CHAPTER – VI

TIME OFF FOR REST & SICKNESS

SECTION - I

LEAVE RULES
1. Objective
The policy of the Company in regard to the grant of benefit of different kinds of leave is based on the need to
:
(I) afford mental and physical rest and relaxation to its employees periodically.
(II) to grant freedom from official duties periods of their sickness, maternity etc. and
(III) to provide time off to them for attending to essential personal tasks and responsibilities.

2. Applicability and Coverage

These rules are operative from 1980 (save provisions under Rule 16 regarding study leave which came into
effect from September, 1990) and apply to all regular and temporary employees of the Company, those on
probation, those re-employed or on extension of service and such of the deputationists from Government
Departments and Undertakings as have been permanently absorbed in the Company. Apprentices are
however not covered by these rules.

3. Casual Leave

This is granted at the rate of 12 days in a calendar year. It will be granted in units of half or full days as
required by the employee. Lunch interval will be taken as the dividing time in the case of leave for half-a-
day. Casual leave cannot be carried over to subsequent calendar years. Sundays and holidays falling with a
spell of casual leave will not be charged on the casual leave account.

4. Special Casual Leave

Special casual leave over and above the entitlement of 12 days of casual leave may be sanctioned with the
approval of an Officer in scale Rs. 16400-18300 or equivalent IDA grade and above in special
circumstances as indicated below for a total of not more than 30 days in a year in all.
(i) Participation in training camp or rallies of Scouts and Guides.
(ii) Participation in Republic Day Parade/ Celebrations as member of
(a) St. John Ambulance Brigade &
(b) In the events under orders of govt.
(iii) Participation in sports contests and tournaments
(iv) Attendance at Courts as jurors and assessors
(v) Attendance in meetings of technical and scientific institutions
(vi) For undergoing sterilization operation under small family norms
(a) 6 days for male employees (b) 14 days for female employees
(c) 7 days for male employees where wives undergo sterilisation operation.
(vii) Declaration of ‘Bandh’ or imposition of ‘Curfew’ disrupting the transport system etc.
(viii) Blood-Donation : One day on the day of donation to a recognised Blood Bank.
(ix) Participation in Mountaineering/trekking expeditions approved by the Indian Mountaineering Foundation
or organised by Youth Hostels Association of India upto 30 days in one calendar year subject to the
overall limits of 30 days for one calendar year for participating in sporting events.
4.1 Special Casual Leave may be combined with any other kind of leave and Sundays, Saturdays and other
holidays intervening during a spell of special casual leave will be included in it.

5. Earned Leave (LAP)

1. Earned Leave is leave granted on full pay and allowance. It is credited to all eligible employees at the
rate of 30 days in a calendar year. This will be done in advance 15 days of earned leave being credited
st st
on 1 January and 15 days on 1 July at the commencement of each calendar half-year. Commencing
from 1.1.1991 the earned leave accounts of all the employees will be maintained in two sections, viz.
(a) Encashable leave and
(b) Non encashable leave
st st
Earned leave credited in advance on 1 January and 1 July thereafter will also be credited in this
manner in the ratio of 50:50. Similar procedure will be adopted regarding the manner crediting the leave
accounts under the sub-rule 5 (2) & 5 (3). Any part or whole of encashable leave may be availed of as
leave and it is not necessary that it should be encashed.
2. During the half yearly period, in which an employee is appointed, credit of earned leave will be at the
rate of 2-1/2 days per month of service and for this purpose half a month or more will be reckoned as
one month.
3. Similarly, during the calendar half year in which an employee is due to retire or proceeds on leave
preparatory to retirement, or resigns from service, or is removed or dismissed from service or dies,
recalculation will be made for crediting leave for that half year at the rate of 2-1/2 days per month, half a
month or more being taken as one month.
 th
4. Again the credit of 15 days earned leave afforded in any calendar half year will be reduced by 1/10 of
the period of extra-ordinary leave during the previous half year subject to a maximum of 15 days. For
this purpose a fraction below half will be ignored and that of half or more will be reckoned as one day.
5. The maximum accumulation of total earned leave in an employee’s account will be 300 days of which
the ceiling under the ‘encashable leave’ account will be 150 days. The maximum earned leave that can
be granted at a time will be 150 days.
6. Leave at the credit of the employee’s earned leave account at the close of a previous half year will be
carried forward to the next half year subject to the leave as carried forward plus the credit for that half
year not exceeding the maximum limit of 300 days.
7. An employee on earned leave will be paid leave salary equal to the pay including special pay,
deputation pay, personal pay etc. drawn by him immediately before proceeding on leave and the
allowance including dearness allowance applicable to that pay.

