPF will be settied as in case of separation. Employee will have the option to transfer accumulated PF to new PF account with associated service. No PF contribution to be accounted for period of break in service. Fresh PF Alc will be allotted from the date of joining after break in service.NTPC Limited Section:0201 Corporate Human Resources Division _| Issue No: II Rev.No.0 Atari ope HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 17 of 33 s. Issues Category Category: N Dies-Non without breakin | Dies-Non with Declaration of service break in service 75 | Competent Th cases of Non-Executives: | In cases of Non- Executives: Authority to Up to six months : Not below | Up to six months : Not below approve Dies- | concerned HOP/GM concerned HOP/GM Upto one year: Concerned —_| Up to one year : Concemed RED | RED for Proj'Station RHQ and_| for Proj/Station /RHQ and ED (HR) | ED (HR) in CC in CC Beyond one year: Director _| Beyond one year : Director (HR) (HR) In case of Executives: In case of Executives: E0 to E7: ED to E7: Up to six months : Concerned RED Upto six months : Concerned _| for Proj/Station /RHQ and ED (HR) RED for ProjStation RHQ and_| in CC ED (HR) in CG ‘Six months to one year: O(HR) ‘Sx months to one year: D(HR) | Beyond one year :CMD Beyond one year :CMD EB to 9: EBtoED: Up to one year: D(HR) Up to one year: D(HR) Beyond One year: CMD Beyond One year :CMD_ Note’ 10 In cases of dies-non without break in service for more than a month, a declaration may be obtained from the concemed employee that he did not undertake any private trade / employment /higher studies, etc. during such period of unauthorized absence. 20 While submitting recommendation, committee will also provide recovery amount under medical, telephone reimbursement and other non-admissible claims during the period of dies non, 3.0 In case of rehiing of the employee under dies non with break in service admissibility of HBA and education oan is to be categorically mentioned in the offer document. 40 For the period of dies non without break in service dies non leave will be updated by site HR after approval from competent authority. 18.0 MATERNITY LEAVE: This may be granted to regular married female employees (excluding Apprentices/Trainees), in accordance with the following rules: Wherever probation has not been closed pending receipt of police verification report from district Authorities! intelligence Bureau or previous employers, the ‘employee will be allowed the benefit of leave encashment, sick leave, commuted leave, special disability leave and maternity leave (in case of female married employees) on completion of one year's service, subject to the condition that the employee is otherwise eligible for closing of probation and a written undertaking to the effect that in case verification reports received subsequently are found toNIPC Limited Section:0201 Corporate Human Resources Division _| Issue No: Ill Rev.No.0 ‘Nara Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 18 of 33 | 18.1 182 18.3 18.4 bbe adverse, the employee shall refund the entire amount of leave encashment and apply for another kind of leave as admissible if commuted leavelmaterity leave etc. has been sanctioned earlier on completion of one year’s satisfactory service. ‘The Leave may be granted on full pay for a period which may extend up to 182 days (26 weeks) from the date of its commencement on production of medical certificate from the Attending Medical Officer provided that Maternity leave shall not commence from a date earlier than 45 days from the expected date of delivery. the grant of leave is further subject to the condition that prior permission is obtained by the employee and all other prescribed condition are fuiled. In view of the provisions of Section 5(2) of the Maternity Benefit Act, 1961, Maternity Leave may be granted to a female employee who has actually worked in the Company for a period of not less than 80 (Eighty) days in the twelve months, immediately preceding the date of her expected delivery. In other words, a female employee with less than one year's service may be granted Maternity Leave provided she has actually worked for a minimum period of 80 days before her expected delivery date; and in case of a female employee with one year's service for more in the Company, Maternity Leave may be granted Provided she has actually worked for 80 days in the 12 months immediately preceding expected delivery date For the purpose of calculating the number of days actually worked, the number of days on which an employee has physically worked only are to be taken into account. In other words, the days on which she might have been on leave and holidays ((including Sundays), of whatever nature, are to be treated as days not ‘actually worked. However, the days, if any, on which she might have been laid off during the period under consideration are to be deomed as days actually worked by her. it may be combined with leave of any other kind, but only if a Medical certificate from the Medical Officer supports the request for such leave. Maternity leave will also be allowed in case of miscarriage/abortion. The total Period of maternity leave on account of miscarriage/abortion will be restricted to 45 days in the entire career of a female employee. Request for such leave must be supported by a medical certificate. In calculating the number of days of matemity leave on account of miscarriage/abortion such leave granted and availed of by a female employee in the past shall not be taken into account. In cases requiring longer duration of rest, leave of the kind due and admissible (EL, HPL etc) can be availed in ‘conjunction with maternity leave as above, In respect of matters, not specified above, the provisions of Maternity Benefit Act, 1961, shall apply.NTPC Limited Section:0201 Corporate Human Resources Division _| Issue No: Il Rev.No.0 ANahersne