6. Half Pay Leave (LHAP)

1. Half pay leave is credited to all eligible employees at the rate of 20 days per year. In the first instance,
20 days will be credited at the end of one year after initial appointment and then for the subsequent
period upto the end of the calendar year, half pay leave will be credited at the beginning of the next
calendar year, at the rate of 20/365, a fraction of half a day or more being rounded off to the next higher
number and less than half a day being ignored. Thereafter 20 days will be credited for each calendar
year at the beginning of each year.
During the calendar year, in which the employee is due to retire or proceeds on leave preparatory to
retirement, or resigns from service or is removed or dismissed from service or dies proportionate
number of days of half pay leave calculated at the rate of 20/365 of the days of service during the year
will be credited to the employee’s half pay leave account.
2. There is no limit to the accumulation of half pay leave, but the maximum half pay leave that can be
availed of at a time is 24 months.
3. An employee on half pay leave will be entitled to leave salary equal to half of the pay, special pay,
deputation pay, personal pay etc. drawn by him immediately before proceeding on leave and dearness
and the other allowances applicable to that amount.
7. Leave Not Due

1. Except in the case of leave preparatory to retirement. “Leave not due”; may be granted to any regular
employee of the company who has completed one year of
employment with the Company when no other leave (except casual leave) is due to him.
2. The maximum limit of leave not due that can be granted to an employee is 360 days during the entire
period of his employment with the Company, out of which not more than 90 days at a time and 180 day
in all may be granted otherwise than on medical grounds.
3. Leave not due is charged against the half pay leave that the employee may earn subsequently and he
will draw leave salary during such leave on the same basis as in the case of half pay leave.
4. Leave not due will be sanctioned only when the sanctioning authority is satisfied that there is a
reasonable prospect of the employee returning to duty on expiry of the leave and earning the amount of
half pay leave that is sanctioned to him, subsequently.

8. Commuted Leave
1. Commuted leave is the leave granted to eligible employees on medical grounds or to enable them to
pursue an approved course of study i.e., a study accepted by the sanctioning authority to be in the
Company’s interest.
2. Commuted leave is granted by charging on the half pay leave account of the employee to the extent of
double the amount of leave. The employee on commuted leave will thus draw leave salary to the same
extent as in the case of earned leave, during commuted leave.
3. Commuted leave may be granted even when the employee has credit of earned leave in his account.
4. Commuted leave will not be granted unless the sanctioning authority has reason to believe that the
employee will return to duty on its expiry. If the employee intends to retire after expiry of the leave, the
commuted leave will be treated as half pay leave and the excess amount drawn on leave salary will be
recovered. But if his retirement becomes necessitated on account of ill health incapacitating him from
further service, such a recovery will not be made.
5. The maximum No. of days of commuted leave that will be sanctioned for pursuing of an approved
course of study is 90 days (180 days of half pay leave to be commuted) during the entire period of
employment.
9. Extraordinary Leave
1. Extraordinary leave is the leave granted to an employee without any leave salary. when no other leave
is due to him or when he applies for it specifically.
2. Extraordinary leave may be granted to all employees covered by these Rules except those on probation
and those on reemployment with the Company.
3. The maximum amount of extra-ordinary leave (in addition to other leave) that can be granted at a time
is five years.
4. When an employee fails to resume duty on the expiry of the extraordinary leave actually sanctioned to
him or on the expiry of the maximum period of extra-ordinary leave as admissible to him, he shall be
deemed to have resigned from the service unless the Managing Director, determines otherwise in view
of the exceptional circumstances of the case.
10. Special Disability Leave
1. Special disability leave may be granted to an employee to the maximum extent of 24 months, when he
is disabled by injury accidentally inflicted or caused by or in consequence of the performance of his
official duties for the Company or in consequence of his official position in the Company.
2. Special disability leave will not ordinarily be granted unless the disability manifests itself within three
months of occurrence of the event to which it is attributable and the person disabled acted to get relief
from the disability with promptitude.
3. Leave salary as for earned leave will be granted upto 120 days and leave salary as for half pay leave
for the remaining days of special disability leave. In the case of persons covered by the Workmen’s
Compensation Act. 1923, the amount of leave salary payable for the special disability leave will be
reduced by the amount of compensation received by the employee from the Insurance Company
against the insurance policy taken by the Company, if any, will also be reduced from the leave salary.
4. The recommendation and the period of special disability leave should be certified by an authorised
medical practitioner.
5. Special disability leave is not charged against any other leave account, but it can be combined with any
other leave.

11. Quarantine Leave

1. Quarantine Leave is leave of absence from duly necessitated by the presence of certain infectious
disease in the family or household of the employees.
2. When the employee is himself suffering from any infectious disease, quarantine leave is not granted but
only leave of other kinds that may be admissible to him.
3. Cholera, Small-pox, Plague, Diphtheria, Typhus fever, cerebra-spinal meningitis or such other diseases
as may have been declared to be infectious by the State Government or other authorities within the
area under its administration may be treated as infectious disease for the purpose of the grant of
quarantine leave.
4. Ordinarily quarantine leave will be granted upto a maximum of 21 days at a time, but in exceptional
circumstances, it may be granted upto 30 days based on a
certificate from Authorized Medical Practitioner or Public Health Officer of the area.
5. Any leave in excess of that certified by the Authorized Medical Practitioner or public Health Officer will
be treated as leave of other kind as may be due to the employee. Quarantine Leave can be combined
with other kinds of leave.
6. An employee on quarantine leave will not be treated as absent from duty and his salary will not be
affected.

12. Maternity Leave

1. Maternity leave will be granted to a female employee for a maximum period of 135 days.
2. Maternity leave may also be granted for a maximum period of six weeks in case of miscarriage
including abortion induced under the Medical Termination of Pregnancy Act, 1971.
3. Maternity leave will be granted on the production of a certificate recommending its grant and period by
an Authorized Medical Practitioner.
4. Any other kind of leave including commuted leave that may be due to the employee may be granted in
continuation of maternity leave upto a maximum of 60 days without the authority of a medical certificate.
5. During maternity leave the employee will draw full leave salary as in the case of earned leave.
6. Maternity leave is not charged to any of the ordinary leave accounts,.

13. Paternity Leave

A male employee will less than two surviving children will be granted Paternity Leave for a period of 15
days during the confinement of his wife for child birth i.e. upto 15 days before or upto six months from
the date of delivery of the child. During the period of such leave, he shall be paid leave salary equal to
the pay drawn immediately before proceeding on leave. Paternity Leave shall not be debited against the
leave account and will be combined with any other kind of leave (as in the case of Maternity Leave). It
may not normally be refused under any circumstances.

14. Encashment of Leave

Earned leave is encashable by the eligible employees in the following circumstances and to the extent
mentioned:
1. the full amount of earned leave at credit in the account may be encashed :
(a) When an employee retires on superannuation or after a period of extension or reemployment.
 (b) When an employee is permitted to retire prematurely or whose employment is terminated on other
than disciplinary grounds or
(c) When an employee dies while in employment
2. During employment only the leave in the encashable leave account can be encashed once a calendar
year, on the employee actually availing himself of an equal amount of Earned Leave. This requirement
of actual availing of Earned Leave is subject to a ceiling of 30 days, and it can be relaxed if the leave is
not granted by the sanctioning authority, on account of exigencies of work.
3. Deputationists from Government and employees recruited from other public sector undertakings, who
are permanently absorbed in the Company may encash their full pay/earned leave carried forward from
their account with previous employer to the extend of 75% of such Leave,
Provided that the monetary value of the full pay/earned leave is remitted and received by the Company.
4. An employee who is dismissed, removed or compulsorily retired from employment on disciplinary
grounds will not be eligible to encash his leave.
5. An employee who resigns or quits service, is eligible to encash 50% of the total leave (both cashable
and non-cashable) available on the date of cessation of service, subject to a maximum of 150 days.
6. For the period of leave encashed, an amount equal to the total of basic pay, dearness pay, special pay
and personal pay etc. if any, and dearness allowance and interim relief’s if any admissible on the date
of application will be paid. City Compensatory Allowance or House Rent Allowance will not be payable
for encashment of leave.
7. The amount payable for encashment of leave will not be reckoned as wages/salary for purposes of
overtime, provident fund, bonus, etc.
8. No deduction other than income tax will be made from the amount payable on encashment of leave to a
serving employee if the encashment is for a period of less than 30 days. If it is for 30 days or more,
monthly installment of re-payment of advances and other dues will be recovered at the rates of one
installment for each period of 30 days. In cases of retirement/ resignation/ retrenchment or death, the
Company’s dues will be recoverable from the amount of encashment.

15. General Conditions for Grant of Leave and its encashment

1. Application for leave and for encashment of leave will be made in the formats prescribed in Annexure I
& II
2. Leave (or encashment of leave) cannot be claimed as a matter of right. Sanction for it will be accorded
by an Officer in grade Rs. 14300-18300/- (or equivalent scale of pay) and above who supervises the
employee at the time of the application for leave or leave encashment at his discretion.
3. Leave will be granted only after a report regarding its admissibility is obtained from the office
maintaining the leave account.
4. Unauthorized absence from duty will render an employee liable to disciplinary action. An authority
competent to sanction him leave may, however, regularize his absence as leave with or without pay if
he is satisfied that the absence was due to reasons beyond the employee’s control.
5. Leave on medical grounds wherever admissible will be granted only on the recommendation and
certificate obtained from an authorized registered medical practitioner, acceptable to the sanctioning
authority. The leave sanctioning authority may sanction leave on medical ground upto a maximum 3
days without production of medical certificates, if he is satisfied on the genuineness of the request for
leave.
6. Except in an emergency, applications for leave shall be made sufficiently in advance (normally seven
days to a month) of the date from which it is required to enable arrangements to be made for handling
the job of the applicant during the period of leave.
7. Applications for extension of leave, if required due to unavoidable circumstances, shall similarly be
made well in advance of the expiry of the leave already granted.
8. An employee, who is granted leave on medical grounds will be permitted to return to his duties only if he
produces a certificate of fitness to resume his duties by the Authorized Medical Practitioner, who
recommended his leave in the first place or any other registered medical practitioner, whose certificate
is acceptable to the leave sanctioning authority.
9. Holidays including restricted holidays may be allowed to be prefixed and suffixed to the leave.
10. An employee on resuming duty after expiry of the sanctioned leave will advise the date of resumption to
the office maintaining the leave account.