Company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 19 of 33 19.0 19.4 192 193 19.3.1 193.2 19.3.3 19.3.4 193.5 19.3.6 19.3.7 CHILD CARE LEAVE (CCL) FOR WOMEN EMPLOYEES “") Objective To facilitate women employees to take care of their two eldest surviving children/legally adopted children upto the age of 18 years for rearing or to look after any of their needs education, sickness etc. Coverage: Women employees on the regular rolls of the Corporation excluding trainees. Quantum of Child Care Leave The women employees may be granted CCL for a maximum period of 2 years le. 730 days with pay during their entire period of service for taking care of upto two eldest surviving children (children would also include legally adopted children) whether for rearing or to look after any of their needs like education, sickness, etc. CCL will have to be availed in a spell of not less than one month and maximum thrice in a year. CCL shall not be admissible if the child is 18 years or more of age. In case of disability in a child (with minimum disability of 40% as specified in Ministry of Social Justice and Empowerment'’s Notification No. 16-18/97-NI.1 dated 01.06.2001), Child Care Leave may be availed by a woman employee up to the age of 22 years of the child instead of 18 years. However, total child care leave will not exceed 730 days during the entire service period. Women ‘employee who has a child with 40% or more of the following disabilities will be entitled for above concession: (a) Visual impairment (b) Locomotor / Orthopedic disability (c) Speech & Hearing disability (d) Mental retardation (e) Multiple disabilities. The authorities to give Disability Certificate will be 2 Medical Board duly constituted by the Central and/or the State Government. The Medical Board should consist of at least one specialist in the particular filed for assessing locomotor / Visual including low vision / Hearing and speech disability. ‘The employee need not adjustiavail entire quantum of EL before availing CCL. Child Care Leave may be combined with leave of any kind due and is admissible, including Maternity Leave, except Casual Leave. Child Care Leave cannot be demanded as a matter of right. Under no circumstances can any employee proceed on Child Care Leave without prior approval of the leave by the leave sanctioning authority (BUH).NTPC Limited ‘Section:0201 Corporate Human Resources Division _| Issue No: III Rev.No.0 HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 20 of 33 19.38 19.3.9 19.4 19.4.1 19.4.2 19.4.3 19.4.4 195 195.4 1952 1953 (a) (b) wo ‘Sundays, declared holidays, etc. falling during the period of leave will also count for the total period of Child Care Leave. Child Care Leave should not ordinarily be granted during initial probation period. However, concerned BUH is authorized to approve grant of Child Care Leave, on ‘cases to case basis, to the female employee on probation, Entitlement during leave: ‘The women employee would be entitled to the following during this period of CCL: Payment of leave salary (Basic + DA) equal to the pay drawn immediately before proceeding on leave and Drawal of medical benefits in respect of the employee and her dependents, She will be granted permission to continue occupying the existing ‘accommodation on payment of usual rent / License Fee. Employee drawing HRA will continue to draw HRA during the period of leave. The concerned woman employee shall be entitled to continuity of service for CPF and Gratuity and if the employee chooses to contribute to her PF account during the child care leave, the company will make matching contribution as per rules framed from time to time. During the period of Child Care Leave, the employee will not be allowed to take up any remunerative / honorary service elsewhere. ‘The employee shall also have an option to make payment of the monthly installments towards recovery of HBA, Conveyance Advance, Furniture Advance, ‘Multi Purpose Advance, House Rent etc. while availing CCL. During the Child Care Leave period, the employee shall not be considered for promotion. However, the period will count for eligibility for promotion, General: ‘The Competent Authority for sanctioning of this leave shall be respective BUH. Women employee(s) who has/ have availed CCL as per earlier CCL Scheme, the balance period of CCL within the total period of 2 years, if any, shall have 10 be availed as per the above revised CCL Scheme provisions. CMD/ D(HR) shall be authorized to make amendments / modifications in any of the provisions in the Scheme from time to time.NTPC Limited Section:0201 Corporate Human Resources Division | Issue No: Ill Rev.No.0 Ataert ompany HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 21 of 33 20.0 20.1 20.2 20.3 203.1 20.3.2 20.4 204.1 20.4.2 20.4.3 NTPC SPECIAL CHILD CARE LEAVE ON ADOPTION OF A CHILD / DELIVERING CHILD THROUGH SURROGACY Objective To facilitate employees with less than two surviving children to take care of their legally adopted child up to one year of age / child delivered through surrogacy. Coverage All employees on the regular rolls of the Corporation excluding trainees. ‘Quantum of Leave Female employees shall be granted the Special Child Care Leave on adoption of a child / delivering child through surrogacy for a period of 182 days (26 weeks) from the date of valid legal adoption / date of delivery through surrogacy. Male employees shall be granted the Special Child Care Leave on adoption of a cchild / delivering child through surrogacy for a period of 15 days to be availed within a period of 182 days (26 weeks) from the date of valid legal adoption / delivering child through surrogacy. Other terms and condition: The Special Child Care Leave on adopti surrogacy may be granted on full pay. of a child / delivering child through ‘Special Child Care Leave may be combined with leave of any other kind. In continuation of ‘Special Child Care Leave’ the adoptive mothers may also be ‘granted, if applied for, leave of the kind due and admissible (including Leave not due and Commuted leave not exceeding 60(sixty) 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 ‘Special Child Care Leave, subject to the following conditions: This facility shall not be admissible to an adoptive mother already having two ‘surviving children at the time of adoption. ‘The maximum period of one year leave of the kind due & admissible (including leave not due and commuted leave up to 60 days without production of Medical certificate) will be reduced by the age of the child on the date of adoption without taking into account Special Child Care Leave as in following illustrations: If the age of the adopted child is less than one month on the date of adoption, leave up to one year may be allowed. If the age of child is six months and above but less than seven months, leave up to 6 months may be allowed.NTPC Limited Section:0201 Corporate Human Resources Division Issue No: III Rev.No.0 AMaharatna Compary ‘HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 22 of 33 20.5 20.5.1 20.5.2 21.0 24.4 213 22.0 If the age of the child is 9 months and above but less than two months, leave up to 3 months may be allowed, Special Child Care Leave shall not be debited against the leave account. General ‘The adoption / delivery through surrogacy of the child should be through a proper legal process and the employee should submit a copy of the adoption / surrogacy deed to the Company. ‘The Sanctioning Authority for this leave shall be the same as that for Maternity / Paternity Leave under NTPC Leave Rules. QUARANTINE LEAVE: Quarantine leave is leave of absence from duty necessitated as a consequence of the presence of certain infectious diseases in the family or household of the employees. Such leave may be granted by the leave sanctioning authority on the certificate of the Registered Medical Practitioner for a period not exceeding 21 days, or in exceptional circumstances, 30 days. Any leave necessary in excess of this period shall be treated as leave of the type that may be available to the credit of the employees. Quarantine leave can also be granted in continuation of any other kind of leave other than casual leave. An employee on quarantine leave will not be treated as absent from duty and his pay will not be affected, Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebro-spinal meningitis may be treated as infectious diseases for which quarantine leave can be granted, Quarantine leave can be granted to an employes at a place other than his Headquarters, also provided that he had gone there on duty or authorized leave with permission of competent authority REFUSED LEAVE: When an employee has applied for eared leave in time and is refused leave in the interest of Corporation work, he will be allowed to accumulate the leave to the same extent provided that the total eared leave at his credit does not exceed 300 days at any time, TERMINAL LEAVE: Earned Leave to the extent due and admissible may be granted to any employee at the discretion of the sanctioning authority on termination of his service on medical grounds certified by Authorized Medical Attendant or in the case of Executives and Supervisors on account of retrenchment on abaiiton of posts. In the latter case it will run concurrently with the notice period required to be given under the contract of appointment, if any. Such leave may be granted even when it has been applied for and refused in Companys interest.NTPC Limited Section:0201 1] Corporate Human Resources Division _| Issue No: Ill Rev.No.0 Asbratre company HR Policy Manual Issue Date: 25.03.2019 NTPC Leave Rules Updated as on: 15.03.2019 Page: 23 of 33 240 COMPENSATORY OFF: 244 Workmen ‘Workmen if required to work on weekly holidays or closed holiday may be granted compensatory off. Compensatory off will not be accumulated subject to the provision of law in force, workmen will be entitled to avail of company Compensatory offiholiday admissible to them at their choice after making prior application and obtaining sanction for the same®. 2444 If a worker works on his weekly offf rest day which is not a National Holiday (although it may be paid closed holiday), he will be allowed one days Compensatory off in leu of this extra one day/ shift work, 24.12 Ifa worker works on a weekly off /rest day which is also a National Holiday, he will be allowed two days single wage (Basic plus DA). 24.13 ‘The compensatory off as regulated in terms of (a) and (b) above can be allowed to be accumulated during a calendar year after which this will be lapsed. 2444 if extra duty as mentioned above is regulated in terms of these provisions, no other payment (such as overtime) will be admissible. 242 ‘Supervisors Subject to the provision of law in force, supervisors will be entitled to avail of compensatory-offfholiday admissible to them at their choice after making prior application and obtaining sanction for the same*. 24.3 Executives i) Compensatory off will be admissible to executives up to and including the level of Addl. General Manager who are posted at projects (Where one or more units have been commissioned) and those posted at a substation ‘which is commissioned and where O&M is going on and who are: a) Doing shift duties in power stations/sub-stations, and b) Required to work on staggered weekly off. i) These executives may be allowed one day compensatory off if they work in an extra shift in addition to their normal shift duty. ii) If the weekly holiday, being a day other than a Sunday in case of such executives doing shift duties in power Stations/substations coincides with either a closed holiday and the executive does not work on such a day, one day compensatory off wil be allowed to him. iv) The compensatory off may be availed of in the same calendar month,