16. Recall from Leave

In case the Company or the officer sanctioning the leave finds it necessary to recall an employee to duty
before the expiry of the sanctioned leave, the employee shall return from leave to duty. If he is availing of his
leave outside his headquarters, then he shall be eligible to be paid travelling and daily allowance as for tours
on duty from the time of the commencement of his journey and till his return to the headquarters and the
period of leave not availed of shall be restored to his account.

17. Study Leave

1. Objective
These rules are intended to grant leave in special circumstances to the employees of
the Company to enable them to undertake scientific, technical or management studies or to undergo special
courses of instructions.
2. Applicability and Coverage
These rules shall apply to all regular employees of the Company, who have rendered not less than 3 years
service and such of the deputationists from the Government undertakings and departments as have been
permanently absorbed in the Company
3. Conditions for grant of Study Leave
3.1 Subject to the conditions specified in these rules, Study leave may be granted considering the
exigencies of the business of the Company to enable an eligible employee to undergo in India or
abroad, a special course of study or specialised training in a managerial, professional or a technical
subject relating to the area of his work.
3.2 Study leave may also be granted:-
(i) for a training course or study tour in which the employee may not attend a regular academic or
semi-academic course provided such training course or study tour will enhance his capability and is
related to the sphere of duties of the employee.
(ii) for studies connected with public administration
(iii) for studies which may not be closely or directly related to the work of the employee but which would
widen his mind in a manner likely to improve his abilities as an employee and to equip him better to
collaborate with those employed in related services.
Study leave in the aforesaid cases is subject to the conditions that:
(a) particular study or study tour should be approved by the authority competent to sanction study
leave and
(b) the employee should submit, on his return a full report on the work done by him while on study
leave.
3.3 Study leave shall not be granted unless:
(i) The authority competent to sanction leave certifies that the proposed training course or study is of a
definite advantage to the interest of the Company' s business:
(ii) It is for prosecution of studies in subjects other than academic or literary, provided that an
employee associated with a specialised or a technical work may be granted study leave for
prosecuting Post Graduate Course of study directly related to his work; and
 (iii) Release of foreign exchange involved in the grant of study leave is within the purview of the
Government regulations, and is authorised by the competent authority, if such leave is outside
India.
3.4 Study leave out of India shall not be granted for prosecution of studies in subjects for which adequate
facilities exist in India or under any of the schemes administered by the concerned Ministries of the
Government of India.
3.5 Study leave will not be granted to an employee who is due to retire from the Company's services within
three years of the date on which he is expected to return to duty after expiry of the leave.
3.6 Study leave shall not be granted to the employee with such frequency as to remove him from contact
with his regular official work or to cause administrative difficulties arising out of his absence on leave.
The competent authority for purpose of sanctioning study leave is the Managing Director or any of the
full time Directors of the Company or any other Officer to whom the power for sanctioning such leave is
specifically delegated.
4. Maximum amount of study leave at a time and during the entire service
The maximum amount of study leave which may be granted shall be:-
(i) Ordinarily twelve months at any one time, which shall not be exceeded except under special
circumstances and
(ii) twenty four months in all during his entire service.
5. Combination of study leave with other kinds of leave
Study Leave may be combined with other kinds of leave, but in no case grant of such leave in combination
with leave other than extra-ordinary leave amount to a total absence of more than 28 months, which period
includes vacations, if any from the regular duties. An employee when granted Study Leave in combination
with any other kind of leave, if he desires, may commence his study before end of any other kind of leave
but the period of such leave coinciding with the course of study will not be counted as study leave.
6. Extension of study leave beyond course of study
In case the course of study finishes before expiry of study leave sanctioned, the employee shall resume duty
on conclusion of the course of study, unless the prior assent of the competent authority is obtained to treat
the remaining period as ordinary leave.
7. Cost of fees for study
The employee granted study leave shall ordinarily be required to meet the cost of fees paid for the study but
in exceptional circumstances, Managing Director may sanction grant of such fees,
Provided that in no case the cost of fees be paid to the employee, who is in receipt of a scholarship or
stipend from whatever source, or who is permitted to receive or retain, in addition to his leave salary, any
remuneration in respect of part-time employment, permitted during study leave.
8. Execution of bond
The employee of the Company, who has been granted study leave or extension of such leave, shall execute
a bond in the form at Annexure III hereto, before the study leave granted to him commences.
9. Resignation and retirement
In case an employee resigns or retires from service without returning to duty after a period of study leave or
within a period of 3 years after such return to duty, he shall be required to refund double the amount of leave
salary, cost of fees and other expenses, if any, incurred by the Company and drawn by him for the period of
study leave, together with interest thereon at Government rates from the date of demand before his
resignation is accepted or permission to retire is granted,
Provided that the Managing Director may relax this provision where the employee on return to duty from
Study Leave, is forced to retire from the service on medical grounds.
10. Leave Salary During Study Leave
The employee on study leave, will be entitled to draw salary equal to the pay plus DA last drawn while on
duty immediately before proceeding on leave. Any stipend, scholarship or remuneration in respect of any
part time employment shall be adjusted, against the leave salary.He is also entitled to draw HRA for the first
180 days of study leave at the admissible rates from time to time, at the station from where he proceeded on
study leave. Payment of HRA beyond 180 days will be subject to certification that the employee continued to
retain the house at the same station (whether within its qualifying limits or in an adjoining area) from where
he proceeded on study leave, paid rent for it and did not sub-let the whole of it, for the period for which HRA
is claimed. He is further entitled to draw CCA for the first 120 days of study leave at the rates applicable
from time to time at the station from where he proceeded on, study leave. Further payment of CCA beyond
120 days of study leave will be subject to production of certificate that the employee or his family or both
continued to reside for the same period for which CCA is claimed at the same station (whether within its
qualifying limits or in an adjoining area) from where he proceeded on leave.
11. Counting of study leave for promotion, pension seniority, leave and increments:
(i) Study Leave shall count as service for promotion and seniority. It shall also count as service for
increments and gratuity and PF, provided the employee makes the requisite contribution to P.F.
(ii) The period spent on study leave shall not count for earning leave other than half pay leave period
admissible.
 RITES LIMITED
(A GOVERNMENT OF INDIA ENTERPRISE)
RITES BHAWAN, NO.1 SECTOR-29, GURGAON-122001

LEAVE APPLICATION FORM

NAME : __________________________ EMPLOYEE NO : _______________

DESIGNATION : ________________________ OFFICE : _________________

S. NO. TYPE OF LEAVE FROM TO NO. OF DAYS

1.

2.

3.

4.

Reasons for Leave : _______________________

Leave Address :________________________

Signature of the Employee

Orders of Sanctioning Authority

Dated :

Signature : ________________

Designation : ______________

NOTE : To be sent to the authority maintaining the leave account after sanction
 RITES LIMITED
(A GOVERNEMENT OF INDIA ENTERPRISE)
RITES BHAWAN, NO. 1, SECTOR-29, GURGAON-122001

APPLICATION FOR ENCASHMENT OF EARNED LEAVE FOR THE

CALENDAR YEAR_________________________
(TO BE SUBMITTED IN DUPLICATE)

1. Name of the Company Employee : _________________________________

2. Employee No/ Designation : __________________________________
3. Rate of Pay + D. A. : __________________________________
4. Office : __________________________________

Please sanction me Encashable Earned Leave for ____________ days. I have not availed of encahment
facility during this year.
Signature of the employee
Dated :

Sanctioned subject to eligibility. The employee has been sanctioned ___________ days-earned leave/
refused__________ days leave from___________________ to____________________ due to
____________________
Vide application attached.
Dated : __________________
_______________________
Signature & Designation
(Sanctioning Authority)
To P&A Division
Applicant is having _________days of Encashable Earned Leave at his credit. He is allowed to encash
_______________ days as requested. Necessary entry in this respect has been made in the Leave Record.
at S. No. __________________ Forwarded to Dy. GM (FE) for arranging payment.
Dated: -
Signature & Designation

To Dy. GM (FE)
 (FOR ACCOUNTS OFFICE RECORD)

No. Of days of Earned Leave Encashed ________________________

Amount Due _________________________

Rate of Pay _________________________

Rate of DP _________________________

Rate of D. A. _________________________
Net amount payable
— in Figures Rs. _________________________

— in Words Rs. _________________________

_________________________

Entered in the Register of Leave Encashable for the year _____________________.

Dy. GM (FE)
 Annexure-III
BOND
This Agreement made this ____________ day of ____________ two thousand ___________________
between___________________S/o__________________,
R/o_________________________ at present employed as ______________in the office of
______________ (hereinafter called the “employee” which expression shall unless excluded by or
repugnant to the subject or context, include his/her heirs, administrators and assigns) on the first part and
Managing Director, RITES,
New Delhi (hereinafter called the “Company” which expression shall, unless excluded by or repugnant to the
subject or context, include his successors in office and assign) on the second part, and Shri
____________________ Slo ______________
R/o _________________________ at _________________________ (hereinafter called the “surety” which
expression shall, unless excluded by or repugnant to the subject or context, include his/her heirs,
administrators and assigns) on the third part:
WITNESSETH
Whereas the employee has been serving the Company since _______________ and has requested for
grant of study leave for a period of ________ months for pursuing higher studies in ________ . During this
period he/she will be per month of drawing emoluments at the rate of Rs. ________________ per month.
AND WHEREAS after the expiry of the period of ________ months study leave in ________ the employee
has undertaken to serve the Company for a period of
3 years, commencing from the date of joining his/her duty immediately after hisl her return from the leave
under reference.
AND WHEREAS the Surety has expressed his willingness to carry out the due performance of the
agreement by the employee.
THEREFORE IT IS HEREBY AGREED COVENANTED. RECORDED AND DECLARED BY AND AMONG
THE PARTIES AS FOllOWS :
1. That the employee has joined his/her service w.e.f. ________ and will proceed to________
on________ .
2. That the employee shall complete his/her higher studies in ________ during a total period of ________
years.
3. If during the period of his! her studies in India/aboard, the performance of the employee is not found
upto the mark, the Company may at any time terminate the Study Leave without any notice.
4. That the employee shall return to place of his/her posting in the Company, immediately after his/her
completion of studies in India / abroad.
5. That on completion of the period of study, the employee shall be bound to serve the company for a
minimum period of 3 years.
6. That the Surety herein has assured the Company that the employee shall duly and diligently complete
his/her studies as aforesaid and thereafter shall serve the Company for the aforesaid stipulated period
of 3 years after completion of hisl her studies.
7. That in case the employee refuses or fails to serve the Company for a period of 3 years after he/she
has completed the studies, he/she and the Surety will be jointly and severally liable to pay on demand
to the company as liquidated damages a sum of Rs. ________ .
8. The employee shall also be liable to pay as liquidated damage, in addition to the above, the amount
which he/she received from the Company, during the above said period of study towards his/her
salary/leave salary and other perquisites, if any.
9. That in case the employee brings about a termination of his/her study by not conforming to the order
given to him/her or otherwise brings about termination of his/her study, then the employee shall pay the
sum laid down under clause 7 above as liquidated damages.
10. That in case the employee defaults in carrying out the terms of this contract or otherwise commits a
default of the terms of this Agreement in any manner whatsoever, then all amounts payable by the
employee to the Company as liquidated damages as aforesaid shall be paid by the employee on
demand.
11. That the Company shall also be entitled at its option to file a suit for injunction restraining the employee
from serving anywhere in India for similar work during the period fixed in this agreement, and the
employee shall have no objection to issue of such injunction.
12. The Company may, however, remove or dismiss the employee for misconduct as may be defined
according to the rules in force from time to time, in which case the employee or his Surety is liable to
pay the damages to the Company a sum of Rs. ________ .
13. That the employee shall not divulge or communicate to any person or persons natural or jurist, during
the period of study, under this Agreement, or afterwards, any, information about the affairs of the
Company. The employee expressly undertakes not to engage on any business, occupation, trade or
services of any nature whatsoever during the period stipulated in this agreement.
14. That the employee shall be subject to and conform to the service rules and all other rules and
regulations of the Company, in force, from time to time.
15. That in case of any dispute touching meaning, effect of any right or liabilities arising out of this deed or
any dispute whatsoever in connection with or under this deed, the decision of the Managing Director
shall be final and binding.

WITNESSES Signature & Designation

1. Of the employee
2. Address

WITNESSES
1. Signature & Designation
of the Surety
2.

WITNESSES
1. Signature & Designation
2. for & on behalf of
RITES Limited
 SECTION II
LEAVE TRAVEL CONCESSION RULES
1. Objectives
The Rules called the "RITES Leave Travel Concession Rules"are effective from the 1st January,
1980.These Rules are meant to provide financial assistance to employees of RITES in meeting the
expenses of travel involved while availing of rest and recreation with their family away from their
headquarters at their Home Town or elsewhere periodically.
2. Scope and Applicability
These Rules apply to all regular employees of the Company, who have completed at least one year of
continuous employment in the Company including those on deputation from Government Department and
other Public Sector Undertakings, who are permanently absorbed in the Company (in their case, the
condition of one year service in the Company will not apply). These do not apply to persons, who continue to
be on deputation from Government Departments and other Public Sector Undertakings, unless their parent
organisations are agreeable to their applicability to them in lieu of any similar concession available in their
own organisation. These also do not apply to casual employees whether on daily or monthly rates of wages
or to those engaged on contract basis.
3. Definition
1. "Competent Authority" means Managing Director or any other officer of the Company of the rank of
Addl. General Manager and above.
2. "Family" means an employee's spouse, legitimate children, step-children and adopted children, who are
wholly dependent upon the employee and parents, including step-mother, sisters and minor brothers
who are residing with and wholly dependent upon the employee.
NOTE : If both husband and wife are employed in the Company, only one of them will be entitled to
avail of the concessions under these Rules including for his/her"family" the other spouse being
treated as dependent.
3. "Home Town" means the place declared as such by the employee at the time of joining the Company or
at the time of his absorption in it and accepted by the competent authority, as the place where the
employee himself was or his near relations are still residing, or where the employee owned immovable
property.
NOTE : The declaration of Home Town once made shall ordinarily be final. However the Managing
Director or a functional Director may at his discretion authorize a change in the declaration
once during the entire course of service of the employee in the Company.
4. Nature and Extent of Leave Travel Concession (LTC)
1. The primary condition for the admissibility of LTC under these Rules is that it can be availed of only
when the employee proceeds on leave of any kind including casual leave irrespective of the period
of leave.
2. An eligible employee of the Company will be entitled to claim full reimbursement of the actual cost
of travel limited to total fare by the class of travel by rail / air, as shows below:
(i) once in a block of two calendar years for the journey from his headquarters to his home town
and back.
(ii) Once in a block of four years for the journey from his headquarters to any other place in India
and back in lieu of a journey to Home Town and back.
(5) Entitlement of travel on LTC
Sl. No. Officers in pay scales the minimum of which is as under
CDA IDA Entitlement

1. Rs. 18,400/- & above Rs. 18,500/- & above Air Economy (Y) class by National
Carrier or AC –I Class by Train at their option.

2. Rs. 12,000/- & above but Rs. 13,000/- & above but AC-I class by Train
less than Rs. 18,400/- less than Rs. 18,500/-

3. Rs. 6,500/- & above but Rs. 6,550/- & above but AC –II Tier Sleeper
less than Rs. 12,000/- less than Rs. 13,000/-

4. Rs. 3,050/- & above but Rs. 3,400/- & above but First Class/AC –III Tier
less than Rs. 6500/- less than Rs. 6,550/-

5. Below Rs. 3,050/- Below Rs. 3,400/- Sleeper Class

(1) It has been decided that facility of air travel on LTC will be extended only to the existing JGMs/ AGMs
as on 1.10.97 as personal to them and subject to recovery of income Tax as per rules.
(2) It is clarified that if the regulation of revised LTC entitlement results in a lowering of existing entitlements
in the case of any individual, groups or classes of employees, the entitlements in respect of mode of
travel, class of accommodation, etc. shall not be lowered. They will continue to be governed by the
earlier order on the subject till such time as they become eligible in the normal course for higher
entitlements. Therefore, status quo as existed on 1.10.97 is allowed to continue. For others the revised
entitlements only would apply.
6. Carry forward of LTC
The LTC not availed of in any particular block of two years may be carried forward to and availed of before
the expiry of the first year of the succeeding block of two calendar years provided the outward journey for
st
such carried forward LTC commences before the 31 December of that year regardless of the date of the
completion of the return journey. The LTC for visiting any place of India once in a block of four years may, if
not availed of in any block, be carried forward to the first year of the next year only if the employee is entitled
to carry forward his LTC to visit his home town to that year.
7. Travel in Groups
The LTC may be availed of by an employee and his family by undertaking the travels in separate groups.
The family members need not accompany the employee or even travel in the same calendar year in which
the employee travels. The family members may avail the concession independently whether the employee
avails it or not. The members of the family of an employee may either travel together or separately in
different groups as may be convenient to them. Whether they travel in different groups, at different times,
reimbursement of expenditure shall be allowed in respect of each group provided the journey is performed
during the currency of the block in respect of which the first group performed its journey. For example, for
the block 1996-97 (Calendar years), if one group performs the outward journey some time in 1996, the last
group can perform its outward journey any time upto 1998 (including the carried-forwarded period of one
year). Similarly, for the block of four calendar years 1996-99, if one group performs the outward journey in
1996, the last group can perform the outward journey any time upto 2000 (including the carried-forwarded
period of one year). The return journey of each group must be completed within the block year from the date
of commencement of the outward journey by that group.
8. Restricted Concession
The LTC will be restricted to one way journey only when:
(a) A dependent son gets employment or a dependent daughter gets married after completion of the
outward journey or remains at the outstation for studies etc.
(b) When the family having completed the outward journey does not intend to complete the return journey.
(c) The employee’s newly married wife or a wife, who has been living away from the employee travels to
the headquarters station only on the “return” journey.
(d) A dependent son/daughter travels to headquarters station from another place, where he has been
studying or living with his relatives.
(e) A child completes the fare-paying age only at the time of travel in the return journey.
(f) A child adopted by the employee while on a visit to another station travels to the headquarters.
(g) When the employee and his family travel to hometown on his proceeding on LPR or terminal leave or
within two months of retirement, provided the LTC is otherwise admissible, provided the journey is
completed before expiry of leave.
9. Combination of LTC with Transfer or Tour
(a) When an employee on a LTC visit to another station is transferred, he may avail of LTC from old
headquarters to the place of visit and the facilities of transfer travelling allowance from the place to the
new headquarters.
(b) When an employee on tour at station ‘A’ is permitted to proceed on LTC to place ‘B’ he may avail of
LTC station ‘A’ to station ‘B’ and from station ‘B’ to headquarters.
(c) When an employee who has proceeded on LTC to place ‘A’ is required to proceed on tour to place ‘B’
and return to headquarters from ‘B’ he may avail of LTC from headquarters to ‘A’ and T. A. on tour from
‘A’ to ‘B’ and ‘B’ to headquarters.
10. LTC to Visit Home Town Outside India
LTC is restricted for visits to places in India only. If the Home Town of an employee is located outside the
country, the LTC will be limited to journeys to and from the railway station nearest to the home town/port of
embarkation in India.
11. Emergency Passage Concession
RITES employees posted in the specified area in the North Eastern Region, Andaman and Nicobar Islands
and Lakshadweep Islands are entitled to avail of the LTC, in emergencies, on two additional occasions
during their entire service career. This is termed as “Emergency Passage Concession.” RITES employees
and their families (Spouse and two dependent children-upto 18 years for sons and 24 years for daughters)
may travel either to the Home Town or the station of posting in an emergency. This shall be over and above
the normal entitlements of the employees and the two additional passages under “Emergency Passage
Concession” shall be availed of by the entitled mode and class of travel as admissible under the normal
leave Travel Concession Rules.
It has also been permitted to the officers Drawing a basic pay of Rs. 13,500/- and above and their families
(Spouse and two dependent children-upto 18 years for sons and 24 for daughters) may perform the LTC
journeys by air as below: -
 Sl. No. Officers Posted in Between Stations

1. North Eastern Region Imphal/ Silchar/ Agartala/ Aizwal/ Lilabari/

Kolkata
2. Andaman & Nicobar Islands Port Blair and Kolkata/ Chennai
3. Lakshadweep Kavaratti and Cochin

12. Procedure for claims for LTC

The claims for LTC shall be preferred in the form placed at Annexure II within one month of the completion
of the return journey. It shall be accompanied by proof of the journeys having been performed. The
competent authority on being satisfied with correctness of the claim will endorse it for verification and
payment to the Accounts Division.
13. Advance
(a) An employee proposing to avail of LTC may draw an advance limited to 90% of the estimated final
claim. For this purpose, he shall submit an application in the form placed at Annexure I, through the
competent authority to the Accounts Division.
(b) Advance for both the outward and return journeys will be admissible only if the return journey is to be
completed within 90 days.
(c) The advance shall be refunded in full by the employee forthwith if the outward journey is not
commenced within 30 days of the drawl of the advance.
14. Interpretation and Relaxation
The power to interpret these rules, in cases of doubt, vests in the Managing director of the Company, whose
decision shall be final. He may also relax any of the provisions of these rules in individual cases of hardship
for reasons to be recorded in writing.
 Annexure-1
RITES LIMITED
(A GOVERNEMENT OF INDIA ENTERPRISE)
RITES BHAWAN, NO. 1
SECTOR-29, GURGAON-122001

APPLICATION FORM FOR GRANT OF LEAVE TRAVEL CONCESSION ADVANCE

1. a) Name & Designation of the Applicant
(in block letters)
b) Employee No.
c) Place of posting
2. Basic pay & scale
3. Nature & period of leave sanctioned.
4. Particulars of Members of family
5. a ) Name of the place to be visited
with the nearest railway station
(in block letters).
In case it is “HOME TOWN” specifically
Mention the same.
b) Distance from HQs.
6. Probable date of commencement
Of journey
7. Amount of advance applied
for with details of calculations.
a) Single railway fare of …………Class from HQs to place to be visited
b) Balance after deducting 10%
c) Total advance for …………… fares (No. of fares).

A. Certified that :
(a) I am availing of the concession for the first time during the block years_______________.
(b) The family members in respect of whose journey (s) the advance is being claimed are entirely
dependent me.
(c) That my wife/ husband is not Company employee. He/ She has not availed of the concession
separately.
(d) That the journey (s) shall be performed by the class of accommodation for which the advance has been
drawn.
B. I undertake :
(a) To refund the advance in full forthwith if the outward journey is not commenced within 30 days of the
drawal of advance.
(b) To refund the Company one half of the advance forthwith where the advance has been drawn for both
the outward and return journey and later it becomes clear that the period of absence from headquarters
is likely to exceed 90 days.
(c) To submit the LTC claim along with photocopies of journey tickets in adjustment of the advance drawn
within 30 days after the completion of the return journey.
Dated: - ____________________

Signature of the Employee

Signature of the Controlling Officer

FOR USE IN ACCOUNTS DIVISION

Passed for payment of Rs.___________________________

(Accounts Officer)
 Annexure-II
RITES LIMITED
(A GOVERNMENT OF INDIA ENTERPRISE)
RITES BHAWAN, PLOT NO.1 SECTOR-29, GURGAON-122001

L.T.C. CLAIM FORM

1. Name of the employee :
2. Designation & department :
3. Place of posting :
4. Employee No :
5. Basic pay and scale :
6. Period & nature of leave availed :
7. (i) Block years during which the
concession last availed of :
(ii) Block years during which the
concession now availed of :
8. Whether LTC claim is for:
(i) Home Town or
(ii) Other place (If home Town, please specify)
9. Place of visit:
10. Details of journey undertaken

S. Name and Rela- Age Dt. of From To Distance Mode Fare

No. tionship to employee Journey

(A) OUTWARD JOURNEY*

(1)
(2)
(3)
(4)
(5)
(B) INWARD JOURNEY*
(1)
(2)
(3)
(4)
(5)
TOTAL:
* NOTE: - PHOTOCOPIES OF JOURNEY TICKETS TO BE ATTACHED
10. Amount of fare reimbursable as per rules Rs. __________________
Amount of advance, if any
(indicating proof of journey).
11. Amount of advance, if any Rs. __________________
12. Net amount claimed Rs. __________________

Signature of the Employee

Dated ______________ Signature of Controlling Officer

FOR USE IN ACCOUNTS DEPARTMENT.

Passed for payment of Rs. _________________________________.

Accounts Officer